The Only Constant

Change is a concept that seems to drive us, win elections, looks great on a t-shirt, and creates stress. We hear the word and feel two immediate and visceral responses: things will improve for us and everyone will need to change but us. Things need to change around here, but I'm fine!

We love the idea of it; the cozy non-committal nature of talking about it. It's as if the world was covered in magic dust and all is well. "They need to change." "We need to bring about change." "Change is gonna come." It all sounds so good, doesn't it?

Someday does not appear on the calendar

To most, change is about control and standing still while others make the shift. You may be one who thrives on change but be careful when you want to instill it on others. They too may like the theory but will define it to fit their own convenience. Who among us admits to be part of the problem?

We want things to change but often under our rules and our guidelines. And whenever you include anything or anyone outside of your own mind, the grip must be loosened or collaboration becomes a challenge. 

Actual change verses talking about change is the key. __________________________________________________________________

Burnout or Quietly Quit?

The global consulting firm Deloitte recently published a study on burnout. It's a sobering reminder of the challenges that many of us are facing in today's fast-paced and demanding work environment. The pandemic completely changed entire industries. Many are back in the office full-time; some are doing a hybrid schedule; and others may never go back to the cubicle. This adds complexity to workplace culture and how leaders lead their teams.

The survey found 77% of full-time US employees have experienced burnout at their current job, and over half have faced it multiple times. While companies may be offering well-being programs to address stress in the workplace. 70% of professionals feel their employers are not doing enough to prevent or alleviate burnout. I live in Canada and I'll bet the numbers are similar here. 

Workplace Culture

But it's not just about the programs. The survey also found workplace culture plays a big role in preventing burnout. The top driver of burnout cited was lack of support or recognition from leadership, and a quarter of respondents said they never or rarely take all their vacation days. I can relate! 

The survey also found 84% of millennials have experienced burnout at their current job, with nearly half saying they've left a job because they felt burned out. It's a concerning trend, and it highlights the importance of addressing burnout in the workplace. Quiet quitting has crept into our vernacular since the beginning of the pandemic. 

Preventing Burnout

It's not just about offering well-being programs or a supportive workplace culture. It's about creating a holistic approach that recognizes and values the well-being of employees. Here's a thought; if you're a leader, ask them how they are doing rather than always focusing conversations on output and results of their work.

It's a critical issue, and it's time for companies to step up and create a work environment that promotes well-being and prevents burnout. The workday is no longer punching in at 8:30am, taking the standard one-hour lunch break, and punching out at 5pm. We aren't robots; we are humans, and there's a lot going on that may not be related to our work but certainly affects it. AI may be dominating the zeitgeist but it’s my hope we don’t forget the human connection. 

A good place to start is with an honest conversation.

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Service Leader

The topic of what makes a great leader has been debated since we humans could say the word. When you think of the values a mentor has brought to you, it's often those intangible aspects which are more difficult to define.

In business, it's tough to be thrown into a new role when you may be good at the work but not as well versed at the people part. It’s easy to point to those who have handled leadership with grace but it's not a skill you learn in short order. And it can certainly be a balancing act when the company continually reminds you profit is the goal.

Fear can be why strong leadership is often as rare as great customer service.
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Make or Become Different

Change is a concept that seems to drive us, win elections, looks great on a t-shirt, and creates stress. We hear the word and feel two immediate and visceral responses: things will improve for us and everyone will need to change but us. Things need to change around here, but I'm fine!

We love the idea of it; the cozy non-committal nature of talking about it. It's as if the world was covered in magic dust and all is well. "They need to change." "We need to bring about change." "Change is gonna come." It all sounds so good, doesn't it?

Someday does not appear on the calendar

To most, change is about control and standing still while others make the shift. You may be one who thrives on change but be careful when you want to instill it on others. They too may like the theory but will define it to fit their own convenience. Who among us admits to be part of the problem?

We want things to change but often under our rules and our guidelines. And whenever you include anything or anyone outside of your own mind, the grip must be loosened or collaboration becomes a challenge.

Actual change verses talking about change is the key.
__________________________________________________________________

The People Part

There has been significant change in my life this year and if you've ever had a patch like this, you may have reflected on it the same way. The change is big but what has been the most stark is the areas of my life that haven't moved forward or improved and they seem even more in need of my attention.

