Mindful Employer Canada’s Post

Do you often find your people/teams complaining? Marshall Goldsmith once interviewed more than 200 clients and discovered, “A majority of employees spend 10 or more hours per month complaining — or listening to others complain and a third spend 20 hours or more per month doing so.” 𝗪𝗵𝘆 𝗱𝗼 𝗽𝗲𝗼𝗽𝗹𝗲 𝗰𝗼𝗺𝗽𝗹𝗮𝗶𝗻? Because it feels good, it's minimal risk and easy. When we complain about someone else, our uncomfortable feelings and pent-up energy begin to dissipate. What we call "venting", or "blowing off steam". What goes unnoticed is, that 𝗰𝗼𝗺𝗽𝗹𝗮𝗶𝗻𝗶𝗻𝗴 𝗰𝗿𝗲𝗮𝘁𝗲𝘀 𝘀𝗲𝘃𝗲𝗿𝗮𝗹 𝗱𝘆𝘀𝗳𝘂𝗻𝗰𝘁𝗶𝗼𝗻𝗮𝗹 𝘀𝗶𝗱𝗲 𝗲𝗳𝗳𝗲𝗰𝘁𝘀 (beyond time): It creates factions, prevents or delays productive engagement, reinforces dissatisfaction, riles up others, breaks trust, and,  potentially, makes the complainer appear negative. The BIGGEST- it can be ADDICTIVE- feeding the spin of a destructive, never-ending cycle. The more they complain, the more likely they will be frustrated by releasing the pent-up energy sideways. 𝗖𝗼𝗺𝗽𝗹𝗮𝗶𝗻𝗶𝗻𝗴 𝗶𝘀 𝗮 𝘃𝗶𝗼𝗹𝗲𝗻𝘁 𝗺𝗼𝘃𝗲 𝘁𝗼 𝗶𝗻𝗮𝗰𝘁𝗶𝗼𝗻. 𝗜𝘁 𝗿𝗲𝗽𝗹𝗮𝗰𝗲𝘀 𝘁𝗵𝗲 𝗻𝗲𝗲𝗱 𝘁𝗼 𝗮𝗰𝘁. 𝗜𝗻𝘀𝘁𝗲𝗮𝗱, 𝗯𝗿𝗮𝘃𝗲 𝘁𝗵𝗲 𝗿𝗼𝘂𝘁𝗲 𝗯𝘆- #Notice- the adrenaline spike or the can-you-believe-that-just-happened feeling (e.g., someone yelling in a meeting). #Emotional courage- breathe and feel the energy about the situation without needing to dissipate it immediately, feeling overwhelmed or shutting yourself down. #Understand- the part about what’s actually happening that is complain-worthy (e.g., It’s not okay to yell and disrespect others in a meeting.) #Direct-channel it so it doesn’t leak out sideways. Decide what you can do to draw a boundary, ask them to shift their behaviour, or otherwise improve the situation (e.g., “Please let’s respect each other in our conversations.”) #Action- let the uncomfortable feeling lead you to take productive action. Follow through on your idea (e.g., actually say: “Please let’s respect each other in our conversations.”) In my #coaching #practice, I hear many anecdotes from leaders spending precious time responding to complaints and why people don't come and talk. #HR & #Business #Leaders- Do you face similar challenges? What approaches to reduce employee/customer complaints have worked for you? #reframecomplaints #improveproductivity #engagement #communication #channeltheenergy #leadershipcoaching #identifygaps #facilitation #itaallaboutyou Follow Shivaani Talesra and hit🔔for more insightful and inspiring posts. #Repost if you find value.

