CMI Blog

the latest from cmi speaker managment

leadership

Why Your Business Needs More Change by Mike Rayburn

By Mike Rayburn | Nov 16, 2021 | Comments Off

Hall of fame speaker, Mike Rayburn asks, “How do you open up more possibilities, solutions and ideas for your clients and your customers?”

He explains that when we ask, “What If,” we open ourselves up to the world of possibilities. Your clients and customers are coming to you for newer and better ideas and they love it when you open up more possibilities for them.

WE MUST CREATE MORE CHANGE
We are reluctant to accept or create more change. But, Mike says that the only way we can manage change is to create more change. To create more success, we have to step out and be the one who defines the curve.

WE ARE GOLDMINES OF UNTAPPED POTENTIAL
“I believe that we are each capable of far more than we ever believed possible. I believe that regardless of our level of success, we are each a goldmine of unrealized potential.” 

OPPORTUNITIES ARE EVERYWHERE
“We are surrounded every moment of the day by opportunities to access that potential. You are now walking through life no longer looking for reasons you can’t. Your default is to be the one who looks for reasons you can.”

THE TIME TO START IS RIGHT NOW
“I believe the time to open yourself to more possibilities is right now – you will generate more success by starting with the question, ‘What If?”

 

How Leaders Can Identify Microaggressions at Work and Shut Them Down by Heather R Younger

By Heather Younger | Nov 08, 2021 | Comments Off
560x316_CoverforBlog

"Ending Microaggressions Promotes Employee Retention" 

Creating a safe work environment is imperative if leaders want employees to stay with the organization, innovate, go above and beyond for the team, and exceed customer expectations. If employees don't feel safe, they will not feel loyal or committed to the team and seeing the organization succeed. Acknowledging microaggressions and protecting employees from attacks on who they are is a major move toward making the workplace safe for everyone.

Read Full Article (PDF) >

This article originally appeared in HR NEWS
https://www.ipma-hr.org/stay-informed/hr-news-issues/hr-news-issue/hr-news-october-2021 (members)

 

 

New call-to-action

The 7 Keys to Reinvention by Phil M Jones

By Phil M Jones | Nov 03, 2021 | Comments Off

When you shift your regular focus to “better” you are instantly powered by progress and internally motivated to improve. Better still, when better is the focus, you soon outperform your current best. 

One thing everyone seems to agree on is that the world we once knew is most likely not going to return and instead we are faced with an altogether different reality.

One thing that is really fascinating is that whilst these are times of uncertainty, we have ALWAYS lived in uncertain times. The landscape is always ever changing, and it is your ability to navigate these changes that can deliver the edge you are looking for to keep moving forward.

As 2022 nears, it is a great time to look at 7 key factors that can refuel a reinvention and help you achieve greater success in your personal goals.

1. Do the Basics, to a High Standard, CONSISTENTLY

What is My Secret to Success?

I get asked this question a lot and have given very serious thought to any answer shared. From starting my first business at 14 years old to every commitment since, the same set of principles continually serve my forward motion. It may not be sexy, profound or even be re-tweetable – but the simplicity and inward inflection has repeatedly empowered me to find clarity in my actions. So here it is….

“Do the basics, to a high standard – consistently” 

As you read this, give thought to your own responsibilities. 

  • What are your basics?
  • How well do you perform them?
  • Where can you improve consistency?
  • Taking personal responsibility for your current circumstances soon empowers you to start to create the change you are looking for.

2. Too Many People Make the Giant Mistake of Thinking that Success is for “OTHER PEOPLE.”

The Mistake Made by the Many

Imagine being sat at a dinner table and sharing your goals and aspirations, only to be sniggered at and told that you are such a “dreamer” – like it was a bad thing. That was exactly what happened to me in my early twenties and from that day forward it was decided that “dream stealers” had no place or purpose in my life.

Too many people make the giant mistake of thinking that success is for “other people” and fail to even give thought and imagination to the possibility of achieving massive things. We are living in a time where the future is unpredictable and that also means it can be better than the past. 

