December 31, 2024 • 34 mins
In this episode of Shedding the Corporate Bitch, Bernadette Boas explores the powerful role of gratitude in leadership and its profound impact on organizational culture, team performance, and personal growth.
Key Insights
- Serving Others Serves You
- Research-Backed Benefits
- The Role of Managers
- Overcoming Challenges
- Practical Practices
Key Take-Aways
- Gratitude leads to increased performance, engagement, trust, retention, and reduces burnout.
- Simple practices like reflections, team acknowledgments, and appreciative messages can build a positive work environment.
- Practicing gratitude can enhance leadership qualities and drive organizational success.
Challenges Addressed
- Integrating gratitude into busy schedules.
- Reframing gratitude as strong human connection.
- Identifying and overcoming leadership blind spots related to appreciation.
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Transcript
Episode Transcript
Available transcripts are automatically generated. Complete accuracy is not guaranteed.
Speaker 1 (00:00):
How do you incorporate gratitude into your
daily work life with your teammembers and colleagues?
Is it something that you dointentionally, or you think
about intentionally, or is itsomething that you really don't
give much thought to, becausefor years, I really didn't
consider how critical gratitudewas to really driving team
(00:21):
performance?
So in this episode, we're goingto explore how cultivating
gratitude as a leader can driveorganizational success, increase
resilience and build strongerteams, because gratitude isn't
about being nice.
It's a leadership tool fordriving results.
We're going to discuss whygratitude matters in leadership
(00:44):
and the common challengesleaders have in incorporating
gratitude into their dailypractices.
And, lastly, how can you, as aleader, develop a gratitude
practice great gratitude intoyour daily corporate life, build
(01:07):
a culture surrounded bygratitude and reap all of the
rewards your people, businessand universe have to offer.
Stay with us.
Speaker 2 (01:14):
Welcome to Shedding the Corporate Bitch, the podcast
that transforms today'smanagers into tomorrow's
powerhouse leaders.
Your host, bernadette Boas,executive coach and author,
brings you into a world wherethe corporate grind meets
personal growth and success ineach and every episode.
With more than 25 years incorporate trenches, bernadette's
own journey from beingdismissed as a tyrant boss to
(01:35):
becoming a sought-afterleadership coach and speaker
illustrates the very essence oftransformation that she now
inspires in others with her tips, strategies and stories.
So if you're ready to shed thebitches of fear and insecurity,
ditch the imposter syndrome andstep into the role of the
powerhouse leader you were bornto be, this podcast is for you.
Let's do this.
Speaker 1 (01:59):
In a recent episode Save your Sanity as a Time
Manager we discussed how burnoutSave your Sanity as a Time
Manager.
We discussed how burnout,disconnection and disengagement
really is at an all-time highand is deteriorating the fabric
of very strong, very functionalor high-functioning
gratitude-driven cultures andthe fact that the productivity
(02:23):
and performance of team membersis being dreamed as a result of
that burnout and that stress.
So check out that episode.
Go back toballoffirecoachingcom forward
slash podcast and you can findthe episode Save your Sanity as
a Time Manager.
But I want to give you somestatistics that will really hone
(02:45):
in on the current state of howemployees feel from their
leaders but, at the same time,the impact that gratitude can
have on your team and on theoverall business culture.
So 81% of your people wouldwork harder simply because their
contributions were recognizedas a result of the gratitude you
(03:10):
show them, if they felt thattheir work was meaningful, that
you appreciated it as a leader,that it was valued in the eyes
(03:33):
of yourself, team members andthe business as a whole.
So the discussion of gratitudeisn't just for when you're out
and about in the world.
Gratitude isn't just for whenyou're out and about in the
world, and it's not somethingthat you also want to take for
granted in that being a leader,if I show gratitude, that might
(03:54):
make me appear weak, and we'regoing to discuss some of those
challenges, some of the impacts,some of the reasons why
gratitude isn't somethingthought about intentionally and
yet, as I mentioned, it's a realcritical leadership tool that
you could be employing in orderto ensure that you, the team and
the business are as highfunctioning as possible.
(04:17):
I want to also share with you afew of the companies that are
really focused on and attributedto gratitude being part of
their mission, part of theircharter, part of the overall
vision for the company.
So, such as Southwest Airlines.
Now they have a program calledSWAG Southwest Airlines
(04:38):
Gratitude Program.
They intentionally make surethat they recognize that, they
actively listen and they providefeedback to their employees,
because they know that thatgives that employee a lot of
meaningful content for howthey're performing, but also how
(04:59):
they're appreciated from theirbosses, their peers and the
senior leadership as a whole.
The other one is Zappos.
They have a program, apeer-to-peer recognition program
, called Zollers, and theyensure that peers are able to
recognize each other and reallybe thankful and grateful for
what it is that they arebringing to the table each and
(05:22):
every day.
And lastly, zoom.
Zoom actively encouragesappreciation through initiatives
such as their happy crew, teamdedication, team recognition,
team feedback, and that crew isreally focused on spreading
positivity and ensuring thateveryone does feel as if they
(05:43):
are contributing and that it's apositive, constructive and
uplifting workplace.
