A highlight from Episode #58 The Dying Art of Leadership: Anthony Casablanca

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Automatic TRANSCRIPT

Welcome back to our listeners and welcome to workplace perspective anthony casablanca theresa. Thanks so much for having me on the show. it's my it's my privilege. I'm super excited. I think this is really interesting topic but before we get started night distracted. Why don't you tell our listeners. A little bit about who you are and what you do. Turn sure so. It's spent spent thirty one years in various leadership roles over Up until two thousand fifteen. When i when i ultimately retired Throughout those years Those leadership roles included senior positions. Right so the last decade or so. I was vice. President human resources and vice president supply chain and a president of an operating company and all through those years i constantly engaged consistently engaged with people whose lives and life stories would just stop me in my tracks and just amaze me of what they were dealing with and i realized that that you know as part of my leadership responsibility or part of the responsibilities of a leader is to understand those things and and take those things consideration as they lead and actually provide avenues for people to talk about those things And so over the course of my leadership. I constantly sorta continuing to develop my ability to show respect for people and so forth. And i'm going to go off track just a little bit here. Because my brother is a co author and so he's he spent his time in funeral service and so he's dealing with emotionally traumatized grieving people on a daily basis hundreds of them a year. Fact maybe even thousands of the year and so A couple years ago. After i retired we decided that you know. There's nothing available to leaders in this space. And we've both had experiences that we thought we could share And so we came together and we wrote the book the dying art of leadership and we started a training company called the congress leaders which is really sort of a one of a kind company in that where the only leadership training company that solo focus is around helping leaders gain the confidence and skills required to to help grieving. Employees emotionally traumatized employees. Excel at work. That's sort of a quick little synopsis of thirty one years of history. I appreciate that you say that. But i think it's interesting when you talk about grieving or traumatized employees. I think the dying art of leadership. And you know your background. Allah leads to people leads. People i think to believe that you're simply talking about those. That are grieving over a particular laws. But it's more than that right. You're talking about employees who are not only grieving. We have experienced trauma in that regard. So can you. Can you tell us exactly what what what that encompasses it. When you say grieving employees. What are you talking about sure. That's a great question theresa. We we spent a fair amount of time in our in our leadership training programs getting leaders with one of the one of the critical points. We want leaders to walk away from our training with is that greece is not just the death of a loved one any emotionally traumatic event. That is significant enough to cause the person to feel that they're a reality as being altered is enough to trigger them is enough to trigger trigger a grief response in now and so when you brought it to that perspective. Things like divorce and a significant illness. Diagnosis of either the individual or family member Opioid addiction You know the list kind of goes on and on and on including an oftentimes this gets overlooked including a companies own initiatives will cause employees to enter the stages of grief and often times in that regard they're grieving in quotes gets misconstrued or gets perceived as a resistance to change when in reality. It's not they're just going through the stages of great so we're talking about something much broader than just the loss of a loved one. That's certainly a piece of it. But anything that alters.

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