  Engage with all the small moments.  After a couple of very challenging years, it is the Holiday Season and a New Year is around the corner. This year I have had the privilege of working with leaders as they transitioned to a “new normal.” The transition still feels like a roller coaster ride on a continuous loop. Employers are vying for top employees; workplace flexibility is high on the priority list and half of the workforce is considering a new job in 2023. See link below. (https://www.roberthalf.ca/en/half-of-canadian-workers-plan-to-look-for-a-new-position-in-the-new-year). What this has meant, certainly for my clients, is increased emphasis on communication and talent development. This season finds people are often very tired and somewhat exasperated. My wish is that everyone takes a time out this holiday season, to relax, put away the technology, engage with your family and friends and enjoy the moment. Certainly not everyone can shut down over the holidays, but perhaps you carefully consider the possibilities. One step is to clarify your intention for the holidays at your workplace. • What can be done to honour the holidays? • What does this mean for work/emails etc.? • How are you going to communicate this intention in your workplace? • What will you do if you receive emails/texts that have been deemed off limits? Speaking of people developing talent, our Rosanne Wild, who was our incredible Virtual Assistant for many years, has developed a new chapter in her life, which she is enjoying with her partner on their farm in Northern Ontario. Rosanne is a photographer (the beautiful picture was taken by her) and has an Instagram following under ‘wildfarmgirl_inspired’ so check her out. Wishing you peace in your life, rest, rejuvenation and excitement for your next chapter.   Kathleen Redmond MA, MCC kr@centreforcharacterleadership.com 905.478.7962  Visit our website Centre for Character Leadership | 1111 Davis Drive, 1-174, Newmarket, L3Y 7V1 Canada Unsubscribe kareneaddison@gmail.com Update Profile | Constant Contact Data Notice Sent by kr@centreforcharacterleadership.com |
| The Leading with Character Series provides practical, topical information and concrete tips. Our foundational belief is that good character creates a positive, healthy culture which is the secret sauce to organizational success. The Age of Uncertainty – episode three, provides a quick snapshot of your current, challenging workplace. Dr. Sean Hayes, a Clinical Psychologist, and I discuss the current situation and offer practical tips to move to more solid ground. Click here to view the video and learn more.Click here to view our related post. As you may recall, last summer I partnered with Dr. Sean Hayes and Dominique Laverdiere of Cohaesio Inc. to write a topical, evidence-based article. We explored the impact of the abrupt transformation triggered by the Covid 19 pandemic, as well as the impact of the socio-political movements (i.e., #Me2, BLM, and Truth and Reconciliation) upon the workplace. In the article we outline how the pandemic and subsequent lockdown had a revolutionary impact on our lives, processes, and organizations. We propose that the characteristics required of leaders to effectively respond and succeed in this new era of work have changed and this necessitates a new model of leadership.  In our brief, third video Dr. Hayes and I discuss the Character Model from my book, Leadership by Engagement. The first step in aligning your behaviour (words and actions) with what you want to achieve/who you want to be as a leader, is to honestly confront your Intention. Intention is comprised of beliefs, values (what is important to you), objectives and goals. Once you are clear, it is time to ensure that the leadership team is on the same page. Take the example of Performance Management/Talent Development. As a coach and facilitator, I know it is very common for leaders to have divergent perspectives on this subject. Keep talking to the employee when there is a gap between expected and actual performance or levy a consequence? Ignore the issue to avoid conflict? These are important questions (and there are many more) for leaders to answer in order to have consistency within the organization. View the video link at top of Blog to hear more about this discussion. Please refer to our article for some concrete actions leaders and leadership teams can take to enhance their ‘character’. As so many clients are enjoying this summer, we are scheduling our next video and blog for September 2022. The next subject is how to manage thoughts and feelings once your intention is clear in order to act in alignment. I wish you a safe and enjoyable summer. Kathleen Redmond MA, MCCkr@centreforcharacterleadership.com 905.478.7962 If we can be of any help, please don’t hesitate to reach out at my email above. Visit our website |
| Centre for Character Leadership | 1111 Davis Drive, 1-174, Newmarket, Ontario L3Y 7V1 Canada Unsubscribe {recipient’s email} Update Profile | Constant Contact Data Notice Sent by kr@centreforcharacterleadership.com |
