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I would be an ant colony because of the communal work and team.

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our team works together as a pack, if one member needs help they can "howl" and my team and i got has their back :)

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team = family

super aware of my staff

no one left behind

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I would be a puppy because I offer a supportive and safe environment for my team. I also work well with others and stay positive in challenging situations just like a puppy is always approachable, happy and excited.

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I think my management style is we embrace team work (like whales moving in a pack), and we also value individual work that brings to the team.

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I would be a wolf beacuse of the dependence on the team work and loyalty

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there is no set one way to manage your team…each individual has unique personality, traits, contributions to our overall success

-omar

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cross-cultural communication is important in not just talking to clients but also with your team + building trust to foster stronger communication

-juliet

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One trick that stuck with me was around praising people authentically and asking people how they want to praised. I also like that the article pointed out how praise could go wrong if you don't take the time to know how you team prefers to be praised.

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setting a clear expectation and building trust through 1-1 and making sure the team has resources or training to perform the work.

-Vera

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Think about how to adapt your style to each direct report to best meet them where they are at. Be cognizant that their needs and level of support may be different but ensure equal time and attention to all.

Embrace the 1:1 time with your team. It can feel like a huge time commitment but it's an important way to build connection and empower team members to problem solve and seek guidance when needed.

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That each team member brings a variety of skills to the team and we as managers should consider them as a holistic contribution and taking into consideration these unique skills. Supporting team on their growth. Also, the importance of communication, active listening and collaboration. Building trust into the team.

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tying in the results that both us and our reports want to see with how they want to grow via their individual goals and not just program goals + making sure they have the right support/resources to get there

juliet

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I feel like building trust goes handing hand here. Listening to our staff and building a relationship in which we mutually are able to discuss personal as well professional situations. Being vulnerable with our staff and open about how we do this ourselves. My manager models this for me instead of telling me this.

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we all have very stressful high pressure jobs that require results and achievements to be maintained…. very easy for burnout. setting up boundaries with team on what they can do realistically…consistent affirmations, recognitions, open discussions, success stories!

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Highlight and celebrate accomplishments to keep morale high; build in time for reflection and self-care so the pace is not always full speed ahead; carve out time for professional development and training opportunities to complement the work; when team members feel well supported and appreciated, their motivation and performance excels and team members support each other more.

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providing the right resources, recognitions, setting realistic expectations, feeling supported and flexibility

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Expectations should be clearly communicated, the necessary resources for success provided, constructive and encouraging feedback offered, and achievements recognized.

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Expectations should be clearly communicated, the necessary resources for success provided, constructive and encouraging feedback offered, and achievements recognized.

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I use 1-1 time to ask individual team members how they are doing, physically and mentally. I ask the team what they want to work on or which area for skill growing and we find the resources for them for training if needed.

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As a Financial Coach, my role is to work with you to guide you in building financial knowledge, skills, and assets. I can support you in banking, budgeting, credit/loans, debt management, and taxes. Our program lasts for 5 years from your date of arrival in the US. In that time, we will work as a team to identify your goals and how to navigate the barriers. We will create a plan together on how I can support you. You can reach me on (work #) to schedule an appointment if you need to come in and see me. My working hours are Mon-Fri 9am-5pm. You can also text me and I will do my best to respond as soon as I can. Thank you for your patience. I look forward to working with you.

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everyone is naturally resourceful creative and whole!!!!!!!

omar

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I want to be a manager that is supportive of the full person.

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learn and grow!

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a smile + spark of positivity will go a long way in someone's day!

juliet

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Set high expectations while building an environment in which team members can excel and thrive.

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I would be a penguin because they share responsibility and work as partners.

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I would pick Crows, because they are super inteligent, look after each other, they even hold funerals for their team members.

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I always try to be as supportive as I can. I try to create a healthy environment and positive mood in the team!

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Meerkat because environment can be rough, but working together as a team and guiding is my style.

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social/emotionally intelligent/intelligent!!

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I am still looking forward to the upcoming sessions. For now, I don`t have any important key takeaways.

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Using SBI model is great tool to implement and use to communicate with teammembers

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No takeaways yet, still in process of completing trainings.

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No takeaways yet but emotional intelligence has been key esp when supervising folks who are working with vulnerable populations. this has allowed for easier communication / boundaries/ meeting folks where they are.

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To me, a big part of alignment goes back to spending that on the back end, setting goals, learning about the full person and building trust, setting up routine time for the staff member and partnering with them in making decisions.

