Leadership is Personal Podcast w/ Kevin D Wright

My Dad used to love to sing his favorite song in church, "Let The Life I Live Speak For Me." What will the life you lead say about you? After talking with Rachel Polson, Partner at Baker Tilly, I get the sense that she hopes the life she lives and legacy she leaves, speaks for her. Are you a woman leader that wonders how other women lead? Are you a man that thinks the rules of the game are the same for all of your contemporaries? Ever wonder what the conversation is when leaders go behind closed doors? Here's your glimpse. Tune in and hear why Rachel never thought she'd one day be a Partner. Hear what she wishes she told her younger self and what she hopes her example does to influence her two sons and consequently the workplace. Click Play!

In the blink of an eye, Sadie's life was tragically changed. And yet somehow, her path forward was also created. After 16 years and 22 facial reconstruction surgeries, it's become simply part of Sadie's story. Out of this story, Sadie now passionately leads the Minnesota Adult & Teen Challenge "Know the Truth"substance abuse prevention program. She is responsible for the organization visiting over 160 schools. We're never too young to teach and never too old to learn. Listen in to Sadie's story of challenges, forgiveness and overcoming obstacles. Hear how in this instance, leadership is extremely personal. Listen Now!

Massive, complex and ever changing... You ever wonder what leading diversity  is really like in major corporations? US Bank's Global Head of Diversity, Equity and Inclusion, Greg Cunningham brings life to brands. The consummate story teller leans in, sharing his perspective on the work. He shares why he thinks diversity is always about making space for people different than you and working across that difference for a common goal. It's always a pleasure to sit down with GC and gain his perspective. Give a listen! www.LeadershipIsPersonalPodcast.com Also on iTunes or Stitcher under "The Leadership is Personal Podcast"

Former International Consultant turned Head of Strategy for Principal Financial Group, has again taken the leap into the entrepreneurial "deep end" as the President & CEO of Signature Health. This episode is filled with extremely insightful content for those thinking of making the jump from the corporate structure into an entrepreneurial endeavor. Having been an entrepreneur here in the US and in the United Kingdom, Michael brings a wealth of knowledge, experience and proven insight. He gives executable steps to help ensure success as you consider becoming "your own boss."   He shares insight into what venture capitalist look for, how this insight helped him to move closer to taking the jump and why two heads are not always better than one. You'll get the four (4) key steps to lessen the learning curve on being a successful entrepreneur. Don't miss this one. It's a gem! www.LIPpodcast.com

Extremely connected serial entrepreneur takes his talent for identifying the right players, to marry with the right opportunities to deliver MARVELous results to Marvel Citizen. Ricardo Johnson II is simply a strategist's, strategist. He's the guy behind the scenes that illuminates the vision, and brings all the right players together to make magic. But few know he's even been there because he doesn't stick around for the cameras.  When I talk about this guy, I simply say, "Those who know, know."  This is one is special.  Don't miss this!

Rarely do we get the opportunity to hear the ins and outs from people that have reached the pinnacle in the corporate structure as well as played very large as an entrepreneur. Corporate executive, turned one of the largest Applebee's franchise owners in the country, and back. He's been a President as well as CEO of multi-billion dollar organizations, Anton shares his boomerang journey between corporate and entrepreneurial endeavors.   One of The Leadership is Personal Podcast's most listened to interviewees, Anton speaks candidly about how you should be thinking, why you need help and how to think about executing on your dream of being your own boss. Many romanticize about the opportunity of being their own boss one day. Anton asks, "Are you ready for success?" Sharing why this is important, you get unfiltered access to Anton. You gain insight on mindset, investment and concentration of intellectual value. This is a DO NOT miss podcast!  www.LIPpodcast.com

Welcome to Season 3 of The Leadership is Personal Podcast.  We are starting the season talking with individuals that are either Entrepreneurs that have left their corporate roles or once took the leap, and have returned to the corporate structure. For many, it is a romantic notion to "be my own boss." However, many step out without a real sense of the mindset and knowledge of the amount of dedication, sweat and yes, sometimes tears it takes to make it.  It's more than a notion and definitely not for the faint of heart. If I'm being honest, it took me years to get in the right mindset. And I still think like a "corporate guy" at times; I spent 20 years there. Listen up! See if you have what it takes. www.LeadershipIsPersonalPodcast.com

It's nuanced and necessary. But it's not black & white. This is a hard one to peg. I try to give you a bit of what we discuss here, but Dr. Rudder leaned in on so many areas of our patriarchal society. Covering men, masculinity and having to answer tough questions on the roles we've played in silencing women. Is it the privilege of men that's created the necessity for a #MeToo movement?  Dr. David Rudder dishes on the perspective of change and the rise of women. How men are having to confront the current realities of women being bread winners, divorce and toxic masculinity. What is the role of higher education? How has the patriarchal society enabled the oppression of women and course correction run awry? This and so much more!

Fascinating discussion with Kim Nelson, former President, General Mills Executive Leadership Team Member and Mother of two young ladies of her own. Listen as she leans in on courage, personal engagement and the role that men play in the movement. Clear-eyed and cogent, her feedback oozed with experience, insight and chutzpa. From raising confident women to her "put me coach" attitude to big jobs, it's clear where she stands. I'm with Kim!

