Far too often the people who serve on teams at work fail to receive value from them. That’s a real shame considering the potential for peers to support each other to transform the company or to succeed in the face of challenge. Within every team lies the potential for everyone to “co-elevate” each other to new heights, and that includes the executive team at the heart of the organization. Keith Ferrazzi is the founder and CEO of Ferrazzi Greenlight, a managing, consulting, and team coaching company. He is recognized as a global thought leader in the relational and collaborative sciences, and is a New York Times best-selling author. Keith identifies behaviors that block organizations from reaching their goals and transforms them by coaching new behaviors that increase growth. Keith has unique knowledge on the value of working together, since he and his team have done twenty years of research on how to coach high performing teams. They have discovered that 74% of people on teams say that they do not have permission to challenge each other in the room.  He’s identified that commitment to a shared mission is not the only ingredient in a successful team. Members of a team also need to be committed to each other. By being part of a functioning network, an individual’s potential is multiplied many times over.  To support high functioning teams, leadership should be distributed between peers and not in a top-bottom hierarchy. With this in mind, each team member has the opportunity and obligation to support the growth of everyone they work with.  How can you relinquish authority to best support your team? Leave a comment on the episode page!   In this episode Why the most extraordinary leadership teams co-elevate each other Why “Leading Without Authority” allows your people to collaborate and succeed Reframing your thinking as a leader from controlling resources to working in networks to achieve outcomes  How the innovation/co-creation phase trumps forming new ideas in silos Creating safe environments that encourage peer to peer feedback     Quotes  “There’s so much to be said about the value of peer-to-peer and peer-engagement in transforming organizations.” [2:48] “I am sick and tired of people creating answers in their head or in their silos and then going out to sell it to people. They have totally missed the innovation co-creation phase.” [16:12] “We have the ability in the next two months while we’re remote to totally re-contract our DNA as a team, to institute new rules in our leadership, and emerge much stronger than we ever were.” [26:00] “Vulnerability is the key that opens up the bridge to empathy. On the other side is a productive relationship.” [33:31]   Links Find Keith Ferrazzi online Follow Keith on Linkedin | Facebook | Instagram | Twitter Ferrazzi Greenlight Never Eat Alone by Keith Ferrazzi Leading Without Authority by Keith Ferrazzi Virtual Teams Win Bold by Peter Diamandis Get Keith’s free webinar - “9 Things Leaders Miss Transitioning to Remote Teams”   Find 15Five online Follow 15Five on Facebook | Twitter | Linkedin Best-Self Review & Competency Assessment Remote Work Resources Join the Best-Self Academy for free 

We’re all changing all the time. The events and cultures we’re immersed in have an impact on our development. This, in turn, impacts our organizations. Sometimes these changes reveal a new personal and professional mission that we never could have imagined. Max Yoder is the CEO and co-founder of Lessonly, the training software company that helps people learn, practice, and do better work. He is grateful that he was cut from the basketball team two years in a row. He’s also the author of Do Better Work, a book about being a better teammate.  Max works to enable people to improve their time at work. That workplace success naturally affects people’s lives in all aspects. Max found that hearing people and empowering them to be their best selves at work leads to better fulfillment all around. He built his company on this premise. Emotions are key to high-performance. Traditionally, workplaces have rebelled against this idea. The workplace is now in a place of transition. Integrating emotional safety in work and allowing feelings in the company pays dividends. We discuss how to listen to each other in a healthy way to improve work culture for all. One thing we’ve come to understand is how important it is for leaders to take care of themselves. A company’s culture is such a reflection of its leader’s state of mind. That’s why failing to nurture one’s own well-being is disastrous. You can’t take care of others without first taking care of yourself. This is more true than ever during today’s crisis.  How can you make your company a safe place for emotional expression? Let’s talk about it in the comments on the episode page!   In this episode Escaping the myth of emotional slavery What happens when you allow emotions and feelings to play a role in your company The most important thing for a leader to do in a time of crisis Why charity and grace are the most important virtues to cultivate How to live according to the same expectations that you have for others Recognizing where we’re fragile and how to get stronger from adversity through support   Quotes “When people do better work, they live better lives.” [2:19] “If I use the tools in my wellbeing toolbox, I’m doing everybody a service. If I don’t, I am not doing everybody a service. What can I control? Am I controlling it? That has always been important. It is incredibly important now.” [10:20] “I think this is where all of our problems come from; we have special logic for our own behavior and we have different logic for other people’s behavior.” [20:29]   Links Lessonly Do Better Work by Max Yoder Antifragile by Nassim Nicholas Taleb   Find 15Five online Follow 15Five on Facebook | Twitter | Linkedin Best-Self Review & Competency Assessment Remote Work Resources Join the Best-Self Academy for free 

