Spiraling Up Launch! - Watch the 90 Second Trailer

Whether you are a seasoned executive looking to reinvigorate a stagnant culture or a new manager seeking to build a foundation of positivity from the ground up, 'Spiraling Up' is designed to be your guide, your toolkit, and your inspiration on this transformative journey. The book is divided into three parts:

• Part 1 - Focuses on understanding workplace negativity

• Part 2 - Delves into the SPIRAL framework - 6 strategies for addressing it

• Part 3 - Provides practical steps for transforming it.

Each chapter will be concluded with a summary of insights, reflection questions, and a team exercise, creating a real-time response for leaders with their teams.

Together, we will explore the art and science of authentic leadership, the power of reframing negative mindsets, and the practical steps you can take to cultivate a workplace culture that brings out the best in everyone.  

So, let us embark on this journey together as we uncover the secrets of 'Spiraling Up' and unlock the full potential of our teams, our organizations, and ourselves as leaders in an ever-changing world. With your dedication, compassion, and steadfast commitment to positive change, we can transform even the most challenging workplace dynamics and create organizations that thrive in adversity.  

“Spiraling-Up is like a “break glass in case of emergency” kit for culture change.”

— Michael Brunner Senior Director R&D Strategy at Kimberly-Clark

Why Spiraling Up: A 40-Minute Interview with Dr. Russell Verhey at NLC

In a compelling interview at New Life Church, Dr. Russell Verhey shares the deeply personal journey that led to his groundbreaking book, "Spiraling Up." From navigating the challenges of starting a business during COVID to discovering how workplace suffering can fuel transformative purpose, Dr. Verhey's story resonates with leaders seeking authentic paths to cultural change.

The conversation weaves through pivotal moments that shaped his understanding of workplace dynamics:

• Putting Down Roots: Dr. Verhey opens up about the foundational experiences from GA-CO that grounded his faith, family, and relationship.

• Passion for Leadership: His journey from experiencing workplace negativity firsthand to developing a passion for helping others navigate similar challenges.

• Defining Moments: How personal trials became the catalyst for understanding that passion truly informs purpose.

• COVID Business Launch: The unexpected insights gained from during global uncertainty.

• Negativity's Impact: Research-backed findings on how negativity affects workplace culture and performance.

• TRIBE Leadership Model: Introduction to his innovative framework for authentic leadership, encompassing Transparency, Reflection, Integrity, Balance, and Empowerment.

What sets this interview apart is Dr. Verhey's vulnerability in sharing how his faith journey intertwines with his professional mission. He reveals how the Lord continually leads him into deeper places of trust, informing his approach as both a Workplace Psychologist and leadership coach.

For leaders wrestling with cultural transformation, this interview offers both practical frameworks and leadership insights for the journey ahead.

Watch the full interview to discover how workplace suffering can become the foundation for positive change:

"Spiraling Up" launches on Amazon Friday November 1st: https://amzn.to/3YKuvxx

Spiraling Up - Book Launch November 1st

From my Dissertation to a Leader’s Practical Guide how to respond to Negativity in the Workplace

As an organizational development consultant, I've walked into numerous rooms filled with tension, skepticism, and outright hostility. One particularly memorable moment came when a frustrated physician slapped his hand on the table, demanding, "What are you saying, Russell, that we're supposed to be a team?" That confrontation was a turning point, crystallizing my understanding of workplace negativity's devastating impact and igniting my personal mission to combat it.

Over my 25-year journey as a business owner and leadership consultant, I've witnessed the insidious effects of workplace negativity firsthand. From toxic gossip to systemic distrust, I've seen how negativity can transform vibrant workplaces into environments where employees survive rather than thrive. This personal experience and my doctoral research interviewing executives across multiple industries revealed a crucial truth: while negativity can spiral downward quickly, positive change is equally powerful when adequately activated.

"Spiraling Up," launching on November 1st, is the culmination of my work with nearly 500 leaders and insights from over 100 social and psychological workplace studies. The book introduces the SPIRAL framework – a practical, research-backed approach that has been rigorously tested in the field and proven effective. This isn't just theory; it's battle-tested wisdom from the frontlines of organizational change, designed to instill confidence in its effectiveness.

What excites me most about this launch is the opportunity to share a message of hope. I've seen firsthand that transformation is possible, even in the most challenging environments. We can create workplaces where people feel valued, engaged, and empowered through authentic leadership and strategic intervention. As we approach the November 1st release, I'm filled with energy and optimism, knowing that we can help leaders worldwide turn the tide from negativity to lasting positive change.

Coming November 1st, 2024

Pre-Order Today!

The Perils of the Executive Utility Player: Balancing Reactivity and Proactivity

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you're a limited commodity with unlimited potential

I was talking to one of my buddies on his 55th birthday. We were reflecting on our 30-year friendship. We've shared a lot of life together. In our celebration, we also had a moment of sobriety. We discussed the dangers of dabbling in this season of our lives and work. We can put our hands on many things and have a long history of doing so. Yet, it may or may not be the best utilization of our time and talent.

I live and work full-heartedly. I enjoy challenges, being stretched, reaching summits, or crossing finish lines. Yet, I'm coming to terms with the fact that although I have great capacity, I'm still a limited commodity. There's only so much of me to go around.

If I can be honest, the same goes for you too.

In my coaching conversations, I often find executives adopting a 'utility player' approach - a term borrowed from sports, referring to a player who can handle various tasks and responsibilities. This versatility can be an asset, but it often comes at a significant cost to strategic leadership and personal well-being. The experiences of two executives I coach, Tom and David, illustrate the challenges many face in similar positions.

Tom, a CFO in a private equity-backed company, constantly juggles multiple roles. From handling complex financial matters to overseeing operations and even dealing with audits, his days are filled with putting out fires. “I’m a fire fighter” and "I'm like a wood chipper," Tom jokes. Just grab those scraps and drop them in, and it comes out the other side done." While seemingly productive, this reactive approach leaves little time for strategic thinking and long-term planning.

Similarly, David, an associate executive director at a statewide association, wears many hats—from lobbying and consulting to managing the organization's website and communications. He admits, "The amount of responsibility the executive team has is silly. It's crazy the stuff our team gets done." This breadth of responsibility, while impressive, often keeps David and his executive team trapped in a cycle of reactive management rather than proactive leadership.

The danger in this utility player approach lies in the imbalance between reactive and proactive work. Tom and David spend most of their time responding to immediate needs and crises, leaving little energy for forward-thinking leadership. This pattern can lead to several negative outcomes:

To break this cycle, executives need to consciously shift their focus from being the go-to problem solver to being strategic leaders. This might involve:

By acknowledging the challenges of the executive utility player role and actively striving to balance reactive and proactive work, leaders like Tom and David can significantly improve their effectiveness and guide their organizations toward sustainable success. This realization can bring a sense of relief, knowing there is a way out of the utility player trap and a path to more strategic leadership.

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Coming Up in the Executive Insight Series

As an academic-practitioner, I'm lifting my head for own perspective. I've been heads down finising my PhD course work, writing a book, facilitating leadership trainings, and coaching a rotation of 30-40 leaders annually. From my diverse global coaching conversation I've identied themes, lessons, and practices from a collective of hundreds of hours of executive coaching this past year.  

These conversations have inspired the Executive Insights Series. Next, we'll dive into "Getting perspective: First things first." This article will build on our ideas, focusing on how executives can prioritize their efforts and gain the clarity needed to lead strategically. We'll examine practical techniques for stepping back from the day-to-day grind, assessing what truly matters, and aligning actions with long-term goals. By putting first things first, leaders can break free from the reactive cycle and chart a course toward more impactful and fulfilling leadership. Stay tuned...

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Start a Coaching Conversation

If you or your fellow team members are caught in the executive utility player trap, it's time to break free and reclaim your role as a strategic leader. Don't let another day pass drowning in reactive tasks at the expense of your long-term vision and personal well-being. Taking action to transition to a strategic leader can empower you and put you back in control of your leadership journey. Consider partnering with a coach, as their support can be the game-changer you need.

The journey from utility player to visionary leader isn't one you have to walk alone. Support is available in the form of coaching. If you know a coach, reach out today to start a conversation. This support can make your transition to a strategic leader less daunting and more manageable. Your future self will thank you for taking this crucial step.

Looking for a coach but need help figuring out where to start? My team and I are available for a limited time to help executives like you transform their approach to leadership. (See what I did there!)

Take action now to reclaim your time, refocus your energy, and reignite your passion for leadership. Your team, your organization, and your well-being will all benefit.

