Tune in Monday - Friday to listen to YOUR MORNING COMMUTE. The only podcast providing executives straight talk about all things workplace culture because culture is never built in a day. It’s built every day. This is Shelley Smith, the culture curator and CEO of Premier Rapport where culture matters. If you want to connect with me keep listening and come join the conversation as a culture curator member or get professionally certified as a culture curator. Find out more atpremierrapport.com. Now let’s get through today’s traffic jam together.
Smart leaders never let a crisis go to waste.
When opportunities to make organizational or operational improvements arise out of necessity, what is the best way to involve team members?
Today on this 193rd episode of #YourMorningCommute I arm you with tips and flow involving your team. - when, who, how
I must be honest. I hear more people complaining about their crappy culture than people bragging about their awesome culture. Why is that?
We all agree culture is created by the team. If the team says the culture sucks, then change it. Are you a part of the solution or the problem? Do you really know the problem? The root causes? Have you offered solutions? Viable solutions? Have you stated facts or feelings? Have you created the business case and shown what happens if you do nothing?
Have you shown your boss that the risk is greater to do nothing versus trying something? If not, why not? Have you dug deep enough into yourself, the team and the organization? Have you asked for outside unbiased opinions, options, solutions?
If these questions make you feel uncomfortable, good. That means you are taking your culture seriously.
Culture matters. Culture is your people, and people build the success of your organization if you allow them, embrace them, expect them and support them daily. Workplace culture isn’t built in a day; it’s built every day.
The word 'resiliency' is being tossed around more now...but how can you do it? Become more resilient that is????
Listen in as I begin to set the stage and the impact it has on your team and your workplace culture.
Open positions on any team causes stress & anxiety...period...for everyone.
To better manage that - how do you inform and involve your immediate team members on that now open position?
First keeping them in the loop shows you care, trust and respect them enough to let them know immediately.
Second, you may be surprised on the great ideas they come up with to shift temporarily or permanently duties to stay effective or become even more effective, instead of them immediately feeling like their work load is about to increase - yet again without any say in the matter.
Take 4 minutes this morning and listen to the quick #YourMorningCommute
We expect confidence in our leaders. Agree or disagree?
How well leaders move through the decision making process itself expresses their confidence to others and further manifests into deeper internal confidence too AND absolutely influences the workplace culture.
One part of being a respectful team member and certainly leader is setting agendas for ALL meetings. Let's face it, it is easy to get off track without them. It is easy to feel like your time is being taken away from you when you don't know what the meeting on your calendar is about. Be respectful both ways - when asking others to meet - be clear on why you are meeting and what you are trying to accomplish. And if a meeting is added to your calendar without an agenda, it is okay to clarify the purpose so you can properly prepare.
Today on #YourMorningCommute I answer the following four questions.
Why is it important for business owners to have strong leadership skills?
How do you write a leadership development goal?
What are the best leadership development goals every leader should have?
What else should a business leader know about leadership development goals.
Succession planning should always be done proactively vs. waiting for a role to be open or someone announces their retirement.
Meaning it starts from the moment you create a new role, even before you post it.
Clarity on your needs now and a look into the future helps you further define the role, the culture fit, the workforce planning itself.
Needs. Defined role now. Future role growth. Job characteristics. Job ad. Intentional alignment of person's behavioral hardwiring (now & future), plus workplace culture fit (now & future), proper on-boarding, continual forward feedback, development along the way (now & future) = succession planning vs. oops in gaps
As a leader, do you have the courage to create intentional career paths for your employees?
Do you see the correlation of career paths to deeper engagement, strong retention, high levels of effectiveness - leading to higher performing teams - THAT - create increased sales and bottom line profits - ALL while further defining, building and marketing your workplace culture?
On today's #YourMorningCommute, I provide you the order of doing so...if you are interested - take 4 minutes to listen.
On today's 182nd #YourMorningCommute we discuss five priorities managers must have as a "priority" to keep themselves and their teams on track.
Refine your communication skills
How are you measuring success as you balance empathy and accountability
Set professional development goals (brain food)
Gratitude, reward and recognition for the right behaviors
Today's 181st episode puts a wrap on five misconceptions around workplace culture.
4th misconception - Culture is simply about people getting along.
5th misconception - Once a strong culture is in place, it will take care of itself.
Remember a strong culture creates a stronger sense of purpose and employee commitment verses compliance. It enhances trust and cooperation, higher levels of respect around disagreements, and stronger bottom-line for companies. The most successful companies foster cultures that allow their employees to grow and thrive.
On the 180th episode of #YourMorningCommute I further unpack 3 of 5 biggest workplace culture misconceptions.
Only large companies need to worry about their workplace culture - THAT'S A BIG WRONG!!!!
Culture happens organically. Sometimes it works, and other times it doesn't. - YOU GET WHAT YOU PLAN FOR or DON'T IN THIS CASE
Culture is a touchy-feely concept that doesn't impact the bottom line significantly.
Fun fact: a Harvard study by J. Kotter and J. Heskett shows a strong culture will increase a company's net income by 756% in a decade. - AND who doesn't want that?
Your organizational culture impacts every aspect of your business, from employee productivity and engagement to retention and growth. Establishing a healthy environment for employee and organizational growth is crucial, and it can be costly if not taken seriously. Culture can help leaders achieve goals and objectives, but it can also create obstacles that prevent employees from doing their best work. Organizations that minimize or fail to recognize culture’s important role will limit their ability to move their mission and organization forward.
Are you truly committed to the work you are doing - on the daily - function to function - task to task?
Are you truly committed to the work environment you are in and can absolutely make an impact if you commit or are you just complaint and perhaps even a bystander.
Have you made a choice to be in it to win it or just obeying and going through the motions?
Everyone one of us can make an impact on our workplace culture and OH, by the way, you are whether you realize it not. What impact do you really want to make is the question?
It's your choice.
Yes, I am stirring the pot a bit today and would love some comments back.
Bad hires cost more than just money. On average every article and research document you will read, lists the cost at a minimum of 30% of the positions annual salary.
But there is far more than that - lowers morale, lowers engagement, big impact on the workplace culture
More often than not, the poor hiring decision leads to managers keeping that bad hire longer than they should - costing even more.
Recommendations - listen to todays #YourMorningCommute for specifics.
How much time do you give to your team, as a coach?
How receptive are you being coached yourself, as a leader, leading by example and being open to others ideas, thoughts, opinions, actions, to achieve even greater results.
Do you approach your day, that you are there to ultimately make it about other people?
What kind of coaching environment is embraced in your workplace culture?
On today's #YourMorningCommute we continue our focus on building trust.
These ideals may not come about easily or quickly. But the sooner you take steps to identify areas of distrust, the sooner you can address them.
When team members doubt one another, tensions can rise, communication tends to falter, and work slips through the cracks. This doesn’t exactly make for a conducive work environment.
4 ways to checkup and checkin
Establish your team values (aligned with your organizations)
Regular meeting with intentional agendas, rotate facilitators
Quick, yet impactful, team building activities along the way
Creating that sense of belonging is only possible through a proactive cultivation of workplace trust. #Trust isn’t a soft concept. Trust is the fabric of a healthy culture, and it has real economic value. To build trust, you have to start from a place of openness. It's easy to extend the olive branch in tight communities with shared values or in friendly social circles. But today, the key challenge lies in building trust with people who are not like you — and often people you don’t particularly like.
Today's 175th episode of #YourMorningCommute gives your 4 steps that will absolutely deepen your employees trust.
