Wendy J Rosploch

🌟 Hope as a Strategic Power in Organizational Culture 🌟 In leadership, it's easy to default to focusing on what might go wrong. While vigilance has its place, it can also narrow our perspective and stifle creativity. Enter hope — not blind optimism, but a proactive belief in shared goals and collective action. Jamil Zaki's insightful article in Harvard Business Review explores how hope empowers organizations to thrive by fostering creativity, building trust, and igniting cycles of collaboration. It’s a learnable skill that aligns teams, inspires innovation, and drives progress. #Leadership #OrganizationalCulture #WorkplaceInnovation #Motivation #HopeInAction #CorporateStrategy   https://lnkd.in/gPT7Jt42

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I recently posted an article on the reality of constant change and ideas for managing it effectively. This article provides a different view asserting that not all change implemented is really necessary and that people perform at higher levels when experiencing stability.  He asserts we have lost sight of what people need to work effectively. Read on to learn more about “stability management”.   #wellness #leadership #change #changemanagement #stability #stabilitymanagement #pyschologicalfoundation #pyschologicalsafety https://lnkd.in/gciCSNKY

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High performers are the backbone of any organization, driving both innovation and results. But I’ve seen firsthand how easy it is for leaders to assume these individuals don’t need as much attention. This hands-off approach can be costly. My experience echoes the key points in this HBR article. High performers thrive when they’re given specific recognition, meaningful challenges, and clear growth opportunities. They want autonomy but also need to feel valued and aligned with the organization’s mission. When leaders make it a priority to engage and support these key players, the results are incredible. Let’s shift our focus to where it counts most — on those who propel us forward. #Leadership #HighPerformers #EmployeeEngagement #GrowthMindset #OrganizationalSuccess #TalentRetention   https://lnkd.in/gyyKZKia

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Do you reset for the coming year? For over 20 years, I reflect on the year that has been and look forward to the next. This activity is deeply personal. ✨Reflection ✨Gratitude ✨Goal setting ✨Accomplishment ✨Humbleness Priorities change. Focus shifts. The constant is the concept of “self”. Growing personally. Professionally. Giving selflessly to others. Building. Consciously reflecting on what YOU need to be a better person. Writing and revisiting cements the process. And it’s a great way to check in with yourself and your priorities throughout the year. As the new year is approaching, I’m shifting from “Less is more in ‘24” to “Thrive in ‘25”. My biggest take away in all this? Taking care of yourself gives you greater ability to help others. That is the ultimate gift. What are your goals in 2025? #2025goals #lifegoals #thrivein25 #ibelieveinyou

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Really great read on 3 simple exercises to boost your emotional intelligence. #EQ #emotionalintelligence #boostEQ #wellness

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This HBR article lists several tactics to help your team members feel safe sharing their opinions. #opencommunication #psychologicalsafety #honestfeedback #speakup

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Follow Anna as she struggles to lead her dream business forward in the face of constant demands, exhaustion and a competitor who just won’t stop coming after her company.  A family friend, Erik, serves as a mentor and sounding board as she learns to shift from doing everything herself to cbuilding a culture that brings out the best in her team. Lead with Balance:  Building Your Team’s Resilience, Grit and Growth - introduces a leadership framework inspired by Nordic principles that can redefine success without having to push forward at all costs. Combining Lagom (balance and sustainability), Sisu (grit and perseverance), and Lifelong Learning (exploration and innovation), this book explores practical strategies for leading with clarity, resilience, and adaptability in today’s fast-paced world. https://a.co/d/ifw4zUZ

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Collaborative problem solving is one of my favorite things because the solution we come to together is so much more valuable due to the related outcomes of relationship building and increasing engagement. However, guiding a group down this path is not easy. Here is a great article on how to effectively problem solve together.

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I was first introduced the concept of focusing on your strengths many years ago from the book "Now Discover Your Strengths" referenced in the article. I was drawn to the concept that excellences comes from focusing on strengths not correcting weaknesses. This HBR continues that discussion and at the end suggests that we "do the most radical thing you can: Work to identify and develop your innate strengths, and then use them with intention." #excellencecomesfromstrengths #innatestrengths #stopfocusingonweaknesses #leadership #leadershipdevelopment

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We all make mistakes. This HBR article digs into how to learn from them and make better decisions moving forward. #leadership #decisionmaking #learningfrommistakes

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Leading Through Adversity: Stronger Together 💪 True leadership shines brightest in challenging times. When adversity strikes, it's not just about navigating the storm—it’s about guiding your team through it with resilience, unity, and unwavering belief in each other. What I’ve learned about leading through tough times: 🌟 Stay transparent: Open communication builds trust, even when the news isn’t ideal. 🌟 Adapt with agility: Flexibility in approach allows teams to thrive in uncertainty. 🌟 Lean on each other: A great team supports one another, and adversity brings out our collective strength. Challenges don’t define us—how we respond does. Together, we turn obstacles into opportunities, and setbacks into growth. In adversity, we don’t just survive—we learn, we evolve, and we become even stronger. #Leadership #Resilience #Teamwork #Adversity #Growth #LeadershipInAction