Remember, you're a limited commodity with unlimited potential. It's time to invest in yourself and your leadership journey. Reach out to a coach today and take the first step towards becoming the strategic leader you're meant to be.

Russell Verhey, PhD, PCC

russell@leadersadvance.net

Maximizing the Impact of Your Leadership 360 Feedback

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Maximizing the Impact of Your Leadership 360 Feedback

Receiving a Leadership 360 report is not just a milestone, but a transformative moment in your professional journey. Having worked with numerous leaders and delved into empirical studies on the impact of self-awareness through feedback, I can attest to the profound power of this tool when approached with the right mindset.

The Gift of Feedback

First and foremost, it's crucial to view your 360 report as a rare and precious gift. Your colleagues and team members have invested their time and energy to provide you with valuable insights into your leadership style, strengths, and areas for growth. This feedback is a unique opportunity to see yourself through the eyes of others and gain a more comprehensive understanding of your impact as a leader.

Qualitative and Quantitative Insights

Your 360 report likely contains both qualitative and quantitative feedback. The quantitative data provides a measurable snapshot of your performance across various leadership competencies, while the qualitative comments offer context and specific examples. Both types of feedback are valuable and should be considered in tandem.

Studies have consistently shown that leaders who actively seek and reflect on feedback demonstrate higher levels of self-awareness, which correlates with improved team performance, better decision-making, and enhanced overall leadership effectiveness.

Focusing Your Development Efforts

While the temptation to address every area in your report may be strong, research suggests that focusing on 2-3 key competencies provides a clear and guided path to significant improvements. Here's how to approach this:

1. Identify patterns: Look for themes that emerge across both quantitative ratings and qualitative comments.

2. Consider impact: Which competencies, if improved, would have the most substantial positive effect on your team and organization?

3. Leverage strengths: The most impactful growth sometimes comes from further developing an existing strength.

Once you've selected your focus areas, it's time to dig deeper. Seek additional feedback from trusted colleagues to gain more specific insights into these competencies. This targeted approach allows for a more nuanced understanding and lays the groundwork for effective development planning.

Crafting Your Professional Development Plan

You're ready to create a professional development plan with your focus areas identified and supplementary feedback gathered. This plan should be:

1. Specific: Clearly define what success looks like for each competency.

2. Actionable: Include concrete steps you'll take to improve.

3. Measurable: Determine how you'll track progress.

4. Time-bound: Set realistic timelines for achieving your goals.

Share this plan with your manager, mentor, or coach. Their input can help refine your approach and ensure alignment with organizational goals. Moreover, sharing your plan demonstrates your commitment to growth and can foster valuable support for your development journey.

Productive vs. Counterproductive Responses

To make the most of your 360 feedback, it's essential to approach it with the right mindset. Here's a contrast between common counterproductive responses and more effective alternatives:

Counterproductive:

• Dismissing feedback as inaccurate or biased

• Focusing solely on negative comments

• Attempting to identify who said what

• Becoming defensive or making excuses

Productive:

• Expressing gratitude for the feedback

• Looking for patterns and themes across all comments

• Focusing on actions and behaviors, not personal attributes

• Seeking clarification and additional examples to deepen understanding

The Path Forward

Remember, self-awareness is an ongoing journey. Your 360 report is not a final judgment but a snapshot in time and a tool for growth. Leaders who embrace this feedback and commit to continuous improvement often report increased job satisfaction, better relationships with their teams, and enhanced overall performance.

As you progress, maintain an open dialogue about your development efforts with your colleagues. Regularly solicit informal feedback to gauge your progress and adjust your approach. This ongoing commitment to growth benefits you as a leader and sets a powerful example for your entire team.

By approaching your Leadership 360 report with openness, focus, and a commitment to action, you're positioning yourself for significant personal and professional growth. Embrace this opportunity, and watch as your enhanced self-awareness translates into more effective and impactful leadership.

Courage in Leadership: Mastering the Art of Upward Feedback

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How One Leader Overcame His Fears to Address Crucial Issues

As leaders, we often find ourselves in situations where we need to provide feedback - not just to our direct reports but also to our superiors. This upward feedback can be particularly challenging, as it requires courage, tact, and a delicate balance of respect and honesty. Austin, a manufacturing plant manager at a large automotive plant, recently faced such a dilemma when he needed to address his boss's negative comments about hourly workers.

Austin's situation is not uncommon. Many leaders struggle with giving feedback to their superiors, fearing potential repercussions or damaging the relationship. However, these crucial conversations, when handled thoughtfully, can lead to positive outcomes, fostering team morale, productivity, and organizational culture.

So, how can leaders overcome their fears and effectively provide feedback to their bosses? Here are some key strategies:

1. Gain clarity: Before initiating the conversation, ensure you clearly understand the issue at hand. Austin reflected on specific instances where his boss's comments were problematic, allowing him to articulate the situation more effectively.

2. Use a structured approach: Employ a feedback model like SBI (Situation, Behavior, Impact) to frame your message. This helps keep the feedback objective and focused on specific behaviors rather than personal judgments.

3. Practice and prepare: Rehearse your feedback alone or with a trusted colleague or coach. This can help you refine your message and boost your confidence.

4. Choose the right time and place: Timing is crucial when delivering feedback. Find an appropriate moment when your boss will likely be receptive and not rushed or stressed.

5. Ask for permission: Start the conversation by asking if it's a good time to share observations or feedback. This shows respect and allows the recipient to be mentally prepared.

6. Focus on the impact: Clearly articulate how the behavior affects you, the team, and the organization. Austin realized that his boss's negative comments were demotivating other team members and potentially harming the company's culture change efforts.

7. Offer solutions: Come prepared with suggestions for improvement or alternative approaches. This demonstrates a constructive mindset and shows you're committed to finding solutions.

8. Be open to dialogue: Feedback is a two-way street. Be prepared to listen to your boss's perspective and engage in a meaningful conversation about the issue.

9. Follow up: Discuss progress and any changes observed after the initial conversation. This reinforces the importance of the feedback and shows your commitment to ongoing improvement.

While giving feedback to your boss can be daunting, it's an essential skill for effective leadership. By addressing issues head-on, you contribute to a more positive work environment and demonstrate your commitment to the organization's success.

Austin's journey reminds us that growth often lies outside our comfort zone. As he prepared to have this crucial conversation with his superior, he faced his fears and took a significant step in his leadership development. By modeling the behavior of giving constructive feedback, Austin set an example for his team and contributed to a culture of open communication.

Remember, providing upward feedback isn't about criticism; it's about you, as a leader, fostering a culture of continuous improvement and mutual respect. Your role in this can strengthen relationships, improve organizational effectiveness, and showcase your leadership capabilities when done thoughtfully and professionally.

So, the next time you find yourself hesitating to give feedback to your boss, remember Austin's experience. Take a deep breath, prepare thoroughly, and step forward with confidence. Your courage to have these difficult conversations may catalyze positive organizational change.

For more Insights articles on leadership, coaching, and mentoring, visit www.advance.net/insights. If you prefer Podcasts, listen to our latest episode of Mentor Leadership.

Enjoy your next feedback conversation!

Taking the First Steps to Becoming a Mentor: A Guide for Seasoned Leaders

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great mentors aren't born – they're developed through practice, reflection, and a genuine desire to help others succeed.

As seasoned leaders, we often reach a point in our careers where we want to give back and share our wealth of experience. Mentorship offers a powerful way to do this, and the sense of fulfillment it brings is unparalleled. Transitioning into a mentoring role can be challenging, but it's a journey worth embarking on. Inspired by a recent coaching session with Holly, a veteran project leader in the biotech industry, here are some critical steps to begin your journey as a mentor.

Start with Small Talk and Build Rapport

The foundation of any successful mentoring relationship is trust and rapport. Holly realized that her first step was to avoid diving into formal mentoring programs and engaging in more casual interactions with potential mentees. By spending time in common areas like the office atrium or break room, she could initiate low-pressure conversations about upcoming holidays or weekend plans. These seemingly simple exchanges can open doors to deeper connections.

Practice Active Listening

As leaders, we're often accustomed to providing solutions and directing others. However, effective mentorship requires a shift in mindset. Holly recognized that she needed to focus more on listening than telling. Mentors can help mentees discover their own solutions and insights by asking open-ended questions such as 'What do you think is the best approach to this situation?' or 'How do you feel about the outcome?' and truly hearing the responses.

Be Approachable and Accessible

Holly discovered that some younger colleagues seemed nervous about approaching her despite her years of experience. To counter this, she decided to make a conscious effort to be more visible and approachable. This might mean leaving her office door open, participating in company social events, or simply smiling and greeting colleagues in the hallway. Being approachable and accessible is key to fostering a comfortable and open mentoring relationship.

