Your Morning Commute: Recent Episodes
Shelley Smith
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 at premierrapport.com. Now let’s get through today’s traffic jam together. Support this podcast: https://anchor.fm/yourmorningcommute/support
How to Secure Lasting Cultural Enhancements Foster sustainable cultural advancement in your organization with the CPCC program's enduring strategies. Join Shelley D. Smith as she guides you through creating lasting changes that resonate with every level of your company.🚀 Why You Need to Watch:- Uncover the secrets to sustaining cultural improvements.- Explore methods to ensure the CPCC program's results endure.- Transform your company culture with strategies that last.🌟 About CPCC:CPCC is your blueprint for cultural longevity, ensuring the positive changes you make today continue to benefit your organization for years to come.🔥 Take Action:Unleash the full potential of the CPCC program and guarantee that your cultural initiatives leave a lasting impact. Don't miss out on this golden opportunity. Schedule your call today and embark on a journey to create a legacy of positive culture.🔗 Stay Connected:1. Book Your Complimentary Call to find out more about the CPCC Program: https://calendly.com/shelley-7/1-1-with-shelley-smith-via-zoom_cpcc_discussion?month=2024-012 .Visit The CPCC Website: https://premierrapport.com/cpccAbout Shelley D. Smith, Expert Culture Curator & Advisor:Shelley D. Smith, the best-selling author and CEO of Premier Rapport, and Creator of the CPCC Program, boasts over 35 years of expertise as a renowned Workplace Culture Curator. Her hands-on approach involves delving deep with incisive questions to pinpoint challenges and growth opportunities.About Davis Smith, SVP of Operations for Premier Rapport:Davis Smith is the SVP of Operations at Premier Rapport, Inc. He collaborates with leaders to optimize hiring, enhance team management, and align teams with their core values and culture. Davis is the primary point of contact for the firm's daily operations.#CulturalDurability #CPCC #LastingChange #OrganizationalLegacy
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How to Integrate CPCC With Your Existing HR TeamUncover the art of seamlessly blending CPCC methodologies with your current HR efforts, igniting organizational health and boosting employee engagement. Join Shelley D. Smith as she unravels the powerful synergy between strategic culture curation and human resources. Get ready to be inspired!🚀 Why You Need to Watch:- Supercharge HR initiatives with CPCC insights!- Foster a robust organizational culture through HR collaboration.- Unlock the power of CPCC integration in your HR practices with practical tips!🌟 About CPCC:The CPCC program takes a one-of-a-kind approach that not only complements traditional HR functions but empowers HR professionals to spearhead cultural change within their organizations. Get ready to be the catalyst for transformation!🔥 Act Now:Seize the opportunity to empower your HR team as culture champions with CPCC! Don't wait, book your call today and embark on an exciting journey to reshape your organization's culture. Let's forge a new path together!🔗 Stay Connected:1. Book Your Complimentary Call to find out more about the CPCC Program: https://calendly.com/shelley-7/1-1-with-shelley-smith-via-zoom_cpcc_discussion?month=2024-012 .Visit The CPCC Website: https://premierrapport.com/cpccAbout Shelley D. Smith, Expert Culture Curator & Advisor:Shelley D. Smith, the best-selling author and CEO of Premier Rapport, and Creator of the CPCC Program, boasts over 35 years of expertise as a renowned Workplace Culture Curator. Her hands-on approach involves delving deep with incisive questions to pinpoint challenges and growth opportunities.About Davis Smith, SVP of Operations for Premier Rapport:Davis Smith is the SVP of Operations at Premier Rapport, Inc. He collaborates with leaders to optimize hiring, enhance team management, and align teams with their core values and culture. Davis is the primary point of contact for the firm's daily operations.#CPCCxHR #CultureDrivenHR #OrganizationalHealth #CPCCProgram
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Embracing the Digital Shift with CPCC Absolutely! The CPCC program is specifically crafted to excel in the digital age, guaranteeing that your team stays agile and connected, no matter where they are. Take a deep dive into this captivating video featuring Shelley D. Smith, and witness firsthand how CPCC principles perfectly align with the needs of the remote workforce. You won't want to miss it!🚀 Why Watch?- Unveil effective strategies for nurturing a resilient culture in a remote setting.- Master the art of harnessing CPCC techniques to supercharge digital collaboration.- Unlock the secret to keeping remote teams fully engaged and consistently productive.🌟 About CPCC:CPCC training equips leaders and teams with the tools to conquer any landscape, even the rapidly growing remote workspace. It's not just about adapting; it's about thriving and conquering new frontiers in the digital landscape. Let's embrace the challenge and excel together!🔥 Act Now:Transitioning to remote work (or maximizing a remote team) can be seamless with the right approach. The CPCC program offers the tools and insights you need. Don't let geography limit your team's potential—watch now and book your call to learn more!🔗 Stay Connected:1. Book Your Complimentary Call to find out more about the CPCC Program: https://calendly.com/shelley-7/1-1-with-shelley-smith-via-zoom_cpcc_discussion?month=2024-012 .Visit The CPCC Website: https://premierrapport.com/cpccAbout Shelley D. Smith, Expert Culture Curator & Advisor:Shelley D. Smith, the best-selling author and CEO of Premier Rapport, and Creator of the CPCC Program, boasts over 35 years of expertise as a renowned Workplace Culture Curator. Her hands-on approach involves delving deep with incisive questions to pinpoint challenges and growth opportunities.About Davis Smith, SVP of Operations for Premier Rapport:Davis Smith is the SVP of Operations at Premier Rapport, Inc. He collaborates with leaders to optimize hiring, enhance team management, and align teams with their core values and culture. Davis is the primary point of contact for the firm's daily operations.#CPCCRemoteWork #DigitalCulture #RemoteTeamSuccess #CPCCProgram
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Unveil the real benefits of investing in culture with the CPCC program. Watch this captivating video that demonstrates how intentional culture curation is not only a moral imperative but also a smart financial move.🚀 Why Watch?- Discover the powerful connection between culture and profitability. - Get inspired by real-life success stories and see how companies have harnessed the power of CPCC for impressive ROI. 💰- Master the art of measuring the impact of cultural initiatives in your organization and unlock the keys to success. 🌟 About CPCC:The Certified Professional Culture Curator program goes beyond theory, providing practical tools and metrics to quantify the impact of strong culture on organizational success.🔥 Act Now:The value of a positive culture is clear, and the CPCC program gives you the key metrics to prove it. Watch now to learn how to articulate the ROI of culture to stakeholders and book your call to start measuring the impact.🔗 Stay Connected:1. Book Your Complimentary Call to find out more about the CPCC Program: https://calendly.com/shelley-7/1-1-with-shelley-smith-via-zoom_cpcc_discussion?month=2024-012 .Visit The CPCC Website: https://premierrapport.com/cpccAbout Shelley D. Smith, Expert Culture Curator & Advisor:Shelley D. Smith, the best-selling author and CEO of Premier Rapport, and Creator of the CPCC Program, boasts over 35 years of expertise as a renowned Workplace Culture Curator. Her hands-on approach involves delving deep with incisive questions to pinpoint challenges and growth opportunities.About Davis Smith, SVP of Operations for Premier Rapport:Davis Smith is the SVP of Operations at Premier Rapport, Inc. He collaborates with leaders to optimize hiring, enhance team management, and align teams with their core values and culture. Davis is the primary point of contact for the firm's daily operations.
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Today's episode, we're tackling the crucial topics of delegation, effective follow-up, and self-accountability. Effective delegation that ends in your desired results does have an order to its madness when done right.
All of us have been on the failing end of delegation whether you were the delegator or the receiver and it comes down not just delegating but how did you / they follow up and hold self and others accountable being with clear expectations and necessary information along the way.
Listen in and share your comments afterwards.
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In this episode, we'll explore the delicate balance of transparency in leadership. How can leaders maintain open communication without oversharing or being unnecessarily transparent?
Transparency in leadership is often touted as essential for building trust and fostering a positive work culture. Finding balance of sharing and oversharing can be difficult at times.
I find many leaders under share and hold onto information instead of putting it out there and it doesn't land well with the rest of the team. It causes uncertainty and unnecessary stress for everyone.
As always, I would love to hear your thoughts and comments below.
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First off, a thank you goes to Dr. Sarah Spradlin for sharing this article that inspired today's podcast. "The Broccoli Experiment: How Facial Expressions Impact Food Love" - readers look it up.
The article is funny, plus it reiterates how negative emotions can and will create negative contagions. Unfortunately they are formed all around us on the daily.
Personally, I immediately started thinking about leaders and the impact on our workplace cultures.
Enjoy today's episode, as I discuss this topic and then as you go through your day and your life - become more mindful of how you show up. What role are you playing as a leader and creating the workplace culture you desire to live in.
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What is stopping you from giving actual feedback? Or receiving it? Don't let the red tape get in your way. Is it the 'system' or is it you? What is stopping you from doing the right thing? What do 5 star leaders do?
🤔 Rethinking performance reviews! 🔄 Traditional reviews often miss the mark, focusing on past actions rather than fostering growth. Let's shift the narrative—embrace continuous feedback, set future-oriented goals, and build a culture of collaboration. It's time to empower individuals to thrive and evolve! 💪🌱
PerformanceReviews #FutureOfWork #FeedbackMatters
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My 2024 predictions are the subject of today's 566th episode of #YourMorningCommute - all things Workplace Culture and Leadership Development driven. Take 6 minutes to listen to my top 8 predictions - evolving trends and new trends.
🚀✨ Stepping into 2024 with a vision for the future of work! 🌐👥 Our latest podcast explores the transformative trends in workplace culture and leadership development that are set to redefine the employee experience. From remote work evolution to tech-infused learning, we're gearing up for an exciting journey ahead. 🌈💼 Dive into the details and join the conversation! 🗣️💬 #FutureOfWork #WorkplaceCulture #LeadershipDevelopment #2024Trends #Innovation #EmployeeExperience #Adaptability #WorkplaceWellbeing 🚀✨
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No matter how you slice and dice it leadership still comes down to some basics to be an effective leader. I hope you take 5 minutes to listen to today's 565th episode and let me know if you agree with my leadership description tips and overall thoughts.
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Your culture is the summation of all your individual and team behaviors and overall actions. Today I tee up 10 ways you can check to see how your interactions are coming and perhaps institute more common and consistent questions amongst each other.
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Don't question yourself - keep going. You are making an impact on your workplace culture. It's the little things that add up to all the results - those impacts you are looking for. - Don't look back - keep going.
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🧮✨ Don't forget the golden rule of life's math: Expectations - Information = Failure, but Expectations + Information = Success! 💡🚀 Keep learning, growing, and reaching for your goals. The formula for success is in your hands! 🌟 #SuccessEquation #KeepLearning #AchieveYourGoals
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About 100 episodes ago I discussed self vs others - well I am back again on this topic. We all need someone for something every single day...if you stop and count how many times you need others you will be shocked. Life and certainly not business can be done alone. Once you shift all your actions off yourself and focus on others - LIFE gets easier. Therefore business - work get's easier. I don't want to sound like a broken record but LEADERS are you listening?
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Hey fellow middle managers! 🤯 Feeling the people management pressure lately? 🔄 It's okay, you're not alone! 🤷♂️💼
Navigating the human side of things can be a wild ride, right? 🎢 From team dynamics to personal challenges, it's a full-on crisis mode! 🆘😅
Let's share our war stories and battle scars! ⚔️ Comment below with your go-to stress-busting tips or your favorite "I survived this crazy work week" meme! 🤣 Let's create a support network and remind each other that it's okay not to have it all figured out. 🌟
Remember, you're doing an awesome job managing the chaos! 🌪️💪 #MiddleManagerMeltdown #PeopleManagementProblems #StressBustersUnite
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It's football season, depending on when you are listening to this episode, and for that reason it makes me think about 2-minute drills. They are a great way to reinforce and better align your workplace culture - those behaviors and values needed to solidify what right looks likes. On today's podcast I give you 3 ways you can use a 2-minute drill to create appreciation, improve communication, collaboration or address challenges.
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Missed deadlines, stress, frustrations, repeating meeting topics - many of these are happening due to unclear expectations - assumptions that messaging is clear and everyone is on the same page.
Today's 560th episode - I dive into this. As always, open to your thoughts, best practices and more to share with our listeners.
Bottom line we need to do better. Now figure out what better should be...over to you.
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Today's 559th episode of #YourMorningCommute I recap a recent conversation I had with an employee and a HR colleague as we continue our discussion on navigating today's corporate landscape. We're dove deep into two crucial aspects of any organization: workplace culture and succession planning. These factors can truly make or break a company's success. So, whether you're an employee, a manager, or an aspiring leader, this episode is for you.
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One of the biggest hurdles that leaders face when cultivating workplace culture is the challenge of aligning their intentions and efforts with the actual behaviors and attitudes of their employees. This hurdle involves bridging the gap between the desired culture that leaders envision and the culture that is experienced by employees on a daily basis. On today's 558th episode of #YourMorningCommute podcast I list 10 challenges and some tips to begin to overcome them. If you want a deeper dive - read the full blog post and other resources on https://premierrapport.com
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I am all about keeping things simple AND involving the entire team in every aspect of defining your company values and therefore your overall culture. There is nothing and I mean nothing more powerful than hearing employees at ALL levels not only define what each core value means to them personally but give examples of how it does or should show up at work.
Stop overcomplicating and start asking simpler questions - inquiring minds, get answers and deeper clarity of expectations of what right looks like on your teams and throughout your workplace culture. It doesn't matter if you are all in person, all remote or hybrid on the in between.
Take 5 minutes and listen to some quick and easy tips to do just that on today's 557th episode of #YourMorningCommute
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Wrapping up our 3-part series with Six Reasons You Should Become a Certified Professional Culture Curator.
6 reasons for you personally + 6 reasons why your company needs you to become a CPCC
- Enhanced culture impact
- Knowledge and expertise
- Credibility and recognition
- Expanded career opportunities
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Professional growth and development
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Company Growth
- Company Profit
- Attraction of the RIGHT Talent
- Retention of the RIGHT employees
- Overall Engagement
- Short & Long-term Strategic Planning & Execution
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Curating a workplace culture involves intentionally shaping the values, norms, behaviors, and overall environment within an organization. On today's 555th episode of #YourMorningCommute, I discuss all eight - let's get started.
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Why should you spend time curating your culture? If you still aren't clear - listen to today's top 5 reasons. And you can come on over to my blog for even more information. Just visit - https://premierrapport.com/5-reasons-why-is-culture-curation-important/
- Preservation of Your Workplace Culture
- Education and Learning
- Promotion of Creativity and Innovation
- Company Identity and Cohesion
- Financial Impact and Sustainability
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In a recent survey, direct reports were asked to define what leadership characteristics were most important to them, from their leaders.
I am surprised, not surprised with the order - as they are all interwinding and dependent upon one another.
What are you thoughts?
- Humanistic approach
- Positive Thinking
- Achievement Orientations
- Integrity
- Inclusive
- Balanced Approach
- Learning and Self-Awareness
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Everyday there are so many ways we can build stronger teams through effective leadership - leadership from every angle - not just by title.
I recently went kayaking. My friend and I set a goal to go fast (and you know we did - lol) - in order to succeed, we immediately had to communicate things like - which side will we paddle on first, we had to get into a rhythm as we went side to side, we had to agree on when we needed to paddle on the same side to straighten out or turn, we had to verbally agree on go - right, left, stop, faster, etc. AND we are both very strong wheeled women - so we let all that go as we worked towards our goal to go FAST instead of who was in charge.
We accomplished our goal of speed between our start and finish and then both talked about the team work and all the leadership lessons - yep we are crazy like that. It was cool - we didn't plan it ahead of time - it just happened - just like great team dynamics. When done right - it happens right.
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Workplace Cultures absolutely have and create echo chambers - are you in one - are you creating one - GET OUT!!!
Getting out of your own echo chamber can be a valuable exercise for expanding your perspectives and understanding different viewpoints. Here are five ways you can do that:
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Diversify your information sources: seek out other teams, departments leaders - what are they doing to problem solve, innovate, challenge
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Engage in respectful discussions: seek out those on the team that think differently from you
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Explore offline communities: attend associations, chamber meetings, how are other 'getting the work done' team dynamics
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Read books and long-form articles: find topics that make you really think, go deep, different ideas and thoughts that your normal processing
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Practice empathy and active listening: remain non judgmental, get more curious, ask questions, seek clarity on different perspectives even if you disagree
Remember, breaking out of an echo chamber takes time and effort. It's a continuous process of seeking out diverse perspectives, challenging your own biases, and being open to learning and growth. If you don't, if you can't then how are you growing as a leader, as a company? You may get caught on a hamster wheel or become obsolete. Yikes, who wants that???
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Have you ever grabbed a free resource and tried to implement and it just didn't turn out the way you thought it would or the impact you were looking for...well you aren't alone. It is one thing to have a model and another to effectively implement it. This is where many leaders get stuck when they grab my free resources from my website but don't bring me in to help them implement it. Don't get frustrated with your turnover, your lack of accountability on the team, the lack of engagement, the lack of innovation, the lack of etc. with your team - change / shifts can be hard and most of the time harder than most think. Don't be afraid to ask for help. If defining, protecting and cultivating your workplace culture was easy - so many wouldn't struggle at it.
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How many people can admit they allow the noise around them to impact their day?
I admit, it happens to me sometimes and it triggers me or puts me into an unnecessary negative spiral that at times, I can't stop and I hate that!!!
Noise comes at all of us on the daily from all angles. On today's 549th episode of #YourMorningCommute I discuss that and the impact it has on your culture. Feel free to add your comments after listening to 2.5 minutes of this podcast today - I hope you agree it is worth the noise.
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With 35K decisions a day - many choices directly impact your career long term - as a leader how are you showing up with these nine and guiding your team as well.
Today on the 548th episode of #YourMorningCommute I discuss all 9 - let me know how you are doing? What is your commitment level on each?
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How would you describe your workplace culture 'type'?
There are eight core types of culture...listen in and pick the one that best describes your team and or your company.
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Getting back to basics as a leader means focusing on fundamental principles and practices that are essential for effective leadership. Here are some key aspects to consider:
- Communication: Communication is the foundation of good leadership. Clearly and consistently communicate your vision, goals, and expectations to your team. Actively listen to their feedback, concerns, and ideas. Keep communication channels open and encourage transparency and collaboration.
- Lead by example: Your actions speak louder than words. Model the behavior you expect from your team members. Demonstrate integrity, professionalism, and accountability in your own actions. Set high standards and inspire others to follow suit.
- Build relationships: Invest time in building strong relationships with your team members. Get to know them individually, understand their strengths, and provide support and guidance. Foster a positive and inclusive work environment where everyone feels valued and appreciated.
- Provide guidance and mentorship: Help your team members grow and develop their skills. Offer guidance, constructive feedback, and mentorship opportunities. Create a culture of continuous learning and provide resources for professional development.
- Empower and delegate: Trust your team members and empower them to take ownership of their work. Delegate responsibilities and provide them with the authority and resources they need to succeed. Encourage autonomy and decision-making, while also being available to provide guidance and support when needed.
- Set clear goals and expectations: Establish clear goals, objectives, and performance expectations for your team. Ensure that everyone understands their roles and responsibilities. Monitor progress regularly and provide feedback to keep everyone aligned and motivated.
- Foster a positive culture: Create a positive and inclusive work culture that values diversity, collaboration, and innovation. Encourage teamwork, celebrate achievements, and recognize the contributions of individuals. Encourage open communication, creativity, and a willingness to take calculated risks.
- Adaptability and agility: In today's rapidly changing world, leaders must be adaptable and agile. Embrace change, be open to new ideas, and encourage your team to adapt and innovate. Be willing to adjust plans and strategies as needed to navigate challenges and seize opportunities.
- Lead with empathy: Show empathy and understanding towards your team members. Recognize their individual needs, concerns, and personal situations. Be approachable, listen actively, and be responsive to their well-being. Support work-life balance and prioritize mental health.
- Continuously reflect and learn: Take time for self-reflection and continuous improvement. Seek feedback from your team and other stakeholders. Learn from your successes and failures, and be open to personal and professional growth.
Remember, leadership is a journey, and it's important to continually reassess and refine your leadership approach based on the needs of your team and the evolving landscape.
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People have recipe cards too...humans are so complex and you know we are - so why not find some recipe cards to allow you to better understand your own motivational needs and certainly those of others. Gather those ingredients before you send that email, pop in that office, ask for a meeting, solve a problem, create a new role, set a new strategy...
Today's episode I answer a question I am often asked - why are you so obsessed with Predictive Index and behavioral understandings? I hope you listen in - surely you have 4 minutes today.
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What little thing(s) are you doing as a leader on the daily that make a big impact on your team?
