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Gratitude is a core value that we prioritize in our family. To cultivate this value, we have a daily practice where we take turns sharing something that we’re thankful for during dinner time. As November approaches, we write down these gratitudes on a small pumpkin. Come Thanksgiving, we present this gratitude pumpkin as a unique and thoughtful gift to our host. The best part? No vase required! It's a small gesture, but it's a meaningful way to show our appreciation for the blessings in our lives. By actively practicing gratitude, we've noticed a shift in our family's mindset. It's become easier to focus on the positive, and we've become more mindful of the things we often take for granted. We believe that practicing gratitude not only brings joy and contentment to our daily lives, but it also strengthens our relationships with one another. So if you're looking for a simple way to cultivate gratitude in your family, we highly recommend starting a gratitude practice. It doesn't have to be elaborate - just a daily practice of sharing something you're thankful for can make a big difference. And who knows, maybe it will inspire you to start your own gratitude pumpkin tradition!  Have you called your donors to share your gratitude?
Not to make an ask, rather to share your impact, a testimonial or tell a quick story. Thank them for the support they’ve given and remembering your organization in the year ahead. Visualize three circles, each one larger than the last. The first circle represents the first 30 days of employment. This is the time to focus on the employee's immediate needs, such as completing HR paperwork, acquiring necessary equipment, and getting familiar with company culture and colleagues. Moving outward to the second circle, which represents the next 30 days (60), the focus shifts to larger workflows and responsibilities, as well as building connections with key groups or populations related to the employee's role. At this stage, the employee should be fully familiar with daily work processes and the company's brand and culture. The third and outermost circle, representing the final 30 days (90) of the review model, is the time to focus on established workflows, building communication loops, and establishing connections with collaborators, allies, and leadership. This is a time to execute the strategic plan and make progress towards achieving goals. Throughout the entire process, an ongoing feedback mechanism is important to ensure the employee is getting what they need and that progress is being made. Regular feedback should be provided to the employee, and the company should regularly assess progress to identify any issues or areas for improvement. This is important to ensure problematic hires are identified early and any necessary action is taken. In closing the 90 day process, work collaboratively establishing 3-5 goals with the new hire is an effective way to ensure they are clear on what is expected of them and what they are working towards. Regular check-ins, such as 15-minute weekly meetings, can also help to track progress, provide feedback, and identify any issues or areas for improvement. This helps to ensure the new hire is set up for success and able to contribute to the company's growth and success.  |
AuthorWe're a family of 3 living in Colorado's high country, wrangling a toddler in the great outdoors and our rural community. We strive to practice stoicism and apply its principles as: parents, community leaders and daily messy humans. Archives
March 2024
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