DevelopWell

?? We just recently closed an incredible chapter with Women Donors Network (WDN), and are filled with gratitude and admiration. ?? Over the years, we've partnered closely to bring meaningful change—from facilitating leadership transition and defining organization wide roles and responsibilities, to enhancing remote work benefits and building core frameworks to empower their team and mission. ?? Our work with WDN has been transformational, and we very much look forward to future collaborations. Thank you, WDN, for trusting us on this journey, here's to all that's been achieved and all that's yet to come!

Self-advocacy at work means that your employees are speaking up for themselves and advocating for their own needs. It creates a stronger, more invested team and a better work experience for everyone. While outdated norms, a lack of clarity around what to ask for, and other factors still make employee self-advocacy harder than it should be, there are two tools you can use to make it easier. ?? The first, open dissent, requires you to be clear with your invitation for feedback. You're constantly pushing people to give you their hot takes, even if they don't align with yours. And you're following up on that feedback and letting people know exactly what you did (and didn't) do with their input. ??? ?? The second component, the P.L.A.N. approach, allows you to create intentional, inclusive meeting spaces. People know exactly what is expected of them before, during, and after your meetings, and they're willing to fully participate because they trust you. ?? We hope our blog series on self-advocacy was helpful. If you want to go deeper with these concepts or are looking to chat about how you can try these in your own workplace, comment below and we'll be in touch! Self-Advocacy Blog Series: 1.) Why Employee Self-Advocacy Matters https://buff.ly/48kF8LB 2.) Tips To Create a Culture of Open Dissent https://buff.ly/408PUTh 3.) How To Use the P.L.A.N Approach https://buff.ly/3YAiJ8T

?? Scale to Win, a fast-paced, rapidly scaling and progressive software company driving impactful political change, is expanding its team to support continued growth. ?? They are seeking an experienced Deputy People Ops Director with a background in developing startup strategies within progressive organizations. Position details - Salary: $110K + excellent benefits, including generous PTO and paid parental leave. Location: Remote (US). Start date: Dec-Jan 2025. https://buff.ly/3C6jL4w

The "A" in the P.L.A.N. approach to structuring work meetings stands for "Actively engage participants." Easier said than done, right? ?? We recommend looking for low-stakes ways that people can engage as they get comfortable during your meeting kickoff. Depending on how big your team is and how well folks know each other, that might look like a general icebreaker, or you might send people into more intimate breakout groups to start. Also, don't forget that people tend to participate more — and be more honest — if they have the ability to be anonymous. One Forbes survey found that nearly 75% of people are more inclined to give feedback if they can do so anonymously! There are so many ways to engage your team, even if you meet virtually — and you can change it up each time to see what works. Although developing meetings with this in mind takes more time, it's all part of shifting power dynamics and allowing the full, diverse range of our teams' POVs to shine through. To learn more about the P.L.A.N. approach, read our recent blog and let us know what you think! https://buff.ly/3Bw61Qn

?? We're excited to shine a light on MediaJustice, a force for change in the digital age. In partnership with them, we are proud to support bold advocacy and grassroots action shaping a future where media and technology empower everyone. ?? ?? ? https://buff.ly/4f4A7ZJ

We're closing out our three-part self-advocacy series by talking about how to use the P.L.A.N. method to run meetings that facilitate open dialogue and are inclusive of all team members. If you're unfamiliar with how to P.L.A.N., here's a quick rundown of each step: ? Prepare a streamlined agenda. Successful meetings require your leadership long before the actual meeting happens. ? Lean in, lean out! We'll show you how to decenter yourself in the meeting and see attendees as your co-facilitators. ? Actively engage participants and be sure there is space for all of the voices in the room. ? Next steps should be evident. Everyone should know what they're responsible for doing and when the deadlines are. For more info on the entire P.L.A.N. process, visit the DevelopWell site and check out our latest blog! https://buff.ly/3zUghl8

?We are over the moon to announce that our team is growing!! DevelopWell is adding two new open roles in 2024! ?? We’re looking for a seasoned Senior People Operations Consultant and Consulting Manager, both with DEIJ experience, to join our talented and dynamic team before the end of the year. ?? Position details - Location: Remote(US). Hours per week: 32. Start date: November 2024. Priority deadline to apply: 10/14/24. Follow this link to apply today: https://buff.ly/4eMqpLy

If you're already asking your team for feedback, it's worth double-checking the language you use. Are you *really* opening the floor for anyone to give their opinion? You can see how there's a big difference between asking, "What do you think about this idea?" and giving your team more context. ?? Imagine saying, "I'm still in the ideation stage with this idea. I'd like to hear what I haven't considered yet. What will the impacts of this approach be on your work? Where does my thinking align or not align with yours?" ?? Using this language is MUCH more specific, and it becomes obvious to everyone that you really do want their feedback. You aren't just checking a box off your list by asking! ?? Once you get feedback, be sure to follow up on it. Let people know what you did with their input—even if you chose not to do anything! Open dissent goes further than thanking people and letting them know you heard them. The idea is to keep the door open and reinforce the cycle of trust and transparency. Learn more about open dissent in our latest blog post! https://buff.ly/4gFDl7E

?? Open dissent is one of the ways leaders can encourage employee self-advocacy. To create a culture of open dissent, you should: 1.) Invite feedback from people. This sometimes requires some deeper pushing than the standard, "What do you think?" questions. 2.) Tell people what you did with their feedback. Whether you found feedback challenging, chose not to incorporate it, or implemented it, it's critical to keep everyone in the loop. 3.) Consider the timing of your requests. Sooner is better, as you're less likely to be truly open to input when you're already sold on an idea. ? We talk more in depth about each of these points in our latest blog post. You'll even find some sample scripts you can use to invite and address feedback! https://buff.ly/3XGmglf

This summer, Akailah Jenkins McIntyre, Ed.D. and Tiffany F. presented at Netroots Nation on the topic of self-advocacy in the workplace. ? Here's what we know: Self-advocacy is hard, but it's also a critical component of building an inclusive, safe workplace culture. The more your employees feel like you're willing to listen and act on the things they're saying, the more invested they become. The more invested they are, the more likely you are to reach your goals and achieve your mission—which is, most likely, tied to serving others. So, self-advocacy becomes a key part of this flywheel of success. Without it, employee engagement drops, organization success plummets, and positive outcomes for your audience go down as well. ? Encouraging self-advocacy requires intention, and we're here to help. Check out the first in a three-part series on self-advocacy, and let us know: How are you fostering this critical skill within your team? https://buff.ly/4d6hIdE