As a leader, if you had theopportunity to just do research
online as far as who are thosecompanies that really are
driving workplace cultures,fostered in gratitude and
expressions of appreciation, andthe business impact it has on
(06:07):
their businesses, on their teams, on themselves physically,
mentally, emotionally,spiritually you'll come across
some great examples and some ofthe practices that they're
putting into place in order foryou to figure out for yourself
what are those things that youcould be doing each and every
day as well, and we'redefinitely going to get into
that before the end of theepisode.
(06:30):
I really leaned into this topicbecause I just finished up a
really high-quality vacationtime with my family.
I have 11 brothers and sisters.
I got to spend a good 10 daysthan brothers and sisters.
I got to spend a good 10 daysand I walked away from there and
I really took in the gratitudeI felt for the time I got to
(06:53):
spend with them, the quality oftime I got to spend with them.
Now 11 siblings, spouses,nieces and nephews.
It can get a little hairy attimes spouses, nieces and
nephews.
It can get a little hairy attimes absolutely but I was just
so grateful, and I am each andevery day so grateful to learn a
little bit more and tounderstand and appreciate them a
(07:15):
little bit more and to actuallyshare the experience I have
with them a little bit each timethat I'm with them.
Because I do feel, I know I amuplifted, I know I'm motivated,
I feel valued and important whensomeone recognizes me.
(07:35):
So I was contemplating theoverall feeling I was
experiencing when it came togratitude.
I was experiencing when it cameto gratitude and I thought to
myself this is what employeesare looking for from their
leaders.
It doesn't matter what level ofthe organization we're talking
(07:56):
about.
Everyone, from the janitor tothe chairman, wants to know that
they are contributing, thatthey are valued, that they are
appreciated, that theircontributions each and every day
are making a difference, nomatter how small or big.
(08:16):
That's why I think it's reallyimportant for any of us, as
leaders, to put ourselves in ouremployees' shoes and say to
ourselves what would they want?
Because I wanted to.
I want my boss to say thank you.
I want my boss to say great job.
(08:36):
I want my boss to recognizethat I finished a project on
time.
I finished a project over andabove what was asked of me, so
forth and so on, and therefore Ineed to express that and I need
to give that back to my people.
That's the dialogue I wouldlove for each and every one of
you to have with yourself whenit comes to gratitude, because
(09:01):
the difference that it makes issignificant to the individuals.
I've spoken on the show over thelast five or six months about
some work I did all of last year, going around the country
talking to hundreds and hundredsof employees and their managers
, again at various levels of anorganization, and the gratitude
(09:25):
and appreciation, the impact ofthat on employees is significant
.
Many of them were simplylooking for an attaboy.
Thank you, good job.
Very simple Doesn't takeanything out of your pocket,
doesn't take any effort, but itstrengthens your relationships
(09:48):
with your peers, with yourcolleagues, with your employees,
with your management, and itdefinitely, definitely will
minimize that stress and thatburnout that I mentioned at the
very beginning of the episode.
Gratitude strengthensrelationships.
As a leader, it helps youreally express the contribution
(10:09):
that your team members aremaking and therefore, whether
it's individually or as acollective team, it's increasing
team engagement, it'sincreasing trust, it's
increasing respect, it'sincreasing retention.
It has tremendous power ingratitude and it rewires the
brain.
If you think about it, when,all of a sudden, if you're not
(10:33):
in the best state of mind andsomeone comes along and gives
you that attaboy, gives you thatgreat job, gives you a star, so
to speak, well, it rewires yourbrain from maybe a drained,
stressed, negative state ofbeing into more positive,
energetic and productive energy.
(10:56):
And therefore, if you arefinding yourself or someone else
feeling just absolutely drainedout, burned out, stressed out,
then a little sharing, anexpression of gratitude can just
totally shift that individual'sattitude.
(11:16):
Now I want to say, based onthat, if you're looking for a
shift, if you're looking for arewiring, because you are
exhausted and you just don'thave anything more to give, well
, you don't have to wait forsomeone else to recognize you
and to provide you feedback orappreciation.
You can go and give it, andgiving it really also will help
(11:42):
you to rewire yourself, reallyalso will help you to rewire
yourself.
There was a saying that Ilearned, I would say, about 10
or 12 years ago, that I didn'tunderstand at first serving
others serves you.
And when I first heard that andI wrote it down in my journal
and I kind of stayed with it forquite a while I'm not talking
(12:02):
minutes, I'm talking like daysand months serving others serves
you.
Well, okay, I'm going to go outand serve others in order for
me to benefit from it, to gainsomething from it, to take
something from it, then theserving others serves you
started making sense to me.
And what it started meaning,and what it does mean, is give
to others.
And it's not as if you'retaking something back from them,
(12:25):
but by giving to others, byhelping others, by serving
others, by recognizing others,by appreciating others, by
expressing your appreciation tothem, to others, the happiness
and the joy that that gives,that individual feeds you, feeds
your soul, and creates thatshift, creates that rewiring,
(12:50):
creates that energy andpositivity.
Serving others serves youspiritually, mentally,
emotionally, let alone that ifyou keep giving, giving, giving,
you will also reap the rewards,materialistically as well as
non-materialistically.
So you know, giving positivemessages, giving positive input,
(13:16):
and whether that's materiallylike if you were doing a
recognition reward and you weregiving out a little trophy or a
fun recognition, whateversignificant performance
improvements up to 20%,according to a Harvard study of
(13:50):
both their performance and theirsatisfaction in their job and
with the manager.
