Yashi Carrington
Senior Chemical Engineer (Ag.) at Ministry of Energy and Energy Industries
Yashi is a PCOS Positivity Coach and helps women with PCOS to deal with their condition with a positive attitude. She also facilitates "The Art of Being A Woman" (ABW) masterclass that...
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- PCOS Awareness and Coaching: Empower women to navigate PCOS challenges
- Creative Writing and Content Development: Enhance writing skills for diverse media
- Emotional Intelligence in Leadership: Cultivate effective communication and leadership skills
- Sustainable Energy Practices: Explore methods for environmental sustainability
- Zumba Fitness and Health: Promote fitness through engaging dance workouts
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Tricky Workplace Situation Handled
- Not enough practical experience
- Yes
- No
- I don't always have the motivation to change it but I know the necessity
- Other than the change of operations due to the pandemic, there is no major hindrance to changing it. There may be instances where there may not be funds if there is an opportunity for a training course.
- I may have made decisions where I didn't have the information but I always reassess once new information is brought to my attention. I think in some instances, I relied on the strengths of my team in areas I felt weaker in. I always make it a point to bring any matter to the team for discussion because each team member may have insight that I didn't
- Strengths - Excellent verbal and written communication skills, empathy and strong interpersonal skills, strong organizational skills, coaching style of leadership Weaknesses - Not enough practical experience in the industry Opportunities - I take the necessary training opportunities to build my knowledge and skills, I learn the strengths and capabilities of my team member well and therefore delegate accordingly (but fairly) Threats - The current employment arrangements are not the most stable so there are times when I may lose valuable team members
- I would say first you have to be aware of your expectations and communicate them clearly. Try to find the right persons from the onset or learn the strengths and capabilities of your team so you can trust them. Give feedback regularly and know your own strengths and value to know where you can best be utilised.
- Make a plan and talk it over with the team to determine the feasibility, examine your expectations and make room for obstacles
- Reflect on the positions you have to determine what you deem non-negotiable and what you are willing to compromise on and start making those compromises instead of always holding fast. Try someone else's plan or let someone take the lead on a project. If it goes well, you would be more assured in letting go of certain stances. Include persons in meetings or projects that you wouldn't have before.
- Figure out which area you feel most insecure about and start building skills or doing training. Competence build confidence. Invest in coaching to build your mindset.
- Try using "we" instead of "I", take time to listen to team members, do something nice or compliment them
- Do some emotional intelligence training, try putting yourself in someone else's shoes, provide a space where employees can come to you and really listen to them
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- I would advise to have many discussions with team members once assigning tasks, see how they felt, what tasks they enjoyed and didn't. Always give them the opportunity to step up but be kind and help
- I think they are very aware of their "why". When you know the reason you are doing something, you feel more motivated to push through. Marathon runners also do a lot of training and preparation for the main event. I also think they use visualisation and emotionalisation as they imagine themselves crossing the finish line and how they would feel once they finish.
- Marathon runners look at how far they've came; not how much further they've to go
- Marathon runners check their ego at the door
- Marathon runners keep moving forward even if things don't always go according to plan
- Marathon runners don't allow overwhelming feelings to paralyze them
- Trying to think about progress and not perfection, celebrating the accomplishments, giving yourself grace when things don't work out the way you hoped, putting aside the feelings and pushing forward
- I would approach the employee to ask if everything was alright, maybe they were having issues at home or feel they need to get additional training. I would let them know that they are very valuable and I want to help and support them as necessary. Depending on the answer, I can suggest trainings or perhaps direct them to the employee assistance program.
- I would reflect on the reason I made the wrong decision and be upfront about it. Apologise to the team and whoever was affected by it, and make arrangements to either rectify or assure the team that I will put things in place to avoid this in the future.
- I would have to reflect on the situation to see what tasks can be delegated or eliminated. I would also determine what support I needed and go to my superior honestly to get any additional resources I think would help.
- Grit is a great characteristic that leaders should have. But it has to be tied to your passions and goals. You have to be friends with failure, fail forward fast with courage. You have to believe in yourself and in the process, knowing that things will work out in the right way and if it doesn't, then it is not the end.
- In every difficult moment, you either get the result you wanted or the lesson you needed. Sometimes these moments help to build you and it makes you not take certain things for granted. There are some difficult moments that help you deal with the subsequent difficult moments better, it can help you gain insight into yourself which can help someone else who is in a similar situation. One of the most difficult moments in my life lead me to my passion. I hope others would learn that a difficult moment does not define you but it is how you deal with it. I hope they learn that it takes courage to keep pushing forward but that at the end of the day, it will all work out in the way it is supposed to. Life is not happening to you but it is happening for you.
- I would share about my experience being diagnosed with Polycystic Ovarian Syndrome (PCOS), a hormonal, metabolic and reproductive condition that can affect your life drastically. You deal with a variety of physical and mental symptoms that can hinder you and make you feel demotivated and undeserving of having a life you love. I could have let that diagnosis stop me from pursing my dreams and goals of living a healthy life but instead I am using my platform to bring more awareness to the condition, provide support to other persons with PCOS and to basically persevere despite the diagnosis. I continue to teach Zumba and build my dream life, even when the symptoms feel severe. Because of my persistence
- It helps you stay focused, especially as the form would have most likely been developed, vetted and approved as the best questions to evaluate who would be best for the position. It eliminates any bias and unnecessary questions. It streamlines the interview and makes it more efficient (i.e. get the relevant information is the quickest timeframe). It also helps keep a record.
- Educational background, trainings that could be an asset, communication skills, organizational skills
- Engineer, Supervisor, Project Manager, Human Resources Director
- Team worker, active listener, willingness to learn
- Can you share an example of a conflict you had to manage? How do you motivate your employees? Can you share a major project you worked on and how you contributed? Have you had a lot of experience leading teams?
- Date of interview: 17 November 2021 Role: Human Resources Director Interviewer's name: Lisa Jones Interviewee's name: Yashi Carrington Rate from 1 (Poor) to 5 (Excellent) Education/Training Work experience Organization skills Communication Skills Conflict Management Skills Knowledge of HR policies and regulations
- Learning how to motivate persons and give them an
- I think this might be limiting the potential of finding innovative and unorthodox applicants that could optimise processes and inspire new visions and goals. There is still merit if the top performers did things that were aligned to the company's mission. In the entrepreneurship world, it is encouraged that you build an avatar of the people you want to serve so that you can create the right content that would help solve one of their problems. This might be a better method in recruiting - looking for the problems your clients may want solved and finding people who have the passion or the type of skills necessary to solve those problems.
- Willing to learn and assist, great communication skills with all levels of staff, team worker, asks for assistance in anomalous situations, coachable, innovative, willing to share learnings with team
- How to live a life of wholeness. Many times, persons' lives revolve around their job and they start feeling like their worth is their job. I have learned that in order to be successful, you need to address all the parts of your arena - health, wealth, family, relationship, friendships, contribution, self-image, environment. If any of these are neglected, it can lead to depletion which starts to impact everything else, even your work life. Therefore, I would teach persons how to put things in place to make sure they are addressing all parts of themselves, and be a source of support and belief.
