If Your Employees Suck, Chances Are, You Do Too!

In leadership, you don’t attract who you want, you attract who you are. If your employees suck, it is almost certain that you do too!

According to Sam Adeyemi at the Global Leadership Summit, if your staff are not who you want them to be then perhaps you need to make a change in yourself! You need to be the change you want to see!

Adeyemi went on to say that as leaders it is our job to help our employees understand that;

How To Build Respect In Your Organization

In a recent keynote speech, Bill Hybels stated that the performance of a disrespected worker drops by 50% until the issue of disrespect is resolved. Scarier than this is that 25% of the disrespected workers pass this disrespect on to customers!

That is something to consider!

How many times in the last month have you been treated or seen someone treated poorly by the staff of a retail establishment? Now it really makes you wonder what goes on behind the scenes at these places. How many business leaders are disrespectful to their employees and are indirectly disrespecting their customers, the very lifeblood of their business!

There are way too many examples of disrespect in today’s world! From presidents of countries down to minimum wage employees at fast food establishments. Disrespect in our culture is way to common place! In fact, a business can begin to differentiate itself just by having respectful leaders and employees!

What can leaders do to repair, build, or maintain respect in their work place and start differentiating their business?

The Connection Algorithm

Take Risks, Defy the Status Quo, and Live Your Passions

This week’s book review is The Connection Algorithm by Jesse Tevelow.

Tevelow explains how important it is for each of us to expand our networks. Establishing a solid network will allow our personal growth to expand exponentially because we will be able to leverage the experience and contacts of the people in our network. One of the best ways to expand your network is to establish connections with people that he calls Connectors – “thought leaders, experts and influence in a given discipline or range of disciplines.”

My takeaway from this book is Tevelow’s formula for personal growth:

How to Deal with Monumental Change

I was recently reminded of how easy it is for leaders to lose sight of how much change their organization is experiencing.

One leader I spoke with has experienced a lot of downsizing in the last year and is now experiencing some very positive growth. Even though the organization is now well positioned for this growth, they are still reeling from the downsizing actions.

Another leader I spoke with continues to go through a downsizing process. Not only that but they are converting many of their staff to on-demand contractors. This is a huge cultural shift that impacts all aspects of the organization!