People Don't Leave Jobs - They Leave Relationships

"People don't leave jobs, they leave bosses.'"

This is a very popular phrase that circles around the HR and management community a lot...and in fact has been doing so even during the time I was a recruiter some 25+ years ago. And, in all that time has consistently proven to be true.

However, I'd like to frame this truth in a different way. People don't leave jobs, they leave relationships. Because, in essence, that's what we're talking about. Leaving anyone, boss or not, is leaving a relationship.

What they are leaving is the way they are being treated.

Read full text here: https://www.joanncorleyspeaks.com/2019/11/people-dont-leave-jobs-they-leave.html

The Dilemma of Creative Thinking in the Workplace

"If we all think alike -- no one is thinking very much." 

- Walt Whitman

Let me get straight to the point. One key element contributing to the dilemma of creative thinking in the workplace is fear of diversity -- fear of "too" different.  You see this "too different" causes discomfort. This is the "get out of our comfort zone" we don't consider and resist.

The comfort zone we usually address is pushing ourselves to grow, moving beyond where we currently are as our choice on our terms. This is the one most familiar when we use that phrase.

But, there's another. I call it "the diversity "dis"comfort zone". This   one allows others -  much different than us -  to come into our zone and be truly who they are even if it causes discomfort and in some cases we have to do the work to be accepting, receiving, embracing no matter the level of that discomfort. 

Read the full text here: https://www.joanncorleyspeaks.com/2016/06/the-dilemma-of-creative-thinking-in.html

Is This Your #1 Business Challenge Too?

This Your #1 Business Challenge Too?

Tip: Business management is developing managers. You've got to grow them...so you can grow!

          Duration: 6 mins. 25 secs.

I had a great family get together in Indiana this weekend after speaking at the Energetic Women's Leadership Conference in Indianapolis. (The conference was a gathering of women from all over the US who are in the Energy industry - primarily gas & electric).

One of the many highlights was getting the latest updates from my stepson Chris regarding the state of their business in 2019 (we have 4 business owners in our immediate family!). They are exceeding goals! I was so happy to hear!

"So, what are your current challenges, what do you want to be different?", I asked. His answer, "Building middle management." Their business is family owned and operated with very aggressive growth goals. They need an effective, competent second tier leadership/management team if they want that to happen.

So we talked through some of his efforts and in several aspects he has some great things in place. For example, they have scorecards to keep everyone focused on the metrics that matter. They are very sensitive about company culture. They certainly do a lot of fun things together.

The one thing he really was stalled on was building a management team that could replace him so he could be free to develop the best, most market responsive strategies to grow the business overall.

So I shared with him my newly formed Executive Advantage Blueprint for Smart Management. I walked through each "smart management" building block - some of which, to varying degrees, he had in place.

What was missing is what most leaders miss...see if any of this applies to you:

View full text here: http://www.joanncorleyspeaks.com/2019/06/is-this-your-1-business-challenge-too.html




Notes: 
// JCS Business Advisors is a strategic business management consultancy. Through our expertise in human behavior, we develop high-performance leadership teams and organizations as we partner with forward-thinking senior leaders, entrepreneurs and their HR counterparts, bridging the knowledge & execution gap of connecting people, performance, and profits.

// Email: joann@jcsbusinessadvisors.com // Ph: 888.388.0565 // Schedule a complimentary advisory call and receive a copy of our latest executive briefing.

//Learn more about our "all-in-one" blueprint that develops competent leaders and managers, effectively manages operations, people, talent and time.

Special Note: I want to make a bold statement. Every business owner and/or senior leadership team needs an advisor who has expertise in human behavior. It is the #1 driving element of their business they do not recognize (as well as many business coaches), yet directly impacts every area.  Take advantage of our complimentary 30 min. Q&A (ask us anything) and see how that translates to your business. Contact

How to Determine When It's Time to Fire Someone

Take a 10-minute breather today and learn how to determine when it's time to fire someone.

Want to be clear & confident? Firing an employee is one of the most significant challenges and the toughest things to do in leading and managing.

