Phillip Van Hooser's Blog: Build Performance Blog, page 4

It’s The People: 1 Big Benefit of Family-Like Work Culture

Have you ever experienced a workplace where the sense of ‘family’ among employees positively impacted the organization’s success? Do you think there is value in a family-like work culture? 

In a recent conversation, I asked an executive ” Why is your commitment level to the organization so deep?” Honestly, I expected the answer to relate to the mission or vision of the company. So I was surprised and curious when the reason for the executive’s growing commitment was not the mission or the job role, but instead their thriving organizational culture which focused on helping every employee feel like part of “the family.”

“It’s the people here. We’re truly like a family.”

The response led us to dig deeper into the impact of organizational culture on employee engagement and retention.

The Impact of AN Organization’s Culture

The executive’s perspective highlighted the extraordinary impact of a strong, family-like work culture. It emphasized the significance of building a work environment that fostered a sense of belonging, support, and togetherness. The essence of a family-like work culture created a compelling reason for their employees to remain and invest themselves fully in the organization.

“Even when we face challenges — we’re not going to check out on one another. We’re going to buckle down, get serious, and do whatever we have to do in order to make this work and continue to help the family grow.”

Employee Buy-in and Loyalty

From that statement of commitment, our conversation then turned to cultivating employee buy-in and loyalty. From this executive’s viewpoint, employee buy-in and loyalty have moved beyond the nature of the work itself. It is the family-like work culture that truly captures the hearts and minds of their employees — a major shift where the culture becomes the fundamental driver of employee commitment, rather than the appeal of the work or the impact on the community.

Cultivating a Family-Like Work Culture

The executive’s emphasis on the culture was a powerful reminder of the profound influence of organizational culture on employee satisfaction and retention. The idea of creating an environment where employees feel valued, supported, and appreciated reflects the nurturing atmosphere one would experience within a close-knit family. 

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Deepening Connections and Building Resilience 

But what happens when a team member departs and the family-like culture is disrupted? 

In those circumstances, it’s important to focus on strengthening the remaining team members. It’s essential to provide shared experiences. Whether this is achieved through team-building activities, group outings, or collaborative projects, bringing employees together to deepen their connections and build resilience is crucial. Additionally, encouraging open discussions about personal development and challenges can help establish stronger bonds among team members, enriching the family-like culture within the organization. 

Have you ever witnessed the departure of a key team member significantly impact the cohesion and performance of a group? How was it handled, and what were the results?

The insights shared in this conversation shed light on the infinite influence of organizational culture and family-like relationships within the workplace. By focusing on creating a sense of belonging, fostering strong relationships, and implementing strategies to strengthen the organizational bond, companies can create an environment where employees feel valued, supported, and motivated to contribute to the collective success of the “work family” and beyond.

What Would You Say? 

Do you believe that personal connections and shared experiences in the workplace contribute to a stronger, more engaged team?

In what ways do you think personal development and shared experiences outside of work can contribute to a more cohesive and engaged team dynamic?

Your insights are appreciated!

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1 Risky Phrase Authentic Leaders Better Be Able To Back Up

How important do you think it is for a leader to genuinely embody the leadership qualities they claim to have? Most would agree, it’s critical for leaders to “walk their talk.” Let’s explore how to overcome the difference between a leader’s perception and their followers’ realities.

I’ll start with a story that is a powerful example of the importance of authentic leadership, the deep influence leaders can have, and one risky phrase authentic leaders better be able to stand behind.

The Power to Shape Organizational Culture

Experience has taught me that being a great leader is less about a leader’s personal perceptions of their abilities, and far more about how those being led perceive those abilities. It’s about authenticity and connecting with people on a deeper level, and the profound impact a leader’s words and actions can have on an organization’s culture.

In a leadership development session, I once told a story about a CEO whose offhand, audible comment dramatically affected the atmosphere in the room, and no doubt negatively impacted the organization’s culture.

“Yeah, yeah, yeah… I do ALL those things,” he said, loud and proud.

