Communication

47 posts



Do you have friends at work? You don't have to be friends with everyone you work with, but making meaningful connections in the workplace improves collaboration, productivity, and job satisfaction. Also, your work environment becomes more positive and supportive when you have friends in the workplace. If you're starting a new job or simply haven't made any friends at work yet, what can you do to connect with others and make a friend or two?

We recently asked our leading executives for their best tips on how to make friends at work.

Here are their responses...

Ana Smith, Leadership Development & Learning Strategist


Making friends at work, especially in a hybrid work environment, requires a combination of social skills, communication, and genuine interest in others. Here are some expert tips to help you build strong friendships with your colleagues in a hybrid world:

  1. Participate in Social Activities: Engage in both virtual and in-person social activities organized by your company or colleagues. These can include team-building events, online coffee breaks, virtual happy hours, or in-person outings. Participating in these activities provides opportunities to connect with your coworkers in a relaxed setting.
  2. Active Communication: Make an effort to communicate regularly with your colleagues, both online and offline. Utilize instant messaging platforms, emails, and virtual meetings to stay connected with remote colleagues. In the office, take time to have casual conversations and get to know your coworkers on a personal level.
  3. Express Interest in Others: Show genuine interest in your colleagues' lives, interests, and hobbies. Ask them about their weekend plans, hobbies, or any personal projects they are working on. Active listening and remembering details about their lives can help strengthen your connections.
  4. Be Approachable and Friendly: Create an approachable and friendly demeanor. Smile, use positive body language, and be receptive to conversations with your coworkers. A warm and welcoming attitude can encourage others to approach you and initiate conversations.
  5. Find Common Interests: Discover shared interests with your colleagues. Whether it's a hobby, a favorite TV show, or a sport, having common ground can serve as a great conversation starter and strengthen your bond.
  6. Offer Help and Support: Be supportive of your coworkers and offer help when needed. Collaborating on projects or assisting with challenges can create a sense of camaraderie and mutual respect.
  7. Organize Informal Gatherings: Take the initiative to organize informal gatherings, whether it's a virtual game night, a lunch meetup, or a casual walk during breaks. These gatherings can help foster a sense of community among colleagues.
  8. Respect Boundaries: While building friendships, it's essential to be respectful of colleagues' boundaries and professional space. Some individuals may prefer to keep their personal and professional lives separate, so be mindful of their preferences.
  9. Celebrate Milestones and Achievements: Acknowledge your colleagues' milestones and accomplishments. Congratulate them on their successes, both personally and professionally, and celebrate special occasions like birthdays or work anniversaries.
  10. Be Patient and Consistent: Building meaningful friendships takes time, so be patient and consistent in your efforts. Keep nurturing your connections and be willing to invest in maintaining these relationships.

Remember, making friends at work in a hybrid world requires adapting to different communication channels and being proactive in reaching out to both in-person and remote colleagues. By fostering a supportive and inclusive work environment, you can create lasting friendships that enhance your overall work experience.

Ana Smith helps people & organizations achieve their full talent potential by developing and co-creating people strategies and customized solutions, and turning them into impactful outcomes and collaborative relationships, using coaching as the "red thread."

Lisa Perry, Global Marketing Executive


Happy coworkers/friends at work

Having that go-to work buddy you can rely on to vent about your boss or cheer for those big victories—it’s the best thing! Friends at work contribute to job satisfaction, collaboration, productivity, and well-being. According to a Gallup survey, women with a best friend at work are twice as likely to be engaged in what they're doing. Making friends with coworkers is a valuable skill that can enhance your career experience and create a positive work environment. Most importantly, it can make you happy!

Here are a few pointers, whether you're starting a job or wanting to make friends in your current role:

  • Foster Approachability & Positivity: Creating a welcoming and approachable demeanor is the first step to making friends at work. Great your coworkers with a warm smile, engage in small talk that conveys authentic interest, and steer clear of consistent complaints or engaging in office gossip to maintain a positive atmosphere.
  • The Power of Small Gestures: Begin by learning people’s names and incorporating them into conversations to create a positive impact right from the start. Next, invest your time in celebrating important milestones such as birthdays, work anniversaries, and personal achievements to show appreciation for your coworkers.
  • Participation Is Key: Embrace involvement in various activities from team-building initiatives and company-sponsored events to casual social gatherings, as these opportunities offer an excellent avenue for establishing meaningful connections with your coworkers.
  • Shared Interests as a Bonding Foundation: Seek out common areas that resonate with you and your coworkers. Whether it’s shared workplace challenges or mutual hobbies, these share elements can lay the groundwork for nurturing meaningful connections.
  • Extend a Helping Hand: Support your coworkers by lending a hand with projects. This collaboration effort underscores your teamwork capabilities and provides a platform to foster genuine workplace friendship.

Incorporating these strategies into your workplace interactions can enrich your well-being, underscoring the significance of cultivating meaningful friendships at work.

Lisa Perry helps companies build leadership brands, driving loyal customers & delivering profitability. She does this through a process that builds brands consumers love. Her goal is to help companies develop, monetize, and grow their brands.

How do you make friends at work? Join the conversation inside Work It Daily's Executive Program.

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Executive Spotlight: How To Make Friends At …



Whether you're an entrepreneur, professional, or aspiring leader, learning how to manage business relationships is an important skill that can drive success in your career. By elevating your networking and communication skills, building meaningful connections, and nurturing partnerships, you can foster long-lasting relationships in the dynamic business world.

We recently asked our leading executives for their best tips on how to manage business relationships.

Here are their responses...

John Schembari, Senior Education Academic And Operations Executive


Managing business relationships is key to any organization but especially for independent service providers/consultants such as myself. While working with business partners on a project, provide your relationships with the opportunity to give ongoing feedback on your services so that any pivots can be made early on to better support your partners' goals. Keep partners informed of project progress.

However, the key is not "just" to think of business partners/relationships when you need them. It is important to keep business ties current through ongoing albeit brief follow-up communication, after project completion, where you can offer your relationships something of value for free. Remind them of your value here and through social media—even better if, in highlighting your own gravitas on social media, you can promote the work of your business partners/clients at the same time.

And, if you can't support your business relationships/partners on a project, be open to providing names of other service providers who can. Your clients will see that you have their interests in mind and your colleagues to whom you provide business leads might one day return the favor.

John Schembari is a current K-12 teacher/school leader academic improvement coach and former school building and district administrator. He loves to draw, travel, swing dance, and read nonfiction.

Ana Smith, Leadership Development & Learning Strategist


Executive/leader/business partner talks in a meeting and manages his business relationships

Managing business relationships is a critical skill for any expert in the business world. Effective relationship management is essential for building strong partnerships, fostering trust, and achieving long-term success. Here are some key strategies for managing business relationships:

  1. Communication: Open and transparent communication is the foundation of successful business relationships. Regularly engage with your partners, clients, and stakeholders to understand their needs, concerns, and expectations. Actively listen and respond promptly to their inquiries, ensuring that all parties are on the same page.
  2. Establish clear objectives: Clearly define the purpose and goals of the business relationship. This includes setting mutual expectations, defining roles and responsibilities, and outlining the desired outcomes. Having well-defined objectives helps maintain focus and alignment throughout the partnership.
  3. Build trust: Trust is the cornerstone of any successful business relationship. Demonstrate reliability, competence, and integrity in all your interactions. Be honest about potential challenges and limitations, and work towards finding mutually beneficial solutions.
  4. Be proactive: Anticipate your partner's needs and address potential issues before they arise. Proactively share relevant information, updates, and insights that can add value to the relationship. Taking initiative showcases your commitment to the partnership's success.
  5. Respect and empathy: Treat your business partners with respect and empathy. Understand their perspectives and show genuine interest in their concerns. Empathy helps create a positive and collaborative environment, fostering strong bonds.
  6. Deliver on promises: Honor commitments and follow through on your promises. Consistently delivering on your obligations builds credibility and strengthens the trust between parties.
  7. Flexibility and adaptability: Business landscapes are ever-changing, so be prepared to adapt and adjust to new circumstances. Be flexible in finding solutions to challenges, and be open to evolving the relationship as needed.
  8. Handle conflicts constructively: Conflicts are inevitable in any business relationship. When they arise, address them promptly and constructively. Focus on finding resolutions that benefit both parties rather than trying to "win" the argument.
  9. Celebrate successes: Acknowledge and celebrate achievements together. Recognizing milestones and successes fosters a positive atmosphere and reinforces the value of the relationship.
  10. Regular evaluation: Periodically assess the progress of the partnership and the satisfaction of all involved parties. Solicit feedback and use it to improve and strengthen the relationship.

