7 Tips that Inspire and Shape Profitable Cultures

Logically, we all understand that change is inevitable, in particular when it comes to business relevance and market significance. Emotionally, we resist... we push back. That resistance is called Cognitive Dissonance. It’s a major roadblock preventing cultures to thrive, in big part because many leaders are not culture centric, and don’t provide necessary training or support to their employees.

DILEMMA!

SOLUTION!

The fear of tomorrow and change can be challenging (both personally and in regards to company culture, business and leadership). If we can inspire others to live in their zone of genius, then business will benefit exponentially.

1. OPEN-MINDEDNESS: The priceless behavioral trait of open-mindedness encompasses diversity, adaptability, risk-taking and the welcoming of failure as a stepping stone to success. Not to mention, open-minded people tend to create paths that lead to new and more profitable horizons. Open minds have a positive impact on all those they encounter and influence because they listen, they consider, they explore, try, and experiment... they are curious, they learn and adapt... they change into better versions of themselves that positively influences cultures and business outcomes. "Remain open-minded as to the possibility of what could come next."
Open-mindedness, like optimism is contagious. Embrace different perspectives, consider alternative options and have the courage to entertain that which scares you or makes you feel uncomfortable... yes, STEP OUT OF YOUR COMFORT ZONE. Don't just say it, actually do it. 

2. ATTITUDE: Attitude is sometimes the only fuel we have left in the tank when the road has been too rough and unforgiving. We can become emotionally, physically, mentally and spiritually exhausted to remain optimistic. We can become blind to the need for transformation across company systems, corporate processes or SOP's (Standard Operating Procedures).  
The world is currently changing faster than at any other time in human history. We can often feel left behind and unable to adapt or reinvent ourselves. Organizations have no choice but to adapt if they wish to remain relevant. It's all about mindset. It's all about influencing those that work within your organization. Influence them to see and believe in growth and change. Innovation is a mindset.

3. DARING TO BE DIFFERENT:  When I auditioned for Cirque du Soleil back in 1993 in Manhattan (Battery Park), the first thing I noticed was how different (weird) they were. Who were these "strange" circus folk? What were they thinking and what planet were they from? Why was I even here auditioning for a circus that didn't have animals. "That's not a circus,"  I thought when arriving at the Big Top located down at Batter Park (1993). "No animals? That's silly!"
It takes courage to be "silly" and disrupt norms, standards and the status quo. It takes conviction to stick to your values when the world is heading in a different direction busy following trends and relying on metrics and stats and analytics designed to predict growth and profits.

4. CREATING A BLUE OCEAN: In retrospect, Cirque du Soleil was not silly. They were innovative. They redefined an industry with their new and different approach. They were in the process of creating a "Blue Ocean." It's a term coined in the book, Blue Ocean Strategy, by W. Chan Kim and Renee Mauborgnie. In a nutshell, markets become over-saturated and create a feeding frenzy in which the waters become bloody (red). Through innovation a company creates unchartered waters that are fresh and blue.

Cirque's blue ocean was established through a courageous and forward-thinking mindset that "bled" through the veins of their founders into the ether of their culture. It is apparent in everything they did  and everything they were. It started from leadership downwards and back up from the front-line acrobatic warriors who organically gave the culture it's wings and heartbeat.
If your corporate warriors don't buy into the values that inspire and drive the change you need and desire, good luck. Blue oceans are built on authenticity, purpose and passion.

5. EMPOWERING AND INSPIRING: During the cirque audition, choreographer, Debbie Brown said something that blew my mind.

She said, "Show me YOUR jump, Vital."

"Show you MY jump? Really?" I thought. I'd always been shown or taught the jump the choreographer wants me to replicate.  This made no sense." I initially resisted out of fear and lack of understanding.
"Yes, I want to see YOU. I want to know what you have to say, share and express. What does your body language say about you as a unique individual and performer. We don't want to see what you've been taught."