Catch a breath now, dream big and decide what massive goals you are going to shoot at next.

3. Any Time You Are are in the Presence of Greatness - Don’t just say “WOW,” Instead Ask “HOW?”

How Winners Win

The most profound lesson about high performance is the fact that success leaves clues.

Being a student of success means that any time you are in the presence of greatness you don’t just say “Wow” you instead ask “How?”. Behind this question are habits, actions and mindsets that are different to the rest of the pack and unlock attributes that you can borrow to help write your own success story.

When interviewing one of the world’s greatest Olympic athletes about his performance in the 100M sprint, he shared that on race day he runs the best 110m of his life. To become the best of the best of the best, continuously move the finish line past where the rules of the game place it. 

This same metaphor can easily transpire into your daily routines. Whether it is your appetite to reach out to potential customers, your redesigning of the customer experience following an inquiry or purchase, or even how you look at your results in any of your KPI’s – what you can you do to stretch your own finish line

4. Better Beats Best.

If I ask an audience of a thousand people whether they would like to perform or be good at something, better at something or do their best at something, there is almost a unanimous response of “best”.

People want to be seen as doing their best and being the best and fail to realize that this very mindset could be stunting their progress. When the focus is on “best” it creates the belief of a gold standard or absolute way of performing and in turn suppresses the possibilities of growth by overshadowing your daily actions. In fact, it is almost impossible to deliver your best. We are evolving and developing creatures and always maintain the potential of change. 

Instead, when you shift your regular focus to “better” you are instantly powered by progress and internally motivated to improve. Better still, when better is the focus, you soon outperform your current best.

5. A Failure is Trying Something You Have Never Tried Before and it Working Out Differently Than Anticipated. A Mistake is Doing Something Wrong.

Mistake vs. Failure

A failure is trying something you have never tried before and it working out differently than anticipated.

A mistake is doing something wrong. 

When navigating change, failures are a rich and rewarding part of the journey and mistakes should be avoided. Understanding and defining the difference between these two words is how you can innovate yourself out of chaos. By alternative, grouping the two together creates a paralysis of action and you and your workforce become entangled in fear. 

Fail fast and often. Learn quickly and build processes and habits that eliminate mistakes.

6. Being Efficient is Doing the Thing Right. Being Effective is Doing the Right Thing.

Efficient vs. Effective

Being efficient is doing the thing right.

Being effective is doing the right thing.

Your future success is dependent upon the quantity of quality interactions with your customers and teams. For you and every member of your team, identify a list of HPAs (High Pay-off Activities) and ensure that the vast percentage of your time is spent doing these things.

7. You Are Worth A Percentage of What You Earn.

The Missing Ingredient

Trying to summarize my thinking around the current reality and provide reminders of some of the key lessons from our time together becomes pretty complex. If you read through these thoughts looking to find the short cut, fast track or silver bullet to accelerate your success, I apologize for failing to deliver. 

The experience I have gained through both my own career and the insights of thousands of other great leaders delivers a continuous and frustrating fact. 

“You are worth a percentage of what you earn” 

This means that great strategy, powerful tools, premium product and world class skills only work under one condition – the condition that you do the work too. The gradient of the business landscape has certainly changed to a steep accent and there will be casualties. You get to decide how your next chapter unfolds. 

In times of change, it’s time to change.

Keep your eyes on the road, your hands on the wheel and remember that you are in control of far more than you think you are. 

 

New call-to-action

Why Managers Should Always Be Recruiting by Clint Pulver

By Clint Pulver | Oct 18, 2021 | Comments Off

Who is Clint Pulver? Watch video to learn more about his incredible and inspiring keynote experience that he brings to every company, every audience with irresistible style.

Maybe this has happened to you: your business is unexpectedly short-staffed, so you put out a hasty job posting. It gets shared around online and the résumés flood in. But—catch 22—because you’re overworked, you don’t have time to truly assess those candidates. So, you go through them quickly and settle on the one who seems like the best of the bunch.

