How to Change Yourself and Achieve Your Goals! Rick Goodman Motivationa...

5 leadership Lessons We Can Learn from The Iowa Caucus Debacle

                   5 Leadership Lessons We Can Learn from The Iowa Caucus Debacle

 

Iowa Caucuses Debacle: 5 Leadership Lessons We Can Learn 

 

 

I was recently interviewed on I Heart Radio by Doug Wagner from 600 AM WMT in Cedar Rapids Iowa about the 5 leadership lessons we can learn from the Iowa Caucus Debacle. I think we can all learn from some of these leadership lessons and apply them to our own lives and businesses.

 

Dr. Rick Goodman international leadership expert and author of The Solutions Oriented Leader “Your Comprehensive Guide to Achieve World-Class Results” shares what our future leaders must do to focus on solutions and not problems! He understands how solutions-oriented leaders assess and solve problems in a methodical fashion by following “The 5 Solutions Oriented Rules of Change”

 

There are 5 leadership lessons the we can learn from the Iowa Caucuses debacle.

 

5 Rules Solutions Oriented Leaders follow when implementing any type of change.

1. Assess your present situation and systems to see if there is even a need for change.
2. Create a step-by-step plan for testing and evaluating potential changes successfully before implementation.
3. Have at least 2 contingency plans should any unforeseen problems arise.
4. Keep all lines of communication open, transparency equals trust.
5. Accept responsibility for any issues that arise and discuss action steps taken to prevent problems in the future.

 

If the leaders in Iowa had followed these 5 simple rules, we would not be talking about this                          today!

 

What people are asking Dr. Rick:

 

• How can leaders create a culture of change and innovation?
• How can I tell if someone is a solutions-oriented leader?
• Why is it important for leaders to create systems to assess and evaluate any change initiatives?
• What is the most difficult part of the challenge?
• How can leaders in politics and business improve communications with employees, customers and constituents?

 

 

Even though the Iowa Caucuses were a debacle there are 5 leadership lessons we can learn from this starting with, you need to have a plan! You can create a culture of innovation and improvement that inspires others for a lifetime.

 

Dr. Rick says, “with the solutions-oriented mindset, you now have the business and life playbook promoting productivity, boosting employee engagement, and creating a happy and productive work environment.”

 

 

• WPEC TV CBS Palm Beach: https://www.youtube.com/watch?v=9F71wSbZ5qg
• WFLA NBC Channel 8 Tampa: https://www.youtube.com/watch?v=PzL8ObJexJM&t=29s
• Rick Keynote and Interview Philippine HR Congress: https://youtu.be/Ozzcs9GFNH0

 

To arrange an interview with Dr. Rick Goodman contact:

 

Rachel M. Anderson
Publicist
THE SOLUTIONS ORIENTED LEADER

952-240-2513

rachel@rmapublicity.com

www.RickGoodman.com

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10 Rules for Building Your Teams Leadership Skills

 

10 Rules for Building Your Teams Leadership Skills

What if there were 10 rules that you could implement and live by that would build your teams leadership skills effectively, would you be interested? In this episode of The Solutions Oriented Leader Podcast I am going to share with you my 10 rules for building your teams leadership skills successfully.

 

It’s simply a matter of creating the right organizational culture. Specifically, you’ll want to build a company culture in which your team members can all develop effective leadership skills. As a transformational leadership keynote speaker, I've worked with many companies and associations who have recognized the importance of building their teams leadership skills

 

The question is how? How can you encourage the people who work with you to develop effective leadership skills?  Let me share my 10 rules for building your teams leadership skills and you will be on your way!

 

10 Rules for Building Your Teams Leadership Skills

 

Rule #1 Be the example

 

Your team is going to be watching every step you make it's no different than your children they do exactly what you do. You must set the example of true leadership. When I deliver a transformational leadership keynote speech, I use examples of leaders who are walking their talk because that’s what works!

 

Rule #2 acknowledge and recognize your team members strengths

 

As a solutions-oriented leader if you attempt to do all the work yourself you will never be successful. There are many people on your team that have strengths that you do not possess it's important to acknowledge their strengths and utilized them to benefit the team. This will have a positive effect empowering your team members and growing their leadership skills at the same time.

 

Rule #3 empower each member of your team to make decisions

 

if you want your team to grow their transformational leadership skills and become solutions-oriented leaders, they need to make decisions on their own. Of course, they're going to fail and make wrong decisions that's all part of the growing process. If you don't allow this to happen, you will stagnate the team and prevent the growth of their leadership skills.

 

Rule #4 people like responsibility

 

if you really want to retain your best employees and see them grow it's important to add additional responsibilities to their plate. This has an empowering effect on their leadership skills and growth potential as a transformational leader. It also shows them that there is a possibility of growth opportunities in their future.

 

Rule #5 trust is the key

 

when you help your team members to develop their leadership skills it's important that you place a large level of trust in what they're about to do. Understanding the importance of trust when you are developing your teams transformational leadership skills is not easy, however the benefits are enormous.  

 

Rule #6 future pace your team to victory

 

Another way you could use transformation of leadership skills to grow your team's leadership skills is by future pacing them to victory! This simply means showing them what things will look like when they become transformational leaders by keeping them focused on the goals and objectives of the team.  

 

Rule #7 push your team to be the best

 

As a transformational leadership keynote speaker and executive coach, I understand the importance of pushing your team to be the best. The best athletes and entrepreneurs in the world push their teams to achieve goals they never thought they could accomplish! The key is to understand when to push and went to hold back.

 

Rule #8 give respect

 

One of the hallmarks of transformational leaders is that they command the respect of their colleagues and peers. If you want to develop a whole team of transformational leaders who are making a difference you must give respect to get respect! Whenever I'm delivering a transformational leadership keynote speech the first people, I make sure to acknowledge are the audiovisual team who are in charge of the cameras and the audio. They are also in charge of my life when I'm working so I give them the ultimate respect as soon as I entered the building.

 

Rule #9 praise, visualization and affirmation

 

Everyone wants love appreciation and respect and if you want to become a solutions-oriented leader and develop your teams skills you must praise, visualize and affirm your message consistently. This can truly help motivate your team to achieve goals above their expectations.

 

Rule #10 don't feed into fear

 

Too many people fall into fear and I always say fear stands for (false evidence appearing real). Most of the things we worry about never happen! However, if we do focus on all of the worst things that could possibly happen, we will eventually attract that into our lives. That’s why it’s important to keep future pacing your team with a motivational message.

 

I believe if you implement these 10 rules for building your team's leadership skills your results will far exceed your expectations and you will have developed through your transformational leadership skills, an entire team of solutions-oriented leaders

 

One more thing you might consider is bringing in a motivational keynote speaker or coach to help inspire your employees. If that’s something you’re interested in, by all means give me a call!

