Posts Categorized: Leadership

Trust Me…

building trust with employeesWhat comes to mind when you hear the words “trust me…”? A slick used-car salesman? A shady politician? Chances are, your first thought was of someone trying to get the best of you in an underhanded way.

And that’s normal. Because trust – like respect – can’t be commanded. It has to be earned.

What does this mean for business leaders? A lot. Research shows that the character and actions of the senior leader are inextricably linked with trust in the company itself. In addition, disengaged employees cite their bosses as the number-one reason for not being happy at work. (more…)

Why Earning Trust is Better Than Getting Tough

Photo is courtesy of Pixabay“Me First!” You expect to hear this in kindergarten, but not in corporate America. After all, shouldn’t adults know how to play fair, share willingly, and cooperate?

Unfortunately, with employee engagement at all-time lows, many leaders find themselves increasingly confronted with demoralized, unhappy, or even outright-hostile employees. Energy levels plummet. Productivity suffers. Teamwork deteriorates. People look out for themselves first and foremost. And, just like frustrated parents, leaders often respond by “getting tough” – demanding more collaboration, greater commitment, and increased effort. (more…)


Photo courtesy of PixabayWe recently blogged about the importance of spending time with your direct reports. While research suggests that six hours a week spent interacting with your employees may be the “magic number” for increasing engagement, we believe the issue isn’t just about quantity – it’s also about quality.

For example, when you’re talking with your employees or team members – in person or on the phone – what do you discuss beyond work priorities and deadlines? If the answer is “nothing,” you may be missing a valuable opportunity. (more…)

Are You Spending Enough Time With Your Direct Reports?

Photo courtesy of PixabayHave you talked with with your employees today?

Not e-mailed, not texted – but actually had a real-time face-to-face conversation with any of your direct reports?

If the answer is “no,” you’re not alone. Demanding travel schedules, telecommuting, and increased responsibilities – not to mention the global nature of many businesses – make it hard for leaders to personally connect with their team members on a frequent basis.

But if you find yourself regularly out of communication for days – or even weeks – at a time, keeping your employees motivated and engaged can become a real challenge. (more…)


Image: PixabayYou may have already heard the recent news that, according to Gallup’s State of the Global Workplace Study, 62 percent of employees are “not engaged” at work. These individuals aren’t outwardly hostile, disruptive or unproductive like their “actively disengaged” peers. They usually show up and do what they’re told. Yet, while their managers and co-workers may like them, they probably don’t trust them to go the extra mile. To have the emotional commitment and self-motivation to move from competent to excellent. And that lack of trust can keep your organization from achieving its fullest potential. (more…)

Putting Servant Leadership into Practice: Empathy

EmpathyIs empathy the key to business effectiveness? According to several researchers, the answer is a certain yes. A 2013 study published in the International Journal of Economics Business and Management Studies revealed a direct, scientific correlation between the level of empathy demonstrated by business leaders and the level of leadership effectiveness.



from compliance to engagementAccording to a recent Gallup Poll, more than 70 percent of Americans are disengaged at work. That’s seven out of every 10 employees – the majority of our workforce!

What’s especially challenging is that many of these individuals are adequate contributors. They get the job done. They receive average performance reviews. But, they are largely going through the motions without the passion, commitment or creativity of their more engaged peers. Just think of the untapped potential you could unleash if you were able to help these competent performers truly engage with you, their peers and their professional responsibilities. (more…)


heart coherenceFrom the first crudely drawn heart-shaped symbols painted on cave walls by Ice-Age hunters, humans have been fascinated with the heart and its role in our health and well-being.

Over the past 100 years, medical professionals have made great advances in understanding and treating heart disease and injury. However, some of the most significant, and fascinating, research being done today focuses on Heart Intelligence – the physiological mechanisms that allow the heart to communicate with the brain. (more…)

Mother May I?

building productive work relationshipsHow to foster “Adult-Adult” relationships with your team.

What do you call someone who lets you cry on their shoulder, mediates your disagreements, solves your problems, tells you what to do – and checks to make sure that you did it?

If you answered “boss,” you’re not alone. (more…)


How to use neuroscience for better leadership

The Neuroscience of LeadershipBad days. We all have them. Sometimes it’s a single event that pushes you over the edge – a traffic jam, a missed deadline, or a tense conversation with your spouse. But sometimes it’s a pervasive pattern of events or behaviors that significantly impacts your long-term well being.

When a bad mood becomes chronic it can cause mental and physical harm – to you and others. In fact, neurobiological studies show that emotions are contagious. Leaders’ moods can actually alter the brain chemical state of their followers through a process involving the formation of “mirror” neurons. This means that those in positions of trust and authority can pass down hostility, anger, and depression – as well as joy, gratitude, and happiness – to their team. (more…)