It might feel like a relief to check that box, but what you’ve actually done is create a bigger problem down the road. Why? You’ve put the vacancy first, not the hire. The pressure of needing a warm body has led you to get your recruitment priorities backwards, and now you have people on your team who may not fit, may not thrive, and may even be undermining your workforce.

Hey, I get it! Being understaffed can feel like an emergency—everyone is rushed, details are getting missed, no one is happy, and customers might even be walking out the door. But if you skip the work of choosing the right person, you could be taking that temporary state of emergency and turning it into your business as usual.

So here are three words to remember if you don’t want your short-term staffing demands to dictate your long-term success: Always. Be. Recruiting.

4 Strategies Great Companies Use to Actively Recruit

In all of our workplace analysis, the most innovative organizations we’ve come across are proactive. What does that mean? It means they are always looking for good employees. Always! They never let a deadline or vacancy take control of who joins their team—and they don’t let a crisis define who they become.

Remember: recruiting is not hiring. You don’t have to end up managing a team of 1,000 with a payroll for 100. Recruiting is about keeping an eye out for the best people, whether or not you plan to hire anyone in the immediate horizon.

What does that look like in practice? Here are the top four strategies we’ve seen great companies use to identify and attract the workforce they want.

1. Keep a standing invitation on your careers page

Job postings are by nature reactive. Yes, they are a necessary outreach tool, but they aren’t your only tool. Proactive companies keep a permanent notice on their careers page that invites people to get in touch or send in a résumé—and they keep it there whether or not there is an active opening. If a promising person approaches them who looks like they’d be a great fit, they keep in touch, start a conversation, invite them in for a coffee meeting or a tour. And, when a job opening does come up, they take the initiative to reach out and invite them to apply.

2. Build relationships with talented people

The more connected and active you are in your industry, the better the chances that you’ll cross paths with amazing people. Go to industry conferences and events, go to job fairs, look for opportunities to speak about your industry at schools and training institutions. And when you meet someone who could be a good fit for your team someday—whether that’s a young student starting out, an intern, a great contractor, or even a colleague from a different company—don’t let that opportunity pass you by! Keep in touch, make yourself of service, and build a relationship so that you’re top of mind when they’re looking for something new.

3. Maintain a welcoming company culture

If I was a young person interested in your industry and I visited your business, what would I see? How welcoming is your company—your website, your culture, your branding, even your physical space? A welcoming company culture is about more than friendliness: it’s openness, where outsiders feel invited, and can see who you are and how you work. It’s accessibility (in all senses of the word). It’s both diversity and unity. And it’s visibility, through social media, LinkedIn posts, outreach, and online and real-world events.

4. Have an employee referral program

Successful managers understand that their existing employees are their best pipeline for reaching more talent. Like is attracted to like, and people who are smart, talented, educated, curious, empathetic, driven, friendly, or even simply experienced in a given field tend to hang out with others with the same qualities. An in-house referral program that encourages and rewards employees who recommend potential hires will help you tap into the social and professional networks of the employees you already have. And the more great people you bring on, the more great people you’ll have access to.

Challenge: Conduct a Recruiting Audit of Your Company

So how ready is your business to welcome the people you want working for you? This week, take some time to look at your company with the eyes of an outsider, and to consider questions like these:

  • What does our website and careers page look like? Does it read like a “sorry no vacancy” sign, or is it a welcome mat and a window into our culture? If a talented person came across our site when we didn’t have an active opening, how likely would they be to consider us as a potential career option?
  • How visible and open is our culture? When someone comes onto our sales floor or into our workspace, what kind of image do we present as a team? Who would feel like they belong here—and who might we be excluding?
  • How many of our employees would recommend us to their friends—and what motivation do they have to do so? What have I done in the past when I met someone who could be a future asset to our company? Did I call it a missed opportunity because the timing wasn’t right for one of us? Or did I follow up and start building a relationship? What will I do next time?
  • What is my organization doing to tap into the social and professional networks of our best employees?