She can't be serious I thought."Who are these crazy Canadien circus people? "Let go fo conformity. Don't count, just feel. Be free. Be YOU,” Debbie added as I explored and experimented in finding my jump. 
Up until that moment, no previous teacher, employer or choreographer had ever asked me such a question. Most bosses tell their employees what to do and how to do it without empowering or inspiring their tribe to suggest and contribute. Perhaps those bosses didn't care enough about individuals. Perhaps they are only preoccupied with employees as puppets and worker bees. Not very inspiring.

6. SETTING YOUR PEOPLE FREE: Debbie had eliminated all shackles. "Be YOU!" she had declared. That would enable me to transform and achieve my own goals too. 

In pursuing business goals, it pays when leaders and employers have enough emotional intelligence to understand what motivates their teams. Through listening and collaboration companies will increase and optimize employee engagement while driving innovation. Invite your "performers" to show them your jump. Allow them to be free. 
Furthermore, through listening and encouraging idea-sharing and expression (as was the case in the Cirque audition) leadership enables personal growth, which in turn helps employees to achieve personal goals. Challenge your team to be authentic and free to be seen, heard and understood. 

7. EXPRESSION and COLLABORATION: Debbie went down the line of other dancers during the audition. She invited us all to be uninhibited and express. Each performer came up with interesting and ridiculous interpretations, all of which seemed less embarrassing than mine. Each expression offered Cirque another option, a new platform of opportunity and innovation. 
Expression and collaboration are the corner stone of innovation and relevance. When employees are literally and metaphorically invited to the dance and are an integral part of its choreography, they become vested in a project. They take ownership. They will stick around and see it through. They will be more loyal, more engaged and more affective. 
Cirque made us feel significant through this process.  One of my favorite leadership quotes is by John Quincy Adams (6th President of the U.S) - "If your actions inspire others to dream more, do more, learn more and become more, you are a leader." We gave more and became more. Thank you Cirque du Soleil.

Read INNOVATION MINDSET and find out how you can inspire collaboration and drive a mindset of innovation within your culture.

THE BOOK HAS BEEN CALLED: 

- A must-have for your leadership library!!

- Interesting and entertaining, genius and genuine

- Brilliant

- Oh my, the stuff I learned in this book!- Inspiring and Instructive

"I can proudly promise that by the end of this book you will possess at least 1 actionable tool, but probably several, that promote a more adaptive, expansive and encompassing mindset, that will allow you to reach higher, overcome obstacles and achieve more on all levels of life." 

The book also includes interviews with thought leaders from different industries:

• Tim Sanders - New York Times Best-selling author and former executive with Yahoo.

• Dennis Bonilla - Former Executive Dean UoPX and former US Navy Scientist.

• Jordan Adler - Bestsellng Author and MLM Millionaire.

• Randy Sutton - Author, former police detective and TV News Contributor.

Thank you. If this blog was of value or made you think then please share or comment.
Vital Germaine

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5 Reasons to be Kind

Kindness is a highly valuable human quality that requires zero skill and zero effort. It offers endless benefits for the self and for others on a personal and business level. It’s about treating people with respect while honoring your value system. Sometimes it means being tough. Kindness is definitely not a weakness.

On a personal level, it establishes much stronger relationships with those we love and care for. Our kindness elevates others, letting them feel secure, confident, valued and honored.

In regards to business and culture, kindness will optimize employee performance. As a result, your customers/clients will experience the best of your brand. It might even inspire them to come back again and again and become loyal. A little kindness is all it takes.It stems from empathy, arguably the foundation of Emotional Intelligence. Kindness encompasses many other impactful behavioral traits. 

Connecting kindness to culture will heavily impact every aspect of the customer experience and your bottom line. It’s a very simple and effective strategy to implement and encourage. The effort is minimal and the outcome is massive.

It manifests in many forms: respect, appreciation, caring, open-mindedness, compassion, and inclusiveness.  It's simply the right thing to be and do.

kind·ness

ˈkīn(d)nəs/Submit

noun

the quality of being friendly, generous, and considerate.

