The Leadership Habit

The Power of Generosity at Work with Wendy H. Steele, CEO On this week’s episode of the Leadership Habit Podcast, Wendy’s H. Steele and  Jenn DeWall talk about the power of generosity at work. Generosity benefits people in the workplace more than you might think! It can benefit our brains, improve our ability to manage stress, and create a better world! Meet Wendy H. Steele, Founder and CEO of Impact100 Global Wendy H. Steele is the founder of Impact100, a grassroots global movement in women’s philanthropy. Since its inception in 2001, Impact100 chapters have invested more than $123 million in local nonprofits across more than 65 cities and countries. Wendy was recognized by Forbes in 2021 as one of 50 women over 50 who are leading the world in impact. She has also been a featured speaker at TEDxBocaRaton in 2014.  Most recently, Wendy has authored a new book, Invitation to Impact: Lighting the Path to Community Transformation. The book tells the inspiring story of Impact100, from an idea jotted in a spiral notebook to its continued growth as an international organization dedicated to helping women transform their communities.  Episode Summary As the episode opens, Jenn DeWall welcomes the Founder & CEO of Impact100, Wendy H. Steele. Wendy introduces herself and explains the inspiration behind creating her organization, Impact100, explaining:  “A little over 20 years ago, I created Impact 100. I created it because I’d relocated from the east coast of this country to Cincinnati, Ohio. And in doing so, met a bunch of amazing women and was introduced to a lot of powerful nonprofits.  And in that process, I would invite women to become involved in whatever I was doing in the nonprofit world… I was so surprised, I think and disappointed when women would repeatedly tell me reasons they couldn’t get involved in the community. And it bothered me so much.  One day in the summer of 2001, I got out a spiral notebook and started to write down everything… I heard women say things like, you know, I’ve given to charity before, and I don’t think it ever did anything. I never knew when they spent it. I didn’t know where the money went or if it mattered. This sense of not having enough knowledge to make a wise decision on where to donate, not having enough money to move the needle and make a difference, and that somehow when they gave the money, it would not be stewarded well.  And so, in that spiral notebook, I started writing down, well, what if I could gather at least a hundred women? And what if each one of them donated a thousand dollars? Now that’s a stop-and-think kind of gift. That’s a gift that would bring you pause even if you were very wealthy.  And what if we offered a hundred percent of that money right back to the local community, to nonprofits who would apply? And they would apply across five broad focus areas. So any nonprofit’s mission would qualify to apply for our grant.  And what if we did all this in a completely transparent way where it was one woman, one donation, and one vote, and the women could design their experience if they had time and interest, they could get involved, and they’d learn how to review grant applications and make site visits and do all the other things that the Impact100 processes would require. However, if they chose not to get involved or couldn’t, it wouldn’t matter, it would remain one woman, one donation, one vote.  That was the summer of 2001. By March of ‘02, we had our 501C3 status of a nonprofit. By May, 123 women had given us a check, and it was a check back then. That was the only way they could pay. We had well over a hundred applications. By September, the membership voted, and we awarded our first grant of $123,000 to a local dental clinic serving the homeless and uninsured… 20 years later, Impact100 chapters around the globe have now given away more than $123 million. So in 20 years, we’ve grown a thousandfold, and we are still growing because of the power of women just like you and me.” The Power of Generosity Jenn expresses excitement about the great work Wendy has been doing and asks about how it has changed the lives of the women who participate. Wendy explains that the women involved in Impact100 are empowered, they’re better informed, and they feel like they have a better understanding of how they can contribute to their communities. They also feel more optimistic about the future and have developed great friendships along the way.  Jenn recalls a recent episode of the podcast that was focused on the human energy crisis of burnout and stress and wonders if acts of generosity and giving back could help combat our daily stressors. Wendy agrees that it could, explaining that generosity goes beyond writing a check. It can be giving your time, giving your wisdom, or simply lending a hand when needed.    Generosity at Work Later, Jenn asks Wendy to explain what she means when she talks about the power of generosity at work. Wendy explains that it can apply in several ways. She stresses that while everyone has deadlines and projects, it is important to build trust and cohesiveness in our teams.  Wendy explains that generosity in the workplace can foster trust and a sense of belonging. She suggests teambuilding activities such as volunteering at a nonprofit or picking up trash along a bike trail. Organizations can also provide paid time off if employees use it to volunteer in the community or offer to match donations to a charity.  However, Wendy explains generosity at work can mean giving your time to a colleague. Or giving someone the benefit of the doubt instead of looking at everything through a critical eye. Viewing one another through a generous lens also improves connections.  Organizations with a culture of generosity are more trusting– and more trustworthy too.  The Benefits of Generosity Next, Jenn and Wendy discuss the individual benefits of generosity at work. They discuss how acts of generosity can increase the production of oxytocin, decrease cortisol levels, and, as a result, reduces overall stress levels. But it also makes people better employees!  Wendy explains that when someone embraces generosity, they will be:  More ethical More creative Better problem-solvers In short, they make better employees. Jenn agrees and adds that Millennials and Generation Z place a high value on working for organizations with a greater purpose or that give back to the community. Embedding generosity into the workplace will also help attract and retain these employees.  Why Don’t Organizations Focus on Generosity?  Next, Jenn and Wendy discuss why some organizations don’t place a priority on giving back. Wendy proposes that it can be for several reasons but that it always starts at the top. Some leaders may not see the value, others might feel it is a waste of time or resources. Sometimes there is a concern about brand reputation and giving to the wrong organizations.  Wendy explains there are many ways to put guardrails on a program that still allows employees flexibility and choice. She also recommends involving employees from every department to get input on what would be both meaningful and appropriate.  Then, Wendy shares some tips for starting the conversation about generosity in the workplace. For example, asking, “What charitable causes are you passionate about?” as an icebreaker at work functions or meetings. She also reminds listeners that the holiday season is coming, and it is a great time to adopt a family needing holiday gifts or to partner with a homeless shelter. Or perhaps instead of giving corporate swag to clients, donate to a charity in their name.   Where to Find More from Wendy H. Steele Connect on LinkedIn: www.linkedin.com/in/wendysteele/ Visit WendyHSteele.com Visit Impact100.org Check out her book: Invitation to Impact   The post The Power of Generosity at Work with Wendy H. Steele appeared first on Crestcom International.