- Going on a listening tour? or Skip level one to one?
- Morning coffee in the break room or the virtual open call room?
- Random checkin's - yep the cooler talk - pop into the office - sending a private check in message?
- Hand written card to say thank you or celebrate their anniversary or a recent team or individual win?
- Celebrating something personal with your team?
- Mentoring, guiding, advising, big picture thinking, brain storming with your team and the list goes on...
Those little things are a big deal - the question on my mind today is how often are you doing them? Are they a part of how you do, what you do, when you work with your team or just one time a year, never or ?
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Have you ever wondered why your team isn't on track and accountability seems to be an ongoing concern? When the fire hose is on full blast - no one can consume all that is coming at them - keep it simple with 3 quick tips that are consumable and does move the boat forward.
Today on #YourMorningCommute - this is the topic. 3 Quick Tips to stay on track. Surely you have 4 minutes to listen and see what they are?
Ouch, if you don't have 4 minutes - then we REALLY need to talk.
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How are you driving excellence for yourself, your team, and your organization?
- driving better business results
- driving skills in leaders to be more agile
- driving innovation
- driving with an intention to keep current team members
- driving with a desire and achievement to better attract new talent
- driving an internal pipeline and succession planning across all levels
- driving employee engagement
- driving great communication
- driving and fulfilling account saturation and retention
and above all driving your workplace culture and showing up in your role intentionally
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Have you ever been more comfortable telling your coach or a stranger for that matter, about a conversation you should have or you are avoiding all together instead of actually having that conversation with the person or persons that you need to?
If so, you aren't alone. I hear this ALL the time. What we should be saying is being sad to the wrong person...when I am coaching someone and they are telling me about the lack of accountability, the missed timelines, the frustrations they are having with another person and I ask them if they have talked to that person or that team - more often than not, the answer is "NO - I haven't said anything" - immediately I ask why? The reasons of fear, or just plain excuses come flying out their mouths...today I am asking you to stop, just stop - have those conversations, don't avoid them. Avoidance makes things even worse - every - single - time.
Todays podcast I bring up this very topic and give you some tips to get going.
You CAN do this...just take the steps to talk to people. Avoidance is never a good plan or outcome.
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Clear expectations can make a world of difference...do you agree?
I am more likely to hit my mark if I am clear on what the mark is and where it is...do you agree?
So when I say employees will respect what the leaders expect - I mean when leaders are clear on expectations themselves in the simply form can be started and are stated to the employees - then and only then can the employee respect (have self-accountability) around those expectations.
Are you clear on what success means for each team member? Are you clear on each team members strengths, passions, aligned to their role, how success can be measured and would your employee say the same things?
If you are unsure - listen to today's podcast with quick easy steps to find out if you are on the same page?
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Decade after decade the data shows the direct correlation between employee satisfaction, engagement and retention to how well we train and development our team members. When they see the roadmap of grow and development on a continual basis - starting with day one onboarding and for years to come - they are more likely to stay with you for the long term. Today's longer term goes past 2 to 3 years.
Creating internal learning and developmnet universities for your company is the way to do just that. These are designed to provide specific knowledge (hard and soft) skills for your team members at all levels. Intentionally designed and tailored around your needs, your mission, your vision, your values, your strategies...why would you send them out to get - in hopes they bring back knowledge one person at a time.
Stop fighting the competition and create a different value proposition for your team. The results will blow you away. - In a GREAT way of course.
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We are a few months into 2023 and these 5 Culture Trends are becoming more and more evident.
How are you doing with these trends? Do they hit home with you and your team? Something else showing up on your end? How are you managing / developing / leading through this trends - walls - barriers - change in workplace culture needs?
Trends:
-
Employees want more from work
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We all want a community; it's important
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Burnout at all levels
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The need to know more, all angles, be a generalist, wearing many hats at all times
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Connection with team, leader and organization - awards and recognition that align to those values and connections
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Managing is hard period - managing up is or can be even harder. Going up stream is far more difficult than swimming downstream - wouldn't you agree.
Today's episode I discuss 3 challenges and suggestions to push through those challenges as you pivot with more grace - not to mention creating a deeper path towards a team with psychological safety.
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How strongly do you believe that you can speak up with out fear of being punished or humiliated for sharing your ideas, questions, concerns, or mistakes at work?
If you take a deep breath, pause or shout out NO then psychological safety probably isn't present in your workplace culture.
If you answered with a resounding YES, then you and your team are above the norm and BRAVO - keep doing what you are doing. You are probably experiencing innovation and the speed of success you are hoping for on your team. You are asking questions, you have given out permission slips to say anything, all the time and it's working, you are listening, your are including others, and taking action.
Going back to those deep breaths, those of you that said NO or shook your head or maybe even laughed out loud - now you know what you are missing.
Enjoy today's podcast - it's 7.5 minutes long. I am here to add value to your day and to that of your team and organization. Let me know how I am doing.
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Ep 536 brings you a special edition mash up The Culture Hour - Your Morning Commute - Raw Leadership called Saturday Morning Leadership with Elizabeth Veliz and myself, Shelley Smith.
We discuss the world today and why we are still talking about lack of retention, clear expectations, accountability and of course all things workplace culture and leadership. AND the intentional intersection of life today - all things personal and business. Not balance but reality and intentional interweaving.
You can listen or watch this video special edition on all 3 podcasts and Premier Rapport Youtube Channel. We can't wait to hear your comments, thoughts, ideas and how your challenge went.
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Change is a constant and I know you know that...how we tackle change is what can make or break a person or a team though.
Usually we don't call it out as direct as we should and that's when things start to go sideways.
Instead we have to get ahead of it and decide our intent and desire impact right from the beginning so we will know if the 'change' we started is yielding the 'change' we intended. It all goes back to what problem are we trying to solve right from the start.
- Innovation
- Disruption
- Communication
- Mindset
- Planning
- Motivation
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Why is DEI so confusing?
The answer is not simple. DEI encompasses a wide range of topics, perspectives, and concepts related to diversity, equity, and inclusion. It can be difficult to understand the nuances and complexities of how these issues intersect with each other and our lives. There are often different interpretations of what DEI means in various contexts. This makes it difficult to create a unified understanding of the concept. DEI is often thought of as an abstract concept instead of something tangible and concrete, leading to confusion and misinformation. Language around DEI can vary drastically from organization to organization or even person to person, contributing further to confusion. Implementing meaningful DEI initiatives requires resources that many organizations may not have.
These challenges present a unique opportunity to create meaningful DEI initiatives that acknowledge and address these complexities. By engaging stakeholders throughout an organization in thoughtful conversations around the meaning of DEI, organizations can help build a shared understanding of both its definition and complexities. By using tools like surveys or focus groups, organizations can actively seek out the expertise of their employees and other stakeholders to ensure that any DEI initiatives are designed in an inclusive way.
Organizations need to recognize that meaningful DEI initiatives will require more than just policy changes or hiring experts — it requires a sustained commitment from all levels of the organization. This includes making sure that everyone understands the importance of DEI and has access to the resources they need to engage with it.
Current trends are indicating many are pulling the plug on these programs...why - because they weren't understood, rolled out effectively and or misused. And that is a SHAME. If you are going to do something, do it right and make sure the intent and impact match.
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How do you define being professional?
Have you ever thought that being professional at times means showing up NOT as you?
Stay with me here, last week I spent some time with an intern discussing this very topic.
Authenticity can be a tricky topic to negotiate in the professional setting. It is important to be true to ourselves and our values, but sometimes it can come across as unprofessional or cause conflict with colleagues or customers. Striking the balance between being professional and staying authentic is a challenge that many of us face daily in our workplaces. It is important to understand that our best acts of professionalism may come from embracing our authenticity and using it as a source of strength. Authenticity may take practice, but it's an investment well worth making when used constructively in the professional sphere.
How are you showing up? Professional? Authentic? Boxed in? A smaller version of You?
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How are you applying your leadership, on - the - daily?
Application Leadership is the equivalent of enrolling leadership school. Sure, you can watch all Youtube videos on the topic and there are books galore to read, but when it comes down to it, Application Leadership is applying what you’ve seen and read in real life situations. To me, Application Leadership means taking all the knowledge you’ve acquired throughout your years of study and practicing them in everyday scenarios. It means acting like a leader on an unconscious level by exhibiting admirable qualities that people naturally look towards with respect; courage, humility, charisma and trustworthiness. Application Leaders see life's challenges and use their creativity and problem-solving abilities to conquer them instead of give-up or run away from them. All in all, Application Leadership isn't about memorizing texts but rather putting into action what you've learned and resultantly inspiring others along the way.
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Talk talk talk...
Many times that's what we do, when we need to listen, listen, listen
It's hard to find solutions when you are doing all the talking - are you a leader that talks or listens?
Today on the morning commute, I am asking just that, in hopes that more leaders will do less talking and more listening.
I kept it simple today - but listening can be hard...how are you doing in that arena?
Truth be told - I talk to much at times myself - assuming I know what's going to be asked and therefore quick to answer. Asking too many questions at one time and not be comfortable in the silence to allow others to think. I am working on it too and hope this inspires you to do the same.
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There isn't enough time in the day...perhaps but can we, should we better manage the time we have?
Listen, I get it the days move fast and tasks pile up on the daily. But how often do we stop the madness and get off the hamster wheel to take a deeper look at the things keeping us 'busy'?
Today on the 520th episode of #YourMorningCommute I speak on this topic and offer up 9 ways to better managed your time and achieve your goals. It doesn't take rocket science, but it does take discipline.
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What role does or can scarcity play in your workplace culture? It begins with how you define it and does it scare you.
You mind does play tricks on you if you let it. What is perceived as scarce could be an opportunity knocking. It depends on how you and your team approaches it.
While it may be tempting to focus on abundance when running a business, it is also important to consider how scarcity plays a role in workplace culture. As employers, understanding the impact of scarcity on how you manage your employees can help create an atmosphere that encourages growth and productivity.
Today's quick podcast focus' on this very topic.
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Is the great resignation a myth?
Now that I have your attention - what I mean is - do people really not want to work anymore, or do they just don't want to work for you or the organization?
Today on the 518th episode of #YourMorningCommute I go on a big of a rant to challenge what you are being told or hear, or chose to hear about why team members resign or become disengaged or even - dare say - only work while on the clock and not a minute after. (how dare they, lol)
I can't wait to hear what this morning topic sparks in you.
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A nationwide air-traffic shutdown by the FAA - talk about a public crisis - well there you have it.
I was one of the unlucky caught in that travel nightmare recently. After 15 hours that was supposed to be 5 hours, I witnessed a lot and reflected on how well leaders do or do not prepare their staff for things when it ALL goes wrong. This of course on the heels of SouthWest Airlines holiday breakdown still fresh in travelers minds.
So, how are you discussing and preparing your team for 'breakdowns'? Are you ready? Will the strength of your culture support the weight of the crisis?
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Chit Chat - Small Talk - does it get in your way or help move you forward????
Some say it isn't necessary and we don't have time for that - hog wash - we do and we must. Continuous Improvement often happens through those small and impromptu connections.
Today on the 516th episode of #YourMorningCommute I talk about this and the connection to your #workplaceculture and how we educate, engage and excite ourselves and those we are around. Yep, it's a culture thing.
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For the past 5 years I have chosen a word of the year to focus on. This year is no different. I have chosen Kaizen this year. Keeping it simple, it means continue improvement - going broader it means so much more especially in our workplace culture. What is your word of the year? How will you stay on track with it?
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Why is being vulnerable such a scary action?
Why is listening so hard?
I am often asked why is external vs internal coaching often more effective. Keeping the answer simple, it's the ability of the external coach to encourage vulnerability, being non-judgmental and coming to the table without any biases with a final layer of listening all around. Those are the ingredients of effective listening that you must be bring to the coaching table and as a part of your culture for deeper effectiveness and relationship building.
If you want to know more, please listen to today's 514th episode of #YourMorningCommute
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Learning and development matters—it keeps our workforce agile and gives them the skills they need for success. The team is also more likely to be motivated and inspired when they have access to training AND training done RIGHT. We don't want training that is draining. Hee, Hee, but rather moves our skills (hard or soft) forward. Increases our momentum - not one that puts us to sleep or left frustrated, lost and confused.
Today's episode breaks down the 4 P's of training with additional ideas, thoughts and processes.
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There are two powers of NO and today the NO that is on my mind is when we get in a rut of what won't work instead all the things that might work to move through the barriers.
Is it easier to say no that won't work or to think through all that could work. Where are you and your team spending your energy? On No's or possibilities?
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How many of you develop your entire team - all levels - intentionally - ongoing?
I hope many, if not all of you - if not, there is your opportunity - seize the day.
Your employees have a significant impact on every aspect of your organization; from company culture to productivity and profitability, the people you hire help determine the success of your business.
I hear leaders state their most important asset are their employees but I don't always see them invest in those assets. There are a variety of ways you can get started or enhance what you are already doing...listen to today's quick podcast for a list of ideas.
And...if you have some ideas - best practices to share with others - share away in the comments below.
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Power and Leadership - not sure we should pull those together in one thought. I say that as many in 'leader' positions use their position itself, their title for 'power' vs influencing, motivating, listening, and leading for the good - to enhance others - to guide others - to help others grow.
With that in mind, today's 510th episode of #YourMorningCommute is about the Power of Leadership and asking yourself to checkin with your team for the good. We all get so busy being busy that we just forget at times to slow down, ask questions, listen and then take action from what we heard.
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Are you more Honey or Vinegar with your leadership style?
I am not talking about being overly sweet anymore than overly direct - but rather pointing out the obvious about attracting more bees with honey. We know it is true, but at times our hurried ways, get in our way and come across as more vinaigrette than sweet.
I was reminded of this recently by a colleague pointing out the differences of two very successful and results oriented managers. Both getting the job done, but one creating follow-ship through leadership and the other leaving broken relationships in their paths of destruction.
Both creating a workplace culture - one positive and one negative. One a culture of positive collaboration, results and accountability. The other of fear, results and resentment.
Honey - not - vinegar is the easier path all day long. Just sayin...
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How do you define communication? How does the rest of the team define it? Are you positive you will define it the same?
Here is an easy way to get started and answer that question. If you haven't done this exercise before - it is simple and always enlightening. Grab some index cards and ask everyone to define communication and then compare notes. From there you will see similarities and differences - learning how to best or better communicate with others will become obvious as you unpack those definitions.
Still not convinced it's a worthy exercise - hopefully you will take 4 minutes and listen to today's #YourMorningCommute to fully understand the value AND do this activity in your next team meeting or with someone you are struggling with communication wise.
Communication our bridge to ALL things (verbally and non-verbally).
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Many are still struggling with their 100% virtual or hybrid cultures. If that is you and your team, here is an easy tip...start backwards with literally everything. Meaning all of your structures should be set up to work optimally virtual (of course for industries that can). Create three buckets for everything you do - a virtual how to, a hybrid how to, an in person how to. The how to's should cover all things not just technology, but communication, problem solving, decision making, meetings, taking action, gatherings, and so much more. Once you figure out how to - do virtually - the other options are easier to fall into place.
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Is it just me or does everyone seem to be in Crisis Mode?
Regardless, for those of you feeling this way or seeing others in that mode - help them...
A crisis is described by each of us in a different way and we react differently too.
Some take everything on as a crisis and some brush it off - the masses are in the middle.
As leaders, it important to show up with a clear head, mind, and soul to keep the actual crisis contained or dismantle it all together. Today on the 506th episode of #YourMorningCommute I discuss this very topic and offer up some dismantling tactics.
As always, would love to know how you manage those in crisis mode around you. Do share...
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Building a team requires team building itself. It may sound silly, that I typed that, but I find many may think team building activities aren't necessary - needed - or achievable for whatever reason these past 2.5 years. And I fear, some may think they have never been necessary to create a high achieving team. I respectfully disagree and live on the other spectrum that one begets the other.
There are countless ways to build teams, build rapport, those unbreakable bonds...that allow the team to achieve many lofty goals.
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We all have views, ideas, thoughts, opinions, and experiences we bring to the table. That lens is our vantage point - our view from where we are and what we have done and been through.
In today's 504th episode of #YourMorningCommute I encourage you and challenge you to ensure you are including all vantage points, not just those of top leaders in the decision making - problem solving - innovating - workplace culture and flow process. Why - we need ALL vantage points and should never dismiss someone who is new, or young, or lack industry experience for example. The differences in vantage points is what allows our teams growth, quicker solutions, quicker success, quicker pivots and so much more.
When we dismiss...that is creating disadvantages vs advantages. So the next time you have a problem - involve someone that comes from a different vantage than you.
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How present are you during Hybrid, in the office work days? Are you being seen and truly connecting with others?
As many continue struggling with todays new world of work, being present, when you are present is even more important.
We create bias (good and bad) to those we interact with IN PERSON. We do the same on phone calls and zoom meetings too, but today I am focused on your office interaction when you are there. How you are scheduling the hybrid schedule with your team is vitally important as well.
If you are giving options on days to come in, then you may be missing the collaboration and certainly the 'Presence' opportunities to further connect in real time.
Even worse, you come in and close your door and don't interact with others. Or even more worse, you come into the office and no one else is there and you are wondering why you are there.
The list goes on...my point - get aligned with your team and your schedules for deliberate time together. Presence bias is on my mind today...I hope it makes you be more present too.
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Sometimes asking yourself first, what role you are playing in a conversation, can and will guide the outcomes on all sides.
Have you even gone into a conversation thinking you are guiding / mentoring / coaching and find yourself upset that the receiver isn't going to do or did do what was suggested? Perhaps you switched from coaching (leading) into consulting (managing/doing) midstream without permission or buy-in for you to switch gears.
Today's 502nd episode discusses clarifying the role you are playing upfront, before you miss step with your team-members and the conversations and outcomes go sideways. And YES...this is a workplace culture boundary frame.
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What is stopping you for having conversations?
- just talking with others
- tough conversations
- giving needed feedback
- managing up
- peer to peer
Don't be afraid to ask questions, give feedback, seek clarity...remember clear is kind, unclear is unkind.
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I am excited to hit episode 500 of #YourMorningCommute podcast. It's been a journey and I have dedicated this podcast to thank each of YOU for your support, comments, questions, topic ideas, shares, and so much more.
I started this podcast to give each of you a little getting-up for the day as you travel to your office (all things workplace culture related). Obviously, the travel to the office has changed since I started this but my intent has remained the same. Today's podcast is a shoutout to YOU of appreciation.
My common asks and statements over the last 500 episodes?
- What role are you playing?
- How are you deliberating protecting what right looks like, feels like, sounds like around your workplace values?
- Culture isn't built in a day, it's built everyday!
- How intentional are you as a leader?
-
culturematters
-
cultureplaybook
-
culturenorms
- Be safe, be kind
- Clear is kind, unclear is unkind
- Culture is defined as how we do, what we do, when we work together
- Pivot with Grace
- Grace and space to adjust and lean in
If you have been following me, these sound familiar and if not, perhaps you go back and listen as well as follow me in the future for my next 500+.
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I love hearing managers tell me how the direct report effectively managed up - giving them feedback and it landed as it was intended.
Plain and simple, it does my heart good to hear these stories. Bravo to all those levels having the space and grace to give feedback all ways (both vertically and horizontally). This is what strong cultures are made of and what strong leaders encourage.
Love it, just love it and had to share.
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Well it got me, after 2.5+ years of escaping it - I tested positive this week. Such a derailer needless to say. Buttttt, in my brains true fashion I immediately thought about how I let my guard down missing the signals and how we as leaders do it as well. Missing those early signs that our employees are disengaging and going to quit. Not quit on us, but rather we already quit on them. Quiet quitting isn't really quiet - the signals are there.
On today's 498th episode I talked about those signals.
Until episode 499 - be well and be safe out there.
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Many are spending time trying to define or determine their workplace culture. Start by asking yourself what are you allowing in your culture now. What are you allowing around call offs, how you hire, how you onboard, how you train, how you communicate, how you decision make, and so much more.
You have a culture defined now, the question becomes is what you are allowing, what you want it to be? Is the current state you are allowing, how you want it defined?
If you want a culture of respect - how is it showing up now. How are you protecting what right looks like now around respect and civility?
If you want your culture to be inclusive - how are you creating that environment now?
Again, the list goes on. Any time someone says "I wish our culture was xxx." That xxx exists now but it's the opposite of you what you want and that my colleagues is where you now start. Flipping wrong into right is a starting point all in itself.
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How are you using your job descriptions?
Meaning are they written, signed and then tucked into the employee folder never to be referenced again or are you really utilizing them?
If written right, there is so much goodness in the description. Short term and long term - that's today's topic on YourMorningCommute.
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Nothing works in business until the "people issues" are fixed.
