The best return to work plan

The best return to work plan

It’s the million-dollar question lately: what new policy should we set regarding remote work for our employees coming out of the pandemic?

You know I have a lot of thoughts to share on the topic when I just can’t keep the “two-minute tip” to two minutes. I hope you can stick with me for 3.5+ minutes on this one—there’s interesting statistic toward the end that you won’t want to miss.

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The most toxic team habit

The most toxic team habit

I see it happen all the time. I’m guilty of doing it myself. Here are my thoughts on what I believe is the most toxic behavior in team environments—and any social environment, for that matter.

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Just do it

Just do it

I find that in our culture we tend to be very skilled at asking people how we can help them—how we can be of service to their needs or situation. What a wonderful norm! However, I’ve also noticed a common practice of responding to these offers with resistance. Not necessarily direct pushback, but a cordial, “Oh thank you, but I’ll be okay.” 

The offerer of help feels their offer was sufficient and moves on. Meanwhile, the recipient is still drowning and not actually okay. 

What if, in those situations, we helped them anyway—like physically stepped in and provided service in a meaningful way, even when they resist?

I’m your classic resister of help and, as described in the video below, recently experienced a friend pushing through it to meet me right where I needed it. What a gift it was.

May you be that person to your colleagues, neighbors, and loved ones.

The offer is often not enough. Instead, just do it—go be the one who meets them where they’re at and helps carry their load.

 

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Reflecting on experience

Reflecting on experience

This is one of my favorite quotes. Probably because it’s a reminder I need to hear often. 

“We don’t learn from experience. We learn from reflecting on experience.”

– John Dewey

You see, I like to move fast—to drive results and then jump to the next challenge. No time to pause around here! Too often I move so fast that I miss the opportunity to learn from what I just experienced.

This week, I challenge you to join me in spending time reflecting on a few coaching questions (shared in the video below). These questions come straight from a recent group coaching session with our current cohort in The Management Essentials

I promise, you won’t regret spending ten minutes on this exercise.

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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. 

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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. 

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