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Managing Stress During the Holiday Season

While the holiday season and end-of-year parties can be full of festive fun, they can also be stressful and take a toll on your emotional well-being. Putting your emotional wellness on the backburner may cause mood changes and feelings of irritability, hopelessness, and isolation. Consider the following tips to manage stress as holiday celebrations pick up:

          • Practice healthy habits. Maintaining a consistent sleep schedule and eating a balanced diet will help ensure you have enough physical and mental energy to tackle responsibilities and challenges.
          • Stick to a routine. It’s important to keep a daily schedule for work and personal time. Checking items off your to-do list can also help you feel accomplished on a daily basis.
          • Decrease caffeine and alcohol use. Although alcohol and caffeine often appear at celebrations, these substances can provoke feelings of depression, anxiety, and other mental health challenges.
          • Maintain your boundaries. Your calendar may quickly fill up with work, personal and social events. Get comfortable saying “no” and reducing extra activities or tasks so you aren’t overloaded.
          • Incorporate positive activities. Get into the habit of caring for yourself and doing activities that make you happy. During the fast-paced months, it’s vital to slow down and prioritize self-care.
          • Recognize your holiday stress triggers and relievers. Financial pressures and personal demands are common triggers. Stress may cause you to lean on harmful stress relievers and fall into unhealthy habits. Staying in tune with your feelings and caring for yourself is essential. If you have concerns about your emotional wellbeing, contact a mental health professional.


Creating Psychological Safety in the Workplace: A Key to Effective Teams

In today's rapidly evolving work environment, psychological safety is critical for fostering team collaboration, creativity, and overall success. Coined by Amy Edmondson in 1999, psychological safety is defined as a “shared belief held by members of a team that the team is safe for interpersonal risk-taking." This concept has become a cornerstone for teams aiming to thrive in challenging and dynamic workspaces.

What is Psychological Safety at Work?

Psychological safety at work refers to an environment where team members feel they can share their ideas, voice concerns, and take risks without the fear of embarrassment, rejection, or punishment. In such an atmosphere, individuals can:

      • Brainstorm openly
      • Share half-formed thoughts
      • Challenge norms
      • Provide honest feedback
      • Disagree respectfully
      • Support each other

In a psychologically safe team, leaders are expected to value honesty, candor, and truth-telling. This promotes an inclusive, innovative, and high-performing workplace.

Why Psychological Safety is Crucial for Workplace Success

Psychological safety isn’t just a “nice to have”—it has a direct impact on the organization’s performance. Here are several key reasons why:

Increased Employee Engagement: When employees feel safe, they are more likely to engage in team meetings, collaborative projects, and problem-solving, which enhances productivity.

Encourages Diversity & Inclusion: Safe environments welcome diverse voices and perspectives. Psychological safety is essential for building a culture where individuals from different backgrounds can thrive.

Fosters Creativity and Innovation: Employees are more willing to share creative ideas and take risks when they know they won’t be judged harshly for thinking outside the box.

Improves Well-being: Psychological safety leads to a more mentally healthy work environment, reducing stress and promoting optimal performance.

Reduces Turnover: When employees feel valued and safe, they are less likely to seek employment elsewhere, reducing turnover rates and associated costs.

Boosts Team Performance: Engaged, healthy, and committed employees who feel supported tend to perform better, leading to improved team outcomes.

The Four Stages of Psychological Safety


Dr. Timothy Clark, author of “The 4 Stages of Psychological Safety," introduced a model that outlines four stages teams go through to develop psychological safety:

Inclusion Safety: Individuals feel accepted and welcomed into the team for who they are.

Learner Safety: Employees are free to ask questions, seek feedback, and make mistakes as they learn.

Contributor Safety: Team members feel confident in sharing their ideas without fear of retribution.

Challenger Safety: Employees feel secure questioning the status quo, offering dissenting opinions, and proposing new ways of doing things.

