Keynotes, plenary sessions, breakout sessions, concurrent sessions, seminars, and workshops delivered in-person, virtually, or prerecorded. Ask Kit about his breakout and concurrent session pricing!
Stress Sucks. It sucks your time, it sucks your energy and it sucks your productivity. Kit Welchlin is experienced in delivering proven strategies to help manage stress and increase productivity.
We all need to understand enough about stress to prevent as much of it as possible. We all need to identify and handle stress early to minimize the damage. We need psychological strategies and physical remedies to relieve the stress and increase productivity. Can you imagine a workplace where employees are motivated, energized and seeking challenge rather than being physically, psychologically and spiritually fatigued?
Kit Welchlin has delivered over 600 speeches and seminars on stress management to public and private organizations, helping employees to manage stress and increase productivity.
If you want results, contact Kit at Seminars On Stress. Kit will come to your organization, provide a seminar on stress and deliver proven strategies that will manage stress and increase productivity.
KIT WELCHLIN
Phone: 1-888-688-0464
Email: kit@seminarsonstress.com
Posted on 15 Feb 2025 in S.O.S Blog
Miscommunication and misunderstandings are part of work life. It is stressful when it happens, especially with difficult discussions and in stressful situations. Coworkers and colleagues often misunderstand each other; whether they know it or not. Mistakes and miscues cause stress. Though we don’t plan or expect to make life difficult for each other, we often mistake the ideas and feelings of a person of different generation. We can understand and improve communication between the generations with some understanding of their backgrounds.
A couple of weeks ago I spoke at the ND County Roads Conference in Fargo, North Dakota. My presentation was “Generational Communication: How to Connect and Communicate in a Multi-Generation Workplace.” Effective Communication is critical for organizational success.
Each generation had significant events during their formative years. These events and trends have affected the way each generation sees the world.
Veterans or Traditionals experienced the Great Depression and World War II. So, they don’t spend money freely and patriotism is very important to this oldest generation.
The Baby Boomers, grew up during the Vietnam Era, the Civil Rights Movement, and Women’s Liberation. This generation experienced being change agents and believe individuals can make a difference.
Generation Xers grew up with Watergate and corporate lay-offs. Gen Xers may not be able to fully trust government institutions or big business. Xers grew up in single-parent homes and are self-reliant and are independent.
Millennials or Generation Y grew up with school violence, terrorism, and multiculturalism. So, Millennials have a concern for personal safety and expect diversity in the workplace.
Gen Z grew up with the internet and leverage technology to simply their work and personal life. They work for organizations where they feel purpose and have passion.
Different life experiences create generational sub-cultures. A culture that has been shaped by the values, standards, and policies of one generation isn’t necessarily going to be compatible with the next generation. Throw in a big dose of technology and the friction gets worse.
Posted on 24 Jan 2025 in S.O.S Blog
You can manage stress more effectively when you have a mentor that shows you the ropes and introduces you to people that will help you succeed. Sometimes it seems hard to get a mentor relationship started.
You can manage stress more effectively when you have a mentor that shows you the ropes and introduces you to people that will help you succeed. Sometimes it seems hard to get a mentor relationship started. It would be ideal if your organization creates a clear strategy for mentor leadership opportunities. January is National Mentoring Month and you probably want to turn talking into acting. A thoughtful framework helps determine the guiding principles, clarifies reasons for the program, helps define the objectives, and create a plan for implementation. As a corporate keynote speaker, I recommend that the organization must be clear about the purpose of the mentor leadership program. Short-term and long-term goals need to be discussed. Given the scope of the program, it is important to determine who and how many mentors and mentees will need to be recruited. It is wise to consider the characteristics for selecting both mentors and mentees. If we are trying to develop new leaders, then we need to pair seasoned leaders with mentees. If we are seeking retention, we need to pair charismatic, or naturally social leaders, with mentees. It is important to provide skill building training for both mentors and mentees. All of the soft skills become critical, including empowerment, listening, supportiveness, collaboration, and assertiveness. The training should also consider how to assess strengths and weaknesses, how to identify developmental objectives, and how to discuss and clarify the roles and responsibilities of participants. Make sure your organization doesn’t just jump into a mentor leadership program without giving these guidelines some serious consideration. The key to mentor leadership is to take it seriously. As a keynote speaker on leadership, I strongly believe organizations must take the time to train staff. Our members, coworkers, and younger employees need us to provide a thoughtful framework that guarantees success for all. If you need to find a keynote speaker, plenary speaker, breakout speaker, concurrent session speaker, seminar leader, or workshop facilitator who can deliver in-person, virtually or via prerecorded session, Kit Welchlin, M.A., CSP, CVP, is a nationally recognized professional motivational speaker and author and can be found at www.welchlin.com or www.SeminarsOnStress.com.