Connect at www.rickgoodman.com or call 888-267-6098, and let’s get deep into the details of developing transformational leadership skills for your entire organization.

 

Check out this episode!

What is Transformational Leadership? Rick Goodman Motivational Keynote S...

6 Steps for Building Your Personal Brand

 

6 Steps for Building Your Personal Brand

 

There are 6 steps that you can take as a leader to build your personal brand that will get results. In this podcast you will discover why every leader should take this seriously and how these 6 steps for building your personal brand will impact your personal and professional life.

 

 

Why is Personal Branding Important?

 

Let’s start by answering this basic question: Why is personal branding important?

 

Your personal brand is important because your team members will inevitably see you as the face of the company, or at least one of its most influential representatives. When you’re in a leadership position, your values and priorities are naturally going to be assumed to be the values and priorities of the company as a whole, so it’s important to be aware of this.

 

Also, a personal brand can very easily be parlayed into thought leadership. In a lot of ways, I think branding yourself is all about identifying your superpower or your key strengths, then building a brand identity around that. When people in the business community learn what your superpower is, they’re going to start calling on you to use it. That can lead to amazing opportunities for your business.

 

Lastly, branding yourself can also make your employees more likely to buy into your initiatives and your ideas. That’s because they’ll feel like they have a clear sense of who you are and what drives you, they get to know The REAL YOU!

 

 

6 Steps for Building Your Personal Brand

 

I have found that some people are naturals at building their personal brand and others would like a roadmap for success. That is why I put together these 6 steps for building your personal brand that are easy to implement with great results!

 

1. Assess yourself and Understand Your Strengths and Weaknesses. Before you can start branding yourself and before you can begin offering effective team leadership, you need to assess your strengths, weaknesses, and values. There are a number of leadership assessment tests out there that can give you a good idea of where you stand, including your personal team leadership style.
2. Write your personal mission and vision statement. I find it helpful to actually create a written statement of your personal brand. This doesn’t have to be something you make public; this is simply for you to focus on your brand and your team leadership style. I’ve worked with a lot of leaders who have real “breakthroughs and transformation” while drafting their personal branding statements.
3. Establish your thought leadership through the production of good content. Your personal brand needs to be shared in a in a way that it gets noticed. You can do this through keynote addresses, videos, blogs, or even a smartly employed Twitter account. What’s important is having your personal branding strategy articulated in a way that people will see and understand what your superpower is so they can buy!
4.  The importance of having an elevator pitch. I think it’s important to have an elevator pitch for your business, but it’s also important to have a personal elevator pitch. When you meet someone at a conference or event and they ask what you do, what do you tell them? What’s your succinct, one-or-two-sentence way of sharing your superpower? And how do you convey your team leadership style?
5. Be authentic and Real.  People can sense if you are being real and authentic and they judge you within the first 30 second of meeting you. Being real means not speaking to things you’re not knowledgeable about, and not pretending to be an expert when you’re not; and, sticking to your basic values, allowing them to guide all your decision-making rather than just going with the crowd. After all, it’s that set of values you really want to become known for.
6. Be consistent everyone is watching. Do what you say you’re going to do, show up when you say you’re going to show up, and deliver on what you pledge to deliver. This is crucial for how to be a good team leader, and it’s crucial for branding yourself effectively. Simply put, if you’re not consistent, the only thing you’ll be known for is your inconsistency!

 

Learn More About How to Be a Good Team Leader Through Executive Coaching

 

A personal branding strategy can help you advance your career, and it can also help you offer effective team leadership. Every great leader and athlete have a coach. Let us show you how executive coaching can get you immediate results! If you’d like to talk more about what how we can help Reach out today and let’s talk. Contact me at www.rickgoodman.com or call 888-267-6098.

 

And don’t forget, my Solutions Oriented Leader book is now available to order online. In this first-of-a-kind, comprehensive guide, I’ll lead you through the everyday challenges of the modern workplace while providing you with easy-to-implement solutions to achieve world-class results!

 

Check out this episode!

6 Steps for Building Your Personal Brand

 

6 Steps for Building Your Personal Brand

 

There are 6 steps that you can take as a leader to build your personal brand that will get results. In this podcast you will discover why every leader should take this seriously and how these 6 steps for building your personal brand will impact your personal and professional life.

 

 

Why is Personal Branding Important?

 

Let’s start by answering this basic question: Why is personal branding important?

 

Your personal brand is important because your team members will inevitably see you as the face of the company, or at least one of its most influential representatives. When you’re in a leadership position, your values and priorities are naturally going to be assumed to be the values and priorities of the company as a whole, so it’s important to be aware of this.

 

Also, a personal brand can very easily be parlayed into thought leadership. In a lot of ways, I think branding yourself is all about identifying your superpower or your key strengths, then building a brand identity around that. When people in the business community learn what your superpower is, they’re going to start calling on you to use it. That can lead to amazing opportunities for your business.

 

Lastly, branding yourself can also make your employees more likely to buy into your initiatives and your ideas. That’s because they’ll feel like they have a clear sense of who you are and what drives you, they get to know The REAL YOU!

 

 

6 Steps for Building Your Personal Brand

 

I have found that some people are naturals at building their personal brand and others would like a roadmap for success. That is why I put together these 6 steps for building your personal brand that are easy to implement with great results!

 

1. Assess yourself and Understand Your Strengths and Weaknesses. Before you can start branding yourself and before you can begin offering effective team leadership, you need to assess your strengths, weaknesses, and values. There are a number of leadership assessment tests out there that can give you a good idea of where you stand, including your personal team leadership style.
2. Write your personal mission and vision statement. I find it helpful to actually create a written statement of your personal brand. This doesn’t have to be something you make public; this is simply for you to focus on your brand and your team leadership style. I’ve worked with a lot of leaders who have real “breakthroughs and transformation” while drafting their personal branding statements.
3. Establish your thought leadership through the production of good content. Your personal brand needs to be shared in a in a way that it gets noticed. You can do this through keynote addresses, videos, blogs, or even a smartly employed Twitter account. What’s important is having your personal branding strategy articulated in a way that people will see and understand what your superpower is so they can buy!
4.  The importance of having an elevator pitch. I think it’s important to have an elevator pitch for your business, but it’s also important to have a personal elevator pitch. When you meet someone at a conference or event and they ask what you do, what do you tell them? What’s your succinct, one-or-two-sentence way of sharing your superpower? And how do you convey your team leadership style?
5. Be authentic and Real.  People can sense if you are being real and authentic and they judge you within the first 30 second of meeting you. Being real means not speaking to things you’re not knowledgeable about, and not pretending to be an expert when you’re not; and, sticking to your basic values, allowing them to guide all your decision-making rather than just going with the crowd. After all, it’s that set of values you really want to become known for.
6. Be consistent everyone is watching. Do what you say you’re going to do, show up when you say you’re going to show up, and deliver on what you pledge to deliver. This is crucial for how to be a good team leader, and it’s crucial for branding yourself effectively. Simply put, if you’re not consistent, the only thing you’ll be known for is your inconsistency!

