Tag: leadership

There’s still time! Take a professional development course this year.

Published on by Abigail MillerLeave a comment

It’s not too late to take a professional development course this year! Find learning opportunities offered through HR’s Organization and Professional Development (OPD) and our campus partners below.  Did we miss a training opportunity for employees? Let us know in the comments.

Diversity, Equity, and Inclusion

Throughout November – Native American Heritage Month Events and Educational Programs: As we celebrate Native American Heritage Month throughout November, MSU kicks off the month with back-to-back events, amplifying the voices of Indigenous students, staff, faculty, and organizations on campus. Events include lectures from MSU or invited speakers, craft workshops and participation in discussions, and social lunch events that will help attendees learn more about North American Indigenous people, culture, history, and customs and help build community among each other.

November 19 – Trans Allyship Practices: In this 90-minute workshop, learn in-depth information about gender diversity at MSU. This session is intended for cisgender students, faculty, and staff who want to improve their understanding and allyship practices in working with transgender and nonbinary community members. Participants will learn about intersecting oppressions; key definitions of gender terms; information about changing identities, demographics, and political contexts; and promising practices for supporting transgender and nonbinary students, coworkers, family, and community members. Fall 2024 Open Trans Allyship Practices Workshop: Tuesday, November 19 from 1:30-3:00, 110 Student Services Building. Register here.

Personal Development 

November 19 –  Identify and Maximize Your Strengths Part 2 Unlock the Full 34: Unlock your 34 strengths report and learn more about yourself through a series of reflective and interactive exercises in this two-hour workshop. This section is intended for those who have previously attended the Identify and Maximize Your Strengths course through OPD. 

December 3rd – Identify and Maximize Your Strengths: Tap into your unique talents and complete the CliftonStrengths Assessment. Learn more about your natural patterns of thinking, feeling, and behaving and how it applies to your role in the workplace. Use your research to express what you do best and grow your overall confidence.

Communication

December 10 – Business Writing for Results: This course is designed to increase the productivity, efficiency, and quality of your writing and make a big difference in your overall career success. Improve your readability, strengthen your writing with active voice, conquer commonly misused word pairs, and more in this in-person workshop.

December 11 & 12 – Crucial Conversations for Mastering Dialogue: This course teaches techniques that allow you to learn how to understand different opinions, find mutual respect, and work openly through disagreements. You will also learn ways to help foster inclusivity, psychological safety, and inclusion in this two-day course. 

December 12 – Conflict Management: Learn how to resolve conflict, de-escalate situations, and manage crises in the workplace. This training will help you apply these tactics to real-life situations. 

Leadership

December 3-5 – Crucial Influence: This course targets mid to high-level leaders who are responsible for leading change in the workplace. It is designed to enlighten you on why people do what they do and how leaders can impact those at any level. 

Faculty and Academic Staff-Specific Opportunities

Review the events available on the Office of Faculty and Academic Staff Development website. OFASD is a unit within the Office of the Provost that facilitates cross-institutional connections among individuals and entities in support of the advancement of academic careers.

Opening Image Credit: The Vice Gender Spectrum Collection

International Women’s Day: Inspire Inclusion

Published on by MSU Human ResourcesLeave a comment

Women’s History Month observances honor the contributions and impact of women and highlight the pivotal roles women have played in our community. MSU Human Resources celebrates International Women’s Day on March 8! This year’s theme for International Women’s Day is “Inspire Inclusion.”  To inspire inclusion means to celebrate diversity and empowerment on International Women’s Day 2024 and beyond, in all aspects of society.

MSU HR is led by a team of dynamic leaders who happen to be all women. Their experience and dedication drive HR’s mission to provide strategic human resources expertise, counsel, and service to the MSU community.

