Everyday Leadership Podcast: Recent Episodes
Douglas Garcia
Everyday Leadership Secrets with Douglas Garcia and Ben Canini will inspire you with stories and advice from top everyday leaders. The world as we know it is constantly changing, and leaders need to be nimble, pivot, and, most of all, pay attention to the world around them. This podcast will discuss the complex issues that will help not only today’s leaders but the leaders of tomorrow empower their community to build a positive culture in their organization. Leadership is an attitude not a title.
As we start to wind down Season 1 of the Everyday Leadership Secrets podcast.
We wanted to share an episode from one of the Clubhouse rooms we hosted a few months ago.
Leading by example surely is a trait of an exceptional leader, but most of all it has to be the trait of any good leader.
Organizations need to ensure that leaders have solid leadership training and that they are open-minded to understand that there are different ways to do the same task.
As a leader, it is important what individual strengths are and what you can contribute from your experience.
Learning never gets old and we can always learn from others. Being a leader does not mean that you have all the answers, but it does mean that you can learn a lot from other people's styles and help your team adopt best practices.
"Understanding that leading by example is putting it out there and being there for whoever you are leading on your team".
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The places around the world that keep passing progressive legislation allowing employees to disconnect from work keep piling on.
Technology has made flexible work arrangements possible but at the same time, most employers do not recognize this flexibility as real work.
Ontario, Canada, joins Spain, France, Portugal, and some US states in passing a law that will make it against the law to contact employees after work hours, with very few exceptions.
Are you just taking the time to answer a quick call or just reply to an urgent email or Slack message? It is these types of flexible work that the legislations attempt to address.
Is it possible that legislators can go too far in order to protect workers' rights?
Critics of this type of legislation think it may deter large employers from expanding into their countries because of the ever-expanding red tape that employers ultimately have to pay for.
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What are you going to do about low employee engagement?
Perhaps you have noticed that employee engagement is down at your company and maybe it is time to do something about the situation.
Now, there are different games, wine and cheese nights, chocolate tasting parties, comedians, magicians, and other forms of entertainment that can be brought into the company, via zoom or in-person that you think may help increase employee engagement.
There is nothing wrong with this approach per se, as long as you are clear that this type of approach does not create lasting employee engagement beyond entertainment and short-term team building.
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Perhaps you fancy your company a great employer. But, as with all things in life, even with the best of intentions, the way the company operates and is organized can be hurting employees’ health and well-being.
According to research by the Center for Disease Control and Prevention, working conditions and the demands of the work environment are significant sources of stress for many Americans.
The good news is that redesigning or rethinking the way your organization operates does not have to be costly. In fact, the more you place your employee at the center of what you do, the more you can increase engagement and reduce turnover costs resulting in an increase in your bottom line.
Listen as we discuss some practical stategies to help improve your employee's health and well-being.
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Scotiabank, a Canadian financial institution, has announced that they will no longer require resumes for student positions.
The idea behind this move is that it gives an opportunity to candidates that have not had a privileged background and perhaps have not been able to attend top schools and have not had great work experiences,
Surely, this type of approach is not new, however, most companies and specialists have largely just talked about it and as far as we can tell, it has never been implemented in a meaningful way.
What do you think about moving away from a resume-based model to a testing model?
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If you're not offering a flexible or remote program, you're missing out on 50% to 70% of candidates. People want to work from home and are looking for flexibility to be able to control their time.
Remote or Flexible work is a top 3 must-have for the majority of candidates along with salary and benefits.
As a leader, you have to ask what is the actual value to the company when your team is in the office? Is it a good use of everybody's time?
Remember, you are asking your team to make child care arrangements, elderly parent care arrangements, and commute to your office. So, the in-office experience or meetings, need to be worth it. Otherwise, you will just remind them why they need to find another job that offers flexible or remote work.
If employees feel that they are being forced to go sit at a desk so that managers can physically see them "work", it will tank the employee engagement.
