Paul Lipscomb, SPHR’s Post

𝗗𝗶𝗱 𝘆𝗼𝘂 𝗺𝗶𝘀𝘀 𝗘𝗽𝗶𝘀𝗼𝗱𝗲 𝟮 𝗼𝗳 𝗪𝗲 𝗕𝘂𝗶𝗹𝘁 𝗮 𝗕𝗿𝗶𝗱𝗴𝗲? Where Christine Passo and I discussed an article about a company replacing all of its managers with coaches, which resulted in an increase in employee productivity and happiness? 𝗜𝗳 𝘆𝗼𝘂 𝗱𝗶𝗱, 𝗜’𝘃𝗲 𝗽𝘂𝗹𝗹𝗲𝗱 𝗼𝘂𝘁 𝗮 𝗳𝗲𝘄 𝘀𝗻𝗶𝗽𝗽𝗲𝘁𝘀 𝗼𝗳 𝘄𝗵𝗮𝘁 𝘄𝗲 𝗰𝗼𝘃𝗲𝗿𝗲𝗱, 𝗮𝗹𝗼𝗻𝗴 𝘄𝗶𝘁𝗵 𝗮 𝗹𝗶𝗻𝗸 𝘁𝗼 𝘁𝗵𝗲 𝗿𝗲𝗰𝗼𝗿𝗱𝗶𝗻𝗴 (𝗶𝗻 𝗰𝗼𝗺𝗺𝗲𝗻𝘁𝘀): ➡ The most recent photo on our phones (Hint: 🐕 and 🧘♂️). ➡ What motivated Christine to re/post the article (Hint: Prior to becoming a solopreneur, she only had one leader who displayed “coaching skills.") ➡ What motivated me to re/post the article? (Hint: It was only few days after my resignation and the article highlighted several reasons why I left.) ➡ What’s lacking in managers that’s hindering their employees from excelling? (Hint: A person might be good at their job or have tenure, but that doesn’t mean they are manager material.) 𝗙𝗼𝗿 𝗼𝘂𝗿 𝗻𝗲𝘅𝘁 𝗘𝗽𝗶𝘀𝗼𝗱𝗲, 𝗧𝗵𝘂𝗿𝘀𝗱𝗮𝘆, 𝗗𝗲𝗰𝗲𝗺𝗯𝗲𝗿 𝟭𝟰𝘁𝗵 𝗳𝗿𝗼𝗺 𝟭𝟮 – 𝟭𝟮:𝟯𝟬𝗽𝗺 𝗘𝗧, 𝘄𝗲 𝘄𝗮𝗻𝘁 𝘆𝗼𝘂 𝘁𝗼 𝗵𝗲𝗹𝗽 𝘂𝘀 𝗱𝗲𝘁𝗲𝗿𝗺𝗶𝗻𝗲 𝗼𝘂𝗿 𝘁𝗼𝗽𝗶𝗰! It’s important that We Build this Bridge with YOU. Therefore, even if you can't join us, tell us what's on your mind. We'd love to hear from you! 👏 #webuiltabridge #managersatwork #leadershipinsights

#SuperSaturdayCelebrations Celebrating Success: The Importance of Rewarding Yourself and Your Team In the business journey, celebrating big and small victories is crucial for maintaining motivation and building a positive workplace culture. As a leader, it's not only common but also your responsibility to reward your teams. However, it's equally important to recognize your own achievements. Why is this so? Rewarding your team helps boost morale, fosters loyalty, and encourages everyone to strive for continued success. It acknowledges their hard work and contribution to the company's goals. This is essential for sustaining engagement and enthusiasm at work. However, rewarding yourself is not just a personal reminder of your dedication, resilience, and leadership. It's a testament to your personal growth and the journey you've undertaken. Acknowledging your own efforts in steering the ship toward success not only helps prevent burnout but also inspires you to set new, higher goals, ultimately benefiting the entire team. Ensuring that you and your team are celebrated starts with setting clear goals and aligning rewards with efforts. Whether it's a team dinner, a personal day off, or public recognition, the key is to make sure that the rewards are not just proportional to the efforts put in, but also reflect the value of those efforts. This not only fosters a sense of fairness but also makes the team feel truly appreciated and motivated to strive for success. Letyou'renect if you need help balancing this in ylet'susiness. Through coaching, we can develop a recognition strategy that celebrates all successes, fuels motivation and drives your business forward. By reaching out today, we can start building a culture of celebration together. This culture will not only boost morale and loyalty but also sustain engagement and enthusiasm at work. It's a long-term investment in your team's and your own success. #Leadership #TeamSuccess #RewardYourself #BusinessCoaching

