Episode 086, What needs to be renovated?

Lisa Thal is an Author, Speaker, and Business Coach.  Simplify Your meetings. She wrote the book "Three Word Meetings."  Lisa coaches leaders on how to take their sales and business meetings to the next level with fun and interesting 3-word  topics to get your sales team motivated and inspired.  She has over 34 years of sales, marketing, and leadership experience.

 

In episode 086, we discuss what needs renovation vs demolition!

 

With most of us spending more time at home, have you noticed yourself looking around at opportunities to make some improvements? Whether it's sprucing up your new office space, upgrading your kitchen or bathroom, maybe you have your sights set on a new deck or patio. You have decided to renovate something in your home.

 

So is there something that needs renovation at work?

How is your culture at work?

Most business leaders understand the power of a positive culture―but almost every effort to change culture fails. Why? The approach is often all wrong. Most companies attempt to "transform" a new culture from the ground up vs. focusing on a culture of renovation instead. It's all about keeping what works, shifting what needs to be changed, and ensuring proper care and maintenance―much like refurbishing or renovating a home and improving its overall value. 

 

Have you completed your annual reviews on your team yet? We are in the middle of  meeting with our team to review the prior year. We can all agree last year was a year of learning and renovating.  

 

We walk through a process that allows the employee to share how they think their year went. You know I am a fan of threes. So we ask them to list Three Successes to Celebrate and Three Opportunities for Growth or renovations they wish to make.  Based on their feedback, you see whether they feel they need to renovate their business moving forward.

 

The number one resource for exceeding our revenue goals is our Human Capital, our people. Our people are the greatest asset to a company.

 

I find it helpful to walk myself through this exercise.

What was Three Successes to Celebrate?

What are the Three Opportunities for growth for me and the team I lead?

Remember, the key to happiness is progress. So how do we continue to create a culture of improvement? It recognizes what renovations you need to do to make sure your organization's foundation is solid. 

 

My most significant growth opportunity is supporting our people! Turn uncertainty into certainty. I am an optimistic, inspirational leader that believes the people you surround yourself with makes a difference. I ask myself, what more do I need to learn, and where should I focus that effort?

 

Another great question you might ask yourself, what else do I need to do to keep developing other leaders around me.

• Solve one key issue that may be holding them back. 
• Ask your team what I could do to be a better leader in supporting them? 
• Ask your team, "Do you have what you need to do your job?"

 

I listened to Brene Brown's podcast, "Dare To Lead," I highly recommend, by the way. She was interviewing Kevin Oakes, the head of the world's leading HR research firm―the Institute for Corporate Productivity. Kevin consults companies on how to improve productivity.

 

During the podcast, they discussed how employees play a critical role in creating the culture. Most teams consist of various personalities and talents. So how do you identify the proven leadership actions to ensure you have a culture of innovative high-performance?

 

First, we have to Evaluate our team!

 

Do you have Influencers? Most of us are aware of Social influencers who earn compensation to build a companies brand or service. It's important to note that we all have employee influencers. These employees help you create a winning culture. Or remove those that are undermining what you're trying to build. Are they willing to lean into change? Do they thrive and understand that they want to be apart of a culture of progress. 

 

Do you have Energizers: They are optimistic about the future. They bring focus, energy in everything they do. They accept and are willing to lean into change. They share ideas on how to improve your operation. More importantly, their enthusiasm gets others on the team, moving in the right direction. 

 

Do you have Blockers:  They are skeptics and non-believers of what you're trying to achieve. In most cases, we will work hard to convince these people to shift their mindset and join all of us. In most cases, the only answer is to move them along to another company. 

One key identifier will be if someone says this how we have done it around here. Red Flag! Alert!  

 

So I ask you to think about what type of work environment are you building? What renovations do you need to plan, build, and maintain to create a culture that drives profits, growth, and business sustainability now and well into the future?

 

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