Posted on 14 Jan 2025 in S.O.S Blog
One of the best ways to manage stress is to have a mentor or to be a mentor. When you are new to an organization there many questions, concerns, and awkward moments. Having a mentor relieves a lot of that stress. Being a mentor re-energizes leaders and provides comfort that miscues can be prevented.
Many of us are students of leadership and professional development. Since January was National Mentoring Month, it is probably a good idea to discuss it. Mentor leadership refers to the activity when a leader or a senior member of an organization shares their wealth of experience with a junior or inexperienced member. Mentor leadership is the creation of a personal development relationship between a leader or mentor, and a person in the organization that demonstrates leadership potential. Sometimes the recipient of the mentoring activities is referred to as a protégé, apprentice, or mentee. Mentoring is the act of sharing relevant insight and wisdom that accelerates the mentee’s personal and professional development. Mentoring not only helps the mentee, it also benefits the organization overall. As a corporate keynote speaker, I share that studies show that there is a positive correlation between a positive mentoring experience and a measurable improvement in productivity, retention, commitment, satisfaction, knowledge sharing, leadership growth, and succession planning. Given the positive impact, mentor leadership should be a strategic organizational priority. Signs of a successful mentoring relationship include: willingness of both mentor and mentee to ask questions, challenge ideas and suggestions, freely and openly discuss personal and professional goals, give honest feedback, and express appreciation for each other’s efforts. There are many people that can be magnificent mentors. Mentor leadership should be part of our standard operating procedures. As a keynote speaker on mentor leadership, I remind people that it takes time and commitment from both parties, but I think it is worth the investment. The mentor enjoys the satisfaction of watching someone grow, and the mentee gains a feeling of being valued. Not bad.
Posted on 18 Jan 2024 in S.O.S Blog
Is your schedule full and your stress level high? Do you have any time for distractions or delays? When others drop the ball, does it blow your stack? Often we don’t have room in our calendars for disruptions. How can we respond more effectively to delays?
When we get stuck in traffic, or the flight is delayed, or the train is late, we can start to get stressed out. But there may be a different and more positive way to look at delays in your life. I suggest you find delight in delays. When things don’t go as plan, and our schedule suffers a delay, have a list in hand of things you can do along the way. There are a number of things you can do now in this mobile world to take the pressure off. Here are a few suggestions. You can send a couple of short emails to help move other projects along. Do some brainstorming on a problem at work or at home. Review your calendar, and double check to make sure that nothing else you have committed to, is, or has, fallen through the cracks. Read that article that you just haven’t taken the time to read. Watch that video blog on how to find delight in delays on seminarsonstress.com. You can call your Mom or Dad for a quick chat…just to check in and catch up. You can call a friend back that you haven’t had the time call and at least leave a voice mail message. You can text a couple of people and stay in touch. You can take a couple of pictures, or review your photo gallery, and post to your social media. Simply find delight in the delays. Don’t be obsessed with the delay and with your plans being disrupted. You don’t need to feel trapped. You can feel free. You can delight in the delays Create a list of everything you would like to do, read, or consider. Keep it close and find delight in the delays. If your organization or industry suffering from significant stress, contact me at kit@seminarsonstress.com and I will deliver a presentation with physical and psychological remedies to dial down the stress factor.
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