Of the four business opportunities - people, execution, strategy, and cash - People is where you must start. To become a high-performance organization you must address people issues before they get out of hand, when your people leave, the cash bleeds. you can forget the strategy and the execution when you don't have the right people or the cash.
Move out of theory into application.
Looking to shift your culture...stuck...give me a call.
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Today's podcast I am talking about the back to back to back to back sprinting that is and has been happening on the daily for more than 2 years. This my dear friends and colleagues is not healthy and can not be maintained without running out of breath.
AND that is what I am seeing and hearing.
So stop the sprints, one right after the other. I am referring to all the new initiatives, changes, challenges, repairs - when we do multiple things all at once - nothing gets done or done right. Don't get me wrong, I love change, and innovation but there is a right and wrong way to go about it. Just sayin - take a breath. Refocus!
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Everyday I hear stories...frustrating ones, sad ones, disappointing ones around someones description of their culture.
What I want to hear more of are turnaround stories, actionable shift stories, and celebration stories to describe the teams culture. We get so focused on what isn't working or won't work rather than owning where we are and then taking action to shift into a better place. It's a choice you, we each make every day.
What choice will you make today? Will it be a story of negativity or positive shifts/pivots and resilience?
Just curious...I am a believer in what we manifest comes true. Let's manifest the good stuff today...shall we?
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Today's 3Rs to moving forward. Make no mistake about it, its in our routines and rhythm - those cadences of habits and finally the reason we do what we do daily. I wish when you clicked on this post that Janet Jackson's Rhythm Nation song started playing for you. At the very least, hopefully it is playing in your head right now.
Today I want you to ask yourself if you are leaning in and accepting the daily whirlwind as your day, the rhythm of your day, every day or are you taking charge and confirming your rhythm is beating at the right pace - the right workplace culture norms you desire, want, need, deserve...
- Solving problems calmly or franticly?
- Communicating clearly and often or sporadic at best?
- Running through the day reacting or being proactive with your intentions?
- Innovating or maintaining?
- Connecting and building rapport with your team mates or running through the day heads down working on a task list?
- and the list goes on...
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Keeping it simple - isn't always so simple or can it be?
Employee engagement and disengagement happens daily - but what can we do around more preventative maintenance of engagement?
Today's quick podcast serves up some reminders of what engagement looks like and some ways to dial in, level up. Enjoy!
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Defining an entire company as being toxic may sound harsh so let's reframe it.
Start by asking yourself, what are the dangerous or destructive things (culture norms) inside of your or a company? For example working long hours as a norm. Or never taking time off. Or when you take time off you are still available and responding to emails, texts, phone calls. Perhaps it's zoom calls with videos not on. Perhaps you have hybrid work but everyone is a on a different schedule so what is the point of going into an empty office. The list goes on. The point is ask yourself where you may have some dangerous norms that are keeping you, your team, your organization from being a highly performing team due to these 'destructive' things, 'toxic' things. How can you make some shifts that will ultimately increase engagement, retention and better attract new talent?
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Conversations gone sideways... it seems to be a part of many day to day offices, text exchanges, zoom calls and emails.
And what's worse are the end goals are completely pushed aside, almost forgotten as team members get wrapped up in the emotions of the exchanges. The tone, the words chosen, the differences in communication styles completely take over. Getting back on track is tough but doable as long as you address these sideways turns quickly. If you don't, getting back on track is soooo hard if not impossible. Trust and credibility is broken and work teams are no longer functional.
More so, people get hurt...the other co-workers, the customers, end users, clients, patients - because the focus on the goal - the outcome is forgotten. Team work starts with respect and civility and not making assumptions about perceived malicious intent.
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Many things create walls between us. When trust is broken almost everything about a relationship, a healthy relationship goes out the door. When I work with teams, it can be tough getting to the root of what created the broken trust. But that step to repair the trust can not be missed. That root cause is a must. Please don't skip that step. If not, you are trying to mend a broken piece of steal with scotch tape. It doesn't work.
Today on the 491st episode of #YourMorningCommute I layout 4 steps you can take to repair trust. Let me know if you get snagged along the way. I am here to support you, you just have to ask.
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Why is change so hard, scary, frustrating?
Well, it has a ton to do with how we announce change. Are we bringing the team into the fold or simply announcing and dropping change in their lap? Reframing that sometimes awful and uneasy feeling of change can absolutely be shifted with the right communication along the way and a few other tips. Enjoy today's 490th episode of #YourMorningCommute
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Leadership can be tough for a ton of reasons, but very rewarding too.
There I said it (leadership is tough) and many of you think it and know it to be true.
Today's episode of #YourMorningCommute goes back to the basics with four leadership lens, also known as Primal Leadership. I hope you listen in and rate yourself on these four lens of Authenticity, Coaching, Insight, Innovation.
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"Does it move the boat forward?" - I love that question as you can apply it to soooo many things.
The past couple of days I have had the pleasure of team building time with my friends and colleagues at PI Midlantic and our summer retreat - the theme - you guessed it - moving the boat forward. You all know me - my head is spinning (in a good way) around how we can apply that through many walks in our lives - for today though - how our efforts / focus / tasks / activities / meetings move our team forward in a solid work environment - how we do, what we do, when we work together. Enjoy today's podcast.
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How do you describe managing vs leading? Being a manager vs being a leader?
I still get asked this all the time. Recently during a CEO fireside chat with a client kicking off their internal leadership university, they explained this in what I thought was a great and simple way - responsibility vs accountability. Creating the frame, vs working inside the frame.
Today on the 487th episode of the #YourMorningCommute I unpack that a bit. I hope you take a couple of minutes to listen and then respond to how you explain and define managers vs leaders. I can't wait to see what you say.
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Why is accountability so hard? Self and to others
Today on the 486th episode of #YourMorningCommute podcast I disclose the 8 steps on the ladder of accountability.
I use this often in a variety of ways. I hope you pick up the ladder too and start using it. It can do wonders when you are personally stuck and blinded sided by the step you are on, not to mention when you are working with a team or guiding an individual.
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I am often asked if something (a situation) or someone is fixable.
Have you ever asked that or thought that of a team or team member?
In my professional opinion it is all fixable but there are varying paths to take to 'fix' it what ever 'it' may be. With that in mind, how do you take hopelessness on all sides and fix it? Today on #YourMorningCommute I discuss this very topic.
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Where has civility and respect gone?
Before you take on big training with your team - please please please start with the core of all communication and highly effective teams - civility, respect, hearing, listening and then we get to trust.
Dropping the mic on this subject today with a plea to start here first.
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When is the last time you took a look back at your calendar and asked what it says about YOU? And does it say what you want it to say - does it describe how you want to show up? Do you rule your day or does the day rule you?
Keeping it simple, our daily habits - routines form who we are and how we are making an impact on our culture - our leadership styles - our legacy. What does your daily routine say about you?
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New hire feedback is sooooo critical in the first 30 days. Even the first week. The wheels can start coming off before we even know it sometimes. To get ahead of that I offer up 2 tips on today's podcast.
It doesn't take long for a new hire to start getting frustrated if their onboarding, training, feedback, communication, etc are meeting their expectations - let alone your (employer) expectations as early as week 1...get ahead of that derailment before you lose another employee.
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When is the last time you asked your direct reports - specifically - how can I best support you?
Keeping it simple but specific with deliberate checkins and actually listening to what they say and then...hold on...actually following up with the commitments you make to them. Accountability goes both ways.
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Who has the best welcome, orientation, onboarding practices they want to share? This part of a new hire is the MOST important part of adding value to your new team member and that new team member adding value to the team. So, comment and share your tips with others.
I do just that on today's 481st episode of my morning podcast. Enjoy and share your knowledge and success with others...go ahead brag on yourself and your company in the comments.
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The demands of the workforce today are changing - PERIOD! How are you getting on board?
Gone are the days of employees asking when, where, how they work (today they simply tell you instead of asking you) - today work is secondary thought into our lives. You heard me right and the sooner decision makers and owners get on board to reverse engineer how we think about 'where and how' we work the better your nights sleep will be.
I could speak for days on this matter - so feel free in inviting me into your nightmare to work this out with you (LOL) but seriously - today on the 480th episode of #YourMorningCommute, I talk about this dilemma or rather reality AND how to GET AHEAD!
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When is the last time you asked the top level of the organization and the entry level of the organization the same question and got the same answer?
My bet is you haven't asked lately or at all and secondly, if you have, the answers are very different.
Why is that?
Why is it so hard to communication properly across all channels, all layers of your organization?
Today on the the 479th episode of #YourMorningCommute I take this subject on.
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Fear...being uncomfortable and scared out of your mind...yep that was me just two nights ago BUT what does this have to do with leadership and culture you may ask - lots!
On todays episode I tell you about my personal experience and then how this relates to our day to day business world - leadership - culture and more.
Bottom line fear either paralyzes you or pushes you forward. I choose forward all day long, what about you? What has pushing through your fears taught you and your team?
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Have you ever been assigned a task but not given enough information and then missed the desired outcome? Or given too much of a frame and felt suffocated in your creativity to get it done? If so, then you weren't given the task in the manner in which you best receive it...AND...you may be doing that to others. Yikes!
Today's episode I give you practical ways to avoid these mistakes. Enjoy - it's all a part of your culture norms.
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We make 1000's of decision every day, specifically 35,000 according to Google.
Too much red tape leading us down the rabbit hole or leaping without flushing it out and including others - those are the two natural styles around high and low risk decision making styles and perceptions around a leaders decision making process.
But how can either style find balance? Both can...take 5 minutes to listen to today's decision making process quick podcast to lean into your preferred hardwiring and how to bring balance and clarity to those you lead.
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Turnover...ugg that 8 letter word turned into a 4 letter word on the daily now, but it doesn't have to be that way. Seriously...it doesn't. Unwanted turnover is the result of something else, something else inside the walls of your team - your organization.
But what you may ask, and I am glad you asked. There usually isn't one reason but many - it could be the lack of alignment of person to role, or the lack of true inclusion - that total sense of belonging, or lack of defined expectations around hybrid or 100% remote work - it's a culture thing no matter how you slice it. The culture norms of how we do, what we do, when we work together - aligned, clear, rewarding, mutually agreed upon, and all parties held accountable.
If you don't know where to start - you must start with inquiry - unpack, unravel it all to find all the 'leaks', breakdowns and build up those things that lift individuals and teams up.
Now, you can complain and say that is too much work - people aren't willing to change - or you can become a part of the change. You choose which role you want to play in what's happening around you with turnover.
Don't get made at me - come with me and make a difference.
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Every employee needs basic soft skills, especially our people managers. When do we, should we provide this training? How?
In my humble opinion and experience, internally is the best way to create and deepen your culture norms. Start with the basics: Interpersonal skills, problem solving, decision making, time management, organization, and dependability to mention a few.
Today on the 474th episode I discuss how these unfold, impact and intertwine with one another to build a strong and highly performing team - while creating a solid culture of what right looks like around training and development.
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Upskilling - one of the new buzz words.
What is it? How do you roll it out as a culture norm?
Why is it important? Is everyone looking to up their skills? (soft and hard)
Can we afford to do it or is it more costing not to do it?
What are the benefits individually, for the team and the organization?
That 4 minutes to listen today's #YourMorningCommute for more.
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What are your culture norms?
Today specifically around meetings and training sessions?
I had the pleasure of training a hotel leadership group recently and before we started the GM collected all the cell phones. Of course, I loved that...I could tell it was a culture norm for them as they were easily collected and placed in the back of the room. That is a great culture norm of how they 'meet and train' together to remain engaged and not tempted or distracted by their incoming calls, texts and emails.
Enjoy today's quick podcast where I discuss culture norms further.
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Peer coaching - what it is and isn't. Why to use it to help with your onboarding and retention - that's what I discuss on todays 471st episode of #YourMorningCommute - all things workplace culture and leadership development.
Have an amazing day everyone.
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Who hasn't experienced some sort of burnout?
I know I have throughout the years and it is caused from way more than just overload - overworked - overtasked.
Today's episode begins to unpack this very topic and all the causes.
Let me know what you are experiencing and or contributing to.
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Are you still struggling with employee engagement yourself or your team?
Moving from resignation to reflection before regret will take time well spent inside of reflecting by asking lots of questions to your internal team and those your are trying to recruit.
On today's #YourMorningCommute I discuss the prequel or clean up on understanding your employee expectations that will lead to your culture - defined as how we do, what we do, when we work together.
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Have you ever woke up trying to find your groove for the day?
In my humble opinion, I think its okay to admit we all have days like that...I know I do. My day started off tune in my routine and I decided to lean in to it and just allow my day to happen. Sometimes we try to force a facade and just shouldn't...putting a mask on isn't my thing - I am who I am and I hope you are too.
Today's episode is about handing our some permission slips to you and to me. Enjoy the quickness of episode #468 this morning.
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Today I am curious, what do you tolerate in your meetings? When do you say something? Right then, never or complain in private?
Today my podcast has a bit more of a serious tone. I hope you listen in and ask yourself what are you tolerating in meetings, trainings, conversations...when do you take a stand around culture norms. Are you accepting - tolerating - or making a stand? What you tolerate sets the tone of respect, trust and so much more in work environment. Is this how we want to lead our teams?
Curious to what you do or don't do in meetings.
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Why are we over complicating career pathing for our team members or ignoring it all together? Why aren't we starting from day one during new hire orientation to plant those seeds?
Today on the 466th episode of #YourMorningCommute I layout some basics to get you started (if you aren't already deliberating doing this for every one of your team members).
It starts with 3 things:
•Connection - Building relationships with peers, managers, and mentors around skills, interests, and drivers is the (super) glue that drives fulfillment and retention.
•Alignment - Making sure that everyone in the organization knows what they can do to contribute to the larger vision and mission of the company. This alignment is powerful for engagement and company growth.
•Growth - Providing every employee with opportunities to grow—both personally and professionally. Growth comes from stretch assignments, mentorship, and formal learning
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It's a reflection kind of day and I hope you join me. Imagine passing the baton to your successor today, what would they say?
How would they describe your leadership impact? What would they keep doing, shift or completely toss?
It's a great way to reflect in order to kick yourself in the butt a bit to make that shift you have been wanting, dive deeper, lift your head up or keep stay on course. You decide. It's a great activity for your team to do individually as well, then share collectively.
Today's 465th episode of #YourMorningCommute discusses this and a bit of a recap from this weeks #HRVA2022 SHRM conference.
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"That way we are recruiting and retaining isn't working"...said your team - so what do we do now?
If that statement is true for you, then what will you do differently today. If you couldn't post on Indeed for example - what would you do? Today's leadership requires even more out of the box thinking...if traditional doesn't' work - go in the opposite direction - create a new path. Detours happen all the time, are you willing to take it or even create it?
This is the topic on today's 464th #YourMorningCommute podcast - enjoy!
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Leaders need inspiration too - so to wrap up your week - here's five to get your day started. We can always learn more and share more...so pass it on.
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We are complex beings, there's no doubt about it. We seem to always be on the search for more, for different, for ???? sometimes we just don't know.
Right now, leaders all over the world are trying to figure out their people. Today's 462nd episode of #YourMorningCommute is meant to help you reflect on how today's talent and tomorrow future of talent. Talent Forward Thinking. Let me know what you come up with. How are you and your team reshaping your new normal?
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Leadership is often over complicated because leaders can and do overcomplicate almost everything. I admit, I have resembled that remark at times as well.
There I said it.
The biggest mistake is thinking and leading as if it is about YOU vs THEM - them, you know the team, the people, the humans - the ones get the work done. Leading isn't about telling and having your own agenda, rather great leaders lean into the needs of their team - plain and simple ask the right questions, listening and then delivering.
Today's 461st episode, I cover keeping it simple - today's leadership - ditch everything you thought you knew.
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Gaining commitment above and beyond compliance isn't hard...
If, you don't assume a bobbing of the head means your team is fully on aboard and ready to engage.
If, you ask them what it will take for their full commitment ahead of time.
If, you ask them what may derail them along the way, so you can be proactive with detours.
Don't take your team commitment for granite, rather get them on board every step of the way.
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I get it, job skills and experience are important, but are they the most important thing that your applicant brings to the table? I could argue that there are some jobs that the skill brought to the table outweigh some other elements..however...are we leaning too much into skills over looking at applicants that are passionate, behaviorally, belief, value aligned with some or little skills - we don't want to skill them up or put in the time to skill them up.
Why are so many looking for new jobs vs careers - they are misaligned in their current roles or workplace environment and looking for more or looking to be seen valued and heard but aren't given the chance to learn a skill on the job. There are thousands of good people out there looking - why can't we find them to fill our open jobs? Maybe, just maybe we need to hire them and skill them up once we find they are aligned to our values, culture and behaviors first - train on the job second.
Are we the problem - causing too many barriers to entry - saying no from a resume - or is it them?
Hummmm - just asking - go deeper and see all the hurdles you are creating from a skill set before you even decide to interview someone.
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The struggle is real...how do we find and understand the new generation (Gen Z) coming into the workforce and when they even tell you they don't want to work. Are we overcomplicating what needs to happen at work...to provide those products and services to the end users. When is the last time you had a conversation with anyone in that age group and truly listened. Today on the 458th episode of #YourMorningCommute I share my recent experience while in NY and talking with my Gen Z son.
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By now, I am sure you have all noticed the title shifts out of Human Resources into People Officers or something 'people' related instead of the traditional HR related. I am happy but at the same time sad as nothing has changed...so many leaders outside of HR or the People realm still think it is HR's job, solely, to create and maintain a workplace culture...grrrrrr....nope it takes all leaders. It takes leaders at all levels and leaders who know the hardwiring of their team. Then we can get down to the business of creating, maintaining and rewarding our teams members intentionally to drive the results, retention and engagement we seek.
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Let me ask you this...I know you pay your employees a paycheck (money) but are you also paying them with a 'relationship paycheck'? I am referring to how you build rapport, real conversations, real connections, treating them as valued humans first and foremost and then paying them for the work they do. Is it a job for them or a career and a connection for them when they show up for work.
Employee engagement can be bought by payroll...just saying
Don't forget to pay them by building rapport too. It is a really important part of their total compensation.
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How aligned are your personal and work values?
Do you know the personal values of your team members? Are they aligned with those of your workplace culture?
Do you motivate your team predicated on those values?
And finally, is the way you reward and recognize also align with those values?
The best way to strengthen a team and culture is create alignment.
Just sayin...are you doing it the hard way or easy way?
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Have you ever had a bad day? Chaotic day? Fire fighting type of day, week, month, YEAR - yikes! Okay, I hear ya...
Today on my podcast #YourMorningCommute I discuss this very topic and admit I have them too AND how I lessen the frequency of chaos in my life, my company and those I work with. I hope you enjoy the 5 tips I layout for you. Let me know how it works for you too and if you want to add to my list of tips in the comments.
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"I need ammunition not a ride." - Volodymyr Zelenskyy
I can not, not call out all the leadership attributes that President Zelenskyy has displayed to the world over the past few weeks. What do you do as leaders when no one is watching and when everyone is watching. The attributes we are seeing play out daily include authenticity, courage, and resiliency. His language is clear, simple and completely relatable. So today on this 453rd episode of #YourMorningCommute I call them out and apply another story that happened over the weekend. The closer you are to your team, ears to the ground the more likely you know what is going on and prevent any derailments, like resignations.
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As a leader we MUST wear many hats throughout the day. Switching those hats on a dime takes courage, focus, and a huge dose of reality at all times. As you transition(ed)(ing) into that five star leader how intentional are you about switching those hats. How natural are you moving in and out of the needs of yourself into the needs of others (individual needs of others). It takes grace and time to get there. Give yourself some grace too along the way. Becoming a five star leader is a journey for you too. Don't complain about the many hats you wear daily, but rather, lean into them and give thanks you get to wear them.
You've got this.
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Don't take it too personal unless the shoe fits...but I am seeing some leaders bail on their team regularly and its become their new comfort zone. Listen, managing and leading others is hard and everyone is cut out for it. Are you still in the 2-year covid mode or moved into your new leadership norm for the good vs the not so good.
Bailing or Supporting - what is your leadership state of mind. I am defining bailing as not fully supporting your team. The checkins, the clarity on expectations, given the proper resources, over tasking, not following up until it's too late - after they have given notice for example or missed another deadline. Today on the 451st episode of #YourMorningCommute I give some tough love, examples of what I mean and some ways to get out of your possible rut of bailing on your team.
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I don't believe anything in life is free. But I do believe anything worth having is worth working for it. Today on the 450th episode of #YourMorningCommute I share a funny post I read on LinkedIn this morning and then turn it into some actionable. The funny post is from someone well known but NOT known for being a culture guru by any stretch of the imagination. I hope you take 5 minutes to listen in and more so I hope you don't get trapped by nonsense.
