Эпизоды
-
In this episode, Tammy explores the transformative power of gratitude, just in time for Thanksgiving. Gratitude isn’t just a feel-good buzzword; it’s a practice that can shift your mindset, elevate your leadership, and deepen your relationships. Tammy shares heartfelt personal stories, practical tips, and actionable strategies to help you embrace gratitude in your daily life and leadership journey. Whether you're reflecting on the year, navigating challenges, or simply looking to cultivate a sense of abundance, this episode is your guide to unlocking gratitude’s full potential.
[00:01 - 06:59] Embracing Gratitude as a Leadership Mindset
How gratitude reshapes your mindset and elevates leadership skills.
Gratitude as a tool for navigating team challenges and personal struggles.
The connection between gratitude and fostering a sense of abundance.
Shifting from a scarcity mindset to one of gratitude and growth.
[07:00 - 17:04] The Life-Changing Power of Gratitude
Boosts Mental Health: Reduces depression, increases happiness, and fosters positivity.
Enhances Physical Health: Lowers stress, reduces cortisol, and promotes self-care.
Strengthens Relationships: Deepens connections and makes others feel valued.
Builds Resilience: Turns challenges into growth opportunities with optimism.
Calms Stress: Relaxes the nervous system and promotes inner peace.
Elevates Purpose: Clarifies priorities and strengthens spiritual connections.
[17:05 - 23:18] Daily Practices for Growth and Positivity
Start a Gratitude Journal: Write down three things you’re grateful for daily to foster positivity.
Express Gratitude to Others: Thank people often to strengthen relationships and spread joy.
Practice Mindful Gratitude: Reflect on gratitude throughout the day to stay grounded.
Reframe Challenges as Opportunities: Turn setbacks into chances to learn and grow.
Create Gratitude Rituals: Use daily affirmations to replace negativity with positivity.
[23:19 - 27:23] Building Positivity and Strength Through Gratitude
Limit Negative Inputs: Avoid negativity and surround yourself with positivity.
Perform Acts of Kindness: Help others daily to foster purpose and gratitude.
Savor Simple Pleasures: Enjoy small moments like a quiet pause or beautiful view.
Practice Gratitude During Tough Times: Find something to appreciate even in hard times.
Review Your Progress Regularly: Reflect monthly on your gratitude journal to stay motivated.
[27:24 - 28:51] Gratitude as a Leadership Superpower
Gratitude is a daily practice that can transform your mindset, relationships, and leadership.
Using gratitude strengthens connections with others and fuels your growth as an individual.
Leadership is not innate—it’s something you grow into through intentional actions like cultivating gratitude.
Go to https://www.tammyjbond.com/podcast to change your mindset and behaviors so you can elevate your communication and leadership! We’d love for you to join us for our next episodes by tuning in on Apple Podcast, Amazon Podcast, or Spotify and subscribe to our YouTube channel.
Tweetable Quotes:
“Gratitude isn't just a feeling, it's a choice.” - Tammy J. Bond
“Gratitude enhances our perspective on problems.” - Tammy J. Bond
“Gratitude has the potential to shift everything into a different perspective.” - Tammy J. Bond
-
In this episode, Tammy dives into rapid problem-solving techniques that every leader can use to tackle challenges head-on. Learn three proven strategies to uncover root causes, focus on what truly matters, and evaluate issues in real-time. These tools are designed to empower you with actionable insights and keep your leadership sharp, even under pressure. Tune in for practical advice you can implement today to lead with clarity and purpose.
[00:01 - 02:03] Mastering the "What Else?" and "5 Whys" Technique
Uncover root causes by asking "What else?" or "Why?" up to five times.
Explore hidden factors behind recurring problems by exhausting every possible angle.
Use this method to reveal the true challenges beyond surface-level symptoms.
Discover how this simple yet powerful exercise can clarify what’s really holding you back.
[02:04 - 03:31] Applying the 80/20 Rule for Swift Solutions
Focus on the critical 20% of factors causing 80% of the problems.
Avoid being overwhelmed by tackling the most significant bottlenecks first.
Pair this method with "What else?" to focus on actionable priorities.
Unlock the full potential of your efforts by targeting the root of inefficiencies.
[03:32 - 07:10] Conducting a Speedy SWOT Analysis
Learn how to use Strengths, Weaknesses, Opportunities, and Threats in real-time problem-solving.
Simplify the SWOT process for on-the-spot decision-making during high-pressure situations.
Prioritize opportunities and threats to drive quick wins and mitigate risks.
Optimize strengths and address weaknesses by leveraging this powerful tool in minutes.
Go to https://www.tammyjbond.com/podcast to change your mindset and behaviors so you can elevate your communication and leadership! We’d love for you to join us for our next episodes by tuning in on Apple Podcast, Amazon Podcast, or Spotify and subscribe to our YouTube channel.
