The Modern Manager: Create and Lead Successful Teams

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The Modern Manager is a podcast dedicated to helping you be a rockstar manager with a thriving team. Whether you’re seeking to boost your effectiveness as a manager and communicator, want to foster a healthy team culture where people flourish and exceed their goals, or learn the skills to make the most of every single meeting, this podcast is for you. Each episode features topics like: effective meeting practices, communication skills, managing conflict, team building, time management, group dynamics, goal setting and accountability, team competencies, productivity and collaboration technologies, organizational culture, and more.

Mamie Kanfer Stewart


    • Jan 25, 2022 LATEST EPISODE
    • weekly NEW EPISODES
    • 25m AVG DURATION
    • 360 EPISODES

    Listeners of The Modern Manager: Create and Lead Successful Teams that love the show mention: mamie, managers, colleagues, applicable, accessible, leaders, improve, actionable, relevant, thoughtful, useful, helpful, tips, practical, team, must listen, easy, advice, business, share.



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    Latest episodes from The Modern Manager: Create and Lead Successful Teams

    188: How to Work Effectively With Freelancers with Matthew Mottola

    Play Episode Listen Later Jan 25, 2022 28:04

    Some managers worry that hiring a freelancer means you will have to take a leap of faith. You won’t know that person’s work ethic or professional personality. But in reality, hiring and managing a freelancer doesn’t need to be scary. Instead, it can transform your team’s work. Today’s guest is Matthew Mottola. Matthew is a leader in ethically creating the remote freelance economy. He is CEO of Venture L, Author of The Human Cloud and a Forbes Contributor. Matthew and I talk about working with freelancers - how the Pandemic has changed things, how to overcome common challenges of working with freelancers, and how to optimize the entire lifecycle of hiring, onboarding, collaborating and more. Members of the Modern Manager community get Matthew’s Leadership Deck To Hire Freelancers and his Worksheets To Identify The Work And Hire Your First Freelancer. Get these bonuses when you join the Modern Manager community. Subscribe to my newsletter to get episodes, articles and free mini-guides delivered to your inbox. Read the related blog article: 6 Essential Things To Know About Managing Freelancers KEEP UP WITH MATTHEW LinkedIn:https://www.linkedin.com/in/matthewmottola/ Resources: https://humancloud.substack.com/ Book:https://www.amazon.com/Human-Cloud-Changemakers-Artificial-Intelligence/dp/1400219736 Twitter:https://twitter.com/matthewrmottola Key Takeaways: Freelancers are a good alternative to an expensive agency or hiring a full-time employee. They specialize in a specific skill set for a set amount of time. Freelancers don’t have to be temporary. If you like them, you can take them on to future projects for years to come. Because they don’t feel as fearful of losing their job, freelancers may be more forthright with critical, helpful feedback about your work culture. Give freelancers feedback; everyone enjoys growth opportunities. Involve them in your team; everyone benefits from a sense of belong

    187: Continuing to Develop Inclusive Leadership Skills with Perrine Farque

    Play Episode Listen Later Jan 18, 2022 31:09

    Like any field, Diversity, Equity and Inclusion continues to evolve. As managers, we need to continue to grow and develop our skills. While it may seem hard to keep up with the newest concepts, it may very well be one of the most important components to being a rockstar manager now and in the future. Today’s guest is Perrine Farque. Perrine is an author, entrepreneur, keynote speaker and diversity and inclusion expert who empowers leaders to leverage diversity and inclusion as their competitive advantage. Nominated in the Top 50 Most Influential UK Tech Women, Perrine continues to be recognized for her contributions. Perrine drove the strategy at companies such as Facebook and is on a mission to make the workplace more inclusive and diverse. Perrine and I talk about the experiences of feeling depreciated and rejected and what we can do to continue to develop our people management skills as the world of DEI continues to evolve. We get into the use of language, anti-bias training, and how to engage your team in the process of creating an inclusive culture so that all team members feel included and appreciated. Members of the Modern Manager community get my 5 easy actions to become a more inclusive leader. Get it when you join the Modern Manager community. Subscribe to my newsletter to get episodes, articles and free mini-guides delivered to your inbox. Read the related blog article: Top Diversity Skills For A Rockstar Manager in 2022 KEEP UP WITH PERRINE Personal Twitter: https://twitter.com/PerrineFarqueUK Personal LinkedIn: https://www.linkedin.com/in/perrinefarque/ Facebook: https://www.facebook.com/PerrineFarque Instagram: https://www.instagram.com/perrinefarqueofficial/ YouTube: https://www.youtube.com/channel/UCmYKgD9mNq80PJshb8PZjsg Business Twitter: https://twitter.com/Iminspiredhuman

    186: Create an Actionable Individual Development Plan

    Play Episode Listen Later Jan 11, 2022 13:15

    Great managers invest in growing their team members. But who is actually responsible for professional development? Surprise: it’s the individual, not the manager. Organizations take a wide variety of approaches to professional development ranging from none at all to reserving Individual Development Plans (IDPs) for only high potentials or those struggling the most. So where does that leave everyone else? This episode is all about taking control over your individual development plan. I walk through the process of crafting an IDP for yourself and how to work with your team members so they can own their professional growth. The full episode guide includes a detailed process for developing an IDP as well as how to work with your team members to create and manage their IDP. It also includes the template I use with my clients for documenting and tracking goals, measures of success and actions. Get it when you join the Modern Manager community or purchase the full guide at www.themodernmanager.com/shop. Get the free mini-guide at themodernnmanager.com/miniguides. Subscribe to my newsletter to get episodes, articles and free mini-guides delivered to your inbox. Read the related blog article: Own Your Professional Development Key Takeaways: Individual Development Plans work for short and long term goals. Make goals based on where you want to be in the future or what you need to feel more satisfied at work. Figure out what knowledge, behavioral skills, or real life experience will help you achieve your goals. Get feedback from colleagues about what could help you succeed. Consider what measures of success would mean you’ve achieved your dreams. These are either externally-based from a colleague or through passing a test or internally-based on your sense of achievement. Keep between 1-3 goals at a time. One goal often feels too slow and more than 3 goals can be distracting. IDPs are living documents that should be revised and updated. Check in monthly to update actions taken, measure goals, and add new ones. Your teammates need to take ownership of their success and make their own IDPs. Brainstorm with your team about their goals and offer t

    185: How to Avoid the Great Resignation with Christine Comaford

    Play Episode Listen Later Jan 4, 2022 30:29

    The summer of 2021 saw a staggering increase in resignations and the trend has remained. Management professor Anthony Klotz called this phenomenon the "Great Resignation." In response to the pandemic, people are rethinking their job, career, and lifestyle. What can we do, as managers, to keep our best people from leaving us? Today’s guest is Christine Comaford. Christine is a Leadership and Culture Coach, Serial Entrepreneur, and New York Times bestselling author. For over 30 years Christine has helped leaders navigate growth and change. She specializes in applied neuroscience, which helps her clients achieve tremendous results in record time. As an entrepreneur she built and sold five companies with an average ROI of 700%, and she was a software engineer in the early days of Microsoft and Apple. Christine is a human behavior expert, a leadership columnist for Forbes.com, and the New York Times bestselling author of Power Your Tribe, SmartTribes, and Rules for Renegades. Christine and I talk about this great migration that is happening and how to get your people to stay, how to help them know how to succeed and developing them in meaningful ways, how to conduct a “stay interview”, and more. Christine is offering Members of the Modern Manager community her Leadership Tools Infographic and a discount for Coaching. Get both of these guest bonuses when you join the Modern Manager community. Subscribe to my newsletter to get episodes, articles and free mini-guides delivered to your inbox. Read the related blog article: How to Conduct “Stay Interviews” KEEP UP WITH CHRISTINE: Facebook: https://www.facebook.com/Comaford/ Twitter: https://twitter.com/comaford?lang=en LinkedIn: https://www.linkedin.com/in/comaford/ Youtube: https://www.youtube.com/user/christinecomaford Spotify Podcast: https://open.spotify.com/show/0cyyjQbIf4vK8tu8tLJuvB?si=-YuYbF7xQJSa1hJom8s88w&nd=1 Key Takeaways: In response to the pandemic, many people are questioning what they want out of their job, career and life in general.We’r

    184: Embrace a Velocity Mindset with Ron Karr

    Play Episode Listen Later Dec 21, 2021 29:06

    What do you think of when you hear the word velocity? Speed? Direction? While we’re busy running quickly from one thing to another, it's important that we always have a clear vision for where we’re headed. Working effectively isn’t just about getting to the future quickly. It’s knowing where you’re going so that your speed is meaningful. Today’s guest is Ron Karr. Ron has worked with leaders on six continents to eliminate risk, gain buy-in and achieve better results faster with the Velocity Mindset®. His presentations and advisory services have generated over a billion dollars in incremental revenues for his clients. Ron is the author of five books including his latest, The Velocity Mindset® and the bestselling Lead, Sell or Get Out of the Way. Ron facilitates the Chief Revenue Officer Mastermind Group made up of CEO's and VP's building high-performance sales cultures. Ron and I talk about lessons from his book Velocity Mindset. We talk about getting clarity, asking questions, engaging your team in the process, the importance of pausing and a whole lot more. Members of the Modern Manager community can get one of three available audiobooks of The Velocity Mindset - How Leaders Eliminate Risk, Gain Buy-In, and Achieve Better Results-Faster!. Get it when you join the Modern Manager community. Subscribe to my newsletter to get episodes, articles and free mini-guides delivered to your inbox. Read the related blog article: Embrace a Velocity Mindset with Your Team KEEP UP WITH RON Instagram: https://www.instagram.com/rokarr/ Youtube: Youtube: https://www.youtube.com/user/ronkarr1 LinkedIn: https://www.linkedin.com/in/ronkarr/ Twitter: https://twitter.com/ronkarr Facebook: https://www.facebook.com/ronkarr1 Key Takeaways: Velocity, in physics, is multiplying speed with direction. In business, that means we need to have a purpose and a destination or else moving at high speeds will lead to burn out. Instead of being tethered to old ideas, think about where you really want to go and envision a bold future.

    183: Use Your Most Powerful Voice with Judy Weinman

    Play Episode Listen Later Dec 14, 2021 30:10

    Your voice is the most powerful tool you own! When you are confident in who you are and grounded in what you’re saying, the words flow with ease. But sometimes, without noticing, our voice betrays us. If we ignore how we speak, we may be undermining the message we’re trying so to hard to convey. Now, today’s guest is Judith Weinman. Judy is a speech, voice, and communications trainer who helps individuals and corporations cultivate personal and professional communication skills so that they function most optimally. She has provided individual and group programs to companies including Bloomberg, IBM, Ernst & Young, NYU Business School, Mt. Sinai Hospital, Bank of China, the U.N., and others. She has a background in speech/language pathology and also offers workshops that focus on empowering women's voices, non-native English speakers, and neurolinguistically diverse communicators. Judy and I talk about how to use your voice to more effectively communicate, including how to be more conscious of your voice, bring greater authenticity into your voice, and demonstrate greater executive presence through voice. Members of the Modern Manager community can get one of three available voice coaching sessions with Judy. Become a member by joining the Modern Manager community. Subscribe to my newsletter to get episodes, articles and free mini-guides delivered to your inbox. Read the related blog article: Why Your Speaking Style Might Be Limiting You At Work KEEP UP WITH JUDY Website: https://www.accentjweinman.com/ LinkedIn: https://www.linkedin.com/in/judith-weinman-2625ab5b/ Key Takeaways: The voice should be grounded in the body for it to sound authentic and trustworthy. Breathing opens up constrictions in the body, making the person sound more relaxed. Keep your throat open when you speak. People often speak from the throat instead of the chest, making their voice sound strained or weak. Tone is primal and powerful; we hear tone before understanding words and therefore instinctually pick up meaning from it. To become aware of your tone, listen to feedback and notice how people respond to you. Develop a flexibility of voice to use in different circumstances. Explore how your