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Are you still confused or at a loss of specific words when you are asked to describe your workplace culture? You may be over thinking it, over complicating it.
Today's 449th episode of #YourMorningCommute I discuss this topic and provide you with some actionable steps to get you going in the right direction. If you can't define it, then you can't measure it, change course it, stay on course set. hold yourself, and then the team accountable to it. It is the clue that is holding what you do together or causing it to be dysfunctional or falling apart.
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Would you agree every day is packed full - meetings, information, tasks to complete and the list goes on - right! As you, the leader is busy attending those meetings, under that pile of paperwork, spreadsheets, budget reviews - your team, your functional team is out doing their daily task too. My question - how connected are you? How often do you go out on the "floor" to remain connected, ear to the ground for new ideas, what is really going on daily in their world. Today on the 448th episode of #yourmorningcommute I discuss this very fact and give you a live example. Enjoy your day and make sure you are #stayingconnected.
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You can't pour from an empty cup. Leadership is hard, it can be rewarding and draining. After all leaders are human, right! On this valentine's day, don't forget to fill yourself up with care and love too. Giving to yourself is how you can give to others as well. Todays 447th episode I give you my own refueling tip and some others too.
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Have you ever been surprised by one of your team members leaving - you felt blind sided and a bit shocked? Just as surprised when one of your team members openly expresses how much they hate their job, but stays. Let me ask you this, how deep are you digging. How are you really paying attention to what they are saying and not saying...changes in their behaviors and outcomes.
Turnover happens, period...but why does it happen and what can you avoid? In today's 446th episode I discuss this very topic and give you some areas to dig deeper in to best mitigate turnover - the unnecessary desired kind.
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Accountability shouldn't come at the cost of pointing fingers at others but rather setting clear expectations in the first place. No-one, I mean no-one likes the blame game. Everyone loses in that game every time.
In today's episode I talk about accountability and challenge you on the role you are playing.
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When and how did being candid get such a bad rap? Being candid doesn't mean you are being mean as a leader but rather that you are being transparent and honest...add some kindness to the mix and you have a great match up. Today's podcast focuses on this very topic. It better to show kind candor to your employees vs leaving them to wonder in the dark.
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Your team members have the best observations, input, ideas and problem solving abilities...have you asked them lately?
It is so easy to get caught in a rut, doing the same old, same old thing and way. At times, not the most effective and efficient way either. Just ask your team...yep they have ideas AND they are GOOD ones.
Common manager opportunity theme is not asking your team for input...today's challenge - do just that - ASK
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Do others describe you as a leader the same way? Do you describe those you report to the same as your peers?
If you answer is not sure or probably not, then it may be time to pivot how you are showing up based on the needs of others. It's not about you, it's about them and it always has been and alway will be.
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As organizations grow, layers are added to teams...in those layers is the middle management. Often, we forget how important those layer(s) are to the entire organization. Many times, they are the forgotten layer, taken advantage of layer, overworked, over-tasked, and under trained layer. They are also the linchpin layer to all things good and bad. I always challenge the bad as it isn't that layers fault, but rather those that put them there to figure it all out on their own and then coming back when things aren't going as planned.
The better plan is train first and instead of cleaning up first and then circling back. Those in middle management know exactly what I mean and for those of you in upper or senior management that recalls being in that middle layer, knows how are it is BUT why aren't more companies doing something about it proactively? Don't be that leader that promotes and doesn't train on the people side, that human side, the interpersonal side of influencing above and beyond task management.
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Who can relate to the term 'whirl wind of the day' or 'fire fighting mode'?
Our best intentions getting side tracked, it happens to the best of us.
But today, on this day, this 440th episode I pose the question of how much time do you spend allowing, yes allowing, the day, your day, to get suck right away from you - so instead of taking and making deliberate time to increase your momentum and workplace culture you set it aside for another thing.
I hope you take 4 minutes to listen in and get out of your own way and so I ask you today WHY NOT YOU? If not you, then who and when, will we ever get out of fire fighting mode? It takes one person to get off the hamster wheel to show others there is another way. Again WHY NOT YOU? Enjoy today's leadership workplace culture kick in the butt - with love, from your culture curator.
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I am 100% sure it is the little things that we say or do that build or destroy our relationships. When we add up the 'little things' they form how we feel, how we react, how we make decisions, how we judge others, and the list goes on. Today on the #YourMorningCommute think through the little things you say and do, how you show up in conversations and so much more...the little things brings us to how we feel about our workplace culture - how we describe it, how we value the culture and how we form high performing teams.
IT IS the little things that form our opinions and put us into action or not. So today, pay attention to the little things.
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Do you know your team, do they know you?
Every day we are given a series of moments that add up to either negative or positive ripples in our relationships with those on your team and in our life. How much are you being open, vulnerable, sharing, and listening to those moments? Those opportunities to truly connect with those around you. Regardless of whether you are an introvert, extrovert, ambivalent or not sure...we are social beings. All needing to connect, feel seen valued and heard on a few or several levels.
Enjoy today's podcast and drop me a line after listening.
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Have you ever thought deeply about your regular routine...I mean deeply thought about it, reflected how your 'regular' routine is described by others and how it impacts your workplace culture. Your personal cadence of checking in on your team, how you communicate, how you involve others or not. The overall review of how you do, what you do, on the daily.
It defines you, it will show you how others describe you as a team member, as a leader, and the impact you make on your workplace culture. Our daily 'regulars' add up to all of our actions that add up to WHO WE ARE...when is the last time you looked at your 'regular' and asked yourself if it is working for or against you. I am not just referring to habits here either, go deeper.
This works with every aspect of your life. What you eat, drink, say, do personally as well as professionally. So, today I am talking about 'on the regular' on this episode of #YourMorningCommute - everything workplace culture related.
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It's not the no's you and your team say, it is the YES's that go unfinished. It's the yes you said you or your team said they were committed to that remain unfinished. That is why you and your team are getting frustrated or the feeling of being on a hamster wheel.
Today's episode about workplace culture covers this very topic. If you are ready, hit play to level up your workplace culture today. Remember culture isn't built in a day, it is built every day. How are you showing up today does make an impression. Is it the impression you want to give?
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You know the saying "one bad apple ruins the whole basket." Well it is true.
I am always amazed how long companies hold onto toxic team members. Their 'rottenness' spread throughout your team and organization and completely damages and undermines the good in your workplace culture.
Once you have defined they are in the right role, clear on expectations, given guidance, support, feedback and specific development and they are still failing and showing up disengaged, negative, toxic...then, what are you waiting for. No regrets when you terminate a toxic employee. Your team will thank you when you do AND you are putting up the boundaries of what right looks like in your culture.
I know it is hard to let go of employees in today's market but if you keep and tolerate toxic, you WILL lose other good employees while keeping that one bad apple. Just sayin...
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Our days remain full minute by minute, agree?
If so, how deliberate are you about how you and your team are spending those working minute by minutes to remain priority focused and aligned on tasks getting done. How clear are you about deadlines? Before setting deadlines are your reviewing capacity in roles to achieve those said deadlines. Often capacity is but a myth - confused with poor communication on what is truly important to get done, by whom, how and by when.
Enjoy todays 434th episode of your daily workplace culture podcast by yours truly. As always let me know what you are thinking after listening.
Have an amazingly productive and rewarding day.
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If matching making (candidates to employers) is getting harder, it seems like more attention needs to be place on retaining those team members you already have, right!
If you knew 1 out of 5 team members were going to leave over the next 6 months and they told you ahead of time why - would you do something about it?
Right now that is what's happening and they are leaving due to:
- Inflexible work options and hours
- Lack of personal and professional development opportunities
- Stress and/or burnout
Now that you know this, what are you willing to do and what can you do and when will you do it and how will you communicate it and take action.
You have been given the answers to the test - now what!
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I don't know about you but staying motivated, focused and not feeling like the life is being sucked out of you can at times be a daily task...but it doesn't have to be that way.
When is the last time you intentionally fueled your talent (your baby) (your passion) (your skills)? Are you deliberate about fulfilling your calling? If you aren't then who is? And you probably aren't ensuring the talent around you is doing the same if you aren't fueling yourself.
Today's quick workplace culture podcast #YourMorningCommute provides you with 4 tips to keep or get the engagement back into your team. Keeping it simple, so you can consume it and do something about it. Those who are truly obsessed with workplace culture will listen to the podcast daily and do the work to ensure YOUR role as a culture curator is lived and not just a pipe dream.
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Did you know on average a fifth of your new hires leave after their first 45 days?
You may know that, but do you know why? Yesterday on the podcast I talked about becoming a salesperson to get more of your job offers accepted, so today it is about fulfilling the promises made during those selling days, those interviews days.
Are you fulfilling how you described the values, the workplace culture, what the onboarding experience would look like, feel like? Are you checking in to ensure all is going as planned? If not, start there. You may be surprised at what you find.
Dig deeper to truly become the culture curator your team needs and deserves.
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When I was a young teenager, I recall my father telling me that everyone sells. Regardless of their title or role in a company - life is about selling. That advise planted all those years ago has remained with me and comes up often. We all do sell (influence) daily in some way shape or form.
Today on the 430th episode of #YourMorningCommute I ask you if you have shifted your mindset on how you attract talent into how are you selling them on why they need to pick YOU, your Team, Your company. Gone are the days why they need to convince you to hire them but now, why should they choose you over other offers.
We MUST get better at MATCH making.
Candidates and Employers are struggling to find one another. It's time we all level up. I hope you listen to today's podcast and take action.
Are you ready to SELL to those candidates you are trying to attract?
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Are you an empathic leader? A compassionate leader? Would you consider yourself as a flexible leader?
Both empathy and flexibility are needed with high performing teams and successful workplace cultures. How you define both and set expectations on both is critical to your success as well. It isn't enough to be flexible but rather knowing when and how flexibility shows up in your culture.
What are some great examples of being a flexible leader that you can share?
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Most, if not all are familiar with the term Code Blue.
I don't know about you but I have worked in a couple of companies that needed their workplace culture resuscitated. The sad part is the owners didn't see it that way or didn't want to recognize it.
Today on the 428th episode of #YourMorningCommute I discuss this topic. Where are you showing up to #fulfill your role as a courageous leader and making the impact on your #workplaceculture?
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Key Questions Regarding Current ESG Efforts
What is important to you? What are you tracking now? How will you know when you are there? How do your answers align with your existing workplace culture and overarching mission, vision and values? Has ESG always been important, or has something changed? What have you done so far? Where are you getting stuck?
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I am serving up a kick in the pants today around recruiting. Employers hiring and candidates looking - how to make the match. This is an EVERYONE job, not just recruiters.
Get out of your own way - wake up call - what you did before to fill those open positions WILL NOT WORK.
- If you haven't figured that out, please listen to today's message.
- If you have figured that out, but don't know what to do, listen to today's message.
- If you need some high energy today, listen to today's message.
- If you can afford 3 minutes today's, listen to today's message.
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When is the last time you celebrated something that went well? When is the last time you told your team, your direct employees about something that went well...no matter how big or small... truly celebrated the win.
Today is about reflecting on the wins not the losses or mishits but WINS. What went right a few minutes ago, yesterday, last week, last quarter, this year...capitalize on the win not the loss. I am challenging you today to journal your hearts out on all the wins. You can do this - I know you have had lots, I just need you to stop and really think and about all of them.
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Are you trying to figure out the right gift for your direct reports this year...look no further, instead take 3 minutes to listen to today's leadership workplace culture tip - the perfect gift that keeps on giving. When you decide to give this gift...you are continually increasing the momentum of your individual team members and therefore your team.
It's a good thing #culturematters #cultureplaybook #booksforcourageousleaders
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By now most of you heard about the CEO that terminated 900 employees on a zoom call.
Several of you asked me to weigh in...
- Yes, this speaks volumes about their workplace culture
- Yes, this will have a long lasting negative impact on their internal team
- Yes, this will have a long term negative impact on marketing
- Yes, this will have a long term negative impact on the future of recruiting
My question - where was the rest of the executive leadership team during the decision making, planning process of setting up a zoom call to terminate 900 employees to begin with????? A series of events happened prior to this call. Don't make isolated decisions. Laying off is never easy but we can all agree even without all the details, there could have been a better way.
Now that CEO and the company is left with a big clean up on isle nine.
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We aren't just dealing with where we work physically, but how we get the 'work' done. That brings a need for more flexibility around our 'old rules.'
With that being said...the need for flexibility will continue as a trend into 2022. Today's 422nd episode I discuss this very topic and give you a list of flexibility opportunities to work through individually and with those you support, direct and lead.
Enjoy!
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Assumptions can get us in trouble.
Blind spots create deeper lag times in achieving goals.
In 2022, one of the workplace culture trends we need to continually focus or revisit is employee engagement. Today on the 421st episode of #YourMorningCommute I tee up five behaviors - actions to observe about yourself and in others that will move you towards greater action to achieve more engagement. To create more innovation, more retention and to further define and protect your workplace culture.
Let me know what you thing about the five steps.
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Interviewing is absolutely a skill but one that can be taught and learned.
Hey...it is time to up your game.
After the characteristic needs of the job are established.
After the right behavioral questions are crafted to be asked.
Then you must know what it is you are listening for in the response. From there, how to 'dig' in and go deeper to see if the candidate is the right fit for the role and the organization.
Today on the 420th episode of my quick morning podcast, I give you a couple of examples, including culture questions.
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Have you ever helped find your top performer another job outside of your organization?
Human to human impact...words into action and the long term positive ripple affects of 5-star leadership action.
Today on the 419th episode of the #YourMorningCommute I discuss a post viewed on LinkedIN 6-million times.
What would you do? What have you done to date?
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Are you feeling blue? Stuck? Down? In a rut?
To get moving, it is time to unpack it all. Take a deep dive.
What role do you want to play? Are you playing it? Why or why not?
Whether you want to admit it or not, you are making an impact on those around you as well - good, bad, indifferent...
So much goes inside of our heads ON THE DAILY...
Today's quick podcast is around this very topic - enjoy the unpacking and let me know what you discover and where you land.
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So many calls I receive are around delegation and accountability.
- Why isn't my employee doing what I ask?
- Why aren't my team members holding themselves and others accountability?
- Why are deadlines beings missed?
- Why aren't we on the same page, you shook your head (nope, I shook my head to respond to you, that doesn't mean I understand or agree or don't have other questions or priorities that may get in my way)
Today on the 417th episode we talk about being more curious and courageous to ask more questions and listen more in order to effectively delegate and hold others accountable. It's a starting one...are you jumping to assumptions or seeking clarity. It all starts with YOU!
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As a leader when is the last time you asked yourself...
- Do I understand what are real workplace culture is?
- Do I care?
- What am I modeling?
- What do I and we stand for?
- Do I see a need for change to prepare for our future?
Clarity is a great thing. Being intentional is too. Be the courageous leader that your team, you company needs today.
Today's episode wraps the series this week on culture by design vs the real living one.
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Your workplace culture...your shared sense of identity.
Imaginary or in living color?
It doesn't take long to recognize a REAL workplace culture as a new employee. What is REAL about your culture and what is it saying?
Join me and listen to part two of this weeks topic Culture by Design vs Lived.
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Would you agree there are 'designed' workplace cultures (words on a wall, website, handbook) and the 'lived' actual culture that is often not described in the same manner?
In this 3 part series of workplace culture by design vs. lived I discuss, call out and give you some tips to get aligned altogether or move closure to alignment.
Enjoy and I can't wait to hear your thoughts and discoveries.
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How quickly can you define and describe your workplace culture type, then values, then norms...then aligned with how others describe all of those answers?
Are you recruiting to those norms?
Are you training to those norms?
Are you onboarding to those norms?
Are you cultivating those norms?
If you are unsure to any or all of those answers - start small and listen to today's podcast to get yourself started in the right direction.
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Conflict is a four letter word in some organizations and with some leaders. Me on the other hand - love conflict, encourage conflict...healthy conflict that allows for innovation and deepening trust inside of teams and workplace culture.
Most however, avoid conflict...is that you? is that your team? is that your culture?
By avoiding it or ignoring it you are actually creating more walls, barriers and hurdles in your team. Avoidance is not the path to take. On today's 412th episode of #YourMorningCommute I discuss 8 type of conflicts that may exist in your culture.
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The law of attraction and then retention is today's topic on the 411th episode of #YourMorningCommute.
A magnetic culture is one that draws in your workforce, empowers them and creates a majority of engaged team members vs a majority of ambivalent ones. Where does your majority reside? Are you attracting and retaining who you intend? Is your culture working for you or against you? Either way it does come down to the law of attraction.
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We are an instant society - we want what we want right now...awe, if it were that easy.
Today on the 410th episode of your quick #YourMorningCommute podcast I use our holiday season or potential weight gain to talk about workplace culture. As always, can't wait to hear your thoughts.
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Wisdom guides our thinking and overall mindset - would you agree?
If you agree, are you enriching your mind with meaningful knowledge each day to help you grow stronger? Putting your thoughts to the test, allowing you to also grown wiser.
Secondly, are you pushing and guiding your team to not just follow others but be guided by their wisdom as well. Everyone sees the world and their workplace place differently. Are you asking your team to mimic you or showing up as a courageous leader to let them create and share their own thoughts and perspectives. Encouraging them to be original...
On today's 409 episode of #YourMorningCommute I discuss this topic and end with 4 ways to culture wisdom in your workplace culture.
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We all have habits, but are they working for or against us is the question. Some of mine are good and some not so good, what about you?
I am often asked how I do what I do in a given day. Today on the quick workplace culture podcast I answer that question and more. In addition to what I recorded today, is a deeper comment that your habits must align to your total person, your total values, your purpose, and those you are surrounded by daily - inside of your world. If you are off key in your habits, then you are off key to yourself and your team and your workplace culture.
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Leadership isn't easy but most of us have some good examples of GREAT leaders and how we would describe them. Those elements that make them great.
On today's 5-minute episode of all things workplace culture driven, I list ten elements all leaders should know and do with a focus on TEACH.
Enjoy and let me know what you are teaching today or taught yesterday.
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Who doesn't want to be on a winning team...said no one. So how do you get there?
It doesn't matter if you are the designated leader or functional member of team, we all want to be on a well oiled machine that has each others backs.
I kept it simple this morning with 4 stages to creating highly effective teams. Take 5 minutes and listen to the 406th episode of #YourMorningCommute to hear all 4 stages, assess yourself, your team and keep it going.
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As a people manager, when is the last time you asked your team how YOU can best support them?
I mean, directly used those words and ready to take notes and then take action. I will caution you, don't ask if you aren't ready to listen and take action.
We go through life with lots of assumptions, or at least I will certainly admit to that. Often my assumptions are not 100% on target - what about you? So, if we want to know how to best support someone - instead of always directing them - simply ask.
Today on the 405th, 5-minute episode of #YourMorningCommute I give you my top 3 picks to better support your team. Enjoy!
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I don't know about you but I hate that web error that pops up at times saying "Error 404". It reminds me at times we need to stop, slowdown, refocus and ask what we just did. With that in mind...today on the 404th episode of #YourMorningCommute I am asking you to share your successes and where you are getting stuck or error 404 with your workplace culture.
Message me, video respond, comment, let me know.
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We make 35K decision as day...WOWZA.
Whether you are a risk taker, risk adverse, or a calculated risk taker you do have a vetting process. But what about the consistent way you and your team make decisions, is it clear in your culture? Today's quick podcast goes over six core steps in the decision making process to help you and your team define what right looks like in your workplace culture around how you make decisions.
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Are you fatigued, maybe burnout or heading that way or still see it in your team? Often the root cause comes down to trust. This creates uncertainty, which chips away at trust.
Trust, Trust, Trust...how do you define it at work? How are you inspiring yourself and others to deepen trust. Trust is a broad word with lots of meaning and interpretations. Make sure you are clear about how you define it, in order to inspire it with your team.
Take 5 minutes to listen to today's 402nd episode of #YourMorningCommute - highs and lows as a leader - courage to make an impact today. Are you ready?
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Giving feedback is hard...I get it, but when you don't, you are doing a disservice to your colleague. Is that what you want?
In order to improve we have to put on another lens and that is hard to do on yourself. That's why we count on others to give us feedback - forward feedback - something we can use to bring forward and continually level up. When we see something, we need to say something...after-all wouldn't you want to know.
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I don't know about you but sometimes I get stuck on getting to yes.
When I do, I often fall back to my go to unlocking mechanisms that work for goals, strategies, closing deals, time management and so much more. Soooo, I thought I would share them with you.
What about you, how do you get unstuck?
- What is being underestimated?
- What needs to go?
- Where or what is stopping movement or driving a loss?
- What else needs to be asked to get to yes?
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Do you know your internal customers?
No, I mean really know them!!!!
Who are they, what do they need from you, how are you showing up now and so much more.