Remember, managing business relationships is an ongoing process that requires dedication, patience, and a genuine interest in building lasting connections. By investing in these strategies, you can cultivate mutually beneficial relationships that contribute to your overall business success.

Ana Smith helps people & organizations achieve their full talent potential by developing and co-creating people strategies and customized solutions, and turning them into impactful outcomes and collaborative relationships, using coaching as the "red thread."

Lisa Perry, Global Marketing Executive


Female executive leads a meeting and manages her business relationships

In the dynamic business world, relationships are pivotal in driving success. Whether it’s with customers, suppliers, partners, or employees, effective communication stands out as the single most significant factor that can make or break these connections. When managing business relationships, focusing on effective communication can yield a significant impact. Here are several communication strategies to consider:

  • Active Listening: Active listening is an essential aspect of effective communication. By actively listening and giving stakeholders your undivided attention, you build trust and accurately grasp their needs and expectations while understanding their message effectively.
  • Clarity & Simplicity: In the fast-paced business world, simplicity is key. Clear and concise communication eliminates ambiguity and misunderstandings.
  • Empathy & Emotional Intelligence: Empathy and emotional intelligence play a vital role in building strong, authentic relationships. Understanding and acknowledging stakeholders' emotions through empathetic communication fosters trust, strengthens connections, and cultivates genuine connections.
  • Timeliness & Responsiveness: In today’s digital age, speed is of the essence. Timeliness and responsiveness are critical elements of effective communication. Responding promptly shows respect and maintains engagement.

In conclusion, effective communication is the foundation of successful business relationships. It is the catalyst that drives growth and fosters enduring connections. By prioritizing effective communication as a core value, businesses can navigate the complexities of the business landscape and thrive in a world where strong relationships are the key to lasting success.

Lisa Perry helps companies build leadership brands, driving loyal customers & delivering profitability. She does this through a process that builds brands consumers love. Her goal is to help companies develop, monetize, and grow their brands.

How do you manage business relationships? Join the conversation inside Work It Daily's Executive Program.

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Executive Spotlight: How To Manage Business Relationships

3 Components Of Executive Presence Every Leader Should Know



If you're an executive or somebody in a leadership position, you have an executive presence. Your executive presence is your reputation. It's what people think when you walk into a room, and what they say about you when you're not in the room.

As a leader, actively maintaining your executive presence builds credibility, trust, and, ultimately, a following. It gives you a competitive advantage over other job candidates, allowing you to gain access to better career opportunities.

Every executive needs to think about their presence. But before you can effectively build a strategy to grow your executive presence and create tools that support it, you need to understand what your executive presence is. To start, here are three components of executive presence every leader should know...

1. Gravitas


Professional man learns about the components of executive presence

Gravitas is the first component of executive presence. It's your chosen value. It's how you like to create value in the world, and how you save or make an organization money to justify the cost of hiring you.

One of the factors of executive presence that corresponds with gravitas is your depth of knowledge. As an executive, you've gotten to where you are today because you've thought through a lot of situations. Developing gravitas happens naturally in your career as you gain more experience and climb the corporate ladder.

Some traits related to gravitas include practical knowledge, composure, confidence, resonance, and vision.

2. Communication


Executive thinks about her executive presence while communicating during a meeting

The second (and most important) component of executive presence is communication. How do you deliver on your value? Communication also includes things like your personality and your approach. These are the things that are going to convey your executive presence.

A factor of executive presence that corresponds with communication is your delivery of knowledge. After thinking through a lot of situations in your career, you've been able to communicate that evolution of thought. You've taken those experiences and learned and grown from them. This is the most important component of executive presence because, for leaders with an effective executive presence, communication makes up 51% of it. In other words, the effectiveness of your executive presence depends on your delivery of knowledge.

Some traits related to communication include authenticity, constraint, integrity, concern, and humility.

3. Appearance


Executive effectively conveys his executive presence during a team work meeting presentation

The last component of your executive presence is your appearance. This is how your value is interpreted. It can be physical appearance (how you dress) or it can be body language like facial expressions and hand gestures.

The final factor of executive presence that corresponds with appearance is your style of delivery. As an executive, you've thought through a lot of situations in your career and communicated that evolution of thought, and now appearance is the type of representation you choose to convey that message.

Some traits related to appearance include personal style, intentionality, inclusiveness, interactivity, and assertiveness.

As a leader in your industry, you have an executive presence. When others are assessing your executive presence (your reputation), they're taking into account your gravitas, communication, and appearance. Understanding the three components of executive presence is the first step to building an effective executive presence strategy, one that will give you access to better career opportunities.

To learn more about how to build your executive presence, download our eBook, 4-Step Process for Creating Your Executive Presence Online, written by J.T. O'Donnell, founder and CEO of Work It DAILY.

Want To Build Your Executive Presence?


Work It DAILY's LinkedIn executive presence webinar hosted by J.T. O'Donnell

If you're an executive looking to advance in your career, you need to make your executive presence a priority. This includes your online executive presence. Failing to consistently contribute online in a meaningful way will put you on the fast track to being irrelevant and forgotten.

It's time to take control of your professional reputation. We invite you to sign up for a FREE workshop with J.T. O'Donnell, a LinkedIn Top Voice. In this 45-minute workshop, J.T. will share the five things all executives should be doing on LinkedIn right now to ensure they remain at the top of their fields.

J.T. will explain:

  • How LinkedIn is evolving and what you need to know to stay relevant and in demand.
  • Simple changes to your LinkedIn profile settings that will yield immediate results.
  • How to get more of the right people asking to connect with you on the platform.
  • The secret weapon that will ensure you make the most of LinkedIn's recent algorithm changes.
  • And a lot more!

Can’t attend live? No worries.

Sign up and we’ll send you the recording after the event.

We hope to see you there!


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3 Components Of Executive Presence Every Leader …

Executive Spotlight: How To Manage Change In An Organization



Great leaders are experts at managing change within organizations. They have the tools and skills necessary to navigate the complexities of organizational change, including effective communication, stakeholder engagement, and resilience-building. So, how can new or seasoned leaders become better at managing change within their organization? What are the best tips for leading successful change initiatives and driving positive transformation?

We recently asked our leading executives how they manage change in an organization.

Here are their responses...

Ana Smith, Leadership Development & Learning Strategist


In today's fast-paced and dynamic business environment, organizations must be adept at managing and sustaining change to stay competitive and thrive. However, navigating the complexities of change can be daunting without a structured approach. I want to offer a comprehensive framework that will guide folks through the process of managing and sustaining (also critical) change in your organization, ensuring long-term success and growth.

