In the US, we just celebrated Thanksgiving. I was hosting family and friends and a great deal of eating took place. As the cook and the mother, I am usually the last to sit at the table. I began to think about the connection between mothers and leaders and the ideas presented in the book “Leaders Eat Last” by Simon Sinek. As I was reading this book, I became aware of a gender hole, maybe even a gender black hole, with respect to Sinek’s presentation of his ideas. Sinek’s big idea is that we need to feel safe in order to be most productive in the workplace. He talks about the military and “the culture of sacrifice and service in which protection comes from all levels of the organization”. He wants to understand where individuals who risk their lives come from and he postulates that if the conditions in which we work meet a particular standard, then each of us is capable of exhibiting the courage and sacrifice of his hero. Sinek imagines a workplace where the leaders prioritize the well-being of their people and, in return, their people give everything they have to protect and advance the well-being of one another and the organization. Such organizations achieve the greatest success and this final state can be achieved with trust and empathy and a willingness of the leaders to listen to employees and treat them as people. It is about organizations that are more like families where people feel like they belong. Sinek states: “when the people have to manage dangers from inside the organization, the organization itself becomes less able to face the dangers from the outside … when we have to protect ourselves from each other, the whole organization suffers.” Sinek’s book goes on for 350 pages but not once does he address the safety issue at work from the perspective of a woman, a person of color or any other under-represented group. Women and many other groups often do not feel safe in the workplace. In 2024, my students are still telling me how they cannot just focus on their work because they are not inside the Circle of Safety. Maybe, they have just realized what safe means in the safe space we create for the MIT LEAPS Epistimi classes. Without a Circle of Safety, there is fear, stress, paranoia, cynicism and self-interest. Without a Circle of Safety, there is no peace of mind. Without a Circle of Safety, there is less effective cooperation and innovation. Sinek concludes that being a leader is like being a parent: one should commit to the well-being of the group and make sacrifices to advance their interests. I agree with Sinek: we all deserve to operate inside a circle of safety. Angela Merkel’s nickname “Mutti Merkel” or “Mother Merkel” implies that her country views her like a parent because she cares for her people. Leaders in science who are in the Circle have a responsibility to keep the Circle of Safety strong and include all of their team. This strategy will benefit everyone, including the leaders themselves.
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Company culture is crucial to an organization's success. It's not merely about fitting in—especially in a toxic environment—but about how you can contribute positively to the culture -. This post reflects an organization's role in promoting inclusiveness and belonging in the workplace. More importantly, it highlights what we need to do to achieve this... Nurture it!!! ——Water your lawn!
WATER YOUR LAWN My last post sparked so many interesting conversations about tackling microaggressions in the workplace, but the one thing we haven’t discussed is the role organizations should play in curtailing them. Microaggressions are rooted in harmful biases (whether unconscious or conscious) and can become part of the fabric of an organization’s culture if its’ leaders are not intentional in their efforts to correct them. This is part of the critical INCLUSION piece of DEI that so many organizations overlook when patting themselves on the back for getting their diverse hiring numbers up a few points. If your company culture isn’t inclusive, the hiring numbers won’t matter because diverse employees won’t stay. As a Chief Compliance Officer, I spend a lot of time thinking about company culture and how it drives employee behavior. Over time I’ve come to realize that organizational culture is a lot like your lawn. Everyone wants a gorgeous lawn, but few realize the work it takes to make it so. If you want your lawn to be lush, green, and healthy then you have to WORK at that. You have to feed, water, nurture and cultivate it into exactly what you want it to be and it is not a one and done effort. Once your lawn is thriving you have to keep up your efforts to maintain it, otherwise it will regress. Thoughtfulness and consistency are the keys. If you don’t make the effort, you still have a lawn, you just have to take what you get. You may get lucky in some spots (i.e. some offices or teams) where beautiful wild flowers sprout on their own, but you will almost surely also have some patches of dandelions, stinkweeds and other spots that are just plain brown and dead. That is exactly what the culture can look and feel like in an organization that isn’t doing the work.