The Inner Journey of Leadership with Leadership Freak, Dan Rockwell In this episode of The Leadership Habit podcast, Jenn DeWall talks to the self-proclaimed “Leadership Freak,” Dan Rockwell, about the inner journey of leadership. Dan is the author of the highly acclaimed blog Leadership Freak. He is also the co-author of the recently published book The Vagrant: The Inner Journey of Leadership: A Parable.  Dan’s concise and practical articles are read in every country on the planet. Inc. Magazine recognized Dan as a Top 50 Leadership Expert in the English-speaking world and a Top 100 Speaker. The American Management Association lists Dan as a Top 30 Leader in Business. We hope you enjoy this episode and learn more about the inner journey of leadership! Episode Summary As the episode opens, Jenn introduces Dan Rockwell to The Leadership Habit Audience. Dan is from central Pennsylvania, the home of Little League. He explains he lives in the countryside outside Williamsport with his wife, who was his childhood sweetheart. From that home, he writes his blog, Leadership Freak.  How Dan Became the Leadership Freak  He began writing the blog about 12 years ago. At the time, he had an urge to find more meaning in life and committed himself to writing five days a week for a year to see if it got any traction. Before starting the blog, he had minimal writing experience, so it was an interesting choice! Now, his blog has an audience of readers from every corner of the world.  Jenn congratulates Dan on his blog and asks how he can write so consistently. He explains that he has made it a habit. He has made it a routine to start writing first thing every morning, and when he goes to bed, he is already thinking about what he wants to write the next day.  Dan shares that his topic that day was about the myth of total independence. While leaders should be self-reliant, no one can be successful without the help of others. Jenn agrees with that and tells him that her aunt once told her there is no such thing as independence, only inter-dependence. She believes that connecting with others is the key to happiness and success.  The Inspiration for The Vagrant Next, Jenn asks about the inspiration for Dan’s new book, The Vagrant: The Inner Journey of Leadership: A Parable.  Dan explains, “So, I’ve had this story in my head for about 10 years. It’s the story of a person who basically engages in self-defeating behaviors. Who hasn’t done that? I mean, everybody does stupid things, thinking they’re smart things. You know, like too much time just by yourself, too much time saying I’m going to be my own person. We have all engaged in self-defeating behaviors.  I started thinking about my own self-defeating behaviors. And I thought of this story, and I tried to write it, but it just wasn’t my style. You know, I’m still learning how to be a writer. So, I reached out to John David Mann and told him my story. He’s written 40 fables, 40 or 50 books. I don’t know how many. But he was the best I could think of– speaking of getting people in your life. And so I reached out to John, I said, Hey, I have this story. He said, tell me your story. So, I told him the story. He said– and this was the first phone call. He said, Dan, I love it. I got chills. Let’s do it. And that was about two and a half years ago.” The Inner Journey of Leadership Jenn then asks Dan what he would want a new leader or a struggling leader to learn from his book. He shares that he would love to help new leaders avoid some of the common pitfalls on their journey. As a business coach, he has also helped experienced leaders who feel lost in their journey. He hopes his book can help struggling leaders engage in self-reflection to discover their own self-defeating behaviors. Through that inner work, leaders can become better at their work and happier in life.  Self-Defeating Behaviors Later, Jenn and Dan discuss some self-defeating behaviors that can slow down any leadership journey. Dan discusses how some leaders are held back by their inner critic or accuser. Jenn agrees that a lack of self-love can hold people back.  Another self-defeating behavior is avoiding self-reflection. A lack of self-awareness can lead to problems. Dan shares a personal example, “You know, people have said to me, you’re pushy. And it’s like, but I’m a fuzzy teddy bear. Well, that’s a disconnect. People see me this way. I see myself in another way. That ends up in self-defeating behaviors. I start doing things that don’t work.  That’s where self-reflection comes in. And structured self-reflection, not just sitting under a tree and contemplating the meaning of life. And by the way, that’s not all bad. I mean, you can, you know, contemplate the meaning of life. That’s good. But this is a book for managers and leaders and people who wanna do well in work and in business. So, learning structured self-reflection helps you see how people see you. Truly understand what you’re after and think, is that getting me where I want to go?” Practicing Self-Reflection Then, Dan and Jenn discuss some ways leaders can practice self-reflection. Dan explains there are five practices in the book, but he can share a straightforward method to begin with. He suggests thinking about a few of your goals and then designing three to five questions to ask yourself. For example, how am I progressing towards this goal? How did I succeed in that today? How did I fail? What will I try differently? And practice writing answers to those questions daily to reflect on those things.    Avoiding Self-Deception Dan also warns about the tendency for self-deception if we don’t invite others on our leadership journey. As leaders, we need to invite feedback from others to improve our self-awareness. Otherwise, you may not know which self-defeating behaviors are holding you back. Part of becoming an effective leader is understanding how you are perceived by others.  Jenn agrees but also cautions that as much as we need feedback, it is important not to let other people’s opinions take you off your path. Dan agrees that there must be boundaries and that feedback should be constructive.  Final Thoughts As the episode closes, Dan shares some advice for aspiring leaders. A successful leader’s journey starts with their habits. He encourages everyone to start some sort of self-reflection practice. He suggests keeping it simple and short until it becomes a long-term habit. Building self-awareness is the first step to leadership effectiveness.  He also asks the audience to consider supporting their local bookstores to get a copy of his new book! Either way, The Vagrant will be available on September 19th, wherever books are sold!  Where to Find More from Dan Rockwell Buy his new book: The Vagrant: The Inner Journey of Leadership: A Parable Read his blog: Leadership Freak Or, email him at: dan@leadershipfreak.com   The post The Inner Journey of Leadership with Dan Rockwell appeared first on Crestcom International.