5 REASONS TO BE KIND…

Read the full blog

Vital Germaine

Top-Selling Author: BUY THE BOOKS

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The impact of employee-centric cultures

Leadership and team members deliver the brand promise. Choose them well. Train them even better. Design an employee-centric culture and you are destined for success.

Not all brands, leaders and cultures are created equal. Some fail while others thrive. And the reasons are not rocket science.

Prior to becoming a international keynote speaker and corporate trainer, I had the honor of performing in Cirque du Soleil. I did it for over 5 years as team captain and original cast member of the ground-breaking Mystere, (and on tour with Quidam).

Here are some very simple and impactful insights I gained in regards to how Cirque was able to define and differentiate itself as a brand and dominated an industry.

1. CULTURE:

Cirque’s culture was evident from the moment I walked through the door of their massive training facility in Montreal. Though culture is intangible, it should be apparent at a glance. Cleverly chosen words do not define a culture. Furthermore, giving culture a description on paper doesn't mean that's what it is.

The behaviors and habits of everybody that works for your business, company or organization must not only "know" those cleverly chosen words, they must become those words. Executives, in particular, must embody them through their daily habits and the way they treat their employees.

For example (let's state the obvious)

• If you work in a fashion or lifestyle sensitive/aware industry, your CEO had better be trendy!

• If innovation is a part of your brand or culture, then executives had better have an innovation mindset: diversity, open-mindedness, the encouragement of idea sharing, exploration, risk and failure as a footprint.

• If you work in a health and wellness inspired industry, then people working in your stores should look healthy and athletic. And to be politically incorrect, you might not want your "overweight executives" to be on a first name basis with the local McDonald's cashiers. 

If the brand promise and employee actions are not congruent, starting at the executive levels through upper and mid management, then the core values risk becoming diluted. As a result, your frontline workers will be left confused, handcuffed and isolated without a compass or warmth. This will turn your brand anemic.

Execs, be honest with yourselves, do you personify the company core values, vision and mission?

2. INNOVATION IDENTITY:

Cirque had a clear innovation identity. It was immediately announced through their choice of facility. They established an environment designed to bring to life their vision and mission of innovation, uniqueness and excellence. They adopted and transformed an abandoned fire station in Montreal, affectionately named Angus, to become their “factory”.

Strangely enough, there was no avant-garde interior design on display. There were no Oompa Loompas meandering the premises doing strange dances. I didn’t witness any magnificent sculptures or art, nor bright colored walls to inspire or promote creativity. All these elements would have helped... they came years later in a new state-of-the-art facility. Nonetheless, the fact they had chosen an abandoned fire station sent a subliminal message that they were cool, fun, eccentric, and willing to defy context of their market place. All with the purpose to be innovative and deliver entertainment excellence.

3. VALUES:

Every person I met that first day within the confines of Angus’ walls, appeared different and aligned with the little I knew about the company... the core values. Nobody was here by coincidence — all by design and careful selection. Even those who appeared to have “mundane” jobs belonged in this “factory” where the zaniest creations were conceived and built. Even the air inside reeked of dedication, focus, advancement, passion, and a commitment to excellence. “Be Extraordinary,” echoed from each nook, cranny and crevice. That's how everybody behaved. 

4. PURPOSE:

This can be broken down or defined in different ways inclusive of the vision and mission statements. Cirque's purpose has inevitably changed since they were officially founded back in July of 1984 in Baie-Saint-Paul, Canada. The essence remains the same. In 2012, the mission statement read, “To invoke the imagination, provoke the senses and evoke the emotions of people around the world.” Many additional statements relating to their mission have been cited, including this one, which is a better summary of who they are, and what they represent: “For Cirque du Soleil, dreaming is an integral part of our philosophy: To take the adventure further, push our dreams further, and, above all, believe that our people are the engine of our enterprise. At Cirque du Soleil, we offer our artists and creators the freedom they need to imagine their most incredible dreams and bring them to life.”