We planned this month's leadership topic months ago. Unfortunately, it is so pervasive, it seems we are never out of coverage that touches on the topic. The  #MeToo Movement is ever-present. We've watched mortified, the accounts of Harvey Weinstein, Bill Cosby and recently the docu-series, Surviving R. Kelly, crowd the airways with information of improprieties, Amidst all of that, we watched a Supreme Court Justice embroiled in his own accusations of assault and even heard our 45th President of The United States, out of his own mouth, referencing grabbing women by their.... well you know. The coverage has shined a brighter light on the ills of celebrity, politicians and work. Even as I prepare to send this, I've not mentioned the coverage of the Lieutenant Governor of Virginia's alleged incursion. We see that even those women we deem as powerful are not exempt from assault. How do we lead in this environment? This movement, if it is in fact a movement, started back in 2006 under the initiation of Tarana Burke. However, it didn't get its current notoriety and head of steam until after a tweet in 2017 from Alyssa Milano urging others to share their stories of sexual harassment. The twitterverse then exploded with tweets from Gwyneth Paltrow, Ashley Judd and Uma Thurman. In response to this call-to-action, bravery and truth spread across social media like wildfire. The transparency and coverage around a topic that's been far too many people's realities for far too long, is a powerful thing. We want to ask a few people their thoughts, their truths and their strategies. Leadership is Personal!

We sit down with Art Johnson, CEO, Infinity Systems Inc. Art was also a Sales Leader and Head of Sales organizations at both Medtronic and IBM.  Art talks about code-switching in juxtaposition to mirroring in the sales process and authenticity. If people buy from people they like, then who should you be? Art gives vivid examples. Like when doing this one thing, it's as bad as trying to start a car that's already running. And we know what that sounds like... Click NOW to listen.

We sit down with Carson Funderburk, Chief Supply Chain Officer of Sara Lee Frozen Bakery. Carson talks about the different ways of communicating and connecting with different people. Whether connecting with those in the plant to those in the senior executive suite, he explains how you connect. He even shares what's in his office closet that helps!  

We're talking code-switching and authenticity with Dawnna St Louis. Unlike every other leader that has sat down with us, Dawnna has a different perspective around code-switching. Per usual, her perspective dances on conventional wisdom and adds to the list of "Things that make you go hmmm..." Listen close, and tell me what you think!

You’ve invited them to the party. You’ve even asked them to dance. But who’s on your playlist? Have you created a culture of inclusion? We talk Code-switching & Authenticity w/ James Burroughs, Chief Inclusion Officer for the State of Minnesota on the Leadership is Personal Podcast. 

Code-switching & Authenticity straight-talk from a recognized, award-winning industry leader. Anton Vincent knows what it takes to excel and succeed in the corporate hustle and bustle. He shares the ins, outs and true key to success with us.  Anton also addresses the "fallacy of perfection," what humility doesn't equal and asks what you're wound up in. He even gets clear on who does it right. Listen as he shares the wisdom that helped him rise in this Season 2, don't miss episode of The Leadership is Personal Podcast!

Award-winning CEO, Darnyelle Jervey transparently shares. This best selling author with 7 books to her credit, and Coach of the Year by Stiletto Woman Media, shares amazing pearls. Recognized by Small Business Trends, you want to hear what she has to say.  Combining spiritual principles with business growth strategy, Darnyelle, CEO of Incredible One Enterprises, LLC takes a different approach on sales, systems and scale-ability. Empowering people to shake the planet and build a business that serves them financially and spiritually as they profitably impact the world, you don't want to miss Darnyelle.  CLICK PLAY NOW!

Are The Balls You're Juggling Glass or Rubber? Phenomenal leader, Gail Peterson, VP Global Marketing at Ecolab, shares how she approaches her role and reasons as a leader, mother and woman in industry. From the halls or Princeton and Harvard to the halls of General Mills and Ecolab, this authentic women tells of mistakes and making moves.

As a teen Dawnna was homeless. Even still, she has always done things her way; and today is no different. Dawnna shares her experiences and expertise to give insight into some of the challenges women face and how to run through them. Refreshing, rewarding and raw. Homeless is but part of her narrative. So is getting a degree at the age of 40. Yes. 40. This was after she retired at 39. Yes. Retired. Dawnna started an IT consulting agency that she grew and sold. $xxx,000,000 was the number. Yes. Nine figures. She's also grown over 100 millionaire entrepreneurs. Click play and listen to this all around badass leader.

