Boosting employee ownership

Boosting employee ownership

Have you seen “Yes Day” yet, the new Netflix movie? It’s the driver behind this week’s Two-Minute Tip.

Every leader’s dream is to have a team full of employees who take extreme ownership of their work and the team’s success. But how do you do it?

As usual, I learn my best leadership lessons through parenting. Here’s a glimpse into our family’s recent “Yes Day” experience and how it boosted my girls’ sense of ownership and responsibility. 

DON’T MISS OUT

Sign up to receive first access to new posts, resources, and special offers.

Share the stories

Share the stories

We may clock in each day to earn a paycheck, but the amount of energy we choose to exert during those work hours is influenced by much more than a salary. One of the biggest drivers of performance and engagement is the ability to know and see the impact of our efforts. 

Let’s test this on your team. Can your employees readily answer the question below? 

“I know how my work influences people (or places, processes, etc.) for the better.” 

And do they frequently hear customer stories that illustrate the impact of their efforts? If not, you have an opportunity to leverage a powerful force that will boost employee motivation and commitment. 

Watch the video to learn from an example of how sharing customer stories dramatically impacted performance and results at a university fundraising call center. Plus, as usual, you’ll hear a personal example from me as well.

P.S. Have you experienced great service recently? If so, tell them! Share your story with the business, the service provider, or their manager. 

DON’T MISS OUT

Sign up to receive first access to new posts, resources, and special offers.

A lesson from Grandma

A lesson from Grandma

“The best classroom in the world is at the feet of an elderly person.”

– Andy Rooney

My beautiful grandmother passed recently. She was a powerful force—smart, talented, courageous, witty, selfless, and so much more. This week’s Two-Minute Tip gives us an opportunity to learn from just one small piece of her deep wisdom and approach to life. 

It’s easy to become consumed with the challenging external factors around us over which we have little control. Grandma never let those things paralyze her. Instead, she focused her energy on what she could control—on what was possible. 

Though she’s no longer with us, her legacy lives on. May we, too, live in a way that influences others for the better for years to come.

Grandma, I have your pearl earrings on, your bold voice echoing in my head, and your no-nonsense, selfless example guiding my steps.  

DON’T MISS OUT

Sign up to receive first access to new posts, resources, and special offers.

A short video series: using neuroscience to drive performance & engagement

A short video series: using neuroscience to drive performance & engagement

Two weeks ago, I launched a video series on this blog focused on helping you leverage neuroscience to drive employee engagement and performance. But I quickly realized that breaking it into several, individual posts made the content and learning feel disjointed; so today we are integrating the series into one post.

The videos below are arranged in sequential order, beginning with video 1: “The human brain at work.” Use the arrows to navigate.

Throughout the series, I encourage you to anchor your learning to this bottom line: creating a healthy work environment is not just ‘the right thing to do’ or ‘a nice-to-have’—rather, it critical to business success. Your team can only access their brightest ideas and deliver their best work when operating in a healthy climate. It is up to the leader and every team member to create this type of environment. Watch the videos to learn how.

 

Interested in exploring more ways to grow in your leadership? Join my five-day challenge designed specifically for people managers. You’ll be guided through five actionable exercises that will give your leadership (and team) a boost. These daily challenges will be delivered directly to your inbox—one per day, starting April 5th. You’ll learn best practices, implement them real-time, and drive meaningful results. Take the challenge!

DON’T MISS OUT

Sign up to receive first access to new posts, resources, and special offers.

Am I valued here? (S in SCARF model)

Am I valued here? (S in SCARF model)

We’re continuing our deep dive into how the human brain perceives and reacts to the workplace, and how you can use this awareness to create an environment that maximizes performance and engagement.

Let’s be clear: this is not soft, fluffy stuff. This is science, and it has a direct impact on your team’s ability to perform and, therefore, on your bottom line.

Before watching today’s video on the “S” in Dr. David Rock’s SCARF model, which stands for status, be sure to watch last week’s two, short introductory videos. Viewing these first is essential. 

Okay, promise you watched the introductory videos? If so, you’re ready to dive into this one. As you watch it, consider the following: How valued do my employees feel? Do they have a strong sense of purpose and impact in their work? Do they feel appreciated and important? What will I do to enhance their sense of status? 

DON’T MISS OUT

Sign up to receive first access to new posts, resources, and special offers.

The human brain at work

The human brain at work

I’m very passionate about today’s topic. Lately, I have witnessed leaders neglecting it on numerous occasions. The negative impact of their neglect is significant—involving both human and business costs. Though my natural instincts ignite a protective ‘mama bear’ reaction, I know the best antidote to neglect is growing awareness. So, here I am today, inviting you to lean into learning with me on this topic. 

What is this topic, you ask? Well, it’s the most important job of a leader: creating a healthy work environment that brings out the best in your team. I know it sounds cliché, but I promise it’s so much more than that. To truly understand it, we need to follow the science and explore how the human brain perceives and responds to workplace dynamics.

I recommend watching both videos in sequential order.

I can’t leave you hanging there, so here’s a quick introduction to the SCARF Model (developed by Dr. David Rock, NeuroLeadership Institute). Please stay tuned as we dive into each SCARF element over the next five weeks. I want to ensure these stick so that you are equipped and ready to apply them at work and beyond.

DON’T MISS OUT

Sign up to receive first access to new posts, resources, and special offers.