How to Recognize Psychological Safety in Your Team


It can be challenging to assess the level of psychological safety within a team. However, a few key indicators can help determine whether it exists:

      • Team members feel comfortable admitting mistakes.
      • There is openness in bringing up tough issues.
      • Differences are respected, and diversity is embraced.
      • People are willing to take risks and ask for help when needed.
      • Unique skills and talents are recognized and utilized effectively.

Conversely, signs of a psychologically unsafe workplace include prolonged project timelines, reluctance to ask questions, high levels of absenteeism or presenteeism, and rampant office gossip.

Skills and Actions for Leaders to Foster Psychological Safety


Creating a psychologically safe work environment starts with leadership. Leaders need to develop several key skills:

Communication: Leaders should practice active listening, encourage input from all team members, and ensure that everyone’s voice is heard.

Conflict Resolution: Promoting respect and addressing undermining behaviors head-on is crucial for maintaining a positive team dynamic.

Accountability: Leaders must model the behavior they wish to see by being open to feedback, admitting mistakes, and leading by example.

Vulnerability: By showing vulnerability, leaders encourage a culture of openness where mistakes are seen as learning opportunities rather than failures.

Empathy: Empathetic leaders create a space where individuals feel seen, heard, and understood, which fosters deeper connections and trust within the team.


How Team Members Can Promote Psychological Safety

Team members also play a vital role in fostering a safe environment. They can promote psychological safety by practicing active listening, asking thoughtful questions, providing support, and encouraging creativity. By building an environment of trust and respect, both leaders and team members can create a thriving and dynamic workspace.

Psychological safety is foundational to building strong, high-performing teams. When employees feel safe to express themselves, they are more engaged, creative, and committed. By fostering a culture that prioritizes psychological safety, organizations not only boost team performance but also create a healthier, more inclusive workplace. To learn more about physical safety, check out https://www.shrm.org/topics-tools/tools/express-requests/fostering-psychological-safety.

HR Certifications

Are you considering getting an HR Certification? How do you decide which one to get? Do you need a certification?

SHRM-KC recently hosted a Coffee Chat with Lori Kleiman of HR Topics. She shared information about certifications in general and the courses she offers on her website: www.HRtopics.com.

There are two major organizations that offer certifications, HRCI (Human Resources Certification Institute) and SHRM (Society for Human Resources Management). HRCI has been active for over 50 years and offers the PHR (Professional in Human Resources) and SPHR (Senior Practitioner in Human Resources) certifications. SHRM began offering the SHRM-CP (Certified Professional) and SHRM-SCP (Senior Certified Professional) in 2014. The PHR and the SHRM-CP are geared toward HR Generalists while the SPHR and SHRM-SCP are intended for HR Managers and Directors.

Lori believes that a certification is valuable, but having multiples does not add additional value. The HRCI tests can be taken anytime by signing up at https://learn.hrci.org/. SHRM offers two testing windows per year, one in Fall/Winter and one in Spring/Summer. Visit their website https://www.shrm.org/events-education/education for more details. Recertification credits are readily available for certifications from both organizations.

Lori offers TESTPREP sessions and gives a discount to SHRM-KC members. The next class begins Tuesday, September 10th and details can be found on our SHRM-KC events page. This course includes many extras to help you prepare. You can find Lori’s complete course offering on her website. One to note is HR 101 geared towards emerging professionals.

If you are looking for a self-guided learning experience, SHRM provides Certification prep tools and study aids via their website. In addition, SHRM offers scholarships and grants for testing, courses, and memberships. There is a grant application opening September 3rd from the SHRM Foundation for those seeking certification. To find more information and apply, visit their website at https://www.shrm.org/foundation/scholarships-grants-awards.