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Empowering your employees is a good thing. Low accountability is bad.
Empowering employees when balanced with a high degree of accountability, can build a company that will benefit from the full strength that everyone brings to the table, leveraging the passion that every team member can put forth to every project.
When you empower your team, you improve efficiency and increase engagement. This can help your team excel and also help your team members individually to develop new skills.
As a leader, you cannot solve every issue so it is important that you listen to your team, walk them through a potential solution and hold them accountable to make sure that the solution is implemented.
It is here that, as leaders, we don't necessarily hold our team members to a high degree of accountability. This includes having the right team members who can work independently or as part of the team.
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Every office has at least one employee who is always complaining about one thing or another; or just generally displays a bad attitude. However, sometimes their complaints are legitimate and are worth looking into further.
We can all understand that certain behaviors are infectious and can literally contaminate the entire work environment. To prevent such an outbreak, it is important that as leaders, we approach employee complaints with an open mind.
Why? This is the most important question. Is it a bad apple or Canary in the coal mine? what type of complaint are we looking at?
Is it a recent change to company policies that are driving these complaints or is it a complaint from a chronic, constantly, complaining employee that is driving the unhappiness train?
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How do you manage work-life balance?
Is this even a thing for you? For some people, there is no such thing as balancing work-life and life-life, because this is a very fragile equilibrium that is almost never maintained if you are able to achieve balance.
The only way to maintain a perfect balance is to be static in life.
However, for most people, work and life happen and there is no balance, it is a constant push and pull between priorities. The very mere saying, "take care of yourself first", may feel like a ton of bricks to someone who is already overwhelmed with responsibilities, as taking care of yourself may feel like another to-do.
We have different demands in our life. Elderly parents, children, spouses, personal commitments, and mental health issues to name a few. For some, just showing up to work every day is a huge win.
Being human beings, we all have a breaking point, and there are times that we need a break or slow down.
In this episode, we discuss some of the aspects of managing work and managing life.
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Why are people leaving or changing their jobs in record numbers?
Well, what we do know is that we’re all have gone through a period of isolation, loss of connectedness, burnout. To add to this shared difficult time, employees just have more job options at the moment.
In study after study, we are seeing high levels of burnout and disconnection from their peers and possibly the world at large.
Many employees had accepted their job or career as a fact of life, with their morning routines - until the pandemic hit- and some employees have a moment to reflect and realize that they have been running on a treadmill for the last decade.
Leaders need to reflect on their leadership style and company culture to see what is being done to build a positive culture at work.
The second thing leaders need to do is to build trust. Listen, follow through and be sincere with your team. If you manage remote teams and you doubt the productivity of your team, it is important to deal with it asap. A culture of mistrust will be one of the top reasons why your top talent will leave.
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What is the best way to be productive? Working remotely allows having more back-to-back online meetings. However, this will lead to a feeling of "Meeting Overload".
It is essential that you manage, your time otherwise, others will manage your time for you.
Listen as we go over some practical tips to help manage your calendar and more importantly, your time!
Is there a reason for you to attend the meeting? Will I have anything to contribute? Am I bringing value to the meeting?
Will I have anything to gain that I can't gather from meeting notes or recordings?
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Work is not a place you go. It is something you do! These are the words of Brett Taylor, COO of Salesforce.
In one of our recent episodes, we discussed whether a trophy office would lure you back to the office in a full-time capacity. Certainly, we have seen employers investing and upgrading their offices. Adding, spa-like features, fire pits, lounge chairs, etc...
At the same time, we have seen the explosion of technology that has allowed for the improvement of collaboration. Tech Tools have improved, adding more features making it easier and more efficient to collaborate and recognize employees.
There are some team members who totally want to work in an office. However, poll after poll indicates that about 80% of employees want to work remotely or hybrid.
This means that work for most employees will have to take place somewhere other than a formal office.
