CODAC Management Manual

Know yourself. If you are a leader who finds it hard to hear criticism, then devise another way for employees to share their concerns. (Cheryl Czach, Cheryl Czach Coaching and Consulting, LLC) • Bring the Policy to Life Through Trust: Everything starts with trust, without which there is no honest and healthy dialogue about existing problems and the best solutions for everyone. As a result, there is a lack of commitment, motivation and focus. The door remains effectively closed. (Michael Thiemann, Strategy-Lab™) • Make accessibility Your Goal: An open-door policy is just lip service unless you make yourself available. SPOTTING ISSUES A large part of being the eyes and ears of the organization involves spotting compliance issues as they arise. For example, a supervisor must be able to identify a request for job-protected leave even if the employee does not use "the magic words." A direct supervisor tends to have the most information regarding whether a job protected leave would be appropriate or necessary. Therefore, compliance training in this respect is important. In addition, compliance training should address a number of laws and subject areas, including: • Fair Labor Standards Act (FLSA) and other applicable wage and hour laws; • Family and Medical Leave Act (FMLA) and other applicable state and local leave laws; • Federal, state and local discrimination laws, including harassment and retaliation prevention components; • Applicable safety and health laws; • National Labor Relations Act (NLRA) and additional training relating to the workplace's unionized, partially unionized or union-free status; COMMUNICATING EFFECTIVELY A supervisor must be able to communicate effectively with direct reports, other supervisors and management. When communicating in workplaces, a supervisor must seek to maintain a calm demeanor and an ability to focus on the subject at hand. PROFESSIONAL COURAGE IN THE WORKPLACE To quote Nelson Mandela, Courage is not the absence of fear, but the triumph over it – The same can be said for professional courage. In our professional roles, we often need to take action and proceed forward despite fear. Some have said it is when conscience, fear and action come together, It is grit, perseverance and determination. Professional courage is not only a skill that good leaders understand, but also a skill that is mastered. It is critical to career growth, and fulfillment. It is a fundamental element of leading—whether you’re in a formal leadership role or not—and it is critical to your career and personal growth. “To understand why having professional courage is an essential quality to have within the workplace we must first look at the issues that can arise from a lack of it. Certainly, it is easier not to do something than to do it, which is one reason why many people prefer to stay in their comfort zones. But this discourages innovation, empowerment, and positive organizational change. As humans, we are inclined to avoid tough conversations. The consequence is a lack of honesty, clarity and engagement which leads to an increase in stagnated relationships within organizational hierarchy. Furthermore, a lack of connection and empathy from leaders diminishes the trust people have in them. Conversation is key.” (Barnes) • Immigration compliance requirements; • Workplace violence and bullying; and • Privacy and security workplace protections.

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