The sun came up, sitting at my desk, I peered out my office window over the snow-covered, frozen pond.  As I contemplated the move to corporate, I cracked open an old presentation to acclimate my thinking.  The deck was a little dated but prepared collaboratively with one of the largest and most respected consulting firms in the world.  The cover had only a date and the title of the project.  I flipped the page to the Table of Contents and there it was.  Right there.  The third bullet...   With all of the resources and brainpower of a multi-billion dollar, Fortune 100 and arguably the best consultants money could buy (and trust me, it wasn’t cheap) the answer to why we don’t rise up to our capabilities was right there.  The third bullet…                                           --------------------------------------------------------------------------------------     Bullet 1).  “Context and Objectives”   This makes perfect sense.  We all should consider what fields we want to play on, the existing and impending landscape and what impact we want to make.     Bullet 2).  “Research Overview”   If we’ve conducted research, tested the market and identified ground changes, this should be reviewed for tweaks to strategy and tactics as well as any adjustments to outcomes; upwards of course.     Bullet 3).  “Current Thinking and No Regret Moves”   What!  “No Regret” Moves?  What exactly does this mean?  George Bernard Shaw said, “The reasonable man adapts himself to the world.  The unreasonable one persists in trying to adapt the world to himself.  Therefore, all progress depends on the unreasonable man.”  With all of the resources and brainpower at our disposal, surprisingly, we chose to “play it safe.” Taking the option of failure off the table, opting to be in a word, reasonable.       Are you suffocating?    There are times in life when we are called to harness every bit of our will and live up to our capabilities, the greatness that is within all of us.  Each of us has a gift, an ability to perform beyond our daily fathoms.  But when we let fear determine our paths, and remove the option of failure from the proverbial table, we are sure to have no regrets.  We are sure to play it safe.  We are sure to suffocate.     By playing it safe, we choose not to live.  Truth is, a failure is an option.  We can choose to put ourselves in a place of vulnerability and potential greatness.  Requiring the harnessing of our will and all of our faculties to succeed.  Or we can choose to suffocate.     When the network brass told Oprah she didn’t have the personality for television, she didn’t choose “no regret” moves.  She focused.  She chose greatness!  When Michael Jordan didn’t make the team, he didn’t choose “no regret” moves.  He focused.  He chose greatness!  Walt Disney was fired and told he lacked imagination.   Have you ever taken your kids to Disney World?  Close your eyes and think back.  Can you see their faces?  You would never feel the joy of remembering their faces if Walt Disney would have taken “no regret” moves.  He focused.  He chose to live.  He chose greatness!   If you’re like every other red-blooded man or woman, you make decisions daily. What big decision are you contemplating right now?  What will you do?  Will you choose “no regret” moves?  Or will you rise to your full capabilities and choose to live; choose greatness?     Your move.

You're beginning your day, haven't had your coffee, the phone is ringing and you have a meeting in 7 minutes.  In today's pressing times, less of it is spent with your people.  This time has largely been replaced by emails, which require the time to read and sometimes decode.  As if the drain on your time wasn't enough, there are unlimited meetings.  Some cultures requiring a "meeting before the meeting;" and sometimes one after.  There is one way to maximize the individual efforts of your teams and ensure you are giving them what they need as a leader.  Ask.  Here's a tactic I engaged long ago that works.  To ensure you're maximizing the capabilities of your people through your efforts, and they get what they need from you as a leader, ask these three direct questions quarterly.  And to the extent possible, DO IT!   What do you need me to start doing? What do you need me to stop doing? What do you need me to never stop doing?   Leadership Is Personal

Recently while inside a client's office, as we walked to get coffee, one of their direct reports passing in the hallway said, "I spoke with Jane up in Finance and she said they won't agree to change the pricing for us. What should we do? The leader I was walking with responded, "Let me think about it and I'll drop by your office later today." "Perfect." the subordinate said. Sound familiar?   This took me back to my graduate school days while studying psychology. Surely a different lesson than I was taught in B-School, but because business is the business of people, the psychology lesson holds true. "You teach people how to treat you." Leaders, this means you.   Sometimes members of our teams lack the gumption to take initiative because we've inadvertently "clipped their wings." It's not their fault; it's ours. We haven't empowered them appropriately. Positions have gotten so tenuous, we've become afraid of even the slightest of failures. Consequently, we are teaching our teams to bring everything to us; to not make a move until they've run it by us. The message we just heard was clear, "Let me think about it and get back to you." And by "it" I mean the problem. Someone has brought you a problem, and you have now made it your problem.              1) Where's the lesson in initiative?                      2) What do they do while you "think about it?" (I know they have other work to do...)   Let me get to it. Stop doing your teams' work for them! Empower them! Here, you have relieved them of initiative, responsibility and most importantly, the opportunity to grow. You have taught them to depend on you for answers. Great leaders don't have all of the answers.   In the knowledge-based working cultures of today, it's imperative that we teach our teams to analyze critically, fix problems, and mitigate future problems. There will be a few failures for sure. But that's where the learning and innovation can be found. Apple. Wheaties. Dyson Vacuums. None of these would be what they are today without failure.    EMPOWER YOUR TEAMS     Yes. There are times when you want your leaders to bring you the issues. But never without a proposed solution. And as a guide, they should manage these challenges in just one of three ways;             1) Bring it to you with an actionable solution and get your blessing to fix it.             2) Fix it. And update you right away of what they have fixed.             3) Fix it. And update you during the regularly scheduled status meeting.   Notice a trend? "Fix it!" was the prevailing theme. Great leaders don't have all of the answers. They just ask the right questions and empower. And in the process, develop great leaders.

