Job Feature: Administrative Contact Tracers

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In response to COVID-19 and to continue ensuring the safety and health of the campus community, MSU recently posted three openings for Administrative Contact Tracers. Please refer to job numbers: 665171, 664960, and 665172.

The Contact Tracers are responsible for reaching out to all patients diagnosed with COVID-19 to learn more about patients’ medical histories, the people who they have had close contact with, and provide them with information and guidance to stop the ongoing transmission/spread of COVID-19. The Contact Tracer will communicate with assigned contacts, obtain symptom information, refer contacts for testing, and provide instructions on quarantine.

Preferred education, experience, and/or skills include knowledge equivalent to that which normally would be acquired by completing a four-year college degree program in business; one to three years of related and progressively more responsible experience in database management or data collection; equivalent combination of education and experience.

Ideal candidates would possess an understanding of, and ability to explain COVID-19 symptoms, tests, prevention, and interventions; excellent organizational skills; excellent interpersonal, cultural sensitivity, and interviewing skills; basic skills of effective communication including active listening, empathy, cultural humility, and compassion, among other qualifications.

For more details on the responsibilities of these positions, visit careers.msu.edu. Internal applicants should access postings through the Careers @ MSU tile in the EBS Portal.

Maintaining Employee Engagement During COVID-19

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In a matter of months, our world has changed drastically due to COVID-19. Everything about our work lives, home lives and social lives is now different as much of our day-to-day interaction with others is now done virtually. For many, navigating the changes between in-person to online work has been no easy task. Working remotely with little in-person communication can make it difficult to recognize what the purpose of your work is or remember the goals your team has put in place. As employees continue to work remotely, it is important to make time to check in with yourself and your team members about these things to maintain a strong sense of employee engagement within your virtual team to ensure continued success.

What is Employee Engagement?

But what is employee engagement exactly? Employee engagement is the emotional commitment an employee has to their work, their team’s goals and their company’s mission. To inspire this emotional commitment, you must first understand what drives it. Engaged employees tend to feel like:

  • They have a purpose at their company
  • They are aware of how their work helps them grow
  • They understand how they impact others

However, many people tend to have different definitions of employee engagement that include employee happiness or employee satisfaction. Although these things are not what defines employee engagement, both employee happiness and employee satisfaction are still important elements in the larger ecosystem that drives engagement. This means to support this emotional commitment from employees, organizations have to create a strong, cultural foundation to be able to achieve high levels of employee engagement.

Why is it Important?

Whether you realize it or not, employee engagement can ultimately have one of the biggest impacts on your organization’s goals. The difference between a team of engaged employees and a team of disengaged employees could be what’s creating problems within your team’s productivity and quality of work.

During this time of remote work due to COVID-19, reaching high levels of employee engagement seems to be an especially large challenge for many. With employees away from the office and their coworkers, it can be very easy for them to become disengaged from their work or see the purpose in doing it at all. While it may seem impossible, there are still many things team leaders can do to help combat high disengagement levels during COVID-19, even while working remotely.

Tips for Maintaining High Employee Engagement While Still Working Remotely

  1. Develop a sense of purpose at work

Successful, engaged teams are made up of employees that have a sense of purpose. To develop this sense of purpose for employees within their work, try reminding employees how important each of their roles are to your team’s goals at team meetings to help them understand the impact of their efforts.

  1. Offer professional development opportunities

Employees should be able to expect a range of learning and development opportunities from their employers to be able to stay engaged and invested in their roles. To inspire engaged employees that want to grow and improve, try searching for and reminding employees of professional development opportunities that you come across.

  1. Give recognition and rewards

A powerful way to improve employee engagement is to recognize and reward employees for their successes. To elevate your employee recognition, try tying it to real and frequent rewards to build more engaged employees.

New Supervisor Resources

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Whether you’re new to a supervisory role or an established supervisor who would like to sharpen your skills, there are many resources available to help. Here are some ideas to get you started.