In this episode, Jenn DeWall interviews Joshua Freedman, an EQ expert, about putting emotional intelligence into action. They discuss Joshua's background as an author, CEO, and leader of the world's largest study of emotional intelligence. They explore the impact of emotional intelligence in leadership, the global human energy crisis, the consequences of ignoring emotional intelligence in the workplace, acknowledging mental health, and developing an emotionally intelligent workforce.

Maximize Your Potential by Crossing Your Deathline On this week’s episode of The Leadership Habit podcast Jenn DeWall talks to Dr. Karen Tilstra about her book, The Deathline: Stopping the #1 All-Time Killer of Human Potential.  Meet Karen Tilstra, PhD Dr. Karen Tilstra is the founder and president of Creativity Effect. For over a decade, she has created innovation labs and developed design thinking teams for healthcare systems, government agencies, universities and Fortune 500 companies.  Tilstra and her team have facilitated more than 610 design thinking projects for over 37 companies, winning three innovation awards. Dr. Tilstra has also presented two TEDx talks and given national and international presentations. After years of working as an educational psychologist and an innovation consultant, Dr. Tilstra coined the term “Deathline” to describe the mental lines we draw and vow never to cross, believing these barriers will keep us safe. However, deathlines actually trap us in our fears and assumptions.  Episode Summary As the episode opens, Jenn introduces Dr. Tilstra, and they discuss how to maximize your potential by understanding your “deathline.” Dr. Tilstra explains that a deathline is the imaginary line we draw in our minds that we think we cannot cross. If we cross that line, we might be criticized or punished somehow. This deathline kills our potential by making us afraid to do certain things that might lead to our success.  Then, they examine how these deathlines can be subconscious and formed in our youth. Dr. Tilstra shares a story about how her grandmother would criticize anyone who seemed to be showing off by saying, “Who do they think they are?”. This created a deathline in Dr. Tilstra’s mind about never wanting to be seen as arrogant or showing off in any way. She had to overcome that fear to reach her full potential.  How Fear Kills Your Potential Later, Jenn shares that many leaders, including herself, fear appearing imperfect. This deathline holds many achievers back from maximizing their potential. Dr. Tilstra agrees, sharing that many leaders she has worked with struggle with imposter syndrome.  Dr. Tilstra believes that fear is the number one killer of potential. She shares that “It can be debilitating for people. Oftentimes I’m doing workshops or leading a class, I’ll say, you know, we all are creative with leadership potential. They will say, oh, not me, not me. I said, no, everybody is creative. There’s just no way around that. And I honestly believe even though some people don’t agree with me on this, I honestly believe everybody has leadership potential.“ When leaders are afraid to be authentic or afraid to be wrong, it prevents them from fully engaging their team. Jenn agrees that these deathlines cause people to hold back their creativity and innovation.  The Four Words You Need to Maximize Potential and Cross Your Deathline Next, Dr. Tilstra shares the four words you need when you find yourself at a deathline and want to cross it.  Space – When facing fear, creating a space for new thought is helpful.  Grace – When we activate a deathline, we often need to extend grace or forgiveness to begin overcoming that deathline.  Pace – Leaders usually only know how to move fast. However, sometimes we need to slow down to see the big picture.  Place – Find the right place for your best work. Some people get their best ideas in a conference room. Some people gain clarity by going for a walk. Find the right place to maximize your potential.  Jenn and Dr. Tilstra agree this is excellent advice and stress the effectiveness of taking a pause or deep breath when you feel afraid.  The Power of Admitting Your Mistakes Later in the discussion, Jenn and Dr. Tilstra discuss another common deathline for leaders and employees alike: admitting mistakes. She shares a story about a leader she had who readily admitted when he made a mistake in any situation.  That leader created a workplace where employees were not afraid to admit their mistakes. They weren’t afraid to say they didn’t have all the answers. This allowed everyone to be creative and innovative and feel confident about sharing their ideas.  How Crossing Your Deathline Improves Brainstorming Dr. Tilstra advises making the term deathline part of your workplace vocabulary. When teams are afraid, they get stuck. If we can feel comfortable saying what we are afraid of, we can deal with it and move forward.  Another technique she uses is what she calls “stinky fish”. She asks her team to write down their biggest fear about a project or their “stinky fish”. When they get the fears out on the table, they can then work as a team to turn the “stinky fish” into a “catch of the day”.  Taking small steps to cross your deathlines and overcome your fears will allow you to focus on the big picture to maximize the potential of your team.  Where to Find More from Karen Tilstra, PhD Buy her book: The Deathline: Stopping the #1 All-Time Killer of Human Potential  Connect on LinkedIn Visit her website: CreativityEffect.com Check out her TEDx Talks   The post How to Maximize Your Potential with Karen Tilstra, PhD appeared first on Crestcom International.

