TAB - Building a Bold Culture

TAB - Building a Bold Culture

The employment world we live in will never be what it used to be. With fundamental shifts in culture, generations, and belief systems of employees, it is more critical now than ever before to create an engaged culture. A top-performing organization will outpace a good organization 20 to 1 in net profitability.

To achieve this, there are three key components to build a culture that will engage teams, inspire greatness and unlock the highest potential of a team. By mastering Alignment, Workflow and Feedback, we attract top talent to be a part of our teams and take our organizations to the highest levels.

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Rapportunities - The Art of Building Rapport

In this episode, Jody and Meghan discuss how to build rapport with another person, whether that is at a social networking event or it is over time through continuous interaction. Building rapport is about understanding and connecting with another person through a close and harmonious relationship. 

There are five key principles that help a person build rapport:

1. Empathy - the ability to understand and share feelings with another person

2. Authenticity - being genuine; being who you say you are

3. Similarities - finding a common ground; building a bridge between individuals

4. Shared Experiences - experiences shape individuals, and shared experiences create a sense of connection 

5. Physical Presence - the manner in which we present ourselves; paralanguage

Seeking to understand others before you seek to be understood allows for greater depth of both conversations and interactions. You want to be present in the moment, show a genuine interest in the other person, make eye contact, practice active listening, and be very intentional about the interaction.

When you enter into a conversation, you want to appear open and confident. Shake the other person’s hand, introduce yourself, and repeat their name back to them when they introduce themselves, like, “Meghan! It’s a pleasure to meet you, Meghan.” This reinforces your memory of their name, and it is hypnotic to use their name in the conversation. Be present and intentional with your words and actions.

Thanks for tuning in, and please feel free to drop any leadership or management topic suggestions in the comments. Become the kind of leader you would follow! 

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There's No Such Thing as Business Ethics

In today’s episode, Jody and Meghan discuss ethical codes. Whether you’re at work or at home, ethics remain the same. It is important that you create rules and systems that will keep you and your company in line with an ethical code of conduct. Ethics are not intended to restrict you; rather, ethics are meant to serve as encouragement for making good decisions. There are three variances of ethics that Jody and Meghan dive into:

Ethical Absolutism: the idea that there is an unchanging moral code that applies to everyone everywhere.

Ethical Relativism: ethics depend on the situation and are thus subject to change.

Ethical Legalism: ethics are based on compliance with a code of conduct.

Companies who follow an ethical system will always make more money in the long run than those who break ethics to make more money now. You almost always get caught when you’re unethical. Trust is gained in droplets and lost in buckets. You want to maintain credibility and trust, and ultimately, you should want to do what is right.

Thanks for tuning in, and please feel free to drop any leadership or management topic suggestions in the comments. Become the kind of leader you would follow! 

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Prepare for the Part - Executive-Level Interviews

In today’s episode, Jody and Meghan share tips on preparing for an executive-level interview. The higher the position within the company you are interviewing for, the greater the intensity and depth of the interview process will be. It is important to give a good first impression and answer questions in a professional manner.

A few takeaways from the podcast:

• Practice interviewing with another person ahead of time.

• Keep your answers honest, but not rehearsed.

• Innovation sets leaders apart.

• Never underestimate the power of a good, firm handshake.

• Thank each interviewer for their time.

• Dress for the position you want.

  
  

In the interview process, we are hiring the person and the potential that we believe they exhibit. Subtle formalities, body language, and professionalism will make a huge difference in the way that an interviewer will view your potential. Be intentional about each step of the interview process, and be sure to prepare ahead of time.

Executive-level interviews often seek to know these 3 main things:

1. What your style of leadership will be

2. What your plan for leading will be

3. What your legacy will be

   
   

Thanks for tuning in, and please feel free to drop any leadership or management topic suggestions in the comments. Become the kind of leader you would follow! 

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Developing the Potential of Your People

In today’s episode, Jody and Meghan discuss the four keys to developing the potential of your team in order to achieve success in the workplace. 

1. Performance Management

2. Team Involvement

3. Recognition

4. Job Fit

   
   

Not only do managers play an active role in the growth and development of their employees, but it is also important to recognize the individual role that employees play in their own development. Individual opportunities for development increase employee satisfaction and retention rates.

Managing performance goes beyond just telling someone what to do. It involves regular communication, proper job training, reasonable expectations, and a clear way to measure success. As a manager, you want to guide your employees on how to do their jobs autonomously, and then you can provide feedback on what is going well and what needs to be improved upon. This highlights the importance of recognition. Pointing out that you recognize an employee’s efforts and letting them know you see that they are doing a good job increases motivation, and as a result, productivity increases as well. Don’t just provide feedback when something is going wrong. Let your employees know when they are doing something right.

The last piece of this is job fit. Assessments act as great tools for helping a company understand where their employees are likely to succeed and where they may need extra guidance. Assessments are not meant to discourage or encourage hiring certain employees. They are meant to serve as a resource for better understanding certain employee characteristics. One person may excel in one area of the job, whereas another person may seem to fall short. However, that does not mean that the person that “falls short” is not a great addition to the company. Their expertise may just be in another area, and their skills may be better utilized within a different department.

You as an individual can only offer what you have developed yourself to. 

Link to the full article that was referenced in today’s episode:

https://www.forbes.com/sites/joefolkman/2016/11/10/the-4-vital-keys-to-developing-others/?sh=5741be565fa3 

Thanks for tuning in, and please feel free to drop any leadership or management topic suggestions in the comments. Become the kind of leader you would follow! 

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