Become Familiar with Your Responsibilities within Performance Excellence

As you become familiar with your responsibilities for employee goal setting and annual performance reviews, start by going through the online supervisor content regarding the Performance Excellence process. Then, take the 35-minute MSU Performance Excellence Supervisor Course in elevateU and visit the Related Learning section, which includes short videos and challenges on topics such as goal setting and difficult conversations.

Utilize the MSU HR Website

Check out the Administrators and Supervisors area of the HR website, with a particular focus on the toolkits and processes sections. Here, you’ll find information that supervisors need to know about benefits, leaves, hiring, and more. Also, be aware of Support Staff Rules Governing Personal Conduct of Employees.

Familiarize Yourself with Union Contracts

Be sure to read through the union contracts of the people you supervise.

Take Advantage of elevateU Online Learning

Explore the free courses, videos, and books in elevateU designed for new managers.

Visit the HR Source Blog

Read the series of timely leadership blog articles that have been published over the past few months.

Explore the Perspectives of MSU’s Executive Team

Check out President Stanley’s website, as well as podcasts and Spartan Fireside Chats with various MSU executives to better understand the university.

If you find you have additional questions or needs as you continue your professional development as a supervisor, reach out to MSU HR’s Organization and Professional Development department at prodev@hr.msu.edu or 517-355-0183.

Navigating through Crisis to Reinvention

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Written by Jennie Yelvington, MSW, ACSW, Program Manager, HR Organization & Professional Development

Months into the COVID-19 crisis we have learned a great deal about the importance of resilience, agility, and supporting others as we navigate rapidly changing demands. The skills and mindset demonstrated by people at every level of the organization helped us move through the initial shock and make essential changes. As we move forward, with ever-shifting variables, it seems that a traditional change management perspective is inadequate. There is no clear end, and the normal we knew before won’t likely return. That reality calls on leaders to attend to rapidly changing demands of the crisis, while also considering what reinvention will look like for our institution. While stressful, this provides an interesting opportunity for all of us to reshape our organization; leaving behind the practices and systems that don’t serve us and generating new ideas for a better tomorrow.

The authors in this Center for Creative Leadership (CCL) report warn, “leadership teams will be tempted to avoid taking bold action and having the toughest conversations and will retreat to the closest thing to the status quo that they can find — but that will leave the organization weaker and less prepared for the future than it should be” (Pasmore et al., 2020). There are many things we will have to do to help assure safety in the coming year. The question is, will we be able to stretch beyond mere compliance to take strategic steps to bring the organization forward in a significant way? All of us have a responsibility to that end, and leaders must be prepared to forge the path ahead in the following ways.

  1. Build Trust

This recent Deloitte article notes “trust is a catalyst of recovery” and reminds us that “resilient leaders need to inspire their teams to navigate through these significant COVID-related uncertainties. But great leadership requires even greater followership—and followership is nurtured by trust” (Renjen, 2020). Relationships are more important now than ever, and the actions we take with our colleagues, students, and community will either serve to strengthen or diminish trust. Transparency, candid communication, empathy, and compassion are vital to creating a sense of safety. With increased trust, people are more likely to step into the unknown and further innovation, something that is desperately needed at this time.

  1. Provide Direction

It is imperative that leaders provide a north star so that all individuals involved understand where they are heading. While the situation continues to change and responses need to be flexible, a visible commitment to values, a vision for the future, and a drive to deliver on our mission can help guide decision-makers and help others see the opportunity in the crisis. In addition to direction, CCL points out that leaders need to assure there is also:

  • Alignment: effective coordination and integration of the different aspects of the work so that it fits together in service of the shared direction; and 
  • Commitment: People who are making the success of the collective, not just their individual success, a personal priority (CCL, 2020).

Reviewing the CCL article “Direction + Alignment + Commitment (DAC) = Leadership” will help you to assess and strengthen all three in your team.