We asked our HR directors, “How can we inspire inclusion, or create more inclusivity, especially for women, working here at MSU?” Here is what they had to say:

“I stand proudly on the shoulders of incredible women who came before me, recognizing their struggles and triumphs while reflecting on my own journey; especially as a woman of color. International Women’s Day is not only a celebration of our achievements but also a call to action for continued progress. Let us amplify the voices of all women and work together to create an environment where every woman can thrive without limitations. We can inspire inclusion through representation, mentorship, sponsorship, courage, and resolve. I believe in fostering an environment where every individual feels valued, respected, and empowered to bring their whole selves to work. Together, we can cultivate a sense of belonging for all.” –Christina Brogdon, PHR, Vice President and Chief Human Resources Officer

“Inclusivity starts by listening. Therefore, we must establish channels of open dialogue to listen and hear women at MSU so they may share their experiences and suggestions without fear of reprisals, to understand barriers that impede inclusion, as well as work collaboratively to dismantle them.” –Sherri Reese, Ph.D., Director of Talent

“While institutional efforts to advance inclusion are critical, we must ask ourselves what we are doing daily to foster inclusivity. As a female leader, am I actively seeking out and embracing diverse perspectives? Am I fostering mentorship and learning opportunities, especially for women? Am I seeking out opportunities to grow and learn? By critically examining what we are individually doing to foster a culture of respect and value, we collectively can work to create a more inclusive environment.” –Donna Donovan, J.D., Director of HR Administrative Services and Chief of Staff

“Establishing an environment of inclusion requires the creation of safe places for dissenting opinions and respectful debate. Many voices contributing will almost always aid in better decision making and a sense of inclusion and empowerment.” –Amy Holda, MLRHR, Interim Director of Employee Relations

“In higher education, where women often outnumber men but remain underrepresented in senior leadership, the phrase ’empowered women empower women’ resonates deeply with me. It encourages collaboration, mentorship, and sponsorship among women. By recognizing and amplifying our strengths, women in academia can challenge systemic barriers and prepare themselves for leadership positions. Embracing this mantra fosters a culture of support and inclusivity, breaking down barriers and paving the way for gender equality in the workplace. It reminds us that by lifting others up, we all rise, creating a more diverse and empowered leadership landscape.” –Sharri Margraves, EdD, SCP-SHRM, Director of Organization and Professional Development

“One of the best compliments I ever received as a leader is that I am authentic. I can’t think of a better way to inspire inclusion than with authenticity. Transparency in communications, awareness of others and their needs, along with a willingness to listen is key in creating an inclusive environment.” –Mary Lou Morey, Director of Benefits

“The power of women leaders investing our own time, energy and experience into mentoring other women from all backgrounds cannot be overstated. I am incredibly grateful to several amazing women who have generously shared their leadership journeys with me, their mentorship having served me well throughout my career. I pay their gifts forward by investing and supporting other women on their leadership journeys. Mentorship is one of the most powerful opportunities all women leaders have to promote the inclusion of more women into leadership, where they will encounter opportunities to keep paying it forward to others.” â€“Alice Smith, MPA, SHRM-SCP, Director of Solutions Center

When we inspire others to understand and value women’s inclusion, we forge a better world. When women themselves are inspired to be included, there’s a sense of belonging, relevance and empowerment. Happy International Women’s Day!

Relaunch: New Leader Development Series

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We are thrilled to introduce the latest iteration of our New Leader Development Series, designed to empower and inspire leaders at every stage of their journey. This refreshed program brings you a strategic blend of targeted skill development, strategic thinking and leadership mastery, ensuring that you are equipped with the tools and insights needed to thrive in today’s dynamic work environments.

What’s in Store?

Visit our website for a detailed overview of the program including schedule information, learning tracks, and application details.

Whether you’re a supervisor, manager, or leader, there’s a tailored experience waiting for you.

How to Get Involved:

  • Registration Application: Opens Friday, December 15 at Noon and will close Friday, January 5, at 5:00 p.m.
  • Explore the Program: Dive into the details on our website.
  • Contact Us: Have questions or need more information? Contact our office at prodev@hr.msu.edu – we’re here to help.