Your answers to these questions can reveal what you need to improve to set yourself up to hire right the next time you need someone. Look at what you’re doing, analyze the results, and think about what you can change to be more proactive.

And when you do have a job opening, I can’t say it enough: if you want a team that works, do not settle. It may not be first, or the third, or even the fiftieth candidate who applies, but if you’re attuned to what you want, the right person will come along. And the more you protect your culture by careful hiring, the more attractive you’ll become to the kind of person who wants to work in that culture. And, soon enough, the right people will be coming to you.

 

Clint-Pulver-Undercover-Millenial-Speaker

Active Listening: The Greatest Skill by Heather R Younger

By Heather Younger | Oct 14, 2021 | Comments Off

"Nonetheless, I must recommit to seeking to understand those around me before taking any action. The caring leader does this and then reflects on what he or she hears."

Listening and Leadership

The mark of a good leader is one who is caring. I define caring leadership as “taking daily actions in ways that show concern and kindness to those we lead”. At the core of being a good, caring leader, lies the crucial skill of listening. Leaders in any walk of life, whether extensively trained, or called on to lead in a passing moment, all seek to possess a deep understanding of the people they lead or the problem they seek to resolve. The best path to gain this understanding is via listening. Listening is the express lane that takes you straight to your desired destination while avoiding the obstacles and roadblocks that delay the flow of traffic.

Listening and Employee Engagement

If leaders focus on staying in the listening express lane, they will coincidentally build up a culture of listening within their organizations. I want to include an excerpt from my latest book, The Art of Caring Leadership, to reveal my own personal testimony on the effects of listening in my leadership role.

“Personally, I move very fast in and out of projects and even in and out of thoughts. Sometimes, this makes those around me feel that they are not a part of the process. Often, I feel myself going into hyperdrive. Then I slow myself down and begin to see the others who are with me on this journey. I know that I need to include their voices and their input.

I am not always great at executing on that. I continue to work on this, and because it is so important to me, I make it a priority. Nonetheless, I must recommit to seeking to understand those around me before taking any action. The caring leader does this and then reflects on what he or she hears (92).”

I have listened to tens of thousands of employee survey comments, and worked with countless organizations to build cultures of listening. Once a sturdy culture of listening takes root within an organization, every time without fail, their employee engagement numbers soar. Loyalty and buy-in reach peaks, and consequently, happy employees mean successful business.

An article entitled, “The Power of Listening” by Forbes, states:

Effective active listening within an organizational setting has been shown to produce a wide range of positive benefits for companies, leaders and individuals, such as: (1) building stronger relationships, (2) developing greater trust, (3) more effective team collaborations, (4) enhanced individual and group decision-making, (5) greater productivity and (6) enhanced creativity and innovation.

Clearly, the list of positive effects of listening is extensive within an organization. But, the simple yet powerful strategy of active listening extends far beyond the reaches of your workplace.

Let me tell you a story.

Listening in Customer Engagement

I once served as a leader in client development, which meant I worked in our sales department. One day, I heard that one of our biggest clients was significantly unhappy with the process we were using which had been established by our leadership team. This was a two-million-dollar client on the verge of leaving because they were dissatisfied with one of our systems and processes. Were we going to cling to our rule book and run the risk of losing this valuable client? Not on my watch. I took my understanding of the client’s needs to my leadership. I knew there was the chance they wouldn’t listen to me or take the situation seriously, but I owed the client at least a shot at positive change.

However, it did go well. I got leadership’s attention and we began the process of changing our strategy. We even included the client in our roundtables and redesign project. Their voices guided us to our solution. Because we brought in the client and welcomed them to our table and acted on their word, they felt valued and decided to rely on us even more heavily. They became an even bigger client of ours. This all began with the listening process.

