Dustin Sanders’ Post

An office happy hour doesn't sound bad to me. In fact, it was once a practice I looked forward to. It was my boss's way of officially closing the week out and setting the tone for the next. Here's your Friday game plan: 🎉 Reflect & Celebrate Wins: Take a moment to revel in this week's victories. Celebrate successes, big or small, and express gratitude to your incredible team. Positive vibes fuel success! 📋 Plan & Prioritize for Triumph: Kickstart next week with a clear game plan. Outline key priorities, set objectives, and manage your time wisely. 🤝 Team Connection & Morale Boost: Spread Friday positivity by sending a note to your team. Acknowledge their efforts, express support, and boost morale. Make next week your best one yet. Dive into reflection, planning, and team appreciation! 🌟 What's your favorite Friday prep routine? Share in the comments, and let's inspire each other Organizations - Let’s collaborate to launch your next leadership program. Your teams deserve guidance to flourish. Job Seeker - A competitive resume not only gets you more interviews, it’s the foundation to salary negotiations and Cooper Squared does it best. #iLeadBetter

The most alarming statistic everyone ignores: 59% of the workforce is quiet quitting, doing only the bare minimum. ➵ They’re not engaged in their work. ➵ They don’t see opportunities for career growth. ➵ They lack motivation to contribute beyond the basics. Here are 12 tips for leaders on how to avoid Quiet Quitting: 1) Listen, don’t just instruct. 2) Frequently ask for feedback. 3) Let go of micromanagement. 4) Set up mentorship programs. 5) Provide opportunities for learning. 6) Regularly check in on their well-being. 7) Offer career growth to top performers. 8) Celebrate company wins with the team. 9) Recognize team achievements publicly. 10) Don’t “reward” productivity with extra tasks. 11) Encourage open dialogue without judgment. 12) Create an “Ideas Bank” and implement them. Quiet quitting isn't laziness. Doing the bare minimum is a common response to unhealthy corporate culture, toxic bosses, and unfair pay. When employees don’t feel cared about, they eventually stop caring about their work. ♻️ Repost if you agree. ☝️ And follow Victoria Repa for more.

Through my years, I have worked with many styles of leadership and colleagues. I have never been a "quiet quitter," but I have seen many of them. The quiet quitters are the ones that you don't think you have to worry about because you are not having tough conversations. Work is casual and life is great. I think back to a time when I had a "boss" who could take up every minute on a 1 on 1 to talk about himself. If you know me well enough, you know I analyze every last thing in my life. One day, about 6 months into him being my "boss," I said to him - "You know absolutely nothing about me, which is fine. You just have a very interesting way to lead a team driving them by fear, demand, and do as I say.It reads very autocratic." Needless to say, team members talk and most team members weren't willing to say the things that I was. However, you could see that it changed his perspective a bit on the situation. My statement to him wasn't to undermine, but to try and inform him that he was slowly losing team members and didn't even realize it. He began to be a little better of a leader to the naked eye, but that ship had sailed for some of those team members whose minds were made up. Looking back at my days of leadership in comparison to the chart below, it was crucial to make sure the majority (probably 10) of these were consistently checked. My stance as a leader has always been to be Fair, firm, and consistent. Those are the 3 values that shape my DNA as a professional. If you are new to leadership or have been there a while, take a deep reflection on how your team performs for you. And then ask yourself - "Why?" Why do you have such turnover? Why is your team not meeting expectations? Why does it seem like the team is not bought in? Course correct. If your team is doing well - Ask yourself "Why?" Why does the team keep killing it? What are we doing right and how can we build on that? Why does the team openly seem to buy-in to what we are doing? Why are we building strong teams with our top performers trying to bring in more talent? Double down on your strengths and genuinely work on improving the weaknesses. My career in leadership has a lot of accolades and accomplishments that I don't speak much on, so take this with a grain of salt if you would like. However, leaders that don't listen to their people will forever be stuck scratching their heads and wondering why they can't get it together. The most successful teams are united from top to bottom with a common mission, common motion, and a collaborative buy-in. Just a Sunday sermon that I hope can help someone in leadership. This world needs more leaders. "Never stop learning because life never stops teaching." - Kirill Korshikov #sundaysermon #leadership #leadbyexample #bethechange #unifiedteam

When someone does leave a role — has their “goodbye” — what often happens is a rushed process to “get a butt in that seat.” This is horribly insulting to the person who just left — they were just a butt in a seat? — and also usually doesn’t get a good person to come in and fill the role. Usually the process is marked by hiring managers not understanding what recruiters do, recruiters not understanding what hiring managers need, both sides talking about how slammed they are, and a lot of “post and pray.” What if we thought about the idea of goodbye differently in jobs? What if your final week was a series of sit-downs, discussions, and high-context discourse about the role, how it evolved, how it didn’t, what’s really needed, etc? Most people spend their final week at a job (a) checked out and (b) checking their final boxes and transitioning their task work. That’s all transactional. It has the mirage of “shit’s getting done” but in reality it’s just box-checking and the organization (and the people) aren’t growing, processing, and reflecting on how the team/silo is about to change. I don’t think everyone needs to sit around and hum guitar ballads or anything, but we could have a bit more reflection on the person, the role, and the future as we’re saying goodbye to a team member. It just might make the hiring process for the eventual replacement better, too.