SHRM's A-Team: Navigating Policy, Not Politics

The Society for Human Resource Management (SHRM) Advocacy Team, known as the "A-Team," is a powerful coalition of over 30,000 members spanning all 435 congressional districts. This group includes HR professionals who are encouraged and trained to influence legislation, advocate for superior workplace policies, and contribute to a fairer and more equitable work environment. The A-Team's mantra, "Policy Not Politics," underscores its focus on shaping policies that improve workplaces rather than engaging in political debates.

A-Team members benefit from exclusive updates on workplace policies, receiving timely "SHRM Advocacy Alerts" about significant federal, state, and regulatory developments. This service ensures they are well-informed and prepared to respond to issues impacting their organizations. Furthermore, the A-Team offers professional training to enhance members' communication and policy advocacy skills. These training sessions, which are free and provide recertification credits, empower HR professionals to serve as strategic partners in their organizations and broader communities.

The A-Team provides its members with opportunities to directly engage with elected officials, including district-office visits and meetings with lawmakers. This direct access allows members to elevate their voices and significantly influence policy decisions. By participating in these activities, A-Team members become trusted advisors to both federal and state legislators, providing critical insights into how policy changes affect employers and employees. This role not only boosts the credibility of HR professionals but also enhances their influence in the legislative process.

In addition to advocacy, A-Team members actively contribute to SHRM's mission of fostering better workplaces and a better world. They champion policies that promote civility, fair treatment, and equal opportunities for all employees. By advocating for favorable regulatory frameworks and addressing concerns before they become burdensome, members help mitigate risks and create opportunities for businesses. This proactive stance ensures that HR professionals remain at the forefront of policy discussions to lead their organizations through the ever-changing world of employment policy.

SHRM members can join the A-Team by…..

June 2024 President's Message - Kelly Bosak, SPHR, SHRM-SCP


Resources ~ Mental Health America 


Click HERE to download the National Minority Mental Health Awareness Month Toolkit

BIPOC Mental Health Resource Reference Guide 




A National SHRM membership offers several benefits tailored to HR professionals. Their membership options are designed to help you excel as a leader and give you the tools to make a lasting impact on both your organization and the future of HR.

Some of the amazing membership benefits are:

    • Professional Development: SHRM provides numerous opportunities for professional growth, including webinars, conferences, and seminars. Members can earn their SHRM-SCP or SHRM-CP certification, enhancing their credentials and career prospects.
    • Access to Resources and Tools: Members gain access to SHRM's extensive collection of HR tools, templates, research papers, and articles. These resources cover a wide range of HR topics, from employee relations to legal compliance.
    • Networking Opportunities: Membership facilitates networking with other HR professionals, both locally and globally. SHRM chapters offer events and meetings where members can exchange ideas and best practices.
    • Advocacy and Updates: SHRM advocates for HR professionals at the national level, influencing policy and legislation affecting the workplace. Members receive updates on regulatory changes and industry trends.
    • Career Resources: SHRM provides career resources such as job postings, resume builders, and career advice to help members advance in their careers.
    • Discounts and Special Offers: Members enjoy discounts on SHRM publications, events, and certification exams. Additionally, they may access exclusive offers from SHRM partners and sponsors.

A National SHRM membership is beneficial for HR professionals looking to stay informed, grow their skills, and connect with peers in the field. For more information on membership, please visit SHRM at https://www.shrm.org/membership.

An additional resource about the benefits of joining SHRM can be found in the SHRM Membership Guide. 




Elliott, Renee & Merritt, Rashida & Estes, Andrayana (2024, June 3) - Our SHRM-KC Inclusion, Equity & Diversity (IED) Committee (rebranded from DEI to align with SHRM National) has been busy planning this year’s IED activities, with a focus on including inclusion, equity and diversity-related topics into all SHRM-KC programming.

On May 29, we hosted a Coffee Chat focused on Neurodiversity in the Workplace that was well-attended by 35 members. On July 17, a Diversity Dialogue event is being hosted as a collaboration amongst members for interactive conversations and idea sharing on IED best practices. We are excited to continue to build out additional initiatives throughout the remainder of the year.

