Our sweet Rocky still frustrates me. When we go on our daily walks, I am reminded of the personal growth that still awaits me if I am willing to look around and learn. Here are a few lessons from Rocky.

If you had asked me what WFH means in 2019, I would have assumed you meant WTF. My, the world has changed, and so has the workplace. This is the sixth and final post in a blog series about 2021 Workplace Trends. I was inspired to write this series by client and colleague conversations.

Personal development is the “behind the scenes” work needed to show up differently and effectively in the workplace. Too often we rely upon employers to change us with training and development programs when in reality, employers can only offer the frameworks for personal change. We cannot shift to the next reality of work unless we choose to do so.

Today I am sharing how the employee and team alterations roll up into the organizational impacts. When I use the term “organizational”, I am referring to the key design elements of an organization – strategy, structure, work processes, reward systems, and people. These design elements compose the backbone of a business, and changes in these design elements creates radical transformation throughout the company.

How we gather now also impacts the workplace. This is the third blog post in a series about 2021 Trends in the Workplace. The focus of the series is reflecting how new workplace changes can be applied within small businesses. While the expensive software and expanded staff needs may not be possible for small businesses, applying the concept in these workplace trends is possible.

Today I am focusing on the changes being absorbed by employees. We have ALL had to change the way we work and operate in this new pandemic world. At first, we thought the changes were temporary, and then the pandemic lingered on. Now, after a full year, we are realizing that this pandemic will be with us through 2021 at least. What does that mean for you? What does that mean for your business?

For the next few weeks, I am writing about these new workplace trends and how smaller businesses can adapt. So often we think that big changes are only options in larger organizations, yet every business can tap into the benefits of these workplace trends. With a little preparation and intention, your business can effectively adapt to the next normal.

The state of Georgia has received a lot of national attention this year. People like Stacey Abrams and Nikema Williams have educated people about voting rights. Leaders like Ai-Jen Poo who continue Dorothy’s work with domestic workers, especially in Georgia. I can only think that these activists are standing on the shoulders of Dorothy Lee Bolden and so many others who started this conversation decades earlier.

What do thinking systems of the brain have to do with breaking down white supremacy culture? Much more than we realize. System 1 thinking frequently leads to fast and faulty judgement because judgement takes less brain power. If we tap into System 2 thinking, we take time to reflect on times when we have been suspicious and acted differently based on racial markers.

It is harder to find balance and sanity when we are working from home and when work is easily accessible by phone. What we can do is change our mindsets from efficiency and productivity to curiosity and community. This change is tough, too. I love a list where I can mark off my daily accomplishments as much as I love buttered homemade cornbread.

Dominant culture defines who's in and who's out. And dominant cultures create problems when they place boundaries on full participation. These boundaries may be seen and unseen. As I've learned about being part of a dominant culture, I continue to learn how these boundaries impede full participation by everyone in society.

The strategic planning process takes many forms, and a strong one is constructed through an inclusive process where all stakeholder voices are heard. Dominant culture values speed over depth. A way to break out of dominant culture practice is to slow down the process. An inclusive process takes time & energy, and it builds buy-in through co-creation. Below is a basic outline to get you started.

Dismantling systems of inequity will take years and generations, yet that doesn’t stop us from acting now. And what’s happening in our country does not stop us from showing up differently every day. Today and every day can push forward for a better tomorrow.

I am reaching out today to share some exciting news! Thank you for your encouragement and support over the last 12 months, as I have transitioned to a new phase in my career. I wish you and yours a season of rest and gratitude as we close out 2020.

Business leaders have been knocked down on their rears and forced to lead and deliver differently. It’s a big shift on top of the overwhelming shifts we’ve all experienced in our personal lives and as a nation. How is your organizational design basket doing after 2020? It may be time for a review.

The decision to leave my role was difficult. As Eleanor Roosevelt once said, “The future belongs to those who believe in the beauty of their dreams.” Leaving well is not easy when it is a choice and leaving impacts us at every level.

No matter how you see this year, I hope you can find moments and days of gratitude. One of my year-end gifts is sending thanks to the people who have taught me this year. Each person has offered insights into lived experiences with deep generosity and vulnerability.

As leaders, we have the opportunity to change and deepen how we listen to our employees. Let’s take what we are learning from our national voting system and strengthen the ways that we measure employee satisfaction and engagement. It may be a game changer for all of us.

It’s easy to wallow in my disappointment and feelings of discomfort. I can certainly find plenty of people locally and online who identify with my feelings. I can see myself slipping into a judgmental headspace. I’m learning that my judgmental tendencies are more about my own issues than others.

This has been the year of working virtually, and we’ve all been on a fast, uphill learning curve with work home practices and technology. I have found that extraordinary work requires extraordinary self-care, and sometimes this involves healing from embarrassment and mistakes.