Tweetable Quotes:
“A SWOT analysis is best when we can get to those opportunities and threats, but you've got to understand the strengths and the weaknesses too, to really balance out to get that true core of opportunities and threats.” - Tammy J. Bond
“By improving those opportunities and tackling the threats, we actually optimize the strengths and improve the weaknesses.” - Tammy J. Bond
“This process of “five why’s” or “what else” also helps us get to and exhaust all of the things that might be blocking us from truly seeing what the problem is or what the resolution to the problem is.” - Tammy J. Bond
-
Пропущенные эпизоды?
-
Do you often see challenges as something negative? It’s time for a mindset shift, my friend. Today, we’re diving into how leaders can help transform our perspectives on problems. Grab a pen and jot down a few ideas—1, 2, 3—and prepare to see workplace challenges as stepping stones to success.
1. To reframe challenges, start by expanding how you view them. We often see problems as obstacles blocking our path, but instead of confronting them head-on, imagine finding a way around them. By shifting the focus away from obstacles, new opportunities come into view.
2. Life has a way of throwing us curve balls when we least expect them, but by reframing these moments as opportunities, we build resilience. Leaders who guide their team members to adopt this mindset foster a culture of engagement and ownership, where challenges become chances to grow together.
3. Ask powerful questions that encourage team members to explore different solutions. These questions move the conversation from blame to discovery, sparking creativity and enthusiasm. As team members share their ideas, leaders can harness these diverse perspectives, creating a dynamic and collaborative approach to overcoming challenges.
4. For complex problems, try using flowcharts, diagrams, or storyboards to paint a clearer picture. Visualizing the problem allows team members to grasp the interconnected factors involved. By drilling down to the root cause, teams engage in a collaborative problem-solving process that makes finding solutions more manageable.
5. Celebrate small wins. Recognize each step forward—whether it’s identifying a cause or clarifying an issue. These small victories keep the team motivated, reinforcing a positive outlook on problem-solving as they move closer to achieving their goals.
Go to https://www.tammyjbond.com/podcast to change your mindset and behaviors so you can elevate your communication and leadership! We’d love for you to join us for our next episodes by tuning in on Apple Podcast, Amazon Podcast, or Spotify and subscribe to our YouTube channel. This podcast is produced by TSE Studios. -
How can you solve a problem without knowing the answer? In this episode, I’ll show you how. Join me as we navigate through uncertainties, transform challenges into opportunities, and create a culture where open dialogue and curiosity light the way.
1. Resist the urge to quickly solve problems. Instead, take the time to slow down and gain deeper insights. When pressure mounts to deliver fast solutions, the rush can lead to rash decisions. By stepping back and carefully examining the underlying issues, leaders can gather more comprehensive insights that may prevent future problems and foster a learning environment.
2. Replace the quest for the ‘right answer’ with curiosity. Rather than asking, “What’s the solution?” ask, “What can we learn from this?” Shifting the focus from finding immediate answers to learning through exploration opens the door to new approaches and growth, turning problems into opportunities rather than obstacles.
3. Foster open dialogue to unlock innovative solutions. Encouraging team members to freely share their perspectives enriches collective understanding. Open discussions promote diverse viewpoints, which can lead to breakthrough ideas that might otherwise be missed in a more hierarchical approach.
4. Develop a decision-making framework for times of uncertainty. A well-defined framework can guide leaders through incomplete information and potential risks. By involving the team in the decision-making process and weighing different perspectives, leaders can make more balanced, informed choices—even if adjustments are needed later. This approach reduces the risk of oversight and fosters inclusivity.
5. Stay flexible and pivot based on new information. Set clear priorities, but be ready to adapt when necessary. Flexibility enables teams to respond more effectively to emerging challenges and uncover creative solutions. It also encourages team members to be adaptable, creating a resilient, dynamic culture that balances immediate problem-solving with long-term growth.
Go to https://www.tammyjbond.com/podcast to change your mindset and behaviors so you can elevate your communication and leadership! We’d love for you to join us for our next episodes by tuning in on Apple Podcast, Amazon Podcast, or Spotify and subscribe to our YouTube channel. This podcast is produced by TSE Studios. -
If you don’t take the time to address disruptive behavior, your team may begin to lose trust in you as a leader. How can you change this? In this short episode, I’ll share a heartfelt 7-minute strategy to help you overcome this leadership challenge.
1. The first step in stopping disruptive behavior is understanding its root cause. Pull your team member aside and ask them, with compassion, what’s really going on. Avoid addressing the issue in front of others, as this could cause embarrassment or resentment. A private, thoughtful conversation will show that you genuinely care about their well-being.
2. Don’t shy away from addressing issues head-on—it’s an essential part of leadership. Direct confrontation doesn’t have to create negative tension. When handled with care, it demonstrates your commitment to their growth and the team’s success. Confronting problems assertively, but kindly, shows that you are dedicated to fostering a positive, respectful environment. It earns the trust and respect of your team because they know you will guide them through challenges with sincerity.
