Creating a Culture of Support During Busy Projects

😱 Imagine Sarah, a dedicated project manager, feeling overwhelmed as her well-meaning boss, eager to ensure project success, inadvertently floods her with constant emails and late-night check-ins. Although her boss's intention is to be supportive, this relentless oversight raises Sarah's stress levels, leading to sleepless nights and diminishing her once high productivity and enthusiasm. Effective leadership involves understanding and managing the stress levels of your team, essentially becoming experts in “cortisol management.” High cortisol levels, our body’s primary stress hormone, can impair cognitive functions, emotional regulation, and overall well-being. As leaders, we have the power to create environments that reduce stress and foster resilience. Here are some practical ways to manage cortisol and support your team's well-being: 1️⃣ Promote Psychological Safety: Build a culture of trust where team members feel safe to share ideas and concerns without fear of judgment. Open communication and active listening are key. 2️⃣ Support and Resources: Ensure your team has the resources and support they need. This includes providing flexible work arrangements and necessary tools to perform their tasks efficiently. 3️⃣ Recognize Efforts: Regularly acknowledge and reward your team’s hard work. Constructive feedback should be supportive, helping team members grow without added stress. 4️⃣ Encourage Work-Life Balance: Advocate for taking breaks, vacations, and time off. Preventing overwork helps maintain a healthy balance and prevents burnout. By focusing on these strategies, leaders can help lower stress levels, improve cognitive function, and foster a resilient and productive team. Remember, managing cortisol isn’t just about reducing stress—it's about creating a thriving, supportive workplace. Let’s prioritize cortisol management and lead our teams to greater success and well-being. #Leadership #StressManagement #Cortisol #WellBeing #TeamSuccess #WorkLifeBalance #Mindfulness References: Edmondson, A. C. (1999). Psychological safety and learning behavior in work teams. Administrative Science Quarterly, 44(2), 350-383. Lupien, S. J., Maheu, F., Tu, M., Fiocco, A., & Schramek, T. E. (2009). The effects of stress and stress hormones on human cognition: Implications for the field of brain and cognition. Brain and Cognition, 65(3), 209-23. Tang, Y. Y., Ma, Y., Wang, J., Fan, Y., Feng, S., Lu, Q., ... & Posner, M. I. (2007). Short-term meditation training improves attention and self-regulation. Proceedings of the National Academy of Sciences, 104(43), 17152-17156.

🌟 Leading with Empathy: Supporting Your Team Through Life's Challenges 🌟 I had some amazing conversations this past week and wanted to share my thoughts. As managers, we're not just responsible for driving business results; we're also entrusted with the well-being of our team members (contractors and employees). Life's challenges, whether it be divorce, loss, or personal struggles, can deeply impact an individual's professional life. Here are four ways we can foster a supportive environment for our team during difficult times: 1️⃣ Create a Culture of Compassion: Lead by example by demonstrating empathy and understanding. Encourage open communication and assure your team that it's okay to discuss personal struggles without fear of judgment. By fostering a culture of compassion, you cultivate a supportive work environment where individuals feel valued and understood. 2️⃣ Clarify Roles and Responsibilities: Provide clarity on job expectations and responsibilities, ensuring that your team members understand what is expected of them. By making their roles crystal clear, you alleviate unnecessary stress and uncertainty, allowing them to focus on navigating through life's challenges without added work-related worries. 3️⃣ Flexible Work Arrangements: Recognize that employees may need flexibility to attend to personal matters during challenging times. Offer flexible work arrangements such as remote work options, flexible hours, or additional time off to accommodate their needs. By prioritizing work-life balance, you demonstrate that you value your team's well-being beyond their contributions to the business. 4️⃣ Provide Resources and Support: Ensure that your team members are aware of the resources available to them, both within the company and externally. This may include Employee Assistance Programs (EAPs), counseling services, or support groups. Encourage individuals to seek the help they need and reassure them that it's a sign of strength, not weakness, to ask for support. By proactively supporting your team through life's challenges, you not only foster loyalty and trust but also enhance overall morale and productivity. Let's lead with empathy and compassion, creating a workplace where every team member feels supported and valued. Tag a fellow manager who prioritizes employee well-being, and let's inspire others to lead with empathy! 🌟 #LeadingWithEmpathy #SupportiveWorkplace #TeamWellBeing Personal Reflection: I was homeless for a month when I was starting Syssero® and while I didn't have a manager, I had friends (Ryan Massie, Cassandra (Cazzi) Coleman, Julie Christenson and many more) and family who supported me along the way. You never know what others are going through, they don't have to tell you, but you can be the empathic leader that gives them clarity through the chaos.

