Penn Station employee quote: "Want more accountability? Look in the mirror." 💯 As leaders, we must own our teams' failures. If they didn't succeed, we didn't coach, guide, or model well enough. Holding yourself to the same (or higher!) expectations is how you build trust. Ready to grow? Call me.

Managers tend to value people who have the same kind of “hustle” One thing that gets overlooked is distinguishing between someone who might be seen as complaining, vs. knowing the right words to convey challenging thought. Look for opportunities to train people up vs. dismiss them. #helpthem

It’s hard to decide what #leadership piece to lean on. Strong Relatinoships are THE starting point. You don’t earn that trust overnight, you earn it. The link below is a quick example of how you can make quick, responsive asks, in part because of the Work you’ve put in. bit.ly/3X1dLSa

It’s 100% true that most people leave a job because of a manager who leads poorly. From ill equipped, to the jerks who yell and scream. If you’re committed to having a great culture, you should NEVER stop working on it (i.e. R&D, Sales, Process). Leaders need to learn how to improve the culture.

You're never going to catch up to all the messes that need a manager's attention. You have to give your mgrs better tools to be prepared for them. Mop/bucket for one, leadership skills for another. If you don't make time now, when will you?

You have an employee who’s there, reliable, working all kinds of hours, but to what level of productivity? There is a tipping point to those employees who are burning the candle at both ends - all good intentions aside. Help your teams balance their workload, and learn how to ask for support.

Experienced leaders are the engine of a successful organization, and their proficiency is a direct result of intentional growth, not just years on the job. Need some helpful tips for them? Sign up for Leading with Sch-Influence. buildbetterculture.com/leading-with... Quick tips in your inbox.

Wait'll you catch the example I'm playing with today. I like to find obscure examples, but they're fun, and ALWAYS (virtually) have a tie in to an important message. What's more important than leadership development? Lots. What else? Watch the clip. Comment too! youtu.be/XfNLIypPsJw

You know the feeling when everyone asks you because you’re the one who typically says yes? Well, sometimes we don’t want to say yes. Sometimes, we’re busy too. We need to remind ourselves that we get to say this instead. Being a teamplayer aside, You don't have to say yes ALL the time.

Good people leaders have the following: Excellent Communication skills Trustworthiness (to employees) Do great at rewarding and recognizing employee contributions Ability to motivate effectively and uniquely Listening skills Accountability Where do they need help? I'm listening

Half of employees who quit think managers could have done something differently to prevent them from leaving Think about that for a moment. You could have SAVED half that institutional knowledge and discretionary effort of a stellar employee. HALF thought it, meaning HALF might have stayed.

How do your managers create GREAT new hire experiences? I'm not talking about what you do FOR them, it's what do THEY do? Do you know? Wouldn't you like to? Want your managers to excel here and elsewhere? Let's talk about #leadershipdevelopment training and see how they can flourish even more!

Isn't this exactly what we're aiming for? Leaders who possess the drive and enthusiasm to propel things forward? Let's explore methods to enhance your manager's leadership skills to enrich your culture and elevate the entire organization. What's first?

Many leaders start strong with new initiatives, only to see them fizzle out due to a lack of sustained effort. I've seen countless "culture shifts" that lasted a few weeks before reverting to old patterns. You have to get your hands in there. Dig in. REPEATEDLY. Own it like there's no tomorrow

You can’t be the leader who constantly complains about deadlines and avoiding challenging tasks, but expect your team to perform flawlessly. Why not? Your employees follow your lead (good AND bad). MORE - your top performers won't put up with it. They'll bolt. Can you afford that risk? #lead

Sometimes we, as leaders, need #help. It might not be completely clear to us, but we feel it. Is asking for help a sign of weakness? Does anyone really have the time to help? Is the right help in the building? Will I shine a spotlight on myself by asking for help? It's ok to ask for help

How do you get ee's more engaged at work? • Define engagement for your team: Discuss what it means to be truly engaged i& a baby step to that end • Help your team members see how their daily tasks (even one) contribute to the organization's larger mission. • Foster enthusiasm small steps=results

Employee engagement hovering around a dismal 33%. The cost of a disengaged employee can be as high as 30% of their salary, negatively impacting productivity, customer satisfaction, and even creating negative morale, which ultimately drags down your company culture. What are you doing about it?