Best-Self Management is returning for Season 4 on April 28th! This upcoming season is devoted exclusively to exploring the brave new world of remote work and how leaders can adapt to changing conditions to not only preserve but strengthen their cultures. With a long history of building culture for a remote team, David and Shane will share what's worked for 15Five, while also featuring more incredible expert interviews, techniques, and mindset shifts to help transform your company's culture and drive incredible results.  On the Best-Self Management podcast, we explore the brave new world of bringing your whole self to work. Best-Self Management proposes that if leaders build cultures and institute practices that support people in being and becoming their Best Selves, then high performance and uncommon loyalty is the result. Co-hosts, David Hassell and Shane Metcalf, regularly discuss the uniquely healthy and productive cofounder relationship they’ve built at 15Five over the last 7 years. They also interview academics, business leaders, and coaches, who are revolutionizing our understanding of human performance and what it takes to build a thriving culture that celebrates every employee and guides them towards greatness.   Links Listen to Seasons 1 - 3  of Best-Self Management Here Find 15Five online Follow 15Five on Facebook | Twitter | Linkedin

Note: This podcast interview was recorded earlier in 2020, but is still filled with lessons and advice applicable to challenges presented by the new world of remote work, though it will not reflect an awareness of just how much things have transformed.  Employee development is one of the most strategic decision-making areas for any company. Developing your people’s skills and creating a positive employee experience requires thoughtful, deliberate action. Today’s guest has built his career around helping businesses do just that.  John Foster is a business designer who helps people and organizations perform at their best. He has served many of the world’s most innovative companies in both internal roles and consulting relationships. John has broad experience designing, building, and managing internal operations for talent-driven companies. In this episode, John describes the most crucial components of helping your people perform at their best. First of all, it is important to place them in roles where they are best positioned to utilize their strengths. Once there, management needs to provide the proper support so that employees are not bogged down with things they can’t handle. As Chief People Officer at TrueCar, John strives to make sure that his organization is providing the necessary environment for people to perform well together. This is something that was seldom done decades ago. John explains why he thinks workplace culture has shifted, often for the better, and where he thinks it will go from here. How can you help your people understand where their strengths lie? Let us know in the comments on the episode page!   In this episode: Striking a balance between supporting people in becoming their best selves and expecting individuals to bring their best The process for determining if your people and organization are operating at their highest levels How attitudes toward fostering intrinsic motivation at work have shifted over time Expert predictions about future shifts in workplace environments and expectations Using challenges and novelty to strengthen a team’s cohesion and an individual’s growth   Quotes: “Work is very rarely ever something you do alone. An organization is best served by providing conditions where people work better together.” [3:34] “Now we’re living when CEOs and executives don’t really know the answer to the problem that’s going to help their company grow. So they have to ask the people in their company to help them figure it out.” [13:31] “Individuals have to be accountable for delivering what they said they would. Companies have to be open to letting individuals define how they’re going to deliver it.”  [31:54] “Learning and growing means you’re going to have setbacks and you’re going to make mistakes. But that’s not failure.” [38:12] “If you have people who are more self-aware and clear about who they are, what they want, and what they can do, the outcome is automatic.” [42:50]   Links The Wisdom of Teams Primed to Perform Episode 8 - How To Boost Productivity Through Intrinsic Motivation Future Shock Silver Bullets Project Adventure “The Smart-Talk Trap” Predictably Irrational What Color is Your Parachute Best-Self Review & Competency Assessment