That’s a risky phrase for any leader to think… much less openly say. When he claimed to embody ALL the qualities we were discussing, a palpable wave of disbelief, discomfort, and disconnect swept through the room.

As leaders, it’s crucial to understand the immense power our words have in shaping organizational culture. While confidence and conviction are important, humility and openness to learn from others are equally essential. That CEO’s remark and his inaction backing it up created a very real divide. Authentic leaders are ever mindful about how “walking the talk” affects others.

Authentic Leaders Make Real Connections

A particularly telling moment came a few minutes later when I interacted with one of the CEO’s young employees. The employee offered a starkly different view of the CEO’s leadership from the one his leader espoused. Not merely expressing frustration with the boss’s lack of awareness, he exuded a loss of respect and trust as well. This brief exchange highlighted a significant gap between the CEO’s perception and his follower’s reality. And it reinforced my belief that authentic leadership involves earnestly seeking to understand and value our followers’ perspectives. By doing so, leaders can begin to cultivate an environment of trust and mutual respect.

The Value of Observation

Leadership extends beyond decision-making and strategy; it’s about grasping the undercurrents within our teams. The ability to notice the subtleties in people’s interactions and emotions is a trait of a truly great leader — something this CEO could have benefited from. By understanding and empathizing with employees, leaders can address issues more effectively, build trust, and ensure that everyone feels valued and heard.

Authentic Leaders Need Self-Awareness

My experiences have highlighted the critical need for self-awareness in leadership. The CEO’s unintended impact on the leadership activity showed me how crucial it is for our self-perception to align with others’ impressions. As authentic leaders, we must continually assess our behavior and its effects on our surroundings. Staying sensitive to the nuances of our interactions helps us bridge any gaps between our intentions and how we’re perceived.

To embody authentic leadership, we need to develop a strong sense of self-awareness, humility, and empathy. Authenticity isn’t about projecting a flawless image; it’s about embracing our vulnerabilities and imperfections while striving to motivate and inspire. Leadership development should focus on fostering these qualities, equipping leaders to build positive, open cultures.

The story I shared [watch it here] is a vivid reminder of the significant impact we have as leaders on organizational dynamics. Authentic leadership, characterized by self-awareness, empathy, and genuine connections, is fundamental to fostering a thriving, cohesive workplace. By committing to continuous learning and growth, acknowledging the influence of our words and actions, and prioritizing the perspectives of our teams, we can become a more authentic leader who backs up our talk with our walk.

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What Do You Think?

To not ask for your insights and stories on this issue would be completely missing the boat on my part. So I’d love to hear your take. What’s been your experience?

How do you think leaders can become more aware of how their words and actions are perceived by their followers?

In your leadership experience, what have you done to ensure you are building more authentic, trusting relationships with those you lead?

Thanks for sharing!

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3 THINGS INTENTIONAL LEADERS never DO

What does intentional leadership look like? For me, intentional leadership means leading on purpose, leading for a purpose, and leading to an ultimate objective. While there are many things intentional leaders do, let’s talk about three things the intentional leader doesn’t do. 

1. Intentional leaders never whine

As uncertain and unpredictable as today’s business environments can be, many people — often the very people we are leading — have it far worse than you and I do.

In a recent discussion on reducing fraud with one of our executive mastermind groups, a leader lamented front-line employees afraid to make decisions for fear of messing up and getting fired. For an executive with a wide range of skills and connections, losing a job is a hardship, yes. But many front-line employees would literally not be able to feed their families if they lost their jobs. 

Leaders who talk about their particular situation in a way that employees would characterize as whining are seen as out of touch, tone-deaf, and unfamiliar with or concerned with the circumstances of their people. It’s my opinion that people are repelled by, not drawn to leaders who whine. To be an intentional leader… don’t whine.

2.  Intentional leaders never whisper.

The act of whispering can be described as talking softly. But in the workplace, whispering can also be interpreted as gossip, separatism or cliquishness, surveillance, plotting, or tattling.

