Workforce Communication https://www.workforcecommunication.com Engaging people. Inspiring trust. Driving action. Thu, 15 Aug 2019 15:03:47 +0000 en-US hourly 1 https://wordpress.org/?v=5.2.2 https://www.workforcecommunication.com/wp-content/uploads/2017/06/cropped-lightbulb-favicon_orange-32x32.png Workforce Communication https://www.workforcecommunication.com 32 32 Engaging people. Inspiring trust. Driving action. Workforce Communication clean episodic © Copyright 2012-2014, Aspendale LLC Engaging people. Inspiring trust. Driving action. Workforce Communication https://www.workforcecommunication.com/wp-content/plugins/powerpress/rss_default.jpg https://www.workforcecommunication.com 187: 3 Strategies for Achieving Your Goals https://www.workforcecommunication.com/187-3-strategies-for-achieving-your-goals/ Thu, 31 Jan 2019 00:00:00 +0000 http://www.workforcecommunication.com/187-3-strategies-for-achieving-your-goals/ https://www.workforcecommunication.com/187-3-strategies-for-achieving-your-goals/#respond https://www.workforcecommunication.com/187-3-strategies-for-achieving-your-goals/feed/ 0 Did you set any New Year resolutions for yourself this year … or goals for your team? If so, are you still on track, or have you given up? According to U.S. News, about 80% of New Year resolutions fail by the second week of February. Does that mean you shouldn’t set goals to improve […] Did you set any New Year resolutions for yourself this year … or goals for your team? If so, are you still on track, or have you given up?

According to U.S. News, about 80% of New Year resolutions fail by the second week of February. Does that mean you shouldn’t set goals to improve your life or your team’s performance? No! It means if you want to be part of the 20% who do succeed, you need to go about it differently.

In this episode, I share three strategies you can use, every day, to achieve your goals — propelling you or your team toward the success you want.

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Did you set any New Year resolutions for yourself this year … or goals for your team? If so, are you still on track, or have you given up? According to U.S. News, about 80% of New Year resolutions fail by the second week of February. Did you set any New Year resolutions for yourself this year … or goals for your team? If so, are you still on track, or have you given up? According to U.S. News, about 80% of New Year resolutions fail by the second week of February. Does that mean you shouldn’t set goals to improve […] Workforce Communication clean 23:36
How to Shape Your Company Culture (Part 1) https://www.workforcecommunication.com/how-to-shape-your-company-culture-part-1/ Wed, 16 Jan 2019 00:00:00 +0000 http://www.workforcecommunication.com/how-to-shape-your-company-culture-part-1/ https://www.workforcecommunication.com/how-to-shape-your-company-culture-part-1/#respond https://www.workforcecommunication.com/how-to-shape-your-company-culture-part-1/feed/ 0 Culture. How we do things around here — how we treat each other, customers, and suppliers. It’s not just about communication. And yet it has everything to do with communication. Many factors drive company culture. For example: Company purpose, identity, and vision Corporate values and behaviors Leadership style Organizational structure Total rewards Work environment Inclusion […]

Culture. How we do things around here — how we treat each other, customers, and suppliers. It’s not just about communication. And yet it has everything to do with communication.

Many factors drive company culture. For example:

  • Company purpose, identity, and vision
  • Corporate values and behaviors
  • Leadership style
  • Organizational structure
  • Total rewards
  • Work environment
  • Inclusion
  • Processes and systems
  • Job design
  • Career/development opportunities

These and other elements make up an organization’s “culture ecosystem.” For leaders, each is a potential source of influence. In fact, each one is already influencing your workforce, for better or worse. The key is: are you are using these sources of influence with intention?

It can seem overwhelming. Where do you begin? The first step is to take stock of what’s in your sphere of influence. To set yourself on the right course, apply our Values, Behaviors, Culture visual model for change:

This change model is based on the research and framework described in Influencer: The New Science of Leading Change by the training firm VitalSmarts. (I loved the book and case studies. People seemed to find the framework a bit hard to digest and remember, so we created this visual model.)

This model simplifies all elements of culture into six broad sources of influence, organized into three spheres of influence. Depending on your role in the organization, you may be able to:

  • Create or shape STRUCTURAL elements to make it easier or even automatic for people to put a certain behavior or value into action. Example: Maintain a scoreboard in a visually engaging format where people will frequently see the results/progress.
  • Build PERSONAL motivation and ability using communication and education strategies to connect the behavior/value with intrinsic motives and equip people to actually do it. Example: Tell a meaningful story, followed up by a series of fun how-to videos.
  • Drive SOCIAL motivation and ability using other communication and influencing strategies to enable the behavior/value and make it the norm. Example: Engage and equip managers and opinion leaders first.

How the structural, personal, and social elements of culture are communicated — by the company, leaders, and key influencers — strongly influences whether the desired culture is achieved. In Part 2, I’ll discuss six keys to leadership communication that successfully shapes culture.

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186: 4 Tips from Brain Science for Communications That Boost Attention and Learning from Your Workforce | with Jamie Barnes https://www.workforcecommunication.com/186-4-tips-from-brain-science-for-communications-that-boost-attention-and-learning-from-your-workforce-with-jamie-barnes/ Tue, 08 Jan 2019 00:00:00 +0000 http://www.workforcecommunication.com/186-4-tips-from-brain-science-for-communications-that-boost-attention-and-learning-from-your-workforce-with-jamie-barnes/ https://www.workforcecommunication.com/186-4-tips-from-brain-science-for-communications-that-boost-attention-and-learning-from-your-workforce-with-jamie-barnes/#respond https://www.workforcecommunication.com/186-4-tips-from-brain-science-for-communications-that-boost-attention-and-learning-from-your-workforce-with-jamie-barnes/feed/ 0 With so many things competing for attention, leaders at many organizations struggle to get their people to pay enough attention to important communications — such as for change initiatives. And it’s an even bigger struggle to get them to take the messages/information to heart, remember them, and put them into action. Fortunately, neuroscience has provided […] With so many things competing for attention, leaders at many organizations struggle to get their people to pay enough attention to important communications — such as for change initiatives. And it’s an even bigger struggle to get them to take the messages/information to heart, remember them, and put them into action. Fortunately, neuroscience has provided clues to plan and execute communications that are more engaging and effective.

Jesse’s colleague, communication expert Jamie Barnes, joins him to discuss how to create communications that get the attention of your workforce and make them more likely to retain what they learn and act on it. They discuss the AGES model developed by the NeuroLeadership Institute and provide practical tips for implementing each of its four components:

  • Attention: Get them to notice and pay enough attention to it.
  • Generate: Help them generate their own connections to it.
  • Emotion: Attach a moderate amount of emotion to help them care about it.
  • Spacing: Prompt them multiple times (and via multiple communication channels) to come back to it and put it into action.

Jamie Barnes is a consulting partner with Workforce Communication. With a focus on change management communications, her approach is rooted in proven practices. She has worked in global firms and creative agencies, and she studied behavior change with behavioral scientist BJ Fogg PhD, the neuroscience of learning with the NeuroLeadership Institute, and change management with Prosci. Jamie studied organizational communications at the University of Chicago and has a BA in social science from National Louis University.

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With so many things competing for attention, leaders at many organizations struggle to get their people to pay enough attention to important communications — such as for change initiatives. And it’s an even bigger struggle to get them to take the messa... With so many things competing for attention, leaders at many organizations struggle to get their people to pay enough attention to important communications — such as for change initiatives. And it’s an even bigger struggle to get them to take the messages/information to heart, remember them, and put them into action. Fortunately, neuroscience has provided […] Workforce Communication clean 36:27
185: How Great Leaders Create Connection in the Age of Isolation | with Dan Schawbel https://www.workforcecommunication.com/185-how-great-leaders-create-connection-in-the-age-of-isolation-with-dan-schawbel/ Thu, 20 Dec 2018 00:00:00 +0000 http://www.workforcecommunication.com/185-how-great-leaders-create-connection-in-the-age-of-isolation-with-dan-schawbel/ https://www.workforcecommunication.com/185-how-great-leaders-create-connection-in-the-age-of-isolation-with-dan-schawbel/#respond https://www.workforcecommunication.com/185-how-great-leaders-create-connection-in-the-age-of-isolation-with-dan-schawbel/feed/ 0 The relationships between your team members make a big difference — both in terms of business results and each person’s wellbeing. As tempting as it is to rely on virtual communication and collaboration, technology too often contributes to workplace isolation and even loneliness. In today’s technology-driven workplace, particularly if some team members are working remotely, how can you cultivate a sense of community? The relationships between your team members make a big difference — both in terms of business results and each person’s wellbeing. As tempting as it is to rely on virtual communication and collaboration, technology too often contributes to workplace isolation and even loneliness. In today’s technology-driven workplace, particularly if some team members are working remotely, how can you cultivate a sense of community?

This is a big concern for me as a leader of my own team, and I know I’m not alone. I’m a big proponent of using technology for greater efficiency, but I recognize we often miss out on opportunities to build deep, authentic relationships at work. That’s why I’m excited to talk to career and workplace expert Dan Schawbel about his new book, Back to Human: How Great Leaders Create Connection in the Age of Isolation.

Back to Human addresses how 21st century leaders can foster the connections that motivate and support workplace teams. In this episode, Dan joins us for a conversation that includes these topics:

  • Why electronic communication and virtual collaboration, though vital and useful, contribute to isolation at work
  • How leaders can decide when and how to use technology to communicate and collaborate
  • Why workplace loneliness is bad for business
  • How a more socially connected workforce creates greater fulfillment, productivity, and engagement … while preventing burnout and turnover
  • How to better engage remote workers
  • How to create a safe, supportive culture so you teammates can freely share new ideas
  • How to inspire shared learning

Dan Schawbel is a New York Times bestselling author, Partner and Research Director at Future Workplace, and the Founder of both Millennial Branding and WorkplaceTrends.com. Previously, he wrote two career books: Promote Yourself and Me 2.0. His new book Back to Human was selected by The Financial Times as the book of the month. Through his companies, he’s conducted dozens of research studies and worked with major brands including American Express, GE, Microsoft, Virgin, IBM, Coca Cola and Oracle. Dan has interviewed over 2,000 of the world’s most successful people, including Warren Buffett, Anthony Bourdain, Jessica Alba, will.i.am, Michael Bloomberg, Chelsea Handler, Colin Powell, Sheryl Sandberg, and Arnold Schwarzenegger. He is the host of “5 Questions with Dan Schawbel,” a podcast where he interviews a variety of world-class humans by asking them 5 questions in less than 10 minutes. In addition, he has written countless articles for Forbes, Fortune, TIME, The Economist, Quartz, The World Economic Forum, The Harvard Business Review, The Guardian, and others that have combined generated over 15 million views.

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The relationships between your team members make a big difference — both in terms of business results and each person’s wellbeing. As tempting as it is to rely on virtual communication and collaboration, technology too often contributes to workplace is... The relationships between your team members make a big difference — both in terms of business results and each person’s wellbeing. As tempting as it is to rely on virtual communication and collaboration, technology too often contributes to workplace isolation and even loneliness. In today’s technology-driven workplace, particularly if some team members are working remotely, how can you cultivate a sense of community? Workforce Communication clean 33:44
184: Using Storytelling to Lead a Transformation at Lowe’s (and Your Company) | with Kyle Nel https://www.workforcecommunication.com/184-using-storytelling-to-lead-a-transformation-at-lowes-and-your-company-with-kyle-nel/ Thu, 01 Nov 2018 00:00:00 +0000 http://www.workforcecommunication.com/?p=33154 https://www.workforcecommunication.com/184-using-storytelling-to-lead-a-transformation-at-lowes-and-your-company-with-kyle-nel/#respond https://www.workforcecommunication.com/184-using-storytelling-to-lead-a-transformation-at-lowes-and-your-company-with-kyle-nel/feed/ 0 The home improvement store chain Lowe’s was named #1 among Fast Company’s 2018 Most Innovative Companies, for augmented and virtual reality, as well as #1 for innovation among specialty retailers on Fortune’s 2018 World’s Most Admired Companies. How did a company in a dusty, old-hat industry (hardware stores) suddenly become known as an innovator? As […]

The home improvement store chain Lowe’s was named #1 among Fast Company’s 2018 Most Innovative Companies, for augmented and virtual reality, as well as #1 for innovation among specialty retailers on Fortune’s 2018 World’s Most Admired Companies. How did a company in a dusty, old-hat industry (hardware stores) suddenly become known as an innovator?

As founder and executive director of Lowe’s Innovation Labs, the company’s disruptive innovation hub, Kyle Nel was at the forefront of this dramatic business transformation. In this episode, Kyle joins us to share his story and discuss how the next level of storytelling — using unconventional tools like science fiction, graphic novels, applied neuroscience, and archetypes — can help you overcome human behavior barriers as you reinvent your company’s future. He shares tips to help you lead both small and large transformations in areas such as innovation, human resources, marketing, process improvement, business strategy, and more.

Kyle Nel is co-author of Leading Transformation: How to Take Charge of Your Company’s Future. He is the CEO and cofounder of Uncommon Partners, a consulting and training firm specializing in business transformation. Under his leadership, Lowe’s Innovation Labs has introduced projects including the Lowe’s Holoroom augmented and virtual reality design experience, the OSHbot autonomous retail service robot, and 3D scanning and printing services at retail. He has also cultivated a network of uncommon partnerships, such as that with Made in Space to send the first commercial 3-D printer to the International Space Station and launched a disruptive technology startup accelerator and incubator in Bangalore, India. Nel was recognized on the 2015 Advertising Age “40 under 40” list. He previously held positions in market research with Lowe’s and with the Walmart Global Insights Group. Nel has appeared on the Today Show and CNBC.

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The home improvement store chain Lowe’s was named #1 among Fast Company’s 2018 Most Innovative Companies, for augmented and virtual reality, as well as #1 for innovation among specialty retailers on Fortune’s 2018 World’s Most Admired Companies. The home improvement store chain Lowe’s was named #1 among Fast Company’s 2018 Most Innovative Companies, for augmented and virtual reality, as well as #1 for innovation among specialty retailers on Fortune’s 2018 World’s Most Admired Companies. How did a company in a dusty, old-hat industry (hardware stores) suddenly become known as an innovator? As […] Workforce Communication clean 33:53
183: Using the Fogg Behavior Model to Drive Change | with Jamie Barnes https://www.workforcecommunication.com/183-using-the-fogg-behavior-model-to-drive-change-with-jamie-barnes/ Tue, 11 Sep 2018 00:00:00 +0000 http://www.workforcecommunication.com/?p=33116 https://www.workforcecommunication.com/183-using-the-fogg-behavior-model-to-drive-change-with-jamie-barnes/#respond https://www.workforcecommunication.com/183-using-the-fogg-behavior-model-to-drive-change-with-jamie-barnes/feed/ 0 When developing a communication strategy to drive change within an organization, we use various models and frameworks to help ensure we create a strategy that actually works. The Fogg Behavioral Model is a powerful framework for driving change. BJ Fogg is a behavior scientist and the founder of Stanford University’s Behavior Design Lab. Fogg is […]

When developing a communication strategy to drive change within an organization, we use various models and frameworks to help ensure we create a strategy that actually works. The Fogg Behavioral Model is a powerful framework for driving change.

BJ Fogg is a behavior scientist and the founder of Stanford University’s Behavior Design Lab. Fogg is one of the biggest influencers of modern user experience (UX) design – for example, he was influential in the success of Pinterest. He focuses on methods for creating habits, showing what causes behavior, and automating behavior change … all of which are helpful for leaders hoping to influence their workforce to take action or adopt a change.

At the core of all BJ Fogg’s research is the Fogg Behavioral Model. It’s most simply stated as “Behavior (B) happens when Motivation (M), Ability (A), and a Prompt (P) come together at the same moment.”

    • M: How motivated is your audience to engage with your initiative or take on the target behavior?
    • A: Ability — how hard is the task you’re asking them to do; how difficult is the behavior?
    • P: Prompt — what will trigger the action you want?

Jamie Barnes is a consulting partner with Workforce Communication. With a focus on change management communications, her approach is rooted in proven practices. She’s worked in global firms and creative agencies; she studied behavior change with behavioral scientist BJ Fogg PhD, the neuroscience of learning with the NeuroLeadership Institute, and change management with Prosci. Jamie studied organizational communications at the University of Chicago and has a BA in social science from National Louis University.

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When developing a communication strategy to drive change within an organization, we use various models and frameworks to help ensure we create a strategy that actually works. The Fogg Behavioral Model is a powerful framework for driving change. When developing a communication strategy to drive change within an organization, we use various models and frameworks to help ensure we create a strategy that actually works. The Fogg Behavioral Model is a powerful framework for driving change. BJ Fogg is a behavior scientist and the founder of Stanford University’s Behavior Design Lab. Fogg is […] Workforce Communication clean 27:34
182: The Power of an Authentic Employer Brand and EVP | with Laurie Barnes https://www.workforcecommunication.com/182-the-power-of-an-authentic-employer-brand-and-evp-with-laurie-barnes/ Wed, 29 Aug 2018 00:00:00 +0000 http://www.workforcecommunication.com/?p=33096 https://www.workforcecommunication.com/182-the-power-of-an-authentic-employer-brand-and-evp-with-laurie-barnes/#respond https://www.workforcecommunication.com/182-the-power-of-an-authentic-employer-brand-and-evp-with-laurie-barnes/feed/ 0 A strong, authentic employer brand is key to recruiting, retaining, and fully engaging top talent. The most effective companies build a differentiated employee value proposition (EVP). Many people think of an employer brand only in terms of recruiting new employees, but to be effective, it should be comprehensive and authentic as relates to the overall […]

A strong, authentic employer brand is key to recruiting, retaining, and fully engaging top talent. The most effective companies build a differentiated employee value proposition (EVP).

Many people think of an employer brand only in terms of recruiting new employees, but to be effective, it should be comprehensive and authentic as relates to the overall employee experience. It’s helpful to think about four branding components that drive how your organization is perceived within your workforce as well as the talent marketplace:

  • Employee Experience is the overall reality of what it’s like for people all levels to work at your organization. Your EVP and employer brand must reflect this reality, or else it will become quickly obvious to employees and customers that it’s a fake brand. However, to win the war for talent over the long term, your organization needs to strive to build an employee experience that aligns with the EVP and employer brand you aspire to achieve.
  • Employee Value Proposition (EVP) is a clear description of the key reasons why people choose to join your organization, continue working there, give their best effort, and speak well of the company to others.
  • Employer Brand includes the messages, visuals, stories, and packaging that help your organization create emotional connections to reinforce the EVP with current employees, as well as shape its reputation as an employer of choice for targeted and diverse talent.
  • Talent Brand reflects how current and former employees socially represent your organization — as a place to work — with friends, connections, and others in the talent marketplace. You can influence and help shape its talent brand, but it is ultimately controlled by your people.

In this episode, Jesse and his colleague Laurie Barnes explain the key components of an employer brand. In addition, they describe their six-step recommended approach for crafting a compelling EVP and creating a powerful employer brand:

  • Plan
  • Audit
  • Craft
  • Test & Refine
  • Build & Implement
  • Monitor & Manage

Along with Jesse, Laurie Barnes is a co-founder of Workforce Communication. With more than 30 years in the biz, Laurie is a successful communication executive who is known for out-of-the-box thinking. She has held leadership positions at three large, global consultancies — Willis Towers Watson, Deloitte, and Mercer. In 2010, Laurie formed Maple Tree Lab, a communication boutique. At Workforce Communication, she serves as a talent leader inside the firm and a creative strategist for clients.

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If you like our show, please rate us on iTunes. That makes a huge difference in helping more people discover it. We love to know your thoughts about this episode. Please submit your comments below! You can also email comments to Jesse at jesse@engagingleader.com, subscribe to him on Facebook, or follow him on Twitter.

 

 

 

 

 

 

 

 

 

 

 

 

 

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A strong, authentic employer brand is key to recruiting, retaining, and fully engaging top talent. The most effective companies build a differentiated employee value proposition (EVP). Many people think of an employer brand only in terms of recruiting ... A strong, authentic employer brand is key to recruiting, retaining, and fully engaging top talent. The most effective companies build a differentiated employee value proposition (EVP). Many people think of an employer brand only in terms of recruiting new employees, but to be effective, it should be comprehensive and authentic as relates to the overall […] Workforce Communication clean 31:58
181: The Art and Science of Workforce Communication | with Laurie Barnes https://www.workforcecommunication.com/181-the-art-and-science-of-workforce-communication-with-laurie-barnes/ Tue, 21 Aug 2018 00:00:00 +0000 http://www.workforcecommunication.com/181-the-art-and-science-of-workforce-communication-with-laurie-barnes/ https://www.workforcecommunication.com/181-the-art-and-science-of-workforce-communication-with-laurie-barnes/#respond https://www.workforcecommunication.com/181-the-art-and-science-of-workforce-communication-with-laurie-barnes/feed/ 0 You can’t achieve your potential as a leader or an organization without practicing effective communication. Organizations that communicate effectively with their workforce deliver better results. According to a study by Willis Towers Watson, companies with high effectiveness in communication and change management are 3.5 times more likely to significantly outperform their less effective peers. They: […]

You can’t achieve your potential as a leader or an organization without practicing effective communication.

Organizations that communicate effectively with their workforce deliver better results. According to a study by Willis Towers Watson, companies with high effectiveness in communication and change management are 3.5 times more likely to significantly outperform their less effective peers. They:

  • Attract top people
  • Engage employees fully
  • Achieve a superior bottom line

It’s NOT about transmitting information. 

Workforce communication is listening to people and using key principles to grab attention, inspire trust, and nudge behaviors of people to deliver results that matter … all within the crazy complexities of a human organization. Learning and practicing the principles of effective communication can help you become a better leader, a more successful businessperson, and maybe even a better person overall.

Workforce communication is a specialized focus within corporate communication.

  • Corporate communication, according to Wikipedia, involves managing and orchestrating all internal and external communications aimed at creating a favorable point of view among stakeholders on which the company depends.
  • Workforce communication, according to us, involves mostly internal stakeholders (such as employees, front-line managers, leaders, executives, board members, and their families and communities) and is aimed at engaging people, inspiring trust, and driving action to support well-being and business performance.

Workforce communication includes all human resources topics as well as other areas related to organizational talent and performance. The areas of expertise include:

  • Employer branding, recruiting, and onboarding
  • Employee engagement
  • Culture shaping (mission, vision, values, purpose, diversity, inclusion, etc.)
  • Talent management
  • Well-being
  • Compensation and benefits
  • Organizational merger, acquisition, and business transformation
  • Leadership development
  • Manager-employee communication (day-to-day coaching, etc.)

Our company, Workforce Communication, is a team of consultants and creatives using the power of communication to help organizations make a difference in the well-being and performance of their people. We’re all about engaging people, inspiring trust, and driving action.

We’re fun people, we do cool work, and we deliver real results. Our services include:

  • Consulting
  • Development and implementation
  • Workshops and presentations
  • Coaching

Along with Jesse, Laurie Barnes is a co-founder of Workforce Communication. With more than 30 years in the biz, Laurie is a successful communication executive who is known for out-of-the-box thinking. She has held leadership positions at three large, global consultancies — Willis Towers Watson, Deloitte, and Mercer. In 2010, Laurie formed Maple Tree Lab, a communication boutique. At Workforce Communication, she serves as a talent leader inside the firm and a creative strategist for clients.

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If you like our show, please rate us on iTunes. That makes a huge difference in helping more people discover it. We love to know your thoughts about this episode. Please submit your comments below! You can also email comments to Jesse at jesse@engagingleader.com, subscribe to him on Facebook, or follow him on Twitter.