So employee effectiveness goesup, manager effectiveness goes
up, retention goes up.
It's a beautiful, beautifulthing.
But to summarize the businessimpact because many of us in the
business world all we'rethinking about is how is
(14:11):
anything that we do going todrive results?
How is it going to make ourresults better, stronger, more
profitable?
So it's really important for youto understand the numerous
impacts that showing gratitudeto others has on the business.
So you're improving teamengagement and overall
satisfaction.
Mention that you're increasingtrust, respect, loyalty,
(14:35):
collaboration, creativity.
You're creating stronger, moreconfident employees and yourself
as an individual, you'rehelping them recognize that by
showing gratitude for a job welldone or even a job that they
might have struggled with,you're also building confidence
(14:59):
and resilience within themselvesand within you, especially when
it comes to some verychallenging, difficult times
when everybody has to kind ofcome together and really just
get into the muckety muck andclean something up, so to speak.
Well, you showing appreciationfor that, you showing your
(15:20):
gratitude for everybody, kind ofjumping in, whether or not you
know some were successful indoing it and some weren't.
That's just going to buildgreat resilience, great optimism
, great hope and great ongoingwillingness to go the extra mile
, to try something new, to takerisks, to do their best, even
(15:44):
though at times they maystruggle.
You recognizing that they aretrying, they are working, is
just a significant motivator andpowerful motivator for teams.
And then, of course, you'regoing to be reducing burnout and
stress and feeling ofdisconnection and lack of
engagement are all going toimprove.
(16:07):
And then, of course, what'scritical, especially in this
very competitive marketplace foremployees, especially for very
skilled expert employees, you'redefinitely going to be
increasing that retention ofthose high potentials, of those
very skilled expert employeesand therefore you're minimizing
(16:30):
any risks of losing significantknowledge and expertise and
skills that are needed for thebusiness.
From Gallup, it is shown thatemployees have a greater
appreciation depending on who isexpressing gratitude to them
28% want to hear from theiremployee's manager.
(16:53):
A high-level leader or the CEOis 24%.
The manager's manager is at 12%and a customer's 10% and peers
the same 10%.
So, depending upon who's givingit, the employee is valuing it
at different levels ofimportance At the same time.
(17:16):
For the employee, they want tohear from you.
That's 28%, that's the largestgroup wants to hear directly
from their manager becausethey're working with you day in
and day out.
They want to know that they'reshowing up at work and the
person that they're directlyimpacting let alone your boss or
the boss's boss that they'remaking a difference for you and
(17:39):
you appreciate it.
You're grateful for them.
A difference for you and youappreciate it.
You're grateful for them.
Keep that in mind when you'rethinking about how can you and
what do you need to do to shiftthe performance you're getting
from your team.
It could be simply making surethat gratitude is part of your
day-in, day-out practice.
(18:00):
For many years in my corporatecareer I never really thought
about making sure I was givenattaboys and thank yous and
recognition.
I mean I had the attitudeyou're getting paid to do a job
just so, just do the job Well.
That doesn't work.
As human beings with beatinghearts, that doesn't work.
(18:22):
To motivate and inspire and getpeople to want to walk through
fire for you and want to reallyjust go the extra mile will have
significant, significant impactand positivity to the overall
culture.
But all overall results thatyou're getting from your team.
(19:06):
If gratitude is so powerful, ifit makes such a major impact on
the business, on the team'sperformance, on your sanity,
then why does so many managers,slash leaders, have a difficult
time expressing that?
Well, I mentioned the chaoticenvironment of business nowadays
, let alone the constraint onyour time, the constraint on any
(19:27):
manager's time, leaves themfeeling as if I don't have time
to stop and intentionallyrecognize someone or write them
a note or put together arecognition program.
Do you see my calendar?
Or put together a recognitionprogram?
Do you see my calendar?
I don't have any time to buildin doing one-on-ones, let alone
(19:49):
groups, beyond what I'm alreadydoing Now.
Is that acceptable?
I'll leave that up to you toanswer if it's acceptable or not
to take the few moments that itdoes require in order for you
to appreciate and express thatto an employer, to a group of
employees.
(20:10):
And then, of course I mentionedit subtly earlier some managers
, even some clients that I'veworked with over the years, feel
as if they're getting soft.
If they show a lot ofappreciation, a lot of thank
yous, a lot of attaboys, againthey have this attitude.
They have a job to do.
(20:31):
They're paid for that job andtherefore I just simply expect
it.
I don't necessarilyintentionally need to go around
patting them on the back Again.
One will get a result and theother one will get a result, and
it depends upon what kind ofresult do you want.
Do you want the result thatjust has people showing up and
doing their job and exiting, orthat they show up and they're
(20:52):
excited about it and they'rewilling to do whatever it takes
to do it because of what theyknow they're going to get from
you or their manager in regardsto an expression of appreciation
?
You're not going soft, you'regoing human.
And I've felt that way in thepast, many years ago, while I
(21:15):
was in corporate, that I don'twant to ever appear soft,
especially as a woman.
And yet I've learned,especially over the last 15, 16
years, that it's not going soft,especially as a woman.
And yet I've learned,especially over the last 15, 16
years, that it's not going soft,it's going heart, heart, it's
going human to human heart,recognizing that if I'm stressed
, if I'm doing my best, if Ijust want somebody to kind of
(21:39):
give me a wink of appreciation,then you know what my team
members probably do too, andthat's all it is.