Harmful leadership has been described as abusive, tyrannical, destructive, bullying, unethical, or toxic. Examples of toxic leader behaviors can include unfairly criticizing an employee’s performance, taking credit for an employee’s idea, or humiliating employees in front of their colleagues. Toxic leadership can involve passive acts such as failing to protect a subordinate’s welfare, or failing to provide a subordinate with important information. Toxic leaders may use fear or intimidation to control their subordinates.
There are many things you can do and should do to ensure TOXIC anything isn't happening in the walls of your organization BUT for now - listen to today's 174th, 6 minute episode of #YourMorningCommute for 9 steps to better help prevent TOXIC executives.
The world is changing.
The workforce is in constant motion.
And the key to a successful, sustainable company is employee retention. Your people are your most valuable asset, and when you invest in all stages of the employee lifecycle, you not only improve the employee experience, but also influence your company’s revenue, retention, and reputation.
Was your culture established in a office and now everyone remains remote?
If so, listen to today's quick #YourMorningCommute to redefine what 'right' looks like with today's continued remote workforce.
There isn't a one size fits all answer. You must define and know your values, remain transparent and align you people and business strategies.
How are you prioritizing stability and change?
How are you and your team getting done the most important work first?
How have you and your team redefined and built processes around remote work?
Schools back in - on today's #YourMorningCommute - some advice to check in on your team - how is this impacting them?
Making sure you are communicating, providing respect and reinforcing your support, granting intentional flexibility to reach the common desired outcomes.
Empathy - you either have it, don't get it, fight against it or lean in knowing it's more than just an emotional thing.
Empathy isn't just a buzzword it is a fundamental part of today's leadership model, customer centric, employee centric, service centric culture - the must have competency - attribute.
How is your empathy showing up? How are you developing your culture around empathy? How are you mentoring your young leaders or newly promoted leaders and what about those that have been around for a while and just don't think empathy has anything to do with managing and leading?
Silence is not golden when you are defining, building and marketing your workplace culture.
Building a brand, building an image, increasing top lines sales and bottom line profit.
As an owner, leader, executive, and team player do you know what you are protecting, delivering on, promising to deliver on, do others see your protecting and delivering consistently?
If you don't stand up and point what we do and what we don't do around here - then who will?
Silence speaks volumes and you allow assumptions to take place.
Trust can be such an easily misunderstood, deep meaningful word; and the quickest way to derail the performance of a team.
How would you rate yourself and your team members?
Seeking to understand
Explaining the Why on your requests
Getting to know your team members
So much to do, with so little time...have you ever said that or thought that?
Well, it could be you are overloading your day and your teams days with the wrong stuff, 'tasks', lists. How often are you intentional about reviewing your own priorities, let alone your teams to ensure you are all working in the aligned fashion to meet your objectives?
I call it brain food - dedicating at least 20 minutes a week to specific new skills research, learning, and applicability.
Do it yourself, get your team involved...if continued development is a core value, this is an easy way to be consistent inside of your workplace culture.
How do you toggle, innovate, pivot on a dime with grace?
In the myst of a tropical storm that moves like a hurricane, in the middle of a pandemic and so much more...
Do you focus on what you can do vs. can't do? Are you able to move through your obstacles and show resiliency to your team with grace. Looking over the mountain to see what could be on the other side.
Listen to todays morning commute for your challenge, your toggle, your pivot moments happening all around you.
How do you influence?
How do you sell vs. tell?
Is your style one of influence or authority?
This week focus on creating buy-in through your communication style intentionally. Even those with hard wiring of a teller can pivot intentionally into people focus vs. task focus when they are self-aware.
The virtual worker is here to stay and by the masses...soooooo how are you on-boarding them to immediately integrate them into your team, your workplace culture?
Take 3 minutes and 30 seconds to get inspired and re-imagine with me.
Are you intentionally leveling up your skills and those of your team members to ensure you are posed for the future?
Did you know when you do this effectively it increases employee engagement, reduces turnover, and promotes your internal workforce planning and mobility?
Listen in for 3 activities you can begin today.
Today's tip to create buy-in and faster change is found on where you focus your energy in the can vs the can't. Focus on ideas to create the new desired goal vs. the limitations around what won't work.
I admit it sounds simple but most don't take this approach. Listen in to the quick - get you started, 160th episode of #YourMorningCommute for more.
In stressful times, it’s easy to get derailed by matters that might be viewed as trivial under ordinary circumstances. A colleague shows up late to a Zoom call, the client changes her mind mid-stream, the boss unleashes an unnecessary rant. These infractions can dampen our work productivity on a normal day, but their impact can be even more toxic in times of uncertainty and change.
Take charge, recognize the triggers and then future track your mind. Listen in for more tips on future tracking in this 159th episode of #YourMorningCommute
A mind needs books as a sword needs a whetstone, if it is to keep its edge.' ― George R.R. Martin, A Game of Thrones
Today on the 158th episode of #YourMorningCommute, I challenge you on how you are bringing or using your Whetstone and encouraging your team to do the same. Your brain needs food - how are you feeding it, sharpening it and then using it as a tool to close the gaps on your goals? Strengthening our workplace culture intentionally.
A lack of trust in the workplace is the virus that can create a diseased workplace culture. It often begins with leadership and spreads throughout the team, leading to a cycle of unhealthy responses that affect engagement and productivity.
There are 3 directions of trust:
The team must trust the leader
The leader must trust the team
The team must trust one another
Whether your leadership style is hands on or hands off you must always Inspect what you Expect.
I am sure you have heard that phrase before - but are you living it? Are you certain you are clear on expectations before you go 'hands off'.
I hear you, delegation and accountability isn't always the easiest thing in the world, but it is easier when you start on the same page and then Inspect What You Expect along the way, providing FORWARD FEEDBACK for continuous optimization of talent and momentum.
It is time to put your listening ears on.
Listening is hard and we all have to strive to do a better job. As an executive coach or when I am completing a culture inquiry, I always find it fascinating how the same stories/incidents are recounted so differently when talking to members on the team. Right from the beginning our filters, how we are listening during the live incident begin to shape our thoughts and perceptions - therefore the outcomes.
Today, I challenge you to approach listening differently that in the past.
Enjoy today's quick 155th episode of Your Morning Commute podcast.
Culture can be (should be) the engine of your organizations success. Leadership must align and drive that culture.
But what happens when leadership turns over on average every 18 months, 40% of the time.
Yikes - leadership turnover weakens stability and overall strength of your culture.
Where will you make an impact today for yourself and your team?
5 Broad areas of leading stem from:
2. People - Leadership
3. Business Acumen
How will you spend your strategic time intentionally today, vs. allowing the days whirlwind to take over?
Building a strong workplace culture rooted in trust and community is more important than ever.
The effort is well worth it—and it pays dividends, such as less burnout, higher productivity, lower workplace stress, fewer sick days and higher levels of engagement.
Research is showing the words Toxic Culture are being googled by the masses again. I would add, still vs again. Many leaders are still struggling with the leaks that cause long term floods - dam breaks in their workplace culture. Some seem to be at a loss. About 3 years ago I did a video on the top 5 Signals Your Workplace Culture is Toxic. (they are all still true today) One of the signals I discuss is Presentism. Showing up but still being absent - sitting on payroll. Enjoy today's 152nd Episode of #YourMorningCommute
Are you on the right track? Well, don't just sit there. Is the some of all the little things you are doing this week - getting you and your team closure to your objectives? It's Wednesday - let's still get at it.
Capturing the Values of Values can be the best thing you ever did to protect your workplace culture. It has to be more than words on a wall, or handbook, or website.
Defining the values (unpacking them), building upon them and then marketing the heck out of them internally and externally - all of your solutions to your 'problems' reside right there.
If you don't believe me - give me a chance and I will make you a believer too - guaranteed. Yep, you read right, I said guaranteed.
