Danny Langloss
We create winning cultures and championship teams by unleashing the X Factor of Purpose-Driven
Ownership > Keynote Speaker > Dixon City Manager > Police Chief (Ret.)
What do you think about the concept of Quiet Quitting?
Here is my third most liked post for 2022 with 8,508 likes, 1,910 shares, and 700,433 views (impressions):
Why People Give Up?
Source: Anna Vitals and AdiomaApp
#QuestionsWorthAsking Which one of these have you experienced and led to giving up?
If you enjoy my daily infographics, then share them with your network. Also, LinkedIn has a new ‘bell’ feature so now you can have these daily infographics appear near the top of your page. Just click on my picture (which will take you to my main profile) and then click on the bell icon.
#innovation #leadership #leaders #coaching #alwayslearning #learning #HR #HRBP #CHRO #CEO #CMO #CFO #CI0 #stories #culture #engagement #change #ESG #EI #wellness #diversity HRPA – Human Resources Professionals Association HRPA Toronto Chapter I4PL – The Institute for Performance and Learning EBSCO Information Services
Connecting first to understand others can help to change anyone’s perspective.
Brené Brown defines connection as “the energy that exists between people when they feel seen, heard, and valued;
One-on-one or monthly “Progress Meetings”
The reasons for holding these meetings are many and of significant value:
1) In these meetings is where execution occurs.
2) Managers can communicate effectively with each team member,
3) Every 30-day meetings represent an opportunity to move key organizational initiatives forward
4) After each meeting, a direct report knows where they stand with their manager and the organization.
5) It’s a great opportunity to build trust and respect between both parties through consistent feedback, shared planning, and mutual success.
When conducted correctly, one on one meetings:
* in addition to identifying and leveraging positive outcomes, surface all problem areas and issues related to a direct report’s performance,
* guarantee that nothing is left unsaid between the two parties openly and transparently, and
* always results in the ongoing development of a documented plan for improving individual performance through maximizing strengths, minimizing weaknesses, and expanding learning.
One-on-one meetings focused on individual performance
What outcomes are those once-per-year performance review meetings producing for your organization?
No. 1 Q – How do we help leaders shift their mindsets that your people and you have emotions and how to best leverage them?
Diversity isn’t just people, but the capacity to accommodate what’s inside people – their emotions and sentiments.
This hardwiring belief that emotions need to be ‘left at the door’ before coming to office and they are an excess baggage, must be eliminated from the thought and lexicon of every leader and employee too.
Leaders need to understand that emotion is a universal language that binds us all. We speak about dei it doesn’t matter from which part of the world you are operating your teams; we all need to embrace and speak a common language if we want to see our people happy and thrive in the company’s culture.
Emotions have many layers and today the biggest unlearning for leaders is – dissolve the myth of being stoic & unfazed. You can’t just be adding more gloom and doom with this level-headed approach.
As leaders you need not be their cushion and armrest, the issue with being less emotionally intelligent is that a culture of dependency and inertia is created when leaders just shoot out answers instead of helping their people understand and regulate their emotions.
This is where the leader as coach works because the this facilitates to accept & regulate their emotions with vulnerability, compassion, and perceived empathy.
We need to be educated on one critical aspect – emotions don’t work like a regulator knob of a fan that you can reduce, increase, switch-off or switch-on. They are always with us because they are a part of our neuro-physical process.
I think it’s important that leaders check in with your employees to see how they’re feeling, you need not be an ‘emotional therapist’, but their emotions have an impact on the performance.
EI is a mental skill that needs to be taught at grassroot level, and if not, then it needs to be mandated because if you can’t take charge of your mindset, body, emotions and life energies, it is a waste of human potential.
Leaders need to show their people that “you are bigger than your emotions and that your emotion is not you, but it is your teacher trying to teach you something.”
Education system globally & corporates need to ingrain EI as a part of their academic and workplace education so that they can understand, accept, manage, and use their emotions and their mental faculties as instruments of function, and take charge of their lives and well-being.
Our job as leaders is to make people better version of themselves. Being open to viewing and listening to difficult emotions generates values-aligned responses.
How do leaders in your organizations teach their people to own their emotions?