Reflect on Your Own Experiences

Before jumping into mentorship, take time to reflect on your career journey. What challenges did you face? What lessons did you learn the hard way? What do you wish someone had told you earlier in your career? These reflections can provide valuable insights to share with mentees, and they can also be a source of personal growth and insight for you as a mentor.

Start Informally Before Formalizing

Rather than immediately setting up structured mentoring sessions, begin with informal interactions. Offer to grab coffee with a younger colleague or invite someone to bounce ideas off you. These casual interactions can naturally evolve into more formal mentoring relationships over time.

Focus on Development, Not Problem-Solving

Holly realized that effective mentorship is more than solving a mentee's problems. Instead, it's about helping them develop the skills and mindset to tackle challenges. When mentees come to you with issues, resist the urge to provide solutions immediately. Instead, ask questions that guide them toward their conclusions.

Be Vulnerable and Authentic

Many seasoned leaders, like Holly, worry that showing emotion or admitting weaknesses might undermine their authority. However, sharing your struggles and how you overcame them can make you more relatable and create stronger connections with mentees. It's okay to let them know that leadership isn't always easy, even after years of experience.

Continually Learn and Adapt

As you begin your mentoring journey, remember that it's a learning experience for you, too. Be open to feedback, stay curious about new perspectives, and be willing to adapt your approach based on what works best for each mentee.

By taking these first steps, seasoned leaders can begin to transition into rewarding mentorship roles, sharing their valuable experience while continuing to grow and learn themselves. Remember, great mentors aren't born – they're developed through practice, reflection, and a genuine desire to help others succeed.

From Burnout to Breakthrough: A Healthcare Executive's Leadership Transformation

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Learn Practical Strategies to Shift from Operational Firefighting to Strategic Leadership

In the complex realm of healthcare leadership, Anthony, a seasoned Chief Nursing Officer with over two decades of experience, found himself at a critical juncture. Despite his unwavering dedication to patient care and wealth of experience, he grappled with a unique set of challenges that not only questioned his commitment to his organization but also to the healthcare industry as a whole.

The landscape beneath Anthony's feet was constantly shifting. Organizational changes and high turnover rates made him feel like he was building on quicksand. The hospital system's strategic direction could have been more evident at best, leaving his team without a clear north star. Anthony often found himself pulled into operational tasks, needing help to focus on his broader executive responsibilities.

Anthony once found joy in seeing the direct results of his clinical work, but it was lost in endless meetings and institutional expectations. He felt cynical, punchy, and burned out. His story resonates beyond healthcare, echoing the experiences of many who have lost their joy and find themselves giving less than their best.

Recognizing the need for support, Anthony turned to executive coaching.

Through in-depth conversations and assessments, several key themes emerged:

1. Identity Shift: Anthony needed to evolve from "a nurse doing leadership" to "an executive leader with a nursing background."

2. Leveraging Strengths: He had a natural gift for storytelling and relationship-building, underutilized strengths that could inspire and align his team.

3. Communication Clarity: More intentional and consistent communication was needed to reduce confusion and build trust.

4. Strategic Focus: Anthony needed to protect time for strategic thinking and direction-setting.

5. Purposeful Problem-Solving: His passion for problem-solving needed better alignment with his executive role.

As the coaching journey unfolded, Anthony began to see a path forward. He realized that he could overcome his challenges and elevate his leadership by addressing these themes. The journey ahead would be arduous, but Anthony was ready to navigate the complexities of healthcare leadership with newfound clarity and purpose. This transformation, sparked by the power of executive coaching, serves as a beacon of hope for healthcare leaders facing similar challenges.

Key leadership lessons emerged:

1. Reconnecting with Joy: Anthony needed to reflect on what makes him smile and create small daily wins through relationship-building, problem-solving, and supporting his team's success.

2. Embracing Executive Identity: Fully stepping into his executive role would fundamentally shift his approach and effectiveness.

3. Clarity Amidst Chaos: Clear direction and consistent communication became crucial in constant change.

4. Consistency Builds Trust: Intentionally adapting his leadership style would create more consistency and build trust.

5. Strategic Time is Sacred: Protecting time for strategic thinking and relationship-building became a non-negotiable priority.

Anthony committed to three key actions:

1. Create a one-page "executive game plan" outlining his priorities, desired impact, and leadership approach.

2. Schedule protected time for strategic thinking and relationship-building.

3. Identify initiatives aligning his problem-solving passion with executive-level impact, empowering team members to lead implementation.

Anthony's story serves as a mirror for other leaders. You might find echoes of your challenges in his journey. Consider how you perceive your role as a leader, the consistency of your leadership style, and whether you're protecting time for strategic thinking.

Every leader's journey is unique, but the power of reflection, intentional growth, and targeted coaching is universal. If Anthony's story resonates with you, consider exploring how executive coaching might support your leadership evolution. Your next chapter of leadership excellence is waiting to be written. Are you ready to pick up the pen and apply these leadership lessons to your own journey?

Anthony is a pseudo-name for confidentiality to protect his story, yet his story is common. Today, I primarily coach executive leaders in healthcare, construction, banking, data science, biotech government, and non-profit sectors throughout the United States, with some global clients in Germany, London, and India. Such an article describing COVID-19 conditions could have been written in 2020-2021. Rather, it's 2024, and the primary internal leadership issues remain regardless of external factors. You may know an entrepreneur, an executive CXO, a Medical Practice leader, or a physician who would benefit from a thought partner to help them re-envision their leadership. If so, I will welcome the referral and a discovery conversation. russell@leaderadvance.net

The Self-Care Reset: Fueling Your Personal and Professional Growth

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Back to Basics: Getting Clear on the Essentials

In today's fast-paced world, it's easy to get caught up in the whirlwind of work, family, and personal responsibilities, often neglecting the most essential aspect of our lives: self-care. A recent coaching session with Kathy, dedicated executive leader and single mother of two teenage boys, shed light on the consequences of neglecting the basics and developing new habits for healthy self-care, ultimately leading to better self-leadership.

The Consequences of Neglecting the Basics

Kathy's story is not uncommon. As she juggled her demanding role at work and the responsibilities of being a single mother, she found herself on a hamster wheel of stress and exhaustion. She was getting only six hours of sleep, making poor dietary choices, and struggling to find time for exercise. The lack of self-care took a toll on her physical, mental, and emotional well-being, leaving her feeling depleted and unable to show up as her best self, both at work and at home.

The Impact on Leadership and Personal Life

Neglecting self-care not only affects personal well-being but also significantly impacts one's ability to lead effectively. Kathy realized that her lack of self-care hindered her ability to make sound decisions, communicate effectively, and manage her team with patience and clarity. Moreover, it took a toll on her personal life as she struggled to fully present and engage with her children.

Developing New Habits for Healthy Self-Care

Kathy began to develop new habits to break the neglect cycle and prioritize self-care. She committed to getting at least seven hours of sleep each night, making healthier food choices, and carving out time for exercise, mainly walking, which she found to be a meditative and restorative practice. Additionally, she recognized the importance of setting boundaries and creating quiet time for herself, whether working from home occasionally or taking a solo weekend trip to recharge.

Three Practical Steps to Getting Back to Basics of Self-Care

1. Prioritize Sleep: Aim for at least 7-8 hours each night. Adequate sleep is crucial for physical and mental recovery, emotional regulation, and overall well-being. Establish a consistent sleep schedule and create a relaxing bedtime routine to promote better sleep.

2. Nourish Your Body: Make conscious choices about the foods you consume. Opt for a balanced diet rich in whole foods, fruits, vegetables, and lean proteins. Proper nutrition fuels your body and mind, providing the energy and clarity needed to tackle daily challenges and maintain optimal health.

3. Incorporate Movement: Find a form of physical activity you enjoy and make it a regular part of your routine. Whether walking, yoga, swimming, or dancing, exercise releases endorphins, reduces stress and improves overall physical and mental well-being. Aim for at least 30 minutes of moderate exercise most days of the week.

The Path to Better Self-Leadership - Small Steps Lead to Better Life Giving Habits

By prioritizing self-care, Kathy noticed a positive shift in her energy, productivity, and overall well-being. She approached her work with greater clarity and confidence, leading her team more effectively and navigating the challenges of her role with greater ease. Moreover, she was more present and engaged with her children, creating a healthier and happier home environment.

