As humanitarians unfortunately we are likely to have experienced burnout at one time or another. And it was just this experience that inspired today's guest Dr. Gemma Houldey to do a thesis on the same - a look at the systemic issues in the aid world causing burnout.
As part of a way organizations can address the burnout of national and international staff, Dr. Gemma has also published a book (see resources section below) which provides practical ways we as leaders can help address it.
In this episode we cover:
- How we are all responsible for creating culture of wellbeing
- The importance of brave spaces over safe spaces
- How to Bring our human-ness back into the workplace
- The importance of bringing rituals to the workplace and how you can do so as a leader
- The importance as a leader of having a support section (like an accountability partner)
- And more!
- The Vulnerable Humanitarian: Ending Burnout in the Aid Sector by Dr Gemma Houldey
- For a 20% discount on the book enter the promo code for the above link FLY21
- Contact Dr. Gemma here
Otros episodios de "Aid for Aid Workers Leadership Podcast"
How to Maintain Your Health, Survive a Long Distance Relationship and Our Most Significant Habits
30:38ENCORE EPISODE (FROM 2018): This episode is includes advice my husband Shannon and I have based on 32 years' combined experience in the aid worker and humanitarian field. In this episode you can learn: Best thing you can do for your health when living in a difficult environment Our best advice for surviving long distance relationships (we have five years experience) Daily habits that made the most impact in our lives in 2018 Habits we hope to maintain in 2019 Books that have made a significant impact in our lives and work One of our favorite vacation spots If you want links to the many things mentioned in the episode, you can go to www.aidforaidworkers.com/blog/51 or find them in the weekly newsletter if you're subscribed. Enjoy!
How to Focus On Your Strengths as a Leader in Aid Work
7:37We all have our strengths as leaders. You know, the areas in which you feel come naturally to you. Maybe you even enjoy working on them. It could be managing budgets, or helping local partners, or writing proposals. Whatever it is, when you spend more time in that area, you are more productive. And when you work in areas in which you're not as strong, well... things.... slow.... down... So why not find ways to focus more on your strengths? In this episode I provide a great way to focus on your strengths, but also help out your team. A win-win for everyone!
How Leaders Can Help End Burnout in the Humanitarian Sector with Dr Gemma Houldey
45:22As humanitarians unfortunately we are likely to have experienced burnout at one time or another. And it was just this experience that inspired today's guest Dr. Gemma Houldey to do a thesis on the same - a look at the systemic issues in the aid world causing burnout. As part of a way organizations can address the burnout of national and international staff, Dr. Gemma has also published a book (see resources section below) which provides practical ways we as leaders can help address it. In this episode we cover: How we are all responsible for creating culture of wellbeing The importance of brave spaces over safe spaces How to Bring our human-ness back into the workplace The importance of bringing rituals to the workplace and how you can do so as a leader The importance as a leader of having a support section (like an accountability partner) And more! Resources: The Vulnerable Humanitarian: Ending Burnout in the Aid Sector by Dr Gemma Houldey For a 20% discount on the book enter the promo code for the above link FLY21 Contact Dr. Gemma here
How to Not Be a Difficult Supervisor
11:42We've all had them in humanitarian work. Given that we spend the majority of our time working or with colleagues, they can make life difficult. And we hope we will never be like them. That's right, I am talking about difficult supervisors. The kind that make you go "ugh". I know I have had my own moments where I behaved in a way my team probably didn't agree with. And that of course impacts team performance and morale. And so our results. So how can we NOT be a difficult supervisor, and show up as our best selves? The key is self-awareness. Find out how to become more self-aware and in-control of your behavior and results.
Using Coaching to Increase Staff Wellbeing
15:15What's a very effective and often overlooked way to increase staff wellbeing? Allowing them space to talk about things that are important to them, and asking questions to help them move forward. In other words, having a coaching conversation. In this episode I discuss the many ways coaching can increase the wellbeing of your team, and some powerful questions to use for just such a conversation. And if you'd like to learn how to coach your team, enrollment is now open for my digital course: Find out more here.