    182: Improve Your Executive Functioning Skills

    Play Episode Listen Later Dec 7, 2021 14:50

    Executive functioning is a set of cognitive skills that help us manage time, plan, prioritize, initiate and complete tasks, regulate emotions, and resist distractions. These skills impact how we perform at work and in life – it’s the foundation of self-management. This is the second of two episodes on executive functioning skills. This episode reviews strategies to improve executive functioning skills so you can help yourself or support that colleague. The first episode (#178) explains what executive functioning skills are and how they show up in the workplace, as well as how you can assess yourself and your colleagues in each area. The full episode guide includes an overview of the process and tips from today as well as specific suggested approaches for some of the most common executive functioning challenges people struggle with at work. Get it when you join the Modern Manager community or purchase the full guide at www.themodernmanager.com/shop. Get the free mini-guide at themodernnmanager.com/miniguides. Subscribe to my newsletter to get episodes, articles and free mini-guides delivered to your inbox. Read the related blog article: Improve Performance by Improving Executive Functioning Skills Key Takeaways: There are eleven executive functioning skills our brains use to process and decide on an action. Notice when the struggle is a combination of executive functioning skills that work together to compound a weakness. Changing behavior is hard. Before trying to develop a skill, look for ways to reduce your reliance on that skill. Try altering the environment in ways that minimize usage of a weaker skill. Try adding motivation, both incentives or penalties, that could give you the extra push. If neither of those are enough, look for ways to improve the weaker skill like finding a coach or practicing the skill. Create a development plan to help you or a team member work more effectively. Clarify the real problem, envision what success looks like, brainstorm solutions, decide on a plan, and track progress. Additional Resources:

    executives notice clarify improve performance executive functioning skills
    181: How to Foster Self-Directed Learning with Tom Tonkin

    Play Episode Listen Later Nov 30, 2021 24:20

    From a young age, much of our lives have been directed by others. Our parents, teachers, and other adults tell us what to do and how to do it. In many cultures, it’s not until adulthood that we are truly able to be self-directed, and by that point, it can be difficult for some of us to know how to show up most effectively without the constant direction from others. Yet self-direction is an important, and often underutilized, skill in today’s workplace. Today’s guest is Dr. Tom Tonkin. Tom is an award-winning researcher, author, and CEO and Founder of The Conservatory Group with 25 years of experience in corporate America under his belt. Tom’s organization provides high-touch services to business executives that want to improve themselves, their team, and their environment. Tom is also involved at an executive level in two organizations with DE&I at the forefront, SAMI and Diversity Equity Inclusion. Tom and I talk about variations in how our brains work and different styles, how that impacts how we collaborate with our team members, how our brains like to learn, and a lot more. Members of the Modern Manager community get the Self-Directed Learner Assessment. Updated with the latest research, this resource will help you improve your self-direction. Get it when you join the Modern Manager community. Subscribe to my newsletter to get episodes, articles and free mini-guides delivered to your inbox. Read the related blog article: How Managers Can Support More Effective Learning KEEP UP WITH TOM: LinkedIn: https://www.linkedin.com/in/drtomtonkin/ Twitter: @DrTomTonkin The Conservatory Group: https://www.theconservatory.group Key Takeaways: There is a spectrum of preference from completely self-directed (independent) to completely directed (dependent) when it comes to learning and managing ourselves. Managers who like to command, tend to work well with people who prefer to be directed. Managers who like to be hands-off, tend to work well with people who are highly independent. Managers need to learn to work with all types of people regardless of style or preference. We learn soft skills and hard skills differently because they live in different parts of the brain.

    How to Foster Self-Directed Learning with Tom Tonkin

    Play Episode Listen Later Nov 30, 2021 24:20

    From a young age, much of our lives have been directed by others. Our parents, teachers, and other adults tell us what to do and how to do it. In many cultures, it’s not until adulthood that we are truly able to be self-directed, and by that point, it can be difficult for some of us to know how to show up most effectively without the constant direction from others. Yet self-direction is an important, and often underutilized, skill in today’s workplace. Today’s guest is Dr. Tom Tonkin. Tom is an award-winning researcher, author, and CEO and Founder of The Conservatory Group with 25 years of experience in corporate America under his belt. Tom’s organization provides high-touch services to business executives that want to improve themselves, their team, and their environment. Tom is also involved at an executive level in two organizations with DE&I at the forefront, SAMI and Diversity Equity Inclusion. Tom and I talk about variations in how our brains work and different styles, how that impacts how we collaborate with our team members, how our brains like to learn, and a lot more. Members of the Modern Manager community get the Self-Directed Learner Assessment. Updated with the latest research, this resource will help you improve your self-direction. Get it when you join the Modern Manager community. Subscribe to my newsletter to get episodes, articles and free mini-guides delivered to your inbox. Read the related blog article: How Managers Can Support More Effective Learning KEEP UP WITH TOM: LinkedIn: https://www.linkedin.com/in/drtomtonkin/ Twitter: @DrTomTonkin The Conservatory Group: https://www.theconservatory.group Key Takeaways: There is a spectrum of preference from completely self-directed (independent) to completely directed (dependent) when it comes to learning and managing ourselves. Managers who like to command, tend to work well with people who prefer to be directed. Managers who like to be hands-off, tend to work well with people who are highly independent. Managers need to learn to work with all types of people regardless of style or preference. We learn soft skills and hard skills differently because they live in different parts of the brain.

    180: Improving the Foundations of Management with Rachel Pacheco

    Play Episode Listen Later Nov 23, 2021 29:37

    For a first time manager, it can feel like a bait-and-switch: You were told you’re now a manager but what they should have said is you now have to lead meetings, give feedback, make hard decisions, manage conflict, set deadlines and hold people accountable, and about a million other things. Even for experienced managers, it can feel like we’ve never really developed all the skills needed to succeed at this part of our job. Today’s guest is Rachel Pacheco. Rahel is the author of Bringing Up the Boss, a faculty member at the Wharton School in the Management Department and a Start-up advisor. Rachel and I talk about what management actually is and then we get into some of the most common areas that managers - both new and seasoned - struggle with like setting clear expectations, giving constructive feedback, and motivating team members, and what you can do to develop these skills. Members of the Modern Manager community get 35% off Rachel’s book Bringing Up The Boss. Get the discount code when you join the Modern Manager community. Subscribe to my newsletter to get episodes, articles and free mini-guides delivered to your inbox. Read the related blog article: Management Fundamentals Every Manager Should Excel In KEEP UP WITH RACHEL: Website: www.rachelpacheco.com Book: https://www.amazon.com/Bringing-Up-Boss-Practical-Managers/dp/1953295010 Key Takeaways: Management is the broad term for dozens of activities managers are responsible for. These activities can be categorized as (1) managing individuals, (2) managing a team collectively, and (3) managing yourself. Managers who fear micromanaging end up not giving their team enough structure. Keep goals simple and few so your team can prioritize. Don’t be too goal-focused that your team forgets other important tasks. Give clear expectations for what “good” looks like. Explain the impact of what you’re doing to increase motivation and big picture thinking. Frequent feedback is one of a manager's most important jobs but we avoid it because it doesn't feel “nice”. Yet, withholding feedback harms our employees’ ability to get better, hurting their future success.

    179: Free Your Time For What Matters Most with Dorie Clark

    Play Episode Listen Later Nov 16, 2021 31:38

    It's easy to get caught up in the game of doing. There are so many opportunities in life. Saying no can be one of the most difficult things managers need to do to protect their time. We want to do it all, but at the end of the day, being so busy doesn’t make us happy or help us achieve our goals. Saying no forces you to figure out what's important, gives you more time to focus on the long term, makes you more deliberate with your decisions, and reminds you of what life is all about. Today’s guest is Dorie Clark. Dorie has been named one of the Top 50 business thinkers in the world by Thinkers50. She is a keynote speaker and teaches for Duke University’s Fuqua School of Business. She is also the author of Entrepreneurial You, Reinventing You, and Stand Out, which was named the #1 Leadership Book of the year by Inc. magazine. A former presidential campaign spokeswoman, she writes frequently for the Harvard Business Review. Dorie and I talk about lessons from her new book, The Long Game, about how to become a long-term thinker in a short-term world! Which, hint, is all about how we prioritize and spend our precious time Members of the Modern Manager community get my Saying No cheat sheet to help you remember when to say no and how to say no in ways that still feel good. Get it when you join the Modern Manager community. Subscribe to my newsletter to get episodes, articles and free mini-guides delivered to your inbox. Read the related blog article: How To Stop Being So Busy KEEP UP WITH DORIE Twitter: https://twitter.com/dorieclarkLinkedIn: https://www.linkedin.com/in/doriec/Facebook: https://www.facebook.com/dorieclarkauthor/Instagram: https://www.instagram.com/dorieclark/YouTube: https://www.youtube.com/DorieClarkThe Long Game Free Self-Assessment: https://dorieclark.com/longgame/ Key Takeaways: There are many reasons we continue to be “too busy” even when we say we don’t like it, including that we feel important when we’re

    178: What Are Executive Functioning Skills?

    Play Episode Listen Later Nov 9, 2021 16:03

    Executive functioning is a common topic amongst parents and educators of teens, but rarely discussed in the workplace. Yet, it’s the set of capabilities that we use daily to regulate our emotions, thinking, and behavior which collectively allow us to deliver results. This skill set, like any other, needs to be understood by managers so that we can improve ourselves and support our colleagues. This is the first of two episodes on executive functioning skills. This episode is focused on what executive functioning skills are and how they show up in the workplace, as well as how you can assess yourself and your colleagues in each area. The second episode (#182) will be strategies to improve each area, so if you discover your own weakness or that a colleague struggles with a particular skill, you’ll have some ideas for how to help yourself or support that colleague. The full episode guide includes an overview of the eleven executive functioning skills, how they interact and natural groupings that compound, and questions for reflection to help you assess yourself and your colleagues. Get it when you join the Modern Manager community or purchase the full guide at www.themodernmanager.com/shop. Get the free mini-guide at themodernnmanager.com/miniguides. Subscribe to my newsletter to get episodes, articles and free mini-guides delivered to your inbox. Read the related blog article: 11 Executive Functioning Skills Needed In The Workplace Key Takeaways: There are eleven executive functioning skills our brains use to process and decide on an action. Motivation and context matter to our ability to perform these skills. We may have strengths or struggle under different conditions. Response inhibition is being able to thoughtfully control our response rather than reacting to stimuli. Working memory holds onto relevant information for a short period of time. Emotional control navigates feelings in a healthy way. Sustained attention is the capability of sticking to a task, especially when tiring, challenging or boring. Task initiation is the ability to jump in on a project without procrastinating. Planning and prioritizing means creating

    motivation planning emotional executives tasks sustained executive functioning skills
    177: Measuring Diversity, Equity, and Inclusion in Your Team with Erica Lee

    Play Episode Listen Later Nov 2, 2021

    Organizations are prioritizing DEI, but what is guiding their decisions? It’s important to gather data that can inform strategies, programmatic investments, and help track progress. But what data is captured, as well as how that data is gathered, is critical. Today’s guest is Erica Lee. Erica is the co-founder and COO of Pluto, a startup advancing DEI through analytics and communication tools. Her background is in law, international development and policy. Erica and I talk about how to measure diversity, equity, and inclusion within your team or organization. We talk about the process of gathering data, protecting privacy, turning responses into insight and more. Members of the Modern Manager community get a complimentary 30-minute consult with me to help you strategize rolling out a DEI survey. Get it when you join the Modern Manager community. Subscribe to my newsletter to get episodes, articles and free mini-guides delivered to your inbox. Read the related blog article: What Most DEI Surveys Get Wrong—And How to do it Right KEEP UP WITH ERICA Website: https://pluto.life/Linkedin: https://www.linkedin.com/in/erica-lee-2013/ Key Takeaways: We can approach DEI just like any other business goals: using data driven strategy and tracking progress. DEI surveys need to go deeper than HR data to help us understand diversity.. They should provide an opportunity for people to see themselves in the responses. DEI surveys should address equity and inclusion such as a person’s sense of belonging, if they are getting the promotions and pay they desire, and more. Pluto creates an evolving story from the survey responses rather than just a checklist. “Other” is never an option. The best surveys are ones where people can reflect and learn about themselves. When people don’t trust surveys, they disengage. They need to feel their information and privacy are protected. Managers were surprised to learn from Pluto about their team’s mental health issues. If Pluto isn’t the right tool for your team, find pre-built DEI surveys that ensure privacy. Don’t use an excel spreadsheet where you