This is your chance to elevate your leadership journey. Join us for the New Leader Development Series and unlock the potential for leadership excellence.

We look forward to seeing you there!

Additional Upcoming Learning Opportunities

Human Resources' Sherri Reese and Amy Holda selected for TIAA Emerging Leaders Network.

From Christina, VP of HR: Congratulations Sherri Reese and Amy Holda – Selected for TIAA Emerging Leaders Network

Published on by MSU Human Resources1 Comment

Two of our Human Resources stars – Sherri Reese, Ph.D., Director of Talent, and Amy Holda, an MLRHR, Interim Director of Employee Relations – are embarking upon an extraordinary leadership adventure.

Sherri and Amy have secured spots in the esteemed TIAA Emerging Leaders Network Program and are thrilled to receive such high praise and nomination from HR leadership. This career-defining journey was carefully curated by Chief Human Resources Officers from some of TIAA’s largest institutional partners; here, only the cream of talent prepares themselves to embark upon new horizons and larger roles.

Sherri and Amy, among a cohort of peers from institutions nationwide, will be expanding their professional networks while diving deep into HR’s latest offerings and perfecting their leadership acumen. MSU has made waves in HR leadership. Their success stands as evidence that our university remains dedicated to thought leadership and strategic partnership in HR; not just on an internal level but regionally and nationally too.

Let’s show our support for Sherri and Amy by offering Spartan cheers. Please join me in honoring their incredible achievement.

Sherri and Amy: Here’s to all of us, MSU, and reaching new heights together!

With Spartan Pride,
Christina

Christina K. Brogdon, PHR (she/her/hers)
Vice President and Chief Human Resources Officer
Michigan State University

Leadership Series: Leaning Into Change

Published on by MSU Human ResourcesLeave a comment

Written by Sharri Margraves, Director for HR Organization and Professional Development

I invite you to take a fresh perspective on leading change by starting with yourself and how you lead change. We are experiencing unprecedented change on many levels, across many organizations and systems, which puts pressure on both you and your teams. Creating collaborative teams, internally and cross-functionally, will help you lead change in a new way. Start down the path by considering the following questions:

Are you treating the symptoms or tackling the root cause of the issues?

Bring your teams together to consider the root cause of problems or improvements. Connecting improvements throughout the organization to individuals can increase engagement and create value for your stakeholders.

Does everyone on your team understand expectations and how to participate in improvement?

Imagine empowering and unleashing the potential of your entire team by inviting them to work on what really matters in a way that is supported by trusting those who know the most about the issues and can make direct contributions that have a positive impact.

Do you expect continuous improvement in your daily work?

Consider ways to systematically improve even “small” thorny issues to enhance efficiency and your team’s experience in day-to-day processes. Don’t underestimate the power of recognizing your employees for excellent work even during the everyday—it’s a great way to boost engagement and maintain momentum!

Do you practice inclusion by having representatives of all of your key stakeholders?

Be holistic in solving problems and making improvements. Include representatives from each key area that may be involved in your project or process to ensure the best outcome for improvement and performance, which also builds rapport and trust—especially those that perform the actual work.

Lean into change regardless of the scope and create a path:

  1. Define – Identify the problem, the desired state, the team to be involved in the process, and their roles. A RACI chart is helpful in determining who is Responsible, Accountable, Consulted, and Informed.
  2. Do and Document – Kaizen means to take apart-“Kai” and put back together- “Zen.” Lead with intention and remember—there are no bad people or information. Focus on the facts of the problem and model problem-solving and enhancement of services. Document the process as you go, identify improvement areas, and communicate with stakeholders regularly.
  3. Measure and Compare—verify improvement. Anything that does not add value (time, money, energy) should be eliminated wherever possible. Measuring improvement is an important step and promotes transparency, even during everyday processes.
  4. Standardize the new process, system, and action. Use visual tools, dashboards, and posters to reinforce the processes. Promapp is a great system of record to do all of that.