 

Learn More About How to Be a Good Team Leader Through Executive Coaching

 

A personal branding strategy can help you advance your career, and it can also help you offer effective team leadership. Every great leader and athlete have a coach. Let us show you how executive coaching can get you immediate results! If you’d like to talk more about what how we can help Reach out today and let’s talk. Contact me at www.rickgoodman.com or call 888-267-6098.

 

And don’t forget, my Solutions Oriented Leader book is now available to order online. In this first-of-a-kind, comprehensive guide, I’ll lead you through the everyday challenges of the modern workplace while providing you with easy-to-implement solutions to achieve world-class results!

 

Check out this episode!

How Your Attitude and Emotion Affect Your Success Rick Goodman Leadershi...

4 Strategies for Delivering Solutions Oriented Feedback

 

4 Strategies for Delivering Solutions Oriented Feedback

As a motivational keynote speaker, I receive solutions-oriented feedback regularly from my clients. Delivering and receiving feedback as a leader is crucial for your growth and your teams growth. In this podcast I am going to share 4 strategies for delivering solutions-oriented feedback that produces results. As a motivational keynote speaker its important for me to receive feedback in order to improve my performance and the truth is that it’s necessary.

 

But both kinds of feedback can ultimately be valuable: We need the affirmation just as surely as we need the correction. I review some of the best motivational keynote speakers in the world to improve my skills and sometimes the feedback is painful, but that’s what makes you want to get better

 

And, as a leader, part of your job is delivering feedback as needed. That means offering both kinds of feedback to your employees—and frankly, it can sometimes be hard to know what to say and how to say it.

 

Let me offer my advice—some basic tips for transformational leaders looking to deliver employee feedback as effectively as possible.

 

4 Strategies for Delivering Solutions Oriented Feedback

 

Ask your team members for feedback on you and it will encourage them to receive feedback. When someone actually requests feedback, it’s a lot less threatening… and thus, they’re much more likely to really listen and absorb it. As a motivational keynote speaker, it’s important for me to lead by example. I am always actively seeking out feedback on my own performance which opens the door for them. Also make it clear to your employees that you’re happy to have a low-key conversation about their performance any time they like.

 

Focus on growth opportunities and solutions. When your feedback is all about results, it can make your team members feel pressured. You can defray this by encouraging them to think in terms of learning, growth, and personal development. Don’t make your feedback about the bottom line; make it about effort. This means that you have to provide training and growth opportunities which will lead to better retention.

 

Take the Yoda approach. Yoda was famous for teaching by asking questions—guiding his young jedi to discovering insights on their own. You can take a similar approach when you give employee feedback, asking team members to reflect on their own performance and come up with some of their own insights. As a motivational keynote speaker, I regularly invite other speakers to critique my performance and they always start my asking me questions about how I feel it went and what I would improve.

 

Understand your teams personality. When you’re praising an employee, it can often be best to do so publicly—unless you know the employee to be shy, or to eschew public shows of affirmation. Meanwhile, when you criticize, it’s almost never wise to do it in front of an audience; better to take those opportunities one-on-one. This is no different than when I am about to deliver a motivational keynote speech, I send out a pre-program questionnaire so that I can understand the demographics of the audience in order to deliver a more focused message at the event which gets better results!

 

Those are some of my guidelines and strategies for effectively coaching and delivering solutions-oriented feedback to your employees. If you’d like to hear more about how transformational leaders deliver solutions-oriented feedback, I’d love to tell you! Reach out today and let’s chat together. You can contact me at www.rickgoodman.com or call 888-267-6098.

 

What is a solutions-oriented leader? Take the free Solutions-Oriented Leader Assessment now https://www.solutionsorientedleader.com/assessment

and claim your Comprehensive Guide to Achieve Success. Dr. Rick Goodman’s Solutions-

Oriented Leader book is now available to order online. In this first-of-a-kind, comprehensive

guide, author Dr. Rick Goodman leads you through the everyday challenges of the modern

workplace while providing you with easy-to-implement solutions to achieve world-class results!

 

Check out this episode!

The Ten Best Questions for Assessing Your Organizational Culture

 

   The Ten Best Questions for Assessing Your Organizational Culture

In this podcast I am going to share with you my ten best questions for assessing your organizational culture. In order to assess your organizational culture to make changes its important to develop questions that will point you in the right direction and I know these ten questions for assessing your organizational culture will put you on the right path.

 

What’s difficult sometimes is defining your organizational culture, putting a finger on what makes it distinct. With that said, I think this quick questionnaire can be vital for just getting you started in thinking critically about what your organizational culture is and how it might be improved.

 

What is Organizational Culture?

 

Before we can assess our organizational culture it’s important that we understand what is organizational culture, generally speaking?

 

The way I explain organizational culture is that it’s a summary of how people at your business interact with each other… and, how they interact with clients and customers. More formally, you might say that organizational culture is the mixture of beliefs, assumptions, values, and habits that comprise the psychological environment of your workplace.

 

Organizational culture comes in different varieties, and some are healthier than others. So, how do you assess your company’s culture? That’s what we’ll address next.

 

Assessing Your Organizational Culture

 

Here are my Ten Best Questions for Assessing Your Organizational Culture

 