Employees want good pay. They want to have some say in how they perform their jobs. They want to be treated fairly. And they want management to be consistent in word and deed. But if you really want a motivated, committed workforce, you’d better answer the five questions that every employee wants to know.
1. Where are we going
2. What does it look like when we get there
3. What difference are we making
4. Why is it important for you to get there
5. Why should we hap you get there
It is not the most intellectual of the species that survives, it is not the strongest that survives, but the species that survives is the one that is able best to adapt and adjust to the changing environment in which it finds itself.
create a plan and communicate effectively
empower the team and the talent you/they have from within
Having honest DEI discussions is only the first step in a larger movement. Once you’ve solicited feedback, there’s a much tougher step ahead: taking action.
Only by taking action can the letters D, E, and I become part of your company’s reality. It’ll take effort throughout the organization—from the very top, down to the individual level. But change must happen. And change can happen, so long as you and your people carry and protect that torch.
Be clear in your intent
Welcome a wide range of feedback
Accommodate different communication styles
There are TWO PANDEMICS we are fighting, it's time to move forward and start taking action.
If you’re like a lot of organizations, you’ve been having pivotal conversations about your culture. You’re self-assessing, asking tough questions like: Are we inclusive? Does our business support and promote a diverse range of perspectives? Are we part of the problem, or the solution?
If your business is making an honest effort to tackle heavy questions, you’re taking an important first step. It’s not easy to admit you have work to do on the DEI front.
Are you listening
Are your providing resources
Are you creating buy-in and revisiting processes
Do you have a long term commitment to workplace culture investment
Has your daily decision making increased over the past days? Have you changed how you are involving others on your team to make those decisions? When you make decisions, do you ever ask if it is in alignment to your values and or relevant to your mission, vision, and culture statements? Have you ever tracked how many decisions you make in a day and then ask yourself if YOU had to be the one to make them?
How are your morning calls or huddles going? By now you should be in a flow - however you might be missing some key elements that can and will help you and your team level up. On today's #YourMorningCommute we break down those 4 elements, that are sure to keep you on track.
When you look at your calendar, do you have pineapples or bananas listed in your blocks? What are you delegating, pineapples or bananas? When you have 15 to 30 minutes to work on 'something' - is it a pineapple or banana?
Listen to today's #YourMorningCommute to be more intentional with your time management, delegation, ease of completion, and follow-up.
We are great about scheduling meetings....I say that with a smile on my face...but what about protecting your calendar for NO-Meeting blocks too.
Enjoy today's time management hack on this 142nd episode of #YourMorningCommute
Workplace Culture is your solution!
There so many things that make us uncomfortable and often we don't even realize... what we decide to do...is instead avoid them. Today I challenge you to get #deliberate and #intentional with these 6 pivots that can and will greatly impact your workplace culture in a positive way, if you choose to accept the mission.
Listen in for all 6.
I would also be remise if any time I thought through or think about deliberate discomfort that I don't immediately think of Jason Van Camp's book titled #DeliberateDiscomfort getting comfortable being uncomfortable
Crisis, begets opportunity — making the current crisis' an extraordinary cauldron in which to develop new skills. For better or for worse, the practice of core leadership skills that we all know are important (and may ordinarily struggle to implement) is no longer theoretical, having suddenly become a daily exercise. How are you showing up to prioritize, innovate, humanize, and empathize with your team?
Don’t let anyone fool you—company culture can be tough to define with a remote workforce and civil unrest. It takes a concerted effort, and even if you have flexible, experienced people, you still straddle a fine line.
4 Key elements always remain that will aid in remaining focused, staying resilient and highly empathetic to your team.
Clarifying communication channels and necessary pivots
Collecting timely and relevant feedback
Integrating new team members
Aligning with company values, culture statements and internal philosophies
Are you looking for a way to take a quick check on the alignment of your culture? I am talking about perceptions between self, new hires, team to before Jan 2020 to now AND the alignment to your mission, vision, values, culture statements, and philosophies?
Well, listen in for how and call me with your findings and we can talk further (if you like). The reveals will make your smile or let you know you have some work to do.
When you listen in...I know this about you - you are committed to workplace culture. Passion is great too but moving your vision into reality is far more rewarding. It is my job to pack your bag with everything you need to curate the culture you are in right now.
Protect it - select what stays and what needs to go. Make deliberate shifts in your culture, so they become benchmarks, lighthouses, and billboards for what YOUR company stands for...for the long haul.
Helping you build leadership muscles you didn't even know you needed. Help you make shifts in the culture your predecessors thought impossible, unreasonable or too "idealistic" and what's more...you'll sustain it.
If you want more...listen in...even more become a member of the Culture Curators in Conversation - words into action.
Open-ended questions allow you to think creatively and get ahead of the possibilities (lean into them intentionally) and gracefully maneuver through the bumps, curves, road blocks, and pitfalls that might trip us up. What does this have to do with workplace culture - listen in for more and a bit of #MondayMotivation just for you, because you get #CultureMatters.
For years those inside the "Human Resources" field have sought after and yearned for opportunities to be a deep strategic partner, manager, LEADER - are you seizing the day?
Enjoy the message from the current President of the Peninsula Chapter of SHRM in Virginia, Angela Neilan as she welcomes the new day and announces a full week of virtual training. Including opening speaker CEO, of SHRM - Johnny C. Taylor, Jr.
I am calling you to action today - are you ready for the challenge. Oh and this conference fits all leaders not just those with a title of HR. Just sayin...
Many have been hired during the last 90 days - when is the last time you checked in on them? Meaning, asked them for their perspective. Remember they don't know the 'old' normal - only the 'new' COVID 19, crisis on the daily, remote working mode kind of normal. What they know to be true is different from your perspective of before, during and moving into after. Soooo... many golden nuggets could be getting missed.
When you work on yourself - you are working on your team and your workplace culture health.
Rate yourself as it relates to your business skills, career goals, behavioral alignment to core values, your role, and your personal wellbeing.
Listen to today's #YourMorningCommute to get going.
Today's sports analogy - professional football teams.
What team do you know that the players go out on the field to play without a playbook they have used, set plays in, guided them, used as a reference, refresher...used to remap, reset, pivot to another play that works for THEIR team, against their opponent at that moment?
Winning teams don't let the world win of their day pull them off track - stop them from creating their playbooks.
Then I ask you, where is your teams playbook - guiding them day to day through their workplace culture. Guiding them on what right looks like to be a member of the team - how you communicate, how you collaborate, how you innovate and the list goes on.
Workplace culture isn't built in a day; it's built everyday.
Don't get derailed. For more on creating your teams culture playbook - www.premierrapport.com/culture-playbook
A lot of people would suggest that empathy and compassion are some of the fundamental tenets separating good people from bad. The same could be said about the quality of a given organization and ultimately, its ability to retain its best talent as we push through this global shutdown that has been traumatic for many.
Leaders, managers, and employees all have a part to play in fostering an empathetic environment. But it starts at the top and trickles down to every team member regardless of location or position.
“Leaders in a crisis must be able to put aside their own fears and anxieties. They must demonstrate courage and lead by example, showing that they are not asking people to do anything they are not prepared to do themselves.” - Dr. S. Simpson
Now more than ever, we need strong leaders to take charge and guide us through these difficult times so that we come out the other side able to renew our economies and return to more prosperous, healthy and satisfying lives.
So what are the characteristics of effective leaders in times of crisis? In fact, they are generally the same as those needed during more stable times. However, if we look at things through the lens of a competency-based approach, there are certainly some competencies that come to the forefront as being essential for superior leadership performance during challenging times.