Many say we have five pillars in our lives; health, finances, spirituality, relationships, and intellectual growth. If money needs our attention, our relationships suffer; if we're focusing on our studies, our health falters, etc. I feel all pillars are integrated.

Reflections and Changes

So how does this all play into leadership and culture, careers and collaboration? In every way! If we are concerned about personal issues then our work will be affected; not always overly negative, but in some way or another.

So take time with your team to understand what they're going through outside of the office. I'm not suggesting you get too personal, that's up to each individual, and don't run the risk of losing the too much information work life balance. We are all flawed people going through stuff at work and/or at home and one size fits all is a myth. Remember the people part of your work and your work will become much more personable.

The results might amaze you.
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Two Boats

The news reports are telling residents to leave town. The authorities are feverishly going around the city to gather up those who don’t have the means to do it themselves and all the while Bill has decided he is going to stay in his home and wait out the storm.

Stubborn rarely wins

A few hours later the rain is coming down in sheets. Bill is forced out of his home and onto his roof where the water is now five feet deep on his street. Two police officers in a motorboat come by to rescue Bill and bring him to safety. Bill declines their offer and proclaims; “God will send me a sign!”

Several hours later, the water is now at Bill’s waist as he struggles to survive on his now submerged roof. Another police boat comes to rescue him and take him to safety. He again says “No thank-you, God will send me a sign”. A half hour later, Bill drowns.

Pondering minds wonder

Bill is shocked and says; “Why didn’t you send me a sign?”
God replies; “I sent you two boats!”

How often do we ignore the help we need in our quest for the clear path? How do we miss those signs that are there to guide us when we’re looking for guidance? How often are we quick to help others but not as swift to accept help from them in return?

The help we seek can often be right in front of us.
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Leadership is Not Easy

The topic of what makes a great leader has been debated since we humans could say the word. When you think of the values a mentor has brought to you, it's often those intangible aspects which are more difficult to define.

In business, it's tough to be thrown into a new role when you may be good at the work but not as well versed at the people part. It’s easy to point to those who have handled leadership with grace but it's not a skill you learn in short order. And it can certainly be a balancing act when the company continually reminds you profit is the goal.

Fear can be why strong leadership is often as rare as great customer service.
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Training vs Development

If you ask a coach, team leader, or company executive if talent attraction and retention is important to them, it’s fairly safe to say you will get a resounding yes every time. Training is important for some things but is not enough for people development.

It’s not deep enough. It’s a quick fix that simply doesn’t exist and can’t be sustained. Leadership is a daily event that needs to be your top priority. What worked last week may not work today. And what was successful a year ago may never work again. That’s why we don’t offer training, we work with clients on their ongoing leadership growth.

Roselinde Torres has studied leadership around the world and shares her thoughts on what makes a great leader. Her findings may surprise you.


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Org Charts and Other Data

It’s simple to develop responsibilities, titles, direct reports and deliverables. But how will you allow a place of teamwork to resemble reality? The organizational chart is probably necessary for you to chunk up the work, responsibilities and strengths of your business but how you build a great, sustaining and successful company is through your people. There are no short cuts.

If you have ever experienced a true open environment it can be exciting - yet to some - chaotic. And because most don't want chaos, they choose to keep things nice and neat and departmentalized. They may like being a boss everyone obeys. But we know the flaws in that model are vast.

Human Supply Chain

The perception of losing focus or control can block potential for significant growth in your organization and the careers of each person inside it. If ideas aren't shared, department walls get higher and silos deepen.

The position of Chairperson, CEO or President may appear to be at the top of the company chart. But it's actually in the middle. This is the person who sets the tone; makes the big decisions that could affect the workload of everyone else. It can be a very busy place. She must answer to the owners, shareholders, investors, customers, employees and the public. If a company relies solely on her decisions, millions or even billions can hang in the balance.

Great Idea

A former boss taught me about reversed delegation. This is where someone suggests a half-baked idea and you try to run with it. This neither encourages their further thought nor helps you with what you want to accomplish. Push it back on their plate and see what happens.