| The Leading with Character Series provides practical, topical information and concrete tips. Our foundational belief is that good character creates a positive, healthy culture which is the secret sauce to organizational success. The Age of Uncertainty- episode two provides a quick snapshot of our current, challenging workplace. Dr. Sean Hayes, a Clinical Psychologist and I discuss the current situation and offer practical tips to move to more solid ground. Click here to view the video and learn more. Click here to view our related post. As you may recall last summer I partnered with Dr. Sean Hayes and Dominique Laverdiere of Cohaesio Inc. to write an evidence-based article. We explored the impact of the abrupt transformation triggered by the Covid 19 pandemic, as well as the impact of the socio-political movements (i.e., #Me2, BLM, and Truth and Reconciliation) upon the workplace. In the article we outline how the pandemic and subsequent lockdown had a revolutionary impact on our lives, processes, and organizations. We propose that the characteristics required of leaders to effectively respond and succeed in this new era of work have changed and this necessitates a new model of leadership.  People have been talking about trust, integrity, being firm and fair, all that time. And yet, we know that there have been many breaches of good character. I have had the privilege, over the past 30 years of facilitating, as a trainer and coach, in hundreds of workplaces. What is different? Well, I know when I entered the workplace the mantra was “don’t cause trouble, don’t ever embarrass your leader, you are lucky to have a job, nothing is perfect” and so on. Thirty years later the messages are different, for three distinct factors. First of all, we want people to be engaged in their workplace for many reasons, so that they stay, do a good job etc. Which means we have to ensure more honest dialogue. We want people to speak up about what they are experiencing. And if there isn’t honest dialogue and improvements, many are taking to social media to discuss their perspective. And sometimes while still working for the company. This is relatively new behaviour. The second issue is the moment of reflection created by the pandemic. As we know from our research, people want to work in a culture that has integrity, that is able to do the right thing in a broader way than just making a profit. We realize life is short and the legacy we leave is important. Which means, if we are going to fully support an organization, we want a positive vision and healthy culture. The worry about climate change, the threat of violence in so many societies, has created a shared appetite for civil, decent behaviour. Third issue, is how to ensure that you are honouring your character. The model describes the importance of starting with your beliefs, as individuals and a leadership team. Then managing your thoughts and feelings to behave in alignment. View the video link at top of Blog to learn more. Please refer to our article for some concrete actions leaders and leadership teams can take to enhance their ‘character’. I welcome your feedback! Kathleen Redmond MA, MCC kr@centreforcharacterleadership.com 905.478.7962 If we can be of any help, please don’t hesitate to reach out at my email above. Visit our website |
| Centre for Character Leadership | 1111 Davis Drive, 1-174, Newmarket, Ontario L3Y 7V1 Canada Unsubscribe kareneaddison@gmail.com Update Profile | Constant Contact Data Notice Sent by kr@centreforcharacterleadership.com |
| The Leading with Character Series provides practical, topical information and concrete tips. Our foundational belief is that good character creates a positive, healthy culture which is the secret sauce to organizational success. The Age of Uncertainty episode provides a quick snapshot of our current, challenging workplace. Dr. Sean Hayes, a Clinical Psychologist and I discuss the current situation and offer practical tips to move to more solid ground. Click here to view and learn more. Click here to view the slides. As you may recall last summer I partnered with Dr. Sean Hayes and Dominique Laverdiere of Cohaesio Inc. to write an evidence-based article. We explored the impact of the abrupt transformation triggered by the Covid 19 pandemic, as well as the impact of the socio-political movements (i.e., #Me2, BLM, and Truth and Reconciliation) upon the workplace. In the article we outline how the pandemic and subsequent lockdown had a revolutionary impact on our lives, processes, and organizations. We propose that the characteristics required of leaders to effectively respond and succeed in this new era of work have changed and this necessitates a new model of leadership. |
| One thing was very clear to us: Leaders of good character create organizations of good character which are effective and sustainable. Places where people are proud to work – despite change and volatility. We describe an individual of good character as someone who displays positive intention and is respectful of others in all circumstances. They have the integrity, compassion and courage to do the right thing based on objective facts. A leader of good character demonstrates the competence to do their job, is open to others’ perspectives on issues that impact the workplace, adjusts their approach based on input / circumstances / objective facts — and behaves responsibly. Please refer to our article for some concrete actions leaders and leadership teams can take to enhance their ‘character’. I welcome your feedback! |
Kathleen Redmond MA, MCC kr@centreforcharacterleadership.com 905.478.7962 |
| If we can be of any help, please don’t hesitate to reach out at my email above. |
| If |
| How to offer feedback to ensure your team is on track, motivated, and thriving! |