In this special episode, we talk about what it takes to build successful distributed teams. With the spread of COVID 19, many businesses are being forced into remote work models, which may have a permanent effect on the modern workplace. Since this is nothing new to us at 15Five, we want to share how we do this with you. In 2012, 15Five began as a distributed company. While this has its challenges, it also presents many opportunities to build a culture with strengths that wouldn’t exist otherwise. After over eight years, we are still globally distributed and have won just about every major culture award—no easy feat when you triple headcount to over 200 employees in one year.  Even though we’re physically separated, there are ways to intentionally create a sense of belonging to fill the gaps left by remote working. Having a weekly check-in and regular all-hands meetings by video conference, provide qualitative insight into how your people are feeling. And regular cultural rituals like gratitude meditations create a sense of cohesion that would be otherwise lacking. We’ve found that creating ways for employees to connect in a non-business context builds important connections. It can even be as simple as having a “water-cooler” channel on Slack. Whatever it is you do, create a way for people to express their shared humanity. Successful high-performing distributed teams need a large degree of trust. Making it clear that you trust your people to get the job done is a necessary element of giving them the autonomy to do the best work of their lives. This isn’t always an easy mindset to have, but we’ve found that it’s an indispensable part of the process. Furthermore, it imparts a sense of belonging that is an integral part of any successful team. Any crisis is an opportunity to reflect and make needed changes. These range from the tactical to the strategic. There are practical actions you can take for increased connection and productivity during these uncertain times. For example, using tech tools like Slack or Zoom. Another great tactic is bringing emotionality into your communication, be it with gifs or emojis, rather than simple text. Most of all, strategically creating environments that meet human needs of psychological safety and connection, leads to a better experience and higher quality work.   Has your company recently made the transition to remote work? Tell us how it’s going in the comments on the episode page!   In this episode Tech Tools that help facilitate work and communication in distributed teams Cultural rituals and practices to foster a sense of belonging Management processes like weekly check-ins that provide visibility and opportunities to coach from afar Creating the necessary trust to allow your people to work remotely How leaders can use this moment to reinvent their management style Building a shared experience that transcends physical distance   Quotes “We’ve learned a lot of hard lessons. We want to help aid in reducing some of the challenges and stress in suddenly having to operate your company in a whole new way.” [1:33] “This could be a weakness or this could be a strength. Let’s turn our weakness of not being in the same room into a strength.” [4:19] “Our jobs as leaders is to create that space where people feel like they can bring their humanity…. We all fundamentally have this deep need to belong as human-beings.” [12:21] “One of the human needs that is up in the air right now is the need for certainty, for clarity. We as leaders can provide that by communication.” [30:30] “Asynchronous communication allows for deeper self-reflection and ultimately greater truth-telling.” [43:17]   Links Traction by Gino Wickman Mastering the Rockefeller Habits by Verne Harnish Radical Candor by Kim Scott Asana Slack Zoom Quip 15Five Blog   Best-Self Academy Listen to Best-Self Management Here Find 15Five online Follow 15Five on Facebook | Twitter | Linkedin

Research is showing that we all can show up with trauma even if we haven’t personally experienced it, because it can be passed along through our genes! Business leaders and culture architects can benefit from incorporating an awareness of past traumas along with an understanding of neuroscience as it impacts our sense of belonging. Few people understand this better than today’s guest. As an executive coach with a particular focus on epigenetics and neurobiology, Rajkumari Neogy takes a novel look at how these fields can help us to live better lives. Rajkumari is the creator of the iRestart framework, the Disruptive Diversity Boot Camp and the author of The WIT Factor: Shifting the Workplace Paradigm by Becoming Your Optimal Self. Rajkumari explains how, as leaders, we need to look at and consider why our people behave in certain ways. Often, this is the result of traumas that our ancestors experienced. In fact, science has shown that we still carry the burden generations later. We may have inherited aspects of our ancestors’ mindset, and organizations can consider this when managing their people.  We discuss the role, even responsibility, that companies have to become engines of personal transformation. Rajkumari explains how we can intentionally create a culture where people thrive by choosing the language that we use. Since words are integrally tied to feelings, and feelings create our environment, business leaders have the power and responsibility to create the environment of their choosing. How can you start using different language to create a supportive environment in the workplace? Let’s talk about it in the comments on the episode page!   In this episode Why an understanding of neurobiology and epigenetics matters within any organization How toxic cultures and environments affect us on a genetic level The role of the individual and organizations in shifting mindsets through core beliefs The power of language to create a healthy and cohesive workplace environment Small changes you can start making today to build safety and meaningful communication The power of appreciation and trust to increase performance and engagement   Quotes “When we are in an organization or environment that is toxic, it starts to impact the way our gene expression is in our bodies.” [1:58] “Even though we might be on the receiving end of mindsets, we are in complete control of how we can shift our mindsets. We are the ones who make choices.” [5:31] “When people become masterful in being able to surface unmet needs in a conversation during a moment of conflict, that can be life-altering for the relationship for the organization.” [17:20] “You are either in the process of dismantling or building trust in every conversation.” [31:41]   Links Find Rajkumari Neogy online Epigenetics - Moshe Szyf Dr. Rachel Yehuda on The Effects of PTSD The Body Keeps The Score by Bessel Van Der Kolk The Five Languages of Appreciation in the Workplace by Gary Chapman & Paul White “The Neuroscience of Trust” by Paul J. Zak Cymatics   Best-Self Academy Listen to Best-Self Management Here Find 15Five online Follow 15Five on Facebook | Twitter | Linkedin

