Tim Stating the Obvious

Top 5 Most Trusted Professions - how’s your ethics?

In this episode, we will talk about ethical fitness. Just like we practice physical fitness and spiritual fitness, we need to make a concerted effort to practice ethical fitness. Physical fitness establishes muscle memory so our bodies can adapt and become healthier over time with consistent effort. The same is with spiritual fitness and ethical fitness. We have to exercise our ethical muscles, so when the time comes, we have adequately developed our ethical muscle memory. I am bringing this up because I was recently at an event where there was a discussion about the most recent top most trusted professions based on honesty, integrity, and ethics. #ethicalfitness #topmosttrustedprofessions
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Youtube: https://www.youtube.com/channel/UCHfDcITKUdniO8R3RP0lvdw

Don’t Perpetuate Stupidity

In this episode we are going to talk about how to make small changes in an organization’s culture to stop repeating negative climate behaviors. Culture will trump policy or regulations any time. It’s only when we change the culture of an organization to be more inline with the policy or regulation will we have any luck at making the changes we seek. #culturalchanges #culturetrumpspolicy
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Facebook - https://www.facebook.com/timstatingtheobvious
Youtube: https://www.youtube.com/channel/UCHfDcITKUdniO8R3RP0lvdw

Introverts All Charged Up!

In this episode we talk about what it means to charge your work and social battery. Everyone has one and how we charge our batteries are different. How do you recharge your battery.
#introverts #extroverts #energycharging
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Youtube: https://www.youtube.com/channel/UCHfDcITKUdniO8R3RP0lvdw

Who’s Got the Monkey: Time Management

Lets be honest, as leaders we want people to be successful and help them get through. Sometimes, we find ourselves in a mentality of let me just do it Because I can get it done faster and better. By doing that we steal from others the opportunity of growth and learning. So, I offer up keep the monkey off your back and where they need to be. Feed them and help those on your team care for them until they are ready to be released into the wild. An by that I mean completed and no longer necessary to have. This reminds me of the article I read when a few years ago and remains relevant today. It’s an article that was published by the Harvard Business Review originally in Nov-Dec 1974. And it is called Time Management: Who’s got the monkey? #timemanagement #whosgotthemonkey #storytime
Links:
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Youtube: https://www.youtube.com/channel/UCHfDcITKUdniO8R3RP0lvdw

Maximizing Human Performance for Work

We talked about Quiet Firing in the last episode. This week we are going to talk about how to improve human performance. Some of you may be familiar with this concept, others may not or may know it by other names. Optimizing human performance refers to a combination of approaches and techniques that can help each individual achieve a person mission effectively. In other words, it means functioning at a higher level in order to meet new challenges, rather than simply resisting them.
#optimizinghumanperforance

Quiet Firing... What it looks like and a better way forward!

We talked about quiet quitting in the last episode and in this episode we are going to be talking about the flip side to this and that is Quiet Firing. With all the quiet quitting going on and people sandbagging on the job to ensure they avoid work-burnout managers and leaders in companies are fighting it with this. Now, I just want to say that if you haven’t listened to my last episode on quiet quitting, please go listen to that. That is the actual way you can fight against the trend. This way, in my opinion, is the less optimal way of dealing with this.
Links:
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Quiet Quitters!The Good, the Bad, the Ugly.

We talked about engaged leadership in the last episode and in this episode we are going to be talking about another aspect of what happens when leaders are ineffective and do not properly engages with the people they work with. They, “quiet quit!’
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Youtube: https://www.youtube.com/channel/UCHfDcITKUdniO8R3RP0lvdw

What is engaged leadership?

Globally, workers do not rate work/life satisfaction highly. Gallup finds 60% of people are emotionally detached and not engaged in the workplace. So, the question I ask myself, is that are these people not engaged because they don’t want to be? Do they not see the value and impact of their work? What is going on that makes them feel this way and how is it related to their performance? Gallup found that business and organizations with engaged workers have 23% higher profit compared with business units with miserable workers. That is interesting in that this tell us that we need to have engaged workers and you can't have that without engaged leadership!