The journey to better self-leadership begins with a commitment to self-care. By recognizing the consequences of neglecting the basics and developing new habits for healthy self-care, we can cultivate the resilience, clarity, and emotional well-being necessary to lead ourselves and others effectively. As Kathy's story demonstrates, prioritizing self-care is not a luxury but a necessity for personal and professional success. By putting our oxygen masks on first, we can show up as our best selves and positively impact all areas of our lives.

Coaching Question When's the last time you felt like you were thriving? What are some of those practices you could re-engage into your daily routines? Still not sure where to begin? Start by taking 10-15 minute morning and afternoon breaks in your workday for a short walk. If helpful, bring a friend with you. Pay attention to how you feel afterwards, then build on your disciplines. What can you do to get back to the basics of your personal health for your professional success?

Personal Reflection

1. Reflect on a time when you felt your best, both physically and mentally. What self-care practices were you engaging in during that period?

2. What are some small, manageable steps you can take to prioritize your self-care, starting today?

3. How can you incorporate more movement into your daily routine, even during a busy workday?

4. What benefits do you notice in your mood, energy levels, and productivity when you consistently prioritize self-care?

5. How can you encourage and support your colleagues or team members to prioritize their own self-care, creating a culture of well-being in your workplace?

By asking ourselves these questions and taking action to prioritize our self-care, we can reclaim our sense of thriving and show up as our best selves in all areas of our lives.

3 Lessons Learned Creating Psychological Safety

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As an Organizational Development consultant, I have a front seat in the facilitation of building healthy, cohesive teams. Every team represents a case study of leadership and social dynamics lessons to observe and learn. Shared leadership and psychological safety influence levels of cognitive and social motivations (Sun et al., 2023). High-functioning cohesive teams compared to low dysfunctional teams reflect trust among team members. The higher the trust, the higher the effectiveness. For the last six months, one group I have been working with has unique collaborative, courageous, and fun dynamics. It is a joy to be at the table.

What makes teamwork well?

A level of trust reflects a high degree of psychological safety between team members and the leader. Psychological safety increases work performance, collaborative knowledge-sharing behavior, organizational citizenship, and lower turnover when done well. The ability to communicate openly and freely determines team members' positive work outcomes. (Liu & Keller, 2021). 

“A surviving versus thriving team is marked by belonging, not bullying. ”

Consultants are typically called in when there is a problem. When there was no trust, little communication and productivity suffered. One case study of two teams I recently worked with included a group that experienced a 200% turnover over two years. Meanwhile, the second team was engaging, energetic, and innovative. The first team felt exhaustive and unengaging. The root issue of the first team was a leadership challenge after months of consultation, 360s, personality assessment, culture surveys, and team intervention. The leader style is a micromanager with inconsistent communication, favoritism, and hyper-control of the details. It is simple to see when written in plain text. However, the leaders needed to see it and be made aware of their style and its impact. Compared to the second team leader, who empowered and encouraged team members in their work. Leaders who shape and value psychological safety unleash talent and create value (Edmondson, 2019).

People are naturally motivated and thrive in inclusive environments. However, there are also significant benefits to moments of solitude, isolation, and privacy. These periods can foster creativity, provide clarity and perspective, and offer a much-needed respite from social demands. It's a delicate balance, one that each individual must navigate to find a healthy tension between belonging and being. When this equilibrium is achieved, it can significantly enhance cognitive and social motivation. 

Here are three practical lessons learned and their direct applications for your next team meeting:

Lesson 1: High trust and psychological safety levels lead to more effective, cohesive teams.

   Practical application: Foster an environment where team members feel comfortable sharing ideas, opinions, and concerns without fear of negative consequences. Encourage open communication and lead by example.

Lesson 2: The leadership style you adopt significantly shapes team dynamics and performance.

   Practical application: Reflect on your leadership style and its effects on the team. Identify areas where you can empower team members, communicate consistently, and avoid micromanagement. Consider seeking feedback from your team to gain insights into their perceptions and needs.

Lesson 3: Striking a balance between belonging and solitude is a critical factor for individual motivation and well-being.

   Practical application: Recognize that team members have different social interactions and needs for solitude. Encourage a culture that respects both collaborative work and individual-focused time. Consider implementing flexible work arrangements or designated quiet spaces to support this balance.

By applying these lessons, you can create a more psychologically safe and motivating environment for your team, ultimately improving performance and job satisfaction.

Today, I'm working with a team of local community leaders. After ten years as a consultant facilitating better teams, I'm still learning. I get to practice these three lessons for the good of the community. How about you? What can you do today to facilitate psychologically safe, high-trust teams? 

Reference

Edmondson, A. C. (2019). The Fearless Organization: Creating Psychological Safety in the workplace for learning, innovation, and growth (1st ed.). Wiley.

Liu, Y., & Keller, R. T. (2021). How psychological safety impacts R&D project teams' performance: In a psychologically safe workplace, R&D project teams perform better, more readily share knowledge and engage in organizational citizenship behavior, and are less likely to leave. Research Technology Management, 64(2), 39-45. https://10.1080/08956308.2021.1863111

Sun, M., He, K., & Ting, W. (2023). The impact of shared leadership on team creativity in innovation Teams—A chain mediating effect model. Sustainability, 15(2), 1212. https://10.3390/su15021212

The Winding Road: My Journey Through Miracles, Models, and Mastery

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Straddling between faith and wisdom, I reflect on my 25-year entrepreneurial journey and see that there has yet to be a straight path. There have been so many twists and turns, ups and downs, and lessons learned the hard way. But I wouldn't have it any other way because those struggles and failures shaped me into the leader and person I am today.

In those early years, my business was truly a miracle-based operation. As that tough-loving CPA mentor of mine so bluntly put it - "Russell, you're in the miracle business." Sobered by his comment and counsel, in time, I realized he was absolutely right. As a smaller business owner, I depended entirely on finding that perfect product at the ideal price and timing for each project. Talk about operating under extreme uncertainty and ambiguity! 

There were so many times things fell apart that inventory didn't materialize, and I lost my shirt on deals because of the logistical costs of shipping and storage. I can't even count how many miracles I had to manifest through sheer grit and faith to keep that business afloat. But you know what? Those trying times taught me resilience, gratitude, and humility. They forced me to embrace the unpredictable nature of entrepreneurship. And critically, they opened my eyes to the beauty of uncertainty - those unexpected open doors that can completely change your trajectory when you least expect it.

Eventually, I realized that in running a miracle-based business, more wisdom and prudence were needed to hedge against risks beyond my control. As another wise mentor advised, I needed to develop a sustainable model I could count on. That transition required even more faith, as I had to tear down my old way of operating and rebuild it into something scalable and strategic. However, the lessons were invaluable - the importance of discipline, focusing on priorities, refining my value proposition, diligent planning, and investing relational equity with my clients. Shifting to a coaching/consulting model providing expertise rather than products was one of my career's most significant paradigm shifts.

Even after establishing a solid model, I realized there was another summit to climb - the pursuit of true mastery. As my dear friend acknowledged, I had entered a "season of mastery" in my work. His words stuck with me as I grappled with taking my coaching and leadership development craft to the highest level of artistry and excellence. Another mentor's quoting proverbs crystalized it for me: "The gift will make the way for the giver and usher them into the presence of the great." I had to ceaselessly work on honing my unique gift to achieve mastery.

That journey towards world-class mastery has been humbling and challenging. There's a never-ending loop of continuous learning required. Anytime I think I've reached the mountain peak, I realize there's an even higher summit. True masters, as I've learned, never lose the humility to keep striving and growing. But it's also been the most rewarding path, finally finding that deep sense of joy and fulfillment that comes from operating at the highest craftsman level of your work.

So here I am today, still bouncing between those seasons of miracles, models, and mastery at different points. It's an agile, meandering journey without any final destination. I've had to embrace the uncertainties and failures, analyze where I went off-track, realign myself through strategic shifts, and always keep climbing towards the next level of excellence. 

I share these vulnerable reflections to illustrate that there is no linear path to success. We're constantly moving between those seasons, learning and growing. So my invitation to you is this - where do you feel stuck in your career journey right now? 

My primary work today and since 2012 facilitates open coaching conversations to help you realign and refocus on achieving your vision of miracles, building a sustainable model, or striving for mastery. The road is tough, but having someone walk beside you may bolster your next step in your journey. If a discovery conversation may help to see if coaching is helpful, let's map out your next steps together.

Let the Research Begin: A Journey Towards Positive Workplace Culture

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Early this week, I received approval from the Institutional Review Board to begin my research. I welcome your help through a referral OF an executive leader who led a cultural shift from a negatively toxic workplace to a positive, productive one. 

