Building Community.

Most companies we work in will have a toxic team member. At idealis, we see this not as a reality that can be avoided, but rather as one that can provide an opportunity for individuals to reevaluate their own toxic behaviors and reshape their workplace cultures.

Recognizing the low-level and high-level toxic behaviors within ourselves, and having the courage to productively confront a colleague demonstrating those behaviors, can be deeply uncomfortable. From our experience working with leaders trying to deal with toxic patterns - in themselves, in others, and in their workplace culture - we suggest starting with one simple statement: “Your colleagues deserve better.”

We invite you to read our latest Back to Center newsletter and to learn about how to recognize and correct toxic behavior, starting with recognizing the power that we have as individuals to self-reflect and set the tone for a positive workplace.
 

This Fall, our team at idealis is launching the Pulse of the U.S. Workforce in partnership with CivicScience. 

The Pulse of the U.S. Workforce delivers data-driven, real-time insights from thousands of U.S. workers across industries to help leaders - like you - make better decisions about your workplace. With monthly reports on employee sentiments and experiences and quarterly editions on relevant topics today, we are arming you with the data you need to understand your workforce better and to build more human-centered, high-performing workplaces.  

Stay tuned for updates on the release of our first monthly report in September and our first quarterly edition in October. 

Learn more and subscribe by e-mailing us at pulse@idealisadvisory.com  

There is so much depth to who we are – shaped by our origin stories, the experiences we’ve had, and the aspirations we strive to achieve. We bring all of this into the workplace, yet we're rarely taught how to talk about it. Whether we lead, are led, or want to lead others, we have the opportunity to better understand one another at work and outside of work.  

This edition of our Back to Center newsletter underscores how understanding who a person is, and predicting what a person will do goes far beyond their resume and career experiences. We have to be willing to pay attention, with intention, to each other and to ourselves to truly understand the depth of our humanity. 

In our Back to Center newsletter this week, we share a perspective on letting people go with humanity. It is a dreaded part of a leader's job, and we think it's time to raise the bar on how we treat people when they work for a company and, when they are being let go. 

When considering how to let people go, a positive human experience honors the need for connection, and might be the very thing that mitigates risk.  

Our latest Back To Center newsletter is about the legacy we leave as leaders. With over 50% of the US workforce in the “legacy phase” of their careers, we have a chance to do better and lead better… so that we leave the companies and people we lead in a better state than we found them.  

"As leaders look back on their careers, they don’t often remember the numbers that mark their progress towards goals. They remember the people they helped to progress in their lives towards their goals. That is our humanity at work. "