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Delegate Responsibility - Not Only Tasks At some point in the journey of leadership You will have a team of people that have more skills than you At least I hope so! This is when delegation takes on another level Instead of taking a task and passing it on to a team member The full responsibility is given (delegated) to a team member This is then characterized by a new reality When asked about something that is in this area of responsibility You will know very little to nothing As the responsibility has been delegated Your role is now to point people in the right direction To the person of responsibility I will admit that going from task delegation To responsibility delegation has been very difficult Being okay with not knowing all details and the "impression" that gives to other teams can be overwhelming Stick to it though This is how you want to be treated So model it on your team for all to see

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Nice or kind - which do you prefer? I've been in conversations about nice versus kind about five times over the last month I've been told that I am not nice But I am kind These words seem very similar So what's the point with this? I equate nice with an approach to make everyone feel comfortable Make sure they are not offended Maybe even that they do not have hurt feelings I consider kind to be actions and words based in facts Delivered with consideration for the other person Without restraining the truth of what needs to be said Why is this important? As a leader, there are going to be times when bad information will be required to be communicated If your goal is to be nice this will prove to be impossible to deliver as it will offend the other person Those that are kind will deliver the information keeping in mind that it will be hard for the other to receive They will offer support where they can and help to turn the bad situation into a positive one As you lead your team be aware of the difficult things you need to communicate Do them with kindness knowing that difficult things are generally not nice to communicate

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In 25 years of leadership these are the 19 keys to success I’ve learned these the hard way - how about you? Delegate Tasks Delegate Responsibilities Implement Change Individual Time Management Consistency Teach Your Team Performance Feedback to Team Members Request Handling Manage Backlog of Work Prioritization Budget Forecast Purchasing Expenses Communication Planning & Strategy Vendor Management Performance Tracking Are you overwhelmed looking at this list? You should be! The expectations for a manager are broad and wide. I’ve been a manager for over 20 years and I want to help you. I will match your situation to a plan of where to start and how to progress forward. Follow Geoff Hayward as I progress through each of these

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Power of Quiet Leadership Quiet leaders put their teams' and organization's success ahead of individual glory. Rather than seeking the spotlight, they work to make others look good and achieve their goals. Some ways to build up your team and collaborators: Give team members stretch projects and autonomy, with support as needed. Thoughtful Decision-Making: Unlike quick decision-making associated with extroverted leaders, introverted leaders take the time to carefully weigh their options. This thoughtfulness can lead to well-informed and sustainable decisions, as they consider the long-term implications of their choices. If you practice quiet leadership, you center your approach around four key principles: listening, reflection, empathy, and humility: Actively listening to your team members can foster a collaborative and inclusive work environment where everyone's ideas are valued. Thanks to Google & Similar Mind soulmate :-)

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Last week at Post Consumer Brands we hosted a webinar for Mental Health Awareness Month with the author of Anxiety Coach: A Parent’s Guide to Treating Childhood Anxiety and OCD. Dr. Stephen Whiteside is Professor of Psychology at the Mayo Clinic College of Medicine and Science, and Director of the Pediatric Anxiety Disorders Program at Mayo Clinic. Steve also happens to be a close personal friend and someone I respect personally as well as professionally. The webinar was well attended, and the feedback afterwards was both encouraging and sobering. Encouraging in that the topic of mental health is becoming more socially acceptable to address even in the workplace. Sobering in that so many people are affected by mental illness and challenged to find good quality and evidence-based care, particularly for children and adolescents. It was also a reminder of one of the few quotes I’ve committed to memory “Be kind, for everyone you meet is fighting a hard battle.” We often keep these things to ourselves at work, but rest assured many are fighting hard battles privately. As a parent of kids who have struggled, sometimes profoundly, I’m grateful to work for an organization that supports this conversation. I’m also grateful to clinicians like Dr. Whiteside who work tirelessly to make resources more accessible to caregivers. Anxiety Coach as an example, is not only backed by solid research, but it outlines practical things caregivers can do to support their kids in tangible ways. With or without professional support. We need more resources like this.

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It can be challenging to provide balanced performance feedback – especially for high performers. Everyone, including those that perform well, need quality feedback focused on areas for continued growth. HBR provides examples of how you can provide specific and actionable feedback for those of us who are fortunate to have strong team members. This performance cycle, don’t neglect your best performers by giving them the guidance they deserve. 

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Last one! Thanks for reading a long if you've been following the Culture of Care series.

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