101: Leaders With Heart Create Space For Open And Honest Feedback

Subscribe to the Leadership with Heart Podcast:

In this episode, Heather speaks to Christina Wegner, VP of Marketing at the Vollrath Company. Christina talks about her leadership style, a funny story about her drive to lead, a powerful account about a time when she was not the best leader she could be, and exactly what she did to come out of it. 

Key takeaways:

  • Feedback is a gift. Give it and receive it often.
  • Commit your time to becoming a lifelong learner.
  • Pay if forward. Give your talents away for others to benefit.
  • Do something different and innovative.

This episode is chock-full of psychological safety messages! Listen and learn!
Christina Wegner’s Full BIO

Christina Wegner is the Vice President of Marketing for The Vollrath Company.

A proud member of the foodservice industry since 2017, Christina has a demonstrated history of working in the financial services, plumbing and sports industries. While all seemingly different industries, her role in building incredible brands, relationships, developing amazing people is the common thread in them all! 

She attended the University of Montana for her undergrad, and the University of Wisconsin-Milwaukee for her MBA. In her time outside of the office, she and her husband Tim are raising two beautiful daughters! They enjoy traveling the world, eating great food and playing lots of sports outside!

Since Childhood

I am in a space of continuous learning and improvement. Being a part of an ever-growing and ever-evolving company causes my leadership styles and skills to be put to the test on a daily basis. Actually, this week has given me a run for my money, which I very much appreciate.

I think my leadership journey is very interesting because from an early age, I always like to position myself as the leader. Back in the days, people used to call leaders who are girls very “bossy.” I remember reading my kindergarten report card where my teacher wrote, “I’m concerned to ever leave the room because Christina may take it over.” From then on, my parents knew that there was definitely nothing getting in my way to leadership.

Stretch outside your comfort zone. - @stinam15 #leadershipwithheart Click To Tweet

Cool Tricks Pay Off

I have two incredible role models—my mom and my dad—in my life who showed me that hard work truly pays off. As a woman who had gone up the corporate ranks, my mom really proved to me that if you set your mind to achieving your goals, you really could accomplish all of them.

I went in to all of my leadership roles with eyes wide open. I knew that I have to be prepared for the things I believe could come my way, and I also realized that I have to be open to the stuff I wasn’t prepared for

I have worked very diligently on being mindful of my emotions, on accepting things, and managing my facial expressions and my immediate responses. Over my career, these things definitely have evolved and have been honed.

When I speak in front of groups, sometimes small ones are even more intimidating than big crowds, especially when they are your peers. In public speaking settings, I was taught by a friend how not to become nervous by slowing your heartbeat down. 

To do that, you just have to sing in your head any song that just comes naturally to you. Whether it’s the “ABC song”, “Mary Had a Little Lamb”, or “Happy Birthday”, just keep on repeating it over and over. While doing that, it would also be beneficial to take deep breaths. 

After time, you will find your heartbeat in a steady pace and your voice doesn’t shake. Then,  everything becomes cool, and you can go on with what you are doing. This has been a really cool trick and it has done a lot of good for me and my career.

Think outside of the industry you work in. - @stinam15 #leadershipwithheart Click To Tweet

Art and Science

I speak to my team a lot around art and science. I tell them that they can have all of the science to being a good manager. But if they don’t have the art of it, it would fall flat. 

As a result, you could lose people along the way. It would become hard to bring them along with you, especially in really difficult times when you need to rally people and get them excited in order to follow you in the battle. Therefore, you need to be able to make sure that you have both art and science of leadership.

So, if I am just being super direct with my team all of the time, but not building them up and giving them positive feedback, then I am going to have a hard time bringing them along with me in difficult times. 

I really try to implement both. I am not saying I am already perfect at it, but I am continuously working on it.

I came from a working environment, the finance services, where sharpness and directness were acceptable. So when I came to Vollrath, I had to tone them down so that I can meet my group, who has a different working culture, halfway. I give my group both directness, sharpness, and positive feedback, and I keep a healthy balance of those.

Commit the time to being a lifelong learner. - @stinam15 #leadershipwithheart Click To Tweet Feedback is a gift. - @stinam15 #leadershipwithheart Click To Tweet Every time I have a misstep, it is a learning opportunity for me. - @stinam15 #leadershipwithheart Click To Tweet

Mentions

Connect with Christina on LinkedIn and Twitter

Subscribe, rate and review the podcast on Apple Podcast

Listen to the podcast on Spotify

98: Leaders With Heart Create Psychological Safety For All

Subscribe to the Leadership with Heart Podcast:

In this episode, Heather speaks with Cheryl Fullerton, EVP of People and Communications at Corus Entertainment, Toronto’s largest media company. She shares about her leadership style, her super interesting focus on psychological safety for all and her unabashed belief in innovation.

