Tim Stating the Obvious

Be a Leader Worth Trusting

In this episode, we are going to be talking about trends of trust when it comes to leadership and management in the U.S. workforce. This is based on the perceptions of workers have of their leadership and management. According to Gallup, Employee Perceptions of Leadership Matter when it comes to trust, compassion, stability and hope - these are the four most important traits that followers, including employees, need leaders to exhibit. When leaders fulfill the needs of employees in the workplace, it increases their sense of involvement, resulting in increased employee engagement and improved job performance along with business outcomes. For example, employees who strongly agree they trust the leadership of their organization are four times as likely to be engaged.
#bealeaderworthtrusting #leadershipvsmanagement #leadershipprinciples
 
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Leadership vs. Management

Hey and welcome back to another episode. This week we are diving into the topic of leadership versus management. So what is the difference between the two? Are they interchangeable? Our guest this week specializes in leadership development and discusses the key differences. 
Our new and first guest is Doug Strickel. He has accumulated 35 years of experience between Ernst & Young CPA firm and the International Paper Company. His most recent career move saw him retire as Regional Manager for South Central US at International Paper, a role that involved 11 manufacturing operations, over 1200 employees, and a in $1 billion of annual sales. He is currently concentrating on his business, Strickel Leadership Development LLC. His purpose is to add value to others to create better workplaces and better lives. You'll find him posting on YouTube and LinkedIn frequently. He wrote a book recently called People are the plan - a Leadership Approach to Winning with people! He'll be going into more detail about his book later on in this episode.
People Are the Plan: A Leadership Approach to Winning with People 
Author: Doug Strickel
Link: https://a.co/d/5pMLBxL
 
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Senior Leader Priorities

In the last episode, we talked about productivity. In this episode, we are going to talk about how to live in the now and focus on the future. I remember a mentor of mine once told me, “live in the now but ensure you are always planning for the future.” I took that as having to divide my time planning and looking at the future more to shape conditions, resource critical friction points, and develop branch and sequel plans in case things didn’t go as planned. In this episode we examine the top priorities of CEOs and Senior Leaders.
#seniorleaderpriorities #CEOpriorities #gettingitright #shapethefuture
 
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Emails and Distractions

In the last episode, we talked about a trend that is still prominent in this year and is growing, which is employee well-being! If you haven’t heard that one, I would recommend that one. In this episode, we are going to take another approach and that is about productivity. Specifically, about email management. Before you scoff and change and you turn this off - just hear me out. I was reading a quick blog on the Mckinsey and Company page and there was a quick article that talked about - Taking control of your inbox—and your productivity. Now, in a world where time is of the essence, emails are the primary way of passing on information—possibly to excess. In reality, most executives report that they are regularly dragged down by conversations that are unnecessary and bring about information overload, draining their energy.
#emailmanagement #timemanagement #distraction #limitdistractions
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Invest In Employee Well Being

In the last episode, we talked about investing into our people and helping them achieve personal growth and development. In the episode we are going to be talk about a trend that is still prominent in this year and is growing. That is investing into employee well-being.
#investinemployeewellbeing #investinyourpeople
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Part 3: Invest in your People.

In this episode, we are going to build upon the past two episodes with the capstone of the series with “Investing into our people and helping them achieve personal growth and development.” So recapping: In the first episode of the miniseries, we talked about establishing organizational trust and how important that is in the foundations of relationships we build with people. Then we talked about caring about the people we work with genuinely and being servant leaders for our teams. But none of that matters if we don’t invest in helping the people we work with achieve success.
#employeeengagement #employeedevelopment #personalgrowth #personaldevelopment
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Part 2: Someone Cares!! Building Employee Engagement.

In this episode, we are going to talk about the second layer of our strategic triangle to build employee engagement, and that is through servant leadership…or as I like to call it - Someone Cares! They say the ratio of engaged to actively disengaged workers in the U.S. is 1.9 to 1, down from 2.1 to 1 in 2021 and 2.6 to 1 in 2020. The annual record high is a ratio of 2.7 to 1 in 2019. So that means basically for every 3 employees, you will have 1 who isn’t engaged. You may think well that isn’t bad. However, as you apply that number to larger numbers of people, the number gets worse. So, let’s assume you manage a company of 500 employees. Only 263 people will be engaged and the remaining 237 folks aren’t actively engaged and dead weight for your company and you are paying them to be that way.
#buildingemployeeengagement #employeeengagement #someonecares #servantleadership
 
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Part 1: Establish Organizational Trust to Increase Employee Engagement

In this episode we talk about Employee Engagement. Employee engagement refers to the level of commitment, involvement, and enthusiasm that employees have for their work AND let me stress AND their organization. Engaged employees are passionate about what they do. They FEEL a sense of connection to their coworkers and their workplace. They are motivated to contribute to the success of the company. When employees are engaged, they tend to be more productive, more creative, and more likely to stay with the company long term.
#employeeengagement #establishorganizationaltrust #organizationaltrust #increaseemployeeenagement
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