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Business Owners Live the Best Lives

Maximize Your Controllables

Business Owners and guests of Executive Forums Silicon Valley took an Escape from normal to learn, have fun, dine, and develop relationships. The venue was the wonderful Thomas Fogarty Winery Pavillion overlooking the entirety of Silicon Valley from the Woodside Hills. The members experienced an awesome day with temperatures in the 70s and crystal clear air allowing visibility from San Francisco to Freemont to San Jose.

The session started with a workshop from Hernani Alves, author of the Amazon best-selling book Balanced Accountability – 3 Leadership Secrets to Win Hearts and Maximize Performance.

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Mr. Alves challenged the leaders to understand that accountability is a learned habit that is rarely discussed and even more rarely never taught. Using examples from his experience as the CEO of a large retail store as well as his personal life, the concept of accountability as an expression of love was developed.

Accountability = Love is a theme that can be carried into all parts of the organization.

  • Love for the well being of the organization – company accountability
  • Love for the well being and success of the employee – personal accountability
  • Love for the success of the customer – when is the last time you thought about that!
  • Tough love for individuals when things are not going well

I highly recommend that you contact Hernani Alves (www.balancediq.com) to learn more about his workshops and how balanced accountability can be an advantage in your business.

After being cooped up in our offices, homes, and multiple Zoom sessions, the Escape participants were set into teams and charged to decode the clues, decipher the geography and solve the riddle to discover the treasure. After scouring the grounds of the winery to find all

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of the clues and solve all of the puzzles the teams discovered that Their Journey Together as Business Owner Peers was The Treasure.

After the prizes were distributed (everyone is a winner), the group enjoyed a great lunch and some members stayed to enjoy a special wine tasting while others took advantage of the day for a round of golf.

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A shout out to Kaitlin at the Thomas Fogarty Winery (www.fogartywinery.com) and Brittney at Continental Caterers (www.continentalcaterer.com) for helping to arrange a fantastic day.

Published by

Glenn Perkins

Status is online
I help Business Owners, CEOs, and Leadership Teams grow companies with Clarity, Insight, and Accountability using Executive Peer Groups, Entrepreneurial Operating System (EOS), Strategic Planning, and Executive Coaching.
Business Owners Live the Best Lives Business Owners and guests of Executive Forums Silicon Valley took an Escape from normal to learn, have fun, dine, and develop relationships. The venue was the wonderful Thomas Fogarty Winery Pavillion overlooking the entirety of Silicon Valley from the Woodside Hills.

Don’t do a SWOT for your business, instead do a TOWS Analysis

Only 92 days to 2021.

Yes, I’m counting down the days left in this crazy 2020 year.

And it’s not too late to play some offense and develop a strategy for 2021.

Here is a graph that shows one tech company’s annual revenues.

Can you guess the company?

Yes, that’s $20 Billion in revenues in 2011.

Seven years later, that same company was less than $1 Billion in 2018.

Ouch!  Does this roller coaster make you nauseous too?

Who is this company?

Wait for it….take a guess?  Clue, most of us probably owned one in 2011.

Wait for it….

…..BlackBerry

I remember telling a friend that I would NEVER get rid of my Blackberry.

One year later, in 2012, I purchased my first iPhone.

So what can we do to make sure our business doesn’t end up like BlackBerry?

This time of year, I take my clients through a TOWS Analysis.

TOWS???  It’s similar to a SWOT analysis, however backwards focus. 

TOWS stands for Threats, Opportunities, Weaknesses, and Strengths.  This technique is for assessing the four critical aspects of your business.

Most organizations focus so much of there energy on their Strengths and Weakness that they go through the motions for their Opportunities and Threats.

Why should Opportunities and Threats be your focus?

A pivotal reason for BlackBerry’s failure was their ignorance in choosing to stick with the keyboard (strength), while leaders like Apple provided a full touchscreen interface to which the smartphone was created.

Blackberry focused on its strength and didn’t focus on their threat that had just entered the market place.

Yes, you can do the TOWS, exercise yourself, and I encourage that you bring someone to help with your business planning.

Hire someone that can help you create critical stakeholders to own the outcome and hold the team accountable for making improvements.

