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Megan Jaworski

Founder of Optimism Co. inspiring and equipping leaders and teams in Not-for-Profit and Social Enterprise sectors to lead with empathy, courage and resilience for a flourishing workplace.

Megan Jaworski is the Chief Executive Officer and founder of Optimism Co., an organization dedicated to inspiring and equipping leaders and teams, particularly in the not-for-profit and social enterprise sectors. Her work focuses on fostering personal leadership, wellbeing, and optimism among leaders and students to create positive social change.

Prior to launching Optimism Co., Jaworski operated her own business for nearly four years, where she helped women navigate various personal and professional challenges, including transitions into motherhood and launching successful businesses. She emphasizes the importance of optimism, defined as hopefulness and confidence about the future, distinguishing it from toxic positivity. Her approach involves acknowledging challenges while maintaining a belief in the possibility of positive outcomes.1

Jaworski's commitment to leadership development and personal empowerment reflects her belief that the world needs more optimistic leaders to address contemporary challenges effectively.

Highlights

Jun 14 · linkedin

Last week I ran a workshop for fifteen women from Afri-Aus Care Inc. a Not-for-profit that supports African Australian women and refugees primarily from South Sudan and Somalia.

We spoke about the importance of leading ourselves so that we can lead our families and others better.

During the workshop a woman asked me “how do I not feel guilty when my kids need help for their homework and my English is not so good, so I can’t help them.”

My heart broke.

She felt like she was letting her children down.

Here’s a condensed version of my response:

Guilt isn’t necessarily a bad thing. It can be used as a compass to point us in the right direction. We can ask our guilt: What is this trying to teach me? The problem lies when we make our guilt turn into a reflection of our identity. I continued to say:

“The guilt you’re feeling might be telling you to speak to your children’s teachers about your concerns with your limited English in helping them with their homework. Or, your guilt might tell you to hire a tutor once a week. Or, to trust that you’re a brilliant mum even though you can’t help your children with their homework.

Your guilt becomes a problem when you tie it to your identity in a harmful way. Such as ‘I’m a bad mum because I can’t help my children with their English’. That’s when your guilt turns to shame and when it becomes a problem. When our guilt leads to an attack on our identity and how we see ourselves, that when it is harmful to our self-worth."

This lady smiled at me and thanked me and said that makes a lot of sense.

Then the questions came flooding in and for thirty minutes I was able to support these incredible women with things from - ‘how to ask for what we want when our culture hasn’t supported women to do’, to ‘how to help our children when they feel afraid’.

At the end of the workshop the women shared with me delicious Somalian donuts that they eat during Ramadan (but made especially for us) and thanked me for running the workshop.

I then met two incredible women who between them have 23 children (pictured)! They were sharing how lonely it can be as a migrant in Australia when your culture is so community focused.

Organizations like the one I spoke at today create community. They’re vital to the mental health and well-being of our society.

I feel so grateful I got to share my work with them last week.

#leadershipcoaching #workshopfacilitation #notforprofit

May 24 · linkedin

Last week I ran an online training session in Canada for a team of nine people for a not-for-profit, and a really important question was asked:

“How do I show empathy and be vulnerable without disclosing all my problems? I still have work to do!”

Such a brilliant question, I was so happy she asked!

The fallacy most people believe is that to build rapport, demonstrate empathy or be vulnerable as a leader then we have to either:

  • Listen all day to people’s problems
  • Disclose all our problems

Both those options are incorrect.

You can build rapport, demonstrate empathy and vulnerability without over sharing or allowing the person to overshare with you!

Here’s three ways how:

  1. Before each meeting do a two word check in. This is what Brene Brown does before a meeting with her team. It breaks the facade that everything has to be ok, allows team members to share how they’re really feeling, and keeps things short. Then you can follow up with anyone after the meeting who might have share something that was more vulnerable or challenging if you wish.

  2. Validate their emotions. You don’t need to share anything personal in order to demonstrate empathy. This can look like “that sounds like a really stressful situation you were in. No wonder you’re feeling fragile today.”

  3. Book in regular allocated times with team members to have a longer check-ins. This might be a fifteen minute check-in where you ask key questions and provide a safe space to actively listen and ask clarify questions, such as “what does support look like?” “Are there challenging intentions that we need to surface and name?”

Building the ability to empathise, build rapport and be vulnerable as a leader is a skill that takes practice and the willingness to lean in and get ‘messy’, make mistakes and learn.

When you do, you and your team are more likely to flourish and thrive.

Thoughts?

#empathyatwork #workplacetraining #leadershipcoaching

Related Questions

What inspired Megan Jaworski to start Optimism Co.?
How has Megan Jaworski's background influenced her approach to leadership coaching?
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What challenges has Megan Jaworski faced in her career, and how did she overcome them?
Megan Jaworski
Megan Jaworski, photo 1
Megan Jaworski, photo 2
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Location

Greater Melbourne Area