https://www.callefoster.com/leadershiplibrary daily 0.75 2026-05-05 https://www.callefoster.com/leadershiplibrary/5-design-your-professional-leadership-brand-in-5-easy-steps monthly 0.5 2024-10-14 https://www.callefoster.com/leadershiplibrary/unapologetically monthly 0.5 2024-06-18 https://images.squarespace-cdn.com/content/v1/64fa16776957b62d4e9f0d5f/d1a69783-7202-447c-9bed-c6e4ad163018/IMG_3222+2.jpg Leadership Library - Podcast: Unapologetically Being My Own Press. - Check out the episode here! In Episode 20 of Unapologetically, with friend and host Jaci, I talk about the importance of advocating for yourself, a term I coin “Be Your Own Press”. As job markets shift, layoffs continue, and promotion capability evolves, there may be few things we feel like we can control, and advocating for ourselves is one of them. “But wait, it feels SO cringy to just talk about my accomplishments, what if I come off boastful and lacking humility?” That’s what the concepts in this podcast are all about. We get comfortable being our own press through practice, figuring out the words that feel and sound good for us, and doing it unapologetically. https://www.callefoster.com/leadershiplibrary/boosting-self-awareness monthly 0.5 2024-10-14 https://images.squarespace-cdn.com/content/v1/64fa16776957b62d4e9f0d5f/2ef9dce5-68b5-4462-a340-b00449e163ae/EQ+Graphic.png Leadership Library - #4 Boosting Self-Awareness - Self-awareness is considered one of the 4 pillars of Emotional Intelligence (Self Awareness, Social Awareness, Self Management, Relationship Management, see graphic below) , which is widely credited for being the core factor for promotability into leadership and executive roles. It’s a must-have for navigating relationship dynamics, promotability, leadership aptitude, unavoidable workplace politics, and more. https://www.callefoster.com/leadershiplibrary/the-true-cost-of-assumptions-amp-unchecked-narratives monthly 0.5 2024-10-14 https://www.callefoster.com/leadershiplibrary/millennials-are-the-translators-between-four-generations-in-todays-workplace monthly 0.5 2024-10-14 https://images.squarespace-cdn.com/content/v1/64fa16776957b62d4e9f0d5f/f3447dbf-4511-4fea-9439-b3ff4d208a5c/GenZ+Grid.png Leadership Library - #1 Millennials are the Translators Between Four Generations in Today’s Workplace - Understand the needs, differences, and working styles of the predominant generations working today. https://www.callefoster.com/leadershiplibrary/top-psychological-safety-killers-and-how-to-fix-them monthly 0.5 2024-10-14 https://images.squarespace-cdn.com/content/v1/64fa16776957b62d4e9f0d5f/1700074852293-DL6GIZ2IGNYX4LUL2TIP/image-asset.jpeg Leadership Library - #3 Common Psychological Safety Mistakes Leaders Make And How to Fix Them - 1. Closed Communication: If your employees don't feel comfortable openly expressing their thoughts and ideas, or you find yourself or team involved in “back door convos”, your team does not feel psychologically safe. Fix: Leaders should actively seek input from team members, create regular forums for discussion, and a space for anonymity if necessary. Invest time in training or resources for effective communication skills to ensure that all team members feel empowered to express their thoughts and ideas without fear of judgment. https://images.squarespace-cdn.com/content/v1/64fa16776957b62d4e9f0d5f/281bd3df-7983-4b29-bdda-6880433b5fda/ignore2.jpg Leadership Library - #3 Common Psychological Safety Mistakes Leaders Make And How to Fix Them - 2. Disregarding Upwards Feedback: If you’re perceived as dismissive of feedback from your team, you're probably making them feel unheard, undervalued, and uncollaborative. This discourages open dialogue, reduces your credibility, and stifles innovation. Fix: Solicit and Act on Feedback: Leaders should make it a point to regularly ask for feedback from their teams, respond positively, and take action. When team members see that their suggestions make a difference, they feel valued and shows that the organization is committed to getting better all the time. This is especially important for GenZ, women, and marginalized communities who bring unique perspectives to the table. https://images.squarespace-cdn.com/content/v1/64fa16776957b62d4e9f0d5f/1700078934447-AFZU5ZTA719OU1JJSZ6R/image-asset.jpeg Leadership Library - #3 Common Psychological