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Chantel DaCosta
Hello, I am an editor based in Kingston, Jamaica. I lead a team of three content writers in the Caribbean and we work for a marketing and advertising agency. I am here to learn and grow and develop.
Location Kingston, Jamaica
Activity
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Chantel DaCosta replied to Chantel DaCosta
@StefaniaStegner Thanks Stefania. I eventually retook the tests and got the certificate and I have since done other training courses with success.
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Chantel DaCosta made a comment
I think I am digitally savvy but it never hurts to reinforce things and of course I hope to learn new things.
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Chantel DaCosta made a comment
Thanks so much for a great four weeks of learning.
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Chantel DaCosta made a comment
This has been a fantastic course and I learned some things that I will implement and I also feel as if I am on the right path as a leader of a hybrid team.
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Chantel DaCosta made a comment
I have been leading a hybrid team since 2018 and I trust the ladies that I work with 100% but trust takes time to build so be patient and put in the work. I over-communicate and I lead by example so for example, if I am leaving my workstation even for a few minutes, I message the team in our Teams group and let them know so they in turn will follow and keep...
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Chantel DaCosta made a comment
Sarah would need to over-communicate and set clear objectives for each team. She may need to meet with people one-on-one weekly to catch-up and try to have at least a weekly or biweekly meeting with all team members together. Messaging apps are useful as well.
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Chantel DaCosta made a comment
Our team uses Microsoft Teams for communication and we have a WhatsApp group.
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Chantel DaCosta made a comment
I trust my team 100%. I trust that are online and working for the nine hours throughout the day even if I don't see them in Teams. We don't have an official registered clock-in system and we live in different time zones so I trust that some of my team members are online an hour ahead of me for their start time at 8am each workday. I have faith that they are...
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Chantel DaCosta made a comment
There are members of my team that I only met once in-person so most of our interactions have been virtual and I must rely on them to self-motivate and deliver on assignments. I trust my team 100%.
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Chantel DaCosta made a comment
We worked on the launch of a new vertical in 2021 and we all created profiles for restaurants in a country that most of us never even visited, it was a long process with lots of online research but we were successful. We were evenly divided in the tasks and each person got assess to the same shared spreadsheet and we could track our progress throughout the two...
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Chantel DaCosta made a comment
I hope I do better in week four than I did in two and three.
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Chantel DaCosta made a comment
I am not getting a certificate for this course. I am learning but I am failing the tests. And I haven't done a training course since 2020 and I feel so off with these tests.
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Chantel DaCosta made a comment
I think Sherry-Rose helped rebuild trust by engaging the team members especially through one on one meetings and revisiting the goals. And the social meet-ups fortnightly was a nice touch as well.
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These are fantastic tips.
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Chantel DaCosta made a comment
I try to have open discussions around well-being as well as assignments with my team. I do check-ins, especially on Monday mornings and post-holidays. I am particularly aware of those on my team that live alone.
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Chantel DaCosta made a comment
Burnout
Examples:
Exhaustion
Missed deadlines
Poor quality of works and frequent errors
Requesting time off -
Chantel DaCosta made a comment
I think burnout was one thing I found and there were minor conflicts.
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Chantel DaCosta made a comment
It has been working for me and my team. We were hybrid before COVID-19 and have improved our communication channels since the pandemic started.
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Chantel DaCosta made a comment
I felt like I did well with the exercises, but I bombed the week two test.
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Aced that exercise.
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Chantel DaCosta made a comment
Great list
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Chantel DaCosta made a comment
Dear VP,
Good day,
I am writing about the current state of our organisation’s performance, and I have a few ideas I’d like to share with you that may help turn things around. I think we need to revisit and revise the KPIs and the current team appraisal systems to ensure that they best capture and reward work and engage the team with exciting rewards to... -
Chantel DaCosta made a comment
One way is through the annual appraisals and evaluations and annual rewards such as rewarding the person who embodies most of those values. Team virtual and mixed hybrid quarterly meet-ups can help reinforce the values. When you are no longer aligned with the company's values then it is time to leave and move on.
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Chantel DaCosta made a comment
Number one would be communication that must first be established with tools needed so everyone can communicate clearly with each other. My company uses Microsoft Teams but I also have a WhatsApp group for my writers and our director so we can communicate more informally. That is a good thing that we have implemented. Second is remote project management we need...