Leadership Isn’t a Weekday Thing: Be a Leader 24/7 Leadership is not a Monday-to-Friday gig—it’s a 24/7 lifestyle! You’re not just leading when you’re dressed for work or sitting in your office; you’re leading, inspiring, and sometimes even charmingly bossing around in every part of your life. Whether you’re at work, relaxing at home, or even standing in line at the local tea shop, you’re still the leader. Ready to level up your leadership game? Here are the top 10 things you need to remember to be the leader people actually miss when you’re not around! 😎 1. Leadership: A Lifestyle, Not a 9-to-5 Job🕒 Leadership isn’t something you turn on and off like your mobile data. Whether at home, work, or even at the vegetable market, you’ve got to be the same rockstar leader in every situation. 2. Home is Where Your Leadership Starts 🏠 At home, your leadership hat stays glued on—no rest for the awesome! Whether it’s navigating bedtime or deciding on biryani, your family counts on your leadership as much as your work team does. 3. Leadership: Not Just a Costume You Put On🦸♂️ Leadership isn’t like wearing a superhero cape at work and then swapping it for lungi at home. It’s not a crown you wear Monday to Friday—it’s a part of who you are, all the time. 4. Leaders Don’t Take Vacations, They Lead on Them🏖️ Even on vacation, your leadership game stays strong. Whether you’re organizing a family trip or staying cool when the bus is delayed, leadership never takes a break. 5. Lead in Every Interaction, Big or Small 💬 Whether you’re in a big meeting or chatting with the tea vendor, every moment is a chance to sprinkle a little leadership magic. 6. Leadership is in the Little Details 🧐 It’s in how you laugh off a spill or cheer up your kid after a tough exam. Small moments can build a big reputation. 7. Your Leadership Energy: Spread It Everywhere⚡ A true leader’s vibe lifts everyone’s spirits, even if you’re just grabbing a vada pav. Leaders always share the last one, or at least pretend to. 8. Leave a Leadership Mark, Even When You’re Away 👥 A true leader’s presence is felt even in their absence. Your influence should stick around like the aroma of fresh jasmine flowers. 9. Leaders Don’t Complain, They Motivate🎯 A leader turns lemons into lemon rice and inspires others to do the same. People look to you to guide them through challenges with a smile. 10. Leadership: It’s Who You Are, 24/7 💼 At the end of the day, leadership is who you are, all day, every day. When you eat, eat like a leader. When you sleep, sleep like a leader. Because being a leader isn’t just a role—it’s a lifestyle. #LeadershipLifestyle #LeadEveryday #24x7Leadership #InspireAlways #LeadByExample #LeadershipAtHome #TrueLeadership #EverydayLeader #BeTheLeader #LeadershipMindset

Recently, I conducted 360 feedback for a client, and the report made it clear that he was viewed as a smart, strategic, get-it-done leader. The list of accolades was long, though one theme stood out: people could count on him, but they rarely felt valued by him.   One employee shared, “I give every task the attention and time it needs. In two years, I have never received a sincere thank you for the expertise I contribute.” Another shared, “When something goes a bit off the rails, I hear about it immediately. When things are going well, I hardly hear a peep.”   My client was open to acting on the feedback, so I suggested a new approach to kicking off a new project with tight deadlines.    Normally, he would dive in, focus on the project, timeline, budget, and expectations, and be done. This time, he prepared his thoughts before the initial meeting so that he could show up ready to speak about each person on his team before initiating the project discussion. He started the meeting with a group thank you and then went on to recognize each person, highlighting their contributions so far. Let’s be clear, his team was stunned, skeptical, and somewhat emotional. After the meeting in private, he shared with me, “That was awkward and I’m not sure it made a difference.” He was wrong, it did make an impact, not only in the room that day, but in the total outcome of the project.  Members of his team thanked him for the ‘shout outs’ and let him know how motivating it was for them to be appreciated.    With this simple shift, he elevated himself as a leader by showing gratitude and appreciation for the person who sat behind the action. It made a difference.     As we continued to work together, he made gratitude a cornerstone of his leadership approach, implementing regular practices to express and celebrate successes AND the efforts and attitudes of the people on his team. Several were cynical, but his consistency over time built a new level of trust, enhanced engagement, and led to even better results. I share this because it matters, especially when facing unpredictability and change within work environments, which seems to be a theme with companies I am working with today.  There’s also plenty of research to support the power of leading with gratitude. Gallup and Workhuman reported in 2022 that employees who receive adequate recognition for their contributions experience lower burnout, better emotional states, and stronger relationships with coworkers. A few ideas for letting gratitude lead the way: 💡 𝗜𝗻𝗱𝗶𝘃𝗶𝗱𝘂𝗮𝗹 Appreciate the uniqueness of each person, not just the performance.  Commend willingness, effort, and can-do attitudes. 💡 𝗧𝗲𝗮𝗺 Be specific in your praise. Acknowledge wins in a group setting where everyone can feel connected. 💡 𝗢𝗿𝗴𝗮𝗻𝗶𝘇𝗮𝘁𝗶𝗼𝗻 Plan specific shout outs for your next all-staff meeting that include praises/successes/lessons learned for each team. #leadwithgratitude #wondershift #saythankyou