Don't forget how, during the pandemic, your team adapted and was able to produce excellent results.
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Highly engaged workforces lead to higher productivity, increased profits, and lower turnover rates. This is well documented.
What is less well documented is the fine line between highly engaged and burnout. This is why jurisdictions all over the world are starting to introduce right-to-disconnect laws.
In this episode, we explore the difference between employee engagement and burning out your employees. Even if, your employees want to work extra hours and put in the extra effort to go above and beyond, there are a few things to look out for.
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It is every manager's dream to have at least one super awesome employee. Whether it is a top sales executive, top-shelf marketer, or incredible engineer.
Sometimes dreams come true. But, how do you manage a star employee without having the rest of your team resent your shining star?
Listen as we break down what you need to know to successfully lead a star employee and enjoy the support of the rest of your team.
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What would it take for you to go back to the office on a full-time/mostly full-time basis?
What about a bigger cubicle, a wider selection of flavoured coffee or more space between chairs in an open office?
How about a state-of-the-art ventilation system, outdoor lounge areas complete with fire pits, lounge chairs, and patio heaters?
In this episode, we discuss the lengths that companies and commercial landlords are going to lure employees back to the office on a more permanent basis.
Is going to work at a trophy office a luxury or gilded prison?
What does your ideal trophy office look like?
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Gary Vaynerchuck posted about 1 week ago on Linked the following:
"You don't build culture by offering free snacks, gym memberships, or open seating, you build culture by talking to people and understanding what they care about."
In this episode, we discuss building culture by listening to the employee's voice. Many companies have already implemented surveys, whether pulse or 360, but a more meaningful way to know what your employees are thinking and feeling is to talk to them. As leaders, we are called upon to understand our team members. What they need, what is their current situation and how can we help.
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What do your employees want?
Individualizing employee rewards can be very challenging.
In a past episode, we spoke about Understanding Your Audience. This notion is particularly important when it comes to determining what do your employees want in their rewards program.
Different demographics want different things from life and. This is nothing new or revolutionary. But, as a leader, it is essential to understand who your employees are and where they are in life (what stage of life).
Every stage of life demands differing needs and that will affect what employees want from a rewards program.
What an employee is paid will also drive what they want.
As an example, a 20-year-old may not want a grocery gift card, but maybe they will want electronics (Amazon or Best Buy).
Also, the value of the reward makes a difference. In this episode, we go over some real-world examples of budgets and rewards.
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Technology is one consideration that needs to be taken into account when deploying a rewards program is technology.
As we wrap up the 5 Key Elements Of A Great Rewards Program series, we wanted to touch on the importance of considering technology for your rewards program.
Ease of use, social recognition, connectivity, and transparency are essential aspects of rewards programs that technology can help make any rewards program successful.
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What makes a great rewards program?
We continue this series on the 5 Key Elements Of A Great Rewards Program. Today's episode focuses on Budget.
So far we have spoken about Objectives, which is understanding your "Why"? Why do you think that having an incentive or reward program is important?
We have spoken about Audience, understanding who is your audience and their challenges, and what they want?
In the third episode, we spoke about Data - how to use data to measure and improve the program.
Following Data, we spoke about a very important topic and that is the Rules of the Game. It is a very important topic because this is where some companies get tripped up and make the program very complicated or unclear to the participants.
Lastly, we discussed Communication. This is key to the success of the overall program. Think of communication as marketing to your audience, whether it is internal or external. There has to be a plan in place to ensure the success of the program.
People who are participating in the program have to understand the "Why" of the program. Why is this program being implemented? What is the company trying to achieve with this program?
Budget is really a sixth key element of the program. In a way, it is the understood silent element. Going back to the why of the program and understanding what the objective of the program really is. What is your target? Are you looking at ROI, increased sales, increased savings, onboarding more effectively, reduced turnover, increased Net Promoter Score, etc.
In this episode, we explore some of the considerations when creating a budget for your program and how to justify it to your executive leadership team.
