The Power of Curiosity: How to Create a Safe Space for Ideas and Innovation

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“When was the last time you or your team were firing on all cylinders, sharing ideas freely and collaborating effortlessly? Those ‘good vibes’ didn’t happen by chance.”

Think back to a time when you or your team was at its most productive. Whether you’re leading a team or preparing for your future leadership role, chances are, there were plenty of “good vibes”—that unspoken feeling that things were just clicking. It might seem like these moments happen organically, but as leaders (or leaders in the making), we create environments where these vibes grow and flourish.

Over the last two posts, we’ve explored how psychological safety forms the foundation of a healthy culture and how meaningful feedback fosters deeper dialogue. But what about those informal, day-to-day conversations? The ones around the office, in meetings, or even with colleagues, where brainstorming happens? How can we, as leaders (or aspiring leaders), encourage an atmosphere where people feel safe to speak up, share, and collaborate?

It starts with curiosity.

Curiosity is more than just asking questions—it’s about showing genuine interest in someone’s ideas or perspective, without judgment or the need for immediate critique. When leaders approach conversations with curiosity, they create a space where team members feel valued and safe to share their thoughts. It signals that their contributions matter, which boosts confidence and engagement. Curiosity shifts the dynamic from a potentially defensive exchange to one that’s collaborative and open, allowing for more innovative thinking and deeper problem-solving.

So instead of immediately jumping to critique or questioning logistics, try shifting the tone of your questions to show curiosity and openness. For example:

• “I haven’t heard of that kind of approach before—can you tell me more?”

• “That’s interesting! What made you think of that?”

• “I’m not sure I understood all of what you said. Could you explain it differently for me?”

By using questions that express curiosity, you signal to others—whether your team or colleagues—that you’re truly interested in their contributions. More importantly, it shows that their ideas are welcome and that this is a safe space for sharing. While critical, probing questions have their place, in those early stages of brainstorming or casual conversations, fostering curiosity can spark more ideas and lead to better solutions.

What conversations or moments could you approach with more curiosity this week?

Till next week. And keep SHiNEing.

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PS. Mark your calendars. And join me on the first ever virtual course on authentic leaders tailored to healthcare, government and not for profit, starting October 2024.

This 9-week immersive course will guide you through every element of the SHiNE framework—starting with standards and service mindset and ending with entrepreneurial spirit and empowerment. Discover how to integrate heart-centered leadership, build trust with your team, and drive impactful results. Sign up to be on the waitlist and begin your journey toward becoming an authentic leader.

Email: SHiNE_Workbook@shaw.ca
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Turning Tough Feedback into a Gift: A New Approach to Leadership Conversations

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We’ve all been there—whether we’re giving feedback that we know someone won’t like or receiving feedback that’s hard to hear. These conversations can make or break trust. If we handle them well, they’re productive. If not, they can do the opposite.

But what if we changed the way we thought about feedback? What if, instead of seeing it as an uncomfortable exchange, we viewed it as an opportunity to give and receive gifts? This shift could be the key to transforming those tough conversations into moments of growth.

When we think about gifts, sometimes they’re exactly what we want (a black turtleneck, in my case). Other times, they might not spark immediate joy (like anything with glitter). But in both situations, we want to show gratitude, because every gift has value.

This same mindset can transform how we give and receive feedback.

Receiving Feedback:

Next time you’re on the receiving end of feedback, try these steps with the gift-giving analogy in mind:

1. Acknowledge: Reflect back what the person has shared with you to ensure you understand. (“Wow, Aunt Sue, it’s a sparkly pink sweater!”)

2. Gratitude: Show appreciation, even for the difficult feedback. (“Thank you for thinking of me.”)

3. Follow Up: Share what you’ll do with this information. (“I’ll try it on now so you can see how it looks.”) Maybe that feedback will fit your style better than you expect.

Giving Feedback:

When you’re giving feedback, this approach can make the conversation more constructive:

1. Acknowledge: State what you’ve observed using “I” statements, without judgment. (“I saw this sweater, and I thought of you.”)

2. Gratitude: Thank the person for listening and for the opportunity to share. (“I hope you like it!”)

3. Follow Up: Offer support when they’re ready to make changes. (“That sweater looks great. Maybe try it with sneakers, too!”)