Your best people are leaving because you suck at showing appreciation. The key is to identify who your best employees are… …then double down on rewarding them. Why? Per Gallup, rewarding your best people has a huge impact on organization growth. In fact, employees who feel valued are 20x's as more likely to be aligned with company goals compared to employees who don’t feel valued. Rewarding the right behavior will have a positive impact on company culture as well.   In this Fuel Your Growth infographic we dive into 11 positive workplace animals and how each can be identified for their positive traits... ...so you can teach your people to emulate their behaviors! Behaviors such as: 1. Dog (The Loyal Teammate) 2. Chimp (Leads by Example) 3. Dolphin (The Communicator) 4. Sloth (The Patient Listener) 5. Bee (High Work Ethic) 6. Kangaroo (Agile Adapter) 7. Butterfly (Change Agent) 8. Tiger (Strategic Thinker) 9. Penguin (Cooperative Partner) 10. Bull (Over Achiever) 11. Giraffe (The Visionary)   ♻️ If you enjoyed this, repost it to help your network.   Follow me, Kevin Box🚀for more posts like this.   #fuelyourgrowth

The ONE reason that 51% of employees are quietly quitting is... Can you guess? • It's not low pay. • It's not an excessive workload. • And it's not poorly crafted mission statements. Although each of these has an impact, the one simple reason comes down to managers and what they do. As much as 70% of managers' actions affect the amount of engagement there is among the team. So let's dive in: There are three keys which yield the best results to reduce this percentage. 🔑 Communicate! ...which leads to... 🔑 Provide opportunities to learn and grow. ...which leads to... 🔑 Empower your team. But how? 1: To start, communicate often and with transparency. 💡 Schedule 1:1s and identify goals, aspirations, and weaknesses. 💡 Document all knowledge and make it readily accessible to the team. 💡 Brainstorm to solve problems together. 2: Next, provide the team with new skills and knowledge. 💡 Use the information gained in 1:1s and elsewhere to coach and train. 💡 Guide the team through current and future, unforeseen challenges. 3: And last, give individuals the autonomy and trust to solve hard problems. 💡 Keep communication open, share knowledge, and coach for increased motivation. With the keys in your possession, you will unlock new doors. Your team will become a part of the 33% who are engaged. PS. How could your team be more engaged? 🔔 Follow Chris Cotter for more on #leadership.

While at an event, I heard this exchange (names are changed): Alice: "That meeting was so frustrating!" John: "Oh no, what happened this time?" Alice: "Well, I presented my idea for improving the project workflow, which I've been working on for weeks. But it felt like my boss wasn't even listening. She just nodded and then moved on to the next topic without any feedback. I even asked if she had any suggestions or concerns about the idea, but she just gave a vague "We'll see" and changed the subject. This isn't the first time it's happened either. I spend so much time and effort preparing, only to feel ignored." Unfortunately, Alice is working hard and doesn't feel heard about her input. She is starting to disengage from her workplace. She will eventually find another opportunity and her company will have to pay to advertise, interview, and train her replacement. But the good news is, situations like this can be resolved in an easier, more effective way. I love that I can offer leadership training and organizational consulting for a company. It makes everyone happier and healthier at work - a place where people spend at least 2,080 hours of their lives every year. What will your next meeting be like? #organizationalwellness #leadershiptraining #heardatwork #ThirdEyeIntegration #HelpingYouTHRIVE

To some, this saying is going to elicit a response of “HELL YEAH!” and to others, it will not resonate much at all! Why is that? Well, when I train my corporate teams, I share how important it is to understand each team member’s core motives based on their personality type. The REDs are the “get sh&t done” type of people - do what it takes, be productive, go from A to Z in most efficient and effective way. They typically would be the personality that would resonate with this saying 100%! Their core motive is power. But the Blues, Whites & Yellows operate differently! Their core motives are Intimacy (Blues), Peace (Whites) and Fun (Yellows). Don’t you think it would be beneficial to connect with each team member in a way that would resonate with them to the core of their being - speaking their language, honoring who they truly are?? Abso-frickin-lutely!! Not everyone thinks like you. Not everyone is motivated in the same way as you. Not everyone wants to “work hard and bust their asses to get the job done!” And that’s ok! Each person has something that will drive them and get them into action. You just have to understand them on a deeper level and BAM! You will see productivity, synergies between your team members & results that exceed expectations!! Interested in learning about my #corporatetraining to see how it will benefit your team and leaders? DM me or comment below! I love training my corporate teams and seeing how the synergies unfold. And feel free to take the test below and find out what primary color you are! https://lnkd.in/gWsyVrg #corporateculture #corporatecoaching #executivecoaching #teamcoaching #teamdevelopment