Yet, sometimes, it's absolutely necessary...and not doing so can severely hurt your business. Do you have a firing philosophy? Do you experience "fog" when you're trying to determine whether to do so or not?

How is Your Performance Management Performing?

Hey that may sound like a silly question, but it's legit! Here's why…

I know that performance management, particularly for managers, can be challenging and without some basic knowledge to navigate its terrain, it feels like you're stumbling in the woods, can't see where you're going and don't know how to get out...and wish you'd never entered it in the first place.

That's why @LinkedIn Learning asked me to create a course written specifically for managers on how to Manage Employee Performance Problems. Don't let the "course" word deter you from checking it out. My approach and mantra is to keep it real and keep it simple. You'll get helpful tips, insights and strategies.

I have a fierce conviction about that mantra because I think a lot of processes and tools we use in business, particularly related to human resource management just overcomplicatesmanagement and the employee experience, wasting time and money.

Read on...

Let's Restore Humanity To Business - Are You In?

"A potent force lies deep within every actor in business...a force so strong it can fuel a vision, make or break a dream. It’s a power so remarkable it conjures inventions that have changed the course of civilization as we know it. This force is the human force - the human quotient in business. It's time to shake off the burdensome, blinding corporatism that is robing us of the full exhilarating expression of this extraordinary force (yes, it can be that way sometimes!). This force translated into work renders meaningful contributions to...creates value for those around us, no matter the endeavor. Whether concocting the next big tech thing or making bread that feeds the world, all work has value and should be honored and appreciated. We come to work bringing that force, the most precious thing we have - manifested as our unique "human resourse". That resource -- our heart, mind, spirit. body and all that entails is ultimately who we are - the essence of our being..." Link to complete text

A Podchat With Irene Becker - Transformational Catalyst

From Pain To Gain: Ten 21st Century Leadership Lessons Learned

© Irene Becker, Just Coach It-The 3Q Edge™  | (IQ-EQ-SQ) Reach-Resonance-Results3Q Leadership™ Blog- 27,000+ Social Media Followers & Growing!  

Leadership is a 3Q equation supported by courage. Courage grows each time we align intelligence: (IQ) + humanity (EQ) + integrity (SQ)

9-17-2016 - Interviewer's Note: Though this interview was done several years ago, the insight and wisdom for leadership does not expire. Enjoy!

Listen Now: Click to download

This podchat is based on one of Irene's posts: 

If you are a trailblazer  who wants to not simply optimize strengths but transform changes/challenges into a lever for your greatest ability; I hope this post will motivate you.

If you are a leader who aspires to building an organization where purpose, engagement,  innovation, communication, collaboration (the fire of human potential shines and grows); I hope this post will inspire you.

If you are working/living on over-drive, stuck in a rut/stasis or feeling lost;   I hope this post will motivate you to look within and reclaim your power.

If you are a  member of any ethnic group/gender that has traditionally be disenfranchised;  I hope you will recognize your ability, our ability to light a candle that can drive unity and strength among all people sharing this earth.

Since writing my story,  Against All Odds, my journey has included some of the greatest challenges I have ever faced; I guess the pivot points in my journey were pain points that would have compelled most people to simply give up.  As a young child, on a journey that encompassed tragedy, abuse, pain and a myriad of  challenges I discovered that the greatest power we have is in the hope, faith, courage, integrity and humanity that lights a fire in our soul.  I learned that the values we cherish are the formula for our greatest success or a descent into an endless trajectory of ego driven illusions that never really help us achieve our greatest purpose. I learned that we each have a unique footprint, a unique gift/contribution to share in our lifetime; each positive step forward that is alignment with hope, faith, courage, integrity and humanity takes us all forward.

Success is a journey towards a greater goal; a courageous hike on a path replete with many challenges and failures.  

From Pain To Gain:  Ten Lessons Learned 

Lesson One:  Leadership is about thought and action; it is also about nurturing the greatness in others. We can all learn to lead forward in different ways, those who lead in a BIG way will be guided by a vision, a purpose and a commitment that is larger than themselves and speaks to the values/spiritual quotient that can guide us forward individually and collectively.