Celebrate success! Be sure to monitor continuously as situations change and embark on improvements.

“Change leadership is the ability to influence and inspire action in another, and respond with vision and agility during periods of growth, disruption or uncertainty to bring about the needed change. “ Yvonne Ruke Akpoveta

Sources

Balzer, W., Francis, D., Krehbiel, T., Shea, N. A review and perspective on lean in higher education. https://www.researchgate.net/profile/William-Balzer/publication/308000035_A_review_and_perspective_on_Lean_in_higher_education/links/5ea32ac6299bf112560c188d/A-review-and-perspective-on-Lean-in-higher-education.pdf

Jenkins, Alison. Advancing lean leadership. https://www.mckinsey.com/business-functions/operations/our-insights/advancing-lean-leadership#

Neumeyer, Adrian. Create a RACI chart so everyone knows their role. https://www.tacticalprojectmanager.com/raci-chart-explanation-with-example

Leadership Series: Languages of Appreciation

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Written by Sharri Margraves, Director for HR Organization and Professional Development

Often, when there is a mismatch of appreciation and acknowledgment preferences between co-workers or supervisors, it contributes to miscommunication and distrust. While this is less than scientific, taking the opportunity to learn your employees’ language of appreciation might just prompt some great conversations!  

The five languages of appreciation at work are based on the popular book “The 5 Love Languages” by Gary Chapman, which suggests that people have different ways of expressing and receiving love within intrapersonal relationships. These love languages can also be applied in the workplace, as languages of appreciation, to create a more positive and supportive environment.  

The five languages of appreciation at work are: 

Words of Affirmation

Use positive and encouraging words to affirm and motivate your employees who identify with words of affirmation as their language of appreciation. Offer frequent verbal and/or written praise for a job well done, share positive feedback at every opportunity, and express your gratitude for their hard work as often as you can. 

Quality Time

Those who feel appreciated through quality time are most affirmed and engaged through your undivided attention and being fully present in the moment. Hold regular one-on-one meetings with these employees, take the time to listen to their concerns and ideas, and give them opportunities to share their thoughts and opinions.  

Acts of Service

If you have an employee whose language of appreciation is acts of service, show them that you care by doing things for them that make their work easier or more enjoyable. When possible, consider helping employees with tasks that they find challenging, offer training and development opportunities, and share resources and support to help them succeed. 

Gifts

People who feel appreciated by receiving gifts may enjoy when you’re able to provide small tokens to show that you value their contributions. Examples of using gifts include providing personalized company-branded items, giving employees gift cards or other small tokens of appreciation, or offering a special reward or incentive for a job well done. Read more about the employee gift policy on the Controller’s website here.  

Connection

While physical touch may not be appropriate in all work environments, connection in some capacity can be a powerful way to show your employees that you care. Examples of connection in the workplace include attentive eye contact and warm smiles.  

To use the languages of appreciation, it’s essential to understand your employees’ individual preferences and needs.  

What’s Your Language of Appreciation? Take this quick quiz and find your most and least preferred languages.

Consider encouraging your employees to share their language of appreciation with you so that you can be sure to show gratitude and admiration for your employees in a way that resonates with them most. Languages of appreciation lead to stronger relationships, increased engagement and motivation, and a positive and supportive work environment.

Sources

The Languages of Appreciation Quiz, img1.wsimg.com/blobby/go/a0310559-a281-42b3-b07f-42529301ff8d/downloads/languages_of_appreciation_quiz.pdf?ver=1671397699940.

Person sits in front of a laptop with a coffee mug

Leadership Blog Series: Learning & Development Resources for Supervisors

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Whether new to a supervisory role or a long-time manager, the best leaders are lifelong learners adaptable to change and flexible in their leadership style. The rapid changes and unknowns of the past couple years have made it particularly clear that supervisors must embrace the complexity of their roles, which demands new ideas and strategies to stay fresh and ahead of the curve. HR’s Organization and Professional Development (OPD) department has resources to help.