For a little context of my doctoral journey… In the wake of COVID-19, many of us found ourselves with an unexpected opportunity to pause and reflect on our long-term goals and aspirations. For me, this period sparked a renewed desire to embark on a doctoral journey. This path had been on my radar for years but had remained elusive due to the challenges I faced as a student in my earlier academic pursuits.

As someone who thrived on street smarts and hands-on learning, I know that the traditional academic environment posed a unique set of obstacles. However, as I progressed through my master's program in my early thirties, I began to appreciate the value of formal education and its role in shaping my leadership abilities.

My master's journey was not just about obtaining a degree; it was a transformative experience that fostered my growth and development as a leader. Exposure to diverse perspectives, philosophies, and the stories of fellow leaders allowed me to broaden my horizons and refine my approaches to work and business.

I am on the home stretch of completing my doctoral journey in industrial-organizational psychology. This field, which differs from clinical psychology, equips me with the knowledge and skills to serve as a workplace consultant, guiding leaders and teams through coaching and facilitation.

My dissertation research is dedicated to understanding how leaders can transform negativity into positivity in workplace cultures. Through in-depth interviews with leaders and an extensive literary review, I aim to develop a model that will inform strategies for turning negative environments into thriving, positive workplaces.

This journey is not just about academic pursuit, but also about continuously learning and growing as a professional. I am deeply passionate about sharing insights that can inspire and empower others, and I believe in creating cultures where people are excited not just about their work but also about the individuals they collaborate with.

I am actively seeking executive-level leaders to participate in my research. Your unique experiences and insights are invaluable to my study. If you or someone you know meets the criteria outlined below, I would be honored to include your perspectives in this important research.

Criteria for Research Participants: https://www.theadvance.net/phd-research

- Executive-level leaders with a minimum of 100 employees under their leadership

- Individuals who have led change within a negative workplace culture

- Leaders willing to share their insights and strategies through in-depth interviews

If you are interested in contributing to this vital research or know someone who may be a suitable candidate, please contact me at russell@leadersadvance.net. Together, we can unlock the secrets to fostering positive, thriving work environments that inspire and uplift individuals at every level.

Transforming from Angry Micromanager to Empowering People-First Leader

@dre0316

Ray's journey from an chronic 15 year angry micromanager to an empowering leader is a testament to the power of transformation. Initially, he was introverted, unapproachable, and instilled fear in his team. His superintendents avoided him, hiding problems until weekly meetings where they'd explosively vent issues Ray remained oblivious to. Ray struggled with delegation, attempting to do everything while criticizing his team's failures. 

The command-and-control, low-trust micromanagement that Ray practiced had a detrimental effect on the team culture. It fostered isolation, poor communication, and disengagement. Ray's perfectionist need for control meant no one felt safe being vulnerable about obstacles they faced. His team huddled together for support since Ray was too busy angrily firefighting issues to provide guidance.

Ray's anger and workaholic habits at home starved his family of quality time. He recognized his leadership failures but felt trapped in his worldview of distrusting people's motives and convincing himself, "I can't trust anybody."

The breakthrough came 3 years ago when Ray's boss instructed him to take his team out for a pure relationship-building lunch - no shop talk. Ray realized his team was similar to his own. He started opening up, listening, and collaboratively attacking issues.

Ray created a big whiteboard listing all their challenges, but instead of unilaterally attacking it, he brought his team together. Ray's vulnerability to entrusting his team with the issues transformed the culture. They collaborated, divvied up responsibilities, and knocked out items with outstanding teamwork.

Ray's transformation from a controlling micromanager to an empowering leader had a profound impact. It not only boosted morale, communication, delegation abilities, and work-life balance but also dissipated his anger as he learned to trust his capable team.

Key principles powered Ray's transformation:

1. Get to know your people as human beings, not just workers. This builds rapport and understanding.

2. Be vulnerable by admitting your issues/weaknesses. This promotes psychological safety for teamwork.

3. Collaborate by entrusting challenges to the collective brain. Trust generates far better solutions.  

4. Delegate fully to utilize your team's talent. Don't inefficiently go it alone in heroic individualism.

5. Prioritize people over tasks. Model servant leadership by supporting versus driving them.

To apply these principles, Ray plans to:

1. Create a "whiteboard" to visualize work through issues and reconnect collaboratively

2. Voice issues transparently in team meetings to promote open communication 

3. Connect personally with peers/team members to find common ground and expand his circle of trust

The path from an angry micromanager to an empowering people leader is not as complex as it may seem. It's about prioritizing and understanding your people over rigid task ownership. With vulnerability and a shift in worldview, even controlling leaders like Ray can ignite cultural transformations that unleash formidable productivity through teamwork. This simplicity of the transformation should empower leaders to take the first step toward change.

If you work with someone like Ray before his transformation, begin a conversation about understanding his worldview and relationship with trust. If you need coaching support with someone on your team who struggles with low trust let us know how we can help. Free to connect with our coaching team.

Getting Good at Chit Chat & the Value of Small Talk

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For some of you carrying a conversation is like breathing. It’s easy! For the rest of us, it takes work!

Let's bring this into perspective with real-life examples. In the past week, I've had conversations with three professionals: the President of a software organization, the director of product development, and an emerging leader in mechanical engineering. All three echoed a similar sentiment: 'It's easier to focus on the tasks than talk about how people are feeling.' 

My book, The Conversationalist, was written as a guide to help you have deeper conversations, yet you've got to start by creating small, meaningful connections. 

As a leader, mastering the art of chit-chat and small talk is not just a skill but a powerful tool for building trust, fostering engagement, and creating a positive work environment. These seemingly trivial conversations hold the key to making your team members feel valued, validated, and encouraged, which in turn can lead to significant improvements in their performance and overall satisfaction, directly impacting the success of your team and organization.

Small talk is more than idle chatter; it's a way to show genuine interest in your team members' lives. By asking about their weekend plans, family events, or hobbies, you demonstrate that they matter as individuals, not just employees. This simple act can go a long way in making them feel appreciated and respected.

Small talk is not just about showing interest in your team members' personal lives; it's a sincere tool for understanding their day-to-day concerns and challenges. By actively listening to their stories and experiences, you gain valuable insights into their perspectives, which can help you address any roadblocks or frustrations they may be encountering. This demonstrates your care for their well-being and success and also enables you to improve processes and remove obstacles, leading to a more productive and harmonious team. In essence, small talk is a key driver of team dynamics, and as a leader, you play a crucial role in fostering these dynamics.

Consistent positive feedback is another crucial aspect of compelling small talk. By celebrating small wins, acknowledging hard work, and offering encouragement, you create a supportive environment where your team members feel motivated and valued. This positive reinforcement can boost morale, increase productivity, and foster a sense of camaraderie within the team. Consider how often you recognize the work of your people in a meaningful way. 

So, how can you improve your chit-chat and small talk? It starts with being present and attentive during conversations. Put away your phone, make eye contact, and actively listen to what your team members are saying. Ask follow-up questions to show your interest and encourage them to open up. Capture a few notes afterward to help you remember small details about their lives and follow up on them during future conversations. These simple steps can make a significant difference in your small talk skills and, consequently, in your leadership effectiveness.

Practical Next Step:

1. Set a reminder to have either formal or informal 10-15 minute one-on-one catch-up sessions with each team member every two weeks.

2. Use these sessions to engage in small talk, ask about their interests and concerns, and provide positive feedback.

3. After three months and 5-6 intentional conversations, see what you've learned and the impact of the check-ins. Your simple practice will go a long way in fostering a more connected and engaged team.

Your interest, sincerity, and consistency can transform a culture faster than you think possible. By mastering this skill, you can create a culture of trust, validation, and encouragement within your team, ultimately leading to a more cohesive and successful workplace.

The Silent Voice: When the Team Goes Quiet

@smartworkscoworking

Have you ever experienced the feeling of your voice being marginalized and your ideas and expertise being persistently overlooked?

In my recent work coaching, I've witnessed this painful dynamic firsthand as I observed an exceptional employee, whom we'll call Emily, a Communication Director, ironically given her role, losing her voice amidst the power dynamics of a team led by a newly hired executive, Sarah.

Despite Emily's competence and dedication, Sarah's unconscious need to assert her value in the executive role inadvertently overshadowed Emily's contributions. Sarah's approach unwittingly silenced the diverse perspectives and innovative thinking that Emily brought. Instead of having her expertise elevated and her insights heard, Emily was sidelined and marginalized.

