As I wrap up my graduate studies at the LSU School of Leadership and Human Resource Development, I have been reflecting on what I’ve learned about talent development both in an academic context, and through my experience as an intern at Success Labs. Working with this company has given me a unique perspective on how development culture works at all levels, not just for senior teams. If you are really serious about supporting emerging talent and being an organization that invests in your people, think about how those values are being reflected in your internship program.The ideal internship is a two-way street – just like with your full-time reports. In a strong work culture, both the employee and employer benefit in tangible and intangible ways from the working relationship. The same goes for interns! You are developing the next-generation workforce. A high-quality intern culture at your organization will yield benefits when it comes to recruitment and retention, and ensure that that a strong bench of young professionals are choosing you to train and launch their careers.And if you are an emerging professional looking for internships, keep in mind that this is more than a learning experience – you are establishing patterns and a network for your career! Approach it from the perspective of adding value to your team and organization, while learning through the process.As an intern looking forward to launching my own career in the leadership and organizational consulting space, I’d like to share some advice on how supervisors and interns can work well together, and ultimately get high-level returns from the experience.

Sometimes you’re sharing updates on a great quarter (yay!)Sometimes you’re announcing budget cuts (yikes.)No matter the topic… giving presentations in the workplace can be a stressful experience. And it’s an area where we should all at least strive to be proficient, because emerging and experienced leaders are often called to deliver news to an audience. The ability to communicate well is a key leadership competency, one that’s important in both good and challenging times. The good news is that communicating ideas and information in a clear and compelling manner is just like any other competency… it can be improved with attention and practice.I’ve taught public speaking to students and professionals for over a decade, and I can tell you that there’s no one who doesn’t get better if they commit and give it their best. Here are my 6 approaches to help you craft and deliver strong presentations in your workplace.

2020 forced us to pivot and adapt to some extreme VUCA conditions – volatility, uncertainty, complexity and ambiguity around the pandemic, politics, weather, and now the vaccine, just to name a few! Many of us crafted solutions that allowed us to continue conducting business during these conditions, and solutions like remote work and video conferencing have now become much more refined and widely adopted. This is a small example of how VUCA events tend to provide a catalyst for innovation and progress. 2020 taught us all so much about our capacity and leadership styles, and I’ve identified a few lessons here that rose to the forefront and showed us better ways of leading teams and conducting work, even during the most challenging times.

When you talk with Danny Cedotal about leadership, one word comes up over and over again: focus. Danny has risen through the years from Engineer to Superintendent to Management, now serving as the Vice President of Manufacturing at Shintech, Plaquemine, LA. Throughout his career, he has recognized the importance of consistency, safe production, investing in people and focus – and he emphasizes these values in training newer employees.“For me it’s simple: work hard, make decisions that support the company’s best interest, treat people with respect, and focus on what you can control. 2020 had more challenges than a normal year, but there’s always going to be challenges of some type. If you focus on these goals and remain consistent and patient over time, you will be a successful leader. Companies and people always respond to consistency and appreciation.”Danny’s role gives him direct responsibility for all manufacturing activities, including Operations, Maintenance, Material Handling, Administration and Safety. It’s a big remit, encompassing 3 production sites, 11 units and 725 employees. He achieved this position through 18 years of commitment and growth in one industry and region – he has been working in a 15-mile radius of Plaquemine, Louisiana since 1994, through positions at Georgia Gulf and Shintech.Career journeys are incredibly diverse – some people gain leadership skills by industry-hopping, and other stick it out for the long haul by pursuing opportunities where they are planted. Both strategies have their benefits, and Danny’s journey is a good case study in the deep knowledge, trust, and community impact that can be generated by pursuing a relatively linear path.

We are excited to announce that the upcoming Resilient Leadership Series and Management Incubator classes will be partnering with Girls on the Run South Louisiana as our Winter/Spring 2021 LAB Grant recipient.

Leaders aren’t born or transformed overnight – they are coached. As Success Lab’s newest consultant, Melissa brings years of experience helping leaders build confidence, add value, and give back to their communities. An expert in effective communication, public speaking and talent development, she has shown a deep commitment to furthering the people and businesses of Baton Rouge throughout her career. Read on to learn more about Melissa’s leadership journey and what drives her pursuit of personal growth.