  1. Establish a Clear Vision: The first step in managing change is to establish a clear vision. Clearly articulate why change is necessary and how it aligns with your organization's strategic objectives. Develop a compelling vision statement that communicates the benefits and expected outcomes of the proposed changes. This will serve as a guiding light for your change initiatives.
  2. Develop a Change Management Plan: A well-structured change management plan is crucial for success. Conduct a thorough assessment of your organization's current state, identifying areas that require change and potential obstacles. Based on this assessment, create a detailed plan that outlines specific objectives, milestones, timelines, resource requirements, and key performance indicators (KPIs) to measure progress. A solid plan will provide a roadmap for your change journey.
  3. Secure Leadership Commitment: Change initiatives require strong leadership commitment. Engage and secure a commitment from top leadership to drive the change process actively. Establish a dedicated change management team with clear roles and responsibilities, ensuring representation from various departments and levels within the organization. Strong leadership support will inspire and motivate employees throughout the change process.
  4. Engage and Empower Employees: Successful change management relies on the active involvement and empowerment of employees. Foster a culture of collaboration by engaging employees at all stages of the change process. Communicate transparently, providing opportunities for employees to voice their concerns, ask questions, and contribute their ideas. This involvement will foster a sense of ownership and commitment among employees.
  5. Communicate, Communicate, and Communicate Effectively: Effective and recurrent communication is vital for change management. Develop a comprehensive communication plan that ensures consistent messaging and transparency throughout the change journey. Utilize various channels such as town halls, emails, newsletters, and the company intranet to disseminate information, address concerns, and celebrate successes. Open and transparent communication builds trust and buy-in from employees.
  6. Build Change Capability: To sustain change, organizations must build change management capability. Invest in training and development programs to enhance employees' change management skills and build their resilience to adapt to future changes. Establish feedback mechanisms to capture lessons learned and continuously improve the change management process. Building change capability ensures that your organization remains agile and ready to embrace future transformations.
  7. Monitor and Measure Progress: Regularly monitor and measure the progress of your change initiatives against the established KPIs. This will help you assess the effectiveness of your strategies and identify areas that require adjustments. Be open to feedback and lessons learned and be willing to adapt your change management plan accordingly. Continuous evaluation and improvement are crucial for long-term success.
  8. Reinforce and Celebrate Success: Recognize and celebrate individual and team achievements throughout the change journey. Reinforce positive behavior by integrating change initiatives into the organization's performance management system. By recognizing and rewarding employees' contributions, you create a culture that values and sustains change over the long term.
Ana Smith helps people & organizations achieve their full talent potential by developing and co-creating people strategies and customized solutions, and turning them into impactful outcomes and collaborative relationships, using coaching as the "red thread.

Michael Willis, Sports Business Operations Executive


Group of professionals talk about change management

Working at the NFL for 22 ½ years, I see management going about change in two different ways.

Scenario 1 – Sometimes C-suite executives will need the company to change direction to fit a new business model being developed.

As a result of this new business model, a new executive-level position is created to oversee the company pivot. The hire will be sworn to secrecy as their job is to go in a different direction without immediately giving all the details to the staff. Further instructions might be to terminate anyone resistant to the change. This is a way for a company to eliminate team members that want to keep everything the same. New hires aren’t connected to the past and are less reluctant to change.

Scenario 2 – This is a way that we expect change to happen.

  • Make a Plan – Before bringing a proposed change to the team, you must ensure that your plan covers the who, why, when, and where on a timeline to keep the project in focus.
  • Transparency – As the company changes unfold, sometimes parts of the planning might have to remain private. But everything else is open for questions and answers. Discuss what you can discuss. Explain the vision of the company.
  • Tell the Truth – When there is negative feedback, and the team’s long-term vision seems doubtful, you must keep the group together with the possibility of setbacks and chatter for other areas.
  • Communicate – Keep the lines of communication open between you and your team. Allow them to ask questions. Make the employees feel part of the process. And the solutions.
  • Provide Training and Testing – Before you launch or implement the change, allow for hands-on training or run a mock testing period. Invite participation and feedback. Don’t expect success to happen quickly. You must figure out what works and what doesn’t work.
  • Leadership – This is where your leadership skills will be needed front and center. This is your test. You are responsible for everything. Good or bad. What works and what doesn’t work. You own it. Did you create a good plan? Did you explain it right? Execute it right?

Michael Willis has 18+ years of experience working with accounting & sports organizations and has managed P&Ls of $10M - $125M+ with budgets of $3M-$50M+. He worked for the NFL for 22 1/2 years, mainly with the game officials working on the financial/accounting side of the business.

John Schembari, Senior Education Executive


Change management concept

Managing change in an organization can go off the rails no matter how well thought out or planned. My colleagues Ana and Michael have provided sound advice on how to make a change process "likely" go smoothly.

However, change efforts can fail for many reasons and these elephants in the room need to be addressed if the C-suite executive charged with implementing change will live to see another day:

  1. Who is leading the change is often as important as what the change is: someone who is new/brought into an organization to lead change as opposed to someone on the inside will need to proceed with both caution and clarity. Get allies to commit to the change leader and the change process before inevitable political conflict arises.
  2. Despite even the best laid-out rationale, some staff will not get on board with change. Personal goals will always triumph over collective ones. How will these staff members be addressed with compassion without undermining the change process?
  3. Both of my colleagues addressed the need for inclusivity and multiple voices in any change process. This is imperative if people are indeed to be vested in the success of any change plan. It also helps undermine the blame game when things go wrong because everyone is complicit.
John Schembari is a current K-12 teacher/school leader academic improvement coach and former school building and district administrator. He loves to draw, travel, swing dance, and read nonfiction.

Kathryn Marshburn, Artist & Label Partnerships


Employees work together to manage change in their organization

As a result of working for companies like Electronic Arts (EA), Spotify, and Atlantic Records, I have experienced effective plans for change. Many companies enjoy the title as an "industry disruptor" but does that have to come at a cost? Strategies for rapid change, including technology announcements with little structure or planning for roll-outs and corporate advancement initiatives that include new standards, can cause stress and pushback. The technology race has caused organizations to operate differently from using automation for physical goods to AI, or even data analytics and cloud computing. All of these technological innovations have caused significant change and at times can be stressful to initiate.

I've seen leadership emerge from these crucial points of company growth in a positive way and some have failed. From my experiences, I'll share best practices that seem to be successful and may be helpful if experiencing workplace changes.

1. Companies should develop a digital transformation strategy: This includes a well-defined digital plan that aligns with overall business objectives, where the organization can effectively communicate the vision for the change and set the stage.

2. Cultural intelligence: All companies have a cultural essence within their organization that includes cultivating a mindset that embraces different perspectives like innovation adaptability, technology advancements, and more. These areas should be cultivated and supported to encourage experimentation collaboration and risk-taking.

3. Engage and empower employees: Employees at all levels should be contributing to the overall focus in the process of goals within a company. This can be achieved by effective communication, providing training/professional development opportunities, and support involving stakeholders in decision-making processes by making all active participants. These best practices advocate for digital transformation and organizations can minimize resistance and create a sense of ownership and enthusiasm for the change.

4. Address areas and skill gaps: New technology often requires new training for organizations and this must be identified and addressed if there are any skill gaps. This involves providing targeted training programs, mentoring, and upscaling opportunities by investing in employee professional development.

5. Constantly adapting and innovating: The entertainment and music industry landscape is characterized by constant evolution and disruption. Seems to me that there can be no other vertical that changes more than the music industry! Stakeholders and employees will learn to adapt and innovate regularly, evaluating the impact of new technology and creating a culture of acceptance of change if thought and effective communication are put into the change plan.

I hope these best practices help you if change is happening in your company and I hope you can use these ideas as reference points for change management!

Kathryn Marshburn has spent 12+ years in the music and gaming industries guiding teams on identifying targeted goals with an agile approach resulting in driving revenue and reducing risk.

Lisa Perry, Global Marketing Executive


Change management concept

Change is inevitable in today's fast-paced business world, and organizations must embrace it to stay competitive and relevant. As a brand marketer, I’ve played a crucial role in managing change and ensuring its successful implementation within Fortune 100 companies and emerging growth start-ups. Here are seven strategies that have benefitted me as I’ve helped companies navigate the complexities of change management:

1. Develop a Strategy

Before embarking on any change initiative, developing a strategy to drive business objectives is essential, aligning you and your team to the overall organization’s vision. A strategy can provide a shared vision for the organization, providing a purpose for everyone to embrace and rally around.

2. Empower & Involve Employees

Change is not a one-person show; it requires collective effort. Empower and support your employees by involving them in the change process and giving them the tools and knowledge they need to make and act upon their own decisions. When individuals feel valued and have a sense of ownership, they become active participants in driving change. Foster a culture of collaboration, innovation, and continuous learning, where employees feel encouraged to embrace new working methods.

3. Establish Priorities & Gain Alignment

Change initiatives often involve multiple moving parts and competing priorities. To ensure successful implementation, it is essential to establish clear priorities, gain alignment across the organization, and regularly evaluate progress to ensure that resources are allocated effectively and efforts are focused on the most impactful changes to achieve business results.