When employees see their leaders whispering, they start to wonder and worry. They may even become a little bit paranoid, thinking, “Are they talking about me?” Or they begin to question, ”What do they know that I don’t know? Why are they withholding that information? Can I trust that person going forward or not?”

Information that needs to be shared should be shared publicly. If it’s not to be shared publicly, leaders shouldn’t stand off in a corner “whispering” — doing so sends mixed messages.

To whisper can create doubt and mistrust in the minds of others. Intentional leaders know solid relationships with their people won’t last long when undermined by doubt and a lack of trust. Intentional leaders don’t whisper.

3. Intentional leaders never wonder. 

When circumstances arise that you’re just not sure about, research, investigate, and ask questions to confirm or refute your thinking. Know the facts before you share your “wonderings.” Otherwise, you’re creating confusion in the minds of those who see you as their source of factual information.

To put it simply, don’t share information that has not been confirmed or validated. Make sure that when you open your mouth and people hear from you, they know that they can take that information to the bank. 

Intentional leaders are purposeful — intentional — in how they think, how they speak, and how they act. 

Are You An Intentional Leader?

Before you leave this post, take a moment and consider how intentional you are as a leader. Are some of your leadership actions less than on purpose? In what ways could you start thinking, speaking, or acting to improve your intentionality? 

One purposeful step in the direction of your desired leadership objectives may be exactly what it takes to realize more impactful employee relationships and greater organizational results — the ultimate intent of a great leader!

Steer where you stare

To kickstart your efforts, use this idea to get focused on being more intentional, or watch these videos for other things great leaders do!

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How TO Reduce Fraud? THROW A PARTY!

How to reduce fraud continued to be a top, burning issue among one of our Executive Mastermind groups earlier this week.

We were sitting around the table with the group, facilitating their discussion of all the different strategies they’re using to mitigate fraud risk. They were learning from one another…discovering products, services, and strategies they hadn’t considered before. Some even gained insight into small tweaks they could implement to transform their success rate. All good stuff.

One comment in particular grabbed my attention because it reminded me of something we teach in our supervisor training classes — the importance of “celebration” in employee management.

As someone who is laser-focused on driving RESULTS, ‘celebrating’ used to feel like an interruption and waste of resources (time, money, etc.) among the team. 

 Maybe you’ve felt the same way in the past before, too.

HOWEVER, years ago I dug deeper into the word “celebrate” — what it means, how it started, the intention, purpose, and psychology behind it.

Why CelebratE?

I discovered “celebrating” is simply reinforcing something or someone matters.

We celebrate birthdays to show people they matter.

We celebrate work anniversaries to reinforce that loyalty matters.

We celebrate increased sales/decreased expenses because profit matters.

If you want more of it, we celebrate it.

At the mastermind table, there was A LOT of conversation about how to effectively train someone to do better going forward. For example, if someone opens a fraudulent email, they share details about the correction, training, and consequences they’ve used successfully in their own organization.

how to reduce fraud by celebrating

Here’s where it became especially interesting to me… and maybe it will for you too.

One person spoke up and said, 

“To help bring awareness to the risk, we all send employees test emails asking for personal information. We hope no one responds, or if they do, we hope they DON’T give confidential information. For the few that fail the test, we address it, then train them to do better. But something really effective we started doing — for the 98% who do it right — we celebrate them. We want them to keep doing a great job, so we make sure that we pay attention to them, too.”

That was gold and everyone knew it. I watched as people’s eyes lit up, light bulbs went off, and pens went to paper furiously noting what to do.

That’s a perfect example of using “celebration” to effectively lead and manage employee performance!

Remember: Celebrate what’s going right, not just address what’s going wrong.

Reinforce that IT MATTERS when you do it right. Make them feel seen and valued. If you don’t, they may wonder they’re efforts at working to reduce fraud really even matter. Show them to see and value that they’re doing great work!

