5 Phrases Great Leaders Use Every Day

We’re taught from a young age that actions speak louder than words—and to an extent, that might be true. Yet for leaders, words matter. They are among your greatest tools. A well-timed and well-chosen word can inspire your employees to achieve greatness; the wrong word can cause morale to plummet, or even bring your very leadership into question.

Your words will impact your employees—and your employees will absolutely remember the things you say.

So… what are you saying? What do your words reveal about your leadership style? And what are some phrases you should be adding to your everyday vocabulary?

Add These Phrases to Your Workplace Speech

As leaders, we all think and communicate a bit differently, but I can tell you that there are certain phrases that I always love to hear coming out of the mouths of business owners, managers, and bosses. These phrases, to me, epitomize leadership, and I think you’ll find them to be hugely impactful to your day-to-day engagement with your team.

Try them out and see what a difference they make:

What do you think about this? The exact wording may be a little different; for example, what’s your take on this?  However, it’s important that you adopt the language of collaboration, and make it clear to your employees that you really value what they think. Actively court other opinions and perspectives, and give your team members ownership of team decisions.

What do you need? Empower your team members to do the work you’ve given them. Make it clear that your role is to support them, and help them feel comfortable asking for the resources they need to thrive.

I trust you. It is amazing how powerful this phrase can be in building confidence among your team members. Let them know that you hired them because you believe in their ability to do good work, and that you feel no need to micromanage or to babysit them.

Great work/we can do better. Part of being a leader means encouraging your employees and affirming their hard work—but it’s also your job to push your team to do better and to achieve at a higher level. It’s a balancing act, but one worth investing in.

Thank you. Short and sweet: Let your employees know that their work is acknowledged and appreciated.

These aren’t magical phrases that will transform your business overnight, of course—but they will help you establish a productive, collaborative company culture where your leadership is truly inspiring.

Dr. Rick Goodman CSP is a thought leader in the world of leadership and is known as one of the most sought after team building experts in the United States and internationally.

He is famous for helping organizations, corporations, and individuals with systems and strategies that produce increased profits and productivity without having the challenges of micromanaging the process. Some of Dr. Rick’s clients include AT&T, Boeing, Cavium Networks, Heineken, IBM, and Hewlett Packard.

For more information on Rick’s speaking programs, audio programs, and learning programs, contact (888) 267-6098 or Rick@rickgoodman.com, or visit www.rickgoodman.com.

What Will Be Your Leadership Epitaph?

Will you join me in imagining a quick scenario? Imagine that you’re my boss, and I’m your employee. I put in several years of work for you—five, ten, maybe even fifteen. Then I move on to something else—but then, 20 years down the road, our paths cross once more.

Maybe I’m with my wife when it happens. We’re exiting a restaurant, and I spot you waiting outside for a table, or just sitting down to enjoy your meal. I gesture to my wife. “Do you see that person over there?” I ask her. “That used to be my boss.”

“Oh really?” my wife might ask. “Was this person a good boss, or a bad boss?”

Now here’s my question for you: What am I going to say to my wife in response to this question?

Or, to cast it less hypothetically… what will your current employees be saying about you years, potentially decades down the line?

Will they remember you at all?

And if they pass you on the street, will their immediate recollections of you be fond, admiring ones—or will they be negative?

This is the concept I like to call the leadership epitaph, and it’s really pretty simple. What it boils down to is the need for leaders to think about how they’ll be remembered, and what that might mean for the way they lead their team right now.

There are a couple of different dimensions to the leadership epitaph. There is the broader sense of what your tenure as leader will ultimately mean to the company. Will you be remembered as the executive who created new jobs, expanded profits, and helped the company soar to new heights? Or will you be remembered as the person who was in charge during a period of major layoffs and losses?

But frankly, I think most employees will remember you less for the big picture stuff and more for the day to day. Do you lead by inspiring your employees—or yelling at them? Are you open to their feedback? Do you make them feel valued? Do you allow them to have their voices heard?

Do you empower your employees to be productive and happy in their work life?

These are the things your employees will remember. These are the things that will one day comprise your leadership epitaph.

So let me ask you one more thing: Are you concerned about what your employees will say about you when they pass you on the street, years from now? It’s only natural to wonder, but you can do more than that. You can think honestly and critically about your leadership style right now, and make the changes necessary to create a positive leadership epitaph.

