Susan Drumm shares a podcast from her series, The Enlightened Executive. In this episode, she interviews Chris Shembra on the many benefits of developing a gratitude process.
Wellness is so much more than physical and mental health.
For decades, physical health was the number one conversation happening in the wellness space. Food and exercise were the primary focus.
Over time, the conversation started expanding to mental health. Meditation, going to therapy and prioritizing mindfulness became more common.
Now, a shift is happening. Chris Schembra, USA Today’s gratitude guru, believes there’s a new frontier in health and well-being: social health. Emotional, interpersonal relationships are the next step in the wellness journey. Gratitude, Chris says, is the key to deepening relationships.
With a massive lack of connection in the workplace, executives and entrepreneurs have a unique opportunity to build lasting community within their companies.
Chris Schembra is the bestselling author of Gratitude and Pasta: The Secret Sauce for Human Connection, ranked by Forbes as the #2 Book of 2020 to Create Human Connections. He’s used the principles of gratitude to spark over 500,000 relationships around the dinner table serving fortune 50 CEOs, Olympians, Academy Award winners, Grammy-winning artists and even Super Bowl champions. He founded 747 with a mission to create meaningful connection through his 7:47 gratitude experience.
In the latest episode of The Enlightened Executive podcast, Chris shares the transformational power of gratitude and how to foster a sense of community in the virtual and in-person workplace.
Key points include:
- The transformational process
- Processing setbacks
- Why gratitude is key
Access the podcast, How a gratitude process can improve employee retention, on SusanDrumm.com.
Bernie Heine shares a post designed to improve leadership skills by avoiding these seven mistakes.
Avoid negative conflicts.
Resolving conflicts, both employee- and customer-related, is an area in which all leaders must excel. To address the conflicts in the right way, it is crucial to understand that there are two types of conflicts:
Productive conflicts: Productive conflicts are good for business. They are based on being trustworthy and vulnerable towards the person you are communicating with. Everyone must have the freedom to create a productive conflict to acquire new and innovative business ideas. A productive conflict is a healthy conversation between people who share the same goal. In his best-selling book, The 5 Dysfunctions of a Team, Patrick Lencioni states that vulnerability-based trust is essential to achieving productive conflict and building cohesive teams.
Negative conflicts: When there is no trust, especially vulnerability-based trust, there is no productive conversation either. If a leader shuts down all constructive criticism and treats it as an assault on their character, that can only cause mistrust and prevent others from speaking their mind.
Being a great leader means developing emotional intelligence that will allow you to have enough humility to recognize your own mistakes and understand the difference between positive and negative disagreements.
- Have a friendly attitude vs. favoritism.
Becoming too friendly towards certain employees can sometimes be a hindrance to good leadership. Having a friendly attitude and beaming with positivity is one thing; becoming too friendly is a whole other situation. A leader who fails to set clear boundaries will face employees who try to take advantage of the situation and ask for special attention. The best way to set boundaries is to treat everyone equally, and of course, adapt to their behavioral style. Do not allow yourself to provide unique benefits for one of the employees and not for others.
The remaining points include:
- Standing by your words
- Paying attention to employee needs
- Sharing the vision
Read the full article, 7 Leadership Mistakes to Avoid, on ProfessionalBusinessCoaches.com.
Bernie Heine provides a few cost-effective ways to boost employee engagement, productivity, and loyalty.
Showing gratitude to employees is essential, and a good and easy way to do it is with employee incentives that don’t cost money.
A good business leader should reward the employees when they deserve it. However, the reason why they often shy away from it is that it costs money. While one could argue that losing valuable employees is more expensive, there’s a middle ground. There are ways to increase motivation in the workplace that are free. With these employee incentives that don’t cost money, business leaders can make their employees feel valuable without breaking the bank.
Reasons to provide employee incentives that don’t cost money
Having your business transferred without delays was easy with the right company by your side. But someone else also took the burden of your relocation – your faithful employees.
Even if no significant changes have happened, your employees might have been doing their best for a while now. Through rewards, you get to increase productivity and show them you value them. Furthermore, you’re setting an excellent example for other employees by showing what values are important to your company. And since it’s so easy to show appreciation with cost-free employee incentives, there’s no reason not to do it.
Key points include:
- Flexibility options
Read the full article, Employee Incentives That Don’t Cost Money, on the ProfessionalBusinessCoach.com.
Christy Johnson shares the results from a panel discussion at the 2020 Project Ascendance Summit on how to foster inclusion in schools and the workplace.
The panel addressed:
Getting past assumptions and misperceptions about diversity, equity, and inclusion (DEI)
Getting the best return on investment (ROI) possible with investments in DEI
Taking the right first steps toward inclusion
Asking questions from a place of humble inquiry
Getting Past Assumptions and Misperceptions About DEI
Michael Meotti, Executive Director of the Washington Student Achievement Council, said that WSAC is a cabinet-level state agency that deals with all sorts of higher education issues. It runs a number of initiatives, including the state’s financial aid programs, which are meant to increase participation and success in higher education. WSAC is helping more Washington residents get some kind of educational credential.
We don’t think enough about what it means for the college to be a student-ready environment, Meotti said, and we need to relentlessly scrutinize the data on how students are doing. If an educational organization keeps seeing racial and ethnic disparities in enrollment, along with disparities in student participation and success, the model is systemically racist. Changing models requires taking a deep dive into how you operate.”
Key points discussed include:
- Changing systems and structures
- The solutions illusion
- Addressing systemic inequities in schools
Read the full article, How Revamping Systems and Asking the Right Questions Can Foster Inclusion in Schools and the Workplace, on ArtemisConnection.com.
Carlos Castelan’s company shares an article on how to find the right remote employees and how to manage them.
Managing a business takes a lot of ingenuity and drive, no matter what kind of industry you’re in. And the COVID-19 pandemic has only added to that, which is why it’s crucial that your business takes a critical look at your needs (both current future) to help keep things afloat. While smaller businesses often rely on government programs like SBA express bridge loans and the Main Street Business Lending Program to stay in business during these troubled times, larger companies can often avoid these types of loans by making internal changes, giving them a better chance of getting things under control without the use of external sources of funding.
Once you’ve gotten your finances under control, you can start thinking about putting together a remote team. Not only do you have to be extremely focused and dedicated, but you also have to be great at employee relations in order to ensure your team can go remote seamlessly. It can be tricky to maintain good communication with employees and keep everyone on the same page. Finding the right people for the job, if needed, and learning how to keep them motivated when there’s no office environment can be done; it just takes a little creativity. Knowing what mistakes to avoid will help you keep the process smooth.
Key points covered include:
- Finding the right people
- Keeping communication clear
- Staying organized
Read the full article, How to Find and Manage a Stellar Remote Team for Your Business, on NavioGroup.com.
The Internet of Things has caused much disruption in the retail industry where only the most agile and innovative survive and thrive. Carlos Castelan’s company blog explains how to transform or build businesses to match customer expectations.
There’s a great line courtesy of Albert Einstein where he was quoted as saying, ‘If I had an hour to solve a problem and my life depended on the solution, I would spend the first 55 minutes determining the proper question to ask… for once I know the proper question, I could solve the problem in less than five minutes.’ Though we (thankfully) do not have a problem that our lives depend on today, the line epitomizes the spirit of reflection that many people take at the start of the year to make changes for the coming 12 months.
Areas covered in this article include:
- Personalized experience
- Pricing and promotion optimization
- Process transformation
Read the full article, The Retail Leaders’ Agenda for 2020, on the Navio Group website.