  1. Collaborate Inclusively

Leading through hardship and uncertainty requires a humble approach that acknowledges we need the skills, ideas, and energy of all our people to move forward as effectively as possible. Our tradition of protected silos will not serve us in this new world. We must learn to share ideas, work together to solve problems, and stop reinventing the wheel. According to global organizational consulting firm Korn Ferry, â€œNow, more than ever, organizations need innovative thinking and ideas-sharing across the business. Inclusive leaders can create a safe space, regardless of what is happening externally, where people can feel accepted and empowered to give the best of their talents” (Korn Ferry, 2020). To reach that goal, we must examine our biases, reach outside of our comfortable circles, and actively listen and honor the perspectives of others.

  1. Develop Yourself and Others

Strong leaders know that ongoing learning and development are key to meeting changing needs effectively; this is particularly true today. This Forbes article “4 Must-Have Skills For Leaders Post-Covid-19” notes â€œlarge numbers of workers may never go back to the office permanently. Managers who can not only get the best possible results out of their teams when working remotely but also show they can still act personably with employees and ensure team morale is high will be sought after” (Forbes, 2020). Strong engagement, communication, and technology skills are critical as we navigate this ever-changing terrain. Relying solely on the knowledge that has gotten us through in the past will not carry us forward. Demonstrating ongoing learning and expecting the same of your team is critical, both for the organization and individual careers. According to Gallup, “The impact the right employee development process can have is massive —Gallup finds that organizations that have made a strategic investment in employee development report 11% greater profitability and are twice as likely to retain their employees” (Ratanjee, 2020). In addition to training programs, formal or informal coaching, stretch assignments, and learning cohorts are key, particularly during budget shortfalls.

A newly released Academic Impressions report highlights that “adopting a systemic and intentional approach to developing the capacity of that workforce is a strategy for strengthening the institution’s capacity and resilience both during and after a crisis” (Academic Impressions, 2020). More broadly, the mindset we take as individuals and as an organization is important. “As the sector reels from unprecedented challenges, leaders can respond with either a ‘scarcity mindset’—reacting passively to factors outside their control, such as state budgets, demographic shifts, or a pandemic—or a ‘growth mindset,’ focusing on those factors within their control, leveraging the full skills and capacity of their academic workforce to find new solutions, networking and engaging actively across the sector to identify and share strategies for confronting both persistent and new challenges, and investing and reinvesting in their people” (Academic Impressions, 2020). As with any crisis, there are unique opportunities to strengthen our organization; we can make the most of those opportunities if we humbly work together in new ways, toward a unifying vision.

Sources:

Academic Impressions (2020, May). Why Professional Development is a Strategic Priority During a Time of Rapid Change. Retrieved July 17, 2020 from https://www.academicimpressions.com/wp-content/uploads/2020/05/pd-report-ai-2020.pdf

CCL (2020). Direction + Alignment +Commitment (DAC) = Leadership. Retrieved July 17, 2020 from https://www.ccl.org/articles/leading-effectively-articles/make-leadership-happen-2/

Forbes (2020, May 28). 4 Must-Have Skills for Leaders Post COVID-19. Retrieved July 17, 2020 from https://www.forbes.com/sites/imperialinsights/2020/05/28/4-must-have-skills-for-leaders-post-covid-19/#2e778106ca1b

Korn Ferry (2020). Leading through a crisis. Retrieved July 17, 2020 from: https://www.kornferry.com/challenges/coronavirus/leadership

Pasmore et al. (2020). Turning Crisis into Opportunity: Preparing Your Organization for a Transformed World. Retrieved July 17, 2020 from https://www.ccl.org/wp-content/uploads/2020/05/turning-crisis-into-opportunity-center-for-creative-leadership.pdf

Ratanjee, V. (2020, April 30). 3 Ways to Continue Employee Development When Budgets Are Cut. Retrieved July 17, 2020 from https://www.gallup.com/workplace/309284/ways-continue-employee-development-covid.aspx

Renjen, P. (2020, April 22). The essence of resilient leadership: Business recovery from COVID-19. Retrieved July 17, 2020from https://www2.deloitte.com/us/en/insights/economy/covid-19/guide-to-organizational-recovery-for-senior-executives-heart-of-resilient-leadership.html

Don’t Forget to Protect Your Eyes during UV Safety Month!

