Hi there,
I hope your week has been kind.
Mine has been…. Well, a bit hard actually. The irony.
Last week, my newsletter was about resilience. And yet, this week, I feel about as resilient as a cheap umbrella in a storm.
My sleep has been cr*ppy and I’ve had a myriad of personal stuff to deal with. So, this morning, when a client we had been pitching for said that the programme was on hold, I’m not ashamed to say that a little tear pricked my eyes. And you know what, that’s okay.
Yesterday, I was delivering the resilience training workshop that I spoke about last week, to a group of wonderful managers at an agency. We worked through a number of exercises to determine not only how you could be more resilient, but also why it was so important when you’re managing teams. There are many reasons, but crucially it means that you’re calmer and less reactive when dealing people. That ensures that it’s easier for people to feel safe with you and develop trust and deeper connections.
But, here’s the thing: sometimes, it’s okay to say enough’s enough and admit that it’s a sh*tty day. We can’t possibly be on form all the time and, whilst I strongly believe that it’s our role in life to manage our own brains (for both our sake and that of others) sometimes even that’s just a bit out of reach. As one of my team so beautifully put it "there is nothing in nature that blooms all year round - so why should we?"
So, if you’re feeling a little bit less than resilient yourself as a manager, here are some tips for dealing with your team - so you can maintain that safety and trust:
- Be open - tell people that you’re feeling at a low ebb
- Give context - you don’t need to go into war and peace but helping people understand a top-line idea of what’s going on, will ensure they realise it’s got nothing to do with them
- Show yourself some self-compassion - it’s the fastest way through something painful
- Be resourceful - use the opportunity to create a safe space within your team where openness and vulnerability is normal
And more than anything, remember that the best way to deal with a sh*tty day is to make it a short day. Get home. Get to bed. Tomorrow we start afresh.
Now onto my TikTok of the week... Dealing with a new manager. If we get a new manager, it’s tempting to bemoan it and harp back to times of old. "I miss Dave! He was such a great guy! I really don't feel comfortable with this new person - we're never gonna get on!" But, let’s be clear, whilst that might be comfortable, it ain't gonna help anyone. The fact is, change is not only happening - it's happened. Your job now is to work on your relationship with the new manager. So, use these six questions to get on the front foot and start forming a brilliant relationship with your new manager - you have no idea how amazing it might turn out to be!
N.B. When I posted this on TikTok, someone pointed out "shouldn't it be the job of the new manager, to build a relationship?" Well, maybe. But none of us are bystanders in our careers. So, why not grab the proverbial bull by the horns and make the first move? Taking the initiative never harmed anyone's career.
Thanks for reading as always.
Wishing you a resilient week and a rejuvenating weekend.
Cate x
Hi there,
I hope your week has been kind.
Mine has been…. Well, a bit hard actually. The irony.
Last week, my newsletter was about resilience. And yet, this week, I feel about as resilient as a cheap umbrella in a storm.
My sleep has been cr*ppy and I’ve had a myriad of personal stuff to deal with. So, this morning, when a client we had been pitching for said that the programme was on hold, I’m not ashamed to say that a little tear pricked my eyes. And you know what, that’s okay.
Yesterday, I was delivering the resilience training workshop that I spoke about last week, to a group of wonderful managers at an agency. We worked through a number of exercises to determine not only how you could be more resilient, but also why it was so important when you’re managing teams. There are many reasons, but crucially it means that you’re calmer and less reactive when dealing people. That ensures that it’s easier for people to feel safe with you and develop trust and deeper connections.
But, here’s the thing: sometimes, it’s okay to say enough’s enough and admit that it’s a sh*tty day. We can’t possibly be on form all the time and, whilst I strongly believe that it’s our role in life to manage our own brains (for both our sake and that of others) sometimes even that’s just a bit out of reach. As one of my team so beautifully put it "there is nothing in nature that blooms all year round - so why should we?"
So, if you’re feeling a little bit less than resilient yourself as a manager, here are some tips for dealing with your team - so you can maintain that safety and trust:
- Be open - tell people that you’re feeling at a low ebb
- Give context - you don’t need to go into war and peace but helping people understand a top-line idea of what’s going on, will ensure they realise it’s got nothing to do with them
- Show yourself some self-compassion - it’s the fastest way through something painful
- Be resourceful - use the opportunity to create a safe space within your team where openness and vulnerability is normal
And more than anything, remember that the best way to deal with a sh*tty day is to make it a short day. Get home. Get to bed. Tomorrow we start afresh.
Now onto my TikTok of the week... Dealing with a new manager. If we get a new manager, it’s tempting to bemoan it and harp back to times of old. "I miss Dave! He was such a great guy! I really don't feel comfortable with this new person - we're never gonna get on!" But, let’s be clear, whilst that might be comfortable, it ain't gonna help anyone. The fact is, change is not only happening - it's happened. Your job now is to work on your relationship with the new manager. So, use these six questions to get on the front foot and start forming a brilliant relationship with your new manager - you have no idea how amazing it might turn out to be!
N.B. When I posted this on TikTok, someone pointed out "shouldn't it be the job of the new manager, to build a relationship?" Well, maybe. But none of us are bystanders in our careers. So, why not grab the proverbial bull by the horns and make the first move? Taking the initiative never harmed anyone's career.
Thanks for reading as always.
Wishing you a resilient week and a rejuvenating weekend.
Cate x