And then there is thismisconception about what
gratitude is really about.
It's nothing that has to beagain woo-woo, it's nothing that
has to be like hugs and kisses.
(22:00):
Like hugs and kisses.
It's not going soft, it's notgoing weak, it's not being
emotional.
If you simply, in an individual, one-on-one, or in a group, or
even within the company, yourecognize someone's
contributions, recognize someonegoing over and above,
recognizing someone'swillingness to do things that
(22:22):
they're not necessarily requiredto do, it's not going weak.
Then the last reason why a lotof the managers don't
incorporate gratitude in it isthey have blind spots to it.
They don't realize the impactof gratitude on their people, of
(22:47):
gratitude on their people.
If one does not receivefeedback from their peers, from
their employees, from their ownmanagers.
That it'd be nice if you atleast showed some heart, you
know, showed some appreciationfor how hard I'm working.
If they don't receive that typeof feedback, if their people
aren't coming to them with thatwell, that's going to be a blind
spot.
If their people aren't comingto them with that well, that's
going to be a blind spot.
(23:25):
And therefore, what you and allmanagers need to be doing is
engaging, connecting andbuilding a relationship with
your team members to reallyunderstand what is it that you
need, team member, in order tofeel appreciated, inspired,
motivated, energized, positive,so forth and so on.
That's all you need to do isfind that out and then simply
put into practice how you seefit and what you're comfortable
with to ensure that they'regetting what they need.
So, again, recognizing thatblind spot and becoming aware of
it, you then learn to walk insomeone else's shoes and give
back to them what it is thatthey need, because it's probably
(23:47):
something that you need, eventhough you might have this guard
or mask on of.
I don't need any appreciation,I don't need to be thanked.
We all want someone to justgood job.
Thank you, attaboy.
Where are you when it comes togratitude, receiving it as well
(24:09):
as giving it?
And if you receive it, well,think about then what do I need
to do to give it?
And again, people feeluncomfortable even giving it,
because they don't want toappear weak or emotional or soft
, and that's so far from whatyou would actually appear.
You would appear confident,mature, respected,
(24:35):
people-oriented, heart-connected.
If you have any kind ofdisconnect to your part where
gratitude plays in the workplace, then just simply work to shift
it and change it and redefineit and tell yourself a different
story around it, because again,there's just too many personal
(24:57):
and business results or businessvalue you'll get from it.
Serving others serves you.
What can you do to incorporategratitude into your daily work
life and even your home life?
Well, start a daily practice ofreflecting on what you're
grateful for.
Just take some time eachmorning before you jump out of
(25:20):
bed or you're making coffee.
I will often do it as I'mstanding there making my
breakfast.
I have a small jar with stripsof paper and I will just sit
there and scribble out on a verysmall piece of paper what I'm
grateful for and I stick it inthat jar.
But find a way and find a timethat works for you to just pause
(25:44):
and take five minutes toreflect on what you're grateful
for Now.
At first it will seem veryforced and very artificial.
I'm grateful for the food, I'mgrateful for the house, I'm
grateful for the car, I'mgrateful for my job.
You'll start opening up andreally finding those things that
, small or large, that bring youreal joy and bring you real
(26:09):
fulfillment and satisfaction inyour life, that you really are
grateful for.
It might turn into being thesun that comes up or, on your
walk, the sounds that werearound you that made you kind of
shift, a bad mood that you werein.
At the same time it could thenshift to.
I appreciate Joe, who I'venever recognized before, didn't
(26:34):
pay attention to or just kind ofignored, and I really
appreciate what he was willingto do for me today or yesterday,
over and above what he'sresponsible for.
Whatever the case might be, justtake some time and I would also
extend it from the morning tothe night so, again, once in the
morning you could find a spacefor it and then, as you lay down
(26:59):
at night, nothing's better thanto fall asleep going through
what you're grateful for fromthat day, and it just puts you
in a really great mind space forthen getting a good night's
sleep.
You could start writing that ina journal where you're
journaling it down, if it's noton strips of paper, if it's not
just in your head.
Whatever the case might be, youcould make a practice at work
(27:25):
on team calls or during teammeetings to really understand
from your team members whatthey're grateful for, and then
you can express what you'regrateful for Almost.
Think about it as Thanksgivingdinner table where people go
around and they share whatthey're grateful for from that
year, go around and they sharewhat they're grateful for from
that year.
If you want to create agratitude culture, you could
(27:46):
certainly do that within yourown team, and then you want to
definitely start payingattention and recognizing the
contributions from your people.
It could be your employees, butit also could be peers and your
own managers and theirmanagers' managers.
In regards to writing thank younotes, yes, writing pen and
(28:09):
paper you can also just put outan email, even a text that says
thank you for whatever it mightbe.
Thumbs up, even a quick text.
As a leader, your team membersknow how busy you are, and so
just the fact that you do thattakes 10 seconds will also build
(28:31):
that respect, build thatappreciation, build that trust,
build that loyalty, build thatrelationship and that connection
with you from just a very shortblurb.
In that connection with you,from just a very short blurb,
you can also make sure thatyou're verbalizing it one-on-one
as well as in the team or atthe company level.
