Tag: employee engagement

The main focus of this leadership blog during 2023 has been effective engagement. I started this topic off by explaining that strong leaders always engage their team members in a meaningful manner. In later blog posts, I shared practical tactical tips and lessons learned that leaders can leverage to engage their teams effectively. Let’s wrap up this topic with a quote from a famous female leader that reveals the real reason that meaningful engagement is vital to your success as a leader. Your team must be properly prepared for competition or else you risk losing.

“Dispirited, unmotivated, unappreciated workers cannot compete in a highly competitive world.”

Frances Hesselbein

We live in a highly competitive world

The world is a competitive place. It has always been since the dawn of time, especially in the marketplace. I cannot think of many industries that are not highly competitive these days. If you want to win you better inspire your team to do great things before your competition eats your lunch. Some days it feels like you are in a brawl at work. You are. If you don’t believe me – look around. You will notice that several businesses are closing their doors, calling it quits. Engage your team effectively and lead them to victory if you want to avoid that scenario.

Engage your team effectively to get their best performance and win

Frances Hesselbein is right. You need spirited, motivated, and appreciated workers to compete in the highly competitive modern world. Spirited is not a word I hear in use much nowadays. It means your team is energized, ready to take on the day. Motivation demonstrates that you and your team bring enthusiasm to the workplace. And appreciated is the secret sauce that some leaders miss. Your team feels what they do matters and they will be thanked for their efforts. Heed this advice and engage your team effectively to get their best. It is what you need to win consistently.

Otherwise, you will lose to your competition

If you fail to engage your team and stakeholders effectively you should expect to lose to your competition. A highly spirited and motivated team will beat their competition a majority of the time. I see this happen all the time in the marketplace. Look at the sports world. The teams that win the most are the ones who play the best day in and day out. Their leaders make sure their teams are in the right state of mind for each game. It is worth noting in professional sports that all teams prepare before every game including inspirational speeches by their leaders. An idea worth considering the next time you are getting your team ready for the next competition. I believe engagement will become even more important in the post-pandemic world.

Are you prepared to lead in the post-pandemic world?

Let’s face it – the COVID crisis made it even more important than ever for strong leadership in successful organizations. The whole world changed over the past few years. Strong leaders recognize the need for new strategies to be successful in the post-pandemic world and are adjusting accordingly. While others are hoping that things will return to normal (whatever that means), and may not make it much longer. The next topic I will cover in this blog is leading in a post-pandemic world.

ATW! will make you a better leader

I hope you join me on this journey to raise the next generation of leaders. The world is in desperate need of more great leaders. Women and men who lead with confidence, clarity, and creativity. It’s time to become the leader that your world needs. Let’s go All The Way!

All The Way Leadership!

Previously I wrote about a horrible mistake leaders should avoid when engaging their team members. It described leaders who are constantly obsessed with work. These leaders are a complete drag to be around. This month I will identify another horrible mistake to avoid when talking with your team members – using way too much humor.

Joking around too much with your team is another mistake to avoid

Just like being all work and no fun is a mistake to avoid as a leader. The opposite is also true. Another horrible mistake some leaders make is joking around way too much with their teams. These leaders play games, send silly text messages, and promote MEME wars on the corporate collaboration platform all day long. They are constantly trying to get everyone to laugh and like them. If humor is not kept in check your office can turn into a playground rather than a place to get work done.

Your team members expect professional leaders, not comedians

If you are in charge, then act like it. Your team members expect professional behavior from their leaders. Don’t disappoint them by acting like an uncouth comedian. What does professional behavior look like? In simple terms, that means showing up on time, acting like an adult, and treating everyone with dignity and respect. The rest will vary depending on company culture. The bottom line is that you need to be the adult in the room. Avoid acting like a professional comedian.

Everybody does not have to like you

Some of you may be reading this blog wondering why in the world I am writing about this topic. The reason is that I have witnessed several leaders fall into this trap. Two scenarios trigger some leaders to make this mistake – they either want everyone to like them, or it is part of their personality. Let me address the first trigger. If you are an effective leader then face the reality that not everyone will like you. At some point in time, you will make a decision that rubs one or more of your team members or other stakeholders the wrong way. Avoid trying to make everyone happy about your decision by cracking jokes. They may laugh, but that does not mean they will change their mind about your decision.

Class clown leaders are all about humor

The second trigger is personality driven. Some people enjoy constantly cracking jokes. They love to make people laugh whenever possible. It is part of who they are. We use several titles for these comical characters – class clown, practical jokester, or amateur comedian. If you are a leader and fall into this category I recommend you use discretion with your humor. Something may be funny to you, while others may find your jokes inappropriate or poorly time. It is important to think about the situation you are in before unleashing your shenanigans on others.

