A chart showing executive competency ratings on a graph

What Is a 360 Survey and Why Does It Matter?

Leaders, if you haven’t done a 360 survey to evaluate your and/or your managers’ effectiveness, I invite you to try this experience. The survey provides the much-needed insight to help you create a high-performance culture from the top down.

Using feedback from groups of people who work with or observe the leader at work—peers, direct reports, and bosses—the report compares how the person gauges their own leadership ability with how others see them. It focuses on critical skills like listening to others, instilling trust, seeking improvement, and many more.

When the report shows differences between how the leader/manager views themselves and how others view them, it suggests an opportunity to focus additional training or effort in those areas. For example, differences between the expectations of the Boss and the focus of the Manager can come to light, highlighting a potential lack of clarity or effective communication between Boss and Manager.

Chart showing a list of critical skills and how the leader measures in those areas, from 'almost never' to 'almost always.'

Ultimately, the Checkpoint 360 Survey identifies opportunities for enhancing effectiveness across teams, starting with leadership. People tend to play to their strengths. So, too, do leaders – choosing to utilize one skill over another due to their personal proficiencies. They have the knowledge and experience to use certain skills in almost any situation. If, as a leader, you don’t favor or simply lack proficiency with a skill that is important to your organization or team, there are steps you can take immediately to get started in your development.

Our expert team will facilitate the 360 survey for your leaders and help you craft a development plan with actions you can take right away to achieve greater leadership effectiveness, team cohesiveness, and professional growth.

Download a free sample Checkpoint 360 Management report now.

The Emotional Paycheck: What Matters Most To Today’s Workforce

Recent workplace survey data shows the importance of the “emotional paycheck” for every generation currently in the workforce. Benefits and flexibility matter most to today’s workers. And, for older generations, culture is king. More than money, people know how an organization’s culture can impact their well-being. This is why leadership development and EQ skills cannot be underestimated.

Research data shows for most generations in the workforce, culture is the key differentiator for creating happy workers, followed by flexibility.

The people parts of leadership are the most crucial, and new leaders need to be prepared or properly supported to tackle the challenge. Positive organizational cultures create an environment where employees feel valued, supported, and empowered, leading to higher levels of well-being both in and out of the workplace.

This research is great news for organizations. Although you may not have the money to pay people more, you absolutely have the power to improve your culture!

Emotional paychecks can go hand-in-hand with a healthy organizational culture to help improve retention and engagement. So, what are some examples of emotional perks that employers can offer?

  • Work-from-home flexibility
  • Alternative workday or work week structures, such as Flex Fridays
  • Home office stipends
  • Company phones
  • Gym memberships or stipends for exercise programs or apps
  • Continued education reimbursement
  • Transportation reimbursement

Ultimately, the task of creating a happy workforce falls on leadership. Need some support or guidance on how you can create not only a happy team, but a high-performing one? Reach out to us to chat about your unique needs and how our custom leadership and team trainings can help.

Driving Buy-In With Everything DiSC for Management

Everything DiSC is an impactful tool for realizing our tendencies and how to use them to communicate better with one another at work. But another gem is DiSC Management, which develops a management culture that brings out the best in everyone and drives employee buy-in.

Managers uncover their unique DiSC management style, and through this lens, they learn how to adapt their style to each person they manage. They also discover how their natural tendencies will impact their ability to succeed in leadership.

The type of environment managers create for their team can be motivating or demotivating, so DiSC Management helps them create a climate that increases engagement.

Other insights managers get from this versatile tool include:

  • Their natural strengths and challenges when delegating and directing and how they can work with their team more effectively.
  • Learning how their own manager tends to see them and how they can better connect with that manager and deal with conflict.
  • Practice gauging the styles of their direct reports, which helps them learn how to read people more effectively.

Download a free sample management profile on our website to learn more.

The Impact of Leadership: An Sneak Peek Into Our Development Programs

Our straightforward approach to leadership development doesn’t start with what is working or not working on your teams. It starts with you, the leader. The impacts of good and bad leadership will radiate from the source. It all begins and ends with us. Our custom leadership development programs begin here, at the source, and expand outward to include effectively managing people and creating a strong culture.

We first work on the leader’s self-awareness, identifying their tendencies, strengths, and skill gaps. It’s an art and a science to support and coach people to peak performance, and the key is first to understand how to bridge the differences in communication styles.

Once we’ve expanded self-awareness, we work on understanding people and how to stretch them to their potential. We teach the skills needed to build a collaborative, cohesive culture. A musketeer team, I like to call it! #AllForOne

With your unique challenges in mind, we can also add on elements like sales training, how to hire top talent, and more. Whatever you’re struggling with, we are here to support you and elevate your leadership impact!