    176: Make Your Team Disruption-Proof with Brant Cooper

    Play Episode Listen Later Oct 26, 2021 30:16

    Between technology, globalization, and a pandemic, it’s no wonder that businesses are experiencing disruption faster than ever. Regardless of industry or location, teams and organizations need to develop the skills to navigate regularly changing environments and increasing ambiguity. Today’s guest is Brant Cooper. Brant is the CEO of Moves the Needle and New York Times bestselling author of The Lean Entrepreneur and his new book Disruption Proof: Empower People. Create Value. Drive Change. Brant has a unique take on disrupting our current way of thinking in order to be closer to customers, move faster, and act bolder. With over two decades of expertise helping companies bring innovative products to market, he blends agile, design thinking, and lean methodologies to ignite entrepreneurial action within large organizations. Brant and I talk about the 5 E’s of becoming disruption proof and what you and your team can do to make better decisions and be prepared for whatever the future brings. Get a downloadable reference of the 5-E’s which you can print and display in your office to help you remember to embrace Empathy, Exploration, Evidence, Equilibrium and Ethics in your work. Get it when you join the Modern Manager community. Subscribe to my newsletter to get episodes, articles and free mini-guides delivered to your inbox. Read the related blog article: How To Prepare Your Team To Weather Any Storm KEEP UP WITH BRANT LinkedIn: https://www.linkedin.com/in/brantcooper/Twitter: @brantcooperWebsite: https://brantcooper.com/Book: https://brantcooper.com/disruption-proof/ Key Takeaways: Disruption-proof teams learn to navigate the uncertainty and changes of business life. They are able to thrive within unstable conditions. You can’t execute through a crisis. It requires innovation and experimentation. The five E’s to disruption-proof teams are Empathy, Exploration, Evidence, Equilibrium, and Ethics. Teams need to listen to what their clients want. This is best done by observing real life, with the person interacting with the tool or experience rather than from surveys or interviews. People are terrible at predicti

    175: A Manager's Guide to Social Media with Bianca Lager

    Play Episode Listen Later Oct 19, 2021 33:35

    The rise of social media has allowed employers and managers to gain access to their people’s private lives in ways never before possible. While it may seem like a gift to be able to instantly gain insight into who someone “really” is, the question every manager must answer is, “is it worth it?” Today's guest is Bianca Lager. Bianca is a business manager, consultant and public speaker whose specialties include organizational development, career growth, and online reputation management. Bianca is also the President of Social Intelligence, a consumer reporting agency focused on online risk for human resources. Bianca and I talk about social media and work - what’s appropriate behavior and what’s not, social media and hiring, and more. Get a sample social media policy provided by Bianca when you join the Modern Manager community. Check out membership levels at www.themodernmanager.com/join - and get 20% off any level if you work for a government or nonprofit agency. Subscribe to my newsletter to get episodes, articles and free mini-guides delivered to your inbox. Read the related blog article: Is It OK To Check My Employees’ Social Media? KEEP UP WITH BIANCA: LinkedIn: www.linkedin.com/in/biancacalhounlager/ Key Takeaways: Checking on our team members’ social media accounts hampers our productivity and may result in a false narrative about the person. Ethically and legally, checking can be a violation of the person’s protected class info. Checking for hate group affiliation is often too complicated, as these groups use benign names. Seeing political affiliations may not be constructive for building relationships. Assess the level of threat of possibly problematic posts, acknowledge the narrative you created, and decide on a course of action with your HR partner. If an employee is using social media during the work day, don’t react in the moment. It may just be a quick break. Don’t over police people’s behavior. Address it later as part of your regular feedback process if the behavior becomes problematic. Create a Social Media Policy. Outline expected behaviors, rules, legal standards, documentation procedures, and any punitive actions. Give e

    174: Managing a Remote or Hybrid Team

    Play Episode Listen Later Oct 12, 2021 13:40

    While much of leading a team is the same regardless of whether you’re co-located or geographically disbursed, leading from a distance can feel significantly harder. Even after 18+ months of working remotely, we still haven’t figured out how to optimize our virtual teamwork. This episode tackles the critical elements that managers need to focus on when managing remotely. The full episode guide to building trust and culture in a remote environment when you join the Modern Manager community. Or purchase the full guide at www.themodernmanager.com/shop. Get the free mini-guide at themodernnmanager.com/miniguides Read the related blog article: The Four Essential Elements To Managing Virtually Key Takeaways: The secret ingredient to successful remote teams is trust. Trust is made up of familiarity, reliability, and communication. Because we can’t connect easily in organic ways, we need to actively pursue ways to connect virtually on a casual, personal level. Remote work means less physical oversight and collaboration. Set clear expectations, deadlines, check ins, and goals. Because all of your team’s communication happens through technology, it’s even more important to make communication clear and simple. Discuss how and when to use each communication tool. Meetings are an essential communication tool to both build relationships and get work done. If you don’t build a virtual culture, a default culture will happen. Culture is what we celebrate. Give credit to teammates who are reinforcing the team’s norms and expectations. Consider how to celebrate and include the diverse values and ideas that each team member brings to the table. Additional Resources: Episode 49: Engaging and Productive Virtual Meetings mamie@mamieks.com

    Episode 173: How to Engineer Success with Dr. Ron Friedman

    Play Episode Listen Later Oct 5, 2021 33:04

    Hard work, timing, talent, intuition...there are many ingredients that are often cited as critical to success. One often overlooked strategy is finding what works and replicating a winning process. When teams are able to use effective processes, they are able to succeed again and again, whether that be in how they lead meetings, develop new products, gain new clients, or anything else. Today’s guest is Dr. Ron Friedman. Ron is an award-winning psychologist who has served on the faculty of the University of Rochester, and has consulted for political leaders, nonprofits, and many of the world’s most recognized brands. Popular accounts of his research have appeared in major newspapers, including the New York Times, the Washington Post, the Boston Globe, the Globe and Mail, the Guardian, as well as magazines such as Harvard Business Review and Psychology Today. Ron is the author of Decoding Greatness: How the Best in the World Reverse Engineer Success Ron and I talk about the principles from his book and how we can apply them to all kinds of activities, and how managers can incorporate the lessons into their teamwork. Members of the Modern Manager community can get 1 of 5 copies of Ron’s book Decoding Greatness: How the Best in the World Reverse Engineer Success as a guest bonus. To get your copy, join the Modern Manager community at www.themodernmanager.com/join. If you work for a government or nonprofit agency, get 20% off any membership level. Subscribe to my newsletter to get episodes, articles and free mini-guides delivered to your inbox. Read the related blog article: Teach Your Team To Reverse Engineer Success Key Takeaways: Reverse engineering is the third crucial element along with talent and practice to achieve success. Reverse engineering is observing and analyzing what other successful people do and using that information to create your own product. The steps to reverse engineering are Curate, Analyze, Templatize. Curating is finding the best examples of success, such as great emails or meetings. Create digital “collections” to organize your findings. Analyzing or “reverse outlining” is working backwards to figure out what ingredients made the product, experience or accomplishment a success. Turn the information into a template to use as a structure for building your own product or experience. Make sure that your final product is authentic to you. It’s inspired by others' succes

    173: How to Engineer Success with Dr. Ron Friedman

    Play Episode Listen Later Oct 5, 2021 33:04

    Hard work, timing, talent, intuition...there are many ingredients that are often cited as critical to success. One often overlooked strategy is finding what works and replicating a winning process. When teams are able to use effective processes, they are able to succeed again and again, whether that be in how they lead meetings, develop new products, gain new clients, or anything else. Today’s guest is Dr. Ron Friedman. Ron is an award-winning psychologist who has served on the faculty of the University of Rochester, and has consulted for political leaders, nonprofits, and many of the world’s most recognized brands. Popular accounts of his research have appeared in major newspapers, including the New York Times, the Washington Post, the Boston Globe, the Globe and Mail, the Guardian, as well as magazines such as Harvard Business Review and Psychology Today. Ron is the author of Decoding Greatness: How the Best in the World Reverse Engineer Success Ron and I talk about the principles from his book and how we can apply them to all kinds of activities, and how managers can incorporate the lessons into their teamwork. Members of the Modern Manager community can get 1 of 5 copies of Ron’s book Decoding Greatness: How the Best in the World Reverse Engineer Success as a guest bonus. To get your copy, join the Modern Manager community at www.themodernmanager.com/join. If you work for a government or nonprofit agency, get 20% off any membership level. Subscribe to my newsletter to get episodes, articles and free mini-guides delivered to your inbox. Read the related blog article: Teach Your Team To Reverse Engineer Success Key Takeaways: Reverse engineering is the third crucial element along with talent and practice to achieve success. Reverse engineering is observing and analyzing what other successful people do and using that information to create your own product. The steps to reverse engineering are Curate, Analyze, Templatize. Curating is finding the best examples of success, such as great emails or meetings. Create digital “collections” to organize your findings. Analyzing or “reverse outlining” is working backwards to figure out what ingredients made the product, experience or accomplishment a success. Turn the information into a template to use as a structure for building your own product or experience. Make sure that your final product is authentic to you. It’s inspired by others' succes

    172: Change Behavior and Build Better Habits with Parneet Pal

    Play Episode Listen Later Sep 28, 2021 33:39

    So often we *know* we should change and even *commit* to changing, yet when the time comes to follow through, we fall back into old habits. We all have behaviors we’d like to change, but as managers, we’re also responsible for supporting our team members to develop the behaviors that will help them be most successful. If changing ourselves is so hard, how are we ever going to succeed in helping others change? Today’s guest is Parneet Pal. Parneet is a Harvard- and Columbia-trained physician working at the intersection of lifestyle medicine, technology and behavior change. An educator and science communicator, she applies her subject matter expertise to optimize human health and its impact on business leadership and planetary wellbeing. As Chief Science Officer at Wisdom Labs, she focuses on solving for stress, burnout and loneliness in the workplace. Parneet and I talk about behavior change. We get into the brain science, motivation, and lots of tips for how to follow through on new behaviors or habits even when it feels so hard. And of course we talk about what you can do as a manager to help your team members change their behavior. Members of The Modern Manager get my “lessons learned” document on behavior change and habit formation. These are my personal notes that I capture as I’m reading articles or books and listening to podcasts. Get it when you join the Modern Manager community at www.themodernmanager.com/join. Subscribe to my newsletter to get episodes, articles and free mini-guides delivered to your inbox. Read the related blog article: The Secret To Making Changes That Stick KEEP UP WITH PARNEETLinkedIn: https://www.linkedin.com/in/parneetpal/ Twitter: https://twitter.com/parneet_pal Key Takeaways: We are creatures of habit. Only 10% of our daily actions are conscious decisions. To encourage change, we need to align our subconscious and conscious thoughts, teach necessary skills, and create a supportive environment. Incentives of safety, connection, reward, and/or self-identity will motivate our brains to try new behaviors. We need to remind ourselves of the deeper motivations. Consider what incentives you have for your team changing and ask what motivates your team to change. Mindfulness is another tool to align subconscious and conscious thoughts. In a stressful moment, become aware of your breath, body, emotions, and thoughts. Then consider how to react in a way that will benefit everyone. Burnout

    171: Tap Into the Power of Sparketypes with Jonathan Fields

    Play Episode Listen Later Sep 21, 2021 33:33

    Do you ever wonder why some people love a complex challenge while others find it exhausting? Or maybe you’ve discovered that certain activities put you into a state of flow in which you’re completely immersed and lose track of time. When we understand the motivations and activities that we are innately wired for, we are able to use that information to design our lives in ways that make us more fulfilled and productive. This “DNA-level wiring” is called your Sparketype. Today’s guest is Jonathan Fields. Jonathan hosts one of the top-ranked podcasts in the world, Good Life Project®, where he shares powerful stories, conversations, and resources, on a mission to help listeners live more meaningful and inspired lives. The podcast has been featured in The Wall Street Journal, O Magazine, Apple’s iconic annual product event and more. Jonathan is also the founder and CEO of Spark Endeavors, a research initiative focused on helping individuals and organizations reclaim work as a source of purpose, energy, meaning, and possibility. His book, SPARKED: Discover Your Unique Imprint for Work That Makes You Come Alive was just released and the book delivers an important message in a time when many people are emerging from the pandemic and seeking out new work that will both challenge and fulfill them. Jonathan and I talk about what the various Sparketypes are and how knowing yours, or your team members, can help make work, and life, more fulfilling. Members of the Modern Manager get my guide to talking about Sparketypes with your team. Get it when you join at www.themodernmanager.com/join. Subscribe to my newsletter to get episodes, articles and free mini-guides delivered to your inbox. Read the related blog article: The 10 Sparketypes That Every Manager Needs to Support KEEP UP WITH JONATHAN Website: https://sparketype.com/ and https://www.jonathanfields.com/ Twitter: https://twitter.com/jonathanfields LinkedIn: https://www.linkedin.com/in/jonathanfields1/ Book: https://sparketype.com/book/#order Key Takeaways: “Sparketypes” are the “DNA-level drivers” of action that set us on fire by most deeply fulfilling and energizing us. There are ten different Sparkatypes. A Maven ge

    170: How to Hire Great People

    Play Episode Listen Later Sep 14, 2021 10:20

    One of a manager’s most important jobs is to build their team. But hiring is often difficult and exhausting. And, it can feel like taking a shot in the dark because even with resume screens, interviews and reference checks, it’s impossible to really know how a person will be as a colleague. Today’s episode is about hiring great people. In addition to looking for the right fit for the role, there are a few competencies that I always look for when hiring because if the person has these, it makes everything else so much easier. The full episode guide includes interview guides for the three critical skills to help you better assess a candidate. Get it when you join the Modern Manager community or purchase the full guide at www.themodernmanager.com/shop. Get the free mini-guide at themodernnmanager.com/miniguides Subscribe to my newsletter to get episodes, articles and free mini-guides delivered to your inbox. Read the related blog article: The Top Three Things To Look For When Hiring. Key Takeaways: In addition to hiring for values fit and skill fit, the top three behaviors to look for are (1) knowledge of self, (2) learning orientation, and (3) a “how might we” attitude. Knowledge of self involves knowing your strengths, weaknesses and under what conditions you succeed; awareness of how you show up to others; and regular reflection on your behavior in order to improve. Managing someone with high self-awareness allows you to partner with them by providing the context, support and assignments that will set them up to excel. Growth-oriented employees seek feedback and appreciate the opportunity to improve, making it easier to give them feedback. It is easier to manage someone who wants to grow and develop because you can trust them to take on new tasks knowing they will ask for help if they need it. Employees who know their preferred learning style are able to more quickly integrate new knowledge or skills. Proactive problem solvers have a “how might we” attitude and are able to figure out solutions without relying on you to solve all their problems. It’s easier to partner with someone who sees setbacks as opportunities to be creative and find new solutions rather than getting stuck in what won't work.