What can upper management do to enable a culture of collaboration—even in large projects with multiple teams and managers? Ever wondered how to make large, multi-team projects truly collaborative? In many organizations, a common challenge is ensuring that engineers feel empowered to contribute and learn across different parts of the same project. The good news? Leading companies are actively cultivating cultures that break down silos, fostering a much deeper understanding of the entire system. It’s about enabling engineers to see the bigger picture and contribute wherever their expertise is most valuable. Here are three powerful strategies that are gaining traction: 1. Implementing InnerSource Imagine applying open-source development practices within your company. Engineers are encouraged to contribute code, fix bugs, and propose enhancements to modules owned by other internal teams. This fosters shared ownership, promotes knowledge sharing, and builds a collective understanding of the codebase across the organization. It’s collaboration on a grand scale. 2. Organizing Around Value Streams or Features Instead of structuring teams purely by technical layers (e.g., frontend, configuration backend, observability GUI, observability backend, data plane, service plane), many networking and security companies now organize teams around end-to-end delivery of customer value or features. For example, you might see a dedicated Firewall Team, VPN Team, CASB Team, or DLP Team—each owning their feature across the stack, from UI and APIs to backend and data plane functions. This structure fosters holistic understanding and alignment within teams, ensuring that everyone grasps the full scope of a feature’s delivery. 3. Establishing Guilds or Communities of Practice (CoPs) These are groups of engineers from different teams who share a common interest or specialization (e.g., a “Cloud Security Guild” or a “Performance Optimization CoP”). They meet regularly to share knowledge, discuss best practices, and solve common challenges. CoPs transcend traditional team boundaries, enabling cross-pollination of ideas and continuous learning beyond the formal reporting structure. These approaches directly support the kind of system-wide thinking that’s crucial for effective debugging, resilient design, and growth into impactful architectural roles. They help engineers expand their horizons and take true ownership of the product’s success. #SoftwareEngineering #TeamCollaboration #InnerSource #DevOps #TechCulture #NetworkingSecurity #EngineeringLeadership #CareerGrowth #SystemDesign #Aryaka

Great talent doesn’t merely quit their “jobs”; they exit environments that stifle their potential due to these five various systemic issues: 1. Micromanagement undermines self-worth, breeds stress and erodes trust and healthy competition among team members. 2.     Ineffective Leadership** fosters disengagement, ambiguity in direction, and mistrust in management’s vision. 3. Lack of Developmental Opportunities drives talent away when initiatives for growth, leadership roles, participation in strategic discussions, and a sense of belonging are absent, especially in a micromanaged context. 4. A toxic Work Environment results in elevated stress levels, burnout, feelings of disrespect, and diminished job satisfaction, which are unsustainable. 5.  The Absence of Work-Life Balance leads individuals to disengage when organizational leaders fail to acknowledge personal commitments and well-being, resulting in chronic stress and feelings of undervaluation. In contemplating the “why,” I developed a framework for “how” leaders can effectively retain high-performing employees, irrespective of their hierarchical level. Here are eight strategic pathways: 1. Empathetic Leadership: Prioritize team members' professional development and personal well-being by understanding and addressing their unique challenges, facilitating a supportive growth trajectory. 2. Cultivating a Positive Culture: Establish a workplace foundation rooted in fairness, transparency, and active support. Foster collaboration and inclusivity, ensuring members feel valued and empowered to share their contributions. 3. Effective Communication: Maintain open communication channels by clearly defining expectations and advancement pathways. Importantly, listen actively to team feedback to build trust and mutual respect. 4. Promoting Autonomy: Empower team members to take initiative and make decisions that affect their projects. This autonomy bolsters confidence, stimulates creativity, and enhances ownership of responsibilities. 5. Encouraging Work-Life Balance: Acknowledge and respect the importance of personal time for employees. Promote practices that allow for recharging outside of work commitments without compromising productivity. 6. Mitigating Micromanagement: Refrain from micromanaging to Build trust in your team’s abilities. Allow space for skill demonstration while guiding as necessary, fostering an environment for growth. 7. Recognition and Appreciation: Regularly acknowledge individual and collective achievements. Use verbal recognition, rewards, or team celebrations to reinforce the value of team contributions. 8. Transparency in Operations: Maintain open lines of communication regarding decisions impacting the team. Involve team members in critical discussions, fostering a sense of ownership and collective responsibility.