Key takeaways:

  • See your role as a company and people builder.
  • Do the hard work to find out who you are and what you stand for.
  • Try to know the problem before you set out to fix it.
  • People need trust and confidence that they are going somewhere.
  • Embrace the idea of creating clear objectives for your people.
  • Challenge assumptions in a safe environment.
  • Choose what you want for your life.

This is an amazing episode. Don’t miss this one!

Cheryl Fullerton’s Full BIO

Cheryl Fullerton is Executive Vice President, People and Communications at Corus Entertainment, where she is responsible for the creation of integrated and high-impact HR solutions to support the exceptional creativity and performance of the company’s over 3,500 people. Cheryl also oversees the Communications function, which includes internal and external communications strategies and execution, as well as Corus’ corporate social responsibility approach through the Corus Cares program. 

Cheryl joined Corus in the fall of 2015, after over 25 years honing her expertise as a business-focused people expert, in a series of great Canadian companies; Maple Leaf Foods, Canada Bread, Morneau Shepell and Sobeys.

Cheryl has been granted a Certified Human Resources Executive (CHRE) designation, and is a member of the HR Professional magazine Editorial Advisory Board and the CHRO Advisory Council of the HR Professional Association. She has a Bachelor of Science summa cum laude and an HRCCC designation from McMaster University.

Company Builder

I am a company builder. My goal is to build strong companies and strong people. I’m trying to make sure that this company is not only seen from the inside out as strong and but also seen with character and impact on society which we can all be proud of. We’re building strong people to have full opportunities to show their value, develop their potential and support each other. Having these things allows me to lead with impact and with meaning.

Being responsible for building and demonstrating the character and strength of your company is also very powerful. It means that your people are proud to work with you and you’ve got the reputation with partners outside.

Know the problem you’re trying to solve before you do it. - @cherylannmc #leadershipwithheart Click To Tweet

Happiness At Work

You do the good work to figure out who you are, what you stand for and why it is important. You have to do that in order to communicate and share them with people. That is the first foundational building block to a high performance culture.

I like to think out loud. I like to talk through, share, debate, admit the fakes and change our minds. I think it is a way of making sure that we’re all aligned. It is also a way of trusting my own assumptions and building strength in other people. That’s a big part of my leadership style. 

I love what I do. I firmly believe in the possibility of being in a job that you love, so you should embrace that and have fun.

I love to create. I want my team to have the idea that we’re building and using our talents. We think that this is fun and enjoyable. I don’t think happiness at work gets in the way of great results. Rather, I think that it is the enabler of great results.

When you know that something is important, it is important now. It is not important when you can reach perfection. It is more important to get started. It challenges us to try and simplify. We try to get into the heart of what we’re really trying to do, how we do that, and how we can get started. 

Always know why you are doing what you are doing. Don’t just do anything for the sake of doing it. Know the problem that you’re trying to solve before you do it. Having those kinds of conversations out loud just builds strength and much better work.

Always test your assumptions. - @cherylannmc #leadershipwithheart Click To Tweet

Diverse Organizations

I am accomplishment-oriented, so the idea of having to share my work was hard for me early in my career. But I realized that you do much better work when you do that. 

There has to be the right kind of outcome so that when you do it, it is supported and celebrated. Otherwise, you’re just saying things that are actually meaningless.  

Everybody is so different. You cannot force people to show up exactly the same because that is not going to work. Each person is their own mix of all kinds of different identities, hats, and feelings. 

We’re all complicated beautiful people, so a culture that can value each person for their uniqueness is what is going to build diverse organizations. From there, they can develop their own potential, impact, and happiness. 

I don’t think happiness at work gets in the way of great results. Rather, I think that it is the enabler of great results. - @cherylannmc #leadershipwithheart Click To Tweet You do the good work to figure out who you are, what you stand for and why it is important. - @cherylannmc #leadershipwithheart Click To Tweet When you know that something is important, it is important now. - @cherylannmc #leadershipwithheart Click To Tweet

Mentions

Connect with Cheryl on LinkedIn and Twitter

Subscribe, rate and review the podcast on Apple Podcast

Listen to the podcast on Spotify

89: Leaders With Heart Make It Safe To Speak The Truth

Subscribe to the Leadership with Heart Podcast:

In this episode, Heather speaks with Joe O’ Neill, CEO of G & D Integrated about his unique approach to providing psychological safety in the workplace, and how he engages with his front line and uses orientation to do it. He talks about a time when he became a detached leader by stepping away from being CEO and what he discovered in the process.