Some scenarios at work are serious business – avoid all humor

Several situations at work are serious and should be handled appropriately. I would consider the three examples below as scenarios where you should avoid all humor. Don’t make a difficult conversation worse by cracking any jokes.

1. Firing someone for poor performance – this scenario is generally awful for all involved. Getting fired is traumatic even for people who are expecting it.
2. Laying off someone due to corporate restructuring – in this scenario the organization made a decision beyond your control and you have to let someone go. Once again, expect it to be traumatic for the people affected. No one wants to be laid off.
3. Giving or receiving hard feedback – when things go poorly you may have to give or receive hard feedback. Some people call this tough love. In this scenario focus on the feedback only. Don’t deflect or detract from what is being said with any humor.

Three situations that are no-joke zones

I am not against the use of humor in the workplace. Humor can be an effective way to connect with your team members, build rapport with an audience, and create positive energy in a boring meeting. However, there are some situations that I consider to be “no-joke zones” that are listed below. I bet you can think of others.

1. Meeting with senior leadership – it is best to avoid joking around with senior leaders. They may be informal with each other, but you are not their peer. Project a professional demeanor so that they recognize that you are serious about your role.
2. Briefing an audience that does not know you – many people like to tell a joke during presentations. Using jokes is fine if you know the audience and they know you. If they do not I would skip the jokes to avoid any distractions from your content.
3. Any legal or HR conversation – I definitely avoid telling jokes at any meeting that includes a lawyer or someone from HR. Someone may be offended by your joke and the last thing you want is legal or HR to witness your blunder firsthand.

These situations may seem like no-brainers. However, I cannot recall how many times I was in one of these scenarios and someone told a joke that did not land well. Things got awkward quickly. Some leaders paid the price for being too informal.

A final warning – humor can end it all

Speaking of paying the price – let me give a final warning. Nowadays it is easy to get fired in a flash. Tell the wrong kind of joke in any workplace setting and you will likely see the exit door sooner rather than later. Below are three easy examples.

1. Making off-color remarks about race, gender, religion, sexual preference, etc.
2. Getting a laugh at one of your team member’s expense.
3. Telling a dirty or completely inappropriate joke.

When in doubt, don’t tell the joke. Do not be stupid when it comes to humor in the workplace. It will not end well.

One caveat – a little humor now and then is fine

Having said all that, it is perfectly fine to tell a joke now and then. In fact, it is appropriate to cut up with your team members once in a while. Anyone who knows me will tell you that I like to have fun at work. As I wrote about in the last blog – all work and no play make for dull days and low morale. Work hard and have fun.

People rarely succeed unless they have fun in what they are doing.

Dale Carnegie

ATW! is designed to make you a better leader

I hope you join me on this journey to raise the next generation of leaders. The world is in desperate need of more great leaders. Women and men who lead with confidence, clarity, and creativity. It’s time to become the leader that your world needs. Let’s go All The Way!

All The Way Leadership!

Captain Hothead was mad. Our unit returned from the field and we were missing a sensitive piece of equipment which is a big deal in the military. No one was going home until we found the missing item. Captain Hothead called his leadership team into his office and exploded on us. How did we let this happen? Why were we all so stupid? He was ranting like a lunatic, yelling and screaming for all to hear. Suddenly someone knocked on his office door and let him know the missing item was found. The problem was solved. I was a young lieutenant in the Army, wondering if I was experiencing lessons learned about how to effectively engage members of a leadership team. My hunch was correct.

Lesson Learned #1 – take the blame for any failure

Captain Hothead did not understand the first lessons learned for how to effectively engage your teams – take the blame for any failure. As a leader, it is crucial that you hold yourself accountable for all the results your team produces – the good, the bad, and even the ugly. Take the blame when your team fails. Own it. Don’t throw your team members under the bus when things do not go well. Instead – take responsibility and get busy fixing it. Some will ask why in the world would you do that if the failure is a direct result of your team members’ actions. The answer is simple. You are clearly demonstrating that you have their back when it matters most. It shows that you are with them in both the good and bad times which builds trust. Jocko Willink describes his concept of extreme ownership in the video below.

Lesson Learned #2 – praise your team publically for successes

When your team delivers excellent results be sure to praise them publically for their success. I am amazed by the number of leaders who do not know how to do this. Rather than celebrate a victory they tell their team to get back to work right away without any acknowledgment of their success. It is not a difficult task to publically praise your team. Below are a few simple examples. Note that none of these take that much time or resources to execute.

1. Group meeting – give them a “shout out” during your next meeting.
2. E-mail your boss – send a note to your boss praising the team.
3. Awards – submit them for an award for their performance.
4. Gift – buy them a gift for a job well done. Include a thank-you note.
5. Team meal – take the team out for a celebratory lunch or dinner.
6. Team Happy Hour – gather after work to raise a glass and celebrate.

