Last week we looked into how the empty customer chair should work in customer-centric organizations. By implementing the premise properly and with the right intentions, companies can see a tremendous shift into their ability to gain trust in their customers.
Now what if we tried to implement a similar method for employees with the empty chair?
When companies think about who they truly serve, customers seem to take priority and employees tend to be forgotten, squeezed out by the push for more revenue. …
For years an empty seat in company meetings has been the symbol to remind leaders and employees about being customer centric.
Starting with Jeff Bezos with seeds planted in years leading up to him implementing the idea at Amazon, leaving an empty chair at each meeting — whether physically when in real life or digitally during a virtual meeting — should stand as a reminder to keep the customer in the main view of focus at all times during any company meeting, strategy or endeavor.
Many companies try to imitate this method, but very few actually execute on being fully…
In a study conducted by Leadership IQ in the last year revealed that only 29% of employees see their leaders as aligned with their organizations’ values.
That leaves an enormous majority — 71% — of leaders are not aligned with the organization they claim to support and represent.
Why is there such a disconnect in leadership across the board? And how can leaders correct the plague of misalignment to get their organization synchronized?
There are a myriad of reasons why leaders don’t willingly comply with their company’s core values and mission, and some of the most common are below:
The Oxford dictionary definition of “competent” is “having the necessary ability, knowledge, or skill to do something successfully”.
When you think of someone being a competent leader, what images or descriptions come to mind?
Most likely the easiest definitions that come to mind are the following:
These criteria, while good, don’t portray the whole of what competent leadership is and should be. In fact, it only paints a partial picture — cold and technical, devoid of what matters to employees.
An article from Indeed from…
If you have ever gotten to the end of a week or even a day without accomplishing everything on your “to-do” list, then welcome to the club.
For many leaders, having tasks uncompleted can create a sense of failure in how productive we have been. Other tasks creep in each day throughout the week, claim a sense of immediacy or urgency and then take priority of our time. As a result, we feel like we’ve fallen short of our goals, and overwhelmed as well.
Years ago I started to change my productivity methods and came up with a more productive…
October is National Bullying Prevention Month. And while it’s easy to reduce our thinking of this to mere playground bullying between children, statistics about workplace bullying will change your mind.
A Monster.com survey in October 2019 found that nearly 94% out of 2081 employees said they had been bullied in the workplace. That’s a huge increase (19%) in the last eleven years.
Over half (51.1%) in that survey said they were bullied by a boss or other leader. The methods used included aggressive email tones (23.3%), coworkers’ negative gossip (20.2%) and someone yelling at them (17.8%).
Another recent study shows…
Authenticity is NOT being true to yourself.
In being “true to who you are” you can easily excuse behaviors and injurious thinking that adversely impacts others in the organization. For example, if you are a self-centered individual, you can justify your adverse actions and their consequences.
The world is filled with leaders who demean others, yell and and other poor behaviors. Yet when these leaders are called out, they simply sit back and reply, “Well, that’s just who I am.”
More common are leaders who claim they are all in with the company culture, but behind closed doors undermine it…
If you were asked what is the key essential ingredient for being successful as a leader, what would it be?
Your answers may be:
There are numerous answers, ans while admirable, there is only one thing that anyone needs in order to be successful.
Sounds too simple, you say? Permit me to point out why willingness is the key trait all leaders must have.
A willing leader:
Biases in both the workplace and any organization are not limited to racism.
Biases can take the form of gender and class preference as well as behavior bias towards those who have dissenting opinions, and top performers or gift givers who benefit from favoritism.
Leaders in business are not the only ones who are prone to bias. In fact, many professors, pastors and doctors have shown biases in their teachings, ministries and practices.
Be willing to accept that you may have deeper biases than you acknowledge. The first and most difficult step in any personal and profound change is admission…
Who is responsible for the workplace bully’s actions?
Two people. First and most obvious, the bully. The second and not as obvious:
The leadership that tolerates the behavior in the first place.
As an example, let me parallel a baseball culture story.
Manny Ramirez, who played over 19 seasons in professional baseball, was often characterized in his erratic — and many times detrimental to the team — behavior as “Manny being Manny.”
Here was a professional ball player, an All-Star, batting and World Series champion, being dismissed in his behavior. Why? Because that was just who he was?
Mentor, author, consultant — inspiring and teaching people to look and grow UPward!