Crazy Enough to Win (In Business)

Send us a textLet's get one thing straight: most organizations are not wired to win. They're wired to survive. To get through the quarter. To avoid disruption. To keep the machine running just enough to not get fired.To wire a winning organization, you need to confront some hard truths. You need to pull apart the architecture, expose the weak circuits, and rebuild something stronger, faster, and more adaptive. And make no mistake—this is not a tech problem. It's a leadership problem.

Send us a textThe need to be liked is one of business leaders' biggest psychological hurdles. While it's natural to want to be respected and appreciated, an excessive desire for approval can lead to weak decision-making, poor boundaries, and an inability to hold others accountable. From an Adlerian psychology perspective, this struggle stems from mistaken beliefs about self-worth and interpersonal relationships. Leaders who seek validation from others often fear rejection, prioritize harmony over progress, and struggle with making difficult but necessary decisions.To be an effective leader, you must cultivate "the courage to be disliked"—the ability to make decisions based on what is correct rather than popular. In this episode, we will explore common challenges leaders face regarding approval-seeking behavior, the Adlerian understanding of this issue, and practical strategies to overcome it. 

Send us a textSuccess begins in the mind. Before any outstanding achievement can materialize, it must take root as an idea, a vision of what is possible. Imagining yourself successful is not merely daydreaming; it is a deliberate and powerful tool used by athletes, entrepreneurs, artists, and leaders throughout history. When harnessed effectively, visualization can help align your thoughts, actions, and emotions with your goals, paving the way for tangible results. Here's how to leverage the power of imagining yourself as successful to achieve your aspirations. This will change your life!

Send us a textHarold Thorpe had always been a figure of admiration in the business world. With his crisp suits, sharp intellect, and a history of turning struggling companies into industry leaders, he was the epitome of corporate success. Harold's decisions had been almost prophetic for decades, guiding his companies through economic storms with unwavering confidence. But now, as he sat in his corner office on the 42nd floor of the sleek glass tower that bore his company's name, he felt an unfamiliar gnawing in his chest—a feeling he couldn't quite shake off.

Send us a textDiscover a cognitive bias where people adopt behaviors or beliefs simply because others do, can significantly influence workplace dynamics. Leaders often struggle to manage team morale, perceptions, and reactions in environments where opinions can shift rapidly. A cautionary tale of this effect was the viral response to Karen Templar's blog post about India. This case illustrates how initial praise can transform into a powerful negative backlash with a single trigger. 

In the complex world of business leadership, the art of communication is one of the most powerful tools a leader can wield. But being a great communicator doesn't mean simply delivering compelling speeches or motivating your team with inspirational words. At the heart of many organizational issues lies a simple truth: it's not what was said that causes problems, but what was not said. Missing conversations, particularly the difficult ones, are often the root cause of most challenges that businesses face. Discover more at www.johngrubbs.com

In their seminal work, The Art of Possibility, Rosamund Stone Zander and Benjamin Zander offer a transformative perspective on how individuals can redefine their lives to achieve their true potential. At the core of their philosophy is the idea that life is a construct—a creation of our own, shaped by our thoughts, beliefs, and actions. Much like a block of stone, this construct holds immense potential waiting to be unveiled. By chipping away at limiting beliefs and societal expectations, we can reveal our inner beauty and craft a life that aligns with our definitions of success and happiness.

As we look toward the future, one of the most profound changes on the horizon is the transformation of personal transportation. For Generation Z, born between the late 1990s and early 2010s, driving symbolizes independence and freedom. However, their grandchildren are poised to experience a very different reality. The rapid advancement and proliferation of autonomous vehicles, controlled by sophisticated artificial intelligence (AI), are set to revolutionize transportation, making driving an optional skill rather than a necessity. Discover why you should care!

Let's face reality: yearly reviews should be extinct. Top performers hate them, and most managers are terrible at delivering them. In business management, annual performance appraisals are standard practice for evaluating employee performance, setting goals, and making decisions about promotions, pay raises, and terminations. However, beneath their seemingly systematic structure lies a cognitive bias that often skews the evaluation process: the Peak End rule.  Listen now and learn what to do instead!

Do you know why employees waste time at work?  One concept called the learning curve profoundly influences how individuals distribute their work throughout the day, often leading to phenomena such as spreading work out to fill the day.  As a leader, you can reduce wasted time by knowing the reasons you are paying for empty labor.  Leadership plays a pivotal role in minimizing empty labor within an organization.  Effective leadership is the cornerstone of minimizing empty labor and maximizing productivity in the modern workplace. 