Make sure that you're showingand expressing to them how
(28:54):
grateful you are for them, howthankful you are for them, all
right, and then, of course, youwant to model that gratitude
attitude.
You want to demonstrate thatand live it and make it a part
of you, even with those aroundyou, by helping them incorporate
gratitude into their practices.
(29:15):
Gratitude is contagious.
Again, serving others servesyou.
When people see you modelinghow you're helping others to be
lifted up and to be appreciated,to be recognized, to be valued,
then they're going to pass thaton as well, and so you can
(29:35):
create a domino effect in thatyou start practicing and others
will start practicing andsuddenly you have this culture
that's more positive, uplifting,motivating, energized and high
functioning and who wouldn'twant that as a team leader when
it comes to driving teamperformance?
(29:56):
Okay, now I also wanted tomention, if you have any
resistance to this start small,take one of the tips that I
provided, one of the practicesthat you can incorporate, even
if the one thing that you takeis that, yes, I'm going to take
five minutes in the morning andat night and I'm at least going
(30:19):
to spend time within myselfappreciating and be grateful for
whatever you have in your life,whatever happened at work,
whatever individual stepped up,whatever even you learned or you
went through.
That was either easy or hardlearned or you went through that
(30:43):
was either easy or hard.
Everything that we do, everyaction we have and we take and
we live through in life, weshould be grateful for whether
it's hard or easy, whether it'spainful or joyful.
We should be grateful for itbecause it's teaching us
something, it's contributing toour lives in some way, shape or
form.
And so even if you, when youstart small and you want to
(31:05):
start feeling and experiencing agratitude attitude, then just
simply spend that five minutesin the morning and at night
being grateful.
Now, if you want to ensure thatyou are taking the steps in
fostering that type of culture,then simply start intentionally
(31:27):
and authentically I shouldmention authentically thanking
others, making sure they knowthat you appreciate them.
So simply start a thank youpractice where, instead of just
going from one assignment to theother and throwing it at your
team members, pause and thankthem.
(31:49):
I'll never forget how one feeldepleted when someone doesn't
express gratitude.
There's a saying when it comesto sales roles that once you
close something, that commentwill be so what are you going to
do for me today?
So they don't even take thetime, take the moments, let
(32:12):
alone the days, weeks or months,to thank you and appreciate a
win that just happened.
They immediately.
So what are you going to do forme today?
And I can recall very easily incorporate how they looked at
that, as strong as well.
(32:33):
Good job for you, that's yourjob, and let's get on to today.
And yet oftentimes, when I wason the other end, accomplishing
or closing or achievingsomething, and that comment was
made to me, I just wanted tosmack somebody because it hurt,
it kind of just made everythingthat I just worked my tail off
(32:56):
for totally useless, of no value.
And so I just plead with allthe managers and leaders out
there take the small amount oftime authentically to express
your gratitude for your teammembers and for your peers and
(33:19):
for everyone else.
It will change your life, it'llchange their lives and it will
change the business.
Now, if you are hesitant or areunsure of where to start when
it comes to incorporating thesepractices into your daily life
or into your team culture, thendon't hesitate to reach out and
let's have a conversation toyour team culture.
(33:39):
Then don't hesitate to reachout and let's have a
conversation.
Let me understand what yourdaily practices are already and
which ones would best suit andbest complement your routine so
it doesn't feel so disruptive,it doesn't feel so awkward and
uncomfortable.
So go to coachmebernadettecom,forward, slash, discovery, call
and let's have a conversationfor 30 minutes and I'll give you
(34:01):
specific actions you could betaking that will change your
life and your teams.
All right, until next time.
I'm so happy that you are herewith us this week.
I'll look forward to anotherepisode of Shedding the
Corporate Bitch Bye.
Speaker 2 (34:15):
Thank you for tuning into today's episode of Shedding
the Corporate Bitch.
Every journey taken together isanother step towards unleashing
the powerhouse leader withinyou.
Bye channel.
Want to dive deeper withBernadette on becoming a
powerhouse leader?
Visit balloffirecoachingcom tolearn more about how she helps
(34:41):
professionals, hr executives andteam leaders elevate overall
team performance.
You've been listening toShedding the Corporate Bitch
with Bernadette Boas.
Until next time, keep shedding,keep growing and keep leading.
How do you incorporate gratitude into your
daily work life with your teammembers and colleagues?
Is it something that you dointentionally, or you think
about intentionally, or is itsomething that you really don't
give much thought to, becausefor years, I really didn't
consider how critical gratitudewas to really driving team
(00:21):
performance?
So in this episode, we're goingto explore how cultivating
gratitude as a leader can driveorganizational success, increase
resilience and build strongerteams, because gratitude isn't
about being nice.
It's a leadership tool fordriving results.
We're going to discuss whygratitude matters in leadership
(00:44):
and the common challengesleaders have in incorporating
gratitude into their dailypractices.
And, lastly, how can you, as aleader, develop a gratitude
practice great gratitude intoyour daily corporate life, build
(01:07):
a culture surrounded bygratitude and reap all of the
rewards your people, businessand universe have to offer.
Stay with us.
Speaker 2 (01:14):
Welcome to Shedding the Corporate Bitch, the podcast
that transforms today'smanagers into tomorrow's
powerhouse leaders.
Your host, bernadette Boas,executive coach and author,
brings you into a world wherethe corporate grind meets
personal growth and success ineach and every episode.