Emily's silencing had a devastating impact on the rest of the team. Their synergy and productivity plummeted as crucial ideas went unheard. Morale dwindled as frustration and disillusionment set in. Worst of all, the once-vibrant Emily began to withdraw, her confidence eroded by the persistent disregard for her talents. The air went out of the room.

When conversation slows, so begins the erosion of trust.

Have you ever found yourself in a similar situation, feeling powerless to find your voice and make it heard? What steps did you take to advocate for yourself and reclaim your rightful place at the table? Perhaps a mentor or ally stepped in to champion your cause and amplify your perspective.

As a leader, have you ever caught yourself monopolizing discussions or promoting your agenda at the expense of your team's voices? It's a common pitfall driven by a genuine but misguided desire to prove one's worth. However, the cost of this behavior can be severe - lost innovation, decreased morale, and the alienation of top talent.

Who in your life and work seems to have lost their voice when you're in the room?

This scenario underscores the critical importance of effective leadership in fostering a culture of collaboration, respect, and recognition. Leaders must recognize each team member's value and actively cultivate an environment where diverse perspectives are welcomed and honored. Failure to do so stifles progress and risks eroding team cohesion and losing irreplaceable talent.

Through targeted coaching and courageous feedback from her direct reports, Sarah raised her self-awareness and started recognizing Emily's silent voice. By fostering empathy and understanding, Sarah began actively engaging Emily's expertise - catalyzing a revitalization of team dynamics and renewed productivity.

Sarah's experience strongly reminds us that authentic leadership does not involve dominating the spotlight but elevating the brilliance of those around you. A leader must create an environment where every voice is heard, respected, and empowered to contribute. This is the only way to ensure teams thrive and achieve extraordinary results.

Take a moment to look at your experiences. When have you ever felt marginalized? Who's the person or people who advocated for you? Understanding how they made a difference and learning from their actions is crucial.

As a leader, it's your responsibility to amplify the voices of everyone on your team. Each team member has a unique perspective that can contribute to the team's success. Therefore, you must provide a platform to harness the collective genius of all. By doing so, you can ensure that your team achieves its goals and exceeds expectations.

From BlueSky Dreams to Focused Reality: Embracing the Power of "No"

@mamuej

I find immense joy in vast, expansive vistas—the sweeping views from Hawaii's beaches or the breathtaking scenery of Colorado's mountainside, which I call home. The promise of new possibilities and inspiration from fresh opportunities drive me forward. Every path I encounter unveils new adventures waiting to be explored. Like a child, I'm endlessly curious about what lies beyond the next corner, eager to discover the boundless wonders that await.

As a fellow explorer, entrepreneur, or leader, you can relate.

A decade ago, I embarked on a journey into professional coaching, fueled by a BlueSky mindset that saw endless possibilities in every opportunity. Starting my new venture, I dove headfirst into the world of coaching, eager to make a difference and explore the vast potential.

However, amidst the excitement of new beginnings, I soon became overwhelmed by the sheer magnitude of choices. From workshops and seminars to consulting gigs and personal projects, the allure of new opportunities beckoned at every turn, threatening to divert my focus and dilute my efforts.

Then, my coach presented me with a simple yet profound challenge: for every "Yes" I uttered, I must also articulate ten "Nos." At first, the task seemed daunting. How could I possibly turn down nine promising opportunities for the sake of one? But as I delved deeper into the practice, I began to understand its inherent value.

The discipline of crafting a list of "Nos" forced me to confront my tendencies as a BlueSky thinker. It required me to pause, reflect, and evaluate each opportunity against my goals and values. Was this endeavor genuinely aligned with my vision? Did it have the potential to move me closer to my objectives? Or was it merely a distraction, enticing me with the allure of novelty?

As I embraced the power of "No," I discovered its transformative effect on my life and work. No longer bound by the tyranny of choice, I found clarity and focus amidst the chaos of endless possibilities. By prioritizing my best opportunities and learning to let go of the rest, I focused my energy on endeavors that genuinely mattered, yielding greater fulfillment and impact.

Yet, mastering the art of saying "No" is ongoing. Even after a decade of practice, I continue to grapple with the temptation to chase after every shiny new opportunity. But with each passing day, I grow more adept at discerning between what is merely good and what is truly great. I have realized that putting first things first requires discipline and the willingness to let go of even good things in pursuit of what is better and best.

Reflecting on my coaching journey, I am grateful for the invaluable lesson I learned. The power of "No" has become an indispensable tool in my arsenal, guiding me toward more significant focus, effectiveness, and fulfillment. And for fellow BlueSky thinkers wrestling with the allure of endless possibilities, I wonder how embracing the discipline of saying "No" to prioritize your best opportunities unleashes your entire focus as you move towards the horizon of BlueSky possibilities.

A Spark to Guide to ReCalibrate Your Leadership

@jakubskafiriak

Listen closely to the guidance your mentors offer - their advice comes at a significant cost through hard-won experience and painful lessons learned along the way.

As a young entrepreneur, I've made and lost millions in opportunities and real money from mistakes over 25 years of running a business. I've also learned some wisdom that works. In my role today as a mentor and coach, I'm writing for my clients: Kara, Michael, Sarah, Josh, Brad, Kate, Stacey, Matt, Nancy, Laura, Jim, and more to come in the days ahead. However, I'm writing to my younger self - the leader I was hoping to become 20 years ago while giving my all yet still making missteps. Yet, turning the corner on 50, I'm still learning every day, and learning most often comes from evaluated experience. 

If you're running hard and not getting the results you're hoping to achieve, then Spark is written for you. 

"Spark" is a letter of guidance, written from the perspective of my current self to the fired-up but sometimes misguided young leader I once was. It captures the lessons, mindsets, and practices I wish I had embraced earlier in my journey. By sharing these insights, I can help reignite the passions and sharpen the focus of aspiring leaders - saving them from some of the self-inflicted hurdles I encountered. While the advice is directed inward, it is also intended to inspire and illuminate any leader committed to continuous growth and impact.

Spark will be a series of articles that guide you in recalibrating your leadership approach across four fundamental perspectives: purpose, performance, process, and people. It introduces 12 core practices and disciplines that allow you to fully evaluate and fine-tune how you lead to realizing your leadership potential.

The four perspectives are:

1. Purpose - Clearly define your "why" as a leader and align your efforts around an inspiring vision and meaningful impact.

2. Performance - Optimizing your productivity habits and driving peak performance from yourself and your team.

3. Process - Implementing systematic methodologies to streamline operations, enable innovation, and achieve consistent, high-quality results.

4. People - Develop strategies to unite, motivate, and empower your people to thrive individually and collectively.

Across these four areas, the 12 practices provide tangible tools for assessing your current proficiencies and identifying opportunities to elevate your leadership capabilities. From personal goal-setting to building high-trust team dynamics, implementing Agile processes to fostering a growth mindset culture - Spark equips you with a comprehensive framework.

The aim is to help you pinpoint potential blockers or leaks that may constrain your ability to inspire and lead effectively. By optimizing purpose, performance, processes, and your guidance of people, you can unlock new levels of motivation, collaboration, and impact.

Spark is a tuning manual for consistently calibrating your leadership across all dimensions. It provides a system for identifying areas that need adjustment and deploying targeted practices to get yourself, your team, and your overall leadership approach is firing on all cylinders.

Inspiration of Spark

It started in 2019, with bloody knuckles and greasy fingernails from working on my old truck engine. As I crawled under the hood of my Dodge Hemi V8, I realized that all 16 spark plugs needed to be working properly to get maximum power and performance. It was a simple yet profound lesson.

@sfkopstein

My truck sputtered down the road, clearly not running at its full potential. The diagnostics revealed one cylinder was misfiring badly. After years of supposed maintenance, I discovered that a spark plug in the back corner had never actually been replaced! This 15-year-old truck had essentially been running with a critical component neglected all this time. 

Could you imagine running a business or leading a team without ever reviewing, updating, or maintaining key processes and systems over such a long period? It would be disastrous.

From a young age, I was fascinated by how things are built and fit together - spending hours constructing with erector sets, landscaping yards, and eventually designing office furniture and corporate spaces. These experiences showed firsthand how synergy between people, processes, and physical spaces drives organizational success.

At its core, effective leadership is like a high-performance engine - it requires a "spark" to ignite the full potential of the team and organization. Just as a spark plug initiates combustion to propel a vehicle forward, an inspiring leader catalyzes motivation, innovation, and high performance in their people.

When leaders embody the "Spark," they energize their team with a shared passion and purpose, fostering collaboration, creativity, and peak productivity. Teams with this collective "spark" leverage their talents seamlessly to achieve ambitious goals.

