In-service. In-service training, in-service learning, in-service programs. As an employee of an organization, we are all familiar with in-service–the professional development we receive to build our skills, knowledge, or performance for a company–while employed with that company. Too often, there is little attention paid to engagement, shared meaning-making, or relevant application. As a result, systems are created that track participation, not learning or growth. 

As a manager, you are likely being assigned and assigning training; you may even be leading it or designing it. So, how can you create an experience where adults are part of the learning, not just subject to it.

How do you develop an experience that isn’t about employees in-service to the organization but is about you being in-service to them?  

Do you wear a mask? Not literally, but figuratively. As you lead and support others as a manager or executive, do you have a veneer? If you do, you’re not alone. When I have asked managers across the country why, most say it’s because they do not feel safe being their most authentic self in the workplace. 

So, why might we not feel safe in the workplace? How does this feeling show up? And what should we do about it?

Rejection Causes Burnout

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