In the complex tapestry of today's multigenerational workplace, understanding leadership goes beyond conventional management principles. It requires a nuanced comprehension of individual differences, motivations, and behaviors. The Enneagram, an ancient personality typing system, offers a profound lens through which we can explore the diverse leadership styles that emerge in modern organizational settings.Comprising nine distinct personality types, the Enneagram provides a framework for understanding the core fears, desires, and motivations that drive individuals. Each type possesses unique strengths and potential pitfalls in leadership roles, making it a valuable personal and professional development tool. Let's delve into how each Enneagram type manifests as a leader in today's workforce:

In the swirling currents of today's business landscape, change isn't just a ripple; it's a tidal wave. From technological breakthroughs to market shifts, organizations constantly navigate uncharted waters to stay afloat. But amidst the turbulence of change, one thing remains constant: the human element.As leaders, we're not just captains of ships but navigators of human emotions and aspirations. And when it comes to steering our teams through choppy waters of change, understanding the heart of our crew is paramount. Learn more a www.johngrubbs.com

Are you the most intelligent person on the team you lead? If so, the team may get held back by your knowledge. By not finding people with more intellectual horsepower, you may be the reason the team will not achieve anything more significant in 2024. When discussing the concept of a leader being the most intelligent person in the room, it's essential to consider both the potential advantages and the significant dangers and limitations that this situation can present. While intelligence is undoubtedly an asset in leadership, it can also lead to various issues affecting team dynamics, innovation, and decision-making processes. This episode an exploration of these dangers and limitations...Hang on and enjoy the ride!

At first glance, laziness and excessive busyness appear opposites. But upon closer examination, they often arise from the same root - a lack of discipline and intentionality. Neither busyness nor laziness inherently leads to productivity and meaning. It is the discipline that directs our energies with purpose and structure. Without it, laziness manifests as distraction and avoidance of effort. 

If you feel stuck, overwhelmed or unprepared on your path to leadership, This episode will re-energize your personal and professional growth. Let's climb to the peak of transformational leadership together!As leaders, we often feel pressure to appear competent, authoritative, and perfectly polished. But new research reveals the power of strategic self-disclosure of imperfections, mistakes, and quirks.John shares eye-opening psychological studies on the pratfall effect and actionable advice for harnessing it. You'll walk away knowing when and how to reveal your wonderful imperfections in order to build rapid rapport and respect with your team. They'll see you're human, flaws and all, but still extremely capable as a leader.Get ready to liberate yourself and watch your authentic leadership soar!

The 2020s have ignited a remarkable revolution in the labor landscape, triggering a seismic shift in the status and compensation of blue-collar workers while casting a shadow over white-collar jobs tethered to conventional four-year degrees. This transformative era is occurring due to many factors, including technological innovations, the evolving skill spectrum, and the burgeoning significance of high-value aptitudes over traditional diplomas. Discover more at johngrubbs.com!

Finding your inner voice can be a transformative journey in a world filled with noise and distractions. This journey becomes particularly crucial when we seek to overcome the limitations of small thinking. Small thinking is the self-imposed confinement of our thoughts and aspirations within the boundaries of what seems familiar and comfortable. It's the voice that whispers, "You can't," "It's too hard," or "It's not for you." However, discovering and nurturing your inner voice can be the key to unlocking a world of boundless possibilities, enabling you to transcend the constraints of small thinking. Discover more at www.johngrubbs.com

I have made this concept easy to understand.  Don't miss the ending.  But first, I need to give you the foundation for this to make sense.  The fundamental attribution error (FAE), also known as the correspondence bias or attribution effect, is a cognitive bias that influences how individuals perceive and interpret the behavior of others. Coined by social psychologists Lee Ross and Richard Nisbett in 1977, the FAE refers to the tendency of people to overemphasize dispositional or personality-based explanations for the actions of others while underestimating situational factors. This article explores the origins, key concepts, real-life examples, and implications of a fundamental attribution error, shedding light on human judgment and decision-making complexities. Go to www.johngrubbs.com for more valuable content!