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You can’t achieve your potential as a leader or an organization without practicing effective communication. Organizations that communicate effectively with their workforce deliver better results. According to a study by Willis Towers Watson, You can’t achieve your potential as a leader or an organization without practicing effective communication. Organizations that communicate effectively with their workforce deliver better results. According to a study by Willis Towers Watson, companies with high effectiveness in communication and change management are 3.5 times more likely to significantly outperform their less effective peers. They: […] Workforce Communication clean 29:54
180: Performance Management Truth & Lies | with Michael Bungay Stanier https://www.workforcecommunication.com/180-performance-management-truth-lies-with-michael-bungay-stanier/ Tue, 24 Jul 2018 00:00:00 +0000 http://workforcecommunication.com/?p=32483 https://www.workforcecommunication.com/180-performance-management-truth-lies-with-michael-bungay-stanier/#respond https://www.workforcecommunication.com/180-performance-management-truth-lies-with-michael-bungay-stanier/feed/ 0 Boom! That’s the sound of performance appraisal processes being blown up across the country. There’s been a collective lightning flash of realization that the old way of doing it just isn’t doing it. But what’s really happening? In a new piece of research, The Truth & Lies of Performance Management, Michael Bungay Stanier and his […]

Boom! That’s the sound of performance appraisal processes being blown up across the country. There’s been a collective lightning flash of realization that the old way of doing it just isn’t doing it. But what’s really happening?

In a new piece of research, The Truth & Lies of Performance Management, Michael Bungay Stanier and his colleagues David Creelman and Anna Tavis surveyed senior executives across more than 120 organizations, asking them to share what they’re doing (and not doing) in their organizations. The research was supplemented with qualitative interviews, adding stories from the front line to the statistics.

Among other findings, the research showed there is no “silver bullet” that will make performance appraisals easy, pleasant, and useful for everyone. However, performance can be improved by teaching managers how they can be more coach-like — and have everyday performance conversations — in a way that isn’t an added burden to them.

Michael Bungay Stanier has trained more than 10,000 busy managers from around the globe in practical, everyday coaching skills. He is the founder and senior partner of Box of Crayons, a company that helps organizations all over the world do less Good Work and more Great Work. Box of Crayons is best known for their coaching programs that help time-crunched managers coach in 10 minutes or less. Michael has written a number of books including The Coaching Habit and Do More Great Work.

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If you like our show, please rate us on iTunes. That makes a huge difference in helping more people discover it. We love to know your thoughts about this episode. Please submit your comments below! You can also email comments to Jesse at jesse@engagingleader.com, subscribe to him on Facebook, or follow him on Twitter.

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Boom! That’s the sound of performance appraisal processes being blown up across the country. There’s been a collective lightning flash of realization that the old way of doing it just isn’t doing it. But what’s really happening? Boom! That’s the sound of performance appraisal processes being blown up across the country. There’s been a collective lightning flash of realization that the old way of doing it just isn’t doing it. But what’s really happening? In a new piece of research, The Truth & Lies of Performance Management, Michael Bungay Stanier and his […] Workforce Communication clean 37:49
179: Leading with Emotional Courage | with Peter Bregman https://www.workforcecommunication.com/179-leading-with-emotional-courage-with-peter-bregman/ Tue, 10 Jul 2018 00:00:00 +0000 http://workforcecommunication.com/2018/07/10/179-leading-with-emotional-courage-with-peter-bregman/ https://www.workforcecommunication.com/179-leading-with-emotional-courage-with-peter-bregman/#respond https://www.workforcecommunication.com/179-leading-with-emotional-courage-with-peter-bregman/feed/ 0 You have the opportunity to lead: to show up with confidence, connected to others, and committed to a purpose in a way that inspires others to follow. But great leadership — leadership that aligns teams, inspires action, and achieves results — is hard. And what makes it hard isn’t theoretical, it’s practical. It’s not about […]

You have the opportunity to lead: to show up with confidence, connected to others, and committed to a purpose in a way that inspires others to follow. But great leadership — leadership that aligns teams, inspires action, and achieves results — is hard. And what makes it hard isn’t theoretical, it’s practical.

It’s not about knowing what to say or do. It’s about whether you’re willing to experience the discomfort, risk, and uncertainty of saying or doing it. In other words, the most critical challenge of leadership is emotional courage. If you are willing to feel everything, you can do anything.

In this episode, Jesse talks with Peter Bregman about his newest book, Leading with Emotional Courage: How to Have Hard Conversations, Create Accountability, and Inspire Action on Your Most Important Work. Their discussion includes:

  • Why most of us avoid feeling — and why this avoidance creates a huge drain on productivity.
  • How emotional courage creates trust and inspires action among the people you lead.
  • The answer to whether people should be “emotional” at work? (That sounds too messy!)
  • Small steps leaders can take to be emotional at work in a productive and helpful way.
  • How to finally have that hard conversation you’ve been putting off.
  • How to skillfully tell people hard truths in a way they can hear them.

For over 30 years, Peter Bregman has worked with CEOs and senior leaders to help them create accountability and inspire collective action on their most important work. He is a sought-after speaker and thought leader in the areas of leadership development, organizational change, productivity, and emotional courage. He is also a regular contributor to the Harvard Business Review, and his articles and commentary appear frequently in Bloomberg BusinessWeek, Fast Company, Psychology Today, Forbes, The Financial Times, PBS, ABC, CNN, NPR, and FOX Business News.

Peter’s book 18 Minutes: Find Your Focus, Master Distraction, and Get the Right Things Done, was a Wall Street Journal bestseller, winner of the Gold medal from the Axiom Business Book awards, named the best business book of the year by NPR, and selected by Publisher’s Weekly and the New York Post as a top-ten business book. He was previously featured on Engaging Leader to discuss is prior book, Four Seconds: All the Time You Need to Replace Counter-Productive Habits with Ones That Really Work.

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You have the opportunity to lead: to show up with confidence, connected to others, and committed to a purpose in a way that inspires others to follow. But great leadership — leadership that aligns teams, inspires action, You have the opportunity to lead: to show up with confidence, connected to others, and committed to a purpose in a way that inspires others to follow. But great leadership — leadership that aligns teams, inspires action, and achieves results — is hard. And what makes it hard isn’t theoretical, it’s practical. It’s not about […] Workforce Communication clean 30:28
178: How to Succeed at Work/Life Balance (Without Going Crazy) https://www.workforcecommunication.com/178-how-to-succeed-at-work-life-balance-without-going-crazy/ Tue, 19 Jun 2018 00:00:00 +0000 http://workforcecommunication.com/2018/06/19/178-how-to-succeed-at-work-life-balance-without-going-crazy/ https://www.workforcecommunication.com/178-how-to-succeed-at-work-life-balance-without-going-crazy/#respond https://www.workforcecommunication.com/178-how-to-succeed-at-work-life-balance-without-going-crazy/feed/ 0 Imagine life is a game where you are juggling five balls. Work is a rubber ball. If you drop it, it will bounce back. The other four balls — family, health, friends, integrity — are made of glass. ~ James Patterson The first secret to work/life balance is recognizing that it’s not about balance. It […]

Imagine life is a game where you are juggling five balls. Work is a rubber ball. If you drop it, it will bounce back. The other four balls — family, health, friends, integrity — are made of glass.
~ James Patterson

The first secret to work/life balance is recognizing that it’s not about balance. It is about balancing work and life. What appears to be a state of balance is something entirely different — an act of prioritizing and counterbalancing. (For example, a ballerina appears to be perfectly balanced on her toes, but a closer look reveals her toe shoes vibrating rapidly, making minute adjustments for balance.)

The second secret of work/life balance is recognizing there are two types of balancing: the balancing between work and personal life and the balancing within each.

Think about two balancing buckets. Separate your work life and personal life into two distinct buckets — not to compartmentalize them, just for counterbalancing.

  • Your work life is divided into two distinct areas — what matters most and everything else. You will have to take what matters to the extremes and be okay with what happens to the rest. Professional success requires it.
  • Your personal life has multiple areas, and each requires a minimum of attention. Drop any one and you will feel the effects. This requires constant awareness.

An extraordinary life is a counterbalancing act. Let the right things take precedence when they should. Get to the rest when you can.

In this episode, Jesse shares what he’s learned from chapter 8 of the book The ONE Thing and provides examples of applying the lessons.

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Imagine life is a game where you are juggling five balls. Work is a rubber ball. If you drop it, it will bounce back. The other four balls — family, health, friends, integrity — are made of glass. ~ James Patterson The first secret to work/life balance... Imagine life is a game where you are juggling five balls. Work is a rubber ball. If you drop it, it will bounce back. The other four balls — family, health, friends, integrity — are made of glass. ~ James Patterson The first secret to work/life balance is recognizing that it’s not about balance. It […] Workforce Communication clean 27:44
177: Meaningful Work: How to Do Great Business, Find Your Calling, and Feed Your (and Your Employees’) Soul | with Shawn Askinosie, CEO of Askinosie Chocolate https://www.workforcecommunication.com/177-meaningful-work-how-to-do-great-business-find-your-calling-and-feed-your-and-your-employees-soul-with-shawn-askinosie-ceo-of-askinosie-chocolate/ Tue, 22 May 2018 00:00:00 +0000 http://workforcecommunication.com/2018/05/22/177-meaningful-work-how-to-do-great-business-find-your-calling-and-feed-your-and-your-employees-soul-with-shawn-askinosie-ceo-of-askinosie-chocolate/ https://www.workforcecommunication.com/177-meaningful-work-how-to-do-great-business-find-your-calling-and-feed-your-and-your-employees-soul-with-shawn-askinosie-ceo-of-askinosie-chocolate/#respond https://www.workforcecommunication.com/177-meaningful-work-how-to-do-great-business-find-your-calling-and-feed-your-and-your-employees-soul-with-shawn-askinosie-ceo-of-askinosie-chocolate/feed/ 0 This episode is about a true story that is interesting and well told — a story that is important for all leaders and entrepreneurs … especially those of us who aspire to use business not only to make a living for ourselves but to help make the world a better place. Everyone wants to be […]

This episode is about a true story that is interesting and well told — a story that is important for all leaders and entrepreneurs … especially those of us who aspire to use business not only to make a living for ourselves but to help make the world a better place.

Everyone wants to be fulfilled by their work. We want to feel like we’re doing something valuable and making the world a better place. And if we can live out our passion too, well, that’s the dream. We want to work with a team that’s engaged, in a place where we can come alive, and contribute to something bigger than ourselves.

In Meaningful Work: A Quest To Do Great Business, Find Your Calling, And Feed Your Soul, Shawn Askinosie shares that not only is all of this possible, it’s imperative for the success of our economy, our businesses, and ourselves. Whether you’re an entrepreneur, executive, or team leader, it’s possible to imbue your organization — and employees — with purpose.

In 2005, Shawn Askinosie left a highly successful career as a criminal defense lawyer to start a bean-to-bar chocolate factory and never looked back. Askinosie Chocolate is a small-batch, award-winning chocolate factory, sourcing 100% of their beans directly from farmers. Recently named by Forbes “One of the 25 Best Small Companies in America,” Askinosie’s business model has been featured in The New York Times, The Wall Street Journal, and numerous other media.

Shawn was named by O, The Oprah Magazine, “One of 15 Guys Who Are Saving the World.” For his efforts in “Advancing food standards… by creating social, economic, and environmental impact”, Shawn was awarded Top Business Leader of the Year in 2013 by the Specialty Food Association. Shawn has been awarded honorary doctorates from University of Missouri-Columbia and Missouri State University. In 2015, Askinosie Chocolate was awarded a complimentary membership to the Clinton Global Initiative for the company’s social efforts around the world.

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This episode is about a true story that is interesting and well told — a story that is important for all leaders and entrepreneurs … especially those of us who aspire to use business not only to make a living for ourselves but to help make the world a ... This episode is about a true story that is interesting and well told — a story that is important for all leaders and entrepreneurs … especially those of us who aspire to use business not only to make a living for ourselves but to help make the world a better place. Everyone wants to be […] Workforce Communication clean 1:08:39
176: Stop Networking — Start Applying Network Science to Transform Your Career and Leadership | with David Burkus https://www.workforcecommunication.com/el176-stop-networking-start-applying-network-science-to-transform-your-career-and-leadership-with-david-burkus/ Tue, 01 May 2018 00:00:00 +0000 http://workforcecommunication.com/2018/05/01/el176-stop-networking-start-applying-network-science-to-transform-your-career-and-leadership-with-david-burkus/ https://www.workforcecommunication.com/el176-stop-networking-start-applying-network-science-to-transform-your-career-and-leadership-with-david-burkus/#respond https://www.workforcecommunication.com/el176-stop-networking-start-applying-network-science-to-transform-your-career-and-leadership-with-david-burkus/feed/ 0 This is a conversation about a book that’s not like any networking book you have read (or ignored) before. In fact, it’s not about networking; it’s about how networks actually work. Networking seems to many of us to be an insincere way to manipulate relationships for personal gain. And yet there is a significant body […]

This is a conversation about a book that’s not like any networking book you have read (or ignored) before. In fact, it’s not about networking; it’s about how networks actually work.

Networking seems to many of us to be an insincere way to manipulate relationships for personal gain. And yet there is a significant body of research that demonstrates that making and strengthening connections to others is vitally important for professional success.

Being connected to a strong network provides major advantages — shots at key career opportunities, access to diverse skills and perspectives, the ability to learn private information, and the type of expertise and influence that makes it easier to attain power.

What if the advice we’ve all heard about networking was wrong? What if it ISN’T about introducing yourself to strangers at cocktail parties, handing out business cards, or signing up for the latest online tool, but by getting the full picture of the existing network that’s already around you?

David Burkus returns to Engaging Leader to talk to Jesse about tips from his latest book, Friend of a Friend: Understanding the Hidden Networks That Can Transform Your Life and Your Career. Based upon entertaining case studies and scientific research, this practical and revelatory guide shares what leads to true success. (Hint: It looks a lot less like collecting business cards and making random introductions … and a lot more like fostering authentic connections and seeking out diverse new voices.)

David is a best-selling author, a sought after speaker, and an associate professor of leadership and innovation at Oral Roberts University. He’s delivered keynotes to the leaders of Fortune 500 companies and the future leaders of the United States Naval Academy. His TED talk has been viewed over 1.8 million times, and he is a regular contributor to Harvard Business Review.

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This is a conversation about a book that’s not like any networking book you have read (or ignored) before. In fact, it’s not about networking; it’s about how networks actually work. Networking seems to many of us to be an insincere way to manipulate re... This is a conversation about a book that’s not like any networking book you have read (or ignored) before. In fact, it’s not about networking; it’s about how networks actually work. Networking seems to many of us to be an insincere way to manipulate relationships for personal gain. And yet there is a significant body […] Workforce Communication clean 42:28
175: The Excellence Dividend | with Tom Peters https://www.workforcecommunication.com/175-the-excellence-dividend-with-tom-peters/ Wed, 25 Apr 2018 00:00:00 +0000 http://workforcecommunication.com/2018/04/25/175-the-excellence-dividend-with-tom-peters/ https://www.workforcecommunication.com/175-the-excellence-dividend-with-tom-peters/#respond https://www.workforcecommunication.com/175-the-excellence-dividend-with-tom-peters/feed/ 0 In the next two decades, nearly 50% of white-collar jobs are at risk, either to automation or artificial intelligence (AI), according to analysis by Oxford University. Every leader and every worker need to ask: What will be left for people to do that machines can’t do better or cheaper? If you don’t figure this out, […]

In the next two decades, nearly 50% of white-collar jobs are at risk, either to automation or artificial intelligence (AI), according to analysis by Oxford University. Every leader and every worker need to ask:

What will be left for people to do that machines can’t do better or cheaper?

If you don’t figure this out, you (and maybe your entire organization) will probably be unemployed or underemployed. Survival requires focusing on the human attributes that will likely remain beyond the realm of this “tech tide.”

The latest book by Tom Peters, The Excellence Dividend, provides simple, actionable guidelines for success that any business leader can immediately implement — and a road map for your organization and for you as an individual to thrive amid the tech tsunami.

And the really good news is that the “dividend” of doing so is not only survival, but also fun and meaning in your work and leadership.

Tom shows that an unabashed commitment to excellence is the best defense — and offense — in the face of overwhelming change. Nothing beats a high-quality product or service, designed and delivered by people who are as dedicated to one another as they are to their shared goal.

Tom Peters is co-author of In Search of Excellence — the book that changed the way the world does business, and often tagged as the best business book ever. He wrote 17 more books over the next 35 years, and his newest book is The Excellence Dividend.

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In the next two decades, nearly 50% of white-collar jobs are at risk, either to automation or artificial intelligence (AI), according to analysis by Oxford University. Every leader and every worker need to ask: What will be left for people to do that m... In the next two decades, nearly 50% of white-collar jobs are at risk, either to automation or artificial intelligence (AI), according to analysis by Oxford University. Every leader and every worker need to ask: What will be left for people to do that machines can’t do better or cheaper? If you don’t figure this out, […] Workforce Communication clean 38:29
WHE33: Engaging Wellness Solutions for an On-Demand World | with Lorna Borenstein, CEO of Grokker https://www.workforcecommunication.com/whe33-engaging-wellness-solutions-for-an-on-demand-world-with-lorna-borenstein/ Thu, 19 Apr 2018 00:00:00 +0000 http://workforcecommunication.com/2018/04/19/whe33-engaging-wellness-solutions-for-an-on-demand-world-with-lorna-borenstein/ https://www.workforcecommunication.com/whe33-engaging-wellness-solutions-for-an-on-demand-world-with-lorna-borenstein/#respond https://www.workforcecommunication.com/whe33-engaging-wellness-solutions-for-an-on-demand-world-with-lorna-borenstein/feed/ 0 Grokker is an on-demand wellness solution that engages employees with better health through video, experts, and community. Loved by users in 172 countries around the world and used by top employers like eBay, Aetna, and Pinterest, Grokker was named to the 2017 CNBC Upstart 25 list for successful startups. With over 4,000 exercise, mindfulness, nutrition […]

Grokker is an on-demand wellness solution that engages employees with better health through video, experts, and community. Loved by users in 172 countries around the world and used by top employers like eBay, Aetna, and Pinterest, Grokker was named to the 2017 CNBC Upstart 25 list for successful startups.

With over 4,000 exercise, mindfulness, nutrition and sleep videos from 5 to 50 minutes, more than 130 master experts to choose from, and a supportive community to connect employees across locations, Grokker takes the work out of workplace wellness with an easy-to-implement, holistic, and cost-effective program.

As the founder and CEO of Grokker, Lorna Borenstein is on a mission to redefine global business culture and champion employee well-being.

Lorna is an internet veteran who began her career launching eBay Canada out of her guest room with a newborn in tow. After over 20 stressful years in high-profile roles at eBay, HP, Yahoo!, and Move, it was time for a change. With a holistic approach and a commitment to put herself first, Lorna transformed her own physical, spiritual, and emotional health. Then she founded Grokker to help others do the same.

A sought-after speaker, contributing author, and C-suite adviser on wellness, leadership, corporate culture, and women’s issues, Lorna is also a frequent contributor to business publications including Fortune, Huffington Post, and Entrepreneur.

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Grokker is an on-demand wellness solution that engages employees with better health through video, experts, and community. Loved by users in 172 countries around the world and used by top employers like eBay, Aetna, and Pinterest, Grokker is an on-demand wellness solution that engages employees with better health through video, experts, and community. Loved by users in 172 countries around the world and used by top employers like eBay, Aetna, and Pinterest, Grokker was named to the 2017 CNBC Upstart 25 list for successful startups. With over 4,000 exercise, mindfulness, nutrition […] Workforce Communication clean 40:59
174: Managing Willpower for What Matters Most https://www.workforcecommunication.com/174-managing-willpower-for-what-matters-most/ Tue, 27 Mar 2018 00:00:00 +0000 http://workforcecommunication.com/2018/03/27/174-managing-willpower-for-what-matters-most/ https://www.workforcecommunication.com/174-managing-willpower-for-what-matters-most/#respond https://www.workforcecommunication.com/174-managing-willpower-for-what-matters-most/feed/ 0 Willpower is the ability to control yourself to determine your actions. It allows you (and your team) to accomplish what matters most to you — solving a business problem, losing weight, cornering the market, getting out of debt, etc. To control many of your actions, you can use selected disciplines to build a powerful habit. […]

Willpower is the ability to control yourself to determine your actions. It allows you (and your team) to accomplish what matters most to you — solving a business problem, losing weight, cornering the market, getting out of debt, etc.

To control many of your actions, you can use selected disciplines to build a powerful habit. But to control other actions in any given day, it requires the power of will — a vital part of the self-management that’s necessary for leadership and personal success.

You and your team need your willpower at full strength to ensure that when you’re doing the right thing, you don’t let anything distract you or steer you away from it. Then you need enough willpower the rest of the day to either support or avoid sabotaging what you’ve done.

Unfortunately, willpower is not on will-call. All of us have a limited supply of willpower each day. Putting it to its best use requires you to manage it.

To put your willpower to work, you need to think about it. Pay attention to it. Respect it. You make doing what matters most a priority when your willpower is its highest. In other words, you give your ONE Thing the time of day it deserves.

In this episode, Jesse shares what he’s learned from chapter 7 of the book The ONE Thing and provides examples of applying the lessons. Tips include:

  • Willpower is a mental muscle that doesn’t bounce back quickly. If you employ it for one task, there will be less power available for the next unless you recharge and refuel.
  • Time your task. Do what matters most first each day when your willpower is strongest. Be careful about if and when you do other activities that tax your willpower, such as:
    • Implementing new behaviors
    • Filtering distractions
    • Resisting temptation
    • Suppressing emotion
    • Restraining aggression
    • Suppressing impulses
    • Taking tests
    • Trying to impress others
    • Coping with fear
    • Doing something you don’t enjoy
    • Selecting long-term over short-term rewards
  • Willpower has a limited battery life but can be recharged with some downtime. It’s a limited but renewable resource. To recharge, identify the activities that help you feel rested and re-energized.
  • To refuel, eat foods that elevate blood sugar evenly over long periods — proteins, healthy fats, and “slow carbs” such as vegetables, whole grains, beans, and legumes.

Willpower is a timing issue — when you use it first on what matters most, you can always count on it. Don’t spread your willpower too thin. On any given day, you have a limited supply of willpower, so decide what matters and reserve your willpower for it. When you have your will, you get your way.

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Willpower is the ability to control yourself to determine your actions. It allows you (and your team) to accomplish what matters most to you — solving a business problem, losing weight, cornering the market, getting out of debt, etc. Willpower is the ability to control yourself to determine your actions. It allows you (and your team) to accomplish what matters most to you — solving a business problem, losing weight, cornering the market, getting out of debt, etc. To control many of your actions, you can use selected disciplines to build a powerful habit. […] Workforce Communication clean 23:19
173: Clarity First ― Improve Performance by Eliminating Ambiguity | with Karen Martin https://www.workforcecommunication.com/173-clarity-first-%e2%80%95-improve-performance-by-eliminating-ambiguity-with-karen-martin/ Tue, 20 Mar 2018 00:00:00 +0000 http://workforcecommunication.com/2018/03/20/173-clarity-first-%e2%80%95-improve-performance-by-eliminating-ambiguity-with-karen-martin/ https://www.workforcecommunication.com/173-clarity-first-%e2%80%95-improve-performance-by-eliminating-ambiguity-with-karen-martin/#respond https://www.workforcecommunication.com/173-clarity-first-%e2%80%95-improve-performance-by-eliminating-ambiguity-with-karen-martin/feed/ 0 Ambiguity — in the form of uncertainty or conflicting priorities — has become the default state for organizations of all types. It lurks in the background when leaders can’t explain what success looks like, or what aspects of performance matter most for achieving it. It saps energy from talented team members operating in the dark […]

Ambiguity — in the form of uncertainty or conflicting priorities — has become the default state for organizations of all types. It lurks in the background when leaders can’t explain what success looks like, or what aspects of performance matter most for achieving it. It saps energy from talented team members operating in the dark about how their work contributes to the organization’s goals.