Today - more of a poll What's one Leadership Lesson that's resonating for you these days? Who taught it to you and why is it meaningful? I have these moments that pop up from time to time. Sometimes it's a teacher, a friend, loved one, etc. Sometimes, it's your team. Be open to learning

Was trying to find the right leadership caption for this image from the Museum of Natural History. What's your fav? (Or offer one) - Take a BITE out of your learning playbook. - Chew on a good lesson from LinkedIn, HBR or elsewhere - Stare that leadership challenge in the face

A single negative influence can poison a positive team This isn't about personality clashes; it's about persistent behaviors that undermine morale and productivity. Overlooking it can destroy team trust in leadership. Are your managers equipped to SEE and HAVE the hard conversations?

One thing What’s ONE thing you want to get better at? What’s ONE thing you’re holding back on trying? Sometimes, it just takes ONE step to move you forward. THIS is what I lean into DAILY. For myself, my clients, my network. Just ONE. If you’re ready for ONE conversation, let’s get started.

When people look for feedback, it tends to be generic. Why? We’re wired to be nice. Then you have managers who are the opposite. Their level of “NICE” is minimal. They operate in a matter of fact way - it’s how things get done. Can you have both? Yup How? well, you have to call for that one. 😜

When companies preach professional development but offer no real pathways, that leads to disengagement and departures. There are better ways, like If you ever had a true leader who made you NEVER think twice about staying. If you're not being that for your team, time to step up and help them learn

Suggestion boxes are all well and good, but if your teams don't see you doing something with the suggestions, it's a wasted effort. How are you fostering connection and empowerment in your teams? #leadership

Let's talk about "Sarah," who transformed her team from low productivity to high performance by addressing issues directly and setting high standards, unlike previous managers. The takeaway? Waiting for others to solve problems erodes trust. Are you ready to drive change and foster accountability?

Self doubt, internal monologue, lack of specific experience. All drive things that tell us we CAN'T do it. Group Leadership Coaching affords you the support and feedback of others who experience similar events. We share stories, examples, brainstorms, and ways to execute our trials. Curious?

Sometimes we (people) avoid the most glaring, shout in your face answers to things. WHY? We think we’d rather be grilled with 20 questions, demonstrate our intelligence/experience, or give push back, or ASSUME we know the answer, or [other]... LEAD by showing it's ok to ask questions.

“I Don’t Have Time” Means - everything else you’re working on is more important. More important than the person who actually needs and is asking for your help. You might not mean it completely, but actions speak louder than words. People = priority. How you engage them matters. #leadership

Managers don't get to practice, which is a shame. The reality is that managers shouldn’t be expected to get it right everytime, without having a chance to rehearse, try different tones, prep for reactions or alternative responses, etc. Why not give leaders room to improve their skill?

Ever hustle down a sidewalk, and accidentally bump into someone as you tried to scurry by? (sorry!) What about when you see a large group “clogging” the path you're on and slowing you down. You bump them not so subtlely. Handling conflict requires us to separate emotion from scenarios. Do you?

What’s the difference between managing and leading? We manage metrics, data, widgets. We LEAD people to help us achieve those metrics, measure the data, and create the widgets. To lead people is to inspire, motivate, engage, and develop them to be stronger. What work are you putting in?

I wanted to tell you a joke about construction, …… but it’s still being worked on Have a little fun today. Dad joke, game of cards, cupcakes, etc. Share some laughter and fun with your colleagues today. Find reasons to enjoy work more.