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What makes a great rewards program?
We continue this mini-series on the 5 Key Elements Of A Great Rewards Program. Today's episode focuses on Communication.
How is the program communicated before the launch, how is the program communicated during the life of the program?
People who are participating in the program have to understand the Why? of the program. Why is this program being implemented? What is the company trying to achieve with this program?
Communication will allow the organization to talk to the company objectives, goals, and values. The awards should be reflective of this big-picture view.
This is an opportunity for companies to communicate what they want for their employees, not what they expect from their employees. I.E. feel recognized, know that they have a purpose and meaning in their work, feel happy and healthy.
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What makes a great rewards program?
We continue this mini-series on the 5 Key Elements Of A Great Rewards Program. Today's episode focuses on the Rules of the Game.
The rules for every program can be a little bit different. Some programs like milestones can have very simple and straightforward rules. While others such as peer-to-peer or more complex sales incentive programs can have various levels of rules and approvals.
Rules may consist of how you get recognized, what you get recognized for, and the outcome of that recognition - whether it is monetary or non-monetary.
If an issue arises, and clear rules have been established, it will be very easy to resolve any disputes.
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What makes a great rewards program?
We continue this mini-series on the 5 Key Elements Of A Great Rewards Program. Today's episode focuses on working with data.
Data plays an important role in managing the program and helps communicate with your audience in terms of progress or lack thereof.
This episode is not a technical discussion on data or a conversation on how to integrate API's. This conversation focuses on what data to look for as you build the targets of your program's results.
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What makes a great rewards program?
We continue this mini-series on the 5 Key Elements Of A Great Rewards Program. Today's episode focuses on understanding your audience.
The type of employee, work, preferences, demographics dictate the type of program you should be looking to deploy.
We spend a little longer on this episode because understanding your team is a very important piece of this rewards program puzzle.
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What makes a great rewards program?
Is it the way managers recognize team members? Is it the marketplace catalog of gift cards and merchandise?
Over the next few episodes, we will explore the topic of what makes an employee rewards program great. We will break down some of the elements and we will also provide some practical recommendations to improve your program.
In this episode, we look at the Objectives? What is the point, what is the goal, of launching a rewards program in your organization? We will walk through a few real-world examples of setting the right objectives for reward programs.
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5 Red flags that someone is not fit to be a leader.
Employees leave bad managers not companies.
Very likely, you have experienced these 5 personalities in a manager. These red flags speak to the lack of leadership training in companies leaving aspiring leaders and managers fending for themselves when it comes to leadership skills.
This episode is based on an article in Inc. magazine
https://www.inc.com/marcel-schwantes/5-red-flags-someone-is-not-fit-to-lead-people.html
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Is there a difference between a leader and a manager?
It is possible to confuse the two as the same thing. But, there is a significant difference and a leader and aspiring leader should know the difference.
In this episode, we discuss what expectations we should have of leaders and what expectations we should have of managers.
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The Ontario government in Canada introduced legislation to the provincial parliament banning the use of Non-Compete Agreements.
For years employees have been at the mercy of employers beholden to very restrictive non-compete and non-disclosure agreements. Ontario would be the first Canadian province to ban these types of agreements. This is a trend that leaders need to be aware of as we are seeing this type of agreement across various American states as well.
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Right To Disconnect From Work.
The right to disconnect or to break from the office has been a discussion point since the dawn of email and mobile devices.
The Canadian province of Ontario, following other European countries including France, is the latest to introduce legislation around the right of employees to disconnect from work-related messages, including email and other forms of messaging or the employer could face penalties.
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It is very easy for leaders to focus on their particular teams without looking to hold their leadership peers accountable.
The different teams and departments are interconnected, they are a network that depends on each other to achieve the company's stated goals. That is why leaders throughout the organization have an impact on the overall organization and an impact on what you as a leader are able to accomplish.
In this episode, we explore the topic of holding our leadership peers accountable.