In this episode, Jesse talks to Karen Martin about how to eliminate the ambiguity in your organization by starting with clarity.

Drawing on her work with hundreds of organizations, Karen identifies and offers practical advice to perfect the “Six P’s” of organizational clarity:

  • Purpose: Understand why the organization exists.
  • Priorities: Define what matters now.
  • Process: Design and manage how the work gets done — with excellence and precision.
  • Performance: Know how the organization is doing on all fronts.
  • Problem solving: Surface problems and use a disciplined method for solving them.
  • People: Lead with clarity of thought, word, and action.

This conversation includes:

  • Why some organizations don’t have clarity — and even accept ambiguity as an unavoidable fact of life,
  • The difference between ambiguity and uncertainty,
  • Why having clarity doesn’t mean you can’t have flexibility too,
  • The pitfalls of not setting a clear foundation and relying on ambiguous goals,
  • A quick and easy method for assessing your team’s clarity,
  • Tips for achieving better clarity for your team, and
  • The CLEAR approach to disciplined problem-solving.

Karen Martin is an author, speaker, and president of the global consulting firm The Karen Martin Group, Inc. She is a leading authority on lean management and performance improvement for businesses, government agencies, and the not-for-profit sector. Her newest book is CLARITY FIRST: How Smart Leaders and Organizations Achieve Outstanding Performance. Her previous books include The Outstanding Organization and Value Stream Mapping, both Shingo Research Award winners. Karen and her team have worked with clients such as AT&T, Chevron, Epson, GlaxoSmithKline, International Monetary Fund, Lenovo, Mayo Clinic, and many more.

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Ambiguity — in the form of uncertainty or conflicting priorities — has become the default state for organizations of all types. It lurks in the background when leaders can’t explain what success looks like, Ambiguity — in the form of uncertainty or conflicting priorities — has become the default state for organizations of all types. It lurks in the background when leaders can’t explain what success looks like, or what aspects of performance matter most for achieving it. It saps energy from talented team members operating in the dark […] Workforce Communication clean 36:38
172: Build One Powerful Habit at a Time https://www.workforcecommunication.com/172-build-one-powerful-habit-time/ Tue, 06 Mar 2018 00:00:00 +0000 http://workforcecommunication.com/2018/03/06/172-build-one-powerful-habit-time/ https://www.workforcecommunication.com/172-build-one-powerful-habit-time/#respond https://www.workforcecommunication.com/172-build-one-powerful-habit-time/feed/ 0 Success is about doing the right thing, not about doing everything right. Achieving extraordinary results doesn’t require you to be a full-time disciplined person or team, where your every action is trained and where control is the solution to every situation. Instead, the trick is to choose the right habit and bring just enough discipline […]

Success is about doing the right thing, not about doing everything right.

Achieving extraordinary results doesn’t require you to be a full-time disciplined person or team, where your every action is trained and where control is the solution to every situation.

Instead, the trick is to choose the right habit and bring just enough discipline to establish it. Use selected discipline to build a powerful habit. Habits require much less energy and effort to maintain than to begin.

However, no one has the discipline to acquire multiple new habits at the same time. That’s why it’s key to build one powerful habit at a time. Once a habit is solidly established, you can either build on that habit or, if appropriate, build another one.   

In this episode, Jesse shares what he’s learned from chapter 6 of the book The ONE Thing and provides examples of applying the lessons. His personal tips include:

  • Figure out the one right habit using reflection, reading, discussion, journaling, meditation, prayer, and/or experimentation.
  • Give each habit enough time to stick; don’t give up too soon. Apply selected discipline long enough for it to become routine. On average, habits take 66 days to form (three times as long as the often-quoted 21 days). Lock in one habit so it becomes part of your life.
  • Trust the process and keep doing one right thing at a time.
  • Focus on developing a positive habit, rather than stopping a negative habit.
  • Imagine how great things will be in one year after you’ve locked in 1-6 powerful habits.
  • Build momentum by noticing how a powerful habit also simplifies your life. Your life gets clearer, less complicated, and less stressful, because you know what you have to do well and you know what you don’t. Not only does the habit become easier, but so do other things as well.

Harness the power of selected discipline to build the right habit, and extraordinary results will find you.

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Success is about doing the right thing, not about doing everything right. Achieving extraordinary results doesn’t require you to be a full-time disciplined person or team, where your every action is trained and where control is the solution to every si... Success is about doing the right thing, not about doing everything right. Achieving extraordinary results doesn’t require you to be a full-time disciplined person or team, where your every action is trained and where control is the solution to every situation. Instead, the trick is to choose the right habit and bring just enough discipline […] Workforce Communication clean 31:03
171: Stop Trying to Multitask — It’s Making You Dumb and Ineffective https://www.workforcecommunication.com/171-stop-trying-multitask-making-dumb-ineffective/ Tue, 27 Feb 2018 00:00:00 +0000 http://workforcecommunication.com/2018/02/27/171-stop-trying-multitask-making-dumb-ineffective/ https://www.workforcecommunication.com/171-stop-trying-multitask-making-dumb-ineffective/#respond https://www.workforcecommunication.com/171-stop-trying-multitask-making-dumb-ineffective/feed/ 0 Multitasking doesn’t save time — it wastes time. When you try to do two things at once, you either can’t or won’t do either well. If you think multitasking is an effective way to get more done, you’ve got it backward. It’s an effective way to get less done.  Every time we try to do […]

Multitasking doesn’t save time — it wastes time.

When you try to do two things at once, you either can’t or won’t do either well. If you think multitasking is an effective way to get more done, you’ve got it backward. It’s an effective way to get less done. 

Every time we try to do two or more things at once, we’re simply dividing up our focus and dumbing down all of the outcomes in the process.

“Multitasking is merely the opportunity to screw up more than one thing at a time.”
~ Steve Uzzell

Researchers have found these surprising facts about multitasking:

  • People can actually do two things at once, such as walk and talk, but they can’t focus on two things at once. Their attention actually bounces back and forth.
  • Bounce between one activity and another, and you lose time as your brain reorients to the new task. We lose 28 percent of an average workday to multitasking ineffectiveness.
  • The more time you spend switched to another task, the less likely you are to get back to your original task. (This is how loose ends pile up.)
  • Chronic multitaskers develop a distorted sense of how long it takes to do things. They almost always believe tasks take longer to complete than is actually required.
  • Multitaskers make more mistakes than non-multitaskers. They often make poorer decisions because they favor new information over old, even if the older information is more valuable.
  • Multitaskers experience more life-reducing, happiness-squelching stress.

Distraction undermines results. When you try to do too much at once, you can end up doing nothing well. Figure out what matters most in the moment and give it your undivided attention.

In this episode, Jesse shares what he’s learned from chapter 5 of the book The ONE Thing and provides examples of applying the lessons. His personal tips include:

  • Jedi mind training (also known as mindfulness meditation) to improve focus and resist distraction,
  • Minimal smartphone notifications,
  • Going off-grid for deep work, and
  • Email hacks to minimize distractions.

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Multitasking doesn’t save time — it wastes time. When you try to do two things at once, you either can’t or won’t do either well. If you think multitasking is an effective way to get more done, you’ve got it backward. Multitasking doesn’t save time — it wastes time. When you try to do two things at once, you either can’t or won’t do either well. If you think multitasking is an effective way to get more done, you’ve got it backward. It’s an effective way to get less done.  Every time we try to do […] Workforce Communication clean 19:29
170: Transforming Resistance to Change | with Christine Comaford https://www.workforcecommunication.com/170-transforming-resistance-change-christine-comaford/ Tue, 20 Feb 2018 00:00:00 +0000 http://workforcecommunication.com/2018/02/20/170-transforming-resistance-change-christine-comaford/ https://www.workforcecommunication.com/170-transforming-resistance-change-christine-comaford/#respond https://www.workforcecommunication.com/170-transforming-resistance-change-christine-comaford/feed/ 0 How do great leaders overcome resistance to change ― and the stress that accompanies it? Navigating change is hard, and people often get emotionally hijacked in the process. Leaders need potent, easy to learn, highly effective brain-based tools to navigate the emotions connected with growth and change ― and get their team on track.  In […]

How do great leaders overcome resistance to change ― and the stress that accompanies it? Navigating change is hard, and people often get emotionally hijacked in the process.

Leaders need potent, easy to learn, highly effective brain-based tools to navigate the emotions connected with growth and change ― and get their team on track. 

In this episode, Jesse talks to Christine Comaford about tools to help leaders overcome resistance to change ― not by manipulating people, but by helping them develop emotional agility.

The latest book from top leadership consultant and employee engagement expert Christine Comaford is Power Your Tribe: Create Resilient Teams in Turbulent Times.  Whether it’s diminished sales, increased competition, or corporate restructuring, change is a natural part of doing business in today’s high-speed, information-overload, instant-response environment. But at the same time, inherent in human nature is resistance to change ― a basic emotional response that is well-documented by neuroscience.

By training and empowering your team members to shift their emotional states ― and see the positive potential of change ― you can lead your tribe through any challenge and ensure success for years to come.

This conversation includes:

  • Using the Emotional Wheel to plan leadership communications about the change,
  • Helping your people process their feelings about the change,
  • Using the SBM Index (Safety, Belonging, Mattering) to quickly assess employee engagement and then develop effective influencing messages about the change, and
  • How to respond when employees express mockery about the new program (converting mockery into usefulness).

Comaford has helped countless leaders navigate growth and change. The potent neuroscience techniques she teaches are easy to learn and immediately applicable to help leaders see into their blind spots, expand their vision, and more effectively influence outcomes.

Recently named one of the Top 50 Human Behavior Experts to Follow and one of the Global Employee Engagement Influencers, Christine is a leadership columnist for Forbes.com and lectures at Harvard Business School. Her two previous New York Times bestselling business books are SmartTribes: How Teams Become Brilliant Together and Rules for Renegades.

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How do great leaders overcome resistance to change ― and the stress that accompanies it? Navigating change is hard, and people often get emotionally hijacked in the process. Leaders need potent, easy to learn, How do great leaders overcome resistance to change ― and the stress that accompanies it? Navigating change is hard, and people often get emotionally hijacked in the process. Leaders need potent, easy to learn, highly effective brain-based tools to navigate the emotions connected with growth and change ― and get their team on track.  In […] Workforce Communication clean 41:03
169: Use a Success List (Instead of a To-do List) https://www.workforcecommunication.com/169-use-success-list-instead-list/ Tue, 13 Feb 2018 00:00:00 +0000 http://workforcecommunication.com/2018/02/13/169-use-success-list-instead-list/ https://www.workforcecommunication.com/169-use-success-list-instead-list/#respond https://www.workforcecommunication.com/169-use-success-list-instead-list/feed/ 0 Instead of a to-do list, you need a success list — a list that is purposefully created around extraordinary results. A to-do list becomes a success list when you apply Pareto’s Principle to it. Does it seem like every day you and your team have more and more that “simply must get done”? Do you […]

Instead of a to-do list, you need a success list — a list that is purposefully created around extraordinary results. A to-do list becomes a success list when you apply Pareto’s Principle to it.

Does it seem like every day you and your team have more and more that “simply must get done”? Do you often feel overbooked, overextended, overcommitted, and “in the weeds”? Do you (or your direct reports) feel like a human pinball, bouncing from task to task throughout the day, hoping to check as many things as possible off your to-do list — but later realizing you didn’t actually accomplish anything that truly matters?

To-do lists (whether in our head, on paper, or in an electronic system) can help collect our best intentions, but they also tyrannize us with trivial, unimportant stuff that we feel obligated to get done. If allowed, a to-do list or inbox can dictate our priorities — keeping us busy but not letting us achieve real success for ourselves and our organization.

Activity is not related to productivity or success — and certainly not to extraordinary results. So how do you decide what to do, or what to do first?

Successful people have an eye for the essential. They:

  • Pause long enough to decide what matters.
  • Do sooner what others plan to do later.
  • Defer to later (or indefinitely) what others do sooner.
  • Work from a clear sense of priority.

In this episode, Jesse shares what he’s learned from chapter 4 of the book The ONE Thing and provides examples of applying the lessons. His personal tips include:

  • Success list: At the end of each day, selecting and writing down the ONE Thing you will do tomorrow that will make it a successful day for you; any other to-dos are relegated to a different list and generally not worked on until the ONE Thing is done.
  • Cerato or Scleranthus: Gentle herbs in the family of Bach remedies; these two options can help your mind be more clear and decisive about setting priorities. They are inexpensive and available many places online or in many health food stores.
  • Decision points: As discussed in episode 165, these are moments in your day when you have the opportunity to decide what to work on next, based on your priorities, your energy, and the amount of available time.
  • Mindfulness meditation and prayer: Helps you become more aware of what really matters in your work and personal life; helps improve your focus and resistance to distractions throughout the day; helps you make the most of each moment for maximum effectiveness, satisfaction, and fulfillment.
  • Pareto’s Principle, also known as 80/20 Rule: Apply this lens to your to-do list to identify the few things that matter more than the rest. Then with your shorter list, apply it again, and again, until you identify the essential, imperative ONE Thing that matters the most.

 

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Instead of a to-do list, you need a success list — a list that is purposefully created around extraordinary results. A to-do list becomes a success list when you apply Pareto’s Principle to it. Does it seem like every day you and your team have more an... Instead of a to-do list, you need a success list — a list that is purposefully created around extraordinary results. A to-do list becomes a success list when you apply Pareto’s Principle to it. Does it seem like every day you and your team have more and more that “simply must get done”? Do you […] Workforce Communication clean 33:26
168: Singleness of Purpose https://www.workforcecommunication.com/el168-singleness-purpose/ Tue, 06 Feb 2018 00:00:00 +0000 http://workforcecommunication.com/2018/02/06/el168-singleness-purpose/ https://www.workforcecommunication.com/el168-singleness-purpose/#respond https://www.workforcecommunication.com/el168-singleness-purpose/feed/ 0 Success demands singleness of purpose. ~ Vince Lombardi, arguably the greatest football coach of all time Extraordinarily successful people, companies, and teams always have one product/service/idea they’re most known for or that makes them the most money. They may have other important things too, but only one of them is the most important. Having clarity […]

Success demands singleness of purpose.
~ Vince Lombardi, arguably the greatest football coach of all time

Extraordinarily successful people, companies, and teams always have one product/service/idea they’re most known for or that makes them the most money. They may have other important things too, but only one of them is the most important.

Having clarity on a single purpose — especially one that combines your top passion and skill — is the simplest and smartest thing you can do to propel yourself toward the success you want. This principle shows up consistently in the lives of successful people and companies because it’s a fundamental truth.

It is those who concentrate on but one thing at a time who advance in this world.
~ Og Mandino

Technological innovations, cultural shifts, and competitive forces often require that your ONE Thing evolve or transform. The most successful leaders and organizations are always asking, “What’s our ONE Thing?” If you don’t currently know what your ONE Thing is, then your ONE Thing is to find out. And as a leader, you need to engage your team to find out, get clear, and stay focused.In this episode, Jesse shares what he’s learned from chapter 3 of the book The ONE Thing and provides examples of applying the lessons.

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Success demands singleness of purpose. ~ Vince Lombardi, arguably the greatest football coach of all time Extraordinarily successful people, companies, and teams always have one product/service/idea they’re most known for or that makes them the most mo... Success demands singleness of purpose. ~ Vince Lombardi, arguably the greatest football coach of all time Extraordinarily successful people, companies, and teams always have one product/service/idea they’re most known for or that makes them the most money. They may have other important things too, but only one of them is the most important. Having clarity […] Workforce Communication clean 21:17
167: How Top Performers Work Less and Achieve More | with Morten Hansen https://www.workforcecommunication.com/167-top-performers-work-less-achieve-morten-hansen/ Tue, 30 Jan 2018 00:00:00 +0000 http://workforcecommunication.com/2018/01/30/167-top-performers-work-less-achieve-morten-hansen/ https://www.workforcecommunication.com/167-top-performers-work-less-achieve-morten-hansen/#respond https://www.workforcecommunication.com/167-top-performers-work-less-achieve-morten-hansen/feed/ 0 Why do some people perform better at work than others? This deceptively simple question continues to confound leaders, as well as all professionals who want to advance and succeed while maintaining balance and wellbeing. We often equate working longer hours with success, but the fact is that type of work leads to stress, burnout, and […]

Why do some people perform better at work than others? This deceptively simple question continues to confound leaders, as well as all professionals who want to advance and succeed while maintaining balance and wellbeing.

We often equate working longer hours with success, but the fact is that type of work leads to stress, burnout, and overall inferior work performance. A new, groundbreaking study of more than 5,000 managers and employees shows that top performers actually work less — and it reveals the tricks they use to accomplish much more.

The newest book from Morten Hansen is GREAT AT WORK: How Top Performers Do Less, Work Better, and Achieve More. In the book, he provides key practices that emerged from the study’s data — “work smarter” practices that overturn many of our basic “work harder” conventions. In this episode, Jesse and Morten discuss:

  • How people who “work less, then obsess” outperform people who work longer hours;
  • Why applying intense effort in a few chosen areas leads to greater success;
  • How top performers decide what will be the critical few tasks or goals they will focus on;
  • How to say “No” to your boss, when a longer to-do list would hurt your performance;
  • How to avoid being a pesky, “do-more” boss who lacks direction and sets too many priorities;
  • How “disciplined collaboration” produces much higher results than either under- or over-collaboration; and
  • How to lead better (and fewer) meetings and stop wasting time.

Morten T. Hansen is a management professor at University of California, Berkeley. He is the coauthor (with Jim Collins) of the New York Times bestseller Great by Choice and the author of the highly acclaimed Collaboration. Formerly a professor at Harvard Business School and INSEAD (France), Professor Hansen holds a PhD from Stanford Business School, where he was a Fulbright scholar. His academic research has won several prestigious awards, and he is ranked one of the world’s most influential management thinkers by Thinkers50. Hansen was also a manager at the Boston Consulting Group, where he advised corporate clients worldwide.

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If you like our show, please rate us on iTunes. That makes a huge difference in helping more people discover it. We love to know your thoughts about this episode. Please submit your comments below! You can also email comments to Jesse at jesse@engagingleader.com, subscribe to him on Facebook, or follow him on Twitter.

 

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Why do some people perform better at work than others? This deceptively simple question continues to confound leaders, as well as all professionals who want to advance and succeed while maintaining balance and wellbeing. Why do some people perform better at work than others? This deceptively simple question continues to confound leaders, as well as all professionals who want to advance and succeed while maintaining balance and wellbeing. We often equate working longer hours with success, but the fact is that type of work leads to stress, burnout, and […] Workforce Communication clean 42:35
166: Herding Tigers — Leading a Creative Team | with Todd Henry https://www.workforcecommunication.com/166-herding-tigers-leading-creative-team-todd-henry/ Tue, 23 Jan 2018 00:00:00 +0000 http://workforcecommunication.com/2018/01/23/166-herding-tigers-leading-creative-team-todd-henry/ https://www.workforcecommunication.com/166-herding-tigers-leading-creative-team-todd-henry/#respond https://www.workforcecommunication.com/166-herding-tigers-leading-creative-team-todd-henry/feed/ 0 Leading talented people in creative fields requires a different skill set than what many management books teach. How do you ensure your team consistently delivers a brilliant work product from an inherently unpredictable creative process? How do you manage pushback from your team of super-smart, headstrong creatives? As a consultant to creative companies, Todd Henry […]

Leading talented people in creative fields requires a different skill set than what many management books teach. How do you ensure your team consistently delivers a brilliant work product from an inherently unpredictable creative process? How do you manage pushback from your team of super-smart, headstrong creatives?

As a consultant to creative companies, Todd Henry knows firsthand what prevents creative leaders from guiding their teams to success. In his latest book, Herding Tigers: Be the Leader that Creative People Need, Todd provides a blueprint to help you be the leader your team needs to produce awesome work.

In this episode, Jesse and Todd discuss:

  • The unique challenges of leading a team made up of creative people,
  • The two things that creatives need most in order to do great work,
  • A three-part framework for the true role of a creative leader,
  • What to focus on when coaching creative staff,
  • How to build time and attention buffers to protect your team’s ability to do its best work, and
  • Why you should still “get your hands dirty” sometimes, even as you remove yourself from the work.

Todd Henry teaches leaders and organizations how to establish practices that lead to everyday brilliance. He is the author of three previous books (The Accidental Creative, Die Empty, and Louder Than Words) which have been translated into more than a dozen languages, and he speaks and consults across several industries on creativity, leadership, and passion for work.

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Leading talented people in creative fields requires a different skill set than what many management books teach. How do you ensure your team consistently delivers a brilliant work product from an inherently unpredictable creative process? Leading talented people in creative fields requires a different skill set than what many management books teach. How do you ensure your team consistently delivers a brilliant work product from an inherently unpredictable creative process? How do you manage pushback from your team of super-smart, headstrong creatives? As a consultant to creative companies, Todd Henry […] Workforce Communication clean 33:05
165: Using the Domino Effect for Extraordinary Results https://www.workforcecommunication.com/165-using-domino-effect-extraordinary-results/ Tue, 16 Jan 2018 00:00:00 +0000 http://workforcecommunication.com/2018/01/16/165-using-domino-effect-extraordinary-results/ https://www.workforcecommunication.com/165-using-domino-effect-extraordinary-results/#respond https://www.workforcecommunication.com/165-using-domino-effect-extraordinary-results/feed/ 0 When one thing (the right ONE Thing) is set in motion, it can topple many things. Even more significant, a single domino can bring down another domino that is 50% larger. That provides that opportunity not only for linear progress, but exponential progress. Getting extraordinary results is all about creating a domino effect for you […]

When one thing (the right ONE Thing) is set in motion, it can topple many things. Even more significant, a single domino can bring down another domino that is 50% larger. That provides that opportunity not only for linear progress, but exponential progress.

Getting extraordinary results is all about creating a domino effect for you (or your team). Successful leaders line up their priorities anew every day, find the lead domino, and whack away at it until it falls.

In this episode, Jesse shares what he’s learned from chapter 2 of the book The ONE Thing and provides examples of applying the lessons. In addition, he provides science-based tips from the book Two Awesome Hours to help you stay focused on your ONE Thing and especially your lead domino.

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If you like our show, please rate us on iTunes. That makes a huge difference in helping more people discover it. We love to know your thoughts about this episode. Please submit your comments below! You can also email comments to Jesse at jesse@engagingleader.com, subscribe to him on Facebook, or follow him on Twitter.

 

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When one thing (the right ONE Thing) is set in motion, it can topple many things. Even more significant, a single domino can bring down another domino that is 50% larger. That provides that opportunity not only for linear progress, When one thing (the right ONE Thing) is set in motion, it can topple many things. Even more significant, a single domino can bring down another domino that is 50% larger. That provides that opportunity not only for linear progress, but exponential progress. Getting extraordinary results is all about creating a domino effect for you […] Workforce Communication clean 26:06
164: The ONE Thing to Do This Week for Extraordinary Results https://www.workforcecommunication.com/164-one-thing-week-extraordinary-results/ Tue, 09 Jan 2018 00:00:00 +0000 http://workforcecommunication.com/2018/01/09/164-one-thing-week-extraordinary-results/ https://www.workforcecommunication.com/164-one-thing-week-extraordinary-results/#respond https://www.workforcecommunication.com/164-one-thing-week-extraordinary-results/feed/ 0 What’s the ONE Thing you (or your team) can do this week such that by doing it, everything else would be easier or unnecessary? Behind every successful person is their ONE Thing. No matter how success is measured, personal or professional, only the ability to dismiss distractions and concentrate on your ONE Thing stands between […]

What’s the ONE Thing you (or your team) can do this week such that by doing it, everything else would be easier or unnecessary?