We all have internal customers - great leadership is built on rapport...rapport is built on real interaction.
Soooooo, how are you measuring up today with your internal customers. Take 4 minutes and get your workplace culture fuel on with this 399th episode.
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I love technology (tools) just like the next person but technology can't and shouldn't replace the human (people) touch.
Don't be fooled and think having a deemed tool that suggests it can automate your culture. NO my friends and colleagues, it can aid but not replace real human interaction. Humans defining what right looks like when we communicate and how we effectively communicate for example.
Today on the quick podcast I discuss this topic. As always, I can't wait to hear your response.
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Ugg here comes the Human Resource (HR) employee again...what's wrong now?
Culture?$!...that's an HR thing. Culture - what culture, ask HR?
That team sucks...they can't get anything done...they don't know what it's like in our department...
Hey - are you mad at me? Don't be - listen to today's message before you judge the messenger!
Tough love today - taking an internal look at managers - at leaders - at yourself - where do you stand, is your stance making the impact you envision. Don't get mad at me before you listen to the 5 minute episode.
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How deeply are your core values defined and anchoring your workplace culture - personally, organizationally and with every team member?
I know you know this BUT I have to say it...values are more than words on a wall or in handbook. If you have them, define them, if you defined them, align them across all teams - they will and must help you anchor how you get work done. You may think creating your core value list was the hard part...it isn't, defining and making them come to life is where most get stuck and frustrated. But once fully defined and made actionable, the rewards are endless - priceless. So, do the critical work. You won't regret it.
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Are you busy doing tasks as a leader or busy building your future leaders?
We can't complain or rather need to stop complaining about team members that give excuses if you aren't investing time with them to increase their momentum. Putting a stop to excuses starts with you helping your team members to recognize their own personal potential to grow and solve problems.
Take 6 minutes today and listen in as I discuss growing your people around a winning culture.
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When you were first promoted into a 'people manager' role did you know how to manage let alone lead team members? I will admit I sure didn't. I was so wrapped up in the tasks of the day and the job that it took a while to learn how to be a good people manager and then a leader.
Often, if not always, individuals are promoted and never given those skills. Unfortunately they (we) get stuck in doing things the same way we did when we got promoted and no-one told us differently. THEN we started getting feedback and it was all about our LACK of leadership.
Why, well we were trained on the functions of the job, but not the people stuff. Today on the 394th episode of #YourMorningCommute I discuss this and of course give you some tips.
Don't be that manager that promotes others into management without guiding them on real leadership. Don't, please don't.
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Many spend time talking about bad habits (or pointing fingers) but not necessarily how to turn not so good - into BAD-ASS in the best way possible.
Not sure how to get started - well...listen to todays 6 minute #YourMorningCommute podcast.
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I hate to be the person delivering bad news but if you are experiencing unusually high turnover right now, brace yourself it will more than likely continue in a few more waves.
The good news is you CAN do something about it...if YOU choose.
There is always a starting point, but until you take that first step you will likely never finish the race, let alone win it.
Let's get started...take less than five minutes to listen to today's quick podcast with four starting points.
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I love watching synchronized swimming, dancing, etc. How about you?
The beauty of flow and mastery. It reminds me of throwing a rock in the water and seeing the ripples and that reminds me of teams that are in flow. They way they are contributing with cause, purpose and focus. Today on the latest episode of #YourMorningCommute I talk about contributing individually and inside the team deliberating. It's a great way to deepen trust and of course your workplace culture.
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Are you still struggling with leadership's mindset of your workplace culture being a nice to have vs a MUST have? If so, take 3 minutes and listen to todays podcast where I unpack how to promote it and the rewards of having it.
Leaders should care about their culture because your EMPLOYEES and CANDIDATE care.
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If you are like me, life moves fast and seemingly faster all the time. Maybe it's age or maybe it's simply that fact we all have so much to do or that WE put on our plates. Regardless, stopping to reflect and "TAKE NOTE" is incredibly important.
On today's episode of #YourMorningCommute I talk about the end of the day reflection, why you should do it and how. Enjoy and as always I can't wait to hear you come across.
Remember workplace culture isn't built in a day; it's built everyday. What are your building plans today?
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Have you ever been caught in a daily whirlwind for days on end and realize you haven't talked with or checked on your team - DELIBERATELY?
On today's episode I focus on exactly that - as leaders your time should be spent on your PEOPLE not the functionality side. Look back in your calendar to the past 30 days and see how much time was spent mentoring, guiding, coaching, providing overall support and feedback to your immediate direct reports vs. sitting in meetings, checking things off your checklist? It may be revealing.
Bottom line, how intentional are you building rapport, building talent...daily - all circled around your workplace culture.
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Can you remember a time when you were at your best, in a zone, in flow...everything coming together and perhaps you didn't realize it until you ended your 'flow' session?
You can absolutely recreate flow, get into that zone daily, weekly, monthly and beyond in your workplace culture.
Today's 387th episode of #YourMorningCommute provides you with tips to get there. Come on...you've got this!
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Dear Leaders,
If talent is everything...then how are you increasing it and further attracting it?
It's a simple question but can you answer it quickly and write down a list of what you are doing, how you are doing it (consistently) and how you are measuring the impact. Turnover? Retention? Promotions? Open Positions? Revenue growth? Employee satisfaction? Not at all?
Over the past several weeks on LinkedIN I have read numerous posts that list all the reasons team members are resigning but I am not seeing why team members are deciding to stay. Wow, wouldn't that be an awesome post to see...
I am staying because...vs. today I resigned because...
Food for thought and the exact topic I talk about today on the 386th episode of #YourMorningCommute. I do this podcast daily to provide you with a quick, less than 5 minute, giddy-up to frame you day. I usually ask some questions to get you in reflection or action mode and then off you go to make an impact as a courageous leader for the day.
Are you providing a giddy-up to your talent daily? Growing talent takes time, nurturing, patience, and empathy to name a few ingredients. What ingredients are you using to grow your talent intentionally?
Yours truly,
Shelley Smith, your Culture Curator
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When is the last time you took a look in the mirror as a leader? Reflecting but not getting stuck inside of your head or over-assessing but reflecting enough to ensure you are truly connecting, communicating and collaborating to equal your leadership effectiveness.
Sometimes it isn't about changing the world but rather ourselves.
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Have you ever been derailed? Missed a deadline, project got delayed, totally forgot about doing something on your list?
What about your direct reports - have they ever missed a deadline and you in turn get frustrated?
Derailing happens for a variety of reasons and it will continue to happen if you don't get to the WHY in order to course correct to move forward.
I hope you take 4 minutes this morning to listen to today's 384th episode of #YourMorningCommute.
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Disappointment is hard, often hurts to the core.
I think we can all agree there are degrees of disappointment and it is caused for a variety of reasons - the key is the courage you show in the recovery process.
Today on the 383rd episode of #YourMorningCommute (everything workplace culture related) I discuss some ways we get disappointed and more importantly how we move past it and effectively I might add.
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You have probably heard what the word 'assume' means...if not listen to the podcast as I directly state what it means.
Today on the 382nd episode of #YourMorningCommute, I talk about the assumptions we often bring into a conversation and a tip on how to best avoid them or recover from them.
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How do you make the company mission and vision come alive - through your organizational values - that's how!!!!
How do you make your values come alive - unpacked them, create culture playbook pages per value.
How do you/we decision make, communicate, problem solve - through the lens of our values. Today on the 381st episode of #YourMorningCommute I discuss all of this in less than 5 minutes. I hope you find time to listen in and get inspired to dive in.
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We all have experienced levels of distrust, make no mistake about it.
But what we do with the lack of trust is what can make or break a team.
Ask yourself if there is substance to your lack of trust or perhaps misunderstanding or lack of understanding in differences in behavioral work styles. Trust or the lack thereof is rooted for all kinds of reasons (often emotionally driven vs specifically driven), get to the root before you judge and or make up your mind about a teammate. Courage comes in all forms - how are you showing up today as a courageous leader?
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Some of us are okay with change, some are not. If you reframe change as intentional it takes on a whole new life. So, let's reframe it - how are you intentionally solidifying your Talent Strategy around your reinforced and clearly defined workplace culture?
How can you examine your company values and consider new approaches to hire for real change. When is the last time your looked at the skills vs task vs behaviors in your written job descriptions to your culture and what success in this role looks like? How intentional are you with the life cycle of your employees journey?
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Do you find there are numerous interruptions throughout your day as a leader with a variety of questions coming your way from you team? If so, reframe your time and their time with 'manager minutes'. I am not talking about being a one minute manager but rather deliberate time that you answer questions presented to you by your team on a consistent - yet framed, predetermined time frame. It's a major time management hack.
Want to hear more - take less than 5 minutes and listen to todays 378th episode of #YourMorningCommute
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What are you waiting for? If you are stuck in the turnover cycle and never looking at the retention necessity you will ALWAYS be stuck in the turnover cycle. It will become your acceptable norm or maybe it already has...ugg I hope not.
Today on the 377th episode of #YourMorningCommute I discuss this and more. It may be the kick in the BUTT you need to get your #courageousleadership on today.
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Let me ask you a question...when you get ready to cook - don't you prep the ingredients? When you get ready to paint...don't you prep and gather all the supplies you need, cover what needs to be covered, clean what needs to be cleaned before you paint? Sure you do.
Sooooo, are you prepping before you go into a meeting, or conversations, or zoom calls, or sending emails? Why or why not? Often times we neglect the needed intentional prep that leaders need to take into account to INTENTIONALLY build rapport, deepen trust...build long lasting relationships.
Take 5 minutes and listen to today episode of #YourMorningCommute. I lay out a specific action you can take today to be more intentional. Are you up for the challenge?
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Labels, judging and assumptions never lead to anything good. AND who wants to be labeled or put into a category unjustly? NO ONE!
Building and maintaining work relationships is a must, especially when we talk about high performing teams. Today on the podcast, lets discuss 4 tips in building rapport and ensuring you aren't labeling, judging entire teams because of the interaction of their manager.
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Have you ever thought your impact was going unnoticed and then you get a surprising pat on the back or that promotion you never saw coming?
Remember others are watching, stay the course one step at a time and you will get to the top of stairs even if you can't see it right now. Don't get discouraged you aren't making the impact as fast as you thought you should, one person can make a difference and that one person is YOU!
Be courageous and deliberate today while taking those steps.
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Culture is feed by Culture...wait what? What are you feeding and consuming inside of your workplace culture?
Think of it this way:
- Culture is a feeling, created by people.
- People come together through relationships.
- Relationships are built through communication.
- Communication is made up of stories.
- Stories are made of language.
- Everyday language creates the feeling.
It's the stories and language that are powering culture. The more you develop the language and the stories, the more you strengthen the culture.
So, what are you feeding your culture today? And how are you consuming it?
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The simple idea that is often misunderstood and perceived as a 'nice to have' but no clue how to get there is workplace culture. So, let's keep it simple...Culture is a feeling.
That's all it is. When you strip away all the language, interactions, and signs, you are simply left with a feeling, one that's created by the people there. Yes, it takes conversations to articulate it, but what you're left with is a feeling.
Today, take 4 minutes to listen to the 372nd episode of #YourMorningCommute as I help you keep it simple yet so impactful and intentional.
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Are you wasting time? Caught in a funk? Working hard but the list is growing and growing and growing?
May I suggest you pull back for a moment and ask yourself and your team four simple questions today?
- Where are you choosing to commit?
- Where are you working hard?
- What are you truly focused on?
- How are you bouncing back, faster?
Plus a shout out to my Mission Six Zero crew - we are talking impact, experiences, those scares you are collecting and bringing forward in life. Beauty (battle) scares that build you up and help you BOUNCE back, bring the calm and unravel the chaos.
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Let's talk about time sucks...they are called meetings. Not just any meeting, but the meeting after the meeting, before the meeting that you don't know what the topics are...why you are meeting...who will be in the meeting and then you have a meeting about the meeting.
Stop it already, please!
Today on the 370th episode of #YourMorningCommute I give you real life, highly applicable meeting hacks. Scrape what you are doing and redefine how you hold meetings, who should attend (opt-ins) as an example. It's basic but why isn't everyone following the basics? It's a workplace culture thing...where do you stand with your meetings?
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Are you using a culture blueprint?
One that aids you in:
- scaling a great place to work as the company grows
- keeps you and your team engaged
- keeps morale high
- gets work done while still having a great time
- makes innovation cheap and easy for everyone
- creates a place where everyone feels ownership of the company
- keeps behaviors professional without the use of long manuals and policies
- keeps turnover extremely low
- utilizes all the underlying talent of the organization
- keeps customer service top of mind for employees at all levels
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Sometimes I forget to celebrate all the wins happening and focus on the difficulties instead, how about you?
Reality check...the little things add up to great things and sometimes we just don't notice when we are in 'it'. Today celebrate all the little things that are taking hold - all those efforts you are putting forth inside of your walls, your team, your little part of the world. Progress happens little steps at a time, that add up into great goodness.
Take 3 minutes and listen into the little things this morning on this 368th episode of #YourMorningCommute
Celebrate!
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What you aren't saying is often more damaging that what you should/could be saying.
Today on the 367th episode of #YourMorningCommute I serve up hot and fresh 7 gloriously easy tips and phases to further deepen your interpersonal relationships with your team and your colleagues - are you ready to use them over and over again to see and feel the wins? I hope so...
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I get it, you are beyond busy, stretched, stressed, open positions, training new people, and trying to hold onto the team you have while doing the functions of your job.
Perhaps its time you stop and recalibrate.
I know it isn't easy but it is DOABLE.
Please take 4 minutes today and listen to the 366th episode of #YourMorningCommute and get bring the calm, the focus and deliberate into your day, your week, your team, and your workplace culture!
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There is a spill on isle nine, we need to close the store...WAIT! WHAT? NO!!!
Let's calm down, do some reality testing, pull back on our impulse control, take a deep breath before we as leaders create chaos.
So many times as leaders we don't bring the calm, but rather jump on board and before you know it STRESS is at an all time high.
Courageous leaders remain calm, bring the calm, identify, then discuss/address, and finally solve. On the 365th episode of #YourMorningCommute take a calming moment for five minutes to get your workplace culture giddy up going.
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We all suffer from negative thoughts from time to time. Left unchecked, they can affect all areas of our lives. By changing how we behave we can change how we feel. As a courageous leader, it's your responsibility to know how to flip those negative thoughts into a positive action. On today's 5-minute #YourMorningCommute, I dive into this and give you an activity you can do with your team too.
Let's do this!!!!!!!!!!
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Traction is such a fun word and can be defined in many ways.
Are you gaining #traction?
Do you know why or how?
Is it the good, bad, great kind or perhaps you have't stopped to recognize the kind of traction you are creating?
The Traction Law is about cohesion and imperfections? Which side is your traction creating?
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Today on the quick podcast #yourmorningcommute, the key word is cohesive.
If you are up to the challenge, take a look at where you are and are not cohesive as it relates to the list below. Cohesive from language to actions, on the daily. This isn't a short game, it's a long game when it comes to culture work. Where do you stand?
- Competencies
- DEI
- Talent and development
- Performance, rewards, recognition
- Values
- Mission
- Vision
- Culture
- Coaching, mentoring, feedback
- Objectives, strategies, tactics
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How do you attract and retain younger generations - all generations for that matter - the answer is in your culture.
Succession planning can be easy once you get focused and started. But all the efforts in the world won't help unless you focus on your culture first. Why, the answers to how you attract and retain top notch employees, resides in your work environment. It's not easy work at times, but wow, it is fun and rewarding when you see it come alive and breathing everyday.
Today, take a deep breath and do some reflecting. The answers aren't so hard to see once you take a real look with wide open eyes.
Enjoy today's 361st episode of #YourMorningCommute
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Have you received any resignations this month? Surprised?
When an employee resigns, often they had already resigned emotionally a long time ago.
Even more often they feel like their leader resigned on them first.
All resignations can't be prevented but I would argue most can. Are you working on the offense or defense when it comes to your employees engagement and retention. Is your culture helping or hurting these efforts?
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Did you know we have over 35K decisions to make in a day. Crazy right...
How many 'rules' do you break during your decision making process on a daily basis?
Should your final judgement be objective or subject or it depends?
How clear is all of this in your work environment, you know that little thing called your CULTURE?
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Have you ever stopped and truly thought about and then processed how many communication interactions you have with your individual team members, entire team, on all platforms, on a given day, on a given year and then realized along the way that something probably didn't go the way you intended it. Misunderstood, misinterpreted, failed opportunity to further connect and or clarify something.
Yikes - when you add it all up - it's a little scary - is reality sitting in yet?
Today on the 358th episode of #YourMorningCommute I further discuss effective communication and the listening tour. Are you ready? Buckle up - so we don't have a bumpy ride.
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We are still over complicating it all - not sure why - but we are - I see it all the time, don't you?
On today's 357th episode of #YourMorningCommute - one location - one over arching leader - many teams - poor to great. The great team was FOCUSED and aligned with their purpose to serve and the others - not so much.
There are pockets of amazing teams inside of your company - do you know why? What are they doing? What is their sub-culture? What is their ONE FOCUSED thing? That amazing highly effective team may be yours - I hope so. If not, ask why.
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Are you struggling retaining and attracting talent?
My head is swarming with all the reasons around the deep hole companies are going into - that black hole of open positions and talent leaving on the daily.
I recently saw a Burger King sign that said "Please tell management, we all resigned, sorry for the inconvenience." And so many other signs like it. Screaming to leadership - you have to do better.
Today's episode covers communication, connecting and love languages to your current and hopefully new talent. Please treat them well - if not...ouch ouch ouch ouch ouch.
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Are you in middle management? Or manage those in the middle?
Are you feeling the pressure? I get you...it's taking a toll and it's always been hard but getting harder.
Take a couple of minutes this morning and listen to today's call out and suggestions to move forward with good intentions.
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What does it mean to be a purpose driven leader? What characteristics are common with those leaders? Are you one?
Take 4 minutes today and listen to the 355th episode of #YourMorningCommute to reveal the ten common core skills it takes to be a purpose driven leader and then ask yourself - how do you measure up and even deeper...how can you continue to level up?
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How can I add value? I ask this question often to my clients and encourage them to ask that question of themselves to their team members. This question frequency catches people off guard and they give me a response of "good question", then they proceed with an answer or "let me think about that."
Regardless of the response - it makes you and them listen in a different way, think and process in a different way, perhaps show up in a different way and certainly it begins to define what success looks like, feels like and sounds like.
It's another way and asking - how can I best support you?
So, today - ask yourself - how can or will you add value to your team and to your organization.
Take 3 minutes and listen to today's episode of #YourMorningCommute.
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Have you ever felt 'different'?
Different mindset? Taking different actions? Not necessarily fitting into the supposed norm...
If you raised your hand and are shaking your head yes, "yep that's me", GOOD.
I am inviting you, encouraging you to be or become courageous - it takes being different more often than not.
Courage to show up, courage to talk about topics others won't, and have tough conversations...certainly talk about and take action around workplace culture...on the daily.
So yes, go ahead and be different. I love different! It allows for growth and who doesn't want that?
On today's 353rd episode of #YourMorningCommute I talk about being different. Take 5 minutes to listen in.
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It's about your people, it's always been about people and it will ALWAYS be about your PEOPLE.
To become a high-performance organization, you must address people issues before they get out of hand because when people leave...cash bleeds. Yep - I said it, cash bleeds and a ton of other things too...the list is long. And shifting your company culture the way you want, envision and desire becomes next to impossible.
Take 6 minutes and listen to my 12 time wasters...ask yourself where you are 'possibly' wasting time...just saying - let me know what you come up with.
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Meetings, meetings, meetings, and more meetings. You know the meeting after the meeting that leads into the next meeting.
Are you guilting of too many meetings or just BAD meetings?
Do you start on time, end on time, provide an agenda and stick to them? Are you adding value to the work day?
Are you taking action on the input?
Are you tracking who is supposed to do what after the meeting and by when and then following up?
Is it too many meetings or are they just time wasters because they are bad meetings to begin with?
Meetings should help reinforce how you get things done not how you don't - LOL
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I don't know about you, but I loathe being in the dark and I am going to go out on a limb and say I bet you and your team members don't like it either.
One of the best ways to create and build trust is through open lines of communication and maintaining consistent transparency. That my friends equals deeper employee engagement. The more we see the bigger picture and the role we play, the more likely we are bought in and show up in the role you need us to...don't play in the dark - be the light.
Now, don't shake your heads at me and say it's simple - if it was, there wouldn't be so many articles and books about how to engage your team.
Stay tuned, more to come on this subject. But for today, take 3 minutes to listen to the 350th episode of #YourMorningCommute.
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If you can't define your organizational culture type, then you don't know if YOU and those you hire and retain are aligned - not to mention are your values aligned. How can you truly define what right looks like, if you can't define the core structure to create synergies around.