1. What is the mission/purpose of the organization? Is this mission statement written or codified in some way for people to view? Would you say that most team members can articulate the mission? Or, if you asked 10 different employees what the mission is, would you get 10 different answers?
2. What motivates your employees? Are team members motivated into action by a sense of mission or by promise of a reward, or the threat of corrective action? What’s the motivating force at your company?
3. What’s the organizational structure? Would you say that the structure of your company is hierarchical? Or is it more of a flat structure, where team members all feel like they’re on pretty much the same footing? How does this structure impact your daily productivity and employee relationships?
4. Is your company overall collaborative? How often do different departments work together with one another? On a typical project, is one employee holed up in their office, or do you see a lot of instances of teamwork and cross-disciplinary unity?
5. Do people in your company feel respected and appreciated? Actually, start with yourself: Do you feel respected, both by people who work under you and by the people to whom you report? Do colleagues appreciate your particular skills and subject matter expertise? Do you feel like you have opportunities to add value, and is that value welcomed and appreciated by the rest of the team?
6. Is there freedom to fail with new initiatives? What happens if a team member tries something innovative and new and it doesn’t quite work as intended? Is punitive action taken? Is that employee scolded by the boss? Or do you have a work environment where effort and experimentation are rewarded and encouraged, even when things don’t quite pan out?
7. How does employee morale impact the end client/customer experience? This is a tough one to assess, maybe, but think about the general mood of your employees. Does it seem like their disposition carries over into friendly, attentive, courteous customer service? Or do you notice that lackluster attitudes lead to a chilly demeanor with customers?
8. How would you characterize leadership at your company? Leadership and organizational culture go hand in hand. I’d encourage you to ask whether the managers/bosses/supervisors/executives at your company lead by example; whether they micromanage; whether they delegate; whether they ultimately trust employees with some real autonomy and freedom.
9. Can you name three specific areas where your organizational culture could be improved? Simple question… simple but crucial! No company culture is ever perfect. It’s always going to be a work in progress and thinking critically about specific areas for improvement can be a really helpful exercise. What are a few things that immediately spring to mind? And do you think other team members would share your assessment?
10. On a scale of 1-10, how would you rate your organizational culture? Would you recommend it to a friend? Again, this may sound simple, maybe even simplistic. But I think there’s real value in just doing a quick gut check: How much do you like your organizational culture, really? Your instincts here may be more revealing than you can imagine.

If you’re interested to see how our team can help you with your organizational needs

reach out to me at your next opportunity. Contact me at www.rickgoodman.com  email us at info@rickgoodman.com or call 888-267-6098.

 

Check out this episode!

5 Strategies for Fixing a Toxic Work Culture

                      5 Strategies for Fixing a Toxic Work Culture

There are many things that can contribute to a toxic work culture such as high stress, constant turnover, low morale and no teamwork. In this podcast I'm going to share five strategies for fixing a toxic work culture that you can use immediately with great success! Ask yourself a question; Is that the kind of workplace you have? It’s been my experience that often people who work in a toxic environment don’t quite realize it; they question their own reality, or simply blame themselves for their unhappiness.

 

But if you and your teammates struggle with engagement, with high anxiety, and with the constant interruptions of office politics and team discord, that may mean that your culture is simply poisonous.

 

That’s the bad news, but there’s some good news too: Leaders shape culture, and as such they can be proactive in fixing a culture that’s broken. It won’t be easy and it won’t be overnight, but there are some things you can do to remove the toxicity in your work environment.

 

Here are 5 strategies that you can use immediately to fix your toxic work culture

 

Focus your employees on their highest and best use. Instead of assigning work to each employee find out what they love to do both inside and outside of work, allow them to gravitate toward teams and projects that they feel passionate about—as long as they are working on initiatives that benefit the company. You may find that they possess a skill that will help the team and you didn’t even know about it!

 

Firing continues until morale improves. A big part of reserving healthy company culture is getting rid of the people you identify as toxic. I always make sure you counsel and coach them beforehand and try to make the save it’s much more effective. Don’t create a work environment where employees are constantly afraid, they could get axed without warning. However, if they won’t fit into the culture of the company you have to let them go and find a place where they will be more successful and happier.

 

Spend time and invest in training and developing your people.  Don’t offer them a job; offer them a career, and a professional journey which means investing in your people especially leadership skills. This means mentoring, coaching, and using your annual review system to learn more about what your employees really want—and showing them how you can help them achieve it.

 

Don’t hire people just to be bigger. Don’t hire a person just because you need a warm body in the room to make your team look bigger. Hire because you find people whose gifts and passions align with your culture and will add value to your team.

 

Encourage and insist on teamwork. If you want to build your team its best to create projects that are designed to be tackled by several team members working in tandem. This will help to strengthen your team and build a bond and culture of family.

 

Again, these strategies won’t stamp out your toxic culture immediately—but they will help you to build something truly healthy and positive.

 

Dr. Rick Goodman CSP is a motivational keynote leadership speaker who provides solutions globally that help people and organizations lead, engage, and grow their business.

 

For more information on how you could bring Dr. Rick Goodman into your organization for keynote speech, a leadership workshop or executive consulting and coaching contact rick@rickgoodman.com

 

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The Best Employment Engagment Strategies for 2020

 

The Best Employee Engagement Strategies for 2020

The best employee engagement strategies are crucial to your business success moving forward, I don’t’ believe that there is a one-size-fits-all approach. In this podcast I will share with you the best employee engagement strategies for 2020.

In fact, I’d urge skepticism regarding most cookie-cutter approaches to retaining high levels of employee engagement. The fact is that all companies are different, and it’s important to choose your employee engagement strategies based on culture, company size, goals, etc.

 

There are a few principals that if implemented will surely bring you success because they are employee engagement strategies that work well across all different types of organizations. I’m not saying these are completely foolproof, but if you execute them properly, I think you’ll see your employee engagement numbers start moving in the right direction. Also, these principles can lay a firm foundation for more stronger and more advanced employee engagement effort in the future.

 

The 5 Best Employee Engagement Strategies for 2020

 

Give your employees a roadmap that will ensure their success.

 

Most people on planet earth prefer to have some sense of where their lives and their careers are headed. Your employees are no different. Younger employees are especially eager to have some sense of what’s coming down the road; they want to know if they have a real future within your organization or need to plan a career trajectory that involves a few employer changeups.

 

The best things you can do to facilitate employee engagement is provide your team members with positive feedback that they have a real future with your business with chances to grow new skills and have more responsibility. This can be as simple as holding regular career discussions with your employees, asking them where they see themselves in the years to come and providing them with some ways in which they can position themselves for advancement within your enterprise.

 

Always acknowledge and praise good work.

 

People like to have their efforts and accomplishments recognized.

 

It may seem like a small thing to highlight your team members’ achievements or to celebrate their successes… but actually, it’s no small thing at all for hard-working professionals to receive accolades from their upper management.

 

Statistics consistently show that most employees worry their efforts go unnoticed; and when employees feel like their hard work is never appreciated, they quickly lose their motivation to do anything but the bare minimum. I even believe some employees are just doing time until the next opportunity.

 

One of the most effective employee engagement strategies you can muster is to provide a few simple words of recognition when the situation calls for it.

 

Keep open lines of communication and even an open-door policy

 

Ensuring consistent, two-way communication between managers and employees is vital to a good employee engagement program.

 

All leaders should be proactive in sharing news and updates with team members. Nobody likes to be left in the dark, so make sure your employees have a good sense of where the company is headed, how things are going, what big projects are coming down the pipeline, etc. Dispensing such information on a “need to know” basis only can cause your team members to feel like you don’t really trust or value them.