    169: From Inclusion to Belonging with Josh Saterman

    Play Episode Listen Later Sep 7, 2021 32:56

    Organizations are increasingly investing in Diversity, Equity, and Inclusion programs. As managers, we can take it a step further to truly create a sense of belonging. In short: Diversity is who is on the team. Equity is a sense of fairness for how the team functions. Inclusion is whether everyone is invited to engage. But Belonging is the eng game - it’s the experience our team members feel when DEI is working. Today’s guest is Josh Saterman. Josh is the CEO and co-founder of Saterman Connect. Saterman Connect supports organizations facing culture evolution by empowering leaders to unlock the power of their people to unleash their full business potential. Saterman Connect specializes in leadership development, professional coaching, communication strategies and always has a lens that's focused on diversity, equity, inclusion, and belonging. Josh was a senior executive in the world of retail holding several different leadership positions before launching Saterman Connect in 2019. We talk about moving beyond diversity, equity and inclusion to belonging - why we need to add this additional concept and how managers can truly cultivate belonging in their teams. Josh has offered to hold a special 1:1 Get Connected Experience for members of the Modern manager. This is an exclusive event where you will join other members, and myself, for a facilitated session that offers the opportunity to network, interact, and explore your dimensions of diversity, all in a fun and engaging 60-min program. This will happen on September 23rd, 2021 at 5pm Eastern. To attend the event, become a member of the Modern Manager community. Subscribe to my newsletter to get episodes, articles and free mini-guides delivered to your inbox. Read the related blog article: Why DEI Is Now DEIB (And What Managers Need To Do About It) KEEP UP WITH JOSH Website: www.SatermanConnect.com LinkedIn: www.linkedin.com/in/joshsaterman/ Instagram: @satermaconnect Key Takeaways: DEI practices should always lead to a sense of belonging (DEIB). Belonging is feeling like you can show up as your full self and share your unique voice. It is built by an environment of trust and listening. Employees who feel belonging feel like they are co-creators of the workplace experience rather than just passengers along for the ride. The organization or culture feels like it represents them.

    168: Optimize Your Team's Productivity with Erin Jewell

    Play Episode Listen Later Aug 31, 2021 31:18

    Becoming more productive can feel like a never ending pursuit. Yet, many of us are constantly in search of the newest tool, hack or system that will help us make the most of our time. As managers, we are also responsible for helping our team members optimize their performance. According to today’s guest, the surprising truth about productivity is that it’s all about clarity, focus, and rest. Today’s guest is Erinn Jewell. Erin is a Thrive Global Top 10 Coach of 2021, an Executive Mindset and Performance Growth Coach, an International Speaker and a Professor of Leadership at Villanova University. She has over 20 years of leadership experience in the healthcare sector at fortune 500 companies like Pfizer, Boston Scientific, and Medtronic, and was the founder of her own healthcare Start-Up. As a global director, Erin was responsible for 80 million in revenue and managed 200 direct and indirect reports. Along the way, she developed multiple strategies on how to optimize team performance. As a coach, Erin is passionate about empowering leaders to get the most out of their teams so they can achieve the results they deserve. Erin and I talk about how to increase the productivity of your team. What productivity is, the connection between biology and productivity, goals, stress and so much more. Erin is offering a free 1:1 consult to members to help them discover the tools to put your WHY into your WORK and get your team the results they deserve. As an additional bonus, you get my favorite productivity hacks guide where I share my go-to tools and practices that I rely on to help me be most productive. Get them both when you join the Modern Manager community at www.themodernmanager.com/join Subscribe to my newsletter to get episodes, articles and free mini-guides delivered to your inbox. Read the related blog article: Teach Your Team To Work Less And Produce More KEEP UP WITH ERIN Website: https://erinjewellconsulting.com/ Facebook: https://www.facebook.com/erinjewellcoachingInstagram: https://www.instagram.com/erinjewellconsulting/ LinkedIn: https://www.linkedin.com/in/erinjewellgerst/ Key Takeaways: Stress is good in that it helps us focus. We just need to take breaks to rest and digest between stressful events in order not to burnout. Know how you

    167: Cultivate a Culture of Love with Mohammad Anwar and Frank Danna

    Play Episode Listen Later Aug 24, 2021 39:43

    Love in the workplace may seem like a big no-no, but when applied to the organization’s culture, it’s surprisingly appropriate. A culture of love puts people first which is not only good for morale and engagement, it’s also good for the bottom line. Today’s guests are Mohammad Anwar and Frank Danna. Mohammad and Frank are co-authors of the Wall Street Journal Bestselling book Love as a Business Strategy. Mohammad is the CEO of Softway and in his spare time, he enjoys fitness, watching college sports, and butchering American idioms. Frank is Director of Culture at Softway and in his spare time, he writes children’s books, makes silly videos, and also enjoys fitness. Frank, Mohammad and I talk about the idea of love in business. What love is, why it matters, what they learned applying love as a strategy in their own work, and how you can adopt a similar approach. Five members of The Modern Manager get a free copy of their book Love as a Business Strategy. Get 50% off additional copies until September 7, 2021. Learn more about membership and join at www.themodernmanager.com/join Subscribe to my newsletter to get episodes, articles and free mini-guides delivered to your inbox. Read the related blog article: Lessons For Managers From Love As A Business Strategy KEEP UP WITH MOHAMMAD AND FRANK Book: https://www.loveasabusinessstrategy.com/LinkedIn - Mohammad: https://www.linkedin.com/in/manwarsoftway/LinkedIn - Frank: https://www.linkedin.com/in/frankdanna/Website: https://www.softway.com/Seneca Leaders: https://www.softway.com/events Key Takeaways: Love as a business strategy works when we maximize profits by prioritizing our people. To do this, we need to create a culture of love based on six pillars. The first pillar is inclusion; making sure everyone has a voice and seat at the table. Inclusion of both visible (like race and gender) and invisible (like educational background and personality) diversity elements is critical. The second pillar is empathy; putting yourself i

    166: Engage in Healthy, Productive Conflict

    Play Episode Listen Later Aug 17, 2021 14:17

    Every team experiences conflict at some point. Therefore, the question is not if or when, but how the conflict will unfold. Managers play an essential role in guiding the team’s ability to engage in healthy, productive conflict so that the team gets stronger and the work is better. Today's episode is the second in a two part series about conflict. In this episode, I’ll get into the difference between productive and unproductive conflict, how to deal with conflict in healthy ways, and tips for how to get your team to confront conflict head on. In episode 162, I explained the five conflict styles and how they can be beneficial or not. The full episode guide includes sample norms for dealing with conflict as well as additional guidance for helping your team engage in healthy, productive conflict. Get it when you join the Modern Manager community or purchase the full guide at www.themodernmanager.com/shop. Get the free mini-guide at www.themodernmanager.com/miniguides. Subscribe to my newsletter to get episodes, articles and free mini-guides delivered to your inbox. Read the related blog article: How To Effectively Manage Conflict At Work Key Takeaways: Teams that prioritize productive conflict and use a healthy approach become better and closer. Unhealthy, unproductive conflict slows down teams and worsens relationships. Productive conflict makes the work better. Unproductive conflict is a distraction. A healthy approach to conflict is grounded in trust and respect, and addresses the conflict head on. An unhealthy approach ignores the conflict or addresses it with ill will. Trust and respect are necessary for teams to feel safe sharing diverse perspectives and coming up with collaborative solutions. Teams need to learn which problems to focus on and which to let go of. Don’t try to “win” the argument. Go in with a curiosity mindset to learn about others’ perspectives and to explain your own. If conflict is too heated, people won’t listen to each other and will become defensive or silent. Reflect on your own emotions and take a break to calm down if needed. Have a team discussion on Ground Rules For Conflict by identifying 3-5 behaviors for what a healthy approach to conflict looks like. Post the Ground Rules behaviors somewhere visible in the office and refer to them when conflicts arise.

    165: Have More Fun at Work with Dr. Bob Nelson and Mario Tamayo

    Play Episode Listen Later Aug 10, 2021 36:42

    Do you enjoy working? Would you say you have fun at your job? Unfortunately, most of us associate work with stress rather than fun. But fun at work doesn't need to be a rarity. Teams that incorporate fun and recognition boost morale, engagement and retention. And fun comes in many forms, so it’s possible to increase the fun without beer, ping pong tables, or karaoke. Today’s guests are Dr. Bob Nelson and Mario Tamayo. Dr. Bob is considered the leading advocate for employee recognition and engagement worldwide. He has worked with 80 percent of the Fortune 500 and presented on six continents. He has been featured extensively in the national and international media including The New York Times, The Wall Street Journal, CNN, CBS 60 Minutes, MSNBC, ABC, PBS and NPR about how best to motivate today’s employees. He has sold over 5 million books, including 1501 Ways to Reward Employees, 1001 Ways to Energize Employees, The Management Bible, 1001 Ways to Engage Employees, Managing For Dummies, and his latest book: Work Made Fun Gets Done! Easy Ways to Boost Energy, Morale, and Results. Mario Tamayo is a Principal of the Tamayo Group, Inc., a no-nonsense, no-frills consulting firm specializing in leadership and organizational performance. With extensive experience in the human performance and organization development field, Mario has been training, coaching, and consulting with individuals and teams in leadership and communication skills since the late 1970s. The three of us talk about how to have fun at work. Why fun is important, what fun really is in the context of work, and ideas for how to incorporate fun into various work settings. Get ready to have some fun! Members of The Modern Manager get a free copy of the book Work Made Fun Gets Done! Easy Ways to Boost Energy, Morale, and Results. Get your copy when you join the Modern Manager community. Subscribe to my newsletter to get episodes, articles and free mini-guides delivered to your inbox. KEEP UP WITH DR. BOB AND MARIOWebsite: www.drbobnelson.comLinkedIn: www.linkedin.com/in/drbobnelsonWebsite: https://tamayogroup.com/LinkedIn: https://www.linkedin.com/in/mario-tamayo-809b7791Book: https://www.amazon.com/Work-Made-Fun-Gets-Done/dp/1523092351 Read the related blog article: What “Having Fun at Work” Really Means in 2021 Key Takeaways: 85% of employees feel overworked and underappreciated. Create “Daily Fun Habits” like rewards for

    164: How to Effectively Partner with HR with Tracee Hunt

    Play Episode Listen Later Aug 3, 2021 28:07

    HR is an often misunderstood business function. HR can do a lot more than the obvious work policies, employee benefits, and performance issues. Yet not enough managers take advantage of the support and partnership that HR offers. Today’s guest is Tracee Hunt. Tracee is the Owner & CEO of Total HR Solutions, LLC. With over 25 years of experience in the field of Human Resources, her responsibilities have spanned all facets of HR to include the transformation of entire HR functions, as well as leading the charge in reshaping the culture of the organizations that she has worked with and for. Recently, she authored her first book “Silent Overcomer” which conveys her life’s journey and how the power of reframing was integral in turning life traumas into life triumphs. Tracee and I talk about how managers can engage with HR as a partner rather than a resource to call upon only when there are problems, and how this partnership can help enable your team members to show up as the best version of themselves. Members of The Modern Manager can get 1 of 3 copies of Tracee’s book Silent Overcomer in which she shares her own story of turning trauma into triumphs and offers lessons and insights she’s learned along the way. To be eligible, join the Modern Manager community. Subscribe to my newsletter to get episodes, articles and free mini-guides delivered to your inbox. Read the related blog article: 5 Ways To Use HR You Probably Never Considered KEEP UP WITH TRACEE: Website: www.traceelhunt.com Facebook: Tracee L. Hunt LinkedIn: Tracee Hunt Twitter: @tracee_hunt Key Takeaways: HR is more than transactional. Instead of working with HR in a reactive way, only when there are problems, proactively build a strategic partnership that continually supports you and your team. HR is meant to be a “change agent” that navigates change with managers and employees to realize goals. HR can strategize how to create safe spaces that give employees the confidence to share their life’s experiences and career aspirations with you. HR can help craft mission statements and ensure consistency of culture throughout different teams in organization.