Remember the scene from The Blind Side where Mrs. Tuohy teaches Coach Bert how to lead? Coach Bert, barking out orders, and quite clear about his fleeting contempt for young Michael Oher screams onto the field from his perch, “Oher! You got a hundred pounds on Collins and you can’t keep him out of our backfield?” After a few “coaching” words with Michael up close, he heads back to the sideline. Leaning over to commiserate with his Assistant Coach, “Well at least we’ll look good coming off the bus. They’ll be terrified till they realize he’s a marshmallow.”  “Looks like Tarzan, plays like Jane.” Coach Bert said as his equally as inept Assistant Coach snickers.   Cue the real coach.   Mrs. Tuohy in her fitted skirt and stilettos, like she just exited a Paris runway, steps off the bleachers and onto the field. Walking past Coach Bert and his trusty sidekick, she heads to the huddle. “Give me a minute Bert.” smacking him on the butt as she walks by.   “We’re in the middle of practice Leigh Anne!” Coach Bert barked. “You can thank me later.” She quipped, never missing a step. In just two plays, Mrs., I mean, “Coach” Tuohy had assessed the problem, knew what connections were necessary to illuminate for Michael and what motivated her guy; her left tackle.   Physical touch wields power when moving those you lead.    Pulling Michael closer, “Michael, you remember when we first met, we went to that horrible part of town to buy you those dreadful clothes? And I was a little bit scared and you told me not to worry about it because you had my back. You remember that?” “Yes Ma’am.” Michael nodded. Like the most intentional leaders, she makes Michael the protagonist. Michael now has the picture that he is in control. She even gets his buy-in, ensuring he believes he is capable. Real leaders need not to be the hero. Real leaders make heroes. She gave him one more dose of confidence, saying, “When you and R.J. were in that car wreck, what did you do to that airbag?” “Stopped it.” Michael says with more confidence. “You stopped it right!” Coach Tuohy says pointing into Michael’s chest, further cementing the you in “You did that.” Now don’t miss the value of the point. Even with a firm index finger, Leigh Anne touching Michael was intentional and powerful. You see, leadership is personal and sometimes you have to physically touch someone for them to embrace their importance; a transference of power from the leader if you will. I know, I know. Human Resources has everyone scared to touch anyone. To hell with that! I’ll say it again. Leadership is personal. Nothing connects us as humans as much as the power of touch.   To learn more of this social connectedness and the power of touch, check out the July/August issue of Scientific American Mind’s article on The Secret Social Power of Touch. The power of touch, and being 100% present while sharing a teachable moment with the people you lead can

There are real paradoxes afoot; real challenges. And at least 175 company CEOs and executives recognize it. The CEO Action for Diversity & Inclusion is a wonderful campaign and we all have very high expectations. Our only hope? It's not just another great campaign. While running the risk of sounding a little negative, unless companies truly address the issues head-on, this is precisely what it will be. I long to see a new landscape. I'm rooting for its success!   Historically, we've wanted to fix issues without emphatically identifying their benefits to select populations. We've long wanted to fix diversity and inclusion in our companies, without truly addressing the benefits of D&I's absence. We wish to fix the income disparity issues for women? Though it'll take over a century and a half based on the widely held projected finish line from the current remedy methodology. To get to a point where being a man doesn't matter, we have to acknowledge where it does. To arrive at a place where race doesn't matter, we have to acknowledge where it does; emphatically.   Unlike the airline industry, our businesses have not addressed problems of this magnitude in a black box thinking way. There is a reason why no two planes crash for the same reason. In an attempt to minimize risk, blame, and legality, companies address issues, without identifying them directly. Plausible deniability is never too far. By acknowledging the genesis and benefits of current structures, we can identify how to level them. We must stop exercising the glad-handing muscle and truly attack these tough issues head-on. And like any good business problem, someone has to run point and be held accountable. This will take some real chutzpah. If I can be so frank? This sh*t won't be easy!   To illustrate, it is not the "thought" of the large Black guy that causes different treatment. Yet we address "diversity of thought" to address diversity and inclusion. I get it in theory. It’s cute. However, in many settings, his "thought" doesn't stand a chance because of its packaging. Unconscious bias training is valuable for sure. But as an element in a holistic solution. To truly get at the issues, we must address the paradox. To arrive at a place in our world where race doesn't matter, we must first address where race matters.   I suppose I'm taking a page from the book of today's political environment of being less politically correct. I simply wish to do it with a level of deep study, facts, and intellectualism. We all have to get fine with straight-talk in a respectful and solutions-based fashion. The Stroop Effect is real. Idiosyncratic Rater Effects are real. Yet we continuously attack today's problems with yesterday's approaches and little systemic address. The processes that we lead under were long ago put into place with a one-sided mindset. It will take massive action to reverse and rectify.   We have much work to do. We want desperately to drive deeper connections for better employee engagement. We want to close the pay disparity gap. We want our organizations to provide the solutions that only a diverse workforce can. But to do so, we have to be willing to identify why the challenges exist in the first place, the benefits and benefactors of said systems and the strategic redesigning of those systems for sustainable success. It won't be easy.   Check out the Leadership is Personal Report (under the news tab) to learn more about The CEO Action for Diversity & Inclusion or to see more from your favorite publications.  Have an epic week!    Leadership is personal!