The Two Rules Every Leader Needs to Know with Peter Anderton, Founder of Internal Alignment On this week’s episode of the Leadership Habit Podcast, Jenn DeWall and Peter Anderton discuss the two rules every leader needs to know.  As the Director and Founder of Internal Alignment, Peter boosts senior leaders who need their teams to go further and faster. He is a speaker, executive coach, and high-performance team engineer whose insights are designed for business leaders who need more change for less effort.  His TEDx talk has been viewed 1.4 million times and is now being used in MBA programs around the world. Why? Because what he does impacts real people in the real world to make real changes in the effectiveness and performance of their team, accelerate results and get their life back.  Episode Summary  As the episode opens, Jenn DeWall introduce Peter to The Leadership Habit audience, and he tells her more about his background. Then, they dive into a discussion about the rules every leader should know.  What Leaders Are Getting Wrong  Jenn asks Peter to share what he thinks is the number one thing leaders are getting wrong in the business world today. He explains that people must stop looking for a silver bullet. Too often, managers look for a magical tool to solve their problems.  Peter then explains that he thinks people overcomplicate the concept of leadership. He believes that although leadership is difficult, it is actually very simple. Ultimately, it is about the impact you are having on other people. It does not matter what you have in your head, it only matters what you do and how you behave.  The First Rule of Leadership – It’s Not About You Then, Jenn asks Peter to share his two rules that every leader needs to know.  Peter explains, “So, the first thing that any leader needs to understand, which is rule number one, it’s the foundation for all things leadership. It’s not about you. Too often, we think it’s, you know, it’s about me. It’s about my ideas, it’s about my solutions, it’s about my ego. If we’re really honest with ourselves, that gets in the way a huge amount.” He goes on to remind listeners that it is not a leader’s job to deliver the result, it is a leader’s job to deliver the team that delivers the result. That’s when everything will fall into place. Quoting Eleanor Roosevelt, he says a good leader inspires people to have confidence in the leader. But a great leader inspires people to have confidence in themselves.”  Beware of Letting Your Ego Drive You Next, Jenn and Peter discuss how leaders must learn to keep their egos in check. Moving from “Me” to “We” is essential for success. He suggests that listeners think of the worst manager they ever had and make a list of the things they did wrong. Then, think of the best manager they ever had and make a list of the things they did right.  Jenn plays along and makes a quick list for each manager with Peter. They then come to the conclusion that the bad managers focused attention mostly on themselves and were not supportive. However, her favorite managers focused on her and supported her work and professional growth.  The Second Rule of Leadership – It’s Only About You Then, Peter begins to explain rule number two, saying, “Rule number two takes a little bit of positioning, really, because what we have to recognize is that if we’ve got the foundation of rule number one, and we realize, okay, it’s not my job to deliver the result, it’s my job to deliver the team who deliver the result.  So once we’ve got that, we then start to look at our team and think about, well, what have I got? And have I got the team I want? When I look at my team, am I pleased with what I see? Am I frustrated? Are there gaps? Are there problems? Are there people that are just not stepping up to the mark? What is it that I’ve got that, that I’m, that I’m dealing with? And we’ll find in any team there are varying levels of skill, there are varying levels of capability, there are varying levels of commitment. And the challenge I give to the leader is whatever it is, whatever they’ve got in their team, it’s your fault.”  Every Leader Gets the Team They Deserve Peter then explains that, of course, there are instances where someone might inherit a team experiencing conflict or have to deal with a difficult employee. However, it is the leader’s responsibility to mold that team into what they need to be.  Peter explains, “If we bring it right down to the core, what’s at the heart of that is it comes down to my behavior. You know, I need to understand what they need. I need to behave accordingly. I need to understand what support’s necessary. I need to behave accordingly. I have to recognize that I’ve gotta look in the mirror and ask myself about my behavior.  So, this brings us to rule number two of leadership. Well, whilst rule number one says it’s not about you, it’s not about your ego, it’s not about your way of doing things. It’s not about your solutions. Well, rule number two turns around and says, hang on a minute. It’s only about you. It isn’t about somebody else’s behavior.” Closing Thoughts As the episode closes, Jenn asks Peter if he has any final thoughts to share with the audience.  Peter shares that, “I think if there was a final message it would be to say, there is no such thing as the perfect leader, so let’s stop pretending that we have to be, it’s okay to make mistakes. It’s okay to say, I don’t know all of this stuff. There’s no such thing as the perfect leader. But the next best thing is the leader who gets and applies rule number one and rule number two!”  Finally, Peter invites The Leadership Habit audience to connect with him on LinkedIn. He then announces a special offer for listeners to check out his self-assessment for leaders. He explains that it is a three-minute assessment our audience can access for free to find out what leadership areas they may need to work on. (Link below) Where to Find More From Peter Anderton Connect with Peter on LinkedIn Take a Free Self-Assessment for Leaders at theinspirometer.com Visit his website at PeterAnderton.com Thanks as always for listening to The Leadership Habit Podcast! The post The Two Rules Every Leader Needs to Know with Peter Anderton appeared first on Crestcom International.

The 5 Languages of Appreciation in the Workplace with Dr. Paul White Hi, everyone. It’s Jenn DeWall, and on this week’s episode of the Leadership Habit Podcast by Crestcom, I sat down with Dr. Paul White to talk about how you can show more meaningful appreciation at work.  Dr. Paul White is a psychologist who makes work relationships work. He has been published by BBC News, Business Week, CNN, Fortune, Entrepreneur, and the New York Times, and he has spoken in North America, Europe, South America, Asia, and the Caribbean. Numerous multinational organizations– including PepsiCo, Microsoft, and NASA – have sought his expertise.  Dr. White is the co-author of the bestseller, The Five Languages of Appreciation in the Workplace, selling over 550,000 copies, and has been translated into over 25 languages. If you want to know how to improve employee engagement by providing more meaningful appreciation at work, this podcast is for you. Enjoy! Episode Summary Below As the episode opens, host Jenn DeWall welcomes Dr. Paul White to the podcast. He introduces himself to the audience and shares his work and life experiences that lead him to write his bestselling book, The Five Languages of Appreciation in the Workplace.  Dr. White is a trained psychologist who grew up outside Kansas City. He grew up within a family-owned business. Later, he had friends who were business consultants that requested his help with common issues that popped up with their clients who were in family-run businesses.  He then spent about 15 years traveling the country, working with family-owned businesses and helping them deal with their family issues that intersected with their business issues. This included things like business succession planning, passing the business on to the next generation, and treating everyone fairly.  