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WATER YOUR LAWN My last post sparked so many interesting conversations about tackling microaggressions in the workplace, but the one thing we haven’t discussed is the role organizations should play in curtailing them. Microaggressions are rooted in harmful biases (whether unconscious or conscious) and can become part of the fabric of an organization’s culture if its’ leaders are not intentional in their efforts to correct them. This is part of the critical INCLUSION piece of DEI that so many organizations overlook when patting themselves on the back for getting their diverse hiring numbers up a few points. If your company culture isn’t inclusive, the hiring numbers won’t matter because diverse employees won’t stay. As a Chief Compliance Officer, I spend a lot of time thinking about company culture and how it drives employee behavior. Over time I’ve come to realize that organizational culture is a lot like your lawn. Everyone wants a gorgeous lawn, but few realize the work it takes to make it so. If you want your lawn to be lush, green, and healthy then you have to WORK at that. You have to feed, water, nurture and cultivate it into exactly what you want it to be and it is not a one and done effort. Once your lawn is thriving you have to keep up your efforts to maintain it, otherwise it will regress. Thoughtfulness and consistency are the keys. If you don’t make the effort, you still have a lawn, you just have to take what you get. You may get lucky in some spots (i.e. some offices or teams) where beautiful wild flowers sprout on their own, but you will almost surely also have some patches of dandelions, stinkweeds and other spots that are just plain brown and dead. That is exactly what the culture can look and feel like in an organization that isn’t doing the work.
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"Professional Courtesy as a service" --- Key Takeaways 1. Professional Courtesy is Key: Treating colleagues with respect and kindness is not just a policy—it’s essential for building lasting workplace relationships. 2. The law of cause and effect: How you treat people as a leader determines how they perceive and respond to you, even long after you leave. --- One of the most fascinating aspects of workplace dynamics is "professional courtesy." It's the unwritten (and sometimes written) rule that we treat each other with respect. After all, you wouldn’t expect to see colleagues engaging in a street fight at work. However, some people push boundaries, even some in leadership. The real kicker? Their actions often come full circle in the most unexpected ways—like during sendforth ceremonies. Let me take you back to one sendforth I will never forget. The red flags were obvious: two leaders were being celebrated, but only one seemed to get all the attention. As the compere, I naively tried to encourage attendees to say something nice about the second leader. Not a single soul volunteered. Finally, someone courageously stood up, but instead of compliments, they offered candid advice: "Learn to respect people." Ouch. The leader, clearly overwhelmed, left mid-ceremony. That moment solidified a lesson for me: people will mirror the energy you give them. Years of disregard or poor treatment can result in icy receptions when it matters most. And it doesn’t end there. At another sendforth, someone took the opportunity to address a completely different leader about their work attitude—not even the person being celebrated! Professional courtesy, or the lack of it, leaves a ripple effect that extends far beyond formal exits. --- Final Thoughts It’s simple: treat people well. Whether you’re a leader, peer, or junior staff member, the respect and kindness you show will shape your legacy. As Maya Angelou once said, “People will forget what you said, people will forget what you did, but people will never forget how you made them feel.” So, here’s my question to you: What legacy are you leaving behind in your workplace? Signed, Uncle C. The Peoplepreneur. #LeadershipLessons #ProfessionalCourtesy #WorkplaceCulture #TheObaniShow #CareerGrowth https://lnkd.in/dCnbUkUM
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Transforming Leadership & Teams by Putting Trust at the Core | Founder & CEO | Keynote Speaker | Executive Coach | Trust Guide | Author of Closing the Trust Gap