I'd argue they embodied this purpose driven philosophy. Their "words" danced, flipped and contorted. The purpose ran through the arteries of their product, processes, place and people. Let's be honest, it wasn't all poetic purpose. There was and is plenty of company BS and things to complain about. And at one point they experienced massive losses before Guy Laliberté sold. Why? In part because they stopped being authentic Cirque du Soleil: less innovation, less excellence and a copy past repeat process designed for quick profits and expansion. But complaining about Cirques company BS is not the issue at hand.

5. LEADERSHIP:

Leadership and team members deliver your brand promise. If you desire to win a championship, choose your team well. Start by hiring good leaders and managers, train them, define expectations and hold them accountable for behavior and results. .

Train people well enough so they can leave, treat them well enough so they don't want to. - Sir Richard Branson.

Take time to attract and find the right talent... then train them even better. Yes, you risk investing all that time, money and resources for them to leave and give value to another company. Train them anyway.

Has your company clearly defined and communicated the vision and mission? Is your culture evident? Is leadership authentic and walking the walk? If it's not, consider investing in that area. It will make all the difference regarding your brand strength, employee retention, market share, customer loyalty and your bottom line.

Thank you

Vital Germaine

PRESIDENT of ENGAGEteams360

Watch Vital’s keynote sizzle reel below.

Learn more about the Innovation Mindset, Leadership and Culture in the revised edition of: INNOVATION MINDSET, shaping the mindset of innovation and transformation for leaders and cultures.

Learn more about ENGAGEteams360's leadership and culture development strategies and solutions. We are different and definitely inspire transformation.

5 TOOLS TO TEACH EMPLOYEES HOW TO CARE

What is customer service without caring?

Caring brings value to relationships, ranging from personal to business. Without the element of care, customer service, sales and the building of meaningful relationships is a massive challenge. An even bigger challenge is to get those who don’t care, or care very little to up their game.

1. EMPATHY:

Empathy is now being taught at school. For some it’s an innate character trait, for others it’s learned behavior. The good news is that anybody with a decent level of empathy and a sprinkle of care in their heart will be great at customer service, building healthy relationships and succeeding.

Anthony Gucciarda, a natural health and human empowerment writer, speaker, and entrepreneur says, "Empathy is the highest form of intelligence." In an age when Emotional Intelligence (EQ) is becoming more relevant than ever (a trend), it is a gift that needs to be promoted and elevated by leadership as a requirement.

If your culture or team lacks care, don’t give up. Ask your, “I couldn't care less,” employees to try and imagine what it would be like in the customer's shoes or simply the shoes of anybody else. Ask your employees if they like to feel important, appreciated and valued. The answer will be yes. In the event that the answer is no and you have heavily invested in them with no success, it means they might be an ass-clown or a heartless sociopath. Send them on their merry, "don't give a crap!" way. Not everybody can be turned around through coaching. Know when to let go.

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2. KINDNESS & FRIENDLINESS:

Even people that don't care, know how to be kind, polite and friendly. These are traits of people who do care. They are behaviors that can be taught or “faked”. Remind your non-caring employees regularly to be kind, polite and friendly. Teach them caring vocabulary; "hello, I can help you, you're welcome, sorry (when needed), thank you, goodbye, visit again..." Learn more about communication in our training course: PURPOSE DRIVEN COMMUNICATION

Invest time in your people consistently through coaching and training. The new behaviors will eventually become a habit or even better, a new lifestyle. Implement the 21/90 Rule for best transformation results.

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3. SMILING:

A smile is so easy to share... even if you don't care. It’s a powerful tool. A smile is the most recognized non-verbal expression of goodness. A smile says that you are inviting a connection. It suggests you will be helpful and caring. I've seen the most indifferent people smile and look like they actually care. Danish musician, conductor and comedian, Victor Borge said, "A smile is the shortest distance between two people." Smiles are contagious if not infectious. Share many, often.