While sitting on a coffee shop patio, sipping my latte, I spot a young couple walking up the sidewalk toward me. They are smiling and chatting as if the world around them is standing still and only the two of them exist. As they get closer, I see their big smiles.  I also see their shirts.  Now I'm smiling.  Their shirts are beautiful in their simplicity.  His says, "She rocks! I'm with her." Complete with the pointing finger.  Her shirt says, "He's the bomb!  I'm with him." Requisite pointing finger in place. The pleasantry head nod transpires between us as they pass.  Then my smile widens.  I see the back of their shirts.  "Who's wearing your shirt?”   Opportunities To Examine Our Leadership Abound    A simple, yet profound question when considered from a leadership context. "Who's wearing your shirt?"  When you, your character or your integrity is called into question, who will step forward on your behalf. Who’s wearing your shirt?  Who will stand in your honor to tell the world who you are at your core, without being asked?  Who will share what you do and who you are, when there are no "Likes" to be gained?  When there are no “hearts” to be had, who will show you love?     The young men and women of Tulane and some of their parents have made an error in their rushing to judgement for having Yoda Kotb as their commencement speaker. Their petition was unwise, and I trust they will do their due diligence next time.  Equally, I hope they garner the lesson available by reading the note from Karen Swenson. In it, you will find a lesson on leadership that could arguably be a class.  It is a gleaming example of how to live your life, so others will wear your shirt.   Karen’s shirt-wearing is a sparkling testament to how Hoda lives her life when there are no cameras to see, no wine to be sipped or spotlight to be shared.   One question.  As a leader, “Who’s wearing your shirt?”      For all you do Hoda, "Thank You!"

It’s the holiday season, and again my wife has waited until the end of the year to attempt to use the bulk of her vacation days that she’s not taken throughout the year.  While I sat at my desk pecking away at the keyboard I noticed she was on her work laptop.  “Aren’t you on vacation today?” I asked. “Yes.” She replied.  “I’m just getting this one thing done.  Then I’ll log off.”  She chirped.  I continued to work for quite some time before looking up again; as did she.   Employee engagement is a critical consideration for companies that want to perform at the highest possible levels. Employees that are engaged provide many benefits to their employers: improved customer service, enhanced productivity, and lower employee turnover.  As I’ve written in other articles, numbers from global research and consulting firm Gallup indicate that over two-thirds of American workers are disengaged,   Discretionary Effort   Do your employees stay late to get work done without being asked?   Will they log on or come into the office over the weekend to get caught up or even ahead for the following week?  These are good examples of discretionary effort.  Discretionary effort is a display of behavioral engagement and is seen when an employee goes the extra mile, puts in extra effort to get their job done.    Remember though, engagement is not simply measured by the hours that someone puts in. An engaged employee is also more likely to think outside of the box and take a creative approach to their work.  They may use skills that they don’t usually draw upon in their daily role to help the company in unique ways. Engaged employees are also more likely to collaborate with their team members and let others share in the spotlight when projects are successful.  When an employee loves what she does, going the extra mile is business as usual.   Why Employee Engagement Is Vital   You probably have an intrinsic understanding of why it is so important to have engaged employees, but you may not know that extensive research has been done to collect data about the importance of engagement. This research has lead to the publication of some very telling statistics that use hard numbers to show just how important employee engagement is. According to numbers compiled by Office Vibe:   Companies with engaged employees have 2.5 times more revenue than organizations with low engagement levels Organizations with highly engaged employees achieve double the annual net income when compared to organizations with employees that are behind on engagement According to the Harvard Business Review, Sears reported that a 5% increase in employee attitudes lead to a 1.3% improvement in customer satisfaction, causing a 0.5% increase in revenue   What kind of business wouldn’t want more revenue and happier customers? The benefits of improving your employee engagement will have a direct impact on the core goals of your company.   You will reap very valuable benefits from more engaged employees. The biggest challenge for employee engagement, however, is in engaging today’s employees the right way.     The Whole Employee and Organizational Goals   Even if you understand how to engage employees, you may be unsure about where to begin when it comes to matching their passions to company goals. Personal development programs are a great way to accomplish this task. Research by the British Institute for Employment Studies showed that employees with a personal development plan that have received a formal appraisal in the past year have much higher levels of engagement than those who do not. Personal development plans also help satisfy a critical component of workplace engagement for employees: input on their job responsibilities. As many studies have found, autonomy drives engagement.  The more say that an employee has in their workplace tasks, the more likely it is that they will be engaged and emotionally connected to these tasks and go the extra mile to get them done.   Employee development plans are also important when considering how to engage employees because they are tailored to the individual needs of the people. that work at your organization. Everyone at your company is different: the millennial fresh out of college has vastly different interests and passions than the baby boomer with grandchildren that is only a few years from retirement. What engages one of these employees may be off-putting to the other. Adopting a one-size fits all approach may be a recipe for failure and resentment.   A Better Way To Boost Engagement   What escapes many business owners and leaders is the secret to improving employee engagement is aligning the mission and vision of the organization with as a whole to the interests, passion and purpose of individual employees; the whole individual, professional and personal.   Pizza lunches and ice cream bars are nice and may in fact make your employees happy momentarily.  However, iInstead of trying to take a homogeneous approach when considering how to engage employees, companies would be much better served by creating implementing plans tailored to the particular capabilities and interests  and personalities of your employees. Not only is this a much more effective way to make employees feel more connected with the goals and mission of the company.  It has the added benefit of showing team members that you are engaged, committed and care about them individually, the whole person, both personally and professionally.   Workers in every office in every field face challenges on a daily basis. How they address these challenges and what they think about them depends on a few factors.  One of the primary elements is their level of engagement. When an employee can tie their own passions and personal motivations to the overarching goals of the business they are working for, they will be much less likely to leave the company. High engagement levels correspond with high levels of productivity, which is beneficial for everyone. To get started on your journey to improve revenues and customer satisfaction by boosting your employee engagement, look for a wayways to create personalized programs that remind your employees every day of how what they do is integral to the success and prosperity of the entire company.