4. Provide Adequate Resources & Training

Change often requires acquiring new skills, knowledge, and tools. Ensure your team and other stakeholders have the necessary resources and training to adapt to the change. Identify any skill gaps and provide targeted training programs. Offer ongoing support to help individuals overcome challenges and develop the competencies required for the new environment. Equipping your team with the right tools and knowledge sets the stage for successful change implementation.

5. Monitor Progress & Celebrate Milestones

Change is a journey, and monitoring progress along the way is crucial. Establish key performance indicators (KPIs) to measure the impact of the change initiative. Regularly assess the outcomes and make necessary adjustments. Celebrate milestones and recognize the efforts and achievements of individuals and teams. Positive reinforcement reinforces the idea that change brings progress and encourages further engagement.

6. Address Resistance & Overcome Challenges

Change often faces resistance, and it’s essential to address it proactively. Identify potential sources of resistance and develop strategies to overcome them. Communicate the benefits of the change, address concerns, and provide support to those who may be struggling to adapt. Encourage a growth mindset and foster a culture that embraces change as an opportunity for growth and improvement.

7. Lead by Example

Your actions speak louder than words! Lead by example and demonstrate your commitment to change. Embrace new processes, technologies, and strategies yourself. Show enthusiasm and optimism, even in the face of obstacles. Your behavior and attitude will inspire others to follow suit. Be a role model for resilience, adaptability, and continuous growth, setting the tone for a change-ready organization.

Remember, change starts with you. Embrace change as an opportunity for growth and, together, you and your organization can thrive in an ever-evolving business landscape.

Lisa Perry helps companies build leadership brands, driving loyal customers & delivering profitability. She does this through a process that builds brands consumers love. Her goal is to help companies develop, monetize, and grow their brands.

How do you manage change in your organization? Join the conversation inside Work It Daily's Executive Program.

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Executive Spotlight: How To Manage Change In …

Executive Spotlight: How To Manage Change In An Organization



I love working with recent grads in their job search. After 12 years in school, they are experts at learning—which makes teaching them easier. They're like sponges. They learn and do. They have no bad job search habits, so teaching them is fun because I get to see their reaction when they get positive results for the first time.

The difficult part? Job search for college grads stinks right now.

I already knew things were bad. I deal with it on a regular basis when helping new grads find jobs. In fact, I can read their minds. That's because, after graduation, there are four things that make graduates really, really mad. My job is to help them get past the anger and get hired.

If you know a recent college grad, please pass these 11 job search commandments on to them. If you are a recent college grad, take notes. These commandments are laws to live by in the next six months as you embark on your next big challenge: landing a job.

1. I Will Not Compare Myself To My Friends


Young professional at his first job out of college

No two graduates are the same. Each has different skills, abilities, needs, and wants. Just because your friend gets a new job doesn't mean he or she is better than you. Keep the blinders on and focus on your job search, not theirs.

Jealousy is a useless emotion that derails a job search. Besides, your friend might be able to help you get a job. It's in your best interest to be genuinely happy for them!

2. I Will Not Take The Summer Off


Young woman on phone conducts a job search in the summer after college

Don't delay your job search. Employers see it as acting entitled and lazy. Get in gear—right now! Trust me, you aren't going to find a job in the next two weeks. And job search isn't a full-time gig.

Carve out time every day to work on your job search and you'll still have plenty of time to enjoy the summer. Before the temperature cools down, turn your job search success up! It's about working smarter, not harder.

3. I Will Not Spend Weeks Designing My Resume


College student / young professional on laptop stresses about writing his resume

Your resume isn't going to get you the job. Networking is.

Don't waste time trying to make your resume perfect. At this stage in your career, there just isn't that much you can put on it to impress employers. The "wow" factor will come from you being smart, articulate, and engaging—which doesn't come through on paper. You have to meet people to make that happen.

4. I Will Learn To Network...Fast!


Group of interns / young professionals networking/meeting at work

Networking is the most powerful way to get hired. Yet most recent grads assume because they've never worked they have no one to network with. Wrong!

People love helping recent grads. Learn to "informational interview" and set up as many as you can. The sooner you learn to network, the sooner you get hired.

5. I Will Not Expect Too Much Of My First Job


Recent college grad on her first day at a new job

Most recent college grads feel they're overqualified for many of the entry-level jobs posted. However, most employers feel you're not, and may even have unrealistic expectations for an entry-level position.

The hard reality is you don't have the work experience for anything but entry-level jobs. The sooner you take an entry-level job and work at it for six months, the sooner you can start applying to the more exciting jobs that are currently out of your reach.

6. I Will Remember That EVERY Job Is Temporary


Young professional thinks about the job search after college

While the entry-level job you take will not be your dream job, that's okay because you won't be there very long. You'll either excel in the job and get promoted or get experience and be able to apply for a better job.

"Every job is temporary," is one of our mantras at Work It DAILY, which is why you always have to improve and work on your career every day. Whether you're looking for your first job or a new one, you need to keep that mindset. It will pay off, we promise.

7. I Will Study Up On Workplace Professionalism As Much As I Can


Recent college grad goes in for a job interview and shakes hands with the hiring manager

The number one complaint corporate America has about recent grads is their perceived lack of professionalism. Read up on attire, attitude, verbal communication style, and so on. The more prepared you are, the better the first impression you'll make.

8. I Will Be Very Careful In My Written Communication Style


Recent college grad applies for jobs online

The number two complaint corporate America has about recent grads is their poor written communication skills. Spelling, grammar, and so on.

Be very careful when writing cover letters, emails, and any other written communication related to your job search. One typo can get you disqualified!

9. I Will Expect Rejection (A Lot Of It)


Recent college grad gets a job rejection and is stressed about her job search

You'll apply to dozens of jobs and have as many as 10 interviews before getting an offer. There is a learning curve to getting hired, and it happens with practice.

Expect to get passed over for jobs and learn to cope with the rejection. The sooner you can pick yourself up and get back to the job search, the sooner you'll get another interview and eventually an offer.

10. I Will Become A “Professional" User Of Social Media


Group of college students on their phones looking at social media

For the last four years, social media has been used for your enjoyment. Now, it's time to use it for the job search.

Clean up the Facebook page and Instagram account, get yourself set up on LinkedIn, and study how people are using Twitter and TikTok to meet hiring managers. Use social media to build an online presence that when searched by a recruiter (and trust us, they will look you up online), what they'll find is a recent grad who's clearly ready to enter the workforce.

A strong social media presence can literally land you a job interview. Engage in best practices for social media to advance your career.

11. I Will Not Brag About My New Job When I Finally Get It


Young professional on phone and laptop finds out she got a job after college

Getting your first job will be thrilling. I mean over-the-top incredible. That being said, refrain from posting the good news all over the internet and making it your first topic of conversation with friends. Why? Go back to commandment number one.

Remember: you'll be surrounded by people who haven't gotten their first job and will be jealous. Be the bigger person and keep a low profile on the new gig. Of course, if asked, you can share the good news, but do your best to redirect the conversation after that.

Show how humble you are. You just never know at some future date that person could remember your gracious attitude and be willing to help you get your next job because of it. The friends you make now will be the colleagues you network with in the future. Treat them kindly and it will pay off in the long run.

Follow the commandments above and your job search will be less painful and more effective. And keep this list handy as a reminder you will make it through. You can do this!

Need more help with your job search?

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This article was originally published at an earlier date.


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11 Job Search Commandments For College Grads



Job interviews are typically your first chance to present your whole self to a company, so you want to put your best foot forward. It's time to impress your future employer with your experience and personality!

In addition to having great responses to the interviewer's questions and dressing to the nines, you need to think about...

1. Your "Likability" Factor


People want to hire people they like and think they could work with, for obvious reasons. So, your likability level is a huge factor in the job interview/hiring process.

Employers want to know you'll fit in with their "tribe" of employees. They don't want to throw off their company culture by hiring someone who's not a good fit.

Take steps to build rapport with your interviewer and meet people within the company. You'll stand out in the hiring process even before you go in for an interview if you've already connected with a few employees on LinkedIn.

2. Your Ability To Communicate Thoughts Effectively


Woman communicates her answers effectively in a job interview

When answering interview questions, it's important to communicate your thoughts clearly and confidently. Otherwise, you risk sounding unprepared or unconfident.