Standing out at work isn't just about doing more; it's about doing things differently and effectively. Forbes' latest article on standing out at work emphasizes actionable strategies to elevate your professional presence. 🪴 From embracing a growth mindset to fostering meaningful relationships these insights can transform your career trajectory. A standout tip? Consistent, proactive communication can significantly enhance your visibility and influence within your organization. Don't just be a part of the team—be an integral, indispensable member. What strategies have you found effective in making your mark at work? 🌟 #leadership #EQ #selfdevelopment #career https://lnkd.in/eJMsbgZ4

It seems to be a current trend for CEOs to reject the traditional title in favour of something unconventional, like “Chief Wizard,” “Chief Happiness Officer,” or “Boss Of All Things”. While I appreciate the creativity and intent behind these novel designations, let's talk about why taking ownership of the CEO title is crucial. More Than a Title: Being CEO isn't just a label – the role carries a lot of responsibility. You need courage and accountability, which fun titles can't replace. Character > Novelty: Your leadership qualities matter more than a trendy title. Don't let gimmicks overshadow your role. Recruitment Practicality: 'CEO' is universally understood and helps set clear expectations during recruitment or partnerships. Culture Isn't a Title: A fun workspace doesn't come from a fun title. It's built through actions and strategies. Business Clarity: Traditional C-suite titles help make the company structure easy to understand, aiding in efficiency. In short, if you're a CEO, own the role and responsibilities – because that's what really counts. Thoughts? #ceos #cto #workculture #worklife #creativity #partner

Reflecting on my journey as a business owner, there's a number of things I wish I had known before setting up my first business over 16 years ago: one of them ....the complexities of managing a team. As an 18-year-old, I thought recruiting my first team members would be a breeze, but boy, was I wrong! Here are some of the things I had to consider along the way: 1️⃣ It's not just about finding skilled individuals; it's about finding team members who align with your company culture and values. 2️⃣ Setting clear expectations from the get-go is crucial for fostering a positive work environment and avoiding misunderstandings down the line. 3️⃣ Learning to delegate tasks and responsibilities is essential for scaling your business and preventing burnout. 4️⃣ Regular communication with your team helps build trust, boosts morale, and ensures everyone is on the same page. 5️⃣ Managing a team requires constant growth, training and development. 6️⃣ Staying informed about HR best practices and leadership techniques is essential for success, consult with an expert. Looking back, I've learned valuable lessons about leadership and teamwork, and while it wasn't always easy, it was undoubtedly worth it. What do you wish you could tell your younger self? #EntrepreneurialJourney #TeamManagement #LeadershipLessons #whatiwishiknew #iekos

Snow white and the 7 little EMPLOYEES As a senior leader, the importance of having the right people in your team is well documented. But to help get this right, it all starts with knowing the types of employees and identifying what is needed at the point of recruitment. In the magical season, here’s a fun twist on how to identify those in your team. Happy – everyone loves them, lots of “happy” types together (so long as there are diverse skills / experience) equals harmony. But risks include a clique – which is no laughing matter. Grumpy – by contrast, they are“mood hoovers” that bring negativity into the room like rain at a bbq. Skills are overshadowed by the gloom this type brings to a workplace. Best avoid. Doc – highly skilled, resourceful and driven employees that are often the life-blood of progress. The trick is to ensure that different skillsets are represented, not duplicated. Sleepy – by contrast, they are the type that even a cattle prod cannot get sustained, high-quality independent output. You will need to give short burst tasks to keep motivation. Bashful – full of amazing ideas, hardworking and able to self-motivate but needs a lot of gentle coaxing to encourage this type to have the confidence to share vision with the team. Sneezy – brilliant at what they do when they are at work but has a lot of sick days, which really break the flow of continuity and can cause frustration within the rest of the team. Dopey – if this type is not already in your employment, best keep it that way; if they are, you need to figure out whether it is a “willing” or “able” issue. Willing but unable – train. Able but unwilling – get rid. Building the right team is essential to achieving the best results – so getting the selection right from the outset is a fundamental factor. Getting the right professional coach in your corner will enable you to achieve tangible outcomes – doing it alone if you are unsure of the direction is just dopey. Set your goals, book a consultation with me, and let the journey to your dreams start. #LiveDaringDreams #leadership #management #team #education #educationalleadership #schoolleaders #teachers #careercoaching #careerchange #careeroptions #teachertransition #careercoach #insights