Many times we have our blinders on and overlook key opportunities and threats right in front of us.

If you would like to learn more about how to do a TOWS analysis for your business, Schedule a Call

Stay Awesome with Love,

Hernani Alves
 Maximize Your Teams Performance –  Schedule a Call

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How Leaders Get Ahead and Maximize Performance

How Leaders Get Ahead…

 

During a turbulent time like we are in, we often shift our focus to all the negative things that are occurring.

 

It’s more important than ever to ‘Magnify the Positive’.

 

At a crucial point in my career, I realized something about myself.

 

I’d noticed that every time I asked to meet with someone that I worked with, it was to ask them for something.

 

I wondered if I could build better relationships by showing up to GIVE instead of taking.

 

But what would I give? How about something that’s almost universally appreciated: candy.

 

I bought a case of 100 Grand candy bars and started handing them out.

I didn’t just dump them in a bowl in the office kitchen; I gave them out one-by-one with an attached thank you note for a specific achievement.

 

It went over really well. With this practice, my relationships improved, and more people were willing to help me.
I took my new motivator on the road to visit other offices throughout the country. I’d walk in and start my visit by identifying reasons to celebrate.

 

I’d take a moment to acknowledge wins (big and small) with candy and other little treats. Immediately, employees let their guards down enough to hear my advice.

 

By asking for and creating reasons to celebrate, I gained the trust and loyalty of employees throughout the company.

 

The changes we instilled stuck, and my methods for highlighting small successes remain a big motivator for everyone – including me.

Success is a series of small wins.  

Simply recording progress in some way helps to boost the self-confidence of your team.

 

You know I love scientific evidence. Here’s the Science of the Power of Small Wins in the Harvard Busines Review.

 

What has been a small win for you this past week and do you have a treat to motivate your team?

 

Email me at Hernani@BalancedIQ.com and let me know. I’d love to learn more from you.

 

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Stay Awesome,

Hernani Alves

P.S. As many of you know, I use stories about the valuable lessons my parents have taught me.

Well, they taught me another one: My Parents Celebrated their 60th Anniversary on June 18th.

Friend me on Facebook Here

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Needs Budget, instead of a Want Budget at Work

Are you too close to your expenses…

This past April, Luis, a in client of mine, reached out to me for help with his business, which he owns a chain of restaurants.

Unfortunately, with the Governor’s shelter in place order (COVID -19), Luis was forced to close his business, and temporarily furlough some employees.

But the problem was he still had to pay his store lease on his restaurants, even though he was forced to close.

My suggestion to Luis was to reach out to the landlord and ask if there was anything they could do to help the situation.

The landlord asked to see his financials and the last three months of bank statements.

Hmmm, what would have recommended here?

Luis did have some reservations on doing this and I encouraged him to be transparent with his current financial situation.

The landlord then set up a call with Luis to ask questions about some expenses in his financials.

After 30 minutes, the landlord quickly found over $83,000 in savings from expenses that Luis did not need.

Here’s a quick exercise on what tends to happen in business and in life.

What is this picture?

Hint:  Most people wouldn’t mind some of this right now.

Or

Hint:  This is something you drink.

The answers are below, and the point is…

Many times we are too close to see exactly what may be a draining us in business or life. 

Luis had racked up unnecessary business expenses that he didn’t need any longer.

It wasn’t until a new set of eyes from his landlord that it became evident
what he needed to do.

Wants vs. Needs

Wants are expenses that help you live/work more comfortably, and you could live without them.

Needs are expenditures that are essential for you to be able to live.  For example: housing, food, gas, etc…

Here’s a great exercise you and your team can do with their expenses.

1.       Begin by writing a list of all the things that were recently purchased in the last 90 days.

2.       That means everything from toilet paper to insurance, including the five-course expensive dinner.

3.       Working with your team,  divide the categories into two buckets: wants and needs.

Your team will quickly understand the value of saving money.

In full transparency, Luis taught me a lesson as well.  After reviewing my expenses, I found a few ‘wants’ that I needed to remove.

Do you currently have someone that is a fresh set of eyes for your business?

Do you have any expenses that are “wants” that need to be removed?

Email Hernani@BalancedIQ.com and let me know.