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How Companies Can Improve Employee Engagement Right Now Part 3
The 3rd item on the Employee Engagement checklist is to create time affluence.
Here are 3 key points about this item:
1) Reward employees with time in addition to money.
2) Encourage employees to invest in time-saving purchases.
3) Implement tools that discourage after-hours emails.
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This episode is based on the Harvard Business Review article titled "How Companies Can Improve Employee Engagement Right Now".https://hbr.org/2021/10/how-companies-can-improve-employee-engagement-right-now
How Companies Can Improve Employee Engagement Right Now Part 2. The 2nd item on the Employee Engagement checklist is to make the work itself less stressful and more enjoyable.
Here are 3 key points about this item:
1) Offer employees the flexibility to try new work tasks so they can discover their intrinsic interests.
2) Grant employees more autonomy.
3) Boost employees’ sense of confidence.
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This episode is based on the Harvard Business Review article titled "How Companies Can Improve Employee Engagement Right Now".https://hbr.org/2021/10/how-companies-can-improve-employee-engagement-right-now
How Companies Can Improve Employee Engagement Right Now Part 1 Over the next few episodes, we will break down the HBR article and go over some of the recommendations on the employee engagement checklist.
The first item on the checklist is to connect what employees do to what they care about.
Here are 3 key points about this item:
1) Revise the company mission statement to connect with employee values.
2) Show how an employee’s work is related to the organization’s purpose.
3) Encourage and fund employee resource groups (ERGs) that represent diverse interests and goals.
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This episode is based on the Harvard Business Review article titled "How Companies Can Improve Employee Engagement Right Now".https://hbr.org/2021/10/how-companies-can-improve-employee-engagement-right-now
While most teams are satisfied with their boss, there are definitely areas that could be improved.
In this episode, we discuss remote managers and provide some practical tips to improve managing teams remotely.
According to the HR Reporter managers could do better in a few areas such as communicating, promoting work-life balance, recognition, encouraging career progression and offering support.
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Leading in the new normal sometimes means doing things a little differently.
In this episode, we discuss an interesting experiment conducted, by The Leadership Agency CEO Jaime Savage. During the pandemic, Ms. Savage noticed that her team was suffering from being burnt out.
The Leadership Agency moved to a 4-day workweek, without taking a pay cut and vacation stayed the same.
The results may shock you.
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We are all trying to figure it out. From tech giants to small businesses, we are all trying to figure it out. Nobody knows what the new normal is going to be.
Challenges around vaccinations, hybrid work environments, productivity, innovation, the Great Resignation, employee desire for flexibility around work and life balance make returning to what we were all used to, an office-centric work environment very difficult.
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There seems to be a lot of chatter in the media from experts that are cautioning and warning employees that although they may like working from home, they are going to hurt their career paths.
Historically, one of the drivers for promotion is "presence" - physical presence in-office. However, in the new normal, which is this time that we are living, shouldn't new ways to measure productivity and competence be used and developed?
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According to the U.S. Bureau of Labor Statistics latest numbers, another 4.3 million people quit their jobs in August of 2021.
This Great Resignation continues to reshape some industries including hospitality and service. However, this trend affects all industries and this makes employee engagement all the more important to deploy strategically in the workforce to retain your top talent.
But, take note, that right now, it is not just top talent that you should be concerned with, recruiting and retaining any talent seems to be increasingly difficult affecting your companies ability to operate.
This resignation trend started in April of 2021 and it does not look to end anytime soon.
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Should employees be expected to respond to email and work communication after hours? What is the appropriate response time when responding to an email?
The beast of "always-on" can be detrimental to employees' mental health. This is an issue that has been around as long as we have had access to work email on mobile devices.
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In this time of The Great Resignation, there are a lot of people that have had a chance to reflect on their lives. This conversation carries on to their work lives as well.
What career path do your employees have within your organization? Is this clear to your team? What can you offer beyond a salary?