"Can't see the forest for the trees." A quick Google search revealed this phrase originated 478 years ago in the works of English writer John Heywood. 478 years ago and this timeless phrase still applies today. The reverse is also true: sometimes we can't see the trees for the forest. The blur of our day-to-day and the pressures of the big picture easily excuse the opportunity to slow down and get specific. The forest in our back yard is changing dramatically right now with the summer's leaves changing colors and holding on for dear life. Individual trees are making themselves known and contrasting with the rest of the forest. I've paused a few times over the past couple of days to look more closely at these changes...reflecting on the gift of this season. It's a reminder that seasons (personally and professionally) do indeed change and it's in these times of change where specific reflection can (and must) inform action. Perhaps now is a great time for you and your team to pause, reflect, "pre-flect" and consider the "trees for the forest" with these questions: 1. Do you have a long term vision that is strategically connected to next year’s annual operating plan? 2. What is the current condition of your workplace culture? What is your plan over the next 6 months to strengthen it or maintain your momentum? 3. Does everyone on your team have a shared commitment to a common truth? Put differently…is everyone clear on your Trust Proposition (the truth that you want people to action on)? 4. Do you have a robust, 90-day new employee onboarding plan that demonstrates authentic care, pace and priorities for the new team member’s responsibilities? 5. Have you audited your meetings lately? Which meetings need to start, stop or continue? 6. Who are you intentionally developing with additional leadership responsibilities? Do they know that? 7. What are the most concerning trust gaps in your organization currently related to people, policies, practices and / or strategy? How are you prioritizing the closing of these trust gaps? 8. Do you have the right people in the right places doing the right things in the right way? If not…why not and how will you address it sooner rather than later? 9. Are you and your team focused on the rights things? Are priorities a mile wide and an inch deep (fear-based) or are your priorities narrow and deep (strengths-based)? 10. Do you need to forgive someone at work? Do you need to forgive yourself? Which question stands out to you the most? What question would you add? Reflection ---> Action #BuildTrust #TrustProposition
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During the years I facilitated front-line leadership development for a well-known air transportation company, understanding different ways to say 'thank you' so that it matched a team member's preferred “language” was a key message in our module on employee appreciation. Over the years we’d ask the cohorts what their preferred way of receiving acknowledgement was according to the categories used in Chapman's 5 Love Languages. Of the five ways of expressing appreciation -- words of thanks, acts of service, receiving gifts, quality time and physical touch – participants reported that they valued ‘words’ of thanks and 'time' – knocking off early or quality time with their leader – the most. So I was dismayed to learn this week that my time-worn belief in the matching of individual preference to how I expressed my thanks, was debunked earlier this year (see link in comments). It seems that in the 30 years since its inception, scientists haven’t been able to find much evidence that supports the assertions made by evangelical pastor Gary Chapman, the framework's author. According to Impett, Park and Muise, the quiz Chapman developed to ascertain our preferences is flawed in its forced binary choice design and when corrected using a scaled response, shows little preference for one form of ‘appreciation or love’ over another. And, it seems the sample used for developing the framework was homogeneous (all alike) to boot. Chapman's work looked at couples in counseling – people who were all married, religious, mixed gender and likely shared traditional values. And the final nail in the proverbial coffin? Turns out that using someone’s preferred language won’t make them like, let alone ‘love’ you any more than if you put the dishes away. If you’re a S*!^^@ boss, a card of thanks or box of donuts is not going to cut it. So where does that leave us? Well, I say we shouldn’t throw the baby out with the bathwater (which you may have heard comes from the old German tradition of bathing baby last in the existing and by then, very cold and dirty water). My view is that it’s just as important to show a gesture of appreciation even if it’s not ‘exactly’ right for the person. Perhaps you got a pair of socks or other gift for this holiday gift giving season that leaves you wanting. Do you say, 'gee, that’s not really what I prefer...' No! As Marshall Goldsmith, grandad of feed forward coaching would say – you don’t need to evaluate the gift, you simply need to say, ‘thank you’. ...Thanks for the kind words, thanks for giving of your time today, thanks for the pat on the shoulder, or thanks for the chocolate bar. Though I wouldn’t have asked for these, I really appreciate that you’re trying.