Listening and Relationships

Listening is not only the crux of caring leadership, it must be the foundation of any relationship. For example, active listening is singlehandedly the most powerful tactic a salesperson can wield. When we tune into the needs and desires of those we serve, whether they be our superiors, peers, direct reports clients, or people in our personal lives, we will see a direct return on our relationships.

This story illustrates how I felt confident enough that I would be listened to within my organization to bring forward a crucial piece of information from our client. I caused disruption and change, but I also caused us to increase our revenue and build a stronger relationship with our client. I knew my organization would listen to its employees. I listened to our client, and our sales process was transformed to always involve a listening step to better work with each client’s specific needs.

I encourage anyone reading this to take listening to the next level, whether that be in their personal relationships, with their employees or with their customers. There are no negative side effects when it comes to listening. Merge into that express lane and steer your organization towards listening and towards greatness.

Buy Heather's book today, "The Art of Caring Leadership: How Leading with Heart Uplifts Teams and Organizations" 

 

New call-to-action

Companies Leading with Bold Change by cmi

By cmiadmin | Oct 12, 2021 | Comments Off

BoldChangenew-cmi

cmi clients are asking for speaking topics that address changes in the workplace, leadership and employees.

cmi clients are also concerned about thinking out of the box for innovative technology, sales motivation and communicating differently. Our speakers are offering both virtual and in-person events that are engaging, innovative, motivating and tailored to each company’s unique requirements. 2021 has been record-breaking for cmi.

We are coming up on our 20th year this December and are thinking forward to 2022 and beyond. We have some new ideas and talent coming our way and are excited to continue to serve our clients, consistently providing the most relevant and groundbreaking topics, delivered by world-class speakers with incredible presentations.

What are the most requested topics businesses are asking for?

  • Mental Health
  • Technology Innovation
  • Collaboration and Teamwork
  • Leadership Change
  • Workplace Reimagination
  • Employee Wellbeing (Intersectionality, contentment, DEI)
  • 2022: Sales Motivation and Strategies

 

Explore 5 of cmi’s speakers and their current topics.

Vinh Giang

VinhGiang-Photo

Vinh is an entrepreneur who knows what it takes to lead and sell ideas. As a “Young Entrepreneur of the Year” and award-winning magician, Vinh has found success in sharing three key business ideas and demonstrates them using the art of magic with on-stage audience participation. Vinh's mesmerizing messages spark electrified engagement with your audience.

TOPICS

  • The Psychology of Illusion
  • The Leader's Instrument
  • Vinh's Stage Masterclass 

 

WATCH VINH'S VIDEOS >


Dan Thurmon

DanThurmon-Photo

Best-selling author of ‘Off Balance on Purpose’, Dan Thurmon is a Hall of Fame Speaker, a bestselling author, and a recognized expert on peak performance and work-life integration.
He’s also “TikTok Famous,” having grown a social media platform, along with his daughter Maggie, encompassing over five million followers around the world! Their videos have been viewed hundreds of millions of times, and together they also host the popular podcast, “Wholesome Chaos.”


TOPICS

  • Positive CHAOS
  • Off Balance On Purpose

WATCH DAN'S VIDEOS >


Clint Pulver

ClintPulver-Photo

Clint Pulver is the undercover millennial and bestselling author of "I Love it Here." He is a motivational keynote speaker, author, musician, Emmy Award Winner and workforce expert. As an entertaining motivational speaker, Clint offers the best of two worlds: A high-energy motivator with a powerful message on employee retention and creating moments that matter. Your audience will feel the WOW power from jaw-dropping drum performances, perfectly timed comedy, and expertly delivered messages filled with timely strategies and insights.