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Did you know long-term exposure to bright sunlight may increase the risk of cataracts and growths on the eye, including cancer? Did you also know that you can easily reduce this risk and protect your eyes from UV damage simply by doing things such as wearing sunglasses, a wide-brim hat or applying sunscreen around your eyes? Your eyes are one of your most important muscles, as well as one of the most sensitive, so it is important to make sure you are protecting your vision.

With VSP vision insurance, taking care of you and your family’s eyecare is almost as easy as simply wearing your favorite pair of sunglasses. Their vision insurance plans are available to benefit-eligible faculty and staff and their dependents.

Why Enroll in VSP?

VSP offers a range of access to care, quality eyewear options, and plan options. Additionally, VSP has partnered with Eyeconic.com to provide you with the lowest market price costs and savings on glasses, contacts, sunglasses, and even your copay when you connect your specific vision insurance plan. This a great option for those prefer online shopping.

VSP offers two vision plans — standard or premium coverage — for all MSU benefit-eligible employees to enroll in. To learn more about these plans, visit VSP’s plan summary sheet available on the HR website.

As a reminder, for those benefits-eligible faculty and staff thinking about their vision insurance needs for 2023, Open Enrollment for MSU’s voluntary, employee-paid benefits begins in October. Outside of open enrollment, benefits-eligible new hires or newly eligible faculty and staff have 30 days to enroll from their date of hire or date of eligibility. If you are a new hire or newly eligible and wish to enroll in VSP, please call MSU Benefits Plus Customer Care at 800-877-7195.

More Savings with VSP

Another great perk to VSP’s vision insurance plans is VSP EasyOptions. With VSP EasyOptions, you and each member on your plan can choose one of these enhanced eyewear options when purchasing your glasses or contacts:

  • An additional $100 frame allowance, or
  • An additional $50 contact lens allowance, or
  • Fully covered premium and custom progressive lenses, or
  • Fully covered anti-reflective coatings

VSP also offers a 20% discount on additional glasses and sunglasses to all VSP enrollees. The result? Extra money for you, at a time when every dollar counts. And, more affordable options for you to look good, see more clearly and protect your eyes.

How to Use Your VSP Benefit

To use your VSP benefit, simply follow the steps listed below and VSP will handle the rest:

  1. Create an account at vsp.com. Once your plan effective, review your benefit information. MSU and VSP provide you a choice in your vision plan — choose the Standard Coverage or select the Premium Coverage with VSP EasyOptions.
  2. Find an eye doctor who’s right for you. Visit vsp.com or call 800-877-7195.
  3. At your appointment, tell them you have VSP. There’s no ID card necessary. If you’d like a card as a reference, you can print one at vsp.com.

To enroll in VSP during Open Enrollment, go to MSUBenefitsPlus.com. For questions, contact VSP directly at 800-877-7195.

Motivational Monday Round-Up

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During these times of remote work, it can be hard to find motivation, especially after a holiday weekend. If you are one of the many struggling to get a bit of pep in your step this week, you are in luck as Todd Bradley, Senior Learning and Organization Development Specialist in HR Organization and Professional Development, is back with more Motivational Monday videos! Designed to encourage you during a time with many stressors and unknowns, Todd’s Motivational Monday videos provide quick and easy inspiration to start your day off right or get you back on track during a mid-afternoon slump.

Motivational Monday: Motivational Enhancement

To enhance motivation, Todd explores the stages of change and transition.