How a "Coach Approach" Greatly Increased the Impact of Her Work with Inonge Wina-Chinyama
25:12It always amazes me to see how my students incorporate coaching in their work. Today's guest Inonge Wina-Chinyama is a Senior Advisor for MSI Zambia in the areas of youth and disabilities. The nature of her role as an advisor is the opposite of coaching, that is telling others what to do. And so it was very surprising to Inonge when by stepping away from advice and into asking questions, people appreciated her even more. Learn what happened and how this approach has helped her not only make a greater impact in her work but also free up time to focus on other areas. Resources The Aid Worker's Guide to Successful Coaching 101 - Start date October 4th
Maintaining Organizational Culture Despite Working Remotely in the Humanitarian Sector
41:25The past few years have brought many changes - one of which is remote work. I know several supervisors who have not met their teams in person, and still don't know when that will happen! So since we are working remotely, how can we build trust and an organizational culture? My guest today Hawa Kombian is an Organizational Specialist who provides some practical ways leaders can do just that - unify remote teams. In this episode you'll learn: What the humanitarian world should consider before going to the field How to show up and communicate with colleagues to build relationships How to build trust with a new team The importance of values mirroring Why it's important to be intentional with hiring in these times Considerations to make when practicing your values And more! Resources: Hawa's Social Media and Other Resources BRAVING Acronym by Brene Brown Your Emotional Bank Account by Steven Covey
Overcoming Perfectionism as a Humanitarian Worker
15:56We all sometimes have perfectionist tendencies. Most humanitarians want to do great work! However, when this desire to do great work makes us more stressed, prevents us from turning things in and keeps us paralyzed, perfectionism can ironically lead to imperfectionism. None of us need added stress in our lives, and we all want to get things in on time, so how can we overcome the need for "perfect"? In this episode you'll learn: Common traits of perfectionism Where perfectionism comes from The consequences of perfectionism Perfectionism and your identity Five steps to overcome perfectionism How perfectionism leads to lower quality work And more!
A Proven Team Feedback Mechanism that Eliminates Gossip and Increases Engagement
44:52How open is the communication with your team? Do they say everything that's on their mind, or are there certain things which turn into gossip and you hear second or third hand? From my experience, it is very rare to have a team that tells you everything. There's always something left unsaid, that can potentially build and escalate into an issue that if unresolved can lead to staff turnover, low morale and more. But how do we find a way to give our teams a voice that they feel comfortable with? This is a question we asked ourselves when I worked in Timor-Leste several years ago, and the feedback mechanism we came up with became known as the SMT Plus. The SMT Plus is a simple and yet VERY effective way to give your team a voice, and to show them you care and want to know about their concerns and challenges. It allows staff a way for staff to speak up in a way they feel comfortable, and for you as leaders to build trust and engagement. In this interview with the current CRS Timor-Leste Country Manager Yane Pinto, as well as SMT member Alberto Freitas, and two staff members Helena de Jesus and Agus Ximenes, we discuss how the SMT Plus works, how it can be created and the numerous benefits that have resulted from it. Here is a summary of some of the steps to consider as covered in this episode: Four SMT Plus members - two are selected by the staff (through confidential voting) and two by the SMT Members must represent the staff - two female and two male, and balance of admin and programming, as well as a balance between more senior staff and drivers, cleaners SMT Plus members once selected approach each staff and ask what concerns they want them to bring to the SMT Meeting SMT Plus members rotate, and attend a quarterly SMT meeting and observe as well as provide insight to the SMT meeting around the topics brought forth The issues brought forward by the SMT Plus members must represent the concerns of the broader team/staff The SMT needs to show they have taken action and communicate how the issues raised by the SMT Plus members have been addressed after the meeting Not only does it increase trust and engagement, but also those selected as SMT Plus members feel honored and take the responsibility seriously Non-SMT members participating in the meeting can see how a SMT meeting runs and how decisions are made at the senior level Keep in mind to have a translator present as needed for staff that struggle with language used by SMT For more information, please contact Yane Pinto - Yane.Pinto@crs.org
The Leader's Role in Promoting Wellbeing in Humanitarian Work
44:18Wellbeing is a big topic of the humanitarian world these days, and rightfully so. I mean, why is it an organization which specializes in helping people find it so difficult to help its own staff? My guest today, Melissa Pitotti, has some answers. And they may not all be what you think. Melissa works for the CHS Alliance. She recently helped conduct a research study called "Leading Well" which brought together 15 CEO's of humanitarian organizations to ask this question - what is preventing aid organizations from creating cultures of wellbeing and better work-life balance? In this episode she shares the results from the study, and some practical tips you can apply to help your team and your own organization move closer to a healthy work culture. Resources: CHS Alliance Core Humanitarian Competency Framework Working Well Research paper Leading Well Research paper Embodying Change podcast Stop Being Inconsistent and Start Aligning Your Values to Your Actions in Aid Work - Aid for Aid Workers podcast episode Melissa's email: firstname.lastname@example.org Oxfam Building Trust in Diverse Teams