 

Also, make sure you have channels in place for employees to present their questions, concerns, or suggestions, without fear of any kind of retaliation. It’s important to have an open-door policy, but you should go a step further and make sure employees know that their comments and feedback will be truly received by a leader or manager and treated with due seriousness.

 

For your organizational culture to thrive, it’s critical that you provide consistent two-way communication.

 

Give team members a sense of purpose and instill pride in their work.

 

Don’t assume that your team members are content to simply show up each day, do some grunt work, and collect a paycheck.

 

This may be true of some employees, but many of them want to do work that actually makes a difference. This is especially true of younger employees. They want to know that what they do matters.

 

Understanding that this is a powerful and motivational tool it can be helpful to provide a clear set of business values and principles, and to show each team member how their daily efforts connect to those values and principles. Make sure your employees know the mission of your organization and feel like they’re helping to further it.

 

Be fair with Everyone.

 

Sometimes the best strategies are the simplest of all to implement.  I’ll offer a simple yet seismic suggestion: Treat your employees with fairness.

 

What do I mean by this? For one, it’s critical that employees feel like they are being judged on the basis of the effort they put in, not external factors that are outside their control.

 

Also, it’s important that leaders and managers hold themselves to the same standard (perhaps even a higher standard) as their employees.

 

Be sure that your team members consistently feel like they’re getting a fair shake; that so long as they work and behave to a specified standard, they will be rewarded in kind.

 

Questions About Employee Engagement Strategies?

 

These are some vital principles that I think will serve your organization well, and that translate pretty well from one business setting to the next.

 

Do you have additional questions about formulating or implementing employee engagement strategies? I’d love to chat with you! Connect with me and let’s have a conversation about employee engagement strategies. Contact me at www.rickgoodman.com or call 888-267-6098.

 

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3 Keys to Scaling Your Company Culture

 

                    Three Keys to Scaling Your Company Culture

 

 

 

There are three keys to scaling your company culture successfully if your organization as grown in the past year. In this episode of The Solutions Oriented Leader Podcast I am going to share with you the three keys to scaling your company culture successfully.

 

Every entrepreneur wants to see their business grow—but in some ways, that growth can be a two-edged sword. For instance, you may feel like your unique company culture is a key component of your success—and a primary factor in your growth. But when you achieve that growth, you may find that your culture is difficult to hold onto.

 

This is by no means an uncommon realization that a 10-person team become more difficult to uphold when there are 25 or 50 or 200 of you.

 

The good news is that there are three key steps you can take to develop a culture that will grow with you—in short, a culture that scales.

 

Here are my Three Keys to Scaling Your Company Culture

 

How to Scale Your Company Culture

 

1. Define your ideal culture

 

It’s always best to define success, setting a clear goal for what your company values should be. This isn’t about logistics like snacks in the break room or where you have the company holiday party. It’s more a matter of defining those intangible things that you’d like your company to be defined by—like collaboration, or relationship, or improving the lives of customers, or whatever else. These intangible things can easily be adapted as your business evolves.

 

2. Build a culture team.

 

This is something more companies should do. Assemble a group of employees—ideally from different levels within the corporate hierarchy—and let them get together once a month or so to initiate cultural initiatives. Task them with creating and refining a statement of culture, and of reviewing the company’s activities to ensure ongoing cultural alignment.

 

3. Make culture a part of your onboarding process.

 

One final suggestion: If you want new employees to fit into the culture, and to contribute to it in a meaningful way, make sure you talk about culture early in the hiring process. And, ask for their take—solicit their thoughts on what kind of culture they’d like to see.

 

These are just a few of my recommendations for building a company culture that will scale with you—but it’s something I’d love to talk with you about even more. Reach out and let us know we can help you! You can reach me at www.rickgoodman.com or call 888-267-6098.

 

What is a solutions-oriented leader? Take the free Solutions-Oriented Leader Assessment now and claim your Comprehensive Guide to Achieve Success. Dr. Rick Goodman’s Solutions-Oriented Leader book is now available to order online. In this first-of-a-kind, comprehensive guide, author Dr. Rick Goodman leads you through the everyday challenges of the modern workplace while providing you with easy-to-implement solutions to achieve world-class results!

 

 

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Are you subscribed to my podcast? If you're not, I want to encourage you to do that today. I don't want you to miss an episode. I'm adding a bunch of bonus episodes to the mix and if you're not subscribed there's a good chance, you'll miss out on those. Click here to subscribe in iTunes!

 

I'd be really grateful if you left me review over on iTunes too. Those reviews help other people find my podcasts there. It’s also fun for me to go in and read them. Just click here to review, select ratings and reviews and write a review and let me know what your favorite part of the podcast is.

 

Thank you!

 

Dr. Rick

 

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5 Ways to Overcome Decision Fatigue

                        5 Ways to Overcome Decision Fatigue

 

In Today’s world some of us are becoming exhausted from making hundreds of decisions weekly that affect our business and our personal lives. In this episode of The Solutions Oriented Leader Podcast I am going to give you 5 ways that you can overcome decision fatigue today!

 

5 Ways to Overcome Decision Fatigue

 

Use lists to make fewer decisions. A lot of your daily decisions can actually be avoided if you make a list and stick to it. The next time you are at the grocery store rather than walking through the supermarket trying to decide what you should buy, simply adhere to a grocery list. Daily to-do lists can have the same positive impact.

 

Delegate, Delegate, Delegate Hopefully, you’re surrounded by team members you trust—and if so, that means you have people to whom you can delegate decision making, especially on comparatively minor matters. Save your own decision-making energy for the really big and impactful items not the five-dollar activities!

 

Your best decisions are made in the morning. There is a lot of research to suggest that the best time to make big decisions is in the morning, which is when most of us have the most energy and the highest degree of decision-making tolerance. If you know you’ve got to decide about something, try to do it earlier in your workday.

 

Limit your options to less rather than more. For example, trying to decide between 100 different pieces of software can be maddening—so why not research two or three options, compare price points and overall value, then decide? Don’t allow yourself to become swamped by infinite choices.

 

Develop Daily Routines. Finally, one way you can minimize the decisions you have to make is by developing rituals and habits. For example, develop a routine of going to the gym every day at 8—and then, you no longer have to decide on each day’s workout time. Decide you’re doing to eat a salad for lunch every day, and then stop fussing over what to pack for your daily meal. Nobody likes to fall into a “rut,” but having certain rituals can really be helpful.

I hope these tips will be useful to you as you seek relief from decision fatigue. To learn more about being a decisive leader, reach out to me directly. Connect with Dr. Rick at www.rickgoodman.com or call 888-267-6098.