Around the same time, he was reading Dr. Gary Chapman’s book, The 5 Love Languages. He began to see ways that the advice in that book could apply to working relationships in addition to romantic relationships. This inspired him to connect with Dr. Chapman and propose they collaborate on what would eventually become The Five Languages of Appreciation in the Workplace, which went on to sell 550,000 copies in 25 languages.  Gary Chapman and Paul White also developed The Motivating by Appreciation Inventory assessment, which has been taken by more than 375,000 people around the world.  Common Misconceptions about Appreciation in the Workplace Then, Dr. White explains the four major misconceptions leaders have about employee appreciation.  Misconception # 1: Employee Recognition is the same as appreciation.  Employee recognition is usually formal, automated and impersonal. Appreciation should be authentic, meaningful and personalized.  Misconception # 2: Appreciation is just words. While saying thank you and giving compliments can be effective, less than half of employees would choose words as their primary language of appreciation.  Misconception # 3: Appreciation is just about being nice and making people feel good. Appreciation is actually fundamental to having a functioning business. It reduces turnover and absenteeism and increases employee engagement and customer satisfaction.  Misconception # 4: Appreciation is just for managers and executives.  While managers and executives should set an example, it is important for team members to communicate appreciation for one another as well.  The Power of Appreciation  Then, Jenn and Dr. White discuss the power of appreciation to create a positive work environment. Dr. White explains that appreciation can be more powerful than increased compensation. He cites an MIT study that found that when employees feel unappreciated, they are more likely to quit than an employee who is dissatisfied with their compensation. Dr. White also mentions a study that found that 79% of people that quit voluntarily cite a lack of appreciation as the key reason they are leaving. So, leaders who embed authentic appreciation into the company culture will see improved performance and less turnover.  What are the 5 Languages of Appreciation in the Workplace?  Next, Dr. White explains the five languages of appreciation. They are the same as the five love languages created by Dr. Chapman, just expressed a little differently:  Affirmation –  46% of all employees choose words of affirmation as their primary language. Dr. White explains this goes beyond saying “Good Job” and must be specific, timely and genuine expressions of appreciation.  Quality Time – 35% of younger workers prefer quality time, whereas only about 20% of older employees are seeking quality time. Quality time can mean giving employees your undivided attention in a one-on-one setting. Or, it can be opportunities for colleagues to connect outside of the work environment.  Acts of Service – This can be as simple as lending a hand when needed. Team members can show appreciation by pitching in during busy times or offering help with a difficult task.  Tangible Gifts – Only 7% of the population prefers receiving gifts as their primary language. For gifts to be effective, they should be unexpected and tailored to the employee’s personal tastes.   Physical Touch – Less than 1% of employees state this is their preferred language. Dr. White explains that in the workplace, physical touch can be a simple high-five at the right time or a congratulatory pat on the back. He notes that different cultures will find different levels of touch appropriate, and leaders should be aware of those differences.  Where to Find More from Dr. Paul White Visit his website at appreciationatwork.com Purchase his book, The Five Languages of Appreciation in the Workplace, where you will also receive a code to take the introductory assessment to learn your primary language! Email him at yesdrpaul@gmail.com, and he will send you a sample report of his online assessment, the Motivating by Appreciation Inventory and a copy of an article about his work on the New York Times.      The post The Power of Authentic Appreciation in the Workplace with Dr. Paul White appeared first on Crestcom International.

How to Live Your Best Life with Andy Fell, Author of The Rocking Chair Test Hi everyone, it’s Jenn DeWall, and in this episode, we welcome Andy Fell back to The Leadership Habit! After almost 20 years of senior leadership roles and financial services in the UK and Australia, Andy left a highly successful career in 2017 to found GiFT631, a four-pillared leadership team and personal development business.  As a coach, conference speaker, business consultant, and leadership and talent development program facilitator, Andy’s passion and expertise center on helping people, teams, and businesses unlock their potential by creating high-performance cultures. He provides simple, practical, actionable, and experience-based frameworks, strategies, and routines for all sectors and experience levels.  Andy’s core purpose is to help people live their best life and pass The Rocking Chair Test!  Episode Summary Jenn DeWall welcomes Andy Fell back to the podcast as the episode opens. He was previously a guest on the show in November 2020. Andy introduces himself to the audience, explaining his background and how he came to write his new book, The Rocking Chair Test: A Step-by-Step Guide to Becoming #FutureYou.  Andy explains the concept of the rocking chair test. He shares how Sir Richard Branson inspired him. Branson advises people to think about how they will feel when they’re older, sitting in a rocking chair and looking back at their life. Andy explains his book is meant to inspire people to get unstuck, reignite their spark and reach their full potential.  Many people are held back by their self-belief, self-esteem, and self-confidence. This can keep people from living life to the fullest. However, by working on your mindset, you can improve your life. Jenn and Andy discuss how his new book sets up a practical framework for personal growth by setting goals, spending time effectively, and practicing good habits long term.  Give Yourself Permission to Live Your Best Life Next, Jenn asks Andy how people can learn to allow themselves to make decisions that create the life they want. They discuss how many people rely too heavily on external validation. Depending on the opinions of friends and family instead of your intuition can lead to problems. Then, Andy explains the importance of self-validation, but that doesn’t mean you stop receiving feedback from others. However, you learn to separate feedback from criticism.  Setting SMUUT Goals Andy then explains his approach to setting goals to move toward your dream life. His SMUUT goals are:  Specific Measurable Un-realistic Un-achievable Time Bound He shares that he knows these goals are massive and doesn’t expect to achieve them fully. However, getting 50% closer to that goal will take him further out of his comfort zone. By setting bigger goals, you will get further than when you set realistic “SMART” goals.  The 4 M Routine to Live Your Best Life Next, Andy and Jenn talk about his 4M routine for creating the right mindset to live your best life. He breaks down his routine into four M’s:  Movement – He starts his day with some movement or exercise.  Mind Cleanse – Then, he does some journaling to clear his mind.  Meditation – Next, he takes time to manage stress through meditation.  Mozart Time – Finally, he spends time thinking without interruptions.   He also recommends using tools like affirmations and gratitude practices to maintain a healthy mindset.  Where to Find More from Andy Fell If you would like to find more from Andy Fell, please check out the following:  Check out his book: The Rocking Chair Test Visit his website: https://whatwinnersdogift631.com/ Subscribe to his YouTube Channel: https://www.youtube.com/c/AndyFellGiFT631 Connect with Andy on LinkedIn As always, thank you for listening to The Leadership Habit Podcast! Our goal at Crestcom is to help you, your team and your organization be the best it can be! If your organization needs help developing stronger, more effective leaders, contact a trainer near you today!  The post How to Live Your Best Life with Andy Fell appeared first on Crestcom International.