Transparency relates directly to the retention rate of talent, which ultimately hits your bottom line.
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As we try to figure out the new normal when it comes to working, we are starting to see a divide between those who believe that we should return to the office on a more permanent basis vs those who believe we should stay remote.
How does hybrid work impact creativity, career transparency, diversity, equity and inclusion, and overall productivity of the company?
In this episode, we dive into some of the arguments both sides present.
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Why should we value soft skills as an actual skill instead of a nice to have skill?
"Soft skills" are responsible for 80% of your achievements.
So what are they and where do you get them?
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Planning correctly and using various social media channels and other forms to communicate with your audience can help to mitigate losses to your business.
Pivoting, to different platforms or mediums, is a crucial characteristic for a successful leader to move the business along.
Platforms come, some dominate for a period of time and they may fade away. As a leader, you need to make sure there is a plan in place to handle one or two primary platforms being down to be able to service your audience.
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Sales Incentives - Employee Engagement Part 5
Sales incentives have also evolved over the last few years. The dynamics of sales incentives are starting to mirror employee engagement programs.
Keeping sales incentives and employee engagement programs in one platform makes a lot of sense and goes a long way to heighten the employee experience.
The more you segment your total rewards experience the less bang you will deliver for your team.
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Team Awards - Employee Engagement Part 4
According to Deloitte, the single most important action that 45% of companies said could transform work was to build an organizational culture that celebrates growth adaptability, and resilience.
A Team Award is another tool in the recognition toolbox meant to celebrate organizational achievements. These awards are generally different from the main recognition program.
These awards help to drive a sense of achievement, inclusivity, and celebration. An award is something that is meant to be shared and displayed and goes a long way to build culture and value in your organization.
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Milestones are often thought of as just service awards.
Employees are humans who have different moments of celebration in their lives. Not just service awards and retirement awards, but, birthdays, new bundles of joy, completing higher education/graduations, and weddings. These are just some of the milestones that should be celebrated within teams to create engagement and culture.
Employees will spend more time with team members at work than they will with their own families. So, it is appropriate to acknowledge the milestones that make us human.
It is the little things that can make a difference at work.
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Recognition - Employee Engagement Part 2
Employee Recognition in short is the acknowledgment that an employee is exhibiting the company values. Recognition does not have to include a monetary component - but oftentimes they do.
Social Recognition elevates the programs to a new level because it highlights our experiences at work on a very human level.
A work culture that is positive and recognizes frequently will always outperform one that does not recognize.
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Employee engagement - what is it and why does it matter?
Employee Engagement has certainly changed over the years. It's evolved from plaques and awards and picnics and presidents clubs Awards.
It's really become a very integrated part of the employee experience and it is certainly evolved as time has gone on.
Now, programs tend to have different components such as Social Recognition, Milestones, Team Awards, and all sorts of different ways to engage employees.
Join us as we jump into part one of this series!
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Who is the best leader you have ever worked for? What makes them great leaders? Do you actively look for these qualities in the leaders that you want to work for?
Certainly, leadership can have an impact on our career path and also plays a huge factor in building employee culture.
Respect, authenticity, leading by example, and empathy have been shown to be characteristics of exemptional leadership.
For you, what is the most important characteristic of a leader?
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Our take on the Harvard Business Review's article, "Keeping A Diverse Team United in Polarized times".
Practical applications to implement as you lead a team with different political views, religious opinions, ethnic backgrounds, vaccine status, sexual orientations.
Magic happens when we all work together towards a common goal
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Have you ever wanted to work abroad? Do you need a change in your life?
Being remote, working from just about anywhere (as long as you have reliable internet) has become more and more common, making it an important work benefit for employees.
How are organizations handling work-life balance in the age of The Great Resignation?
Don't forget to #leadbetter.
Recruiting top talent during the Great Resignation means that hiring is not business as usual.
Strong software engineers are off the market within days.