For decades we have followed an enterprise model that resembled a flow chart. Nice and clean, easy to follow, department and leaders, directors and work flow. But without an unwavering commitment to the people in your company you may simply be sharing a parking lot and florescent lights for 1,800 hours a year. And the four most powerful words you can use are; “How can I help?” The challenge for leaders who want a successful business is to make their people their top priority.

For real.
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Everything to Everyone

You may often hear others claim they’re good with people or they can increase the bottom line. Those are excellent attributes but need to be further defined and refined. For fear of being specific and potentially losing a deal, many will promise to help anyone who asks them and that can be a dangerous tactic.

Many of us have fallen victim of the plan of trying to have an offer with a wide scope. But if we say everyone is our target customer we can be in trouble. Some feel they don't want to limit their potential. But if we narrow our focus, we can become stronger in those areas we can help the most. We often see this in the start-up world; the company starts to get legs and the offering widens which can be dangerous.

Do one thing really well

The retail space has gotten fuzzy over the last decade. You can buy groceries at your pharmacy and furniture in your electronics store. Widening the offer is watering down the focus and may appear to be working but is actually hurting many of the large companies attempting this strategy.

If you’ve ever been to a general store in a small town it’s like a different world. You can buy everything from candy to camping equipment. But if you looked at your business and more importantly how you grow your team, you probably wouldn’t think it wise to be too wide and hire generalists. Shifting into areas that get away from our strengths in order to grow revenue and market share can be tempting. Doing what we do well, more often, can often be the wiser tactic.

Sometimes offering less can create a lot more.
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Work Life Imbalance

We've all heard the phrase; “leave it at the door”, which is a warning that when you’re at work, you should focus on work. But we're human and we work with humans and we have lives and issues and sadness and joy and events and those aren’t easily shut off.

In the last year, I know of a couple who finalized their divorce, someone who lost their spouse, a couple who had to say their final goodbyes to their beloved pet, someone who lost a parent, and many people who lost their job. It’s a bit tough to be a robot in those situations. It's unrealistic to expect life not to seep into our work.

Bring your life to work.

Leadership is not daycare but we are not machines. To tell people to ignore their world isn’t realistic. Sure, we have to be mindful that deadlines need to be met, but the human condition can help our professional pursuits. Many claim a life/work balance is important but few act on it.

Allowing your team to bring life to work can open up possibilities. It can unlock their minds to include situations outside of their work environment. It can create free discussion and brainstorming that may help solve issues that are too close to the team because they’re trying to apply work related tactics. It can create a more malleable atmosphere which will be more enjoyable and efficient.

Bring your work to life.

This can panic some leaders who are used to conformed enterprise where co-workers focus linearly on actual tasks within a confined agenda. Change is scary and it’s much easier to manage rather than guide people to work freely and use all of their human experience during work hours. This is not to suggest your company becomes a free-for-all but nothing in work or life needs to be zero-sum.

We all want to be loved, noticed, and appreciated. We have fear and dreams; hopes, and plans. We all want to belong and feel purpose. We are them, you are me, they are us. It's not as difficult as it may appear. And a small shift can create the positive growth you may have been seeking by reminding everyone to focus on their job.

What happens in life affects what happens at work.
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Collaborative Culture Creates Cash

Every company wants success. Every shareholder wants the stock price go up every day. You want this year to be better than last. So do I. But we hit snags, gain victories, trip up, succeed, and make mistakes, all because that is the human condition.

If you’re open to a bottom line that will grow while you are strengthening the goals and desires of your team members, you're halfway there. Take your eye off the revenue long enough to help your people grow and your revenue will follow.

Give then take

As Daniel Pink says, the carrots and the sticks approach, is antiquated and short-sighted. Time and time again, I've spoken with companies who list talent retention as a big concern yet they don’t invest ample time in helping their team members grow past orientation and basic training.

Money is a driver for why we show up to work every day but it shouldn't be the only one. And if it is for your team, you have a serious issue. We should encourage everyone to bring their life to work if we expect their work to have life. Leadership is about inspiring a culture of collaboration to reach the very goals we seek in the first place.

I think it's worth a try.
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Change vs Changed

Change is a concept that seems to drive us, win elections, look great on a t-shirt, and create stress. We hear the word and feel two immediate and visceral responses: things will improve for us and everyone will need to change but us. Things need to change around here, but I'm fine!

