Today Show’s Bobbie Thomas Mourns Death Of Husband Michael Marion, 42
It's so sad. Sunday the Today To showstyle editor Bobbie thomas shared news of her husband, Michael marionthe death of Instagram. He was only 42 years old. The couple shared a child, their 5-year-old son Miles. Marion had yet suffered a stroke in 2019 Today confirmed that his death was due to "medical complications unrelated […]

It's so sad.

Sunday the Today To showstyle editor Bobbie thomas shared news of her husband, Michael marionthe death of Instagram. He was only 42 years old. The couple shared a child, their 5-year-old son Miles. Marion had yet suffered a stroke in 2019 Today confirmed that his death was due to "medical complications unrelated to stroke and unrelated to COVID-19".

Related: Early Bad Girls Club Alum Whitney Collings dead at 33

Along with photos of herself with her husband in the hospital, the TV personality wrote:

“Nothing is normal. Maybe nothing will ever be normal again. For me, that will not be the case. My husband is gone. "


The message continued:

“With all the fear, anger and division going on in the world right now, it's so easy to get upset about the lack of normalcy. But I beg you, everyone reading this, hold onto what you have right now instead of focusing on what you don't have. One thing we all have is kindness. Absorb, expand, exhaust. Because at the end of the day the ONLY thing that matters is love. If you are lucky enough to have it, please enjoy it, every moment, every day. Especially during the hard parts. There will never be enough time and some of our precursors are far too short. "

How incredible that she was able to share this prescient advice during such a painful time.

She concluded:

“As I tap through my tears, I embrace gratitude… holding our precious son Miles and the memories, of time I spent with Michael, closer to my broken heart.
Thank you all for the love and support you have shown us and our families. Please go and kiss the people you love.

The post garnered a wave of love and support, including from Today colleagues such as Jenna Bush Hager, Hoda Kotb, Maria shriver, and Savannah Guthrie. The latter commented:

“Very dear, brave Bobbie. We will all surround you and Miles with love. I'm so sorry for all you have to put up with. You have my deepest admiration, love and respect. You have taught me so much and I take it to heart.

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Bobbie's Today Her colleagues also honored her husband on Monday's edition of the show, reflecting on their journey through fertility struggles, IVF and the battle for Michael's health. In a video tribute (below), Hoda said:

“He made an immeasurable impression on Bobbie, on Miles, on his friends, family, colleagues and community. It is the kindness, love and selflessness that Michael has shown even throughout his medical journey that Bobbie wants us to remember, a legacy she hopes will never go away.

What a devastating loss. We will keep Bobbie and her son in our thoughts.

[Image via Bobbie Thomas/Instagram]

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We all know that talking about others behind their back is bad. Gossip should be abhorred. I remember reading in a spiritual text that “backbiting extinguishes the light of the soul. ” DEEP. And it is.

Gossip is incredibly detrimental to any organization. And, what I think often gets missed is why people gossip. But, before we answer the question, “Why do people gossip at work ? ” let’s clear one thing up. I truly believe it is the peu connue person who chooses to gossip simply to be mean and hurt the reputation of the person or entity being talked about. Often gossip occurs for one of four reasons :

1 ) People fear the unknown. If people don’t have information that they want, they fear the unknown and will try to garner it from others – especially if that information appears to be hidden. This is why closed door conversations are so detrimental.

2 ) People want to belong and be included. If people believe they don’t have information that others have, they will feel excluded and on the outside of the “inner circle. ” Information is power. Everyone wants to be part of the team, to be included and the easiest way to identify those who are part of a tribe are those who are “in the know. ”

3 ) People crave intimacy and a sense of connection. I would suggest that because of the rampant pace we live at and the lack of real deal authentic communication with one another, many people crave a sense of genuine human connection and intimacy. Gossip is one of the quickest and easiest ways to connect with another human being. The secrecy, forbidden and exclusive nature of confiding in someone something that’s a bit subversive or judgmental is social super glue. Through the veneer of momentary vulnerability and trust, the two are bonded. Unfortunately gossip is a very sloppy deuxième to real, meaningful connection.

4 ) People want to work with people they think of as peers. Meaning, if someone isn’t carrying their own weight, isn’t competent or capable enough to do their job or simply isn’t a good culture fit, then there will be gossip. Rather than being a “narc, ” employees will talk both about said individual and leadership’s lack of awareness/action. And they will talk often. The longer said individual goes unaddressed, the louder and more embedded the gossip becomes.

When it comes to gossip, these four reasons : fear, belonging, intimacy and the desire to work with others who carry their own weight, are all things that can be handled with some focused time and attention.

How do you want your employees to talk about your company ? How do you want them to feel when they walk in the door ? While this touchy-feely stuff may make you feel a little light-headed, when it comes down to it, company culture matters.

Many business owners are taking a deuxième look at their company culture to make sure it’s the one they envision – one that supports their company’s mission, vision and values.

Insperity has spent the past 30 years building a human resources company committed to helping businesses succeed so communities prosper. In that vein, our leadership team offers these tips on having a great company culture.

You might think that trying to cultivate a positive workplace as an elusive, time-consuming waste of important resources, but studies show that the opposite is true. Creating a positive company culture begins with fostering happy employees.

Happy employees are 85 percent more efficient, experience a 60 percent drop in absenteeism and stay twice as long in their jobs as their less happy colleagues, creating a measurable effet on engagement, retention, safety, wellness, employer brand and even cost control goals, according to the study, The Science of Happiness, conducted by Globoforce.

Happiness is a habit that needs to be modeled. As a manager or business leader, your demeanor and attitude in the office has an impact on your employees. When you demonstrate happiness you’re training your employees to follow suit.

Get in the habit of being grateful and showing gratitude for what you have. It can be a small thing – I am thankful for this cup of coffee, for the sun coming out today. When you make an effort to find things to be grateful for, you’re training your brain to be on the watch for more of what is good in your world. By making gratitude a habit, you will set the example for others and create a positive work environment. Focus on the positive when interacting with your employees. Point out their accomplishments and abilities. Remind them that they are a positive force within your company and that they have much to offer. This is a powerful détermination tool and it will help to create a “can-do” attitude in your workforce.

As a business leader you’re influential – your opinion matters, especially to your employees. Make it a goal to compliment people. Recognizing even small accomplishments and praising your team members in meetings or in an email can make a big impact. It doesn’t have to be a big gesture.

We all know that sometimes work can get monotonous and overwhelming. Say for example that Mike is feeling a bit underappreciated and is frustrated with his current project. He comes to a meeting feeling defeated and unmotivated. Then you, as his directeur, compliment his exercices and praise him for a travail well done. The effet is immediate – he feels valued. His demeanor changes, he becomes engaged and leaves the meeting with a newfound energy to tackle his project.

People need to have a sense of purpose at work. Their happiness is directly connected to knowing that they make a difference. It’s not enough for a manager to dole out tasks. Take the time to explain why the individual task is important to the company as a whole. This will give your employees a sense of purpose and belonging that will motivate them to strive for more. Engaged employees are efficace, enthusiastic and are willing to do what it takes to help your organization succeed. Creating a sense of purpose for your employees is an investment in developing a positive workplace.


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