Safety Mistakes Leaders Make And How to Fix Them - 4. Avoiding Vulnerability: If you're not showing your own vulnerability, you're likely creating a culture where employees feel they must be perfect. This can lead to a fear of making mistakes and a reluctance to take risks, which are crucial for innovation, creating solutions, and improvement in skills of your teammates. Fix: Model Vulnerability: When leaders share their own hurdles, it makes a safe space for everyone else to do the same. This honesty can help create real connection within the team, where no one's scared to own up to mistakes (aka learning opportunities) or ask for help. Remember teamwork begins by building trust, the only way to do that is to overcome our need for invulnerability. https://images.squarespace-cdn.com/content/v1/64fa16776957b62d4e9f0d5f/1700078971501-VKPT4XSAJ0EI5M8MHFM7/image-asset.jpeg Leadership Library - #3 Common Psychological Safety Mistakes Leaders Make And How to Fix Them - 5. Lack of Collaboration: If you're not including all viewpoints and contributions from team members in projects and decision-making processes, you're probably making certain employees feel undervalued and even marginalized. Leaders who ignore or dismiss ideas and contributions of team members create an environment where people hesitate to share their thoughts, fearing rejection or ridicule. Fix: Be Inclusive with Projects & Decision-Making: This is a powerful way to show you trust in your team's abilities and perspectives. When employees feel their opinions shape outcomes, they’re more likely to take ownership of their work and feel connected to the success of the organization. This sense of belonging increases motivation and a willingness to contribute innovative ideas. https://images.squarespace-cdn.com/content/v1/64fa16776957b62d4e9f0d5f/1700079015016-VC6DZL60BRK4N5SQK28T/image-asset.jpeg Leadership Library - #3 Common Psychological Safety Mistakes Leaders Make And How to Fix Them - 7. Fostering Fear: If employees are afraid to share ideas, feel unsupported by their leaders, fear they don't provide value, or are concerned for job security, it can create an environment of fear and uncertainty, leading to stress, decreased productivity, and a breakdown in communication. Fear also shows up when leaders set unrealistic expectations or goals without providing necessary resources or support. Team members become afraid to admit they’re struggling, because they fear repercussions. Fix: Foster a Culture of Support and Realistic Expectations: Assure employees of their value, and address concerns about job security through transparent communication. Set realistic goals by aligning expectations with available resources and support. For example, in your 1 on 1’s discuss workload and offer assistance, creating a space where team members feel comfortable admitting challenges without fear of negative consequences. https://images.squarespace-cdn.com/content/v1/64fa16776957b62d4e9f0d5f/b7daffda-f060-49b5-8586-2328c2a0dea0/image-asset.jpg Leadership Library - #3 Common Psychological Safety Mistakes Leaders Make And How to Fix Them - 8. Dislike or Distrust of Teammates: Micromanagement : Constantly monitoring and controlling every aspect of team members' work, sends a message that the leader doesn't trust the team's abilities and makes them feel stifled and discouraged. Blame, where mistakes are punished rather than treated as learning opportunities, and can lead to a fear of taking risks, inhibiting creativity and innovation. Lastly, favoritism and not acknowledging successes can demotivate members. Fix: Flip the Script, Create a Positive Team Culture: Empower team members by providing clear expectations and guidelines, allowing autonomy in their work. Encourage a learning and improvement culture where you shift the concept of “mistakes” or “failures” to “learning opportunities”. Hold regular team discussions on lessons learned, fostering mindsets of continuous growth. Recognize and celebrate achievements and ensure successes are acknowledged publicly. Address any perception of favoritism by creating equal opportunities for growth and acknowledgment. For example, establish a rotating system for assigning leadership roles in projects to showcase diverse talents and contributions. 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