TOPICS

  • Creating Opportunities Amid Chaos
  • Mentorship vs Management
  • Help Your Sales Soar
  • United We Stand

WATCH CLINT'S VIDEOS >


Mike Rayburn

MIkeRayburn-Photo

Mike Rayburn is a two-time TED Talk presenter, a successful entrepreneur, a member of the speaker hall of fame and a featured artist on Sirius/ XM. He has headlined on the strip in Las Vegas, and received standing ovations at all eight of his performances at Carnegie Hall. He has performed more than 5,000 presentations in 20 countries on five continents. Rayburn is a music/internet pioneering entrepreneur, feature artist on Sirius/XM and Artist In Residence at High Point University. His more than 1000 corporate clients include most of the Fortune 100, 500, and the top five.

TOPICS

 

  • The “What If…?” Experience
  • Become A Virtuoso - Elite Performance Mastery

WATCH MIKE’s VIDEOS>

 

Ty Bennett

TyBennett-Photo

Ty is the founder of Leadership Inc., a speaking and training company with a mission to empower individuals and organizations to challenge their status quo, cultivate exceptional relationships, and compete in extraordinary ways. He’s changing lives – one leader at a time. The bestselling author of "Partnership is the New Leadership," Ty is also an entrepreneur, having started a business with his brother, Scott, that they built to over $20 million in annual revenue while still in their twenties. Since that time, he has developed over 500 sales managers globally with sales and leadership in 37 countries.

TOPICS

  • Relevant Leadership
  • Partnership is the New Leadership
  • The Power of Storytelling

WATCH TY’S VIDEOS>

 


 

Harnessing Positive Tension in Your Life by Dan Thurmon

By Dan Thurmon | Oct 06, 2021 | Comments Off

"The first source of positive tension is a compelling goal that pulls you because of its desirability and magnitude."

When can “tension” in your life actually be a good thing? 
 
Tension is defined as the “state of being stretched tight.” Now, when you hear that, you can probably relate, being stretched to the limits of your ability, energy, or emotional capacity. When our bodies are tense, muscles become knots, and our minds can lock up like overloaded processors because you’re trying to handle or think everything at once.
 
Positive tension is the opposite, when there is a force stretching us for our benefit. Instead of being pulled in all directions, you’re being pulled in a primary direction, or feeling the pull between two important objectives.
 
Two ways you can change from negative tension to positive tension are:
 
1. Use your imagination and thoughts to assess your situation and your goals, letting go of negativity. 
Think of a sailboat. In order to tack into the wind, you need a direction, but if the sails are flapping or luffing, then it becomes a tense or frustrating experience. Yet apply positive tension, and the sails snap to become airfoils, propelling the boat on a confident course.
 
2. Identify your primary goals and adjust how they fit in your life between work, relationships and other areas.
The first source of positive tension is a compelling goal that pulls you because of its desirability and magnitude. It resonates with you, and causes you to stretch your thinking, adjust your sails, learn, and test new skills. It doesn’t feel like effort, so much as an expression of desire and determination, and the process makes you better along the way.
 
Positive tension also results because of the pull between two objectives, both of which are important to us. Work and family. Health and friendship. Limited resources and limitless desires. We may default to see life events as separate, competing for our time, energy, and finances. But the opportunity and abundance happens in the connection, or the tension between the forces of our life.
 
Creativity and inspiration happens because of constraints and exactness of circumstance. I call these connections between your work, relationships, health, spirit, and passions, your “lifelines.” And just like adjusting sails, strengthening and luffing the lifelines, gives a powerful shape to the “pull” of your life.
 
You begin to harness the headwinds to your benefit, because every gust provides another opportunity to test your resolve and improve your clarity about what really matters.
 
So this week, when you’re feeling pulled in multiple directions, recognize that this is a chance to improve your understanding and resourcefulness, using positive tension. You’re not being torn, you’re being honed for greatness. 
 

New call-to-action

Avoid Being Disrupted… Plot Your Own Demise by Mike Rayburn

By Mike Rayburn | Oct 04, 2021 | Comments Off

 

How would you complete this phrase?

“If it ain’t broke… __________?”

“Don’t fix it, right?  

Here’s the problem with that: Time Breaks Everything!