Ever wonder how you will achieve the monumental tasks required of you at work? Few people realize that they’re already surrounded by all the resources they need to reach their goals. There are people around you who would be happy to help. All you have to do is ask, but most people simply don’t make the request. Today, we’ve brought in an expert who has helped people and organizations successfully build cultures where anyone can tap into the giving power of what is actually a massive network of resources.  Dr. Wayne Barker is a Professor of Business Administration and Professor of Management & Organizations at University of Michigan’s Ross School of Business, and Faculty Director of the Center for Positive Organizations. His work focuses on social networks, generosity, values, and positive organizational scholarship. He is the author of All You Have To Do Is Ask: How To Master the Most Important Skill For Success as well as five other books and many scholarly articles. Today, Dr. Baker describes his findings surrounding generosity. He’s discovered that most people are willing and even eager, to help others. The disconnect often occurs because people are reluctant to ask for help when they most need it.  Dr. Baker discusses how organizations can best make use of generosity while making sure that everyone’s needs are met and acknowledged. This requires intentionally building a culture of generosity. To that end, Dr. Baker shares tools and strategies that any organization can use to help achieve this.  What are you working on and what do you need? Go ahead and ask in the comments on the episode page!   In this episode The innate generosity of human beings & the dangers of dysfunctional generosity  What it means to build a culture of generosity How joining a culture of generosity can change someone’s own sense of giving and receiving Specific practices for building a culture of generosity and guidance on how to formulate requests  Tools to help automate the question asking process Getting past the fear of asking for help, especially with “dormant connections”   Quotes “Everyone wants a culture of generosity. But it turns out the barrier is not that people are unwilling or unable to help, but that people are reluctant to ask for what they need.” [3:22] “The best workplaces make routines and rituals where it’s expected to ask for help and to give help.” [11:39] “Sometimes help comes from very unlikely places. It’s because we have networks. We have networks that extend way out into the world.” [18:58]   Links Give and Take Inc. Center for Positive Organizations Assessments & Resources: All You Have To Do Is Ask  Follow Wayne Baker on Facebook | Linkedin | Twitter   Best-Self Academy Listen to Best-Self Management Here Find 15Five online Follow 15Five on Facebook | Twitter | Linkedin

In order to do the extraordinary, we have to work with other people. No matter how great a single person’s efforts, it’s not going to be enough on its own. That’s why the third pillar of best-self management, cultivating relational mastery, is essential in any business. Today, we’re diving into just what cultivating relational mastery is. We discuss its many benefits and how it can’t help but lead to great success within an organization. Often, cultivating relational skill is overlooked. However, we have found that the benefits of intentionally teaching and practicing them is essential to separating our organization apart. What’s great is that any organization can create and practice this. Often this means having difficult conversations. While they may be uncomfortable at the time, open and honest communication is key to keeping emotions from festering. This is how a toxic culture is prevented. We discuss how to use clearing conversations to keep workplace dynamics running smoothly. We’ve seen first hand how getting better at relationships has increased our ability to be positive influencers. As such, it’s a powerful way to get more of what we want out of our work. Education is a crucial way to achieve this mastery. By learning new skills and practices and an understanding of how we all operate, relational mastery can be honed. That’s why we share several practical relational practices you can start using right away. How can you cultivate more relational mastery in your organization? Let’s talk about it in the comments on the episode page!   In this episode How relational friction keeps teams and companies from moving forward (drama, politics, resentment, blame)  Why cultivating relational mastery is a never-ending endeavor How getting better at relationships will increase your ability to influence The Positivity Ratio and how you can engineer it into your culture Having difficult conversations to prevent a toxic culture from forming Using a clearing conversation to speak directly when there is conflict Why seeking feedback will lead to more positive relationships The important distinction between expectations and agreements The importance and challenges of becoming better listeners   Quotes “It’s not enough to have people committed to being their best as individuals inside of some shared context. We don’t exist in a vacuum and nothing great gets done alone.” [1:44] “The truth is, it’s hard. There’s no magic pill. Even when you get good at it, it still takes time. There’s still ongoing investments required.” [5:46] “Having the positivity-ratio in the right balance inside of your company allows you to have the difficult conversations with less damage to the relationships.” [12:47] “If you can create a culture where each connection of that network is strengthened, you’re creating an incredible resiliency inside the company.” [27:07] “There’s the idea of listening to understand instead of listening to respond. I think we can all do so much at aspiring to a higher level of listening.” [37:07]   Links Emotional Intelligence Crucial Conversations Crucial Accountability Radical Candor An Everyone Culture The Conscious Leadership Group   Best-Self Academy Listen to Best-Self Management Here Find 15Five online Follow 15Five on Facebook | Twitter | Linkedin

