One leader behavior gets 88% more “above and beyond” performance.
Want to know what it is?
Watch the video.
Everyone wants growth.
We want growth in our personal lives, as parents, and in our friendships. We want to grow in our professional lives, as business leaders, entrepreneurs, and front-line employees.
The desire for growth lies deep down in each of us. It just makes sense that it is a key goal for most businesses. But growth, in and of itself, is not without its challenges. Chris Zook, partner at Bain & Co. and co-author of The Founder’s Mentality put it this way:
“Growth creates complexity, and complexity is the silent killer of growth.”
New Gallup research proves the relationship between leader approachability and employee engagement.
If you want to improve engagement there is really only one place to look – your supervisors. Gallup’s most recent report, State of the American Manager: Analytics and Advice for Leaders, found that:
“Managers account for up to 70% of variance in engagement.”
And there’s the rub.
Earlier this week, Unilever purchased Dollar Shave Club for $1 billion.
Here’s a quick background on the two companies.
Unilever is the owner of big name home care, food, refreshment, and personal care brands like Dove, TRESemme, Vaseline, Lipton, Ben & Jerry’s, the list goes on. Employing over 172,000 people, it is the third-largest consumer goods company in the world. The beginnings of the company date back to the early 1870s when two family businesses were just getting up and running. One in the exporting butter business. The other in the homemade soap and grocery store business. In 1929, the two businesses merged to create what we now know as Unilever.
Dollar Shave Club began operations in 2011, but they didn’t really start gaining steam until they released this video in 2012.
High fives. Atta girls. Good job milkshakes. 4 o’clock happy hours.
It can be anything. What matters is that you celebrate. Celebrate the great work your folks do every day. Tell them often. It’s so simple but we don’t do it. Instead we take our terrific employees for granted. Not always, of course. When we do take time to think about it, we find ourselves being grateful for the incredible work everyone does. The problem is we’re busy. It’s hard to find that moment to sit back and just be grateful. And even when we do, we forget to mention it to the employees we’re feeling grateful for. Then we’re singing a Joni Mitchell ballad…
“….You Don’t Know What You Got (Till It’s Gone)…”
But forget about turnover. Just think about production.
Here are four reasons you should be celebrating more with your team.
On June 23rd, Great Britain voted to leave the European Union. As I’ve watched Brexit play out, I couldn’t help but notice that there’s a leadership lesson in all of this.
Creating a culture of trust decreases chronic stress and improves productivity, creative problem solving, and job satisfaction. This, according to Paul J. Zak, a professor at Claremont Graduate University and chief science officer at Ofactor. Zak began his research in...
It’s been almost three weeks since the deadliest mass shooting in American history.
In the days and weeks following events such as these, we often find ourselves looking to our leadership – our political representatives, our church leaders, the heads of houses. In essence, we all want someone we can look to for comfort. Someone who can help us find clarity or sort through our own emotions. These are the things that matter in moments of extreme grief, anger, and misunderstanding.
The problem is many of our leaders fail to do this.
Alabama Media Group featured our “Are you a good boss?” quiz on their website Sunday.
Emotional Intelligence. What is it? And why do we need it? According to Psychology Today, emotional intelligence is "the ability to identify and manage your own emotions and the emotions of others." It is generally said to include three skills: Emotional awareness,...
Sure, perfection is great. But what does it cost you?
Think about the last lesson you learned.
No. Not that that one. I’m talking about the one you really learned – the hard way. What happened? Did it change you?
Apply that sort of logic to your employees, your business. We learn best from our mistakes. Our most notable moments of growth stem from our failures.
Forbes has this group called The MPW Insiders where influential people provide answers to important business questions. A couple week ago, the question was: How do you embrace imperfection as part of professional development? Rachel Mendelowitz, managing partner at McChrystal Group, was the influential person of the day. Here’s her take.
https://www.youtube.com/watch?v=unrZsTMtI9A&feature=youtu.be Last week we lost Muhammad Ali. He personified approachability. Even though Ali was a big, powerful man he always looked for ways to shrink distance between himself and others. In today's Approachability...
Workplace stress is bad for business and bad for workers.
This, according to recent research compiled by Eastern Kentucky University’s Occupational Safety Department. This new research supports something we’ve emphasized for a while (it is a core topic of our White Paper on The ROI of Approachable Leadership).
Here’s the deal.
Businesses are run by people. Plain and simple. People are emotional, even those of us who have a hard time showing it. We have families, friends, debt, yards to mow, meals to prepare, cars to fix, the list goes on and on (I feel my blood pressure rising just writing that sentence). We have responsibilities – things life requires of us. Then we have jobs. And with a job comes another endless list of more responsibilities.
Good leaders make you feel safe, but there’s a difference between good leaders and most leaders. Most leaders make their employees scared.
Listen more. Talk less. Peter Drucker said, "The most important thing in communication is hearing what isn't said." I was reminded of this quote last week while reading "4 Things Your Employees Are Desperately Trying to Tell You." This article caught my eye for the...