3. Establishing ground rules for team interactions is vital for cultivating a sense of mutual respect. Write these rules down and review them before meetings to ensure everyone is on the same page. By involving the team in setting and upholding these standards, you create a sense of ownership, making it easier for everyone to hold each other accountable. This way, you share the responsibility, and it lightens the load for you as the leader.
4. Be open about your desire to create positive changes and involve your team in the process. When you follow through on your words with meaningful action, you demonstrate how much you value a respectful, collaborative environment. Leading by example is one of the most powerful ways to build trust and create a high-functioning team that feels truly cared for.
Go to https://www.tammyjbond.com/podcast to change your mindset and behaviors so you can elevate your communication and leadership! We’d love for you to join us for our next episodes by tuning in on Apple Podcast, Amazon Podcast, or Spotify and subscribe to our YouTube channel. This podcast is produced by TSE Studios. -
Workplace conflict is inevitable, but it doesn’t always have to be negative. When employees struggle to get along, should you step in as a leader, give them space, or let them navigate the issue themselves? Grab your pen and paper, and learn how to transform disruptive behaviors into opportunities for growth and positive change.
1. Sometimes, the best thing you can do is let your employees resolve conflicts on their own. By doing so, you foster their growth both professionally and personally. Rather than jumping in to mediate, provide them with the tools they need to manage the issue themselves. In doing this, you empower them to solve problems, even when you’re not there.
2. The “Negative Nellies” who find fault in everything can wear down team collaboration and morale. Though you may hesitate to confront negativity, it’s crucial to do so. If left unchecked, this behavior signals to other employees that you, as a leader, are unwilling to address problems, which can lead to a toxic environment that stifles creativity and positivity. Often, these individuals challenge you as a leader to see if you’ll step up. To maintain peace and balance, it’s essential to address the issue directly and lead by example.
3. Silent saboteurs are those employees who appear agreeable during meetings but then undermine plans by missing deadlines, ignoring feedback, or submitting half-finished projects. They may quietly challenge your authority, but your team notices the disruption. Confronting passive resistance can be tough, but clarity is key. Ensure that these employees know their deadlines, check in regularly on their progress, and when they accuse you of micromanaging, calmly point out their recent behavior and its impact on the team.
4. Overtalkers dominate conversations, steering discussions toward their own agendas and preventing others from sharing their ideas. This can cause the rest of the team to withdraw and stop contributing. To manage this, speak up and remind the overtalker that everyone’s voice matters. Some employees may need more time to process before sharing their thoughts, and it’s important to create space for those diverse perspectives. Without this balance, collaboration falters.
5. Cliquish collaborators form exclusive groups that gossip, create division, and foster a toxic workplace. As a leader, you might avoid addressing this behavior because you want to be liked, but that shouldn’t be your goal. Instead, prioritize fostering an inclusive and healthy team dynamic. Be direct in addressing the cliques and the disruptive behaviors they create, ensuring everyone feels included and valued.
Go to https://www.tammyjbond.com/podcast to change your mindset and behaviors so you can elevate your communication and leadership! We’d love for you to join us for our next episodes by tuning in on Apple Podcast, Amazon Podcast, or Spotify and subscribe to our YouTube channel. This podcast is produced by TSE Studios.
-
You’re in a meeting, and your employees are zoning out and doodling on their papers. These are warning signs of disruptive behavior. What can you do as a leader to fix this before everything starts getting out of hand? Grab your pen and paper and join me in this episode to find out.
The first warning sign of disruptive behavior is a lack of engagement. Sometimes employees are good at hiding this, but there may be a couple who have no shame in visibly showing their disinterest in what’s going on in the company. They don’t make eye contact, stare at their phone throughout the entire meeting, and yawn so loudly that everyone stops talking. To fix this issue, pull them aside after the meeting and let them know that this behavior is not acceptable. If you happen to notice someone doodling random pictures during the meeting, mention that you noticed it afterward. Then, ask follow-up questions to see if they gained anything from the meeting. Checking in on these signs of disruptive behavior allows you to prevent more negative patterns from developing. There may be times when a team member wants to challenge your authority. Have a one-on-one conversation with them and ask, “What’s the value in you challenging my authority?” Escalating conflict and power struggles is another sign of disruptive behavior. Get to the root of why someone is being passive-aggressive to help create the work culture you want.Go to https://www.tammyjbond.com/podcast to change your mindset and behaviors so you can elevate your communication and leadership! We’d love for you to join us for our next episodes by tuning in on Apple Podcast, Amazon Podcast, or Spotify and subscribe to our YouTube channel. This podcast is produced by TSE Studios.
-
This month, we’re celebrating our second anniversary with the Playing In The Sandbox podcast.
Since the podcast has been running for a while, I plan to make some changes. Be on the lookout for this!
This is causing a bit of interruption for me and my team.
Due to this disruption, I’m sharing advice on this common workplace challenge. Grab your pen and paper, and learn how to handle an uncooperative employee.