At the organizational level, the leadership "Spark" drives a culture of excellence - fueling strategic initiatives, transformative change, and sustainable growth. A "sparked" organization becomes an industry force, attracting top talent and driving breakthrough innovation and results.

However, like a fouled spark plug, a leader's "spark" can become dampened by stress, burnout, or complacency - diminishing motivation, morale, and performance across the team and company. Reigniting the "Spark" requires leaders to prioritize self-care, self-leadership, peer mentoring, and professional coaching.

Self-care through physical, mental, and emotional practices gives leaders the resilience to inspire their teams. Self-leadership involves setting a vision, leading by example with a growth mindset, and inspiring others. Peer mentoring allows leaders to share insights, receive feedback, and support each other. Professional coaching helps identify strengths, growth areas, and strategies to cultivate self-awareness and refined leadership skills.

Ultimately, the "Spark" catalyzes exceptional leadership - helping people and organizations achieve their highest potential. By nurturing their own "Spark" through proven practices, leaders can reignite their passion, drive, and sense of purpose while inspiring those around them.

Conclusion

The metaphor of the "Spark" provides a powerful analogy for understanding the catalyzing role that effective leadership plays in igniting potential, driving performance, and achieving exceptional results within teams and organizations. Just as a spark plug is essential for combustion and propelling an engine forward, inspiring leadership is the Spark that ignites passion, innovation, and growth.

By prioritizing self-care, self-leadership, peer mentoring, and professional coaching, leaders can nurture their own inner "Spark," - allowing them to lead with more incredible energy, vision, and ability to empower others. When a leader's "Spark" is vital, it has a contagious effect of motivating the entire team and fostering a culture primed for success.

As you reflect on the leadership "Spark" within yourself and your organization, consider:

• What fuels your personal "Spark" as a leader? What depletes or diminishes it?

• How can you better nurture your "Spark" through self-care, goal-setting, mentoring, or coaching?

• In what ways are you effectively transferring your "Spark" to light a fire within your team?

• What processes or systems need revisiting to maintain high performance? Where might a fresh "Spark" be required?

• How can you fan the flames of your organizational "Spark" to drive innovation and growth?

Continuously reigniting the leadership "Spark" is essential for individuals and organizations striving to reach their highest potential. By nurturing this vital catalyst, you can propel your team's performance and accelerate towards ambitious goals.

Unearthing Purpose: Navigating First Things First in a World of Secondary Distractions - Insights from a Coaching Journey with Dave

@jamie452

Dave slouched into the armchair in my office, his face a mask of exhaustion and frustration. A heavy sigh replaced his typically energetic demeanor as he rubbed his temples, trying to alleviate the tension building there.

"It's just... too much," he began, his voice strained with emotion. "Work is relentless. The demands seem to pile up faster than I can handle. I barely have time to catch my breath before another task is added to my plate."

I nodded in understanding, encouraging him to continue.

"And then there's life outside of work," he continued, his words coming out in a rush. "Family obligations, personal goals, household chores... it's like I'm drowning in a never-ending list of things that need to be done."

I could see the weight of his responsibilities bearing down on him, the pressure evident in the lines etched on his face.

"I try to keep up, I really do," Dave confessed, his voice tinged with frustration. "But it's like I'm stuck in this endless cycle of trying to stay afloat, and I'm not sure how much longer I can keep it up."

As he spoke, I could feel the heaviness of his emotions, the overwhelming sense of being stretched too thin.

"The worst part is the guilt," he admitted, his voice breaking slightly. "I feel guilty at work because I'm not spending time with my family, and I feel guilty at home because I'm not getting enough work done. It's like I can't win."

At that moment, I could sense the burden of his commitments hanging over him like a dark cloud, casting a shadow over every aspect of his life. Dave struggled to find balance amidst the chaos, grappling with the weight of his obligations and its toll on his well-being.

You might recognize Dave in your life, or perhaps you're grappling with similar challenges yourself. Maybe you're seeking ways to respond empathetically to situations like Dave's, or, upon recent reflection, you've realized that you see echoes of Dave's struggles when you look in the mirror.

In the fast-paced world of leadership, getting caught up in the whirlwind of daily tasks is easy, leaving little room to focus on what truly matters. In a recent coaching session with Dave, we explored the challenges of feeling overwhelmed, reactive, and constantly on the brink of burnout. However, amidst these struggles, Dave emerged with a newfound sense of clarity and purpose, sparked by the concept of putting first things first.

At the heart of our coaching conversation was recognizing that intentional living requires prioritization. Dave expressed feeling stretched thin, daily feeling like a battle for survival rather than a journey of fulfillment. However, through our dialogue, he began to see the power of shifting his focus from mere survival to intentional living, starting with the design of decision-making criteria for both his personal and professional life.

So, how does one set decision-making criteria by putting first things first? Dave and I identified five essentials that serve as guiding principles for intentional living:

1. Living Daily with Purpose: Dave realized the importance of aligning his actions with his overarching goals and values. By starting each day with a clear sense of purpose, he could ensure that his decisions were driven by his long-term vision rather than short-term pressures.

2. Declaring Your Values: Central to Dave's journey was the recognition that clarity of values is essential for effective decision-making. By articulating his core beliefs and principles, he could use them as a compass to navigate life's complexities with integrity and authenticity.

3. Being Proactive About Priorities: Dave learned the importance of proactively identifying and prioritizing his most important tasks and commitments instead of being swept away by the demands of the moment. By focusing his energy on what truly matters, he could avoid the trap of busyness without purpose.

4. Building Life-Long Relationships: Dave acknowledged the significance of investing in meaningful relationships that nourish his personal and professional growth. By surrounding himself with supportive peers and mentors, he could cultivate a network of trust and collaboration that would sustain him through challenges and triumphs.

5. Not Settling for Secondary Things: Finally, Dave embraced the idea that true fulfillment comes from pursuing excellence rather than settling for mediocrity. By striving for excellence in all areas of his life, he could create a legacy of impact and influence far beyond his immediate sphere of influence.

Central to Dave's transformation was the realization that while he couldn't control external factors such as his reputation, he had complete agency over his character. By cultivating virtues such as integrity, resilience, and humility, he could shape his identity in a way that transcended external validation.

In conclusion, coaching with Dave underscored the transformative power of putting first things first. By prioritizing what matters most and designing decision-making criteria aligned with his values and goals, Dave was able to reclaim a sense of purpose and direction in both his personal and professional life. As he continues on his journey of intentional living, he serves as a beacon of inspiration for others seeking to live with clarity, conviction, and authenticity.

Killing Culture: A Leader's Response to Chaos

Culture is the lifeblood of any organization. The invisible force shapes how people work together, make decisions, and ultimately achieve their goals. However, creating and maintaining a healthy culture is challenging, especially in times of chaos and uncertainty. As leaders, we are responsible for nurturing a positive culture and responding effectively when it's threatened. 

For the past three years, I've delved into the intricate realm of culture transformation, working behind the scenes to instigate change where attitudes and behaviors threaten organizational performance, engagement, and retention. In the often shadowy corners of workplace culture, words like toxicity, bullying, and negativity have unfortunately become all too common. Both practical experience and academic pursuit have shaped my journey in this field. Since 2021, I've immersed myself in doctoral studies focused on Industrial-Organizational (I/O) workplace psychology to uncover the underlying mechanisms driving cultural dynamics.

As I prepare to embark on my dissertation research this spring and summer, my focus continues exploring how leaders can exert influence to shift from a negative to a positive workplace culture. Drawing from my role as a consultant and coach, I've had the privilege of working with 40-50 leaders from diverse industries and countries, gaining invaluable insights into the intricacies of culture shaping. While each organizational context presents unique challenges, I've realized that the fundamental principles underlying cultural transformation are universal.

The culmination of numerous coaching sessions and culture conversations has inspired today's article. It's important to note that the confidentiality of my clients remains paramount, and any insights shared here are presented in a manner that upholds their anonymity. Join me as we delve into the essential components of culture change and leaders' pivotal role in steering their organizations toward a brighter, more positive future.

In this article, we'll explore the importance of culture, how to create it, and crucial action steps to prevent its demise.

Why Culture Matters

Culture isn't just about perks like ping-pong tables or free snacks. It's about shared values, behaviors, and norms that guide every aspect of how work gets done. Employees are more engaged, productive, and loyal when a company has a strong culture. Conversely, a toxic culture can lead to disengagement, turnover, and, ultimately, the organization's downfall.