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Partner & Channel Sucess I Driving Growth Through Collaboration I Building Strategic Partnerships in HR Tech
Last night, I received a heartfelt call from my (adult) nephew, who opened up about his personal struggles. It was a poignant reminder of the importance of being someone others can rely on during difficult times. His trust in me is something I deeply cherish, and my entire life I have worked to create a "safe place" for my family and friends. It has reinforced a fundamental principle I strive to uphold in my professional life as well. Creating a safe and supportive environment is crucial, not only in our personal relationships but also within our workplaces. It's essential that our colleagues and teams feel they can express themselves openly and honestly, knowing they will be met with understanding and support. Our two-hour phone call last night reminded me of the importance of fostering a culture where safety and trust are paramount. It’s not just about achieving great results but also ensuring everyone feels valued, heard, and respected. Let’s continue to build workplaces where amazing culture and safety go hand in hand, creating spaces where everyone can thrive both professionally and personally. #leadership #workplaceculture #support #trust #safety
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Integrity Over Popularity At Happiest Places to Work®, we believe in doing what’s right, even when it’s not the easiest or most popular choice. True integrity means standing by our values, no matter what others may be doing. "Wrong is wrong, even if everyone is doing it. Right is right, even if no one is doing it." In the workplace, this translates to fostering a culture of honesty, respect, and accountability. It’s about making decisions that are aligned with our principles and supporting each other to uphold these standards. Let’s be the ones who choose the right path, inspiring others to follow. Together, we can create a workplace where doing the right thing is always celebrated. #LetHappinessHappen #HappiestPlacesToWork #Integrity #WorkplaceCulture #LeadByExample
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Strategy & Operations | Thought Leader | Quantitative Management | Advanced Analytics | KPMG and Telia Alum |
𝗪𝗵𝗮𝘁 𝗬𝗼𝘂𝗿 𝗧𝗵𝗮𝗻𝗸𝘀𝗴𝗶𝘃𝗶𝗻𝗴 𝗧𝗮𝗯𝗹𝗲 𝗖𝗮𝗻 𝗧𝗲𝗮𝗰𝗵 𝗬𝗼𝘂 𝗔𝗯𝗼𝘂𝘁 𝗕𝘂𝘀𝗶𝗻𝗲𝘀𝘀 𝗦𝘂𝗰𝗰𝗲𝘀𝘀 As you sit around the Thanksgiving table this year, passing the mashed potatoes and dodging that one uncle’s conspiracy theories, take a moment to reflect: this lively mix of perspectives and personalities is more than just family dynamics—𝘪𝘵'𝘴 𝘢 𝘮𝘢𝘴𝘵𝘦𝘳𝘤𝘭𝘢𝘴𝘴 𝘪𝘯 𝘥𝘪𝘷𝘦𝘳𝘴𝘪𝘵𝘺 𝘢𝘯𝘥 𝘤𝘰𝘭𝘭𝘢𝘣𝘰𝘳𝘢𝘵𝘪𝘰𝘯. Just like at the table, where everyone brings a different dish or story to share, businesses thrive when diverse perspectives come together. Here are three lessons from Thanksgiving that can transform your workplace: 𝟭. 𝗘𝘃𝗲𝗿𝘆 𝗩𝗼𝗶𝗰𝗲 𝗔𝗱𝗱𝘀 𝗙𝗹𝗮𝘃𝗼𝗿 That cousin with the wild cranberry recipe? She’s the innovator. Grandpa’s story from 1952? A reminder of institutional memory. The table works because every voice adds something unique. 𝗕𝘂𝘀𝗶𝗻𝗲𝘀𝘀 𝗧𝗮𝗸𝗲𝗮𝘄𝗮𝘆: Teams that embrace diversity of thought are 35% more likely to outperform their competitors (McKinsey & Company). Build an environment where everyone, from interns to executives, feels heard—you never know where the next game-changing idea will come from. 𝟮. 𝗖𝗼𝗻𝗳𝗹𝗶𝗰𝘁 𝗖𝗮𝗻 𝗕𝗲 𝗣𝗿𝗼𝗱𝘂𝗰𝘁𝗶𝘃𝗲—𝗜𝗳 𝗬𝗼𝘂 𝗟𝗲𝘁 𝗜𝘁 𝗕𝗲 Let’s face it: Thanksgiving discussions can get heated (politics, anyone?). But when done respectfully, disagreements spark reflection, reveal blind spots, and deepen understanding. 𝗕𝘂𝘀𝗶𝗻𝗲𝘀𝘀 𝗧𝗮𝗸𝗲𝗮𝘄𝗮𝘆: Encourage constructive conflict! According to MIT Sloan Management Review, teams that challenge ideas respectfully produce better outcomes. Just like no one wants bland gravy, innovation thrives when people push boundaries and question assumptions. 𝟯. 𝗧𝗵𝗲 𝗠𝗮𝗴𝗶𝗰 𝗜𝘀 𝗶𝗻 𝗖𝗼𝗹𝗹𝗮𝗯𝗼𝗿𝗮𝘁𝗶𝗼𝗻 Turkey without stuffing? Pumpkin pie without whipped cream? Tragic. Thanksgiving only works because everyone contributes something different to create a complete experience. 𝗕𝘂𝘀𝗶𝗻𝗲𝘀𝘀 𝗧𝗮𝗸𝗲𝗮𝘄𝗮𝘆: Collaborative workplaces aren’t just happier—they’re up to 21% more productive, according to Gallup. Cross-functional teamwork ensures every "dish" (or department) works in harmony toward shared goals. So this Thanksgiving, as you pile your plate high, think about how these lessons apply to your team. Is everyone bringing their unique "dish"? Are you fostering healthy dialogue? And most importantly, 𝗮𝗿𝗲 𝘆𝗼𝘂 𝗰𝗿𝗲𝗮𝘁𝗶𝗻𝗴 𝗮 𝗰𝘂𝗹𝘁𝘂𝗿𝗲 𝘄𝗵𝗲𝗿𝗲 𝗰𝗼𝗹𝗹𝗮𝗯𝗼𝗿𝗮𝘁𝗶𝗼𝗻 𝗹𝗲𝗮𝗱𝘀 𝘁𝗼 𝘀𝗼𝗺𝗲𝘁𝗵𝗶𝗻𝗴 𝗴𝗿𝗲𝗮𝘁𝗲𝗿 𝘁𝗵𝗮𝗻 𝘁𝗵𝗲 𝘀𝘂𝗺 𝗼𝗳 𝗶𝘁𝘀 𝗽𝗮𝗿𝘁𝘀? Because in both business and Thanksgiving, the secret sauce is people. 😉
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Co-Founder of GameStop & Laura Mercier Cosmetics • Former President & CEO of Kinko's • Author • Podcast Co-Host • Entrepreneurial Mentor • Passionate about Learning & Teaching