“Public praise is a force multiplier. It will boost your team’s morale and help sustain them when times get tough.”

Colonel (R) Richard J. Keating, my father

Lesson Learned #3- do not scold in public

Members of your team will make mistakes. As the leader, you will need to deal with them. Sometimes that means providing feedback or coaching. In other situations, you may need to do something more drastic like remove someone from a position, or fire them. It is vitally important that you conduct these crucial conversations in private, not public. No matter how big or bad the mistake is, do not scold anyone in public. It is humiliating, and no one wants, much less deserves that kind of treatment. Plain and simple – do not embarrass anyone in public. If you choose to ignore this lesson learned you will pay the price. I have seen it happen many times. A leader went off on someone in public and it came back to bite them later. Don’t do it. Be the better leader who handles these conversations appropriately.

Lessons Learned #4 – if you make a mistake, fix it

Not only will your team members make mistakes. You will too when it comes to engaging your team. It is inevitable. My advice if you make a mistake is basic – fix it. Loopback with the person or people involved and make things right. For example, not too long ago I did not heed my own advice and scolded someone in front of others. It was the end of a long day. I was tired and hungry. I told this person rather forcefully that he took way too long wrapping up the day with a group of customers. It was a mistake to snap at this person and I knew it. Someone on our team also let me know that I embarrassed the person with my way too direct feedback. Shortly thereafter, I went to talk with the person letting him know I was sorry for my comments and appreciated all the work he had done that day. He accepted my apology and we moved forward successfully. If you make a mistake like I did don’t wait for things to get better. They won’t. In fact, it will probably get worse.

Bottom line – leverage these four lessons learned to effectively engage your team

1. Take the blame for any failure.
2. Praise your team publically for its successes.
3. Do not scold in public.
4. If you make a mistake, fix it.

When people are financially invested, they want a return. When people are emotionally invested, they want to contribute.

Simon Simek

ATW! is designed to make you a better leader

I hope you join me on this journey to raise the next generation of leaders. The world is in desperate need of more great leaders. Women and men who lead with confidence, clarity, and creativity. It’s time to become the leader that your world needs. Let’s go All The Way!

All The Way Leadership!

Our Battalion Commander decided one morning that he wanted to spend time with his troops. We were many months into a peacekeeping mission and we were all bored. I volunteered to escort our commander for these visits. They were awkward. Almost no one knew our commander. He was horrible at talking with any of the troops. It was clear that this Lieutenant Colonel did not know the practical tactical tips leaders leverage to engage their team members effectively.

Practical tactical tips for effectively engaging your team members

All The Way Leadership! believes that strong leaders engage their team members in a meaningful manner. They effectively engage their team members using many methods It is important that leaders ask insightful questions to effectively engage their team members. In this post, I share some practical tactical tips (PTTs) for how to effectively engage your team. Simple advice for new leaders to follow.

Practical Tactical Tip (PTT) #1 – Your engagement must be authentic

Authenticity is a hot topic for leaders these days. There are many excellent books and articles describing how to be an authentic leader. I will keep it simple. Being yourself is the most basic definition of authenticity. I will add that it helps if you show up at work as the best version of yourself. The reason you need to be authentic is that no one likes fake engagement. Your team can tell if you are faking it, and will respond accordingly. When you engage your team – be authentic. They deserve it.

PTT#2 – Engage your team on a consistent basis

I have already written about the importance of consistency when it comes to engaging your team members. It is worth repeating here that the best way to build strong relationships with your team members is through consistent engagement. You build trust and increase mutual understanding each time you talk with your team members. Trust is critically important, especially when it comes time for a leader to have a crucial conversation. If a leader lacks rapport with their team members, it can be challenging when he tries to have a discussion about a difficult topic. Trust me – no one wants to experience an awkward interaction with their leader, especially on important issues.

PTT#3 – You may need to share about yourself when you engage your team

People are usually not that comfortable talking with someone they hardly know. It is rare that you will open up to a complete stranger. This is true in life, and also at work. Therefore, it is important that your team know who you are. If you are going to engage your team in a meaningful way I recommend that you share a little about yourself when talking with them. No, you don’t need to go into excruciating details. And for heaven’s sake, do not overshare. Rather I am saying that part of being authentic is showing up as yourself at work. Share insights about who you are, what you like to do, and other tidbits that might be relevant. I have worked with some leaders who refuse to disclose any personnel information to anyone. They remained an absolute mystery to everyone which lead to strange interactions.

A final practical tip – when in doubt thank your team for the work they do

One final practical tip. If you are unsure what to talk about when engaging your team. A good place to start is by thanking them for the work they do for you. No one is going to get mad at you or think you are an ineffective leader if you give gratitude for their efforts. In fact, I believe it will have the opposite effect. Many people at work feel underappreciated for all they do. Be the kind of leader that goes out of her way to say thank you to your team members on a regular basis. It will pay dividends in the long run.