1. Ability to make informed decisions
2. Inspiring others to take action and make quick changes
3. Showing empathy and understand the plight of others
At a time when so many of us are time-poor, finding time for professional development can be a real struggle. But doing so has a number of benefits. It can help to enhance your professional value and build up your expertise, and it makes you more capable when you're faced with new challenges or given new responsibilities.
These eight strategies can help you to prioritize your professional development, even when you're busy:
Focus on objectives.
Manage obstacles and distractions.
Make learning a habit.
Make every minute count.
Learn at your best.
Find your own learning style.
Collaborate with others.
Thank you goes along way. Don't regret giving someone a lift today.
Building confidence of what's right, helps to build positive contagions all around us.
Listen in to Friday's morning workplace culture inspiration and Challenge.
List of questions for each of you to reflect on today and then move forward with any necessary pivots.
There are 8 points to Loving Your People (contribute, be kind, be patient, be honest, encourage people, apologize, forgive, thank people)
How are you contributing and adding value to your team?
How are showing kindness?
How or do you have patience with your team members? Are you leaning into their need to go fast or to slow down?
How transparent are you?
How do you inspire, lift them up, give them support when they feel lost and disengaged?
How do you, or do you apologize when you say or do something wrong?
How do you forgive them when expectations aren't met or missed? Where you clear to begin with?
How are you giving thanks, rewards, recognition?
Tough conversations - hard conversations - must have open dialogue - are you doing it? Are you talk to your team?
Listen in for more.
I also have resources posted on my business facebook page from today's live.
When we discuss emotional intelligence - I want to first recognize there are many layers but today lets zoom in on 3 areas: #Empathy, #Social-Responsibility and #Problem-Solving.
Today I ask you to be more attentive in each of these areas, when you reach out, when you listen, when you respond, when you prioritize, when you collaborate, when you communicate...as you continue to build what right looks like inside of your workplace culture today.
Continuing our Dirty Dozen Yellow Light series part 3 - top 10 gossip behaviors pulling your workplace culture into the wrong direction. Be on the lookout for these yellow light traffic signals slowing you down - push pause before the red light and get back in the green light flow.
confusion about what is going on - what the direction is amongst employees
employee relations issues on the rise
stress comments increase
anxiety comments increase
working more hours - less work / life balance comments and concerns arise
comments around burnt out become a norm
different employees receiving different messages
constant "off-hours" communication is happening
more time is spent clarifying communication - failure to listen deepens
more passive-aggressive types of communication verbally and in writing through emails
Continuing our Dirty Dozen breakdown from yesterday with a deeper dive into Communication Yellow Caution Lights!
too much - too fast - too many changes - waste of time
saying one thing and doing another
lower participation on calls and idea sharing or feedback
team turns into 'yes' followers, instead of their usual two-way conversations
strained interactions between managers and team members
There is a dirty dozen out there telling you to slow down as your workplace culture is about to come to a halt. Think of it like traffic light signals, guides, warnings. This is part 1 in a three part series.
The Dirty Dozen List - taking you from green light into caution before turning red.
Complaints about communication
Business growth slows when competition is still growing
Rapid employee turnover
Glass door negative reviews on the incline
You have a gut feeling the shift is happening and it doesn't feel right
Unrealistic deadlines and work load - shifts and changes
Comments that the team is lazy, unproductive or unresponsive
Resentment is building up
Accountability is sliding and becoming even more difficult than in the past
Appreciation and rewards are being missed or forgone
Emotional intelligence has gone out the door, especially with empathy
Tomorrow we will further unpack #1 - Communication.
There is a storm brewing...how deep is the trust inside the walls of your organization?
Are you and all your employees on the same page of whether they are or are not going to be required to return to work in a traditional space? That is just as one example.
What are the major and minor changes of work flow and overall expectations as the re-entry to our new normal continues to set in?
Are assumptions being made on either side? How deep is your trust? How deep is their trust? Are you strengthening it on the daily or being to strip it away?
In times like these anxiety and fear creep in and sometimes settle in like an unexpected house guest - well that isn't good. Leading with WE and US can help you avoid the permanent unwelcome guest settling into your workplace culture.
Making sure you are giving a clear direction to your team and involving them along the way.
Employees - shoot everyone, wants and needs to feel safe and secure in their jobs.
Communication in the right way, by the right employee to the other employees, keeps the flow accurate, consistent and transparent.
Employees want to know the company truly is concerned and looking out for their well-being. They want to know their employer gets things are different and expectations on productivity may need to shift.
How are you transforming your business?
How are you changing how you recruit, interview, on boarding, layout your office space, bring team members back or decide to keep them remote?
How are you transforming your business model, your organizational structure itself, the way you problem solve, what right looks like inside the walls of your teams workplace culture?
Are you clear? Are you intentional?
Stop Trying to be Everything during Quarantine!
If you don't have all the answers - it's okay!
If you need to ask for help - it's okay!
Slowing down to speed up is absolutely an intentional plan that leads to success.
Inspire Your People: reminding us to be the better part of someone's day today.
Remove the ego.
Let go of any entitlement and remember your work is always about making things better for someone else.
Give others time.
Give them your time patiently and give them more of their time back by having a sense of urgency for their day.
Remember your options.
You always have choices in how you respond to someone/thing. Pause. Think. Choose helpful.
As the massive shift of remote work and some re-entry continues, it’s only human to feel uncertain about the impact this change has on managing and keeping your teams engaged.
Ensuring your are balancing your managing and leading styles.
Today I ask you?
- How are you keeping your team engaged and performing?
- How are you keeping a track on your team's pulse and morale?
- How are you having meaningful and motivational conversations?
- How are you continuing to foster your team's collaboration, trust, and camaraderie while everyone is remote?
What are your company philosophies around training, recruiting, on-boarding, innovation, development, collaboration, trust, problem solving and the list goes on.
Can your team quote them?
Is your team living them?
A company philosophy is “The way we do things around here.” In a conventional sense, company philosophy stands for the basic beliefs that people in the business are expected to hold and be guided by – informal unwritten guidelines on how people should perform and conduct themselves. Once such a philosophy takes hold, if one person tells another “That’s not the way we do things here,” the advice had better be heeded.
Potential conflict is all around us if we allow it to creep in. Conflict at work often stems from 1 or all 5 of these areas. Deeply impacting what right looks like inside your company culture - shared vision - shared purpose, creating a sense of belonging.
1. Differences in Values
2. Differences in Expectations and Desired Outcomes
3. Differences in Trust, Mindsets, Communication
4. Differences in Behavioral Hardwiring
5. Differences in overall Perspectives, Views
How Do You Create a High Performance Culture?
1. ANALYZE:Get a Clear Picture of Your Current and Desired Culture
First you need a clear picture of your current culture in terms of organizational health (the values and behavioral norms) and strategic alignment (the degree to which your culture helps or hinders strategy execution). Your culture inquiry should highlight the strengths to reinforce and the cultural weaknesses to shift that are preventing you from achieving organizational health and strategic excellence.
2. CURATE: Get Everyone on Board
Work with management and employees to explain what you are trying to do, why it must be done and ask for their suggestions on how a high performance culture can become the new way of life. Make sure you include discussions on needed systems adjustments, accountability tracking and reporting, and the reinforcement of desired behaviors.
Any culture transformation needs to be a company-wide effort in order to succeed. Leaders must be on board, and employees must be allowed to actively create the value and behaviors that they will be most proud of and willing to stand behind. Actively win over any naysayers or compassionately persuade them to move on. Establishing what RIGHT Looks like!
3. CREATE: Keep Everyone on Board
Culture shifts by their very nature occur slowly. To keep moving on the right path and maintain a positive momentum, you will need to communicate (and over communicate) the purpose and progress on a regular basis with the workforce. And you will need to recognize and reward the cultural behaviors that drive the strategy forward in a way that makes sense – over and over again.
