Legacy Bowes Blog

How nurturing this nuanced skill can transform your working world

Being assertive is a valuable skill. Think of the magnanimous bounty hunter Han Solo in Star Wars or the magical Hermione Granger in the Harry Potter series—both exude confidence, they say what they mean, they’re trusted allies, and they’re successful in achieving their life goals.

In the working world, being assertive is an equally valuable competence. Assertiveness does not mean being aggressive or domineering – it means expressing your thoughts, needs, and expectations in a confident, respectful, and constructive manner. It means being present and listening actively. It means believing in yourself and staying steady in the face of adversity.

None of this is easy, though, and does not always come naturally (like for Han or Hermione) … nurturing your assertiveness is an exercise in nuance. By mastering this skill, you will feel more comfortable with the choices you make and create a positive work environment that fosters effective communication and productivity.

Have you ever had an employee fail to show up to work for an extended period of time, with no word or warning, and marked them off as a case of job abandonment?

Many employers have a job abandonment policy which states something along the lines of “after three consecutive, unauthorized absences an employee shall be considered to have abandoned their job”. There is a common misconception that this legal and correct.

In all actuality, the employer has a high threshold that they must meet in order to prove that the employee abandoned their job. A resignation must be clear and unequivocal.

As someone whose identity and experience is directly linked to virtually every facet that encompasses the Truth & Reconciliation process—from being born into The Indian Act, becoming a ward of the Child Welfare System and Residential School System, to losing my beloved mother to Missing and Murdered Indigenous Women Girls and Two Spirit (MMIWG2S) at the tender age of seven—I am no stranger to the impacts resulting from the various pieces of legislation and policies that have been (and continue to be) imposed upon our people. I have seen it, I have lived it and I continue to live it.

These are some of my many truths; they encompass it all—the good, the bad, and the downright ugly. They have all formed a part of who I am and I continue to learn how to embrace it all in a way that assists me in engaging in this conversation.

How do your team members feel about you?

Research shows around 9% of Canadians from 2020 to 2022 said their bosses were "bad," and 16% described them as "meh."

Using the right leadership style when managing a team will increase your chances of being called a "good" boss instead.

There are different supervision styles that managers can use. Let's explore how to identify and embrace the leadership style that works best for your team.

No one likes a complainer. They are thought to be looking for the negative in any situation, clouding the mood of the company, and enticing an audience to share in their woes. It can feel like they are always trying to dial down the positivity of whatever room they’re in.

There are, however, different kinds of complaints – and different kinds of complainers. By examining the benefits of these bellyachers, a culture of complainers can be successfully transformed into a meaningful source of innovation for your workplace.