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Stay Awesome,

Hernani

P.S.  Luis’s business has reopened and all his employees returned.  Plus he got a reduction in rent while the restaurant was closed.  Yeah!!!

Answer to the exercise:  Chocolate Bar and Coffee

 

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5 Shares To Help Communicate #BlackLivesMatter At Work

5 Shares To Help Communicate #BlackLivesMatter At Work

If you’re like me, this has been a couple of weeks of difficult and troubling emotions.

I’m deeply saddened by the state of our country.

The racism and racially charged acts of violence taking place in the United States and the world are unacceptable.

Black lives matter.

As leaders, our team is looking for us to ensure that no person is treated differently because of their skin, race, religion, or gender.

This is not easy to talk about at work and I wanted to provide some resources to help you.

Here are a few simple things that I’ve been reading, listening to, and thinking about how to become a better-informed leader on issues.

Share #1 After Responding to 170 Emails Following George Floyd’s Death, Here’s What I Found Out – This is a short 5-minute article in Entreprenuer.com for business leaders.  It is so true that what you say is less important than what you ask during a time like this.

Share #2:  So you want to talk about race? – The author Ijeoma Oluo writes an excellent book that is clear and concise.  She provides great tools that will make a difference day-to-day.  This book offers honest conversations about race and racism.

Share #3:  (Un) Comfortable Conversations – One of my favorite Human Resource executives, Tracy JacksonCEO of HR E-Z, has created a great exercise to help leaders and their teams to discuss race in the workplace.  If you would like a copy of this exercise, just email her here It’s Free and only takes about 15 minutes.

Share #4:  Truth about Race – This is TedTalk by Anthony Peterson about what he has learned from his grandchildren.  I love his use of stories to show and creative ways to feel more confident talking about race with others.

Share #5:  10 Commitments Companies Must Make to Advance Racial Justice –  Here are ten commitments that businesses can and should make that will help achieve racial equity.  Doing this will win the hearts and loyalty of your team and employees.

Bonus:  Amazon CEO Jeff Bezos corrects angry ‘all lives matter’ customer email –  “Black lives matter speaks to racism and the disproportionate risk that Black people face in our law enforcement and justice system,” Bezos said in part of his reply.  I confess that I made a similar mistake early on and was quickly educated by my seventeen-year-old daughter.

What has been one resource that has helped you the past couple of weeks?

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Email me Hernani@BalancedIQ.com and let me know.  I’d love to learn more from you.

About: Hernani Alves is a business expert, Amazon best-selling author, and speaker that helps leaders build world-class teams. In his book, Balanced Accountability, Hernani reveals the framework needed to improve accountability in the workplace by winning hearts to maximize performance.

Get Your Free Checklist to Creating Peer-to-Peer Accountability

For a free six-question Employee Report Card, email Hernani@BalancedIQ.com

How To Have a Mindset to Overcome Beliefs That Are Holding You Back

Become an Artist…

How many beliefs do we have that are holding you back?  

What if we removed those beliefs (personal and work), what would the possibilities be?

I recently helped a client put together a virtual brainstorming session for their team.

Our primary goal was to lift their spirits and get their minds back into the game.

Unfortunately, their business had significantly suffered the past month.

Most of her team had a low state of mind…actually; nearly all of them were in a Fixed Mindset to weather the storm.

Instead of using a Growth Mindset to maximize everything in their control.

I leveraged Graham Shaw’s TEDx talk to help us. “Why people believe they can’t draw” (29 Million Views).

Most people think they can’t draw, and it’s a belief that is holding some very creative minds back.

In this fun, instructional talk, Graham demonstrates how a few adjustments to your drawing technique (and your attitude) can leave you with a powerful tool.

Here’s a simple exercise for your next Virtual Meeting.

The Power to Draw:

  1. Schedule a 60-minute virtual meeting with your team
  1. Ask how many of them know how to draw?
    • You’ll probably only get a small number of people raising their hands.
  1. Tell them: “Today, we are going to all learn how to draw, and Graham Shaw is going to help us.”
  1. Play:  Graham Shaw, “Why people believe they can’t draw.”:  Link Here (short 15 minutes)
  2. Lead by example and show others your great drawing; they will do the same.