    163: (In)Civility in the Workplace with Robin Rosenberg

    Play Episode Listen Later Jul 27, 2021 30:39

    Everyone deserves to work in a respectful environment but what does that really mean? Unfortunately, incivility in the workplace is not uncommon. Whether it’s aimed at a specific person or more generally disrespectful behavior, incivility can sour any team dynamic. It’s a manager's responsibility to foster civility which can transform an employee's daily experience. Today’s guest is Robin Rosenberg. Robin is the CEO and Founder of Live in Their World, a company that uses, in part, virtual reality to address issues of bias and incivility and upskill employees for respectful engagement. Robin is a clinical psychologist and is board certified in clinical psychology by the American Board of Professional Psychology, and a Fellow of the American Academy of Clinical Psychology. She has taught psychology classes at Harvard University and Lesley University. Robin has combined her interest in immersive technologies with her coaching and clinical experiences to foster in employees a deeper understanding of how and why other people may feel slighted or marginalized, and how to approach such interactions differently. Robin and I talk about civility and incivility in the workplace, the difference between general disrespect and microaggressions, and how to respond when you notice disrespectful behavior on your team. Members get Robin’s Best Practices for Giving and Receiving Feedback. To become a member go to themodernmanager.com/join. If you work for a government or nonprofit agency, you get 20% off any membership level. Subscribe to my newsletter to get episodes, articles and free mini-guides delivered to your inbox. KEEP UP WITH ROBIN Website: www.liveintheirworld.com Twitter: @LiveNTheirWorld LinkedIn: https://www.linkedin.com/company/29341962 Read the related blog article: How Managers Can Encourage Greater Civility In the Workplace Key Takeaways: Civility is about thinking how your words and actions can impact others, and adjusting your behavior accordingly. “Theory of Mind” are stories we make up of how other people will hear and respond to something we say or do. Understanding the need to monitor yourself is not a new concept for marginalized people but is for others. Incivility is low level, frequent acts of disrespect, including interrupting and cracking hurtful

    162: Five Approaches to Dealing with Conflict

    Play Episode Listen Later Jul 13, 2021 12:16

    Conflict exists wherever there are humans in relationship to one another. It’s a natural part of teamwork and therefore dealing with conflict is an essential aspect of any manager's role. When address well, conflict can be a source of strength for a team, leading to better ideas and stronger relationships. When address poorly, or not at all, conflict can undermine even the best of us. Today's episode is the first in a two part series about conflict. In this episode, I’ll walk through conflict styles and how they can be beneficial or not. In episode 166, I’ll get into the difference between productive and unproductive conflict, how to deal with conflict in healthy ways, and tips for how to get your team to confront conflict head on. The full episode guide includes an overview of each conflict style and what they’re best used for as well as a sample agenda to guide your team through the conflict identification process. Get it when you join the Modern Manager community or purchase the full guide at www.themodernmanager.com/shop. Get the free mini-guide at www.themodernmanager.com/miniguides. Read the related blog article: The 5 Approaches To Dealing With Conflict At Work. Key Takeaways: The five conflict resolution approaches are accommodating, avoidance, competing, compromise, and collaboration. Accommodate when the outcome is unimportant or when disagreeing is not worth the energy. Accommodating develops trust and avoids insignificant conflicts but may build resentment. Never accommodate for large, important issues. Avoidance can give people time and space to get into a better headspace before addressing the conflict. Sometimes conflicts will naturally resolve themselves. Avoiding the conflict may make the problem worse, undermine your role as leader, and create a culture where conflict festers. Compromise is a lose-lose approach that tends to make both parties unhappy. Compromise when you’re short on time and need to come up with a solution quickly. In a competing approach, any compromises or alternatives are rejected.. Competing is useful when you step in and make the call, but may make your team feel bulldozed and unheard. Collaboration is a win-win approach of hearing everyone’s viewpoint and deciding on a sol

    161: Unleash the Potential of English Language Learners with Katie Nielson

    Play Episode Listen Later Jul 6, 2021 28:26

    In the US, we often take English language skills as a given. But for the millions of immigrants, refugees and foreign language speakers, English can be a barrier to contributing their best and reaching their potential at work. As managers, we have the opportunity to support our language learning colleagues which in turn give us access to greater talent pools while simultaneously enabling people to thrive inside and outside of work. Today’s guest is Katie Nielson. Katie is the founder and Chief Education Officer of Voxy EnGen, a public benefit company that leverages proprietary technology to deliver high-quality, needs-based English instruction to immigrants and refugees. Voxy EnGen rapidly gives language learners the tools they need to advocate for themselves and their families and improve their economic outcomes. Katie has dedicated her career to making language learning more accessible and effective using innovative technology and research-based best practices. She earned her PhD in SLA from the University of Maryland in 2013, and she holds ten patents on the technology she designed to deliver language learning at scale. Katie and I talk about the challenges and opportunities that often exist when working with colleagues who are still developing their English language skills, how to better engage and support these colleagues, and how to distinguish what English skills are truly needed so you can unleash the potential of each person regardless of their current level of English proficiency. As a special guest bonus for five members, Katie has generously offered 30 minutes of personalized consulting on how to make their organization, product, or workplace more welcoming to speakers of other languages, whether those speakers are clients, employees, consultants, or the community at large. To be eligible, you must be a member. Learn more and join at www.themodernmanager.com/join. Subscribe to my newsletter to get episodes, articles and free mini-guides delivered to your inbox. Read the related blog article: How to Support English Language Learners In The Workplace KEEP UP WITH KATIE Website: www.voxyengen.com LinkedIn: https://www.linkedin.com/in/katienielson/ Key Takeaways: To work on Diversity, Equity, and Inclusion, we need to include supporting immigrants and refugees in gaining the English language skills they need to thrive. In the US, we meet the needs of a mere 4% of adult English language learners. This means we’re leaving a lot of talent untapped. Language is often taught wrong. It needs to be relevant and experientia

    160: Develop a People Strategy with Andrew Bartlow

    Play Episode Listen Later Jun 29, 2021 32:07

    You’re probably familiar with the terms business strategy or product strategy, but what about people strategy? Shouldn’t we be as thoughtful about how we approach expanding our teams as we are with how we grow organizations and develop new products? In this episode, I speak with Andrew Bartlow, founder, and managing partner at Series B Consulting. Andrew has 25 years of Human Resources and Talent Management experience at organizations across a wide spectrum of sizes, maturity stages, and industries. He is the co-author of “Scaling for Success: People Priorities for High Growth Organizations,” has a master’s degree from the top program in his field, and has been CECP, SPHR, Six Sigma, and executive coaching certified. Andrew and I talk about how to develop a people strategy - how to prioritize the most important work and focus your team structure and roles on doing that work so you’re investing in the right people doing the right activities at the right time in the organization’s life cycle. As a guest bonus, members of the Modern Manager community can get a free 25-minute “coach-sulting” session with Andrew to get advice and recommendations on your people strategy, scaling, or culture development. To be eligible, you must be a member - join the Modern Manager community today. Subscribe to my newsletter to get episodes, articles and free mini-guides delivered to your inbox. Read the related blog article: Align Your People With Your Priorities. KEEP UP WITH ANDREW Website: https://www.peopleleaderaccelerator.com/ LinkedIn: linkedin.com/in/bartlow https://www.seriesbconsulting.com/ Book: Scaling for Success: People Priorities for High-Growth Organizations Key Takeaways: Your team needs to ruthlessly prioritize their top three goals that will make the biggest impact. You can move three things a mile or thirty things an inch. Like a waterfall, your team’s actions, culture, and hiring processes should all flow from those top three goals. To determine the highest priorities, use a (1) bottom-up approach to decide as a team the top three things to move your organization forward or (2) a top-down approach where you decide the top three goals on your own and invite your team

    159: Experience Managerial Greatness with Steph Richter

    Play Episode Listen Later Jun 22, 2021 33:52

    I’m in the process of writing my second book on what it means to be a modern manager. The process of writing this book included interviewing dozens of people about their great manager in search of themes, practices and habits from the best managers. Instead of talking to the managers, I spoke with the direct reports to hear what their manager did that made them appreciate working for this person. In this episode I share the recording of one of these book interviews. After speaking with Steph, I was so energized and wanted everyone I talked to to feel this way about their manager. Steph Richter loves helping others & creating an impact! Through her work as the Director of Operations, Culture Coach & Life Coach In-Training at The Perk, she is lucky enough to do those two things everyday. She is passionate about embracing a growth mindset & seeking discomfort, and enjoys big-picture, futuristic thinking, planning & always tying things back to ‘WHY’. Share your experience with a great manager at www.managerialgreatness.com Members of The Modern Manager get The Perk’s How To Assess Employee Emotional Wellness Guide which includes their Survey template & simple 4-step process to survey your employees, assess their emotional wellness, & get the information you need to make the best decisions & provide the right support for your employees. And, the first 10 members to request it will also get A free 60-minute lunch & learn for you & your team facilitated by one of The Perk’s coaches! To get the free guide and be eligible for the lunch & learn, join the Modern Manager community. Subscribe to my newsletter to get episodes, articles and free mini-guides delivered to your inbox. Read the related blog article: How To Form A Strong Relationship With Your Employee KEEP UP WITH STEPH Website: https://www.choosetheperk.com Steph’s LinkedIn: https://www.linkedin.com/in/steph-richter/ Leah’s LinkedIn: https://www.linkedin.com/in/leah-roe/ Key Takeaways: Have one-on-one meetings to learn about your employees beyond their to-do lists. Learn what they are excited about in their lives and look for ways to incorporate this into their work experience. Celebrate not just the financial wins but the “small wins” with your staff, like finishing a job well.

    158: Discover Your Optimal Work

    Play Episode Listen Later Jun 15, 2021 11:53

    There is something magical that happens when you do work you love that also taps into your talents. In a perfect world, everyone would spend all of their work time doing these activities. In reality, we also have other responsibilities. This is where the optimal work zone come in. In this episode, I talk about how you and your team members can discover your optimal work - those things that you enjoy, tap your talents, and only you can do as part of your role. Because, when people spend the majority of their work time doing their optimal work, the productivity goes up, the positive atmosphere increases, and everyone just feels better. The full episode guide includes worksheets to help you identify your optimal work zone, tasks that can be delegated, and areas to invest in personal development, along with activities to support your team to optimize your collective work. Get it when you join the Modern Manager community or purchase the full guide at www.themodernmanager.com/shop. Get the free mini-guide at www.mamieks.com/miniguides. Subscribe to my newsletter to get episodes, articles and free mini-guides delivered to your inbox. Read the related blog article: Prioritize Working in Your Zone of Genius. Key Takeaways: In the book The Big Leap, Gay Hendricks describes four zones (1) The zone of incompetence, (2) the zone of competence, (3) the zone of excellence, and (4) the zone of genius. Most people spend too much time in the zone of competence when these are activities that could be delegated. Working in your zone of excellence and genius are great for different reasons. Excellence is things we are acknowledge for and highly talented (but don’t always enjoy) whereas Genius are tasks we enjoy and excel at. Sometimes, a zone of genius does not align with your work responsibilities. It’s great to seek outside activities that put you into a state of flow. Your optimal work is the overlap between things you’re good at, things you enjoy, and tasks or responsibilities specific to you or your role. Delegate as much as you can that falls outside this venn diagram, especially tasks that are in your zone of competence and that are not unique to your role. Encourage your team members to identify their optimal work and look for opportunities to shift responsibilities so that people can spend more time doing work that aligns with their talent and inte

