I wrapped up last time by mentioning that we’d soon work through some “simple things” that we can each do to EARN engagement from the teams we’re leading, and more specifically, some actual steps we can take to put those things into practice. Here’s the thing: just...

Based on the stats we just looked at showing that an overwhelming majority of the workplace at-large isn’t actively engaged in “powerfully rowing toward their company goals,” the cost of disengaged employees should be fairly evident… Truth be told, I struggle to...

Now that we’ve identified some of the causes of turnover, specifically the reasons great team members leave an organization voluntarily and the high costs associated with that voluntary turnover, and we’ve looked at the extended reach of those costs, let’s get to work at...

With just a basic understanding of why people do what they do, Matt was about to intentionally break the golden rule with his team and avoid so many of the costs of poor communication! By following a simple pattern, he was able to begin adding fuel to a different fire… Instead of the fire...

It seems that the cost of poor communication is impacting enough organizations that it’s become quite a hot topic… I found a separate article on Inc.com called Costs of Poor Communication Reach $37 Billion. Avoid Disconnects By Implementing These Two Things at referenced the same...

Even when we begin to recognize what’s killing our profitability, start to dial in on the right prescription for addressing it, and come up with some simple solutions that can have a strong impact, we’ll miss capturing a significant amount of our best potential results if we allow our...

I believe making responsiveness a priority is considerably easier when we understand just how much impact it has. Think about it, would you even consider not responding to a customer or client who represents tens of thousands in profit for your company? I’d guess most of us would put our...

Last time I referenced The Platinum Role with regards to communicating with our team members based on what they needed, rather than just how we’re wired to share a message. That’s critical for simply limiting the amount of misunderstanding we have on any given day, but it’s even...

Now that we have a foundation for what the real issue is, rather than getting caught up in the recent hype, and we’ve looked at who’s to blame - or more importantly, who’s behavior we can actually control on any given day - let’s tie all this together with some specific...

So what if that burnout we so often hear about really is a result of being uninspired rather than just plain tired? What can we do as a leader to provide our team members with what they need to find true fulfillment in what may seem like such a mundane routine? Quite frankly, that conversation...

Since looking at Who’s to Blame last time, my mom shared something she had just seen on Dr. Phil where he suggested that quiet quitting was a societal issue largely caused by lack of initiative on the employees’ part. I usually attempt to be fairly mild and respectful with my language...

There’s certainly a lot of hype around it currently, but I maintain that quiet quitting is no new issue - even though I’ve never seen anyone seem to care the least bit about it until just recently! With hopes that you’re tracking with me on the importance of EARNING engagement...