Workplace personalization is a growing trend in the modern business world, with companies recognizing the value of tailoring work experiences and environments to the individual preferences, needs, and goals of employees. This approach to work offers a number of benefits, including increased employee engagement, satisfaction, and performance.

Personalization in the workplace can take many forms, from providing customized training and development opportunities to offering flexible work arrangements and personalized feedback and support. By taking the time to understand each employee’s unique needs and goals, organizations can create work environments that are more engaging and rewarding for employees.

One of the key benefits of workplace personalization is increased employee engagement. When employees feel that their work is aligned with their personal goals and interests, they are more likely to be motivated and engaged in their tasks. This can lead to higher levels of...

Remote work, Productivity Paranoia, Quiet Quitting, Quiet Firing...A lot of new terms are being tossed around in the world of leadership. While it is important to remain on top of trends, the blocking and tackling of the leadership is true and will remain true. Recognition being one of those truths.

As a leader, you may wonder where employee recognition belongs on your list of priorities. It turns out that it may be even more important than you think. According to the Society for Human Resource Management (SHRM), 79% of employees say recognition makes them work harder.

Unfortunately, much of that potential may be going to waste. A Gallup poll found that only one in three workers in the U.S. say they recently received recognition or praise for doing good work,

Letting employees know that they make a difference is an essential part of leadership. Study this quick guide to creating a strong culture of recognition.

Benefits of Employee Recognition Programs:

1. Reduce turnover. Revolving...

As businesses grow and evolve, it becomes increasingly important for employees to connect around a shared vision. Studies have shown that when employees feel connected to their colleagues and the company's vision, they are more engaged, productive, and less likely to leave. In this blog post, we'll take a closer look at the results of these studies and explore the importance of team connecting in a structured way around company vision, team vision, and career vision.

Firstly, a study published in the Journal of Vocational Behavior found that employees who shared a vision for their careers were more committed to their jobs and more likely to stay with their employer. This suggests that when employees have a clear idea of where they want to go in their career, they are more likely to be engaged and committed to their current job. Companies can help facilitate this by providing opportunities for career growth and development, such as training programs, mentorship, and promotions.

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Ever felt like you were avoiding making a decision? Would rather make no decision, then make the decision? Leaders are constantly making decisions. Decisions around direction, people, risks, financial, etc. Each decision you make back to back increases the risk of making a bad decision. It can quickly reach the point that you’ll actually avoid making decisions once a certain threshold is reached. There are only so many good decisions you can make each day.

Decision fatigue also leads to impulse spending. Self-regulation also suffers during decision fatigue. There’s a reason why you’re more likely to eat unhealthy food or do something else detrimental to your well-being at night.

Have you ever noticed that many powerful and successful people tend to make poor decisions at night? These self-destructive decisions often come after a long day of making important decisions at work.

Use these strategies to avoid decision fatigue and make wise decisions:

1. Make...

There is a great debate that goes on and on about are great leaders born or made? I happen to not engage in the debate and lean more to let's just "see what happens." The job is the only way to know for sure. I have coached, mentored, promoted, and hired many leaders. I have also seen many fail, quit, and even fired a bunch. I have also seen uncut gems of people excel in ways i would have never predicted. What I have learned, previously successful individuals with the following 10 traits seems to be a set of success predictors. Then the job and your team will determine the rest. 

It’s not easy to be a great leader. Leadership requires a unique set of skills and personality traits. Few people are born great leaders, but everyone can maximize their leadership skills and qualities.

Many of us want to be better leaders, but don’t know where to start. There are many great books on leadership skills, but the effectiveness of skills is limited without the proper...

I remember the first time I lost my cool as a leader. I actually raised my voice out of frustration to a team member. Was a new leader with tremendous responsibility and managing several critical business issues through my team. Pressure from my leadership and external customers felt overwhelming. My team was having conflict internally and with our customer. When I lost control and actually had an out of body experience seeing myself out of control, I immediately realized it was all avoidable. I had not been prepared or even took on accountability to prepare myself for conflict as a new leader. I had coached others on this topic, but did not internalize it myself. Let me help you not make my mistake.

Strained relationships between employees and executives cause up to 80% of workplace conflict, according to a study by the Virginia Department of Human Resource Management. As a leader, you play a major role in helping your team to work smoothly together.

Teams usually bring...

Are you about ready to scream at the top of your lungs about team members that are wonderful "push backers"? But it has gotten out of hand. Lets talk.

Unless you’re a low-key despot, chances are that you don’t enjoy telling others what to do or reprimanding them. You probably don’t like being called out yourself and you might even question your right to tell anyone else what they’re doing wrong.

Kudos to you if you feel that way! You have what it takes to be a good leader! It’s the power-mad despots that make for terrible leaders and who eventually tend to come unglued.

But while it’s not a good thing to take pleasure in enforcing your will, it’s also not useful to bury your head and pretend that everyone can just get along nicely. That’s not how the world works, unfortunately.

The truth of the matter is that authority invites challenge. When you place yourself in a position of authority, others will be naturally encouraged to...

Feedback is one of the most valuable things a business leader can give. To underestimate the impact of a leader's process or ability to give feedback is a weakness. Continuous feedback is a minimum expectation in most cultures today. We train and coach on this right up front for Sr Executives and new leaders. Everyone's ability to give feedback can always be improved.

Constructive feedback in the workplace helps us to understand what we’re doing right and where we need to improve. When feedback is positive, it acts as a source of inspiration and motivation.

We get the reassurance of knowing that we’re taking the right steps towards success.

When feedback is negative, it can be worrisome initially, but it’s also a fantastic opportunity for growth. Negative feedback, when given effectively, shows us the things that we need to work on in a supportive, and insightful way. It means we can become better at what we do in the long-term.

Learn more about why you might want...

We all have that manager or leader that just stinks at giving negative feedback or waits until the yearly performance review to give it all at once. We train leaders to be giving constant feedback as a habit and culture within their team and company. The more it is given it just becomes feedback and not negative or positive as a label. With that in mind, there is still a way to posture and communicate well negative feedback. 

Negative feedback – it’s never something you look forward to giving as a leader.
However, that doesn’t mean you shouldn’t give it. Although it’s difficult to say negative things about your employees’ work, it’s worth remembering that your staff can only thrive if you give them direction.

Negative feedback is a method of giving your team members the tools they need to improve and get better at their jobs.

According to one study, 83% of employees say they appreciate both positive and negative feedback.

So, how do you...

Yes motivation is your job as a leader. Many leaders I have coached, trained, and lead struggle with motivation. We become so focused on getting the work done, we fail to zoom out to see how we are doing the work that is getting done. Is the work sustainable and bringing out the best in the team? 

As a manager, your job will be easier if you know how to motivate your team. Employees who care about their work will be more resilient, innovative, and productive.

However, you may have a long way to go. According to the latest Gallup report, 51% of employees are disengaged in the workplace and 13% are actively disengaged.

The challenge may be even greater when you add in the new demands of remote and hybrid teams. The Harvard Business Review cites a study that found motivation dropped 17% when employees had no choice in shifting to working at home.

What can you do to inspire more positivity, and keep discouragement from spreading?

Try this proven formula for boosting your...