Post by Lori Hebert on Jun 15, 2021 18:38:44 GMT
Be the leader you want to follow, by Lori Hebert.
When we hear “leader,” most of us think of a famous person or historian. For me, leadership is influenced by another mom, who I have known for years. My influencer is a woman in recovery who has dedicated her life to advocating for those lost to the system. I strive daily to mold my leadership practice to the standards she continues to exceed.
Being a leader with lived experience has an advantage in creating a can-do culture. I bring an authentic awareness of the challenges families and program staff have faced from being systems involved. With that lived experience comes the responsibility to lead by example. My ability to promote a culture of self-reflection has opened space for staff to learn and grow. I know that to be an effective leader I must demonstrate professional, responsive, and supportive behaviors in promoting a can-do culture for the Strength to Succeed program.
Morale has been directly impacted by my capacity to be vulnerable; I own and learn from mistakes. Early on, as the program director, I discovered my communication style, which can be very direct, was being misinterpreted by some field staff. I had to reflect, ask for feedback and adjust accordingly. I also began using reflective listening techniques in following up with staff, individually and in group settings. This approach to slowing down, understanding staff needs, and opening myself up to growth was another way to model my can-do attitude in being their program leader.
I am a leader that understands the value of including staff input when making decisions. By creating work groups where teams could build on policy and practice, I created an inclusive environment that has led to buy-in of the mission. This culture has also created a safe space for staff to feel comfortable in providing and obtaining feedback.
Very much like the mom in recovery that has influenced me, I am a leader who shares what I know and what I learn. I believe that by practicing a growth mindset I can support professional development for my team beyond trainings. Leadership Academy is a prime example of this; I bring it all back to them, from the readings to the Ted Talks in supporting their growth. This has also demonstrated my investment to their development, personally and professionally.
Most importantly I am a leader who recognizes and celebrates success. Working with families involved with child protection is hard, staff are faced with secondary trauma effects almost daily. Their impact on families deserves to be honored. And it is my responsibility to highlight their dedication to families, whether it be by filling out a “let’s hear it” submission, giving them an afternoon off, or by having a fun team activity to end the week. I believe these actions contribute to staff trusting me as a leader in working the mission, setting the vision, and living the values.
When we hear “leader,” most of us think of a famous person or historian. For me, leadership is influenced by another mom, who I have known for years. My influencer is a woman in recovery who has dedicated her life to advocating for those lost to the system. I strive daily to mold my leadership practice to the standards she continues to exceed.
Being a leader with lived experience has an advantage in creating a can-do culture. I bring an authentic awareness of the challenges families and program staff have faced from being systems involved. With that lived experience comes the responsibility to lead by example. My ability to promote a culture of self-reflection has opened space for staff to learn and grow. I know that to be an effective leader I must demonstrate professional, responsive, and supportive behaviors in promoting a can-do culture for the Strength to Succeed program.
Morale has been directly impacted by my capacity to be vulnerable; I own and learn from mistakes. Early on, as the program director, I discovered my communication style, which can be very direct, was being misinterpreted by some field staff. I had to reflect, ask for feedback and adjust accordingly. I also began using reflective listening techniques in following up with staff, individually and in group settings. This approach to slowing down, understanding staff needs, and opening myself up to growth was another way to model my can-do attitude in being their program leader.
I am a leader that understands the value of including staff input when making decisions. By creating work groups where teams could build on policy and practice, I created an inclusive environment that has led to buy-in of the mission. This culture has also created a safe space for staff to feel comfortable in providing and obtaining feedback.
Very much like the mom in recovery that has influenced me, I am a leader who shares what I know and what I learn. I believe that by practicing a growth mindset I can support professional development for my team beyond trainings. Leadership Academy is a prime example of this; I bring it all back to them, from the readings to the Ted Talks in supporting their growth. This has also demonstrated my investment to their development, personally and professionally.
Most importantly I am a leader who recognizes and celebrates success. Working with families involved with child protection is hard, staff are faced with secondary trauma effects almost daily. Their impact on families deserves to be honored. And it is my responsibility to highlight their dedication to families, whether it be by filling out a “let’s hear it” submission, giving them an afternoon off, or by having a fun team activity to end the week. I believe these actions contribute to staff trusting me as a leader in working the mission, setting the vision, and living the values.
