Jackie is our “go-to” fashionista and image consultant/personal stylist. She loves assisting women in the spotlight with their style, image, and brand in person and online.
Jackie’s been in the image industry for over 30 years and owns JackieStyle Image and Branding Agency.
Jackie shares:
About her passion and journey of styling, branding, and imaging.
How she helps professionals, business owners, and others create the perfect unique style and image for them.
How does enhancing your image build your confidence?
What is Passport of Style Shopping?
And much more.
Thank you so much for listening. Please share the podcast with others, check out Jack’s services and products, and tell her you heard her episode on Building Better Relationships at Home and Work with Angela and Patti for a 50% discount offer. We will have Jackie’s contact information in the show notes.
Personal styling: Enhancing your image builds personal confidence.
I saw a reel on Instagram recently where the guy said, “Stress at work comes from giving a sh*t.”
Wow, that statement hit me hard because I sometimes (most of the time) care too much, take my responsibilities or projects seriously, and want to do the best job possible. I care about a great outcome.
What about you?
Do you care too much while others who don’t care seem to have no stress because they don’t give a sh*t and appear to attract whatever they want at work? They get promotions and special projects and climb the corporate ladder fast while dumping their work on everyone else, especially the Doer.
At the same time, the Doer is overwhelmed and receives no recognition for all they do while someone else takes the credit.
So many times throughout my career, I make a suggestion, and later, someone brings it up again and takes credit for it.
If this happens to you, are you happy the suggestion will finally be implemented, or are you angry and silent?
How do you deal with your internal emotions?
What keeps you motivated to do your best and not let these situations jade you, defeat you, and overtake your ambitions and confidence?
Some may say what does it matter? It’s just a job.
As Managers and Supervisors, we may only know what is truly going on with our team if we spend time with our staff and they feel safe discussing these situations.
Does your staff feel comfortable talking to you about uncomfortable situations happening in the work environment?
Do you feel comfortable asking how it’s going and receiving unfavorable feedback you may have to address?
As a manager and supervisor, do you ignore things, hope they go away, and use the attitude I don’t care to deal with the daily grind?
Think about the stress that is going on around you.
Have employees been calling out more than usual lately?
What about employees’ attitudes at work? Are they more reactive than proactive, aggressive, unmotivated, sensitive, or lacking in productivity?
How are you feeling? Are you stressed or uncaring, or both? Or do you care too much?
Who do you want in your organization: the person who cares too much, the Doer, the person who doesn’t care, and the person who takes advantage and doesn’t care who they step over to get there?
I know these are some difficult and uncomfortable questions; however, they are great for self-reflection. Some people take their jobs and work performance seriously and care about them, while others take advantage of others to move up in the organization.
Caring about your job and work performance is not bad; it’s admirable and a good trait, but it does cause some stress. How much stress that’s up to you how you handle that stress. If you are an overthinker, that may cause more stress than someone who self-reflects, comes up with solutions, or chalks it up to a life lesson and moves on by not thinking about it anymore.
Stress is a silent killer in the workplace in many ways: physical, mental, and emotional. Being aware of it, actively finding ways to combat it, and discussing and sharing it will help everyone feel safe talking about how to make the work environment happier.
How can we, as Managers and Supervisors, improve the work environment? One day at a time.
This podcast episode offers a lot to consider. I would love your thoughts on this topic. If there is another topic you would like me to explore, please leave a comment.
If you are struggling with the daily grind and feel alone, a leadership and work-life balance coach like me will help you work through those everyday challenges to continue moving forward to where you want to be.
Janiece fell in love with finance and graduated from Indiana Wesleyan in 2014 with her bachelor’s degree in accountancy. She’s been in the accounting industry for over 20 years and has worked directly for small business owners, corporations, and consulting firms.
Working for a CPA firm opened her eyes to the limited support for small businesses. That inspired her to start YAME Consulting, a remote B2B bookkeeping firm that works with solopreneurs in small and micro businesses.
Janiece’s shares:
*Her accounting journey about helping solopreneurs, small businesses.
*What is the most important thing to consider when setting up finances to help sustain nonprofits?
*How do you know if your business is better suited to a nonprofit versus a small or micro business?
*Essential things a business owner should do throughout the year to prepare for tax season and help ease the stress of getting their taxes done.
*How can businesses build better relationships with accounting and the tax preparer?
Joseph McGuire has been trained in the ancient Chinese skill of Face Reading, and Body Language since 1985, initially to healthcare professionals as diagnostic and communication tools.
Joseph discusses:
* What he has been up to since last time on the podcast and what he has planned for 2024.
* LinkedIn profile Jospeh McGuire – Face Magic – What’s the story behind the name.
How does reading the room and listening to what’s not being said build better relationships?
*The importance of clear communication for strengthening and nurturing relationships in all areas of our lives.
*How does observation and listening skills allow us to build trust and respect.
*About his book Face Facts
* And much more!