Key takeaways:

  • Have a “I work for them” attitude and not the other way around.
  • Ask your people to judge you and hold you accountable.
  • Have honest and truthful conversations with your employees.
  • When you don’t speak the truth to someone, you manipulate them and show disrespect.
  • Your people need you for your presence and guidance, even if it seems like they have it all handled.
  • Detached leadership does not work.
  • Nothing replaces human interaction in relationships.
  • It’s okay to fail as a leader. Don’t become complacent about it though.

This episode is fully-packed with helpful insights. Listen and learn!

Joe O’Neill’s Full BIO

Joe O’Neill joined G&D Integrated in 1989 and is currently the President and Chief Executive Officer. He is responsible for managing the overall operations and resources of the company. Prior to joining G&D, Joe practiced bankruptcy law in the Twin Cities in Minnesota. He has led and managed the organization through economic expansion and contraction through the years. More recently, Joe’s focus has been on expanding the geographic reach of the company and the diversification of G&D’s customer base.

Joe graduated from the Creighton University School of Business with a BS in Business Administration with an emphasis in finance and accounting and a JD degree from Creighton’s School of Law. He is active in the Peoria community and has served on various nonprofit boards through the years. Joe and his wife are currently active supporters of The Crittenton Center and The Community of St. John.

 

Working for my People

Leadership is a journey that never ends. I’m in one for 31 years. I’ve been through many cycles and experiences. At my age, I have finally come to realize that I work for everybody affiliated with my company. It doesn’t matter what you do or how long you’ve been there. I remind myself everyday that I work for my people.

I don’t stand in front of them, because it sends the wrong nonverbal message. So I just sit, every time during orientation, and I would sincerely ask everybody in the room to judge me. Why? It’s because we’re all human beings possessed with unique personalities and dignities, which must be respected. If they understand their right to judge me as their leader, it sets the longevity of their career with us.

Truthful Conversations

I can never be a person who wants everyone’s approval. I truly want to be evaluated by my people. I want them to sit down with me, to join me over a cup of coffee, to chat with me, or to call me on a phone, and let me know what they think. 

I make it very clear to them that I am 100% wide open to the conversation. Actually, these are very fun and interesting conversations because most of these people have never been informed that they have every right to look at someone and say, “This is what I feel about you.” 

On the other hand, I also tell them during orientations that I cannot judge them. I wouldn’t know how to drive a truck, or do welding. I wouldn’t know how to dispatch trucks and perform safety measures. So, I make it clear that I cannot assess the merits of their performance, because I quite simply do not know how to do their jobs. But, the only time that I would ever get involved with my people and their work is when they’ll be severed from the company. 

Truth has to be the currency of our realm. If we cannot always speak the truth to one another, then we are being disrespectful of each other. Being untruthful is a form of emotional manipulation. Everybody in the conversation must only speak their truth.

It doesn’t mean every conversation is going to be easy, fun, or pleasant. But we’re all going to speak our truth, and only by doing that can we express our respect for each one.

I make my people understand that we’re all in this together. - Joe O'Neill #leadershipwithheart Click To Tweet Even the smartest, most ambitious, and the most driven people in the world who are in an organization still want to know that there is guidance. - Joe O'Neill #leadershipwithheart Click To Tweet

Empowering People

My people understand that I am an extremely person-centered leader. 

I believe that everybody should be respected. It doesn’t mean we cannot hold them to performance standards or we’re not going to get things done efficiently. But it is a fact that in spite of innovation and technology, we are still human beings. An organization is made up of human beings. I believe in empowering people and giving them the freedom to make their own decisions.

At the end of the day, people do want to be lead. Even the smartest, most ambitious, and the most driven people in the world who are in an organization still want to know that there is guidance.

When leadership takes place, human interactions also take place. The true essence of being a human being can only take place face to face. It can’t hide behind the computer screen. It cannot engage through an email or a text. True human life occurs only when people are talking to each other face to face.