June is Pride Month, and we are incredibly proud to celebrate and honor our LGBTQIA+ community. If you would like to learn more about how you can support the LGBTQIA+ efforts in your workplaces, check out:

SHRM Toolkit: Ensuring Workplace Inclusion for LGBTQ+ Employees

An additional June highlight is Juneteenth, an American holiday that celebrates and commemorates a significant moment in Black history marking the end of slavery in the United States. Also known as Freedom Day, Juneteenth celebrations occur across the U.S. and in our very own Kansas City community. To learn more about the history behind and importance of Juneteenth, click here. Additional information on how HR professionals may recognize Juneteenth in our workplaces is available at SHRM - Honoring Juneteenth at Work.

SHRM is focused on highlighting the importance of civility in our workplaces through the SHRM 1 Million Civil Conversations Initiative. Check out the website to access the SHRM Civility Index report and resources you can use to integrate awareness of civility in your organizations. We will be sharing more about this throughout the year.

If you are interested in becoming more involved, please consider joining our IED committee! Reach out to Rashida Merritt rmerritt@nationsbenefits.com, Renee Elliott reneee@essensedesigns.com or Andrayana Estes aestes@drugfreesport.com to learn more!




SHRM-KC Awarded

For Elevating Human Resources, Improving Workplaces

KANSAS CITY, Mo., May 1, 2024 — SHRM recently awarded SHRM of Greater Kansas City (SHRM-KC) its prestigious EXCEL Platinum Award for the Chapter’s accomplishments in 2023.

The EXCEL award is given to state councils and chapters to recognize major accomplishments, strategic activities, and tactical initiatives that elevate the profession of human resources.

“SHRM’s impact on the world of work is due to the dedication and efforts of our chapters and state councils like SHRM-KC. “The Platinum EXCEL Award is not only a celebration of the great work done by the Chapter - it’s also recognition of their focus and determination to cause the effect to make great workplaces”, said Johnny C. Taylor, Jr., SHRM-SCP, president, and chief executive officer of SHRM. “Their HR leadership is exemplary.”

The EXCEL Award can be earned at four levels: bronze, silver, gold and platinum. Each level has a prescribed set of requirements and accomplishments that must be met. SHRM-KC will receive recognition in SHRM publications and at conferences, a logo to display on its website, and information to share with its members about the significance of this award.

Throughout 2023, a major focus of the SHRM-KC Board of Directors was to increase membership and continue to draw members to their programming. SHRM-KC’s membership committee coordinated quarterly membership social events hosted by employers in the Kansas City metropolitan area. Their quarterly membership socials averaged 50 attendees, and monthly new member orientation sessions averaged 10 attendees per session! Another major initiative was the wildly successful mentoring program for Emerging Professionals. SHRM-KC was proud to report a record high of 19 mentees and 17 mentors.

For more information about SHRM-KC, visit https://shrm-kc.org/.

Media: For more information, contact Edward Burke, at Edward.Burke@shrm.org or 703-535-6036.

About SHRM

SHRM is a member-driven catalyst for creating better workplaces where people and businesses thrive together. As the trusted authority on all things work, SHRM is the foremost expert, researcher, advocate, and thought leader on issues and innovations impacting today’s evolving workplaces. With nearly 340,000 members in 180 countries, SHRM touches the lives of more than 362 million workers and their families globally. Discover more at SHRM.org.




May 2024 President's Message - Kelly Bosak, SPHR, SHRM-SCP


 Mental Health Awareness Month Toolkits and Resources


52-page PDF Guide: 2024-Where-to-Start-Toolkit.pdf


Free Toolkit Links:



HR Day of Service is May 3rd

Kansas City, Mo., May 1, 2024 -  Human Resources Day of Service is a day where HR professionals take time out of our busy schedules to come together and give back to our community. We dedicate this time to helping those that need support in our local community. Participating in meaningful activities outside of the workplace strengthens bonds among colleagues and instills a sense of pride in being a part of an organization that prioritizes social impact.

