Gaining influence starts with building trust and engaging others. Credit: Getty Images

Building influence is more than having authority. An influential manager is one who exudes confidence, gains trust and inspires others to reach their fullest potential. Most new managers mistake being assertive as being aggressive. This management style is problematic because it creates a fear-based environment where employees are afraid to ask questions, share their opinions or speak up.

There’s a difference between being confident in the things you believe in and trying to intimidate others to do what you say. Not to mention, an aggressive leadership style demonstrates a lack of confidence in your workers. Ben Walker, CEO of Transcription…

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Regardless of the skills, background or experience an employee possesses, if they lack the confidence in the work they’re doing, they’ll perform below their potential. Employees who lack confidence fear taking risks, sharing their opinions and are unsure of their work and abilities. Consequently, their lack of confidence contributes to them becoming an underperforming employee.

Employees fear making mistakes because they associate failure with losing their job. However, it’s through taking risks and making mistakes that true growth happens. Bret Bonnet, co-founder and president of Quality Logo Products, said “confidence comes when you’re no longer afraid to fail.” He went…

The generational gap between employees is a result of miscommunication and misunderstandings. Credit: Getty Images

One of the greatest challenges organizations face today is knowing how to effectively manage a multigenerational workforce. For the first time in history, there are five generations of workers in the workplace ranging from Traditionalists to Generation Z. Each generation brings its own working style, experience, worldview, expectations and motivations. Additionally, each generation holds its own stereotypes, judgments and biases against the other generations that keep them from being able to work together.

The older generation tends to view the younger generation as entitled and lazy. Therefore, they struggle to take them seriously especially when they’re required to report to…

Culture is not led by any one person but rather the responsibility of everyone. Credit: Getty Images

Building a strong and healthy workplace culture takes time, consistent action, a commitment to communication, transparency, and buy-in from everyone at all layers of the organization. Many organizations believe having a mission, vision and value statement will bring their culture to life. Thus, they remain hands-off with the expectation their employees and formal statements will do the work for them. This is how toxic cultures manifest and spiral out of control resulting in a publicized scandal that destroys a company’s reputation.

Workplace culture needs to be prioritized from the very beginning and worked on every single day. It’s not exclusive…

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In the past few years, human resources has rightfully earned their seat at the table to better represent their employees. However, they’re still struggling with the same issues they’ve battled with for ages. HR requires more than a seat at the table. While technology has allowed HR to streamline tasks so they can focus on creating a better employee experience, many are putting more emphasis on traditional metrics rather than nurturing relationships and the potential of their workers.

It’s for this reason, among others, that HR has gotten the reputation that they’re only for the company and not the employee…

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Cancel culture has become a new and trending global phenomenon in which people are exposing companies for turning a blind eye to discrimination. This act of social justice damages a company’s reputation, causes consumers to boycott them and forces them to change their ways. While employers fear being a victim of cancel culture, confronting discrimination and wrongdoing can be a difficult conversation. However, creating an inclusive workplace culture means having those difficult and uncomfortable conversations and being aware of the discrimination marginalized individuals face.

According to Farzana Nayani, diversity, equity and inclusion consultant and strategist, “underrepresented groups including women and…

Diversity in the workplace is more than meeting a quota and ticking a box

Diversity drives innovation, improves the bottom line, and increases employee engagement. Photo by fauxels on Pexels.

Diversity in the workplace is more than meeting a quota and ticking the box. It’s no longer something companies aspire to achieve but rather the norm. Margaret King, Ph.D. and director of The Center for Cultural Studies & Analysis, defines diversity as “the state of having as many choices as possible in the way the work team thinks about getting things done and solving problems.”

According to the Harvard Business Review, more diverse companies experience increased innovation, which results in 19% higher revenue and 2.3 times higher cash flow per employee. Companies that are intentional about hiring, retaining, and developing…

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Employers are grappling to address their current workplace situations before potentially being exposed by their own employees. Recently, companies such as the New York Times , Refinery29, Essence and Ubisoft, to name a few have been publicly accused of having poor leadership and toxic cultures. Time’s up for toxic workplaces. Employees are using their voices and fighting back.

Ubisoft, a leading video game company, is currently under scrutiny after recent sexual misconduct and toxic culture allegations that caused three executives, one of which was the global head of HR, step down from their roles. …

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True diversity isn’t about checking the box. It’s about recruiting a workforce that includes individuals with different worldviews, ethnicities, religions, backgrounds, abilities and ages. Gallup stated, “a lot of companies consider lifestyles, personality characteristics, perspectives, opinions, family composition, education level or tenure elements of diversity, too.” However, diversity is only half of the equation. Hiring diverse individuals means little when they don’t feel included. This is a challenge many companies face when trying to create a well-rounded culture.

Diversity and inclusion isn’t a one-size-fits-all approach as each culture has its own unique circumstances. Furthermore, one can never fully anticipate the…

Photo by Chris Henry on Unsplash

This is a true turning point for racial equity in business. Big corporations, who were once untouchable, are now facing scrutiny due to their track record of failing to support black workers. Both consumers and employees are fighting back by using their voices and social media platforms to bring awareness to companies that perpetuate racist cultures. Consumers are boycotting companies who have remained neutral during the protests while employees are exposing their employers for their discriminatory practices.

As protests grow louder, people are putting pressure on companies and calling them out for their role in keeping racism alive in the…

Heidi LK

Forbes journalist, domestic violence mentor, workplace bully advocate, leadership coach and workplace culture consultant.

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