Being untruthful is a form of emotional manipulation. You cannot manipulate people. - Joe O'Neill #leadershipwithheart Click To Tweet I believe in empowering people and giving them the freedom to make their own decisions. People respond extremely well to the freedom they receive. - Joe O'Neill #leadershipwithheart Click To Tweet Conversations are not always easy, fun, or pleasant. But only by speaking our truth can we express our respect for each other. - Joe O'Neill #leadershipwithheart Click To Tweet

Mentions

Connect with G & D Integrated on LinkedIn

Subscribe, rate and review the podcast on Apple Podcast

Listen to the podcast on Spotif

69: Leaders With Heart Invest In The Potential Of Their People

Subscribe to the Leadership with Heart Podcast:

In this episode, Heather speaks with Phil Cohen about his leadership style, his compelling and jaw-dropping background and his rags-to-riches story that lead him to hire people from all walks of life. He aims to create a family atmosphere that is psychologically safe. 

Key takeaways:

  • Leaders can lead more from a quiet strength.
  • Leaders need to be aligned with what they say they are or they will be viewed as a fraud.
  • If you know the leader’s heart and their why, that’s all you need to know.
  • Be transparent about what you stand for.
  • Surround yourself with people who are better than you.
  • Create a morning ritual that allows you to release stress so you don’t need to bring it to work.
  • Leaders cannot have a secret agenda.

This may be a surprising episode for many, but themes of forgiveness, teamwork and faith might resonate.

Phil Cohen’s Full BIO

Phillip Cohen is a dynamic leader with a strong message of perseverance, resilience, and overcoming the odds to achieve business success.

Phil’s determination, and strong will, enabled him to survive some of the harshest of circumstances as a youth and built Cohen Architectural Woodworking into a thriving, award winning enterprise. This includes escaping from a troubled family and abusive father in Chicago, to dealing with bi-polar disorder, to overcoming drug and alcohol abuse and building a family owned business into a multi-million dollar company with 80 employees and clients nationwide.

Recognized for both business success and contributions to his community, Phillip was awarded the 2017 Small Business Person of the Year for Missouri by Small Business Administration (SBA). The firm has also received many accolades such as a Top Family Owned Business by St. Louis Small Business Monthly; Architectural Woodwork Institute’s (AWI) Award of Excellence for six different projects; and 2016 Small Business of the Year award by Rolla Chamber of Commerce. 

Therapeutic

We actually started the company when I had come off of being homeless for years. I used drugs and I grew up in a really abusive home in Chicago. I turned to woodworking because it was therapeutic. I’ve really never thought that it would turn into a business like this. I made porch swings out of Walnut Cherry. I had used some tools I had from my former business making marijuana pipes.

It just evolved in a way that was therapeutic for me. We’ve had all different doors of opportunities open before us where we went from making porch swings in a neighbor’s pig pen to doing residential work and building creative pieces such as wooden trucks. 

In 1984, we’ve got our break in business, where we worked for a local hospital, and that led us to working for a big construction company in Chattanooga. Then, we ended up building about 850 stores for Walmart.

I love culture and I love seeing people’s lives change. I wouldn’t be here if not for that. - Phil Cohen #leadershipwithheart Click To Tweet

People Like Me

You can do a lot by intimidating people. But in the long term, you end up wounding them and their families because you’re sending your people home feeling miserable. - Phil Cohen #leadershipwithheart Click To Tweet

When I started hiring, I hired people who were like me because I didn’t think anybody would want to work for me. So, I was like the guy who nobody would want to work for, who hired people that nobody wanted to hire. It was really that simple. We just figured it out and because we didn’t kill each other, we made it. We just found our way together and held on to each other as we went.

From the beginning, we’ve always hired people with a bad past. People who were like me—people who had a past felony, people who had a past with drugs, people who have been through trauma, people who are uneducated, and only in the recent years, we have been able to hire war veterans because they are traumatized, too. 

I started woodworking because it was therapeutic and I found a lot of my healing in woodworking itself. It’s a sanctuary and a safe place for me. So, I couldn’t figure out why somebody who is as broken, ugly and obnoxious as me could make something with my hands and people would actually smile at my work, want more of it, and pay me for it. 

We have strongly enforced a drama-free workplace. We actually have 4D’s: drama, drugs, defects and dishonesty, that will get you fired and so, we hold on to that. 

We tell them, “We don’t care where you came from. As long as you draw a hard line on that, you have strong work ethic and you develop your character, we’ll help you get there.”

The next thing that happened was people would come here, with some of them who just got out of prison yesterday, or just got out of drug rehab. This was their first job out and they’ll be all uptight, paranoid and just traumatized. But in a matter of weeks, we would watch them soften. Soon, they start to develop relationships with each other and trust one another. Their minds start clearing up.

