Embrace the Madness
By: Robert F. DeFinis, Ed.D.
 
Did you complete your bracket? Who do you have in the final four? It’s that time of year again! It is a time when we embrace the madness of March with the NCAA men's and women's basketball tournaments. But what does that mean for companies? According to some estimates, the loss in productivity caused by employees watching, skipping work, and running office pools can be up to $17 billion dollars (Challenger, Gray, and Christmas). While this number may seem alarming, I think there is a massive upside to having employees take a break from the day-to-day to engage in what has become an informal American tradition. While not everyone may watch or know what is going on in the world of college basketball, anyone can jump in the fun, learn on the fly, or, at the very least, join in the conversation. March Madness reminds us that our people need opportunities to just have random fun at the expense of the organization - and that's okay!

However, if you want to put some structure to it, celebrating March Madness at work can be a fun way to foster team spirit and camaraderie among colleagues.
​
Office Bracket Challenge
Organize a March Madness bracket competition among coworkers. Set up a bracket pool where participants can predict the outcomes of each game. Offer prizes for the winners, such as gift cards, company swag, or bragging rights.
Watch Parties
Host watch parties during lunch breaks or after work hours to watch the games together. Set up a TV or projector in a common area and provide snacks and beverages for everyone to enjoy. Encourage employees to wear their favorite team's gear to show their support.
Office Decorations
Decorate the office with March Madness-themed decorations, such as banners, streamers, and balloons in the colors of participating teams. Create a festive atmosphere that gets everyone excited for the tournament.
Team Spirit Days
Dedicate certain days during March Madness to dress up in team colors or sports attire. Encourage employees to show off their team spirit by wearing jerseys, hats, or face paint representing their favorite teams.
Bracket Breaks
Schedule short breaks throughout the workday for employees to check their brackets, discuss game highlights, or catch up on scores. Encourage friendly banter and camaraderie among coworkers who are following the tournament.
Office Pool Potluck
Organize a potluck lunch or happy hour where employees can bring in dishes or snacks to share while discussing the tournament. Encourage them to get creative with themed dishes or snacks named after their favorite teams.
Trivia and Games
Host March Madness-themed trivia contests or games during team meetings or breaks. Create trivia questions related to college basketball history, famous players, or memorable tournament moments.
March Madness Awards
Create fun awards or superlatives for employees based on their March Madness predictions or level of enthusiasm during the tournament. Recognize achievements such as "Bracket Guru," "March Madness MVP," or "Most Spirited Fan."
Virtual Events
To keep remote teams or employees who can't be in the office connected and engaged in the March Madness festivities, organize virtual watch parties, online trivia games, or video conferencing sessions.

​Creating a “Welcoming” College Classroom
By: Robert F. DeFinis, EdD. 
 
Primary teachers (and most Middle and Secondary teachers) spend a good portion of their time creating a warm and engaging learning environment—both physical and emotional. The process involves effort and intentionality, creativity, and a desire to showcase the learning space. These students will spend a lot of time in the classroom during the school year, so obviously, they want it to be inviting and foster a learning atmosphere. On the other side (post-secondary), the learning environment is often cold. More of a “get down to business" approach because the physical spaces are often shared, and students are not there beyond a few hours a week for a semester. However, this is just the physical aspect. Could we at least do a better job of creating warmth and emotional appeal? I have noticed on many occasions (doing observations or passing through the halls) that when we lack a welcoming learning environment, this often translates into less engaging interactions between students and instructors.

Creating a welcoming learning environment in the post-secondary space does not have to resemble a kindergarten classroom. Still, we should consider a few things to encourage a learning environment where we can foster a sense of belonging and engagement among students.
​
Set the Tone
Begin the first day of class by warmly welcoming students and expressing your enthusiasm for the subject matter. Clearly communicate your expectations and convey your willingness to support and guide them throughout the course.
Create a Comfortable Environment
Arrange the physical space to be inviting and conducive to learning. Consider factors such as seating arrangement, lighting, temperature, and accessibility. Ensure that the classroom is clean, organized, and free from distractions.
Learn Students' Names
Learn and use students' names. Addressing them by name shows that you value them as individuals and helps build rapport.
Encourage Interaction
Facilitate opportunities for students to engage with one another through group activities, discussions, and peer collaboration. Encourage a respectful and inclusive atmosphere where everyone's contributions are valued.
Show Genuine Interest
Take time to get to know your students as individuals. Show interest in their backgrounds, experiences, and interests. This can be done through icebreaker activities, one-on-one conversations, or informal discussions.
Be Approachable
Maintain an approachable demeanor and open communication channels. Let students know they can come to you with questions, concerns, or feedback anytime.
Provide Clear Expectations
Clearly outline the course objectives, assignments, grading criteria, and deadlines. Transparent expectations help reduce anxiety and uncertainty, allowing students to focus on learning.
Offer Support
Be available to provide academic support, guidance, and mentorship. Offer office hours or other avenues for students to seek assistance outside of class.
Celebrate Diversity
Embrace diversity and create an inclusive learning environment where students from all backgrounds feel valued and respected. Incorporate diverse perspectives into your curriculum and foster discussions that promote understanding and empathy.
Feedback and Encouragement
Provide timely and constructive feedback on assignments and assessments. Recognize and celebrate students' achievements and progress to boost their confidence and motivation.
Reflect on Your Teaching Practices
Regularly evaluate your teaching methods and solicit student feedback to identify areas for improvement. Adapt your approach based on student feedback and evolving pedagogical best practices.

