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Quick recap
The team engaged in discussions about fostering confidence and promoting personal growth. They explored strategies for maintaining engagement during organizational changes.
Confidence, Resilience, and Leadership Transition
Maria, Jocelyn, and Velera Wilson discussed the crucial role of confidence in leadership. Velera emphasized the transformative power of confidence in individuals and teams and stressed the importance of building resilience and self-assurance for effective leadership. They highlighted the challenges and potential solutions in transitioning to leadership roles, including the importance of training and development, managing self-perception, and addressing negative attitudes from team members. The impact of workplace relationships on individuals and the role of psychological safety in creating an environment where leaders can make mistakes without fear of negative repercussions were also discussed.
Embracing Humility and Growth Mindset for Leadership Development
Maria, Velera, and Jocelyn discussed the importance of humility, a growth mindset, self-awareness, and psychological safety in personal and professional development. They agreed that these values can be shaped by culture and leadership examples and that being open to learning and making mistakes is vital for growth. The trio also highlighted the significance of building confidence in leadership roles, embracing failure as a learning opportunity, and the value of idea sharing, taking on stretch assignments, and being recognized for successes. They emphasized that a culture promoting perfectionism and lack of openness can be unattractive to potential leaders.
Strategies for Enhancing Organizational Engagement and Growth
Maria, Velera, and Jocelyn discussed strategies for promoting engagement, competence, and growth within an organization, especially during times of change and uncertainty. Velera emphasized the importance of communication, setting a positive vision, and celebrating milestones to maintain motivation and instill confidence. They also agreed on the need for a feedback loop system to continually assess the impact of changes and address any issues. Lastly, Velera recommended encouraging input from all levels of the organization, creating a culture where failure is not fatal, and investing in training and development to increase confidence and skillset.
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