Motivational Monday: Maximizing the Spartan Experience

Todd shares his tips on how to positively maximize the Spartan Experience during these times of great challenges.

Motivational Monday: Enhanced Communication

Todd outlines how to ask the important questions to improve communication in the work place.

Visit the MSU HR YouTube channel to view additional Motivational Monday videos as they’re posted. You may also want to check out Todd’s previous videos in May’s Motivational Monday Round-Up.

group photo of puppies

How to Care for Your Pet During COVID-19

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During these unprecedented times, juggling taking care of yourself, your other family members and your pets is no easy task. However, with Nationwide pet insurance, giving your pets the care they deserve has never been easier with their affordable pet insurance plans for all MSU benefit-eligible employees.

Nationwide’s pet insurance plan is the only plan on the market that does not rate based on the age or breed of the pet. As an MSU benefit-eligible employee, you will also receive access to Nationwide’s exclusive employee benefits channel. Additionally, once you are enrolled in Nationwide’s pet insurance plan, you will also have free access to a 24/7 Vet Helpline where you can speak with a licensed veterinary professional any time you need. All MSU benefit-eligible employees are able to enroll online today for Nationwide’s pet insurance plan by visiting the MSU Benefits Plus website.

More Nationwide Pet Insurance Benefits

  • Plans reimburse up to 90% on pet prescriptions, including online pharmacies
  • Emergency pet boarding is covered for employees who are temporarily unable to care for their pets
  • All policies are portable and can be billed to a credit card for employees not eligible for payroll benefits
  • Convenient online claim filing plus fast, electronic reimbursement into any bank account

As the current public health situation continues, Nationwide has noted a significant amount of new members to their pet insurance plan as more people have begun adopting animals to help take care of them during the pandemic. Due to this increase in pet owners in these uncertain times, Nationwide has not only tailored their benefits to accommodate many different situations but also has provided helpful tips for pet owners trying to navigate their return to a more regular workday schedule.

Back-to-Work Transition Tips for Pets

As we slowly start transitioning back to our workplaces, the change in routine can affect your pet. The sudden disappearance of you or your family members from your pet’s daily life can often cause separation anxiety, depression, and even destructive behaviors.

To slowly transition your pets back to a regular workday schedule, utilize these pre-transition and post-transition tips:

Graphic of Pre-transition tips that says, "Prepare your pet with small adjustments to the daily routine before you return to the office: -Get pets accustomed to the morning routine again by simulating your going-to-work process, but be sure to avoid creating a routine around saying goodbye. -Slowly transition mealtimes and walks until they align with your schedule at work. -Plan for playtime and exercise at set times in the morning and evening -Spend at least an hour in another room away from your pet. Don't give in to calls to come play." To the right of this Pre-transition tips graphic, there is a Post-transition tips graphic that says, "When you start transitioning back to the office: -Give your pet extra attention with a 30-minute walk or play session before leaving. -Leave an audiobook, radio or TV on to keep your pet company while you're gone. -Consider hiring a doggy daycare or pet sitter who can visit your home during the day."

Preferred pricing on Nationwide pet insurance is available through MSU Benefits Plus. For more information on pet insurance, visit the MSU HR website or get a free quote today on the Nationwide website.

Don’t Let Your Summer Be a Bummer: Take Advantage of These Summer Activities on Campus!

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There’s no doubt that this summer’s activities will be a little different than usual, but don’t let that stop you from having fun! While you might be missing being able to walk through campus from meeting to meeting or enjoying the beautiful scenery of West Circle during your lunch break, there are still plenty of activities to do on campus this summer while practicing social distancing. From grabbing a curbside scoop of your favorite ice cream at the Dairy Store to hiking the trails at the Kellogg Biological Station Bird Sanctuary, there are activities for everyone to get involved with on-campus this summer while still being able to remain safe and healthy.