​Psychological Safety = Positive Culture
By: Robert F. DeFinis, Ed.D.
 
If I could eliminate one buzzword from the corporate/business world, it would be culture. It seems like for the last decade, it’s the “in” thing to say and talk about. My issue is not with the word or promoting a positive workplace culture. It is the idea that you can achieve a positive and productive work culture through a book, seminar, training exercise, or some other magic pill. A positive culture takes time, effort, and strategy. It’s a process, and in my professional opinion, it starts with psychological safety in the workplace.

What is psychological safety? Stated simply, fostering a culture where employees feel comfortable expressing themselves, taking risks, and collaborating openly. You might be thinking… well shoot… we have that! Do you? I have seen many organizations where people talk like this is occurring, but it is possibly just an illusion. Leaders and managers go through the motions, but the results remain the same? Does this sound familiar? The following things should be recognizable to know if you genuinely have an environment fostering psychological safety.

​Leading by Example
Leaders should demonstrate vulnerability, openness, and empathy. When leaders show that it's safe to make mistakes and ask for help, it sets the tone for the rest of the organization.
Encouraging Open Communication
Create channels for employees to share ideas, concerns, and feedback without fear of judgment or reprisal. This could be through regular team meetings, suggestion boxes, or anonymous feedback mechanisms.
Establishing Trust
Build trust by being transparent about decisions, communicating clearly, and following through on commitments. When employees trust that their leaders have their best interests at heart, they're more likely to feel psychologically safe.
Celebrating Successes and Learning from Failures
Recognize and celebrate achievements, no matter how small. At the same time, failures should be acknowledged as opportunities for growth and learning rather than as sources of blame or shame.
Regularly Soliciting Feedback
Continuously seek feedback from employees about their workplace experiences. Use surveys, focus groups, or one-on-one meetings to gather input and make necessary adjustments to improve psychological safety.

Onboarding For Long-term Success
By: Robert F. DeFinis, Ed.D.
​
I don’t often get to onboard and support new hires these days. It’s one of those tasks that we recognize is mission-critical to retaining and building all-star teams, but we possibly water it down because it's time-consuming. Or, even worse, hand it off (or parts) to others who are not trained in how to onboard or don’t appreciate its value. I was reminded recently not only of the value of a good system to layer in a new employee but also of the excitement of new beginnings. Think about it…that moment that you start your new position. The anticipation and a healthy amount of nervous energy that you are about to embark on a new chapter in your career. You get to write the following pages regardless of what occurred prior.
​
Leaders should realize how we start and end things is very important. We can try to get the middle right, but we know that no journey is perfect. We can, however, manage the beginning and the end. With just a few simple considerations in the onboarding and new employee orientation, we can capture that excitement and keep people happy, engaged, and prepared.

​Here are my ten priorities for a solid transition into any organization. 
​
Clear Expectations
From day one, clearly outline their roles, responsibilities, and performance expectations. This sets the tone for their work and helps them understand their expectations.
Structured Onboarding
Provide a structured onboarding process that includes training, orientation sessions, and introductions to key team members. This helps them understand the company culture and how their role fits the bigger picture.
Regular Check-Ins
Schedule regular check-ins to provide feedback, answer questions, and address any concerns they may have. This shows that you are invested in their success and are available to support them.
Mentorship
Pair them with a mentor who can guide, advise, and support them as they navigate their new role and the organization. This can be a more experienced colleague or someone in a similar role.
Resource Allocation
Ensure they have the resources they need to succeed, whether it's access to software, equipment, or training materials. A lack of resources can hinder their ability to perform effectively.
Encourage Questions
Create an environment where asking questions is encouraged and welcomed. This helps new employees feel comfortable seeking clarification and guidance when needed.
Recognition and Encouragement
Acknowledge their contributions and achievements, no matter how small. Positive reinforcement boosts morale and motivation, helping them feel valued and appreciated.
Development Opportunities
Provide skill development and growth opportunities through training programs, workshops, or conferences. Investing in their professional development shows you are committed to their long-term success.
Open Communication
Foster open and transparent communication channels where employees feel comfortable sharing their ideas, feedback, and concerns. This helps build trust and strengthens the relationship between leaders and employees.
Lead by Example
Demonstrate the behavior and values you expect from your team members. Your actions speak louder than words, and leading by example sets the standard for professionalism, collaboration, and integrity.