Journey’s Post

Are you a leader that needs to create a positive work place? Read this article to learn how to make it happen.

Learn how to redeem your career as a manager with these 4 guidelines from Bryan Robinson, Ph.D. for Forbes. Avoid toxic leadership behaviors and create a positive work environment. https://lnkd.in/g5pA8NmT #LeadershipTips #WorkplaceCulture #CareerRedemption #ForbesArticle"

Character is a make-or-break in leadership. Avoid toxic hiring and promoting by using insight provided in this article, which includes a fantastic diagram of leader characteristics needed for a healthy workplace.

Would you trust your boss, peers and direct reports with “Your life and your wife”?   Because that’s one test that US Navy SEALS use when assessing team mates.   1 If you get wounded do you trust them to risk their lives to come and rescue you to save your life?   2 If you get captured for years on end do you trust them to look after your usually gorgeous wife back home without getting too “friendly.”   So if that level of trust is a”10”, how deep and strong do you trust your boss? Your peers? Your direct reports? All your employees? Is there a culture of deep trust?   Is it safe to challenge the boss?   Is it safe to show your vulnerabilities?   To say “I need help?”   “I made a mistake?”   “I’m sorry I got that wrong?”   “Is it safe to call out a sacred cow?”   Because if ANY of the above are not safe due to low trust, it WILL be leading to under performance. Individuals and teams.   And if such issues are widespread, your entire organization will be under performing! It will also be suffering from poor employee engagement, “quiet quitting” where people turn up in body not in mind and soon you will experience rising resignations.   That's why people, teams and organisations with high trust, outperform those with low trust by between +23% to +47%. It makes a MASSIVE difference.   So this is not just a nice word to bandy around. It’s a hard source of competitive advantage – or competitive DISADVANTAGE!   So how high is trust in your team and organisation? In the UK less than 23% of employees (at ALL levels) believe they are part of a high trust culture.   That's why we teach leaders how to build two way trust in themselves, their team and their business as one of the modules in the Pathfinder Inspiring Leaders programmme.   To find out more, or to take the “Trust Test”, simply DM me.   #trust #leadership #team #profit #privateequity #CEO #HRD

Ever wondered why workplace bullies often get promoted to leadership positions? It's a troubling reality that many toxic individuals climb the corporate ladder, leaving a trail of negativity in their wake. Here's why this happens and what we can do about it: 1️⃣ Results at Any Cost: Organizations often value short-term results over long-term well-being, rewarding aggressive behavior. 2️⃣ Lack of Accountability: Bullies face little to no consequences, reinforcing their toxic tactics. 3️⃣ Perceived Effectiveness: Aggressive leaders are mistakenly seen as more competent due to their domineering presence. 4️⃣ Fear-Based Compliance: Employees may comply out of fear, creating an illusion of a well-functioning team. 5️⃣ Political Savvy: Bullies often excel at managing up and navigating office politics to their advantage. One contributing factor can be the reliance on short-term or limited-time leaders, who are often brought in to achieve quick results. This focus on immediate outcomes can sometimes foster a culture where aggressive tactics are overlooked or even rewarded. I've seen over the years how such environments can demoralize teams and stifle creativity. Organizations should rather focus on promoting leaders who inspire and uplift their teams and focus on championing a culture of respect and empathy in the workplace. Feel free to share your thoughts and let's start a conversation on fostering positive leadership!

