Is it just us, or is time a peculiar concept right now? With everything going on in the world right now, it can feel overwhelming when you realise your year isn’t going to plan (not even close!). And you know what? It’s completely ok to throw your previous plans out the window and reassess what moving forward looks like. Additionally, in this time of isolation and uncertainty, it’s even more important to stay connected with your community.

So, why not gather your friends or colleagues on a video call and do your virtual planning together? A Leaders in Heels strategy soirée is a great way to support each other, collaborate, socialise online and send positive vibes.

So here are our tips for hosting an online strategy soirée with your friends.

Invite people you feel comfortable sharing your goals with

The idea of this session is to feel connected, even if you’re apart. So make sure you schedule a time in with friends that make you feel secure. Remind them that this is a fun, productive and judgement-free zone!

Choose your video conferencing online platform

Zoom is easy to use to facilitate an online meeting because you can simply share a link and away you go! Alternatively, Google Hangouts is fantastic if you all have Gmail accounts.

Keep it fun and interactive by using gridview (to see all participants at once), screen share your vision boards and ideas, and install the Snap Camera Chrome extension (if you’re using Google Hangouts) for fun filters to mix it up.

Select a new planner and start fresh

The Leaders in Heels Planners are inspirational planners that celebrate the greatness of women, with specially designed pages to keep you focused on your big goals, and motivate you to turn your ‘one day’ into today.

Seek feedback on your own goals

We’re often a lot kinder to others than we are to ourselves, so share your goals and ask your group for feedback. Remember that this isn’t a time to pressure yourself, it’s a time to reflect on what’s within your sphere of influence and what will bring you joy in an unusual time. So, ask the group if your goals are realistic, kind to yourself, positive and affirming.

Plan your next steps at the end of the call

Set a date to meet in with each other. For short term goals you might want to meet fortnightly or monthly, however, if you’re working towards larger goals then consider a check-in 3, 6 and 12 months later to review them together.

Take advantage of our free resources

If your friends are new to Leaders in Heels you can share this link with them so they can have access to free planning tools too https://leadersinheels.com/welcome.

Stay connected with an even bigger community of supportive women!

Use #IamLIH when posting photos of your planning session to motivate others in the LiH community. Plus we love seeing women work together!


Change is the six-letter word that makes most of us cringe.

Ask anyone how they feel about change, and most people will tell you it’s not their favourite thing to experience in life. That’s because change can be incredibly difficult and more than a little stressful—especially when change occurs in the workplace.

Below are four strategies you can implement before, during and after the next change episode in your workplace to ensure your team stays positive, optimistic, and both mentally and emotionally resilient.

 

Inclusion

It’s amazing how many companies and organisations roll out new changes without ever informing their employees beforehand.

This can lead to confusion, anger, and distrust among employees. People don’t like unexpected losses, and they certainly don’t like to feel as if they’ve lost control.

Wherever it’s possible, it’s absolutely vital for leaders to let their employees ‘in’ on the change that’s soon to take place.

An easy way to accomplish this is to invite them into planning meetings so that they feel they have ownership of the change from the start.

 

Security

Sometimes, change can be an extensive process. It can last for weeks, months, or even years.

This is a very fragile time for employees because they’re still learning ‘the ropes’ of the change, as well as what to expect at each and every turn. This can often lead to anxiety in some team members, who may feel as if they’re experiencing a loss of certainty and security.

To combat this, it’s important to provide them with a new sense of safety.

How?

Set easy-to-understand timetables that serve as roadmaps for the change and go over new processes in-depth, answering any and all questions employees may have. This will reinstate their feeling of security and allow them to trust the change on a higher level.

 

Community

As social creatures, we depend on others for support constantly. We want to feel as if we belong.

In too many cases, employee morale has reached an all-time low during change because people no longer feel connected to each other.

As a leader, you can ensure this doesn’t happen by regularly investing in team building activities for your staff.

When you build a solid foundation through such activities, you ensure that your employees can thrive and build healthy workplace relationships with one another—a great tool to lean on during change.

 

Development

In the wake of a change, some employees may feel left behind because of new tasks that are mismatched with their current skillset.

When people don’t feel they have the skills to perform a job well, it can lead to stress, anxiety, and frustration, which eventually results in low morale and poor performance.

Fortunately, this is easily remedied.

Keep your employees sharp and on top of their game by continuously providing training, education, mentorship and support during and after times of transition.

When you invest in your employees’ skillset and talents, you not only make your team stronger but you also equip an individual with the confidence to perform a job well and the dedication to contribute their best work to the team moving forward.

 

When you employ the four strategies above, you’ll create a work environment that feels not just positive but cohesive as well.

The more people feel as if they’ve been heard, guided, supported, and developed, the more they’ll feel capable of facing the changes that your company faces, making for a stronger, more adaptive, and happier team.



In every sense of the phrase, Lisa Mandy Seskin is a true leader in heels. Quite quickly after founding her own shoe brand (worn by Bella Hadid!), she realised there was a highly committed market for vegan shoes. Not wanting to alienate customers, especially those who loved her brand, she developed her first entirely vegan collection. However, like many businesswomen, Lisa knew that having a great product simply wasn’t enough and thus she developed a strategy working with influencers, to raise awareness and sales. Read all about Lisa’s journey below.

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