in different situations with different styles, and make note of what works and what doesn’t. If you liked this article, check out MyCareer@VA’s tips on effective communication with potential employers (). You may also like the TMS () training Your Career: You and Your Boss” on how to build a strong “Managing relationship with your supervisor. And as always, visit MyCareer@VA () and the VA Learning University () for more training and career development information. References: 1 Merrill, David W. and Roger H. Reid. Personal Styles and Effective Performance, 1981. Florida: CRC Press LLC. Policy Alerts The Secretary's Equal Employment Opportunity, Diversity and Inclusion, No FEAR, and Whistleblower Protection Policy Statement VA is strongly and unequivocally committed to equal employment opportunity, diversity and inclusion, and the protection of employee rights in the workplace. As we face challenges in our work environment, it is more important than ever that each of us recommits ourselves to these principles and redoubles our efforts to cultivate a safe, fair, and inclusive culture at VA. Our collective ability to deliver the best services and care to our Nation's Veterans is inextricably linked to sustaining an organizational culture that protects and empowers the voices of all employees and leverages the diverse talent of all of our human resources. This includes creating a climate that embraces constructive dissent, welcomes critical feedback, and ensures compliance with legal requirements. An essential component to this is the demonstration of VA's Core Values: Integrity, Commitment, Advocacy, Respect, and Excellence. These enduring values create the foundation for an environment that fosters diversity and inclusion. We must be vigilant in ensuring that our words and behaviors congruently promote a culture that facilitates employee engagement and hears all voices. The full 2014 document summarizing VA's EEO, diversity and inclusion, and No FEAR-related workplace policies is online at . Whistleblower Protection Leaders are responsible for establishing a workplace atmosphere in which employees are comfortable highlighting and sharing their successes—as well as identifying areas in which we can improve. Whether that means notifying managers and supervisors of isolated gaps or bringing attention to larger, systemic issues that impede excellence, it is important that all employees are
in different situations with different styles, and make note of what works and what doesn’t. If you liked this article, check out MyCareer@VA’s tips on effective communication with potential employers (). You may also like the TMS () training “Managing Your Career: You and Your Boss” on how to build a strong relationship with your supervisor. And as always, visit MyCareer@VA () and the VA Learning University () for more training and career development information. References: 1 Merrill, David W. and Roger H. Reid. Personal Styles and Effective Performance, 1981. Florida: CRC Press LLC. Policy Alerts The Secretary's Equal Employment Opportunity, Diversity and Inclusion, No FEAR, and Whistleblower Protection Policy Statement VA is strongly and unequivocally committed to equal employment opportunity, diversity and inclusion, and the protection of employee rights in the workplace. As we face challenges in our work environment, it is more important than ever that each of us recommits ourselves to these principles and redoubles our efforts to cultivate a safe, fair, and inclusive culture at VA. Our collective ability to deliver the best services and care to our Nation's Veterans is inextricably linked to sustaining an organizational culture that protects and empowers the voices of all employees and leverages the diverse talent of all of our human resources. This includes creating a climate that embraces constructive dissent, welcomes critical feedback, and ensures compliance with legal requirements. An essential component to this is the demonstration of VA's Core Values: Integrity, Commitment, Advocacy, Respect, and Excellence. These enduring values create the foundation for an environment that fosters diversity and inclusion. We must be vigilant in ensuring that our words and behaviors congruently promote a culture that facilitates employee engagement and hears all voices. The full 2014 document summarizing VA's EEO, diversity and inclusion, and No FEAR-related workplace policies is online at . Whistleblower Protection Leaders are responsible for establishing a workplace atmosphere in which employees are comfortable highlighting and sharing their successes—as well as identifying areas in which we can improve. Whether that means notifying managers and supervisors of isolated gaps or bringing attention to larger, systemic issues that impede excellence, it is important that all employees are
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