    157: Positive Thinking + Positive Action with David R. Ibarra

    Play Episode Listen Later Jun 8, 2021 30:26

    While it may seem obvious, we are in control of our thoughts. Yet too often we let our thoughts control us. By taking control of your thinking and focusing on holding a positive state of mind, you can radically transform your life and those of your team members. But to be clear, it’s not just a way of thinking. To truly embrace this positive state of mind and all the good it can unleash requires taking action and sticking with it. Today’s guest is David R. Ibarra. David is a leadership consultant, speaker, and author of the new book, Stop Drifting: Become the Switch Master of Your Own Thought & Pivot to Positive. After spending most of his childhood in foster care, David started his first business at 28 years old, beginning an entrepreneurial career that spans the hospitality, automotive, and leadership consulting industries. He is the founder of eLeaderTech, IBG, David Ibarra Enterprises and the Think and Grow Rich Institute – Latin America. Taking what he’s learned and through the creation of his patented performance management system, David has implemented the Cycle of Success in his own life to creatively combine his business, community, and civic interests. David and I talk about what it takes to actually make changes in your life and how to get your team to change their habits in order to get what they want. These are lessons he’s captured in his book Stop Drifting. He shares how the brain works, why positive thinking isn’t just woo-woo, how to start to control your thoughts and how to talk with your team about all this. Members can get one of ten copies of David’s book for free. To become a member go to www.themodernmanager.com/join Subscribe to my newsletter to get episodes, articles and free mini-guides delivered to your inbox. Read the related blog article: How To Use Positive Thinking To Transform Your Team KEEP UP WITH DAVID Website - https://stopdrifting.com/ Facebook- https://www.facebook.com/DavidIbarraStopDrifting Instagram - https://www.instagram.com/david.r.ibarra/ Twitter - https://twitter.com/davidibarra Book (Goodreads) - https://www.goodreads.com/book/show/56280331-stop-drifting Book (Amazon) - https://www.amazon.com/Stop-Drifting-Become-Thought-Positive-ebook/dp/B08SP6KCKP/ Key Takeaways:

    156: Giving and Receiving Feedback with Karen Weeks

    Play Episode Listen Later Jun 1, 2021 33:01

    Almost everyone universally dislikes giving and receiving feedback. No matter how experienced you are, feedback can still cause anxiety, defensiveness, frustration, disappointment, guilt and many more unpleasant emotions. Yet, feedback is a critical element to professional growth and cultivating a healthy workplace. Learning how to give, and receive, feedback without the emotional toll can be a game changer for managers. Today’s guest is Karen Weeks. Karen’s purpose is helping organizations build amazing cultures while guiding individuals to find fulfillment in their careers. Currently, she’s the Senior Vice President of People at Ordergroove. Karen is also a career coach, award-winning people & culture advisor, speaker, published author, and podcast host. Karen and I talk about all things feedback. How to prepare to give feedback so the conversation goes as smoothly as possible, how to role model and make feedback part of your regular management practice, how to move from feedback to solutions for the future, and so much more. As a special guest bonus, members of the Modern Manager can get one of five copies of Karen’s book Setting the Stage: A Guide to Preparing for any Feedback Conversation. To be eligible to get this guest bonus, and all the other guest bonuses, become a member by going to themodernmanager.com/join/ Subscribe to my newsletter to get episodes, articles and free mini-guides delivered to your inbox. Read the related blog article: How To Create A Culture Of Feedback At Work KEEP UP WITH KAREN: Book: Setting the Stage Website: https://www.karendweeks.comLinkedIn: https://www.linkedin.com/in/karen-d-weeks-sphr-ms-5965775/Twitter: @career_changersFacebook Group: https://www.facebook.com/groups/337551064291579Instagram: @career_changers_kdwPodcast: Getting Off the Hamst

    155: Turn Your Team Into Gold with Steven Cardinale

    Play Episode Listen Later May 25, 2021

    If you’ve ever been part of a truly great team, it can feel like a bit of magic. It’s not easy for a group to find their rhythm and work seamlessly together. High performance, innovative ideas, and making an impact don’t happen by chance. But with the right approach and a bit of alchemy, your team can feel like gold. Today’s guest is Steven Cardinale. Steven is a seasoned software entrepreneur and executive. He has more than 20 years of business and technology experience, including founding and running CID Management, a Healthcare Cost Control company that he grew to become one of the largest players in the space before his successful exit in 2015. Steven has consulted as a business management and technology strategist for organizations including Eli Lilly, Janus Funds, IBM, PricewaterhouseCoopers, and the J. Paul Getty Museum. He is known for his unique perspective to leadership innovation and entrepreneurship. We talk about the lessons from his book Synaptic Alchemy. What this concept is all about, how to know thyself, how to get everyone on your team to better understand themselves and each other, and his three step process for turning ideas into gold. Members of the Modern Manager get The Synaptic Alchemy Sneak Peek which provides an in depth overview of the book for free, and free access to The Synaptic Alchemy course launching in June 2021 when you purchase the book. Become a member at themodernmanager.com/join. Subscribe to my newsletter to get episodes, articles and free mini-guides delivered to your inbox. Read the related blog article: How to Turn Your Team Into Gold KEEP UP WITH STEVEN Website: https://www.synapticalchemy.com/ Book: Synaptic Alchemy: The Art & Science of Turning Ideas into Gold Key Takeaways: Synaptic alchemy in the physical world is about turning lead into gold. In the management world, it’s about turning groups of people and ideas into gold. Help your team understand their internal strengths and how it affects the way they collaborate and operate in the workplace by taking personality tests as a group. Make time for each person to share the insights about their preferences and personality so that you can understand and support each other. To turn team ideas into gold, destroy an old rule and replace it with a new one. Ask “w

    154: The Differential of Managing Managers

    Play Episode Listen Later May 18, 2021

    So much of managing people is the same because humans have the same fundamental needs and desires. It’s important for all managers to provide appropriate levels of autonomy, foster their team’s professional growth, and support their people by providing guidance and helping to remove roadblocks. But as you move up in the hierarchy, there are a few important nuances that can help you better focus your time and energy. The full episode guide includes an infographic of the differences between managers and senior managers, along with suggested practices for shifting into the mindset of a senior manager, leading skip-level meetings, and more. Get it when you join the Modern Manager community or purchase the full guide at www.themodernmanager.com/shop. Get the free mini-guide at www.mamieks.com/miniguides. Read the related blog article: How Do You Manage Managers? Key Takeaways: The majority of managing people is the same no matter what level of management you’re in. There are three primary areas in which a senior manager’s role will be different from a manager’s role and these are: (1) driving towards big picture results, (2) cultivating the manager’s management capability, and (3) clarifying guidelines. As senior management, you will be looking at things from a higher perch and trying to see how day to day activities flow towards the overall goals of the organization. Focus on setting clear vision, goals and strategy. Then enhance the thinking of your managers without getting into the details. Provide plenty of autonomy to allow your managers and their team members to develop and execute on workplans. As a rule of thumb, spend as much time investing in your people as you do overseeing the work. If you haven’t invested in building culture, spent time talking about values, or elevated the importance of upholding desired behaviors, it's unlikely that your managers will either. Role model the behavior you want your managers to do with their team members. Ask for their input, provide straightforward feedback, offer praise and gratitude. Build relationships with your managers’ direct reports so you can better support your manager to develop their people. Show your managers’ direct reports that you respect and trust their manager (your dire

    154: The Differential of Managing Managers

    Play Episode Listen Later May 18, 2021 16:07

    So much of managing people is the same because humans have the same fundamental needs and desires. It’s important for all managers to provide appropriate levels of autonomy, foster their team’s professional growth, and support their people by providing guidance and helping to remove roadblocks. But as you move up in the hierarchy, there are a few important nuances that can help you better focus your time and energy.    The full episode guide includes an infographic of the differences between managers and senior managers, along with suggested practices for shifting into the mindset of a senior manager, leading skip-level meetings, and more. Get it when you join the Modern Manager community or purchase the full guide at www.themodernmanager.com/shop.     Get the free mini-guide at www.mamieks.com/miniguides.   Read the related blog article: How Do You Manage Managers?   Key Takeaways: The majority of managing people is the same no matter what level of management you’re in.  There are three primary areas in which a senior manager’s role will be different from a manager’s role and these are: (1) driving towards big picture results, (2) cultivating the manager’s management capability, and (3) clarifying guidelines. As senior management, you will be looking at things from a higher perch and trying to see how day to day activities flow towards the overall goals of the organization.  Focus on setting clear vision, goals and strategy. Then enhance the thinking of your managers without getting into the details. Provide plenty of autonomy to allow your managers and their team members to develop and execute on workplans. As a rule of thumb, spend as much time investing in your people as you do overseeing the work. If you haven’t invested in building culture, spent time talking about values, or elevated the importance of upholding desired behaviors, it's unlikely that your managers will either. Role model the behavior you want your managers to do with their team members. Ask for their input, provide straightforward feedback, offer praise and gratitude.  Build relationships with your managers’ direct reports so you can better support your manager to develop their people. Show your managers’ direct reports that you respect and trust their manager (your direct report) by asking for their input and treating them like a partner when in meetings together.  mamie@mamieks.com

    153: Humble Inquiry with Edgar and Peter Schein

    Play Episode Listen Later May 11, 2021

    Too often we are knowers instead of learners. Yet as knowers, we close down conversations, dis-incentivize sharing information or perspectives, and risk the health of our team and organization. To be a learner requires us to accept that we don’t know everything and, just as important, that our team members often know more than we do. When we cultivate a relationship based on caring and curiosity, we foster psychological safety and much more. In this episode, I speak with father and son duo, Edgar and Peter Schein. Ed is Professor Emeritus of the Massachusetts Institute of Technology Sloan School of Management. He is one of the original scholar-practitioners in the fields of organizational psychology and organizational development. He may be best known for first expanding our understanding of organizational culture. His books, including Process Consultation, Organizational Culture and Leadership, Helping, Humble Consulting and Humble Leadership are translated and published worldwide and his consulting and coaching has transformed leadership since the 1970s. His latest work, Humble Inquiry 2nd Edition, co-authored with his son Peter, is an international best seller. Peter is the co-founder and COO of OCLI.org. Prior to his role there, Peter was a strategy and corporate development executive at large and small technology companies in Silicon Valley. He is co-author of The Corporate Culture Survival Guide 3rd Edition, Humble Leadership, the 5th Edition of Organizational Culture and Leadership, and the 2nd Edition of Humble Inquiry. The three of us talk about Humble Inquiry - what it is, why it’s important, and how to do it effectively. We talk about the humble component and the inquiry component, and how together, they are a magical combination that every manager and team can benefit from. Get one of 10 signed copies of the book Humble Consulting if you’re a member of the Modern Manager community. This book is particularly focused at client-facing roles and consultants, but the lessons are applicable even beyond those. To get a copy, you need to be a member and one of the first 10 people to request it. Join the Modern Manager community -- employees of government and nonpforit organizations get 20% off any membership level. Subscribe to my newsletter to get episodes, articles and free mini-guides delivered to your inbox. Read the related blog article: The Simple Brilliance of the “Humble Inquiry” Approach KEEP UP WITH EDGAR AND PETER SCHEIN Website: www.ocli.org LinkedIn

    153: Humble Inquiry with Edgar and Peter Schein

    Play Episode Listen Later May 11, 2021 33:30

    Too often we are knowers instead of learners. Yet as knowers, we close down conversations, dis-incentivize sharing information or perspectives, and risk the health of our team and organization. To be a learner requires us to accept that we don’t know everything and, just as important, that our team members often know more than we do. When we cultivate a relationship based on caring and curiosity, we foster psychological safety and much more.   In this episode, I speak with father and son duo, Edgar and Peter Schein. Ed is Professor Emeritus of the Massachusetts Institute of Technology Sloan School of Management. He is one of the original scholar-practitioners in the fields of organizational psychology and organizational development. He may be best known for first expanding our understanding of organizational culture. His books, including Process Consultation, Organizational Culture and Leadership, Helping, Humble Consulting and Humble Leadership are translated and published worldwide and his consulting and coaching has transformed leadership since the 1970s. His latest work, Humble Inquiry 2nd Edition, co-authored with his son Peter, is an international best seller.    Peter is the co-founder and COO of OCLI.org. Prior to his role there, Peter was a strategy and corporate development executive at large and small technology companies in Silicon Valley. He is co-author of The Corporate Culture Survival Guide 3rd Edition, Humble Leadership, the 5th Edition of Organizational Culture and Leadership, and the 2nd Edition of Humble Inquiry.   The three of us talk about Humble Inquiry - what it is, why it’s important, and how to do it effectively. We talk about the humble component and the inquiry component, and how together, they are a magical combination that every manager and team can benefit from.   Get one of 10 signed copies of the book Humble Consulting if you’re a member of the Modern Manager community. This book is particularly focused at client-facing roles and consultants, but the lessons are applicable even beyond those. To get a copy, you need to be a member and one of the first 10 people to request it.  Join the Modern Manager community -- employees of government and nonpforit organizations get 20% off any membership level.   Subscribe to my newsletter to get episodes, articles and free mini-guides delivered to your inbox.    Read the related blog article: The Simple Brilliance of the “Humble Inquiry” Approach   KEEP UP WITH EDGAR AND PETER SCHEIN Website: www.ocli.org  LinkedIn:  https://www.linkedin.com/in/peteraschein/ Book: Humble Inquiry: The Gentle Art of Asking Instead of Telling    Key Takeaways: The “Humble Inquiry” approach is a way of reacting to situations at work by asking versus telling your team what to do.  Begin with the mindset that you can’t know everything therefore, have much to gain by caring about your team members and their perspectives. Foster a deep curiosity to learn from people around you.  Ask open ended questions without presuming to know the answer. Continue to ask questions that explore further instead of jumping to conclusions too early. Practice deep listening by focusing on their response without interjecting your own thoughts.  Reward people for being open by listening to and incorporating their ideas, and by thanking them for sharing even if you disagree.  If you respond with judgement, anger or dismissiveness, people may fear being open and honest with you again. This leads to destructive behavior, such as hiding mistakes and not mentioning problems, which is harmful to teams and organizations.  If your team gets stuck, shift from the content of your discussion into the process. Ask questions like “Are we making progress?” and “Are we relating to each other well?”  When we build trust and openness using Humble Inquiry, we build psychological safety which leads to positive, healthy workplaces.  Additional Resources: Episode 42: Deep Listening with Oscar Trimboli mamie@mamieks.com

