Episode #234: Hedreich Nichols
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Hedreich Nichols is an author and educational consultant helping teachers and districts amplify the voices of all students. With her Solution Tree title, Finding Your Blind Spots: 8 Guiding Principles to Overcome Implicit Bias in Teaching, Hedreich combines her experience as a “One Black Friend” and educator with academic research and pedagogical strategies to ensure that educators have the skills and knowledge they need to create more equitable classrooms and campuses. Her 5 social justice titles with Cherry Lake Publishing further support these goals in the classroom. Her workshops and courses are highly sought after because she sees it as her mission to promote unity, even when teaching on topics considered divisive. (stop)
Hedreich also hosts a YouTube series and podcast, SmallBites, with the same focus. Between SmallBites and her work as a speaker and writer for teacher prep programs; educational publications and podcasts like Edutopia and Cult of Pedagogy; and in conferences like VASCD, CUE and AEILOC; Hedreich uses her voice to educate and create change around issues of access and equity in education. Connect with her on Twitter, Instagram, Linkedin or Facebook to learn more.
In addition to writing and consulting, Hedreich serves her district in North Texas as K-12 EdTech specialist. Prior to becoming and edtech teacher and district specialist, she was a music educator and Grammy-nominated singer-songwriter. Hedreich received her Master of Education at Texas A&M University. Is in Arlington, TX.
Trenches story: Has had a very curvy journey, many trenches. Recent moment- st who was struggling. This one triggered her a lot. Had toddler-like meltdowns. Hedrich gave her space to “have her space”. Set up a signal st could use. Built a strong relationship. Later when st got kicked out, she worked in Hedrich’s room.
Talk about consulting & courses provided: SmallBites LLC can provide keynotes and professional development courses for schools and districts on equity, restorative justice and student engagement. How do you approach your work? From ½ researcher, ½ personal view. She approaches as teacher, admin, parent. Most ppl do things b/c they want a better world for their children. Evil ppl do wrong things for (what they think) are good reasons. Get to that place- that way you can work w/ them. In your work w/ the districts, how do you approach that? Some districts have strands they want to work on. PErhaps they have large groups of st. in sped who are of color. You have to find the empathy piece. We talk often about white males & how they’ve had to power- it makes them look like the bad guy. See what the other side looks like. You can’t drag ppl to change. What can you do? Don’t make folks mad.
Professional development courses can be chosen from the list below or can be tailor made to fit your staff training needs. Can highlight the 2 new ones that talk about strategic priorities and how to start w/ equity @ your school. Make sure your teachers are properly trained in best practices. Have affinity groups on campus. HEr book is inclusive classroom 101. Policy that is giving 75 million $ to Native Americans affected by change. Don’t use “tribes”. General trainings
Talk about your books, Finding Your Blind Spots: 8 Guiding Principles to Overcome Implicit Bias in Teaching esp. childrens’ books about What is AntiRacism & BLM: She loves talking about them, how to weave in bits and pieces from your books in schools where the books are banned. She has been “accused” of being palipalative towards the rednecks, then they give the book a look. Her books are explainer books. Being on the side of right doesn’t make you the best in an argument. Black Lives Matter, Too may have been a better slogan, she writes that in the books. Written for grades 4-8. Writes about what it means to be an ally. Practical things t’s can get engaged in. on Cherry Lake Publishing/Sleeping Bear press. 3 others- explainer-type books about Black history. She feels the victimization of not being “top of the totem pole”. In principle out land was stolen land.
When did you get started with the Small Bites podcast https://anchor.fm/hedreich and what is your podcast’s mission? Do you interview others or is mostly you speaking. 5 min quick chat. Drops Sund night for Monday morning. Some inspiration; words. She has an ongoing topic list. Her interview schedule is sometimes. Does a few interviewers. Like w/ Kevin Leichtman.
Out of everything? you can always get out of the trenches, there’s no where to go but up. Be thankful for what you have!
Where can ppl find you online? https://facebook.com/hedreich.nichols
SMALLBITES BY HEDREICH NICHOLS | Twitter, Instagram, TikTok | Linktree
View this episode on YouTube: https://youtu.be/jPOyrHKSXTE
Episode #235: Erin Healey
https://outofthetrenches.podbean.com/e/
Erin Healey is a dedicated and passionate advocate for education. After teaching in the secondary classroom for five years, Erin’s constant determination to seek out best practices and lead with vision led her to a Master’s in Educational Psychology with a concentration in Education Technology, and a leadership role as an Instructional Systems Coach at Portsmouth High School. Erin currently continues her work in large-scale education innovations as the Speakers Network Manager for the Teach Better Team; a national network that strives to make the entire education system “better today than it was yesterday, and better tomorrow than it is today”.