As leaders make sure that you embody the behaviors you desire from your team. Authenticity and integrity go a long way initiating cultural shifts. Non-verbal communcation (facial expressions and tone of voice) make for 38% of communication according to Albert Merhabian. 55% is through body language, with the remaining 7% the words we use.

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4. CURIOUSITY: 

Invite your employees to be curious about your customers (internal and external). Train and coach your employees to create strong human connections by being curious about the customer and their needs. Encourage them to go beyond the standard “needs analysis". Have them ask clients meaningful questions to get to know them. These questions should be somewhat personal but not invasive... don't be creepy!

Questions are the base of your needs analysis process, however, meaningful questions reveal more about your customer on a personal level (personalization and customization opportunity). Meaningful questions give the appearance that you care.  Meaningful questions also provide up-sell and cross-sell opportunities. Win win.

Questions should be open-ended ones that initiate a dialogue with a focus on the subject at hand… not the self. Be curious as to:

• Who they are...

• What they might enjoy... 

• What are their interests/hobbies. 

Curiosity will make them feel like you care.

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5. INSPIRATION:

Your organization needs leaders who inspire the desire to care… leaders who are passionate about the vision and mission of your brand and who will inspire team members to embody the values that define your organization.

“If your actions inspire others to learn more, do more and become more, you are a leader.” - John Quincy Adams.

If your lesser employees don't care about the company culture and their customers, there are ways to motivate them to act accordingly. Perhaps those lesser employees care about their personal performance. We all have a motivational trigger. Find what motivates people in your team and leverage those personal triggers. Speak their individual language. Fuel their ego to obtain the needed results. 

Ultimately you can't force change, you can only inspire it! The best form of leadership is by example… It starts with you and the cultural values. Lean on your all stars. Solicit their support to inspire the desired transformation. It won’t happen overnight. You’ll need a well designed action plan that is consistently and systematically implemented and re-inforced.

Thank you,

Vital Germaine, President ENGAGE Teams 360.

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If you CARE to comment or share your best practices on how to turn non-caring employees into Customer Experience ambassadors, please do. You will provide great service to many executives, managers and leaders. Please share or forward this article to anybody you think would benefit.

Vital is Las Vegas' most dynamic keynotes speaker and corporate trainer. Contact him today to learn more about his team development and leadership experiences. They are designed to inspire extraordinary performance.

BOOK VITAL TODAY for:

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Do you care to elevate Customer Experiences?

During a recent corporate training, an executive raised the question, “Can you teach somebody to care?” The general consensus was surprising.

How much we care on any given day at work is relative or dependent on our emotional state at that time. In other words, our levels of care fluctuate. What is not relative is the correlation between caring and Customer Experience Index scores. CSI scores will influence your company's reputation and determine customer loyalty. When customers feel disrespected or insignificant, they simply don't return... furthermore, their reviews will effect your profits and brand strength.

The majority of executives in attendance agreed that the art of caring could not be taught. People either care or they don’t. How disappointing.

So how do you fix the problem of non-caring employees other than firing them, because on-boarding new hires costs time and money. There is a more effective solution. It consists of not only hiring the right people, but also providing great training. Teach them these 5 simple behavioral tools and they will act as if they truly care.

Leadership must first establish a culture of caring and happiness as the barometer. Then, provide those non-caring employees with actionable behavioral tools to reinforce the culture. Tools that when implemented, give the appearance of a person that does care. Read about the five tools that will make your employees deliver extraordinary experiences.

Vital Germaine

President ENGAGE

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Cultural Diversity, why is it not working?

One of the most powerful lessons I've learned about diversity is when I Naturalized and became a US Citizen in 1999.

During the ceremony, the judge declared that becoming American did not mean you were no longer your previous nationality. It wasn't a question of "you're either with us or against us." Your old culture can co-exist with your new nationality (on paper) in this wonderful country.

I more recently had the honor to emcee and deliver a keynote for the "Celebrating Our Leaders" event. Here's why it was so impactful and relevant.