Dr. Rick Goodman CSP is a thought leader in the world of leadership and is known as one of the most sought after team building experts in the United States and internationally.

He is famous for helping organizations, corporations, and individuals with systems and strategies that produce increased profits and productivity without having the challenges of micro managing the process. Some of Dr. Rick’s clients include AT&T, Boeing, Cavium Networks, Heineken, IBM, and Hewlett Packard.

For more information on Rick’s speaking programs, audio programs, and learning programs, contact (888) 267-6098 or Rick@rickgoodman.com, or visit www.rickgoodman.com.

Dr Rick Goodman Keynote Speaker Success Scope The Power of Gratitude

The 4 Biggest Hurdles to Effective Employee Retention

Employers and HR representatives pour countless hours into each employee—grooming them, training them, investing in them, making them into integral members of the team. But sometimes, just when you turn a good employee into a superstar, that employee jumps ship, heading to a different company and leaving you back at square one.

If that’s not the most frustrating part of team leadership, it’s got to be high on the list. Of course, you probably do what you can to enhance employee retention—but sometimes that’s easier said than done, and the hurdles to proper retention are numerous.

It Starts with Hiring

The first big hurdle to employee retention is bringing on the wrong employees in the first place. Teambuilding starts with the hiring process—and if you’re recruiting employees who are a bad fit, don’t be surprised when they don’t stick around for the long haul.

Are you experiencing a lot of employee turnover? That may mean you need to go back and reflect on your hiring standards. Make sure you have clearly defined job descriptions and a clearly articulated company culture, and that you hire with both of these in mind.

Employees Want Training

Another hurdle to retention: Employees who get hired but then quickly realize that they have no clear way to advance in the company—and no clear future with your organization.

Employees want to know you’re investing in their career development; showing them that, though, can seem tricky. What’s an employer to do?

Two things, actually. One, check in with employees regularly to talk about their career goals, and to be open with them about possible avenues for advancing in the company. And two, make sure to invest in team training—a great way to show employees you care about their development.

Communication is Everything

Another hurdle to retention is lack of proper communication. Employees like to know that they have an open dialogue with the boss, or at the very least with the HR manager. It’s important that you keep those channels of dialogue open.

Having an open door policy is helpful, but one formal step you can take is to implement an annual review process and really take it seriously—a great way of showing employees that you have an ongoing interest in them.

What About Benefits?

Often, the biggest hurdle to retention is just money. You want to provide your employees with enticing benefits and competitive salaries, but sometimes the budget just doesn’t allow for it.

That’s when you have to get creative with some cost-effective employee benefits—like flexible scheduling, work-from-home options, professional development events, and more. I’ve blogged about this stuff before!

It’s not easy, boosting employee retention—but when you get a good team in place, it’s very much worth the effort.

Dr. Rick Goodman CSP is a thought leader in the world of leadership and is known as one of the most sought after team building experts in the United States and internationally.

He is famous for helping organizations, corporations, and individuals with systems and strategies that produce increased profits and productivity without having the challenges of micro managing the process. Some of Dr. Rick’s clients include AT&T, Boeing, Cavium Networks, Heineken, IBM, and Hewlett Packard.

For more information on Rick’s speaking programs, audio programs, and learning programs, contact (888) 267-6098 or Rick@rickgoodman.com, or visit www.rickgoodman.com.

Don’t Forget to Affirm Your Virtual Employees!

More and more frequently, teams are spread out across the city, the state, even the world; rather than having your full team working out of the same office, you may have “virtual” or “remote” employees working from the comfort of their own homes.

There’s been a lot of ink spilled to celebrate the advantages of having a remote workforce; I won’t go into that here, except to affirm that for many businesses, the option to work virtually can create a more flexible and robust workforce.

Having virtual teams brings its own set of challenges, though. For instance, how do you ensure that employees are engaged when you don’t see those employees in the office every day?

And how do you offer affirmation to an employee when the only time you lay eyes on said employee is at the annual holiday party?

Simple Gestures to Affirm Virtual Team Members

To keep your virtual employees engaged—and to ensure they feel appreciated—you’ll need to make a special effort. Some small but significant ways to do this include:

Schedule some face time. E-mail is alright, and even texting can be fine for simple yes-or-no questions. But it’s also important to have some face time with virtual employees—to be able to look each other in the eyes and have a moment of meaningful connection. Thankfully, there are plenty of technologies that make this possible—including Skype and, naturally, FaceTime.