Debrief Questions:

  1. Let’s see each other’s drawings.
    • Compliment and have fun doing this. You’ll find some great artists on your team.
  2. What are some of your takeaways from watching this TEDx talk?
    • Show active listening and validate what they are saying.
  3. Does anyone want to share personally, some beliefs that they may not feel is possible?
    • Give your team 30 seconds to step up; it takes some courage.
    • If not, you share your personal beliefs.
  4. At work, what are some beliefs that may be holding us back from moving forward?
    • Listen and do not shoot down any ideas.
    • Say, “tell me more” when you want more details.
  5. Vote on your top 3 beliefs and work together to DRAW solutions to overcome those.
    • You have now won their hearts, and they will own the solutions to improve.
    • Follow up in the weeks to come.

Have fun with this virtual meeting, and you’ll find the team is inspired to take action to maximize everything their control.

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About: Hernani Alves is a business expert, Amazon best-selling author, and speaker that helps leaders build world-class teams. In his book, Balanced Accountability, Hernani reveals the framework needed to improve accountability in the workplace by winning hearts to maximize performance.

Get Your Free Checklist to Creating Peer-to-Peer Accountability

For a free six-question Employee Report Card, email Hernani@BalancedIQ.com

How to Stop Turnover: Stop the Bleeding

The naughty word

Eighty-two percent of American employees don’t feel recognized by their supervisors. Sixty percent say that they find recognition more motivating than money. If you are losing employees left and right, you need to face the fact that the issue may be your leadership. You need to hold yourself accountable.

Most people hate the word “accountable.” It’s reminiscent of punishment. This stems from misunderstanding and misusing both the word and the practice. Accountability is a tool for improvement, not a means to reprimand.

Lead instead of manage

High turnover and low performance are the results of poor leadership. The problems you’re having with your employees are a direct result of your own practices. That may be hard to hear (and accept), but think about it. Do you deal with unread emails, missed deadlines or tardiness?

These are all signs that you aren’t leading — you’re managing. In other words, you’re not holding them accountable. A disengaged team is a temporary team.

The 3Ps: no more excuses

In a Partners in Leadership study, 84% of subjects cite their leaders’ behavior as the most important factor in determining the accountability of their work. Employees will thrive in an environment that enhances their abilities, and the best way to do this is with the 3Ps: personal, positive and performance accountability.

P1: personal accountability

This is the most important “P” of the program. As a leader, you need to hold yourself accountable first. You need to demonstrate self-awareness and humility in your work ethic before asking employees to do the same. Ask for feedback on your performance as a leader. Find solutions to your issues, and don’t get defensive. You set the precedent for the rest of your team.

P2: positive accountability

Positivity is a must if you want to see sustainable results. It’s how good managers become great leaders. Studies have shown that positivity is as contagious as negativity — meaning that creating positive experiences at work is worth it. This step not only reduces turnover, but it also increases profitability. These are two things that make work a more enjoyable place to be.

P3: performance accountability

This is more in line with what you may generally think about accountability — as in “holding someone accountable” for his or her actions. But, when done wrong, you’re inviting your team to resist and resent your leadership. You don’t need to use shame to hold someone accountable. Performance accountability lets you coach your staff instead of penalizing it for its mistakes. Your employees need to know that you have faith in them. Otherwise, you’ll find yourself with an unmotivated and unstable workforce.

Leading with positivity

Create an environment that your team loves, and your turnover rates will plummet. Employees who love their jobs tend to stay there and flourish. You are the only one who can change your company’s culture, and that will only happen when you take action. It may not feel natural or comfortable at first, but, as JP Morgan once said, “The first step towards getting somewhere is to decide you’re not going to stay where you are.” Choose to feel the discomfort now, and your new behaviors will not only get easier, but they’ll also pay off.

Publicly praise your employees

Go around and catch people doing things right, instead of being the “gotcha” manager. It’s such an ego boost when your leader gives you praise, especially when it’s in front of your colleagues and higher-ups. Highlighting an employee takes very little effort, and it costs nothing. The payback, however, is huge. You can do it while walking around your carwash, or you can take time before or after a meeting to draw attention to someone’s recent win. Find genuine and frequent ways to uplift your employees. It’s vital to keeping them happy.