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My Top Ten List of The Most Underrated Leadership Skills

My Top Ten List of The Most Underrated Leadership Skills

There are many leadership skills that one must possess in order to be effective in their job in this episode of the solutions oriented leader podcast I will share my Top 10 list of the most underrated leadership skills that are essential for your success!

Because these leadership skills don’t quite receive their due, I thought I’d highlight a few of them today. Don’t make the mistake of underappreciating these skills, because possessing them could give you the competitive advantage you’ve been seeking!

Here’s my top ten list of the most effective leadership skills that seem to fly under the radar.

 

1. Employee recognition. This is at the top of my list for a reason because without your team the odds of your success diminish greatly. It’s no small thing to pause long enough to tell an employee that you notice and appreciate their good work, or to commend them on a recent project where they exceeded expectations. Indeed, some leaders find it rather difficult to give a pat on the back to deserving team members, but it’s actually a critical skill that can help you motivate and engage the people who work for you.
2. Sense of humor. Some leaders need to lighten up a bit! You know what they say about all work and no play! While leaders obviously need to be focused and know when it’s time to get down to business, there is also a need to show a sense of humor from time to time. For one thing, a little levity can help to alleviate stress and defuse workplace tension. Also, it can help you come across as a little less intimidating; when team members see that you have a sense of humor, it can make them feel more comfortable approaching you with questions or concerns.
3. Gut instinct. This is one of the questions I ask my team, what does your gut say? I highly recommend that leaders seek data and analytics before they make any big decisions, ensuring they’re being prudent and informed. At the end of the day, though, you’ve got to reach a conclusion, deciding what needs to happen for your team. Sometimes, that may mean listening to your intuition. Gut instinct may not be unerring, but sometimes it saves you from being paralyzed in indecision.
4. Respect.  You must give it to get it! Do your employees feel like you respect them? And if so, can you name some specific ways in which you exhibit respect? If you don’t respect your employees, it’s unlikely that you’ll keep them motivated or engaged for very long. This is a critical workplace skill for you to hone.
5. Empathy. I mentioned the importance of active listening above. Empathy is a close cousin, and an important way for you to show employees that you care about them. Work on your ability to understand what your employees are going through, professionally and personally, and to show understanding when they’re facing tough times. You are in this thing together and having empathy can go a long way!
6. Trust. Trust is a two-way street. Naturally, you want your team members to trust you, but you also need to feel comfortable trusting them. For example, how often do you delegate? Do you give your employees space to work on projects without micromanaging them? Do you have confidence in their ability to do the things you hired them to do? If not, maybe you shouldn’t have hired them; or maybe, you need to develop your ability to trust!
7. Dedication. You can’t ask your team to do something that you would not do! Of course, you’re dedicated to your business… but are you showing it to the team? Are you willing to roll up your sleeves and help out with big projects, especially if deadlines are looming or the employees are struggling? And during a tense or busy season, are you there to offer your support, or ducking out early to play golf? Dedication is high on my list of crucial, effective leadership skills.
8. Positive thinking.  Teams go where you go! Are you good at emanating positive vibes, and helping everyone around you to look on the bright side? The thing is, negativity tends to spread pretty quick, and it can suffocate workplace morale. A good leader is able to keep the mood fairly positive, and the outlook hopeful, even during tough times.
9. Inclusivity. Inclusivity is more than a buzzword. It’s an important strategy, a way to ensure that everyone on your team is positioned to offer their ideas and to contribute to final outcomes. You need everyone to feel included in order to create team cohesion and to foster employee engagement. So, are you good at fostering an environment of inclusion? Are you skilled in helping all employees feel like they are valued members of the team?
10. Curiosity. I’m a big fan of curiosity, and an admirer of curious people. When you’re curious, it means you’re constantly looking for new ways to learn, new skills to develop, new avenues for expanding your knowledge base. And, curiosity can be a catalyst for creative problem solving and out-of-the-box thinking.

 

Let us show you how to develop your leadership skills today!

As you consider your options for developing any kind of effective leadership skills, I encourage you to reach out. I’d love to talk with you about my services as a coach, consultant, and beyond. Contact me at your next opportunity and let’s talk together about the leadership skills you’d like to hone. You can always connect with me at www.rickgoodman.com or by calling 888-267-

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6 Ways to Create More Engaging and Fun Meetings

6 Ways to Create More Engaging and Fun Meetings

 

One of the most common complaints that I receive from my audiences when I am delivering a keynote speech on employee engagement or organizational leadership is “how can I make my meetings more fun and engaging?” Most meetings are ineffective they last forever, with a lot of words being spoken but no decisions being made, and no action steps taken. Meetings like that are pretty obviously a waste of time—and that’s equally frustrating for leaders and employees, all of whom have things they’d rather be doing.

 

But there’s another problem with meetings that are unengaging and boring: If all your meetings are unengaging, you’ll basically condition your team to arrive at each new meeting already expecting it to be a dreadful bore. You’ll have lost them before the meeting even begins.

 

So, what can you do? Is it possible to make your meetings fun and engaging? Absolutely it is. You’ve just got to be intentional in making each meeting engaging.

 

How to Make Your Meetings More Engaging

 

A few basic ways to do that include:

 

1. Have a “hook” at the beginning of each meeting. Tell a funny story, show an entertaining YouTube clip, or simply take a show-of-hands poll—anything to get people engaged right from the start.

 

2. Start your meetings with a clear definition of the meeting objectives—what you hope to accomplish and what all participants can expect to learn.

 

3. Allow emotions into your meeting. Ask people how they’ve been feeling about work since your last meeting. Take a temperature check of office morale.

 

4. Have a strong visual component to your meeting. In particular, have a way to showcase the brainstorming that’s happening and the thought that’s at work. A marker board, pin-up board, or even a sticker voting system can be useful here.

 

5. Build positivity into your meeting. Share success stories that have happened since the last meeting. Consider implementing a rule that the team must say three positive things about an idea before anyone is allowed to criticize or to shoot it down. Also creating a game or competition is a great way to motivate and engage your team.

 

6. Make your meeting more active. Ditch the chairs from your meeting space, and instead encourage your meeting participants to stand together in a huddle—a great way to engage their bodies and, hopefully, their minds!

 

Engaging meetings don’t just happen: They’re planned and executed with intention. You too can make your meetings more engaging and fun by implementing these 6 tips!

 

Dr. Rick Goodman CSP is a thought leader in the world of transformational leadership and employee engagement 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, Caterpillar, J&J Snack Foods Corp, Heineken, IBM, and Hewlett Packard.