In 2018, Erin founded the Young Educators Society of Rhode Island (@yesriorg) to advocate for early career educators; this community has impacted over 200 educators in its first few years and aims to decrease beginning teacher burnout while providing positive support and dynamic professional development to benefit the future of Rhode Island education.
Trenches story: secondary Eng. teacher, interdisciplinary learning. Used to texts we all grew up learning. How do we make those relevant to our students? Not always a lot of experience in pre-service. New teachers, ask around and build a community. It’s hard to bring in electives t’s into English. Tie in dating violence to Romeo & Juliet. She wants to see this more in her coaching role. Can we bring ppl together to have a brainstorming session? Create the space, moments of collaboration.
What does an Instructional Systems Coach do? Unique position to school district. Essential instr. coaching with MTSS focus. new for district. 4 at each HS. They align their practices K-12. Together, the align more MTSS support, curriculum updates. In-depth focus at micro level. Brings more minds together. ⅓ tech support, a lot of work can be done w/ alignment. Helpful to have discussion with elementary school teachers for co-teaching models.
How did you get involved w/ TBT? as the Speakers Network Manager. Pretty new to role, she has been since Jan. ‘22. Reimagined scope & sequence of what it means to be a speaker on the network. Teaching Better is a multifaceted asset. Covers school/student leadership. Also t burnout. Identify experts, invite them to be part of network.
What made you want to work to advocate for early educators? New teacher support. In RI- they have 32 districts. She has taught at both charter & public schools w/in her state. Look at microcosm to see what works/what doesn’t. 50% of teachers leave CR within 5 yrs. Started Young Educators Society, 200 educators across state. Alot of t’s struggle w/ but not necessarily in your education. Support from junior/senior year in CR, to 5 years in CR. Explain how to read contracts. They look @ root causes. She teaches a college in teacher ed program. NEA has started a really big push to build up early educators support. Doesn’t know of non-union related young educator support. Should be equitable experience for all new educators. Theu usually hear about it from word of mouth. Share the news with young teachers.
Out of everything? building up community of ppl who will lift you up. Support your prof/personal goals. Fill your cup. Find opportunities thru asking questions, building network.
Where can ppl find you online? @mrserinhealy on all social media, Twitter/FB/IG TB speakers’ network-Teach Better Speakers Network – Teach Better @yesirorg
View this episode on YouTube: https://youtu.be/y8vMNEeO5k8
Episode #236: Dr. Matthew Downing
Dr. Matthew Downing is an experienced educator currently working as a K-12 Supervisor of Online Learning in a large public school district. Dr. Downing is passionate about fostering innovative educational opportunities for teachers and students. He does that through thoughtful hands-on learning experiences. On top of that, Dr. Downing is considering ways to move education forward. Check him out at https://divingdeepedu.libsyn.com/
Trenches story: still there. Life, school, other parts of life. When he thinks about education, so many times. Sometimes, shallow, others deep & need help. Rough day- stressed. Building was chaotic. MS, kids congregating in hall. 1 kid acts like he wants to fight. Another t helped disperse kids. He couldn’t compose himself- called office. Principal came down. Security came, took over class. Principal put his arm around him, they walked around neighborhood 30 m. Princ. checked in later too. Power of relationships. It took the time principal took time to deescalate Matt. Other situation- 1st year teaching, didn’t know if he’d make it. Had him over for meals. Relationship that kept him moving. These 2 principals were very relational but also good leaders. They casted a vision- people would follow.
Currently Interim Supervisor of Online Learning also still: Technology Integration Specialist: Is in urban district, 1500 t’s. St’s can do asynchronous online learning. Can also livestream from CR. They’re allowed to go in & out of all 3- but make the switch at quarter/curriculum. T may use 3 modes. Asynchronous courses make by teachers. Not tricky. Impact of context switching- we often loose time, energy. He’s interested in curating environment. He works w/ curriculum teachers support, families. Works thru some truancy situations.
Diving Deeper Edu & Rethinking Edu (that project stopped) podcasts what is the difference b/w the 2? He’s about to launch into a series on teacher retention. Rethinking more of a project during Ed.D. Rethinking EDU was educational ideas right when pandemic hit- 58 episodes total. Diving deep EDU- focus on tech integration. Spoke w/ ppl from google- now more with people who were successful what make them successful. How ppl outside education view education. Has also spoken with Olympians. Wanted to hear about their competitive lens. Children’s book authors. They help us think about education more in terms of teacher retention. Will be new shift to explore t retention.