Thank you so much for listening, please share the podcast with others, and check out Joseph’s services and products.
The (He)Art of Listening
Event by Joseph McGuire – Face Magic Tuesday, 16 Jan 2024 7-8 pm GMT. Are you listening…really listening? Do you just hear the words, or can you hear the emotions, intentions and motivations behind them? Can you hear what’s not being said? Willing to commit 1 hour to gain new insights. Online Event link https://bit.ly/3tK4fYt
Holiday Time is coming. Are you prepared as a Manager and Supervisor?
For a manager and supervisor, this can be a stressful time keeping the business running at maximum speed or at all.
Holidays have a lot of personal stress and often affect the work environment. What do I mean? It can be distracting and can lower productivity in the workplace. Some people become less productive at work during the holiday season and lose motivation. Productivity may be lower because managers and staff are on leave from the office, and workflow slows down.
While the holidays for some are to unwind and unplug while away from the office for others, the work still goes on and can be stressful trying to juggle home life and work life.
All your staff may want the same time off, and you may have to refuse leave requests. The people denied leave may be angry and upset and don’t want to be there, and morale goes down and some even call in sick, which makes the workplace unbearable for those still there.
How do you handle these situations as a Manager and Supervisor?
Do you have a plan of action to ease the circumstance, or are you flying by the seat of your pants, or do you even care?
What are some ways to prepare and ease the anxiety for you and your staff?
Do you rotate Holiday leave time with the staff? If someone takes off one Holiday, they work the other Holidays. Then, they take another Holiday the following year but not the one they got the previous year.
Or does the team sit down and determine together what Holidays they get off?
What about you? Do you take time off during the holidays? Do you plan to take time off and not just physically be there but mentally and emotionally as well?
Preparing well in advance with your staff who is taking time off and what holidays you are taking off – gives everyone a sense of commitment and understanding, and everyone can prepare with their family and friends.
In the month of October, I would start to develop the Holiday Vacation Leave plan with my staff. I remember how stressful ensuring we had enough staff coverage during the holiday weeks was. Until I came up with Holiday Leave Action plans early in the year so everyone knew who was working and who was not during the October – December season.
During the Holiday season, avoid bringing work home so you can enjoy your time away from work and include yourself in the holiday rotation plan. Many managers and supervisors don’t take any leave time during the Holidays, which is unfair to you and your family.
Time to reflect:What is your Holiday Leave Time plan for you and your employees?
Question: Do you feel that work and personal life compete with your attention?
I would love your thoughts on this topic, and if there is a topic you would like me to explore, please leave a comment.
If you are struggling with the daily grind and feel alone, a leadership and work-life balance coach like me will help you work through those everyday challenges to continue moving forward to where you want to be.
Did you find this helpful? If so, please share this podcast with others!
As a manager and supervisor, sometimes in our work-life moments, we want to be left alone and don’t want to listen to others at work, yet the other person needs to be heard and understood. We may be tired, exhausted, have deadlines, and want to avoid dealing with one more interruption or problem.
Let’s explore active listening techniques as a way of helping to improve leadership skills. As a manager or supervisor, active listening helps build a healthy working relationship with your boss, co-workers, employees, clients, and customers. Becoming deeply aware of and working on the skill of listening may enhance communication with others in the workplace and your personal life.
Active listening encourages and allows others to speak and convey their wants, objectives, and concerns. Listening and building positive work relationships with employees and others demonstrates engagement and is the core of solid leadership skills.
Active Listening Techniques to Explore:
*Be silent when others are speaking
*Keep an open mind
*Be aware of your body language
*Watch the other person’s body language
*Listen for keywords to understand
*Ask short, direct questions to understand
*Paraphrase what was said and ask if you understood correctly
The intention is to build trust and understanding by listening deeply so your employees open up and discuss their wants, needs, suggestions, and challenges so they can resolve them in the workplace.
What else could you do at work to listen more intently?
How do you feel when people listen to understand?
How does it help the work environment when everyone feels heard?
Practice stopping thinking about what you will say next and be in the moment of listening. You miss connecting with others and learning new things when you are too busy interrupting and expressing your opinion. Active listening is a great way to work on improving relationships. Making these small changes may enhance your relationship with others. Give it a try, and let me know how it went.
I would love your thoughts on this topic, and if there is a topic you would like me to explore, please leave a comment.
If you are struggling with the daily grind and feel alone, a leadership and work-life balance coach like me will help you work through those everyday challenges to continue moving forward to where you want to be.
Did you find this helpful? If so, please share this podcast with others!
In this podcast episode, we will explore the feelings of working in a toxic workplace as a manager and supervisor.
Are we responsible for other’s attitudes and responses toward us and others?
It depends on how we treat people and ourselves. If we are abrupt, condescending, and demanding, we may be responsible for how people respond and react to that behavior towards them. How do you feel or respond to a boss, co-worker, peers, and others in the workplace or outside of work who are rude, unkind, or harsh in their tone with you?