During job interviews, be concise and convey confidence when you speak. This is especially important when answering behavioral interview questions.

Remember, though, you want to come across as self-assured and humble, not overconfident and cocky. The best way to do this is by following the "Experience + Learn = Grow" model. Learning how to answer interview questions with this framework will help you effectively communicate why you're a great fit for the position, both in terms of experience and personality.

3. Your Body Language


Man has negative body language during a job interview

Communication isn't limited to speech. You need to be aware of your body language too. If you're fidgeting, swiveling in your chair, slouching, or not making eye contact with your interviewer, it can make you seem unconfident and even untrustworthy.

Doing a mock interview with a trusted colleague is a good way to practice your answers to interview questions and perfect your body language. Are you sitting up straight? Are you making enough eye contact?

Your mock interviewer can give you feedback on what to work on so your body language doesn't send the wrong message on the big day.

So, be aware! Don't waste this precious opportunity to impress a potential employer. Make sure you go into job interviews knowing what you're doing!

Need more help with your job search?

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This article was originally published at an earlier date.


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3 Things You DON’T Think About During …



A diverse and inclusive workplace is one where all employees feel safe, respected, valued, appreciated, and empowered. In today's world, an inclusive workplace is essential for business success because inclusion improves team performance, productivity, and innovation through connection and a sense of belonging. How can leaders create and foster inclusion in the workplace for better employee satisfaction and business success?

We recently asked our leading executives how they foster an inclusive workplace.

Here are their responses...

Ana Smith, Leadership Development & Learning Strategist


As a leader, creating and fostering an inclusive workplace is crucial for ensuring a diverse and harmonious work environment where every employee feels valued and respected and has equal opportunities to succeed. This is a framework that I have used to promote inclusivity in the organizations/teams that I've led, and had been part of:

  1. Set the tone from the top: As a leader, it's essential to actively champion and communicate the importance of diversity and inclusion within the organization. Make it clear that inclusivity is a core value and not just a buzzword.
  2. Develop and implement inclusive policies and practices: Review and revise existing policies and practices to ensure they promote diversity and inclusion. This may include policies related to recruitment, hiring, promotion, compensation, and employee development. Strive for fairness and transparency in these processes.
  3. Diversify your workforce: Actively seek out diverse talent by implementing inclusive recruitment strategies. This may involve partnering with organizations that focus on underrepresented groups, using diverse job boards, or adopting blind recruitment practices to reduce unconscious bias. Additionally, create an inclusive environment for people with disabilities by making your physical workspace accessible.
  4. Provide diversity and inclusion training: Offer training programs to all employees to raise awareness about unconscious bias, cultural competency, and inclusive practices. This can help foster empathy, understanding, and respect among team members.
  5. Encourage open communication and feedback: Create channels for employees to provide feedback, share ideas, and raise concerns about diversity and inclusion. Establish an environment where individuals feel safe and comfortable speaking up, knowing their voices will be heard and valued. Act on the feedback received to address issues promptly.
  6. Foster diversity and inclusion through employee resource groups (ERGs): Encourage the formation of ERGs where employees can connect, support, and advocate for underrepresented groups. These groups can provide valuable insights and recommendations to leadership while offering a sense of belonging to their members.
  7. Provide mentoring and sponsorship programs: Implement mentoring and sponsorship initiatives that pair employees from underrepresented groups with more senior employees who can provide guidance, support, and advocacy. This can help foster career development and create opportunities for advancement.
  8. Emphasize inclusive leadership: Train and develop managers to become inclusive leaders who promote diversity, actively listen to their team members, value different perspectives, and create a psychologically safe environment where everyone feels included and empowered.
  9. Regularly measure progress and adapt: Establish key performance indicators (KPIs) related to diversity and inclusion, such as representation in leadership positions or employee satisfaction scores. Regularly track and evaluate progress against these metrics, making adjustments to your strategies as needed.

Remember, creating an inclusive workplace is an ongoing process that requires continuous effort, education, and commitment from leadership. By following this framework and making diversity and inclusion a priority, you can foster an environment where all employees feel valued, empowered, and able to reach their full potential.

Ana Smith helps people & organizations achieve their full talent potential by developing and co-creating people strategies and customized solutions, and turning them into impactful outcomes and collaborative relationships, using coaching as the "red thread."

Kirsten Yurich, Executive Coach & Vistage Chair


Diverse team attends a meeting in their inclusive workplace

"Who and what is most important to you as a leader? Why does an 'inclusive workplace' matter to you? How would you know if you had one? Where do you feel included (where do you not feel included), personally?"

These are the questions I would ask any leader who wishes to have a more inclusive workplace. Words are labels. We must dive under the label and describe what we want, what we don't want, and what we would see and hear (maybe even FEEL) under each condition.

This reflective work is a prerequisite to implementing any program—especially an inclusion program. The steps of a program are less important than the WHY and the motivation for undertaking the effort. For instance, a CEO who begrudgingly carries out an inclusion plan to appease her board of directors will have vastly different outcomes than a small-business owner who invites employees into his office on a routine basis and solicits feedback about their experience as an employee.

Leaders make the weather. What weather do you create at work for those around you?

Kirsten Yurich is a former CEO and current Vistage Chair. As a clinician, professor, author, and executive, she leverages this unique blend and creates learning environments for executives to become better leaders, spouses, and parents.

Michael Willis, Sports Business Operations Executive


Diverse coworkers/employees work on a project together in an inclusive workplace

What does inclusion in the workplace mean?

Inclusion in the workplace means ensuring every employee—from vast backgrounds and demographics—feels a sense of belonging and appreciation.

People of all different races, ethnicities, genders, and sexual orientations can work together.

An inclusive workplace makes space for the people who make up the workforce to celebrate who they are without ridicule or judgment.

Working at the NFL, particularly in New York City, I have been exposed to a wide range of diversity in the workplace. There are many races, ethnicities, and sexual orientations in the office, and the NFL does a great job of embracing groups of all kinds.

The NFL embraces heritage months and recognizes food cultures in the cafeteria. The league allows time off for employees to celebrate religious holidays and events.

We have a long way to go when it comes to this topic. But we can:

  1. Be Transparent – It’s tough to admit to their shortcomings regarding who should be included.
  2. Open Opportunity – Create a space where more than one person decides on promotions or opportunities for career training for advancement.
  3. Be More Empathetic – Everyone does not come from the same background and experiences as others. We should develop listening skills to understand what an employee has been exposed to.
  4. Communicate Regularly – Employees feel included when they feel heard. As part of your inclusion initiatives, encourage your team members to talk and engage with one another.
  5. Form a Diversity and Inclusion Team – Dedicate a special team that is made up of members who look like the organization. The team dedicates its time and effort to making workplace relations better. To stay accountable, this organization reports to members of the C-suite. This will bring priority and credibility to the company’s commitment to inclusion.
  6. Give People a Voice – Lastly, allow everyone to feel valued and part of something great. This will make a better employee.

Michael Willis has 18+ years of experience working with accounting & sports organizations and has managed P&Ls of $10M - $125M+ with budgets of $3M-$50M+. He worked for the NFL for 22 1/2 years, mainly with the game officials working on the financial/accounting side of the business.

Lisa Perry, Global Marketing Executive


Diverse leader and employees/coworkers discuss diversity and inclusion in the workplace

In today’s diverse and interconnected world, creating an inclusive workplace is the right thing to do and a strategic imperative for organizations. As a leader, you can shape the culture and dynamics of your immediate work environment. Promoting inclusivity can create a space where every team member feels valued, respected, and empowered. Here are various things I do to foster an inclusive workplace within my marketing department:

  1. Embrace Diversity: To foster an inclusive workplace, recognizing and valuing your department’s diversity is essential. Embrace the unique skills, experiences, perspectives, and backgrounds each team member brings. Celebrate differences and create a culture that appreciates the value of diversity in achieving team goals.
  2. Promote Open Communication: Effective communication is the core of building an inclusive workplace. Establish an open communication environment that draws upon each member’s strengths, creating a sense of belonging and inclusivity. Encourage team members to freely express their ideas, concerns, and perspectives without fear of judgment or reprisal. Actively listen to others and ensure that all voices are heard and respected.
  3. Lead by Example: Leaders play a pivotal role in fostering an inclusive workplace. Model inclusive behavior, demonstrate empathy, and actively engage with diverse employees. Foster a culture where individuals feel comfortable bringing their whole selves to work. Your actions will inspire others to follow suit, fostering a culture of inclusivity and creating a positive ripple effect throughout the organization.
  4. Foster Collaboration Across Teams: Encourage collaboration and knowledge-sharing across different teams within your department. Break down silos and promote cross-functional teamwork. This allows team members to interact with colleagues from diverse backgrounds and expertise, fostering a culture of inclusivity and collaboration. Encourage team members to reach out and seek diverse perspectives to enrich the problem-solving and decision-making process.