Lesson Two:  Those who abuse power, position to get ahead or dominate others may win in the short term, but their playbook will never give them the sense of fulfillment they truly desire.After our survival needs are met, we all seek to be loved.  Love is what drive us all.  We crave it, we need it, and those who abuse power will never truly find it.

Lesson Three:  Success is a me to we equation. Life, business and success are all human equations that rely upon the strength and integrity of the relationships we build and nurture. The global village that Marshall McCluhan spoke of in the 1970′s is now a reality, the social, digital and virtual landscape of our lives, our business and organizations is based on the relationships be develop.  Success is a me to we equation.

Lesson Four:  The best business idea is impotent without the business strategy, financial capital, human capital to transform what is into what can be. Building a business, an organization, a professional practice requires not only courage and tenacity but the knowledge, collaboration and focus that are the building blocks of success.

Lesson Five:  If you want to be a change-maker expect to be tested and challenged at every corner.  Every step of the journey will be challenged by those who see you as a threat to the status quo.  You will be unable to lead forward, to move forward without building a community of purpose, a constituency of those who share your values and objectives and will support your journey against the flow of what is.

Lesson Six: Bad things, terrible things, totally unfair things happen to good people; (great interview with a survivor and thriver, Resiliency Expert, Michael Ballard). It is our spiritual quotient, our belief in a greater power, a bigger picture and purpose we cannot see or understand that can take us through the most difficult of times.  If you are a survivor, you must become a thriver.  Those who thrive in the face of terrible adversity, illness, life/career challenges are those whose are purpose and values centered.  Their values and purpose are a pilot light that keeps their hope, faith and courage shining brightly in the darkest night.

Lesson Seven:  Hope must spring eternal, because without it we are lost.  When we lose hope we lose our power to make a difference, be a difference and to contribute to a better life, better organization and a better world. Keeping hope alive does not mean wearing rosy colored glasses, it means cleaving to the values, the spiritual quotient, the heartbeat of human innovation and potential that glows and grows from within.

Lesson Eight:  Purpose makes profit; what does not create value for ALL constituents will ultimately crash and burn.  The secret to success is simple and timeless; create value for others; the imperative to do so has never been greater.  Organizations who survive and thrive will be communities of purpose who align vision, values, purpose with the engagement of human potential. Our ability to communicate, collaborate and build solutions that take us forward is a group activity.  The members of your group, your team, your community of purpose must be shareholders in the values and objectives that transform me into we!

Lesson Nine: Adaptability-Resiliency-Creativity-Ingenuity rooted in courage, integrity, humanity are the strengths and values that will take us forward individually and collectively.  We must embrace change while guarding the values that are the anchor for a better present and future. The words we use, the thoughts we think impact our potential, optimizing our ability means embracing change and using it to build the adaptability, resiliency, creativity and ingenuity that turns problems into solutions.

Lesson Ten:  Perspective is everything.  What you focus on grows; your perspective is your reality.  Developing a perspective and honing the skills that can help us optimize strengths AND use changes, challenges, stressors, even failures to build IQ (intelligence, strategic thought, ability to learn-relearn faster)  EQ (self awareness, awareness of others, resiliency, social/communication skills)  SQ (values, integrity, purpose, leadership strengths-spiritual quotient) is CRITICAL.

More?  You Betcha!  The need to get re-inspired by what we CAN do is critical!  AND….a new course From Pain To Gain-Ten 21st Leadership Lessons is on its way.  Contact us to learn more.  Enrollment is limited!  irene@justcoachit.com 

Source link: http://justcoachit.com/blog/2013/09/07/from-pain-to-gain-ten-leadership-lessons-learned/ Subscribe and Access via iTunes - Subscribe to Podchats on iTunes

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Alan Allard - Enlightened Leadership

Enlightened Leadership

Published on August 24, 2013 by Alan Allard

Host comments: Podchat based on this theme and post -- it's really good! Duration: 30 mins 48 sec.