It’s important to pivot in order to be successful in growing your team and company.
Here are a few key factors that are critical to closing the candidate you want.
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Elements of Change Part 5 - Flexibility
Over the last week, we have discussed some elements that teams and leaders need to be mindful of as we navigate the new normal.
Keys to managing change: Purpose and Direction, Capacity, Development, Take Action and Flexibility.
Even the best-laid plans require flexibility to tweak and adapt as situations keep changing.
During the last 18 months+ teams have had to adapt to the ever-changing rules, policies, laws, lock-downs, stay-at-home orders, vaccine passports, etc...
Maintaining a sense of flexibility is crucial to be able to build a culture that outperforms.
Don't forget to #LeadBetter!
Elements of Change Part 4 - Take Action
Action creates action. Even imperfect action builds momentum within your team. It helps the team to see that change is possible and achievable.
Taking action is a piece, although a big piece to making sure your team is ready to handle change.
Foster the mindset of action in your teams.
Don't forget to #Leadbetter
Elements of Change Part 3 - Development Developing your team and preparing for change is key to be able to pivot or implement change quickly and effectively.
Most leaders are not ready or trained to handle change. It is easier to be a great leader during boom times, but being a great leader during times of economic turmoil is very hard.
Is your Senior Leadership Group ready to handle change?
If your organization had to pivot or implement change over the past 2 years, how would you rate the plan to implement change at your organization?
Elements of Change Part 2.
Capacity to change. Is your organization able to execute a change strategy, quickly and efficiently?
As leaders, we can sit and brainstorm in meetings and come up with ideas and thoughts where we can take the company.
But, do you understand where your team and your people stand, in order to execute the change that is being asked.
Elements of Change Part 1.
In this 5 part series, we will look at what is needed to handle change management within your team.
Change is as much part of life as it is in business. Change has been, it is, and will be.
Purpose and Direction are two critical elements to your organization's ability to handle change.
How has your company handled change over the last 2 years?
Don't forget to #leadbetter.
Seth Godin wrote a blog post titled Respecting Their Time that provides the food for thought for this episode.
How can meetings and overall communication be improved to respect our teams?
"We’re not just respecting people’s time. We’re respecting their voice and their passion." Seth Godin
Don't forget to #leadbetter!
If you work remotely and you never really met any other employees, did you really work there?
With the proliferation of work from home and work from anywhere opportunities, building relationships and loyalty have become a challenge.
Don't forget to #LeadBetter.
The nature of meetings is always evolving. While some teams are #RTO, some teams will remain #WFH. In this new normal, what are the best practices around making meetings more effective and profitable for all participants?
Useful suggestions to have outstanding meetings.
Don't forget to #leadbetter.
Customer centricity - what does it mean? As a leader what does it mean to be customer-centric?
Is customer centricity listening to the customer and only for sales and customer service teams?
This episode is a follow-up to yesterday's episode Build A Culture of Innovation.
Don't forget to #leadbetter.
According to J.K. Rowling, It is impossible to live without failing at something unless you live so cautiously that you might as well not have lived at all - in which case, you fail by default.
Let's encourage innovation and trying new ideas. Encouraging and trying new ideas lays out the foundation for building a team and a culture that believes in continuous improvement. As we miss the goalposts, we can recenter and try another time and do it again and again... as a team!
Don't forget to #leadbetter.
Respect may be one of those things that employees may want more than a ping pong table and other work perks. Younger employees want to feel respected first before they will give respect.
Respect at its core is the process of paying attention to people.
As leaders respect encompasses many aspects such as integrity, communication, empathy and cultural intelligence.
Acknowledging different points of view within your team will go a long way to leading with respect.
Don't forget to #leadbetter.
Do we have to speak about how to lead top performers? Don't top performers just lead themselves? Isn't that why they are top performers?
In this 3 part series in Leading the Organization, we will explore Leading Problem Employees, Leading the Middle-of- the-pack and Leading Top Performers.