It’s natural to work to stop the bleed, especially when the risk is at an all-time high, but don’t miss the opportunity to celebrate what and who is working well.

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Who Needs Your Confetti?

Which people on your team need to be celebrated? Who are the ones working HARD, GETTING IT RIGHT, that may feel taken for granted or overlooked? Who can use your verbal confetti — words of affirmation, spotlighting their success at hitting your performance expectations?

Think about it. Then pull out the party hats and start the celebration!

If your leaders need in-depth help directing employee performance, we show them how in Session 2 of our Leadership Development Plan. Drop me an email — I’d love to tell you more!

MINDFULNESS + INFLUENCE BOOSTS Work Performance

Trevor Blondeel has earned my deep respect for the transformational work he is doing using mindfulness to boost performance throughout the manufacturing industry! 

His Mindfulness Manufacturing Podcast provides listeners with real stories from real experiences to help people in manufacturing — and any other profession, for that matter— be more mindful in their work performance and personal lives. 

Van Hooser Leadership has several readers in manufacturing here. And whether you’re in manufacturing or not, be sure to connect with Trevor​ — he might be a great resource for you!

Recently, Trevor invited me to be a guest on the podcast. We discussed the importance of influence within teams and organizations, and how curiosity and intentionality can make a big difference in how you influence and communicate with others.

MIndfulness + Influence = Higher Performance

[Watch the Podcast]

When it comes to #engagement #influence and #leadership — If you want to:

learn,
laugh,
and potentially change the way you think about everyone you know…

… then check out the Mindfulness Manufacturing podcast here, or on your favorite podcast platform!

For quick reference, here are highlights from the show: 

2:57 — There are many ways to influence people, from convincing them to stay on your team to influencing someone to level up their performance at work

3:19 – Change the way you think about everyone you know and recognize your ability to influence anyone, anywhere, at any time

4:27 – Influence is very different from manipulation

5:21 – You can’t motivate someone to do something they don’t want to do

14:52 – Instead of making assumptions, stay curious and think about what others need

17:25 – By making assumptions, you might not be meeting your team’s needs, if you are going in with good intentions

18:51 – You need a combination of good intentions and intentional actions

22:48 – Leading with biases and assumptions instead of curiosity and intentionality can lead to a further disconnect in your organization

23:46 – You don’t need radical shifts to change your leadership. Instead, you can focus on small moments of building curiosity and intention

26:03 – To find the best way to communicate with someone, you need to build a relationship and get to know their story

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3-Minute Activity to Boost Performance

This 3-minute activity will help you boost performance and positivity for your team as you kick off the New Year!

[Watch the Video]

Two weeks ago, as I finished a training session with a group, I did this quick 3-minute activity I’d read about, but never executed before. I took a risk…and it paid off! When we finished, everybody was SMILING, LAUGHING, TALKING, and walking out of the conference room INSPIRED to intentionally be better going forward. Do you want that for your team?!  If so, I’m sharing the all details below of exactly what we did. I hope this will serve as a great tool for you. Know that I’m wishing you even greater success than we had!

The client I was working with this day, we’re on session 11/20 with them. Once a month, I come in and lead four sessions with this client. Every single employee is exposed to the same content, applied at their particular level of responsibility in the organization. I share that detail with you so you know that I had the opportunity to do this activity MULTIPLE times in a row and every single time it was successful. Here’s how it went down:

3 Minutes to Boost Performance

1.  I ask for a volunteer. 

In all cases, some people were MORE THAN READY to volunteer. And while some people were looking at me, a few even raising their hands…many others – in an intentional effort to BE OVERLOOKED – stared a hole through the concrete floor being sure NOT to make eye contact with me for fear of unintentionally sending the message, “PICK ME”!

Here’s the deal, you can take the volunteers if you want. Or, you might try another technique I’ve used successfully several times..it usually gets a laugh and lightens the mood.

I quickly say to the group: I need a volunteer! To identify a person, I want you to look around the room and figure out who is wearing the most blue. 

