Crazy Enough to Win (For Those Who Love the Game of Business)

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Marriage breakdowns can have far-reaching consequences that extend beyond the immediate family unit. In recent years, research has shed light on the correlation between broken marriages and the development of manipulative behaviors in children. If left unchecked, these manipulative tendencies can manifest in their adult lives, leading to manipulative behaviors in the workplace. This podcast explores how broken marriages contribute to the rise of manipulative children and subsequently affect the dynamics of today's businesses. Learn more at www.johngrubbs.com

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When Alan Mulally took over as CEO of Ford in 2006, the company was in dire straits. It had lost over $12 billion in the previous two years, and employee morale was low. One of the biggest challenges facing Mulally was the lack of psychological safety in the workplace.

Psychological safety refers to the belief that employees can take interpersonal risks without fear of negative consequences to their job security, status, or self-worth. It is essential to a healthy and productive work environment that fosters creativity, collaboration, and innovation. When employees feel safe to express their ideas, voice their concerns, and take risks without fearing retribution, they are more likely to contribute to the organization's success. 

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While toxic managers may achieve varying degrees of success in their careers, their negative impact on their employees and organizations is educational. It serves as a reminder of the importance of a healthy and respectful work environment and the negative consequences that can arise when leaders struggle with priorities.

Identifying toxic managers can be challenging because they may not openly or overtly exhibit negative behaviors. However, some common signs and red flags can help you identify a toxic manager. This episode will reveal some key indicators to look out for...

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Overall, the line "It was the best of times, it was the worst of times" is a commentary on the complexities of life and the coexistence of both positive and negative experiences. The same exists today in the business development landscape. The world of professional sales has changed. For some, it is a time for fantastic success. At the same time, many others are struggling to adapt and keep pace.

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Accountability in the workplace can be hard to find, but it’s one of the most important characteristics of high-performing teams and employees. A lack of accountability, on the other hand, can keep companies and individuals from reaching their full potential. 

I asked ChatGPT this question:  Why is accountability so difficult for the current workforce?

The answer from artificial intelligence is in this episode.  I also provide seven strategies to create a more accountable culture.  Hang on and enjoy the ride!

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Are you looking for industry experience when hiring? If so, I plan to challenge your thinking and hope to change your mind when we finish this time together. A friend of mine named Scott Hardegree introduced me to a concept called G.A.S. regarding the people we hire and retain at work. G.A.S. is an acronym for Gives A S@!t. Scott and I are ex-military, so the language is less offensive. For this intellectual work, I toned things down. We were deep in a conversation when he shared this gem, and the language is too sticky not to share it with you.  

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I watched a documentary about Nolan Ryan last night called Facing Nolan. In case you don't recognize the name. Ryan is the only pitcher in AL/NL history with at least 5,000 strikeouts. Ryan is the all-time leader in no-hitters with seven, three more than any other pitcher.  So, a career that almost did not happen is a fantastic story. But the lesson is much broader and deeper than a baseball story.  Get a powerful business strategy from this episode!

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Has your team lost the edge it once had?  Are people merely going through the motions at work? Can mediocrity dull the hunger pains for excellence?  Can accepting the status quo doom your team to mediocrity?  Staying hungry for that which provides the most benefit is extremely challenging and often elusive to many organizations.  There are many factors that contribute to lost hunger.  In this episode, you will learn how to get that MOJO back!

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Who said the following?  Which generation am I describing?

•  Work should be rewarding and create fulfillment in my life.
• I want a work-life balance.
• I will not be loyal to a company.
• We see jobs as temporary, not permanent.

The answer may surprise you!

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Most of us have heard the old axiom, begin with the end in mind. Create a vision for what you want and go after it. But what if that is all wrong? What if having a picture of what you wish blinds you to opportunities along the way? Can we be so focused on one outcome that we miss others that appear in our path? 

In the classic book, Think and Grow Rich, Napoleon Hill, espoused the idea of simply looking for something (like wealth) at the subconscious level primes the reticular activating system in the brain to see opportunities missed by most people. The brain can see something at both the conscious and subconscious levels. This vision may be practical for some things and harmful for others.