(Published in The Arkansas Banker) Imagine having more DDA, Mortgage and Trust customers than you can handle, triple digit revenue increases year after year and Twitter, Facebook and Periscope ablaze from customers singing your praises. The best companies are the result of their people. No two alike; each bringing a dynamic difference to the workplace. Does your environment allow your people to bring their full selves, making the unassailable difference for your organization? Or do you force them into your proverbial box like 24 crayons in a box of Crayola?     Employee engagement is a critical consideration for leaders and companies that want to perform at the highest levels. Unfortunately, the research data is staggering. Many like global research and consulting firm Gallup indicate roughly three quarters of American workers are disengaged. Engaged employees provide many benefits to their organizations: enhanced customer service, increased productivity, and improved retention. Bankers are realizing their firms cannot afford to ignore the responsibility of keeping their team members engaged.   The Strategy To Getting The Most From Your Team Members   While there are five Dimensions to the “whole’ employee, we’ll assume we’re addressing the Professional Dimension here. Diving a little deeper, let’s address the five-part Strategy to getting the most from your employees. Shhh, I’ll let you in on a little secret. This can also be used for product development, significant others and yourself. When wanting to more deeply connect, ample time must be spent around the following: Fields Connections Differentiation Sequencing Impact Humans, and consequently employees desire to be in a consistent state of growth. Developmental meetings are a great place to discuss the 5 strategy elements to deeper engagement to get the most out of your talent. Understand where your employee is headed. Or said differently, what Fields does she wish to “play on?” Where is it that she would like her career to go? This is a good time to gain insight around whether you have a long-term employee, or one that considers her calling elsewhere.   What are the essential Connections necessary to move from where he is today, to where it is he aspires to be? Whether in another division of your firm, the office next door or The Peace Corp, it is essential that as a leader we understand where our talent aspires to be and how to be helpful in getting them there.   Few of us really take the time to understand our point of Differentiation. What is it that makes us so special in the context of our role or future roles? You’ve likely picked up by now this system is forward looking. You are meeting them where they are, and assisting in their growth. Equally as important as knowing the Connections necessary and Differentiation, one must understand the Sequence of events that need to occur to get them to where it is they aspire to be. Many of us want to go from midnight to morning in just minutes. Fortunately, it’s not that easy. There are reasons we can’t sell, until we get our Series 6. As we consider the generational differences in the workplace, this conversation may have varying tones and speed aspirations. With Millennials projected to be 75% of the US workforce by 2025, we should get comfortable with an expeditious timeline.   Ultimately, as leaders it is incumbent upon us to assist our talent to realize the Impact they make in their current role and will make in their aspiring position. Depending on the motivation for the aspiration, your employee may realize the position they aspire to, doesn’t align with the impact they wish to make.   Pizza parties and ice cream socials are nice and may in fact make your employees happy momentarily. However, your company would be much better served by implementing plans tailored to the particular capabilities and aspirations of your employees. Not only is this a much more effective way to make employees feel more connected with the goals and mission of the company, it has the added benefit of showing your team members that you are committed and care about them individually, not just to the extent that they fit into the organization at large. As leaders, you are engaged.  

What a day! Watching the news in agony over yet another senseless shooting, I pray none of you were impacted. I am not so naïve. I recognize that's unlikely. Unfortunately, we are all impacted; some more than others. There is a massive amount of discourse and ugliness occurring in our country and across the world causing division. Some in fact by design. Honestly, I wish it escaped me. It doesn't. Frankly, I don't think it escapes any of us.  In every conversation, let's try to approach them balanced, open and objective. Recognizing we bring our own conscious and unconscious bias and perspectives grown out of personal context, experiences and sometimes privilege. I am convinced, the way to add value immediately can be found in our ability to listen. Not in listening for our turn to speak, but in truly listening. At times I advise my coaching clients to not respond. Even when they have something to say. Sometimes the greatest amount of value is found in not responding at all.  As I look at a country that is more divided than ever, it pains me. It is not my place to say who is right, or who is wrong. Simply to ask that we listen to one another. Surely in the trying times of today, we need leadership more than ever. This is why I hope you take three minutes to review this week's Leadership is Personal Report. I trust you will find a nugget of two that makes you a better listener; a better leader.  Whether you heed the advice of Cargill CEO, David MacLennan in Nine Authentic Actions That Build Trust or gain understanding of the importance of the RAT in the room, shared by THOR Companies CEO, Ravi Norman in Who Moved Your Cheese. This week's edition is chock full of nuggets in pithy, insightful articles.  One of the most important concepts to understand in leading is listening. The next time someone says something that is counter to your ideals, give them a good listening to. There will be plenty of time to respond later. After some time and thought, your response may actually be different.