Everyone starts looking at themselves (taking inventory of their own clothing). Then, they laugh (and sweat), as their eyes quickly dart across the room HOPING to find someone else wearing more blue than them. 

Once the person with the most blue on has been identified, they typically smile and shake their head, often even backing up their chair as if they are going to come up to the front of the room.  However, quickly I ask them to “hold on.” 

The room gets quiet.

Slowly, I tell the person that “because you wore the most blue, you – in fact – do NOT have to participate in this activity. Instead, you now get to pick the person who will be participating!” And the whole room bursts into nervous laughter every time! 

2. Once the participant is selected, let’s name them “Jeff” for today’s purposes, he comes to the front, and then I deliver directions. I hand him a sticky note and ask him to place it as high as he can on the wall. 

He looks at me, shrugs, and says “Okay.” Jeff walks over, raises his arm above his head, and places the sticky note on the wall, then turns back to me for approval.

Outwardly curious, tapping my chin, I ask him, “Is that as high as you can reach?” 

Typically people shrug their shoulders and say “Eh, maybe a little higher.” However, in this particular case, before Jeff can answer, I turn to the group, “Do you think that is as high as he can reach?!”

Now, aside from a few jokes cracked in all good fun by Jeff’s colleagues, I hear: 

“Jump, Jeff!” 

“Can he stand on something?!”

And ultimately, the group agrees that YES, Jeff can reach higher.

3. To raise the stakes, and add a little more excitement, I don’t answer their questions. Instead, I respond by sharing that I have a PRIZE for Jeff if he can place another sticky note higher on the wall than the last one (insert your own prize; make it worth it! Amazon gift cards, cash, a day off, whatever they would all agree was increased-effort-worthy.)

Then, with the stakes now higher… goodness – the crowd goes wild! Jeff is now smiling, shaking his head yes, motioning for me to hand him another stick note so they can try to get it higher to win the prize. Everyone is into it at this point…it’s all good fun!

4. I ask the group to help me cheer Jeff on as I hand him another sticky note. In unison, everyone starts clapping, hollering, hyping Jeff up – “You’ve got this! I know you can jump, Jeff!” 

My favorite thing that happened in every single class that day was that someone in the group brought Jeff a chair to stand on. So, Jeff stands on the chair, sticks the note up higher, and everyone cheers. He comes down, and walks over to me so I deliver on my end of the deal – the prize. 

As Jeff makes his way back to his seat, everyone congratulates him, pats him on the back, and laughs…they’re all just having a good time at this point. 

5. Then I finish this short exercise by saying, 

“The world isn’t waiting on us – we’re all moving into the New Year. Now, NO, I’m not finishing this session off by asking you to make a New Year’s resolution. Just the thought of that makes some of your skin crawl! LOL

The reality is that you still have breath in your lungs, people to impact, and opportunities to take advantage of while you’re here.

THIS can be your best year yet…and don’t let the thought of achieving that stress you out because you don’t have to totally uproot and radically change your lifestyle. 

Instead, simply choose to be more intentional about being better, and choose to reach higher going forward. And, make your commitment known to all the people around you! 

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Consider this… if you simply chose to be more intentional going forward, how much higher could you reach? How much more could you achieve? What could you win? How many more people – just like in this room – can you make smile and laugh? 

And, what you may also see is that when you choose to be better, choose to reach higher, when you commit to it – MOST of the time…

— People will cheer you on. They’ll support you! Heck – it’s likely that people who hold the door to a massive opportunity for you get up, come over, and give you a tool or an opportunity or “stick a chair right under your feet” so you can step up, go faster, and get further than you ever could on your own.

You can choose to do better, choose to be better, and choose to lead yourself, your coworkers, your employees, your organization, your family, your friends, and your community to a better place. If you simply choose to be intentional about being better, through one choice, you’ll lead yourself, and boost performance for yourself and everyone you interact with to a better future. 

And I don’t know about you, but that’s a life worth living, a life to be proud of. I’m rooting for you and believing the best is yet to come for you!”