Behind every successful person is their ONE Thing. No matter how success is measured, personal or professional, only the ability to dismiss distractions and concentrate on your ONE Thing stands between you and your goals. The ONE Thing is about getting extraordinary results in every situation.

In this episode, Jesse shares what he’s learned from chapter 1 of the book The ONE Thing and provides examples of applying the lessons.

What is the ONE Thing standing between you and your goals? To help identify your ONE Thing, you may find it helpful to ask yourself (or your team) these additional questions:

  • If you could work only two hours per week, what would you do?
  • What if I could only subtract to solve problems? What should I simplify? What should I put on my not-to-do list?
  • Am I hunting antelope or field mice?
  • When looking at your to-do list, which one to-do would render all the rest either easier or unnecessary?
  • What would this look like if it were easy?

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What’s the ONE Thing you (or your team) can do this week such that by doing it, everything else would be easier or unnecessary? Behind every successful person is their ONE Thing. No matter how success is measured, personal or professional, What’s the ONE Thing you (or your team) can do this week such that by doing it, everything else would be easier or unnecessary? Behind every successful person is their ONE Thing. No matter how success is measured, personal or professional, only the ability to dismiss distractions and concentrate on your ONE Thing stands between […] Workforce Communication clean 29:06
163: Elephant in the Room: A Leader’s Guide to Tough Conversations | with Mike Bechtle https://www.workforcecommunication.com/163-elephant-room-leaders-guide-tough-conversations-mike-bechtle/ Wed, 15 Nov 2017 00:00:00 +0000 http://workforcecommunication.com/2017/11/15/163-elephant-room-leaders-guide-tough-conversations-mike-bechtle/ https://www.workforcecommunication.com/163-elephant-room-leaders-guide-tough-conversations-mike-bechtle/#respond https://www.workforcecommunication.com/163-elephant-room-leaders-guide-tough-conversations-mike-bechtle/feed/ 0 All of us have at least one person or group of people that we work with who has an issue that we really need to address — a performance problem, a behavioral issue, a piece of spinach stuck in their teeth — but for some reason, we avoid bringing up the topic with them. We’ve […]

All of us have at least one person or group of people that we work with who has an issue that we really need to address — a performance problem, a behavioral issue, a piece of spinach stuck in their teeth — but for some reason, we avoid bringing up the topic with them. We’ve all been there.

Perhaps we’re afraid of hurting their feelings, getting a negative reaction, having our helpful intentions misunderstood, or otherwise causing an unintended consequence. So we don’t bring it up, and the ignored topic becomes the proverbial elephant in the room that gets bigger over time … continuing to hold back that person’s true success and also negatively affecting us and others on the team. We aren’t doing anyone a favor by pretending it doesn’t exist. So how can we address the elephant in a way that we can be confident is likely to bring about a healthy result?

That’s where communication expert Dr. Mike Bechtle comes in. You’ve seen his books in airports and other bookstores for years. His best-known book is People Can’t Drive You Crazy If You Don’t Give Them the Keys, and his newest book is Dealing with the Elephant in the Room: Moving from Tough Conversations to Healthy Communication. It’s based on his belief that, with the right tools and skills, individuals can learn to negotiate the toughest conversations without intimidation and frustration.

Over the past 29 years as a senior consultant with FranklinCovey, Mike has taught more than 3,000 seminars about productivity and communication, done executive coaching, and written five books to help people at all levels live their lives intentionally (instead of by default).

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All of us have at least one person or group of people that we work with who has an issue that we really need to address — a performance problem, a behavioral issue, a piece of spinach stuck in their teeth — but for some reason, All of us have at least one person or group of people that we work with who has an issue that we really need to address — a performance problem, a behavioral issue, a piece of spinach stuck in their teeth — but for some reason, we avoid bringing up the topic with them. We’ve […] Workforce Communication clean 38:43
162: Competitive Advantage — 4 Ways to Leverage Relationships at Work | with Todd Davis, FranklinCovey Chief People Officer https://www.workforcecommunication.com/162-competitive-advantage-4-ways-leverage-relationships-work-todd-davis-franklincovey-chief-people-officer/ Wed, 01 Nov 2017 00:00:00 +0000 http://workforcecommunication.com/2017/11/01/162-competitive-advantage-4-ways-leverage-relationships-work-todd-davis-franklincovey-chief-people-officer/ https://www.workforcecommunication.com/162-competitive-advantage-4-ways-leverage-relationships-work-todd-davis-franklincovey-chief-people-officer/#respond https://www.workforcecommunication.com/162-competitive-advantage-4-ways-leverage-relationships-work-todd-davis-franklincovey-chief-people-officer/feed/ 0 How many times have you heard a leader say, “Our people are our greatest asset”? You’ve probably even uttered it a few times yourself. It’s a nice sentiment, but really doesn’t tell the full story. Simply having an organization full of stellar individuals is ultimately less important than how they function together. In his new […]

How many times have you heard a leader say, “Our people are our greatest asset”? You’ve probably even uttered it a few times yourself. It’s a nice sentiment, but really doesn’t tell the full story. Simply having an organization full of stellar individuals is ultimately less important than how they function together.

In his new book, Get Better: 15 Proven Practices to Build Effective Relationships at Work, FranklinCovey’s Chief People Officer, Todd Davis, explains that while an organization’s greatest assets are indeed its people, it’s actually the relationships between those people that truly become the organization’s ultimate competitive advantage.

Get Better is a practical guide for anyone looking to create a competitive advantage for any size and type of organization by building effective relationships. Davis describes the most common relationship pitfalls that negatively affect personal careers and organizational results. He identifies 15 proven practices that influential leaders use to improve the quality of interactions with others and master the skills of effective relationships.

Todd Davis has been with FranklinCovey for over 20 years, and currently serves as chief people officer and executive vice president and is responsible for FranklinCovey’s global talent development. Davis has delivered numerous keynote addresses and speeches at top industry conferences and associations, annual corporate events, and for FranklinCovey clients, many of which are Fortune® 100 and 500 companies.

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How many times have you heard a leader say, “Our people are our greatest asset”? You’ve probably even uttered it a few times yourself. It’s a nice sentiment, but really doesn’t tell the full story. Simply having an organization full of stellar individu... How many times have you heard a leader say, “Our people are our greatest asset”? You’ve probably even uttered it a few times yourself. It’s a nice sentiment, but really doesn’t tell the full story. Simply having an organization full of stellar individuals is ultimately less important than how they function together. In his new […] Workforce Communication clean 41:10
161: Becoming a Stress-Resilient Leader | with Andrew Shatté https://www.workforcecommunication.com/161-becoming-stress-resilient-leader-andrew-shatte/ Sun, 15 Oct 2017 00:00:00 +0000 http://workforcecommunication.com/2017/10/15/161-becoming-stress-resilient-leader-andrew-shatte/ https://www.workforcecommunication.com/161-becoming-stress-resilient-leader-andrew-shatte/#respond https://www.workforcecommunication.com/161-becoming-stress-resilient-leader-andrew-shatte/feed/ 0 Chronic stress takes a toll on the quality of work and life, for both leaders and the people they lead. Stress muddies our thinking, impairs judgment, damages health and relationships, and causes people to burn out and quit their job. The solution, according to Dr. Andrew Shatté, is for leaders to become stress-relient and to […]

Chronic stress takes a toll on the quality of work and life, for both leaders and the people they lead. Stress muddies our thinking, impairs judgment, damages health and relationships, and causes people to burn out and quit their job.

The solution, according to Dr. Andrew Shatté, is for leaders to become stress-relient and to teach resilience to their team. Learning resilience gets to the root cause of stress by helping people improve how they respond to adversity.

Unfortunately, nearly half of leaders and high-value employees are not resilient, according to a recent study by meQuilibrium. Among other findings, the study revealed:

  • 44% of employees with a master’s degree or higher have below-average resilience — meaning they are at a higher risk for depression, burnout, absenteeism and reduced productivity
  • 54% of employees making between $75,000 and $90,000 yearly have below-average resilience — and of those people, 42% intend to quit their job within the next 6 months

In episode 32 of Workforce Health Engagement, Andrew joined Jesse to discuss how to train employees to tackle the seven core components of stress resilience — not by attempting to eliminate stress, but by markedly improving their ability to handle it.

In this episode of Engaging Leader, Andrew discusses resilient leadership, including:

  • Developing resilience personally — and modeling it in real life,
  • Mentoring team members to develop their resilience, and
  • Creating a resilient workplace.

Andrew Shatté is co-author of two books about resilience and stress management. He is a psychologist and research professor in the College of Medicine at the University of Arizona, a Brookings Institution fellow, and the Chief Science Officer at the online stress management company meQuilibrium. Andrew has spent more than 20 years researching resilience and has established resilience programs that are operating around the world. Andrew’s work has improved productivity and performance at organizations ranging from NASA to Fortune 100 companies.

meQuilibrium is a personalized, interactive, coaching system designed to provide people with proven, measurable methods to increase their stress resilience. Large employers, including Comcast and HP, use meQuilibrium as part of their human capital strategies to help their employees to manage stress and boost performance and to make healthier choices. It’s designed for mobile and desktop use.

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Chronic stress takes a toll on the quality of work and life, for both leaders and the people they lead. Stress muddies our thinking, impairs judgment, damages health and relationships, and causes people to burn out and quit their job. The solution, Chronic stress takes a toll on the quality of work and life, for both leaders and the people they lead. Stress muddies our thinking, impairs judgment, damages health and relationships, and causes people to burn out and quit their job. The solution, according to Dr. Andrew Shatté, is for leaders to become stress-relient and to […] Workforce Communication clean 32:15
160: Building a High-Performing and Health-Driven Culture | with John Burke, CEO of Trek Bikes https://www.workforcecommunication.com/160-building-high-performing-health-driven-culture-john-burke-ceo-trek-bikes/ Fri, 15 Sep 2017 00:00:00 +0000 http://workforcecommunication.com/2017/09/15/160-building-high-performing-health-driven-culture-john-burke-ceo-trek-bikes/ https://www.workforcecommunication.com/160-building-high-performing-health-driven-culture-john-burke-ceo-trek-bikes/#respond https://www.workforcecommunication.com/160-building-high-performing-health-driven-culture-john-burke-ceo-trek-bikes/feed/ 0 Trek Bikes grew out of one man’s belief that he could build a different kind of company. In a barn in southern Wisconsin, Dick Burke instilled the simple principles that continue to guide the company as it has grown into a worldwide brand: build things that last and leave a legacy of positive change. Dick’s […]

Trek Bikes grew out of one man’s belief that he could build a different kind of company. In a barn in southern Wisconsin, Dick Burke instilled the simple principles that continue to guide the company as it has grown into a worldwide brand: build things that last and leave a legacy of positive change.

Dick’s son John Burke began working at Trek in 1984 and has been president of the company since 1997.

Jesse and John discuss:

  • What makes Trek different from other high-end bike makers;
  • How Trek got started;
  • How John joined Trek and eventually came to lead the company;
  • Why John decided to do something to make the country better;
  • The problems-and-solutions approach that John teaches as one way to create a high-performing team;
  • How Trek makes sure it has the best people;
  • How Trek creates a positive culture, including developing its leaders; and
  • Why John decided to create a culture of health within Trek, and how they did it.

John Burke is president of Trek Bikes. He is also the author of two books: 12 Simple Solutions to Save America and One Last Great Thing. John served as chairman of President George W. Bush’s President’s Council on Physical Fitness & Sports and is a Founding Board Member of the Bikes Belong Coalition. A native of Madison, Wisconsin, John is an avid cyclist and runner and has finished Ironman Wisconsin as well as the Boston and New York Marathons.

This interview originally aired in June 2017 on Jesse’s podcast Workforce Health Engagement.

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Trek Bikes grew out of one man’s belief that he could build a different kind of company. In a barn in southern Wisconsin, Dick Burke instilled the simple principles that continue to guide the company as it has grown into a worldwide brand: build things... Trek Bikes grew out of one man’s belief that he could build a different kind of company. In a barn in southern Wisconsin, Dick Burke instilled the simple principles that continue to guide the company as it has grown into a worldwide brand: build things that last and leave a legacy of positive change. Dick’s […] Workforce Communication clean 31:40
159: Leading a Startup | with Josh Kent, CEO of SunFrog Shirts https://www.workforcecommunication.com/159-leading-startup-josh-kent-ceo-sunfrog-shirts/ Tue, 15 Aug 2017 00:00:00 +0000 http://workforcecommunication.com/2017/08/15/159-leading-startup-josh-kent-ceo-sunfrog-shirts/ https://www.workforcecommunication.com/159-leading-startup-josh-kent-ceo-sunfrog-shirts/#respond https://www.workforcecommunication.com/159-leading-startup-josh-kent-ceo-sunfrog-shirts/feed/ 0 What does it take to lead a team that builds a startup into a nationally recognized company in less than three years, with an annual growth rate of more than 1,000%? Josh Kent is the CEO and founder of over a dozen startups, including SunFrog Shirts, which launched in 2013 and is currently the largest […]

What does it take to lead a team that builds a startup into a nationally recognized company in less than three years, with an annual growth rate of more than 1,000%?

Josh Kent is the CEO and founder of over a dozen startups, including SunFrog Shirts, which launched in 2013 and is currently the largest T-shirt company in the United States. In this interview, Josh shares his personal story of failures, successes, and the lessons learned along the way. Josh will share how he built a winning team, how he uses a combination of high-touch and high-tech to cultivate the company’s culture despite its explosive growth, and how he leads a workforce of not only several hundred employees locally but also 80,000 affiliates globally.

In addition, Jesse and Josh discuss:

  • Holding intentional events to strengthen a fun, healthy culture;
  • How new employees are introduced to the culture;
  • Developing leadership skills of managers, including foundational training as well as an ongoing weekly “book club”;
  • How to conduct daily “huddles,” weekly “super huddles,” and monthly town halls;
  • How to take advantage of the affiliation business model; and
  • Managing task lists on a cascading basis, and inspecting what you expect.

Josh Kent is listed as one of Entrepreneur Magazine’s Top 25 Entrepreneurs to Watch, and Inc.com recently featured him as an industry disrupter. According to Alexa, SunFrog.com is now one of the 500 most trafficked sites in the world, making it more popular than Mashable, Reuters, and Nordstrom.

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What does it take to lead a team that builds a startup into a nationally recognized company in less than three years, with an annual growth rate of more than 1,000%? Josh Kent is the CEO and founder of over a dozen startups, including SunFrog Shirts, What does it take to lead a team that builds a startup into a nationally recognized company in less than three years, with an annual growth rate of more than 1,000%? Josh Kent is the CEO and founder of over a dozen startups, including SunFrog Shirts, which launched in 2013 and is currently the largest […] Workforce Communication clean 49:56
WHE32: Boosting Stress Resilience for Employees | with Andrew Shatté https://www.workforcecommunication.com/whe32-boosting-stress-resilience-employees-andrew-shatte/ Tue, 18 Jul 2017 00:00:00 +0000 http://workforcecommunication.com/2017/07/18/whe32-boosting-stress-resilience-employees-andrew-shatte/ https://www.workforcecommunication.com/whe32-boosting-stress-resilience-employees-andrew-shatte/#respond https://www.workforcecommunication.com/whe32-boosting-stress-resilience-employees-andrew-shatte/feed/ 0 “Stress is the new fat. It makes us sick, depletes us emotionally, and diminishes our quality of life.” ~ Jan Bruce, co-author of meQuilibrium Just like managing weight, managing stress is about becoming aware of personal choices and making better ones, and rewiring thought patterns so that an individual’s habits sustain well-being rather than sabotage […]

“Stress is the new fat. It makes us sick, depletes us emotionally, and diminishes our quality of life.”
~ Jan Bruce, co-author of meQuilibrium

Just like managing weight, managing stress is about becoming aware of personal choices and making better ones, and rewiring thought patterns so that an individual’s habits sustain well-being rather than sabotage it. Learning resilience gets to the root cause of stress and unhealthy behaviors by helping people challenge and adapt their thinking.

Dr. Andrew Shatté joins Jesse to discuss how to train employees to tackle the seven core components

of stress management — not by attempting to eliminate stress, but by markedly improving their ability to handle it. Third-party research shows that people who develop stress resilience based on the meQuilibrium approach are:

  • 4x more likely to have high job satisfaction.
  • 5x as likely to have very good or excellent health.
  • 47% less likely to miss at least one day of work per month.
  • Half as likely to quit.

Even though 75% of people say they are overloaded by stress, only 3-5% take advantage of employee assistance programs (EAPs). At organizations that implement meQuilibrium, Andrew reports that 60-70% of employees give the program a try, and 88% of them complete the program.

Andrew Shatté is co-author of two books about resilience and stress management. He is a psychologist and research professor in the College of Medicine at the University of Arizona, a Brookings Institution fellow, and the Chief Science Officer at the online stress management company meQuilibrium. Andrew has spent more than 20 years researching resilience and has established resilience programs that are operating around the world. Andrew’s work has improved productivity and performance at organizations ranging from NASA to Fortune 100 companies.

meQuilibrium is a personalized, interactive, coaching system designed to provide people with proven, measurable methods to increase their stress resilience. Large employers, including Comcast and HP, use meQuilibrium as part of their human capital strategies to help their employees to manage stress and boost performance and to make healthier choices. It’s designed for mobile and desktop use.

Andrew Shatté will return soon for an upcoming Engaging Leader podcast about how to become a stress-resilient leader, including developing resilience personally, mentoring team members to develop their resilience, and creating a resilient workplace. Don’t miss it!

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“Stress is the new fat. It makes us sick, depletes us emotionally, and diminishes our quality of life.” ~ Jan Bruce, co-author of meQuilibrium Just like managing weight, managing stress is about becoming aware of personal choices and making better ones... “Stress is the new fat. It makes us sick, depletes us emotionally, and diminishes our quality of life.” ~ Jan Bruce, co-author of meQuilibrium Just like managing weight, managing stress is about becoming aware of personal choices and making better ones, and rewiring thought patterns so that an individual’s habits sustain well-being rather than sabotage […] Workforce Communication clean 32:51
158: Multipliers — How the Best Leaders Make Everyone Smarter | with Liz Wiseman https://www.workforcecommunication.com/158-multipliers-best-leaders-make-everyone-smarter-liz-wiseman/ Sat, 15 Jul 2017 00:00:00 +0000 http://workforcecommunication.com/2017/07/15/158-multipliers-best-leaders-make-everyone-smarter-liz-wiseman/ https://www.workforcecommunication.com/158-multipliers-best-leaders-make-everyone-smarter-liz-wiseman/#respond https://www.workforcecommunication.com/158-multipliers-best-leaders-make-everyone-smarter-liz-wiseman/feed/ 0 Are you a genius or a genius-maker? We’ve all had experience with two dramatically different types of leaders. The first type drains intelligence, energy, and capability from the people around them and always needs to be the smartest person in the room. These are the idea killers, the energy sappers, the diminishers of talent and […]

Are you a genius or a genius-maker? We’ve all had experience with two dramatically different types of leaders. The first type drains intelligence, energy, and capability from the people around them and always needs to be the smartest person in the room. These are the idea killers, the energy sappers, the diminishers of talent and commitment.

On the other side of the spectrum are leaders who use their intelligence to amplify the smarts and capabilities of the people around them. When these leaders walk into a room, light bulbs go on over people’s heads; ideas flow and problems get solved. These are the leaders who inspire employees to stretch themselves to deliver results that surpass expectations. These are the Multipliers. And the world needs more of them, especially now when leaders are expected to do more with less.

In today’s episode, Jesse’s guest Liz Wiseman discusses how Multipliers can have a resoundingly positive and profitable effect on organizations — getting more done with fewer resources, developing and attracting talent, and cultivating new ideas and energy to drive organizational change and innovation.

Jesse and Liz talk about:

  • The five key areas where Multipliers and Diminishers differ,
  • How Multipliers manage to get so much brain power from their people,
  • How to know if you are an “accidental” Diminisher — despite good intentions, you’ve been accidentally diminishing the people on your team — and what to do about it,
  • Dealing with Diminishers,
  • Becoming a Multiplier, and
  • Building a Multiplier Culture.

Liz Wiseman teaches leadership to executives and emerging leaders around the world. She is the author of three best-selling books, including the newly expanded second edition of Multipliers: How the Best Leaders Make Everyone Smarter. Her other books are Rookie Smarts: Why Learning Beats Knowing in the New Game of Work, which we discussed in episode 104, and The Multiplier Effect: Tapping the Genius Inside Our Schools.

Liz is president of The Wiseman Group, a leadership research and development firm headquartered in Silicon Valley. Some of her recent clients include: Apple, Disney, eBay/PayPal, Facebook, GAP, Google, Microsoft, Nike, Roche, Salesforce.com, and Twitter.

Previously, she was an executive at Oracle Corporation, where she worked over the course of 17 years as the Vice President of Oracle University and as the global leader for Human Resource Development.

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If you like our show, please rate us on iTunes. That makes a huge difference in helping more people discover it. We love to know your thoughts about this episode. Please submit your comments below! You can also email comments to Jesse at jesse@engagingleader.com, subscribe to him on Facebook, or follow him on Twitter.

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Are you a genius or a genius-maker? We’ve all had experience with two dramatically different types of leaders. The first type drains intelligence, energy, and capability from the people around them and always needs to be the smartest person in the room... Are you a genius or a genius-maker? We’ve all had experience with two dramatically different types of leaders. The first type drains intelligence, energy, and capability from the people around them and always needs to be the smartest person in the room. These are the idea killers, the energy sappers, the diminishers of talent and […] Workforce Communication clean 43:27
157: The Aspiring Leader — Successfully Step into a New Leadership Role | with John Lawler https://www.workforcecommunication.com/157-aspiring-leader-successfully-step-new-leadership-role-john-lawler/ Thu, 15 Jun 2017 00:00:00 +0000 http://workforcecommunication.com/2017/06/15/157-aspiring-leader-successfully-step-new-leadership-role-john-lawler/ https://www.workforcecommunication.com/157-aspiring-leader-successfully-step-new-leadership-role-john-lawler/#respond https://www.workforcecommunication.com/157-aspiring-leader-successfully-step-new-leadership-role-john-lawler/feed/ 0 Is your sight set on a new leadership role? Perhaps you’re the Director of Finance, and you’ve just been tapped to become the new CFO. What do you need to change now that your former peers will be reporting to you? Or maybe you’re not yet in a position with formal authority, but you know […]

Is your sight set on a new leadership role?

Perhaps you’re the Director of Finance, and you’ve just been tapped to become the new CFO. What do you need to change now that your former peers will be reporting to you?

Or maybe you’re not yet in a position with formal authority, but you know the leadership spot will be open in the near future, and you want to position yourself now. How do you get on the radar screen for internal promotion? How do you become the winning candidate? And most importantly — since 40% of new leaders fail in the first 18 months — how do you ensure your success and longevity if you get the job?

This episode focuses on how an aspiring leader can be successful. Jesse’s guest is John Lawler, who is co-author of The New Leader’s 100-Day Action Plan: How to Take Charge, Build or Merge Your Team, and Get Immediate Results.

As Managing Partner of the executive onboarding group PrimeGenesis, John and his team help leaders create and implement 100-day action plans to deliver better results faster. In fact, they have reduced the rate of failure for new leaders from 40% to below 5%. John works with leaders and teams during points of transition — such as executive onboardings, reorganizations, and M&A integrations.

