Grow Great - A City Government Leadership Podcast

  We’re up to part 3 of our hybrid work series. Previously we introduced the benefits and challenges of hybrid work, then we discussed culture. Today we’re going to discuss eligibility for hybrid work.  Be well. Do good. Grow great! Check out the Hosts page for our profiles. Connect With Lisa On Linkedin •  Connect With

  Today in part 2 of our series we’re going to discuss the impact of culture on hybrid work.  Be well. Do good. Grow great! Check out the Hosts page for our profiles. Connect With Lisa On Linkedin •  Connect With Randy On Linkedin We encourage you to contact us. Feedback, suggestions, criticisms, insights, and experiences are

  Since the disruption of the Pandemic organizations have wrestled with redefining what work looks like. Hybrid work is partly in-person work and partly remote work. For some organizations it’s completely remote except for a few team building in-person events. Hybrid work is not one-size-fits-all. Join us today as we discuss how we can figure

  Today we wrap up our 3-part series on leading through the churn. We’ve discussed the need to figure out better ways to lead and manage through the churn, and how to assemble a team capable of effectively working through any churn issues. Now we’re going to close the series by talking about how we

  Lisa and I continue part 2 of our 3-part series on leading through the personnel churn. If you didn’t yet watch or listen to part 1, do that before you progress to this one. The context of part 1 will help you with the rest of the series.  Today we focus on building your

  Today we begin a 3-part series on leading through the churn. We make a distinction between “churn” and “turnover.” Be sure to watch or listen to all 3 parts of this series. We hope you find it helpful. Be well. Do good. Grow great! Check out the Hosts page for our profiles. Connect With

  How can we improve ourselves and achieve greater success? One major contributor is our willingness and ability to focus on others…and how we can help them. Today we hope to provoke you to think about how you can step up your game and develop into a more impactful person in the lives of others.

  You, the leader, must have a clear purpose and mission. You have to know why you’re in it and what IT is. High performing teams aren’t constructed based on pure logic or reason. They need an emotional oomp – a genuine reason for existing. Something big to take a collective aim at. I’ve been

  Older folks admonished me, “Grow where you’re planted.” The wisest of old folks who surrounded me influenced me to be careful where I was willing to plant myself. They knew the soil of my life would matter. It would determine how strong I’d be able to grow. Today, join me and Lisa as we

  Busy, busy, busy!  It’s the battle cry in every city. The flow of work that must be done is often overwhelming. Managers lament, “I don’t have time to grow my people. We’ve got too much work to do.” It’s an excuse.  And a flimsy one.  It may even be delusional for managers who choose

  Everything in your life is a reflection of a choice you have made. If you want a different result, make a different choice.    – Unknown Regularly I challenge my coaching clients with this question, “What would happen if you made up your mind to own it? All of it?” Everybody responds with a

  As consumer we’ve all experienced that awful time when people don’t do what they say. It’s frustrating. Sometimes infuriating. Because we’re on the receiving end of that experience.  Truth is, we’re all capable of being on the other end, too. We can tell others we’ll do something, but then drop the ball leaving it

  Many of us value popularity over influence. Some degree of fame over impact.  I ran across a statement that I had to write down in my little notebook… Others will attempt to get you to lower your standards, to compromise performance and lower your expectations because that’s where you’ll find the crowd. Today, we

  Our show today began with seeing this quote after the NBA championship series was won by the Denver Nuggets. This quote provoked us to think about the power of resilience in personal, professional and leadership growth.  If you want to be successful…you need to be bad, then you need to be good. Then when

  “If you can’t explain it simply, you don’t understand it well enough.”    – Albert Einstein I heard Herminia Ibarra, a Yale-educated Ph.D. in organizational behavior, talk about the value of saying it out loud. Or saying it to somebody who you’re not that close to. She meant that by having to explain it

  If I hear the trite phrase, “comfort zone,” my eyes roll up into the back of my head. But my eyes do that when I hear any number of trite phrases. Besides, I rather enjoy being comfortable. Like now that summer has arrived, here in Texas, it means you can go outside and sweat

  In recent weeks Lisa and I have been reminded of how rare leadership development is in organizations. While speaking at a recent conference Lisa, Lauren Safranek (Director of Human Resources, City of Frisco, Texas) and I asked the audience about formal coaching and mentoring. Only a few attendees admitted they had any experience with

  Talent is often seen as the top priority when hiring others and when we examine our own lives. But is talent THE determining factor in success and high performance? Or are there other characteristics that may matter more? Talent is merely an entry point. Without it, we don’t get to join the team and

  Lisa texted me this quote, which prompted today’s show. Sir Ken Robinson wrote a book a few years ago entitled, The Element: How Finding Your Passion Changes Everything. He defined “the element” as the intersection where our natural aptitude and what we love meet.      This is one of – if not THE