Last week I shared something that caused a lot of reaction from the CS community: CSM burnout. First of all, apologies to the CSM who started that thread on Reddit, I had no bad intention of making this post, and I did it with a positive outcome in mind. I think I accomplished what I wanted: bring this very important topic to the surface. Not that it was a secret. So today, I want to write a follow-up. What can CS leaders do to help their team succeed during these tough times? Here are 10 things I would consider: 1. Establish regular feedback loops and take action: Create structured mechanisms for CSMs to provide feedback regularly, whether through one-on-one meetings, surveys, or team retrospectives. 2. Process improvement: Identify pain points in existing processes and workflows and work with your team to streamline or automate tasks wherever possible. How can you make your CSM's job easier? 3. Provide resources and training: Ensure that your CSMs have access to the tools, training, and support they need to perform their roles effectively. This may include investing in additional training programs or expanding the team. 4. Capacity planning: Proactively manage workload and resource allocation by implementing effective capacity planning strategies. Regularly assess team bandwidth and client demands to ensure that CSMs are not overburdened with excessive workloads. 5. Promote work-life balance: Encourage a healthy work-life balance by setting realistic expectations around workload and deadlines. Offer flexible work arrangements, time off, or mental health resources to support CSMs in managing stress and avoiding burnout. 6. Acknowledge hard work: Regularly recognize and celebrate the achievements and contributions of your CSMs. This could be through public praise in team meetings, personalized notes of appreciation, or performance bonuses. 7. Foster a supportive culture: Cultivate a culture of collaboration, trust, and support within the team. Encourage open communication, peer mentorship, and a willingness to help each other out during challenging times. 8. Provide professional development opportunities: Invest in the professional growth and development of your CSMs by offering opportunities for skill-building, career advancement, and cross-functional training. 9. Create a clear career path: Define clear career paths and progression opportunities for CSMs within the organization. Outline expectations for performance and advancement criteria, and provide guidance and support for those looking to grow in their roles. 10. Lead by example: Lead by example as a supportive and empathetic leader. Demonstrate active listening, empathy, and responsiveness to your team's needs. When times get tough, lead through uncertainty and push your team through. They will appreciate it.

🔥 From Burnout to Balance: The Role of Empathy in Sustaining High-Performance IT Teams 🔥 Hey there, LinkedIn fam! 👋 Today, I want to talk about a topic that's close to my heart and crucial for the success of any high-performance IT team: empathy. 🌟 In today's fast-paced and demanding work environment, burnout is a real concern. We're constantly juggling multiple projects, deadlines, and expectations. But here's the thing: empathy can be the key to finding balance and sustaining our performance in the long run. 🚀 When we practice empathy, we create a supportive and inclusive culture where team members feel valued and understood. It's about truly listening to one another, understanding each other's challenges, and offering support when needed. By fostering empathy within our teams, we can reduce stress levels, increase collaboration, and boost overall morale. 💪 But how can we cultivate empathy in our IT teams? Here are a few strategies that have worked wonders for me: 1️⃣ Encourage open communication: Create a safe space where team members feel comfortable sharing their thoughts, concerns, and ideas. Foster an environment where everyone's voice is heard and respected. 2️⃣ Lead by example: As leaders, it's crucial that we embody empathy in our actions and words. Show genuine care and concern for your team members' well-being, and they'll be more likely to do the same for each other. 3️⃣ Foster a culture of collaboration: Encourage teamwork and collaboration by creating opportunities for cross-functional projects and knowledge sharing. When team members work together towards a common goal, empathy naturally flourishes. 4️⃣ Provide support and resources: Empathy goes beyond understanding; it also means providing the necessary support and resources for your team members to thrive. Whether it's training, mentorship, or flexible work arrangements, show that you're invested in their success. Remember, empathy is not just a buzzword; it's a powerful tool that can transform our work environments and help us achieve sustainable high performance. Let's prioritize empathy in our IT teams and create a culture that nurtures both personal and professional growth. 🌱 I'd love to hear your thoughts on this! How do you cultivate empathy within your teams? Share your experiences in the comments below. And if you found this post valuable, don't forget to give it a like and share it with your network. Together, let's build empathetic and high-performing IT teams! 💙 #EmpathyMatters #ITTeams #WorkLifeBalance