How Does This Tie Into SHINE?

The SHiNE framework can help us master feedback conversations by applying Heart and Nurturing from SHINE:

• Heart (building trust): By acknowledging and showing gratitude, we build an environment of mutual trust. Both giving and receiving feedback requires a level of vulnerability, which we can approach with humility and honesty.

• Nurturing (supporting partnerships): When we offer follow-up support, we nurture growth, showing that feedback isn’t just about correcting, but about empowering others to improve.

What Changes When We Approach Feedback as a Gift?

By reframing feedback conversations this way, we create psychological safety. We remove the defensiveness that often comes with feedback and instead embrace the idea that feedback is a gift—sometimes welcome, sometimes surprising, but always valuable.

What if these conversations just felt better? What if giving and receiving feedback could be an empowering experience where everyone involved grows, improves, and leaves the conversation feeling more engaged?

You have the tools to make these conversations better. Trust yourself, lead with heart, and take that first step—because the next conversation you have could be the turning point for real growth, for both you and your team.

One more thing: All of us have been here…scared to have that discussion. But one thing I know for sure, if you speak from a place of integrity and declare your intention up front, most folks respond well. And when I declare my intention, or vice versa for that matter, I find people accept the gift or feedback with grace. Just speak from the heart, and stay focussed on your intention.

Till next week. And keep SHiNEing.

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PS. Mark your calendars. And join me on the first ever virtual course on authentic leaders tailored to healthcare, government and not for profit, starting October 2024.

This 9-week immersive course will guide you through every element of the SHiNE framework—starting with standards and service mindset and ending with entrepreneurial spirit and empowerment. Discover how to integrate heart-centered leadership, build trust with your team, and drive impactful results. Sign up to be on the waitlist and begin your journey toward becoming an authentic leader.

Email: SHiNE_Workbook@shaw.ca
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5 Steps to Create a Psychologically Safe Workplace

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What if the key to your team’s success isn’t about perfecting skills but about creating an environment where people feel safe to be themselves? Psychological safety isn’t just a trendy leadership buzzword—it’s the foundation of trust, creativity, and team success.

What is a psychologically safe workplace?

According to the Canadian Standards Association, it’s a workplace that promotes employees’ psychological well-being and actively works to prevent harm to workers’ psychological health in negligent, reckless, or intentional ways.

But a psychologically safe space doesn’t mean everything is perfect all the time. It’s not free from conflict, nor is it a place where everyone feels 100% happy. Instead, it’s a space where life is imperfect, and yet people are ready to handle those imperfections with mutual respect and understanding.

Why do we need psychologically safe workplaces?

Psychologically safe teams are successful teams—they’re the most productive, the most innovative, and frankly, the most fun. Don’t just take my word for it; Google’s Project Aristotle found that psychological safety was the key factor in building high-performing teams.

SHiNE’s “I” Stands for Integrity and Trust

Psychological safety starts with leaders who act with integrity and inspire trust. It’s a cornerstone of authentic leadership, and without it, creating a thriving, collaborative workplace culture is near impossible. By fostering spaces where team members feel safe to express ideas and challenges without fear of reprisal, you’re embodying the values of SHiNE: leading with inspiration, building trust, and aligning your leadership with clear values.

Where do you start as a leader?

It all begins by embedding psychological safety into the values of your organization:

• Respectful Discourse: Encourage open, respectful communication among team members.
• A Culture of Learning: Approach unknown challenges with curiosity and promote growth.
• Giving and Receiving Feedback: Teach that feedback is a gift, not a personal attack.

Practical Steps to Start:

1. Have clear HR policies—ensure they’re accessible and reflect your organization’s culture.
2. Create feedback loops—train employees on how to give and receive feedback effectively.
3. Offer spaces for open discussions—allow team members to raise ideas and issues freely.If someone has an idea, you want to hear it. Maybe they need to do it quietly, at first. So, multiple channels can be helpful.
4. Encourage activities that are specific to values, not just the work being done.If you want the people in your organization to behave in a certain way, you should allow the opportunity to explore what that means…and not submit an assignment about it.
5. Lead by example. Be willing to be wrong and move forward with grace. Show your team that you work on these concepts as much as they do. Learning is forever.