People will forget what you said, people will forget what you did, but people will never forget how you made them feel.

Maya Angelou

ATW! will make you a better leader

I hope you join me on this journey to raise the next generation of leaders. The world is in desperate need of more great leaders. Women and men who lead with confidence, clarity, and creativity. It’s time to become the leader that your world needs. Let’s go All The Way!

All The Way Leadership!

The Federal government shut down several years ago. Almost every government employee was sent home. My team remained to keep things going. No one knew how long the crisis would last. I briefed our leader about the situation. The biggest concern was how would we keep people motivated during the shutdown. “How often do you meet with your team?” she asked. We met weekly, I answered. She recommended we establish a daily stand-up session. We did and it worked. We were able to engage everyone daily. The shutdown eventually ended and we got back to business without any major missteps. This leader was well prepared to handle this situation because she always asked insightful questions.

IQ#1- How often do you engage all of your team members?

This question is crucially important for any leader to consider, especially if you have a virtual team or remote team members. You only have so much time available in your schedule, so make the most of these engagements. This question begs another one which is how often should you meet with your team members. There is not one right answer for all situations. The general guidance I am providing is that you meet more often with junior team members vice your seasoned veterans. A recent college hire will likely need more guidance, coaching, and mentoring than team members who possess decades of experience. Consistency is the key.

Strong leaders engage all of their team members on a consistent basis

Strong leaders make a habit of engaging all of their team members on a regular basis. It is hard to build trust and rapport with your team if you are not talking with them consistently. This point is especially true for new leaders or experienced leaders who are in a new role. A typical pattern may look something like this:

1. A weekly team meeting for collaboration, and coordination.
2. A bi-weekly 1-on-1 meeting with each team member.
3. A monthly social event – team lunch, happy hour, etc.

I don’t have, nor am I suggesting a magic formula for how to consistently engage your team. Rather, simply make sure it happens. Send out the recurring meeting invites so that these sessions are on the calendar.

IQ#2 – Does everyone understand the purpose of your meetings?

Speaking of meetings – many people feel like there are way too many of them. It seems like there are even more meetings now than there were before the pandemic. Nowadays more people work remotely. It is easier than ever to pack your calendar full of meetings. Don’t do it. I am not anti-meeting. They are useful for sharing information, collaborating, and connecting with your team. I do think it is important that everyone understands the purpose of your meetings. Otherwise, you risk wasting your team members’ time by having them sit in meeting after meeting. Your team needs time to get their work done. Don’t force them to work extra hours or multi-task all day long because you packed their schedules with endless meetings.

Strong leaders do not micromanage their team via status meetings

I am noticing that status meetings are all the rage these days. Leaders will gather a large group to get the current status of everything. Status reviews are a best management practice, but be careful. As a leader, you will drive your team nuts if you are constantly asking them for status updates. There is a word for this problem – micromanagement. I have written about this topic before. No one wants to be micromanaged. It goes against human nature and is a bad engagement technique.

IQ#3 – Do you have a formal and/or informal awards program?

The third insightful question to ask yourself as a leader focuses on recognition. Are there formal and/or informal awards that you can give to deserving team members? I have been a leader in the military, academia, and private industry. Every organization I worked in had an awards program. It is important that you understand how awards are managed so that your high-performing team members are properly recognized for the value they deliver. If you fail to take care of your people they will leave to find a place where they are appreciated.

Strong leaders make sure their team gets rewarded in informal ways

There are never endless resources for awards programs. It is common that there are simply not enough awards for your deserving team members. What can you do as a leader? Put in place an informal awards program. I have implemented this idea several times and it was always well received. Come up with a clever way to show your appreciation and gratitude for all the hard work and outcomes your team members produce. It might be something as simple as gift cards, or a silly trinket. For one team I led, we handed out footballs to recognize high performers. We modeled the idea after what football coaches do after a win. They hand out game balls. The team loved the idea, and it became a best practice for us to recognize excellence.

I have always believed that the way you treat your employees is the way will treat your customers and that people flourish when they are praised.

Richard Branson

Take the time to ponder insightful questions about how to engage your team

Strong leaders understand the importance of effective engagement with their team members. They ask insightful questions. Strong leaders engage all of their team members on a consistent basis. They do not micromanage their teams. Strong leaders make sure their team gets rewarded. Be that kind of leader – one who knows how to engage their team members in a meaningful manner.

ATW! will make you a better leader

I hope you join me on this journey to raise the next generation of leaders. The world is in desperate need of more great leaders. Women and men who lead with confidence, clarity, and creativity. It’s time to become the leader that your world needs. Let’s go All The Way!

All the Way Leadership!