1. You have a hard worker who gets everything done, but they always seem to be so angry. The way they talk to their coworkers and their constant frustration in customer interactions makes you look at them kind of differently. Often, these can be signs that they have trouble outside of work. The best way to handle this is to become an empathetic leader who takes the time to listen to their problems. Your employee may just need someone to care enough to hear what’s going on in their life.
2. Speaking of a listening ear and feeling valued, another reason for disruption within the workplace is that the employee may feel as though the company doesn’t care about them. Often, when workers feel that an organization isn’t listening to their problems or concerns, it can make them feel unappreciated and cause them to care less about their work ethic.
3. Having unclear expectations and roles can create disruption within the workplace. When employees are unsure of what’s expected from them, they may ask the wrong person, when it should come from you. This can cause them to become frustrated with their job role. Setting expectations and defining their roles helps prevent feelings of uncertainty and keeps employees engaged and productive.
4. When employees become disruptive, remember they’re not doing it to cause problems or get under your skin. They are doing it because they are unsure of how to communicate the problem they’re having within the organization. Hold twenty-minute meetings with your team and let them lead the conversation. This allows them to feel comfortable sharing their thoughts, feelings, and problems with you.
5. Why is recognition so important? When you show your employees that you’re proud of their work, it creates a good feeling inside them. It’s like, "Hey, my boss actually took the time to tell me they liked my work." It also lets them know they are fulfilling their duties within their job role. When leaders take the time to show their team members that they’re appreciated for their efforts, it helps them stay motivated and engaged with their work.
Go to https://www.tammyjbond.com/podcast to change your mindset and behaviors so you can elevate your communication and leadership! We’d love for you to join us for our next episodes by tuning in on Apple Podcast, Amazon Podcast, or Spotify and subscribe to our YouTube channel. This podcast is produced by TSE Studios.
-
How many hats do leaders wear, and how can you distinguish between them? In this episode, I discuss the five different hats in leadership.
I will explain how to use them and how not to use them. Tune in with your pen and paper to take notes on these leadership hats.
Also, don’t forget to go to YouTube to see the full visual effects of the episode.
1. The Values Hat: The heart and soul of leadership is the “Values Hat.” It embodies the essence of what it means to lead with purpose and authenticity. This leadership hat represents your deepest values and beliefs, which come to life and shape how you connect with your teams. You use this hat to inspire others with integrity and stay true to yourself.
2. The Leader Hat:This hat embraces the true essence of leadership with grace and purpose. The “Leader Hat” embodies vision, inspiration, and empowerment. This is the hat you wear when you’re leading with your heart and guiding your team toward a shared dream. You step into the role of a visionary leader who sees the future and ignites passion in others to reach goals.
3. The Boss Hat: When making firm decisions with clarity and direction, you wear the “Boss Hat.” Wearing this hat allows you to step up with authority and guide your team with a clear, unwavering hand. It’s the hat you wear when things need to get done, and there’s no room for hesitation. Also, remember to wear this powerful hat with care. Leaning on it too much can create an atmosphere of rigidity, where creativity and collaboration might be overshadowed.
4. The Friend Hat: It’s essential for leaders to create nurturing and warm connections with team members to have a supportive workplace atmosphere. You want to be approachable and relatable, so your team will trust you to lead them in the right direction. However, try not to linger in this hat for too long. Doing so may cause blurry lines within your authority, making it harder to uphold standards or expectations.
5. The Navigator Hat: When wearing the “Navigator Hat,” you become a mentor who helps each team member find their own path during challenges and transitions. This hat allows you to become a steady presence in team members' lives who offer encouragement, thoughtful feedback, and unwavering support. You’re able to nurture their development and create a safe environment that allows them to grow in their personal and professional goals.
Go to https://www.tammyjbond.com/podcast to change your mindset and behaviors so you can elevate your communication and leadership! We’d love for you to join us for our next episodes by tuning in on Apple Podcast, Amazon Podcast, or Spotify and subscribe to our YouTube channel. This podcast is produced by TSE Studios. -
How do you expect your employees to deliver value to customers if you’re not able to do so? In this episode, I sit down with Bob Burg, co-author of the best-selling Go-Giver series and co-founder of Sales World Live, to explore what it means to be a go-giver. Get your pen and paper ready as we dive into the world of leadership and discover the vital role of giving value to others.
1. One touching insight Bob Burg shared is that, despite being deeply introverted, he is also friendly and outgoing. A reminder that introversion doesn't limit the ability to connect meaningfully with others. Providing a good customer experience lies in the art of building genuine relationships.
2. You might assume that someone who loves to talk is naturally great at networking, but that’s not always the case. Bob found that people who dominate conversations are often skilled at talking but not necessarily at selling. In fact, it's usually those who listen more attentively who excel in business.
3. Society often tells us that being introverted is a sign of weakness, but have you ever considered that it might actually be a source of strength? Introverts naturally show deeper empathy, taking the time to truly listen to others' desires and needs. This is what sales is all about—caring about and understanding your customers' pain points.