Additional Resources for Your Reading Pleasure:

​https://www.nytimes.com/2016/02/28/magazine/what-google-learned-from-its-quest-to-build-the-perfect-team.html​

​https://www.canada.ca/en/employment-social-development/services/health-safety/reports/psychological-health.html​

​https://www.canada.ca/content/dam/esdc-edsc/documents/services/health-safety/reports/Psychological_Health_in_the_Workplace.eng.pdf​

​https://hbr.org/2023/02/what-is-psychological-safety?utm_medium=paidsearch&utm_source=google&utm_campaign=intlcontent_leadership&utm_term=Non-Brand&tpcc=intlcontent_leadership&gad_source=1&gclid=EAIaIQobChMIx9j0t97PiAMVTTUIBR1kHxn8EAMYASAAEgL55_D_BwE​

​https://your.yale.edu/ct-scene-feedback-gift-keeps-giving#:~:text=Feedback%20really%20is%20a%20gift,from%20their%20perspective%20and%20experience.

Bottom Line:

As leaders, we must lead by example, showing that vulnerability and learning from mistakes are not signs of weakness, but essential aspects of leadership. Creating psychologically safe environments starts with leaders who hold themselves accountable to the highest standards of integrity.

Till next week. And keep SHiNEing.

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PS. Mark your calendars. And join me on the first ever virtual course on authenic leaders tailored to healthcare, government and not for profit, starting October 22, 2024.

This 9-week immersive course will guide you through every element of the SHiNE framework—starting with standards and service mindset and ending with entrepreneurial spirit and empowerment. Discover how to integrate heart-centered leadership, build trust with your team, and drive impactful results. Sign up to be on the waitlist and begin your journey toward becoming an authentic leader.

Email: SHiNE_Workbook@shaw.ca
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Kindness vs. Being Nice: 5 Practical Tips for Authentic Leadership

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In the workplace, many people confuse being nice with being kind, but these two behaviors have vastly different impacts on leadership and team dynamics. While being nice is about avoiding conflict and pleasing others, kindness is rooted in authenticity, care, and courage—even when it’s uncomfortable.

Why the Difference Matters

Nice leaders often prioritize short-term harmony over long-term solutions. They avoid tough conversations, sidestep critical feedback, and may unintentionally foster a culture of complacency. Kindness, on the other hand, is about being empathetic and honest, even when the truth is hard to hear. Kind leaders lead with heart but don’t shy away from holding themselves and others accountable.

As a leader, being kind over being nice fosters trust, encourages growth, and supports a healthy, productive work environment.

What the Research Says

Studies show that employees value honesty and transparency in leadership. A 2016 study by Harvard Business Review found that 58% of employees said they trust strangers more than their own boss. Trust in leadership is one of the most important factors in employee engagement and retention, and practicing kindness over niceness can strengthen this foundation of trust .

5 Tips to Practice Kindness in Leadership Tomorrow

1. Give Constructive Feedback

Rather than avoiding difficult conversations, approach them with empathy and clarity. Offer feedback that is direct but focused on helping the person grow. Kindness means caring enough to guide someone toward improvement, even if it’s uncomfortable.

2. Set Clear Boundaries

Being nice can often blur boundaries as leaders try to avoid disappointing others. In contrast, setting clear expectations and boundaries is a form of kindness—it creates a framework for mutual respect and trust. Teams perform better when they know what’s expected of them.

3. Ask Open-Ended Questions

Engage your team with open-ended questions that show you care about their input. This fosters open communication, gives them a chance to voice concerns or ideas, and shows that you value their perspective. Kindness encourages dialogue, where being nice might just gloss over issues.

4. Practice Radical Candor

Kim Scott’s concept of radical candor promotes balancing caring personally with challenging directly. Instead of sugar-coating or withholding difficult truths, radical candor allows you to be kind and clear in addressing both strengths and areas for improvement.

5. Lead by Example

Demonstrate kindness in your own behavior, whether that means being transparent about your own mistakes or acknowledging others’ contributions. When your team sees you leading with integrity and genuine care, they’re more likely to follow suit.