Make a point to check on your employees regularly. Add it to your weekly schedule or your Google calendar. Reach out to your virtual employees weekly, even if just to ask if they’re okay and to thank them for their work. Don’t let virtual employees feel forgotten or alone. Remind them regularly that they are key members of your team.

Make sure virtual employees are part of team meetings. Get them on Skype or on speaker phone, or use a virtual meeting platform to ensure that all employees are engaged.

Include virtual employees in the collaboration process. Remote workers may be solitary, but that doesn’t mean they don’t have the itch to be part of the team or to brainstorm with other employees. Actively include them in collaboration, and make sure you provide online collaboration resources, like Dropbox.

Give virtual employees chances to grow. Schedule time for them to either come to the office for team trainings, or allow them to attend some virtual conferences or webinars. Make it clear that, even though they work remotely, you care about giving them opportunities to develop.

Be deliberate in including your virtual team members—because that’s the only way to get them engaged.

Dr. Rick Goodman CSP is a thought leader in the world of leadership and is known as one of the most sought after team building experts in the United States and internationally.

He is famous for helping organizations, corporations, and individuals with systems and strategies that produce increased profits and productivity without having the challenges of micro managing the process. Some of Dr. Rick’s clients include AT&T, Boeing, Cavium Networks, Heineken, IBM, and Hewlett Packard.

For more information on Rick’s speaking programs, audio programs, and learning programs, contact (888) 267-6098 or Rick@rickgoodman.com, or visit www.rickgoodman.com.

Do You Accept Constructive Feedback?

I’ve said in the past that one of the greatest gifts a leader can give to team members is the gift of honest feedback. Taking the time to provide a quick word of encouragement or constructive criticism can go a long way toward showing employees that they are noticed and valued; that you are invested in their future and their place on the team.

But there is a flipside to this, as well: A hallmark of leadership is that you don’t just offer feedback, but also welcome it in your own professional life. Great leaders actively court feedback from colleagues and from employees—and don’t get their feathers ruffled when the feedback is less than positive.

Receiving the Gift of Feedback

It’s a simple fact of life: None of us like having our shortcomings pointed out to us, yet other people can often identify our faults more accurately than we can. When you’re willing to graciously accept that kind of feedback—not bristling or getting defensive, but actually engaging with it and implementing some changes—it shows that you’re a humble leader. It shows that what you care about is seeing all members of your team improve their performance and get better results over time.
When your team members come to you with feedback, then, it’s important to accept and even embrace it—not brush it aside. Some tips for taking constructive feedback well include:

• Don’t take it personally. Remember that everyone has blind spots and skills that need further developing. The fact that you have some areas to work on does not mean you’re a bad person, and that’s surely not what your team members want you to think. The goal is for you to get better, and your team members are just trying to help you—not insult you!
• Specificity is always a good thing. “You’re not a good communicator” is not great feedback; if your team members approach you with something like that, ask them for something more specific. That shows that you really want to improve, and it gives you measurable goals to work toward.
• Don’t be afraid to ask for help! If your team members identify problem areas, maybe they can also help you brainstorm some solutions.
• Be grateful. Say thank you for the feedback—remembering that, for your employees, it’s probably really hard to approach their boss or manager with words of constructive criticism!
• Offer to return the favor and do an employee appraisal for anyone who comes to you with feedback—not in a tit-for-tat manner, but in the interest of making everyone on the team even better!

Remember: Feedback is a gift. Give it—but also open yourself to receiving it!

Dr. Rick Goodman CSP is a thought leader in the world of leadership and is known as one of the most sought after team building experts in the United States and internationally.

He is famous for helping organizations, corporations, and individuals with systems and strategies that produce increased profits and productivity without having the challenges of micro managing the process. Some of Dr. Rick’s clients include AT&T, Boeing, Cavium Networks, Heineken, IBM, and Hewlett Packard.

For more information on Rick’s speaking programs, audio programs, and learning programs, contact (888) 267-6098 or Rick@rickgoodman.com, or visit www.rickgoodman.com.

Dr Rick Goodman Keynote Speaker Success Scope Three Steps to Boost Your...

Dr Rick Goodman Keynote Speaker How to Enlist a Mentor #periscope

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Dr. Rick Goodman CSP is a thought leader in the world of leadership and is known as one of the most sought after team building experts in the United States and internationally. 