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Encourage peer support, acknowledge and celebrate gifts (or help folks figure out their gifting), create collaborative environments.

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Reasurance and confirmations are important to sustain the superteam going. Having weekly 1:1 to ensure they are supported and help prepare them for any current/ future circumstances. Acknowledge their efforts and provide suggestions that will help ease that pressure of being a super team.

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To encourage their commitment and hard work and vice versa to acknowledge managers' supportive supervision.

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I'd like to see myself as a seal, because I like to be involved with my team and clap for their successes

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my manager spirit would be an owl because it represents serenity and knowledge.

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While I knew that management came with a level of 'power', I hadn't before considered that it was multiple different forms of power instead of one, monolithic thing. Thinking about how I may hold not only power to reward but also, for example, power over information has made me more mindful of the various choices I can make to treat my team with equity and transparency. In other words, using a framework and schema of power has changed how I approach sharing information with my direct reports.

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I always try to highlight the good work done by everyone and seek to indicate what we need to achieve the goals and create a plan to achieve the goals where my direct report feels included in the elaboration of the plan.

Luis

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Establishing that trust to have productive and open conversations. Getting clear on what the achievements and goals are. Creating a collaborative environment on how to reach our goals. Check in regularly to see if it is realistic based on the individual's capacity and what can be done to support them in achieving those goals. Adapting and stepping in to support as well.

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I am going to be at least 6th week of training.

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Starting the training and getting at least 3 weeks in.

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I'll have completed at least 2 more modules

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I will be in week 5 of training

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geese because they fly in groups in a V pattern, one goose at the front cuts a path through the air and reduces wind resistance for the other birds

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I chose a beaver because I feel like my job as a manager is to take the strengths from everyone else on my team and figure out how they fit together to create the most impact.

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I have been very kind and supportive when it comes to my team. I always appreciate what they bring to the table and thank them for all their effort.

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because I want value communication and it takes a team (pod) to succeed

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Ant - Each individual role is important for the team, but everyone needs to come together to complete the "task."

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I value that we always need to keep adapting to the new information we are getting both directly and indirectly through how our team communicates with us or acts and appreciate the supports of my leadership as well.

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This is not an animal haha, but a house! Provides structure/foundation for staff, for team to come together, regroup, energize and furnish the house with style!

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Building trust with each of our direct report

Checking-in with each of our team members to see how they are doing mentally and emotionally

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Having realistic expectations and checking in and getting feedback with my team members on how they are managing tasks. Providing support when needed, talking about what can be done differently, and offering help through resources.

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I will START!

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I will finish 5 modules.

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I will complete the "months 1-2" modules

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I would be an orca because it's all about the wellness and efficiency of the pod. 

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A bee because there's a single goal (queen) and I think since bees communicate and work together to build, discover and learn I would want to be able to work alongside others and bring out everyone's skills

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I would be an owl because I am calm in complex situations, try to be a source of knowledge for the team, and generally am more productive later in the day/at night.

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everyone brings a different color/skillset to the team and no one knows everything. People should learn to work with different colors

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Remote meetings and one on one meetings need to feel purposeful while appealing to the staff's individual needs and perspectives. Communication that is cross-cultural and cross-generation is so important to have effective one on one meetings.

Kelly

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Be sure to listen to each other and be actively listening to the wants and needs of each colleague. Not everything needs to be everyone's cup of tea

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Communicate goals clearly and be intentional about allowing time for questions or feedback. Continue to give feedback throughout the process so successes can be highlighted and celebrated, but also take time to address things that can be improved. -Kelly

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I think I would be part of a dolphin pod - playful, intelligent, creative + community focused. The more weak/vulnerable members are centered and cared for by the rest of the group and all members work together.

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It's important for people managers to understand how their position and actions affect the whole team dynamic, and to be sensitive and adaptable to the team's needs. Building trust with the team is essential for setting expectations, making changes, improving performance, and retaining staff.

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Kahoot is a free website where you can make trivia and other games to play with staff. It works online or as an in person resource.

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Set realistic goals and deadlines to assignments and goals with clear communication of what is expected. Reward those that do follow through with the expectations. Have a constructive conversation with ones that don't. this would include asking is there anything I can do to help make the goal happen

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Finding ways to authentically motivate team members around shared goals and camaraderie; involve team members in discussions about program goals and how we get there so that they understand as much of the full context as possible, and feel comfortable contributing their ideas.

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I will have completed at least 50% of the modules.

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I will complete the first 4 weeks of the trainings.

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Reach the halfway point of the trainings