Bottom Line:

Being kind isn’t about avoiding difficult moments; it’s about facing them head-on with empathy and respect. As leaders, shifting from niceness to kindness helps build stronger, more trusting teams that are better equipped to grow and succeed.

If you’re ready to lead with kindness and transform your leadership style, follow me on LinkedIn for more insights into authentic leadership and growth.

Till next week. And keep SHiNEing.

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Ps. You’ll notice that some of the links take you to my new website: Basiasbliss.com. It’s a work in progress, and please don’t mind the construction. It’s going through an overhaul, and will not only have the pasts posts I did but also more information on the workshops and services I hope to make available. It’s a project of love, but full of cringe-worthy moments, for now.

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Email: SHiNE_Workbook@shaw.ca
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Leading with Integrity and Trust: 5 Tips to Find The Courage to Do What’s Right

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In today’s fast-paced, ever-evolving workplace, leadership isn’t just about meeting deadlines or hitting targets—it’s about building a foundation of trust and integrity. But here’s the truth: integrity and trust aren’t easy. They require courage—the courage to stand up for what’s right, to lead with authenticity, and to make decisions that align with your values, even when it’s difficult.

Research shows that leaders who prioritize integrity and trust can increase employee engagement by 40% and reduce turnover by up to 50%. In this post, we’ll dive deep into how leaders can cultivate these essential qualities, weaving in insights from Brene Brown’s Dare to Lead, and offering practical, actionable tips to strengthen your leadership through integrity and trust.

Key Takeaways:

1. The Foundation of Integrity: Living Your Values

Brown’s Insight: Brown emphasizes that integrity is choosing courage over comfort; it’s practicing your values, not just professing them. For leaders, this means consistently aligning actions with your values, even when it’s challenging.

Practical Tip: Identify your core values and use them as a compass for decision-making. When faced with tough choices, ask yourself: Does this align with my values? If the answer is no, consider alternative actions that do.

Stat Insight: According to the Edelman Trust Barometer, 81% of employees say that trusting their leadership to do what is right influences their overall job satisfaction.

2. Building Trust Through Vulnerability

Brené Brown’s Insight: Brown argues that vulnerability is the birthplace of trust. Leaders who are willing to be vulnerable—by admitting mistakes, asking for help, or showing empathy—create a culture where trust can flourish.

Practical Tip: Foster an environment where it’s safe for both you and your team to be vulnerable. Share your challenges and encourage others to do the same. This openness helps build deeper connections and trust.

Stat Insight: A study by PwC found that 55% of employees said that trust between management and employees is the most important factor in their job satisfaction.

3. Courageous Leadership: Standing Up for What’s Right

Brown’s Insight: True leadership requires courage. This means speaking up against unethical practices, even when it’s uncomfortable or risky. Courageous leaders are those who are willing to make tough calls to uphold integrity.

Practical Tip: Practice “rumbling with vulnerability,” as Brown calls it. When you see something that doesn’t align with your values or the organization’s ethics, address it head-on. This not only builds your credibility but also sets a strong example for your team.

Stat Insight: Gallup research shows that organizations with high levels of integrity outperform others by 22% in productivity.

4. Consistency is Key: Trust is Earned Over Time

Brown’s Insight: Trust isn’t built overnight; it’s the result of consistent actions over time. Brown describes trust as a marble jar—each small act of trustworthiness adds a marble, while breaches of trust remove marbles.

Practical Tip: Be consistent in your actions. Whether it’s following through on promises or maintaining transparency, small, consistent behaviors are what build long-term trust.

Stat Insight: According to a study by Harvard Business Review, companies that have a strong culture of trust have 2.5 times higher employee retention rates.

5. Empowering Others: Leading with Empathy and Accountability

Brown’s Insight: A key component of trustworthy leadership is balancing empathy with accountability. Leaders who care for their team but also hold them accountable create an environment of mutual respect and trust.

Practical Tip: Set clear expectations and provide the support needed to meet them. Show empathy when challenges arise, but maintain accountability to ensure everyone is contributing to the collective goals.