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Is your sight set on a new leadership role? Perhaps you’re the Director of Finance, and you’ve just been tapped to become the new CFO. What do you need to change now that your former peers will be reporting to you? Is your sight set on a new leadership role? Perhaps you’re the Director of Finance, and you’ve just been tapped to become the new CFO. What do you need to change now that your former peers will be reporting to you? Or maybe you’re not yet in a position with formal authority, but you know […] Workforce Communication clean 44:50
WHE31: Building a High-Performance and Health-Driven Culture at Trek Bikes | with John Burke, CEO https://www.workforcecommunication.com/whe31-building-high-performance-health-driven-culture-trek-bikes-john-burke-ceo/ Mon, 05 Jun 2017 00:00:00 +0000 http://workforcecommunication.com/2017/06/05/whe31-building-high-performance-health-driven-culture-trek-bikes-john-burke-ceo/ https://www.workforcecommunication.com/whe31-building-high-performance-health-driven-culture-trek-bikes-john-burke-ceo/#respond https://www.workforcecommunication.com/whe31-building-high-performance-health-driven-culture-trek-bikes-john-burke-ceo/feed/ 0 The organizations that are most successful in building a culture of health begin at the top, with key leaders championing a vision that includes the wellbeing of every employee. In this episode, Jesse interviews John Burke, CEO of Trek Bikes, who took a stand 13 years ago that launched a culture that has produced improvements […]

The organizations that are most successful in building a culture of health begin at the top, with key leaders championing a vision that includes the wellbeing of every employee. In this episode, Jesse interviews John Burke, CEO of Trek Bikes, who took a stand 13 years ago that launched a culture that has produced improvements in employee health every year since then.

Trek Bikes grew out of one man’s belief that he could build a different kind of company. In a barn in southern Wisconsin, Dick Burke instilled the simple principles that continue to guide the company as it has grown into a worldwide brand: build things that last and leave a legacy of positive change. Dick’s son John Burke began working at Trek in 1984 and has been president of the company since 1997.

Jesse and John discuss:

  • What makes Trek different from other high-end bike makers;
  • How Trek got started;
  • How John joined Trek and eventually came to lead the company;
  • Why John decided to do something to make the country better;
  • The problems-and-solutions approach that John teaches as one way to create a high-performing team;
  • How Trek makes sure it has the best people;
  • How Trek creates a positive culture, including developing its leaders; and
  • Why John decided to create a culture of health within Trek, and how they did it.

John Burke is president of Trek Bikes. He is also the author of two books: 12 Simple Solutions to Save America and One Last Great Thing. John served as chairman of President George W. Bush’s President’s Council on Physical Fitness & Sports and is a Founding Board Member of the Bikes Belong Coalition. A native of Madison, Wisconsin, John is an avid cyclist and runner and has finished Ironman Wisconsin as well as the Boston and New York Marathons.

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If you like our show, please rate us on iTunes. That makes a huge difference in helping more people discover it. We love to know your thoughts about this episode. Please submit your comments below! You can also email comments to Jesse atjesse@engagingleader.com, subscribe to him on Facebook, or follow him on Twitter.

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The organizations that are most successful in building a culture of health begin at the top, with key leaders championing a vision that includes the wellbeing of every employee. In this episode, Jesse interviews John Burke, CEO of Trek Bikes, The organizations that are most successful in building a culture of health begin at the top, with key leaders championing a vision that includes the wellbeing of every employee. In this episode, Jesse interviews John Burke, CEO of Trek Bikes, who took a stand 13 years ago that launched a culture that has produced improvements […] Workforce Communication clean 44:06
156: The Leadership Gap — 7 Ways to Move Beyond It | with Lolly Daskal https://www.workforcecommunication.com/156-leadership-gap-7-ways-move-beyond-lolly-daskal/ Mon, 15 May 2017 00:00:00 +0000 http://workforcecommunication.com/2017/05/15/156-leadership-gap-7-ways-move-beyond-lolly-daskal/ https://www.workforcecommunication.com/156-leadership-gap-7-ways-move-beyond-lolly-daskal/#respond https://www.workforcecommunication.com/156-leadership-gap-7-ways-move-beyond-lolly-daskal/feed/ 0 When successful people begin to feel uncertain or challenged at work, the one thing they want to know most is why things are going wrong after they have gone right for so long. Leaders tend to rise to their positions relying on a specific set of values and traits. But in time, every executive reaches […]

When successful people begin to feel uncertain or challenged at work, the one thing they want to know most is why things are going wrong after they have gone right for so long.

Leaders tend to rise to their positions relying on a specific set of values and traits. But in time, every executive reaches a point when their performance suffers. Very few understand why or how to prevent it.

In her new book, The Leadership Gap: What Gets Between You and Your Greatness, Lolly Daskal presents a system for harnessing the virtues of your leadership style. In this episode, Jesse and Lolly discuss how leaders embody seven archetypes and how each archetype has powerful abilities and hidden impediments:

  • The Rebel, driven by confidence; and the Imposter, plagued by self-doubt.
  • The Explorer, fueled by intuition; and the Exploiter, master of manipulation.
  • The Truth Teller, embraces candor; and her twin, the Deceiver, who creates suspicion.
  • The Hero, embodies courage; and the Bystander, a coward if there ever was one.
  • The Inventor, brimming with integrity; and the Destroyer, is morally corrupt.
  • The Navigator, trusts and is trusted; and the Fixer, endlessly arrogant.
  • The Knight, for whom loyalty is everything; and the Mercenary, who is perpetually self-serving.

As founder and CEO of Lead From Within, Lolly Daskal has three decades of experience as an executive coach, speaker, and author. Her proprietary leadership program helps leaders enhance performance and make a meaningful difference in their companies, their lives, and the world. Her writing has appeared in HBR, Inc.com, Fast Company (Ask The Expert), Huffington Post, Psychology Today, and others. American Management Association called her the Leader to Watch, and the Huffington Post named Lolly the most inspiring woman in the world.

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If you like our show, please rate us on iTunes. That makes a huge difference in helping more people discover it. We love to know your thoughts about this episode. Please submit your comments below! You can also email comments to Jesse at jesse@engagingleader.com, subscribe to him on Facebook, or follow him on Twitter.

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When successful people begin to feel uncertain or challenged at work, the one thing they want to know most is why things are going wrong after they have gone right for so long. Leaders tend to rise to their positions relying on a specific set of values... When successful people begin to feel uncertain or challenged at work, the one thing they want to know most is why things are going wrong after they have gone right for so long. Leaders tend to rise to their positions relying on a specific set of values and traits. But in time, every executive reaches […] Workforce Communication clean 37:46
155: How to Inspire Lifetime Loyalty | with Lee Caraher https://www.workforcecommunication.com/155-inspire-lifetime-loyalty-lee-caraher/ Sat, 15 Apr 2017 00:00:00 +0000 http://workforcecommunication.com/2017/04/15/155-inspire-lifetime-loyalty-lee-caraher/ https://www.workforcecommunication.com/155-inspire-lifetime-loyalty-lee-caraher/#respond https://www.workforcecommunication.com/155-inspire-lifetime-loyalty-lee-caraher/feed/ 0 As millions of millennials and the even younger GenZers come into the workforce with very different expectations and definitions of loyalty, companies need to shift to make the most of those workers’ energy, skill sets, and incredible potential. Those companies that shift now for the long game of allegiance will have a strategic talent and […]

As millions of millennials and the even younger GenZers come into the workforce with very different expectations and definitions of loyalty, companies need to shift to make the most of those workers’ energy, skill sets, and incredible potential. Those companies that shift now for the long game of allegiance will have a strategic talent and efficiency advantage over those that don’t.

While many organizations and Boomer leaders long for some of the workplace dynamics of the past, one expectation — that employees will demonstrate their loyalty to their employers by staying at their jobs for a long time (or as long as the employer wants them) — is particularly unrealistic for business today.

In The Boomerang Principle: Inspire Lifetime Loyalty from Your Employees, author Lee Caraher shows how companies and leaders can realize tremendous advantages by letting go of their old definition of workplace loyalty and replacing it with a mindset that inspires employees to be loyal for their lifetimes, whether they are employed by the company or not. Jesse and Lee discuss:

  • The new loyalty paradigm;
  • Creating a culture of return creates a culture to stay for;
  • When Millennials thrive, so do Gen Xers and Boomers;
  • Creating a successful corporate alumni program;
  • Interview processes;
  • Training and development programs; and
  • Getting in on a good thing — opportunities to join Doube Forte’s wine and spirits division.

Lee Caraher is the founder and CEO of Double Forte, a national public relations and digital media agency, based in San Francisco. Lee is also an acclaimed author and speaker and a recognized expert on creating high performing, positive, intergenerational workplaces. Through her work, she shows companies how to embrace the qualities of different generations, and how to recognize the significant benefits of shifting the definition of company loyalty from a long tenure of employment to a lifetime of allegiance regardless of employment status.

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As millions of millennials and the even younger GenZers come into the workforce with very different expectations and definitions of loyalty, companies need to shift to make the most of those workers’ energy, skill sets, and incredible potential. As millions of millennials and the even younger GenZers come into the workforce with very different expectations and definitions of loyalty, companies need to shift to make the most of those workers’ energy, skill sets, and incredible potential. Those companies that shift now for the long game of allegiance will have a strategic talent and […] Workforce Communication clean 42:01
154: Is Your Personality Helping (or Hurting) Your Leadership? | with Ron Warren, PhD https://www.workforcecommunication.com/154-personality-helping-hurting-leadership-ron-warren-phd/ Sat, 01 Apr 2017 00:00:00 +0000 http://workforcecommunication.com/2017/04/01/154-personality-helping-hurting-leadership-ron-warren-phd/ https://www.workforcecommunication.com/154-personality-helping-hurting-leadership-ron-warren-phd/#respond https://www.workforcecommunication.com/154-personality-helping-hurting-leadership-ron-warren-phd/feed/ 0 Your personality at work determines your success and impact as a leader. Is yours helping or hurting your effectiveness and your team’s engagement? Contrary to what most people think, you can change aspects of your personality and become a more engaging leader. A new book analyzing the behaviors of business leaders explains concrete ways that […]

Your personality at work determines your success and impact as a leader. Is yours helping or hurting your effectiveness and your team’s engagement?

Contrary to what most people think, you can change aspects of your personality and become a more engaging leader. A new book analyzing the behaviors of business leaders explains concrete ways that current and aspiring leaders can improve their personality to boost their effectiveness.

Research shows strong links between a leader’s personality and outcomes. Ordinary behaviors either drive or derail teamwork, communication, decision-making, safety, and innovation — for better or for worse. Jesse and author Ron Warren discuss how you can be your best self more often, and avoid slipping into behaviors that are not you at your best.

This discussion includes:

  • The 4 dimensions of leadership behavior — including the two that help your leadership, and the two that hurt it;
  • The dysfunctional behaviors that leaders need to start, stop, or improve;
  • Evidence-based approaches for “domineering” leaders to become more effective; and
  • Approaches for “deferent” leaders to achieve better results.

Ron Warren, Ph.D. is author of The Achievement Paradox and his newest book, Personality at Work: The Drivers and Derailers of Leadership. Ron has been studying the impact of personality on effectiveness at work for 30 years. He is the developer of leadership and competency assessments taught by Harvard and Yale and used by many organizations worldwide. His work has been published in the American Journal of Psychiatry, Adolescence, and Measures of Leadership.

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If you like our show, please rate us on iTunes. That makes a huge difference in helping more people discover it. We love to know your thoughts about this episode. Please submit your comments below! You can also email comments to Jesse at jesse@engagingleader.com, subscribe to him on Facebook, or follow him on Twitter.

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Your personality at work determines your success and impact as a leader. Is yours helping or hurting your effectiveness and your team’s engagement? Contrary to what most people think, you can change aspects of your personality and become a more engagin... Your personality at work determines your success and impact as a leader. Is yours helping or hurting your effectiveness and your team’s engagement? Contrary to what most people think, you can change aspects of your personality and become a more engaging leader. A new book analyzing the behaviors of business leaders explains concrete ways that […] Workforce Communication clean 46:11
153: How to Find Your Authentic Voice | with Joshua Spodek https://www.workforcecommunication.com/153-how-to-find-your-authentic-voice-with-joshua-spodek/ Fri, 17 Mar 2017 00:00:00 +0000 http://workforcecommunication.com/2017/03/17/153-how-to-find-your-authentic-voice-with-joshua-spodek/ https://www.workforcecommunication.com/153-how-to-find-your-authentic-voice-with-joshua-spodek/#respond https://www.workforcecommunication.com/153-how-to-find-your-authentic-voice-with-joshua-spodek/feed/ 0 To lead and influence others, whether as a workplace leader or as a thought leader, you need to develop an authentic voice. For example, let’s say you are a CEO delivering a speech to your employees, or a functional VP writing an email to your staff, or a department head presenting recommendations to the C-Suite. […]

To lead and influence others, whether as a workplace leader or as a thought leader, you need to develop an authentic voice. For example, let’s say you are a CEO delivering a speech to your employees, or a functional VP writing an email to your staff, or a department head presenting recommendations to the C-Suite. When you speak or write, are you clear? Are you true to your values, passions, and personality? Are you representing the real you, and do people understand and trust you? Are you effective not only in prepared communications, but when you speak “off the cuff” or extemporaneously?

You might think, well, it’s not rocket science. But if that were true, then why do so many leaders struggle with it and not quite have the impact they want? Maybe it really is rocket science, and so, to help us get to the bottom of it, we decided to talk to a real rocket scientist who became a leader.

Joshua Spodek is an Adjunct Professor at NYU, leadership coach and workshop leader for Columbia Business School, columnist for Inc., and founder of SpodekAcademy.com. His new book is Leadership Step by Step: Become the Person Others Follow.

Josh has led seminars in leadership, entrepreneurship, creativity, and sales at Harvard, Princeton, MIT, INSEAD (Singapore), the New York Academy of Science, and in private corporations. He holds five Ivy League degrees, including a PhD in Astrophysics and an MBA, and he helped build an X-ray observational satellite for NASA. He has co-founded and led as CEO or COO several ventures, and holds six patents. He earned praise as “Best and Brightest” (Esquire Magazine’s Genius Issue), “Astrophysicist turned new media whiz” (NBC), and “Rocket Scientist” (ABC News and Forbes), and has been quoted and profiled by ABC, CBS, NBC, the New York Times, and the Wall Street Journal.

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If you like our show, please rate us on iTunes. That makes a huge difference in helping more people discover it. We love to know your thoughts about this episode. Please submit your comments below! You can also email comments to Jesse at jesse@engagingleader.com, subscribe to him on Facebook, or follow him on Twitter.

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To lead and influence others, whether as a workplace leader or as a thought leader, you need to develop an authentic voice. For example, let’s say you are a CEO delivering a speech to your employees, or a functional VP writing an email to your staff, To lead and influence others, whether as a workplace leader or as a thought leader, you need to develop an authentic voice. For example, let’s say you are a CEO delivering a speech to your employees, or a functional VP writing an email to your staff, or a department head presenting recommendations to the C-Suite. […] Workforce Communication clean 46:53
152: Don’t Just Lead — 3 Ways to ENGAGE https://www.workforcecommunication.com/152-dont-just-lead-3-ways-to-engage/ Wed, 01 Mar 2017 00:00:00 +0000 http://workforcecommunication.com/2017/03/01/152-dont-just-lead-3-ways-to-engage/ https://www.workforcecommunication.com/152-dont-just-lead-3-ways-to-engage/#respond https://www.workforcecommunication.com/152-dont-just-lead-3-ways-to-engage/feed/ 0 In the 21st century, those who are changing the world aren’t just leaders; they’re engagers. Managers and leaders try to get others to do what is needed. Engagers create conditions and cultivate a team that is fully energized to achieve the organization’s purpose. Managers and leaders see themselves as the magic. Engagers see the team […]

In the 21st century, those who are changing the world aren’t just leaders; they’re engagers.

Managers and leaders try to get others to do what is needed. Engagers create conditions and cultivate a team that is fully energized to achieve the organization’s purpose.

Managers and leaders see themselves as the magic. Engagers see the team as the magic.

The skills of traditional management (Influence 1.0) include recruitment, alignment, coaching, feedback, recognition, project planning, and problem-solving.

The skills of traditional leadership (Influence 2.0) include thinking strategically, making decisions, casting a vision and inspiring excitement about it, setting goals, and designing systems and structures to support the goals.

All of that is good stuff. But it essentially boils down to command-and-control, and lots of research shows it no longer drives high performance over the long term.

What’s changing the world today is Influence 3.0, or what we call engagership. In a team that is fully engaged in the business, people are both delivering the results that matter most and enjoying the work they do.

For a great overview of the “6C” principles of full engagement, be sure to check out episode 002 at the link below. Today in episode 152, Jesse discusses the three key skills of engagers:

  • Frame: Engage the head (attention and attitude)
  • Facilitate: Engage the heart (passion and genius)
  • Focus: Engage the hands (talent and energy)

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If you like our show, please rate us on iTunes. That makes a huge difference in helping more people discover it. We love to know your thoughts about this episode. Please submit your comments below! You can also email comments to Jesse at jesse@engagingleader.com, subscribe to him on Facebook, or follow him on Twitter.

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In the 21st century, those who are changing the world aren’t just leaders; they’re engagers. Managers and leaders try to get others to do what is needed. Engagers create conditions and cultivate a team that is fully energized to achieve the organizatio... In the 21st century, those who are changing the world aren’t just leaders; they’re engagers. Managers and leaders try to get others to do what is needed. Engagers create conditions and cultivate a team that is fully energized to achieve the organization’s purpose. Managers and leaders see themselves as the magic. Engagers see the team […] Workforce Communication clean 23:02
The Power of Everyday Sabbatical https://www.workforcecommunication.com/the-power-of-everyday-sabbatical/ Wed, 01 Mar 2017 00:00:00 +0000 http://workforcecommunication.com/2017/03/01/the-power-of-everyday-sabbatical/ https://www.workforcecommunication.com/the-power-of-everyday-sabbatical/#respond https://www.workforcecommunication.com/the-power-of-everyday-sabbatical/feed/ 0 Several years ago, I called to reconnect with one of my mentors from my college days at Xavier University. Early in my conversation with Gene, I mentioned that I thought I recalled reading in Xavier’s alumni magazine that he’d recently completed a one-year sabbatical. (As at most colleges and 15% of US companies, Xavier periodically […]

Several years ago, I called to reconnect with one of my mentors from my college days at Xavier University. Early in my conversation with Gene, I mentioned that I thought I recalled reading in Xavier’s alumni magazine that he’d recently completed a one-year sabbatical. (As at most colleges and 15% of US companies, Xavier periodically provides what is essentially an extended paid vacation so that a staff member can recharge and perhaps focus on a special project, such as writing a book or learning something new. The typical sabbatical program provides 2-12 months of paid leave for every 5-7 years worked, but the details regarding length, frequency, and pay vary greatly among employers.)

“No, I haven’t taken a sabbatical,” he responded. “I try to make every day a sabbatical.”

The “everyday sabbatical” concept reminds me of something Steve Jobs told Standford graduates in 2005:

For the past 33 years, I have looked in the mirror every morning and asked myself, “If today were the last day of my life, would I want to do what I’m about to do today?” And whenever the answer has been “No” for too many days in a row, I know I need to change something.

Everyday sabbatical is how I want to spend any given workday, even if it were my last day alive. It means that I start the morning looking forward to the day ahead, focusing on a project or two that are special to me, truly enjoying and appreciating the people I’m with, and feeling charged that evening by how I spent the day.

With everyday sabbatical, you don’t pine away during the workweek, long for a year-long sabbatical, a week-long vacation, or even a weekend. You don’t need to, because you are happy and re-charged all along the way.

As leaders, it’s important to figure out how to make every day a sabbatical for ourselves — and to help the people on our team make their own everyday sabbaticals too. That’s the essence of employee engagement — when people love their work and make the organization better every day, and everyone from top to bottom stays energized and effective.

One person’s everyday sabbatical will look very different from another person’s. Personally, my perfect workday includes some deep, creative work; some time to connect with other people and make progress toward a shared purpose; some physical activity; some learning; and some teaching or coaching. It’s up to each individual to experiment in order to figure out the right mix of activities that consistently makes their workdays personally fulfilling and organizationally profitable. Leaders can help by providing coaching, as well as supportive policies and practices.

In addition to figuring out what everyday sabbatical means for yourself, it’s also helpful to figure out what it doesn’t include. For me, everyday sabbatical does not mean:

  • Everyday vacation. While I love to chill out at the lake, or travel to interesting locations, I know from past experience that I do NOT want every day to be a vacation. After 2-3 weeks of vacation, I start to feel purposeless and even isolated from all the people I care about who are not joining me on that particular vacation. Sooner or later, I need to create something, to make a difference in people’s lives, to generate economic value — in other words, to work!
  • Digital distraction. Everyday sabbatical means getting the most out of the present moment, enjoying the people I’m physically with and the activity I’m engaged in at that moment. It does not mean interacting with other people though texts or social media or email, nor is it being absorbed in digital entertainment.
  • More than 2-3 hours of meetings, phone calls, or travel time. We each need to know how we are wired. I know I’m an “ambivert” — although I do get energized by going places and spending some time with people, I also need to reserve a few hours of solo time every day for deep work.
  • More than 1-2 deadlines or “Must Dos” per day. To feel like I’m making a difference in the world, I need to make progress every day toward big, important outcomes. That requires focus. It requires clear priorities. Anytime I notice a pattern where someone is asking me to put out their fires every day, or changing our strategic priorities every few days, I do whatever it takes to change that situation. I’m not doing anyone a favor if I let myself burn out and lose passion for the work.

Workplace sabbaticals are now offered by nearly one-fourth of Fortune’s 100 Best Companies to Work For, giving employees time to rejuvinate, unlock creativity, and unleash higher performance.  It’s a benefit that typically kicks in only once every 5-7 years. Everyday sabbatical is an idea that has the power to deliver these advantages on a daily basis for you and everyone on your team.

What would you include (or exclude) in your everyday sabbatical? What is stopping you from taking one step this week toward bring that to life … and taking another step next week?

For more reading: there’s a fascinating chapter about how corporate sabbaticals are currently practiced by some of the world’s best large (and small companies) in my friend David Burkus’ book Under New Management

Jesse Lahey, SPHR, is the host of the podcasts Engaging Leader and Workforce Health Engagement, and he is CEO (chief engagement officer) of Aspendale Communications. Connect with him on Twitter, Facebook, or LinkedIn. If you know anyone who would benefit from this information, please share it!

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Why I Added a Habit Tracker to My Productivity System https://www.workforcecommunication.com/habit-tracker/ Wed, 22 Feb 2017 00:00:00 +0000 http://workforcecommunication.com/2017/02/22/habit-tracker/ https://www.workforcecommunication.com/habit-tracker/#respond https://www.workforcecommunication.com/habit-tracker/feed/ 0 The Productive habit tracker is an app that reminds you of things you’d like to do on a regular basis. I look at it a few times each day to see if there is anything I forgot to do. Its interface makes it fun and easy. Previously, I tried putting these types of activities in […] The Productive habit tracker is an app that reminds you of things you’d like to do on a regular basis. I look at it a few times each day to see if there is anything I forgot to do. Its interface makes it fun and easy. Previously, I tried putting these types of activities in other components of my productivity system, such as my daily todo list, but that had several disadvantages.

There are certain activities or disciplines I want to do on a daily or weekly basis — for the sake of my physical, mental, and family wellbeing, as well as my personal effectiveness and growth. For example, as I have gotten older, I’ve learned that I need to do daily calf stretches, or else within a couple weeks I will develop ankle pain or even plantar fasciitis.

There are four challenges that get in the way of doing these activities or disciplines:

  • Unlike my true “habits” like brushing teeth, which I do automatically and never forget, these are what I’d call “aspirational habits.” I’d love to develop to a point where I do them automatically; but for now, the reality is I do not remember to do them consistently without some sort of list or reminder.
  • If I put them on my daily todo list, it will make that list too long to focus on the work I want to accomplish for the day. To stay focused on what’s most important, my daily todo list ideally only has 1–3 things on it (maximum 5). By the way, I maintain a backlog of other todos in a separate place, from which I select the 1–5 things I want to focus on for the day.
  • If I put them in a reminder app such as iOS Reminders, I get distracted and annoyed by so many notifications popping up on my phone throughout the day. Perhaps it would be different if I had only one or two aspirational habits per day.
  • Some of these activities require extra motivation for me (at least early on, until they become true habits) beyond their intrinsic value — for example, hitting the gym or avoiding evening snacks. These are “hard” disciplines where adding gamification such as a bit of fun or reward can help.

