admin39, Author at National EAP

Posted on July 12, 2024

Posted on June 27, 2024

Posted on May 16, 2024

Posted on May 1, 2024May 16, 2024

Posted on December 28, 2023January 24, 2024

Posted on December 28, 2023January 9, 2024

PROGRAM DESCRIPTION

This dynamic 5-week program for emerging managers will provide the opportunity to learn, grow, and connect with peers from various industries across the country. We’ve designed this course to help managers build a strong foundation for effective leadership, with a particular focus on interpersonal communication and applying the principles of Everything DiSC®.

During this live training program, participants will:

Navigate the shift from individual contributor to manager.
Discover their DiSC Management style to enhance managerial approach and employee interactions.
Understand how their style informs their approach to directing, delegating, and employee motivation.
Utilize strategies to deliver effective feedback and performance management.
Identify skills to communicate more effectively with senior management.

PRICING

NEAP Members: $1,895
Non-NEAP Members: $2,195

**Early Bird Discount: save 10% when you register before February 1, 2024

Classes: 10 am – 12pm EST

Tuesday, 02/20/24 – Session #1
Tuesday, 02/27/24 – Session #2
Tuesday, 03/05/24 – Session #3
Tuesday, 03/12/24 – Session #4
Tuesday, 03/19/24 – Session #5

How to get started:

To Register: Click here
Sign up today! Spaces are limited and they will go fast due to the high demand!

PROGRAM OUTLINE

Session 1: Management 101

Overview of the program and expectations.
Meet your cohort and learn about their journey to management.
Identify the differences between bosses and leaders.
Recognize the challenges of transitioning from a peer to a leader and identify strategies to ease the transition.
Explore the role of a people manager.
Discover Everything DiSC®.

Session 2: What is Your Management Style

Learn about the DiSC® model and how it informs the role of the manager.
Discover your management style on the Everything DiSC® Management Map.
Explore the priorities that drive your management style.
Explore the influence your management style has on how you manage time, make decisions, and approach problems.
Discover how your style helps shape your day as a manager.
Learn a method for recognizing other people’s DiSC® styles.

Session 3: Directing and Delegating and Creating a Motivating Environment

Learn about your natural directing and delegating style.
Identify the directing and delegating needs of different people.
Write an action plan for improving how you direct and delegate to a person you manage.
Learn how you affect the motivation of others.
Recognize what different people find motivating and demotivating.
Write an action plan for creating a more motivating environment for someone you manage.

Session 4: Performance Management and Accountability

Discover the strategies for effective performance management.
Explore the impact of quality developmental feedback on your team’s performance.
Identify effective strategies to deliver feedback that your employees can receive well.
Learn how your DiSC ® style influences how you deliver feedback and hold others accountable.
Work with your peers to identify strategies for creating a culture of accountability for your team.

Session 5: Developing Others and Working with Your Manager

Learn about your natural style of developing others.
Identify the development preferences of different people.
Write an action plan for developing a specific employee.
Consider how your manager might see you.
Discover different approaches for getting buy-in from your manager.
Write an action plan for improving how you work with your manager.

We’re excited about this initiative and look forward to starting this journey with you. Together, we can unlock new levels of leadership excellence and empower your teams to reach their full potential. Got questions? Reach out to us. Our team is standing by to assist you.

Posted on December 21, 2023December 21, 2023

Robert Vitelli, LGBT Network; Michael Romano and Louis Cannizzaro, Cannizzaro Law; Aoifa O’Donnell, National EAP; Brian Rosen LGBT Network

Written by: Adina Genn

As seen in Long Island Business News, December 21, 2023

See Article Here

A law firm has been awarded the first Long Island LGBT Chamber of Commerce small business grant.

Cannizaro Law, an LGBT-owned firm in its first year of business with a focus on LGBT estate planning, was awarded a $2,500 grant. With the grant, the firm intends to offer in-person seminars to help LGBT people plan for their future.

Launched in 2022 by the LGBT Network, a nonprofit that supports the LGBT community, the chamber also announced its first grant sponsor, National EAP, an employee assistance program provider.

Aoifa O’Donnell, president and CEO of National EAP, said in a written statement that the organization is “delighted to be the first business grant sponsor for the Long Island LGBT Chamber of Commerce, offering financial support and opportunity to a new LGBT-owned small business.

“As DEIB [diversity, equity, inclusion and belonging] and work/life service experts, we are particularly thrilled to congratulate Louis Cannizzaro for launching his legal practice to meet the specialized estate planning needs of the LGBT community,” she added. “His new practice will ensure LGBT individuals experience both knowledgeable and affirming legal services, a key component to successful work and life health planning.”

Louis Cannizzaro, principal of Cannizaro Law, which has an office in Long Island City, said he was grateful for the grant.

“We are so grateful for the support of National EAP and the coordination from the Long Island LGBT Chamber of Commerce via LGBT Network – this is helping us meet our marketing objectives that is going to help us thrive in our first year of business,” he said in a written statement.

“We’re here as a resource, because as experts in this space, we know that LGBT people have specific needs and there’s a lot to know and understand,” he added.

“This is a great success of the work of our chamber – to support LGBT-owned businesses to take their next steps, and doing so by connecting them with other established companies,” LGBT Network CEO Robert Vitelli said in a written statement.

“In this instance, we have one small business helping another,” Vitelli added. “Now, we want to spread the word so that we can replicate this success and partnership and continue to help other LGBT-owned small businesses on Long Island to grow and thrive. The LGBT Network is celebrating its 30th anniversary – this is a snapshot of what we see for the LGBT community for the next 30 years.”

Posted on October 23, 2023October 23, 2023

By: Aoifa O’Donnell

CEO & President of National EAP, Inc.

