There is a time where being elected to be a part of a team feels really great and then there are times where it feels like you have to do “one more thing”. Consider how you show up to these teams when you feel like it’s a chore. You probably show up to the meeting, just counting the minutes until it’s over. I’m going to teach you how to invite talent to your project team to ensure everyone shows up feeling valued and knows exactly what their role is. Get ready, because you’re about to have the most engaged project team of your career!!

I share the number one statement a person makes that causes me to automatically disregard someone’s request or complaint. This one statement totally tanks a person’s credibility on a team. I have zero tolerance for entertaining it as a serious concern. In this episode, I teach you as a leader how you should look at this statement, how you should address it and how you can leave the door open for the person to come back to you later with a serious business request. And heaven forbid, if you say this as a leader, please stop it!

The days where people were just a number at an organization are gone. Now, people want to be treated like people. They have hobbies, personal lives, side-hustles and much more! If you want to keep them, you’re going to have to figure out your values as a leader and those values translate into how you want your team to make decisions and ultimately the decisions you make as a leader when others might not necessarily agree. If you aren’t leading your teams this way, I highly encourage you to make the change. You won’t regret it!

I’ve seen some really awful pay increase proposals and I’ve seen some really well thought out intelligent ones. I’m going to teach you how to put together a proposal for a pay increase, when to pitch it, who to pitch it to and what the follow-up commitment should look like. I’m also going to tell you some of the worst components of a pay request so you can stop doing them! Leverage these tips for yourself and your team today!

It’s really easy to let others be more knowledgeable than you on your area of oversight. Many times, the information a leader receives is part of their company’s culture and job description. But have you ever considered that not having this information on your areas of oversight isn’t doing you any favors? How will you develop? How will you understand the business? How will you be able to evoke change in areas that desperately need it if you have no access to information or resources? You can’t. Here, I tell you what things you need to know, how you can advocate for yourself to receive all things impacting your business and the mindset you should adopt to truly be firing on all cylinders with respect to your area of oversight.

I made a list of things that make a big impact on the team when leaders do them well. It’s been my experience that when a leader is able to perform well in these areas, their team’s performance skyrockets, people are engaged and turnover is low to non-existent. The leader is seen as someone who has a high performing team and let’s be honest, when you have a high performing team, other high performers want to be a part of that too. Think it’s too good to be true? Polish these skills and tell me about your success!

It took me a really long time to change how I viewed receiving performance feedback. I’m going to save you a lot of time. Be prepared to shift your mindset by adopting the way I translate feedback after I ask for it or it’s given unsolicited. And yes…you read that right. I do ask for it! I also share my tips to help you give the most meaningful performance evaluations. Giving and receiving feedback doesn’t have to feel bad. In fact, after this episode, you’ll see the greatest impact is in the words you chose and the spirit of what you’re trying to accomplish.

There’s one phrase a leader uses that communicates that the leader has absolutely no authority whatsoever. In this episode, I share with you what that phrase is and how you can avoid using it. You’ll gain more credibility with your staff and be able to make choices that benefit your areas of oversight and your employees with confidence.

Throughout my career I have seen leaders do some things out of frustration, fear or just lack of leadership knowledge that have tanked their credibility and divided teams. Here, I share my short list of things that will hurt your reputation as a leader and in my opinion should never be done. If you’re doing things on this short list, knock it off! They aren’t doing you any favors and believe it or not, your job will get easier when you stop doing them.

I have a passion for personal and professional development. So much so that I’ve put a lot of thought into what motivates people to develop themselves and how leaders can support them in their development journey. Tune in to get some simple guidelines that will help you support those on your team in maximizing their growth.