How to Harness the Power of Your Team with Harmony Coach, Jeff Eschliman In this week’s episode of The Leadership Habit Podcast, Jenn sits down with Jeff Eschliman to discuss how to harness the power of your team! Jeff is an executive coach with thirty years of experience— from combat in Iraq to leading in the corporate boardroom. He is a sought-after expert in building and scaling results-driven teams. His leadership style embodies personal development, consistency and a tenacious work ethic. In addition to his military and management experience, Jeff is an alum of Crestcom’s leadership program! As the episode opens, they discuss how Crestcom helped him develop leadership skills early in his career. Jeff explains that “It was fantastic. And what I loved about that experience for me is it was a bunch of new leaders gathered together. So it was, you know, it was not like I was just there on my own and trying to figure it out. What I really loved about the program specifically, Jenn, I mean, it’s this old school wisdom, you know, as John Hersey and Lisa Ford and Nido Qubein. And they would show videos that we would, you know, take the content and then we would get back together, like at our tables and talk about the principles. And then the most specific thing that I love is they always give you actionable things that you could take out, you know, that day and use with, with the team. And it was just such a powerful resource for me at a very, very early time in my leadership career.” Jeff’s Guiding Principles for Leadership  Then, Jenn and Jeff discuss his guiding principles for life and leadership. Jeff explains that he has two main principles he likes to keep in mind:     Great leaders demonstrate the behaviors they want to see in others.     To inspire a team, give them a reputation to aspire to. He explains these are his tenants for his leadership style, which he calls “expectations leadership”. There’s No Easy Button — Leadership is Hard!  Next, Jenn and Jeff discuss the challenges of leadership. People never tell you that leadership is not just a set of tasks but also about being genuinely interested in others. Jeff explains that highly effective leaders really get to know their team to harness the power of their talents. Jenn agrees that team leadership requires connecting with intention, explaining that there is no easy button! Leaders must commit because you can’t get the desired results without putting in the effort. Harnessing the Power of People Starts with Intentional Recruiting Then Jeff explains his method for harnessing the power of his team. He explains that some people overlook the importance of having an intentional recruiting process. He believes that if there are tough expectations for the role, people should know that before applying for the job. A great job description should weed out anyone who isn’t a great fit for the role or organization. He uses the example of Irish explorer Ernest Shackleton, who is said to have placed a very honest ad to recruit men to join an expedition to the south pole, reading: “Men wanted for hazardous journey. Low wages, bitter cold, long hours of complete darkness. Safe return doubtful. Honour and recognition in event of success.”  Anyone applying for that position would most likely be ready and willing for an intense journey. Jeff makes the point that you have to think about the type of person you want to attract with your recruitment efforts and let that shape the job description.  Better Onboarding Makes Better Teams Then, Jeff explains the importance of creating a great onboarding experience. Jenn points out that most people will decide whether or not to stay at a job within the first 30 days, so the onboarding experience is crucial to employee retention. Then, Jeff lays out steps to a better onboarding experience. Make the employee feel welcome. For example, giving them a handwritten note from the boss, etc. Assign them an Onboarding Buddy. Assign an experienced employee to show the new person around, answer questions and introduce       them to other departments. For the best results, have a formal onboarding agenda. A written plan outlining what they will do each day for the first few weeks will ensure a better onboarding experience. Check-in with New Employees at 90 Days Jeff then recommends that leaders have a check-in meeting with new employees when they’ve completed their first 90 days. He says there are three main questions to ask:       Do you feel welcome?     Do you have the resources you need?     Have you met  and interacted with everyone you work with? He explains this meeting’s purpose is to ensure their onboarding is going well. If there is anything less than an enthusiastic yes to these questions, then there is more work to be done! Frequent and Structured Communication Then, Jenn asks Jeff what leaders should do to harness the power of their teams after recruitment and onboarding. He explains that he is a big believer in frequent and structured communication. He recommends using a strategic plan as a north star throughout the year and breaking it down into goals every quarter. He reminds the audience that it is essential for leaders to sell the organization’s vision from the top to the front line. One method for doing this is to have a daily 15-minute stand-up huddle meeting. Each person should go around the room and quickly report three things:     What’s up? (Details of what they are up to that day)      “Stucks”. (Any issues that they are stuck on or problems to be solved)     Delights. (Something that has delighted that person today.) He explains that this quick tool encourages communication. He recommends that you don’t try to solve the “stucks” during the meeting but that people who can help address the issue afterward. He also notes that sharing everyone’s delights for the day is a great way to get to know each other and bring positivity into the room. Give People Purpose to Harness Their Power Next, Jenn and Jeff discuss the importance of knowing your core values as a leader and having a clear vision for yourself and your organization. He notes that people perish where there is no vision or greater purpose. But when employees know how their hard work connects to the vision and mission of the organization, they are more engaged. Do Something Different Jeff’s final advice to leaders is when something is not working the way you had hoped— do something different! He recommends thinking about solutions you haven’t tried or things you haven’t done in the past. He notes that spending 30 minutes or so each day intentionally thinking about challenges and how to do something differently to solve them! Where to Find More From Jeff Eschliman To find more from Jeff Eschliman, please visit his website at jeffeschliman.com. There you can find out more about his work as The Harmony Coach and how he helps executives create a lifestyle where success and harmony coexist. Be sure to take the Harmony Quiz on his homepage to learn more! About Crestcom And, if you are curious about Jeff’s experience as a graduate of Crestcom’s leadership development programs, reach out to a trainer near you today!     The post Harness the Power of Your Team with Jeff Eschliman appeared first on Crestcom International.