| The truth is — one of the best ways to help employees thrive is to offer them feedback. It’s one of the most important tools leaders have to increase a sense of motivation and engagement. Providing your team with specific, authentic, and timely feedback on their work will help them feel valued. Be generous with positive feedback. Offer constructive feedback very carefully. Future-oriented ‘feed-forward’ solutions will also support team members with insights into your perspective and development opportunities. Let’s start with positive feedback. “Catch people doing something right,” says Ken Blanchard, co-author of the One Minute Manager. |
 Gallup engagement surveys reveal that more than two-thirds of employees whose managers focused on their strengths were fully engaged in their work, as compared to less than a third of employees whose managers focused on their weaknesses. Recognition has been proven to increase happiness at work in general and is linked to concrete results, such as job satisfaction and retention. In the last 30 years, I have worked with thousands of leaders by coaching and facilitating workshops. Offering positive feedback is always included during our conversations in building teams. Please refer to our article in this National publication for some concrete actions leaders and leadership teams can take to provide positive feedback. Source: Progressive Dairy – Issue 2 – Jan 19, 2022 I welcome YOUR feedback! Check out our training for positive and constructive feedback in my virtual course – The COACH Approach. Customized for your organization. |
| Kathleen Redmond MA, MCC kr@centreforcharacterleadership.com 905.478.7962 |
| If we can be of any help, please don’t hesitate to reach out at my email above. |
| If |
| I wish you peace, joy, love, and patience as we are once again faced with a very difficult holiday season. A few lines from Maria Shriver’s Sunday Paper struck me as deeply true. |
| Last night, a dear friend said to me, “I wish I’d known that the goal in life was to get to a place where all the people around your table are real and true friends. I wish I’d known that what I really wanted from life wasn’t fancy stuff, but a small, intimate group of people who I knew loved me and who made me feel safe, seen, and loved.” |
| I felt this sentiment very acutely this year when working closely with clients who are focused on authentic, healthy communication. On a personal note, I am very grateful to our health system who supported us through my husband’s hip replacement recently. We have been surrounded by caring loved ones who have overwhelmed us with offers of help and support. So, it is with gratitude and a spirit of finding joy in all the small moments, that I wish you Merry Christmas and a Happy New Year. |
 Kathleen Redmond MA, MCCkr@centreforcharacterleadership.com 905.478.7962 |
 | |
| Finding Joy in all the Small Moments. I wish you peace, joy, love, and patience as we are once again faced with a very difficult holiday season. A few lines from Maria Shriver’s Sunday Paper struck me as deeply true. |
| Last night, a dear friend said to me, “I wish I’d known that the goal in life was to get to a place where all the people around your table are real and true friends. I wish I’d known that what I really wanted from life wasn’t fancy stuff, but a small, intimate group of people who I knew loved me and who made me feel safe, seen, and loved.” |
| I felt this sentiment very acutely this year when working closely with clients who are focused on authentic, healthy communication. On a personal note, I am very grateful to our health system who supported us through my husband’s hip replacement recently. We have been surrounded by caring loved ones who have overwhelmed us with offers of help and support. So, it is with gratitude and a spirit of finding joy in all the small moments, that I wish you Merry Christmas and a Happy New Year. |
Kathleen Redmond MA, MCC kr@centreforcharacterleadership.com 905.478.7962 |
| |
| Just a little more patience and resilience… |
| At this point in time, early June 2021, I am noticing that people are exhausted. Exhausted by the constant change driven by the pandemic results, relentless on-screen demands, social upheaval in the spotlight, the horrific news regarding our Indigenous children, the uncertainty of the workplace, and ever-changing summer plans. In addition, it appears that talent retention, post-pandemic, could be a huge issue. The Ceridian 2021 Pulse of Talent survey of 5,010 adults across Canada, the United States, the United Kingdom, Australia and New Zealand states that the majority of workers (67%) are now open to new opportunities. I have the privilege of working with several organizations, supporting leaders as they navigate through this moment. At the same time, I am conducting research regarding what is required of leaders during and after a crisis. My plan is to spend the next few months, with my clients, synthesizing information and creating practical tools for our next steps into a new workplace era. This information will be available in our next blog, scheduled for early fall. There is definitely light on the horizon, and I’m feeling carefully optimistic. A little more patience and resilience are my current character requirements. I am very grateful to you for faithfully reading the blog. Wishing you some rest and the best summer possible, |
Kathleen Redmond MA, MCCkr@centreforcharacterleadership.com 905.478.7962 |
| If we can be of any help, please don’t hesitate to reach out at my email above. |
| If |
Recap — about Civility
In our January blog, we talked about civility – the first behaviour from a list of 12 Leadership Engagement Behaviours outlined in my second book, Leadership by Engagement (see below for the list).