NEW LEADER DEVELOPMENT SERIES (NLDS)

Designed for supervisors new to their roles or new to MSU, this nine-session series equips new leaders with a toolkit of crucial knowledge and resources. Registration is available in EBS for the next NLDS cohort, beginning August 30, 2022.  

Sessions cover a variety of topics, including:

  • Leading in a Union Environment
  • Workforce Management and Strategic Staffing
  • Fostering an Inclusive Culture
  • Budget Responsibilities and Ethical Finance
  • Conflict Management
  • and more

Learn more about NLDS.

LEADERSHIP WORKSHOPS

Looking to learn or strengthen specific leadership skills? OPD has both in-person classes and virtual courses to provide expanded options and best meet your learning needs and preferences.*

View all upcoming OPD course offerings.

SELF-DIRECTED LEADERSHIP RESOURCES

elevateU

On-demand, self-paced courses, videos, audiobooks and more are available to MSU employees via the free elevateU platform, including a Leadership Development section covering a wide range of leadership topics.

Access elevateU leadership resources.

Leadership Library

Created by a cross-departmental workgroup to assist leaders in navigating challenges and handling their responsibilities with confidence, the online Leadership Library highlights curated content related to timely topics.

Visit the online Leadership Library.

Have questions regarding the above resources and opportunities? Contact OPD at prodev@hr.msu.edu for additional information.

*MSU HR Organization and Professional Development follows all applicable state and public health guidance and university-wide directives. If deemed necessary or advisable to refrain from in-person learning, courses scheduled as in-person will instead be hosted in a virtual format.

Side view of person sitting down, smiling while engaged in a video call on a laptop.

Leadership Blog Series: Lean Into Leading — Remote Work Edition

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Written by Sharri Margraves, Director for HR Organization and Professional Development

At the retirement party for one of my former colleagues, they reflected that the main thing they were looking forward to was “never being responsible for another human being again.” And they meant it. As leaders, it’s important to recognize the significant responsibilities of our roles, with impacts on both the organization and the individuals with whom we serve.

It has always been challenging to be a good leader, and this is not going to get easier anytime soon. The incredible shifts in the past two years will continue to play out within our teams, departments and units as we move to understand the full capabilities of remote work (including “hybrid” work) and learn what our stakeholders want from their experiences with us.

Fulfilling the Goals and Objectives of MSU’s Strategic Plan

As you consider MSU’s strategic goals and objectives, leaning into new concepts about work, productivity and satisfaction will require a paradigm shift. Not only are external forces pushing this, but the university is also pulling us toward a new mindset focused on growth, and this means change.

Consider MSU’s strategic goal of faculty and staff success: Creating an environment in which excellence and opportunity thrive will attract and keep talent and create conditions where staff and faculty can do their best work, individually and collaboratively. We will develop the flexible, supportive, inclusive workplace required to respond to the aspirations and needs of every employee.

As employees integrate career goals with efforts to create a meaningful life for themselves and their families, they will expect — and we, as supervisors, will deliver — ongoing opportunities to grow and develop.

Related resource: MSU 2030 Strategic Plan

Remote Work and Flexibility

We are working in the most disruptive workforce changes since WWII, dubbed “The Great Resignation”. Research shows that 90% of employees expect to have flexibility in their work, and 54% are planning to leave their position if they don’t get it.

In the coming weeks, you will hear more about what MSU intends to do about remote work from a policy perspective, but that is only part of the equation. As with every policy, you can either hide behind it, or you can embrace it. I challenge you to embrace the new remote work policy in the spirit of our strategic goals. We are working with, and are, professional adults — and adults know when something does not make sense and know they need to be accountable for their actions. Be creative and innovative as you lean into implementing this new policy in your area and working toward better fulfilling the university’s goals and objectives for staff success.