In the fast-paced world of management, where decisions are made in the blink of an eye and priorities shift constantly, asking for what you need can sometimes feel daunting. Recently, I found myself in a situation that many managers and aspiring leaders might find familiar. I had to follow up with a colleague about a project. This person is incredibly busy, juggling multiple responsibilities, and I hesitated to reach out. However, I needed to confirm details to plan my work for the upcoming months effectively. As managers, we often feel the pressure to have all the answers. There's an unspoken expectation that we should be able to figure things out on our own. This mindset can make asking for clarity seem like a sign of weakness. But let's flip the script: asking for clarity is not a weakness; it's a strength. It's a tool for efficiency and effectiveness. Why does it matter? - Efficiency Boost: When you ask for clarity, you streamline processes. You ensure that everyone is on the same page, reducing the chances of miscommunication and rework. - Time Management: By seeking clarity, you save time—not just for yourself but for your entire team. It prevents unnecessary back-and-forth and allows you to focus on what truly matters. - Enhanced Team Dynamics: Clarity fosters better interaction within teams. When everyone understands their roles and responsibilities, collaboration becomes seamless. It's important to acknowledge that some might view the act of asking for clarity as a weakness. However, the ability to seek clarity is a hallmark of effective leadership. It demonstrates a commitment to understanding and improving processes, which ultimately benefits the entire organization. - Be Specific: When asking for clarity, be specific about what you need. This helps the other person provide the information you require without unnecessary back-and-forth. - Provide Context: Explain why you need the information. This not only helps the other person understand your request but also highlights the importance of their input. - Encourage Open Dialogue: Foster an environment where team members feel comfortable asking questions. This creates a culture of transparency and continuous improvement. To become a more effective manager, embrace the power of clarity. Here are some steps you can take: - Model the Behavior: Demonstrate the importance of clarity by consistently seeking it yourself. Your team will follow your lead. - Encourage Questions: Create a safe space for your team to ask questions. This not only improves understanding but also fosters innovation. - Provide Feedback:When team members seek clarity, provide constructive feedback. This reinforces the value of their efforts and encourages continuous learning. In the world of management, clarity is a powerful ally. It enhances efficiency, improves team dynamics, and ultimately leads to better outcomes.

As a mother of 5, I can’t overstate how much I value a work culture that recognizes and supports my role as a mom. Over the past 6+ years in various roles at NASA, I’ve gone through 2 very high risk pregnancies, dealt with family emergencies, forgotten lunches, mid-day field trips, kids home sick, and a host of other things that popup. From center wide bring your kids to work days to surprise lunch time baby showers— it all matters so much as I juggle all the things. Bringing my best self to work each day means bringing my whole self… and I’m grateful to work in an environment where I can do just that. 🙌🏽💫 Here are 5 things employers & managers can do to support working moms, dads and other caregivers (and really, anyone juggling work and other priorities). 1. Flexible Work Schedules: Allow flexibility with work hours, part-time positions, or job share to accommodate family responsibilities. 2. Work-Life Integration: Promote a culture of work-life integration, where employees are encouraged to bring their whole selves to work and prioritize their well-being and family commitments. 3. Career Development Opportunities: Provide mentoring programs, leadership training, and opportunities for career advancement that consider the unique needs of working mothers. 4. Create a Supportive Environment: Celebrating personal wins, and showing empathy & support during challenges demonstrates concern about an individuals well-being beyond just work responsibilities. This creates a supportive environment where employees & team members feel valued and understood. 5. Promote a culture of work life balance -lead by example and promote a culture that values work-life balance, encourages employees to take time off when needed, and recognizes the importance of family and personal time. 📸: Mahogany Bay, Honduras —> travel is my favorite method of maintaining work/life balance 🙌🏽 ✈️ #partyof7 #bigfamilylife #thisisus #giantleapsstarthere #womeninstem #womeninspace #worklifebalance

Happy Monday all! In my years as an IT boss-type person, my teams have generally not been shy about directly engaging me when help is required. It isn't unusual however if our teams don't ask for help directly, especially in high-pressure, fast-paced times. Our teams may worry about appearing less capable or feel like they're burdening others. But these lulls should not be mistaken for smooth sailing. Examples of quiet requests for your assistance: - prolonged silences - sudden drops in productivity - uncharacteristic withdrawal - repeated "off-hand" mentions of a topic - a three-paragraph email from a three-word high performer (that doesn't explicitly ask for help) - including you on a meeting request As leaders, it is our responsibility to be attuned to these signs and understand when our team members are seeking help. We must create a safe and supportive environment where everyone feels comfortable voicing their concerns and asking for assistance when needed. Leadership then goes beyond just recognizing these signs. It is about stepping up and offering support when we identify these signals. This might mean offering additional resources, providing personal guidance, ensuring you attend that meeting, or simply making the time for a reassuring chat. Remember, as leaders, we are not just orchestrating work, we are fostering a culture of solidarity and collaboration. We must remind ourselves that our teams are our greatest assets, and their well-being should always be a top priority. In doing so, we do more than just build stronger teams; we build a stronger, more compassionate professional world. #Leadership #Empathy #Teamwork #ITLeadership