Fostering an inclusive workplace within your department requires conscious effort and dedication. Remember, building an inclusive workplace is a continuous journey that requires ongoing commitment and active participation from all team members.

Lisa Perry helps companies build leadership brands, driving loyal customers & delivering profitability. She does this through a process that builds brands consumers love. Her goal is to help companies develop, monetize, and grow their brands.

How do you foster inclusion in the workplace? Join the conversation inside Work It Daily's Executive Program.

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Executive Spotlight: How To Foster An Inclusive …



When you think of a healthy work environment, you might think of a work environment that is inclusive, promotes employee well-being and productivity, and fosters collaboration, creativity, and innovation. Unfortunately, in today's world, a healthy work environment is the exception, not the rule. How can leaders ensure they are creating and maintaining a healthy work environment for their employees?

We recently asked our leading executives for their best tips on how to create a healthy work environment.

Here are their responses...

Ana Smith, Talent Architect & Global Learning Strategist


When you learn that 80% of cultures are toxic, what would your organizational and team culture be?

A healthy workplace is one where employees feel safe, respected, and supported. It is a place where everyone can thrive and do their best work. There are many things that organizations can do to create a healthy workplace, including:

  • Establishing clear expectations and goals. Employees need to know what is expected of them and what they need to do to succeed. This will help them feel more confident and motivated in their work.
  • Providing regular feedback. Feedback is essential for helping employees grow and develop. It should be constructive and focused on helping employees improve their performance.
  • Creating a culture of respect. Employees should feel respected by their colleagues, managers, and customers. This means treating them with dignity and courtesy, even when there are disagreements.
  • Encouraging diversity and inclusion. A diverse and inclusive workplace is a more productive and creative workplace. It is important to create an environment where everyone feels welcome and valued, regardless of their background or beliefs.
  • Promoting a healthy work-life balance. Employees need to have a healthy balance between their work and personal lives. This means providing them with opportunities to take breaks, vacations, and sick leave.
  • Investing in employee health and wellness. Organizations can help their employees stay healthy and well by providing them with access to health insurance, fitness programs, and other resources.

By taking these steps, organizations can create a healthy workplace where employees are happy, productive, and engaged.

Here are some additional tips for creating a healthy workplace:

  • Encourage open communication. Employees should feel comfortable speaking up about their concerns and ideas. This can be done by creating a culture of trust and respect, and by providing employees with multiple channels for communication, such as email, in-person meetings, and anonymous feedback surveys.
  • Resolve conflict quickly and fairly. When conflict arises, it is important to address it promptly and fairly. This can help to prevent the conflict from escalating and causing harm to the workplace.
  • Provide opportunities for professional development. Employees should have opportunities to learn and grow in their careers. This can be done by providing them with access to training and development programs, and by encouraging them to take on new challenges.
  • Celebrate successes. It is important to recognize and celebrate employees' successes. This can help to boost morale and create a positive work environment.

By following these (and other possible) tips, organizations can create a healthy workplace that is beneficial for both employees and the organization as a whole.

Ana Smith helps people & organizations achieve their full talent potential by developing and co-creating people strategies and customized solutions, and turning them into impactful outcomes and collaborative relationships, using coaching as the "red thread."

Michael Willis, Sports Business Operations Executive


Happy woman works in her home office

In creating a healthy work environment, I can’t ignore what the NFL represents and my passion for the shield. Working at the NFL, there are many stadium shots, action on the field photos, stand-out players, and paraphernalia that can quickly fill office space.

My plan for a healthy work begins with the following:

1. The Physical Space

I believe an attractive office design can make employees intrinsically happier. A theme-based workspace can improve employee well-being and promote healthy habits. You are investing in making your office a more enjoyable place to spend time.

Also, an investment in ergonomic chairs, stand-up desktops, and extra monitors can create a more relaxed and functional work environment. You are encouraging an office-friendly supply chain for replenishing office supplies and computer equipment and arranging the office space where departments sit closely when you can maximize collaboration and teamwork.

Lastly, creating an environment where sunlight flows into the office space to lift creativity and awareness—adding theme-based artwork to maximize productivity and boost morale.

2. The Wellness Space

Feedback and communication are the most valuable gifts you can give your employees. Providing a space where employees can voice ideas, opinions, and issues without judgment or criticism. An open engagement platform.

Showing appreciation and recognition for achievements, whether individual or the entire department, makes employees feel valued and appreciated.

An environment of psychological safety is one where employees are comfortable being themselves. Where they know they are free to exist without fearing embarrassment or retaliation.

Prioritize cultural alignment when hiring. As part of the interview process for potential incoming new hires, this might be an excellent opportunity to test the workplace’s cultural fit.

Lastly, empower your team with what they need to thrive. Be inclusive. Be appreciative. And communicate!

Michael Willis has 18+ years of experience working with accounting & sports organizations and has managed P&Ls of $10M - $125M+ with budgets of $3M-$50M+. He worked for the NFL for 22 1/2 years, mainly with the game officials working on the financial/accounting side of the business.

Debra Shannon, IT Executive


Happy employees on a successful team have a healthy work environment

When building a positive workplace culture, make sure you invest in each employee’s personal development. Are there learning opportunities for them to keep current, get a promotion, or move into a managerial role? Or information to improve their analytical abilities or critical thinking? It’s crucial to give employees the tools and information they need to continue learning and growing.

Encourage employees to develop a growth mindset and to be all that they can be. There is a saying by Confucius: “I want you to be everything that’s you, deep at the center of your being.” Do you encourage employees to be the best version of themselves? Have you asked them what is important to them? If it’s important to them, then it should be important to you too. Besides professional-focused development, make sure to include “personal” learning opportunities such as enhancing their quality of life (e.g., health/fitness) or developing a reading habit.

Personal development is lifelong learning. And when personal development includes both professional and personal learnings, employees are more likely to be and stay excited about what’s next and potentially stay with the organization longer.

Debra Shannon is an IT executive who is also a CPA, CIA, and CISA. Her passion is turning chaos into calm. With her unique blend of experience in technology, project management, and auditing, she can break down complex business problems, identify practical solutions, and lead executive teams and business partners to embrace the value of technology changes.

Lisa Perry, Global Marketing Executive


Happy team members meet in a healthy work environment

Fifty-one percent of employees have experienced a toxic work environment, and one in five Americans have left a job in the past five years due to bad company culture. A healthy work environment is not only essential for the well-being and satisfaction of employees but also contributes to higher productivity, lower turnover rates, and overall business success. Here are some practical steps and strategies to create a positive and nurturing work environment that supports your employees' physical, mental, and emotional health.

