Everyday Excellence Leadership
Envision - Empower - Engage
Empowering leaders with skills and tools to build top performing teams, achieve business goals and facilitate a culture of excellence should be top-of-mind for every company. When it comes to helping leaders develop these skills, what’s the most effective learning strategy? Let’s start by looking at on-line learning. On-line learning is a good way to provide Read More …
Most leaders can tell you their DISC type, their Myers Briggs Indicator and can recite the 7 Habits of Highly Effective People. They have “Discovered their Strengths”, have “360 Feedback” plans and have attended multiple seminars on how to facilitate an inclusive work environment. It’s all good stuff, and it’s all valuable, but unfortunately it’s Read More …
If I had to name one trait that defines an Everyday Excellence Leader it would be love. An Everyday Excellence Leader loves what they do, loves their employees and loves their customers. Everyday Excellence Leaders have found purpose and meaning in their work and are able to translate this to their team, connecting each person to Read More …
Picture this. A cadre of consultants hovering over charts and data figuring out how to transform YOUR business. Meanwhile, the people that have the best answers are left out of the equation as consultants hand the answer to management on a platter leaving employees behind to pick up the pieces in the aftermath. Wouldn’t it be Read More …
Whether you are trying to increase productivity, improve customer service, reduce cost or foster a more engaging and inclusive work environment, the recipe for successful change is the same. Envision. Empower. Engage. Envision: Define the end-game. Create a mental picture of what the end-game looks like and how it will enable your company to fulfill its promise to customers Read More …
By definition, engaged employees are willing to give discretionary effort to achieve company success. They trust their leaders, feel connected to the company, are given a voice in decisions and key activities, are provided opportunities for growth and feel valued, respected, included and appreciated. The GOOD: It has been proven that having a workforce made up Read More …
When instances of inequality, unfairness or discrimination surface in the workplace, management may be quick to point to unconscious bias as the culprit. Why? Because they won’t have to admit that their organization has issues with fair and equal treatment of employees. It absolves them of any wrong-doing. But in reality, many instances of unfair or unequal treatment Read More …
Life isn’t fair. A lesson most of us were taught as children. I remember learning that lesson in 1st grade. Our class had a ‘sticks and triangle’ band. You either got to click sticks or could make a ringing sound by tapping your triangle with a metal wand. Most kids played the sticks with a few having the privilege of Read More …
Corporate America’s renewed commitment to facilitate an equitable and inclusive work environment is refreshing. But now comes the tough part. You actually have to do something. Because if nothing changes, nothing changes. First you must acknowledge that your current company culture is a reflection of your leadership team, their decisions and their actions. Real change will require new leadership Read More …
For the past decade, companies have been touting the need for equitable and inclusive work environments where every employee feels valued, respected and heard. Many companies have hired DEI executives, launched employee resource groups, communicated expectations and most recently donated large sums of money to social justice organizations. Although these actions may be helpful, failing to address Read More …