What does the election outcome have to do with your organization and the work that needs to get done? A lot!    With the backdrop of an already disengaged workforce, many chose to further disengage immediately following the election. This impacts an organization’s productivity.  Whether the people of your organization's guy won or woman lost, they are processing what this means.  Leader, have you engaged, or is your head buried?   People are not machines and don’t check their thoughts and feelings at your door when they enter their offices. While some were elated, some were “mourning” the loss by Hillary, their scabs open and sore and any brush against them in the office, could ignite an outburst of pain. I heard both sides firsthand immediately following the election, “Let someone say something wrong to me!” “These folk need to man-up. They lost!” Both of these sentiments without guidance and support are counterproductive.    Among the two main parties, it was as if there were four candidates running. For DJT and HRC, there was the candidate supporters saw, and the candidate that the opposing side saw. There was what some saw as the most prepared person and first woman on the planet to lead the free world, yet others saw a criminal that was neither prepared nor capable of running our country unlike her own gang. There was the savvy businessman that would create jobs and “make America great again.” Yet, others saw a narcissistic, xenophobe that was born with a silver spoon in his mouth, who had accomplished what anyone given a multi-million-dollar head start could achieve; four candidates.   Our ears and brains are powerful. They filter messaging looking for that which supports our own ideology. Nin said, “We don’t see the world as it is, we see the world as we are.” We tend to read, watch and take in messages that resonate with our own existing thinking. Because we are moving through this day-by-day, people need the safe place and space to process what it all means. This includes in our organizations. Fact is, some of White America did not hear the messaging of our candidates the same as People of Color. Some men did not hear the messaging of pundits the same as women did. Uconscious bias? Gender bias? The effects of this election are impeding on the synapse in the brains of our employees that would otherwise be utilized to get their jobs done. The same messaging being heard differently by varying groups has the ability to permeate and impact the productivity of our organizations. As leaders, it is imperative that we help our employees to process this quickly, safely and inclusively, so that they can get back to the tasks at hand.    CEO of Kaiser Permanente, Bernard Tyson gets it. He shared a message he sent to the people of Kaiser. Without taking one side or the other, he shared his perspective. He let his voice be heard. This is leadership. Our teams are in search of our voice.    As leaders we can’t bury our heads in the sand and act as if there is nothing going on. Our teams are looking for our inclusive leadership; our insights on how we navigate. They are looking to hear from us on how we process the happenings of the day in a balanced and non-judgmental way. The proverbial line that used to exist between work and home is blurred and the people that we work with are looking for our support. Not to sway or direct, but to say, “I understand what you may be feeling, and you are in a safe place should you need to process.”    Need I remind you, the employee that feels their leader is interested in their personal lives and what they are dealing with is three times more engaged. 300% more engaged! You don’t have to agree. You needn’t celebrate or march with them. Simply hear them inclusively; take an interest. Let them hear you authentically and let them know that irrespective of what happens, we will all be OK.    I often ask my audiences, “What resume are you building?” That is to say, are you more concerned with your position and what you are or in your humanity, who you are? When we close our eyes for the last time on earth, others will remember us fondly. They won’t recollect on us being the best President, Director or Manager ever. They will however, remember how we touched them, how we made them feel, who we were in our humanity.   Again I ask this simple question, “What resume are you building?” 