Out of everything? Go back to beginning. think about key relationships. Both w/ teachers, students, get back to core. Build relationships with students at the core. Big proponent of humility. He wants to bring about change. Isn’t convinced they’re the best.
Where can people find you online? @divingdeepedu, main social is LinkedIn- he has links & resources.
View this episode on YouTube: https://youtu.be/hHVnaXgKOXQ
Episode #237: Suzanne Dailey
Suzanne Dailey is an instructional coach in the Central Bucks School District, where she has the honor and joy of working with over 600 elementary teachers and 9,000 students. She teaches model lessons, facilitates professional development sessions, and mentors teachers to be the best for the students in front of them. Suzanne is Nationally Board Certified, a fellow of the National Writing Project, and has a Master’s Degree in Reading. She is dedicated to nurturing and developing the whole child and teacher and presents these topics at a local, state and national level. Suzanne is the author of Teach Happier this School Year: 40 Weeks of Inspiration & Reflection and the host of the popular weekly podcast, Teach Happier.
Trenches story: still crawling out. Personally & professionally. Lost her mom recently at age 68. Has a neurodivergent child who has needed a lot of strategies. Also, recalibration w/ st’s post-pandemic. Getting back to baseline & trying to move forward. Priorities has been
Talk about Teach Happier podcast– now on 3rd season, 5 m (drops on Sundays-most ppl listen on Mon morning). “small shifts bring big gifts”. Started in Dec. ‘20. Mom was sick, trying time w/ her own neurodiverse child. Surrounded herself w/ books on positive psychology. Wanted it specifically for educators. She plans what she’s going to say ahead of time. Underwhelming shift- in your thoughts, language, action. It can work @ home too, we can’t always separate ourselves from our other roles. Project that was inspired at first TB conference. Adam Welcome inspired her. No-risk project. She loves underwhelming b/c everything has been so overwhelming. So much constantly in our own heads. Taking “what if”, to “even if”- like the tech fails for the lesson. Freeing feeling.
Teach Happier: 40 Weeks of Inspiration & Reflection-book is out now (published by ASCD- coming Jan. 5): follows a typical school year. She wants school leaders to say, “this year the initial is”. She wants admin to say, “this year’s initiative is you”. 4 10-week sections. 1x/wk 2-3 pg story. Healthiest head/heart space is possible. What’s our next right step?
Talk about National Writing Project (2005)– a few courses. You learn to hone your craft, teach writing more effectively. It allowed her to start doing workshops/trainings. It’s what got you started w/ all writing PD. She’s been in her instr. coach role 10 yr. Game-changing moment for her. Helped her be a much more compassionate t of writing. Ralph Fletcher quote. Whatever kids are passionate about, there’s a story there. Model lessons based in literacy.
Talk about some of your PD session offerings such as:
Cultivating a Joyful Writing Classroom
Essential Elements of Writing Instruction
Infusing Student Choice in the Writer’s Workshop
Building & Sustaining the Writer’s Notebook
Mini-lessons for all stages of the Writing Process
no matter what we teach, we’re the best … in the room. We wouldn’t teach algebra w/o examples. Show them what a good informative piece looks like. 2nd element-teacher as writer. Messy first draft. Intimidating to get pieces from head to paper. Productive talk- writing isn’t a silent activity. Ask peers what they want to do w/ their piece. You have to show that typing thoughts out on paper can be a joyful event.
& Student Programs & Assemblies mainly for adults, whole grade level PD- In her podcast episodes designed for t’s she & colleague makes lessons that are ready to go. You upload them. What if? to even if? Whether it’s done in a 15-20 m mini-lesoon. What does it mean to understand that the cup is refillable? show students gratitude & conscious acts of kindness. Feeling content, aligned, balanced.
Out of everything? on Kelly Corrigan’s, podcast “Wonders”-she says #1 rule of whitewater rafting- be a part of your own rescue. It’s an inside job. Recognize it’s a season.