Would you trust your boss, peers and direct reports with “Your life and your wife”?   Because that’s one test that US Navy SEALS use when assessing team mates.   1 If you get wounded do you trust them to risk their lives to come and rescue you to save your life?   2 If you get captured for years on end do you trust them to look after your usually gorgeous wife back home without getting too “friendly.”   So if that level of trust is a”10”, how deep and strong do you trust your boss? Your peers? Your direct reports? All your employees? Is there a culture of deep trust?   Is it safe to challenge the boss?   Is it safe to show your vulnerabilities?   To say “I need help?”   “I made a mistake?”   “I’m sorry I got that wrong?”   “Is it safe to call out a sacred cow?”   Because if ANY of the above are not safe due to low trust, it WILL be leading to under performance. Individuals and teams.   And if such issues are widespread, your entire organization will be under performing! It will also be suffering from poor employee engagement, “quiet quitting” where people turn up in body not in mind and soon you will experience rising resignations.   That's why people, teams and organisations with high trust, outperform those with low trust by between +23% to +47%. It makes a MASSIVE difference.   So this is not just a nice word to bandy around. It’s a hard source of competitive advantage – or competitive DISADVANTAGE!   So how high is trust in your team and organisation? In the UK less than 23% of employees (at ALL levels) believe they are part of a high trust culture.   That's why we teach leaders how to build two way trust in themselves, their team and their business as one of the modules in the Pathfinder Inspiring Leaders programmme.   To find out more, or to take the “Trust Test”, simply DM me.   #trust #leadership #team #profit #privateequity #CEO #HRD  

Lessons on Leadership across the generations from the movie "Fletch." In the 80s classic, Chevy Chase plays a Los Angeles Times undercover reporter named Irwin M. "Fletch" Fletcher. Posing as a junkie, Fletch is working on an article exposing drug trafficking on the beaches of Los Angeles. His editor Frank is pressing him to run the story. Fletch: "Can't do that, Frank. Fat Sam isn't the story, there's a source behind him." Frank: "Who?" Fletch: "Well, there where we're in kind of a gray area." Frank: "How gray?" Fletch: "Charcoal" The lesson is that in life... and leadership, there isn’t always a clear-cut path. When you lead people who, because of their generation, perceive the world very differently, there is no black-and-white approach to success. You’ll have to use a variety of techniques to overcome challenges and get the most from your employees. A one-size-fits-all approach is a recipe for disaster because your employees approach their work differently. This holds true even for an organization with just one generation, much less one with five. You’re going to have to navigate plenty of gray areas to find the approach that works best. Gray is a color often associated with something nondescript or unremarkable. We hate to be the ones to tell you this, but that’s how most employees view their leadership team. In our book "Gray Goldfish - Navigating the Gray Areas to Successfully Lead Every Generation," Brian Doyle and I share some alarming stats: - Forbes tells us that 63% of employees don’t trust their leaders. - Gallup completed a study saying a staggering 87% of employees are not engaged (and leadership plays at least a passing role in that). - Accor/Edenred states that 90% of companies think an engagement strategy will improve business success. To foster trust and engagement, you need clear, actionable approaches to win over every generation in your workforce. Creating strategies specific to your employees and your situation. Does it really matter if you engage all five generations of employees in your company? The Korn Ferry Institute would suggest it does. Their study determined that firms that engage and enable their employees achieve up to 4.5x more revenue growth than companies that don’t. Research by Kenexa echoed this stat, saying companies that have highly engaged employees earn 2x the net income of companies that don’t. Think about those stats. It doesn’t matter if you’re a small organization or a large one, doubling your revenue and net income is huge! And, if you want to create a new product or service, just connect with your employees—every generation, not just yours—so that they are engaged with their work. "Gray Goldfish" provides guidance on each generation and 50 tips (a blatant nod to 50 Shades). Check out one of those tips in the comments. #Leadership #GrayGoldfish #Fletch

Interesting read and reflections here: Leadership transparency alone doesn’t guarantee employees will speak up in the workplace. https://lnkd.in/extiBGgZ #LeadershipDevelopment #EmployeeEngagement

How to recognize our employees? Leaders can add reflective recognition to their repertoire with zero costs. An inquiry-based approach where an individual or group is invited to reflect on and share what they are proud of and why. Petra Kolber https://lnkd.in/e23FtU4g #reflectiverecognition #recognition

Clear expectations, frequent feedback, transparency and quick recognition of team contribution quickly builds trust and respect with new hires as well as loyal employees! #NewCareer #NewHire #Leadership #Trust #Successful #SummitHR https://lnkd.in/gUPPF-kE