You all know the story and have seen the casualties to go with it… taxis totally missed Uber and lost millions in sales and market share.

The casualty list is exhaustive and here are a few…

  • Record companies didn’t see iTunes/Spotify
  • Kodak didn’t see digital
  • Typewriters didn’t see computers
  • Blockbuster didn’t see Netflix
  • Gillette didn’t see Dollar Shave Club

So, do you think that’s still going on? Well… duh.

How can you prevent your industry, organization, or even your personal career from being Ubered… disrupted… rendered completely irrelevant?

Plot your own demise.

As much as possible, I want you to metaphorically step outside of yourself, look at your business anew and ask, “What IF someone were going to “Uber” us? How could they do what we do in a considerably better, cheaper and/or easier way?

The Transportation Security Administration hires experts to randomly smuggle firearms, explosives and all manner of contraband through their security.

Why? They’re looking for vulnerabilities. And so should YOU! 

There are three areas to consider immediately:

  1. Technology. How could someone totally reinvent your business using an app, robots, artificial intelligence, software or crowd-sourcing?
  1. Customer Service. The common denominator with most of the above businesses is their downfall was preceded by poor customer service? How could someone do the same thing you do and by simply being considerably better to their customers take you business? Where have your customers accepted sub-par treatment?
  1. Quality. What have your employees or customers come to accept as a limitation which someone else could solve and take business away from you?

All the businesses mentioned above were so busy doing what made them successful that they failed to see the larger picture, the trends, the changes happening right in front of them.

A great example we see in progress right now is the way Tesla, like them or not, is revolutionizing the automobile industry…

  1. Technology - theirs is the most advanced in the industry.
  2. Customer service - they have reinvented the sales/buying process getting rid of the objectionable tenets of the dealership model.
  3. Quality - a standard internal combustion engine/vehicle has approximately 1000 moving parts; a Tesla has eight.

Mindset: This isn’t about vulnerability, it’s about opportunity. 

My point here is not merely a defensive play to guard against being rendered irrelevant so you can continue as before.  

My real point is that discovering your vulnerabilities reveals your opportunities… to lead, to improve, to grow and to better serve your customers.  

Every vulnerability is an opportunity… discover them before someone else does.

Plot your own demise!

 

Mike-Rayburn-Keynote-Speaker

How to Use “Designed Moments” to Earn Employee Loyalty by Clint Pulver

By Clint Pulver | Sep 30, 2021 | Comments Off

The employees we’ve interviewed who loved where they work had a very specific quality in common: they trusted their managers.

One of the biggest misconceptions we come across in our undercover workplace research is the idea that employees have to earn the trust of their managers. If you are a leader who still views loyalty this way, it’s time to flip your script. Because you can’t expect trust if you haven’t earned it yourself.

The employees we’ve interviewed who loved where they work had a very specific quality in common: they trusted their managers. They knew they could ask for help in a crisis; they knew they could express a worry or a complaint without being punished for it somewhere down the line. And because these employees trusted their leaders—meaning they didn’t have to perform under the weight of anxiety or resentment—they felt free to return that same loyalty.

And we’ve found in our research that they return it by the boatload.

Creating Employee Trust Through Designed Moments

Earning that level of trust from your staff is not about making a big show of what a great pal you are, or what a super cool boss you can be. It’s about little, everyday actions—I call them “designed moments.” These types of moments are the #1 thing that come up when we ask employees to tell us about a manager who inspired unbreakable loyalty.

What is a designed moment? It’s simply a moment of attention and consideration—one that stands out and feels like the opposite of the daily routine. Moments like these can have a sense of wonder to them, giving an employee a deep sense of being noticed, supported, and even cared for. Think of them as a personalized action you can take to turn an ordinary workday into a powerful memory.

Sounds pretty incredible, right? But, it’s more subtle than you think.