Stat Insight: Research from Forbes shows that teams led by empathetic leaders are 25% more innovative and 20% more likely to stay in their current jobs.

Bottom Line

Integrity and trust are the bedrock of effective leadership, but they require the courage to lead with vulnerability and authenticity. By incorporating these practices into your leadership style, you not only enhance your credibility but also create a workplace culture that values honesty, openness, and mutual respect. As you navigate the challenges of leadership, remember that it’s your actions, rooted in integrity, that will leave a lasting impact on your team.

If you haven’t seen me on LinkedIn, check me out at: http://linkedin.com/in/barbwasilewski and join the resilience challenge.

Looking Ahead: A Course on Authentic Leadership

As we roll into the Fall, I’m excited to share that I’m developing a 9-week course on authentic leadership specifically for new and aspiring leaders in healthcare, government and not for profit. More info on topics, dates, etc to come.

If you’ve found value in this post, I encourage you to share it with others who might benefit and invite them to join my blog. Let’s continue to build resilience together, leading with authenticity and strength.

Till next week. And keep SHiNEing.

​

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Email: SHiNE_Workbook@shaw.ca
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Humility in Leadership: The Quiet Power that Transforms

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In a recent blog post, I shared some thoughts on the power of focusing on the people around you—listening, learning, and leading with heart. Today, I want to dive deeper into a quality that’s often overlooked but essential for impactful leadership: humility.

Humility isn’t about downplaying your strengths or diminishing your accomplishments. It’s about recognizing that, as leaders, we don’t have all the answers. It’s about being open to learning from others, admitting when we’re wrong, and putting the team’s success above our own ego.

Why does humility matter?

Boosts Team Collaboration:According to a study by Catalyst, leaders who exhibit humility foster an environment where team members are 22% more likely to feel included and 30% more likely to collaborate effectively. When leaders demonstrate humility, they create a safe space for open communication, where every voice is heard.

Improves Decision-Making: Humble leaders are more likely to seek input from their teams before making decisions. Research from the American Psychological Association shows that leaders who engage in humble decision-making processes are more effective, with teams that are 18% more likely to show high performance.

Builds Trust and Loyalty: A study published in the *Journal of Management* found that employees are 32% more likely to trust and remain loyal to leaders who practice humility. This trust translates into higher engagement, lower turnover, and a stronger organizational culture.

Examples of Humility in Action

1. Admitting Mistakes:Imagine a situation where a leader makes a strategic decision that doesn’t pan out. Instead of deflecting blame, a humble leader takes responsibility, reflects on what went wrong, and openly discusses lessons learned. This not only models accountability but also encourages a culture where mistakes are seen as opportunities for growth.

2. Seeking Feedback:A leader is working on a new initiative but isn’t entirely confident in the direction it’s taking. Instead of pushing forward blindly, they ask their team for feedback, genuinely considering their input. This scenario shows humility by valuing the perspectives of others and fostering a sense of shared ownership in the project.

3. Empowering Others: A humble leader recognizes that their role is not to be the star of the show but to empower their team members to shine. By delegating important tasks, providing guidance without micromanaging, and celebrating the successes of others, they build a culture of mutual respect and collective achievement.

Additional Leadership Insights:

– Creates a Learning Environment:Humble leaders are more likely to listen to others’ ideas, creating an environment where innovation can flourish. They are open to the possibility that someone else may have a better idea, fostering a culture where everyone is encouraged to contribute.

– Enhances Problem-Solving: When leaders approach challenges with humility, they are more likely to engage in collaborative problem-solving. They recognize that complex issues often require diverse perspectives and are willing to seek out those perspectives to find the best solutions.

– Supports Continuous Improvement: Humility drives a commitment to continuous improvement. Humble leaders are not satisfied with the status quo; they constantly seek ways to improve themselves, their teams, and their organizations.

– Encourages Psychological Safety:Humble leaders help create an environment of psychological safety, where team members feel safe to take risks, voice their opinions, and make mistakes without fear of retribution. This environment is crucial for fostering innovation and long-term success.

As new and aspiring leaders, particularly in the healthcare, government, and not-for-profit sectors, it’s easy to feel the pressure to prove yourself—to know all the answers and have everything under control. But true leadership isn’t about being perfect; it’s about being real.

