Chop it Up with Chelsea Sunshyne

Chelsea Jackson
  • 0.0 (0)
  • Religion & Spirituality

For the neurospicy in all of us. This is a space for drabble, tips, advocacy and support for those creatives like me, with ADHD. chelschatter.substack.com

Episodes

  1. 08/11/2025

    Leadership Chat

    This question came at me from LinkedIn, but It’s relevant everywhere! As a mid level manager, I’ve come to find that people tend to want to stay where they are: 1) Secure: If someone has a concern, don’t just hear them out. DO something! Nothing makes me more anxious about my place of employment than if I share a concern & am met with silence or dismissal. We trust employees to do their job, they trust leaders to foster a healthy environment to do that in. 2) Valued: Chosen for their experience to speak or mentor others. I was asked one summer to mentor the division interns. It felt great that org leaders saw something in me worth sharing with next gen talent to build the pipeline. 3) Challenged: Toss them new problems to solve, asked to innovate or engineer processes. While they may sometimes grumble, I ask my top performers to stand up new processes or work with other groups on new initiatives all the time. It’s not just to make them busier, but to challenge them; ensure work isn’t too repetitive or boring. Continuous improvement is the goal…right? Speaking of goals, all these MUST be adjacent to the performance model where employees set goals, work with their leaders/coaches to shape them, and are held accountable to achieve them. I’m much more motivated to accomplish a goal that I had a part in setting than I am in one that a manager or HR dictated to me. Which of these ways most resonate with you? Let’s chat! 💬 Get full access to ChelsChatter at chelschatter.substack.com/subscribe

    Leadership Chat
  • 1 Episode

About

For the neurospicy in all of us. This is a space for drabble, tips, advocacy and support for those creatives like me, with ADHD. chelschatter.substack.com

Information