4. As a leader, it’s crucial to invest time in truly understanding the challenges others face. What are your customers' pain points? What difficulties are your employees encountering? By listening, observing, and asking thoughtful, probing questions, you can create positive outcomes for your customers, your team, and the overall success of your business.
5. How do leaders instill a sense of value in their team members? There are two approaches: push or pull. When you push people to do something, they often resist, feeling forced. But when you lead with genuine influence and authenticity, they naturally gravitate toward your vision, drawn to the shared goals you’ve inspired within them.
Go to https://www.tammyjbond.com/podcast to change your mindset and behaviors so you can elevate your communication and leadership! We’d love for you to join us for our next episodes by tuning in on Apple Podcast, Amazon Podcast, or Spotify and subscribe to our YouTube channel. This podcast is produced by TSE Studios.
-
Did you know an engaged employee can be up to 21% more productive? However, many leaders overlook one of the simplest yet most crucial elements of employee engagement: transparent communication. Today, I'm taking you on a journey through ten essential things your team members should always be aware of in the workplace.
1. Clear Roles and Responsibilities
When we know exactly what is expected of us, it not only prevents overlap and confusion but also fosters a sense of purpose and efficiency. Well-defined roles act as our guiding light, reducing the risk of duplicated efforts and wasted resources. By regularly revisiting and refining these roles, we can ensure our team remains aligned, focused, and motivated, creating a harmonious and productive work environment.
2. Transparency in Company Goals and Vision
I always emphasize the importance of transparency in communicating the company’s goals and vision. When we understand the bigger picture, we feel a deeper connection to our work and a sense of purpose that drives our intrinsic motivation. This transparency reduces uncertainty and enhances our job performance.
3. Performance Expectations and Feedback Channels
Regular feedback helps us understand how our work is evaluated, what is expected of us, and the pathways to promotions and raises. Many leaders fall short of providing this clarity, which can lead to disengagement. Open communication channels allow us to voice our concerns, ask questions, and receive timely resolutions. This openness enhances trust and productivity, making us feel valued and heard.
4. Growth and Development Opportunities
We remain engaged and committed to the company when we are aware of our potential career pathways. This is crucial for retaining top talent. Actively discussing and creating a roadmap for development keeps our morale high and ensures the organization is always moving forward with a motivated and empowered team.
5. Recognition, Rewards, and Job Security
Effective recognition, reward systems, and transparent communication about job security are vital for maintaining high morale and loyalty. Being open about the company’s stability can alleviate unnecessary stress and build trust among team members. When we feel secure in our jobs and appreciated for our contributions, we are likelier to stay engaged and committed to the company’s success, fostering a culture of loyalty and dedication.
Go to https://www.tammyjbond.com/podcast to change your mindset and behaviors so you can elevate your communication and leadership! We’d love for you to join us for our next episodes by tuning in on Apple Podcast, Amazon Podcast, or Spotify and subscribe to our YouTube channel. This podcast is produced by TSE Studios." -
What are the signs that you need to talk to your boss? In this episode of Playing In The Sandbox, I share five red flags that it’s time to have a bold conversation with the one you report to. Grab your pen and paper to learn these workplace strategies and boost your career development.
1. Recognizing the Need for Career Advancement
Feeling stuck: This is a clear signal that it’s time to have an open conversation with your boss.
Lack of career progression: The absence of opportunities to grow your skills can cause you to feel as though your hard work isn’t appreciated.
Pay the wave: Speaking up about your concerns can lead to career advancement and uncover new possibilities for growth within the organization.
2. Addressing Overwork and Restoring Work-Life Balance
Overwork causes stress: Working long hours without breaks, drowning in an endless sea of tasks, and struggling to find time for yourself and your loved ones will easily destroy your overall well-being.
Make a difference: If you’re stressed, talk with your boss. Share specific examples of how overwork affects you with your boss to spark necessary changes, helping you rediscover balance and boost productivity within your work.
3. Reconnecting with the Company's Mission
Goal disconnection: Feeling disconnected from your company’s goals can leave you feeling undervalued and unappreciated.
Clear the air: Talking with your boss about how your role fits into the company’s mission can bring the clarity you need. This conversation can help you align your tasks and projects with the company’s vision, giving you a clearer sense of purpose.
Why it helps: Understanding how you contribute to the company’s goals can lead to greater satisfaction and fulfillment in your work.
4. Bridging Team Disconnection Through Open Communication
Team disconnection: Feeling left out from your co-workers can make you feel like you’re not a team member.
Why it happens: These feelings might stem from unclear communication, changing responsibilities, or a lack of feedback, leading to anxiety and a fractured team spirit.
Bring positive changes: Expressing these concerns to your boss can help create a more supportive and understanding environment.
5. Addressing Unresolved Workplace Conflicts
Toxicity: Unresolved conflicts in the workplace are deep red flags that can seriously affect morale and productivity. These conflicts can fester and create a toxic environment.