Are you tired of hearing about “Work/Life Balance”? If so, you are not alone.

A few weeks ago, a request came in to me for this very session to be delivered at an upcoming Women’s Leadership conference. My colleague Erin McKown and I cringed as we discussed the topic. We felt it has become so old, so jaded…and frankly a mere gloss over the complexity of what women truly seek and often find elusive.

How is balance even defined these days? Is it when we find ourselves in a state of flow? When we feel content in all aspects of our lives? Or when we actually manage to pull off juggling sleep, work, family and personal time seamlessly?

As Erin and I explored the question “What conversation do WE want to have with women leaders at a women’s conference?” we came up with three categories.

First, as working mothers with young children, our thoughts naturally gravitated to:

the realities of parenting, while working, while also growing our careers
how crushingly hard parenting can be, and the internal and external pressures women face to work like they are not parents and parent like they don’t work
the multitude of roles women play as caregivers and the impact on their lives

Next, we dived into the environmental and external factors critical to success:

the tightrope women walk in the workplace to climb the ladder
What work environments women should seek out, or fight to create, in order to have their best opportunities for life and career success
how critical it is to have a support team to build you up, cheer you on and carry you as needed in work and home
How to resource up so you can do work or home successfully

Ultimately however, we determined the most important conversation we want to have with women leaders for work and life success is:

The importance of knowing your worth in all arenas and not letting anyone compromise it
How having clear boundaries and sticking to them is key
How necessary transforming your self-dialogue is so you can break free from old negative thought patterns
How asking for help when needed is brave and strong
How forgiving yourself for your mistakes is necessary to start anew
Acknowledging that life’s challenges offer opportunities for growth
Granting yourself and others grace daily to enjoy more personal freedom and mental clarity
That it is ok to go for the goal, even when we are not certain we will make it. Take the shot. We’ve only got one life and not to waste it in indecision
That all women are fully deserving of a wonderful life of your own design. It begins with imagination, oftentimes grit and always action
How incredibly powerful being a disruptor in your life is because “if you always do what you’ve always done, you will always get what you’ve always gotten”. (unknown)
To recognize when you run into other people’s limiting beliefs and not take them on as your own

Too often the “work/life balance” discussion burdens us with more pressure and self-blame of all the shoulds and woulds we need to do to become…(fill in the blank).

It is time to foster deeper dialogues that allow women to invest wholly in themselves, free from guilt or shame. To grasp the factors that can hinder our progress and realize the vast possibilities when we lean into our aspirations.

Sometimes in life when something won’t balance it’s pointing to a much deeper issue. And that issue may not be you, but rather the system in which you are trying to operate in.

Let’s start with the question “Do you like how you are living your life today?” and go from there.

Posted on October 23, 2023

Posted on June 28, 2023June 28, 2023

Written By: Kerrie O’Neill (She/her) Chief Program Officer LGBT Network

In 1997, Ellen DeGeneres came out as her sitcom character and as herself. Within the year, her sitcom was canceled, and she did not work again for years. 26 years later, coming out in the workplace must be significantly better, right? The answer is complicated. In some ways, yes. Some industries have Diversity, Equity, Inclusion, and Belonging (DEIB) Initiatives that include sexual orientation and gender identity. Some states have LGBT employee protections. However, here is what the data says:

The workplace is still hostile. According to a 2021 national study by the Williams Institute, two-thirds (68%) of LGBT employees still hear negative comments about LGBT people at work. Nearly half (46%) experience unfair treatment at work related to their LGBT identity.
The workplace is still not retaining LGBT talent. More than one-third (34%) left a job due to anti-LGBT treatment by their employer.
LGBT people still do not feel safe coming out at work. 50% are not out to their supervisor and 26% are not out to any co-workers at all.

Research shows that being out at work is good for employees and good for business. Out employees thrive in the workplace – they create deeper bonds with colleagues, exhibit more commitment, are more likely to stay and grow within the company. Companies with a high LGBT Equality Index or other indicator of LGBT-inclusivity have higher productivity, higher retention, and are more profitable. So, how can we improve our workplace culture so that LGBT employees feel safe to be out? Here are 5 simple steps to get started:

Visibility: Display rainbow safe space stickers or progress pride flags in offices, lobbies, or other common areas as a clear visual that your business is safe for LGBT employees and patrons.
Professional Development: Invite in LGBT speakers. Mandate LGBT sensitivity in your onboarding and ongoing professional development practices.
Pronoun Usage: Invite employees to share their pronouns in their email signature, Zoom or MS Teams name, social media profile, and/or business cards.
Mindful Language: Encourage employees to use gender neutral language (e.g., “spouse” instead of “husband or wife”; “that person” instead of “him or her”) until they learn what terms a person uses to describe themselves.
Inclusive Policies: Include sexual orientation, gender identity, and gender expression in your zero tolerance non-discrimination policies. And post it widely, so staff and constituents are aware!

And as a critical bonus step: Commit Year-Round! Demonstrate LGBT-inclusion beyond just Pride month in June. There are countless ways to remain involved and actively affirming throughout the year such as National Coming Out Day (NCOD) in October or Transgender Day of Visibility in March. Our employees, clients, and patrons are LGBT 365 days a year, so our LGBT DEIB efforts need to be as well.

About the Author:

Kerrie O’Neill, LMSW, (she/her) is Chief Program Officer at LGBT Network.
An out-and-proud lesbian, she has more than 25 years’ experience in social work, with over 15 of them dedicated to creating safer spaces for LGBT people. LGBT Network is a non-profit organization that is both a human services provider and advocacy agency for LGBT people of all ages, with multiple community centers across Long Island and Queens, NY. www.lgbtnetwork.org

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Author: admin39

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2024 Schedule

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By: Aoifa O’Donnell