Change is hard. It doesn’t usually come naturally. And at the end of the day, when we change we have made a choice.
And as leaders, when we are trying to lead change at work, we are asking our team to be “all in” – to make a choice to change.
Unfortunately, most change leadership communication is about the change itself. This is important of course, but we’re missing three key components when we’re communicating about change. Check out the video below to see what you might be missing in your change leadership.
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.
Routines are wonderful things. When we have a routine, we no longer have to think about it. We are able to operate automatically, freeing up our brains for other things. Morning routines are especially important as they allow us the opportunity to start the day off successfully and productively.
In this video, I am giving you four key idea to think about as you create, re-create or re-adjust your morning routines.
1. Prepare your body
2. Prepare your mind.
3. Prepare your attitude.
4. Prepare your focus.
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.
Now, you might already know that I grew up on a farm, and so I have plenty of farm phrases in my vernacular. Some of these phrases wouldn’t make any sense to you. But some of those farm phrases are things you’ve either heard before or maybe even heard here on this blog last week. You can watch that episode right here.
So last week we talked about making hay, and today we’re talking about gathering eggs, and specifically about not putting all your eggs in one basket.
Now, I don’t have nearly as much personal experience with eggs as I do with making hay. But think about it for a second. If you’ve got a basket that you’re using to collect eggs and as you’re putting them in one cracks. Well then, you have a problem. Even worse, if you drop the bucket, you lose all the eggs.
So what’s the point for us as leaders? Well, there are several things for us to think about here. And I’m starting the video with one of my favorite thoughts in business: One is a dangerous number.
Future of Work Newsletter, a free weekly e-newsletter. It’s full of articles and resources to help you, your team and your organization be more successful in the ever-changing remote work environment.
I grew up on a farm, and so I have plenty of agricultural phrases in my vernacular, but actually all of us have some of those phrases. For example: Don’t put all your eggs in one basket. Yep, that’s a farm phrase. And hint, I’m going to talk about it next week. But for now we’re talking about this phrase:
Make hay when the sun is shining.
Now, you may have never made hay. You may not know what that means but you’ve probably heard the phrase. Here’s the backstory. Hay is made from growing crop (grass, alfalfa and clover most frequently), and it is cut when it’s very green and very moist, a growing plant. However it must be dry before it can be bailed up to be used and stored.
So you can cut hay when it’s raining, but you can’t make hay and bale it when it’s raining. The sun’s got to be shining. The crops need to be dry. There’s a limited time window. Make hay when the sun is shining. So here’s the point for us as leaders.
Culture seems to be the latest buzzword, yet the employee experience is important. Let’s face it, employees have a choice of where they want to work. Chris Edmonds and Mark Babbitt sit down with Kevin to talk about culture and that it doesn’t have to suck. You have a role to play and when you equally value respect and results, profits go up.
Future of Work Newsletter, a free weekly e-newsletter. It’s full of articles and resources to help you, your team and your organization be more successful in the ever-changing remote work environment.
The great resignation has been all over the press and all in the media. Everyone’s talking about it and many people are participating in it. I recently recorded a video with personal lessons from the great resignation. You can watch that here.
But today we are talking specifically about what the great resignation means for leaders. There are major challenges for every leader and there are also some great lessons. We’ll explore those in the video below.
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.
How we think about mental health and mental illness has changed a lot in my lifetime societally.
More and more awareness of mental illness is emerging, and while this is really good, unfortunately, there’s actually more mental illness than ever.
People are willing to talk about it, but there’s all sorts of factors like anxiety and loneliness and other factors that are causing the amount of mental illness to grow or the level of mental illness across society to grow.
In this episode of Remarkable TV, I’m talking about a related topic: mental fitness. Just like we think about physical fitness as a way to help us be more physically healthy and avoid physical illness, we can do the same with mental fitness. In the episode I’m sharing four ways to help you do this.
Tweet it out: What will you do today to become more mentally fit? @KevinEikenberry
We are living in uncertain times. This is true and we could probably say this of any time we have lived in. The difference is we are more connected now and we see more information. So, the risk and uncertainty that seemed to be episodic were always there and we need to accept this reality. Larry Robertson joins Kevin to talk about risk, uncertainty, leadership, and mindsets. We need to recognize the status quo is harder to come by and we should use uncertainty as the secret ingredient to shake things up.
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.
Atticus Finch, Atticus Finch, you might immediately know who I mean and you might be thinking, I should know that name, shouldn’t I?
Well, Atticus Finch is the protagonist in the novel To Kill a Mockingbird. If you haven’t read it, you’ve probably seen the movie. If you haven’t done either, you should go watch it or go read it now.
But there’s a line in the book, and I believe in the movie as well, where Atticus Finch says you never really understand a person until you consider things from his point of view.
You never really understand a person until you consider things from their point of view. How often do you do that? I mean, how often do you step back from your own perspective and look at it from someone else’s perspective?
This is a very powerful lesson for us to consider. And in this episode here, I’m sharing two different ways to help broaden your perspective.
When we talk about organizational change, we think about long meetings, lots of slides, and confusion on the goals. Further, we often default to how long will it take and how much will it cost me? Not to mention the change leaders are left to find for themselves. Brendon Baker shares with Kevin that to be successful, we need to ask different questions and continue to monitor and nurture the change.
Future of Work Newsletter, a free weekly e-newsletter. It’s full of articles and resources to help you, your team and your organization be more successful in the ever-changing remote work environment.
When we talk about organizational change, we think about long meetings, lots of slides, and confusion on the goals. Further, we often default to how long will it take and how much will it cost me? Not to mention the change leaders are left to find for themselves. Brendon Baker shares with Kevin that to be successful, we need to ask different questions and continue to monitor and nurture the change.
Future of Work Newsletter, a free weekly e-newsletter. It’s full of articles and resources to help you, your team and your organization be more successful in the ever-changing remote work environment.