**If you do O.N.E. Thing, let it be this:** Observe the needs of your team, Nurture their potential, and Engage with them authentically. Humility is not a weakness; it’s a powerful strength that can transform your leadership and, ultimately, your impact.

And next week, I’ll take a closer look at vulnerability and humility, and how powerful being vulnerable can be, as a leader.

Till next week. And keep SHiNEing.

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Email: SHiNE_Workbook@shaw.ca
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Humility in Leadership: Fostering Resiliency and How I Moved Beyond Workaholism

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As someone who spent years entrenched in the grind early on in my career, I know firsthand the toll that constant work can take on your mental and physical health.

In my former life as a workaholic, I believed that the harder I worked, the better leader I would be. But the truth is, the more I pushed, the more I lost sight of what really mattered: resilience, well-being, and authentic leadership.

The Journey from Burnout to Resilience

Resilience isn’t just about bouncing back—it’s about thriving in the face of adversity. For me, the turning point came when I realized that being “always on” wasn’t sustainable. I started paying the consequence – losing valuable “credit” with family and friends.

I needed to build my resilience, not just to survive but to lead effectively. So, I began to incorporate small but powerful practices into my life—like weekend recharges, mindful breaks, and setting boundaries.

According to research, resilient leaders are 3.5 times more likely to be engaged at work and experience 60% less burnout compared to their less resilient peers . These stats aren’t just numbers—they’re a clear signal that resilience directly impacts your ability to lead effectively and sustain high performance over the long term.

Practical Tips to Build and Foster Resilience

1. Prioritize Self-Care: Whether it’s taking time for a weekend recharge or practicing mindfulness, make self-care non-negotiable. This not only replenishes your energy but also sharpens your decision-making and creativity.

2. Set Boundaries: Protect your time and energy. Learning to say “no” is crucial in preventing burnout and maintaining your well-being. And possibly the most powerful thing I had to learn, was the ability to say no to crazy deadlines, or expectations. (Of course, how you say no is key, and I will share that in future posts.)

3. Encourage Team Resilience: Resilient teams are more innovative, adaptable, and better at problem-solving. Encourage your team to take breaks, and lead by example in setting boundaries. This helps in reducing turnover and boosting team morale.

4. Reflect and Learn: After each setback, take time to reflect on what you’ve learned. This not only strengthens your resilience but also builds your confidence in navigating future challenges.

So, how do you recharge? What practices help you lead with resilience? And if you’re ready to dive deeper into authentic leadership, stay tuned for more details on my upcoming Fall course.

If you haven’t seen me on LinkedIn, check me out at: http://linkedin.com/in/barbwasilewski and join the resilience challenge.

Looking Ahead: A Course on Authentic Leadership

As we roll into the Fall, I’m excited to share that I’m developing a 9-week course on authentic leadership specifically for new and aspiring leaders in healthcare, government and not for profit. More info on topics, dates, etc to come.

If you’ve found value in this post, I encourage you to share it with others who might benefit and invite them to join my blog. Let’s continue to build resilience together, leading with authenticity and strength.

Till next week. And keep SHiNEing.

​

​

Email: SHiNE_Workbook@shaw.ca
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Lead with Humility: 4 Tips for New and Aspiring Leaders

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In leadership, there’s a fine line between humility, confidence, and arrogance. Understanding where that line is can make a significant difference in how we lead and inspire others.

This post will delve into the nuances of these concepts and how embracing true humility can enhance your leadership effectiveness.

Understanding the Difference:

Humility is not about being passive or lacking self-esteem. It’s about recognizing your strengths and weaknesses and knowing when to step back to allow others to shine. Confidence is the belief in your abilities, whereas arrogance is an inflated sense of those abilities, often overshadowing the contributions of others.

The Value of Humility in Leadership:

Humility plays a crucial role in leadership by creating space for others to contribute and grow. Years ago, I learned this the hard way. There was a time when I walked into a room and blurted out what I thought was the perfect solution. Only then did I realize—and have it suggested to me—that the team had already come up with an excellent idea on their own. It was a humbling experience that taught me the importance of stepping back and allowing my team’s collective intelligence to take the lead. (And once you realize this, you spend way less time managing the work of the team and more time enabling and steering.)