In a recent employee meeting, the CEO and president's lackluster leadership highlighted the dire state of our company's culture. The disconnect between espoused values and actual behaviors was glaring, leaving employees disillusioned and disheartened. This incident underscored leaders' critical role in shaping and upholding the culture.

Creating a Positive Culture: Best Practices

Creating a positive culture requires a concerted effort from leadership. It's not enough to dictate values from the top; leaders must embody them through their actions and decisions. Here are three critical steps to building and preserving a healthy culture:

1. Lead by Example: As leaders, we must set the tone for the organization by modeling the behaviors we expect from others. This means demonstrating integrity, transparency, and accountability in everything we do. Our actions speak louder than words, and employees look to us for cues on how to behave.

2. Foster Trust and Transparency: Trust is the foundation of any thriving culture. Leaders must cultivate an environment where employees feel safe to speak up, share ideas, and challenge the status quo. This requires open communication, active listening, and a willingness to admit mistakes. Transparency builds trust and empowers employees to take ownership of their work.

3. Empower Employees: Cultures thrive when employees feel valued and empowered to make meaningful contributions. Leaders should provide growth opportunities, recognize achievements, and solicit feedback from all levels of the organization. Empowered employees are more engaged, innovative, and committed to the company's success.

Identifying and Addressing Culture Killers

Even the most vital cultures can be undermined by certain behaviors and practices. Identifying and addressing these "culture killers" is essential for preserving a positive work environment. Here are some common threats to culture and how to combat them:

1. Inconsistency: When leaders' actions don't align with stated values, it creates confusion and erodes trust. Leaders must ensure consistency between what they say and what they do, holding themselves accountable to the same standards they expect from others.

2. Lack of Adaptability: Organizations are constantly evolving, and leaders must be willing to adapt to changing circumstances. Resistance to change can stifle innovation and create resentment among employees. Leaders should embrace flexibility and encourage experimentation to keep the culture vibrant and resilient.

3. Poor Communication: Effective communication is essential for building trust and alignment within the organization. Leaders must be clear, transparent, and accessible in communication, keeping employees informed and engaged. Regular feedback channels should be established to address concerns and foster a culture of open dialogue.

Moving Forward: A Call to Action

As we navigate the challenges of creating and preserving a positive culture, leaders must take proactive steps to address any issues that arise. By leading by example, fostering trust and transparency, and empowering employees, we can build a culture that inspires excellence and drives success.

In the face of chaos and uncertainty, leadership is more critical than ever. We can cultivate a culture that thrives in any environment by embracing these principles and committing to continuous improvement. Let's rise to the challenge and ensure that our organization's culture remains a source of strength and resilience for years.

Where To Begin ReBuilding A Broken Team

Upsplash @charles_forerunner

As a consultant working with teams, I see firsthand the differences between low-trust, toxic teams and high-performing, cohesive teams. Working closely with leaders and teams to help facilitate a turnaround, the discovery session often begins with words like low morale, little engagement, loss of productivity, high negativity, group silos, and little communication. These team dynamics can be overwhelming for the leader, navigating and suffocating for the team members.

If you know a leader or team in this state, I welcome you to keep reading. 

An all too familiar story of leader Mark and Emily's uncommon courage

Unsplash @d_mccullough

Once, in a bustling construction firm, there existed a project management team led by Mark, a capable but indifferent manager. Despite their talents, the PM team members were trapped in a toxic work environment characterized by micromanagement, blame-shifting, and a lack of communication. With morale at an all-time low and productivity plummeting, it seemed as though the team was spiraling towards failure.

Amidst the chaos, Emily, a junior PM, couldn't bear to witness the decline any longer. Despite her apprehensions, she decided to confront the situation head-on. Summoning all her courage, she approached Mark and candidly expressed her concerns about the team's dynamics. To her surprise, Mark listened intently to her feedback, acknowledging the gravity of the situation.

Inspired by Emily's courage, Mark embarked on a journey of self-reflection and transformation. He realized that authentic leadership required more than just overseeing tasks; it demanded empathy, communication, and a willingness to foster a positive work culture. With newfound determination, Mark initiated open dialogues with his team, encouraging them to voice their grievances and aspirations.

A remarkable shift occurred as the team engaged in honest conversations and collaborative problem-solving. Walls were broken down, trust was rebuilt, and a newfound camaraderie emerged. With Mark leading by example, the toxic behaviors that once plagued the team gradually dissipated, creating a culture of respect, accountability, and innovation.

Over time, the team's efforts bore fruit as productivity soared, morale reached new heights, and camaraderie flourished. What was once a toxic team transformed into a tightly-knit unit, united by a shared vision and fueled by the courage to enact positive change. Emily's initial courage ignited a ripple effect, reminding everyone that with intentional leadership and collective effort, even the most toxic environments can be transformed into thriving communities of collaboration and growth.

Mark and Emily's team of PMs reflects team dynamics that are all too common in the workplace. 

After working with hundreds of teams over the last decade, I've identified some standard terms that describe a low-trust team environment that captures the atmosphere and dynamics within the team. Here are some descriptors:

1. Distrustful: Characterized by suspicion, skepticism, and a lack of confidence in others' intentions or abilities.

2. Tense: Signifying a palpable sense of unease, discomfort, or anxiety among team members due to underlying distrust or conflict.

3. Fragmented: Reflecting a lack of cohesion or unity within the team, with individuals operating in silos and limited collaboration or communication.

4. Toxic: Indicating a detrimental or harmful environment characterized by negativity, backbiting, and interpersonal conflict.

5. Unsupportive: Describing an environment where team members do not feel supported or valued by their colleagues or leaders.

6. Closed-off: Suggesting more openness or transparency, with information hoarded or withheld, hindering effective communication and collaboration.

7. Inefficient: Refers to a lack of productivity or effectiveness within the team due to distrust, communication barriers, or a focus on self-preservation rather than collective success.

8. Stagnant: Describing a lack of growth or progress within the team, as distrust and negativity inhibit innovation, creativity, and risk-taking.

9. Reactive: Signifying a tendency to respond defensively or impulsively to challenges or conflicts rather than proactively addressing underlying issues.

10. Draining: Indicating that the atmosphere within the team is emotionally exhausting or draining, with constant tension and conflict taking a toll on morale and motivation.

These often emotionally weighty words paint a picture of a team environment lacking trust, hindering collaboration, communication, and overall effectiveness. Recognizing and addressing these issues is essential for rebuilding trust and creating a more positive and productive team culture. 

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We must acknowledge the pain of what's wrong before moving towards what's right.

Where do you begin to turn a team culture?   

Authentic leaders facilitate the conversation more than focus on fixing the problem. Whether you are the leader or team member, you have a voice and a part to play in building an effective team. 

Begin by reflecting on these teamwork questions that offer valuable insights into the dynamics and effectiveness of our team:

Where are we going: the motivation of a common goal?

Establishing a common goal is the North Star that guides our collective efforts and fuels our motivation. A clear destination instills a sense of purpose and unity among team members. We must regularly revisit and reaffirm our common goal, ensuring everyone remains aligned and inspired to contribute their best.

Who's got your back: the value of trust?

Trust forms the bedrock of our team's cohesion and effectiveness. Knowing that we can rely on each other creates a sense of psychological safety, enabling us to take risks, share ideas, and collaborate more effectively. Building and maintaining trust requires consistent communication, transparency, and integrity. By fostering an environment of trust, we create a supportive ecosystem where every team member feels valued and empowered.

Who's doing what: the importance of clarity of roles and responsibilities?

Clarity of roles and responsibilities ensures that each team member understands their contribution to the collective effort. When everyone knows what is expected of them, it minimizes confusion, reduces redundancy, and enhances overall efficiency. Regularly revisiting and refining roles and responsibilities based on evolving needs and circumstances is crucial for optimizing team performance and maintaining accountability.

What's working and what's not: how do we level-set working team dynamics?

Reflecting on what's working and what's not allows us to identify strengths to leverage and areas for improvement to address. We must create a continuous feedback and reflection culture where team members feel comfortable sharing their perspectives openly and constructively. We can identify opportunities to optimize workflows, resolve conflicts, and foster a more inclusive and productive working environment by periodically assessing our team dynamics, communication patterns, and collaboration processes.

In conclusion, these reflective questions serve as valuable checkpoints for evaluating and enhancing the effectiveness of our teamwork. Look for opportunities to begin the conversation to explore ways you would collectively answer these questions as a team. You can strengthen our collaboration and achieve tremendous success by prioritizing a common goal, cultivating trust, clarifying roles and responsibilities, and regularly assessing and adjusting our team dynamics. Your next step is the courage to start the conversation.