7 Needs Work Should Fulfill

great place to work

Make Work Great

Leaders recognize that organizations are great because of the people working in them. Knowing that people make or break a company is one reason leaders are constantly trying to improve company culture.

Moe Carrick’s new book, Bravespace Workplace: Making Your Company Fit for Human Life, recognizes the importance of people so much that the dedication at the very front of it is “dedicated to workers everywhere. You are the heart of it all, and it’s what you do every day that makes your company great.” How very true that is, and how incredible for Moe to recognize it even before page one.

“If only my manager thought that way,” you may be thinking or even, “Would it be too obvious for me to buy a copy for my manager?”

Moe addresses some important issues as she advocates for people, for culture development, and for thriving organizations in the midst of rapid change. I reached out to her to talk about her work.

“Creating the kind of workplace that is actually fit for human life goes way beyond mere happiness.” –Moe Carrick

Make it a Bravespace

What does a bravespace workspace look like?

Most simply, I define a bravespace workplace as one where people can show up as they are, both perfect and flawed, and do great things together. Bravespace workplaces activate, enliven, and tenderly support the complex humans that we are so that we can bring all of ourselves to work every day. This means that an organization designs itself, trains its people leaders, and runs day-to-day processes so that the people who work there (any company’s greatest asset!) can bring their highest and best skills to work every day. People sometimes over-simplify what I am saying as “a workplace where people are happy” but let’s face it, an ice cream cone can make me happy!  Creating the kind of workplace that is actually fit for human life goes way beyond mere happiness.

“Brave doesn’t always involve grand gestures.” -Shauna Niequist

10 Principles of Truly Great Leaders

great leaders

Truly Great Leaders

 

If you want to take your leadership to new levels, I highly recommend you start with Kevin Kruse’s new book, Great Leaders Have No Rules. Packed with practical and contrarian advice, you’ll find yourself adopting new practices immediately. If you want to become a more effective leader, put down your device, close the door, and open the pages of this book to begin your leadership journey.

Kevin Kruse is a bestselling author and a serial entrepreneur. His articles appear in numerous websites including Forbes. Don’t miss his LEADx Leadership Show (in fact, Kevin interviewed me for the show here.)

I recently spoke with Kevin about his new book which is already one of my favorite leadership books.

 

“Leadership is a superpower.” -Kevin Kruse

 

Leadership is a Super Power

Your new book pulled me in immediately from the first pages. In the introduction, you say, “Leadership is a super power,” and “Almost everything we’ve been taught about leadership is wrong.” Wow. Tell us more about your current perspective.

I think too often, we think of leadership as a something fancy or complicated or abstract, which is why most people don’t think about it very often at all. But when you boil it down to it’s simplest definition, leadership is influence. And when you realize that, you realize how powerful successful leadership can be.

If you can influence yourself to put down the potato chips and get on the treadmill, you will change your life. That’s self-leadership. If you can influence the quality and intimacy of your relationship with your spouse, you can literally save a marriage through leadership. And of course when it comes to the more traditional leadership at work, well, my horrible leadership caused my first two companies to go out of business. But successful leadership was one of the primary factors in other companies I’ve owned winning awards for both fast growth and being a great place to work.

 

“Great leaders understand the true value of time. You can never get a minute back once it’s wasted.” -Kevin Kruse

 

Lead With No Rules

6 Key Elements of a Healthy Culture

culture question

Like Where You Work

The authors of The Culture Question: How to Create a Workplace Where People Like to Work believe that everyone should be able to like where they work. This is a compelling vision, and after reading the book I reached out to two of the four authors, ACHIEVE CEO, Randy Grieser, and ACHIEVE Managing Director, Eric Stutzman, to learn more about their thoughts.

 

Culture is the relational environment in which we work, and it’s how we work together.

 

Culture: How People Behave and Interact

What is your definition of culture?

Workplace culture is really about how people behave and interact. This includes how decisions are made, how disagreements are voiced, how conflict is resolved, and how people connect when they pass in the hall. Culture is the relational environment in which we work, and it’s how we work together. The simplest way we’ve come to describe culture is, “It’s the way things work around here.”