#emotionalintelligence #empathy #diversity #culture #leadership #transformation
Being accountable is one of the most important qualities of leadership, and also of just being a good human being. People with an Accountable mindset take responsibility for their actions, unlike people with a Victim mindset, who blame others for their failures or mistakes.
#infographic #accountability #accountable #responsibility #responsibleleadership #mindset
Are you leading change using a proven model/approach or change process?
Choosing the right model will support achieving your desired outcome……It’s like playing golf you need different clubs for the different conditions and situations you face on a particular hole.
What change management models or practices have you used that you would you add to my list?
There is no “silver bullet” process- context will inform your choices
13 approaches to leading change effectively:
1) Influencer methodology from Crucial Learning
2) Transformational change and the change leaders roadmap from Being First, Inc. and Linda Ackerman Anderson, Ed.D. & Dean Anderson, Ed.D.
3) Lean Process Improvement- Toyota production system – A3 Methodology (see Tracey Richardson for more)
4) McKinsey & Company 7-S Model & Influence Model
5) The ADKAR Change Management Model from Prosci
6) Bridges’ Transition Model & Kübler-Ross Change Curve
7) Kotter’s theory from John Kotter
8) Maurer 3 Levels of Resistance and Change Model from Rick Maurer
9) Deming Cycle (PDCA)
10) Lewin’s Change Management Model from Kurt Lewis known as Unfreeze – Change – Refreeze model
11) Transformational change leadership model
from James V. Downton ,James Burns & Bernard M. Bass
12) SCARF model by David Rock
13) McLean & Company’s Approach to building change management capability
What would you add to the list?
What have you used in the past and found most helpful?
* the list is in no particular order
Organizational culture has several different aspects, being composed of symbols, behaviors, and underlying values.
Focusing on behaviors makes culture actionable and this process involves participation from executives, employees, and HR.
Measure the current state of culture within your organization and facilitate the process of leveraging existing elements while shifting undesirable ones.
Curious to know how? Explore the research and resources linked in the comments below courtesy of McLean & Company, or connect with me directly to discuss further.
#EmployeeExperience #Culture #HR #HRLeaders #OrganizationalCulture #HRStrategy #CHRO #HumanResources #Culture #Data #Leadership #MindfulLeadership
Sean McPheat• CEO @ MTD Training – Commercial & Apprenticeship Training, @ Skillshub – Learning Platform & Online Courses, @ Feedo – 360 Degree Feedback System.
I turned 50 this year and I can tell you that number 7 is so true! Which one of these is your favourite?
Let us know in the comments,
#motivation #success #management #humanresources #hr #business
Source: Based on articles by Schyns and Schilling (2013), and Tepper (2000)
Sketchnote: ScienceForWork
#QuestionsWorthAsking In your opinion, what sustains destructive leadership?
If you enjoy my daily infographics, then share them with your network.
#innovation #leadership #leaders #coaching #learning #HR #HRBP #CHRO #CEO #CMO #CFO #CIO #culture #engagement #change #ESG #EI #wellness #diversity
Source: Elizabeth Doty
Sketchnote: @tnvora Tanmay Vora
#QuestionsWorthAsking How can you apply these ideas to accelerate learning on your team?
If you enjoy my daily infographics, then share them with your network.
#innovation #leadership #leaders #coaching #learning #HR #HRBP #CHRO #CEO #CMO #CFO #CIO #culture #engagement #change #ESG #EI #wellness #diversity
Wayne Nelsen• FollowingPresident at Keyne Insight
“When you’re a leader — no matter how long you’ve been in your role or how hard the journey was to get there — you are merely an “overhead cost” unless you’re bringing out the best in your employees.”
“Overhead” means that you’re a simple business expense that can be allocated to a part of the business, something of little value.
This is not a very flattering view of what we all envision a role in leadership to be, according to Dan Cable, professor of organizational behavior at the London School of Business and contributing author to Harvard Business Review.
Professor Cable adds that “Power can cause leaders to become overly obsessed with outcomes and control, and, therefore, treat their employees as a means to an end. This ramps up people’s fear — fear of not hitting targets, losing bonuses, failing — and consequently, people stop feeling positive emotions, and their drive to experiment and learn is stifled.”
In effect, this causes leaders to lose their followers.