They had attendees from an assortment of nations; Zimbabwe, Australia, South Africa, The Netherlands, Malaysia, The Philippines, Belgium, Germany and the United Kingdom. 

It completely illustrated what it should look, taste and feel like. If only the world could replicate this harmonious coming together of differences. 

Everybody seemed to on the same page with a common goal, a common purpose, and a collective desire that brought them together regardless of their color, creed, socio-economic background or gender. Their commonalities made it a United Nations in harmony. It was a question of seeing, recognizing and acknowledging each other for our differences.

One of the South Africans shared a Zulu greeting, Sawubona, which in essence translates to “I see you.” Sawubona is also infused with the belief that when others “see” me, then I exist. Empathy is the ultimate form of seeing somebody and telling them, “Sawubona.” This encounter taught me much.

I realized that diversity is not a corporate program or a politically correct implementation strategy.

The truest and most authentic form of diversity is an organic, natural event based on individual open-mindedness, understanding, empathy, respect and consideration of differences. It's a personal responsibility. Make the choice to be culturally, socially, ethnically and religiously encompassing.

Humans innately know right from wrong without the need for corporate programs and government regulations.

All good humans understand the value of equality, respect, recognition and appreciation. The true "program" begins in our homes with our children and ourselves. 

This does not detract from the noble attempts of corporate America to improve the concept of cultural diversity. I believe that diversity programs are having a positive influence and that it should be continued, promoted and pushed.  However, it is best not implemented in the form of policy. Diversity should be organically and subconsciously filtered into a culture as a default setting. 

How do we achieve this utopian objective?

In regards to the workplace. It starts at the executive level. The diversity platform is based on the philosophical behavioral foundations that leadership acts out and lives by.  C-suite executives are still too monochromatic and one dimensional in appearance and philosophy. When change is implemented from the top, then everybody who falls under that influence, will organically follow because it feels right and is indeed the right way to behave. Changing that lob-sided dynamic would have an exponential ripple effect. It's a massive challenge for the old-guard to relinquish the power of status quo. Until they do, change will be incremental and painfully ineffective. 

The notion of "equal but different" must have a pulse fueled by loving hearts that have at their core the blood of compassion and empathetic desire for a better world.

Perhaps I have a diversity "advantage" over many and the concept comes easy to me because of my eclectic background. I am a Belgian National, born in the Democratic Republic of Congo, who got to live the American dream by way of a French-Canadien circus (Cirque du Soleil). My parents are bi-racial and I have lived on 3 separate continents and in 5 different countries. I speak 3 languages fluently. Nonetheless, it remains a choice to live with an open and non-judgmental attitude.

We musn't wait until our species encounters a common enemy from beyond the stars to realize the power of unity woven together by variety and inclusion.

The world will inevitably become diverse. Embrace it and take personal responsibility to speed up that process.

Thank you, dankie, terimah kashi, merci, asante, kosonomon, bayerla, danke schoen, shye shye, grazie, spacibo, gracias, Ngiyabonga, bedankt. Sawubona to you all.

Vital Germaine is the top-selling author and Las Vegas's most dynamic keynote speaker and trainer. For more in Vital

6 Relevant Company Culture Stats You Need to Know About.

Your culture defines your brand.  Establishing an environment that promotes and enables strong emotional connections amongst your team is crucial to the success of your organization.  It starts with executive leadership and trickles down to your interns.

Healthy and engaging cultures are about happy employees that are unified with themselves and your mission and vision. Strong and clear communication channels, and a positive attitude of collaboration and accountability fueled by trust need to be created. 

It sounds simple, yet many companies fail or overlook the value and impact their culture has on their bottom line and brand strength.

Here are the fascinating results of a survey of more than 1,400 North American CEOs and CFOs, executed by Shiva Rajgopal, an accounting professor at Columbia Business School.