Find Suzanne online: www.suzannedailey.com @daileysuzanne
Episode #238: Dr. Dan Kreiness
Dr. Dan Kreiness is an instructional leader, podcast host, author, and speaker. Dr. Kreiness has worked in education for over 17 years as a school administrator, instructional coach, intervention specialist, and classroom teacher while working in districts in the New York City metro area in New York and Connecticut. Dr. Kreiness holds a doctorate degree in leadership and master’s degrees in adolescent education and educational leadership. His original research and dissertation is called “Transformational Leadership to Inspire Growth Mindset in Classroom Teachers.” Dr. Kreiness hosts the popular Leader of Learning podcast which can be found on all podcast apps and music streaming services and was ranked #7 on Feedspot’s list of the Best 35 Educational Leadership Podcasts. Dr. Kreiness is also a published author, having contributed chapters to 100 No-Nonsense Things that ALL School Leaders Should STOP Doing, 100 No-Nonsense Things that ALL Teachers Should STOP Doing, Edumatch Snapshot in Education (2017) Volume 2: Professional Practice and The EduMatch Teacher’s Recipe Guide: Survive and Thrive in the Kitchen and Beyond. He is currently under contract with Edumatch Publishing to publish a solo book.
Trench story: First experience as an administrator included toxic leadership by the principal and only lasted 8 months before mutually agreeing to leave the district. He likes to think he does a good job. First admin role was unique-Academic Standards facilitator. AP for instruction. Wasn’t responsible for supporting students. Like instr. coach- but with evaluative powers. Started ½ way thru school year 2018. Difficult adjustment-felt right away. Wasn’t hired by principal- was place @ the school. Felt like he tried his best. Personal reasons, illness took him away some too, principal didn’t appreciate it. Clashed. Principal sent him & other AP to do “caught yas” at end of semester. Forced to write t’s up. Witnessed t scolding her class- he could have had a constructive convo, principal wanted her written up.1 yr later- she reached out to him, realized it wasn’t him. He was being told how he should lead. Felt awkward. When he conducted evals, she would dictate how he should score them. Problems felt like it was his fault @ the time. Phone call with teacher gave him closure. Gaslighting- principal tried to turn the tables on him.
Highlight leadership practices to inspire growth mindset in teachers esp. as a coach. Talk about what you learned from your research. Addresses teacher resistance/reluctance. Edu changes all the time to keep up w/ future readiness. Keeps in mind 1) addresses the why around why t’s are uncomfortable. IT’s ok when implementing new initiatives not to have everyone on board. Get to root of problem. We don’t do enough to really understand why. Work alongside t. What can we do to help you along? He extracted research themes:
SCOPE. S-setting high, clear expectations C-addressing discomfort O- providing opportunities P- purpose- having everyone buy into the point of initiative E-empowering, making t feel like they’re in driver’s seat, also stands for enthusiasm.
Leader of Learning podcast – Just crossed 100,000 downloads with podcast and 100,000 views on YouTube; YouTube channel has become more popular; Podcasting + content creating. Can get into surface level of how went back to coaching after being an admin. Wasn’t 100% in it. In 2016 became instructional coach for 1st time, became a connected educator, wanted to impact more than just colleagues. His undergrad is in broadcast journalism. Over 150 episodes. Has learned a lot. Theme-addressing edu & instructional leadership from all levels. You’re a leader regardless of your title.
Ongoing writing: 100 STOP (Leaders) – stop expecting respect just because you are the leader (chapter 13); 100 STOP (Teachers) – STOP Worrying about what others will think of you. He talks about his chapter in 100 Stop Leaders- in his most recent AP experience they did a book study on “5 dysfunctions of a team”, it reads like a character book. Good for business side of leadership. You end up having an artificial harmony. Negative school culture. Launched an online course academy with a free course on “How to Build Trust as a Leader.” On Leader of Learning academy.
The EduMatch Teacher’s Recipe Guide: Survive and Thrive in the Kitchen and Beyond- the first EduMatch publication. Talk about your contract with Edumatch Publishing to publish a solo book- wrote contact 2.5 years ago still in writing process.
Out of everything? His WHY for the Leader of Learning podcast. No matter who you are or where you are YOU are a leader of learning.
Where can ppl find you online? www.dankreiness.com www.leaderoflearning.com IG, Linkedin, Twitter, TicToc @dr_kreiness
View this episode on YouTube: https://youtu.be/Gbm5kP2dJzQ
Episode #239: Vicki Wilson
Episode #239: Vicki Wilson | The Out of the Trenches Podcast (podbean.com)
She is an educator, serving children and the field for over 28 years as a teacher and principal. She is passionate about education and strive to make it better every day. I am particularly interested in educator learning, leadership, organizational change, progressive and innovative practices in education, and leveraging best practices at school to make an improvement so that all students get the best possible education. She recently retired from the principalship of Monroe Elementary School in Wyandotte, Michigan. Monroe is a learning and student-centered school that values both student and adult collaborative learning. Monroe Elementary was named a nationally recognized Model PLC School by Solution Tree in 2018.