There is really nothing good on television now! Well. Depending on how you view it.   Actually lessons in leadership, relationship and respect are abundant if viewed from the right context.   Like you, I am also tired of the lack of leadership and bs that has been clouding our airwaves. But truth be told, there are some salient lessons that can be gained from television of the day.   I’ll highlight a few starting with listening.   Listening skills are an important part of effective communication. To be clear, hearing is the physical ability, while listening is a skill. Listening skills helps you to make sense of and understand what another person is saying. Actively listening helps to build trust and encourages the speaker to feel valued. Body language speaks volumes too when listening. And clarifying questions helps to ensure you get the message someone is trying to share.  It also shows respect for the person sharing their thoughts which is a piece of them. Build better relationships by listening better.   A good leader actively listens. With so much going on today, it’s easy to be quick in your listening; dismissive even. Slow down and ensure not only that you received the message, but that the other person knows you received the message. I’ve had to learn this lesson myself. Though I may have gotten what was shared, if the other person doesn’t recognize I’ve gotten it, it still seems dismissive. Succinctly, It ain’t about you!   I mentioned actively listening shows respect. We saw this when Senator Jeff Flake ,last week listened to Ana Maria in the elevator. Now he may have hung his head in shame. But he listened. It may have been difficult for him. He may not have even wanted to hear her message. But he listened. This was in direct contrast to the lack of respect showed by Senator Hatch when those women confronted him on the elevator. The only listening and acknowledging he showed was to shoo the women and tell them to “grow up.” I’m sorry. Senator Hatch, your blatant disrespect and dismissive hand gesturing was precisely what a leader should not do; and make you an ass. Some have lost the notion of civility in today’s politics and relationships. As a citizenry, we elect our officials and have inalienable rights to confront them. While screaming and shouting may not be the best route to take, a leader should control his or her emotions and respond with respect. The disrespect shown by Senator Hatch is precisely what women are fighting about. Equality and inclusivity.    Now. Speaking of controlling our emotions and the bs on television… Judge Kavannaugh was not in control of his emotions during the investigation hearing. Irrespective of the outcome, we are clear he was not in control of his emotions. When you’re not in control of your emotions, you often make bad decisions. Decisions that later you wish you could take back. His emotional response and consequently disrespect for Amy Klobchar will haunt him for a long time to come. Had he maintained his composure, he may have responded more appropriately and wouldn't have to worry about this moment being played and replayed for the remainder of his career. Mark my words. We will see this moment well into the days and years of his career. When leading, make sure you are always in control of your emotions. Thinking before speaking and ensuring you say what you mean. Often when emotionally speaking, we can get words mixed up or speak less than clearly making it easy to have our words taken out of context. Control your emotions, so that you can control your message.   When Kavannaugh closes his eyes for the last time, as public a figure as he is now, we will surely see this moment of uncontrollable emotion replayed as a part of his historical narrative. Whether politics, sports or anywhere else, people and leaders fair much better when they can control their emotions. Simply stated, Control your emotions, so that you can control your message.   The last point I’ll bring up is empathy. And more than ever, this is what we need right now. Leaders you’re in a place similar to when Trump won the election. Look! Let’s face it! Trump’s win along with his Presidential antics has changed this country. Like it or not, he has changed our democracy, if not our humanity. And he’ll continue to change one or both. His antics cause people to be enraged; to lose control of their emotions. And on one hand, I understand. For instance, His slogan, Make America Great Again” just gets under people’s’ skin. To borrow a concept from a friend. It gives those that love him a big ol’ hug, while giving the middle finger to those that dislike him, at the same time; behind the backs of those that love him, so they can’t see. And, as The US President to ALL Americans, historically this hasn’t been done. He has changed the playbook. And it seems he’s  not interested in the art of listening to those that speak a different language. Just making those that don’t like him emotional. Remember what you can and can’t do when you’re emotional.   His MAGA approach is based on a 1950s America. Now You… My listeners are Americans, Africans, Latino, White, Black, Straight, Gay, Male & Female. Unfortunately, the 1950s was great for only a few of you in this country. If you are the White, straight, male listener, you’re good. If you’re the White female listener that’s more than willing to play the role of Mrs. Cleaver, you too are golden. However, if you don’t fall into these two categories, you my friend would not fare too well during the “GREAT” times President Trump speaks of. And that is where empathy comes in. When people get incensed by the slogan, it is because of the era it speaks of. One that lacks equality. One that lacks of integration. One that was oppressive. Be empathetic to those that have a different view. Put yourself in their shoes and truly try to understand. It’ll make you a better leader; a better person.   Crowds love what they think is his lack of emotional control and chalk it up to his authenticity. Unfortunately, a large portion of America has become fine with him mocking the disabled and or disrespecting and dismissing women. I on the other hand find it rather calculating. You see it emboldens, encourages and pumps up his supporters. While making those that don’t support him enraged. And when you’re enraged, you can’t control your emotions. You can’t be empathetic. You can’t think; you just do.   His MAKE AMERICA GREAT AGAIN has moved us to the notion that nirvana is somewhere around the America of the 1950s. This is not a pleasant vision for all Americans. And while he may espouse this is not his vision, it is in-fact what his followers believe. Listen with an empathetic ear now. Black & Brown & LGBTQ people are finding it to stomach the President because his rhetoric and antics mock non-white males.   Whether how we conduct ourselves outwardly and in execution. Again, like it or not, for whatever reason or by whatever means, he is the President. And with that comes the ability to set the tone. And set the tone he has done since day-one in office.  You may not like it, but 40%+ of Americans; of voters do. And that’s what rules the day.   Dems hate it. And while I know plenty of Republicans that don’t like him; don’t like his antics. Many love his policies. There is a policy that could benefit urban communities, innovators and farm communities across the US, if forethought and leadership are exercised. Opportunity Zones.   Don’t know about them? Maybe we’ll have a show on them. See how over $6 trillion dollars in capital gains will be infused into what has been historically underutilized areas. But be careful. Lest you wish to get displaced, you’ll need to be diligent, thoughtful & strategic in how those dollars are utilized.   As Americans we can choose to act a fool, or take action based on the data; the programmatic changes that have and are occurring. Controlling emotion, exercising empathy, strategizing and driving whatever your desired reality is. This is living the American Dream.     Remember, Leadership is Personal. And Better Relationship Equals Better Results.