How to Run More Effective Meetings with Communications Expert, Andy Bounds How much time did you spend in meetings last week? How many more will you spend this week? Do you leave those meetings feeling good about what was accomplished, or do you wish you had your time back? In this week’s episode of The Leadership Habit, Jenn DeWall welcomes back Andy Bounds.  Andy Bounds is one of Crestcom’s most impactful, funny and popular subject matter experts. He has helped thousands of Crestcom participants improve their communication skills. Andy is a communication expert who has helped some of the world’s largest and most famous companies to communicate better.  Awarded the title Britain’s Sales Trainer of the Year and described by AstraZeneca’s Global Communication Director as “a genius, whose advice can’t be ignored,” Andy’s insights and passion stem from the fact his Mother is blind. This has given him a lifetime’s experience in communicating from someone else’s point of view… a critical skill to master when persuading others! As the episode opens, Jenn DeWall welcomes back returning guest Andy Bounds. They discuss Andy’s role as Crestcom’s Workplace Communication and Productivity subject matter expert and then introduce this episode’s topic — how to have better, more effective meetings. Bad Meeting Habits Jenn notes that we all know the feeling when an hour-long meeting really could have been an email! She asks Andy why we have so many bad meetings. He explains that it comes down to lousy meeting habits and being on auto-pilot. Workplaces tend to have the same recurring meetings over and over again and keep repeating the same patterns that waste time and effort. 4 (Obvious) Steps to Having a Better Meeting Then, Andy explains that he has a four-step process for preparing a great meeting. He notes that people find the process obvious when he describes his method. Jenn agrees but talks about how things may be simple or obvious but still worth doing. Andy agrees and warns against only believing advice if it is complicated. The PALM Method for Running a Great Meeting Next, Andy Bounds lays out his PALM method for having an effective meeting.   P – Purpose of the Meeting Andy suggests setting the purpose of the meeting and including that purpose in the meeting title on the calendar. He explains that when people name a meeting vaguely, it allows the meeting to go off-topic before it even begins.  He provides the example of setting a meeting with Jenn to decide the topic of the podcast episode. They didn’t call the calendar invite “Andy Bounds Meeting.” They called it an “Andy Bounds meeting to agree on the content of the podcast.” The purpose is the result you want to achieve by the end of the meeting, and when you put it in the title, everyone is on the same page. A – The Agenda Andy then explains that once you know the purpose of the meeting, you can set the meeting agenda. He suggests working backward from the purpose and thinking about the fewest, most essential action items achieve that purpose to create your agenda. He provides an example of a meeting set to decide whether or not to proceed with “Project 12”. If the decision is the purpose of the meeting, then the decision is the final item on the agenda. Working backward from that, he says a first item on the agenda could be presenting reasons we should proceed with “Project 12”. The next item would be reasons not to proceed with “Project 12”. Then you have three clear agenda items to keep the meeting structure clear. Jenn shares that she loves this method because so many meetings are held without a set agenda, which allows it to go off-topic. Andy agrees and mentions again that if you set a meeting to “Discuss Project 12” without any agenda, you will likely not reach a decision in that meeting. Instead, set a meeting to “Decide Whether or Not to Proceed with Project 12” and set the three-part agenda, and you will likely reach a conclusion. L – Limit the Time Next, Andy explains the importance of limiting the time of a meeting. Instead of assuming that meetings must be 30 minutes or an hour because our calendars default to that setting, think about how long the meeting should really take. If you can accomplish your purpose and agenda in 10 minutes, hold a meeting for 10 minutes. If it will take 45 minutes, set it for 45 minutes. Simply shaving 15 minutes off every meeting will save everyone time and prevent wandering from the set agenda. He explains, “If you save 15 minutes a day, if you do that every day for a week, you’d save over an hour. All right? If you save over an hour in a week, well over the year, an hour a week is about 40 or 50 hours. If you do one hour a week for 40 or 50 weeks, that’s 40 or 50 hours over a whole year. Well, that’s a working week.  So just think about this, if you can save one hour a week, which you really come by doing this, one hour a week equates to one working week a year. If you can save two hours a week, you’ve saved yourself a fortnight that you would’ve spent in meetings that you would’ve hated.” Jenn agrees and recalls a Harvard Business Review study that asked 1600 leaders how much time they had to focus and think each week, and most reported they rarely, if ever, got more than one to two hours of time to think. So giving people time back will allow them to think and problem-solve. M – Minimize the Attendees Then, Andy explains that the final letter – M is for Minimizing the number of attendees. He explains that most meetings involve too many people. He advises that the more people involved, the harder it is to reach a consensus. He recalls an old saying, “A camel is what a horse would look like if it were drawn by committee.”    He suggests identifying meeting attendees as:       Decision-Makers       Subject Matter Experts       Everyone Else. He then explains that you will only need the decision makers and subject matter experts at the meeting. He notes that you will only need the subject matter experts for a limited time, so consider that when setting the agenda. He returns to the example of our meeting “To Decide Whether or Not to Proceed with Project 12”. He explains that you should invite the necessary decision-makers for the entire meeting. Then, if there are subject matter experts needed to provide context or information (i.e., legal advice or technical expertise), set 15 minutes on the agenda for their input, and then let them leave. Andy also notes that leaders must still follow up with Everyone Else. Team members that aren’t meeting participants will still need information. If people are suddenly excluded from meetings they were once invited to, it can cause misunderstandings. He suggests explaining that the new approach to meetings is meant to save their time for more important pursuits. He also reminds the audience that they must communicate the meeting outcomes to Everyone Else after the meeting. Simplify Update Meetings – Best, Next, Help Then, Andy and Jenn talk about their hated boring “Update” meetings and the need to make them less painful and more interesting. Andy suggests that leaders use his Best, Next, Help framework to keep meeting sweet, short and effective! Each person has 30 seconds to present their Best success of the week, their Next priority, and what they need Help with. Leverage the “Bests” Align on the “Nexts” Address the “Helps” End the meeting and follow up on individual items offline. Best – Next – Help for Better 1 on 1 Meetings Jenn and Andy then discuss how to apply that framework to One-on-One meetings and use it to prepare for meetings. Learning to tighten up communication will make any leader more effective. Andy explains that using the method for one-on-one meetings can help leaders better understand their team. He suggests that the employee comes to the meeting with their Best, Next and Help, and the leader comes to the meeting with what they think is the employee’s Best, Next and Help. Then they can align on actions after comparing the two. 3 Easy Steps to Manage Your Calendar After discussing how to set effective expectations for meetings, Andy gives some final advice about managing your calendar more efficiently. He outlines three steps to take today!     Review Your Calendar – Review the previous week and see how you wasted your time.     Look at Next Week’s Calendar –  Assess next week’s meeting Using PALM and Best, Next, Help.     Block time for essential activities on your calendar – If a task is on your calendar, you are more likely to accomplish it. Where to Find More from Andy Bounds Andy and Jenn close the episode and explain where you can find more from Andy Bounds:       Connect with Andy on LinkedIn       Visit Andy’s Website       Check out Andy’s Books If you want to learn more about Andy’s work as a subject matter expert for Crestcom’s Leadership Development program, visit our website at: https://crestcom.com/subject-matter-experts/ Thank you for listening to The Leadership Habit Podcast!     The post How to Have Better Meetings with Andy Bounds appeared first on Crestcom International.

