Varna Group

How film director Judd Apatow gets the best from the people he works with: "I don't want to be the one master of the project and everything is my idea and show up as a control freak."   "I'm so happy when someone tops my joke or has a better idea for a scene. I'm thrilled when it's not my idea, I don't care." "I feel like I'm just orchestrating a collaboration to get to the best piece of work." "When the actors feel like you believe in them, suddenly sparks just fly." #employeeengagement #leadershipdevelopment #managementdevelopment  #frommanagertomotivator #varnagroup 

I love receiving feedback, but I'm not good at giving it. Seth Godin taught me why. [Suddenly, a low, guttural growl rumbles through the darkness as a hunched and tense shape emerges slowly. This is THE LIZARD BRAIN (ageless, twitchy, eyes darting), moving with predatory grace. Its every step is sharp, calculated, as if constantly hunting for danger. It sniffs the air, senses heightened, ready to pounce at the first sign of threat. Always ready. Always watching.] It's the ol' amygdala at work. Eye contact triggers the lizard brain, making feedback feel threatening for both giver and receiver. We spend a lot of time advising how to better receive feedback. We spend less time on the giving end. Which is where we managers live. So, how do we overcome our lizard brain's resistance to giving feedback? [Insert pithy 3-part advice to overcome the oldest part of the human brain here.] Important note: It takes courage. We're pushing against our wiring. Being a people leader means doing hard things sometimes. But we're doing it in service of a greater good - it's about helping someone become better. In that fact, we can find some comfort in the thing causing us such discomfort. With that said, here are three ideas: Idea 1: Start the conversation by reinforcing mutual respect and purpose, emphasizing that the goal is to help the other person grow. Use calming, non-confrontational language like: "I'm bringing this up because I believe you're capable of improvement, and I want to support you." "We both want to see success in this area, and I'm here to help with that." Please note: You actually have to believe what you're saying. (Reference "Crucial Conversations" for more on this.) Idea 2: If you have the luxury of being in-person, sit side-by-side or slightly angled rather than directly facing the person. This can reduce the intensity of eye contact, which is a primal trigger for the lizard brain. It lessens the feeling of direct confrontation and makes the interaction feel more collaborative. Consider giving feedback in a setting that allows for this, like walking together, sitting at a round table, or casually standing next to the person. Idea 3: Remember, feedback can act as an instinctive alert for the receiver's lizard brain. Be prepared to see a fight-or-flight response in the person receiving the feedback. If so, remember it's not about you. The best thing you can do is stay in the zone of what's outlined in Idea 1 above. They might need some time to sit with it. And that's okay. Don't let fear silence your leadership. Your team needs your voice, Especially when it's hard. #employeeengagement #leadershipdevelopment #managementdevelopment  #frommanagertomotivator #varnagroup

We've all been there. Frustrated at a door we can’t seem to open, pushing with all our might, only to realize the sign says "PULL." We laugh at ourselves, yet we repeat the same mistake with our teams. We push. We push for compliance, for deadlines met, for tasks checked off the list. We push harder when things get tough, believing sheer force will get us through. But what if the answer isn't pushing harder? What if it's about pulling? People aren't meant to be forced open. They respond to a different kind of energy, an invitation to step forward, to engage, to contribute their best. This is the power of intrinsic motivation: the desire to do something because it's interesting, challenging, or personally meaningful. It's the difference between compliance and commitment, between going through the motions and truly excelling. Shifting from a push to a pull mindset requires letting go of control, embracing vulnerability, and trusting your team's capabilities. It means: Asking, not just telling: "What are your thoughts on this?" "How can we make this project more engaging for you?" "What challenges do you foresee?" Listening, not just dictating: Paying attention to feedback, being open to new ideas, and valuing diverse perspectives. Creating space for growth: Providing opportunities for learning, encouraging experimentation, and celebrating both successes and failures. This shift in approach is what fosters a culture of trust, collaboration, and innovation. Because when you stop pushing and start pulling, something remarkable happens. People open up. They share their ideas, their concerns, their passions. They take ownership, solve problems, and go above and beyond. It's like that moment when you finally pull on the door, and it glides open effortlessly. Suddenly, the path forward is clear. The next time you're tempted to push harder, remember: the most powerful force in leadership isn't brute strength, It's the pull of inspiration. #employeeengagement #leadershipdevelopment #managementdevelopment  #frommanagertomotivator #varnagroup

Firefighters analyze near-misses. Pilots practice emergencies. Surgeons rehearse complex procedures. Why? Because under pressure, our brains freeze. We default to old habits. We make decisions we later regret. Your team isn't immune. How often do we invest in preparing them for the inevitable bumps in the road? We hire for experience, assuming past battles equip for future wars. We rely on policies, hoping compliance shields us from chaos. But the world isn't a checklist. It's unpredictable, messy, full of curveballs. The best insurance policy? Hope for the best, plan for the worst. It's not about rules for every scenario; it's about fostering preparedness: 1. Discuss risks openly. What could go wrong? Where are we vulnerable? 2. Share near-miss stories. Learn from past mistakes. 3. Role-play tough scenarios. Practice difficult conversations and decisions. A prepared team is a confident and adaptable team. They solve problems, not avoid them. So, what are you waiting for? The alarm will ring. The question is, Will your team be ready? #employeeengagement #leadershipdevelopment #managementdevelopment  #frommanagertomotivator #varnagroup 

