Leading around self-regulation and resilience starts with you. What are you doing to cultivate BE’ing practices into your leadership and management tool-box? How can you invite others around you and on your team to step into leadership around this? Shared leadership IS the new way. Simply asking “what would be helpful for us to pause and center before we dive into this agenda?” is a powerful contribution and will also empower others to ask for this when they need it.
The Circle Center has been facilitating the Executive Peer Circle Program (EPCP) for 3 1/2 years in partnership with the Baptist Healing Trust. Please take a couple of minutes to watch Marcus Stamps, Executive Director for Davis House Child Advocacy Center, talk about his EPCP experience. To find out more about the upcoming EPCP in January 2016, go here: Executive Peer Circle Program 2016
To learn more about Davis House, go here: Davis House
The Circle Center has been facilitating the Executive Peer Circle Program (EPCP) for 3 1/2 years in partnership with the Baptist Healing Trust. Please take a couple of minutes to watch Renee Rizzo, CEO for Hope Clinic for Women, talk about her EPCP experience. To find out more about the upcoming EPCP in January 2016, go here: Executive Peer Circle Program 2016
To learn more about Hope Clinic for Women go here: Hope Clinic for Women
The Circle Center is in our 2nd year of facilitating 4 monthly Circles with MissionPoint Health Partners in Nashville. Please check out this video of Wendy Wright, VP of Clinical Innovation and Quality, talking about the impact Circle has had on staff at MissionPoint. Please go to the MissionPoint web site to learn more about the great services offered: MissionPoint
The Circle Center is in our 2nd year of facilitating a monthly Circle with the Leadership Team at YWCA Nashville. Please check out this video of Dulce Quintero, Director of Youth Services, talking about the impact Circle has had on the Leadership Team at YWCA Nashville. Please go to the YWCA Nashville web site to learn more about the great services the YWCA offers:www.ywcanashville.com
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The Circle Center has been facilitating a monthly Circle at Dispensary of Hope since November 2009. Please check out this video of Scott Cornwell, Chief Supply Chain Officer, talking about the impact Circle has had at Dispensary of Hope. Dispensary of Hope is a charitable medication distributor. Through innovative stewardship of the pharmaceutical supply-chain, the Dispensary of Hope collects and distributes millions of dollars of pharmaceuticals annually to charitable clinics and pharmacies to dispense to low income, uninsured patients. Pharmacies and clinics utilize Dispensary of Hope medication to address community health concerns as the cornerstone of avoidable hospital readmission programs and to reduce unnecessary emergency room use that often results from lack of access to affordable medication.
Find out more about Dispensary of Hope here> Dispensary of Hope or Like their Facebook page DOH Facebook to get updates on all that’s happening there.
Derri Smith, Executive Director of End Slavery Tennessee and alumnus of the Circle Center’s Executive Peer Circle Program with the Baptist Healing Trust was honored this month for her contribution to this year’s Tedx Nashville. To read more, check out the link below. Congrats Derri for being such a dynamic leader in our community!
http://www.tennessean.com/story/news/local/davidson/2015/03/21/tedx-nashville-crackles-bright-ideas-emotion/25160389/?utm_content=buffer13e7c&utm_medium=social&utm_source=twitter.com&utm_campaign=buffer&from=global&sessionKey&autologin
One of the largest employment jury verdicts in U.S. history was recently awarded against Memphis headquartered AutoZone, Inc. The jury awarded Rosario Juarez $185 million dollars in punitive damages ($25 million more than her $160 million punitive damages request) and another $872,00 for lost wages and emotional stress. The verdict included findings of gender and pregnancy discrimination, harassment/failure to prevent harassment and retaliation even though basic levels of training were in place. While AutoZone will eventually recover financially from this blow, what steps do they need to take to repair their reputation, ensure these kinds of violations don’t happen again and to restore employee trust and engagement? Training alone will not suffice. There will need to be a well-orchestrated plan to address the California Court’s and the EEOC’s concerns. And, what about your organization? What is your company doing to support its basic anti-harassment/discrimination policies? Statistics show that mere training is not enough. Successful companies use a combination of policies, consistent company messaging and modeling, organizational system design and strategic periodic professional development coaching and team facilitation as well as interactive and practical trainings. Now is the time to evaluate your culture and professional development plan. If you are ever in the position AutoZone found themselves in and are asked about what steps you took to support your training efforts to ensure they actually impacted your culture for a positive and safe work environment, what will you say?
Harvard Business Review Bloggers Vijay Govindarajan and Jatin Desai insist these radical times require radical leadership qualities to keep an organization’s “innovation pipeline full.” This edgy blend of decisive and collaborative strategies mixed with ability to make key turns, or “pivots”, when the proverbial writing is on the industry walls- all are signs of the future leader. The article’s mention of “creative discontent” and how truly innovative leaders must work to create cultures that are never fully satisfied with the status quo. Surely the benefits of developing this kind of ever-improving culture are apparent and it takes a wise leader to know when to ease off the gas periodically during times of such constant change, otherwise you just create cultures of discontent and tired contributors. What do these innovative strategies look like on you as a leader and how do you personally cultivate the discernment to know when to push and when to affirm your work force? Radical times and radical leaders call for radical conversations. Let’s discuss…
http://blogs.hbr.org/2013/10/five-power-skills-for-discovering-radical-ideas/