A word about flexibility: not all jobs are going to be remote-friendly. Approximately one-third of our jobs will not offer remote work capability. However, most jobs can have some flexibility, at least at some point in the year. Think broadly about the organizational culture you want to thrive in — thrive…not simply endure — and do the same for your staff. It may be more challenging, but it also can also lead to greater rewards.

Related resource: Remote Work Guidance for Employees and Supervisors at MSU

Take a Deeper Dive

Consider the following ways that you, as a leader, can help MSU meet our collective strategic goals and objectives through the lens of the updated remote work policy:

  1. Examine the value of an employee’s work and not the “busy work” a person brings to their role. How can you maximize that value?
  2. What is the maximum and minimum flexibility for each position? Each team?
  3. Is the flexibility the same during the full year, or can summer months or breaks be different than the academic year?
  4. Do you really know what your stakeholders want and expect and the services they need?
  5. Can you flex starting times, hours, days?
  6. Have you already decided what is “right” or are you open to new possibilities?
  7. Consider the individual as well as the team dynamics. What can change to provide flexibility for all? Did you ask your team to help devise the strategy?
  8. What are the core times you might expect people to attend meetings (and is the meeting effective and productive, or is it casual and meant to just connect)?  Global working hours help everyone be flexible.
  9. Can you accommodate a “split shift”, with the employee able to have alternate times?
  10. What communication plans will make you more effective? Effective communication isn’t a one-way process, and employees have responsibilities here as well.
  11. What role do expectations have for the team? Individuals?
  12. What collective development and individual development will foster the kind of organizational culture that will help us meet our strategic goal?

Additional resources are available to support you as you navigate integrating MSU’s new remote work policies with your team.

MSU Remote Work Policy – Important documents, resources and FAQs

Remote Work Supervisors’ Discussion Guides

Instructor-Led HR OPD Courses

elevateU Resources

Leading From Anywhere: How to Build High Performing Remote and Hybrid Teams (56-minute recording of live event)

Working Remotely – Curated Resources (Self-paced courses, videos, books)

Sources

Kroop, B., McRae, E.R., January 12, 2022. 11 Trends that will shape work in 2022 and beyond. Harvard Business Review blog post. https://hbr.org/2022/01/11-trends-that-will-shape-work-in-2022-and-beyond

Ascott, E., October 19, 2021. 90% of workers want flexibility. Companies aren’t delivering (This could be a disaster). https://allwork.space/2021/10/90-of-workers-want-flexibility-companies-arent-delivering-this-could-be-a-disaster/

https://www.insidehighered.com/news/2022/01/05/era-flexible-work-higher-education-has-begun

Smiling person looking down at laptop while wearing earbuds

Leadership Blog Series: New Leadership Library and Leader Development Resources

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Whether new to a supervisory role or a long-time manager, the best leaders are lifelong learners adaptable to change and flexible in their leadership style. The ongoing changes and unknowns brought on by COVID-19 have made it particularly clear that leaders must embrace the complexity of their roles, which demands new ideas and strategies to stay fresh and ahead of the curve.

Earlier this year, a small workgroup was formed at MSU to explore the learning development needs of those who find themselves leading in this “new normal.” The group identified the need for an easily accessible collection of relevant and applicable self-directed learning resources on a wide range of topics. To assist leaders in navigating challenges and handling their responsibilities with confidence, an online Leadership Library was created in August 2021.

Visit the new, online Leadership Library.

One member of the workgroup, Cindi Leverich, Director of Academic Leadership Development in the Office of Faculty and Academic Staff Development, explains, “As leaders continue to navigate the changing world of work, it is important to have a range of resources available in multiple modalities. The Leadership Library provides busy individuals a convenient list of articles, videos, and workshops on topics key to developing and supporting remote and hybrid teams.”

Updated regularly, the Leadership Library highlights curated content related to timely topics. Ideas for additional, relevant leadership resources are welcome and may be sent to prodev@hr.msu.edu for consideration.