In every organization, the pursuit of excellence is crucial for sustained success. However, this pursuit can sometimes be hindered by mediocre employees. Handling underperforming staff is one of the most challenging tasks for any manager or business owner. While firing an employee is never an easy decision, it is necessary to maintain a high-performing and cohesive team. Let's explore the signs that indicate it might be time to part ways with a mediocre employee and the importance of a fair and supportive approach to handling such situations. Go to www.johngrubbs.com or www.wolfsalestraining.com to learn more about sales!

Leadership trends continually evolve to adapt to changing business environments and employee expectations. Traditional hierarchical leadership models are giving way to more collaborative and inclusive approaches. Modern leaders emphasize transparency, open communication, and employee empowerment. This shift promotes a culture of trust, innovation, and engagement, as employees feel valued and motivated to contribute their best.  Go to www.johngrubbs.com to learn more!

Marriage breakdowns can have far-reaching consequences that extend beyond the immediate family unit. In recent years, research has shed light on the correlation between broken marriages and the development of manipulative behaviors in children. If left unchecked, these manipulative tendencies can manifest in their adult lives, leading to manipulative behaviors in the workplace. This podcast explores how broken marriages contribute to the rise of manipulative children and subsequently affect the dynamics of today's businesses. Learn more at www.johngrubbs.com

When Alan Mulally took over as CEO of Ford in 2006, the company was in dire straits. It had lost over $12 billion in the previous two years, and employee morale was low. One of the biggest challenges facing Mulally was the lack of psychological safety in the workplace.Psychological safety refers to the belief that employees can take interpersonal risks without fear of negative consequences to their job security, status, or self-worth. It is essential to a healthy and productive work environment that fosters creativity, collaboration, and innovation. When employees feel safe to express their ideas, voice their concerns, and take risks without fearing retribution, they are more likely to contribute to the organization's success. 

While toxic managers may achieve varying degrees of success in their careers, their negative impact on their employees and organizations is educational. It serves as a reminder of the importance of a healthy and respectful work environment and the negative consequences that can arise when leaders struggle with priorities.Identifying toxic managers can be challenging because they may not openly or overtly exhibit negative behaviors. However, some common signs and red flags can help you identify a toxic manager. This episode will reveal some key indicators to look out for...

Overall, the line "It was the best of times, it was the worst of times" is a commentary on the complexities of life and the coexistence of both positive and negative experiences. The same exists today in the business development landscape. The world of professional sales has changed. For some, it is a time for fantastic success. At the same time, many others are struggling to adapt and keep pace.

Accountability in the workplace can be hard to find, but it's one of the most important characteristics of high-performing teams and employees. A lack of accountability, on the other hand, can keep companies and individuals from reaching their full potential. I asked ChatGPT this question:  Why is accountability so difficult for the current workforce?The answer from artificial intelligence is in this episode.  I also provide seven strategies to create a more accountable culture.  Hang on and enjoy the ride!

Are you looking for industry experience when hiring? If so, I plan to challenge your thinking and hope to change your mind when we finish this time together. A friend of mine named Scott Hardegree introduced me to a concept called G.A.S. regarding the people we hire and retain at work. G.A.S. is an acronym for Gives A S@!t. Scott and I are ex-military, so the language is less offensive. For this intellectual work, I toned things down. We were deep in a conversation when he shared this gem, and the language is too sticky not to share it with you.  

I watched a documentary about Nolan Ryan last night called Facing Nolan. In case you don't recognize the name. Ryan is the only pitcher in AL/NL history with at least 5,000 strikeouts. Ryan is the all-time leader in no-hitters with seven, three more than any other pitcher.  So, a career that almost did not happen is a fantastic story. But the lesson is much broader and deeper than a baseball story.  Get a powerful business strategy from this episode!

Has your team lost the edge it once had?  Are people merely going through the motions at work? Can mediocrity dull the hunger pains for excellence?  Can accepting the status quo doom your team to mediocrity?  Staying hungry for that which provides the most benefit is extremely challenging and often elusive to many organizations.  There are many factors that contribute to lost hunger.  In this episode, you will learn how to get that MOJO back!

Who said the following?  Which generation am I describing? Work should be rewarding and create fulfillment in my life.I want a work-life balance.I will not be loyal to a company.We see jobs as temporary, not permanent.The answer may surprise you!