We love the idea of it; the cozy non-committal nature of talking about it. It's as if the world was covered in magic dust and all is well. "They need to change." "We need to bring about change." "Change is gonna come." It all sounds so good, doesn't it?

Someday does not appear on the calendar 

To most, change is about control and standing still while others make the shift. You may be one who thrives on change but be careful when you want to instill it on others. They too may like the theory but will define it to fit their own convenience. Who among us admits to be part of the problem?

We want things to change but often under our rules and our guidelines. And whenever you include anything or anyone outside of your own mind, the grip must be loosened or collaboration becomes a challenge.

Actual change verses talking about change is the key.
__________________________________________________________________

Five Pillars

There has been significant change in my life this year and if you've ever had a patch like this, you may have reflected on it the same way. The change is big but what has been the most stark is the areas of my life that haven't moved forward or improved and they seem even more in need of my attention.

Many say we have five pillars in our lives; health, finances, spirituality, relationships, and intellectual growth. If money needs our attention, our relationships suffer; if we're focusing on our studies, our health falters, etc. I feel all pillars are integrated.

Changes and Reflections

So how does this all play into leadership and culture, careers and collaboration? In every way! If we are concerned about personal issues then our work will be affected; not always overly negative, but in some way or another.

So take time with your team to understand what they're going through outside of the office. I'm not suggesting you get too personal, that's up to each individual, and don't run the risk of losing the too much information work life balance.

We are all flawed people going through stuff at work and/or at home and one size fits all is a myth. Remember the people part of your work and your work will become much more personable.

The results just might amaze you.
__________________________________________________________________

Missing the Signs

This came up in a conversation again this week so it's a review.

The news reports are telling residents to leave town. The authorities are feverishly going around the city to gather up those who don’t have the means to do it themselves and all the while Bill has decided he is going to stay in his home and wait out the storm.

Stubborn rarely wins

A few hours later the rain is coming down in sheets. Bill is forced out of his home and onto his roof where the water is now five feet deep on his street. Two police officers in a motorboat come by to rescue Bill and bring him to safety. Bill declines their offer and proclaims; “God will send me a sign!”

Several hours later, the water is now at Bill’s waist as he struggles to survive on his now submerged roof. Another police boat comes to rescue him and take him to safety. He again says “No thank-you, God will send me a sign”. A half hour later, Bill drowns.

Pondering minds wonder

Bill is shocked and says; “Why didn’t you send me a sign?”
God replies; “I sent you two boats!”

How often do we ignore the help we need in our quest for the clear path? How do we miss those signs that are there to guide us when we’re looking for guidance? How often are we quick to help others but not as swift to accept help from them in return?

The help we seek can often be right in front of us.
__________________________________________________________________

Five C's

The topic of what makes a great leader has been debated since we humans could say the word. When you think of the values a mentor has brought to you, it's often those intangible aspects which are more difficult to define.

In business, it's tough to be thrown into a new role when you may be good at the work but not as well versed at the people part.

It’s easy to point to those who have handled leadership with grace but it's not a skill you learn in short order. And it can certainly be a balancing act when the company continually reminds you profit is the goal.

Fear can be why strong leadership is often as rare as great customer service.

Communicate | To impart knowledge or to make known.
Collaborate | To work and learn with another.
Cooperate | To act together for a common purpose or benefit.
Considerate | To show awareness or regard for another's feelings.
Compassionate | To have a feeling of sympathy for another.

Without human elements, your bottom line may not exist.
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The Human View

The topic of what makes a great leader has been debated forever. When you think of the values a mentor has brought to you, it’s often those intangible aspects which are more difficult to define.

In business, it's tough to be thrown into a new role when you may be good at the work but not as well versed at the people part. It's easy to point to those who have handled leadership with grace but it's not a skill you learn in short order. And it can certainly be a balancing act when the organization continually reminds you profit is the goal.

Fear can be why strong leadership is often as rare as great customer service. The five C's can help...

Communicate - To impart knowledge or to make known.
Collaborate - To work and learn with another.
Cooperate - To act together for a common purpose or benefit.
Considerate - To show awareness or regard for another's feelings.
Compassionate - To have a feeling of sympathy for another.