Looking for additional leadership development opportunities?

Danielle Hook, Learning and Development Manager for HR’s Organization and Professional Development (OPD) department, shares, “The importance of professional development cannot be overstated. We also recognize the barriers to accessing meaningful learning are greater than ever. In response, we are exploring creative ways to differentiate our learning solutions to meet the increasingly diverse needs of our learners.”

Learn more about OPD’s new leadership programs and resources below.

New Leader Development Series (NLDS)

Apply now to join the next cohort of this nine-session series. Starting January 18, this program equips new leaders with a toolkit of crucial knowledge and resources.

Sessions cover a variety of topics, including:

  • Leading in a Union Environment
  • Workforce Management and Strategic Staffing
  • Fostering an Inclusive Culture
  • Budget Responsibilities and Ethical Finance
  • Conflict Management
  • and more

Leadership Workshops

In addition to OPD’s popular, established courses around the topics of leadership and management, five new workshops for leaders were recently launched. Currently held via Zoom, registration will soon be available within EBS for the following classes:

  • Building Cohesive Teams
  • Conflict Management
  • Managing and Leading Across Multiple Locations
  • Performance Management for Hybrid Teams
  • Strategic Planning

Find out more about OPD’s upcoming course offerings.

elevateU Leadership Resources

On-demand, self-paced courses, videos, audiobooks and more are available to MSU employees via the free elevateU platform, including a Leadership Development section covering a wide range of leadership topics.

Access elevateU leadership resources.

Have questions regarding the above resources and opportunities? Contact OPD at prodev@hr.msu.edu for additional information.

photo of woman working at her laptop.

Leadership Blog Series: Positive Boundaries

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Written by Sharri Margraves, HR Associate Director for Organization and Professional Development 

What are your “hard and fast” boundaries, and which are those that are easier to slip up on? Although maintaining healthy boundaries of all varieties is a critical component of a leader’s well-being and success, time is perhaps the most common boundary because of its fluidity, with demands changing daily.

While even the most effective leaders will have to make hard choices from time to time, the hallmarks of weak boundaries can be challenging to rein in. Reflecting on my career thus far, I can see that I made too many value trade-offs between my time, my family and my hobbies over the years.

I worked over two solid decades before I had a supervisor who expressly set positive boundaries around time. She was leaving for vacation and made a point of turning off her email and her phone during our staff meeting, saying she expected the same from all of us when we left the office.

Two powerful points were made with her simple actions: 

  1. The behavior of a supervisor sets the tone and culture. Leaders need to talk about boundaries as part of norms and culture. We need to recharge to be effective, and we need to help others do the same.
  2. Your staff can handle it. Develop your staff and your trust in them. They will make the best decisions they can with the information they have.

Leaders can enhance their authenticity by maintaining positive boundaries. An easy way to start? Do what you say you will do and don’t do what you say you will not do. One leader I know is clear about not doing anything “illegal, immoral, unsafe, or unethical, and I get to decide what that is.”

Additional ways you can establish and encourage positive boundaries for your team:

  • Model behaviors that demonstrate healthy boundaries.
  • Help employees identify and communicate boundaries.
  • Have conversations about boundaries; normalize discussions on the topic.
  • Reward and recognize employees who set and maintain boundaries.
  • Acknowledge when boundaries are overstepped.
  • Communicate to your team the importance of boundaries.

Find recommended live, online courses below to assist with establishing and maintaining healthy boundaries for you and others, and reach out to MSU HR’s Organization and Professional Development department at prodev@hr.msu.edu if you’d like additional guidance or resources.

UPCOMING OPD COURSES (LIVE, ONLINE FORMAT)

Sources

https://www.boundariesbooks.com/blogs/boundaries-blog/why-leaders-need-to-set-boundaries-in-the-workplace

https://www.workplaceoptions.com/blog/management-tip-taking-the-lead-on-setting-boundaries/