As the pandemic abruptly turned life upside down around the world, roughly a million public school kids in NYC were thrust into a wildly inconsistent learning environment, with repeated openings and closings of school buildings and systemwide shifts to online learning as COVID-19 rates surge.,While education officials promise to reopen schools this fall for full-time learning again, many New York City parents and students are calling for more than academic recovery, but a reckoning with the disrupted school system’s mental health toll on kids.,A Year Of Anxiety And Turmoil In the short term after Mayor Bill de Blasio announced that public school buildings were closing on March 16th, 2020 and students were shifting to remote learning, some kids said they initially celebrated a break from school.,Disparate Impacts For New York City’s public school system, whose enrollment is 41% Latino, 26% Black, 16% Asian and 15% white, the deadly toll of the pandemic has been acutely felt: “During the first five months of the pandemic, an estimated 4,200 of 4 million children in the state lost a parent or caregiver to coronavirus, a rate of more than one out of every 1,000, according to a report by the United Hospital Fund and Boston Consulting Group released at the end of September,” with more than half of those affected children residents of the Bronx, Brooklyn or Queens, according to Gotham Gazette, which reported the pandemic has disportionately taken parents away from Black and Hispanic families: 1 out of every 600 Black children, and 1 out of every 700 Hispanic children have lost a parent or caregiver, compared to 1 out of 1,400 Asian children and 1 out of 1,500 white children in New York.,The public school student population is also primarily low-income, a point which was hammered home last spring when the city Department of Education had to scramble to outfit hundreds of thousands of families with devices for remote learning.

89% of employees believe their work life is getting worse due to the pandemic, and 56% feel that their job has become more demanding, according to recent research.,Similarly, virtual connection-building tools (or internal talent marketplaces) can encourage contacts between individuals and teams, make personalised recommendations to link employees with like-minded colleagues or mentors, and support onboarding processes by connecting new hires with their team.,Digital interventions

New AI-driven technologies based on workplace data offer employers the ability to identify employees who are struggling with pandemic fatigue.,The ability to grow and develop, especially during times of change and stress, should be a high-priority business initiative, and leaders can seize this opportunity to cultivate a learning mindset in their people and organisations.,In order to regain the momentum of their initial rapid pandemic response back in March 2020, businesses can look to the vaccine rollout as a fresh opportunity to mobilise their teams for action. read more

Principles for energizing and developing talent Image: Depositphotos.com In its 3.0 model, Appelo shares several principles that serve to support the work of leaders and teams in today's changing world.,In other words, in the end and in essence, people care more about satisfaction than external rewards, although they should not be lacking, and he explains that there are three factors that new management leaders need to take into account to boost talent: mastery -the desire of each one to be better in what is important to him-, autonomy -the impulse to guide his own life-; let me mention self-leadership-; and purpose - intention to serve something greater than ourselves.,Empower teams To achieve this, the author of Management 3.0 points out that it is entirely possible for each team to organize itself, if it has the confidence of the leaders.,Improve everything and observe the team environment It is key in the management 3.0 model to focus on real continuous improvement, for which it is necessary to facilitate change processes and model the natural resistance that may appear.,Some suggestions for leaders are to observe the team environment, what they need, and let it be known that you are available; find cracks or faults and go to their roots to promote solutions that the team implements; define clear and specific goals and have great communication skills, a key factor of every good manager.