    152: Managing Up with Dee Ann Turner

    Play Episode Listen Later May 4, 2021

    Most often, when we think about managing, we think about our direct reports. Yet, our boss plays a critical role in our success. Learning to manage up can help make your work experience easier while enabling everyone to win. In this episode I speak with Dee Ann Turner. Dee Ann is a 35-year veteran in identifying, selecting, and growing talent. She has unparalleled insight and experience in talent acquisition, career and leadership development, and organizational culture. Author and speaker, Dee Ann is the former vice president of talent for Chick-fil-A, where she helped shape the company's historically remarkable culture. Dee Ann and I talk about managing up - what it is, what it looks like in action, how to talk to your team members about “managing you”, and what not to do that can get you into trouble. Get the chance to win a copy of Crush Your Career when you become a member of The Modern Manager. Learn more and join at www.themodernmanager.com/join. Subscribe to my newsletter to get episodes, articles and free mini-guides delivered to your inbox. Read the related blog article: Three Ways to Manage Up KEEP UP WITH DEE ANN Instagram:https://www.instagram.com/deeannturner/ LinkedIn:https://www.linkedin.com/in/deeannturner/ Amazon Link to Crush Your Career: https://www.amazon.com/Crush-Your-Career-Interview-Launch/dp/0801094372 Crush Your Career Landing Page: https://www.crushyourcareerbook.com Key Takeaways: Managing up means helping the people above us manage us better. Go into performance reviews ready to share the story of your past year’s successes, responsibilities acquired, and skills learned to help him assess you better. Present innovative ideas through questions rather than statements as a way of getting heard. Don’t worry about who gets the credit; when the boss or team wins, you win. Effect the culture beyond your team by first focusing on your team’s culture. When your team succeeds, your boss will want to know the secret of your culture and may incorporate it into the larger culture. Ask your boss their preferences for communication styles and modalities whether it’s email, voice notes, or tex

    152: Managing Up with Dee Ann Turner

    Play Episode Listen Later May 4, 2021 31:45

    Most often, when we think about managing, we think about our direct reports. Yet, our boss plays a critical role in our success. Learning to manage up can help make your work experience easier while enabling everyone to win.   In this episode I speak with Dee Ann Turner. Dee Ann is a 35-year veteran in identifying, selecting, and growing talent. She has unparalleled insight and experience in talent acquisition, career and leadership development, and organizational culture. Author and speaker, Dee Ann is the former vice president of talent for Chick-fil-A, where she helped shape the company's historically remarkable culture.    Dee Ann and I talk about managing up - what it is, what it looks like in action, how to talk to your team members about “managing you”, and what not to do that can get you into trouble.   Get the chance to win a copy of Crush Your Career when you become a member of The Modern Manager. Learn more and join at www.themodernmanager.com/join.   Subscribe to my newsletter to get episodes, articles and free mini-guides delivered to your inbox.    Read the related blog article: Three Ways to Manage Up KEEP UP WITH DEE ANN Instagram:https://www.instagram.com/deeannturner/ LinkedIn:https://www.linkedin.com/in/deeannturner/ Amazon Link to Crush Your Career: https://www.amazon.com/Crush-Your-Career-Interview-Launch/dp/0801094372 Crush Your Career Landing Page: https://www.crushyourcareerbook.com   Key Takeaways: Managing up means helping the people above us manage us better. Go into performance reviews ready to share the story of your past year’s successes, responsibilities acquired, and skills learned to help him assess you better.  Present innovative ideas through questions rather than statements as a way of getting heard. Don’t worry about who gets the credit; when the boss or team wins, you win.  Effect the culture beyond your team by first focusing on your team’s culture. When your team succeeds, your boss will want to know the secret of your culture and may incorporate it into the larger culture.  Ask your boss their preferences for communication styles and modalities whether it’s email, voice notes, or texts. Work in the way that best suits them.  Don’t let your boss be surprised. Don’t corner him publicly when he’s not ready to discuss an idea, and keep him in the loop immediately if you make an important mistake.  mamie@mamieks.com

    151: How to Hire for Values Fit (Not Culture Fit) with Bretton Putter

    Play Episode Listen Later Apr 27, 2021

    No one wants to be part of a team where they don’t feel like they fit in. But hiring for ‘culture fit’ has lots of unintended consequences. So how do we hire great people who will thrive within our team or organization without relying on ‘that good feeling you got during the interview’? Today’s guest is Bretton Putter. Brett is an expert in company culture development who is consulted by companies and leaders worldwide to help design, develop and build high-performing cultures. He is the CEO of CultureGene, a culture leadership software and services platform. Prior to founding CultureGene Brett spent 16 years as the Managing Partner of a leading executive search firm based in London working with startups and high-growth companies in the UK, Europe and USA. In 2018 he published his first book, Culture Decks Decoded and his second book Own Your Culture: How to Define, Embed and Manage your Company Culture in September 2020. Brett and I talk about how to hire and onboard a new team member who will contribute to and thrive within your organizational culture. We talk about whether there is such a thing as culture fit, how to hire for values fit and what to do if your company or team doesn’t have explicit values, and what onboarding is really all about. Get 15% off on the CultureGene culture development program, plus a free PDF copy of the book Culture Decks Decoded and a PDF of chapter 5 'The Interview Process' from the new book Own Your Culture when you become a member at themodernmanager.com/join. Plus, 5 community members will receive a complimentary culture consultancy call to discuss how to build or strengthen their culture or adapt to remote or hybrid work. (Available to the first five members to claim this call). Subscribe to my newsletter to get episodes, articles and free mini-guides delivered to your inbox. Read the related blog article: Don’t Hire for Culture Fit. Hire For Values Fit. KEEP UP WITH BRETT Website: https://www.culturegene.ai/ LinkedIn: https://www.linkedin.com/in/brettonputter/ Twitter: https://twitter.com/BrettonPutter Key Takeaways: Don’t hire for culture-fit, hire for values-fit. Hiring based on culture relies on gut instinct and personal preference versus what we believe in and how we want to operate. To figure out your team’s values, have your team create a list of what they believe is important to the team. Narrow the list down to no more than 6 core values. Be explicit about what behaviors you expect from each of those values.

    151: How to Hire for Values Fit (Not Culture Fit) with Bretton Putter

    Play Episode Listen Later Apr 27, 2021 31:44

    No one wants to be part of a team where they don’t feel like they fit in. But hiring for ‘culture fit’ has lots of unintended consequences. So how do we hire great people who will thrive within our team or organization without relying on ‘that good feeling you got during the interview’? Today’s guest is Bretton Putter. Brett is an expert in company culture development who is consulted by companies and leaders worldwide to help design, develop and build high-performing cultures. He is the CEO of CultureGene, a culture leadership software and services platform. Prior to founding CultureGene Brett spent 16 years as the Managing Partner of a leading executive search firm based in London working with startups and high-growth companies in the UK, Europe and USA. In 2018 he published his first book, Culture Decks Decoded and his second book Own Your Culture: How to Define, Embed and Manage your Company Culture in September 2020. Brett and I talk about how to hire and onboard a new team member who will contribute to and thrive within your organizational culture. We talk about whether there is such a thing as culture fit, how to hire for values fit and what to do if your company or team doesn’t have explicit values, and what onboarding is really all about. Get 15% off on the CultureGene culture development program, plus a free PDF copy of the book Culture Decks Decoded and a PDF of chapter 5 'The Interview Process' from the new book Own Your Culture when you become a member at themodernmanager.com/join. Plus, 5 community members will receive a complimentary culture consultancy call to discuss how to build or strengthen their culture or adapt to remote or hybrid work. (Available to the first five members to claim this call).   Subscribe to my newsletter to get episodes, articles and free mini-guides delivered to your inbox.    Read the related blog article: Don’t Hire for Culture Fit. Hire For Values Fit.   KEEP UP WITH BRETT Website: https://www.culturegene.ai/ LinkedIn: https://www.linkedin.com/in/brettonputter/ Twitter: https://twitter.com/BrettonPutter   Key Takeaways: Don’t hire for culture-fit, hire for values-fit.  Hiring based on culture relies on gut instinct and personal preference versus what we believe in and how we want to operate.  To figure out your team’s values, have your team create a list of what they believe is important to the team. Narrow the list down to no more than 6 core values. Be explicit about what behaviors you expect from each of those values.  When interviewing, ask the interviewee to tell a story about when they exemplified one of your team’s core behaviors. Ask follow-up questions to dig deeper to understand their story, the context and their approach to the value. The more vivid and believable the story, the more the candidate lives those values.  Use the job description, interview process, and onboarding as a way to educate the candidate on your team culture and values.  Start onboarding a new hire 30 days before their start date. Send a series of emails and videos that start to build trust and relationships with the new hire’s team mates before he begins working. We don’t need to be in person to communicate our values. Use opportunities such as team meetings to demonstrate your values in action, by showcasing stories of team members exemplifying a team value.  Additional Resources: Episode 72: Align Your Team By Creating Shared Values + Guide to Episode 72 Episode 76: Bring Team Values to Life + Guide to Episode 76 mamie@mamieks.com

    150: Diversity, Equity, Inclusion and Allyship

    Play Episode Listen Later Apr 20, 2021

    We often hear companies talk about investing in diversity, equity, and inclusion (DEI). But what do those terms really mean? And how can we as managers support DEI regardless of how our organization is approaching it? In this episode, I share my definitions of diversity, equity and inclusion, and allyship. I explain some of the fundamentals so you can cultivate an inclusive and equitable environment in which all team members thrive. The full episode guide includes sample agendas and activities to help your team redesign its email practices. Get it when you join the Modern Manager community or purchase the full guide atwww.mamieks.com/store. Get the free mini-guide at www.mamieks.com/miniguides. Subscribe to my newsletter to get episodes, articles and free mini-guides delivered to your inbox. Read the related blog article: How Managers Can Advance Diversity, Equity, and Inclusion In The Workplace Key Takeaways: All the ways that individuals differ can be considered an aspect of diversity. Diversity can be visible or invisible, things we’re born with or acquired over time, and inherent in us or by association. Diversity is also about how specific groups of people have been privileged or marginalized historically and across cultures. Intersectionality describes how the complex parts of a person come together in ways that compound privilege or marginalization. Equity is about removing barriers to full participation, correcting for systemic obstacles, and providing everyone a truly fair opportunity. Inclusion is about creating an environment where people feel comfortable to be their authentic self without feeling like they need to code-switch or adjust to fit in. Being an ally is about taking on the struggles of the oppressed as your own. Its an ongoing journey that includes making mistakes and learning from them. When someone speaks up to let you know your actions or behaviors are not inclusive or equitable, respond as an ally would by centering the impacted, listening and learning, apologizing even though you didn’t intend it, and stopping the pattern. Feelings of guilt, defensiveness, anger and conflict avoidance can lead us to respond in unhelpful ways, including centering yourself, denying that other&rsquo