Not Fragile But Tough

We have a half-day orientation for our people where I tell them my story and they tell theirs. 

I say to people, “When you work in a place, find out why the owner is in business. Wherever you go, find out why the leader is there. Find out why he’s in business, because the why inside that leader’s heart will tell you everything about what it’s like to work there.”

For me, I don’t need the income. I’m beyond retirement age. My whole purpose of being here is to help change people’s lives and change their families.

Your people aren’t that fragile. They’re pretty tough. If you have hidden agenda, if you’re manipulating them and if you’re coming in from the side or all over the place, they are going to get wounded because they can feel it. They can smell it. 

But, if you’re transparent, if you show them what you really stand for, for better or worse, if you tell them upfront who you are and if you assure them that you’re not going to shove it down their throat, they can take anything.

What’s in the heart of a leader sets the tone of the entire culture. - Phil Cohen #leadershipwithheart Click To Tweet It’s all about learning to be humble and to be a servant leader. - Phil Cohen #leadershipwithheart Click To Tweet What I do best is casting vision and managing cultures, because culture to me is everything. - Phil Cohen #leadershipwithheart Click To Tweet

Mentions

Connect with Phil on LinkedIn

Subscribe, rate and review the podcast on Apple Podcast

Listen to the podcast on Spotify

60: Leaders With Heart Show Up As Their Authentic Selves Every Day And To Everyone



SUBSCRIBE TO ITUNES

In this episode, Heather speaks with Nick Mehta, CEO of Gainsight about his leadership style in the context of his company’s values, a time when he was not the best leader he could be, and his share of some great words of wisdom.

Key Takeaways:

  • Commit to learning every day and realize that we all start at the beginning in our leadership.
  • Create environments of psychological safety.
  • Treat others as they would want to be treated.
  • Bring your inner kid to work everyday.
  • Remember all of the different frames or “customers” you need to serve. Don’t just be single-minded.
  • Be transparent and vulnerable.
  • Learn from other leaders, but do YOU, the best you can.
  • Do things now despite your ability to scale them later. This might be your only chance.

You will really enjoy this one! Listen and learn!

Nick Mehtas Full BIO

Nick Mehta is a big believer of the Golden Rule and he is passionate in applying it everywhere he goes as well as bringing in more compassion towards others. That’s why Nick’s leadership as CEO of Gainsight brought the company to heights of growth and success for all of its stakeholders. As Nick likes to say (a little too fast and a little too often), that’s awesome. 

Previously, Nick worked with different technology companies to develop opportunities in the enterprise applications and infrastructure markets. Also, don’t get him started on theoretical physics or Steelers football—he’ll talk your ear off!

Beginner’s Mind

One of our company values is ‘shoshin’ which means, in English, ‘beginner’s mind’ and really approaching every day like you’re a beginner. In my leadership journey, I’m at the beginning. It’s a little bit tongue-in-cheek, but I’ve been running teams and companies for 20 years now and in some ways, I really mean that.

First, you are a new person every day. You’ll learn new things you can do and you’ll also learn about your own personal ability to lead. Especially, working in technology where we see so many young companies that are run by people who are first-timers in business, I learn new approaches they are taking. So, I would say I’m still at the beginning.

For all beginners, we could all learn. As a leader, you are encouraging everyone to speak up. It doesn’t matter if someone isn’t an expert on sales. He or She may have value to add in how to think about sales.

Leadership is about how you show up not only for your teammates but also for your customers, for your partners, and for your investors. - @nrmehta #leadershipwithheart Click To Tweet

Never Done

Thirst is a desire that doesn’t come from somebody else. It comes from within. - @nrmehta #leadershipwithheart Click To Tweet

If you have values that you’re passionate about, if you have a culture that you’re passionate about, you’re never done. We’re constantly trying to get better.

One of the values that underpin our company is the golden rule—treat people the way you’d want to be treated.

As leaders, when we think about how we treat people, whether it’s in the good times like things have been going well and you’re celebrating, or in the tough times when you have somebody who just had a loss in the family or you’re letting somebody go from the company, how you actually treat that person in those different times, and the way you would like to be treated—there are no good answers to these questions.

But, forcing yourself to think about it when you are about to let somebody go, or you have to call them after something bad has happened to them, or you’re about to congratulate them, that principle is really helpful—forcing yourself in their shoes.

Your True Style

I try to be very much myself, not sort of a different business person, in front of my people. I’m a pretty cheesy, ridiculous, silly, awkward person and I bring that to work every day. It’s letting your guard down so everyone could be themselves.