I finally made an appointment for a nagging and ever-growing shoulder pain. I thought the pain was limiting my motion, until the physical therapist completely reframed my thinking: "The pain isn't causing the lack of movement. The lack of movement is causing the pain." What happens when our teams get stuck? When ideas are bottled up, voices silenced, and fear of failure outweighs the thrill of trying, stagnation sets in. The cure? Movement. Forward motion. Create an environment where learning, exploration, and idea-sharing flourish. Welcome the clash of opinions and celebrate the courage to try, even if it means failing. Ask questions to help your people see an opening to move forward: "What would success look like in this situation?" "What stopping you from taking a next step?" "Who might have a valuable perspective?" Re-introducing movement after a long stagnation can be uncomfortable. The new shoulder stretches? They hurt. But gradually, the pain lessened, muscles awakened, and mobility returned. Embrace discomfort. Celebrate small wins. Keep pushing, nudging, and asking questions. Because it’s often the uncomfortable stretches That lead to the breakthrough. #employeeengagement #leadershipdevelopment #managementdevelopment  #frommanagertomotivator #varnagroup 

Money can buy people's time, but not their hearts and minds. We live in a transactional world, trading time for money, skills for salaries, effort for bonuses. But money can't buy the late nights perfecting a project, the spark in someone's eyes when they discuss their work, or the feeling of ownership and making a real difference. Sure, money gets people in the door. But it can't make them care. People crave: Purpose: The feeling their work matters. Mastery: The chance to learn, grow, and excel. Autonomy: The freedom to decide and own their destiny. These fuel passion, spark innovation, and drive exceptional results. It's easy to focus on the transactional, on the goals, metrics, and rewards. But true engagement comes from within. It’s your choice: Are you paying for presence Or passion? #employeeengagement #leadershipdevelopment #managementdevelopment  #frommanagertomotivator #varnagroup 

Malcolm Gladwell's mother has sage advice for all leaders: Take spoil, make style. After a humiliating experience at a Munk Debate, Gladwell turned to his mother for guidance. Her response? "Take spoil, make style" - a Jamaican proverb akin to "making lemonade from lemons." Gladwell took this to heart. In his podcast, he openly dissected his failure, sharing his insights into why he lost the debate and how to improve. His transparency allowed us all to learn from his missteps. It's admirable to admit your failures. It's even better to transform them into learning opportunities for others. Take spoil, make style. Link to Malcolm’s podcast in the comments #growthmindset #employeeengagement #leadershipdevelopment #managementdevelopment  #frommanagertomotivator #varnagroup 

Wynton Marsalis' advice on jazz offers insight for building better teams: "It's important to realize that you're sharing space with people who are not playing what you would play. So sometimes they're playing notes, and they’re not playing what you would play. But you can't stop in the middle of what you're playing and say, 'Don't play this, play what I would play.' So, the exercise in the music is, how can we use our form to address the issue at hand, which is swinging and sounding good as a group, and how can I work with you in the space and find a way for us to swing? That's where we go back and forth. You have to want to share space." #employeeengagement #leadershipdevelopment #managementdevelopment  #frommanagertomotivator #varnagroup 

What if your direct reports didn't have to work for you? We hire people, give them tasks, and expect them to execute. But what if, like freelancers, they had a choice? A freelancer doesn't tolerate a toxic client, a boring project, or a dead-end opportunity. They have the power to walk away, to choose their path, to prioritize work that aligns with their skills and aspirations. Imagine applying this lens to your team. Would they choose to work with you? Would they choose your environment, your leadership style, the opportunities you offer? Many managers focus on the transaction: the work, the deadlines, the deliverables. But freelancers look beyond the surface. When we start thinking of our people like freelancers, everything shifts: ▪ We see individuals, not just job titles. ▪ Engagement becomes the currency of retention. ▪ Continuous learning is non-negotiable. ▪ We connect individual work to a greater purpose. ▪ Leadership transforms into crafting experiences, not just assigning tasks. This shift in perspective transforms your team from a collection of individuals fulfilling tasks to a community of empowered contributors who are invested in their work and the company's success. Shifting to this "freelancer mindset" isn't easy. It's about viewing our teams as valued collaborators, not just as resources to be utilized. But the payoff is immense. Because in a world of choice, being chosen Is the ultimate competitive advantage. Inspired by Scott Gillum (thank you for being someone I continue to learn from) #employeeengagement #leadershipdevelopment #managementdevelopment  #frommanagertomotivator #varnagroup

It’s not: Hire Great People = Magic Happens. It is: Great People x Quality of Manager = Amount of Magic. Liz Wiseman taught us that managers don't add; they multiply: Skilled managers amplify a team’s performance (value > 1) Unskilled managers diminish it (value < 1) A skilled manager can double or triple the output of a team; an unskilled manager can derail even the most talented group of individuals. And the larger their span of authority, the bigger the impact a manager has. People crave connection, growth, and independence. When a manager is equipped to stoke these internal fires, that’s when the real magic happens. Without great managers, Talent is just potential Left untapped. #employeeengagement #leadershipdevelopment #managementdevelopment  #frommanagertomotivator #varnagroup