When Humility and Confidence Work Together:

True humility doesn’t mean diminishing your accomplishments; it’s about celebrating them alongside your team. A humble leader knows when to push forward and when to let others take the spotlight. I’ve learned that by allowing my team to own their successes and share in the decision-making process, I can build trust and foster a more collaborative environment. Celebrating small wins together reinforces the idea that every team member is crucial to our overall success.

Avoiding the Pitfalls of Over-Humility:

While humility is a vital trait, over-humility can be detrimental. Leaders who constantly downplay their contributions may inadvertently erode their team’s confidence in them. Striking a balance is key—own your successes, but always give credit where it’s due.

Authentic leaders recognize their value and aren’t afraid to take credit while ensuring their team also receives the recognition they deserve.

Tips for Practicing Humility in Leadership:

• Celebrate Together: Acknowledge the collective effort behind successes.
• Listen First, Speak Later: Before presenting your ideas, give your team a chance to share theirs.
• Be Vulnerable: Share your challenges and mistakes to foster openness.
• Give Credit Generously: Recognize and celebrate the contributions of others.

Bottom Line:

Humility in leadership is about amplifying others while remaining confident in your own abilities. It’s not about having all the answers, but about creating a space where the best answers can emerge from your team.

In my next post, I’ll explore practical scenarios where humility can be a powerful tool in your leadership toolkit.

Till next week. And keep SHiNEing.

​

Ps. You’ll notice that some of the links take you to my new website: Basiasbliss.com. It’s a work in progress, and please don’t mind the construction. It’s going through an overhaul, and will not only have the pasts posts I did but also more information on the workshops and services I hope to make available. It’s a project of love, but full of cringe-worthy moments, for now.

​

Email: SHiNE_Workbook@shaw.ca
​Unsubscribe · Preferences​

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Your Authentic Leadership “SHiNE Now” Moment:

How to Lighten Up!

In previous posts, I provided a more in-depth look into this thing called humour, and as part of SHiNE, a leadership model I recently created.

Week 1: Was a brief overview, with some initial hints and tips

Week 2: Busting some myths around using humour in the workplace

Week 3: The research behind using humour

And finally today, here is the last and final look at humour, including a much deeper dive into how exactly to do this.

Why is humour even a focus?

In a nutshell, humour in the workplace, when used appropriately, creates connection. And it may be one of the more powerful tools in a leaders toolbox. That connection, creates greater understanding, increases collaboration, and may help create more win win situations.

In addition to connection, humour also:

• Creates Influence and Power (Power here is not the darker side, but rather, in negotiations for example, create more win wins, or help people leave negotiations, feeling more positive about outcome)
• Stimulate Creativity (Humour can make the environment feel lighter, which then allows folks the space to take risks and be more creative.)
• Fosters Resilience (Workplaces are stressful enough. And this by itself, can be tiring, and can wear on coworkers and teams. Using humour, to lighten the room, is one way, to create the space and breathing room, for folks to release that tension.)

So, what exactly is my style of humour?

Aaker and Bagdonas have answered this question! In their humour quiz (what else would they call it), they identify 4 styles of humour:

• StandUp humor comes naturally to folks who use it, and they often are scared to lean into darker directions. They tend to focus on jokes that would appeal to the masses or the middle of the crowd. They particularly are adept at laughing at themselves.
• Sweethearts prefer use understated humour and their use is prepared and planned. They prefer to not use sensitive topics for humour.
• Magnets use humour to change the mood in a room and their jokes usually come across as warm, and they exude charisma. They too will avoid anything hurtful or controversial. (This is my style.)
• Snipers are tend to feel most comfortable with providing a more edgy or sarcastic style, and they often tackle the elephant in the room. (What this also means is that there may be many in the room who wish they could have pointed out the same thing, but glad this person did.)

Aaker and Bagdonas have also gone a step further and “codified” these styles in the following manner:

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The authors add: “When it comes to the content of someone’s humour, we’ve found that it ranges found that it ranges from to aggressive (humour that’s no-holds-barred and a few shades darker). Meanwhile, someone’s humour delivery can range from expressive (spirited, spontaneous, spotlight-seeking) to subtle (understated, premeditated, and full of nuance).”