Share your gratitude

I have gone beyond writing thank you notes to my staff. I’ve actually written thank you notes to their spouses. If I needed an employee to put in overtime, I’d write a note to his or her family to show my gratitude and empathy. You don’t have to get too deep. A simple, “Thank you for your support while Julie works overtime. She’s important to our team, and we’ll make it up to you,” can go a long way. Personal or company-wide emails, notes left on desks, small gifts or a coffee run are all meaningful ways to give thanks to a hard-working team.

Send personalized gifts

This works because it shows appreciation for the employee’s work and individuality. A generic gift card won’t ignite those feelings for them. They might like the gesture, but it’s not going to create the positive experience you’re looking to get.

Get to know your employees. Is one of them always cold? He or she might like USB-heated gloves. What about a golfer? That person would enjoy a round on the course, especially if you play as well. If you have an employee with kids, consider passes to a movie theater or amusement park. There are countless ways to give personalized gifts that show you care. Treat everyone like a S.T.A.R. (Something They Always Remember).

Spending time together

Spending time with your team outside of work is a great experience for everyone. It doesn’t need to be complicated or awkward. Invite your staff out for pizza, or have them over for a barbecue or games. This will create a sense of community for your employees. That feeling of belonging is crucial, and it won’t take much effort.

When you’re digging a hole with turnover, the first thing you need to do is throw away the shovel and build a ladder. The ladder to positivity is recognition and respect. Yes, it takes funds to give gifts and host parties, but look at this as an investment. Turnover is the expense that you can’t afford to have.

You may be responsible for people leaving your organization, but you also have the power to inspire their loyalty. Practice balanced accountability to create a healthy and happy work culture, and your employees will want to stay for as long as you will have them.

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Hernani Alves is a business accountability expert, Amazon best-selling author and speaker that helps leaders build world-class teams. In his book, Balanced Accountability, Hernani reveals the framework needed to improve accountability in the workplace by winning hearts to maximize performance.

Get Your Free Checklist to Creating Peer-to-Peer Accountability

For a free six-question Employee Report Card, email Hernani@BalancedIQ.com

How Your Words Will Inspire Others: Your Team Needs You More Than Ever: 

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How many of you still get a little scared when turbulence starts to rattle the plane that you’re traveling in?

How about when the pilot announces over the speaker; “All flight attendants, please cancel service and return to your seats.”

With over 1,000 flights in my lifetime, I still get nervous with turbulence.

Yes, this is all very scary:  coronavirus pandemic, stock market plummeting, and more.

Great News, the sky is NOT falling.

Your teams need you more than ever to be the pilot and guide them through these turbulent times.

We have in similar situations before, and we’ll get through this together.

Many workplace studies focus on anxiety, and research also draws a straight line from an increase in positivity to a decrease in tension.

Think back to the last time you felt stressed out. Were you happy and upbeat about it? Of course not.

As leaders, we want to create better-performing organizations.

Let’s get into it with the number one way you can positively inspire a team: your language.

Using positive language is uplifting. It makes you appear more confident and trustworthy.

When you carefully choose your words, you avoid unnecessary issues that may take time away from your primary goals.

For example, read the following statements and note how each makes you feel:

  • Our company needs to change.
  • Our company needs to improve.

———-

  • Why do you feel like that?
  • Tell me more about how you feel?

———-

  • I see your point, but we need to change this way.
  • I understand your point, and we need to improve this way.

I don’t know about you, but in each pairing, the second statement makes me feel less obligated and resentful.

Just that small change in wording triggered a more positive reaction.

You can and should use small tweaks like these to improve how others respond to you.

It’s all a matter of perspective.

If you have an upbeat attitude that you reflect in your actions and language, it will, without a doubt, trickle down to your team.

Using positive language uplifts the mood of whoever you’re talking too.  It makes you appear more confident, likable, and trustworthy.

You also get better and faster results because you’re less likely to offend people.

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Go conquer this world, it’s always in your control!

About the Author

Hernani Alves started as a part-time employee and eventually grew to become the President for a $3 Billion Company that was regularly voted as Best Workplace. Today, he as an author and international speaker that helps leaders build world-class teams focused on getting results.