HR day of Service is an initiative where human resources professionals and their team members volunteer their time and skills to support local communities. This could be organizing food drives, mentoring youth, or renovating public spaces. HR professionals step out of their offices and into the community to make a positive impact. This year, SHRM-KC has decided to partner and volunteer our time with Connections to Success. Volunteering with this organization aligns with our shared values as HR professionals and allows us to help support the lives of others. HR professionals are highly motivated to empower other leaders and professionals in our community and celebrate this day.

Every year, organizations come together to celebrate HR Day of Service. Missouri Governor, Michael L. Parson proclaimed May 3rd as Missouri HR Professionals Day! But what exactly is HR Day of Service, why is it important to us, and what drives organizations and people to participate on this day each year? We inspire others by leading with example. Through actions, we encourage individuals and other companies to get involved in their communities, creating a ripple effect of goodwill and social change. On this day, HR professionals all over Missouri will recognize this day by participating and volunteering their time.

Organizations embrace this day as a reflection of their core values. By aligning our actions with values such as connection, empathy, integrity, and social responsibility. Volunteering promotes employee morale and engagement. The importance of this day means community engagement. HR Day of Service strengthens team dynamics by providing employees with opportunities to collaborate outside of their usual work context and gives employees a day to volunteer with community service. This is a day where we look forward to working with other HR professionals. By working together, we can make a difference. Through shared experience and common goals, we bond by enhancing communication, trust, and cooperation within the organization and to lead by example for the generations to come ahead.

In conclusion, HR Day of Service is more than just a day of volunteering! This is a day where we impact organizations by coming together for a common cause out of the kindness of our hearts. By engaging in meaningful community service, organizations not only strengthen their internal culture but also contribute to building stronger, more resilient communities for all. As we look to the future, let us continue to harness the spirit of HR Day of Service to create a better world. Please come join us by giving back to our community in a meaningful way. Let’s celebrate and cherish this day together!

Written and Submitted by Shelly Jain



Kansas City, Mo., February 21, 2024 -  Just one week ago we experienced a tragedy that has undoubtedly left a profound impact on our community and on our collective consciousness. In light of the recent tragic events following the conclusion of the Chiefs Super Bowl parade, we extend our deepest condolences to all those affected by this senseless act of violence. Our hearts go out to the victims, their families, and the entire community during this incredibly difficult time.

Now is the time for us to lean into supporting our people and SHRM-KC is here to be a resource for you. We have compiled this resource list.

    • Check your company’s EAP plan and see if they are offering a discount on services right now. Encourage employees to add the EAP’s phone number to their list of contacts.
    • Suicide and Crisis Lifeline – call or text 988; chat at https://988lifeline.org/
    • Here’s a link to the Missouri Mobile Crisis Response website that provides a mobile crisis response map Missouri Mobile Criss Response.
    • Children’s Mercy Hospital has provided this information to help kids navigate the tragedy.
    • The National Mass Violence Center has provided the following here.
    • The National Cybersecurity & Infrastructure Security Agency has tips for active shooter preparedness here.
    • Homeland Security has a booklet on how to respond to an active shooter here.

Together, let us stand strong as a community and offer our unwavering support to those in need. We certainly hope you feel safe, secure, and supported. #KCStrong SHRMKC #SHRM #StandTogether #CommunityStrong



SHRM Kansas City has some exciting news to share...

We are gearing up to kick-off the SHRM-KC Mentorship Program and we want YOU to be a part of it!

Kansas City, Mo., January 19, 2024 - Calling all Mentors and Mentees!  Whether you’re a seasoned pro looking to share your wisdom, or a fresh face eager to soak up knowledge, this mentorship program is tailor made for you. We believe in the power of learning from one another, and this is your chance to dive into a world of growth and connection.


What’s in it for Mentors?

    • Make a difference in someone’s career journey.