Summer Campus Activities

  1. The MSU Dairy Store is now offering curbside pick up on all your favorite treats. Visit their website to order a pint for you and your family to help beat the summer heat!
  2. The MSU Student Organic Farm has opened an online store where you are now able to place orders for pick up at the farm starting in mid-June.
  3. Hike the trails at the Kellogg Biological Station Bird Sanctuary! Although all buildings currently remain closed, you can still enjoy the beautiful scenery as you make your way through the trails.
  4. The MSU Broad Art Museum is offering in-home, virtual studio classes on Thursday evenings. Check out the calendar on their website to find a class to join and perfect your artistic skills.
  5. The Forest Akers Golf Course is now open! Read more about how to stay safe on the course with the COVID-19 safety procedures on their website.
  6. The MSU Community Music School is now offering online programs available for both adults and kids. Click on the program link to find all kinds of classes from private lessons to individual and group music therapy.
  7. The Wharton Center is continuing their commitment to sharing the power of performing arts with the community during this time by offering their dynamic programming, education and outreach to patrons through their “whARTon at home” programs. Click on the program link to learn more about these programs and how you can stay connected to the Wharton Center virtually.

For those at a greater risk for COVID-19 or for those who wish to remain quarantined in their homes, there are still tons of great virtual events to take part in this summer from the comfort of your own home. The WorkLife Office events calendar is another helpful resource full of even more virtual events happening in the MSU community for you and your families to utilize.

However you plan to spend your summer this year, we hope that you all will remain safe and healthy and continue to practice social distancing until we are able to see each other on campus again. In the meantime, wear a mask, wash your hands often, and have a fantastic summer Spartans!

Leading by Example

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Written by Jennie Yelvington, MSW, ACSW, Program Manager for HR Organization and Professional Development.

As we contemplate a gradual return to work and the return of students in the fall, there is much to consider. New processes, new protocols and new challenges all impact our culture and how we move forward together in that transition. In times of change, leaders set the tone and their behavior conveys messages, intentional or not, about the importance of decisions made, and our values as an institution. This is considerable pressure, given that the same leaders are also dealing with the change themselves. Navigating this terrain isn’t easy, but as the title of this Harvard Business Review article suggests, Like it or Not, You Are Always Leading by Example. The article asks leaders to consider: what things do you consciously model, emphasize and communicate, and why? Does it have an impact on behavior? What influences what you choose to emphasize (your boss, values, etc.)?

Here are some strategies to consider as you pave the way.

  1. Model Self-Certainty Amidst Uncertainty: Changes occur daily, and the current situation leaves little that is predictable, which can leave many feeling considerable anxiety. Self-certainty isn’t being a “know it all”, rather it means to be grounded in values and confident in your ability to work together with others to find solutions no matter what the future holds. This helps to reduce anxiety and lead to better problem-solving. Leaders are encouraged to reflect on the tone they are setting. The Forbes article Leading Through Uncertainty: Six Ways to Navigate the Unchartered notes, “think of yourself as an emotional barometer, setting the emotional temperature for those in your charge, giving them cues for how they should respond.”
  2. Model Empathy and Compassion: This may not come easily to all (even if they feel empathy and compassion) but modeling it at this time is critical. As outlined in the Yale Insights article Leading Through COVID: Manage Your Team with Empathy, “people who are scared are not going to be productive or move in any kind of cohesive direction. The human thing, the kind thing, is to start every conversation with the simple question: ‘How are you? I just want to check in on you.’ Right now, showing empathy is the most important thing you can do for productivity, performance, innovation, retention—for any meaningful outcome.” Also remember, you are setting an example for your team, encouraging them to do the same for each other.
  3. Model a Commitment to Diversity, Equity, and Inclusion (DEI): If you say DEI is important to you but laugh along or ignore microaggressions (or macroaggressions), people learn a lesson about your priorities and sincerity. Do you honor preferred pronouns? Have you educated yourself about the experiences of marginalized communities? Are you considering that COVID-19 has impacted people differently depending on a multitude of factors? Note that pretending that the DEI issues don’t exist or impact our colleagues, students, and the communities we serve also sends a message about who you are and what you represent; and remember, as an MSU leader you are a representative of the organization.