Hernani has been featured in: Stanford University, HR.com, Young Upstart, Best Recruiter, Idea Mensch, CEOWorld Magazine, Conscious Company, Extreme Leadership, and more.

In his book, Balanced Accountability, Hernani reveals the framework needed to improve accountability in the workplace by winning hearts to maximize performance.

Get Your Free Checklist to Creating Peer-to-Peer Accountability

Download:  Free Six Question Employee Report Card.

To connect with Hernani, please visit his TwitterLinkedIn or Schedule a Call with Hernani

 

How to become a better leader: 6 Stages of Love to Becoming a G.O.A.T. Leader

How to become a better leader: 6 Stages of Love to Becoming a G.O.A.T = Greatest of All Time:  All humans have one thing in common: we want to love and be loved. We accept this idea when it comes to family, pets, sports teams, and favorite bands. But the moment we get to the office, a switch goes off, and that acceptance goes out the window. We don’t show love in the workplace despite its prevalence in the rest of our lives.

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If you only associate love with your spouse or family, then it makes sense that it would feel awkward to show it to colleagues. With this in mind, let’s consider love like the ancient Greeks. They viewed it as too complicated to define with one phrase. To them, love took on six forms:

1. EROS (SELF PASSIONATE)

This type of love is irrational and uncompromising. In leadership, this is a “my way or the highway” kind of manager. The manager loves his ideas and authority above all else. It’s not a good look for any manager.

Expect this outcome:  You’re not a leader yet and just a manager.  You will most likely push people away from you, while your results will be short term.

2. PHILIA (FRIENDSHIP)

Philia equates to deep bonds born from shared experiences. It’s loyalty, sacrifice, and belonging. When the pressure is on at work, support your team, and be open with them about the demands you share. You’ll likely find that they want to help you in return.

Expect this outcome:  You’re starting to win hearts and you’re on the right path to becoming a leader.

3. LUDUS (PLAYFUL)

This version of love is a connection built from playfulness, laughter, and banter with those around us. It establishes personal relationships through human interaction. In this new world, Ludus, is getting harder to find, and the leaders doing it are getting the most traction.

Expect this outcome:  You’re starting to create a tribe that others want to follow you.

4. AGAPE (SELF-LESS)

Agape is selfless love, and it’s a must for any leader. It’s universal, empathetic, and kind. We must have each other’s backs as friends and colleagues alike.

Expect this outcome:  You’re becoming highly effective as a leader, and your tribe is starting to say great things about you.

5. PRAGMA (TRUST)

Pragma is rooted in compromise and patience. As a leader, you need to practice empathy for your employees. They’re not cogs in the machine; they’re people. When you treat them as such, they will see and love you for it.

Expect this outcome: You’re on way to becoming a mentor.  Your tribe is starting to come extremely loyal to you and others in your tribe.

6. PHILAUTIA (SELF-LOVE)

Philautia = self-love. Before you can hold anyone else accountable, you must love yourself first enough to practice balanced accountability. It’s the only way to find lasting success.

Expect this outcome:  Congratulations, you’re a G.O.A.T. leading by example, and your tribe will never leave you.  You’ll be maximizing your performance and called upon to share your secrets in love.

Love is an Verb…

You must actively communicate with your tribe about how much you love them, even if you think you’re showing it with your actions. No one is a mind reader. Just be sure to keep the moment genuine. It can be hard to praise or compliment people, so a common reaction is to fall back on comedy as a defense mechanism. It may be natural, but it’s sloppy. To avoid this, start by telling your employees what you love about them and their performances. This process involves showing your feelings but doesn’t require too much sentimentality. For example:

“I love how you helped that client.”

“I love that you turned in this assignment way ahead of schedule.”

“I love your commitment to our team.”

Empower your team to share the love throughout the organization.  A great resource in this modern world is SPARCK.  It’s an online personalized employee recognition and engagement program that creates a thriving workplace your tribe will love.

If the thought of love makes you squirm, you’re not alone. In fact, the “stronger” you are, the more likely you are to resist this. However, when you let your guard down, your tribe will be more than ready to support you. Showing your humanity makes it safe for them to engage, and they’ll be ready to commit to whatever the company needs. When your staff feels loved, it’ll amaze you just how far they’ll be willing to go. Who wouldn’t want that kind of loyalty?