The Bottom Line
Strategy (the What) and culture (the How) are inextricably linked. You can’t achieve your business goals if your culture gets in the way. Actively involve everyone to win over their hearts and minds. Is your corporate culture helping or hindering your business strategy?
The cost of repairing your culture is more than defining, building and maintaining it on the daily. Where are you spending your time, money and energy? Don't fall into the traps of recessions past and repeat mistakes. Bring forward the learnings and ditch the past.
Are you protecting your investment? I am not talking stocks and bonds - I am talking about your team members. I am talking about your continued - redefined - pivoted - realigned training and development. Over the next couple of days we will further unpack this and come up with options. Don't fall into the 2006-2008 trap all over again and ten years later feel the cuts and leaks costing more in repairs.
On today's episode of #YourMorningCommute some thoughts and or reminders around two questions.
1. How should employers remain in touch with employees during an extended furlough?
2. When a furlough is coming to an end, how should an employer ease the transition back into the workplace for employees?
Flattening the curve seems to be a part of our normal language now - let's flip this into business where there are many curves on the daily. The secret to successfully navigating curves that can become crises is to anticipate and plan for them. #culturematters
Language shift or repurpose number 5 - The purpose of social distancing is to prevent the spread of disease. Transparency in business prevents the spread of negativity, rumors, low employee morale, lost productivity, and so much more. Listen in to today's quick #YourMorningCommute.
Language shift part 4 - In business, a multiplier is a leader who helps others grow. Listen in for more around embracing a new term in a different way multiplier vs super-spreader. Who are your super-spreaders and multipliers?
Continuing to shift our language part 2 - Look at the crisis as a mirror that reveals the strengths, weaknesses, opportunities and threats of doing business the "normal" way. Defining and maintaining your culture daily keeps you from going into repairing mode. Repairs are far more costly.
In this 6 part series I begin to unpack and shift COVID-19 new language. My intent it to further help you improve your workplace culture upon re-entry by rethinking some of the COVID-19 language that has begun to paralyze many along the way. Today in part 1, we discuss Index Case into Index Communication, Training, Shared leadership or Innovation. Plus Index Employee vs. Index Patient or Patient Zero.
Let's call it - work is more and more complicated right now - but it doesn't have to be. Keeping your day focused and simple for your team to consume is the name of the game we are playing right now. How you bob and weave is critical. Are you a manager rising to the occasion as a strong crisis LEADER or pulling further back into trying to manage the day or the week?
Change is hard...it's happening so rapidly now...how do we keep up or adjust?
Listen today's 99th episode of #YourMorningCommute for more around loving what you hate, doing what you can't, turning foe into friend, inverting short term for long term, control your environment.
Catch and fix problems early. Any good leader knows you need to fix problems when they’re small. They’re less expensive and easier to fix then. No one’s feelings get hurt. And the fix is much easier than if it’s snowballed.
When it comes to culture as a company grows, this is especially important. Culture is like concrete. When it is first laid out, it is malleable and can take many shapes. However, after some time, it will harden and then it’s very hard to change. By the time you have 100s or 1,000s of employees, it’s too late. You have the culture you’re going to have, for better or worse. So, how are you mixing your concrete?
For weeks now, we talked about not only the survival mode, but stabilization mode that will lead you, us into the re-entry phase of each of our organizations and community. How are you preparing the list for re-entry? Are you phasing the team back in? Have your started creating and answering commonly asked questions? There is no better time than the present to look forward and prepare.
#CultureMatters #re-entry #LookAhead #Prepare #Plan #Business #Strategy #Implement #People
Silence is not golden at all right now. It is better to say you don't know how to answer questions right now instead of saying nothing. You are doing far more harm than good. The less your communicate, the deeper hole you are placing your company in when re-entry starts. You are further dis-engaging your workforce intentionally by remaining silent. Trust is built on communication, transparency, empathy, and inclusion. Silence is so unnerving.
#CultureMatters #NowIsNotTheTimeForSilence #Communication
Great leaders are among us; they are all around us. They rise from the crisis and the chaos. They have a clear vision, even now. They know how to include their team, at all levels. Their actions are aligned with their words. They share in leadership vision, decisions, pivots, and more. They give feedback that aids, develops and increases momentum. Lastly, they inspire when you are down or when you need a kick in the butt, because they listen to you, they know you, because they truly care.
A recent study reveals 52% of employees are misaligned to the company business strategies, goals, culture, behavioral fits and overall outcomes. On today's 92nd episode of #YourMorningCommute I challenge you to pull together intentional training in 20 minutes bites to further build rapport with in your team, with your new hires, and capture training in ways you never thought of before.
#DontStopTraining #CultureMatters #EngageYourTeam #AskForHelp #LetsDoThis #Leadership #Business
On this 91st episode of the #YourMorningCommute I talk about your new perfect day - now and in the future. There are lots of conversations about the new normal but what does that mean for you NOW, your team, and your company in the FUTURE? How are you #intentionally re-defining it, re-constructing it, re-envisioning it? Are you documenting it? There is no better day then today. If not now, then when?
Let's talk motivation today and our individual behavioral hardwiring as well as those of our team members. Today #YourMorningCommute provides some tips and or reminders of what motivates us differently to ensure we (you) are leaning into each team member and their needs successfully. Example: some of your checkins, on the daily, may be suffocating your team members.
#culturematters #predictiveindex #talentoptimization #leadership #engagement #business #vitualworkers #teleworking #wevegotthis
Starting today ask yourself and your team for one new idea. New way of communicating, celebrating, innovating a product or service. Don't sit on your hands and thoughts - keep moving forward. #CultureMatters
What is it that you see, say, do, feel, believe in your current role? In your current company? As a leader, ask yourself these questions first and then ask your immediate direct reports and your immediate supervisor. Look for alignment, gaps, opportunities. I created the EEM over ten years ago to help leaders, lead with more clarity, intentions and success. Trust & Empathy go hand in hand - one forms the other on so many levels.
For more information about creating your own Employee Empathy Map - go to my website and grab one of my white-papers to get started. Anatomy of Workplace Culture
Don’t command; empathize. Leadership demands that leaders establish an emotional connection with their team members. For example, while AI will hijack the technical and hard-skill elements of leadership, so long as we have humans at work, they will crave the validation, appreciation, and empathy that only humans — not machines — can provide.
NOW is the time to lean in - connect - build a deeper trust. #CultureMatters #Empathy
Communication is always important but ensure it is right, tight, focused and flowing both directions. Don't just talk to be talking or suggest you are communicating effectively when you aren't.
Tip 1: Top down communication in the morning.
Tip 2: Bottom up communication in the afternoon.
Don't take your foot off the gas now...it's the opposite be even more intentional. #YourMorningCommute #CultureMatters
A company’s biggest asset is its people. Its biggest challenge is empowering managers with the skills to coach, mentor, and develop the talent critical to the productivity and longevity of the business.
To gain a better foothold in the market for talent, companies must be prepared to embrace and sustain remote teams. They must also work to engage workers who understand how to work together successfully in a virtual environment.
Managers who are skilled at navigating the unique challenges of a remote team will be in high demand as virtual workforces continue to expand. These skills will help guide their teams and their companies to greater success.
Listen in for more on this subject on today's episode of #YourMorningCommute
Check your ego at the door (now the virtual door). The Dilemma now is making sure you are leading your team and making even more leaders on your team. How are you defining what success looks like NOW with each team member?
