Take a moment and consider job satisfaction and engagement levels of your team. What could you do to increase both? According to the Society for Human Resource Management (SHRM), “respect for employees is the most important contributor to job satisfaction.” Today's article suggests six ideas for building a diverse and inclusive workplace. Challenge yourself to intentionally try one of these ideas for a week and see if you notice a difference in your workplace. Click on the ar

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Does this sound like you? “Thank you for your contributions to the team.” “Awesome job. I appreciate your hard work and accomplishments.” Leaders don’t take anyone for granted. They are extremely generous with “thank you’s” and appreciation, setting the example for others to follow. Saying “thank you” should be a natural part of your day. Consider incorporating these behaviors: Before your next team meeting, think about what the team has accomplished since the last time you m

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Abstract In post-secondary education, English language programs (ELPs) have the potential to make important contributions to their institutions’ academic and strategic goals. This potential is particularly strong in goals related to internationalization, intercultural learning, interdisciplinary connections, academic integration, and teaching excellence. ELPs also support goals related to recruitment and revenue generation. To be fully realized, ELP potential must be affirmed

Take a moment to reflect on the elements that support your organization’s success. Some that come to mind are vision and culture. Many leaders mention strategy as a key element; however, strategy is not the same thing as culture and vision and does not correlate with organizational productivity or success. According to the article, Why Vision and Culture Eat Strategy, “An organization’s vision needs to be articulated before the united efforts of the workforce culture can guid

This Leadership Minutes explores the topic of Change. The change process seems to be the subject of ongoing criticism, as it often focuses on correcting perceived weaknesses or problems, emphasizing the negative aspects instead of inspiring the possibilities. Considerable research and many books have contributed to this topic, outlining factors that highlight reasons for our unwillingness to change. Research has shown that 70% of all change initiatives fail, leading to lost i