Chris Faison’s Post

To all leaders and decision-makers, this is a reality check: 💼 If you can't prioritize work-life balance for your employees… 🤥 If you're making promises you don’t intend to keep… 🎭 If you're surrounded by favoritism and nepotism… 💪 If you overlook the hard work and dedication that fuels your growth… ⚖️ If you're incapable of fairly assessing your team's efforts… 💸 If you think layoffs are the only way to cut costs… Then listen carefully: ❌ It’s time to get out of this industry! Because: 🚫 You are misleading people. 🤝 You are prioritizing self-interest over team success. 👁️ You are turning a blind eye to the core of leadership. 🙅 You are showing ungratefulness to the ones who built you up. 🔓 You are undermining trust and integrity. 💣 You are damaging the entire business ecosystem. Let this be LOUD and CLEAR: 🚨 Leaders who don't value their people are leading towards failure. #WorkLifeBalance #EmployeeFirst #NoToNepotism #HonestLeadership #RespectEmployees #BusinessIntegrity #NoMoreLayoffs #AccountableLeadership #CorporateEthics #LeadWithValues

It’s ironic how companies that proudly claim, “We hire the best,” often end up laying off thousands of those very employees.  If these individuals were truly the cream of the crop, what causes such a sudden shift in their perceived value? This raises an important question: Are mass layoffs a reflection of employee shortcomings, or do they expose deeper leadership failures? When organizations boast about their world-class hiring processes, they must also take responsibility for nurturing and retaining that talent. It’s not enough to attract top talent; companies must create an environment where these individuals can thrive. Otherwise, the promise of excellence becomes nothing more than a smokescreen for systemic issues within the leadership. In the end, hiring the best is just the beginning; ensuring they succeed is where true leadership lies. Agree? #TalentManagement #Leadership #OrganizationalGrowth #Coachehsan

🌟 Embracing Leadership in Prosperity and Adversity 🌟 In the past two years, I've observed the profound impact of layoffs on individuals I know. Navigating through challenging times isn't straightforward, yet it reveals the essence of effective leadership. Drawing from my 30 years of experience and ascending into senior leadership roles, I've encountered both remarkable and less-than-ideal leaders. Here's a synthesis of my insights: During Prosperity: 🙌 Leaders communicate openly with teams. 🙌 They offer bonuses, training, and additional perks. 🙌 Innovation is fostered. 🙌 Team offsites and building activities are organized. In Tougher Times Distinguished Leaders: 🌟 Communicate early and transparently about the company's status. 🌟Willingly sacrifice some of their rewards before layoffs become necessary. 🌟Treat Laid-off employees with respect and genuine concern. 🌟Take responsibility for decisions made, with a clear path forward. 🌟Continuously communicate plans to move ahead as well as to listen to concerns and ideas from the team(s) Conversely, Poor Leaders: 😕 Fail in honesty and transparency during tough times, fearing uncomfortable conversations. 😕Prioritize short-term bottom line at the expense of the long term. 😕Let go of valuable employees without warnings or safety nets. 😕Shift blame to external factors for the company's challenges. Leaders must realize that their reputation and the company's reputation endure. In today's interconnected world, platforms like Glassdoor empower everyone to scrutinize a company's ethos. Those leaders maintaining quality values in both good and challenging times end up with: 🌟 Trust from their people, forming the bedrock of a positive organizational culture. 🌟Increased employee engagement, creating a sense of connection to goals and strategies, enhancing productivity and commitment. 🌟A culture of transparency, positively impacting the organization’s performance, leading to higher profits and improved outcomes. I extend my gratitude to some of the finest leaders I've had the privilege to work with, who exemplified exceptional leadership: john Fleming, Pat Gelsinger, Dino Cicciarelli, Raghvender Arni, and Joe Fitzgerald. Their influence has shaped my understanding of what true leadership entails. #Leadership #Gratitude #techleadership #peoplemanagement #womenintech 🚀

Building a thriving company goes beyond products—it’s about people. I recently learned about a local manufacturer that, despite years of effort to build their workforce, has faced three rounds of layoffs in the past nine months. It’s a painful reality for any business, but it raises a critical point: Culture matters. Companies that focus on people first, products second are the ones that manage to thrive, even in tough times. Imagine creating a culture of learning—where employees are encouraged to grow and acquire new skills, even those outside their immediate job scope. Not only does this make them more valuable to the business, but it also empowers them to adapt if they ever need to reskill or pivot. Let’s build workplaces that put learning and growth at the forefront: https://lnkd.in/gpiu6rT2 #workforcedevelopment #leadership #companyculture #peoplefirst #employeedevelopment #learningculture #growthmindset #businessresilience

Have you ever pondered the paradox of leadership? The juxtaposition of soaring ambitions with the weight of unyielding realities? Within our leadership position, we are dreamers and doers, visionaries and pragmatists. But woven into the fabric of our success stories are the threads of struggle – the trials that test our resolve, shape our character, and define our legacy. These topics and other key ones are addressed in The Hard Thing of Hard Things by Ben Horowitz. Below you will find some learnings from this great book: 1. Running a company involves constant encounters with challenges and setbacks. These struggles arise when the visions of success collide with the harsh realities of the business world. For CEOs, this struggle permeates every aspect of their lives. Recognizing and accepting this inevitability is crucial for effective #leadership. 2. While CEOs often shoulder the heaviest burdens during tough times, they shouldn't attempt to bear the weight alone. Engaging and rallying the support of capable individuals within the #organization is paramount. CEOs can distribute the burden more evenly and tap into diverse perspectives and expertise. Ben Horowitz's example with Opsware highlights the power of collective determination in overcoming crises. 3. Despite being surrounded by teams and stakeholders, CEOs can experience profound loneliness in their roles. The weight of responsibility, decision-making pressures, and the constant scrutiny can create a sense of isolation. However, amidst this solitude, it's imperative for CEOs to maintain unwavering focus on solutions and #problemsolving. 4. Open and honest #communication is the bedrock of trust within an organization, especially during challenging times. Leaders must cultivate a culture of transparency. By acknowledging challenges openly and involving employees in finding solutions, leaders can foster a sense of ownership and resilience within the organization. 5. Layoffs are one of the most difficult decisions a leader may face. While they are often seen as a last resort, there are instances where they become necessary for the survival and #sustainability of the company. When executing layoffs, speed and fairness are paramount. Delaying the decision can exacerbate anxiety and uncertainty among employees. Thanks to Jonathan Abelmann, Melbourne O'Banion and Claire Martin for recommending this insightful book!