Whether you’re an up-and-coming leader or an owner, this training will grease the wheels and yield a substantial return on investment. Think greater employee buy-in, happier customers, more productive and transparent communication, and a team that’s comfortable with growth and change. Among many other benefits!

Reach out to me directly or visit our LDP page for more information.

Images by senivpetro and Freepik.

Tips For Improving Your Leadership And Culture In 2024

As organizations transition to 2024, how should they manage their teams? How can leaders prioritize soft skills and wellbeing, provide education, and support their talent? How can leaders secure results while being agile and open to new possibilities?

Based on our insights working with teams and surveys conducted by Wiley Workplace Intelligence, we’ve put together some tips for improving your leadership and ensuring your organizational culture thrives this year:

  1. Ensure effective manager and cross-functional communication: From 1-1 meetings to emails, town halls, and messaging apps, today’s teams communicate in many ways. The method for sharing organizational information can vary according to the number of teams involved, the hierarchy, and the organization’s mission and values. Regardless of how your team communicates, listening to the insights of your employees and making space for concerns, questions, and professional development are critical to making your people feel heard and valued. Effective communication can also help organizations improve engagement levels.
  2. Provide opportunities for upskilling: By offering leadership training and education for employees to expand their skills, organizations can demonstrate their commitment to their employees’ growth and development. Organizations will also save time and money by investing in their talent rather than hiring new employees.
  3. Seek understanding by leveraging proven tools: As teams evolve, they must know how to navigate change. Roles shift, teams undergo structural changes, and organizations often experience fast growth. Understanding your people and how they react to change will help you best support them during uncertain times. Assessments like Everything DiSC can help managers lead with a human approach and help teams work together more effectively.

Whatever challenges your teams may face in this new year, working on these three areas can give you a jumpstart into a happier and healthier organizational culture.

Need a little extra support and guidance? Choose us as your authorized partner for DiSC facilitation, or allow us to create a custom leadership development program based on your needs.

Reach Out Now

 

 

Workplace Culture Data Shows Decline in Employee Engagement

"Create a culture of cohesion and cooperation that is limitless."

O.C. Tanner’s Global Culture Report for 2024 shows that the average engagement score in organizations is down. This could be due to many reasons, but what stands out in the research is an immediate need to center organizations more around people, focus on empathetic leadership, and build a stronger workplace culture.
2024 Global Culture Report from O.C. Tanner

This is why we always talk about company culture. In a fast-paced, stressful environment, like in many of today’s startups, a great company culture can be the glue that holds the team together and motivates people to continue showing up each day and working towards common goals. But this same environment often suffers from toxic subcultures, especially as companies grow and scale. Without continued focus on culture, leaders can inadvertently foster false harmony and division where there should be cooperation and innovation.

The report also highlights the powerful impact of empathy and agility.

“Organizations that truly see, hear, and value employees can turn empathy from a buzzword into an impactful, teachable practice and create environments where people know they’re valued and respond with loyalty and great work.”

We’ve seen massive shifts these past few years in workplace policies, philosophies, and structure, as well as shifts in the demographics, skill sets, and values of employees. What is critical for organizations now is to approach future changes with people as the first priority. Fortunately, it’s absolutely possible to create teams and cultures where employees want to come, do their best work, and stay, even in the face of ongoing change.

Reach out to us to learn more about how we can help you build a thriving culture.

#LeadershipDevelopment #TeamDevelopment #Veterinarians #CommercialAgriculture

Prioritizing Growth and Learning As Leaders

Leaders, are you prioritizing growth – not just in your business, but on a personal level? Being a coach and being responsible for achieving organizational results means leaders are often pulled in many directions, with competing priorities and a never-ending to-do list. But leadership means constantly learning and adapting. It’s critical that you make time for expanding your knowledge and adapting to new methods and information.

You may feel like there’s simply not enough time and space to work on your leadership, however, I would urge you to consider the return on investment when you prioritize growth and adaptability. In addition to being ready to tackle any challenges as they come, promoting agility within your teams will ensure they view change in a positive way, rather than being afraid of it.

In addition, how you approach your role, how you manage your time, and how you leverage tools and outside resources will increase your leadership competency and inspire innovation throughout your organization. Culture and productivity start with us, the leaders, and our attitudes and actions rub off on others.

If you haven’t done a check-in on your leadership growth lately, perhaps it’s time to take stock of how you’ve grown and adapted this past year. What have you learned? How have you applied what you’ve learned to your role or the way you lead? Leadership growth isn’t a destination; it’s an ongoing journey that fuels results and inspires epic teams and organizations.

And if you’re in need of some guidance, MDR has loads of resources at your disposal. Reviewing your DiSC style and how it compares to that of your direct reports is one way you can reignite your growth and learning. Our leadership development programs targeted at building a musketeer culture can also be an excellent way to learn how to improve collaboration and foster emotional intelligence within your teams.