1. Only 15% said their firm’s corporate culture was where it needed to be.

2. More than 90% said that culture was important at their firms.

3. 92% said they believed improving their firm’s corporate culture would improve the value of the company.

4. More than 50% said corporate culture influences productivity, creativity, profitability, firm value and growth rates.

5. Turnover at companies with a poor culture is 48%

6. Turnover at companies with a great culture is just 14%

ENGAGE is renowned for its ability to inspire teams to see beyond the ego, embrace differences and deny inhibitions. The result for you the client is a more engaged, more focused and dynamic, collaborative team effort. This promotes problem-solving, increases produtivity and efficiency. It also lays a foundation for a healthier and happier work environment where everybody can thrive and thereby strengthen your brand and increase revenue.

WE BUILD HAPPIER TEAMS AND TRANSFORM CULTURES.

CONTACT US TODAY FOR A PROPOSAL.

Thank you, Vital Germaine

President, ENGAGE Consulting

The top ten leadership quotes to live by

Strong leaders build happy, focused and inspired teams that are committed to elevate the CUSTOMER EXPERIENCE by delivering on the brand promise and living up to the expectations and needs of the modern consumer.

The leadership paradigm has shifted. We’re becoming a networking society where collaboration is key, innovation essential, heightened customer experience a must, and responsibility belonging to many individuals, not just one. There is so much more to leadership today than power and having people follow you.

The ultimate purpose and objective of great leaders is to instill belief, hope, direction and inspire greatness from colleagues and employees. 

TOP TEN LEADERSHIP QUOTES

1. If your actions inspire others to dream more, learn more, do more and become more, you are a leader. —John Quincy Adams

2. Leadership is lifting a person’s vision to high sights, the raising of a person’s performance to a higher standard, the building of a personality beyond its normal limitations. —Peter Drucker

3. I start with the premise that the function of leadership is to produce more leaders, not more followers. —Ralph Nader

4. A leader is one who knows the way, goes the way, and shows the way. —John Maxwell

5. The quality of a leader is reflected in the standards they set for themselves. —Ray Kroc

6. Become the kind of leader that people would follow voluntarily; even if you had no title or position. —Brian Tracy

7. Leadership is the capacity to translate vision into reality. —Warren Bennis

8. A leader is a dealer in hope. —Napoleon Bonaparte

9. You don’t need a title to be a leader. –Multiple Attributions

10. A good leader leads the people from above them. A great leader leads the people from within them. —M. D. Arnold

Love and respect should be the driving force behind leadership, resulting in enhanced company culture, motivated and engaged employees hungry to give, deliver and achieve.

If this blog was of value, please feel welcome to borrow and/or share. 

THANK YOU for reading - Vital Germaine

Why Employees Quit

We have all experienced at one point in our careers where we simply no longer wanted to be at work. It could have been due to standard burn out or a change in our career goals/objectves… need of a new challenge..

There are usually two reasons or two typical symptoms of the unhappy disengaged employee, inspiring them to quit.

1. Bad leadership:

   ONE bad boss can be enough to determine it’s time to go. It’s that bad boss who disrespects, bullies, harasses you. The one who is indifferent and insensitive, rude, belittling or simply doesn’t like you and makes it evident.

   Such bosses heavily affect employee performance. Maybe employees take a few more sick days as a result (attendance). Some of them become less effective or less focused/comitted on the job (loss in productivity/efficienty). Perhaps that employees attitude become negative… which is highly contagious. They may become more confrontational, even a bad employee as a result. Many a good employee has become a bad employee due to anemic/toxix leadership or management.

   Too many companies allow bad bosses to remain in positions of management or leadership without fully realizing the negative impact they have on the company bottom line and customer experience! Sometimes it's a reflection of the CEO or executive leadership and culture they have established by example and lack of emotional intelligence. Execs… you need training too.  Contact us to learn more about our executive coaching programs.

   As leaders it's wise to frequently self evaluate and make sure you are not the bad boss that makes people quit. Be the boss that inspires greatness. Lead to empower not to have power.