In a thought-provoking episode, Jenn DeWall has a candid and vulnerable conversation with Chris Meroff about the quest for fulfillment at work and at home. As CEO and founder of DCX Community, author, Chris Meroff has dedicated his career to helping professionals find sustainable success and fulfillment in their work.  With a diverse background spanning various industries such as hospitality, restaurants, farming miniature cows, and leadership development, Chris brings a wealth of experience to the table, and shares his personal fulfillment journey. Jenn and Chris explore the importance of fulfillment, its challenges, and the role of empathy and vulnerability in finding true satisfaction in work and life. Meet Chris Meroff, CEO and Founder of DCX Community Chris shares his personal journey, which began at a young age when he joined his parents in their business. Initially, he held the belief that work would naturally provide intense passion and fulfillment. However, the reality of work being just work, with its ups and downs, challenged his expectations.  Struggling to strike a balance between his professional and family life, he often felt like a failure as both an employee and a family man. Fueled by a desire to create a better work environment, Chris ventured into entrepreneurship in 2011, focusing on establishing a company that is employee-centric rather than client-centric. By doing so, he has found that if leaders take care of employees, they will take care of the clients.  The Elusiveness of Fulfillment Despite his initial success as a business owner, Chris found himself increasingly unfulfilled after a few years. This realization led him to question why so many people, including himself, were unable to find fulfillment in their work.  Disturbed by a study revealing that 72% of individuals dislike their jobs or the people they work with, he sought to understand why finding fulfillment in life seemed elusive, especially with the emergence of new generations like millennials and Gen Z entering the workforce. Through extensive research and conversations, he discovered that true fulfillment is intertwined with emotional and psychological well-being and our connection to others. Embracing Empathy and Vulnerability Recognizing his own shortcomings as a leader, Chris realized that he had neglected to demonstrate empathy and vulnerability in his role. This realization prompted him to embark on a transformative journey, focusing on developing these crucial skills. He decided to get out of his comfort zone, and start learning and growing on a deeper level.   Empathy became a cornerstone in understanding and connecting with others, while vulnerability proved to be a significant challenge for someone accustomed to taking care of those around him. Overcoming his discomfort, Chris recognized that allowing others to support and care for him would lead to a greater fulfillment and connection. Acknowledging Feedback and Embracing Vulnerability Jenn shares a relatable scenario where individuals receive negative feedback, triggering a defensive response and the desire to protect oneself. She recounts a client’s urge to schedule a meeting to defend themselves against the feedback.  Chris emphasizes the significance of vulnerability and empathy in such situations, urging individuals to embrace vulnerability instead of armor up. He encourages using phrases like “I’m sorry” to initiate an emotional conversation with empathy, owning any actions that may have been perceived negatively. By doing so, one can let go of shame and allow for growth and understanding. The Power of “I Don’t Know” and “I Need Your Help” Continuing the discussion, Chris highlights two additional phrases that foster vulnerability and connection. He shares the importance of acknowledging one’s limitations and embracing humility by saying, “I don’t know.” These phrases are essential to building positive relationships at work, and in life. As leaders, we often feel the pressure to have all the answers, but admitting our limitations opens the door for collaboration and growth. Similarly, Chris stresses the power of saying, “I need your help.” By recognizing that we can’t do it all on our own, we invite others to contribute their unique perspectives and talents, fostering a sense of unity and fulfillment. Identifying and Overcoming the Lies We Tell Ourselves Jenn and Chris delve into the lies we tell ourselves and the impact they have on our mental well-being and fulfillment. Chris shares his own struggle with paranoia and the belief that he was unlovable if he revealed his emotional messiness.  He underscores the importance of recognizing these lies and seeking truth through honest conversations with trusted individuals. By opening up about our thoughts and fears, we can break free from the mental health issues caused by these lies and build stronger connections with others. The Messiness of Being Human Jenn and Chris emphasize that everyone struggles with their internal battles and insecurities, regardless of external appearances. They discuss the societal pressure to project an image of normalcy, despite the internal self-hatred many achievers and perfectionists experience. Acknowledging our messiness and embracing vulnerability allows us to let go of comparisons and unrealistic expectations, paving the way for true fulfillment. Embracing the Journey to Fulfillment The conversation concludes with a reminder that embracing vulnerability and dispelling lies is an ongoing process. Both Jenn and Chris encourage listeners to recognize their own struggles and embark on a journey of self-discovery and growth. To feel fulfilled takes a little work every day. By fostering empathy, vulnerability, and honesty, individuals can create a more fulfilling existence and build stronger, authentic connections with others. Where to Find More from Chris Meroff To find more from Chris, please visit his website at ChrisMeroff.com, or at DCXCommunity.com. You can also connect with him on social media or LinkedIn, or check out his best selling book: Align: Four Simple Steps for Leaders to Create Employee Fulfillment Through Alignment Leadership. And don’t forget to look out for his upcoming book in October! And, as always if you’re a leader looking to develop your team or looking to develop yourself, head on over to crestcom.com. We would love to have more conversations with you to help you be your best by giving you the tools that you need to succeed. Thank you so much for listening and I hope that you practice some self-compassion today. Until next time.   The post The Quest for Fulfillment at Work and Home with Chris Meroff appeared first on Crestcom International.