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Chantel DaCosta made a comment
Most of my ideas aligned with the principles shared, but I must be honest and share that I have slacked off on doing one-on-one meetings with my team members.
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Chantel DaCosta made a comment
The planning stage should be collaborative and include team members and helping them set SMART goals. During execution, it would have to include regular update meetings to ensure the team is on track and if adjustments are needed and evaluation stage requires a frank one on one conversation with each team member about their performance and successful team...
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Chantel DaCosta made a comment
I learned some new ways to engage my hybrid team in the discussions during week one.
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@LisaT Thanks, Lisa. We definitely need to set clear boundaries. I will bring this up in our next team meeting.
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Chantel DaCosta made a comment
My team has always been hybrid. My director lived in another Caribbean island for years meanwhile, I had team members in other countries, and at only one point did I have team members working from the same office as I did so I am used to navigating the hybrid workplace, but since COVID-19 leading a hybrid or remote team got harder and the company's policies no...
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Chantel DaCosta made a comment
Listening to individual team members' needs and assessing the quality of work produced virtually vs being in the office environment and setting clear expectations and deadlines for work regardless of where the team member is located or working from.
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There has been a tendency to work longer hours and go beyond the 8am to 5pm work hours and even be available on the weekends since we've shifted to working virtually and I wish that wasn't the case but I am not sure how to make a shift.
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@DimitraAmaxilati My company does this, but I often wonder if HR reviews the responses because everything has stayed the same in the last three years.
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Chantel DaCosta made a comment
I've seen an increase in meetings, things that were once communicated via an email are now Teams calls and meetings.
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Chantel DaCosta made a comment
Frontline workers such as the military, healthcare and emergency services.
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@MelanieSchneider I agree that the advantages far outweigh the potential negatives. In the Caribbean where I work we've definitely had our share of IT/internet issues and outages that impact work but my team has never been more productive.
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Chantel DaCosta made a comment
One advantage of remote work is work-life balance, especially by cutting commute. One disadvantage is possible at home distractions.
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Chantel DaCosta made a comment
My team is currently hybrid. Most of us work from home, and one individual goes into the office twice weekly. Our core challenge is getting to be more social. We are a productive team and get our tasks done on time and few errors (we work in editorial and content creation). The key opportunities include the option to work from anywhere. One team member got a...
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Our flexible work arrangement policy that allowed company members to work remotely was introduced in 2018 but most departments continued to work from the office and when COVID hit that all changed.
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Since the COVID-19 lockdowns, I've only been back to the office twice, and they were only for part work days. The company is pushing for a more hybrid arrangement, but my team is fully remote at the moment, except for one writer who goes into the office twice a week.
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Chantel DaCosta replied to Sonya Moon
I like the Tea Room idea.
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Chantel DaCosta made a comment
Throughout 2021 and 2022, we incorporated a segment in our weekly team meetings on Mondays called 'get to know the team' where we each took turns asking get-to-know-me questions, and each team member would answer. We did this for a year, and it was a great success, but since then we haven't had that many social activities, so I am keen to learn some of those...
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Chantel DaCosta made a comment
Hello, I am Chantel DaCosta, an editor in Kingston, Jamaica. I lead a team of three brilliant writers based in Jamaica, Grenada and Barbados. We've always been a hybrid team, but since COVID-19, we've drifted apart and wanted to learn about tools to help the team stay motivated and boost morale.
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Chantel DaCosta made a comment
My team continues to be virtual. We all work remotely in different countries and time zones for years, but since COVID-19, I feel we've drifted apart as a team. I hope to learn tips on boosting team morale, increasing engagement, and creating a sense of purpose for my team.
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Chantel DaCosta made a comment
I am in the default mode frequently. And at work I am often expected to multitask with projects with competing deadlines.
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Chantel DaCosta made a comment
Hello everyone, the disaster that I personally lived through was a hurricane. I am Jamaican and in September 2004 we were impacted by Hurricane Ivan. In my house we lost power which wasn't restored until close to two months later. Our house withstood the hurricane with minor damages to the roof, that was fixed shortly after. There were downed trees. But some...