Enter a habit tracker, which is an idea I learned about from the ebook Work Smarter, Not Harder: 30+ Productivity Hacks To Get More And Better Work Done In Less Time by David Burkus.

A habit tracker could be very simple, such as a paper list of activities that you want to remember to do every day: Brush teeth, use mouthwash, kiss wife (in that order, or else she’ll avoid your kiss next time). You could take it a step further by organizing the activities into three lists — morning, afternoon, and evening — so you can quickly scan the list to remind yourself of any things you’d like to do during a certain portion of the day.

And of course, there’s an app for that — in fact, many apps you could choose from. After reading some reviews, I selected the app Productive (iOS only) for these reasons:

Easy interface

The screen shots made it look simple, and it is!

Fun icons and swipes

These make it quick to see at a glance, and they add a bit of fun (psychologically motivating) each time I complete an activity.

Flexibility to keep it simple

I don’t want any notifications adding stress or distraction to my day, nor do I want guilt when I decide to skip an activity because I’m too busy that day. While you can add bells and whistles like these in the app’s preference, I simply want to skim my list so I don’t forget any habits that I’ve decided are important to me.

Keeps track of how often I completed an activity and how many days in a row

In addition, with another click, I can see a visual “chain” for each habit — where each completed day is another link in the chain, for the extra motivation of not breaking the chain. Momentum is another popular habit tracker that makes this the primary feature of its interface, but I prefer the way Productive makes it a secondary screen.

 

Here is how I decide which activities to put on my app tracker, rather than on my todo list or on another tool like the iOS Reminders app.

  • If I think it must be done on a certain day or time, and bad things will happen if I forget it, I put it in Reminders so that I get a notification that doesn’t disappear until I check it as done.
  • If it’s something I’d like to do every day (or a certain day[s] each week), but it’s OK to skip and just let it renew for the next day or week, I put it in Productive.
  • For the critical 1–5 things that I’ve decided are must-dos for today’s work, I put them in my Pomodoro-style focusing app (FocusList).
  • All other todos go in my personal todo app (ToodleDo) or my team todo app (Basecamp).

“Routine is the best life hack,” said bestselling author Carrie Wilkerson. In other words, when a positive discipline or healthy activity becomes a true habit — something you do automatically — you become more productive. You don’t waste time thinking, worrying, or procrastinating about doing what you need to do; you just do it. A habit tracker such as the Productive app can help you turn your aspirational habits into routines — without messing up your todo list or other productivity tools.

Have you found any apps or other hacks that are helping you turn aspirational habits into true habits?

Jesse Lahey, SPHR, is the host of the podcasts Engaging Leader and Workforce Health Engagement, and he is CEO (chief engagement officer) of Aspendale Communications. Connect with him on Twitter, Facebook, or LinkedIn. If you know anyone who would benefit from this information, please share it!

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151: Work Smarter, Not Harder – Productivity Hacks to Get More & Better Work Done in Less Time | with David Burkus https://www.workforcecommunication.com/151-work-smarter-not-harder-productivity-hacks-to-get-more-better-work-done-in-less-time-with-david-burkus/ Wed, 15 Feb 2017 00:00:00 +0000 http://workforcecommunication.com/2017/02/15/151-work-smarter-not-harder-productivity-hacks-to-get-more-better-work-done-in-less-time-with-david-burkus/ https://www.workforcecommunication.com/151-work-smarter-not-harder-productivity-hacks-to-get-more-better-work-done-in-less-time-with-david-burkus/#respond https://www.workforcecommunication.com/151-work-smarter-not-harder-productivity-hacks-to-get-more-better-work-done-in-less-time-with-david-burkus/feed/ 0 David Burkus is the organizer of the upcoming Work Smarter Summit, an online video-based virtual conference where world-class experts share their proven tactics for getting more done, earning more money, and living a life of purpose and productivity. Based on interviews with those experts, David has compiled a free ebook called Work Smarter, Not Harder, […]

David Burkus is the organizer of the upcoming Work Smarter Summit, an online video-based virtual conference where world-class experts share their proven tactics for getting more done, earning more money, and living a life of purpose and productivity.

Based on interviews with those experts, David has compiled a free ebook called Work Smarter, Not Harder, which spotlights over 30 productivity hacks that will do everything from helping you squeeze one hour out of your day, to doing 10 times what you’re doing now in half the time and energy. In this episode, Jesse and David discuss several productivity hacks from the ebook, including:

  • Looking back, looking ahead (provided by Jeff Brown)
  • Blocking out time for deep work 4-5 weeks in advance (provided by Cal Newport)
  • Calendly, ScheduleOnce, and MeetNow
  • Block out some discretionary time every single day (provided by Susan Fowler)
  • Journaling (provided by Whitney Johnson)
  • The two-device rule

David Burkus is the best-selling author of The Myths of Creativity and Under New Management. He is an award-winning podcaster and management professor, teaching courses on organizational behavior, innovation, and strategic leadership. And he’s an internationally renowned speaker, having delivered keynote speeches and workshops for Fortune 500 companies such as Microsoft and Google, and at in-demand conferences such as SXSW and TEDx events.

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David Burkus is the organizer of the upcoming Work Smarter Summit, an online video-based virtual conference where world-class experts share their proven tactics for getting more done, earning more money, and living a life of purpose and productivity. David Burkus is the organizer of the upcoming Work Smarter Summit, an online video-based virtual conference where world-class experts share their proven tactics for getting more done, earning more money, and living a life of purpose and productivity. Based on interviews with those experts, David has compiled a free ebook called Work Smarter, Not Harder, […] Workforce Communication clean 38:30
150: The Data-Driven Leader | with John Johnson https://www.workforcecommunication.com/150-the-data-driven-leader-with-john-johnson/ Sun, 15 Jan 2017 00:00:00 +0000 http://workforcecommunication.com/2017/01/15/150-the-data-driven-leader-with-john-johnson/ https://www.workforcecommunication.com/150-the-data-driven-leader-with-john-johnson/#respond https://www.workforcecommunication.com/150-the-data-driven-leader-with-john-johnson/feed/ 0 Leaders need data for at least two reasons: 1) so they and their team can make better decisions, and 2) to influence their employees, customers, or others to take action. In this episode, we discuss how to achieve both objectives better. We learn how to overcome some pitfalls in how we interpret data, so we […]

Leaders need data for at least two reasons: 1) so they and their team can make better decisions, and 2) to influence their employees, customers, or others to take action.

In this episode, we discuss how to achieve both objectives better. We learn how to overcome some pitfalls in how we interpret data, so we can be confident about our ability to make data-driven decisions in a smart way. And discuss tips for communicating data in a compelling but honest way to influence people’s decisions and behaviors.

John H. Johnson, PhD is president and CEO of Edgeworth Economics, a professional economist, expert witness, internationally renowned speaker, and author of EVERYDATA: The Misinformation Hidden in the Little Data You Consume Every Day. Dr. Johnson has helped some of the world’s largest companies understand how to interpret data and is known internationally for his ability to explain highly sophisticated concepts in a simple, straightforward manner, helping his audiences become discerning users of data and make better decisions in their professional and personal lives.

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If you like our show, please rate us on iTunes. That makes a huge difference in helping more people discover it. We love to know your thoughts about this episode. Please submit your comments below! You can also email comments to Jesse at jesse@engagingleader.com, subscribe to him on Facebook, or follow him on Twitter.

 

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Leaders need data for at least two reasons: 1) so they and their team can make better decisions, and 2) to influence their employees, customers, or others to take action. In this episode, we discuss how to achieve both objectives better. Leaders need data for at least two reasons: 1) so they and their team can make better decisions, and 2) to influence their employees, customers, or others to take action. In this episode, we discuss how to achieve both objectives better. We learn how to overcome some pitfalls in how we interpret data, so we […] Workforce Communication clean 35:04
3 Apps for Quick NY Resolutions — It’s Not Too Late to Start https://www.workforcecommunication.com/three-apps-for-quick-ny-resolutions-its-not-too-late-to-start/ Tue, 10 Jan 2017 00:00:00 +0000 http://workforcecommunication.com/2017/01/10/three-apps-for-quick-ny-resolutions-its-not-too-late-to-start/ https://www.workforcecommunication.com/three-apps-for-quick-ny-resolutions-its-not-too-late-to-start/#respond https://www.workforcecommunication.com/three-apps-for-quick-ny-resolutions-its-not-too-late-to-start/feed/ 0 Starting a new year is a great time to start healthy new habits, quit unhealthy ones, or just try something new that may improve your life’s satisfaction or effectiveness. But it’s already more than a week into the new year. Many of us have already tried and failed on our resolutions. For many others, the […]

Starting a new year is a great time to start healthy new habits, quit unhealthy ones, or just try something new that may improve your life’s satisfaction or effectiveness.

But it’s already more than a week into the new year. Many of us have already tried and failed on our resolutions. For many others, the holidays came and went, and life is happening so fast that we didn’t get a chance to reflect and consider what next steps could help us achieve the life we truly want.

Fortunately, there’s an app for that … somewhere. In an app store near you, there’s an app that’s a near-perfect fit for you to make that next step easier and quicker to jump start, make it more fun, and help you stick with it.

My overarching resolution for this year is to live more fully in the present moment, appreciating and maximizing whatever I am doing at the time, fully connecting with (and enjoying) the people I’m with, fully focusing on (and enjoying) the work I’m doing — rather than multitasking or getting distracted by thoughts about the past or future.

Obviously, that’s a lofty, abstract goal. I broke that resolution down into some concrete steps, including three practices that I had tried (and failed) multiples times in past years: meditation, journaling, and the Pomodoro Technique for work focus.

Just seeing those three terms makes me wince from the memories of tediousness, boredom, and ultimately failure of trying to make these a habit in the past. But this time, I’ve now successfully practiced them for 16 days in a row (I got a head start on the new year) — about five times farther than I’ve ever gotten for any of these three practices.

None of these practices requires an app, but for me, it was key. Using these apps makes it easier, quicker, and more fun:

  • Headspace or Calm (free, with option for paid subscription, iOS or Android): Both of these apps lead you through a guided meditation, to help you train your mind to stay focused on your priorities and the present moment rather than getting distracted. I signed up for the free trials, and I like both. I’ve heard that some people simply go back and forth using the free versions, 10 days using Headspace and seven days using Calm. I find that I like the Headspace narrator’s voice and style a little better, and so I’m planning to try the paid version. I’m excited to notice that where I previously found it extremely hard to do five minutes of meditation without becoming bored or completely distracted, I can now do 10 minutes pretty easily.
  • 5 Minute Journal ($4.99 iOS or $22.95 paper): This journal is not a record of everything you do, but rather a way to process thoughts and events, reflect on them, and choose how to respond. It helps me live with gratitude and intention. In the past for me, journaling took a lot of time and was boring, and so I quickly found that I didn’t have time for it. This inexpensive app makes it fun and quick to reflect on the past day and focus the next day on what’s most important for me. It is now a joy to carve out 5 minutes every day for this.
  • FocusList ($4.99, iOS or Android): This is helping me be more focused and efficient in my work, by using the Pomodoro Technique. I haven’t yet decided that Pomodoro is the best technique for me, but I’ve decided to give it a long-term experiment, and so far it seems to be a major improvement. There are a ton of apps and websites that support Pomodoro; I like that this one is both light and flexible, and the integration with Apple Watch is helpful. Basically, it helps me focus on a single task for a defined duration (default is 25 minutes), followed by a five-minute break, after which I choose what to work on next. Then you repeat the cycle. The short length creates a bit of urgency so I work harder to stay focused and efficient, and it helps me stop procrastinating for unpleasant tasks. (I can do anything for 25 minutes.)

    A surprising benefit of Pomodoro is that it’s helping me better estimate how long tasks will take and how many tasks I can realistically expect to squeeze into one day — and so I am being more careful to prioritize my tasks. As a result, it is helping me feel better at the end of each day, because I am getting done the predefined things that were most important to me.

    Also, the five-minute break helps me keep perspective. Although I’m often tempted to skip the break if the task is not yet finished, I’m finding that the break is critical. For example, recently I ended a 25-minute session and didn’t quite finish everything I’d planned to do for a particular task; but during the break, I came to the realization that the task really WAS done — it was definitely good enough to meet the need, and any additional work wouldn’t add enough value to justify the time. Bam! I just saved myself at least 30 minutes, and I was able to move on to my next priority.

I’ve found that all three of these take some practice before they start to feel less clumsy, less like learning to ride a bike (and falling repeatedly), and more like they’re actually taking me where I want to go and letting me enjoy the ride along the way. They say 21 days is the foundation for a new habit, but I’ve already reached the point where I’m looking forward to jumping into them each new morning.

How about you? Have you found any apps that have made it easier to start or stick with a resolution? If you need other ideas, check out Tools of Titans by Tim Ferriss; this is where I learned about Headspace, Calm, and 5 Minute Journal.

Jesse Lahey, SPHR, is the host of the podcasts Engaging Leader and Workforce Health Engagement, and he is CEO (chief engagement officer) of Aspendale Communications. Connect with him on Twitter, Facebook, or LinkedIn. If you know anyone who would benefit from this information, please share it!

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149: The Power of Beliefs in Business | with Ari Weinzweig, Zingerman’s Co-Founding Partner https://www.workforcecommunication.com/149-the-power-of-beliefs-in-business-with-ari-weinzweig/ Thu, 15 Dec 2016 00:00:00 +0000 http://workforcecommunication.com/2016/12/15/149-the-power-of-beliefs-in-business-with-ari-weinzweig/ https://www.workforcecommunication.com/149-the-power-of-beliefs-in-business-with-ari-weinzweig/#respond https://www.workforcecommunication.com/149-the-power-of-beliefs-in-business-with-ari-weinzweig/feed/ 0 In 1982, Ari Weinzweig, along with his partner Paul Saginaw, founded Zingerman’s Delicatessen with a $20,000 bank loan. They opened the doors with two employees and a small selection of specialty foods and exceptional sandwiches. Today, Zingerman’s Delicatessen is a nationally renowned food icon, and the Zingerman’s Community of Businesses has grown to 10 businesses […]

part-4-cover-frameIn 1982, Ari Weinzweig, along with his partner Paul Saginaw, founded Zingerman’s Delicatessen with a $20,000 bank loan. They opened the doors with two employees and a small selection of specialty foods and exceptional sandwiches. Today, Zingerman’s Delicatessen is a nationally renowned food icon, and the Zingerman’s Community of Businesses has grown to 10 businesses with over 750 employees and over $55 million in annual revenue. No two businesses in the Zingerman’s Community of Businesses are alike, but they all share the same vision and guiding principles and deliver “The Zingerman’s Experience” with passion and commitment.

Besides being the Co-Founding Partner and actively engaged in some aspect of the day-to-day operations and governance of nearly every business in the Zingerman’s Community, Ari is also a prolific writer. His most recent book is The Power of Beliefs in Business, part 4 in the Zingerman’s Guide to Good Leading Series, which draws on insights from history, psychology, and, of course, nearly 25 years of running Ann Arbor’s most famous food business. In The Power of Beliefs in Business, Ari makes the case that beliefs have a far larger impact on organizations and individuals than might be thought at first. He looks at the beliefs that have driven Zingerman’s and also maps out a way to identify and, if desired, change beliefs, particularly those that prevent an organization from becoming a great one.

Ari regularly travels across the country (and world) on behalf of ZingTrain, a organization offering public and private seminars on topics ranging from customer service and leadership to marketing and HR.

In this episode, Ari and Jesse discuss how to identify the beliefs that are currently driving you and/or your team (whether good or bad) — and how to implement beliefs that drive the results you want.

Resources Mentioned in This Episode

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If you like our show, please rate us on iTunes. That makes a huge difference in helping more people discover it. We love to know your thoughts about this episode. Please submit your comments below! You can also email comments to Jesse at jesse@engagingleader.com, subscribe to him on Facebook, or follow him on Twitter.

 

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In 1982, Ari Weinzweig, along with his partner Paul Saginaw, founded Zingerman’s Delicatessen with a $20,000 bank loan. They opened the doors with two employees and a small selection of specialty foods and exceptional sandwiches. Today, In 1982, Ari Weinzweig, along with his partner Paul Saginaw, founded Zingerman’s Delicatessen with a $20,000 bank loan. They opened the doors with two employees and a small selection of specialty foods and exceptional sandwiches. Today, Zingerman’s Delicatessen is a nationally renowned food icon, and the Zingerman’s Community of Businesses has grown to 10 businesses […] Workforce Communication clean 47:06
148: 9 Ways to Thank Your Employees https://www.workforcecommunication.com/148-nine-ways-to-thank-your-employees/ Tue, 15 Nov 2016 00:00:00 +0000 http://workforcecommunication.com/2016/11/15/148-nine-ways-to-thank-your-employees/ https://www.workforcecommunication.com/148-nine-ways-to-thank-your-employees/#respond https://www.workforcecommunication.com/148-nine-ways-to-thank-your-employees/feed/ 0 “Employees who report receiving recognition and praise within the last seven days show increased productivity, get higher scores from customers, and have better safety records. They’re just more engaged at work.” – Tom Rath Recently, one of my team members communicated heartfelt gratitude to another team member named Jenny for her consistently outstanding performance. And […]

Image of African-American business leader looking at camera in working environment

“Employees who report receiving recognition and praise within the last seven days show increased productivity, get higher scores from customers, and have better safety records. They’re just more engaged at work.”

– Tom Rath

Recently, one of my team members communicated heartfelt gratitude to another team member named Jenny for her consistently outstanding performance. And then she took a big step further and privately told Jenny’s leader (me) how grateful she was for her excellent work and service … which triggered me to reflect on how much I appreciated Jenny too and follow up with my own thank you to her.

Back in episode 124, we talked about how practicing gratitude makes you a more effective leader. For example, thankfulness increases your personal stress resistance, as well as the engagement of your employees. In this episode, Jesse provides practical suggestions for how to thank your employees.

Three principles to apply regardless of how you express gratitude:

  • Be sincere
  • Be specific (extra credit if you thank them for an accomplishment they’re particularly proud of)
  • Be purposeful

Practical ways to thank employees, in order from least effort to most effort:

  1. Just say it
  2. TBWA
  3. Handwritten note (extra credit if you mail it to their home)
  4. Token gift like movie tickets, Starbucks gift card, or restaurant gift card
  5. Amazon gift card
  6. Email or verbal praise to supervisor
  7. Public recognition
  8. Thank-you video
  9. Fun event together

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If you like our show, please rate us on iTunes. That makes a huge difference in helping more people discover it. We love to know your thoughts about this episode. Please submit your comments below! You can also email comments to Jesse at jesse@engagingleader.com, subscribe to him on Facebook, or follow him on Twitter.

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“Employees who report receiving recognition and praise within the last seven days show increased productivity, get higher scores from customers, and have better safety records. They’re just more engaged at work.” – Tom Rath Recently, “Employees who report receiving recognition and praise within the last seven days show increased productivity, get higher scores from customers, and have better safety records. They’re just more engaged at work.” – Tom Rath Recently, one of my team members communicated heartfelt gratitude to another team member named Jenny for her consistently outstanding performance. And […] Workforce Communication clean 28:13
147: 8 Tips for Communicating Bad News to Your Workforce https://www.workforcecommunication.com/147-8-tips-for-communicating-bad-news-to-your-workforce/ Tue, 01 Nov 2016 00:00:00 +0000 http://workforcecommunication.com/2016/11/01/147-8-tips-for-communicating-bad-news-to-your-workforce/ https://www.workforcecommunication.com/147-8-tips-for-communicating-bad-news-to-your-workforce/#respond https://www.workforcecommunication.com/147-8-tips-for-communicating-bad-news-to-your-workforce/feed/ 0 Communicating bad news — we all hate to do it, wish we never have to do it again, and yet recognize that there will inevitably be times when we need to do it. Whether it is announcing a reduction in force, a negative change in employee benefits or compensation, a discontinued strategy or product line, […]

Team Meeting In Creative Office

Communicating bad news — we all hate to do it, wish we never have to do it again, and yet recognize that there will inevitably be times when we need to do it. Whether it is announcing a reduction in force, a negative change in employee benefits or compensation, a discontinued strategy or product line, or some other disappointment or painful news, these are times that separate the engaging leaders from the mediocre ones.

When leaders (or the overall organization) communicate well even in tough times, people realize they can trust them to make appropriate decisions, take responsibility, and do what’s best for the organization as well as the people who make up its workforce.

You can’t achieve your potential as a leader without learning and practicing effective communication — it’s a core leadership discipline — and that includes delivering bad news when necessary. Fortunately, the same principles and strategies for communicating good news also apply for bad news. And as with the rest of workforce communication, learning and practicing the principles can help you become a better leader, a more successful businessperson, and maybe even a better person overall.

In this episode, Jesse zeroes in on the top eight tips for successfully communicating bad news. Some of these are often skipped, with unfortunate results.

  • Start with empathy and ambivalence
  • Prepare
  • Be timely
  • Be clear and straightforward
  • Explain why and how the decision was made
  • Demonstrate caring
  • Listen
  • Focus on the future
Thank you to Freshbooks for sponsoring this episode of Engaging Leader. Freshbooks is offering our listeners a free month of unrestricted use of their online accounting software (no credit card needed). Claim your free month at Freshbooks.com/Leader and enter “Engaging Leader” in the section that asks how you heard about Freshbooks.

Resources Mentioned in This Episode

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If you like our show, please rate us on iTunes. That makes a huge difference in helping more people discover it. We love to know your thoughts about this episode. Please submit your comments below! You can also email comments to Jesse at jesse@engagingleader.com, subscribe to him on Facebook, or follow him on Twitter.

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Communicating bad news — we all hate to do it, wish we never have to do it again, and yet recognize that there will inevitably be times when we need to do it. Whether it is announcing a reduction in force, a negative change in employee benefits or comp... Communicating bad news — we all hate to do it, wish we never have to do it again, and yet recognize that there will inevitably be times when we need to do it. Whether it is announcing a reduction in force, a negative change in employee benefits or compensation, a discontinued strategy or product line, […] Workforce Communication clean 36:09
146: 3 Ways to Optimize Your Energy and Culture in the Moment of Truth | with Anese Cavanaugh https://www.workforcecommunication.com/146-three-ways-to-optimize-your-energy-and-culture-in-the-moment-of-truth-with-anese-cavanaugh/ Sat, 15 Oct 2016 00:00:00 +0000 http://workforcecommunication.com/2016/10/15/146-three-ways-to-optimize-your-energy-and-culture-in-the-moment-of-truth-with-anese-cavanaugh/ https://www.workforcecommunication.com/146-three-ways-to-optimize-your-energy-and-culture-in-the-moment-of-truth-with-anese-cavanaugh/#respond https://www.workforcecommunication.com/146-three-ways-to-optimize-your-energy-and-culture-in-the-moment-of-truth-with-anese-cavanaugh/feed/ 0 Culture eats strategy for breakfast. -Peter Drucker Many leaders and aspiring leaders think their skills and strategies are what create impact, and that perks and parties are what create culture. But in reality a much larger part is created by the leader’s energy in every moment of truth. When you kick off a meeting or […]

51r8u6wtpiL._SX329_BO1,204,203,200_Culture eats strategy for breakfast.
-Peter Drucker

Many leaders and aspiring leaders think their skills and strategies are what create impact, and that perks and parties are what create culture. But in reality a much larger part is created by the leader’s energy in every moment of truth. When you kick off a meeting or a conference call, when a problem occurs, when you’re asking the team to come up with a breakthrough in a short period of time … it’s moments like those when your energy shapes the culture of your organization. If your energy is consistently and authentically optimized for the moment, you will create the impact and culture you’re hoping for.