Does admitting a mistake at work feel like walking a tightrope over a pit of hungry lions? 🙋♀️🙋🏿 We all crave that mythical workplace where speaking up doesn't mean risking your job or getting the dreaded side-eye. It's called "psychological safety," and it's not just a buzzword – it's the secret sauce for a thriving team, the very foundation of a true Culture of Connection™. Imagine a 27% productivity boost and a 76% surge in engagement. That's what happens when people feel safe to voice ideas, even the "crazy" ones. It's not magic, it's good leadership – the kind that transforms a stagnant workplace into a vibrant dance floor where everyone's eager to participate. But let's be real, most workplaces are more like a minefield than a dance floor. 53% of employees are downright unhappy, 58% trust strangers more than their boss, and a whopping 79% who quit blame feeling unappreciated. Yikes. So, how do we fix this mess and get everyone on the dance floor? Culture is King: Build a positive team vibe where everyone feels valued and heard. Think regular check-ins, celebrating wins, and encouraging open communication. That's the rhythm that gets people moving. Boss Up: Managers, get to know your people! One-on-ones are key. Listen, support, and give feedback that actually helps. In Dance Floor Theory™ we call this Being The Spatula, where you get out and get to know your people. Be the DJ who sets the right tone, not the bouncer turning people away. Invest in Growth: Offer leadership training and mentorship. Show your team you're invested in their future, and they'll invest in yours. Help them find their groove and watch them shine. Fail Forward: Mistakes happen. Make it safe to learn from them, not fear them. Celebrate the effort, even if the outcome's a bit wonky. Remember, even the best dancers trip sometimes. Creating psychological safety isn't about coddling your team; it's about building trust, the cornerstone of Engagement Based Leadership™. When people feel safe to take risks, the whole company benefits. So, let's turn those cautious Neutrals into confident Level 5 Leaders of your dance floor. #psychologicallsafety #leadership #teamwork #dancefloortheory #cultureofconnection #EngageYourPeople

Why does the hospitality industry have a reputation for burning out its best people? Because it’s stuck in a toxic cycle of abuse, disrespect, and neglect for the very teams that keep it running. Let’s face it: screaming managers, public humiliations, and emotional manipulation are still alive and well in far too many restaurants and hotels. These are not ‘high standards’ or ‘tough love’—they’re outright abuse, and they’re driving skilled professionals out of the industry. The cost? A revolving door of staff, plummeting service standards, and businesses that bleed money and reputation. Yet, instead of addressing the root cause, the industry hides behind excuses like ‘that’s just the way it is.’ Enough is enough. • Leaders who weaponize fear have no place in hospitality. Leadership isn’t about shouting orders; it’s about building trust and inspiring performance. • Toxic cultures don’t just ruin careers—they destroy businesses. You can’t sustain success on the backs of overworked, disrespected employees. • Respect isn’t optional—it’s a baseline. Training programs should prioritize emotional intelligence and effective communication, not outdated ‘tough guy’ tactics. The future of hospitality depends on how we treat people today. If we want this industry to grow, we need to stop excusing toxicity and start holding leaders accountable. What’s your take? Have you seen these toxic patterns? Or are you working somewhere that’s breaking the mold? Let’s talk about it in the comments. It’s time for a change.” #digitaltransformation #hospitality #workplaceculture #toxicculture