In 2020, she Published Lead With Instructional Rounds: Creating a Culture of Professional Learning,(Discover a strength-based approach to instructional rounds implementation that strengthens school culture while improving the instructional practices), a Lead Like a Pirate Guidebook, with Dave Burgess Consulting. In 2021, she was part of a 100 author collaboration to write 100 No-Nonsense Things That All Teachers Should Stop Doing and the newly released 100 No-Nonsense Things That All Administrators Should Stop Doing, both published by Pushing Boundaries Consulting.
She enjoys connecting with a professional learning network (PLN) through Twitter, Twitter chats, blogs, and events. I am an educational author, blogger, and presenter. I present and consult around Instructional Rounds, Professional Learning Communities, Positive Behavior Supports and Restorative Practices, and Reimagining SROs: Stopping the Schools-to-Prison Pipeline.
Trenches story: she wrote her book about a time after she became principal, bringing staff together thru instructional rounds. Had been teaching there for 3 yrs. interesting perspective to see teachers in a new light. Had to close ES & merge with another due to declining enrollment. Were 2 diff. schools. Struggle to unify them. Helped them see what colleagues. Another time with leading change around restorative practices. Change mindset around restorative discipline. Ppl got angry because they felt like kids weren’t being disciplined like they wanted. Hard to shift from consequence-based to relationship-based. Wanted t’s to get into each other’s CR. Wanted to do it in a non-threatening way. Looked @ strengths teachers had to share, how it impacted student learning. Has done it since 2012, monthly.
Talk about your book Lead With Instructional Rounds: Creating a Culture of Professional Learning and your chapters in 100 No-Nonsense Things That All Teachers Should Stop Doing and the newly released 100 No-Nonsense Things That All Administrators Should Stop Doing, both published by Pushing Boundaries Consulting. in her book, teachers look at positives rather than deficits. How to grow, share, validate? Book starts with story of school closure, how to create 1 unified new school. Ties in Hattie’s, Marzano’s work. After observation, they have a convo about how we can grow from what we saw. A chapt. addresses logistics of sub coverage. Can knock off a lot of School Improvement goals, Title 1 funded, so can use that for sub coverage. Brings joy, celebrating, validation back to our work. 100 No-Nonsense Things That All Teachers Should Stop Doing: takes back to restorative practices, chapt. titled “Stop punishing st’s w/o listening to their side of the story”. She writes about st’s sent to office during recess. 100 No-Nonsense Things That All Administrators Should Stop Doing: chapt. titled “Stop ignoring feedback of any kind from anyone”. It’s hard to know lenses ppl coming into school bring. Valuing what they have to say, being a listening ear goes a long way. It takes courage for ppl to go to principal esp. when it’s something critical.
Talk about consulting- will transition to FT consulting after 22/23 SY: highlight Strength-Based Instructional Rounds & School Leadership Mentoring, what will your availability be & when? Leaving principal role to start Vicki Wilson consulting. Heart is drawing her to support schools all over. Grow strengths-based approach. Has designed some packages from a few days, to coaching over time. Work would involve writing school’s playbook. Building enthusiasm arond instru. rounds. Offers coaching days to work with a facilitator, around CR observation. Wants to mentor leaders both F2F or virtual. Through MI ES/MS principal’s org, she is mentoring newer leaders.
Out of everything? There’s a great opportunity to grow/learn from strengths, what we bring & what others bring. Highlight strengths over deficits.
Where can ppl find you online? HOME | My Site (vickiwilson.org) Twitter @vickilwilson5 View this episode on YouTube: https://youtu.be/ZmcLVolewJc
Episode #240: Kim Hamers
On April 16, 2009, Kim Hamer watched her 44-yr-old husband take his last breath. During his illness and after his death, she was amazed by the helpful ways their coworkers, bosses, friends, and family supported them. Kim started calling their kind actions “acts of love”.
After the death of her husband, Kim, an HR leader, noticed how little guidance leaders received when navigating cancer, health crises, or the death of a team member. She knew their lack of knowledge negatively affected morale, employee engagement, and productivity. She set out to change that. Combining her personal experience with her professional knowledge and leadership skills, Kim launched her business to support leaders and coworkers when cancer (or any health crisis) affects a team member.