This blog led to a Character Conversation with two outstanding coaches, Michelle Winklaar and Carla Sutton-McIntosh, about how leaders can create an environment of civility and trust, particularly within a lens of Diversity and Inclusion. When leaders ask important questions, and then listen, hear, and respond, it is a starting point for respect and trust in the workplace — and allows each person to feel they can be open and honest about what they are experiencing. Creating a civil and respectful work environment takes trust and it creates trust.
This month’s leadership behaviour — To Tell the Truth
What is the truth? We all know that given our world of competing media sources, social media and opinions vs. facts, it is often difficult to know “the truth.” Daniel Dale, a Canadian, who was the first reporter to fact-check Donald Trump, is now a full-time political fact checker for CNN Washington Bureau.
We are at the point where everything leaders say has to be verified? What happened to ‘our word is our bond’?
“Integrity is telling myself the truth. And honesty is telling the truth to other people.” Dr. Spencer Johnson, Author of Who moved my cheese?
Telling the truth is sometimes difficult, especially when the ground continually shifts under our feet. Add to that the requirement that leaders must offer hope, and do so honestly.
Character conversations
Here are some questions for leaders to ask their teams:
- How truthful do you perceive the leaders in our organization to be?
- What would you like to hear if we (as leaders) do not know the answer?
- What questions would you like answered right now?
- How honest are you with me as your leader?
- What would make it easier for you to be even more honest with me?
Let me know what you think about these questions!
Best Wishes,
Kathleen Redmond MA, MCC
kr@centreforcharacterleadership.com
905.478.7962
Leadership Engagement Behaviours
In Leadership by Engagement, I wrote about Leadership Engagement Behaviours. Over the years, there has been terrific feedback on this list which is based on engagement research completed by Gallup and other organizations.
In this year of years, it seems fitting to revisit this list and talk candidly about what each of the 12 behaviours means in 2021.
- Treat people in a consistently civil manner.
- Tell the truth.
- Listen openly with empathy.
- Conduct yourself in an ethical manner.
- Create an atmosphere of camaraderie.
- Provide autonomy to make decisions.
- Articulate clear, measurable, achievable performance expectations.
- Recognize contributions frequently, specifically and personally.
- Address performance gaps in a timely, private, problem solving manner.
- Provide opportunities for people to find challenge and significance in their work.
- Ensure training and learning opportunities are available.
- Provide proper tools and resources.
Interactive Online Learning Program:
Leading with Authenticity, Character, and Integrity
Facilitated by Kathleen Redmond, MA, MCC
Contact us for more information about the three courses in this program.
- Know Your Character for Communication Success
- The COACH Approach© in our Transitioning World
- Dealing with Conflict
Each course is limited to 9 participants — sign up now to join us for a truly collaborative online experience!