Solution: Bringing these concerns to your boss in a solution-focused conversation can help highlight the impact of these conflicts and outline steps for resolution.
Go to https://www.tammyjbond.com/podcast to change your mindset and behaviors so you can elevate your communication and leadership! We’d love for you to join us for our next episodes by tuning in on Apple Podcast, Amazon Podcast, or Spotify and subscribe to our YouTube channel. This podcast is produced by TSE Studios."
-
One of the most common misunderstandings about leadership is the belief that it's always about being in control. But that's not the whole story. In this episode of Playing In The Sandbox, we'll explore why leadership is more than just being in charge. So, grab your pen and notebooks, and let's debunk this leadership myth together.
1. What is a leader?
Facebook Meme: When you think of a leader, do you envision someone barking orders?
What leadership is: Leadership isn't about being in charge. It's about nurturing those in your charge. Taking care of your staff and team gives them the confidence to deliver exceptional customer services and goods.
2. Workplace Title
Your title means nothing: The title you carry within the workplace does not mean you’re in charge. In reality, you’re in service to those around you.
Underdogs matter more: The ones reporting to you are your top priority as a leader. Putting your focus on them helps them deliver positive outcomes to clients and customers.
3. Servant Leadership
What is servant leadership?: It’s a leadership style that prioritizes others' needs to help them perform at their best within the organization.
Why it works: This approach fosters trust and a sense of collaboration, making leaders and employees feel like they are part of a team, which is key to success.
4. Transforming Employee Engagement Through Leadership Prioritization
Low work engagement: Only 34% of employees are engaged at work. This leaves a large number of employees in the background, quietly waiting for retirement to come.
Leaders can change it: When leaders take responsibility and prioritize their team's well-being and development, they can transform these employees into highly engaged individuals.
The changes: Highly engaged employees outperformed their peers by 147% in earnings per share. This shift in engagement, driven by the leaders, can increase revenue and customer success, empowering the organization.
5. Impactful Leadership Example
Pepsi’s former CEO: Indra Nooyi's leadership at Pepsi resulted in impressive 80% revenue growth.
How she did it: Her focus on performance with purpose and employee wellness not only connected the employees more deeply to the company but also significantly contributed to its success.
Motivation works: Leaders who inspire and motivate their teams, like Nooyi did, can increase employees' loyalty and bring success to organizations.
Go to https://www.tammyjbond.com/podcast to change your mindset and behaviors so you can elevate your communication and leadership! We’d love for you to join us for our next episodes by tuning in on Apple Podcast, Amazon Podcast, or Spotify and subscribe to our YouTube channel. This podcast is produced by TSE Studios."
-
Imagine setting a visionary goal that transforms your leadership and ignites a fire within your team. Join me in this episode of the "Playing in the Sandbox" podcast as we venture into "Leadership Moonshots"! Discover what a moonshot really is, why it's vital for your leadership, and how it can set you and your team on a path to unprecedented success.
1. Understanding the Leadership Moonshot
What is a Leadership Moonshot?: If you're unfamiliar with the term, a leadership moonshot is an ambitious, seemingly impossible goal that pushes boundaries and inspires greatness.
Historical Example: Consider when JFK challenged the US to land a man on the moon by the end of the 1960s. This bold vision ignited the nation's imagination and efforts, demonstrating the power of setting audacious goals.
Inspiration for Greatness: A leadership moonshot motivates and drives collective effort towards remarkable achievements.
2. The Danger of Imitating Others' Moonshots
Avoid Emulating Others: Resist the temptation to replicate others' moonshot ideas. This lack of originality and enthusiasm can lead to failure because it doesn't align with your values and vision.
Learn from Past Failures: Consider the downfall of companies like Kodak and Blockbuster, which failed to innovate and keep up with trends.
Create Your Own Vision: Your moonshot should reflect your distinct vision and values, empowering you to stand out and thrive.
3. Defining Your Leadership MoonshotCreate Your Unique Goal: Define your leadership moonshot by setting a bold, ambitious goal that aligns with your strengths and values.
Take the Reins: Take charge and craft a vision that reflects your unique perspective.
Align with Your Team: Share these goals with your team to ensure everyone is aligned and working towards the same vision.
4. Embracing Setbacks as Feedback
Setbacks are Part of the Journey: Every great journey will encounter setbacks.
Mindset Shift: View these setbacks as feedback, not roadblocks.
Accelerate Learning: This perspective accelerates learning, helps you correct mistakes swiftly, and keeps you on the path to progress.
5. The Power of Belief in Achieving Moonshots
Believe in Your Goal: Your belief in your goal is crucial. If you don't believe in it, how can anyone else?
Unwavering Optimism: Maintain a strong, positive outlook to inspire your team. This optimism helps to shape and sustain the collective vision of achieving ambitious, "moonshot" goals.
Leadership and Motivation: When leaders genuinely believe in their team's ability to achieve these goals, it fosters motivation and drives the team to accomplish remarkable results.