You are probably finding yourself on more calls, more emails, more video conferences than ever. Remember - don't ramble on - get to the point - however, ensure you are staying very connected to what is going on with your team and the culture shifts that are happening as they work more virtual. On today's #YourMorningCommute I provide some guidance and reminders. #CultureMatters #Trust #Communication #Leadership
Now that many of you are beginning your 2nd or 3rd week into your team(s) virtually working for the first time, you may be discovering some virtual working blind spots. Now is the time to realize that is normal, expected and you are not alone. Listen in for more tips on how to maneuver through and optimize the blinds spots you and your team are uncovering. #VirtualTeamsAreStrong #CultureMatters #ShareThePowerOfInnovation #ThisIsTheNewNormal
On this 82nd episode of #YourMorningCommute - I am focused on 4 strategies that always work - listen in for more around a culture of learning, feedback, empowerment, and embracing change. #culturematters Where is your #cultureplaybook?
New strategies are forming, new ways of conducting business are forming. We need our employees now and in the future. How we treat our employees now is telling on our overall workplace culture and strength of our companies in the future.
Actions now - define our retention later, our recruitment in the future. How are we uniting our teams, our clients through all of this adversity.
Listen in for more on #YourMorningCommute.
These 5 things remain true - listen in for more: Contact, Community, Collaboration, Communication and Culture.
Because of the work so many of my clients and members have done in the past has properly prepared them for what is happening now. Your workplace culture is defining you right now more than ever. Is your playbook in action? What does RIGHT look like with how your team makes contact, communicates and collaborates?
It is never to late to begin...never beginning...is too late. #CultureMatters #CulturePlaybook #ThisIsHowWeDoBusiness
Happy St. Patricks Day - You can count on luck or you can lean in to more intentionality. There are a ton of positive things happening right now - how are you leaning in to allow your team to become stronger? #CultureMatters
With COVID-19 concerns top of mind for many organizations, work-from-home policies are changing overnight. But for those companies that haven't previously embraced this flexibility, it can feel disruptive and even a bit scary. But it doesn't have to.
Your workplace culture is more important now than ever. Don't take your foot off the break - setting the boundaries of what RIGHT looks like.
Fear needs to push up forward not pull us back or stop us in our tracks. Let's sieze the circumstances to come out stronger. There are many way to further engage your team instead of shutting them down.
#Leadership is inside of all of us - we just need to tap into everyones power to #innovate, #create and #execute.
Many of my clients are doing virtual live streams allowing team members who are not used to working remotely feel more connected to their teams as usual.
Many are doing video calls at least twice day as another offering.
File shares in real time are now a must to keep work flow going.
Documenting best practices, creating FAQ's in real time.
Breaking larger teams down into smaller teams that work together closer even though remotley. Closer as in communicating via phone, video, email on their projects.
The list goes on, what's on your list?
These can all become your new culture norms. What is right inside of your culture still matters.
All over the world is mounting stress, anxiety, frustration, fear...today let's try and shift our mindsets into what we can control vs what we can't. Listen in for 4 core tips to better manage today and beyond. #YourMorningCommute
We will all come out new and redefined...meaning how we do business is changing again. Unfortunately the Coronavirus is making us all rethink how we do business as a whole. Now is the time to tap into your team of innovators & design thinkers. #YourMorningCommute
Where are you lacking today? Listen in for more around the lack of these 7 and what happens when you are indeed lacking.
#YourMorningCommute is here to get you started each and every day. Culture isn't built in a day, it is built everyday. What are your intentions today? #CultureMatters
When is the last time you asked your employee to take the job description of where they are now, where they want to go, asked them to self-reflect and then you gave them specific feedback to aid and assist with their future. I am not talking about a performance review. #YourMorningCommute #CultureMatters #ForwardFeedback
The more self aware you are the better you are at asking for help and sooooo many other things. However, today on the #YourMoreCommute we are focused on asking for help. Listen in for more #TodayIsAboutYou
On this 70th episode of #YourMorningCommute I discuss the entire lifecycle of your potential employee and retaining them. One of the biggest questions I am often asked to weigh in on, keynote, write a blog, write a book and certainly help you - the client. Where is your blindspot in this cycle? Who are you asking to weigh in? What will you focus on first to amp up your attraction and retention game? #CultureMatters #CultureCuratorsInConversationMembership
On today's #YourMorningCommute I talk about teaching your team members and yourself to raise your hand and say 'I can do that' - increasing their momentum and your team stickiness to stay together - have each others backs - build and maintain trust and become more agile. #CultureMatters and it starts with you and your team.
Today's morning commute I talk about 4 ways you can positively impact your team, your organization and make it HUM. It just takes 3 minutes today to get your culture fueling on and set your tone for the day. #YourMorningCommute #CultureMatters
If you want to create a culture of transparency, culture of learning, or culture of TRUST...you have to own your own mistakes- errors as well and do so publicly. Yep - call yourself out and what you learned. This allows others to know you are human and so much more. Listen in to todays episode of #YourMorningCommute #YepIOwnThatMistake #ThisIsWhatILearn #CultureMatters
Sharing some mirror/mirror (maybe some tough love) time today and making sure you check yourself first before pointing the finger or scratching your head wondering what is going on - lets start with our own reflection. #YourMorningCommute #Self-Awareness #CultureMatters #IsItMe
Are you following the guide for training? The 4 P's of training include Prepare, Present, Practice, Perfect.
Listen to todays #YourMorningCommute for more.
Don't allow your day to go sideways - be #intentional #CultureMatters
Are you celebrating daily successes? Why or why not? It's a mindset shift when you focus on what is going right and why it happened...then and only then do you begin to build positive contagions in your organization. Listen in for more #YourMorningCommute
Few companies align business strategy with talent strategy.
Are you a YES or NO when answering these 3 statements about your organizations strategy's and alignment.
We have a talent strategy.
We have a business strategy.
Our talent strategy is completely aligned with our business strategy.
The discipline of talent optimization argues that companies must define both a business strategy and a talent strategy and align them to be mutually beneficial.
Employing these practices doesn’t guarantee results. But doing so certainly increases your odds of success.
Listen in for more on today's 60th episode of #YourMorningCommute
There comes a point in every business when something happens that radically changes how the business operates: Leaders start to implement processes.
For employees who are used to improvising as they go and doing things their own way, this shift can be difficult. “We’ve gotten results without these processes,” they think, “Why should I change the way I’m doing things?”
Thus begins the internal struggle that comes with implementing a new process at work. The company tries to streamline tasks and increase efficiency but employees don’t want to be boxed in by a process.
Grab your 3 tips when you listen to today's #YourMorningCommute
Top 10 reasons employees stay - listen to today's morning commute for more. Ask yourself how you would rate your organization on these statements and or how you can continue to do better. #YourMorningCommute
When the candidate asks you to describe the culture, the climate, the environment at your company - how do you reply? How does your team of interviewers reply? Does it match what the candidate will find while doing company research to prepare for the job interview - on your website, on glass door, in your PR news? Food for thought to get on the same page - not rehearsed - aligned. #CultureMatters
I am happy to report I found the missing customer service on my morning commute in Atlanta, GA. How confident are you in the customer service you serve and train for all your internal and external customers? Listen in for some basics and where I found it last night, on my commute. #CustomerService #YourMorningCommute #WalkTheTalk
Wow what a breath of fresh air when I met with a new client yesterday. She shared a little of her past that included a quote from one of you previous employees "You told me what you expected from me." Listen in for more #YourMorningCommute
Take the easy road not the hard one paved with rocks, boulders, holes and more...be clear with yourself and your team on expectations.