2020 was the VUCA year no one saw coming. Even if you were following COVID-19 and anticipating its impact in the US, no one understood quite the scale at which it would affect every business and sector of life. As the challenges kept on coming, we recommended several ambiguity and complexity-mitigation measures to help leaders and organizations make the best out of the year – like improving how you communicate with your team, completing a VUCA SWOT exercise, tips for leading through uncertainty, and bringing your team together for scenario planning.Now 2020 is coming to a close and there’s one question on everybody’s mind. Will 2021 be another roller-coaster ride? 

2020 has been tough on all industries… but especially on retail, restaurants, and hospitality. COVID-19 has seemed like a VUCA storm perfectly designed to up-end the businesses that, especially in Louisiana, form the backbone of our communities (where would we be without restaurants, bars and music venues – and the people who manage them?!)Just as retail was one of the first industries to be affected in the pandemic, it’ll be one of the first to come back fully – to the cheers of a community eager to gather again. When that day comes, first-line workers must be prepared to motivate, lead, and manage strong teams. Given the impact of the retail and hospitality sectors in our communities, leadership development is incredibly important in this space. It’s also important to understand that moving from being a do-er to a leader in retail is an often misunderstood, yet vital, distinction.

This year we’ve talked a lot about how to turn challenge into opportunity. When the VUCA events just keep on coming it’s a chance to think in new ways and build back with strength… such as becoming a better remote manager, harnessing the power of resiliency, creating a more inclusive workplace, and cultivating leadership during the storm. Hard times uncover ways to flex muscles you might not have used before, which can only make your organization better for the future.However, the focus shouldn’t always just be on doing. Pushing to improve yourself, your team and your organization is important – but this time of year we’re reminded that the focus should also be on GRATEFULNESS. We’ve all made it to this point because our teams banded together, our mentors encouraged us, our leaders supported and inspired us, and our customers worked with us. Whatever it is you have to be thankful for, it’s a great leadership practice to name and communicate those things to your team, customers and bosses. After all – our strategic planning, competency building, and improved practices mean so much more if we approach the work of leadership from a space of humility and thanks.

Brian Melancon has a career trajectory that many Millennials will recognize. In a modern workforce where straight-line paths are becoming increasingly rare, he is proof that flexibility, creativity, and a dogged work ethic will take you to surprising places. Early-career professionals in all fields might be able to relate to a path where you start off pursuing a job in health and sciences… only to have your first break be in shipping and receiving. But Brian’s leadership journey illustrates that where you start does not have to be where you end up.Brian credits relationship building, intentional self-development, and strengthening communication skills with the career success he’s enjoyed thus far – and he has played a pivotal role in fostering networking space for other Baton Rouge young professionals in his capacity as Program Chair for Forum 225’s Barton Leadership Program. In his day job, he serves as the Assistant Director for the Louisiana Clinical and Translational Science Center at Pennington Biomedical Research Center, working to operationalize their programs providing biomedical research infrastructure to Louisiana, the Gulf Coast, and nationwide.

You’ve made a commitment, released a statement, maybe even convened a committee… now what?

Diversity and inclusion – the kind that really benefits your employees, your culture, and your company for the long haul – requires more than just good intentions. It’s being willing to lead changes that may be difficult or uncomfortable for some, even as they correct historic workplace inequities. It’s having systems in place that allow your employees to show up as their full selves, knowing that their voices are heard and their impact is felt. It is a people strategy based on data and best practices, but primarily felt in the welcoming, equitable and inclusive culture. For leaders wanting to do Diversity, Equity & Inclusion the right way, read on for inspiration, ideas and next steps.

As a line worker, you are deep in the day-to-day, every day. Working closely with your colleagues to get the work done can be one of the most rewarding (and sometimes challenging) parts of being a first-line worker… but what about when the time comes to transition from being a do-er to leader?Our two-day Essentials of First-Line Leadership workshop will equip you to meet that challenge. Your new role is multi-fold: you must be able to manage YOURSELF effectively, lead OTHERS capably, and take ACTION decisively on issues that affect your team and your company’s bottom line. It’s a big job, but you have the capacity to take it on and excel.