Most of us have heard the old axiom, begin with the end in mind. Create a vision for what you want and go after it. But what if that is all wrong? What if having a picture of what you wish blinds you to opportunities along the way? Can we be so focused on one outcome that we miss others that appear in our path? In the classic book, Think and Grow Rich, Napoleon Hill, espoused the idea of simply looking for something (like wealth) at the subconscious level primes the reticular activating system in the brain to see opportunities missed by most people. The brain can see something at both the conscious and subconscious levels. This vision may be practical for some things and harmful for others. 

 Edward took over as branch manager of this bank eight months ago. He is new to town and this branch, but not new to the company. He has been an assistant branch manager with success, and his promotion to branch manager at this bank is long overdue. A previous manager taught him how to run an efficient and profitable business enterprise during his tenure as assistant manager.  Gordon is a problem. He is a mid-level manager at the branch and now reports directly to Edward. Gordon has learned the branch business well and can play the political game to gain an advantage for his plan. 

No matter how 2022 impacted you, it is not over. Whether it brought you the birth of a new family member or the passing of a loved one, the rest of the year is upon us. We can choose to look backward or forward. I can be sad about the past, or I can look forward to the next season in my life without youth sports. We like to cling to the past and the nostalgia accompanying those memories. 

I have discovered some powerful reasons why managers seek mediocrity rather than excellence for the organizations they serve. Surprisingly, the challenge for greatness is often "not more difficult" to achieve. It simply requires a different mindset when presented with a problem.  

Preston is already late for work and feels stressed by the fresh Monday morning upon him. He decides to stop for coffee anyway. The five-mile drive to his office seems more like fifty. He is in his seventh month as production supervisor, and it feels like seven years. "How did it get this bad so fast?" he thinks. He used to love his job and his life. He is twenty-nine years old with a three-year-old baby boy at home. His relationship with his wife, Cindy, is excellent. And yet, he is so miserable. That faint yet undeniable sick feeling is coming back, and he ponders whether he needs to vomit again today.

A recent study revealed that the key to human happiness is the ability to live in the moment and place less emphasis on the future and the past. Our obsessive preoccupation with the past or future is a significant burden that limits our happiness during life. The study indicates that our stress over past events and our worry about the future harm our current satisfaction. Furthermore, the ability to live in the current moment and search for the contentment of the present is a critical key to deliberate joy and happiness. Learn how to create happiness at work!

The Great Resignation  is not turning out like many planned.  People are leaving good jobs and making a huge mistake.  The new jobs are not being advertised accurately, and people are disappointed.  I have discovered the "real" reason the new jobs are not as promised.  You will be shocked to learn what is really going on.  Wait for the ending!

The pandemic and work-from-home accelerated the current employee engagement problem. When you blame employees for quitting in mass numbers, you are the issue. It is not your people or the generation; it is your opportunity to change. It is always your fault as the leader. I constantly hear executives gripe and complain about generational differences, attendance, and engagement. My typical response is good, now do something about it because complaining will not solve your problem. 

"I will not pay for employees to train while I am paying them to work," said the CEO of a company. It reminds me of the CFO that told the CEO, "If we train our people, they will leave for a better job." The CEO replied, "What if we don't train them, and they stay?" This polarized thinking forms the foundation for organizations' challenges during the Great Resignation. The idea that the job (with a paycheck) alone will retain employees is unfortunate. The concept of work is evolving as the generations change. Companies must now compete with the Gig Economy and other organizations for the same talent. We have seen nothing like this in the history of the modern workplace. 

Can we make the wolf persona mainstream in sales? Should I buy a Super Bowl ad to communicate my new wolf sales model to the world? Too big or too lofty a goal? I need to share the model and test interest with the world to answer these questions. A virus mutates to survive, so sales models must adapt to the changing buyer. The 2009 financial crisis gave birth to the challenger sale model in 2011. My goal is to use the 2020 pandemic to introduce the Wolf Sales Model to the world in 2022. Currently, there are ten top sales models. Some you may have heard of, while others are more obscure to the non-sales community. Many hybrid models also exist within the whitespace between each model. I will explore two as an introduction to the Wolf Sales Model for selling. 

I am a massive fan of David Friedman's work for culture by design instead of culture by chance. He does a fantastic job helping company's transition abstract values into concrete behaviors (he calls fundamentals). Unfortunately, many organizations do not understand what their culture represents to the people on the team. Many CEOs have a large blind spot when it comes to culture. They are too close to see what is happening. It is like the odor of one's home. Others can smell what we cannot. 