    150: Diversity, Equity, Inclusion and Allyship

    Play Episode Listen Later Apr 20, 2021 17:43

    We often hear companies talk about investing in diversity, equity, and inclusion (DEI). But what do those terms really mean? And how can we as managers support DEI regardless of how our organization is approaching it? In this episode, I share my definitions of diversity, equity and inclusion, and allyship. I explain some of the fundamentals so you can cultivate an inclusive and equitable environment in which all team members thrive. The full episode guide includes sample agendas and activities to help your team redesign its email practices. Get it when you join the Modern Manager community or purchase the full guide atwww.mamieks.com/store.     Get the free mini-guide at www.mamieks.com/miniguides.   Subscribe to my newsletter to get episodes, articles and free mini-guides delivered to your inbox.    Read the related blog article: How Managers Can Advance Diversity, Equity, and Inclusion In The Workplace   Key Takeaways: All the ways that individuals differ can be considered an aspect of diversity. Diversity can be visible or invisible, things we’re born with or acquired over time, and inherent in us or by association.   Diversity is also about how specific groups of people have been privileged or marginalized historically and across cultures. Intersectionality describes how the complex parts of a person come together in ways that compound privilege or marginalization. Equity is about removing barriers to full participation, correcting for systemic obstacles, and providing everyone a truly fair opportunity. Inclusion is about creating an environment where people feel comfortable to be their authentic self without feeling like they need to code-switch or adjust to fit in. Being an ally is about taking on the struggles of the oppressed as your own. Its an ongoing journey that includes making mistakes and learning from them. When someone speaks up to let you know your actions or behaviors are not inclusive or equitable, respond as an ally would by centering the impacted, listening and learning, apologizing even though you didn’t intend it, and stopping the pattern.  Feelings of guilt, defensiveness, anger and conflict avoidance can lead us to respond in unhelpful ways, including centering yourself, denying that other’s experiences are different from your own, derailing, refusing to center the impacted, tone policing, victim blaming, and withdrawing.  Be grateful for the learning opportunities and stay engaged, even when being an ally is hard. Pay attention to things like who speaks first during meetings, who gets credit for ideas, who you invest time and energy in developing, and who you turn to for help.   Additional Resources: Kimberlé Crenshaw TED talk on Intersectionality  A huge thank you to Amelie Lamont for her incredible Guide to Allyship https://guidetoallyship.com/ Episode 89: Growing into an Inclusive Leader with Jennfier Brown Episode 123: Addressing Race and Bias in the Workplace with Aaron Samuels Episode 143: How to Support People of Color at Work with Omolara Uwemedimo mamie@mamieks.com

    149: Planning a (Virtual) Team Retreat with Seth Linden

    Play Episode Listen Later Apr 13, 2021

    With the end of COVID coming into sight, now is an ideal time to plan for a team retreat that can help people reconnect after a long year of physical distancing or isolation. Whether you’re able to gather in person or limited to a virtual retreat due to COVID or geography, taking time to focus on relationships and team purpose can inspire and refuel us in powerful ways. In this episode I speak with Seth Linden. Seth is the founder and principal of Gather Consulting, where he advises philanthropists, foundations and nonprofits at the intersections of education, leadership, and community. He has a teaching credential and bartending credential - both of which come in handy while building community. Seth and I talk about how to design and lead an effective and engaging team gathering or retreat whether in person or virtually. The full episode guide includes key areas to consider when planning an in-person or virtual retreat, along with ideas for activities to build relationships and how to make the retreat extra special. Get it when you join the Modern Manager community or purchase the full guide at www.themodernmanager.com/shop. Get free episode mini-guides at www.themodernmanager.com/miniguides. Subscribe to my newsletter to get episodes, articles and free mini-guides delivered to your inbox. Read the related blog article: How to Design a Retreat Your Team Will Love KEEP UP WITH SETH Website: www.gatherconsulting.org Newsletter: https://www.gatherconsulting.org/newsletter Key Takeaways: Be really clear about what the purpose of the retreat is so that you can align the agenda with it. Co-create the agenda; ask your team what they want to get out of the retreat and design the agenda together. Set the tone and intentions of a safe space by having the leader be honest and open from the beginning. Set equity of voice as a value from the beginning to encourage louder voices to make room, quieter people to speak up, and to recognize publically the importance of including historically marginalized voices. To help people feel more

    149: Planning a (Virtual) Team Retreat with Seth Linden

    Play Episode Listen Later Apr 13, 2021 31:36

    With the end of COVID coming into sight, now is an ideal time to plan for a team retreat that can help people reconnect after a long year of physical distancing or isolation. Whether you’re able to gather in person or limited to a virtual retreat due to COVID or geography, taking time to focus on relationships and team purpose can inspire and refuel us in powerful ways.   In this episode I speak with Seth Linden. Seth is the founder and principal of Gather Consulting, where he advises philanthropists, foundations and nonprofits at the intersections of education, leadership, and community. He has a teaching credential and bartending credential - both of which come in handy while building community.   Seth and I talk about how to design and lead an effective and engaging team gathering or retreat whether in person or virtually.    The full episode guide includes key areas to consider when planning an in-person or virtual retreat, along with ideas for activities to build relationships and how to make the retreat extra special. Get it when you join the Modern Manager community or purchase the full guide at www.themodernmanager.com/shop.     Get free episode mini-guides at www.themodernmanager.com/miniguides.   Subscribe to my newsletter to get episodes, articles and free mini-guides delivered to your inbox.    Read the related blog article: How to Design a Retreat Your Team Will Love   KEEP UP WITH SETH Website: www.gatherconsulting.org Newsletter: https://www.gatherconsulting.org/newsletter   Key Takeaways: Be really clear about what the purpose of the retreat is so that you can align the agenda with it.  Co-create the agenda; ask your team what they want to get out of the retreat and design the agenda together.  Set the tone and intentions of a safe space by having the leader be honest and open from the beginning.  Set equity of voice as a value from the beginning to encourage louder voices to make room, quieter people to speak up, and to recognize publically the importance of including historically marginalized voices.  To help people feel more comfortable opening up, set a casual dress code, use outdoor settings to lighten the mood, and offer “walking workshops”.  Choose team-building activities like karaoke and ropes courses if it aligns with your purpose and is something the participants are comfortable with.  Consider mailing or providing ‘goodie bags’ that contain little gifts that make the event feel special. Set up accountability partners after the retreat to help people carry their learnings forward.  Additional Resources: Book: The Art of Gathering by Priya Parker Book: The Power of Ritual by Casper ter Kuile Book: Emergent Strategy by Adrienne Maree Brown mamie@mamieks.com

    148: Spark Motivation and Maximize Impact with Matt Granados

    Play Episode Listen Later Apr 6, 2021

    It can be hard enough to motivate yourself sometimes, let alone your team members. But great managers know how to tap into a person’s internal motivations in ways that maximize impact without the need for external carrots or sticks. Today’s guest is Matt Granados. Matt has spent his life as an entrepreneur so when he was told by a fortune 100 Company that the system he used to manage his life (personal and professional) was the answer to their biggest personal problem that EVERY company will eventually face, Matt decided it was time to start Life Pulse Inc to share how he connects Intention with Structure to ensure an individuals desired results. Matt has worked with organizations such as Twitter, Google, and the United States Air Force to individuals looking to just get more out of each day! Matt and I talk about internal vs external motivation, how to motivate yourself and others, the root of what motivates us, how to design your life around your motivations and desires, how to talk to your team members to help them be more intentional and tap into their internal motivators, and so much more. Members of the Modern Manager community get a free 30 minute consult and custom program based on your answer. Also anyone who has the consultation will get the discounted LP Planner. Get this guest bonus when you join the Modern Manager community. Subscribe to my newsletter to get episodes, articles and free mini-guides delivered to your inbox. Read the related blog article: The 3 Questions You Need To Ask Your Team Every Week KEEP UP WITH MATT Website: www.LifePulseInc.com Instagram: @lifepulseinc YouTube: https://www.youtube.com/channel/UCPNc15l_7JB8-aziMAnLPsA Key Takeaways: Motivation is a mindset. External motivation comes from fear or love. To tap into internal motivation, you need to connect what you want with what that person wants. Most of us don’t actually know what we truly want. Take time to pause and reflect on what really matters in order to generate your list of desires. Consider creating a SWOT analysis of your life. Often there are small changes or actions we could do now that will help us live our desires in the moment, generating greater fulfillment. In order to tap into the internal motivations of our colleagues, we need to understand who they are

    148: Spark Motivation and Maximize Impact with Matt Granados

    Play Episode Listen Later Apr 6, 2021 32:10

    It can be hard enough to motivate yourself sometimes, let alone your team members. But great managers know how to tap into a person’s internal motivations in ways that maximize impact without the need for external carrots or sticks.   Today’s guest is Matt Granados. Matt has spent his life as an entrepreneur so when he was told by a fortune 100 Company that the system he used to manage his life (personal and professional) was the answer to their biggest personal problem that EVERY company will eventually face, Matt decided it was time to start Life Pulse Inc to share how he connects Intention with Structure to ensure an individuals desired results. Matt has worked with organizations such as Twitter, Google, and the United States Air Force to individuals looking to just get more out of each day!   Matt and I talk about internal vs external motivation, how to motivate yourself and others, the root of what motivates us, how to design your life around your motivations and desires, how to talk to your team members to help them be more intentional and tap into their internal motivators, and so much more.    Members of the Modern Manager community get a free 30 minute consult and custom program based on your answer.  Also anyone who has the consultation will get the discounted LP Planner. Get this guest bonus when you join the Modern Manager community.     Subscribe to my newsletter to get episodes, articles and free mini-guides delivered to your inbox.    Read the related blog article: The 3 Questions You Need To Ask Your Team Every Week   KEEP UP WITH MATT Website: www.LifePulseInc.com Instagram: @lifepulseinc YouTube: https://www.youtube.com/channel/UCPNc15l_7JB8-aziMAnLPsA   Key Takeaways: Motivation is a mindset. External motivation comes from fear or love. To tap into internal motivation, you need to connect what you want with what that person wants.  Most of us don’t actually know what we truly want. Take time to pause and reflect on what really matters in order to generate your list of desires. Consider creating a SWOT analysis of your life. Often there are small changes or actions we could do now that will help us live our desires in the moment, generating greater fulfillment. In order to tap into the internal motivations of our colleagues, we need to understand who they are and what matters to them.  Ask three questions weekly: (1) What Are You Focused On This Week?, (2) What Are You Grateful For?, (3) What Are You Working Towards? These three questions help you understand the greater context of your colleague’s life while not getting too personal.  Knowing your teammates’ long and short term goals allows you to understand where they want to go and therefore how to help them in the present.  Have your team review their previous week’s successes and struggles by asking themselves how they grew (1) Internally - their mind, (2) Physically - their body, (3) Relationally - their connections, and (4) Professionally - their career. Make three to-do lists of what you (1) want to get done, (2) need to get done, and (3) is most important to get done. Encourage your colleagues to do the same.  Managers inspire their teams by role modeling. It’s important to check in with yourself weekly on your intentions and make time for activities central to your life’s purpose into your schedule.  Additional Resources: Motivation Catalysts test: www.LifePulseInc.com/MCA mamie@mamieks.com

    147: Prevent And Recover From Burnout With Kristen Knowles

    Play Episode Listen Later Mar 30, 2021

    At this moment, we’re more than a year into the pandemic. Many of us have become accustomed to the added stress of living in isolation, not taking real vacations, not having the outlets of fun we used to have. This, combined with our intense workloads and home lives, with the promise of this all being over in just a few more months, is wearing many of us down. Burnout is nothing new, but if people struggled with burnout pre-pandemic, it seems even more prevalent now. In this episode, I speak with Kristen Knowles. Kristen is a 13x award-winning leadership expert with over a decade of experience in leading HR and leadership development for top global companies in Tech, Healthcare, and Startups. Her passion is helping organizations create brave cultures and working with leaders to overcome burnout and lead from purpose. She is the CEO of Brave Leaders Group, a full-suite leadership firm that specializes in offering transformational leadership and organizational development services that create brave cultures with practical application that you can immediately start implementing to see results. She offers a unique opportunity to implement strategies that create empowering cultures and breaks apart our previous ideas of leadership to create brave leaders that will mark history and change the narrative for leadership going forward. Kristen and I talk about the stages of burnout, how to avoid it and what to do if you find yourself out of alignment and heading into burnout. Kristen also shares tips with how to talk to your team to help them avoid burnout. Get 20% off the Brave Leadership course when you join the Modern Manager community. Purchase full episode guides at www.themodernmanager.com/shop. Subscribe to my newsletter to get episodes, articles and free mini-guides delivered to your inbox. Read the related blog article: How To Stop Burnout From Burning You And Your Team KEEP UP WITH KRISTEN Website: https://www.kristenknowles.co/ LinkedIn: https://www.linkedin.com/in/kristen-pinkston-knowles/ Clubhouse: @kristenknowles Instagram: @kristenpinkstonknowles Brave Leadership Course: https://mailchi.mp/98a9ae4346da/brave-leadership-program Key Takeaways: Burnout is often a result of being disconnected from your purpose.

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