Here are just a few real-world examples of designed moments that made a huge impact on the employees we’ve interviewed:

• Inviting the team out for a surprise lunch
• Sending a six-month supply of diapers to an employee who had a new baby
• Launching a GoFundMe campaign for an employee who was having a health crisis
• Picking up the phone and checking in on how an employee was doing after an ambitious project fell through
• “Calling out” an employee’s contribution to a success, and offering a heartfelt thanks
• Recognizing an employee’s specific talents, and the future the manager saw in them

Get the idea? Simple, thoughtful actions, made regularly over time with each employee.

Building a Bank Account of Trust

Do these moments seem small? Well, they are. But it’s their very smallness that packs such a powerful degree of surprise and meaning for the employees who receive them. That’s the amazing thing about designed moments: it isn’t about staging a huge event, like paying for college or sending your employees on a vacation. You’re not holding a lottery, with random big winners. Instead, what you’re doing is making regular deposits of trust.

It’s like building a bank account of loyalty with each of your employees. And, just like with a bank account, when you deposit a lot—even if it’s slowly, in small amounts—you can ask for more in return.

Over time, each of your designed moments—each investment you make in care, attention, and praise—will move your employees closer to a relationship founded in trust, connection, and, yes, even love. But you can only reap those returns if you keep making your deposits.

And I mean with each employee, as often as you can.

Challenge: Create a Designed Moment

There is no recipe for a designed moment—and that’s because they have to be genuine, and—this is the most important thing—they have to be personalized both to the situation and to the employee. So, to determine the best way to design a moment for a given employee, you have to invest your time and interest in that person, and get to know them as an individual: their talents, goals, hopes, dreams, interests—and disinterests, too.

Here’s where to start: with one single employee. Pick someone—perhaps a person you’ve been struggling to connect with—and try to design one moment that will have meaning for that person. Is there a big life event on the horizon you could acknowledge or support? Something they have accomplished at work to celebrate? What kind of action could you take that might startle them out of their daily grind—in a really good way?

Can’t think of anything? That’s a clue you need to start a little further back. Invest some time in getting to know that employee better. Work alongside them. Ask about their lives. Pay a little more attention to how their workday is going. This groundwork will give you better insight into what might make an impact for that individual.

Remember: deposits of trust aren’t about making a big show. They’re about simply being there for your employees, both in the literal and metaphorical sense.

It’s Time to Take Responsibility for Trust

If you want your people to truly commit to you, you first have to earn it. Yes, winning that trust—building those individual bank accounts—takes effort and time (sometimes lots of time). But once you have loyalty, it’s contagious—and it won’t be long before you’ve created a workplace culture in which your whole team has each other’s back.

So, design those impact moments, invest in that loyalty, and keep making those small, everyday deposits of trust. Because if your people trust you, they will give their all for you.

 

Clint-Pulver-Undercover-Millenial-Speaker

The Commitment Scale by Ty Bennett

By Ty Bennett | Sep 21, 2021 | Comments Off


The key to growth, high performance and real impact is commitment.


As a young entrepreneur I had a mentor who used to tell me, “If you treat your business casually, you will become a casualty of your business.”

This advice has stuck with me for nearly 20 years and with time I have found it to be applicable in many areas beyond business.

If you treat your health casually, you will become a casualty.

If you treat your personal and professional growth casually, you will become a casualty.

If you treat your marriage casually, you will become a casualty.

If you treat parenting casually, then your kids will become a casualty.

The key to growth, high performance and real impact is commitment.

True commitment opens doors, gains followers and extends positive influence.

The Commitment Scale asks us to assess where we are living.
At a level of distraction? Constantly being pulled away by every distraction.

At a level of decision? Making a decision plants your flag. It cuts off other options and gives you direction.

At a level of discipline? Where we follow through and choose consistency.

At a level of devotion? Where you are driven by purpose. Where you don’t treat things casually, you are fully committed.

It is devotion that builds brands, loyal followers, committed teams and leaves a legacy.

Don’t be casual.

 

Ty Bennett call to action