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Chantel DaCosta made a comment
First thing to do is a needs assessment of the community, those at greatest risk, children, the sick, those who have any physical challenges,
First assistance is needed in the basics, food, water, shelter, clothes and medicine.
Communication is needed with local community leaders to get help to assist the wider community.
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Chantel DaCosta made a comment
This has been a great course. Wonderful learning experience. Some of the stakeholder information is also shared in the Leading A Team course but that is OK. The information is reinforced and it is time for the revisit my own department and company stakeholder analysis and relationship building plan.
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Chantel DaCosta made a comment
The most important stakeholder group for any business are the owners/shareholders.
The most influential stakeholders are the business owners/shareholders. However, customers make and break business. Whether it is a product or service delivery business, customers and their interests must be prioritised. Owners and managers must also pay close attention to... -
Chantel DaCosta made a comment
Original Travel Stakeholders are:
Original Travel owners and managers are Alastair Poulain, Nick Newbury and Tom Barber. Their primary interests are financial returns, and secondary capital growth and successful diversification and integration of the Tim Best brand.
Original Travel customers will want great service in short holidays and value for money.... -
Chantel DaCosta made a comment
Starbucks - Owners, investment shareholders, franchise owners, employees, customers, and suppliers.
Oxfam- donors (private and government), volunteers, communities, and aid recipients. -
Chantel DaCosta made a comment
It was very interesting. It shows the power of social and overall community interests. And why everyone who watched the video were not direct high influence stakeholders in any ordinary scenario, these specific circumstances show how individual influence and voice can impact companies.
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Chantel DaCosta made a comment
What do you think are the strengths and weaknesses of this approach to decision making?
It is great to have a solid process to follow however it is time consuming to go through all these steps.
If you were involved in this decision in the real world, is there anything you’d do differently?
I’d ask team members who have hosted clients to share their... -
Chantel DaCosta made a comment
I have no idea why this topic intimidates me but it does. I am a content creator and team leader of the writers. One area with information and data that I am still learning is content marketing and using user analytics to inform how the content calendar is populated and what types of articles are promoted.
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Chantel DaCosta made a comment
Scenario one
I would use qualitative method. This is subjective but I am concerned with the aesthetics of the two illustrations, and how these images communicate key information about my company’s brand. The focus is on what design best suits the brand identity and message of the brochure, how do the colours make me feel and why certain design elements were... -
Chantel DaCosta made a comment
Sally could spend time in the lobby area and observe visitors and the staff, how the space is used and make notes on these, to collect data, then interpret how best the place can be utilised. Her interview can be a follow up after observing to avoid making assumptions about her observations. Then a questionnaire that is targeted can be distributed, meanwhile...
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Chantel DaCosta made a comment
Good managers may make bad decisions based on fear, being rush to decide, and not having all the information needed to make the best decision.
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This learning diary along with the PDP are very useful for tracking accomplishments necessary for work appraisals.
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Chantel DaCosta made a comment
I learn by taking things slowly and by practicing.
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Chantel DaCosta made a comment
I am a blend of a pragmatist and a reflector.
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Chantel DaCosta made a comment
The PDP was introduced to me at work in 2016 but until this week and this course, I have never thought of using the system to set work goals for myself an my career advancement. It is useful because now a vague wish for my career advancement is slowly being transformed into a goal and a plan of action that I can propose to my department director that I can...
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Chantel DaCosta made a comment
I will speak to my director about my PDP and my goals. In my orgnanisation a template is used very similar to the one attached for download in this lesson. I also believe that the official PDP system will have to initiated at the end of this financial year during final assessments.
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Chantel DaCosta made a comment
The SMART method gives direction and helps to stay on track with goals and pursuits.
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Good luck on finding the training and support you need Pauline.
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Chantel DaCosta made a comment
I am aware of my big weakness and I have been working at improving my best skills. Time to work on that issue and perhaps this will change everything for me at work.
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I would never have thought to use a SWOT grid to help interpret my own career and personal goals.
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Chantel DaCosta made a comment
I started my PDP, it is a two-year goal for work. I am keen on developing and growing in this business and at the same time work out how to transfer my skills to my own small business enterprise.
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Chantel DaCosta made a comment
As a child one of my first loves was stories and I wanted to be a writer. Later this interest shifted and I attempted other career paths. Presently, I am Senior Writer and manager of a small team of writers for a media and advertising company. I am very happy following a career path that I dreamed up as a child. My work days are different, growing up the life...
