Why gossip and worry start and how to deal with it as a leader. (You can learn more about this at https://kevineikenberry.com/way)
Communication is hard.
I know, it’s likely not a surprise to you. And it’s certainly no surprise to us – communication is consistently one of the biggest challenges that we hear about from leaders.
And in this episode, I am going to help you (and your team) be a better communicator by raising the communication bar with five simple tips.
There is a big difference between satisfaction with a product/service/organization and loyalty. Loyalty shows an emotional commitment. When someone is loyal, they promote for you. Sandy Rogers co-author of Leading Loyalty: Cracking the Code to Customer Devotion and the leader of FranklinCovey's Loyalty Practice. He chats with Kevin about the book and although much has been written about loyalty, this book provides simple, applicable principles, practices and a proven process for earning loyalty from your customers and colleagues and all the important people in your life. There isn’t just one thing. It’s all about listening for the real story, taking responsibility for the real job and following up. We need to move beyond process and empower our people to show empathy. Boosting external and internal loyalty will have an impact on your bottom line.
How are you different than you were six months ago? Let's talk about that question and give you a better answer six months from now.
Learn more: https://kevineikenberry.com/way
Have you ever been disappointed? Frustrated? Maybe even annoyed?
And then maybe you said (rather cynically), “Well, what did you expect?”
It’s probably unlikely that there are many of us who can say we haven’t asked this question once or twice in our lives… So in today’s episode, I’m sharing a much more valuable and productive question that you can be asking.
Studies show that 92% of people trust referrals and you are four times more likely to buy from someone who was referred. This makes sense to Michelle Tillis Lederman, author of The Connector's Advantage: 7 Mindsets to Grow Your Influence and Impact. In her early career, she realized that relationships are critical to your success, health, and happiness. However, this isn’t all about the warm fuzzies. Connectors have a certain way of thinking and acting that enables stronger connections. Building that skill can get us to faster, easier, and better. Michelle shares with Kevin that when leaders focus on building connections, relationships and loyalty with their teams, they impact the bottom line.
In this episode, Michelle discusses 1. Levels of connectors. 2. The introvert edge. 3. The trust mindset.
I'm talking about a critical choice leaders must make, one that many never even consider. Compliance or commitment?
Which do you have, and which do you want? Let's talk about what they are and why one is the best choice!
Learn more at: https://KevinEikenberry.com/way
A few months ago, I was fortunate enough to record a video course with some great people at LinkedIn Learning. And while the process that I go through each week here on Remarkable TV has grown and improved significantly over the years, my time at LinkedIn Learning was quite different. For one, it was a truly professional studio and I had an actual Producer who was with me throughout the process.
And my Producer had three little words that she repeated many times throughout the day that entirely changed my outlook, my mindset and ultimately my results.
These three words were small but can have significant impact on you and your team.
John Rossman is a former Amazon executive, who launched and scaled the Marketplace business, which now accounts for more than 50 percent of all units sold at Amazon.com. In his current role, he is often asked “How did Amazon do this?” or “Why did Amazon do it this way?” As such he decided to write, Think Like Amazon: 50 ½ Ideas to Become a Digital Leader. John and Kevin discuss the book and he draws upon his experience at Amazon to show you how you can think differently about business and leadership to move your organization forward. John expands on a few ideas in the book, including the fact that the question is just as, if not more important, than the solution.
Bad Blood: Secrets and Lies in a Silicon Valley Startup by John Carreyrou https://amzn.to/2HVRoc1
The Spy and the Traitor: The Greatest Espionage Story of the Cold War by Ben Macintyre https://amzn.to/2I6H9B6
I'm talking today about a foundational leadership development principle, but one people miss, forget, or falsely assume is covered. Learn more about The Journey to Remarkable Leadership: https://KevinEikenberry.com/way
Every day, more leaders are becoming remote leaders – whether it was intentional and planned or simply a fact of circumstance where they started working one day a work from home which lead to another which lead to another…
The question isn’t whether this is happening or not, it’s what are we doing to prepare these leaders?
Leading remotely is different and when we take the time to prepare ourselves and our remote leaders, we will all be more successful.
Learn more and download a free chapter of our book, The Long-Distance Leader, here.
Kevin Kruse really didn’t think much about leadership in his business ventures until he realized his failures were a result of not thinking about leadership. Kevin is the author of Great Leaders Have No Rules: Contrarian Leadership Principles to Transform Your Team and Business and serves as Founder & CEO of LEADx, an online learning platform that provides free leadership development. He sits down with Kevin to discuss some of the leadership lessons we’ve been taught and how they work against us. Kevin looks at rules, feedback and transparency and how they work in relationships and building your best team.
In this episode, Kevin looks at some contrarian leadership principles like 1. No rules. 2. No Smartphones. 3. Crowd your calendar.
I'm talking about criticism, and the role it plays (or doesn't) for us as leaders and coaches. To register for our free master class Video series The Journey to Remarkable Leadership, go to: http://KevinEikenberry.com/way
While I’m not an accountant and you likely aren’t either, I am using an accounting term today to help us understand the value in our workplace culture.