I think, naturally, our culture does try to create trust. What do we do to reinforce more trust and safety? What do we need to do to make that even more real at our company?

For me, I have a style that I have learned over the years. In reading business books or listening to podcasts, you have got to really figure out what fits for you. Taking somebody else’s approach and putting it on yourself may or may not always work. 

There are other people who have very different cores than yours, but that doesn’t mean you cannot pick up good skills from them.

Bring the kid in you to work every day. - @nrmehta #leadershipwithheart Click To Tweet
We are naturally ambitious people. - @nrmehta #leadershipwithheart Click To Tweet
How do we always think about decisions in a way that balances the needs of all our stakeholders? - @nrmehta #leadershipwithheart Click To Tweet


Mentions

Connect with Nick on LinkedIn and Twitter

Learn more about Gainsight

Subscribe, rate and review the podcast on iTunes!

Listen to the podcast on Spotify

57: Leaders With Heart Create Psychological Safety For Their Teams



SUBSCRIBE TO ITUNES

In this episode, Heather speaks with Melissa Ebert about her leadership style, concepts of psychological safety, why self-care is so important and a few challenges she had along the way.

Key takeaways:

  • Get input from your team to understand where they come from.
  • Seek first to understand.
  • Help your people live in their strengths.
  • Make sure to be specific with your people when letting them know about an expected result. They may not fill in the blanks.
  • Hope is not a strategy.
  • Allow your people the space to decompress.
  • Take to time to rejuvenate so that you can be the best for your people.

Melissa Ebert’s Full BIO

Melissa has been to different places learning and serving her community by facilitating youth activities through leadership conferences and summer camps. She worked four years with People to People Student Travel as Head of Admissions for a six-state area meeting wonderful families and educators. 

She presently serves as the Manager of Sponsorships at FOCUS: Fellowship of Catholic University Students. She’s visited 47 states, 5 continents, enjoys meeting great people, working out and trying first-time experiences. She currently resides in Denver, Colorado and deeply enjoys visiting her parents, three sisters, two brother-in-law’s and one nephew in Kansas. 

Collaborative and Empathic 

I don’t intuitively consider myself a leader in the terms of the typical traditional sense of it. I’ve come to realize that we all do need one in some manner, whether it’s official or not in terms of other co-workers. 

I have leadership experience overseeing teams and individuals and I’m also still growing. I’d say I have come to a new level leadership role from an official strategic organizational standpoint.

I am very collaborative and empathic from a leadership standpoint. I want to get inputs from the team. I also try to empathize and understand where they’re coming from, then lay out the best options for ‘win-win-win’ opportunities.

There's a reason that we seek first to understand rather than be understood.  #leadershipwithheart Click To Tweet

Team Growth

Build rapport and respect with your team so that they will feel safe to be vulnerable. #leadershipwithheart Click To Tweet

I think, years ago, I would have been someone who really didn’t want to be leading other people and I would be a better individual contributor. 

But, as I have been getting more experience at taking some leadership roles, I think part of what drives me are the team results. We have accomplished so much more as a team and I am also a team-minded person. Also, you’re building rapport there.

Then the second guiding motivator for me is seeing the growth in the people whom you’re leading. Getting to help them become more in lined with who they’re designed to be and living in their gifts and skills would be a big reason for me.  

To those that I lead, I believe we have enough respect for each other that we know if we bring something up, it’s not attacking the person. It’s actually saying we want what’s best for each other and it’s built on that respect and safety. 

Specifics and Freedom

When I look back over the last 6-8 years of some leadership roles that I have been in, the consistent theme of where I can get better is providing more specific direction and guidance for the requests that I make. 

Sometimes I can be so laissez-faire that I need to be more clear about what the X-results is and maybe providing a little more guidelines along the way.

I found out that there were misunderstandings and a lot of wasted energy on both sides trying to clarify what were needed to be done. It’s a very small thing but it makes sense. 

I think part of that too is, the more specific detail you can give them with the freedom to do it in the way that they need, is more than efficient. Because, if there is something that needs to be done and they’re creative in the way that they do it, then you’re allowing both to happen. 

If there's struggle or a lack of motivation, connect with the why. #leadershipwithheart Click To Tweet Hope is not a strategy. #leadershipwithheart Click To Tweet There's a reason why we need a mental pause in the afternoon. #leadershipwithheart Click To Tweet

Mentions

Connect with Melissa on LinkedIn and Twitter

Subscribe, rate and review the podcast on iTunes!

Listen to the podcast on Spotify