Saying your people are your greatest asset is a very nice marketing statement. But would your integrity be questioned because there is no sustainable application to make it happen. The truth is, people aren’t your greatest asset, unless they’re provided guidance on how to build stronger relationships at work. When relationships at work are strong employees perform better as individuals and in teams.
Decades of research prove that individuals and teams that get along dramatically outperform those who don’t in almost every important business metric. In fact, the single most cited reason (80%) why people leave their job is because of poor relationships at work. Individuals who have stronger relationships at work substantially outperform individuals who don’t, they’re more productive, more profitable, more innovative, have less accidents, contribute more…and on and on.
By far the most remembered sentence in the Declaration of Independence is the one that starts the second paragraph.
“We hold these Truths to be self-evident, that all Men are created equal, that they are endowed by their Creator with certain unalienable Rights, that among these are Life, Liberty, and the Pursuit of Happiness.”
Immediately after the construction of the Declaration and since, the segment which states “all Men are created equal,” has been part of hundreds of speeches, protests, boycotts and even wars. Continue reading
Is anything right with leadership today? I am totally overwhelmed by the number of people talking about the leadership crisis that we are currently experiencing. This is a global conversation that’s going on in both the public and private sector. The long-term forecast is it’s going to get much worse before it gets better, because of the actions that have brought us to the economic and socially responsible upheavals that cover our daily headlines.
Sometimes we must seek to find humor in pain. For many of us it’s the only way to maintain our mental composure. It’s a mental protection system. You probably can stop and picture when you have done this yourself. We even have habitual phrases we use for situations like: “I meant to do that,” or “That’s going to leave a mark,” or “It’s not the fall but the sudden stop that hurts.” In all of those phrases you can almost see the pain. Oh, I am cringing as I write this.
Yesterday we received an email that was very funny and also reflected a lot of pain. It was obvious the sender was trying to use humor to replace the pain and salvage some sanity. I am going to show it to you in a moment but I want to give you some context to best put it in perspective.
Have you ever been surprised when people react to something you said or did? Have you ever said something funny (at least you thought so) only to have nobody laugh? Sure, we all have. Well, I sure was surprised by the many comments and tweets to my post Why MBAs are the Worst Leaders. It was way more than what I expected. I suspect this post will garner even greater attention and tweets.
The response was so diverse and opinionated that I began to ask myself, is there a common thread to make sense of all of this emotional energy? Not sure if it means anything but most of the reaction was from people agreeing that employee engagement and leadership skills were poor in MBAs. Many people took the time to write first-hand stories of their experiences. Continue reading
Most leadership pundits talk about morale in business the same way they’d describe cotton candy at a state fair. Everybody likes it; nobody’s against it. It’s fun to have. But in essence, it’s just a sugary substance spun with a lot of hot air.
I beg to differ.
Morale has substance. It has weight. And it matters. It’s not something a leader spins from hot air; it is something that a leader can grow only over time and with unremitting attention. If you think leadership is all about “hitting the numbers,” and that soft and squishy stuff like morale is no different than cotton candy, think again.
The late Roger Milliken, former CEO of Milliken &Co., and winner of the Malcolm Baldrige National Quality Award, once put it this way: Continue reading
A recent article in USA Today titled Workers eager to job hunt as morale plunges highlights the reporting of a recent study that reveals findings that employee engagement and loyalty is at a three-year low, but many employers have no clue as to the dismal state of affairs.
Employers think that employees are just as engaged and loyal as they were three years ago. The findings from the 9th Annual Study of Employee Benefits Trends conducted by MetLife shows that many employees, more than one in three Continue reading
Leadership is often defined as a set of skills or attributes possessed by a person known as “the leader.” Accordingly, leadership development is treated as if it were a solo act. But it’s not. There can be no leadership without other people. There also can be no leaders created without leaders of leaders…these are Masters of Leadership.
Masters of Leadership know the secret to their leadership success is not written in this article, it is not in seminars, books or audio programs. It is locked away in their employees, in their minds and hearts. To access this information you need tools and tactics to help you get to understand their criteria and then connect with their minds, touch their hearts and do this with congruence to fully engage employees. Continue reading
Throughout the course of my working career, which goes back to the age of 15 when I worked in a transmission shop owned by a friend’s Dad, leaders have created the working conditions that I was subjected to. Some had positive employee engagement, some not so good. Continue reading
If you received this call, knowing it’s the holiday season, what would you do? You would do what you have to do, wouldn’t you. That is what my friend Will did when he received this call the other day. The company he works for has over 600 locations nationwide.
Just think about the savings in payroll that can be added to the bottom line over the 3 week period before the end of the year. That’s exactly what the corporate leadership team thought. But what cost does this type of thinking have on long-term employee engagement? Continue reading