Being humble and taking on an attitude of “serving others” can bring them back.
In his book “The Ideal Team Player” Patrick Lencioni talks about great leaders possessing three virtues: humble, hungry, and smart. The most important of these is humility. His premise is that we focus far too much on individual technical skills versus how we interact and work with others on a team. These virtues can help make us ideal team members.
Behaviors like arrogance, conceit, and superiority are rooted in having too much pride, and Lencioni sees “being humble” as the antidote to this.
Humility is a required skill when working when managing execution. This is because the performance of everyone on a team is predicated on their ability to work with others. Those in their immediate sphere of influence and those of their peers across functional areas.
Being humble permits us to work with anyone at any level at any time. It gives us power. The power of understanding.
So, if humility is all-powerful, why do we see it often represented as a weakness?
Primarily because it’s a label that society has placed on it. The flawed thinking that says if we aren’t well known, high ranking in our careers, accomplished, wealthy, and extremely intelligent, then we are not strong, only weak.
We can’t be dissuaded by this, as humility can help to make anyone a great leader.
We can still lead without it, but we won’t be as effective at doing it because people want to be seen and heard. They want to be understood and accepted for who they are; that only happens when the artificial barriers they put up around themselves come down. Being humble does this.
Bringing out the best in your employees, having an attitude of gratitude, and providing benefits to others first require humility.
Are we humble enough to understand and accept this?
Source: BelievePerform @BELIEVEPHQ
#QuestionsWorthAsking Which parts of the mental health tune-up can you repair this weekend?
If you enjoy my daily infographics, then share them with your network.
#innovation #leadership #leaders #coaching #learning #HR #HRBP #CHRO #CEO #CMO #CFO #CIO #culture #engagement #change #ESG #EI #wellness #diversity
Is your organization leveraging the power of teamwork?
• Strategic HR leader | Speaker | J&J Reckitt Amway Novo Nordisk | Talent & Performance Mgt. | DEI & Culture | Business Partnering | Employee Relations | Career & Leadership Development I Capability Building
Are your people committed to your organization’s growth?
When leaders don’t have the proper processes it leads to poor communication and a lack of trust among employees. This behaviour results in dysfunction among teams and an unorganised work culture.
To improve the outcome of your team you need to document gaps, priorities, and opportunities for development while reinforcing Teamwork within them.
Here are the things that will help you do it:
Develop plans for the improvement of individual and team performance.
Communicate the goals and objectives clearly and implement team charters.
Focus on employee engagement and implement conflict resolution strategies.
Perfect team performance is achieved when individuals take accountability, organizations invest their time and resources to build systems that measure results.
Is your organization leveraging the power of teamwork?
#OrganizationalGrowth #Leadership #TeamPerformance #EmployeeEngagement #Communication #HRTips #WorkCulture
Today’s #infographics
Source: www.keyneInsight.com
#QuestionsWorthAsking Which link do you find tends to be the weakest link?
If you enjoy my daily infographics, then share them with your network.
#innovation #leadership #leaders #coaching #learning #HR #HRBP #CHRO #CEO #CMO #CFO #CIO #culture #engagement #change #ESG #EI #wellness #diversity
President at Keyne Insight
Leaders, like everyone else, are human, and, at times, they fail. Depending on what kind of leader they are, how they respond to that failure tells us a lot about them and the businesses they lead.
“Most of the time, the failure of any business is attributed to a bad business idea, undercapitalization, poor marketing strategies, or unfavorable market environment. However, I believe that the real reason for the failure of any business is a lack of leadership, which is driven by a purpose and vision,” according to Amit Marwah, Leadership and Executive Search Consultant.
Marwah believes a “majority of people generally perform to a minimum acceptable standard. These could be perceived standards in their heads or generally accepted standards in the organization”.
To avoid failure, leaders must be aware of what potentially makes them fallible. Here’s a head start on seven major business challenges, according to Mark Moses, CEO Coaching International:
1) Failure to Communicate-Where there is no commitment to consistent and effective communication, a lack of personal connection, and minimal translation of important information like organizational strategy.
2) Lack of Accountability-Knowing where your people stand in relation to your goals and key initiatives takes discipline and the ability to monitor and measure DAILY performance.
