Alexandra Powell

In any decision, sense of self will steer your destiny. Stay grounded in your core values. Short-term compromises may seem tempting, but they can undermine the integrity and trust you've built. Always consider the long-term implications of your choices. When faced with a conflict between client demands and your values, transparency and open communication are key. Clients may respect your honesty and commitment to doing the right thing, even if it means saying no. Remember, true success is measured not just by financial gains, but by the positive impact you leave on your team, clients, and community.

Approach the issue of bias within leadership with empathy and mindfulness. Encourage your team engage in open, compassionate conversations that aim to understand the perspectives of senior leaders, focusing on how inclusivity aligns with the organization’s shared values and goals. As you approach these discussions with a balanced, centered approach, taking approach itself establishes your own inclusiveness. Lead by example, demonstrating how to address challenges with grace and understanding. Significantly: Foster a culture where allyship, inclusivity, and compassion are the foundations for driving meaningful change and creating a more inclusive leadership environment.

Collaborating Openly isn't a skillset that benefits one person, or the few involved, it benefits the whole. While everyone has specific skillsets, but thought sharing provides dynamic creativity and imrpoved sense of belonging, essential to the buyin of the teammembers resistent to the change.

Understanding as a leader that trust a core value means hard truths, too. Not HARSH truths, HARD truths. If you've ever been caught in a lie, you know the truth revealed is a freeing feeling. Operating in honesty, with good, or, perceivably 'bad' feedback, the ground gained through honesty and deeper development only serves for the best of optional outcomes down the optional outcomes. In the for-instance, perse, the teammember was a danger or liability the previous clearly doesnt apply. However, the truth remains that all people are teachable, albeit not agreeable. As a servant leader you know if you're hearts in the right place. Keep it there.

People don't like to feel like numbers in an organization, and in an effort of change, in order to navigate succesful transition in total, you need everyone to 'row' in the same direction. So in looking at the whole, don't look at the route, look at the individual. As indidivuals there are endless motivators, ethics, principles, and preferences. Try and understand the indidivual connection and create the specific buy-in for that person, over and over again if so required, but generalities will isolate individuals .....and usually standout indidivuals are the hardest to replace.

Promote teamwork and collective effort towards common goals, making the team more resilient and effective. Emphasize authenticity, accountability, and integrity, as these values are essential to servant leadership. Cultivating a culture of community through genuine connections is the most effective way to build a cohesive and successful team. Be vulnerable and appropriate. Have a baseline of professionalism while encourgaing a fun environment. Create daily updates by charing birthdays, milestones, and life outside of work. Create opporunitites for Employee Resource Groups or events/clubs/committes that bring together larger groups into smaller intimate ones!