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Chantel DaCosta made a comment
I am democratic and I am trying to be, and offer to listen and get team input. And now, I guess I would like to also be affiliative and get to know my team members and what motivates each individual.
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Chantel DaCosta made a comment
According to the description from the Hay Group, Management Styles Workbook, Clough's approach was Coercive and Authoritative.
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Chantel DaCosta made a comment
Under Conviction:
People put more reliance on something that they have worked out for themselves. This has implication for delegation and what it means to build the individual delegatee.And then Impact: Sustained impact depends on transferring information to long-term memory.
In time, after team members have been trusted to do tasks on behalf of the... -
Chantel DaCosta made a comment
Good delegation is important because it builds trust and respect in the team. I have been a delegatee and really that is a good feeling and I did my utmost best to help my director. In all honesty, I am yet to delegate. I need to work on that. I almost fear that I will be asking someone to do something I ought to do myself. I need to work this out.
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Chantel DaCosta made a comment
I appreciate the approach that Adizes puts forward and I believe in the structure and culture organisation that I work in the approach I take to leadership will be varied. I can see clearly where they are some team projects and individuals that require me to become a producer and lead the team to be producers as well and at the same time I can also take on the...
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Chantel DaCosta made a comment
Carla was harsh. I would take some time to observe the team and get to know them. Introduce myself, I would also share my concerns in a calm manner, asking the team why they approach serving lunch the way they do. I would detail my health concerns for kitchen and ask how these may be addressed. I would listen to the recommendations and share my own ideas on...
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Chantel DaCosta made a comment
It is quite possible to utilise the two approaches. Can it be dependent on the team members being guided? Some people based on where they are in life and their attitudes towards work do need an X approach, meanwhile, there are others who can be trusted and it is easily understood what the motivations are.
I'd rather be guided by Theory Y in my own work life. -
Chantel DaCosta made a comment
1. Brandon - Bureaucratic management
2. Anita– Democratic
3. Kiradesh – Democratic
4. Jenny – Bureaucratic
5. Soren - Bureaucratic
6. Kei – Democratic
7. Cam - Laissez-faire
8. Edoardo – Autocratic
9. Ping – Democratic
10. Rafael – Bureaucratic/Autocratic -
Chantel DaCosta made a comment
Autocratic - pro is that the manager controls the decision making and can oversee easily the job roles and function because it was already decided by that leader. The weakness is that the team may not support and that is demotivating and also people may work against those pre-defined tasks and goals.
Bureaucratic - Pro very organised. Weakness limited...
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Chantel DaCosta replied to D C
This is so true. There is an expectation that people will take a certain pride in their work and when that doesn't happen it is hard to reconcile. But sometimes it comes down to motivation and really at other moments it is a difference in standards and what job expectations are.
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Chantel DaCosta made a comment
The leaders all appear to focus on results and that will always differ based on the organisation. I do appreciate Mr Westerman's approach of doing what his team members are expected to do. Really cannot be too big to do a task.
But at the same time, I feel as if there are moments when as a manager I should be able to tell someone to do something without...
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Chantel DaCosta made a comment
A Prime Minister would need to be diplomatic and in this case deal with other elected officials, there isn't any easy way to 'get rid' of someone. In fact in so doing it may be illegal and as such it really is a matter of being flexible.
A football manager based on the video and article can change players, there is that empowerment to do so.
In my...
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Chantel DaCosta made a comment
I'd like to be the kind of manager who inspires my team to work together. I want to foster a nurturing environment where people feel comfortable to explore and create. I want open communication. I want harmony instead of competition.
Bad managers often disregard team members. They dictate job functions and inflexible. Moreover, in my experience, bad...
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Chantel DaCosta made a comment
I am very new to a leadership role, close to three months in the job and I really don't know if I am doing things right. But I am keen to learn and I am trying to build my team.
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Chantel DaCosta made a comment
I really enjoyed this course. I learned so much that will help me the best manager I can be in my new role. Thank you.
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Chantel DaCosta made a comment
Jameel now needs to build new relationships. He would also likely benefit from a reward in pay or a new position within the newly structured team. Meanwhile, Suzette is motivated but she needs better rewards for her work by getting a better paying position, she appears to have great relationships with her team but she may also need to take on more...