As humans, our need for acceptance as teenagers becomes a significant barrier to success as adults. As adults, we must often be different to achieve success. The average worker, singer, or athlete finds success elusive. The acceptance paradox states that the need to be accepted during one stage in life can prevent success in another. 

What is the plural of mongoose? Rod Stewart opined in his famous eighties' song Infatuation, “Oh no, not again, it hurts so good, I don't understand” about a new love in his life.  Love may not be the emotion leaders experience as we adjust to another generation entering the workforce.  Tragically, many organizations (and supervisors) have not adapted to millennials and are about to become two generations behind.  What does this mean for the modern workplace? 

Narcissists will always believe they occupy the most important role in any company.  They are corrupted by their own image of importance.  This corruption clouds reality by the misappropriation of priority.  Some might think the CEO is most indispensable. They are the savior or the visionary.  Others might say sales since they bring business to the table.  And a few (with a servant mentality) might say the front-line employee because they make things happen.  In reality, it is none of these positions that truly need focus in today's super-heated job market.  If retention is important for your business, don't miss the ending! 

In the last two years, sales experienced significant technology changes due to the pandemic.  TQ (technology acumen) is now a differentiator among sales professionals.  Sales skills are more critical than ever as more entrepreneurs enter the business world to sell products and services.  The term sales professional is more diluted than ever before.  What does all this mean for you and your sales team?  How can you position your company to compete in a world full of business noise? 

 The need to be liked, also known as the disease to please, is not the same as being likeable.  The need to be liked by others relates to the need for approval and affirmation.  In a leadership position, this can portend disaster and failure when a leader believes being liked by followers is the gateway to getting supported or accomplishing the team's objectives.  It is better to be respected than liked.  I have coached many leaders about this distinction. On the other hand, being likeable is positive because it is not rooted in pleasing a particular person or group of people.  Being likeable is a strategic skill learned by leaders and sales professionals to become successful in any vocation.  Likeability is rooted in the attraction toward an individual.  It is emotional and instinctual because we are social creatures.  Have you ever liked someone almost instantly?  

Many job advertisers seek experience in the job as a prerequisite for qualification.  Is this a mistake or an attempted shortcut to avoid the heavy lift that comes with training a new employee?  Is experience the best answer when it comes to adding talent to your team?  With today's transitional workforce and the great resignation upon us, are too many employers relying on experience at the expense of acquiring the best talent available?  These are loaded questions.  Get some answers!

It is 5:46 am, and you make the daily walk to the restroom.  As you shake the morning cobwebs from your mind, you think about the conversation you are avoiding with your sales manager.  You feel the guilt of knowing this discussion needs to happen ahead of today's sales meeting and the truth that you are avoiding a crucial conversation.  Cognitive dissonance rears its ugly head once again, and you look for ways to rationalize your way out of the confrontation you know is necessary.  These are the things we don't talk about. 

 Leslie leaves her job after 18 years for another that pays about the same amount of money.  Raymond leaves his new job of six months for another job that pays 50 cents an hour more with a longer commute.  Sarah is looking for a job in another field.  She is tired of the negativity at her current firm.  What do these three people have in common?  They all did not feel appreciated at work. What motivates us on the job?  How can we get the most from our employees?  

A lack of awareness is common when it comes to the perceptions of your followers.  Do they see you as a leader?  This insightful question determines your location on the scale between manager and leader.  You can be the boss and not have followers.  In other words, people can do what you expect and still not consider you as their leader.  Having worked with thousands of supervisors, managers, and executives for over two decades, I have seen one thing move the needle the most when becoming the leader among followers.  This one thing seems to be consistent yet elusive to many on the journey toward the leader. 

At what point does it make sense to fire your entire leadership team and start over?  I know this sounds harder than woodpecker lips but stay with me for a moment.  Can a team become so toxic that it is beyond repair?  When should a business owner or CEO take such drastic action?  Is there value in starting over with an organization? 

The inherent problem with professional sales is the knowledge gap.  Years ago, I heard someone say expertise requires the accumulation of 50,000 units of knowledge.  The problem occurs when people reach 10,000 units of knowledge and believe they know the subject at a high level while being utterly unaware of the remaining 40,000 units of knowledge.   The 40,000-unit deficit is routine in the field of professional sales.  This reality is the sales skills gap (SSG), a significant challenge facing most sales teams today.