𝐀𝐧 𝐞𝐱𝐚𝐦𝐩𝐥𝐞 𝐨𝐟 𝐭𝐨𝐱𝐢𝐜 𝐜𝐨𝐫𝐩𝐨𝐫𝐚𝐭𝐞 𝐜𝐮𝐥𝐭𝐮𝐫𝐞 𝐢𝐧 𝐚𝐜𝐭𝐢𝐨𝐧: Walking into one of our Kinko’s stores that landed in the bottom ten of our nationwide climate survey, I wasn’t sure what I’d find. I knew there were going to be disasters—I just wasn’t sure of what magnitude they’d be. And boy, was it eye-opening. At this particular location, my anonymity as the CEO was an asset, allowing me to observe and interact without the usual filters. Upon entering, I waited, curious to see who would approach. It didn’t take long. A young employee came over, and our conversation quickly deepened. When I revealed my role and the reason for my visit, her response was as candid as it was disheartening: "Oh, yeah, I remember that survey. We're at the bottom, right? Honestly, I'm not surprised." Her frankness was a gateway to deeper issues. She explained how isolated the team felt, pointing subtly towards the manager’s office. "See those closed blinds over there? That’s where our manager spends her day. She might as well not be here. We hardly ever see her, and when we need something, it’s always, 'Ask the assistant manager.'" This wasn’t just a failure of presence; it was a failure of leadership. Encouraged by our chat, I decided to gather more insights from other team members. The stories were consistent, each ending with a gesture towards the secluded office where the manager hid away from her responsibilities. Armed with these insights, I decided to confront the manager directly. When she emerged, all smiles, expecting perhaps a routine visit, I asked her to step outside for a serious conversation. "I’ve been talking to your team," I began, trying to keep the conversation as respectful yet direct as possible. "And the feedback is concerning. It seems you’re quite detached from what’s happening out here." The manager’s defense was weak; she was clearly unprepared for this feedback. I had to make one of the toughest calls a leader makes. "This level of disconnection and toxicity isn't acceptable in our company. It's clear this isn’t working out," I explained gently yet firmly. After ensuring she understood the situation and arranging her departure terms, I addressed the team briefly, stressing that this was a move toward positive change. The lesson here is straightforward yet profound: Leadership and culture require presence. It's not just about making decisions from behind closed doors but about being visibly and actively engaged with your team. True leadership means being part of the daily workflow, available, and approachable. It’s about ensuring your team doesn’t just see you as a figurehead but as a daily force driving the company forward, truly embodying the principles that make or break corporate culture. #WorkplaceCulture #Culture #Leadership #Entrepreneurship #Innovation
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🎤Flip the Script on Workplace Drama | Keynote Speaker | Communication Catalyst | Transforming Chaos into Collaboration
Ever wondered why some workplaces just *feel* better to be in? It's not just about the free coffee or the ping-pong table in the break room. It's about civility - that golden thread that weaves through every interaction and keeps the workplace humming along smoothly. SHRM's new Civility Index (article in comments) got me thinking about the true cost of incivility in our professional spaces. It's not just about hurt feelings; it's about the very fabric of our work culture being eroded. And let's face it, nobody wants to stick around in a toxic environment. That's why my Drama-Free Workplace Framework is more than just a set of guidelines - it's a lifeline for organizations teetering on the edge of cultural chaos. As Kendra Prospero rightly points out, it's hard to be at odds with someone you genuinely like and respect. Disagreements? Sure, they'll happen. But when there's a foundation of respect, the toxicity loses its foothold. So, how do we foster this civility? It starts with us. It's about owning our actions and honing our communication skills. It's about seeing and celebrating the shine in others, even when we're not feeling so shiny ourselves. And remember, you don't have to be perfect to make an impact. As a professional speaker and communication expert, I've seen the transformative power of aligned authenticity and magnetic leadership. It's about creating a drama-free life, not just a drama-free workplace. And it all starts with the simple, yet powerful act of being civil. Let's chat about this. What are your thoughts on civility in the workplace? How do you mitigate drama and foster a positive culture? Drop a comment below, and if you find this conversation important, feel free to share this post with your network. Let's spread the civility, one interaction at a time. #Civility #Leadership #WorkplaceCulture
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