As discussed in previous posts, being an authentic leader is key, or the secret sauce. By being more you, and doing what comes naturally, you bring your highest self to the table. (And the How to Fascinate assessment reinforces that same point.)

This very short 10 minute quiz helps you better understand what style feels natural. Staying in your lane, and being natural with humour, is the key.

So what are some sources of humour?

If you don’t know where to start, or need a few ideas for sources of humour, here are a few:

• Differences — areas where folks may differ or some areas of contrast
• Emotions — the irony you feel or how you really feel about something
• Opinions — what you think (or what you really think)
• Pain — this usually means, being able to laugh at yourself
• Delight — something that just makes everyone smile aka dogs

How can we use humour in the everyday communication in the office?

In my previous posts, I provided a few hints and tips on how to use humour in the workplace. Now I want to have a closer look at how to inject some humour into everyday communication. Here are a few:

• Use callbacks — or recall a situation that you and a colleague shared, that maybe at that time, was tense, but you got through it. Recalling how you survived it, in spite of everything, often builds a bond.) (I do this often.)
• Spice up your email signature — instead of leaving “sincerely” use a tag line or a closing that sums up the irony of the content, or your emotion around having to send this communication, etc. (I do this often.)
• Choose content strategically — think about the colleague or coworker, and share a mutual thought or irony, that both of you share. Or use a common interest and highlight the humour. The goal is to use humour to bring you closer together and to create that connection in your correspondence.

So that, is just a few ways to use more humour in the workplace. If you already do this often, thank you again. Workplaces are serious enough already. If you needed the signal or permission to do it, I hope these posts gave you that, and also showed how using this tool is grounded in research.

And next week, we go onto the next letter in H – humility!

Till next week.

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Ps. You’ll notice that some of the links take you to my new website: Basiasbliss.com. It’s a work in progress, and please don’t mind the construction. It’s going through an overhaul, and will not only have the pasts posts I did but also more information on the workshops and services I hope to make available. It’s a project of love, but full of cringe-worthy moments, for now.

PPS. I actually wrote this post…twice. The first time, I dotted the i’s and crossed the t’s, and then the whole post went “poof” and disappeared. After curling up into a ball, and using a few choice expletives, I regrouped and from memory, re-drafted it. There is some irony here, that I actually had to use humour, to pick myself up, and rewrite this post. My life, is full.

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Email: SHiNE_Workbook@shaw.ca
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Your Authentic Leadership “SHiNE Now” Moment:

A TED Talk You Don’t Want to Miss!

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I write this next instalment on humour as I enjoy some R and R, for my 32nd birthday! Kidding. It’s next week. And my 32nd birthday.
But as a gift to myself, I am disconnecting from my work – work that I am extremely passionate about – and just taking the next week to focus on myself…and then I will be back next week.

Even though I am very passionate and dedicated to you, and this work, I am taking a moment to recharge. By recharging, I am able to find the humour in the every day, even in very serious situations.

So this weekend, instead of sharing the written word, I want to share with you, a video by the authors of Humor, Seriously: Why Humor Is a Secret Weapon in Business and Life. It’s a short 15 minute TED Talk video that does an excellent job of highlighting the why, and how. The video is self explanatory.

In case you want to by-pass watching the video, here are two (of many points) that may intrigue you:

Point 1: “Where humour exists, love is not far behind.” (And that is so true.)

Point 2: And if former Secretary of State, Madeleine Albright, can use humour to diffuse very very tense situation and do it publicly, then so can we.

Trust me, you will never look at a piece of jewellery the same and will always wonder, if it’s sending a message!

And on that note, I wish you all a great weekend, and week ahead, and hope all of you have recharged this summer or will recharge soon.

Ps. I realized that one of my graphs from last week’s post may have not gone through. Here now is the “cliff” that the authors referred to.

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Next week, the last and final installment on this thing called humor. And then onto humility and leadership!

Till next week,

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Email: SHiNE_Workbook@shaw.ca
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