 

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

 

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7 Diiferent Leadership Styles for Your Organizational Culture

7 Different Leadership Styles for Your Organizational Culture

As a transformational leadership expert I am often asked "what is the best leadership style to use with my team"? There are many different leadership styles you can use to change your organizational culture or improve employee engagement.

In this episode of The Solutions Oriented Leader Podcast we will discuss the seven different leadership styles you can use as a leader to bring about organizational change.  

What is the relationship between leadership and organizational culture? The answer is more complicated than you might think. On the one hand it’s very difficult to impose organizational culture, taking a top-down approach.

Organizational culture really needs to come from the team, and you’ll need widespread buy-in for any cultural changes to be effective. At the same time, I do think companies need leaders who set the tone, articulate a clear sense of mission, and embody organizational culture through the daily example they set.

 

The good news is there’s more than one way to apply leadership within your organizational culture… and some leadership styles are more effective than others. As you consider the best way to lead your culture-building initiative, allow me to share with you seven basic leadership styles, along with my comments on how effective each one is.

 

7 Different Leadership Styles for Your Organizational Culture

 

Democratic Leadership

 

A leader will gain feedback and insight from each team member, then make a final decision based on the group’s consensus.

 

This doesn’t necessarily mean everyone is on equal footing, as the senior leader or manager may still have basic veto powers, but it does empower everyone on the team to feel like they have a say, and some authority over what the organizational culture looks like. For this reason, I’d consider democratic leadership to be one of the more effective approaches.

 

Autocratic Leadership

 

Autocratic leadership, meanwhile, is the polar opposite of democratic leadership. In this leadership style, there’s one manager or executive who makes the decision all on their own, without soliciting input from anyone else on the team.

 

In my opinion this just isn’t a good way to run an organization. Yes, sometimes, you may have a situation where you will just have to make a tough call, and it may be a decision that team members don’t especially like. But that should be the exception, not the rule. Taking a full-on dictatorial approach will cause resentment to fester, and it can destroy your best-laid employment engagement strategies.

 

Let Them Do What They Want

 

This third category of leadership is almost like the democratic approach taken to an extreme. It basically means that the “leader” leaves all authority to the employees, allowing them to call the shots without any checks or balances.

 

Trusting your employees to simply work however they like, whenever they like, can actually be a decent approach in smaller and younger companies; indeed, you’ll generally see this leadership style used in startup environments. In more mature companies, though, it can often lead to trouble… a lack of purpose, a lack of unity, a lack of cohesion.

 

Transactional Leadership

 

Another leadership style to consider for your organizational culture is; Transactional leadership. With this approach, employees are always rewarded on the basis of the work they do; so, the team that brings in a big new account will receive an increase in their paycheck or bonus. In other words, transactional leadership is all about incentivizing.

 

I believe that there are some strengths here, but also some limitations. On the one hand, it’s helpful to clearly lay out roles, responsibilities, and expectations. At the same time, it can actually encourage employees to put in bare-minimum effort they really need to do to get the desired reward.

 

Coaching-style Leadership

 

Still another form of leadership to consider is the coaching style. And yes, this works much like a sports coach: The leader will work on identifying and then honing the strengths of the team as well as each individual employee. Most of the time, a coaching-style approach will lead to each employee having a few areas of expertise; hopefully, when you bring all the skill sets of the team together, it results in something cohesive and impactful.

 

I think this is a fairly effective way to lead a team, and in fact it has a lot in common with my favorite leadership style, which is transformational leadership.

 

 

Bureaucratic Leadership

 

Another leadership style to think about is bureaucratic. Leaders who adopt this strategy strictly adhere to company policies and procedures. They may sometimes solicit employee input, but they’ll reject it any time it contradicts existing standards, practices and routines.

 

As with autocratic leadership, the bureaucratic approach may stifle your employees, making them feel too closely controlled; again, it can really deflate your employee engagement strategies. I’d generally recommend against it.

 

Transformational Leadership

 

Lastly, there’s transformational leadership. This is the model where you are always looking for ways to improve a company’s existing systems or processes. It is goal-oriented, participative, and aspirational.

 

I think it’s the best way to lead a team and develop organizational culture because it provides employees with a lot of autonomy, but also keeps everyone focused on the same big-picture objectives.

 

I’m proud to call myself a transformational leadership expert and coach, and one of my favorite things is talking with managers and executives about how they can adopt a transformational approach. If you’re looking to revolutionize your organizational culture, the transformational leadership style may be just what you’re looking for. Reach out and let’s talk!

 

Contact me at www.rickgoodman.com or call 888-267-6098, and let’s get into the details of your cultural needs.

 

Subscribe & Review in iTunes

 

Are you subscribed to my podcast? If you're not, I want to encourage you to do that today. I don't want you to miss an episode. I'm adding a bunch of bonus episodes to the mix and if you're not subscribed there's a good chance, you'll miss out on those. Click here to subscribe in iTunes!

 

I'd be really grateful if you left me review over on iTunes too. Those reviews help other people find my podcasts there. It’s also fun for me to go in and read them. Just click here to review, select ratings and reviews and write a review and let me know what your favorite part of the podcast is.

Thank you!

 

Dr. Rick

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Why Changing Your Organizational Culture Is Not Working Episode 34

Why Changing Your Organizational Culture Is Not Working!

Have you ever wondered why it's so difficult to change the culture of an organization? Learn why it's so hard so you know what to do in this episode of the Solutions Oriented Leader Podcast. All companies have a culture, but not all leaders are aware of their culture. It's only when you really assess your situation and know the values and routines that drive your team and shape your business then you can truly make an organizational cultural change.

 

As a motivational speaker and transformational leadership expert who has worked with global organizations and Fortune 500 companies, I have discovered that there are a few reasons why organizational change fails! The number one reason I see is that leaders are not aligned with the message and vision of the organization. As I always say, “you can't sell what you don't own”! If a leader does not believe in the mission or vision, they will never be able to sell the message.

Another reason organizational change does not work is when there are no foundational elements in place. The foundational elements I'm speaking about or a statement of values and mission or vision statement that's been memorialized and shared with the whole team. Another reason I have discovered is that managers aren't empowered to do the job they are strictly in a supervisory role equipped to guide team members through the smallest of changes.

Many of the companies I work with focusing on employee engagement have told me that the employees just don't see the point in change and that's why they're not moving forward. It's critical to have open communication and share your message with your team especially when it comes to making an organizational change if it is to work.

It's important also to get your HR team involved in any type of organizational change because they will have to be dealing with key HR processes, including recruitment, onboarding and any performance management systems you have in place.  

Lastly, if organizational change is going to be successful there needs to be open communication and feedback channels so that the team feels included in decisions that will affect their lives and the focus of the company.