The reality is that I BELIEVE THAT FOR YOU, TOO!!! All you have to do is CHOOSE! 

will you choose to boost performance?

If you use this activity to boost performance, I’d love to hear how it goes–shoot me an email at alyson@vanhooser.com. I can’t wait to hear how it goes!

5 Simple Common Sense Leadership Lessons

[Watch The Video]

Practically speaking, there are several ways to learn valuable common sense leadership lessons.  Exploring and ruminating on scientific facts, data, studies, and processes all have their place in education.  But never discount the old-fashioned value of experiential learning.  Having “been there and done that” has a way of teaching longer-lasting lessons and driving home common sense principles in ways that bookwork never could.

Who Needs Common Sense Leadership Lessons

I had a virtual call recently with a corporate executive to finalize two upcoming speaking/training engagements.  However, the call started slightly later than planned. Once the harried exec finally arrived online, he apologized profusely for his tardiness.  Without sharing details, he laughingly asked, “You don’t teach common sense, do you?”

Yes — as a matter of fact — we do!

Maybe the only thing better than personal experiential learning is third-party experiential learning.  In other words, why wouldn’t we want to watch and learn from the experiences of others?  The value of the experience is available without the corresponding pain that regularly accompanies the lesson.

Author and humorist, Mark Twain observed, “A man who carries a cat by the tail learns something he can learn in no other way.”  I get it.  Do you?  I’d rather watch a man learn the lessons of carrying a cat by the tail — than experience those same lessons.  That just makes common sense to me.

The same concept is true in leadership.  There are lots of leadership mistakes that are made every day in organizations around the globe.  But apparently, not enough people are paying attention and learning from the mistakes of others.  How do I know?  Because executives continue to ask if common sense can be taught.

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So with my executive friend in mind, I will share 5 common sense leadership lessons.  Unfortunately, all of these lessons have been learned the hard way by some leaders, somewhere.  (Truth be told, I’ve learned a few of these the hard way, myself).  Let’s title these lessons: Mistakes made once — then never again!

5 Common Sense Leadership Lessons

Don’t…

1. Promise more than you can deliver.
2. Try to know it all and do it all yourself.
3. Believe you can hide your mistakes from your followers.
4. Lie to a follower today, believing you can get him/her to trust you again tomorrow.
5. Think you can change someone by the power of your will.

Do any — or all — of these things, despite the caution communicated here, and you’re bound to learn something you can’t learn in any other way.

More Common Sense

These 5 common sense leadership lessons are just the tip of the iceberg. For a deeper dive, dig into my book, Leaders Ought to Know: 11 Ground Rules for Common Sense Leadership. Available on Amazon or get an excerpt here.

29-Second Way Leaders Get Positive Results

Leaders and CEOs, it can take mere seconds to change everything — good or bad — for you, your team, your results, and your reputation! Use this 29-second way leaders get positive results with your people.

Do You Have a Disconnect?

Your team wants to be acknowledged by you. I hear leaders saying they value their team, yet team members report feeling unappreciated. You can solve and overcome this disconnect!

Oftentimes, it doesn’t take much from you to make team members feel known, seen, and valued. That’s great news, right?! However, it also doesn’t take much to feel the opposite.

When I was working in banking, insurance, retail, and the restaurant industries as an employee, I remember overhearing — countless times — my coworkers discuss in disgust that “they (the executive) doesn’t care about us, they walk right by and don’t say a word…”

I remember realizing that the exec’s intent was not to ignore someone, but instead, they were focused on where they were going, the job that needed to be done, as they walked by.

Intent Doesn’t Always Equal Impact

However, regardless of whether your intent is positive, the impact can be negative when you, as a leader by both title and influence, are unintentional about some of the actions you take. Top decision-makers have to be more “on your game” than ever before. People are watching and have high expectations.