   "IF YOUR ACTIONS INSPIRE OTHERS TO DREAM MORE, LEARN MORE, DO MORE, AND BECOME MORE, YOU ARE A LEADER." - John Quincy Adams.

   DID YOU KNOW:

   • The number 1 reason why people quit their jobs is a bad boss or immediate supervisor - Gallup poll of more than 1 million employed U.S. workers.

   • 2 MILLION Americans a month voluntarily quit their jobs - The US Department of Labor Bureau of Labor Statistics

   • Gallup survey of 25 million employees, part time and full time, in 189 different countries. They concluded that 1 in 2 employees are not happy at work.

   • Disengaged employees cost the US economy upwards of $350 million.

2. A lack of purpose:

Finding meaning in our work is a great motivator. As Simon Sinek says, “Start With Why”. Even though he meant as a business model, as in Apple’s approach to their products and service, the same “why'“ applies to the workforce. A paycheck is rarely the incentive to elevate employee engagment, unless it’s such a large amount that an employee witll put up with the lack of inspiration. Employees must feel INSPIRED.

Leadership must constantly and respectfully reinforce the value, meaning and impact of the work they do. People of not just driven by a paycheck. If a company isn’t offering work that provides value and truly changes the lives of its customers, they may find that over time, their workforce will inevitably become disengaged. It costs businesses not only dollars in lost productivity, but heavily impacts customer experience and the reputation of a brand. It only takes one bad manager or boss to cause a chain reaction within your culture. It only takes one minor shift in how leadership views and treats its employees to inspire meaning and motivation. Most human beings want to be seen, hear and understood. They want to know they bring value, are valued and make a difference.

If this blog was of value, please feel welcome to borrow and/or share. 

THANK YOU for reading - Vital Germaine

7 Steps To Turn Ordinary into Extraordinary

American football broadcaster and former player, Jimmy Johnson says, "The difference between ordinary and extraordinary, is that little extra."

It’s never easy to remain energized and motivated in any work environment. Company culture and leadership can and does influence engagement, but it is ultimately a personal choice as to the work ethic we establish and execute for ourselves. Becoming extraordinary or achieving greatness is an individual endeavor that burns from within.

1. PASSION: Withou passion, there is niether fuel nor direction to achieve a desired outcome. Passion is more than an intense LOVE or a compelling enthusiasm for an action or goal. It is also a love and compelling enthusiasm for those with whom you work or interact with. In other words... ADD MORE COWBELL, it will take you the extra mile! Nonetheless, passion without a plan is easily wasted! 
2. PURPOSE: It is crucial to have a "WHY." When our why is evident it adds meaning to what we do and how we do it. Purpose propells us to pursue and achieve because the reason becomes larger and more powerful than just ourselves. Human's have an innate desire or need to have a positive impact on those around us. Tap into that desire or need and inertia will take care of the rest and elevate your successes.
3. BE CHILDLIKE: By being child-like and curious we find fun in the scary. Our inner child tends to be less handcuffed and willing to explore, stumble and discover. 
4. HAVE FUN: We are better when laughing, enjoying and having fun... better parents, better friends, better employees, better lovers, BETTER EVERYTHING! We learn more, we experience less fear and are more invigorated, enthusiastic and optimistic when enjoying what we do.
5. WILLINGNESS TO FAIL: From failure come lessons and experience and new opportunities. The key is to not be afraid and to fail quickly. Use failure as a platform to build upon. It takes courage.
6. AUTHENTICITY: Be YOUnique. Be you in your truest and best form. Commit to share the best of you consistently and in a way that makes you memorable, likeable and trustable. Share the best of your truest self and inspire those around you to better themselves.
7. STEPPING OUT OF YOUR COMFORT ZONE:  That's where the magic happens. That's where ordinary becomes extraordinary! Take the risk, let go, be free, explore, discover, surprise yourself and achieve. Don't be afraid to fail.

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THANK YOU for reading - Vital Germaine