There is truly ONE thing that matters most in an organization. In this video, I share my thoughts on this, and provide highlights from a talk I did at the Gallup London Summit on building diverse teams.
I have discovered something that feels very counterintuitive to a Type A person like me. The more I relax and am at ease; the better I become. This is a major paradigm shift for me. I am an ACHIEVER, (#13 of my Clifton Strengths) so getting things done/checking things off my list has always been highly valued by me and many of the people I have worked with. In fact, at one of my first jobs out of college, being an achiever was so important that it reinforced the very act of being busy. The busier you were, the more people noticed, and the more you were rewarded. The challenge is whether you are busy on the things that actually matter or not.
Some leaders have shared horror stories where they were advised to act like the majority in their company and conform to fit in. As you might imagine, this didn’t work for them AT ALL. Leaders that are being inauthentic or have to stretch far to reach the “code” of behavior, often report feeling exhausted at the end of the day. Here are some ways to maintain authenticity yet connect with others.
According to Simon Sinek, author of Start with Why, people like Martin Luther King Jr., Steve Jobs, and the Wright Brothers had little in common, but they all started with WHY. They realized that people won't truly buy into a product, service, movement, or idea until they understand the WHY behind it.
In the recent November 2017 copy of National Geographic Magazine, there was an article on the world’s happiest places, by Dan Buettner, the author of The Blue Zones, Lessons for Living Longer from the People Who’ve Lived the Longest. According to Buettner, the three happiest places on earth are Denmark, Costa Rica, and Singapore. The things they have in common are that their “people feel secure, have a sense of purpose, and enjoy lives that minimize stress and maximize joy”.
Recently, I spent a fruitful week in London, UK, with the talented team at Gallup, Inc. In the company of high performing leadership coaches and consultants from around the world, I participated in Gallup's Advanced CliftonStrengths Coach Training where we deepened our mastery on Strengths Based Development. As I reflect on the week, here are 3 ideas to help you improve:
Turnover is high and costly. A study by the Society for Human Resource Management states that employers spend the equivalent of six to nine months of an employee’s salary to attract, identify, and train their replacement. So that means that an employee salaried at $100K will cost the company $50-$75k to hire and train a replacement. Do I have your attention yet?
John Wooden was part of the creation of Carroll’s strategy and inspired him to get his plan into writing and to include vision, philosophy, and beliefs. Using Maslow’s Hierarchy of needs, he desired to get his teams to the peak performance level of self-actualization which is at the top of the pyramid. Maslow's Hierarchy of Needs. Carroll's written philosophy is the foundation on which he builds highly successful, top performing teams. The detailed clear vision contains beliefs, style, and rules.