I was doing a one-on-one coaching call recently with a C-level team member who shared a story about something that happened earlier that month. Still frustrated, they shared that their CEO walked past their office and didn’t say “Hello, how are you?” or something along those lines. They were upset that their team member walked by and didn’t say a word to them. (They also hadn’t had a conversation with the CEO about it, but that’s a post for another time .)

Honestly, I couldn’t care less if that happened to me. BUT YOU’RE NOT TRYING TO INFLUENCE, or BUILD TRUST & RESPECT WITH ME, you’re trying to achieve that with your team.

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Whether you think how they feel is ridiculous or not, it should matter to you.

If your team member’s paramount need is not money, time off, or job responsibilities, but instead it’s to feel like they matter to YOU—then you have to choose to take the action that serves that need.

29-second way leaders get positive results

You may feel like it’s a waste of time, but you can roll your eyes or roll up your sleeves. The leader who’s going to build the most loyal, high-performing team will be the one who chooses to focus on the paramount needs of their team and serve accordingly. THOSE are the leaders that will be successful in our rapidly changing diverse work world going forward.

I’ve seen it happen hundreds of times over the past 19 years at every level and in multiple industries across the country. Executives, directors, managers, and supervisors —when you walk by another human, take 29 seconds to say hello.

It’s simple! Great leaders capitalize on everyday opportunities to build true connections with the people they serve, and in the end, the positive results of those actions speak for themselves.

Your Turn

This 29-second way leaders get positive results is just ONE simple way to make that happen. What is the BEST way you’ve found to intentionally create more positive results with your team? I would love to hear your experiences and thoughts. Please share YOUR 29-second way leaders get positive results!

Helping Leaders Get Positive Results With Their Team is What We Do. >>> Check Out Our 12 Core Leadership Training Courses Now.<<<

29-second way leaders get positive results

Leaders and CEOs, it can take mere seconds to change everything — good or bad — for you, your team, your results, and your reputation! Use this 29-second way leaders get positive results with your people.

Do You Have a Disconnect?

Your team wants to be acknowledged by you. I hear leaders saying they value their team, yet team members report feeling unappreciated. You can solve and overcome this disconnect!

Oftentimes, it doesn’t take much from you to make team members feel known, seen, and valued. That’s great news, right?! However, it also doesn’t take much to feel the opposite.

When I was working in banking, insurance, retail, and the restaurant industries as an employee, I remember overhearing — countless times — my coworkers discuss in disgust that “they (the executive) doesn’t care about us, they walk right by and don’t say a word…”

I remember realizing that the exec’s intent was not to ignore someone, but instead, they were focused on where they were going, the job that needed to be done, as they walked by.

Intent Doesn’t Always Equal Impact

However, regardless of whether your intent is positive, the impact can be negative when you, as a leader by both title and influence, are unintentional about some of the actions you take. Top decision-makers have to be more “on your game” than ever before. People are watching and have high expectations.

I was doing a one-on-one coaching call recently with a C-level team member who shared a story about something that happened earlier that month. Still frustrated, they shared that their CEO walked past their office and didn’t say “Hello, how are you?” or something along those lines. They were upset that their team member walked by and didn’t say a word to them. (They also hadn’t had a conversation with the CEO about it, but that’s a post for another time .)

Honestly, I couldn’t care less if that happened to me. BUT YOU’RE NOT TRYING TO INFLUENCE, or BUILD TRUST & RESPECT WITH ME, you’re trying to achieve that with your team.

Get our blog by email + a bonus gift!

Whether you think how they feel is ridiculous or not, it should matter to you.

If your team member’s paramount need is not money, time off, or job responsibilities, but instead it’s to feel like they matter to YOU—then you have to choose to take the action that serves that need.

29-second way leaders get positive results

You may feel like it’s a waste of time, but you can roll your eyes or roll up your sleeves. The leader who’s going to build the most loyal, high-performing team will be the one who chooses to focus on the paramount needs of their team and serve accordingly. THOSE are the leaders that will be successful in our rapidly changing diverse work world going forward.