With more than 25 years incorporate trenches, bernadette's
own journey from beingdismissed as a tyrant boss to
(01:35):
becoming a sought-afterleadership coach and speaker
illustrates the very essence oftransformation that she now
inspires in others with her tips, strategies and stories.
So if you're ready to shed thebitches of fear and insecurity,
ditch the imposter syndrome andstep into the role of the
powerhouse leader you were bornto be, this podcast is for you.
Let's do this.
Speaker 1 (01:59):
In a recent episode Save your Sanity as a Time
Manager we discussed how burnoutSave your Sanity as a Time
Manager.
We discussed how burnout,disconnection and disengagement
really is at an all-time highand is deteriorating the fabric
of very strong, very functionalor high-functioning
gratitude-driven cultures andthe fact that the productivity
(02:23):
and performance of team membersis being dreamed as a result of
that burnout and that stress.
So check out that episode.
Go back toballoffirecoachingcom forward
slash podcast and you can findthe episode Save your Sanity as
a Time Manager.
But I want to give you somestatistics that will really hone
(02:45):
in on the current state of howemployees feel from their
leaders but, at the same time,the impact that gratitude can
have on your team and on theoverall business culture.
So 81% of your people wouldwork harder simply because their
contributions were recognizedas a result of the gratitude you
(03:10):
show them, if they felt thattheir work was meaningful, that
you appreciated it as a leader,that it was valued in the eyes
(03:33):
of yourself, team members andthe business as a whole.
So the discussion of gratitudeisn't just for when you're out
and about in the world.
Gratitude isn't just for whenyou're out and about in the
world, and it's not somethingthat you also want to take for
granted in that being a leader,if I show gratitude, that might
(03:54):
make me appear weak, and we'regoing to discuss some of those
challenges, some of the impacts,some of the reasons why
gratitude isn't somethingthought about intentionally and
yet, as I mentioned, it's a realcritical leadership tool that
you could be employing in orderto ensure that you, the team and
the business are as highfunctioning as possible.
(04:17):
I want to also share with you afew of the companies that are
really focused on and attributedto gratitude being part of
their mission, part of theircharter, part of the overall
vision for the company.
So, such as Southwest Airlines.
Now they have a program calledSWAG Southwest Airlines
(04:38):
Gratitude Program.
They intentionally make surethat they recognize that, they
actively listen and they providefeedback to their employees,
because they know that thatgives that employee a lot of
meaningful content for howthey're performing, but also how
(04:59):
they're appreciated from theirbosses, their peers and the
senior leadership as a whole.
The other one is Zappos.
They have a program, apeer-to-peer recognition program
, called Zollers, and theyensure that peers are able to
recognize each other and reallybe thankful and grateful for
what it is that they arebringing to the table each and
(05:22):
every day.
And lastly, zoom.
Zoom actively encouragesappreciation through initiatives
such as their happy crew, teamdedication, team recognition,
team feedback, and that crew isreally focused on spreading
positivity and ensuring thateveryone does feel as if they
(05:43):
are contributing and that it's apositive, constructive and
uplifting workplace.
As a leader, if you had theopportunity to just do research
online as far as who are thosecompanies that really are
driving workplace cultures,fostered in gratitude and
expressions of appreciation, andthe business impact it has on
(06:07):
their businesses, on their teams, on themselves physically,
mentally, emotionally,spiritually you'll come across
some great examples and some ofthe practices that they're
putting into place in order foryou to figure out for yourself
what are those things that youcould be doing each and every
day as well, and we'redefinitely going to get into
that before the end of theepisode.
(06:30):
I really leaned into this topicbecause I just finished up a
really high-quality vacationtime with my family.
I have 11 brothers and sisters.
I got to spend a good 10 daysthan brothers and sisters.
I got to spend a good 10 daysand I walked away from there and
I really took in the gratitudeI felt for the time I got to
(06:53):
spend with them, the quality oftime I got to spend with them.
Now 11 siblings, spouses,nieces and nephews.
It can get a little hairy attimes spouses, nieces and
nephews.
It can get a little hairy attimes absolutely but I was just
so grateful, and I am each andevery day so grateful to learn a
little bit more and tounderstand and appreciate them a
(07:15):
little bit more and to actuallyshare the experience I have
with them a little bit each timethat I'm with them.
Because I do feel, I know I amuplifted, I know I'm motivated,
I feel valued and important whensomeone recognizes me.
(07:35):
So I was contemplating theoverall feeling I was
experiencing when it came togratitude.
I was experiencing when it cameto gratitude and I thought to
myself this is what employeesare looking for from their
leaders.
It doesn't matter what level ofthe organization we're talking
(07:56):
about.
Everyone, from the janitor tothe chairman, wants to know that
they are contributing, thatthey are valued, that they are
appreciated, that theircontributions each and every day
are making a difference, nomatter how small or big.
(08:16):
That's why I think it's reallyimportant for any of us, as
leaders, to put ourselves in ouremployees' shoes and say to
ourselves what would they want?
Because I wanted to.
I want my boss to say thank you.
I want my boss to say great job.
(08:36):
I want my boss to recognizethat I finished a project on
time.
I finished a project over andabove what was asked of me, so
forth and so on, and therefore Ineed to express that and I need
to give that back to my people.