Reach out to us for more info. #BetterTogether #LeadershipDevelopment #LeadershipResources

www.mdr4you.com

New Data Shows Companies Offering Flexible Work Policies are Hiring More Easily

Data from this past summer, drawing from hundreds of public and private sources measuring headcount growth and flexible work policies, has found that companies offering flexibility are hiring at a greater rate. While growth doesn’t always correlate to success, the research indicates companies who don’t mandate in-office work are having an easier time hiring.

This data confirms my own position on remote work – that agile companies who allow people to choose their work setup will have their pick of global talent and secure high-performing teams over those who insist on returning everyone to the office. We’ve also been seeing headlines across the web about company executives who themselves have access to satellite offices near their homes but who still insist on enforcing back-to-the-office policies. This messaging is not only hypocritical, it communicates to teams that there is no confidence in their ability to perform without constant oversight. These policies erode trust and damage organizational culture.

I’ve been exploring the shift to remote work and its implications in my leadership trainings. #LessonsLearned What I’ve seen from my remote operating clients is that in lieu of investing in a brick-and-mortar office, they’re shifting their investments into other impactful areas like learning opportunities and experiential retreats. They see that culture and engagement are massive accelerators for performance. And to me, they will be at the forefront of innovation thanks to their willingness to shift their perspective. So I would ask leaders this: What will the impact be if you don’t evolve? If you don’t invest in opportunities to enrich your culture’s desirability quotient? How will you leverage opportunities to drive innovation?

https://www.forbes.com/sites/jenamcgregor/2023/07/18/remote-and-hybrid-workplaces-are-hiring-people-twice-as-fast-as-full-time-office-employers-report/

Leading From the Middle: Why Middle Management is So Important

Scott Mautz’s book, Leading from the Middle, highlights a critical leadership need that organizations often overlook. Anyone who reports to someone and has someone reporting to them must lead from the middle. This can be really messy, since middle management is full of contradictions and opposing agendas, as Scott says in the book.

Here’s why this is so important. Scott points out that
– Middle managers can impact as much as 22% of revenue.
– Replacing a bad middle manager increases productivity by 12%.
– Employees with a strong middle leader are 20% less likely to leave when offered another job.

But there is a particular mindset and skillset necessary for influencing 360 degrees – up, down, and across one’s organization. This position is one of the most important and impactful, so why aren’t we paying more attention to it?

Scott compares this extremely tricky position to being a fish in a fishbowl. “Maneuvering in the middle of an oversized fishbowl, all eyes privy to my every movement. Surrounded, yet lonely. Pressure from all sides; the weight of water. Watching other fish with their own agenda zip by while I labored to remain steady and purposeful in the middle of it all.”

As a former middle manager, it’s so important to me to help other leaders develop self-awareness and become epic coaches. Even on teams within teams or from the messy middle, leaders have the potential to drive people and organizational results and build a high-performing, collaborative culture. While it may seem that being stuck in the middle inhibits what you can do or accomplish as a leader, that couldn’t be further from the truth.

We have built some amazing training programs that can tackle this particular challenge for leaders. Learn more by reaching out to us.

#MiddleManagement #LeadershipDevelopment #PeoplePerformance #PeopleScience

How Can You Maintain Accountability in a Wellness-Focused Workplace?

Leaders, can you relate to this?
The relationships between people and their managers have evolved. As culture-building and workplace wellbeing have become more of a focus, organizations have created a more open and progressive dynamic, leading to better communication and happier teams. However, it can be challenging for managers to hold people accountable in this context.

An example: one of your employees takes a class that causes them to start late each morning, and their work begins to slip. If you’re struggling to reconcile these two things – fostering accountability while respecting a healthy work/life balance – you’re not alone. According to recent DiSC data, nearly 20% of managers and supervisors are finding their biggest challenge is holding employees accountable, which speaks to the difficulty managers specifically face in holding space for both wellness and results.

But successful teams require both a healthy culture and accountability-based trust. It’s critical to give feedback on how people are showing up in their work relationships. Easier said than done, we know! But you’ll actually be building more trust and respect by holding your teams accountable, not less.

Despite the interpersonal challenges, increased focus on wellbeing has led to positive changes in the workplace. Almost half of the folks surveyed, including employees at all levels, report that employee wellness has positively impacted performance in their organization.

Getting support from a coach can help you apply accountability tools while also respecting your peoples’ wellbeing – Reach out to us for more. Pro tip: we also conduct experiential workshops and retreats if you want to level up your entire team or team of managers.

#AccountableTeams #LeadershipChallenges #Management #Teams