I recently read a book that does a great job providing an overall framework for creating an organizational culture that thrives, starting with how the leader cultivates his or her own energetic presence. And I realized the author of that book would be a great guest for a show on how to optimize your energy and culture in those moments of truth.

Anese Cavanaugh is the author of Contagious Culture: Show Up, Set the Tone, and Intentionally Create an Organization That Thrives. She provides workshops, training, and coaching, and has worked with companies like IDEO, Zingerman’s, Cooper, Joie de Vivre, Fitbit, Nike, and others to strengthen team health, maximize leadership impact, and optimize company culture. In addition to appearing in publications like Harvard Business Review, The Huffington Post, CEO.com, and the NY Times, Anese writes regularly for Inc.com in her column “Showing Up.”

In this episode, Anese and Jesse discuss:

  • The Leadership Trifecta — Impact, Self-Care, and People;
  • The three components of the Intentional Energetic Presence (IEP) Method; and
  • Three steps to reboot your presence in 30 seconds as you head into your next “moment of truth.”
Thank you to Freshbooks for sponsoring this episode of Engaging Leader. Freshbooks is offering our listeners a free month of unrestricted use of their online accounting software (no credit card needed). Claim your free month at Freshbooks.com/Leader and enter “Engaging Leader” in the section that asks how you heard about Freshbooks.

Resources Mentioned in This Episode

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If you like our show, please rate us on iTunes. That makes a huge difference in helping more people discover it. We love to know your thoughts about this episode. Please submit your comments below! You can also email comments to Jesse at jesse@engagingleader.com, subscribe to him on Facebook, or follow him on Twitter.

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Culture eats strategy for breakfast. -Peter Drucker Many leaders and aspiring leaders think their skills and strategies are what create impact, and that perks and parties are what create culture. But in reality a much larger part is created by the lead... Culture eats strategy for breakfast. -Peter Drucker Many leaders and aspiring leaders think their skills and strategies are what create impact, and that perks and parties are what create culture. But in reality a much larger part is created by the leader’s energy in every moment of truth. When you kick off a meeting or […] Workforce Communication clean 42:22
145: Rethinking Accountability — How to Use It to Help Your People Unlock Their Strengths | with Jonathan Raymond https://www.workforcecommunication.com/145-rethinking-accountability-how-to-use-it-to-help-your-people-unlock-their-strengths-with-jonathan-raymond/ Sat, 01 Oct 2016 00:00:00 +0000 http://workforcecommunication.com/2016/10/01/145-rethinking-accountability-how-to-use-it-to-help-your-people-unlock-their-strengths-with-jonathan-raymond/ https://www.workforcecommunication.com/145-rethinking-accountability-how-to-use-it-to-help-your-people-unlock-their-strengths-with-jonathan-raymond/#respond https://www.workforcecommunication.com/145-rethinking-accountability-how-to-use-it-to-help-your-people-unlock-their-strengths-with-jonathan-raymond/feed/ 0 Leaders everywhere talk about accountability, but nobody is defining what it really means — and more importantly, breaking it down into a set of skills that people could learn and apply. Accountability is about helping people unlock their strengths. In this podcast, Jonathan and Jesse discuss how you can have far more powerful conversations with […]

41PWDb+q3rL._SX335_BO1,204,203,200_Leaders everywhere talk about accountability, but nobody is defining what it really means — and more importantly, breaking it down into a set of skills that people could learn and apply. Accountability is about helping people unlock their strengths.

In this podcast, Jonathan and Jesse discuss how you can have far more powerful conversations with the people on your team, blending professional and personal growth in a way where everybody wins. We also talk about how you can engage those same individuals and get things moving in the right direction. The discussion includes the five-step Accountability Dial:

  • The Mention
  • The Invitation
  • The Conversation
  • The Boundary
  • The Limit

As a leader, you’re focused on making a positive impact on the world and your customers.

The way to get people to be engaged is to be more engaged with them.

Personal and professional growth are one in the same. That’s the assertion behind Jonathan Raymond’s new book, Good Authority: How to Become the Leader Your Team Is Waiting For.

According to Jonathan, company cultures that will thrive in the future are the ones led by individuals who see fostering the personal growth of their team as their primary mission.

He invites us to reexamine our assumptions about the role of leaders and how culture and personal growth actually happen.

Jonathan Raymond is the author of the new book Good Authority: How to Become the Leader Your Team Is Waiting For. Jonathan is the former CEO and Chief Brand Officer of EMyth (the company behind the famous book), where he led the transformation of a global coaching brand. He is principal of Refound, a company that provides training and mentoring for owners, executives, and managers.

Thank you to Freshbooks for sponsoring this episode of Engaging Leader. Freshbooks is offering our listeners a free month of unrestricted use of their online accounting software (no credit card needed). Claim your free month at Freshbooks.com/Leader and enter “Engaging Leader” in the section that asks how you heard about Freshbooks.

Resources Mentioned in This Episode

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Your Feedback

If you like our show, please rate us on iTunes. That makes a huge difference in helping more people discover it. We love to know your thoughts about this episode. Please submit your comments below! You can also email comments to Jesse at jesse@engagingleader.com, subscribe to him on Facebook, or follow him on Twitter.

 

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Leaders everywhere talk about accountability, but nobody is defining what it really means — and more importantly, breaking it down into a set of skills that people could learn and apply. Accountability is about helping people unlock their strengths. Leaders everywhere talk about accountability, but nobody is defining what it really means — and more importantly, breaking it down into a set of skills that people could learn and apply. Accountability is about helping people unlock their strengths. In this podcast, Jonathan and Jesse discuss how you can have far more powerful conversations with […] Workforce Communication clean 40:40
144: Best Communication Tools for Teamwork https://www.workforcecommunication.com/144-best-communication-tools-for-teamwork/ Thu, 15 Sep 2016 00:00:00 +0000 http://workforcecommunication.com/2016/09/15/144-best-communication-tools-for-teamwork/ https://www.workforcecommunication.com/144-best-communication-tools-for-teamwork/#respond https://www.workforcecommunication.com/144-best-communication-tools-for-teamwork/feed/ 0 On Engaging Leader, we share a lot of principles about leadership communication, but what about collaboration communication? In other words, what’s the most effective and efficient way to talk to the colleagues and clients you work with most closely in order to do great work together? That’s a trick question, because there isn’t (yet) a […]

Image of three business people working at meeting

On Engaging Leader, we share a lot of principles about leadership communication, but what about collaboration communication? In other words, what’s the most effective and efficient way to talk to the colleagues and clients you work with most closely in order to do great work together?

That’s a trick question, because there isn’t (yet) a single communication tool that’s best for every moment of collaboration. The answer depends on several factors, which we’ll quickly discuss and then share Jesse’s current favorite tool for the different situations.

Three tools limited people who are stuck in the mid-90s:

  • In-person meeting
  • Email
  • Conference call

10 considerations when picking a communication tool at any given moment:

  1. In person vs. virtual
  2. Real-time vs. on-demand (asynchronous)
  3. Focusing vs. distraction-inviting
  4. Typed vs. spoken audio vs. visual
  5. Non-visual vs. screen sharing (webcast) vs. webcam (videoconference)
  6. Silent vs. audible
  7. Instant (urgent) vs. at-convenience
  8. Introverted vs. extraverted (speed and energy for you and the other person[s])
  9. Organized (threaded)
  10. Searchable (and archived)

Resources Mentioned in This Episode

Jesse’s current favorite communication tools for teamwork:

Thank you to Freshbooks for sponsoring this episode of Engaging Leader. Freshbooks is offering our listeners a free month of unrestricted use of their online accounting software (no credit card needed). Claim your free month at Freshbooks.com/Leader and enter “Engaging Leader” in the section that asks how you heard about Freshbooks.

Subscription Links

iTunes Stitcher RSS

Your Feedback

If you like our show, please rate us on iTunes. That makes a huge difference in helping more people discover it. We love to know your thoughts about this episode. Please submit your comments below! You can also email comments to Jesse at jesse@engagingleader.com, subscribe to him on Facebook, or follow him on Twitter.

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On Engaging Leader, we share a lot of principles about leadership communication, but what about collaboration communication? In other words, what’s the most effective and efficient way to talk to the colleagues and clients you work with most closely in... On Engaging Leader, we share a lot of principles about leadership communication, but what about collaboration communication? In other words, what’s the most effective and efficient way to talk to the colleagues and clients you work with most closely in order to do great work together? That’s a trick question, because there isn’t (yet) a […] Workforce Communication clean 47:10
143: Lessons from Starbucks on Leading with Values First | with Howard Behar https://www.workforcecommunication.com/143-lessons-from-starbucks-on-leading-with-values-first-with-howard-behar/ Thu, 01 Sep 2016 00:00:00 +0000 http://workforcecommunication.com/2016/09/01/143-lessons-from-starbucks-on-leading-with-values-first-with-howard-behar/ https://www.workforcecommunication.com/143-lessons-from-starbucks-on-leading-with-values-first-with-howard-behar/#respond https://www.workforcecommunication.com/143-lessons-from-starbucks-on-leading-with-values-first-with-howard-behar/feed/ 0 “We’re in the people business serving coffee, not the coffee business serving people.” ~ Howard Behar As the president of Starbucks North America and Starbucks International, Howard Behar spent over 20 years helping grow the company into a worldwide phenomenon. During those years, he was integral in establishing and nurturing the Starbucks culture. Since the beginning, […]

51kb5hp6-5L._SX316_BO1,204,203,200_“We’re in the people business serving coffee, not the coffee business serving people.” ~ Howard Behar

As the president of Starbucks North America and Starbucks International, Howard Behar spent over 20 years helping grow the company into a worldwide phenomenon. During those years, he was integral in establishing and nurturing the Starbucks culture.

Since the beginning, the Starbucks approach put people and values first. And at various turning points in its history, Starbucks fought to hang on its culture, core values, and passion — all while growing exponentially.

In this interview, Jesse and Howard discuss stories and lessons about:

  • How Howard discovered his “One Hat” — rather than trying to be different things for different people — so he could simply be consistent with his authentic self, including his personal values, passions, dreams, and style of working and leading;
  • How to practice One-Hat leadership (and One-Hat living) with honesty, clarity, and passion — and be truly engaged and alive;
  • How to discern your core values as a person, a leader, and an organization;
  • How to continually reaffirm your core values and build a team that share those values and;
  • How to change the values in a team that has lost their way.

In this episode, Jesse interviews Howard about his book It’s Not About the Coffee, as well as his newest book The Magic Cup.

Howard Behar is a speaker, mentor, and author of It’s Not About the Coffee as well as his newest book The Magic Cup. He served at Starbucks for over 20 years in roles that included VP of Operations, president of Starbucks North America, founding president of Starbucks International, and a board member. He joined Starbucks in 1989, when it had only 28 stores located around Seattle, and helped lead its growth to over 15,000 stores spanning five continents. Along with CEO Howard Schultz and COO/CFO Orin Smith, Howard Behar made up the leadership team known as “H2O” that made Starbucks one of the most admired companies in the world.

Thank you to Freshbooks for sponsoring this episode of Engaging Leader. Freshbooks is offering our listeners a free month of unrestricted use of their online accounting software (no credit card needed). Claim your free month at Freshbooks.com/Leader and enter “Engaging Leader” in the section that asks how you heard about Freshbooks.

Resources Mentioned in This Episode

Subscription Links

iTunes Stitcher RSS

Your Feedback

If you like our show, please rate us on iTunes. That makes a huge difference in helping more people discover it. We love to know your thoughts about this episode. Please submit your comments below! You can also email comments to Jesse at jesse@engagingleader.com, subscribe to him on Facebook, or follow him on Twitter.

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“We’re in the people business serving coffee, not the coffee business serving people.” ~ Howard Behar As the president of Starbucks North America and Starbucks International, Howard Behar spent over 20 years helping grow the company into a worldwide ph... “We’re in the people business serving coffee, not the coffee business serving people.” ~ Howard Behar As the president of Starbucks North America and Starbucks International, Howard Behar spent over 20 years helping grow the company into a worldwide phenomenon. During those years, he was integral in establishing and nurturing the Starbucks culture. Since the beginning, […] Workforce Communication clean 47:29
WHE30: Millennials and Healthcare: How They Experience the System | with Hector De La Torre https://www.workforcecommunication.com/whe30-millennials-and-healthcare-how-they-experience-the-system-with-hector-de-la-torre/ Mon, 22 Aug 2016 00:00:00 +0000 http://workforcecommunication.com/2016/08/22/whe30-millennials-and-healthcare-how-they-experience-the-system-with-hector-de-la-torre/ https://www.workforcecommunication.com/whe30-millennials-and-healthcare-how-they-experience-the-system-with-hector-de-la-torre/#respond https://www.workforcecommunication.com/whe30-millennials-and-healthcare-how-they-experience-the-system-with-hector-de-la-torre/feed/ 0 They’re supposedly young and healthy, but a new study shows that more than half of Millennials report having a chronic health condition. In addition, Millennials struggle how to navigate the health care system, starting with choosing an appropriate health plan in the first place. These and other surprising findings are from a new study on […]

Depositphotos_25725981_s-2015They’re supposedly young and healthy, but a new study shows that more than half of Millennials report having a chronic health condition. In addition, Millennials struggle how to navigate the health care system, starting with choosing an appropriate health plan in the first place.

These and other surprising findings are from a new study on Millennials and their experience with the health insurance and health care system.

In a recent poll conducted by the Transamerica Center for Health Studies of 1,171 U.S. Millennials, the research looks at how this mega-generation has experienced the healthcare system to-date and their expectations moving forward. In this episode, Jesse interviews Hector De La Torre, the Executive Director of the Transamerica Center for Health Studies (TCHS).

Jesse and Hector discuss the key findings of the study, as well as what employers can do to help Millennials choose a health plan that’s right for them and make appropriate choices about providers and treatment options.

TCHS a nonprofit focused on helping consumers and businesses navigate the healthcare landscape. Through its broad-based analysis and research findings, TCHS informs the national healthcare conversation by bringing clarity to the complex decision-making regarding health coverage and personal health and wellness.

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They’re supposedly young and healthy, but a new study shows that more than half of Millennials report having a chronic health condition. In addition, Millennials struggle how to navigate the health care system, They’re supposedly young and healthy, but a new study shows that more than half of Millennials report having a chronic health condition. In addition, Millennials struggle how to navigate the health care system, starting with choosing an appropriate health plan in the first place. These and other surprising findings are from a new study on […] Workforce Communication clean 38:04
142: That’s Not How We Do It Here! — How to Stay Agile and Innovative as a Mature Company | with John Kotter https://www.workforcecommunication.com/142-thats-not-how-we-do-it-here-how-to-stay-agile-and-innovative-as-a-mature-company-with-john-kotter/ Mon, 15 Aug 2016 00:00:00 +0000 http://workforcecommunication.com/2016/08/15/142-thats-not-how-we-do-it-here-how-to-stay-agile-and-innovative-as-a-mature-company-with-john-kotter/ https://www.workforcecommunication.com/142-thats-not-how-we-do-it-here-how-to-stay-agile-and-innovative-as-a-mature-company-with-john-kotter/#respond https://www.workforcecommunication.com/142-thats-not-how-we-do-it-here-how-to-stay-agile-and-innovative-as-a-mature-company-with-john-kotter/feed/ 0 Increasingly, large organizations are finding their competitive landscape changing so quickly that they’re unable to respond fast enough to survive and thrive. Most mature organizations have a built-in tendency to kill off anything agile, innovative, and entrepreneurial — which often is exactly what’s needed to stay ahead of today’s ever-increasing pace of change in the […]
51ZOdZcSI+L._SX329_BO1,204,203,200_Increasingly, large organizations are finding their competitive landscape changing so quickly that they’re unable to respond fast enough to survive and thrive. Most mature organizations have a built-in tendency to kill off anything agile, innovative, and entrepreneurial — which often is exactly what’s needed to stay ahead of today’s ever-increasing pace of change in the market.

On the other hand, startups often find themselves growing to the point where their organization’s size becomes unwieldy. They don’t have the systems, structures, and disciplines in place to produce great results efficiently and reliably, every day, month after month.

In this interview, Jesse welcomes one of his long-time favorite thought leaders, John Kotter. John’s latest book is That’s Not How We Do It Here! — a short fable that distills his decades of experience and award-winning research about how to lead change … and specifically, how to transform your team into one that’s both well-run (with systems and structures) as well as strategically agile (innovative, adaptive, and energetic).  Together, Jesse and John discuss key insights from the book, including:

  • The difference between management and leadership — and when each are necessary;
  • How to implement a “dual system” of management and leadership, to help the company achieve efficient and reliable results, while also innovating and adapting to meet future opportunities and challenges;
  • The importance of relentless communication to create and sustain momentum for the change initiative; and
  • The importance of effectively using story, brevity, and visuals in change communications.

Regarded by many as a top authority on leadership and change, Dr. John P. Kotter is a New York Times best-selling author, speaker, Harvard professor, as well as founder and chair of the management consulting firm Kotter International. Perhaps his most famous book is Leading Change, which Time magazine selected in 2011 as one of the 25 most influential business management books ever written. In 2006, he published what is arguably his most popular book, Our Iceberg Is Melting, a short business parable that illustrated his 8-step process for change management. His newest book, another short parable, is That’s Not How We Do It Here!

Thank you to Freshbooks for sponsoring this episode of Engaging Leader. Freshbooks is offering our listeners a free month of unrestricted use of their online accounting software (no credit card needed). Claim your free month at Freshbooks.com/Leader and enter “Engaging Leader” in the section that asks how you heard about Freshbooks.

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Increasingly, large organizations are finding their competitive landscape changing so quickly that they’re unable to respond fast enough to survive and thrive. Most mature organizations have a built-in tendency to kill off anything agile, innovative, Increasingly, large organizations are finding their competitive landscape changing so quickly that they’re unable to respond fast enough to survive and thrive. Most mature organizations have a built-in tendency to kill off anything agile, innovative, and entrepreneurial — which often is exactly what’s needed to stay ahead of today’s ever-increasing pace of change in the […] Workforce Communication clean 43:22
141: Hire, Develop, and Keep Great Employees | with Paul Falcone https://www.workforcecommunication.com/141-hire-develop-and-keep-great-employees-with-paul-falcone/ Mon, 01 Aug 2016 00:00:00 +0000 http://workforcecommunication.com/2016/08/01/141-hire-develop-and-keep-great-employees-with-paul-falcone/ https://www.workforcecommunication.com/141-hire-develop-and-keep-great-employees-with-paul-falcone/#respond https://www.workforcecommunication.com/141-hire-develop-and-keep-great-employees-with-paul-falcone/feed/ 0 People power your business — and success can hinge on your hiring, inspiring, and keeping the right ones. As a leader, are you cultivating this vital resource? Is there more you could be doing? Are you just winging it? Every HR executive has a laundry list of things they wish managers knew: best practices that […]

141People power your business — and success can hinge on your hiring, inspiring, and keeping the right ones. As a leader, are you cultivating this vital resource? Is there more you could be doing? Are you just winging it?

Every HR executive has a laundry list of things they wish managers knew: best practices that would enable the entire organization to operate more effectively … transforming those managers into exceptional — and highly promotable — leaders. In his newest playbook, 75 Ways for Managers to Hire, Develop, and Keep Great Employees, HR executive and author Paul Falcone offers readers a hands-on guide for people-strategies in the workplace.

In this interview, Jesse and Paul discuss:

  • If reference checks are still a valuable step when hiring employees. If so, how should you do them effectively?
  • How leaders should view engagement surveys — and how best to support the engagement of your direct reports.
  • Is the performance review truly going away (as suggested by the recent trend in several large companies). Why is it so demotivating to employees and managers alike, and what, if anything, will replace it?
  • How to communicate negative feedback in a way that leads to effective results.
  • What the “secret sauce” is that keeps employees not only happy but also feeling accountable and responsible for end results.

Paul Falcone is an HR executive who has held senior-level positions with Nickelodeon, Paramount Pictures, and Time Warner. Paul is a long-term contributor to HR Magazine and an instructor in the UCLA Extension School of Business and Management as well as a top-rated presenter at the SHRM national conference. He is the author of 10 books addressing tough issues that inevitably surface in the workplace from time to time, even for the strongest organizations and leaders.  

Thank you to Freshbooks for sponsoring this episode of Engaging Leader. Freshbooks is offering our listeners a free month of unrestricted use of their online accounting software (no credit card needed). Claim your free month at Freshbooks.com/Leader and enter “Engaging Leader” in the section that asks how you heard about Freshbooks.

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People power your business — and success can hinge on your hiring, inspiring, and keeping the right ones. As a leader, are you cultivating this vital resource? Is there more you could be doing? Are you just winging it? People power your business — and success can hinge on your hiring, inspiring, and keeping the right ones. As a leader, are you cultivating this vital resource? Is there more you could be doing? Are you just winging it? Every HR executive has a laundry list of things they wish managers knew: best practices that […] Workforce Communication clean 36:09
140: Cross-Generational Communications — How to Bridge the Gap to Engage Multiple Generations https://www.workforcecommunication.com/140-cross-generational-communications-how-to-bridge-the-gap-to-engage-multiple-generations/ Fri, 15 Jul 2016 00:00:00 +0000 http://workforcecommunication.com/2016/07/15/140-cross-generational-communications-how-to-bridge-the-gap-to-engage-multiple-generations/ https://www.workforcecommunication.com/140-cross-generational-communications-how-to-bridge-the-gap-to-engage-multiple-generations/#respond https://www.workforcecommunication.com/140-cross-generational-communications-how-to-bridge-the-gap-to-engage-multiple-generations/feed/ 0 We are in the early years of a fundamental demographic shift. What worked in the past will no longer be enough. In order to attract and keep top talent — and to influence their actions — you will need to change how you engage people. Today’s workforce is made up primarily of three generations: Baby […]

140We are in the early years of a fundamental demographic shift. What worked in the past will no longer be enough. In order to attract and keep top talent — and to influence their actions — you will need to change how you engage people.

Today’s workforce is made up primarily of three generations: Baby Boomers, Gen Xers, and Millennials. While every individual is unique, the three generations display key distinctions in motivations, preferences, and behaviors. In particular, the Millennial generation — which is even larger than the massive Baby Boom generation — now makes up a third of the workforce. As younger millennials continue to graduate from college, their powerful mix of values, communication style, and work perspective is driving a work-culture revolution.

In this episode, Jesse explains key generational distinctions and provides a framework to help leaders develop effective communication strategies, including three cross-generational lenses to calibrate your strategy.

Thank you to Freshbooks for sponsoring this episode of Engaging Leader. Freshbooks is offering our listeners a free month of unrestricted use of their online accounting software (no credit card needed). Claim your free month at Freshbooks.com/Leader and enter “Engaging Leader” in the section that asks how you heard about Freshbooks.

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If you like our show, please rate us on iTunes. That makes a huge difference in helping more people discover it. We love to know your thoughts about this episode. Please submit your comments below! You can also email comments to Jesse at jesse@engagingleader.com, subscribe to him on Facebook, or follow him on Twitter.