  1. Cultivate a Positive Company Culture: Start by fostering a positive company culture that promotes open communication, collaboration, and mutual respect among employees. Encourage a supportive and inclusive environment where individuals feel valued, recognized, and empowered to contribute their best work. Establish clear values, promote work-life balance, and create professional growth and development opportunities.
  2. Prioritize Employee Well-Being: Invest in employee well-being initiatives prioritizing physical and mental health. Provide access to wellness programs, such as fitness activities, stress management workshops, and mental health resources. Encourage regular breaks and offer flexible work arrangements to support work-life integration.
  3. Promote Work-Life Balance: Create a work environment that values work-life balance and encourages employees to maintain a healthy equilibrium between their personal and professional lives. Set realistic work expectations, avoid excessive overtime, and encourage employees to take time off as needed. Encourage open communication about workload and provide resources for time management and stress reduction.
  4. Foster Effective Communication: Establish clear communication channels within the organization to ensure transparency, collaboration, and mutual understanding. Encourage open dialogue, active listening, and constructive feedback. Create opportunities for team-building activities, regular meetings, and cross-departmental collaborations to enhance communication and foster positive relationships among employees.
  5. Support Professional Growth & Development: Invest in the growth and development of your employees by providing opportunities for training, skill-building workshops, and career advancement. Encourage continuous learning and provide resources for professional development. Recognize and reward achievements to motivate employees and foster a sense of progress and fulfillment in their careers.
  6. Ensure a Safe & Supportive Physical Environment: Maintain a safe and comfortable physical workspace that promotes employee health. Ensure proper lighting, ventilation, and temperature control. Implement safety protocols and provide equipment and tools to prevent accidents or injuries. Consider creating designated spaces for relaxation, quiet work, and social interactions to cater to different employee needs.
  7. Lead by Example: As leaders, set the tone for a healthy work environment by demonstrating positive behaviors, effective communication, and a healthy work-life balance. Emphasize the importance of well-being, work-life integration, and professional growth through your actions. Encourage managers and supervisors to adopt supportive leadership styles prioritizing employee well-being and fostering a positive work environment.

Creating a healthy work environment is an ongoing commitment that requires attention, investment, and continuous improvement. By prioritizing employee well-being, promoting work-life balance, fostering effective communication, and supporting professional growth, you can cultivate a positive and thriving work environment that enhances employee satisfaction, productivity, and overall organizational success.

Lisa Perry helps companies build leadership brands, driving loyal customers & delivering profitability. She does this through a process that builds brands consumers love. Her goal is to help companies develop, monetize, and grow their brands.

Mark Taylor, Product & Operations Executive


Happy coworkers talk while meeting in a healthy work environment

I think what we are really trying to say here is:

“How do you create a work environment where tasks get done in a manner that moves the business forward (that’s what employees are ultimately there to do), whilst giving the worker opportunities to grow in a positive way?”

Those feel independent of each other “scientifically,” but highly correlated on a day-to-day basis; the linkage being one’s manager.

For example, I’m sure most of us have had the “opportunity” to work for a lousy boss at a great company and a great boss at a lousy company. The latter was probably the more “healthy” experience for both the individual and the business.

From experience, a solid way of linking a company’s and individual’s needs is to remind the employee: 1) how the company adds value to the greater good; and 2) how that directly aligns with the employee’s values and growth needs.

Mark Taylor has 20+ years of risk, technology, and product management experience working in global and regional financial services firms in the UK and the U.S. He's managed teams of 40+, successfully addressed 100+ regulatory issues, and has saved companies $15M+.

What are your best tips for creating a healthy work environment? Join the conversation inside Work It Daily's Executive Program.

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Executive Spotlight: How To Create A Healthy …



Most organizations have an intranet to facilitate communication, collaboration, and information sharing among their employees. It typically serves as a centralized hub for features such as:

  • News and events - providing a way to share company news, announcements, events, and other updates in a timely manner. More transparent communications can promote a more positive culture.
  • Policies and procedures - a centralized location to store all policies, procedures, and guidelines. These are important principles that set the tone and make sure everyone is on the same page.
  • Self-service workflows - empowering employees to perform tasks such as requesting time off or ordering business cards themselves.

You can tailor and provide content that the employees need and want. Ask the employees what type of information would make the intranet more relevant and meaningful for them. Having the appropriate content is a good first step. You can take your intranet from good to great by making the intranet’s attributes more effective.

Attributes Of A Great Intranet


Intranet concept

The intranet should have a straightforward and intuitive GUI (graphical user interface) and be easy for the employees to navigate and use. It should have a logical layout that allows employees to find the information and resources that they need easily and quickly. If not, many employees won’t take the time to figure it out.

Are there other ways you can cater the intranet to your employees? For example, do most of the employees work in the office? If not, and with the increasing use of mobile devices, make your intranet mobile-friendly. This means formatting the intranet for various mobile devices (e.g., smartphones and tablets) without compromising user experience or functionality.

And last, but definitely not least, the intranet should have strong security to protect sensitive data and ensure that only authorized employees have access to specific content. All employees should be authenticated and have some type of role-based access. For example, access to HR-related data should be strictly limited.

Benefits Of A Great Intranet


Intranet concept, connect concept, professionals on laptops and phones

A well-designed and well-implemented intranet can provide many benefits to employees. One of the biggest benefits is the ease of information stored in a centralized repository. It’s a one-stop shop making it easy for employees to access the information (single source of truth) they need conveniently and quickly.

Next, it’ll be easier to maintain and keep content current. This facilitates effective communication and collaboration within the entire organization. There are even specific tools such as blogs, chat features, and discussion forums that can be leveraged. If the organization has multiple locations, everyone receives the posted information at the same time.

When you have an intranet that provides relevant and current content that employees want, it will increase employee engagement, which will lead to better adoption. And when you provide features such as recognition programs or feedback mechanisms to give employees a true voice, they will really feel valued.

But if the employees aren’t engaged or actively using the intranet, then your intranet may need improvement. Instead of guessing what the problem might be, ask the employees! After all, you’ve made a sizeable investment (both in time and monies) to create and maintain the intranet.

Maybe a bunch of the content is outdated or irrelevant. Or the GUI is confusing, too complex, or not mobile-friendly. Besides soliciting employee feedback, you can regularly review performance and metrics such as clicks to help identify areas that need improvement.

Proactively take the time to make sure the intranet is effective and aligns with the employees’ needs. This can, in turn, can take your intranet from good to great, and lead to increased employee productivity, satisfaction, and overall organizational success.

For more information on making your intranet go from good to great, follow me on LinkedIn!


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How To Take Your Intranet From Good …



Effective communication is essential for business success. Therefore, communication failures will have costly consequences for your organization.

In this article, Work It Daily experts from Vistage will discuss actionable strategies for improving communication and why it matters to you, your organization, and the future of your company. Read on to hear these Vistage Chairs explain the impact of transparent/clear communication on morale, company culture, and business results.

Nora Taylor


​When CEOs fail to communicate effectively, it can lead to a range of negative consequences for the organization including lost opportunities, decreased productivity, increased employee turnover, damage to the company’s reputation, and unplanned legal fees. Ultimately, communication failures can cost companies millions of dollars.

Today more than ever before CEOs need to build a culture that places importance on relationships with both internal and external stakeholders. CEOs set the tone of the organization with the culture. If the CEO wants effective communication in the organization, it is essential to prioritize the behaviors that promote open effective communications beginning with respect.

Communication planning should be thought of as critical, not obsolete, in this age of instant communications where every misstep has the possibility of going viral. Although plans may take a different form than those of the past, they are important.

In many ways, business communications have become very informal and that in and of itself is not bad. However, when you remove the formality, it does remove the guardrails. When delivering information around sensitive subjects, it is better to err on the side of sensitivity, not levity.

Nora Taylor helps CEOs and executives achieve success. As a Vistage Chair, she leads confidential peer advisory groups where the members work together to develop informed decision-making, improved judgment, and confident leadership.

Kirsten Yurich


Leader/CEO talks to her team during a work meeting

Eighty-five percent of business issues are relationship issues.

  • Most leaders did not take courses or get degrees in "how to manage relationships."
  • Relationships are what many leaders spend the least amount of time "doing."
  • As they get higher in the organization, the "what" they produce (from a tangible, leave-it-on-the-desk standpoint) changes.
    • The higher they go, the more leaders are responsible for PRODUCING relationships.
  • Relationships are the product of a leader’s work.
  • Relationships are the platform along which all other work is done.

How do you develop better relationships? Have more meaningful conversations!

Set intentions around your WHAT and HOW.

What should leaders be talking about?

1. Have more "why" conversations and less "how" conversations – increase motivation, get to the "real" issue, etc.

2. Motivation and fit between employees; SOONER rather than later in their tenure. Identify if there is a mismatch between the employee and the company (or the employee and the assignment).

    • Do the incentives line up / match with the people we have hired?