I’ve seen it happen hundreds of times over the past 19 years at every level and in multiple industries across the country. Executives, directors, managers, and supervisors —when you walk by another human, take 29 seconds to say hello.

It’s simple! Great leaders capitalize on everyday opportunities to build true connections with the people they serve, and in the end, the positive results of those actions speak for themselves.

Your Turn

This 29-second way leaders get positive results is just ONE simple way to make that happen. What is the BEST way you’ve found to intentionally create more positive results with your team? I would love to hear your experiences and thoughts. Please share YOUR 29-second way leaders get positive results!

Helping Leaders Get Positive Results With Their Team is What We Do. >>> Check Out Our 12 Core Leadership Training Courses Now.<<<

Good Boss or Bad Boss…What Do Your People REALLY Think?

[Watch the Video]

With a few minutes to kill, I Googled the term, “bad bosses.” Want to guess how many results that little two-word search yielded?

Two million, one hundred, forty thousand — and change!

Searching just a bit further, I discovered even more valuable information. I found:

bad bosses on TVbad boss storiesand why bad bosses are bad for your health.

I also learned there are:

6 bad boss types8 things bad bosses say and10 signs indicating you MIGHT have a bad boss.

Now, I don’t know about you, but I’ve had bad bosses, and it didn’t take me 10 signs to figure that out!

We ALL Have Bosses

First, let’s get one thing straight. Most of us have bosses. I’ve owned my business for 35+ years. Yet during that time, I’ve had many bosses — hundreds, in fact. Every time I’m hired to give a speech or lead a training program, I get a new boss.

Thankfully, the vast majority of them are wonderful to work with. Knowledgeable, well-prepared, and respectful of others. They’re good communicators, capable decision-makers, and patient teachers.

But what about those double Bs — the “bad bosses”?

On a lark, I once asked an audience to share words describing former GOOD bosses.

Their words, frankly, were good!

Words like: trustworthy, caring, dedicated, and consistent.

But when I then invited the group to share words describing bad bosses they’d known…. WOW!!

I wasn’t ready for that. Actual words I recorded that day include:

spoiled, scatter-brained, two-faced, clueless, wormy, and after that it got downright insulting.

I’m seriously tempted to share the other actual examples, but I can’t. They were just too profane. If I did, I’d be scared to death my mom would watch this episode!

So why are bad bosses bad? There’s no one right answer.

They could have one huge glaring problem or a dozen smaller ones that cumulatively add up to create a bad boss.

Though impossible to say definitively what makes a boss go bad, two common criteria certainly play a part.

2 Reasons Bosses Go Bad

#1: IGNORANCE breeds bad bosses.

Ignorance is lacking information, knowledge, and/or understanding. Ignorance is certainly bad. But worse is boss ignorance… with no effort or intention to correct the problem.

Even bad bosses can get better when they strive to gather information, expand their knowledge, and broaden their understanding.

When employees see their boss striving to improve, they recognize the performance bar is being raised. More often than not, their own efforts shift into a higher gear, as well.

#2: SELFISHNESS breeds bad bosses.

Sadly, bad bosses are some of the most selfish people I’ve ever met. Their primary concern is for the man or woman they see in the mirror, not the employees who look to them for direction and guidance.

Good Advice From A Good Boss

One of the earliest lessons I learned as a young boss myself was taught by one of the best bosses I’ve ever known.

He once told me,

“The good boss is one who intentionally takes a little MORE than his share of the blame, but a little LESS than his share of the credit.

But the bad boss is one who intentionally takes a little LESS than his share of the blame, but a little MORE than his share of the credit.”

It was a simple lesson, that had a lasting impact. But, it’s not really about me. It’s all about you.

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Good boss or bad boss?

Do you know what your people are really thinking? What are you willing to do about it?

Your Turn: Think about the best boss you’ve had. What made you think of them this way? I would love to hear your story! 

All the best!

~ Phillip Van Hooser

Photo by Vanessa Garcia