Without human elements, your results will remain a mystery.
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Your Real Bottom Line

Training is important for any business, but I believe action learning is the best way to create positive and lasting improvement in your company. We spend more than 12,000 days at work during our life, so why not find a way for us to enjoy them?

Your employees want to enjoy being at work. Your profits will grow if you make your people your priority. It's not a nice to have; it's essential to the growth of your business.

Every employee in your company wants to know they can bring their best work and have the chance to improve, grow, and learn. You may think selling more products is the fastest way to improve your bottom line, but it’s people who will get you there and strong internal culture is the critical ingredient.

Each year, Gallup does a survey of the global workplace and through over 60,000 one-on-one interviews in 90 countries last year, only 13% of respondents said they were emotionally invested in creating value to their companies and organizations. That’s a problem. Engaging your employees is the most important way to realize measurable results. Your bottom line depends on your people.

Leadership and Team Development

I provide workshops and webinars customized to your company and team’s needs. We begin where you are right now and we address your specific needs integrated with your current business challenges.

These can take on various iterations from half-day and full-day workshops to ongoing team, department, and individual sessions, to leadership development programs which include your employees working on their growth while solving a real business project.

Business and Executive Coaching

There is a myriad assessment tools and training methods available and I deploy many of them but like the leadership and team development, we begin where you are right now. From one-on-one to team to group sessions, we create solutions-based meetings and modules to address those things that are keeping you up at night.

Call me at 519-803-7130 or email knealemann at gmail dot com and we can chat about your needs. We will create a customized solution with identified goals and objectives to ensure measurable results.

It begins with a conversation. Let's chat!
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Reflecting

I hope this year has brought you challenges you overcame. It's my wish that new people arrived in your life to help and love you. Thank you for taking a moment to visit. I am continually blown away by how people many visit from all over the world.

It has always been my goal to simply share ideas here and fascinating relationships have happened that wouldn't have grown in a hundred lifetimes otherwise.

Moving Forward

We live busy lives leaving virtually no time to think of what we want, how we want to live, or create a more enjoyable journey. This year I worked more on me than my work. I was clearing the rubble. The dust has cleared and it's time to get back to work. Excuses begone, the past has passed.

My career goals continue to be helping people enjoy their work and for teams and companies to do more business through strong leadership and culture. In common terms, the biggest issue with most companies is it sucks at work. The boss is an ass or that department isn't cooperating or a myriad other solvable issues that will improve the bottom line and help employees like their jobs again. That's what I enjoy helping.

Life Meets Life

As I look toward 2016, I am thrilled to be able to speak at a TEDx event, work with a local Chamber of Commerce on a cost of leadership workshop, continue working on my first book, reach out and create new friendships and client relationships, and cherish that you came by to visit.

I'm an email away and always happy to meet new people. So let's chat. Here's to a fantastic, adventurous, challenge overcoming, personal growth 2016 for you and me.

Cheers!
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As a passionate leader, Kneale Mann has extensive experience as a business advisor and project manager in numerous industries and organizations including; human resources, corporate training, financial services, media, real estate, healthcare and more. He is always open to meeting leaders who want to improve their bottom line through strong culture and leadership. knealemann@gmail.com

People + Priority

If you have ever experienced a true open environment it can be exciting - yet to some - chaotic. And because most don't want chaos, they choose to keep things nice and neat and departmentalized. They may like being a boss everyone obeys. But we know the flaws in that model are vast.

The perception of losing focus or control can block potential for significant growth in your organization and the careers of each person inside it. If ideas aren't shared, department walls get higher and silos deepen.

Org Chart vs Reality

The position of Chairperson, CEO or President may appear to be at the top of the company chart. But it's actually in the middle. This is the person who sets the tone; makes the big decisions that could affect the workload of everyone else. It can be a very busy place.

She must answer to the owners, shareholders, investors, customers, employees and the public. If a company relies solely on her decisions, millions or even billions can hang in the balance.

Good idea vs Let them try

A former boss taught me about reversed delegation. This is where someone suggests a half-baked idea and you try to run with it. This neither encourages their further thought nor helps you with what you want to accomplish. Push it back on their plate and see what happens. The challenge for leaders who want a successful business is to make their people their absolute top priority.

Let's keep trying!
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Kneale Mann | People + Priority = Profit
New Book out in 2016 – Details soon!