He is also the author of the book Living A Championship Life “A Game Plan for Success” and the co –author of the book Jamie’s Journey Travels with My Dad written by his sixteen year old daughter Jamie.
Dr. Rick is famous for helping organizations, corporations and individuals with systems and strategies that produce increased profits and productivity without having the challenges of micro managing the process. Some of Dr. Rick’s clients include Heineken, AT&T, Boeing, Cavium Networks, IBM, Hewlett Packard and Franklin Templeton Investments.


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Dr Rick Goodman Success Scope The Power of Fear! Periscope 8/25

Living a Championship Life 7 Steps to Create Life and Health Balance Epi...

Living a Championship Life a Game Plan for Success "Seven Steps to Creating Life and Health Balance"

Dr. Rick Goodman CSP is a thought leader in the world of leadership and is known as one of the most sought after team building experts in the United States and internationally. 

He is also the author of the book Living A Championship Life “A Game Plan for Success” and the co –author of the book Jamie’s Journey Travels with My Dad written by his sixteen year old daughter Jamie.

Dr. Rick is famous for helping organizations, corporations and individuals with systems and strategies that produce increased profits and productivity without having the challenges of micro managing the process. Some of Dr. Rick’s clients include Heineken, AT&T, Boeing, Cavium Networks, IBM, Hewlett Packard and Franklin Templeton Investments.

Follow me on: http://www.RickGoodman.com

Twitter: http://twitter.com/DrRickGoodman

Facebook: https://www.facebook.com/drrickgoodman

LinkedIn: http://www.linkedin.com/in/drrickgoodman

Google+: https://plus.google.com/+RickGoodman

Living a Championship Life 7 Steps to Create Life and Health Balance Epi...

Living a Championship Life a Game Plan for Success "Seven Steps to Creating Life and Health Balance"

Dr. Rick Goodman CSP is a thought leader in the world of leadership and is known as one of the most sought after team building experts in the United States and internationally. 

He is also the author of the book Living A Championship Life “A Game Plan for Success” and the co –author of the book Jamie’s Journey Travels with My Dad written by his sixteen year old daughter Jamie.

Dr. Rick is famous for helping organizations, corporations and individuals with systems and strategies that produce increased profits and productivity without having the challenges of micro managing the process. Some of Dr. Rick’s clients include Heineken, AT&T, Boeing, Cavium Networks, IBM, Hewlett Packard and Franklin Templeton Investments.

Follow me on: http://www.RickGoodman.com

Twitter: http://twitter.com/DrRickGoodman

Facebook: https://www.facebook.com/drrickgoodman

LinkedIn: http://www.linkedin.com/in/drrickgoodman

Google+: https://plus.google.com/+RickGoodman

Living a Championship Life Episode 8 -17 Removing Clutter from Your Life!

Dr. Rick Goodman The author of Living a Championship Life a Game Plan for Success discusses the benefit of removing clutter from your life in order to achieve your goals.

Dr. Rick Goodman CSP is a thought leader in the world of leadership and is known as one of the most sought after team building experts in the United States and internationally. 

He is also the author of the book Living A Championship Life “A Game Plan for Success” and the co –author of the book Jamie’s Journey Travels with My Dad written by his sixteen year old daughter Jamie.

Dr. Rick is famous for helping organizations, corporations and individuals with systems and strategies that produce increased profits and productivity without having the challenges of micro managing the process. Some of Dr. Rick’s clients include Heineken, AT&T, Boeing, Cavium Networks, IBM, Hewlett Packard and Franklin Templeton Investments.

Follow me on:

    http://www.RickGoodman.com

Twitter: http://twitter.com/DrRickGoodman

Facebook: https://www.facebook.com/drrickgoodman

LinkedIn: http://www.linkedin.com/in/drrickgoodman

Google+: https://plus.google.com/+RickGoodman

Ignite Your Relationships with a Personal Note!

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Hi this is Dr. Rick Goodman and I have great news! I have found the personal note. Years ago one of my many mentors taught me the power of the personal note and its ability to connect with others.

I decided I wanted to test the power of the personal note and its ability to ignite my relationship with my girlfriend. The great news is that a few minutes after the results were amazing!

The personal note is an important part of building a team, leading a corporation or delivering excellent customer service. Watch this video and learn how you can ignite your relationships also!

For more information and team building tips follow me on:

Twitter: http://twitter.com/DrRickGoodman
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