Trenches story: opened with husband being diagnosed and subsequently dying. They were on an HMO. Had just done open enrollment. Dr. was on a PPO. The boss fought insurance company to get PPO. Kids got 2.5 years to know their father. Wasn’t in the trenches alone. She talks to young widows. Attributes how she goes on to one pinkie toe in front of the other. She counts how many days she’s here without him. Incompleteness would eventually dissipate. Counted to 2000-something. Foundation for a new life was laid by those who supported him. She was in education. He was a teacher. School covered salary for a yr.
Why do you think people struggle with what to do or say? Go ahead & hit yourself over the back if you say, “IF you need anything, let me know”. It’s the least helpful thing to say. Person wants to be acknowledged. If something good happened, and noone acknowledges it, they get mad. You want to connect with a person who is going thru that same thing. You’re asking the person who is in crisis to find out what the “thing” is. How good is anyone at asking for help when they need it? When u add extra layer of vulnerability they feel like a burden.
What should I say to someone with cancer as a friend, as a coworker, as a boss? Acknowledge it. Say “it’s so sorry this is happening to you”. Say “I don’t know what to say. I find myself speechless”. Find your helping superpower. It could be cleaning their kitchen. It takes courage. Don’t make it about you. We feel connected to the people @ work. Cancer diagnosis can leave person on “wobbly ground”. Her aunt tells stories, f.ex. Visit colleague & talk about
Talk to us about why you are in this work. Had an HR job working for a company president whose wife died. The compassion from husbands’ school didn’t happen in the corporate world. We automatically go to bringing food over. Grieving person is almost bipolar. Moments of clarity, sadness, rage. She tried to coach managers reporting to company president. Manager taking things off a cancer patient’s plate may not be the best thing. 70% of people who leave job leave b/c of a manager. Team is watching. It affects productivity, engagement. Most org’s have person n HR to help with bereavement. Schools-student death is tough topic. You have students, teachers and parents who are grieving. Org in LA- Our House Grief Support. Came in & trained the teachers. It’s uncomfortable because we can’t fix it. When there’s a student death, there’s the immediate grief of t’s who knew students. She’s a fan of grief counselors, but not the ones who are usually brought in. She was put on a list, got in month 3-4. Talking to a 3rd grader about death, asking who feels sad. Just because people aren’t showing it, you can manage it anyway. Her youngest was 7 when her husband died. They are just learning death is permanent. Kids who loose teachers need to understand the death is permanent. It takes a certain developmental level to understand parent’s not going to be there for milestones.
How can a leader balance the employee’s need for support and the team’s needs to get work done? They’re afraid of being too empathetic. Managers feel worried about project that employee won’t be able to do (as much). Empathy & productivity go together. She coaches managers NOT to say “take all the time you need”. time needed can vary. Say “I’m so sorry, set up a time to talk about their workload”. They feel like the manager gets their panic. Managers can do writing around their feelings around issue. F. ex. stereotypes like around cancer. We associate chemo as being weak. She asks managers if they have cancer in their background. Assess the situation, what is employee involved in? Is there anyone else on team who can pick up the workload? Understand pieces, better understanding what they need. Employee may not team to know. Take the time to put together a work plan. Reassess their ability to get their work done if they can’t. Team is watching how you manage this. Acknowledge the extra work team is doing. She’s seen teams increase their productivity. Opportunity to bring cohesive team together.
How can we better manage death in the workplace if it’s a coworker? Talk about packing up office, CR. Thoughtful action.
What should I say to someone with cancer as a friend, as a coworker, as a boss? The Five Things Every Manager Should Know About Leading An Employee with Cancer, she talks about 1 big thing never to say.
How to Truly Support Your Friend or Coworker with Cancer: going thru your feelings, then taking thoughtful actions. Her process is new.
What is the one big great lesson you want everyone listening to this to know? We all under-estimate how much we impact the lives of others around us. People who show up set a foundation for spouse’s new life. Filling up car with gas, leaving cooler outside door. Meaningful $10 in the mail. How you show up for someone in crisis MATTERS.
Where can ppl find you online?
Website: https://www.100actsoflove.com/whatnottosay
Instagram: https://www.instagram.com/100actsoflove/
LinkedIn: https://www.linkedin.com/in/kimthamer Thurs 12 PST
Book: https://www.100actsoflove.com/shop.
Download free resource.
this is www.100actsoflove.com/whatnottosay -there are also 4 other things she recommends noone says. Email list about where she’ll be
She is happy to talk to principals about how to move forward on a consultant basis.
View this episode on YouTube: https://youtu.be/KdbnOLotke4