    The organization also has a responsibility to back up that individual leader in their efforts to address these issues, which speaks to the values and courage of both the person and the organization’s practices and policies. Do both help to create an inclusive, equitable space for all people to thrive? These actions need to be thoughtful and intentional if we have any chance of having an engaged, inclusive workplace. The Forbes article, 5 Reasons Why Diversity and Inclusion Efforts Fail, states that a leader’s efforts must go beyond the organization’s “needs for compliance and start working to gain that respect by actually recognizing and listening to the people whose respect you want to earn and unique differences you desire to value.” Leaders not only have a responsibility for their individual behaviors but also to push for policy and process changes that align with the stated values of the organization. It doesn’t happen without the concerted, prioritized actions of individuals over time.
  4. Model Accountability: Doing what you say you’ll do, and what you say is important, will impact how much people listen and follow through. If you say that you expect others to speak up and address issues, but you tend to avoid conversations that are difficult, you likely won’t have credibility. If you announce that everyone is required to wear a mask in public spaces but fail to clearly address it when people don’t comply, the bar will be lowered and safety potentially at risk. For help in having these conversations in a productive way, check out these brief videos from Vital Smarts.
  5. Model Self-Care: We’ve all heard about the importance of taking breaks, getting exercise, connecting with others and refraining from working around the clock. The extent to which leaders demonstrate self-care skills impacts their team members. Even if you don’t expect your team to work beyond their stated hours, if you are sending emails in the middle of the night you have set an example that they may wonder if they need to follow. According to Gallup, “when a manager is thriving in well-being, their direct reports are 15% more likely to be thriving in well-being six months later… managers don’t need to become triathletes to demonstrate their commitment to physical well-being. Rather, managers should authentically display and share their personal well-being practices – providing verbal and non-verbal examples of well-being in action.” Encourage your team to practice good self-care, let them know why it’s important, and demonstrate the same.

Leaders cast a big shadow, impacting organizational practices, policies, and culture. In these volatile times, it is particularly important to go beyond the ideas of theoretical leadership notions and intentionally assure that your actions are having the intended impact. Find others who will provide you with honest feedback and make a plan to commit to your own learning journey across time. It requires considerable work, but it is incredibly gratifying to see the difference that effort can make.

Sources:

Bock, L. (2020, May 12). Leading through COVID: Manage Your Team with Empathy. Retrieved June 18, 2020, from https://insights.som.yale.edu/insights/leading-through-covid-manage-your-team-with-empathy

Grenny, J. (n.d.). How Do I Say That | Crucial Skills by VitalSmarts. Retrieved June 18, 2020, from https://www.vitalsmarts.com/crucialskills/category/how-do-i-say-that/?from-minicourse-page

Llopis, G. (2017, March 29). 5 Reasons Diversity And Inclusion Fails. Retrieved June 18, 2020, from https://www.forbes.com/sites/glennllopis/2017/01/16/5-reasons-diversity-and-inclusion-fails/

Nelson, J. (2020, June 12). The Manager’s Role in Employee Well-Being. Retrieved June 18, 2020, from https://www.gallup.com/workplace/236249/manager-role-employee.aspx

Schrage, M. (2017, April 21). Like It or Not, You Are Always Leading by Example. Retrieved June 18, 2020, from https://hbr.org/2016/10/like-it-or-not-you-are-always-leading-by-example

Warrell, M. (2020, April 09). Leading Through Uncertainty: Six Ways To Navigate The Unchartered. Retrieved June 18, 2020, from https://www.forbes.com/sites/margiewarrell/2020/03/08/leading-through-coronavirus-how-those-in-charge-can-navigate-the-uncertainty-with-calm–courage/