These are just a few of the reasons why your organizational change may not be working. If you'd like to learn more, or have any specific questions, I'd be thrilled to talk with you. Reach out anytime you want to discuss the needs of your company culture and contact me directly at info@rickgoodman.com or call directly at 888-267-6098

 

 

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Employee Engagement Strategy Resolutions Episode 33

Employee Engagement Strategy Resolutions

The year end is fast approaching and it’s time to reassess our employee engagement strategies to see what’s working and what can be improved. It doesn’t really matter if your employee engagement strategies are working well or if they’re failing! Maybe you haven’t even thought about it yet, but the time to do that is now.

Let me suggest a few different ways in which you can more effectively implement employee engagement strategies in the coming months and years with outstanding results. As an employee engagement keynote speaker, I am often asked buy fortune 500 company leaders and associations “how can they attract better employees and retain their best people?”

In this episode of “The Solutions Oriented Leader Podcast” I am going to discuss how you can resolve to improve your employee engagement strategies for the future.

Resolve to Pause and Assess Your Situation:

One of the best resolutions that you can make is to be proactive about pausing to seriously think about the state of your employment engagement approach. When was last time that you really thought about what was working and what was not working in your overall strategy to employee engagement? And how frequently you discuss employee engagement strategies with the rest of the members of your leadership team?

Communication is the key the building a highly engaged employee strategy, but it takes time and effort.

Resolve to be a better goal setter and communicate those goals often:

So much of employee engagement comes down to better communication systems including the frequency with which leadership communicates with the rest of the team. It’s important to make opportunities for team members available to communicate with managers and leaders in addition to giving them the tools that they need to communicate effectively. These are all critical considerations on the D umbrella of your employee engagement strategy.

Resolve to bring in an executive coach or consultant to help you implement and improve your employee engagement strategy:

If you really want to be serious about improving your employee engagement strategies, Think about enlisting a transformational leadership expert who can come and speak with you and your team.

When you have a transformational leadership expert assess your culture and offer tips for improving your approach to employee engagement and business growth you will soon be on your way to achieving world-class results.

In fact, I’d be honored if you contacted me. Reach out anytime you’re ready to talk about employee engagement strategies. We are here to help you and your leadership team implement a successful employee engagement program which will help you retain your best team members while attracting world-class employees all in the setting of a happy and healthy work environment.

If you want to contact us and discuss this further contact Dr. Rick and his team at info@rickgoodman.com or call directly at 888-267-6098.

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The Top Ten Most Effective Eployee Engagement Strategies Episode 32

The Top Ten Most Effective Employee Engagement Strategies

One of the most common questions I’m asked after delivering a motivational keynote speech is; “How do I develop an employee engagement strategy at work”? It’s been my experience that one-size-fits-all employee engagement strategies are not very effective!

I do believe however there are number of key ingredients that most employee engagement strategies have in common in order to be effective. I’m going to call them my Top 10 Most Effective Employee Engagement Strategies in this episode of the Solutions Oriented Leader Podcast.

 

1. Make sure that your employees have the right tools to perform at a high-level. Employees who don’t feel they have the right tools including computer programs and other essential technologies become apathetic and never be fully engaged.
2. Investing in ongoing training: a Harvard University study recently was published and said that employees who don’t feel a Companies invested in improving their skills leaving find other avenues of work
3. Employee engagement starts with on boarding. When I am working with HR professionals and business owners, I’m always telling them that the engagement process starts during the interview process. This is where you will be articulating your company culture and mission to new recruits.
4. Recognition activities: Recognition activities are essential for the positive growth of your team. Everyone wants love, appreciation and respect for a job well done. People like to be told when they’re doing a good job.
5. Feedback is essential to employee engagement: did you make an effort to provide employee praise and affirmation, also remember to be clear, consistent and timely with employee feedback.
6. Create open lines of communication: I believe one of the keys to employee engagement is transparency and open communication. There are a number of different ways you can accomplish this, but make sure to have an open-door policy!
7. What gets calendars gets done: Metrics is a crucial part of employee engagement. Your team needs to know the goals and objectives in order to increase productivity.
8. Embrace your culture: one of the keys to employee engagement and retention is having a good work culture and making sure that your team understands how they play a role in the success of the organization in maintaining the company culture.
9. Make opportunities to destress workplace stress and burnout are very real problems, and if you let them faster, it could eat into your employee engagement numbers. Make sure to make time for fun activities especially off-campus activities.
10. Create a sense of balance: if as a leader you are out of balance it will be very difficult for your team to be in balance either. There’re a lot of ways you can provide employees with a greater sense of balance including Remote work options, flexibility to leave a little early to handle family matters and time for exercise.

As you can see, developing effective employee engagement strategy is a large undertaking. As you head into another year discover how employee engagement strategies can make your life easier today.

 

For more information contact us at www.RickGoodman.com or call 888-267-6098.

 

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Why Hiring A Transformational Leadership Expert Increases Your Business Growth Episode 31

Why Hiring a Transformational Leadership Expert Increases Your Success!

 

If you’re trying to motivate your team and engage them at a high level hiring a transformational leadership expert as a consultant will increase your success. It Is been my experience as a consultant over the last 20 years that bringing in an outside transformational leadership expert helps to assess your business needs and increase your success much faster than if you’re doing it alone.

 

In this podcast I will discuss 10 reasons why you should hire a transformational leadership expert immediately.

 

1. A transformational leadership expert will help you clearly define your goals and objectives.

 

2. A Transformational leadership expert sees things from a different point of view which brings independence and credibility.

  

3. When you hire a transformational leadership expert as a consultant you will get an unbiased and fair assessment of your business including areas for improvement

 

4. A Transformational leadership expert can help you set benchmarks and defined your metrics so that you could monitor progress into the future.

  

5. A good consultant can give you some examples of transformational leadership in action because they have experience from various professions and industries.

 

6. A Transformational leadership consultant and coach will customize their coaching to meet your needs and core values.

  

7. Hiring a transformational leadership expert can help you initiate a big change from the top of your organization to the bottom resulting in an organizational culture that is productive, happy and highly engaged.

 

8. When you hire a transformational leadership expert can help bolster your employee engagement did you turn can reduce turnover costs.

 

9. Once you get started focusing on thought leadership you will be able to unlock the transformational leadership mindset and become a solutions oriented leader.

 

10. Working with the transformational leadership expert opens the doors to continuous improvement and self-satisfaction.

  

If you’re ready begin your path to success and higher transformational leadership expert reach out to me and let’s talk one-on-one and see how we can help you achieve your goals and objectives. Connect with us at www.RickGoodman.com

 or call us directly at 888-267-6098

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