𝗜𝘀 𝗔𝗽𝗮𝘁𝗵𝘆 𝗧𝗮𝗸𝗶𝗻𝗴 𝗢𝘃𝗲𝗿 𝗬𝗼𝘂𝗿 𝗪𝗼𝗿𝗸𝗽𝗹𝗮𝗰𝗲? 😔 You've noticed that your high-achieving employees have stopped performing at their best. You've tried talking to them to find out what's wrong, but even they don't seem to understand the root cause. They used to be so passionate about their work, but now they just seem... apathetic. 💥 This problem is not unique to you. It happens in many workplaces, often leaving managers stumped as to how to address it. The longer the situation persists, the more likely it is for employees' morale to suffer and for productivity levels to drop. If left unaddressed, apathy can spread like 🔥wildfire in a workplace and lead to a toxic atmosphere. This decrease in morale and productivity can hurt your business, leading to bigger issues down the line. Fortunately, there are ways to address this issue before it gets worse: 🧩 Get to the root of the problem by talking to your employees and finding out what's causing their apathy. 🧩 Offer more feedback and recognition for a job well done. 🧩 Give employees greater control over their work, providing them with autonomy and trust. 🧩 Provide resources for development and growth — from mentorships to coursework. 🧩 Give employees space and time for self-care. These strategies can help boost morale, reduce stress levels, and create a more productive and positive workplace environment. With the right approach, you'll soon be able to reclaim the passion of your staff and see the results in their work. Have you encountered this issue in your own workplace? What strategies have you used to address it? Share your advice in the comments below! ⬇️ ➖➖➖ Over the past 25+ years, I've worked with dozens of organizations like Boeing, American Express, Exxon/Mobil, and government agencies, to name a few. I work with leaders & professionals, teams, and organizations by providing executive coaching, training, and team offsites that help to improve their leadership, management, and communication skills. Let me share with you The Authenticity CodeTM, a transformative program that has moved these leaders to higher heights. It's founded in our Center for Creative Leadership Award-Winning Transformation Model and is also a Wall Street Journal and USA Today best-selling book that recently won the Axiom Business Book Awards Gold Medal for Best Business Fable. For a limited time, I will send you a free PDF with instructions to download our mobile app demo. ***** 👉 Type "APP" in the COMMENTS below, and I'll send you the mobile app demo #management #personaldevelopment #leadership #talent #communication #authenticity

Doing Hard things and Building Resilience : Workplace Culture In his book, ‘Do Hard Things: Why We Get Resilience Wrong and the Surprising Science of Real Toughness’, Steve Magness talks about an all-pervasive culture of rewards with an aim to promote and create high self-esteem. He argues that fake self-esteem and confidence that is falsely built on the wrong premises like fear, repercussions or an incorrect assessment of true capabilities will not serve you in the long term. At the workplace we often practice recognition and rewards to boost morale, employee self confidence and as a source of motivation. Our performance management and appraisals’ systems are also sometimes focused on team confidence and morale, instead of rewarding outcomes. Teams will be truly motivated and develop the capacity to do bigger, harder things only when they develop the resilience and confidence that comes from actual performance and results based on a calibrated and fair assessment process. Drum beating, fancy decks promoting team performance will not build true resilience. These teams will eventually fail when faced with difficult situations. The teams and employees that will succeed are the ones who have been given genuine, calibrated feedback and encouragement & tools to improve and do better over time; the ones who have been assessed fairly and objectively. Trumpeted praise and rewards build a false sense of self-esteem which easily breaks down and leads to stress, anxiety and panic in difficult situations, when it’s time to really deliver. This is a very relevant mantra specially for teams in operations and client-facing teams. Steve Magness #DoHardThings #resilience #selfesteem #toughness #teams #workplaceculture #culture #leadership #performance #appraisals #internationalhrday

