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

Simon Sinek: What does it look like to foster trust and vulnerability in a professional setting?

Vulnerability is a strength 💪

For many leaders, there is an expectation that they always act like everything is safe and certain, that they always have all the answers. But this behavior is inauthentic and creates a false sense of harmony in an organization. Under the surface, your people won’t have the courage to speak up, and there won’t be accountability or trust.

Owning up to challenges, acknowledging uncertainty, and fostering honest, vulnerable dialogue will ultimately build a trusting, cohesive team and a synergistic environment of support. Your team will rise to challenges, share information, and engage in productive conflict. Vulnerability will move the needle for results. #EncourageVulnerability
#WednesdayWisdom
#LivetoLead

Simon Sinek: What does it look like to foster trust and vulnerability in a professional setting?

Leaders Have A Greater Impact On Employees’ Mental Health Than We Thought

The impacts of leaders on their teams have never been more profound. According to this study, 43% of employees report they are exhausted, and 78% say stress negatively impacts their work performance. The reality is, how you prioritize workplace wellness affects your people far beyond the workplace – they end up carrying the effects of good or bad work environments home with them, and it impacts how they function with family, with friends, and with the rest of the world.

No pressure, right? Don’t worry, because leadership skills can be learned! And the greater the leadership, the more commitment and productivity that results from these happy, healthy, and cohesive teams.

Forbes: Managers Have Major Impact On Mental Health: How To Lead For Wellbeing

#MentalHealthAtWork #WorkplaceWellness #LeadershipMatters #LeadershipTraining

 

Striving to Keep Your People Amid The Great Resignation

The Great Resignation remains a point of concern for the larger work landscape – how do you keep your people happy and engaged, particularly when there’s a “New Year, New You” kind of mindset that crops up around this time? And as teams, what are you asking your leaders for?

Wiley released the latest in research across organizations and job roles, to determine what is it that keeps people feeling that they are being taken care of. Reach out to us to request your free copy of the eBook Keeping Your People: How to Navigate The Great Resignation.

mdr4you.com

Inc: If You Think the Great Resignation Is Bad, Just Wait Until January

#LivetoLead #FridayMotivation #GreatResignation #BetterTeams

MDR Coaching & Consulting Inc. is an Authorized Partner for Everything DiSC and for Wiley products and tools.

Inc Article: If You Think the Great Resignation Is Bad, Just Wait Until January