Minimalist Manager Challenge Part 3: Leftie Day

For today’s #MinimalistManager Challenge, my task was to spend an entire day using my non-dominant hand.

Which, since my natural preference is right-handedness, means that it is…

Leftie Day.

Find out how it went, what I learned, and a few insights I was not expecting.

Continue reading “Minimalist Manager Challenge Part 3: Leftie Day”

Company Culture FAQs Part 2 of 5

This is the second post in a series about Frequently Asked Questions on the topic of Company Culture.

I will explain why it’s important, and provide some examples of companies with a good and bad  culture.

Watch the recorded video here, or keep reading for bonus-filled content.

Continue reading “Company Culture FAQs Part 2 of 5”

Company Culture FAQs Part 1 of 5

What’s the purpose of reviewing your company culture?

Does social media impact a company’s culture?

I answer these questions—and much more—in my Live Facebook Video. Check out the recorded video here, or read the transcript below (including bonus content!)

Continue reading “Company Culture FAQs Part 1 of 5”

How to Estimate the Qualitative Loss From Staff Turnover

What is an employee worth to you?

Not just their ability to generate sales or produce a measurable outcome, but also in terms of the experience they provide, and the emotional impact they make?

How can we calculate the degree of value an employee brings to a company, and what we lose when they quit?

Previously, I discussed ways to increase Risk Intelligence after staff turnover, and how to calculate the financial impact.

In this third segment, I explain hidden values employees provide, the 9 things we lose when an employee leaves, and simple ways to calculate the cost of quality.

Continue reading “How to Estimate the Qualitative Loss From Staff Turnover”

What You Can Do to Boost Risk Intelligence After Losing Staff

If you own a business, you are responsible for every detail in your company: hiring, firing, and everything in between.

When a key employee hands you their resignation letter… what is your typical response?

Do you feel alarmed, frustrated, nervous, or angry?

Are you afraid of what could go wrong?

Without a clearly defined processes to deal with unexpected turnover in your company, you will be facing a lot of unknowns. Risk Intelligence is the ability to perceive what could happen before it happens.

If you feel blindsided by a sudden resignation, or shocked by events that forced you to fire key staff members, then it’s time to boost your level of risk intelligence.

Continue reading “What You Can Do to Boost Risk Intelligence After Losing Staff”

How to Recognize Implicit Bias After What Happened to Starbucks

A recent event at a coffee shop in Philadelphia has stirred controversy about subconscious bias, corporate policies, and how to repair a company’s fractured reputation.

In this article, I explain:

  • the facts behind this event (including quotes from the young men, Starbucks leaders, Philadelphia police and Mayor, and other experts)
  • What are Policies and Procedures?
  • When the Enforcement of Policy Shows an Underlying Bias
  • Starbucks’ Official Statement
  • Taking Action: What You Can Do to Prevent a Starbucks-Like Incident
  • The 7 Symptoms of Implicit Bias, and
  • My Conclusion

Continue reading “How to Recognize Implicit Bias After What Happened to Starbucks”

5 Painful Discussions That No Organization Should Ignore

This is the final in a 3-part series about Pain and Decision-Making.

Part 1 | Part 2 | Part 3

In previous posts, I described ways to see pain objectively, and how to identify pain points, and ways to fix them. In this article, we’ll be examining some difficult topics that most leaders tend to avoid.

Continue reading “5 Painful Discussions That No Organization Should Ignore”

[Video] Let’s Define… What is “Hollowed-Out Engagement”?

Connecting with employees, customers, and other stakeholders requires us to see life from their point of view. In this Let’s Define episode, I share my “Needs, Fears, and Expectations” concept and simple ways to fix disengagement.

Read my definition of “Hollowed-Out Engagement

Watch the video, or read the transcript below:

Continue reading “[Video] Let’s Define… What is “Hollowed-Out Engagement”?”

“Employee For a Day”: How to Start

Are your staff afraid to share what is going wrong in your company? Do problems keep happening, and you don’t know why?

A great solution is to step into the roles of your staff and see the situation first-hand.

One fantastic technique is what I call “Employee For a Day.” It is a simple, hands-on activity where an executive leader leaves their role, and she or he sits in the seat of employees to see the organization from their point of view.

In my previous post, I describe what happened when I entered the day-to-day world of my staff. It humbled me, challenged me, and ultimately led to several changes in the organization.

There were a few drawbacks as well. Here are all the dirty details of how to get started.

Continue reading ““Employee For a Day”: How to Start”

What Happens When We Avoid Pain in Decision-Making?

Pain isn’t something most of us want to experience. We are hard-wired to avoid unpleasant conversations, experiences, and memories. And most of the time, this instinct serves us well.

But when it comes to recognizing risks — vulnerabilities and threats that could cause harm — avoiding pain is dangerous.

This is the first in a 3-part series about Pain and Decision-Making.

Part 1 | Part 2 | Part 3

In this post, I will review the basics of pain, our unique thresholds, corresponding fears, and how to evaluate and properly both pain and managing risk. Continue reading “What Happens When We Avoid Pain in Decision-Making?”