Page 4 - The Leadership Line: October 2024

Show your support
» Don’t pressure anyone to discuss their mental health.

» Check in with your team.
» Listen with empathy.
» Lead by example. When you’re having a difficult time, acknowledge it. When people in
positions of relative power talk about their own discomfort, it normalizes these conversations
for everybody around them.

Preventing Harassment and

Discrimination Training

MIL’s upcoming training seminar aimed is at preventing harassment to cultivate and maintain a
workplace resistant to discrimination, harassment, and retaliation. After completing the training
program, employees will be equipped with the information and skills that promote intervention,
empathy, and allyship. All full-time and part-time employees are asked to complete this training
program starting Monday, October 7th. An email invitation with a unique link will be sent to
each employee’s MIL email address on that date.
Managers are expected to follow-up with team members to ensure all employees complete the
mandatory training. Your HR Business Partner will be provided bi-weekly updates for those who
have not completed the training course. The deadline for completion is Friday, November 1st.

Leadership Series Recap

Recognizing the positive effects of gratitude on emotional and physical health, the session
titled “Creating a Positive Work Environment through Recognition” shares innovative ways
for supervisors to express gratitude to our People Making the Difference. Led by Kyle Brooks,
Division 12 VP, and Susan Robinson, Division 12 Manager and Engagement Lead, the discussion
emphasizes the importance of effective employee recognition and its positive outcomes.
Susan’s role, created by Kyle to enhance recognition efforts, involves coaching managers to
appreciate their team members authentically. Key takeaways include transitioning from reactive
to proactive recognition, integrating engagement and recognition into team goals, prioritizing
acknowledgment, and understanding individual preferences for recognition. This Supervisor
Training, developed in response to survey feedback indicating a desire for stronger connections
with leadership, features monthly panel discussions on essential soft skills and sector-specific
knowledge. Insights shared by leaders, such as John Degni on one-on-one meetings and Tom
Clark on the engagement potential of Individual Development Plans (IDPs), foster a culture of
support and growth within our teams.
If you missed Supervisor Training or need a refresher, you can find the recordings here.

4 | The Leadership Line