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A few weeks back I spent a couple of days with a senior leader who wanted to develop his "leadership intelligence." He has produced outstanding results in many ways and he has superb "technical skills," but his people skills were suffering. As a result, his relationships were suffering as well. Great leaders produce great results in one or more dimensions, but enlightened leaders produce great results in the human dimension as well.

There is no doubt that both Nelson Mandela and Steve Jobs were brilliant. But not equally brilliant--because they didn't seem to have equal values when it came to people. One seemed to love and value people and the other seemed to love and value technology. Their values showed up in how they interacted with and treated those around them. Jobs changed the world in the technology sphere and Mandela changed the world in the human sphere.

An enlightened leader knows that the human dimension is the foundation for everything else. An enlightened leader is someone who values the people he or she leads and shows it by how they communicate and interact with everyone, not just some. When someone is around an enlightened leader, they go away feeling better about themselves in every way--even when the leader has to help them see something difficult about their "performance" in some area.

An enlightened leader doesn't diminish the dignity and self-esteem of those they lead. Enlightened leaders are tough minded but they are also tender-hearted. An un-enlightened leader likely doesn't even like the term "tender-hearted." An enlightened leader might never use that term, but they are known and loved because they embody it.

Enlightened leaders have followers because they inspire individuals and groups. Leaders can get results when they intimidate others, they just can't get the best results--they can't get inspired results. Enlightened leaders know how to connect with, inspire and bring out the best in others.

That's the genius of enlightened leadership and that's the magnetism of an enlightened leader. They not only see the best in those around them, they draw it out and delight in it. Even with those that are (unfortunately) sometimes referred to as "difficult" people.

Enlightened leaders are not the norm; they are the exception. But when we find them, we love them and will follow them anywhere--because of how we feel about ourselves when we are around them.

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What Box Do You Want To Be In?

Welcome to the inaugural launch of Podchats - a fun, casual, yet informative conversation with thought leaders in the arena of Human Resources, management, and leadership that are 30 minutes or less.

This site was formerly known as Management-in-Minutes and several of those mini-audio lessons are still included in the subscription stream. However, going forward the stream will be devoted to Podchats.

This podchat was prompted by Mike's post provided below. It caught my attention because in my  workshops I talk a lot about learning to read people and how that needs to be a professional competency.  Mike has a unique view on reading people and so I invite you to view his website. 

That's how we started our discussion and then took an interesting segway into intuition. The link to his site is listed below. It's jam packed with lots of in-depth content.  For now - enjoy the Podchat. -JoAnn 

The Podchat: You can listen here or subscribe via email or iTunes - see information to the right.  Listen here: Duration-30mins.

“Which Box Do You Want to be In?”

Word choice is a function of personality. Yes, circumstances like jobs might require specific words but much room remains to choose other words. Sometimes, a single expression can give us all the insight we need.

For example, while with a previous employer, I helped a call center with customer service strategies and techniques over the phone. The center was transitioning between managing executives. When the new executive arrived, she heard about my help’s success. She wanted to meet and discuss me joining her team. After laying out her vision, she showed me a chart expressing the new functional detail for each job. Each job was shown as a box.

At the end of her review, she closed by pointing to the chart and asking, “So Mike, what I really want to know is which box do you want to be in?” To see the significance of this insight into her personality, it would help to contrast it with other possibilities:

• “. . . which box do you want to be in?”
• “. . . what kind of contribution would you like to make?”
• “. . . how would you like to help me?”
• “. . . where do you think your talents might work best?”
• “. . . where does your interest lie?”

What happened in this executive’s case is that her feelings about her reorganization plan produced certain emotions. They caused her intuition to influence her cognition in a manner that caused her to express people as mere fillers of boxes. We can see the emotional differences between her question and these other variants. Emotions illuminate personalities.

In the end, as you probably suspected, I did not join her team. She left the company after only being there thirteen months.

See more at: http://blog.omegazadvisors.com/2010/07/29/personality-assessment-which-box-do-you-want-to-be-in/#sthash.fX9g7pIA.YeYXly4J.dpuf | @mikelehroza  Twitter: @joanncorley |  Facebook  |  Google+  |  LinkedIn Named to Top 100 Most Social HR Experts on Twitter - Huffington Post