Do your employees trust you? That's a big question for people leaders, And the answer impacts your business performance and your personal quality of life more than most other factors Because if they trust you, they're more likely to deliver top performance for you, And if they deliver top performance for you, you can deliver the success of your team to your business, which is the essential function of a people leader. But if they don't trust you/your organization, your business is at risk, and so is YOUR job. Lots of companies appear to be behaving as if trust doesn't matter much to their success, Especially when you analyze executive communication (or lack thereof) following rounds of layoffs over the past couple years. But if your gut is telling you that trust really does matter and you need a place to start with building it, Simply take a few one-on-one minutes with each person you lead and ask them, "What builds your trust, and what breaks it down?" And then act accordingly. We hear it all the time: "trust is the foundation of any successful relationship." Each person's relationship with employment is no exception. #management #sales #leadership #motivation #humanresources #bestadvice #futureofwork

Embracing Second Chances: Lessons from History for Today's Leaders. A couple of months back, a great mentor told me to listen "Daastan-e-Imaan Faroosh" and find examples that can be related to today's scenario. In times of uncertainty and organizational change, the topic of layoffs can be daunting for both leaders and employees. Reflecting on the timeless themes of redemption and forgiveness from "Daastan-e-Imaan Faroosh" by Naseem Hijazi, we can draw insights into how leaders can approach this challenging aspect of the professional world: Just as Salahuddin Ayubi, through his magnanimity and mercy, offered second chances to his adversaries, leaders in today's organizations can adopt a compassionate approach before proceeding with layoffs or professional setbacks. Providing support, mentorship, and opportunities for growth can empower employees to overcome obstacles and contribute meaningfully to the organization once again. By recognizing the potential for growth and development in our team members, even after difficult times, we foster a culture of inclusivity, resilience, and loyalty. Embracing second chances not only retains valuable talent but also nurtures a sense of commitment and belonging within the organization. Let's draw inspiration from the themes of redemption and forgiveness in "Daastan-e-Imaan Faroosh" and approach the topic of layoffs with empathy, understanding, and a commitment to supporting the growth and development of our team members. Together, we can create an environment where everyone has the opportunity to thrive. #Leadership #SecondChances #Redemption #ProfessionalDevelopment #Empathy #OrganizationalCulture #SalahuddinAyubi #CultureMatters #DaastanEImaanFaroosh #NaseemHijazi #LinkedInLearning

A company is not a family. Here are five hard truths about your "work family": 1. Performance Matters: Unlike families, companies can terminate employees based on performance. Your worth is tied to your output. 2. Loyalty is One-Sided: You are replaceable; the company will continue without you. 3. Temporary Unity: The idea of "we're in this together" fades during layoffs or restructuring. Your sacrifices benefit the company's profits. 4. Competition Over Collaboration: Colleagues often compete for limited promotions and raises, undermining true teamwork. 5. Leadership Priorities: Leaders prioritize shareholders over employees, placing your well-being second. Remember, your job is a transaction, not a relationship.

Sharing a client challenge of leading teams following restructuring. There are positive ways to improve the culture, increase psychological safety and drive transformational leadership. #changemanagement #executivecoaching #leadership

Is it just me, or are Gen Z the most challenging age group to try to manage?  For most of my career, I’ve tried to live by this rule: "Surround yourself with the best people you can find, delegate authority, and don't interfere."- Ronald Reagan  This timeless advice has shaped my leadership philosophy. I've witnessed firsthand the power of empowerment and trust. By trusting teams to lead rather than micromanaging, I've seen extraordinary results, especially in the fast-paced tech industry. Over the years, I’ve distilled my leadership approach into a few core principles: → Diversity of Thought: Collaboration among diverse perspectives drives creativity. At Ace Metrix | an iSpot company, our engineering and product teams often approached challenges differently, and there was natural conflict.  But having the right culture allowed us to find solutions that always put the client first. → Integrity Matters: Treat others as you wish to be treated– both internally and externally. This principle fosters a culture of honesty and respect. However, Gen Z might just be something completely different. Does any of this matter to them? Why do they seemingly react so differently? As parents, maybe it's our fault for handing out all those “participation trophies” to Gen Zers when they were kids? Or telling them they did their best when we knew they really didn’t try that hard. Are we, as established leaders, inadvertently responsible for Gen Z’s apparent “learned helplessness”--that no matter the effort, it really doesn’t impact the outcome?  the 'fake it till you make it'  culture prevalent in today’s business world? Irony is built into many sectors, at the same time as high executive pay and mass layoffs could be shaping the values and work ethic of young generations. Maybe it doesn't matter how hard you work. Let's take a hard look in the mirror and ask ourselves if we truly embody the principles of fairness, honesty, and mutual respect that we claim to cherish. Do we build a great business, or are we just trying to appease Wall Street with a "fund it and flip it" mentality? Oh, and if I'm like a gen Zer, "I'm really proud of myself for this post". #LeadershipPhilosophy #GenZMentality