Laurie Mills

Mills: Don’t let inflexibility derail your own success

If you constantly misread your impact on others you run the risk of sidetracking your own success.

Mills: Building better managers together

I often hear comments about how the HR department should handle this or that workplace issue.

Mills: Coaching no substitute for management

It is unrealistic to expect that coaching alone will produce any kind of lasting effect without management support and employee engagement.

Mills: Striving for gold is what matters

The world of work offers its own kind of competition. Despite our best efforts sometimes we lose out to others.

Mills: Placing an evaluation focus on managers

What recourse do employees have if something in their manager’s performance is a problem?

Mills: Should volunteers be managed differently?

Just as with paid staff, managing volunteers is about keeping them happy, motivated and loyal.

Mills: Get serious about bullying in the workplace

Just because a harassment and bullying policy is in place doesn’t mean everyone follows it. There will always be people who don’t get it.

Mills: Older workers can project healthy energy

Whether we believe it or not, whether or not it is legal (it isn’t), employers exercise ageism practices all the time.

Mills: Supervising through grievances

Despite the effort that goes into negotiating agreements…inevitably grey areas arise in their interpretation.

Mills: Losing our job: One door closes another opens

I want to focus on the opportunities that being in a state of professional transition offers.

Mills: Task and process need equal time

We spend usually far more time than we’d like in meetings when there is so much else that needs to get done.

Mills: Best decisions are made with both head and heart

There are just some heart-centric decisions that may never make clear sense and in the end it doesn’t matter.

Mills: Volunteer experiences mean something to employers

Volunteering is important on many levels. We should proudly celebrate their contributions.

Mills: Outside the comfort zone—the vulnerability of learning

In today’s workplaces, we are constantly required to process new information, master new tasks and adapt to ever changing technology.

Mills: Coaching is not a substitute for performance management

Managers need to male sure problems do not get out of hand in the first place.

Mills: Matching volunteers with right task for non-profit group

Anyone working with volunteers knows that managing them is a little different than managing employees.

Mills: Pacing ourselves for the December rush

The pace can get frantic, depending on how many work-related parties you need to attend and how many social gatherings you want to attend.

Mills: Take a moment to appreciate the positive side of our jobs

Every workplace has its share of tension and personality clashes. If theyt persist, work can become very stressful.

Mills: Be proactive to prevent conflict from escalating

Unfortunately, blaming doesn’t resolve conflict; taking responsibility does.

Mills: Making better group decisions

Making personal decisions can be challenging and other times, it seems remarkably easy.

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