"I quit." That's what my 4-year-old wrote on a torn piece of paper as my letter of resignation. I added a few more polite words and delivered it to my Head Teacher just before Christmas 2022. After over 8 years as a primary school teacher, it was time for a change. I didn’t hate my job—in fact, I loved the kids. The system? Not so much. But why did I walk away from teaching? First, the opportunity arose for me to spend my days with our girls. Second, our business was taking off, and it needed someone to manage it daily - me! I love being a business partner with my husband, and I wanted to share a few reasons why I made this leap. Maybe they’ll resonate with you... 💚 Quality Time with Our Girls: I get to spend almost all my time with our gorgeous girls. Working from home (or anywhere) with them is my dream come true. 💚 Working for Us: Putting in the hard work for our own business feels a million times more rewarding than working hard for someone else. Those late nights are 100% worth it. 💚 Positive Feedback: I'm always proud of our instructors, but it truly warms my heart to hear all the positive feedback about our friendly and flexible booking process (that's my department)! 💚 Making a Difference: Knowing that what we do makes a difference in our community. People really do use the skills we teach them. We're truly making an impact. 💚 Unlimited Potential: The sky's the limit for White Cross Training. Our growth and development are entirely in our hands, and I love the thrill of the unknown! 💚 Supporting Our Team: We're not just working hard for ourselves, but also for our incredible instructors and event team. It's amazing to provide work that's both enjoyed and appreciated by such passionate and dedicated people. I feel incredibly happy to be on this journey, surrounded by an amazing team and a supportive community. Thank you all! "Winners quit all the time. They just quit the right stuff at the right time." - Seth Godin #TimeForAChange #FamilyFirst #WomenInBusiness #NewBeginnings #WhiteCrossTraining #FirstAidTraining #MakingADifference

Q: I'M starting a new job. What should I do to make a great beginning? A: What you do in the first few weeks can have a big impact on your future success. Author of 'The First 90 Days' and 'Master Your Next Move', Michael D. Watkins, suggests asking five key questions: ■ HOW will I create value? ■ HOW am I expected to behave? ■ WHOSE support is critical? ■ HOW do I get some early wins? ■ WHAT skills do I need to develop to excel in this role? He advises to set aside 30 minutes at the end of each week to reflect on whether the answers are still clear. Or whether they have changed in any way. If the person you report to changes, you will need to reset your responses again. Make observations and write down your key learnings at the end of each day. Remember the names of your colleagues and senior managers. Treat everyone with the utmost respect. Even the most junior people and contractors. I have found that cleaning contractors have the most superior knowledge of how the organisation works. Because they work on every floor, they hear things and talk to people in all areas, including the CEO. Never underestimate anyone's ability to form a positive or negative impression of you. And to relay that to others. #firstday #newjob #first90days #induction

I’ve been in this position so many times before. When it feels like: → Maybe it will get better → I should just make the best of it → If I did something differently then they’d appreciate me Q. Would you give this same advice to someone you really care about? A: NO Q. Why are you giving it to yourself? - Sometimes the only viable option is to leap into the unknown. I hear ya it’s scary, But trust me facing your fears feels better long term, than trying to make the best of the toxic status quo. ------------------------------ 👋 Hi I'm Abigail Barnes a qualified coach who worked in the Financial Services Marketing sector for over 10 years. → During that time I had 5 jobs (full time, contract and project roles) → With each new role I negotiated ££ and new responsibilities → I learned how to sell myself in interviews & what to look for in an employer *plus a whole lot more (story for another day). If you're ready for a New Role, Promotion or a Reframe I'd love to work with you. 🔥 Make Your Move is our new 30 Day 1:1 Coaching Program which will help you create your career plan & take it to the next level. ⏰ It’s Your Time 👉 Send me a DM & let's see if what we offer is a fit for you. (limited spaces available) #careerdevelopement #careerplanning #newjob

The Number 16 habit of successful employees is incredibly important! They don't compare themselves to others! Of course, it’s easy to think that just because Tim got a raise after being at the company for a year, you should, too. Bad idea. You’ll make a much better case for advancing within your company by focusing on what you’ve accomplished—and what you can continue to do in your new role—than focusing on how you stack up to your colleagues. #nevercompare #elevateyourself #elevateyourcareer #elevateBermuda

As we embark on the beginning of summer, let's not forget the importance of living in the present. Let's not put off for tomorrow what we can accomplish today. As professionals, we understand the value of time and the impact it has on our success. So let's make the most of this season and take action towards our goals. Whether it's conquering that project, pursuing a new opportunity, or simply taking a well-deserved break, let's seize the day and make it count. Here's to a productive and fulfilling summer ahead! #LiveInThePresent #SummerGoals #ProfessionalMindset #employment #staffing #tempagency #EagleStaffingSolutions

I find it revealing what people actually hear when you say something -- I often talk up how intense Maxwell is in an effort to scare away anyone who will end up just quitting a month in. One of the examples is that we've occasionally pulled some 80 hour weeks, etc., as we have to work many weekends and nights, etc. I recently got a "this isn't a good fit" email after one interview from someone who said they couldn't work 80 hour weeks every week for 3-5 years for the level of compensation offered. I kind of chuckled because I never said it was every week, that there was zero promotion/growth potential, and that it would last their entire employment (as opposed to the getting a physical space off the ground portion of our company), but it was clear that their decision making process was driven by fear, not opportunity -- they filled in the blanks in the worst possible way, the potential negatives that could happen instead of the potential positives. I like scaring people a little bit during the hiring process because communicating that intensity teases out what happens when the going gets tough, will they immediately jump to "this is a problem NOW because I can't do this forever" and you end up in therapy sessions with employees at the exact same time you have to navigate a huge company challenge, or will they realize that sometimes the journey gets rough, no voyage is without its storm, but of course this isn't what it always will be, and simply let the captain of their ship navigate the turmoil effectively.