Don't forget to #leadbetter.
Leaders are entrusted to foster growth and development in their team members. How do you get a middle-of-the-pack performer to become a top performer?
This is one of the best ways for organizations to move the needle in terms of productivity.
What is the nudge that they need to go over the edge and become a top performer?
In this 3 part series in Leading the Organization, we will explore Leading Problem Employees, Leading the Middle-of-the-pack, and Leading Top Performers.
Don't forget to #leadbetter.
We have all been there at one point in our careers when a team member becomes difficult to hard to work with. But, as leaders, before we reach for the eject button, perhaps taking a deeper diver into the situation could yield better results.
In this 3 part series in Leading the Organization, we will explore Leading Problem Employees, Leading the Middle-of- the-pack and Leading Top Performers.
Don't forget to #leadbetter.
In this new reality, where do you do your best strategic thinking? How can you help your team be creative and allow the conversation to flow naturally?
In this episode, we explore strategic thinking for leaders.
Don't forget to #leadbetter.
As our society and economies continue to move forward into the new normal, how can leaders adapt to new market realities?
How you adapt to Work From Home, Return To The Office, The Great Resignation, vaccine policies, and the everchanging business conditions can determine whether you are a successful leader.
Don't forget to #leadbetter
The ability to delegate is a very important trait for a leader. Your team, when given a chance to be creative, to figure it out, to build a better process, will thrive.
Don't forget to #leadbetter.
1 in 3 employees does not trust their employer. Leaders of high-performing teams break through the barrier of distrust by communicating with team members. If they trust you they will follow you.
Don't forget to #leadbetter
For many professionals, customer-facing roles often included frequent or occasional work travel was the norm pre-pandemic. Warm handshakes, friendly smiles, coffees, and cocktails were often how the business got done. The pandemic changed that, but whether the effect will be temporary or permanent remains to be seen.
Dont' forget to #leadbetter
Everyday Leadership Secrets reacts to a post on LinkedIn by Gary Vaynerchuk's post around social media for B2B.
So many that say that all this new social stuff isn't for them because they are in B2B please step back and think for a few minutes. Gary Vaynerchuk, August 19, 2021, LinkedIn.
So, Gary, we took a step back and thought about it for a few minutes.
Unvaccinated Employees Can Cost You More Than You Think deals with some of the issues that organizations have to come to terms with around employee vaccination policies.
This is the third and last part in the series When Leaders Fail. This episode focus on the steps needed to overcome failure in leadership and continue to grow on your leadership journey.
Don't forget to #leadbetter.
When Leaders Fail - Impact on Customers and Clients, we discuss the impact on the company brand, customers/clients and ultimately the direct impact on the bottom line.
This is part 2 in the series When Leaders Fail.
Don't forget to #leadbetter
We are all used to talking about leadership. We are used to learning and listening to what we have to do to be awesome leaders. However, very few speak about the impact of leadership failure on employee culture and employee engagement.
When Leaders Fail - part 1 explores the impact on employee engagement and employee culture in light of the accusations and ultimate resignation of Andrew Cuomo.
The discussion around working remotely vs hybrid vs office seems far from settled. In this episode, the discussion revolves around why would you want to return to the office permanently?
As a leader, there are some practical reasons that some of your employees are pushing back and these reasons must be considered when formulating a return-to-the-office policy.
While the "Great Resignation" continues to play out it is clear that employees are taking advantage of the tight market and looking for work that meets their needs. What is causing almost 12 million Americans to quit and what can you do as a leader to retain your top talent.
4 million Americans quit their jobs in the month of April 2021. In this episode, we explore what is driving this "Great Resignation" and some lessons for leaders for employee engagement.
The big question is this, as a leader how do you empower employees, help managers grow, make more sales, dominate markets, and build an overall positive culture at work?
This podcast is designed to find the answer. Welcome to the Everyday Leadership Secrets podcast.