To do your best work, you need to know why organizationally and globally. Ashley Goodall is energized by thinking about the challenges of how we all do better work together. Ashley is the co-author of 9 Lies About Work with Marcus Buckingham. He and Kevin discuss some of these “lies” and why they may be uncomfortable. The theme throughout the lies is the context. When we spend too much time focusing on the system or the process, we lose the context. The meaning of our work should be evident and let your folks focus on the how.
In this episode, Ashley shares his thoughts about the following lies: 1. Cascading goals. 2. People need feedback. 3. Leadership is a thing.
Learn more about Ashley Goodall.
Sign up for our free video training series, 13 Days to Remarkable Leadership.
Get your free copy of my inspiring e-book, 101 Ways to Unleash Your Potential.
Today I am talking about a lesson I learned in reading a quote from the Theologian John Henry Newman:
“Nothing would be done at all if a person waited until he/she could do it so well that no one could find fault with it.”
And here’s the reality – someone will ALWAYS find fault in one thing or another. But that’s not all bad. What is bad is when we frame it as “fault” and not “feedback for improvement”.
We need to stop waiting and start doing.
David Benjamin believes we are seeing a shift in the workplace from scarcity to abundance. Leaders need to tap into their people and use them differently and better. David is the co-author of Cracking Complexity and joins Kevin to discuss not only the disruption of technology in business but how leaders can approach complexity. David talks about problem-solving and creating purposeful collisions to get everyone on the same page. If there isn’t a common language, you won’t find common ground.
In this episode David 1. Distinguishes simple, complicated and complex problems. 2. Discusses the s-curve model and how to think about it. 3. Shares how to create a collision course.
This is a question that I get asked a lot and I think in order to answer this question, you have to understand the answer to another question first:
How do you define friend?
So think about this a little bit and then “join me”on the video to answer the original question about friends and leadership.
To learn more about and subscribe to my weekly newsletter, Unleashing Your Remarkable Potential, go to: https://kevineikenberry.com/uyrp
What does education need to do to produce people who can contribute at work and are successful? Danny Iny, the author of Leveraged Learning, chats with Kevin about that topic and what that means for leaders and teams today. Danny believes we are shifting from a “just in case” mindset to learning to a “just in time” mindset. The pace of change is rapid and to stay relevant, we need to continue to learn in bite-sized chunks. As leaders, we need to recognize we are working from a lagging scorecard and need to go in and learn, develop our team, and move forward.
You likely have a program of some sort when new employees join your organization – most call it onboarding – but do you have the same process for NEW supervisors?
These onboarding processes are so valuable for new employees, but they can also have value for new supervisors. Everything that leaders do has a ripple in the organization, so it’s even more important to set new leaders up for success in the beginning, when it matters most.
In today’s episode, I’ll share tips for using the ideas of onboarding specifically as they relate to your new supervisors and leaders.
Learn more about and sign up for our free leadership series, 13 Days to Remarkable Leadership, here.
When you talk to Tony Hunter about his journey, he will tell you it’s all about the people. Not just the people who believed in him but his mentors and his amazing team and talented colleagues. Tony is the former CEO and Publisher of the Chicago Tribune. He was offered the job in September 2008 and they filed for bankruptcy in December 2008. Needless to say, his tenure was filled with disruption. Tony and Kevin talk about leadership during changing times and how you need to slow down to speed up. He has been fortunate to look back at his career and recognize that you are either disrupted or a disruptor. In either case, you want your team to be in alignment and own the plan before moving to action.
Today is the last in my series on “unusual” collections for leaders and I’m sticking with the theme of something that you might never consider as something that you can actually collect:
And while this “collection” is unusual, when you start collecting it, I think you will find that your life will be more interesting and have more meaning and you will have less stress and more happiness. And who doesn’t want that?
Most organizations jump right in with the design of a product/content…often missing the WHY. Kevin sits down with Juliana Stancampiano, CEO of Oxygen and author of Radical Outcomes: How to Create Extraordinary Teams that Get Tangible Results. Kevin and Juliana discuss education in the workplace. They believe that in order to achieve great results, you need to move beyond information overload and focus on the business outcomes. It’s about creating a culture of learning and thinking about the content as an experience.
We are continuing in our series of episodes about collections and today’s episode is about collecting memories.
I’ll talk about WHY we should collect memories and HOW to do it better and more often.
Leadership can be defined at multiple levels and can be scaled up and down. Bob Anderson is the co-author of Mastering Leadership and his new book, Scaling Leadership. He joins Kevin to talk about the research and findings which led to the latest book. Using a database of senior leaders providing 360-degree written feedback to fellow senior leaders, he and Bill Anderson look at the qualitative data. They look at the descriptions leaders use to define effective leadership and create a leadership framework. Using the lessons learned, an individual can develop their leadership at scale in their organization to improve performance.