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Chantel DaCosta made a comment
Rewards - We have a certificate systems to say thanks at the end of the year the person with the most certificates gets a reward, and a cash prize. Then as part of the performance system, the company offers a 5% of gross salary as a bonus.
Relationships - My team is small and we have close relationships, we chat and we share personal life updates. This is...
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Chantel DaCosta made a comment
In this example Jane and listening to Tim. She allowed him to speak with interrupting him and she asked questions.
Also, the big aspect that appreciated was when she asked to explain what I facial expression and body movement meant. This is brilliant. In the past, I have simply made assumptions about body language/movement and now I see where it would be...
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Chantel DaCosta made a comment
From the very beginning, it was obvious that Jane and was not prepared to be meet with Tim. She was still in her email doing other work, even her greeting to Tim lacked any warmth or enthusiasm. Jane was unkind, she didn't listen or engage or sympathise with Tim at all. In fact, she didn't even seem willing to give him time to listen to his concerns and help...
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Chantel DaCosta made a comment
I have never experienced coaching. However, I can see where in my present role, I may have to coach a team member in the upcoming year.
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Chantel DaCosta made a comment
My present director is the type of person who supports and coaches. However, in my previous role, the manager was one who directed.
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Chantel DaCosta made a comment
On this particular day, Martha may be overwhelmed by the crowd in the shop. I'd ask her why she asked people to leave. Also, Martha is a new volunteer and perhaps her induction into the culture of the shop and the relationships with customers is yet to be established. A simple one on one conversation in private with Martha will make a difference.
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Chantel DaCosta made a comment
There is some confusion with the gender assigned to Alex in the exercise, nevertheless with regards to helping Alex find out what is causing Zia’s change in performance, Alex would need to have a one on one talk in private with Zia about her performance.
Ask:
What is causing the absences? Is Zia or a member of her family sick?
Listen to Zia’s responses.... -
Chantel DaCosta made a comment
I have no experience in dealing with poor performance. In my present role, I will have to work on learning how to do this. In my previous job, the apparent practice was to move people to different departments when they were not performing at the standards expected. I don't believe this was a good approach.
I like the checklist, it is very detailed in how...
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Chantel DaCosta made a comment
I enjoyed Delroy Beverley's approach of looking at the bigger picture of the structures of the organisation, the goals and processes and then also looking at the individual to see what is happening in their lives that may be affecting their performance at work.
Also, in monitoring and appraising people's work there must be continuous clear open...
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Chantel DaCosta made a comment
We have a system in place, the PMP - performance management programme wherein annual company goals are set by the chairman, then filtered down to the CEO, the executive leadership teams, directors, managers to all staff.
Goals are discussed and agreed on and there is a mid-year point to review and if goals are not being met they can be adjusted or if the... -
Chantel DaCosta made a comment
Our main induction/orientation is done on the first day with HR and it is long and exhausting. I think I'd to adopt the appointment of a mentor or work buddy as well as waiting to introduce the new recruit to staff.
Where I work, the introductions are done all on the first day, early morning and I personally did not enjoy that aspect of being paraded around... -
Chantel DaCosta made a comment
The common theme is to focus on the time needed to invest in induction. Also, I really like the idea of sending a welcome note to new members. And the notes and reflections that Paul Mylrea shared is a fantastic idea.
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Chantel DaCosta made a comment
Over time, yes I have been introduced to the four elements. However, the start was somewhat rocky. And it was also the time I joined the company was still being restructured.
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Chantel DaCosta made a comment
My first day at my present job I was thrilled, I wanted to move from my previous job, I was ready for the change. And, I was also nervous. Going in on the first day, I knew that my department was new, I was the first person hired and my manager was based in another country, I was on my own and my induction was really a matter of slowing figuring out on my own...
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Chantel DaCosta made a comment
I will continue to develop my idea using the guide Realise Your Vision.
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Chantel DaCosta made a comment
Business idea
Proposition: Offer proofreading and editing services to Caribbean content producers.
People: Sole proprietorship
Online business, website based. People can upload samples of their work to be assessed and then given a free quote for the editing based on the level of improvement needed. -
Good luck Manuel. I hope the water purifier business will take off for you.