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About the Author

Hernani Alves started as a part-time employee and eventually grew to become the President for a $3 Billion Company that was regularly voted as Best Workplace. Today, he as an author and international speaker that helps leaders build world-class teams focused on getting results.

Hernani has been featured in: Stanford University, HR.com, Young Upstart, Best Recruiter, Idea Mensch, CEOWorld Magazine, Conscious Company, Extreme Leadership, and more.

In his book, Balanced Accountability, Hernani reveals the framework needed to improve accountability in the workplace by winning hearts to maximize performance.

Get Your Free Checklist to Creating Peer-to-Peer Accountability

To connect with Hernani, please visit his TwitterLinkedIn or Schedule a Call with Hernani

How You Can Boost Employee Morale in Your Workplace? Boost Efficiency by Purging Your Workplace Baggage

How You Can Boost Employee Morale in Your Workplace? Boost Efficiency by Purging Your Workplace Baggage. Here’s an excercise:  Sit down with your team and have them write out answers to each of the following questions. The only rule here is to take it one item at a time. Do not skip or jump ahead. Read full details below. 

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Last week, I went through my closet to do a little spring-cleaning. I had just tossed some old clothes into a 30-gallon bag to donate when I decided to turn the task into a challenge. I told myself to go through my closet one more time. Would you believe that I ended up with another full 30-gallon bag of clothes?

It wasn’t easy to purge two bags of my belongings. I had to continually repeat the phrase, “if I haven’t worn it in a year, it’s time to donate it to someone who will.” At the end of the exercise, I realized that I disliked the clutter more than I liked the clothes.

A similar phenomenon happens in business when we hang onto waste within our organization. Actions that once made sense can become obsolete, but we keep doing them out of habit (or stubbornness). These practices are energy vampires that suck up your time.

When I work with business leaders, they love to learn about maximizing their performance by eliminating wasteful resources. After all, decluttering is less expensive and more accessible than bringing in new costly procedures.

I like to teach this introspection-based technique to help them eliminate at least 20% of their organization’s baggage from the get-go.

Exercise to Purge Your Workplace Baggage

Sit down with your team and have them write out answers to each of the following questions. The only rule here is to take it one item at a time. Do not skip or jump ahead.

  • If you had a list entitled “To Stop Doing,” what would that include? Consider activities that no longer align with your regular work day or your company’s purpose.
  • Where do you feel like you are going through the motions vs. seeing progress in your work?
  • If you had a list entitled “To Start Doing,” what would that include? What do you need to do to see real traction in your daily work? What can you incorporate to make a more significant contribution to your company?
  • If it were totally up to you, what changes would you adopt in your job duties to make the biggest impact towards reaching your company’s goals?

This exercise should take about 2-3 hours of collaboration with your team. After they set their goals, please encourage them to create a peer-to-peer accountability system to support their path to success. Perform 15-minute check-ins every week for three months to make sure that they have the tools that they need to adopt new and efficient behaviors.

Sundar Pichai – CEO Google, recently was asked:  Who do you see as your biggest Competitor.

“I’ve always worried as a company at scale your biggest competition is from within, that you stop executing well, you focus on the wrong things, you get distracted.  I think when you focus on competitors you start chasing and playing by the rules of what others are good at rather than what you makes you good.”

Many times we are looking at our competitors for answers, when we should be challenging our internal processes.  This not only will this  get rid of baggage in the company, it will win the hearts of your people as it shows that you care and want to make them more productive.

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About the Author:

About the Author

Hernani Alves started as a part-time employee and eventually grew to become the President for a $3 Billion Company that was regularly voted as Best Workplace. Today, he as an author and international speaker that helps leaders build world-class teams focused on getting results. Hernani has been featured in: Stanford University, HR.com, Best Recruiter, Idea Mensch, CEOWorld Magazine, Conscious Company, Extreme Leadership, and more.

In his book, Balanced Accountability, Hernani reveals the framework needed to improve accountability in the workplace by winning hearts to maximize performance.

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See on Linkedin:  https://www.linkedin.com/pulse/boost-efficiency-purging-your-workplace-baggage-hernani-alves

 

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