I like to think of Leadership Coaching as being part of the roots that help you grow and flourish. As you develop, you’ll grow strong branches and philosophies of your own, and hopefully groom others to come into their own too! Let's talk about how to develop your skills for better engagement.

Communication skills are critical for effective leadership. If you have someone who's struggling with their effectiveness here, it's an opportunity to help them improve. There's lots to gain if you take action, and a TON at risk if you don't. Read more at buildbetterculture.com/blog/f/mindf...

Take your time but hurry. It has been a lifelong lesson from my old strings teacher, mentor, and adopted father figure. It's not always about speed, rather looking ahead. Anticipate. But don't lose sight of the present. Stop #doomscrolling. Pick your path.

Trying to wrap your arms around what coaching really is? Coaching is what you put into it. If you’re committed, you’ll get a lot. If you’re sort of in it because you have to, you’ll get less. If you’re resistant, you’re not going to get much. What are you ready for?

Remember Angry Birds? A game where you had as many tries as you wanted to get it perfect. We don’t get these retries in our managerial roles though, do we? What would it look like if you could have these convo's to practice hard topics? Let's talk.

You've had this boss, it happens more than we’d like to believe. Telling teams that your way is the only way leads to disengagement - quickly! Prompting your managers to be curious about how something COULD work, creates positive energy and effort. Try it.

||: Leaders don’t do it alone. :|| Day to day guidance is ongoing. There's a part of leadership that includes adding new knowledge and skills to your library. It’s playing a passage again and again to either get it right, or improve/improvise it to a different state. Who's helping you get there?

What does it look like? Disengaged, unplugged, aloof, bare minimum… How does it look to your clients? Job applicants? What if you could re-engage them? What would THAT look and feel like? Better morale, productivity, sales, results. Let's build a plan and do something with this. Call today

Excited to be speaking at the CRHRA/CRATD Annual Conference on May 13th. My session on How I Made Your Leader has a little fun with HIMYM based lessons. (IYKYK) Looking forward to seeing other great speakers, connecting with old friends and new, and a whole lotta learning all day long

If you want your managers to have a bigger stake or result with employee engagement, you have to give them the right tools to do their work. You also have to give them the proper training on how to (and how NOT to) use those tools. Where to start? A call with me is free and easy. Let’s talk

Quantum* talks about 6 drivers of Employee Engagement that have the greatest impact. #1 is that leaders of your organization are committed to making it a GREAT place to work. What does “committed” mean? How are you seeing it appear? Is it words? Is it action? How consistent is it?🤷‍♂️

What happens when that stress bubbles out? What you do to respond to manager stress levels is a sign of your culture. Love to know how YOU would handle this? (Comments please) Start with more skills training (leadership development). Call me. I'm here to help.

Are you working on navigating conflict, delivering bad news, or asking the right questions? As a manager, If you’re not setting aside time for intentional learning, it's not happening. Lifelong learning requires priority. Be specific w your goals and put it in play. Don't wait

To get managers more invested in employee engagement, integrate it into their goals, ensuring they have competitive compensation plans AND the necessary tools to succeed. Providing unattainable goals without support is ineffective. Let's discuss engagement strategies and more. Your move.

Servant leadership focuses on finding ROI in relationships. Enriching employees' jobs is vital by aligning them with organizational and personal values. If uncertain, ask employees for input. I share leadership tips regularly, and I'm available to help you connect with your team.

Leaders have fears but often hide behind perfection. They fear failure and inadequacy. Accept imperfection and show growth to be a role model. You weren't perfect before becoming a manager, and you aren't now. Learn to fail gracefully and encourage your team to learn from failures.

You know that feeling when someone absolutely MAKES your DAY? The kind where you’re ROTFL, or your face hurts from smiling? Those moments where someone just gives you unbridled JOY? Find moments to do this for your team EVERY DAY. Trust me. it's worth it. #employeeengagement