Go to https://www.tammyjbond.com/podcast to change your mindset and behaviors so you don’t become a quitter! We’d love for you to join us for our next episodes by tuning in on Apple Podcast, Amazon Podcast, or Spotify and subscribe to our Youtube channel. This podcast is produced by TSE Studios.
-
Are you ready to elevate your leadership game and transform your communication with your team, colleagues, and loved ones? In this powerful episode of Play in The Sandbox, I share the untapped potential of a simple yet profound concept: "Clarity is Kindness."
Discover how clarity fosters trust, enhances productivity, and creates a harmonious environment where everyone thrives. My practical tips and strategies will revolutionize how you lead and connect with others.
1. Why is clarity in leadership communication important? Clarity is essential in leadership communication to ensure everyone understands your message. To truly harness the power of clarity, it's crucial to involve yourself and your team in the process. Try self-assessments and team feedback. This will not only allow you to make adjustments but also empower you and your team to improve alignment and understanding within the organization.
2. To help others understand the urgency of your message, start setting boundaries and managing expectations when delivering directives or urgent messages. Integrating proactive communication strategies and follow-up mechanisms ensures that urgent matters are addressed promptly without compromising clarity or causing confusion.
3. Leaders who encourage open dialogue and feedback loops among team members can empower individuals to address challenges collaboratively and constructively. You can also provide skill development and coaching to help team members enhance their conflict resolution abilities, contributing to a culture of continuous improvement and trust within the organization.
4. Consider using self-awareness tools to drive continuous improvement and progress tracking in team management. Establishing clear expectations and regular check-ins enables leaders to monitor progress effectively and promptly address challenges.
5. Leaders can promote team cohesion and productivity by setting clear expectations and providing consistent feedback. Through continuous engagement, feedback, and skill development, leaders can empower teams to navigate challenges, achieve goals, and foster a culture of collaboration and success.
Go to https://www.tammyjbond.com/podcast to change your mindset and behaviors so you can elevate your communication and leadership! We’d love for you to join us for our next episodes by tuning in on Apple Podcast, Amazon Podcast, or Spotify and subscribe to our Youtube channel. This podcast is produced by TSE Studios.
-
Transitions in a company are always challenging for those in leadership positions. However, hearing from someone else's experiences can give you an idea of what to expect.
In this episode of Playing in the Sandbox, I continue my conversation with Mike Nassar, an incredible leader known for his relational approach and strategic vision. Listen to Mike's insights on leadership, curiosity, and empathy in today's complex business environment.
A deep sense of fulfillment drives Mike's leadership journey. He finds joy in guiding individuals and teams to unlock their full potential and seeing their careers flourish. This personal growth and fulfillment are the true rewards of leadership. Try helping your team cast a vision for success to motivate and guide them through challenges. Leaders who remind their team members that winning is possible directs them toward goals despite current setbacks. Mike's commitment to continuous learning and curiosity is a testament to his belief in personal and professional growth. He shares his practice of constantly exploring the company's internal workings, competitors' strategies, and the best practices from other industries. With this commitment, each day at work is a new learning opportunity, ensuring continuous growth and excellence. It’s exciting when mid-level managers and employees suggest feedback, isn’t it? Mike shares why it’s essential for leaders to welcome feedback and ideas from workers at all levels of the company. This practice enhances the customer experience and operational efficiency. When a company puts value into diverse perspectives, it drives the organization toward success. If you ever feel as though there’s a misalignment between your values and the company’s, consider a career change. Mike shares that those who stay in a working environment where values clash often experience dissatisfaction and conflicts. No matter how much you love your position, if it doesn’t align with your personal values, it can impact job satisfaction.Go to https://www.tammyjbond.com/podcast to change your mindset and behaviors so you can elevate your communication and leadership! We’d love for you to join us for our next episodes by tuning in on Apple Podcast, Amazon Podcast, or Spotify and subscribe to our Youtube channel. This podcast is produced by TSE Studios.
-
I'm delighted to have Mike Nassar, a distinguished leader, join us. His journey, from various managerial positions to the presidency and then the COO role of a major international company, is a shining example of strategic leadership and value-driven management.
In this episode, we delve into the crucial topic of aligning personal values with organizational goals. Don't miss this conversation, as Mike's wisdom will provide invaluable insights for aspiring leaders and seasoned professionals.
It’s essential for businesses to align their personal values with those of the organization during transitions. In addition, middle managers should stay true to their core values and choose employment that aligns well with their personal beliefs. This will allow you to make the right decisions for the company and yourself.
During the transition phase, provide updates to every employee under your guidance. A leader who ensures good communication represents the company effectively to the staff.
Amidst the changes, it's crucial to remember the value of employee feedback. While it may seem challenging with the many tasks at hand, taking the time to listen and respond to your team's input not only upholds company standards but also makes them feel valued and heard.