 Treat people civilly in our upside-down world In my book, Leadership by Engagement (published in 2009), I wrote about 12 Leadership Engagement Behaviours. Over the years, there has been terrific feedback on this list, which is based on engagement research completed by Gallup and other organizations. Treat people in a consistently civil manner.Tell the truth.Listen openly with empathy.Conduct yourself in an ethical manner.Create an atmosphere of camaraderie.Provide autonomy to make decisions.Articulate clear, measurable, achievable performance expectations.Recognize contributions frequently, specifically and personally.Address performance gaps in a timely, private, problem solving manner.Provide opportunities for people to find challenge and significance in their work.Ensure training and learning opportunities are available.Provide proper tools and resources. In this year of years, it seems fitting to revisit this list and talk candidly about what each of the 12 behaviours means. So, here we are in January 2021, and treating people in a consistently civil manner is hopefully coming back onto the horizon. Pandemics, political turmoil and our upside-down way of living and working is causing stress.  What is Civility? Civility is following the government directives to keep others, as well as ourselves, safe. Civility is treating ourselves kindly and respectfully so that we can treat others kindly and respectfully. Civility is a principle that manifests in our behaviours. How can you help to get us back on track? Let me know what you think. Best Wishes, Kathleen Redmond MA, MCC kr@centreforcharacterleadership.com 905.478.7962 Interactive Online Learning Program: Leading with Authenticity, Character, and Integrity Facilitated by Kathleen Redmond, MA, MCC Our Interactive Online Learning Program Course #1: Know your Character for Communication Success starts February 23rd. Download the course PDF here. Each course is limited to 9 participants — sign up now to join us for a truly collaborative online experience! info@centreforcharacterleadership.com Visit our website |
| Centre for Character Leadership | 1111 Davis Drive, 1-174, Newmarket, Ontario L3Y 7V1 Canada Unsubscribe kareneaddison@gmail.com Update Profile | About our service provider Sent by kr@centreforcharacterleadership.com |
This is my 27th year of owning a small business. Over the years I certainly experienced shifting requirements – and have had to pivot from facilitating to coaching, from in-person training to online learning models, and to a blended/hybrid approaches to meet client requirements. But never have I undergone a time when the world is changing so rapidly. Every day seems to require re-calibration and
adjustment.
Leaders are being acutely tested right now as this pandemic has shaken up virtually every aspect of the workplace and priorities have shifted. Some leaders are finding ways to inspire their teams to innovate, other leaders are finding it hard to engage teams virtually. Some organizations are finding ways to not only survive, but to thrive and grow by capitalizing on new opportunities – while others are finding it hard to keep the doors open.
Employee safety and health (both mental and physical) have become primary concerns as never before.
Communication is no longer spontaneous; interactions are scheduled and virtual, and even when people are together, masks (while critical for our safety) make it hard to understand each other. Some people are enjoying working from home, some are absolutely not. Organizational culture is also being tested as teams find different ways to work in the ‘new normal’.
The net result is that leaders are being challenged and are dealing with a broader range of issues every day. They are also being faced with their own fears and shortcomings. So, what is required to lead in a pandemic? Character attributes: patience, tolerance, compassion, flexibility, courage, and optimism.
- Patience to listen, ask good questions and seek to understand each person’s unique perspective.
- Tolerance to accept that our situation is just the way it is.
- Compassion to attend to others’ needs and understand that everyone is different.
- Flexibility to adjust to change and differences, to adapt, and to try new things.
- Courage to continue to clarify expectations and hold people civilly accountable.
- Optimism to find opportunities and to provide hope.
“The visionary leader is an optimist, for no pessimist every made a great leader” (William W.
Francis. Retired Territorial Commander, Canada & Bermuda, The Salvation Army. Most leaders are constantly learning as they are faced with each new challenge. It is an ambiguous time that requires leaders to try new things, be willing to accept that they don’t have all the answers, and learn from their failures. It is a time for humility and for a focus on humanity. Above all, leaders have to be attuned to their team members and find ways to bring out the best in each person. And all of us have to be attuned to what is happening to ourselves.
What support do you need?
My team of Associates and I are thinking about you and the challenges you are facing during this time.
We would love to hear from you and about the realities that you are dealing with in your organization. Are there specific tools that would be of support to you during this time? If so, please let us know what would be helpful.
We have prepared this six-minute Character Conversation video on leadership during a pandemic. We hope you will find value.
Complimentary Building Character Culture Conversations
Our monthly complimentary Building Character Culture Conversations are continuing and the next one is scheduled for November 24th at 10:30 a.m. If you would like to join us, kindly send me an email and the Zoom information will be sent to you. These Conversations are about learning from and supporting each other.
Interactive Online Learning.
The Know Your Character for Communication Success starting next week is full. Please let me know if you would like to join the waiting list.
Best wishes as we keep focus through this challenging time.
Kathleen