Leadership & People Videos

The Bull’s Eye Principle

Employees feel like they have very little control over their work. But they can magnify their influence by becoming an expert in things that really matter to them. You get more power by being effective on things that matter. Training vs. inspiration.

Effective Leadership for a New Generation

For leaders to be effective they have to be committed to the whole person—your dreams, your well-being, your health, your growth. Leaders must also answer “What is your promise? What do you stand for?”

Having High Engagement in Your Business Will Attract Better Talent

If we want to affect culture we have to affect two things: 1) people’s beliefs about what it takes to be successful in this culture, and 2) energy because it will produce the behavior and the results. Energy is the capacity to do work. More energy = more work. If you have a culture of high engagement, you attract better talent, have less absenteeism, more innovation, more profits, etc. Key to engagement is energy. Energy—physical (quantity), emotional (quality), mental, (focus) spiritual (force). Spiritual energy comes from values alignment.

The Human Energy Crisis

Life as it was—work/life balance; work vs. life. Now—macro-multitasking and 24/7 availability. Top 10 Productivity killers: excessive email, excessive meetings, sporadic feedback, unclear meaningless goals, too much data, external interruptions, multitasking, too much work, too many kinds of work, self-interruption. Engaged brain vs. fear-driven brain.

What Drives Employee Engagement

Engagement is defined by 1) commitment to the organization’s strategy and goals, 2) pride in belonging, 3) and willing to give full and best effort. Organizations where employees are engaged dramatically out perform others. The biggest driver of engagement is values alignment.

The Component of Trust is Key for a Successful Job

Requirements of a successful job—trust, personal autonomy, leadership support, future demand, effort to reward ratio, security, benefits (health), mobility, respect, collaboration and teamwork, etc.

The Four Levels of Motivation in the Workplace

First—survival, second—competition, third—achieve goals, and fourth—change the world.
High Purpose companies outperform metric driven companies 8 to 1.

How to be an Employer of Choice

1) Self-determination, 2) real-time feedback, 3) re-direction reinforcement, 4) fast, creative, casual, 5) new responsibilities, 6) coaching not bossing. The importance or CULTURE.

Old Employment Paradigm vs. New Employment Paradigm

Old—workforce, security, cost, obey rules, work hard, time. New—talent force, opportunity, value, constantly improve, innovate, energy.

Work More Produces Less

Everything we know about innovation and creativity says you will flatline/plateau. We don’t get better without challenge/stress. We need work and recovery. Sleep innovation—your brain at rest comes up with great ideas. Physical exhaustion, anxiety, confusion over what’s important, and cynicism interferes with human performance.