Connecting with as many employees as possible is essential for those leading large organizations. Mike shares insights on the importance of connecting with people face-to-face across various locations and the challenges and rewards it brings.
Promote an employee only if he or she meets specific criteria. Mutual success only happens when employees' and managers' goals align.
Go to https://www.tammyjbond.com/podcast to learn how to build up your management skills. We’d love for you to join us for our next episodes by tuning in on Apple Podcast, Amazon Podcast, or Spotify and subscribe to our Youtube channel. This podcast is produced by TSE Studios.
-
It’s time to get curious! In today’s episode of Playing in the Sandbox, I’m bringing you a topic from the vault that digs deep into how we ask questions. Instead of seeking to be understood, first, it’s important that we seek to understand. If you find yourself asking questions that lead to defensiveness, confusion, or other unexpected responses, this episode is for you.
More often than not, people hear questions as accusations. Framing questions from a curious perspective can move our team members out of a defensive mindset.2. If your work environment is breaking down, examine how others answer the questions you are asking – they will expose their perspective (and their baggage if it exists).
3. Asking powerful questions gets you to the core of who someone is and moves past the facade.
4. If you give “point-and-shoot” instructions to your team, the team may feel demoralized. Try taking a “point-and-ask” approach.
5. Pay attention to cultural differences. For example, if you’re an East Coast leader working with a West Coast team, think about how your team members communicate and create space for clarity.
6. It’s important to address the pink elephant in the room! If there’s something no one wants to discuss, expose the issue and seek to rectify it without blame.
Go to https://www.tammyjbond.com/podcast to learn more about asking powerful questions! We’d love for you to join us for our next episodes by tuning in on Apple Podcast, Amazon Podcast, or Spotify and subscribe to our Youtube channel. This podcast is produced by TSE Studios.
-
As leaders, it’s our responsibility to create safe, stable environments for our team members. In this episode of Playing in the Sandbox, I discuss trauma and how we can show up for team members who are experiencing trauma. In the workplace, anxiety and depression caused by trauma can lead to absenteeism, distraction, and lowered productivity. We have the opportunity to discover root causes by asking good questions. It’s time to unpack some trauma, tap into our empathy, and explore ways to support our teams in the workplace.
Even though we can’t fix all of the world’s problems, it’s important for leaders to prioritize creating a safe space for our teams to process the upheaval we see happening around us.2. Leaders are not necessarily equipped to help teams work through trauma – that’s what therapy is for. But they can help provide resources to their teams. Show team members you prioritize them and how they are coping with large-scale trauma.
3. Trauma is a response to distressing one-time or ongoing events. Being exposed to a high degree of stress can lead to a variety of negative impacts, like anxiety, fear, shock, and difficulty sleeping.
4. If you notice a sign that a team member might be experiencing distress, try offering them a quick 20-minute check-in. Ask them how they’re doing at home or how world events are affecting them. Help them feel seen.
5. Check out the Exquisite Self-Care booklet by Tammy Bond to learn how to implement your own self-care and encourage others. You can not pour from an empty cup.
6. Build resilience by fostering community. A community gives its members a sense of belonging and purpose.
Go to https://www.tammyjbond.com/podcast for more about trauma and how we can show up in support of others. We’d love for you to join us for our next episodes by tuning in on Apple Podcast, Amazon Podcast, or Spotify and subscribe to our Youtube channel. This podcast is produced by TSE Studios.
-
Leadership success isn’t just about our actions; it’s about the assumptions we challenge. In this episode of Playing in the Sandbox, I take you through 5 assumptions that hold leaders back and keep teams from reaching their potential. To those leaders out there looking to self-reflect and break down the thought patterns that limit creativity and hinder growth, this episode is for you!
Assumption #1: “I know best.” This mindset builds resistance to feedback and alternative perspectives, which shuts down your personal growth, your team’s creativity, and innovation overall. Try asking yourself, “Do I always know best? Every time?”Assumption #2: “This is how it’s always been done.” Resistance to change like this breeds stagnation, a lack of progress, and inefficiency. Try opening up a short 7-minute conversation about what can be done differently on a given project (even if you end up sticking with the old way).
Assumption #3: “I don’t need feedback.” Leaders who reject feedback discourage open communication, which can lower the team's morale. This assumption often stems from fear, so try digging deep to understand the source of it.
Assumption #4: “Success happens overnight." Unrealistic expectations can create pressure, anxiety, and fear of failure. If a leader expects too much too quickly, this can discourage persistence.
Assumption #5: “I can do it all alone.” This will lead to burnout and drive the team away. When you rely only on your own expertise, you lose the perspective of others who can help you and provide valuable insights and you rob them of the chance to help you!
Go to https://www.tammyjbond.com/podcast to change your mindset and behaviors so you don’t become a quitter! We’d love for you to join us for our next episodes by tuning in on Apple Podcast, Amazon Podcast, or Spotify and subscribe to our Youtube channel. This podcast is produced by TSE Studios.
- Показать больше
