Do you remember the Jerry Maguire Mission Statement, where Jerry (played by Tom Cruise) experiences a crisis of heart and mind? The profession and organization he loves, seem to have lost something crucial. He senses a loss of connection at all levels.

If you don't recall, let me share a snippet of the introduction:

“THE THINGS WE THINK AND DO NOT SAY

Thoughts of a Sports Attorney

Miami Hilton, 1 AM

It’s 1 AM and this might be the bad pizza I had earlier talking, but I believe I have something to say. Or rather, I have something to say that I believe in. My father once said, “Get the bad news over with first. You be the one to say the tough stuff. Well, here goes. There is a cruel wind blowing through our business. We all feel it, and if we don’t, perhaps we’ve forgotten how to feel. But here is the truth. We are less ourselves than we were when we started this organization.”

As organizational leaders and HR professionals, do you share that...

Let's talk about the ROI of Employee Connection 

A vital component of a successful organization. It refers to the sense of belonging, value, and well-being that employees experience in the workplace, resulting in a feeling of fulfillment and a sense of purpose. Think about your favorite job or hobby; it probably made you feel connected and motivated to do your best.

Productivity

Employee connection is a top priority for executives worldwide. Unfortunately, only about 30% of employees feel connected in their work, meaning that 70% are not maximizing their potential. While it's normal to disconnect sometimes, being disconnected for long periods can lead to distractions and even unhappiness.

As a leadership development consulting firm, we know that disconnected employees can negatively impact an organization's financial bottom line. Suppose we consider the average annual salary in the US, which is about $55,000. In that case, an average employee generates around three times their...

Remote work has become increasingly popular in recent years, with the pandemic accelerating the shift to remote work. While remote work offers many benefits, including increased flexibility and autonomy, it also poses unique challenges, such as a lack of connection among team members, managers, and the company. This lack of connection can lead to lower performance, increased turnover, and difficulty in attracting top talent. To address these issues, the CONNECT For Teams workshop and process can help organizations and managers foster deeper connections with their remote work teams, leading to higher performance, reduced turnover, and talent attraction.

The Need for Connection in Remote Work Teams:

Remote work can be isolating, leading to a lack of connection among team members and with the company. A study conducted by Buffer found that 20% of remote workers cited loneliness as their biggest struggle, while another study found that 31% of remote workers felt they lacked...

Investing in your team is crucial for a business to thrive and meet its goals. But, how much should you invest in your team? The answer is that you should invest enough to ensure that your desired outcomes are met and exceeded. To help guide your investment decisions, here are some Organizational Consulting Activities and their associated fee ranges to consider. (Note: These are averages based on what we see in the market. Fees can vary widely based on team sizes, experience of consultants, fee structures, length of contracts, etc...)

1. Consulting Day Onsite - Fee Range $5,000-$10,000. This type of service is meant to speed up desired changes in performance or behavior. It may include assessments, coaching or consulting, or skills training for individuals, groups, or organizations. It's important to select a consultant who provides a high level of value, has clear contracts and expected outcomes, and exceeds any promises they make.

2. Consulting Day Offsite - Fee Range $1,000-$5,000....

When it comes to hiring new team members, it's important to identify candidates who possess certain traits and skills that will help them thrive in their roles. One trait that is particularly valuable is curiosity.

Curiosity is the drive to learn, explore, and ask questions. It helps individuals to seek out new experiences and to challenge the status quo. It's what allows them to stay curious and open to new ideas, and it's what keeps them engaged and motivated in their work.

In a rapidly changing world, curiosity is more important than ever. It helps individuals to adapt to new situations and to stay ahead of the curve. It allows them to continuously learn and grow, and it helps them to develop new skills and expertise.

So how can you identify candidates who have high levels of curiosity? Here are a few tips:

1. Look for candidates who have a track record of continuous learning and personal development. These individuals are likely to be curious and driven to learn and grow.

2. Pay...

The First 90 Days: Critical Success Strategies for New Leaders at All Levels is a book written by Michael D. Watkins that provides guidance for leaders starting new roles, whether they are transitioning into a new job, taking on a new project, or assuming a leadership position within their organization. The book aims to help leaders navigate the challenges of the first three months in their new role and set themselves up for success. Here are five key points from the book:

1. Prepare for the transition: Watkins advises leaders to start planning for their transition well in advance of their first day on the job. This includes identifying key stakeholders, assessing the organizational culture and politics, and setting clear goals and priorities.

2. Build relationships and establish credibility: Watkins emphasizes the importance of building strong relationships with key stakeholders and team members, as well as establishing credibility within the organization. This can be done through...

Talent density, or the concentration of skilled and talented individuals within an organization, is a key factor in a company's success. In a recession, managing talent density becomes even more important as businesses face increasing pressure to remain competitive and adapt to changing market conditions.

One study found that organizations with high talent density outperform those with low talent density in terms of financial performance, innovation, and productivity (Murmann et al., 2015). This is because talented employees bring valuable skills and expertise to the table, which can help a company navigate difficult times and come up with creative solutions to problems.

However, managing talent density during a recession can be challenging. Many companies may be tempted to cut costs by laying off top performers in order to save money. While this may seem like a quick fix in the short term, it can have serious consequences in the long run.

First, losing talented employees can lead...

Leadership is a critical component of any organization, as leaders play a crucial role in shaping the culture, direction, and performance of their teams. One of the primary responsibilities of a leader is to motivate their team to achieve high levels of productivity and performance. However, this can be a challenging task, as individuals within a team may have different needs, goals, and motivations.

As such, it is essential for leaders to understand and implement best practices for motivating their teams. In this research paper, we will explore several evidence-based strategies that leaders can use to motivate their teams effectively.

The Importance of Motivation:

Motivation is a driving force that inspires individuals to take action and pursue their goals. It plays a significant role in determining an individual's level of engagement, productivity, and overall performance.

According to Maslow's Hierarchy of Needs, motivation is driven by physiological, safety, social, esteem, and...

Let's be real: no one likes being lied to. And when it comes to job interviews, being lied to can have serious consequences - like hiring an unqualified or untrustworthy candidate, or damaging your company's reputation. That's why it's important to be able to spot when a candidate is being dishonest. Here are some tips for catching those sneaky liars in the act:

1. Pay attention to body language: Nonverbal cues can often give liars away. Look for signs of discomfort, like fidgeting, avoiding eye contact, or sweating like they just ran a marathon (even if the interview is taking place over Zoom).

2. Watch for discrepancies: If a candidate's story doesn't quite add up, or they give conflicting information, it could be a red flag that they're not being completely honest. Pay close attention to the details of their responses and don't be afraid to ask follow-up questions to clarify any inconsistencies.

3. Notice changes in language: Liars may use more vague or evasive language, or may use...

If you're like most people, you probably imagine the world's greatest leaders as serious, stoic figures with unshakeable determination and unwavering focus. But as it turns out, some of the most effective leaders possess traits that might surprise you – and even make you chuckle.

1. Sense of humor. That's right – some of history's greatest leaders have been known for their ability to inject a little humor into their leadership style. This can help to lighten the mood, build rapport with team members, and even diffuse tense situations. In fact, research has shown that a good sense of humor can improve job performance, boost morale, and increase creativity in the workplace. So next time your boss cracks a joke, don't just chuckle – thank them for their leadership skills!

2. Flexibility. Great leaders are often those who are able to adapt to changing circumstances and pivot when necessary. This means being open-minded and willing to try new approaches, even if it goes...