What are the effects of working in a toxic environment?
I know how I felt. I didn’t like the person I was becoming, working in a hostile and toxic environment. I lost my compassion, empathy, joy, and excitement and was untrusting and sometimes judgmental towards others. The untrusting thoughts of thinking people had an unsavory agenda, feeling unsafe, bulldozing me, watching the Sh*t Storm every day around me, and trying to cope with the emotions of dealing with the daily grind and having to fake it to get by.
Daily, I felt like I was giving away my power and values or losing kindness and happiness through people’s interactions and nasty behaviors, which had nothing to do with me. Still, I was feeling responsible for the unhappiness around me. Being highly sensitive can be a blessing and a curse in the workplace and home. Is it my stuff, or is it others? The trick is identifying whose crap it is. Letting go and not holding on to it or overthinking all of it. It’s not about me; I needed to remind myself that it’s not my responsibility for other people’s BS.
Empathy without boundaries doesn’t work and can be self-destructive and disruptive to the workplace.
When I became a supervisor, I wanted to help people and make a positive difference in my employee’s lives. As managers and supervisors, we coach, teach, and mentor the others around us, but they have the choice of how they show up, respond, and behave. When out of balance, we project on the people around us. Taking time away is good for us to regroup, refocus, and destress when we feel we have lost empathy and compassion.
Are our actions contributing to a positive, negative, or neutral outcome in the workplace environment energy?
What are the results of working in a cohesive, collaborative, supportive environment?
When we realize how we show up daily in our workplace as someone who wants to make a positive difference in other people’s lives, the work environment becomes productive, enjoyable, and cohesive, and the atmosphere changes for the better.
I would love your thoughts on this topic, and if there is a topic you would like me to explore, please leave a comment.
If you are struggling with the daily grind and feel alone, a leadership coach like me will help you work through those everyday challenges to continue moving forward to where you want to be.
Did you find this helpful? If so, please share this podcast with others!
Melanie Shires, otherwise known as Biz Coach Mel is a nonprofit marketing director and Arizona State University business development mentor who provides vital business development and digital marketing strategies to help those she teaches launch their ideas, build their business, accelerate revenue and drive brand awareness.
Melanie shares:
How to shift your perception for someone who is moving from working in corporate to business ownership
How customers are changing how they make purchases
Why many business owners find it challenging to find work-life alignment
What makes a business owner’s brand the soul of their business
Why should someone with a business idea or start-up business hire a business coach
How does digital marketing build better relationships
Thank you so much for listening; please share the podcast with others, follow us on Spotify, and check out Melanie’s services.
Have you ever been in a meeting where at least one person or all attendees have nothing positive to say about anything?
As Managers or Supervisors, having efficient and effective meetings is crucial to running a successful business. Group meetings that aren’t productive waste valuable time and cost the company money.
Let’s explore what may be considered rude behaviors in meetings.
Interrupting the person speaking
Not listening, acting bored, or lack of engagement
Being disrespectful to the speaker
Two people are talking privately among themselves while someone else is speaking
People are just plain hostile to each other
Arguing over whose point is right
Overtalking each other
Sarcastic mean comments to the speaker or each other
Being very judgmental of each other
Participants take everything that is said very personally due to the hostile interaction
Embarrassing the host or leader with malicious remarks
I have been in group meetings where all of these actions have happened, been the target, and participated in some disrespectful behaviors. I am not proud of how I acted; I was discourteous and unprofessional sometimes, but it was acceptable to voice your opinion. Was this behavior a way to conquer and get what was needed? Not really. Did anything get resolved? Most of the time, nothing got accomplished.
What happened to common courtesy, collaboration, and respectfulness towards each other?
How can we change the behavior in meetings?
It takes one person at a time, starting with Managers and Supervisors, to lead by example and reverse this unprofessional behavior.
Here are some tips:
Set up rules of conduct for the meeting(s). Go over them at the beginning of each session as a reminder. Have the code of conduct on the agenda template. As time passes with the same group of attendees, the code of conduct will only need addressing if a new person attends the meeting and reads the code of conduct at the beginning.
When someone says something negative, turn to them and say something positive about the topic or person.
When someone intentionally breaks meeting etiquette, politely remind them or refer to the code of conduct.
As the manager or supervisor, focus on following the code of conduct, leading by example, and positive meeting etiquette will become achievable by all participants.
Redirect the “off-topic” discussions for later.
A set code of conduct and behavior etiquette is essential to successful meetings. Being courteous and respectful allows everyone to speak, be heard, participate, and engage, which is when great results will happen. Be organized and prepared. As Managers and Supervisors, we lead by example; if we are focused and engaged, our employees will be too.
I would love to hear your thoughts as a manager or supervisor on meetings.
If you are struggling with the daily grind and feel alone, a leadership coach like me will help you work through those everyday challenges to continue moving forward to where you want to be.
Did you find this helpful? If so, please share this podcast with others!