3. Are you setting clear expectations and do they line up with the feedback and consequences you have arranged?

    • For example, the leader tells the EE that her performance as a manager is important (the performance of her direct reports) but company incentives line up with alternate job outputs.

4. Don’t leave the drama up to your employee. CEOs are CROs, creating the narrative so employees can see themselves as PART of it, instead of leaving it up to the employee to create the narrative and the leadership team be in reaction mode.

How should leaders be talking?

1. As humans, employees want to know that their leader is a real person who cares about them.

    • Ask yourself, "How do I want this person to feel when I’m finished interacting with them?"

2. Taking the perspective of the "other." We often call this "empathy."

    • Lead with saying what you heard from their perspective.
    • Follow up with what you would want to hear if you were in the same situation or experiencing the same feelings.

Be deliberate and intentional with your relationships; they are your most important accomplishment as a leader.

Kirsten Yurich is a former CEO and current Vistage Chair. As a clinician, professor, author, and executive, she leverages this unique blend and creates learning environments for executives to become better leaders, spouses, and parents.

Mark Fackler


Business leader/ CEO says something during a work meeting

Communication failures fall into two categories. The first is the wrong message or, even worse, no message at all. The second is not communicating enough. Failing in either category can cost millions if not the death of an organization. Yet with focus and courage, they are easy to fix.

In a sense, CEOs have a simple communication playbook once you have your organization’s foundation in place. That foundation consists of mission, vision, and values. Couple that with long and short-term goals and you have a foundation. Focused and courageous communication hardens the foundation, preventing costly or even catastrophic failures.

The CEO's words must always point back to the company’s organizational foundation. Messages to employees, clients, vendors, and the public in general all need to reinforce what you stand for. No matter what the situation, from crisis to mundane, craft the message derived from the foundation.

Once the message is set, repeat, repeat, repeat. This is where courage comes into play. Employees, clients, vendors, and the public at large will never leave you because you stick to foundational-based messaging.

CEOs must believe in their foundation, focus their communication on that foundation, and have the courage to repeat it forever.

Mark Fackler is a retired CEO and currently leads the Vistage CEO group that he was a member of from 1991 to 2002. He is passionate about creating great ROI for his member CEOs.

Mike Thorne


CEO/leader communicates with her team members during a work meeting

Twenty-three percent of executives say they are good at aligning employees' goals with corporate purpose. Only 17% of employers think line managers are good communicators. Sixty-two percent of emails are unimportant to employees. Yet effective communication (changes/overall) lead to a 3.5X increase in performance. How can this not be a core strategy?

See the opportunity to communicate change as a connection vs. a confrontation and you will see the trust build and, ultimately, the performance of the company improve. Adjust your communication effort to the habits and mobile-first preferences (hybrid/remote/office mix) to what works for how your organization receives information.

Mike Thorne is a former CEO and current Vistage Chair. He leads and facilitates a group of trusted advisor entrepreneurs and a CEO peer group in New Hampshire and Maine.

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How To Thank Someone For Their Time & Support (Examples)

Thanking someone for their time is not only courteous, but it also makes a great impression. But it’s not as easy as it seems. This guide will teach you how to thank someone for their time and support in a way that’s effective and concise. Table of contents Why You Should Always Thank Someone for […]

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How To Thank Someone For Their Time …



As a leader, you face unique challenges in the workplace. A common scenario you might have to navigate as an executive or manager is sharing difficult news with employees. How can you effectively communicate the difficult news while staying positive and helping your employees look to the future?

We recently asked our leading executives for their tips on how to share difficult news with employees.

Here are their responses...

Ana Smith, Talent Architect & Global Learning Strategist


Sharing difficult news with employees is never easy, but it's important to do it in a way that is honest, compassionate, and transparent. Here are some ideas on how to do it:

  1. Prepare yourself. Please be prepared! Before you share the news, take some time to think about what you're going to say and how you're going to say it. Be clear and concise and avoid using jargon or technical language that your employees might not understand.
  2. Be honest, be clear. Don't sugarcoat the news or try to make it seem like something it's not. Be honest about the situation and what it means for your employees. It is key to create a "frequently asked questions" list to ensure that there is consistency and clarity.
  3. Be compassionate and empathetic. Remember that your employees are people with families and bills to pay. Be sensitive to their feelings and offer your support during this difficult time. Try and put yourself in their shoes and the complexity of the situation they're going through.
  4. Be transparent. Share as much information as you can about the situation, even if it's not all good news. The more information your employees have, the better they'll be able to cope with the situation. When you can't answer a question because its confidential nature requires it, call it like it is: "This is confidential and, therefore, I'm not able to disclose at this time."
  5. Be open to questions. After you've shared the news, be prepared to answer your employees' questions. Be honest and direct, and don't try to avoid their questions.
  6. Be available for support. After you've shared the news, let your employees know that you're available to support them. This could mean offering them time off, providing them with resources, or simply being there to listen.
  7. Take care of yourself. It is also important to take care of yourself in order to be in the best shape to take care of others.

Sharing difficult news with employees is never easy, but it's important to do it in a way that is honest, compassionate, and transparent. By following these tips, you can help your employees cope with the news and move forward in a positive way.

Ana Smith helps people & organizations achieve their full talent potential by developing and co-creating people strategies and customized solutions, and turning them into impactful outcomes and collaborative relationships, using coaching as the "red thread."

Michael Willis, Sports Business Operations Executive


Serious leader shares difficult news with employees at work

As a leader, I would plan a course of action fitting the news’s nature. Knowing that I need to have a difficult conversation with my team, I would collect as much information as possible to be a resource.

1. Arrange an urgent meeting.

As the news is known to management, getting out a statement or starting an immediate conversation is a way to deal with the situation head-on.

2. The meeting will be face to face.

To convey difficult news, the team needs to see my face and feel my empathy visually. The team might also need the support of each other.

3. Tell the truth.

Be as transparent as possible. In delivering bad news, give as much information as you can.

Please keep in mind that sometimes bad news comes from the top. And, at certain times, management will withhold information to a need-to-know basis.

4. Allow time for reactions.

Once the news has been delivered, take any questions that might be raised. This is my time to show empathy and understanding to the team. Offer any professional services that might be available.

5. A look to the future.

Briefly discuss a new path forward considering the impact of the bad news. This is a time to heal and move toward the future.

Michael Willis has 18+ years of experience working with accounting & sports organizations and has managed P&Ls of $10M - $125M+ with budgets of $3M-$50M+. He worked for the NFL for 22 1/2 years, mainly with the game officials working on the financial/accounting side of the business.

Lisa Perry, Global Marketing Executive


Leader shares difficult news with employees during a work meeting

Sharing difficult news with employees can be challenging, but it's important to do so thoughtfully and sensitively to ensure that employees feel supported during this time. When it’s time to deliver the difficult news to employees, follow these steps to ensure you're prepared and confident:

  1. Prepare for the conversation: Before communicating the news, take some time to prepare yourself. This might involve practicing what you want to say, thinking through potential questions or concerns employees might have, and ensuring you have all the necessary information.
  2. Choose the right time and place: Make sure you choose an appropriate time and place to share the news. Ideally, you'll want to choose a quiet and private location where employees can feel comfortable expressing their feelings and asking questions.
  3. Be transparent and honest: It's important to be transparent and honest when sharing difficult news with employees. Explain the situation as clearly and objectively as possible, and avoid withholding any important details that might affect their understanding of the situation.
  4. Show empathy: Show empathy and compassion towards employees who are affected by the news. Acknowledge their feelings and concerns, and let them know that you are there to support them.
  5. Provide resources: Provide employees with the resources and support they may need during this time. This could include access to counseling services or other support resources.
  6. Follow up: Following up with employees after sharing difficult news is important. It shows that you care and are committed to supporting them through this challenging time.

Overall, sharing difficult news with employees requires sensitivity and empathy. By taking the time to prepare yourself, choosing the right time and place, being transparent and honest, showing empathy, providing resources, and following up, you can help employees feel supported and cared for during this time.

Lisa Perry helps companies build leadership brands, driving loyal customers & delivering profitability. She does this through a process that builds brands consumers love. Her goal is to help companies develop, monetize, and grow their brands.

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Executive Spotlight: How To Share Difficult News …