Don't let your day go by, or week go by, or month go by without real conversations with your team members. Simple things like 1:1 time with real conversations go along way. True time is money BUT time well spent with your team pays off big. Listen in for more on today's #YourMorningCommute
Yesterday we talked about upping our Time Management Skills and today we discuss our Problem Solving Skills - bottom line you have to Analyze, Curate and then Create - don't just give surface solutions before you fully understand the real problem. A lot of time, money and resources are wasted daily chasing the wrong solutions to the wrong problems. #CultureMatters
4 Things we should always strive to improve Time Management, Communication, Problem Solving, Attention to Detail - today on the our morning commute we dive into more on Time Management - the difference between #overwhelmed and #burnout and then some tips on avoiding becoming overwhelmed that leads to burnout due to poor time management. Listen in for more...#YourMorningCommute #CultureMatters
By now we have all watched the google commercial series from the superbowl...today let's talk about what that has to do with your culture playbook. Building muscle memory and ease in recall is the purpose of the commercial by using google itself. Your Culture Playbook does just that and more. Defining what RIGHT looks like allows your culture to flourish and grow in the direction you need, want, and desire. Listen to todays morning commute for more. #CultureMatters #YourCulturePlaybookMatters
"Take it to the house" was one of my favorite memories of this years Super Bowl. For many reasons it touched my soul - full of encouragement.
It encouraged a new generation to come
It showcased and encouraged up and coming talent
It showed passion and further encouragement to those the young man met on his journey to 'the house' (stadium)
It reminded us to encourage others on their journey regardless of experience
It ignited and encouraged the youthfulness in us all and the overall excitement to run towards your goals and passion
Today, this week, this month, this year, this life - encourage those around you and increase their momentum. #CultureMatters and it starts with YOU
Intentional disruption is what I am calling Jimmy Fallon's workout (Michelob Ultra Light) commercial. Loved it - today you are challenged to have some fun with the team to get some of those boring or difficult tasks you and the team need to get done. Take a look at the commercial between Jimmy Fallon and John Cena - to get Jimmy's workout back on and get motivated. #YourMorningCommute #CultureMatters #IntentionalDisruption #WorkCanBeFun
34% of 600 executives surveyed said employee performance was a top concern that keeps them up at night, with 26% saying hiring right causes un-sleepable nights too. Let's flip that on it's head - hire with intentionality first then the performance and the budget will come in line. #YourMorningCommute #CultureMatters Listen to today's podcast for more.
Did you know that the average business leader spends 61% of their time on people problems (high turnover, low engagement, poor performance)? That’s the equivalent of 1,269 hours a year—almost 10 full weeks!
What if you could get almost a third of that time back (395 hours!)? And see 34% higher employee performance? Imagine what else you could do or what else you could focus on. Imagine developing, mentoring, growing your team instead of people problem solving - adding to your and their agility inside the organization. The possibilities become endless as the momentum continues to soar.
#YourMorningCommute #CultureMatters #TalentOptimization #CultureCuratorMembers
Lets begin to ask why we or others do and don't delegate. Perhaps you have burned or let down in the past (well perhaps you didn't delegate effectively or in it entirety from the start - that's another YMC topic) or do you feel guilty? What is the real reason you aren't or don't delegate. On top of that - why do you say yes to everything or "I've got that" is a normal response for you. It may start with your mindset - it is time to put the foot on the break and unpack it. #YourMorningCommute #CultureMatters
How deliberate are you with your training and development focus and spending. Are you developing your team towards needed competencies, delivered to their motivation needs and styles, tied back to the characteristic needs of the job, designed to achieve the strategies, aligned to the mission, vision, values and culture statements? If not, cancel that up coming training, hit pause and come back to analyze, curate, create before you waste another dollar. Do you want to know more...come on over to the culture curator membership where we are creating our culture playbook. #CultureMatters - culture isn't built in a day, it's built everyday.
Developing a team member or group to become more agile in their 'self' competencies can cause detours in your vision. Remember to first seek and understand an individuals personality and behavioral hardwiring before you begin to train and drive to increase their momentum, especially with competencies such as self-development, self-regulation, self-awareness, self-directed and then moving into managing with authority, accountability, influence, developing others, and employee-focused. #CultureMatters and it starts with #People #YourMorningCommute
On today's #YourMorningCommute I discuss behavioral & cognitive assessments. How are you using them? Are they adding value? Are they first and foremost scientifically proven, validated and reliable? Can they help your execute your business objectives and achieve the results you seek? Do they help you from hire and selection, into the interview process, on boarding, training, engagement, retention and more? Your tool should do this for you and more and if it isn't - find another tool. If you want to know more about the tool I use - message me. #CultureMatters and it starts with our #People
There is so much noise around us on the daily now. How do you keep it a bay to stay focused? Are you a part of the noise in a good way or creating unnecessary noise for those around you. Today is a mindset piece to being more intentional about how you filter and/or add to the noise. #CultureMatters
Who is within your sphere of influence? If you are a CEO, you have an internal audience (your employees) and an external audience (customers, vendors, board members, the public). If you are an HR director, you also have a sphere of influence. Your sphere includes your department colleagues, company employees and professional colleagues outside the company. How can you positively influence these people? Here are some thoughts for all leaders on todays 40th Episode of #YourMorningCommute #CultureMatters #TalentOptimization
Do you find yourself drained with others coming to you with problems? Start with reframing your mind and remember you are their leader, mentor, guide, developer - it's up to you to pivot your behavior to them, not the other way around. Help them by reframing how they come to you with problems with these 3 steps - listen to today's podcast for more. #YourMorningCommute #CultureMatters
Showing Empathy Doesn't Mean You Are Soft - shift your mindset today on the word empathy. You can't just be sympathetic and try to be liked every time someone comes to you with a problem or concern. But you need to be able to understand the problems, as well as that person's point of view. You can't just dismiss them out of hand. And if you're able to see things from their point of view and truly be empathetic, you'll be able to frame your response in a way that will prove you've heard them, and also answer their specific concerns. They might not always be happy, but it will lead to more acceptance if you have to tell them something they're not eager to hear. #YourMorningCommute #CultureMatters #TalentOptimization
We / You have an idea, a vision, a dream...you hire a team of talented individuals to make it come alive - but then reality sets in and nothing's going how you planned it in you mind. You are frustrated and start to take it out on your "talented team members" - what went wrong? Let's listen in to todays 37th episode of #YourMorningCommute #CultureMatters #TalentOptimization
Today on the morning commute I ask the question: Why are you giving performance reviews? Is it for development, or merit increases, or goal setting or bonus? Why? Of course we talk frequency, training and REAL development. What is your training philosophy for your team? #CultureMatters
“I can’t change the direction of the wind, but I can adjust my sails to always reach my destination.” ~ Jimmy Dean. Don't focus on what you can't do but what you CAN DO. Listen in as we finish out our week strong, intentional and on course. #CultureMatters #YourMorningCommute
This year I am focused helping the culture curator members create their Culture Handbooks (playbook). This is VERY different from an employee handbook and even more vital to the continued success of a company. Listen in to today #YourMorningCommute to get your mind flowing on why it's important and perhaps how to get started. Message me for more information on membership or creating your own culture playbook. #CultureMatters
Listen in for today's challenge and pulse check with your own mindset. Three underlying causes of a toxic workplace culture and one could be you. Leadership stops believing in the overall vision for their company or team. Employees stop trusting the leadership team, vision, direction, etc. and then apathy creeps in from all sides until passion is gone. Which means out goes the good culture and in comes the toxic one. Negative breeds negative. #YourMorningCommute #CultureMatters and it starts with People.
Happy New Year! Many if not all of us took some time off recently. Returning back to work can be challenging at times. Whether you are returning or welcoming others back to the office, make sure you get your social on first before diving back into the to do list. Make office rounds before your lists. Warm greetings are important to the relationships in the office and your workplace culture. Don't dive straight in or attach someone coming back with a to do list as soon as they walk in. That is draining for everyone. Then, you can get into your lists. Focus on 3 - listen for more in this episode of #YourMorningCommute
What makes a great leader? It’s a question we’ve all asked or thought about at some point.