3) Fear of Firing Non-Productive Employees-Where there’s an inability to remove or change an employee who impedes success because they have been loyal to the organization.
4) Lack of Alignment- When not much gets accomplished because people aren’t aligned with company strategy or cannot align and work cross-functionally with others.
5) Lack of Clear Vision-Without vision, an organization can lack direction. When no one can articulate where the organization is going, there are feelings of being uninspired and unmotivated to achieve.
6) Poor Execution-Failing to have a plan for your strategy to act upon and lead from. When this is absent, the organization can become aimless in its efforts from day to day and week to week.
7) Default Company Culture-With no active, conscious effort to establish and adhere to standards, behavioral lapses happen, and everything begins to be tolerated, signaling the end is near.
Leaders carry much responsibility. Not only do they own their roles and responsibilities, but they also need to own everything related to those within their charge. The good news is that the leader who knows their team well also knows what’s happening inside it.
Working to remove any of these challenges will free up the time for leaders to support, properly train, and develop other team members.
Accepting failure, learning from it, and still moving forward is required. Accepting and being resigned to it is not.
Is there a fear of failing or an attitude toward failure within your organization?
#infographic #mindset #growthmindset #mentalhealth #attitude
Source: Nathalie Blair, Canada Coach Academy
#QuestionsWorthAsking Which of these elements are “must haves” for an individual to change? Anything missing?
If you enjoy my daily infographics, then share them with your network.
#innovation #leadership #leaders #coaching #learning #HR #HRBP #CHRO #CEO #CMO #CFO #CIO #culture #engagement #change #ESG #EI #wellness #diversity
#infographics Delivering Authenticity As A Leader In A Diverse World
Source: Roxanne Derhodge
#QuestionsWorthAsking
Which characteristic do you value the most?
If you enjoy my daily infographics, then share them with your network.
#innovation #leadership #leaders #coaching #learning #HR #HRBP #CHRO #CEO #CMO #CFO #CIO #culture #engagement #change #ESG #EI #wellness #diversity
Source: commlabindia.com
#QuestionsWorthAsking Which one(s) of these learning approaches are you using (or plan to use) in your organization?
If you enjoy my daily infographics, then share them with your network.
#innovation #leadership #leaders #coaching #learning #HR #HRBP #CHRO #CEO #CMO #CFO #CIO #culture #engagement #change #ESG #EI #wellness #diversity
Source: McKinsey and Company
#QuestionsWorthAsking In what ways would these four influences change your mindset or behavior?
If you enjoy my daily infographics, then share them with your network.
#innovation #leadership #leaders #coaching #learning #HR #HRBP #CHRO #CEO #CMO #CFO #CIO #culture #engagement #change #ESG #EI #wellness #diversity
Source: TheFutureOrganization.com
#QuestionsWorthAsking What might you do to become an even greater leader?
If you enjoy my daily infographics, then share them with your network.
#innovation #leadership #leaders #coaching #learning #HR #HRBP #CHRO #CEO #CMO #CFO #CIO #culture #engagement #change #ESG #EI #wellness #diversity
#infographic #personaldevelopment #learning #growth #timemanagement
Click here to add your own text
#infographic #personaldevelopment #learning #growth #management #feedback #leadership #work
Work shouldn’t suck.
Work shouldn’t create emptiness in us.
Work shouldn’t destroy our confidence or self esteem.
Work shouldn’t make us feel excluded and isolated.
Work should add value to our lives.
It should add connection.
It should add meaning.
Work should give us a chance to grow, personally and professionally.
Work should allow us to bring our authentic selves and ideas.
Work should allow us to create a positive impact for others.
Work shouldn’t suck.
But the fact it does in so many places has what has created the Great Rethink and played a major role in the Great Resignation.
Did you know…
51% have left their jobs because they didn’t feel a sense of belonging.
50% of people are considering leaving their jobs for a lack of purpose.
And now, there is this phenomenon being referred to as QUIET QUITTING
This should be a wake up call for all of us.
The Great Rethink and Great Resignation are not over. It isn’t even close.
How are you creating a great culture in your company?
Follow Danny Langloss for leadership, mindset, and motivation content.
(Image Credit: Consciousempathyatwork and Jason Kaplan)