As a part of my series about “How to Slow Down To Do More” I had the pleasure to interview Sarah Deane, the Founder of EffectUX and the creator of EMQ — a research-based system that rapidly and accurately pinpoints de-energizing behaviors and transforms them into positively energizing habits through informative content, coaching, and behavior modification.
When considering making any type of organizational changes, gathering data is certainly the first pertinent step. However, have you ever wondered how to effectively analyze and action the gained results? Sarah Deane, Founder of effectUX, does precisely that. After identifying a trend within the feedback gathering process – namely, that organizations cared about and spent considerable resources obtaining data but hit a wall when attempting to make sense of it – Deane now spends her time using technology and data to help people, teams, and organizations meet their goals. Deane also shares her expertise to help underrepresented people, suppressed voices, and underestimated women achieve their full authentic selves and goals.
To better understand the factors that shape this complex matrix of measuring and leveraging data to effectively work towards and achieve goals, we asked Deane a series of questions about how best to empower leaders with the necessary tools for building and maintaining authentic and resilient leadership.When considering making any type of organizational changes, gathering data is certainly the first pertinent step.
A key component of any successful employee engagement strategy is understanding your employees’ needs and delivering what you can to address them. This requires leadership to actively ask for workforce feedback on the workplace. The best leaders stay attuned to their employees’ needs with frequent check-ins.
With these ideas in mind, what are some employee engagement strategies, and how can leadership best leverage them to gather workforce feedback and improve organizational culture?
Levels of burnout and stress are concerning to say the least. A Gallup study found that 23 percent of employees reported feeling burned out at work very often or always, while an additional 44 percent reported feeling burned out sometimes, leading to decreased wellbeing and health as well as increased health-care and business costs. There are several approaches that can be used to proactively avoid burnout as well as deal with it if you do find yourself in a state of burnout, from both an individual and organizational level. The Gallup study also found that employees who felt supported by their managers were overwhelmingly less likely to experience burnout on a regular basis. From our work helping managers cultivate leadership skills that empower a positively energized and productive culture, here are some considerations for those who want to support their employees feel less stressed!
As the new year rolls around, the usual reflections take place. Did I lose those 10 pounds? Did I eat healthily? Did I achieve my professional goals? Did I spend time with friends and family? We have all been there. Set our new year resolutions for the changes we want to see in our lives, just to find that we lose motivation and give up not too soon after. In 2019, to make it your best year yet, try instead changing “how you change”. By changing the process of how you engage new behaviors, you can create lasting habits that lead to a happier and healthier you. Developing the mindsets and behaviors that enable you to achieve your goals will allow you to best attain them.
We are all busy–struggling to divvy up the 24 hours in our day for our demands at work, life responsibilities, sleeping, eating, and exercising…not to mention trying to spend time on ourselves and with others. Then along comes holiday season (which, each year, I swear arrives faster and faster) and it becomes even more hectic. With events, gift-buying, and year ends added in, levels of stress can increase, and we can feel so overwhelmed that we don’t even know where to begin. In fact, a survey from Healthline showed that 62% of respondents experienced elevated stress during the festive season. Extra stressors include family dynamics and relationships, financial demands, and maintaining other responsibilities–basically, fitting it all in.
While self-care should be an integrated part of our daily lives, as opposed to something we focus on separately, with September being “Self-Care Awareness Month” it serves as a good reminder that we need to ensure we take care of ourselves. When researching what made people feel and perform their best, it is no surprise that self-care was one of the 12 factors that bubbled up.
That inner voice…telling you that you can’t do something or that you should be doing something. Telling you how badly you messed up or telling you what an idiot you are. We all have one. We all have a voice telling us what we should have done differently, wondering and questioning how good we are, or reminding us of past mistakes. It comes from years of experiences and interactions with parents, friends, and colleagues.
“We do innovation” or, “we are innovative”, and numerous other phrases are used time and time again by leaders to explain just how innovative their organizations are. However, sometimes upon further discussion, sadly, you come to find that in reality they may have an Innovation Lab, rooms filled with white boards, lots of sticky notes, and sleep pods, but do not really have the environment, people, processes, or infrastructure in place to enable ideas to thrive, be tried, vetted, and brought into fruition strategically – for the benefit of their customers, employees, or the business…
A focus on Employee Success
Billions upon billions are spent on leadership training and development and studies demonstrate that many companies plan to increase this, with priorities including growing the succession pipeline, retaining high potential employees, and fostering innovation and creative thinking. Even with all of this investment, with the state of the leadership landscape, 77% of organizations are experiencing a leadership gap. Going beyond the typical skills you associate with leadership, in 2017 the Engagement Institute identified stressed leaders as a large cause of employee disengagement, however, stress is on the rise with as many as 8/10 Americans afflicted by stress….