Answers might vary, but there are several traits that appear time and again: confidence, competence, and charisma, to name a few. While these are helpful traits for a leader to have, there are many others that great leaders consistently display.
Listen in to hear the six less obvious signs that you’re a great leader. #culturematters #talentoptimization
The cost of doing business when your team disagrees on the go forward strategy. This begs the question - do you have strategic alignment across your entire team & board? Are you sure? How do you know? What worked in 2018, 2019? Listen in to this episode of #YourMorningCommute for more. #CultureMatters #TalentOptimization
The research shows employees want more feedback, not less. Look and listen for your next opportunity to give feedback—then use these tips to deliver feedback that doesn’t fall like a ton of bricks. Shift your culture to one of learning and growth through the right kind of feedback. #culturematters #talentoptimization
The holiday season is about our emotional state (happy, sad or somewhere in between). Yesterday we talked about flex-schedule and remote work as tips. Listen for the final list to stay on track and avoid those potholes. This works as individuals as well as teams. #culturematters #talentoptimization
It’s hard not to get caught up in the spirit of the holiday season, for better or for worse. With company parties, end-of-the-year tasks and personal commitments, this time can become an all-encompassing behemoth of festivity. It filters into nearly every aspect of our daily lives, including our workplaces. Listen to this episode of #YourMorningCommute for tip 1 - to keep your employees engaged this season. #CultureMatters #TalentOptimization
How does your organization promote the professional growth and development of employees?
It doesn’t (ouch)
Regular, constructive reviews
Staff awards (internal or external)
Combines professional and personal needs/development
Opportunities for growth within the company
Sponsored (paid) ongoing education
Flexible learning opportunities
Cross-training (not the kind with kettlebells)
Encourages involvement in professional organizations
Makes room for employee passion projects
None of the above (Okay get started with at least 1 then)
What's an on-boarding loop - that feeling that you are stuck in traffic going on and off the exit/entrance ramps but not going anywhere. Starting and stopping in traffic, you thought you on-boarded right, but then your new team member lets you down. Perhaps you didn't layout the roadmap to on-boarding with clear intentions and a ton of feedback (check-ins) along way to make sure you and they are staying on course. The first day - 30 days, 60, 90 days are the most critical to a new team member. It's just like the first years of our life - setting the right trust, respect, communication cadences, and overall expectations. #culturematters #talentoptimization
It's no longer called being progressive to give feedback around performance on an ongoing basis. If you are still giving feedback once a year in a combination performance and merit increase you are really STUCK IN A DITCH in the past. If you want to change performance, impact performance, enhance performance, grow yourself, grow others - then giving feedback on the regular is NORMAL and expected now. It's not a millennial thing - it's an employee thing. #CultureMatters #TalentOptimization
How effective are you at getting tight knots out of small chains? Do you stay calm or end up tossing the chain and take the loss? These knots can be like our team members - we spend time and money finding them, on boarding them and then when KNOTS occur in their work performance we may not take the approach needed and patience to undo - what's been done. Today's challenge is work with a team member or two and give them some guidance to untie any knots or prevent them from occurring. #CultureMatters #TalentOptimization
Ugg, NBC and CBS are both back in the news for #MeToo and #Bullying ongoing claims, investigations and conversations. I say Ugg as it seems they and others are still trying to sweep things under the rug; they are tolerating and accepting their workplace culture environment. You know that #Toxic one. If you are serious about zero tolerance then take action, get an inquiry done from an outside professional, understanding where your organization stands with its ENTIRE culture. Then stop, continue and start actions that truly align and up hold the walls of your organization. What you are supposed to be, stand for and show up as (Mission, Vision, Values, Culture)
Continuous change is common today. Organizations everywhere are stepping up their change management processes, engaging key people, and implementing successful initiatives. But what happens when too many project changes begin to take a physical and emotional toll on your people? Listen for signs and tips to get ahead of the change mountains that slow process and positive outcomes.
Trends continue to rise with employee burnout -According to the 2020 Global Culture Report, 79% of employees are suffering from mild, moderate, or severe burnout. Burnout affects not only the individual’s mental and physical wellbeing, but also the organization as a whole. Organizations need to identify burnout before it happens, discover the cultural preconditions that foster burnout, and take active steps to fix it.
Tis the season for retailers and it can be draining on the entire team. How do you get and keep your employees engaged in retail? Focus on basics - it's okay to have employees working to get a check and nothing more. Don't stress on the fluff - do the basics. Breaks are important, accurate check is important, tell them what you need them to do and allow them to do it, and lastly have you heard the term DOPS used this at your location? If so, you need to follow up and get a handle on it. Listen to find out what DOPS is... This frustrating is more common in all businesses than you think.
I hear this often and find it really upsetting: We shouldn't put best and worst in the same sentence while describing a high performing, top of the heap employee. That just doesn't make sense. Avoid these potholes in your morning commute. Don't excuse it and help prevent it. Listen for all 6 tips.
Research shows a core finding inside several High-Purpose Cultures exists with the correlation of employee- and customer - focus. They’re well defined and make clear exactly what the organization stands for. Not only that but they live it everyday through their actions. Learn more about these tips when you become a culture culture member - core benefit resides in the 'constant' you are served up hot monthly. Join now here.
Saying thank you shouldn't sound robotic, but rather authentic and highly intentional. Today, focus on your thanks you with those you work around: a team member at any level. But don't just say thank you - tell them specifically why you appreciate them. Helping others feel seen, valued and heard can be really easy the more we do it and recognize the strengths and all the giving around us.
Work styles vary wildly from company to company, country to country, which can make expansion challenging and difficult to keep the workplace stress at bay. But one thing is for sure, every company regardless of industry or location has people. Listen to 3 principles that go along way to prevent culture clash.
We all know and agree change is hard, first stop saying change and talk about adapting instead. Start with your team - who are the champions going to be, the challengers along the way and those that can move you forward as catalysts? Don't forget to start with your data as you get started, remember data gives you transparency to make better decisions. Analytics apply your needed change initiatives but you have to have you PEOPLE to get it done.
Growth and comfort do not live in the same town. Getting comfortable with the uncomfortable is when we begin to grow and help those around us grow as well. By the way the book Deliberate Discomfort by Jason Van Camp is coming out in a few weeks - make sure you grab your copy. It will continue your growth path as well as your discomfort to get there.
How do you move through levels step by step to identify your success gaps to move/shift/level-up/transform your workplace culture? It all begins with understanding how to get from point A to point B to close those success gaps. Where are you now, where do you want to go in the future. Over the next several traffic days in your morning commute we will begin to break those down into principles, strategies, resources and tools to walk you through you own path to create a plan. First Analyze and employee mapping.
I am often asked, how do you really change a company culture. My first response is it starts with day one and builds from there. Meaning your daily actions, how you literally show up every day. You and your team. What you do, is not only who you are but how your culture is formed. If you want to transform your culture, think more in terms of how you move the culture. Move with quotations if you could see me. You don’t necessarily set or dictate it, you move it. And you move it in the direction you want it to go. Remember the company culture is how decisions are made when its leaders aren’t there. What are the first impressions new hires have on their first day? They themselves can move or set the culture as well. Think about it this way, usually on your first day, a new team member will begin watching to figure out who’s successful at the company and what are they doing. That sets the culture more than anything you can say, or think what your culture is. So, today’s challenge when you get to work – really watch and listen with a new set of eyes and ears, as if you are starting your first day. Do you like what you see and hear or do you need to move the culture?