Today on the 349th episode of #YourMorningCommute - I drill down into 4 basic organizational culture types and then ask you some tough - aligning - questions to get you going for the day and maybe create some office or team buzz around the discussion.
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Oh no...I hope you aren't 'message dancing.'
You know, not being clear about expectations.
Dancing around hard conversations, tough conversations, need to be had conversations.
Don't dance - be clear. It's the right thing to do.
Strong workplace cultures are built on great - open - clear communication that build trust and clarity of what right looks like, feels like, sounds like. Fog is hard to maneuverer around - let's be clear. Don't dance!!!
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Well it's here, not just coming, but here...
Depending on how intentional YOU and your company have been on the day to day basis to ensure your team members are feeling seen, valued and heard...will determine how quickly they will start to jump ship when a recruiter calls to try and entice them away from you.
Retention is simply when you remain focused on what right looks like. Every team members enjoys clarity of expectations, flow and consistency in their workplace culture. Unity in their community.
It is more costly to recruit than to train and retain. Where do you want to spend your money, time and energy?
It's never too late to adjust...it does take courage to own it and do something about it. Take 3 minutes today and listen to the 347th episode of #YourMorningCommute.
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When I think about what gets in the way of great results...it's the soft skills. The human element, our relationships, our attitude toward work and others.
Today, I am challenging you to move beyond "I am fine" and "everything is fine."
Being a courageous leader means you need to go beyond and behind mediocre to get to the other side.
How will you show up today?
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All businesses claim to value their employees and to be committed to a culture that recognizes and rewards employee achievements. But success in this effort may be elusive, particularly if employers only half-heartedly embrace an “employee-centric” culture.
How are you recognizing, rewarding, aligning your values, your culture to that of your goals.
I provide 3 tips today - take 4 minutes and listen to today's 345th episode of #YourMorningCommute
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Are you still struggling to find your flow?
Might I suggest, keeping it simple and go back to your basics, your fundamentals. Never lose sight of your foundation - be deliberate, intentional on how you get things done for the greater good - the bigger picture.
Stop the madness for yourself and then your team and organization - get back into an intentional flow.
What does right look like?????? Ep 344 of #YourMorningCommute, it's time, take 2 minutes and get your morning groove on.
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"Calm Down"...those words have been known to trigger me. What triggers you?
Or "Don't get mad when I tell you this..." that's another one.
With either of those - if I wasn't mad or upset or anxious before - well I am now.
Stress is all around us and impacting our mindset, our team, and our culture ON THE DAILY...I get you.
Take 4 minutes and listen to todays 343rd episode of the #YourMorningCommute to bring your best self to work, to your team and to your life.
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Have you ever lost a day to lack of focus or stress or perhaps apathy has set in...when you add up a day a week for the year, you have lost a month a year.
Yikes!
What are you pushing off today or yesterday that is actually further derailing you and your workplace culture?
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Are you someone others want to follow?
Do you drive and articulate a clear vision, sense of purpose?
For the past week we have dove into six principles of leadership to self assess and then assess others on your team. Today is the final principle. Take 3 minutes and listen in...341st episode of #YourMorningCommute
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Understanding the big picture and driving towards it is on my mind this morning to protect your team, your culture, and your vision.
Where do you stand on this leadership principle number five?
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Do you value helping others?
Do you identify ways to help others?
Do you believe everyone deserves and has a desire to learn new skills?
Leadership principle number four is focused on just this...take 3 minutes to listen to today 339th episode of #YourMorningCommute
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Accountability training continues to be one of the most requested training workshop series.
Soooo, yep it is absolutely one of the six leadership principles. It starts with clear expectations.
Take 3 minutes and listen to todays 338th episode of #YourMorningCommute to get your head focused on results through accountability today.
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It is one thing to say you are self aware - it is another thing to be willing to pivot as necessary with a large dose of humility and grace. Today on the 337th episode of the #YourMorningCommute podcast, I continue discussing the 6 Leadership Principles. Today's focus - Awareness of Oneself.
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Over the next 6 episodes of #YourMorningCommute, I will discuss six Leadership Principles.
Regardless of your title on your team, you have the ability to influence, lead and make an impact.
Today, I am unpacking COURAGE.
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Let's face it...having hard conversations is never easy and then added to it, they go further sideways...now what?
On the 335th episode of #YourMorningCommute I talked about realities and provide tips to recover from a sideways conversation involving more than one person.
So hard, but let's get more comfortable...take 5 and listen in to this quick podcast.
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What are your employees experiencing before hire to post hire?
Every day we count on our employees to SHOW UP but let's take a checkin on ourselves FIRST.
What experiences are we providing and monitoring to ensure they are what we need, want, expect. - from the application process, to right fit, growth focused, creating inclusion every step of the way, into the depths of our day to day culture, work loads, tools, flexibility, and so much more...
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Today on the #YourMorningCommute I discuss the six C's of Inclusive Leadership.
How do you measure up?
- Commitment
- Courage
- Cognizance
- Curiosity
- Cultural Intelligence
- Collaboration
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While every workplace is different, companies with happy employees tend to have a few basic things in common. Here are five characteristics of a positive workplace culture that I've observed while working with companies of all sizes.
- Good communication
- Opportunities for Growth
- Culture of Collaboration
- Reward and Recognition Systems
- Strong Purpose and Core Values
Do these characteristics describe your company, or does your workplace need a cultural makeover? Changing employee interactions and boosting morale can seem like a daunting task, but prioritizing the people in your organization is critical for growth.
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We are never finished...at least that's my opinion. There is always something up NEXT.
Asking yourself what's next is a part of a growth mindset.
Always learning, always growing...it is a way of forcing your mind to stay in the visionary process. Looking ahead, looking further, asking yourself and your team what can we do now? How can we take 'it' further?
For me, I do this daily around workplace culture but do this for you of course. Showing up daily, just like you and your team and the environment you are creating. My question is are you doing it intentionally or is it happening organically which can be risky.
Over to you, what's next for you today?
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How are you showing up on the daily...adding value?
What's your delivery?
What have you shared and learned?
Are you reflecting and connecting?
Do you feel seen, valued and heard? Are you ensuring others feel the same.
What's on your plate today? Does it add value to the team's focus and mission? What about all those projects your team is working on...do they all add value?
When you are prioritizing your actions - are you asking if they all add value?
Don't just create lists but rather intentional actions that truly add to the bigger picture.
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I love being relentless when it comes to workplace culture...what about you?
How determined are you? Where are you refusing to give up on today - with regards to defining, creating, pivoting or protecting what right looks like inside of your workplace culture - even if it is in a small team.
Cheers to those showing up relentlessly today, yesterday and tomorrow. You've got this...
"All that you touch YOU change. All that you change CHANGES YOU." - Octavia E. Butler
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We live in a professional world that goes fast and where people do not always take the time to step back. When going fast, leaders often confuse their perspectives with reality and have difficulty truly understanding the point of view of others.
A perspective is not right or wrong by default. It just is what it is: the point of view of a single person based on their life experiences and values, among other things. We each have one; sometimes we share it with others, and sometimes we do not.
Our perspectives shape how we act or react in a situation. What could be different in your leadership if you chose to be more generous in your interpretations of perspectives? What could be different in your personal leadership if you could better take, seek and coordinate perspectives?
Ask another person's perspective today and see how you move from a fixed mindset to one of growth.
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We can always talk more about creating inclusion...
Just because your company spends a lot of money and or effort on diversity and inclusion objectives does not mean you are being successful.
Are your initiatives simply trying to mitigate legal risk or focus on reducing exclusion? If so, you still have some work to do.
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As we head into Memorial Weekend - today's 326th episode #YourMorningCommute is time for reflection on how you are maintaining and building new relationships inside of your workplace culture.
Enjoy your reflection time and then be ready to move into action.
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There are a several of ways you can create more harmony in your culture. I unpacked two critical pieces the past two days but now it's time to talk about 3 more ways you can increase employee engagement and the environment that is your workplace culture.
Take 3 minutes for my final 3 tips this week on the 325th episode of #YourMorningCommute
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Tip 2 to provide your workplace culture with more harmony includes apologizing.
A common cause of employee disengagement is a dislike for higher management. It's important for managers to display humility. Executives are not immune from mistakes, and they should apologize if and when they occur. Employees value leaders that are open, honest and genuine, and apologizing when appropriate is a clear sign of honesty and sincerity.
It's also vitally important to be open to criticism. A position in management makes you uniquely capable of enacting positive change, and you cannot do that if you are not receptive to feedback.
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Where do you stand with employee engagement and company culture?
They go together like peanut butter and jelly. The culture (the bread) holds them together nicely for the perfect pairing.
Over the next 3 days on your quick podcast #YourMorningCommute - I am giving you 5 harmony culture tips to positively impact your culture and therefore your employee engagement.
Tip 1: Make Goals Clear
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When we think about action it is far more than a to do list...but what we do and when we do it deliberately - we move so much closer to our defined success.
If you have been following along the past 4 days - we are ready to move into DO - action mode - then rinse and repeat.
Take 3 minutes today to listen in to the 322nd episode of #YourMorningCommute - all things workplace culture curation driven. You won't find this in any other podcast...here's your personal invitation
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Are you a thinker or a feeler?
Regardless of your answer you do have feelings...emotions both physical and mental.
These show up based on how you are receiving messages. What you are hearing, seeing and how you are responding in words and yes, in feelings. Are your emotional responses helping to build the culture or pulling it down or into another direction.
Take 3 minutes today as we continue this week's focus on our senses and impact of our workplace culture.
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When we go into observation mode, it's amazing what we can SEE. What we see with a new set of eyes.
What are you seeing in your workplace culture when you truly observe the actions taken place (or lack thereof)?
Open your eyes today in a nonjudgmental way, note what you see, get more curious. Do the actions your are seeing align with your company values - the way your company get's things done, your workplace culture?
Shout-out time
The more your define what right looks like, sounds like, feels like (hear, say, see) the more aligned your workplace culture will become on all levels to your core values. One of my dear clients Clancy and Theys Construction has and is getting clearer and clearer each day that goes by deliberately creating their culture playbook in a variety of ways. Check them out on their "life" page of LinkedIn. Good things are happening and it's always good to share the good things you SEE.
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Let's face it - words can and do hurt...as a leader you must be mindful of your words.
Yesterday's focus was on what you "heard" and today it's on what you say.
It takes less than 2 minutes to plant a seed - words are doing just that...what are you planting today? Are you strengthening your workplace culture or tossing out words without proper planting (proper intentions) to grow and protect your workplace environment.
Today's 319th episode of #YourMorningCommute focuses in on just that - what are you saying?
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When is the last time you truly listened...today turn up the volume on your ears. Listen with a new intent to fully digest what you heard. Can you connect the written emails, the zoom interactions and or the phone calls to one of your company values. What can you connect in a good way or now hear the wheels coming off?
This week we will hear, say, see in a different way.
Bonus: listen in for a shout of on 'see' day to one of my long term clients who are successfully bringing their digital culture playbook to life on LinkedIn.
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Have you ever delegated something and then found yourself taking it back?
Have you ever been delegated to and then it was taken back?
Ask yourself why - there is a reason - are you ready to hear it?
Both types are fear based - trust based - get off the hamster wheel - figure out why so you can move forward.
Delegation can't be avoided. It's time to do it effectively.
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Team work is perhaps the most important thing for any team or group of people to work effectively and in sync together. Each member in the team must communicate openly with each other member and put forth his views effectively. When there is no communication gap between team workers, the team can work together more effectively and yield better results.
So why is it so hard? Step one - stop pointing fingers, playing the shame game, using excuses, and get down to the business of better communication and collaboration.
Take 5 minutes today and checkin on how you are showing up with your team and those tough conversations.
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Accountability - often referred to as a 4-letter word...it shouldn't be.
For decades I have studied and researched employee accountability and it is often misunderstood. It's time to shift into a mindset that empowers you and your team to move away from excuses and finger pointing when things go wrong to taking ownership over the circumstances, develop solutions, and take action.
Today's 315th episode of #YourMorningCommute I plant seeds around 4 core components to a culture mindset.
- feedback seeking
- psychological ownership
- creative problem solving
- taking effective action
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The role of learning and development continues to broaden, with (you) leaders facilitating and supporting change initiatives in your organizations faster than ever before.
You are being asked to rethink how business operates and find new way to reach your goals. Training helps transition into those changes.
- What is your role in change management?
- How is the nature of work changing inside of your team and your organization?
- How or are you evaluating the evolution of change in how your customers, clients, patients, and prospects are buying from you? Are you educating them in those changes?
- How are you customizing individual training around soft skills for your team members? How are you evaluating remote and hybrid work...supporting your team....supporting the culture and therefore the results?
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Have you ever been a part of a training you thought was good but it didn't stick?
Well the problem may be it was missing a few critical steps to make it applicable - make it stick.
Take 5 minutes this morning to listen to the 313th episode of #YourMorningCommute to hear if you include these in every training you receive, ask for or perform.
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Every organization has its own corporate culture, which defines how things are done within the company. It mainly comprises the values and beliefs that an organization works around. A good and positive culture is likely to direct you towards the direction of success. However, if your company culture is not on the positive side, then it is going to harm you severely in the long run.
Culture Trends for 2021 include:
- Employee Engagement
- Flexible schedules - work-life balance
- Meaningful - Useful Benefits
- Creating Psychological Safety
- Workplace Mindfulness
- Equality
- Employee Experience
- Increasing Momentum through Development
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Truth, conviction and adding value to your team as a courageous leader - that is your ability to speak up -
How are you contributing? Being kind? Being patient? Being honest?
Encouraging your team? Apologizing when necessary. Forgiving yourself and others to move forward and thanking them more frequently than taking them for granite?
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According to the 2021 State of Talent Optimization report, only 27% of companies know what’s driving disengagement among employees. So it’s crucial to take a pulse on where your workplace currently stands.
An employee’s level of engagement depends on several factors, including:
- Trust between the employee and (YOU) their manager
- Attitude toward work tasks and current job role - (Employee and YOU)
- Strength of team collaboration and relationships - (Team Dynamics)
- Sentiment toward the organization’s direction, mission, values, workplace culture
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Are you walking on eggshells around someone or something or are you courageously leading fully awake?
Awake, attentive, engaged, interested, caring, concerned, intentional...sometimes tough conversations but always moving forward.
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Are you a badass courageous leader?
Making a change, see the need for change, know your workplace culture needs some love and attention?
Good...take 3 minutes and listen to today's 308th episode of #YourMorningCommute
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Are your employees engaged and productive at work? Even if they are today, how can you be sure they will be tomorrow? According to the 2020 State of Talent Optimization report, 34% of executives say employee performance keeps them up at night. Whether you’re facing a major organizational shift or just implementing new tools, employee engagement and productivity can be impacted.
Finding and hiring the right employee for a job can be a challenge, but your work doesn’t stop once you have them on your team. Managers need to work with their employees and build trusting relationships to keep them engaged.
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Leaders often overestimate how inclusive they really are.
Take 6 minutes today and listen about six behaviors that are critical in inclusive leaders. Are you one? We all have room to level up.
Companies increasingly rely on diverse, multidisciplinary teams that combine the collective capabilities of women and men, people of different cultural heritage, and younger and older workers. But simply throwing a mix of people together doesn’t guarantee high performance; it requires inclusive leadership — leadership that assures that all team members feel they are treated respectfully and fairly, are valued and sense that they belong, and are confident and inspired.
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Life's quick. We're not here to fill or kill time.
We're here to contribute and enjoy the contributions of others ... to work and enjoy the work of others.
Today's 305th episode of #YourMorningCommute - take 3 minutes to listen to the "Declaration of Contribution"
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If you lead a team of people, you're the gardener.
You plant the seeds (hire the right people), care for them (develop and guide them, and keep the weeds out (minimize and remove obstacles and bad people ... when did you last ask someone what might be in their way of doing good work?).
Do it well and you'll maximize your chances for better results and more enjoyable days for everyone (a beautiful thing).
If you don't lead a team, think of that garden as you.
Ask yourself, “What am I growing? Am I planting the right seeds in my mind (and body)? Am I taking responsibility for my professional and personal development? Am I keeping the weeds out (bad thoughts, bad ideas, bad people)?”
Leader or not ... remember, in most cases, we do reap what we sow. Credited to - Inspire your people.
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Nothing derails progress quicker than not setting clear action plans with your team at the start, thus the results you expect fall short.
After you’ve landed on a plan forward, a new client, a project, etc., figure out how you are going to achieve your goals by identifying leading activities and measures of accountability to make sure the work gets done.
Adopt healthy business rhythms, specifically planning annually, realigning quarterly, reviewing progress weekly, and executing daily. If you do this, four quarters turn into one year, one year turns into multiple years, and multiple years turn into the achievement of your goals.
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Alignment seems like a simple task but yet we make it so complex at times OR worse don't even try to get aligned.
When we think through rewards - we often think monetary first and that isn't always the right option.
When we encourage - we aren't always solution driven or worse don't really have our listening ears turned on.
And finally, when we decision make, we don't always think through quick enough or talk it out or have more than one option ready to go.
Take 2 minutes and listen to today's Alignment - giddy up - on the 302nd episode of #YourMorningCommute
It's time to get your intentional Workplace Culture going!
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Does your vision inspire and provide a shared purpose amongst your team?
If you asked 3 team members this morning what your vision is...
-
do they know?
-
is it aligned with yours?
-
does it inspire you and them?
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There are three reasons leaders fail to execute. First, they don’t follow their own plan with discipline. Second, they fail to keep score on what matters. Third, they don’t have the right people in the right jobs to make it happen. If you can assemble these three puzzle pieces, you can put your company on track to win.
Did you create your culture by design or did it just happen by default? When you consciously think about and design your culture to foster your desired behavior, your culture becomes a competitive advantage that attracts top talent and drives massive results.
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I didn't coin the phrase but certainly know it works "slow down to speed up!" It provides much needed clarity.
The world, our lives are full of change. When we get into robotic mode we miss the ability to see what's coming - why because we are also moving too fast inside of that robotic chaos.
Today take 4 1/2 minutes to listen to the 299th episode of #YourMorningCommute to be more deliberate about change, effectiveness and efficiency as a leader and with your team.
It's a great way to make a positive impact on your workplace culture.
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Doctors don't prescribe medicine until they have completed some sort diagnostics; performing exams, blood test, x-rays, etc.
Dietitians don't put you on an immediate health plan and exercise regiment before they talk to you, track what you are doing now, where you are trying to go and give you some tests either.
Same concepts when it comes to your desire to shift your workplace culture - analyze where you are first.
Today on the 298th episode of #YourMorningCommute, I get you started on that process.
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Candidate experience plays a key role in employee engagement. If a candidate has a great experience and later accepts a job offer, they’re much more likely to become a highly engaged member of the team as opposed to someone who didn’t quite as positive a candidate experience. Someone who has a more positive experience will likely feel connected to the company culture and truly understand the mission and vision that drive your organization.
In addition to improving employee engagement, candidate experience also impacts your employer brand. If someone interviews but is not offered a job, a positive experience will allow them to not only apply for positions in the future with excitement, but also spread the word about how awesome the organization is.
culturematters #bedeliberate #booksforcourageousleaders #cultureplaybook
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A good workplace culture provides everyone with the opportunity to initiate change and to grow on a professional and personal aspect. It also promotes openness and encourages your employees to voice their opinions and chase after the values they believe in. – It creates satisfied employees and increases productivity.
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Is your team good at the decision making process?
Efficient team decision start with trust and behavioral awareness.
Efficient decision making doesn’t happen overnight. You become better at reaching group decisions, in part, by understanding your Team Type and team dynamics. You know your people, you recognize the weight and urgency of certain decisions versus others, and with that knowledge, you take a talent optimized approach to decision making.
Take 5 minutes this morning to reinforce your workplace culture - what does right look like - listen to the 295th episode of #YourMorningCommute
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Knowing when to pass the ball is how we add value to our teams, build them up, make work easier, build trust, create cohesion, and the pay off can be big with regards to productivity and overall results.
How are you showing up and impacting your team as a great team player? Adding value and further defining what right looks like inside your workplace culture.
Are you flexible?
Do you listen and adjust communication styles as needed?
What about problem solving?
How much positivity do you bring daily?
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Trust the 3-legged stool: Team trusts leader, leader trusts team, team trust team. It's foundational but often missed - when your foundation is cracked leaks and destruction happen - even worse, you go into repair mode and your repairs are often faulty.
Cohesive teams function fluidly when they’re supported by a culture of trust. That requires everyone being on the same page, but also assuming the best intentions from one another. When employees genuinely believe everyone is working toward the same goals, they can engage in healthy conflict and disagreement.