    • Earn up to 3 CEU’s towards your certification each year. 
    • Expand your leadership and coaching skills.
    • Connect with like-minded professionals.
    • Boost your own personal and professional growth.

 
What’s in it for Mentees?

    • As an Emerging professional, employed as a full-time human resources professional with less than two years of experience, not currently or previously as SHRM-KC Member, you may join SHRM-KC for one year for only $50.
    • Gain insights from an experienced HR mentor.
    • Receive guidance to navigate your HR career path.
    • Expand your network within the HR community.
    • Unleash your full HR potential with a mentor by your side.

 

Expectations: The Mentor will provide advice and guidance based on their own knowledge and experiences to support the Mentee’s personal and professional goals and will assist the Mentee in developing a plan for achieving those goals. 

 

Meetings: The Mentor and Mentee will have regular meetings (at least 4-6 times over the course of a year) and at a mutually agreed upon time and place.  As preferred by the Mentor and Mentee, meetings may occur via video chat, phone, or in-person.  Scheduled times should be treated with the same respect as other business meetings and not be cancelled unless it is unavoidable.

 

How to Join: Ready to dive in?  Awesome! Just email Monique Todd, Director of Emerging Professionals, at MTodd@rmhckc.org

Whether you’re ready to be a guiding light or seeking someone to light the way, we’ve got a spot for you.

 

Important Dates:

Registration opens:  January 19, 2024 and closes on February 19, 2024.

Mentors and Mentee’s will be matched after February 19th and will get their matched Mentor or Mentee before February 29.

Program Duration:  March 1 – November 30, 2024.

 

Spread the Word!  Know someone who would be a perfect Mentor or Mentee? Share the love and let them know about this fantastic opportunity. 

Let’s make this mentorship program a game-changer for everyone involved. Together we will elevate our careers, foster our connections and create a community that thrives on shared knowledge.


Ready to Grow? We thought so, see you in the Mentorship Lane!




SHRM-KC Awarded

For Elevating Human Resources, Improving Workplaces

Kansas City, Mo., May 16, 2023 - SHRM recently awarded SHRM-KC its prestigious EXCEL Platinum Award for the chapter's accomplishments in 2022.

The EXCEL Award is given to state councils and chapters to recognize major accomplishments, strategic activities, and tactical initiatives that elevate the profession of human resources. 

"SHRM's impact on the world of work is due to the dedication and efforts of our chapters and state councils like SHRM-KC. The Platinum EXCEL Award is not only a celebration of the great work done by SHRM-KC - it's also recognition of their focus and determination to cause the effect to make great workplaces," said Johnny C. Taylor, Jr., SHRM-SCP, president, and chief executive officer of SHRM. "Their HR leadership is exemplary."

The EXCEL Award can be earned at four levels: bronze, silver, gold and platinum. Each level has a prescribed set of requirements and accomplishments that must be met. SHRM-KC will receive recognition in SHRM publications at conferences, a logo to display on its website, and information to share with its members about the significance of this award.

Throughout 2022, a major focus of the SHRM-KC Board was to re-establish in person engagement opportunities for chapter members. The first initiative was to offer in person and virtual attendance options for their monthly educational programs. The second initiative was to provide consistent support and resources to members related to diversity., equity, inclusion and belonging - meeting their members "where they were" on their DEIB journey. Finally, for the first time post-COVID, SHRM-KC was able to re-connect with over 15 area universities to promote, and successfully host, their semi-annual student networking roundtables with HR professionals.  

For more information about SHRM-KC, visit shrm-kc.org.

About SHRM

SHRM creates better workplaces where employers and employees thrive together. As the voice of all things work, workers and the workplace, SHRM is the foremost expert, convener and thought leader on issues impacting today's evolving workplaces. With nearly 325,000 members in 165 countries, SHRM impacts the lives of 235 million workers and families globally. Learn more at SHRM.org. 


 


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