Michael Caplan’s Post

As humans, it's important to remember that is exactly what we are HUMAN. We often wear many hats, some by choice most decided by the nature of the flow of life. Here the leader of said group has demonstrated appreciation and understanding of this and also displayed their own human tendency as an example. Not to follow but to remind themselves that they are addressing humans as a human themselves. Will AI be able to show such empathy and understanding if it were to be in a position of leadership?

World needs more such leaders.

Yes! More of this PLEASE‼️ My experience at a fintech startup was vastly different. The CEO there was extremely high-stress, often sending urgent Slack messages just minutes after an email. If there was no immediate response, a phone call would quickly follow. Environments like that are not sustainable. In contrast, this approach demonstrates true leadership. It also reflects a CEO who has earned the trust of their board members and is given the autonomy to achieve their goals. Unfortunately, the fintech CEO I worked with frequently failed to deliver, resulting in a lack of grace for any urgent tasks. I admire this company's approach and hope future CEOs take note. #leadership #trust #grace #fintech

How do you communicate your expectations for employees when it comes to after-hours emails and other workplace-specific digital boundaries? Following up on this post from Jennifer Marsh yesterday on the topic (below): The most practical step—which most legal teams don’t take—is spending the time to educate employees on how to set those boundaries. It’s one thing to set these expectations when onboarding new employees. It’s an entirely different thing to educate them on how this works in practice. Where can employees go to change their Teams or Slack notifications? How can employees update their availability to sync correctly across Outlook, Calendly, and Teams? Leaders, in my opinion, are responsible for not just setting org-level expectations—but also showing employees where and how to implement their preferences accordingly. Jennifer Marsh's post: https://lnkd.in/g7EmxwC7 #legaldesign #legalinnovation #legaltech #immigrationlaw

Good Cultures need to be practiced and inculcate in system...

A side note that I surely need to add at the footer of my mails.

I really like this Well Being Notice for emails sent outside “normal” working hours. 👌 However, I believe we have to eliminate the notion that an email needs to be responded immediately. If a matter needs immediate or urgent response, text or call. Although I try to respond immediately to my emails, I have reduced the stress related to responding to an email by giving myself a mental 24 hour window to respond to any email with at least a short acknowledgment of receipt. This 24-hour “deadline” reduces the tension associated with having to provide a quick answer. It gives me time to analyze the response and to continue focused in the task at hand. By like token, I expect anyone that I send an email to reply with at least an acknowledgement of receipt within 24 hours. For exchanges that require immediate responses or urgent responses, I use text and other messaging systems. P.S.- No need to rush, if you receive an email from me. I know you are busy. Just acknowledge receipt within 24 hours and, if possible, let me know when you will be providing the response. 😉 ✌️😎

Love this so much. Everyone's situation and preferences are different - what works for me may not work for you. Recognising this is important. Boards need to recognise this too. The hours Directors have to commit to an organisation may not coincide with the CEO, Executive, or other Directors. #takecontrolsolutions #Directors #BoardofDirectors #Board #CEO #Executive

There is bad practice, not-so-good practice, usual practice, good practice, and best practice. Bad practice: - You write out of hours with an urgent request, then call to make sure it will get done. I don't know anybody who would say no to this, unless they purposedly switch off their phone after work every day. Don't expect any type of compensation. Not-so-good practice: - You write out of hours with a tone of urgency. Most people will still answer. Some will pretend they did not see it. Only a few will acknowledge and kindly let you know they will answer first thing the next day, and check if this is fine. It usually is. Usual practice: - Write out of hours. Most people will read it and still consider answering straight away. Especially junior professionals. If the boss is still working, maybe I should too? Good practice: - Use the email scheduling feature to delay sending an out-of-hour email to business hours the next morning. Honestly, does anybody do this? Best practice: - Write when you like. Add a disclaimer to all communication stating that you believe in flexible working, and although this timing works for you, you don't expect it to work for everybody. Become an absolute legend. #wellbeing #flexibleworking #legend #mentalhealthmatters #raisingawareness

I came across this post and couldn't help but think, "Why isn't this the norm?" Respecting people's time and work-life balance should be a fundamental expectation in today's world. #WorkLifeBalance #RespectTime #ModernWorkplace #EmployeeWellbeing #WorkCulture #TimeManagement #WorkRespect #BalancedLife #HealthyWorkLife #ProfessionalRespect