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After over a year of living with some quite unexpected and unprecedented constraints, the world is finally, slowly opening back up.
BUT don't forget all you / we have learned. So many lessons learned, innovation and some set backs that are now thrusting us forward...as we return to the our so called normal or rather our new normal don't fall into those old habits.
Today on the 292nd episode of #YourMorningCommute we stop to remember in order to keep moving forward.
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Why are we so afraid to ask? Don't make assumptions - ask better questions.
If your team said you need to communicate more - fine...ask them when, what, how, frequency
If your team feels out of the loop - ask them what you can do to include them more, what do you want to know, when do you want to know it, what is the best avenue to reach you.
If you don't know, you better ask rather than assume or try and fix and miss the boat.
Keep it simple...ASK
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Which choice do you make when things get tough?
When things get tough and you get disappointed that your extra effort, care, and attention aren't giving you an immediate payoff, you can't let that stop you from pushing things.
If you do, then those good habits of working hard, focusing more, and practicing your resilience can gradually slip into those bad habits of apathy, resignation, and cynicism.
All real progress comes from those who keep trying to make things better ... regardless of circumstances, ...
Ask yourself today...what can I do to make it better?
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Culture is like the wind. It is invisible, yet its effect can be seen and felt. When it is blowing in your direction it makes for smooth sailing. When it is blowing against you, everything is more difficult.
Culture change doesn't happen through a mandate but rather an intentional movement.
What movement are you creating today? Take 5 minutes to listen to today's 289th episode of #YourMorningCommute - your quick, get your started and stay focused on your workplace culture impact, on the daily.
You've got this!!!!!!!!
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Words on a wall - may spark a good feeling but that will quickly go away if you don't put them into action - live them on the daily - deliberately.
Today take 5 minutes to listen to the 288th episode of #yourmorningcommute as I discuss and provide an example of congruency between your mission, vision, values and culture statements.
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Myth: Shifting your workplace culture is hard.
Stay with me...
And if you have already stopped reading or listening to today's 5 minute 287th episode of #YourMorningCommute then you weren't meant to be here to begin with. Meaning you don't believe your environment is what matters above all else.
If you are still with me - hurray! read on and better yet - press play.
Today's focus is on knowing your team members - those your are most familiar with vs. newbies to your team and how you interact with them.
I don't know about you, but how I interact with those I know best and they know me best is different at times, then those I just met. It shouldn't be!
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Are you adding value as a leader to your team, to your organization?
Regardless of your title or defined role you can always step up and add value - the question is are you and doing so with clear intentionality?
Great leaders add value to their team on the daily - which by the way strengthens, protects and further defines what right looks like inside of their workplace culture.
Your team must be first, when your team is first, your organization improves. If you don't believe that - then stop trying to lead - PERIOD!
How are you adding value daily?
Are you listening to your team?
Are you developing your team?
Are you showing appreciation?
Do you see each team member as a top performer?
Are you encouraging and supporting them through good, bad and tough conversations with forward intentions?
Take 6 minutes today and listen to the 286th episode of #YourMorningCommute
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When a leadership position becomes available - how deliberate is your company in finding the RIGHT replacement?
There is a proven process - are you using it?
Simply put
- Do you understand the person's hardwiring you are replacing and how they have added value in the past?
- Do you understand the team dynamics, as they exist today? The strengths and the blind spots, plus what they are strategically tasked with moving forward.
- Relooking at the new needs of the job replacement moving forward; then craft the ad, then start the recruiting, hiring and selection process.
- Lastly, how are you inducting the new leader?
Don't make it hard - trust the process.
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Anxiety at Work - that's an understatement in today's world - BUT it doesn't have to be that way or to simply say it's a sign of the times.
We can, you can take hold and reduce stress, anxiety, tension and more to better shape and support your workplace culture.
As a leader are you balancing overwhelming workloads with and for your team?
As a leader are you providing forward feedback and career guidance?
As a leader are you saying thank you and showing gratitude?
As a leader are you able to make quick decisions and not get stuck in perfectionism?
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Today's leadership competencies are changing. Business climates are continually shifting and becoming more complex and competitive than ever before. As a result - leadership and management needs are changing too.
Are you keeping up?
Take 6 minutes this morning to listen to the 283rd episode of #YourMorningCommute
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What kind of culture do you have? If you’re not sure, you’re not alone. Many companies do not have a defined culture.
I am talking more than core values - great start but you must go deeper...
Then let's talk about how you are hiring intentionally to your culture with new team members.
If you haven't defined what you are looking for from the whole person, job characteristics, candidates hardwiring, what to listen for in the interview, are you aligning to what you have or are you adding because something is missing. Slow down - define further - dial in and then go into the interview process.
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Someone on your team just raised their hand for an open position but they didn't or aren't getting the job...what do you do next?
How are you using your internal no's or not yet data to track and find what you can do to further prepare them the next time?
Courageous leaders take action.
Many times there aren't a lot of opportunities for succession planning from a vertical standpoint but don't let that stop you from better preparing your talent pipeline. Get creative, think agile, use your data to focus on talent development.
There's a ton to unpack here - my unpacking starts on today's 281st episode of #YourMorningCommute - take 5 minutes and listen in.
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What order is your Culture in?
Is your Culture first, secondary, last, not mentioned at all or thought of on the daily basis? Flavor of the month or a one-day thought?
It's time to flip the discussions in the boardroom - not profit first but rather focus on employees first, the drivers of the results you seek - your answers reside inside of your culture.
Did you intentionally define your culture or is it being defined without your guidance and vision?
Workplace culture should NOT be defined organically but rather intentionally - deliberately.
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Are you drinking by a fire hose or at least feel like it?
Word to the wise - make sure you are using a proven process for change to make sure the water is putting out the fires instead of creating more.
Change is hard - we know that - but - once you get everyone on the same page - it creates smoother sailing and the desired outcomes.
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Leading from the front - what does that even mean. Unfortunately that notion is often misunderstood.
“Leading from the front” means being visible and engaging at the front while still being able to see the forest through the trees. It is a matter of perspective and participation. It's not one thing but many things.
On today's 278th, 6 minute episode, I discuss the past year to the present. Reflecting on mentors I had that lead from the front before that was a thing. Plus job pivots - you - for your team member or perhaps your organization. How do we address it and continue to add value?
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The onboarding process of a new hire could determine your company’s success in the long run.
Did you know that great employee onboarding can improve new hire retention by 82% and productivity by more than 70%?
If you are an employer that understands this, then you also understand and get the value of involving your current team members in the onboarding process too. You already know that it helps boost employee engagement levels, cuts down on training costs and time, and increases proficiency. If that's you and your company bravo - keep doing this and if not, then listen in for more information.
Take 5 minutes to listen to today's 277th episode of #YourMorningCommute to hear more.
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You can absolutely deepen Accountability inside your self and your team with a couple of shifts in your mindset and how you take action.
Take 6 minutes and listen today's 276th episode of #YourMorningCommute
Accountability is thrown around a lot (or desired) but many don't take action to understand how to make an impact. You can't just talk about a desire to have a culture of accountability, but rather ask yourself to further define it, show it and live it.
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Why isn't building an inclusive workplace a top priority for all?
Why is there still a misunderstanding to what diversity is and inclusion is?
Why do so many leaders think about doing something but then end up doing little or nothing at all?
What get's pushed under the rug, doesn't go away, it just builds up and hardens.
Today on the 275th episode of the #YourMorningCommute I discuss some excuses that keep us from starting and some thoughts to get you going.
And, yep I am extremely passionate about this and here for any follow up questions.
If you are wondering, this isn't new to me or for me. I have fought for this for decades, have the facts and action taken to prove it.
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Change happens on the daily, but how you manage it is a whole other thing.
To be successful in any organization there must be clear lines of responsibility, what right looks like IN ACTION!
Today on the 274th episode of #YourMorningCommute I discuss and provide examples of accidental change vs. intentional change.
Moving you through your current state, your intentional transitioning plan, into your future vision.
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Ensuring successful transformations and slight shifts in you culture must be done deliberating vs accidentally. Accidentally isn't a good thing - usually ends up in being blindsided in a negative way.
On this 273 episode of #YourMorningCommute I discuss:
- First look at your alignment in words and actions around your mission, vision, values, culture statements and philosophies. Look at your current state and the challenges.
- Involve leadership
- Create a strategy and plan
- Engage, involve, include your employees at all levels
- Pay attention to recruiting efforts and culture fit
- Track your progress - frequently
Is it hard - could be BUT, DOABLE!
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We are quick to point out areas of improvement but when it comes to saying thank you...or I appreciate it when you...or thanks for ... on the daily
Did you know 69% of employees say they would work harder if their efforts were better recognized.
So what holds employers, YOU, back from sharing their, YOUR appreciation?
It could be the thought that workplace appreciation has to be a formal program. Leaders are busy enough.
YOU ARE OVER THINKING IT!
Practicing gratitude can be as simple as checking in on someone’s day and expressing thanks.
Appreciation acts dig deeper into improving workplace culture through gratitude and employee recognition.
Workplace culture isn't built in a day; it's built everyday - how are you showing up today?
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Are you on the same page as your team? Leaders have a great responsibility: They (you) need to be able to communicate and work well with your employees to achieve the desired end results.
Are you sharing your thoughts with all team members and asking for theirs?
Are you seeing their strengths and bringing them out even further so they can be the best of who they are?
Are you effectively delegating?
Take 5 minutes and listen in to today's 270th episode of #YourMorningCommute
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What does it mean to be a great team player in the workplace? At its core, being a team player means being ready, willing, and able to support the team—no matter what lies ahead.
Today's 270th episode of #YourMorningCommute bubbles up some tips - thoughts - reflections - challenges to your courageous leadership as a team player and what collaborative means in your workplace culture.
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On this episode of #YourMorningCommute I am struck by a new podcast called Renegades Born in the USA by Barack Obama and Bruce Springsteen - whether you like either or neither of them isn't the point - my message today is two fold.
- How is your voice being heard. Are you being a courageous leader? Are you a curious leader?
- Setting aside your differences on the surface level to go deeper to find your connections - building rapport and trust? Friend or Foe
And both having an impact on your workplace culture.
Best part of all...YOU decide the impact...how will you show up today?
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There are many elements to a great corporate culture, but top companies know how to excel in every one of them to create a positive work environment.
Creating a positive work environment starts with YOU - that's right YOU. How are you impacting your team and your environment today? Take 4 mins and listen in for more top workplace culture drivers and as always, pick one and focus deliberately.
Where is your mindset today?
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High-performing teams need psychological safety — the belief that you won’t be punished when you make a mistake.
It allows you, your team and your company to create a deeper foundation of trust and of course strengthens your overall workplace culture.
Today's 267th episode of #YourMorningCommute I talk through the why and how to get there far more intentionally.
Yep - you guessed it...you can take action today.
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WHY - that word has drawn more attention since Simon Sinek published his book and Ted Talk, Start With Why.
BUT...It's time to level it up.
Today on the 266th episode of #YourMoreCommute I talk about taking this further. Plus a little shout out to Melanie (Mel) Israel transitioning vet with The Honor Foundation. Take 4 minutes out of your day to listen and expand your possibilities.
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Career path discussions are a critical component to continued employee engagement. Opportunities internal (vertical or horizontal) and external paths should be considered and nurtured.
Take 4 minutes to listen to today's 265th episode of #YourMorningCommute and answer the questions I pose - and then get ready to level up.
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Clarity is a beautiful thing BUT not often achieved or kept simple inside of most workplace cultures...you don't believe me?
Take one company value, one competency you measure roles by, one written goal and see how many different versions of what right looks like comes up between you and the employee you are discussing this with.
Inside your company culture there should be boundaries of what right looks like, sounds like, feels it - what we do, how we do, when we do, who we involve, when we involve, etc. There are many paths to getting 'it' done - what is the path inside of your walls and are you instilling this with all your employees - CONSISTENTLY - DELIBERATELY - DAILY???? In its simplest form?
Today on the 264th episode of #YourMorningCommute I am challenging you - stop - reflect - take action - make an impact!
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Just because you and or your team get the list done for the day, doesn't make you or they completed the task.
Today ask yourself if you are handing out supplies without directions?
Take 3 minutes and listen to today's 263rd episode of #YourMorningCommute
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Being on a team, creating a team, leading a team can be tricky at times or rather more often than not for those leading the team. Today on the 262nd episode of #YourMorningCommute I discuss the necessity of leaders and team members being flexible, adaptable and keeping the entire organization in mind and not just their own department.
As always, looking for your thoughts and follow up questions. Enjoy your 4 minute - morning culture giddy-up.
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There are no shortcuts to creating your workplace culture BUT there are deliberate steps you must take to create what you desire and to maintain it. Cultivating it on the daily is not only suggested but necessary. Building rapport is a great place to start.
On today's 261st episode of #YourMorningCommute I take a deeper dive into this topic. Take 7 minutes and get your day started off right.
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INCLUSION...Where are you on this? How are you showing up? How is your team and company evolving - evolving INTENTIONALLY! It's more than words and stats - it takes real action #culturematters
Organizations can no longer sit silently on social issues. Employees expect their companies to speak out on issues of injustice and inequity that affect their people. This includes committing to making their cultures more inclusive of their individual employees.
Organizations are moving beyond meeting quotas and percentages in the hiring process, past unconscious bias training, and are focusing on helping every employee feel they can be their most authentic selves at work, every day. Companies should look past single categories like race, gender, or sexual orientation and see and nurture each individual.
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We all know communication is important but do we really do something about it when it's apparent it isn't working. Or even worse, do we realize it is the communication that is messing it all up.
Highly effective teams hit on all cylinders of communication.
Stop and pause today to deliberately think through the trust and respect your communication is building in your team and the team is building in one another. Don't just look at the surface - go deep.
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There are many opinions on transactional vs transformational leadership and which is ideal.
My answer - it depends and you need both at times. For more - and to ask yourself which you are, where you are, what your team needs - listen to today's 258th episode of #YourMorningCommute
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A frequent question I am asked is around the right employees. How do you know, what can you do? There's a ton you should do and could do to answer if your current team members get it, want it and are capable of doing it AND during the hiring process as well.
Take 5 minutes to listen to the 257th episode of #YourMorningCommute. - It should be revealing for you - ask yourself where are you rocking it out and where can you level up - you know those blind spots. Hit me up for any follow up questions.
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How strong is your relationship with your team, with your peer group, with your company?
If strangers in a FB group can find common purpose and strengthen the group, why can't teams onboard during remote work better?
How intentional are you about deepening your relationships inside of your team, with your peer group and your entire organization?
Take less than 5 minutes to get your positive thinking and culture impact on for today.
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What in the world do bumper guards have to do with leadership - well take 2 minutes and listen to today's 255th episode of #YourMorningCommute to find out.
Are your bumper guards protecting or preparing your team?
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If you had to repeat yesterday - would you make any changes? Would yesterday move you forward with your team, your goals...if you did repeat it exactly as it happened? As you layout your days - are you taking into account what you are trying to achieve and or protect - deliberately or just going through the motions and your checklist? Just saying...or rather asking for a friend!
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It feels good to FIX things - I totally get it BUTTTTT...if you are always fixing then you aren't developing.
I invite you to take less than 4 minutes to listen to today's 253rd episode of #YourMorningCommute and ask yourself if you are a fixer or developer and which do you want to be known for long term.
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Do you get dragged down by other people’s negativity? Let’s face it, despite our best efforts of trying to stay positive, optimistic and enthusiastic it’s hard to stay upbeat and engaged when pessimists or cynics surround us. It's proven our emotions can take us away (good or bad) and are highly contagious - just like the common cold - they can be passed along. Are you passing positive or negative along to your team and inside of your head?
Take 5 minutes to listen to today's 252 episode of #YourMorningCommute
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If leadership were so simple there wouldn't be so many books, podcasts, speakers, trainers, applications and more to help enhance and or develop collaboration and communication for example.
On today's 251st #YourMorningCommute I recount a conversation from last week, where I challenged a CEO on his comment that "this is nothing but simple leadership..." and hopefully shifted his mindset.
Take 4 minutes to listen in...I promise it's worth it.
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What does your team do or act when you aren't around?
That my colleagues is the difference between a 5 star and 4 star leader.
Take 3 minutes and listen today's 250th #YourMorningCommute
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Training builds trust on both sides. If you train properly and continue the feedback loop then you should trust your team to get the job done AND if they need you along the way...guess what...they know and trust that you will be there.
Take 3 minutes this morning and listen into the 249th episode of #YourMorningCommute.
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If we all paused before reacting, we would probably be in a better place across all walks of our lives.
On today's 248th episode of #YourMorningCommute I discuss the #deliberate pause. I hope you take 3 minutes to listen in.
As always, let me know what comes up and if you get stuck - simply reach out to me.
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When is the last time you deliberately observed your workplace culture?
The behaviors you see showing up...the sub-cultures and how you are rewarding them...what is being negotiated or non-negotiable. Every time you add a new team member you either strengthen your culture, or shift it or worse put it at risk if you aren't reinforcing what is right. And finally, your culture happens at every moment there is an interaction.
So, observe your culture today...do you like what you see?
If you want to shift it, yes it can be hard, BUT doable!
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We are all human first and then employees, not the other way around.
Today's focus is being far more mindful of this fact. Keeping it in the right order deepens the #trust inside of your team.
As we celebrate Martin Luther King Jr. today - checkin on your team intentionally before any order of busy is conducted. #bedeliberate
Let me know what comes up for you after listening to this 2 minute, 246th episode of #YourMorningCommute
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Do you have ever a problem getting a new initiative off the ground or seeing it through to fruition?
If you answered yes, the opportunity may be the realization that you have culture of inconsistencies happening.
Take 4 minutes to listen to today's 245th episode of #YourMorningCommute for more.
Let me know what comes to mind for you.
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Bravo - if you have clearly defined Values or a Creed BUT let me be clear, that is only the beginning to defining your #WorkplaceCulture - there is more work to be done and it is guaranteed to be rewarding work.
I hope you take 3 minutes and listen to todays 244th episode of #YourMorningCommute
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Are the habits you have formed intentional? deliberate? or by accident?
Over the last 2 years, I have formed a habit to deliberately show up and deliver a quick workplace culture podcast for YOU. To inspire, motivate, challenge, and give you some actions steps to analyze, create and curate your desired culture. DAILY! Culture isn't built in a day, it's built everyday.
Today on the 243rd episode of #YourMorningCommute I take a deeper dive into forming habits and the potential impact. I invite you in for a 3 minute listen and hope listening becomes a new habit for you and others on your team.
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What are Team Dynamics? Part two - take a deeper dive and 3 minutes to listen to today's 242nd episode of #YourMorningCommute
● What is the #1 thing that goes well in terms of team interaction or collaboration?
● What is the #1 thing that goes poorly well in terms of team interaction or collaboration?
● What one thing would you change in terms of team dynamics?
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This week's focus is on Team Dynamics. First, how would you describe the current health of your team's dynamics?
Constant conflict, more conflict than harmony, about in the middle, more harmony than conflict or constant harmony
Are there any individuals you would consider outliers? High and Low
Are there any specific relationship issues (pairs, factions) Good and Opportunities
Take 3 minutes and listen in for more on this 241st episode of #YourMorningCommute
Workplace Culture isn't built in a day, it's built everyday
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To build a house, you need strong pillars and solid foundation. The pillars and foundation you choose can't be random but made of deliberate materials. The same is true of your work environment, your workplace culture. Today on the 240th episode of #YourMorningCommute I discuss this further. I am inviting you to take less than 5 minutes to listen in.
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Stoking the fire - I love that saying...adding wood to keep the fire going nice and strong. Are you stoking the fire inside of your workplace environment with the proper wood, fuel, coals? To create and maintain a steady fire it takes some work and looking after - just like your workplace culture. You can't just get it going and expect it to continue - it takes some attention. Today on the 239th episode of #YourMorningCommute we talk about stoking your workplace culture. Take 3 minutes and listen in.
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Shout out to my #ddchallenge team this morning.
Are YOU feeling the burn? This week I have been talking about putting in the work - being far more #intentional about your workplace culture - tracking it daily, journaling what YOU are doing to make an impact. If this is new to you and it's only day 3 for you, well, even on day 3 you should be feeling the BURN if you are putting in the work. The burn is showing up in maybe doubt if this is working, will you keep up, will the team notice...the results of the BURN comes through in a variety of ways. Listen to today 238th episode of #YourMorningCommute for more.
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Did you do the challenge yesterday, laid out in episode 236? If you did, I would love to hear from you. Take if further and ensure you are journaling on your daily - intentional - workplace culture impacts. What is coming up for you? At the end of the week - look back and celebrate your work and see if there are any trends yet - then keep going. Listen for more in the 237th episode of #YourMorningCommute
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If you want to get results you have to put in the work - period! New Year, New You - have you heard it, or said it? Well - did it work? It did if you put the work in but fail short if you didn't. Changing habits takes focus, effort and daily actions. What impact are you making in YOUR workplace culture TODAY? Listen in for more on today's 236th episode of #YourMorningCommute
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How are you intentionally renovating your workplace culture for the future?
