No two leadership journeys are the same. And, regardless of where we are, there is always an opportunity to learn. Scott Jeffrey Miller joins Kevin to discuss insights and lessons learned from hosting On Leadership with Scott Miller. The common thread he found from each of the 30 mentors he highlights in his book, Master Mentors, is they are clear in what they want to accomplish. They approach life with an abundance mindset and listen more than they talk.
Miller began his professional career in 1992 with the Disney Development Company (the real estate development division of Walt Disney Company) as a founding member of the development team that designed the town of Celebration, Florida. Miller and his wife live in Salt Lake City, Utah, with their three sons.
Unleashing Your Remarkable Potential, Kevin’s free weekly e-newsletter. It’s full of articles and resources to help you become a more confident and successful leader.
Organizational culture has been an important topic for a number of years, but right now, as I’m recording this video at the beginning of 2022, culture has never been a bigger focus.
Organizations around the globe are trying to figure out what the future of their workplace will look like. And rightfully so, they’re concerned about their culture. And many leaders are trying to figure out how they can get the culture they used to have back.
Now let me just say, trying to get back to the culture you used to have pre-pandemic will not be possible. The world has changed significantly as have we and our people.
Whether we like it or not, culture is always changing. It’s never static.
So as you think about your organizational culture and what that will look like for you, I’d like to share three cultures that you should consider in this process.
Tweet it out: To create the culture you want, you must consider the culture of your past and present as the starting point. @KevinEikenberry
The Daily Email, daily inspiration for leaders sent Monday-Friday every week. Kevin writes a short message to inform, inspire, engage, and focus you on becoming the best you and the best leader you can be.
If you’ve ever been driving in the United States on an interstate, every so often, you’ll see a sign that has a number on it, a mile marker.
You’re probably familiar with those. They didn’t originate in the U.S. and in modern times, but rather during Roman times.
Marking progress on the journey with milestones makes sense, right?
Well, today we use milestones much more often in things like project management to help us plan out our projects and see how we’re doing against plan. That’s how we typically think about milestones, but I think that there are really five ways that we can look at milestones and five ways that milestones can help us.
In this episode, we’ll dive deeper into these five ways that milestones can help you be a better leader and a better human.
Have you thought about changing people? Maybe, the way they hand in reports. Maybe, it’s the way they show up for a meeting. Now the question becomes, can you change people? That isn’t so easy to answer and definitely isn’t easy to do. Howie Jacobson joins Kevin to discuss resistance to change. He says change is just a discontinuity of the past. The hard part is the change we can’t control. He talks about the powers we need to activate and to remember it’s not about us.
The Daily Email, daily inspiration for leaders sent Monday-Friday every week. Kevin writes a short message to inform, inspire, engage, and focus you on becoming the best you and the best leader you can be.
Have you thought about changing people? Maybe, the way they hand in reports. Maybe, it’s the way they show up for a meeting. Now the question becomes, can you change people? That isn’t so easy to answer and definitely isn’t easy to do. Howie Jacobson joins Kevin to discuss resistance to change. He says change is just a discontinuity of the past. The hard part is the change we can’t control. He talks about the powers we need to activate and to remember it’s not about us.
The Daily Email, daily inspiration for leaders sent Monday-Friday every week. Kevin writes a short message to inform, inspire, engage, and focus you on becoming the best you and the best leader you can be.
Most of us have plenty of goals that we set in our lives – health, financial, personal.
And today we’re talking about team goals or organizational goals.
But before we get to that, I want you to think about it as a team member, as an individual contributor. Have you ever had someone hand you a goal? And if that’s ever happened to you, how did that feel? Did you feel much ownership of it? Did you feel like you really wanted to achieve it? How successful were you in achieving it?
When I worked in corporate America, I can remember goals being handed to me and I had more questions than answers.
You see, for us as leaders, it’s often easier to simply hand a goal to our team. But when we set goals collaboratively, we can get a lot of other great benefits.
In this episode, I’m sharing why you should set goals collaboratively with your team.
You know who they are. The teammates we turn to in critical minutes. They are clutch and they make an impact. You also know that being impactful doesn’t come with a title. Kevin is joined Liz Wiseman to discuss her research and findings of impact players. She shares the characteristics of top contributors and what they are doing differently than the rest.
The Daily Email, daily inspiration for leaders sent Monday-Friday every week. Kevin writes a short message to inform, inspire, engage, and focus you on becoming the best you and the best leader you can be.
In this episode of Remarkable TV, I want to talk about “the great resignation” as a microeconomic concept, really more as a personal concept. And I’m starting with the question: why did people resign?
I’m going to give you a simple and nonpolitical answer. People resigned and the great resignation started simply because people weren’t finding what they wanted from their work or career.
And while I don’t know your situation, it’s highly likely that if you haven’t joined “the great resignation”, there’s a chance you’re either thinking of it or will be in the future – either for yourself personally or as to how it will affect your organization and your team.
And I’m starting with three important questions for you to think about:
1. What do I love about my work?
2. Where can I find more of that?
3. what are my priorities related to life and work?
As I said above, these questions are important whether you’re thinking of “the great resignation” personally or organizationally. Check out this episode.
The frontline is where the work happens. When you get the work done correctly and on time (if not faster), your organization is successful. If there are too many layers of leadership and you are waiting for directions from the top, you may miss opportunities. Eric Strafel joins Kevin to discuss the importance of empowering your frontline team to make decisions. If they understand the why, and if they know where the organization is going, they will make the best decisions for your organization.
Unleashing Your Remarkable Potential, Kevin’s free weekly e-newsletter. It’s full of articles and resources to help you become a more confident and successful leader.