I am a massive fan of David Friedman's work for culture by design instead of culture by chance. He does a fantastic job helping company's transition abstract values into concrete behaviors (he calls fundamentals). Unfortunately, many organizations do not understand what their culture represents to the people on the team. Many CEOs have a large blind spot when it comes to culture. They are too close to see what is happening. It is like the odor of one's home. Others can smell what we cannot.
Leslie leaves her job after 18 years for another that pays about the same amount of money. Raymond leaves his new job of six months for another job that pays 50 cents an hour more with a longer commute. Sarah is looking for a job in another field. She is tired of the negativity at her current firm. What do these three have in common? They all did not feel appreciated at work. There is one skill to fight the great resignation and win.
You are always having an impact on those around you. At the same time, we often neglect to tell others how we feel about their presence in our lives. As you open the wrapper in 2022, I encourage you to be like this little boy. Let others know how they impact you, and show sincere appreciation for the deeds they may take for granted.
In business terms, the normalcy bias causes leaders to make corrections to achieve comfortable rather than excellence. In a challenging environment, many leaders seek the comfortable (no matter how mediocre) rather than the change needed to prevent the same outcomes. These leaders may even lose their job or steer the organization into failure rather than making the necessary changes to be successful.
What is the plural of mongoose? Rod Stewart opined in his famous eighty's song Infatuation, “Oh no, not again, it hurts so good, I don’t understand” about a new love in his life. Love may not be the emotion leaders experience as we adjust to another generation entering the workforce. Tragically, many organizations (and supervisors) have not adapted to millennials and are about to become two generations behind. What does this mean for the modern workplace?
I want to personally wish you a Merry Christmas and Happy New Year.
Use this acronym to make others remember your message. SUCCESs
I recently heard that nine percent of the business world is in sales. In the last two years, sales experienced significant technology changes due to the pandemic. TQ (technology acumen) is now a differentiator among sales professionals. Sales skills are more critical than ever as more entrepreneurs enter the business world to sell products and services. The term sales professional is more diluted than ever before. What does all this mean for you and your sales team? How can you position your company to compete in a world full of business noise?
The need to be liked, also known as the disease to please, is not the same as being likeable. The need to be liked by others relates to the need for approval and affirmation. In a leadership position, this can portend disaster and failure when a leader believes being liked by followers is the gateway to getting supported or accomplishing the team's objectives. It is better to be respected than liked. I have coached many leaders about this distinction.
It is time to stop making excuses for intolerant jerks who use threats and intimidation to get work completed for your organization. You were able to hide your bad supervisors and managers in the past. No longer! The great resignation is now surfacing bad leadership because employees have choices. Overlay the dominant millennial generation and the emergence of Gen Z on the current corporate landscape, and bad leadership is the root of all your current talent problems.
Many job advertisers seek experience in the job as a prerequisite for qualification. Is this a mistake or an attempted shortcut to avoid the heavy lift that comes with training a new employee? Is experience the best answer when it comes to adding talent to your team? With today’s transitional workforce and the great resignation upon us, are too many employers relying on experience at the expense of acquiring the best talent available? These are loaded questions.
We have all hired that person that looked good on paper and interviewed well but did not turn out as expected. How do we undo this mistake? You went to the board and made the pitch, but alas, they did not perform. Or worse, they have changed into someone that is no longer the person you hired. What now?