Your employees are the future that powers ideas, innovation, and success in your teams and your company every day. A strong culture can provide the right fuel to nurture and empower your teams. Are you reinforcing leader to leader, how you can learn from one another and create an environment that enables each other to make a difference?
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I have to admit it, DISRUPTION is one of my favorite words. To me it brings in so many opportunities to level up, to innovate - when you do it intentionally and publicly call out those intentions. Often, especially in 2020 we found all the disruptions caused fear, created chaos and an overall great unsettling. Today on the 234th episode of #YourMorningCommute I encourage you to flip the coin - get on the other side of fear - understand the disruption and the possibilities around you. It's time to move forward and let go of the past.
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What doesn't derail you makes you stronger...leadership derailers include impulse control, problem solving, independence and stress tolerance.
Admittedly, 2020 has been challenging to say the least but as we look ahead into 2021 what have you learned that can further strengthen your leadership and your workplace culture? Take 3 minutes today and listen to the 233rd episode of #YourMorningCommute to unpack and then move forward in 2021 beginning with yourself and then your team.
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A leader who embodies competencies around authenticity, coaching, insight, and innovation is likely to increase employee engagement, create trust, and foster organizational commitment and loyalty.
Today on the 232nd episode of #YourMorningCommute, I focus on Self-Actualization - one element inside of each of those leadership competency spheres.
Listen in for more.
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One of the best ways to reinforce your workplace culture is to recognize those aligned behaviors. Meaning reward and recognize your team members for doing the 'right' things - those actions that align to your values - to your workplace culture boundaries of what right looks like, sounds like, feels like, what is said, and what is done.
Make it a habit moving forward to reward more aligned behaviors than areas needing improvement. Once you do - repeating the positive starts to overtake the negative. You will increase your team engagement, as they feel more seen, valued and heard. AND WHO DOESN'T CRAVE THAT?
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I am always amazed when I hear someone say they don't know what their boss expects of them. I simply say "have you asked", they usually respond no, then "if you don't know, I recommend you ask." There are a ton of ways you can get on the same page but going right to the source and asking that simple question to seek clarity is the shortest line and way to get there. Listen in for more on today's 230th episode of #YourMorningCommute
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As a leader are you delegating effectively, communicating effectively and building a stronger team? Are you helping them or hindering them? Reverse your role when delegating and allow your team member to help you unpack your ask. Today on the 229th episode of #YourMorningCommute I challenge you to do just that...let me know how it goes.
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I found a wonderful little sign on one of my clients desks recently "Some days the best thing about my job is my chair spins." Of course I laughed, took a picture and then my head started spinning (in a good way) about #workplace #culture and how spinning chaos motivates us or pulls us down. Today on the 228th episode of #YourMorningCommute I unpack 'spinning' a little and challenge you for the day.
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When is the last time you reflected on your role in employee engagement? Are you driving engagement or perhaps hindering it a bit.
Listen to today's quick 3 minute #YourMorningCommute for a bit of a challenge to get you going.
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Are you assessing your teams trust?
The one thing you should never do is assume trust is already established or that is will remain without continuous care.
Yes or No on some seemingly simple questions from you and your immediate team? Remember trust is a 3-legged stool. You and your team, your team and you, team member to team member.
- I feel like my ideas are heard.
- I feel that my opinion matters on the team.
- I have confidence in the company's direction.
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How would you go about measuring and improving your self-awareness?
Increasing self-awareness is also a matter of professional development. You can view it on the same priority tier as attending workshops, reading books by industry leaders, or other forms of leveling-up.
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Are you proud of your PIMP?
Do I have your attention yet, yes I typed PIMP but not in the way you are thinking.
Personal Increased Momentum Plan (PIMP)
The sum of PIMPs = TIMP
Take 5 minutes today to listen to the 224th episode of #YourMorningCommute and take the PIMP challenge.
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Have you ever been let down? Have you ever been frustrated? Have you ever been heartbroken and felt deep disappointment?
I certainly have all of those, even this week but it's time to get outside of my head and your head and rewrite the script. Listen to today's 4 minute #YourMorningCommute for how I do just that, get outside of my head and help my clients and their team members flip the script to move forward.
It works - give it a try.
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When employees are unhappy, it creates a lot more work for leadership. Setting the direction and inspiring follow-ship all while you’re experiencing the same COVID challenges isn’t easy. But it’s your job to make sure your teams perform despite these obstacles.
So you put on your game face — and you put out fires as they arise. Lots of times it feels like you’re in constant problem solving mode.
But things are about to change for the better. Listen to today's 6 minute #YourMorningCommute to get your Dreams Teams going.
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What are some traits leaders commonly misunderstand?
It’s rare that we understand our actions or bother to wonder why we acted the way that we did. Taking the time to stop and think about how we really feel about any given situation is something that most of us are unaccustomed to doing. Leaders may find that they become frustrated when attempting to solve problems or get angry when a team member presents a project that might fail. These are all emotions that arise but are often ignored.
Listen to todays 221st episode of #YourMorningCommute for more. Again less than 5 minutes to keep your leadership learning and development going - making a positive impact on your workplace culture one day at a time.
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What drives team cohesion? What is a cohesive team? What actions can you take towards cohesiveness? If team cohesion is as simple as having one unified goal, then why do so many teams struggle with this? One key factor is self-awareness. A lack of self-awareness can cause even a team with clear goals to fumble. If individuals don’t understand themselves, it will be difficult to interpret how to interact with others. This can lead to disengagement — feeling like you’re either not a part of the team or lacking the desire to be part of it.
Listen to the #220 episode of #YourMorningCommute for more on this 5 minute topic.
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Culture is conveyed through communication and a common language.All businesses develop their own ways of communicating. This refers not only to "what" is communicated, but also "how," "by whom" and through which formal and informal information channels. Understanding your culture, therefore, requires studying the modes of communication that are used to convey business guidance and procedural protocols. (Keep in mind that shared assumptions and beliefs are passed on and reinforced through communications.)
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Sooooo many process changes have taken place in 2020 but where are you now - are those processes working (meaning removed all obstacles)? Did you adjust with intent to completely remove the problem or are you still dealing with elements not working in your processes. Delegate, take back, delegate, take back, repeat issues???? Listen in to today's #YourMorningCommute for more.
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Communication either helps or hurts your workplace culture. Today's challenge is ask your team to track for a week or so - from a communication standpoint - what you need to stop, start, continue doing. Listen to today's 217th episode of #YourMorningCommute for examples to get you started.
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Your habits create your final outcomes...so ask yourself today - what are the habits you have created yourself and for your team? Are they helping further define and protect your workplace culture and causing your train to go off the tracks?
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Today on the #YourMorningCommute - let's take a check in on your personal Impulse Control and the impact it makes with your team and overall workplace culture.
Give yourself the gift of 5 minutes to listen to the questions and exercises, then rate yourself and dial in on what triggers you into a positive or negative of reaction.
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How clear are your leadership roles? The last time you diagnosed an individual or a team that is lacking in leadership - did you go back and look at the pipeline and ask if there is needed work to be done there as well? It is easy to point out the person - but what about the cause - the support you gave them each time they were promoted with new roles and responsibilities. Your financials are defined but what about your leadership requirements?
companyuniversities #culturematters #cultureplaybook #booksforcourageousleaders
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November is a month we generally give more thanks - even in 2020 there are things we need and can celebrate.
Are you intentionally aligning how you reward and recognize your team straight back to aligned behaviors and workplace culture values? If not, here's your opportunity to rethink, redesign, and realign.
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Who hasn't been in a tough conversation - said no one ever - we've all been there.
Today on the #YourMorningCommute I discuss in the moment tough conversations vs. those you plan a deeper forward feedback around. It's amazing how many assumptions are made during conversations and total misunderstandings, interpretations and words chosen that immediately derail a relationship in the moment or long term. And then to make things worse - they aren't addressed and cleared up but rather swept under the rug in your mind in a negative way and they begin to fester. And yep that is nasty and unhealthy for all parties.
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Ultimately, the most meaningful act of responsibility that leaders can do is to control their own state of mind. Leaders who spread bad moods are simply bad for business - and those who pass along good moods help drive a business's success.
If you think your mood isn't making an impact on your workplace culture - think again.
What kind of Courageous Leader are you going to be today? Spreading a positive contagion or pulling yourself and the team down? It's your choice.
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Leadership's primal task is an emotional one. How will do you as a leader resonate with your team? Are you building trust, engaging, and energizing relationships around you? How intentional are you embracing the tensions that may seem contradictory?
- Teams shared purpose; focus on specific goals or tasks
- Focused on performance or learning; don't you need both
- Teams focus on themselves, the overlapping relationships or a system of functions and layers of leaders who affect your future in complex organization structures
- Teams defined as a collection of their members or are you the sum of each person's shared identity
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We talk about accountability...
We get frustrated over team members missing the expectations...
We get stressed over projects getting pushed...
But how clear are we to begin with on expectations, accountability and feedback in the middle of the project or job/role itself with our team members. Can you give yourself an A+ with all three of those? If not...
Listen to day's 4 minute challenge on the 209th episode of #YourMorningCommute for more.
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Friday's 208th episode of #YourMorningCommute is an ask to stop reflect and then move forward with intentions.
Life is pulling people in too many directions right now. Burnout signal levels in our data reached a two-year high this month. Organizations must continue to rethink how they work—how they define productivity—and put belonging and growth at the center.
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Are you in the middle of budget season? Are you putting together numbers or focused on Dream teams to accomplish those goals through aligned strategies?
Dream teams do not happen by accident. The same way professional sports organizations use data to build winning teams, talent optimization uses people data to maximize an organization’s ability to hit its goals.
What does a dream team look like? Its team members are:
● Accountable and high performing. Senior leaders can be confident that the team will deliver results so they can keep their own focus on the overarching strategy.
● Engaged and operating with purpose and efficiency. Leaders’ time is not monopolized
by getting involved in the weeds of tactical execution.
● Collaborative and cohesive in their relationship dynamics. Leaders’ energy is not drained by never-ending conflict resolution.
● Led by self-aware leaders. They understand how to leverage their strengths, stretch their
behaviors as strategies shift, and keep their caution areas in check to lead their teams to success.
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I am begging of you to spend your coaching dollars wisely and intentionally up front, not as a last resort. Meaning do you bring a coach in to try and save the day, literally in a day... be far more intentional in your culture about guiding, developing, mentoring every step of the way? I am not suggesting a coach can't turn a situation around but wouldn't you rather develop proactively vs. going into costly repair mode?
If you only bring coaches in at the last minute, you are sending a clear message that getting a coach means you are about to get fired. Is that the culture you want? Doubt it...
Getting a coach should mean we are investing in you, want you here for the long haul, a philosophy around training in your culture.
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Is your turnover from those you recruit and hire or could it be your on-boarding? Today on the 205 episode of #YourMorningCommute we are at the intersection of the recruiting vs on-boarding and the messages you are sending about your workplace culture.
Your new hire’s first day usually involves a lot of paperwork, setting up passwords and logins, meeting new people whose names they’ll inevitably forget, and similar odds and ends. They’re all necessary but may not create the most exciting first impression–and as the saying goes, you never have a second chance to make a good one.
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Did you put the offer in writing?
-
Did you follow up to welcome them and celebrate them joining the team?
-
Did you INFO-DUMP on them and expect them to take it all in?
And the list goes on...
Courageous Leaders onboard RIGHT
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Are you still doing annual performance reviews and that's it?
If you aren't setting clear expectations, creating standardized processes, giving continuous feedback, holding each other accountable, and celebrating your wins and culture alignment then YOU ARE MISSING THE BOAT.
After you listen to todays quick #YourMorningCommute and you still have questions or not sure where to get started - then message me.
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Trust is at the foundation of nearly all major theories of interpersonal relationships. Today on #YourMorningCommute I talk about reliability, truth, depositing and withdrawing trust AND when it begins inside of your workplace culture during the Ad to Application to Interview to On-boarding to Employees full lifecycle.
It's a two way street - what role are you playing to build trust inside of your workplace culture?
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Did you know Honesty is also defined as a European plant with purple or white flowers and round, flat, translucent seedpods that are used for indoor flower arrangements?
I didn't until today when I was prepped for the 202 episode of #YourMorningCommute. As I talk about honesty, one of my favorite words but more so #values, I loved discovering the words translucent and seed in the definition as well. That aligns perfectly with being clear and planting a seed by being honest to strengthen your workplace culture.
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When you are truly curious, you begin to ask more thoughtful questions that in return deepen trust and build resiliency inside of your workplace culture. I challenge you to get curious today around an internal team conflict or perhaps a change management initiative.
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Episode 200 of #YourMorningCommute let's talk about Agility and wins around
- shared leadership
- increased individual momentum
- engagement
- retention
- recruiting
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On this 199th episode of #YourMorningCommute I talk about EXPECTATIONS another one of my favorite words.
Clear expectations right from the beginning (job ads) begins to set the new hire on the right track and same page as you. Listen in for a specific example.
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Today's word INTENTIONAL - how deliberate, focused, and actionable are you around assessing, understanding, growing the momentum and talent of your team for NOW and for the FUTURE?
On today's 198th episode of #YourMorningCommute, I dive in and encourage you to be more #Intentional with assessing the talent of your team.
Establish a criteria, guidelines, who to rate, who not to rate, and the scale. If this resonates with you - message me for more information.
Don't just let culture happen - define it, build it, market it with #intentionality get ahead of the curve and stop chasing it.
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Over the next several days I further unpack some of my favorite words. Today's focus is on #resiliency inside of yourself, your team, and your workplace culture.
Resilience is the capacity to survive, adapt, and flourish in the face of turbulent change - how resilient are you and your team?
Are you bouncing back, remain still or BOUNCING FORWARD?
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There are so many invisible barriers to leadership success. On today's 196th episode of #YourMorningCommute I list out 13 of my personal words that inspire me - lean into - words that I use as my litmus test (walking my talk) (protecting workplace culture) (staying on track). I would love to know yours and I hope you join me on this follow on series to why I love these words and what they mean to me when I see them, use and live them.
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Today's #YourMorningCommute challenge is to unroot whether you and your team are being more productive or less productive working remotely and WHY?
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3/4's of the year is in our past
What have you learned?
How are you intentionally gaining TRACTION?
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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
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What one aspect of business would you advise leaders to NOT make hasty decisions about or change during a crisis, and why?
My answer: Organizational structure changes
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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.
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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.
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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
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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.
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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.
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How are you / have you adapted your virtual leadership style?
I am not asking what you need to do today but rather how are you doing them differently?
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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.
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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
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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.
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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)
- Forward feedback
- Gratitude, reward and recognition for the right behaviors
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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.
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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?
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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.
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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.
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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
AND
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.
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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?
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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)
- Open Dialogue
- Regular meeting with intentional agendas, rotate facilitators
- Quick, yet impactful, team building activities along the way
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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.
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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.
CultureMatters
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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.
CultureMatters #CulturePlaybook
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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?
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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.
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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?
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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.
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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?
- Being vulnerable
- Following through
- Seeking to understand
- Explaining the Why on your requests
- Getting to know your team members
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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?
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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.
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On the daily crisis seem to be popping up...how can you plan...are you planning?
Listen to today's #YourMorningCommute for some proactive tips and approaches to crisis 'preparedness'
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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.
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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.
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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.
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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.
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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.
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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
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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.
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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
https://www.forbes.com/sites/forbescoachescouncil/2019/10/24/lack-of-trust-can-make-workplaces-sick-and-dysfunctional/#55bd0a7c44d1
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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.
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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.
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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:
-
Self-Leadership
-
People - Leadership
-
Business Acumen
-
Results
-
Vision
How will you spend your strategic time intentionally today, vs. allowing the days whirlwind to take over?
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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.
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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
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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.
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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.
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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.
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Where are we going
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What does it look like when we get there
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What difference are we making
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Why is it important for you to get there
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Why should we hap you get there
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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
- be transparent
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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
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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
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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?
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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.
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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.
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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!
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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
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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?
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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
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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.
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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.
Define it,
Organize it,
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.
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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.
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I hope you listen to today's message.
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Culture Curator Manifesto is on my mind today. Listen in for all 18 top of mind points.
Are you ready? Is this you?
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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...
https://vapeninsulashrm.com/images/meeting/071320/brochure_penshrm20_annual_conference.pdf
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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.
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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.
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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?
NONE!
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
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Resetting is needed at times and now might be the time.
Listen as I explain what I do in a less than 3 minutes to reset my day, my focus, my workplace culture, my intentions, my business objectives.
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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
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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.
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Ability to make informed decisions
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Inspiring others to take action and make quick changes
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Showing empathy and understand the plight of others
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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.
- Set boundaries.
- Make learning a habit.
- Make every minute count.
- Learn at your best.
- Find your own learning style.
- Collaborate with others.
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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.
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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?
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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.
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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.
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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
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Continuing our Dirty Dozen breakdown from yesterday with a deeper dive into Communication Yellow Caution Lights!
- lack of
- too much - too fast - too many changes - waste of time
- saying one thing and doing another
- unclear priorities
- 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
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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
- Gossiping behaviors
- 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.
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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?
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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.
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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?
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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.
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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.
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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?
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How are you keeping your team engaged and performing?
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How are you keeping a track on your team's pulse and morale?
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How are you having meaningful and motivational conversations?
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How are you continuing to foster your team's collaboration, trust, and camaraderie while everyone is remote?
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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.
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What's on the other side of your curve? Yesterday I was reminded of the Pot Roast story...listen in for more. #CultureMatters
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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.
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Differences in Values
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Differences in Expectations and Desired Outcomes
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Differences in Trust, Mindsets, Communication
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Differences in Behavioral Hardwiring
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Differences in overall Perspectives, Views
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How Do You Create a High Performance Culture?
- 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.
- 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!
- CREATE: Keep Everyone on BoardCulture 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?
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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.
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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.
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On today's episode of #YourMorningCommute some thoughts and or reminders around two questions.
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How should employers remain in touch with employees during an extended furlough?
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When a furlough is coming to an end, how should an employer ease the transition back into the workplace for employees?
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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
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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.
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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?
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Tracing Success vs Contact Tracing
Community Success vs. Community Spread
Part 3 of our language shift - therefore our mindset shift in our new reality
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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.
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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.
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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?
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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.
culturematters #changetransformation
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What action are in and are you doing it intentionally?
- Relaxing
- Reflecting
- Freezing
- Watching
- Waiting
- Pivoting
- Maneuvering
- Doing
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It's shoutout day. Celebrate your wins, your victories, your successes, your team, your organization, your vendors, your strategic partners - share and shout it loud.
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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?
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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
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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
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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.
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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
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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?
CultureMatters
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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
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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
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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
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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
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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
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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
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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
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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
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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?
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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.
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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
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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
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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.
#CultureMatters #RemoteWork
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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
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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
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How would you rate your modern day recruiting? Listen in for the 3 steps on today's 74th episode of #YourMorningCommute
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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
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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
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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
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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
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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.
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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
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Are you spending your time in the right buckets to achieve your goals? What about your team? It’s always a good time to look and adjust.
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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
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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
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Now that we have all established you, we, are all crazy busy...what are you going to get done today?
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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
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Often when 'things' go sideways it stems from the lack of training. Today lets talk about best ways to implement new systems - listen in for more on today #YourMorningCommute
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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
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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
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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
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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
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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
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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
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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.
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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
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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
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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
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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
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"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
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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
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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.
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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
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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
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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.
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Tracking your trends and those of your team allows you to capitalize on your success or adjust before you lose traction. Are you looking at your trends? #CultureMatters and it starts with people.
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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
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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
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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
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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
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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
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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
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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
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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
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“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
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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
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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.
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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
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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
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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
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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
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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
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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
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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
- Office mentoring
- 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)
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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
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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
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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
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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)
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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.
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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.
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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.
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Respect is often listed as a core value in many organizations but is it clearly defined? Listen to today's quick podcast around the basics of respect.
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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.
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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.
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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.
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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.
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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.
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Aligned on expectations and norms is key inside a workplace culture and it's overall health. Listen to this quick exercise to take a pulse check.
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So...you have a talent strategy now - my question is it comprehensive? is it working they way you envisioned? how are you supporting your strategy? Have you planned your 2020 next move?
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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.
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Even the best of mentors and teachers must become a student to keep the pencil sharp. Enjoy this morning commute and watch out for those accidents and detours.
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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.
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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?
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What does it mean? What is most important about it to you? How is it aligned to your MVVC statements? What is the best way you can contribute?
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