Building Deeper Connections With...

In The Three Signs of a Miserable Job, Patrick Lencioni mentioned that two of the signs were important for every team member to understand if we want them to have a clear picture of how they can engage and why it matters. We’ve already hit on IRRELEVANCE and we’ll touch on something that ties to IMMEASURABILITY next time. For now though, let’s look at another piece of what we started digging into last time, ANONYMITY, which is the one Lencioni depends almost solely on the team member’s manager.

This idea of ANONYMITY has little to do with whether someone is known far and wide for what they do, on an athletic field or within our organization, it’s really about how much they’re appreciated for who they are! Last time we looked at how investing in our team members not only develops their skills and increases their technical ability, but it also sends a message that we see a level of potential IN THEM that makes the investment worthwhile - showing we...

Continue Reading...

Employee Engagement Strategies

If you’re still on the fence as to whether or not employee engagement has a real financial impact on your business, or even your department within a business, take one more look at just the low numbers I shared recently… Now it’s time to dig into some things we can each do to start earning engagement from the team members we’re leading!

I don’t care what your title is, you owe it to each person on your team to provide them with clarity about why the work they’re doing matters - who it serves, how it serves them, and why it’s important. Gosh, there are times where I need to do that same thing for Cindy - and she certainly does that for me. 

I can’t think of anyone I’ve ever worked with who’s been willing to give a task everything they have without believing it would make a difference. Without a sense of purpose, why would any of us go the extra mile? But with a clear understanding of how the work I’m doing each...

Continue Reading...

Consider the Numbers...

Now that we have a foundation for what employee engagement looks like - meaning a clear picture of the types of behaviors we should be seeing from our engaged employees - let’s work through why it even matters and how engagement really does impact our bottom line. Just in case we’re not on the same page yet, I’ll share the analogy I heard years ago that helped me understand how varying levels of engagement impacted a workforce…

Imagine being one of ten people in a boat. Not a boat with a motor, a boat where each of us have to row. Now imagine we’re tasked with rowing upstream (because I’ve never seen a business be successful over the long haul by just riding the current downstream). We’re rowing our hearts out to reach our goal, giving it everything we’ve got! After a while, you happen to look around the boat and realize that only three of us are actually rowing. The five folks in the middle of the boat are at least holding their oars...

Continue Reading...

Intense Pressure to Deliver Results!

I remember a Friday evening phone call a few years back with a friend who was serving as CEO for a locally owned company that was experiencing almost unbelievable growth. He had been very tuned into the topline and bottomline revenue the entire time I knew him. I had also seen firsthand how effective he was at developing relationships with the customers and clients his organization served. In spite of all the growth and how great he was at connecting with folks outside the organization, about half of the managers who reported directly to him were ready to throw him overboard. As our discussion moved to some of the challenges he was dealing with inside the organization, he made a statement that I don’t think I’ll ever forget: “My job is to grow the business. I don’t have time for all that touchy-feely stuff!”

I closed last time by referencing how frequently business owners and executives have typically face intense pressure to deliver results. Whether...

Continue Reading...

The New Sheriff in Town?

Last time we looked at some of the challenges we may face when we move into a new position of authority, and leadership responsibility, for a team of folks who had previously been our peers. But what if that’s not the situation we’re in? What if our first day with the organization is also the day we have to start managing processes and leading our new team?

If you’ve more than a few of these posts, you’ve likely seen me quote John Maxwell as saying that “Everything Rises and Falls on Leadership!” Since leadership is so critical to achieving results through a team of people, someone new to an organization really needs to be prepared to flex their leadership muscles from day one, right?

Before we jump right into showing everyone that there’s a new sheriff in town, we should probably consider what I’ve heard John share just as frequently, “Leadership is Influence. Nothing more, nothing less!” And it’s highly unlikely...

Continue Reading...

A Solid Understanding of the Mission Ahead

“Delivering customer satisfaction with empowered employees using continuous improvement to get it right the first time, every time.”

As opposed to the one I shared in the last post, this statement is relatively clear and to the point. For that matter, it’s even fairly simple to understand and isn’t riddled with ambiguity, like value differentiated… On that note, I’d welcome your feedback on how to explain that to an employee to get buy-in… All I can picture when I hear those words is Homer Simpson scratching his head!

While the statement I referenced above is significantly more concise, and far easier to understand, I still don’t think it can stand completely on its own. I also think it’s laden with buzz words with hopes of sounding catchy…

The power in a concise statement like this really comes in how we, as leaders in our respective organizations, provide extreme clarity around each point listed within. What are the...

Continue Reading...

Your Mission, Should You Choose To Accept It...

“Our mission is to delight our customers as the number one technology driven global manufacturer and marketer of value differentiated XYZ products and services. We will strengthen our leadership position through a shared-value culture of employee involvement where an intense focus on continuous improvement delivers shareholder value in everything we do.”

In the last LinkedIn article I published, Mission Accepted? Mission Accomplished?, I painted a picture of a mission statement full of big words, printed on fancy paper and mounted in an expensive frame, hanging on the wall in the front lobby of most organizations. Then I challenged anyone reading to consider whether or not anyone other than the first time guest at the location ever paid any attention at all to what it actually said…

The one I sanitized and shared above was not only hanging in one of those really nice frames, it was printed on the back of everyone employee’s ID badge they used to clock in and...

Continue Reading...
Close

50% Complete

Let's Talk!

Complete this form and we'll be in touch soon to set up a time to discuss how we can serve you.