Post by John Uliano on Nov 10, 2021 14:30:57 GMT
Activity Lesson
• A parent, grandparent, relative, or friend:
My parents are both extremely hard working and I believe that the value I have attributed to my work is attributable to them. They have been supportive and always trusted me to make my own decisions, while also always being available when I messed up. I don’t know if they expected me to end up in social services or as a social worker, but they have always accepted my decisions and been by my side. I know they love me unconditionally, and I think that’s all you can ask for as child. I like to think that in a lot of realms I am a fairly loyal person, which I know developed out of how my parents treated me, as well as how I have seen them treat other people. I hope that I am half the parent to my kids as they have been to my brother and me.
• A teacher, coach, scout leader:
I had a soccer coach when I was a teenager that had the right mix of being strict enough to keep us together and not screwing around too much at practice but laid back enough to not necessarily sweat all the small things. In way, he kind of treated us like young adults at the time and help us accountable. He didn’t play soccer growing up or as an adult, but I remember he obtained all of these certifications as a coach and referee, which showed to me his dedication to our team and my teammates. He was also the first adult I called by his first name, which was odd because he was one of my parent’s friends, as well as my good friend’s father. In that respect, as I continue to coach my son and daughter in sports, I want to keep in mind the balance he exhibited, as it’s never easy being the coach’s kid.
• An employer, manager, supervisor, co-worker:
One of my best bosses was someone that I could learn from and receive constructive feedback from, but also relate to on a personal level. They were clear about expectations and were never worried about telling me when I needed to make an improvement. Conversations were extremely honest. I never felt that they had an agenda of sorts, and they were telling it to me, whatever it was, straight. They also made me feel valued and that my opinion counted. They had a great sense of humor too, which made our interactions enjoyable. Personally, they also helped me get motivated and complete my Master’s degree. I use aspects of our relationship in how I model my relationships when I supervise staff.
Discussion Post
• When you celebrate, are you clear about the values you are cheering?
When I have lead celebrations in the workplace previously, I feel that they are associated to a specific activity or event. Sometimes it’s for a job well done on a task or just a celebration to build the team, like when celebrating a birthday. I think all celebrations have an innate value, although I think it’s the job of a good leader to ensure that these values are intentionally and directly acknowledged.
• Do people in your program/organization feel that celebrations are a waste of time or that they are too busy to stop working? If there appears to be a negative reaction, how can you mitigate these feelings?
I do not necessarily think they are seen as a waste of time. I recall prior to COVID our company (Fedcap Inc.) had a celebration at 633. Honestly, I do not recall what the purpose was, although with that said, I do not believe that it minimized its purpose. I remember feeling acknowledged in that moment and associate a positive reaction to the event, which for me is something you want at the core of most celebrations.
Regarding negative reactions to celebrations, I think it’s the leader’s responsibility to communicate its purpose to their leadership or their team, depending on the staff members that believe the celebration is a waste of time. This kinds of goes back to the first question in that if you clearly outline the purpose and value of the celebration, it can help get buy-in for those who struggle in understanding the importance of celebrating.
• How do you think your work environment would change if you embedded encouraging the heart in your work life?
Specific to celebrating, I think this is something we can do more of in our current workplace. I think it helps acknowledge the things that we are doing well. In the absence of performance evaluations, celebrations, and more generally all practices related to “encouraging the heart,” help foster a sense of accomplishment and build rapport.
• A parent, grandparent, relative, or friend:
My parents are both extremely hard working and I believe that the value I have attributed to my work is attributable to them. They have been supportive and always trusted me to make my own decisions, while also always being available when I messed up. I don’t know if they expected me to end up in social services or as a social worker, but they have always accepted my decisions and been by my side. I know they love me unconditionally, and I think that’s all you can ask for as child. I like to think that in a lot of realms I am a fairly loyal person, which I know developed out of how my parents treated me, as well as how I have seen them treat other people. I hope that I am half the parent to my kids as they have been to my brother and me.
• A teacher, coach, scout leader:
I had a soccer coach when I was a teenager that had the right mix of being strict enough to keep us together and not screwing around too much at practice but laid back enough to not necessarily sweat all the small things. In way, he kind of treated us like young adults at the time and help us accountable. He didn’t play soccer growing up or as an adult, but I remember he obtained all of these certifications as a coach and referee, which showed to me his dedication to our team and my teammates. He was also the first adult I called by his first name, which was odd because he was one of my parent’s friends, as well as my good friend’s father. In that respect, as I continue to coach my son and daughter in sports, I want to keep in mind the balance he exhibited, as it’s never easy being the coach’s kid.
• An employer, manager, supervisor, co-worker:
One of my best bosses was someone that I could learn from and receive constructive feedback from, but also relate to on a personal level. They were clear about expectations and were never worried about telling me when I needed to make an improvement. Conversations were extremely honest. I never felt that they had an agenda of sorts, and they were telling it to me, whatever it was, straight. They also made me feel valued and that my opinion counted. They had a great sense of humor too, which made our interactions enjoyable. Personally, they also helped me get motivated and complete my Master’s degree. I use aspects of our relationship in how I model my relationships when I supervise staff.
Discussion Post
• When you celebrate, are you clear about the values you are cheering?
When I have lead celebrations in the workplace previously, I feel that they are associated to a specific activity or event. Sometimes it’s for a job well done on a task or just a celebration to build the team, like when celebrating a birthday. I think all celebrations have an innate value, although I think it’s the job of a good leader to ensure that these values are intentionally and directly acknowledged.
• Do people in your program/organization feel that celebrations are a waste of time or that they are too busy to stop working? If there appears to be a negative reaction, how can you mitigate these feelings?
I do not necessarily think they are seen as a waste of time. I recall prior to COVID our company (Fedcap Inc.) had a celebration at 633. Honestly, I do not recall what the purpose was, although with that said, I do not believe that it minimized its purpose. I remember feeling acknowledged in that moment and associate a positive reaction to the event, which for me is something you want at the core of most celebrations.
Regarding negative reactions to celebrations, I think it’s the leader’s responsibility to communicate its purpose to their leadership or their team, depending on the staff members that believe the celebration is a waste of time. This kinds of goes back to the first question in that if you clearly outline the purpose and value of the celebration, it can help get buy-in for those who struggle in understanding the importance of celebrating.
• How do you think your work environment would change if you embedded encouraging the heart in your work life?
Specific to celebrating, I think this is something we can do more of in our current workplace. I think it helps acknowledge the things that we are doing well. In the absence of performance evaluations, celebrations, and more generally all practices related to “encouraging the heart,” help foster a sense of accomplishment and build rapport.