#BREAKFASTBITES Management Practice - Recognition and Reward  “No amount of money will induce someone to lay down their life, but they will gladly do so for a bit of yellow ribbon.” - Napoleon Bonaparte Recognition is a simple, yet key management practice to encourage the right behavior, increase productivity, boost morale, improve employee engagement, reduce turnover, and enhance company culture. Being recognized feels good, even for those who are shy about public praise. So, if we all like recognition, and it results in so many benefits, then why is it something companies and leaders still don’t do enough of? Here are some tips to really make your feedback count: 🔸 Give positive and negative feedback quickly (24 hours)🔸 Feedback given after the 24-hour window will not be as effective as feedback given shortly after the incident warranting feedback. It is a less extreme version of housetraining a puppy-  inside accidents need to be addressed within seconds or the puppy won’t be able to connect the feedback with the action, resulting in more messes! 🔸 Criticize in private, praise in public🔸 Public recognition in front of peers feels good and is something every individual will work for. Public criticism creates a toxic, fear-based culture and does not result in consistently better behaviors. Have those conversations privately. 🔸 Be their boss, not their buddy🔸 Set an example, give feedback, make them better - that is your job! This does not mean you cannot be friends with your team and care about them, it means there needs to be a clear distinction at the end of the day where the boss-role trumps the friend-role. 🔸 Three strikes, you’re out🔸 Consistently poor performance and behavior cannot be tolerated forever. Give clear feedback with specific examples (ideally documented) and after so many chances to resolve the issue understand that it is time to move on. Both parties will be better for it in the long run. Recognition doesn't have to be extravagant. Small gestures like a sincere thank-you, public acknowledgment, or a simple reward can go a long way. What are your favorite ways to recognize and reward employees? #BreakfastBitesWithBlake #EOS #LMA #Management #Leadership #Accountability EOS Worldwide

3 pillars of "𝐬𝐮𝐬𝐭𝐚𝐢𝐧𝐚𝐛𝐥𝐞 𝐩𝐫𝐨𝐝𝐮𝐜𝐭𝐢𝐯𝐢𝐭𝐲": I recently finished '𝐒𝐥𝐨𝐰 𝐏𝐫𝐨𝐝𝐮𝐜𝐭𝐢𝐯𝐢𝐭𝐲' 𝐛𝐲 𝐂𝐚𝐥 𝐍𝐞𝐰𝐩𝐨𝐫𝐭 - a book I am recommending to many of my clients. In the book, Cal outlines what he considers 3 pillars to counteract the kind of fast pseudo productivity most knowledge worker find themselves in, that leads them to struggle and burnout: 𝟏. 𝐃𝐨 𝐅𝐞𝐰𝐞𝐫 𝐓𝐡𝐢𝐧𝐠𝐬: One of the main principles Newport emphasizes is the importance of focusing on fewer tasks. By narrowing your focus to the most essential activities, you can devote more attention and energy to each one. This approach reduces the overwhelm and helps you achieve higher quality results. It’s about identifying your top priorities and saying no to less important tasks that can clutter your schedule and dilute your efforts. 𝟐. 𝐖𝐨𝐫𝐤 𝐚𝐭 𝐚 𝐍𝐚𝐭𝐮𝐫𝐚𝐥 𝐏𝐚𝐜𝐞: Newport advocates for working at a pace that aligns with your natural rhythms rather than pushing yourself to exhaustion. This means recognizing when you are most productive during the day and scheduling your most important work during those times. It also involves taking regular breaks to rest and recharge, ensuring that you maintain a steady and sustainable level of productivity without burning out. 𝟑. 𝐎𝐛𝐬𝐞𝐬𝐬 𝐎𝐯𝐞𝐫 𝐐𝐮𝐚𝐥𝐢𝐭𝐲: Instead of rushing through tasks to simply get them done, Newport urges us to obsess over the quality of our work. This means dedicating the time and effort needed to produce exceptional results. High-quality work not only brings greater satisfaction but also stands out in a crowded marketplace. It requires a commitment to excellence and a willingness to invest in continuous improvement. Implementing these three pillars requires a shift in mindset from valuing busyness to valuing effectiveness. It also involves the mental toughness to 'stand up' for one's real contribution, to say no, and to implement work routines that may raise a colleague's or the boss's eye brow. Usually this is the harder part than finding the right tactic to do it! As a leadership coach, I am seeing firsthand the detrimental effects of pseudo productivity to wellbeing and actual effectiveness. Let's commit to a more mindful and sustainable approach to productivity. What is one idea that works for you to be 'sustainably productive'? #Leadership #Productivity