While culture is not physical, you can feel and see it in the language we use, our rituals, and the stories we tell. Even simple things like whether people feel comfortable displaying personal items on their desk or walls can tell you a lot about an organization’s culture.

We describe culture as being on a spectrum between healthy and unhealthy. Healthy cultures are full of energy and productivity, whereas unhealthy cultures produce unmotivated employees. Most organizations are not completely healthy or entirely unhealthy, but rather lie somewhere in the middle. Or there are parts of the culture that are good, and parts that are bad.

 

One of the hallmarks of a healthy culture is that leaders communicate change well.

 

Why is workplace culture important?

The goal of most workplaces is to get things done. When we have a healthy workplace culture, it sets the stage for doing good work. In our opinion, culture is the most significant factor that influences work relationships, employee happiness, and productivity. We agree with the phrase attributed to Peter Drucker: “Culture eats strategy for breakfast.” You can have the most incredible strategy imaginable, but if you don’t have a healthy culture in which to execute your strategy, it’s just words on a page.

In our opinion, nothing impacts employee engagement more than workplace culture – and almost every leader and human resource manager we know would like to see engagement increase. The secret to improving employee engagement is culture.

 

A healthy culture is much like a car that requires regular, ongoing maintenance so it can continue to serve its purpose.

 

What does it look like when leaders truly prioritize culture?

As leaders, we are all stretched in multiple directions. As such, it is tempting to focus on all our other operational demands at the expense of culture – culture becomes something we will eventually get to once other priorities are dealt with.

Healthy cultures require intention and effort. When leaders prioritize culture, it becomes part of the daily and weekly conversations they have with others – culture may even become the agenda item for a meeting. The good news is that when operational challenges emerge in organizations with healthy cultures, everyone is more willing and able to rise to the occasion.

 

Don’t miss:  Turn Your Mistakes Into Gold. Skip’s appearance on Inspire Nation in video or audio.

 

Common Leadership Mistakes 

14 Elements of Leadership Self-Awareness

self awareness

Know Thyself

Self-awareness is a critical component of true leadership. It is nearly always a precursor to a leadership role in an organization. When someone ends up in a powerful position of authority, we expect a certain level of self-awareness and self-mastery. If that is lacking, it is immediately noticeable.

Joe Scherrer of The Leadership Forge put together this infographic to share the elements of self-awareness and the power of leadership presence.

 

“Self-awareness is probably the most important thing towards being a champion.” -Billie Jean King

Help Them Grow or Watch Them Go

help grow

Help Them Grow

 

Julie Winkle Giulioni partners with organizations worldwide to improve performance through leadership and learning. Named one of Inc. Magazine‘s top 100 leadership speakers, Julie is the co-author of the international bestseller Help Them Grow or Watch Them Go: Career Conversations Organizations Need and Employees Want.

After reading the newly updated edition of her book, I reached out to Julie to hear her latest perspectives on leadership and career development.

 

Retain Top Talent

Why is career development more important today than it was when you wrote the first edition?

Career development has always been important. It traditionally has been (and continues to be) among the top reasons people give for joining or leaving an organization. But since writing the first edition of Help Them Grow or Watch Them Go: Career Conversations Organizations Need and Employees Want nearly seven years ago, career development has risen to become a top priority – for individuals and organizations.

Low unemployment rates have led to a highly competitive talent market. The Conference Board predicts talent shortages in key sectors over the next 15 years and in a recent survey identified that “…attracting and retaining talent ranks as the foremost concern not only among CEOs but also the rest of the C-Suite, including CHROs and CFOs.”

Organizations are coming to understand that career development is a powerful strategy for retaining top talent. They also recognize that recruiting is easier and more effective when they have a reputation for developing talent. And—for better or worse— given the visibility that social media facilitates, candidates are making choices based upon an organization’s reputation for staff growth and development.

 

“Career development is a powerful strategy for retaining top talent.”  -Julie Winkle Giulioni

 

The Biggest Mistake Leaders Make