Today we’re diving into an important pillar of Best-Self Management -- Being and Becoming Your Best Self. While everyone must take responsibility for their own evolution, managers and leaders have an opportunity to contribute. By creating an environment that invites your people to be their best on a daily basis, you will inherently have an organization in which people produce high-quality work.  Accepting that things are already great does not mean that no one should strive for improvement. Rather, it becomes a good jumping-off point for striving to fulfill your highest potential. Recognizing this will provide the space and compassion needed to support your people as whole human beings. As leaders, compassion is one of the most powerful tools you have to accomplish this. It will allow you to support your people through their crises and challenges and help them grow towards their best selves throughout that journey. Often at work, we want people to push through these challenges and get sh*t done, but making space for employees to work through these experiences often facilitates immense growth. You also have the opportunity to create an environment of belonging. In such a place, you’ll be able to better recognize everyone’s potential. This helps everyone feel their worth as members of your organization. That, in turn, will lead to improvements in self-esteem. That’s where the magic happens. How do you show your people that you recognize their potential to become their best selves? Let us know in the comments on the episode page!   In this episode Why becoming your best self is a rewarding yet never-ending journey How fostering gratitude is the best antidote for negativity and will fuel high-performance The power of embracing adversity and the dangers inherent in toxic positivity Why compassion is one of the most important qualities a leader can possess Maslow’s hierarchy: creating an environment where everyone feels that they truly belong How the way you see people influences the way they show up   Quotes “A little dose of recognizing the perfection of ourselves, the world, and each other, can go a long way as a foundation to then choose growth and development.” [4:59] “Being able to have an environment of compassion for the hard parts of the human journey is actually one of the greatest things you can do to unlock the potential of your people.” [9:31] “To help somebody become their best-self you want to create a culture where they can feel like they belong. That’s why diversity and inclusion are so vitally important.” [18:15] “How you see people changes people. To see somebody’s highest potential is to increase the odds of them realizing that potential.” [33:30]   Links The Genius Habit by Laura Garnett LinkedIn’s Jeff Weiner: Compassionate Leadership Maslow’s Hierarchy of Needs Clifton Strengths Via Character Strengths Growth Mindset Radical Candor The Gene Keys   Best-Self Academy Listen to Best-Self Management Here Find 15Five online Follow 15Five on Facebook | Twitter | Linkedin

Our second episode of this podcast detailed one of the most impactful experiences we create for our employees—transformational business retreats.  We have just returned from our 2020 retreat, which was nearly three times the size and even more powerful than last year’s. As a follow-up to last year’s episode, we interview some of our new employees, so you can hear from the attendees themselves. Chris Hloros, our business analytics manager and Jeff Smith, director of the Best-Self Academy share the profound impact that they experienced in January.  For Chris and Jeff, this retreat really crystallized our company’s new values and brought them to life. We’ve found that these retreats have the power to have everyone create their own personal relationship with our mission, vision, and values in a way that is difficult by simply sharing them in a deck.  More than that, we create experiences that break down barriers, create authentic connection, so that we can deeply see the humans that comprise the company, and then all align around the mission and company objectives. This year, in addition to building camaraderie over meals and downtime, we held workshops that focused on vital company initiatives, taught how to facilitate breakthroughs on the team, and continued the discussion about diversity, equity, and inclusion (along with some vulnerable sharing from the team).   In this episode: The power of retreats to reaffirm company values How coming together as a whole company can encourage all of us to stop holding back our ideas and our potential How to turn our inner critics into our inner champions How a retreat shows everyone a more complete picture of the people they work with Deeply touching stories from working humans just like you, who are looking for connection and trusting relationships   Quotes: “It was lifechanging. I know a lot of people say that in a hyperbolic sense. But this is not hyperbolic.” [0:52] “I was so scared of failing. This retreat made it super clear that that was okay. I didn’t have to worry about messing up or not doing it right or not being good enough for this role.” [7:22] “Just spending 14 hours a day for four days inside and outside of my comfort zone with people I love and appreciate was really extraordinary.” [13:15] “If you never see people other than when they’re behind a PowerPoint or in very prepared moments, you can lose that sense of actual human connection with them.” [22:25]   Links: The Magic of Human Connection Best-Self Academy Best-Self Management Episode 2: Life-Changing Company Retreats  Adventure Architects Listen to Best-Self Management Here Find 15Five online Follow 15Five on Facebook | Twitter | Linkedin