That's the dialogue I wouldlove for each and every one of
you to have with yourself whenit comes to gratitude, because
(09:01):
the difference that it makes issignificant to the individuals.
I've spoken on the show over thelast five or six months about
some work I did all of last year, going around the country
talking to hundreds and hundredsof employees and their managers
, again at various levels of anorganization, and the gratitude
(09:25):
and appreciation, the impact ofthat on employees is significant
.
Many of them were simplylooking for an attaboy.
Thank you, good job.
Very simple Doesn't takeanything out of your pocket,
doesn't take any effort, but itstrengthens your relationships
(09:48):
with your peers, with yourcolleagues, with your employees,
with your management, and itdefinitely, definitely will
minimize that stress and thatburnout that I mentioned at the
very beginning of the episode.
Gratitude strengthensrelationships.
As a leader, it helps youreally express the contribution
(10:09):
that your team members aremaking and therefore, whether
it's individually or as acollective team, it's increasing
team engagement, it'sincreasing trust, it's
increasing respect, it'sincreasing retention.
It has tremendous power ingratitude and it rewires the
brain.
If you think about it, when,all of a sudden, if you're not
(10:33):
in the best state of mind andsomeone comes along and gives
you that attaboy, gives you thatgreat job, gives you a star, so
to speak, well, it rewires yourbrain from maybe a drained,
stressed, negative state ofbeing into more positive,
energetic and productive energy.
(10:56):
And therefore, if you arefinding yourself or someone else
feeling just absolutely drainedout, burned out, stressed out,
then a little sharing, anexpression of gratitude can just
totally shift that individual'sattitude.
(11:16):
Now I want to say, based onthat, if you're looking for a
shift, if you're looking for arewiring, because you are
exhausted and you just don'thave anything more to give, well
, you don't have to wait forsomeone else to recognize you
and to provide you feedback orappreciation.
You can go and give it, andgiving it really also will help
(11:42):
you to rewire yourself, reallyalso will help you to rewire
yourself.
There was a saying that Ilearned, I would say, about 10
or 12 years ago, that I didn'tunderstand at first serving
others serves you.
And when I first heard that andI wrote it down in my journal
and I kind of stayed with it forquite a while I'm not talking
(12:02):
minutes, I'm talking like daysand months serving others serves
you.
Well, okay, I'm going to go outand serve others in order for
me to benefit from it, to gainsomething from it, to take
something from it, then theserving others serves you
started making sense to me.
And what it started meaning,and what it does mean, is give
to others.
And it's not as if you'retaking something back from them,
(12:25):
but by giving to others, byhelping others, by serving
others, by recognizing others,by appreciating others, by
expressing your appreciation tothem, to others, the happiness
and the joy that that gives,that individual feeds you, feeds
your soul, and creates thatshift, creates that rewiring,
(12:50):
creates that energy andpositivity.
Serving others serves youspiritually, mentally,
emotionally, let alone that ifyou keep giving, giving, giving,
you will also reap the rewards,materialistically as well as
non-materialistically.
So you know, giving positivemessages, giving positive input,
(13:16):
and whether that's materiallylike if you were doing a
recognition reward and you weregiving out a little trophy or a
fun recognition, whateversignificant performance
improvements up to 20%,according to a Harvard study of
(13:50):
both their performance and theirsatisfaction in their job and
with the manager.
So employee effectiveness goesup, manager effectiveness goes
up, retention goes up.
It's a beautiful, beautifulthing.
But to summarize the businessimpact because many of us in the
business world all we'rethinking about is how is
(14:11):
anything that we do going todrive results?
How is it going to make ourresults better, stronger, more
profitable?
So it's really important for youto understand the numerous
impacts that showing gratitudeto others has on the business.
So you're improving teamengagement and overall
satisfaction.
Mention that you're increasingtrust, respect, loyalty,
(14:35):
collaboration, creativity.
You're creating stronger, moreconfident employees and yourself
as an individual, you'rehelping them recognize that by
showing gratitude for a job welldone or even a job that they
might have struggled with,you're also building confidence
(14:59):
and resilience within themselvesand within you, especially when
it comes to some verychallenging, difficult times
when everybody has to kind ofcome together and really just
get into the muckety muck andclean something up, so to speak.
Well, you showing appreciationfor that, you showing your
(15:20):
gratitude for everybody, kind ofjumping in, whether or not you
know some were successful indoing it and some weren't.
That's just going to buildgreat resilience, great optimism
, great hope and great ongoingwillingness to go the extra mile
, to try something new, to takerisks, to do their best, even
(15:44):
though at times they maystruggle.
You recognizing that they aretrying, they are working, is
just a significant motivator andpowerful motivator for teams.
And then, of course, you'regoing to be reducing burnout and
stress and feeling ofdisconnection and lack of
engagement are all going toimprove.
(16:07):
And then, of course, what'scritical, especially in this
very competitive marketplace foremployees, especially for very
skilled expert employees, you'redefinitely going to be
increasing that retention ofthose high potentials, of those
very skilled expert employeesand therefore you're minimizing
(16:30):
any risks of losing significantknowledge and expertise and
skills that are needed for thebusiness.
From Gallup, it is shown thatemployees have a greater
appreciation depending on who isexpressing gratitude to them
28% want to hear from theiremployee's manager.
(16:53):
A high-level leader or the CEOis 24%.