 

 

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We are in the early years of a fundamental demographic shift. What worked in the past will no longer be enough. In order to attract and keep top talent — and to influence their actions — you will need to change how you engage people. We are in the early years of a fundamental demographic shift. What worked in the past will no longer be enough. In order to attract and keep top talent — and to influence their actions — you will need to change how you engage people. Today’s workforce is made up primarily of three generations: Baby […] Workforce Communication clean 34:30
139: How to Speak the Truth to Your Boss and Team (Even When It’s Hard) | with Mindy Mackenzie https://www.workforcecommunication.com/139-how-to-speak-the-truth-to-your-boss-and-team-even-when-its-hard-with-mindy-mackenzie/ Fri, 01 Jul 2016 00:00:00 +0000 http://workforcecommunication.com/2016/07/01/139-how-to-speak-the-truth-to-your-boss-and-team-even-when-its-hard-with-mindy-mackenzie/ https://www.workforcecommunication.com/139-how-to-speak-the-truth-to-your-boss-and-team-even-when-its-hard-with-mindy-mackenzie/#respond https://www.workforcecommunication.com/139-how-to-speak-the-truth-to-your-boss-and-team-even-when-its-hard-with-mindy-mackenzie/feed/ 0 “Learn what is true to do what is right.” ~ Thomas Huxley The thing that companies and individuals need most they often get least. What is this thing? The truth. Why? Because people don’t have the courage to say what they’re really thinking. But no company or individual can survive, let alone thrive, without the […]

Pretty young woman explaning about her profile to business managers at a job interview

“Learn what is true to do what is right.”
~ Thomas Huxley

The thing that companies and individuals need most they often get least. What is this thing? The truth.

Why? Because people don’t have the courage to say what they’re really thinking. But no company or individual can survive, let alone thrive, without the truth. You aren’t doing anyone a favor when you don’t provide bad news, negative feedback, or other “hard truths” that can affect performance.

In her new book, The Courage Solution: The Power of Truth Telling with Your Boss, Peers, and Team, Mindy Mackenzie challenges business leaders to take simple actions that are highly practical, although they do require vulnerability and courage. As a result, leaders will dramatically improve their impact while increasing their happiness and fulfillment.

51yyosjk0pL._SX322_BO1,204,203,200_

In this episode, Jesse and Mindy discuss:

  • how to speak truths in a way people will actually hear (and be open to your influence),
  • how to deliver squirm-free feedback to your direct-reports using the Scale of 1 – 10 Question,
  • keys to delivering the hardest truth to an under-performer (“you’re fired”) without sucking the life out of you,
  • how to build credibility with your boss, so that your ideas will be more likely to be implemented,
  • how to express pushback, challenges, and disagreements with your boss, and
  • the #1 question to ask your boss in order to make a positive change in your relationship.

Mindy Mackenzie is a speaker, author, and CEO advisor. Previously, she served as Chief Performance Officer and Chief HR Officer of liquor giant Jim Beam. Her career also includes five years at Campbell Soup Co., where she was was VP of Asia Pacific HR & Public Affairs, and nine years at Wal-Mart, where she advanced through various leadership, HR, and Organizational Development roles.

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“Learn what is true to do what is right.” ~ Thomas Huxley The thing that companies and individuals need most they often get least. What is this thing? The truth. Why? Because people don’t have the courage to say what they’re really thinking. “Learn what is true to do what is right.” ~ Thomas Huxley The thing that companies and individuals need most they often get least. What is this thing? The truth. Why? Because people don’t have the courage to say what they’re really thinking. But no company or individual can survive, let alone thrive, without the […] Workforce Communication clean 37:26
138: Nudgy — How to Influence People to Make an Optimal Choice in the ‘Moment of Truth’ https://www.workforcecommunication.com/138-nudgy-how-to-influence-people-to-make-an-optimal-choice-in-the-moment-of-truth/ Wed, 15 Jun 2016 00:00:00 +0000 http://workforcecommunication.com/2016/06/15/138-nudgy-how-to-influence-people-to-make-an-optimal-choice-in-the-moment-of-truth/ https://www.workforcecommunication.com/138-nudgy-how-to-influence-people-to-make-an-optimal-choice-in-the-moment-of-truth/#respond https://www.workforcecommunication.com/138-nudgy-how-to-influence-people-to-make-an-optimal-choice-in-the-moment-of-truth/feed/ 0 In episode 136, I shared how there are three secrets to effective content as part of a leadership or workforce communication strategy: visual, sticky, and “nudgy.” We discussed the first secret in episode 127, Let’s Get Visual: 6 Engaging Ways to Use Images. We discussed the second secret in episode 136, Sticky — 7 Keys […]

nudgy tabIn episode 136, I shared how there are three secrets to effective content as part of a leadership or workforce communication strategy: visual, sticky, and “nudgy.”

VNS on white copyWe discussed the first secret in episode 127, Let’s Get Visual: 6 Engaging Ways to Use Images. We discussed the second secret in episode 136, Sticky — 7 Keys to Making People Notice, Care, and Act.

But we don’t just want our communications to stick, we want to drive action. The final of the three secrets is Nudgy, and that’s our focus here in episode 128. “Nudgy” means we apply evidence-based insights from behavioral economics to help our communications influence people to make an optimal choice in the “moment of truth.”

This term comes from the book Nudge, by University of Chicago economist Richard H. Thaler. But a newer book on the subject has a more specific application to workforce communication — The Power of Fifty Bits, by Bob Nease, who served many years as the chief scientist at Express Scripts.

In this episode, Jesse discusses how to use communications to leverage three heuristics (subconscious rules of thumb) that influence everyday behaviors of people.

  • Inertia
  • Loss aversion
  • Social norms

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In episode 136, I shared how there are three secrets to effective content as part of a leadership or workforce communication strategy: visual, sticky, and “nudgy.” We discussed the first secret in episode 127, In episode 136, I shared how there are three secrets to effective content as part of a leadership or workforce communication strategy: visual, sticky, and “nudgy.” We discussed the first secret in episode 127, Let’s Get Visual: 6 Engaging Ways to Use Images. We discussed the second secret in episode 136, Sticky — 7 Keys […] Workforce Communication clean 21:24
137: The Unplugged Leader — How to Take a Worry-Free Vacation | with Mindy Mackenzie https://www.workforcecommunication.com/137-the-unplugged-leader-how-to-take-a-worry-free-vacation-with-mindy-mackenzie/ Wed, 01 Jun 2016 00:00:00 +0000 http://workforcecommunication.com/2016/06/01/137-the-unplugged-leader-how-to-take-a-worry-free-vacation-with-mindy-mackenzie/ https://www.workforcecommunication.com/137-the-unplugged-leader-how-to-take-a-worry-free-vacation-with-mindy-mackenzie/#respond https://www.workforcecommunication.com/137-the-unplugged-leader-how-to-take-a-worry-free-vacation-with-mindy-mackenzie/feed/ 0 With warm, summer weather arriving in the northern hemisphere, many of us have vacation plans. But what type of vacation will you take? Will it actually refresh you, helping you come back to work with new energy, fresh ideas, and a better perspective to help you deliver results that matter? If you’re like most business […]

A young man and woman embracing and laughing as a happy romantic couple on a beach

With warm, summer weather arriving in the northern hemisphere, many of us have vacation plans. But what type of vacation will you take? Will it actually refresh you, helping you come back to work with new energy, fresh ideas, and a better perspective to help you deliver results that matter?

If you’re like most business leaders in the U.S., your vacation is probably only about a week long — and you’ll spend at least an hour or two every day keeping up with business on your smartphone or laptop.

The better vacation is the unplugged vacation, according to author and CEO advisor Mindy Mackenzie. But everyone is afraid to do it.

What if you could take a two-week or even three-week vacation, and truly unplug from work — without your absence causing any catastrophes back at the office?

Mindy and Jesse discuss how to take an unplugged vacation from work, worry-free.

Mindy Mackenzie is a speaker, author, and CEO advisor. Her new book is The Courage Solution: The Power of Truth Telling with Your Boss, Peers, and Team. Previously, Mindy served as Chief Performance Officer and Chief HR Officer of liquor giant Jim Beam. Her career also includes five years at Campbell Soup Co., where she was was VP of Asia Pacific HR & Public Affairs; and nine years at Wal-Mart, where she advanced through various leadership, HR, and Organizational Development roles.

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With warm, summer weather arriving in the northern hemisphere, many of us have vacation plans. But what type of vacation will you take? Will it actually refresh you, helping you come back to work with new energy, fresh ideas, With warm, summer weather arriving in the northern hemisphere, many of us have vacation plans. But what type of vacation will you take? Will it actually refresh you, helping you come back to work with new energy, fresh ideas, and a better perspective to help you deliver results that matter? If you’re like most business […] Workforce Communication clean 26:04
136: Sticky – 7 Keys to Making People Notice, Care, and Act https://www.workforcecommunication.com/136-sticky-7-keys-to-making-people-notice-care-and-act/ Mon, 16 May 2016 00:00:00 +0000 http://workforcecommunication.com/2016/05/16/136-sticky-7-keys-to-making-people-notice-care-and-act/ https://www.workforcecommunication.com/136-sticky-7-keys-to-making-people-notice-care-and-act/#respond https://www.workforcecommunication.com/136-sticky-7-keys-to-making-people-notice-care-and-act/feed/ 0 In a typical communication strategy, part of the plan involves leadership actions, but also involves communication content — words, images, videos, and so forth. You’ve probably heard the phrase Content Is King. You can do a great job with other aspects of your strategy, but if the content isn’t effective, you’ll fail to meet your […]

sticky tabIn a typical communication strategy, part of the plan involves leadership actions, but also involves communication content — words, images, videos, and so forth. You’ve probably heard the phrase Content Is King. You can do a great job with other aspects of your strategy, but if the content isn’t effective, you’ll fail to meet your objectives. Content is key to grabbing attention and getting people to think or act differently.

So if content is king, how do we make it effective — to drive behavior and make a positive difference? There are three secrets to effective content. We need to make it visual, sticky, and “nudgy.” VNS on white copy

We discussed the first secret in episode 127, Let’s Get Visual: 6 Engaging Ways to Use Images. Here in episode 136, we’ll discuss the first secret, Sticky. And then we’ll discuss the third secret in episode 138, “Nudgy: How to influence people to make an optimal choice in the ‘moment of truth.’

The best model for sticky communications comes from the book Made to Stick, by a couple of PhDs and brothers named Chip and Dan Heath. It spells out the word SUCCESS.

  • S: Simple – Make the core message clear. (WIIFM)
  • U: Unexpected – Make people notice. (Humor works great.)
  • C: Concrete – Make people understand.
  • C: Credible – Make people believe.
  • E: Emotional – Make people care.
  • S: Stories – Make people act.
  • S: Short – Avoid losing them. (This isn’t in the book, but in the age of social media and smartphones, it’s now a necessary part of the formula.)

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In a typical communication strategy, part of the plan involves leadership actions, but also involves communication content — words, images, videos, and so forth. You’ve probably heard the phrase Content Is King. In a typical communication strategy, part of the plan involves leadership actions, but also involves communication content — words, images, videos, and so forth. You’ve probably heard the phrase Content Is King. You can do a great job with other aspects of your strategy, but if the content isn’t effective, you’ll fail to meet your […] Workforce Communication clean 26:18
GC35: Enhancing Millennial Performance at Work | with Aaren Terrett https://www.workforcecommunication.com/gc35-enhancing-millennial-performance-at-work-with-aaren-terrett/ Mon, 09 May 2016 00:00:00 +0000 http://workforcecommunication.com/2016/05/09/gc35-enhancing-millennial-performance-at-work-with-aaren-terrett/ https://www.workforcecommunication.com/gc35-enhancing-millennial-performance-at-work-with-aaren-terrett/#respond https://www.workforcecommunication.com/gc35-enhancing-millennial-performance-at-work-with-aaren-terrett/feed/ 0 We are in the early years of a fundamental demographic shift. The Millennial generation — which is even larger than the massive Baby Boom generation — now makes up a third of the workforce. As younger millennials continue to graduate from college, their powerful mix of values, communication style, and work perspective is driving a […] o2ebrands_home_greatjobs_retina

We are in the early years of a fundamental demographic shift. The Millennial generation — which is even larger than the massive Baby Boom generation — now makes up a third of the workforce. As younger millennials continue to graduate from college, their powerful mix of values, communication style, and work perspective is driving a work-culture revolution.

As you lead a team that’s increasingly made up of millennials, understanding their motivators is essential to your success. This is a challenge that Aaren Terrett knows very well, since his organization is made up almost entirely of millennials.

Aaren is director of sales operations at O2E Brands, the parent company of 1-800-GOT-JUNK?, Wow 1 Day Painting, You Move Me, and Shack Shine. What’s the secret to his company’s success in producing consistent and sustained motivation in its millennial workforce?

“We apply the principles of frequent feedback, recognition of success, and instant communication,” Aaren says. “Some people call it gamification. We call it leadership of our people. It’s the way the millennial workforce likes to be led.”

Jesse and Aaren discuss the profile of the millennial at work, and how O2E has used gamification principles to shape a positive culture, improve customer service, and increase productivity. Their discussion includes:

  • Contests, prizes, and instant and visually engaging public recognition,
  • New-hire training that includes interactive video game structures, and
  • Gamification principles incorporated into their recruiting and career advancement processes.

Aaren Terrett is the director of sales operations at O2E Brands, headquartered in Vancouver, BC. O2E, which stands for “ordinary to exceptional,” operates four franchise brands with a combined revenue of $150M.

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If you like our show, please rate us on iTunes. That makes a huge difference in helping more people discover it. We love to know your thoughts about this episode. Please submit your comments below! You can also email comments to Jesse at jesse@engagingleader.com, subscribe to him on Facebook, or follow him on Twitter.

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We are in the early years of a fundamental demographic shift. The Millennial generation — which is even larger than the massive Baby Boom generation — now makes up a third of the workforce. As younger millennials continue to graduate from college, We are in the early years of a fundamental demographic shift. The Millennial generation — which is even larger than the massive Baby Boom generation — now makes up a third of the workforce. As younger millennials continue to graduate from college, their powerful mix of values, communication style, and work perspective is driving a […] Workforce Communication clean 30:36
135: How to Lead Meetings That Get Results (and That People Want to Attend) | with Karin Hurt https://www.workforcecommunication.com/135-how-to-lead-meetings-that-get-results-and-that-people-want-to-attend-with-karin-hurt/ Sun, 01 May 2016 00:00:00 +0000 http://workforcecommunication.com/2016/05/01/135-how-to-lead-meetings-that-get-results-and-that-people-want-to-attend-with-karin-hurt/ https://www.workforcecommunication.com/135-how-to-lead-meetings-that-get-results-and-that-people-want-to-attend-with-karin-hurt/#respond https://www.workforcecommunication.com/135-how-to-lead-meetings-that-get-results-and-that-people-want-to-attend-with-karin-hurt/feed/ 0 Horrible meetings are a cliché of the business world, and with good reason. Most meetings are a waste of time and don’t accomplish much, if anything. Everyone leaves frustrated that they could be doing something more productive with their time — and not only do your results suffer, so does your credibility as a leader. […]

Group Of Happy Coworkers Discussing In Conference Room

Horrible meetings are a cliché of the business world, and with good reason. Most meetings are a waste of time and don’t accomplish much, if anything. Everyone leaves frustrated that they could be doing something more productive with their time — and not only do your results suffer, so does your credibility as a leader.

Yet even though we all love to hate meetings, you cannot achieve results without bringing people together to make decisions and take action — whether in person, online, or on a conference call.

Karin Hurt returns to Engaging Leader, as she and Jesse discuss specific techniques to running meetings that are efficient, productive, and something people want to attend. Their conversation includes:

  • The reason for roughly 90% of the problems managers have with poor performance,
  • The importance of the 28-day rule,
  • The six reasons people hate meetings,
  • The two outcomes every meeting should accomplish, and  
  • The most important five minutes you’ll spend to make your meetings achieve results.

Karin Hurt is co-author of the new book Winning Well: A Manager’s Guide to Getting Results — Without Losing Your Soul. Her previous book was Overcoming An Imperfect Boss. Karin is CEO of Let’s Grow Leaders. As a keynote speaker, leadership consultant, and MBA professor, Karin helps leaders improve business results by building deeper trust and connection with their teams. A former Verizon Wireless executive, she has over two decades of experience in sales, marketing, customer service, and human resources. Her award-winning blog, Let’s Grow Leaders, has grown into a highly interactive, international community.

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If you like our show, please rate us on iTunes. That makes a huge difference in helping more people discover it. We love to know your thoughts about this episode. Please submit your comments below! You can also email comments to Jesse at jesse@engagingleader.com, subscribe to him on Facebook, or follow him on Twitter.

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Horrible meetings are a cliché of the business world, and with good reason. Most meetings are a waste of time and don’t accomplish much, if anything. Everyone leaves frustrated that they could be doing something more productive with their time — and n... Horrible meetings are a cliché of the business world, and with good reason. Most meetings are a waste of time and don’t accomplish much, if anything. Everyone leaves frustrated that they could be doing something more productive with their time — and not only do your results suffer, so does your credibility as a leader. […] Workforce Communication clean 34:06
WHE29: Behavioral Economics for Business Leaders: Turn Good Intentions into Positive Results | with Bob Nease https://www.workforcecommunication.com/whe29-behavioral-economics-for-business-leaders-turn-good-intentions-into-positive-results-with-bob-nease/ Tue, 26 Apr 2016 00:00:00 +0000 http://workforcecommunication.com/2016/04/26/whe29-behavioral-economics-for-business-leaders-turn-good-intentions-into-positive-results-with-bob-nease/ https://www.workforcecommunication.com/whe29-behavioral-economics-for-business-leaders-turn-good-intentions-into-positive-results-with-bob-nease/#respond https://www.workforcecommunication.com/whe29-behavioral-economics-for-business-leaders-turn-good-intentions-into-positive-results-with-bob-nease/feed/ 0 The new book, The Power of Fifty Bits: The New Science of Turning Good Intentions into Positive Results, by Bob Nease, PhD, is the first practical guide for business leaders to apply behavioral economics to activate the good intentions of people in their workforce. Behavioral economics has shown that people’s choices and actions often are […]

IntentionsThe new book, The Power of Fifty Bits: The New Science of Turning Good Intentions into Positive Results, by Bob Nease, PhD, is the first practical guide for business leaders to apply behavioral economics to activate the good intentions of people in their workforce.

Behavioral economics has shown that people’s choices and actions often are not based on rational decisions.

If you are a benefits manager or the leader of a wellness program, this explains why some of your best efforts at plan design, incentives, and participant education have frustrating results. We often assume (incorrectly) that if we give people the right information and financial carrots and sticks, they will:

  • Adopt healthier behaviors such as saving for retirement and eating healthier, and
  • Make smart-consumer choices such as choosing high-quality, lower-cost medications and providers.

A logical structure of plan design, incentives, and participant education seems like it should influence employees appropriately, but too often these components have little — or even a negative — effect. In our frustration, we may conclude that employees lack information or moral strength, or perhaps that they have bad intentions. However, the data shows that’s not the case. Lots of people already believe in the value of the behaviors that are being promoted. Instead, inattention and inertia lead to behaviors that don’t match what they want to do.

In this episode, Bob Nease joins Jesse to discuss how to use the science of behavioral economics to activate the good intentions that people have. Bob shares a framework of seven strategies to overcome inattention and inertia in your workforce — strategies that have been proven to measurably improve choices and behaviors.

Fifty Bits

From “The Power of Fifty Bits” (HarperCollins, 2016)

Bob Nease, PhD, is the author of The Power of Fifty Bits: The New Science of Turning Good Intentions into Positive Results. Bob served many years as the chief scientist at Express Scripts, a Fortune 25 healthcare company dedicated to making the use of prescription medications safer and more affordable. Bob was also an associate professor of internal medicine at Washington University in St. Louis and an assistant professor at the Geisel School of Medicine at Dartmouth College. He is the author of more than 70 peer-reviewed scientific articles, and inventor on six US patents.

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If you like our show, please rate us on iTunes. That makes a huge difference in helping more people discover it. We love to know your thoughts about this episode. Please submit your comments below! You can also email comments to Jesse at jesse@engagingleader.com, subscribe to him on Facebook, or follow him on Twitter.

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The new book, The Power of Fifty Bits: The New Science of Turning Good Intentions into Positive Results, by Bob Nease, PhD, is the first practical guide for business leaders to apply behavioral economics to activate the good intentions of people in the... The new book, The Power of Fifty Bits: The New Science of Turning Good Intentions into Positive Results, by Bob Nease, PhD, is the first practical guide for business leaders to apply behavioral economics to activate the good intentions of people in their workforce. Behavioral economics has shown that people’s choices and actions often are […] Workforce Communication clean 43:37
Visual Examples from O2E Brands https://www.workforcecommunication.com/visual-examples-from-o2e-brands/ Thu, 21 Apr 2016 00:00:00 +0000 http://workforcecommunication.com/2016/04/21/visual-examples-from-o2e-brands/ https://www.workforcecommunication.com/visual-examples-from-o2e-brands/#respond https://www.workforcecommunication.com/visual-examples-from-o2e-brands/feed/ 0 These fun examples of visuals to promote contests and milestones were discussed in GC35: Enhancing Millennial Performance at Work | with Aaren Terrett.                               These fun examples of visuals to promote contests and milestones were discussed in GC35: Enhancing Millennial Performance at Work | with Aaren Terrett.

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134: Under New Management: Upending Business As Usual | with David Burkus https://www.workforcecommunication.com/134-under-new-management-upending-business-as-usual-with-david-burkus/ Fri, 15 Apr 2016 00:00:00 +0000 http://workforcecommunication.com/2016/04/15/134-under-new-management-upending-business-as-usual-with-david-burkus/ https://www.workforcecommunication.com/134-under-new-management-upending-business-as-usual-with-david-burkus/#respond https://www.workforcecommunication.com/134-under-new-management-upending-business-as-usual-with-david-burkus/feed/ 0 Great leaders don’t innovate products, they innovate the factory. Through most of the 20th century, great leaders focused on reinventing the factory. From Frederick Taylor to Henry Ford, the industrial age was made by people who could envision the best way to design the organization around the product. Today, much of the world has moved […]

UnderGreat leaders don’t innovate products, they innovate the factory.

Through most of the 20th century, great leaders focused on reinventing the factory. From Frederick Taylor to Henry Ford, the industrial age was made by people who could envision the best way to design the organization around the product.

Today, much of the world has moved from the factory floor to the factory of minds. That calls for a reinvention of the factory and a redesign of the way we do business. The best leaders have already started reinventing the factory once more.

In his latest book, Under New Management, David Burkus has collected stories of dozens of companies that make this journey. Drawing on decades of research, he has found that many decades-old management practices have now become counter-productive. In their place, leading organizations are finding new ways to enhance productivity and engagement, including:

  • Outlaw email,
  • Put customers second,
  • Lose the standard vacation policy,
  • Pay people to quit,
  • Make salaries transparent,
  • Ditch performance appraisals,
  • Close open offices,
  • Take sabbaticals, and
  • Fire the managers.

David Burkus is a best-selling author, an award-winning podcaster, and management professor. In 2015, he was named one of the emerging thought leaders most likely to shape the future of business by Thinkers50, the world’s premier ranking of management thinkers. David has delivered keynote speeches and workshops for Fortune 500 companies such as Microsoft, Google, and Stryker; at in-demand conferences such as SXSW and TEDx events; and to governmental leaders and military leaders at the U.S. Naval Academy and Naval Postgraduate School.

Resources Mentioned in This Episode

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If you like our show, please rate us on iTunes. That makes a huge difference in helping more people discover it. We love to know your thoughts about this episode. Please submit your comments below! You can also email comments to Jesse at jesse@engagingleader.com, subscribe to him on Facebook, or follow him on Twitter.

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Great leaders don’t innovate products, they innovate the factory. Through most of the 20th century, great leaders focused on reinventing the factory. From Frederick Taylor to Henry Ford, the industrial age was made by people who could envision the best... Great leaders don’t innovate products, they innovate the factory. Through most of the 20th century, great leaders focused on reinventing the factory. From Frederick Taylor to Henry Ford, the industrial age was made by people who could envision the best way to design the organization around the product. Today, much of the world has moved […] Workforce Communication clean 33:41