Pod Your Heart Out Shuja Rabbani

How leaders behave, whether they react or respond, and how they conduct themselves sets the standard of what is acceptable in the workplace. It is no wonder then that the world-famous study concluded that people leave their managers, not their organizations.
Have you ever worked with managers and business leaders who cannot keep themselves calm and seem to react aggressively as opposed to responding in a civil manner?


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Inspiration for this episode:
https://www.inc.com/jeff-haden/tom-cruises-epic-3-minute-rant-when-a-film-crew-broke-covid-19-rules-is-a-perfect-example-of-when-leaders-should-express-frustration-anger.html

The negative impact of losing credibility as a leader who cannot be trusted by their people can have an everlasting impact on leaders.
How trust is lost and why working to regain it back is critical to make sure leadership vision is aligned with leadership action. The disconnect between what is said and what is done by leadership is a leading factor in breaking trust between leaders and their teams.
Trust is just one factor which is used to measure the integrity of a leader and the more gaps employees see between what leaders say and what they do, the greater the trust gap between them.
Part of good leadership is to be mindful of this gap and having the self-awareness when there is a risk of not meeting the actions that leaders have already made a commitment to previously.

Follow 'Pod Your Heart Out' podcast on social media and visit website below for blogs, webinars, and more:
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Inspiration for this episode:
https://www.linkedin.com/posts/the-economist_how-to-restore-trust-in-politics-activity-6742514552417611776-MOLj

Whereas the ‘law of the land’ in any given part of the world supersedes the human resources policies of organizations operating in those respective parts of the world, it is nevertheless important to prepare for the unexpected changes in the workplace demographics when it comes to diversity and inclusion.
Any organization that claims to be ‘inclusive’ and give ‘equal employment opportunity’ to all members of the society and claims to treat everyone fairly and equally must have a solid policy in place for the inclusion of LGBTQ+ community. Within the framework of the LGBTQ+ inclusion, there needs to be considerations given for polyamorous relationships and how policies around family benefits can extend to employees with more than one spouse.
HR practitioners and leaders who want to prepare themselves for an all-inclusive work environment should waste no time in making these adjustments as part of human resources policy and practices, and welcome ongoing discussions with the LGBTQ+ community on how they can best help serve such marginalized community in the corporate world.

Follow 'Pod Your Heart Out' podcast on social media and visit website below for blogs, webinars, and more:
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Facebook: https://www.facebook.com/PodYourHeartOut/
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Inspiration for this episode:
https://www.dailymail.co.uk/news/article-9046393/amp/First-family-California-THREE-dads-birth-certificate-opens-up.html?__twitter_impression=true 

According to Merriam-Webster dictionary, microaggression is defined as ‘a comment or action that subtly and often unconsciously or unintentionally expresses a prejudiced attitude toward a member of a marginalized group (such as a racial minority).’
Microaggressions in the workplace is one of the many causes of creating dysfunctional teams. Having dysfunctional team environment in the workplace has a bottom-line impact of productivity and profits because it is a problem creating by people that negatively impacts other people.
For human resources practitioners and business leaders, having awareness around language used in the workplace that can be classified as microaggression is important because if left unnoticed, such language becomes part of the corporate culture.

Follow 'Pod Your Heart Out' podcast on social media and visit website below for blogs, webinars, and more:
Website: https://www.podyourheartout.com 
Facebook: https://www.facebook.com/PodYourHeartOut/
Twitter: https://twitter.com/PodYourHeartOut
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YouTube: https://www.youtube.com/channel/UCEhZMv5AvPhOLjUqOt9eZHA/featured
Inspiration for this episode:
https://www.nbcnews.com/think/opinion/names-mindy-kaling-s-kids-are-often-result-parents-always-ncna1250391
https://www.hrci.org/community/blogs-and-announcements/hr-leads-business-blog/hr-leads-business/2021/01/13/combating-microaggressions-in-the-workplace

There’s a large anti-vaccination movement that doesn’t believe in the coronavirus, much less in the vaccination. Are you employees one of them? Can your employer force you to vaccinate if you’re an anti-vaxxer? Join this discussion and send in your thoughts.
Follow 'Pod Your Heart Out' podcast on social media and visit website below for blogs, webinars, and more:
Website: https://www.podyourheartout.com 
Facebook: https://www.facebook.com/PodYourHeartOut/
Twitter: https://twitter.com/PodYourHeartOut
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LinkedIn: https://www.linkedin.com/company/pod-your-heart-out/
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YouTube: https://www.youtube.com/channel/UCEhZMv5AvPhOLjUqOt9eZHA/featured

Inspiration for this episode:
https://www.nature.com/articles/d41586-021-01084-x

Saudi Arabia has seen an incredible spike in women joining the workforce. What are you doing to bring out gender balance in your workplace? Listen in to this episode to see how such changes in the workplace demographics require a clear intent from the leadership around diversity, equity, and inclusion.
Follow 'Pod Your Heart Out' podcast on social media and visit website below for blogs, webinars, and more:
Website: https://www.podyourheartout.com 
Facebook: https://www.facebook.com/PodYourHeartOut/
Twitter: https://twitter.com/PodYourHeartOut
Instagram: https://www.instagram.com/podyourheartout/
LinkedIn: https://www.linkedin.com/company/pod-your-heart-out/
Pinterest: https://www.pinterest.com/podyourheartout/  
Patreon: https://www.patreon.com/podyourheartout
YouTube: https://www.youtube.com/channel/UCEhZMv5AvPhOLjUqOt9eZHA/featured

Inspiration for this episode:
https://thefrontierpost.com/120-rise-in-female-employees-in-saudi-industries/