The manager's manager is at 12%and a customer's 10% and peers
the same 10%.
So, depending upon who's givingit, the employee is valuing it
at different levels ofimportance At the same time.
(17:16):
For the employee, they want tohear from you.
That's 28%, that's the largestgroup wants to hear directly
from their manager becausethey're working with you day in
and day out.
They want to know that they'reshowing up at work and the
person that they're directlyimpacting let alone your boss or
the boss's boss that they'remaking a difference for you and
(17:39):
you appreciate it.
You're grateful for them.
A difference for you and youappreciate it.
You're grateful for them.
Keep that in mind when you'rethinking about how can you and
what do you need to do to shiftthe performance you're getting
from your team.
It could be simply making surethat gratitude is part of your
day-in, day-out practice.
(18:00):
For many years in my corporatecareer I never really thought
about making sure I was givenattaboys and thank yous and
recognition.
I mean I had the attitudeyou're getting paid to do a job
just so, just do the job Well.
That doesn't work.
As human beings with beatinghearts, that doesn't work.
(18:22):
To motivate and inspire and getpeople to want to walk through
fire for you and want to reallyjust go the extra mile will have
significant, significant impactand positivity to the overall
culture.
But all overall results thatyou're getting from your team.
(19:06):
If gratitude is so powerful, ifit makes such a major impact on
the business, on the team'sperformance, on your sanity,
then why does so many managers,slash leaders, have a difficult
time expressing that?
Well, I mentioned the chaoticenvironment of business nowadays
, let alone the constraint onyour time, the constraint on any
(19:27):
manager's time, leaves themfeeling as if I don't have time
to stop and intentionallyrecognize someone or write them
a note or put together arecognition program.
Do you see my calendar?
Or put together a recognitionprogram?
Do you see my calendar?
I don't have any time to buildin doing one-on-ones, let alone
(19:49):
groups, beyond what I'm alreadydoing Now.
Is that acceptable?
I'll leave that up to you toanswer if it's acceptable or not
to take the few moments that itdoes require in order for you
to appreciate and express thatto an employer, to a group of
employees.
(20:10):
And then, of course I mentionedit subtly earlier some managers
, even some clients that I'veworked with over the years, feel
as if they're getting soft.
If they show a lot ofappreciation, a lot of thank
yous, a lot of attaboys, againthey have this attitude.
They have a job to do.
(20:31):
They're paid for that job andtherefore I just simply expect
it.
I don't necessarilyintentionally need to go around
patting them on the back Again.
One will get a result and theother one will get a result, and
it depends upon what kind ofresult do you want.
Do you want the result thatjust has people showing up and
doing their job and exiting, orthat they show up and they're
(20:52):
excited about it and they'rewilling to do whatever it takes
to do it because of what theyknow they're going to get from
you or their manager in regardsto an expression of appreciation
?
You're not going soft, you'regoing human.
And I've felt that way in thepast, many years ago, while I
(21:15):
was in corporate, that I don'twant to ever appear soft,
especially as a woman.
And yet I've learned,especially over the last 15, 16
years, that it's not going soft,especially as a woman.
And yet I've learned,especially over the last 15, 16
years, that it's not going soft,it's going heart, heart, it's
going human to human heart,recognizing that if I'm stressed
, if I'm doing my best, if Ijust want somebody to kind of
(21:39):
give me a wink of appreciation,then you know what my team
members probably do too, andthat's all it is.
And then there is thismisconception about what
gratitude is really about.
It's nothing that has to beagain woo-woo, it's nothing that
has to be like hugs and kisses.
(22:00):
Like hugs and kisses.
It's not going soft, it's notgoing weak, it's not being
emotional.
If you simply, in an individual, one-on-one, or in a group, or
even within the company, yourecognize someone's
contributions, recognize someonegoing over and above,
recognizing someone'swillingness to do things that
(22:22):
they're not necessarily requiredto do, it's not going weak.
Then the last reason why a lotof the managers don't
incorporate gratitude in it isthey have blind spots to it.
They don't realize the impactof gratitude on their people, of
(22:47):
gratitude on their people.
If one does not receivefeedback from their peers, from
their employees, from their ownmanagers.
That it'd be nice if you atleast showed some heart, you
know, showed some appreciationfor how hard I'm working.
If they don't receive that typeof feedback, if their people
aren't coming to them with thatwell, that's going to be a blind
spot.
If their people aren't comingto them with that well, that's
going to be a blind spot.
(23:25):
And therefore, what you and allmanagers need to be doing is
engaging, connecting andbuilding a relationship with
your team members to reallyunderstand what is it that you
need, team member, in order tofeel appreciated, inspired,
motivated, energized, positive,so forth and so on.
That's all you need to do isfind that out and then simply
put into practice how you seefit and what you're comfortable
with to ensure that they'regetting what they need.
So, again, recognizing thatblind spot and becoming aware of
it, you then learn to walk insomeone else's shoes and give
back to them what it is thatthey need, because it's probably
(23:47):
something that you need, eventhough you might have this guard
or mask on of.
I don't need any appreciation,I don't need to be thanked.
We all want someone to justgood job.
Thank you, attaboy.
Where are you when it comes togratitude, receiving it as well
(24:09):
as giving it?
And if you receive it, well,think about then what do I need
to do to give it?
And again, people feeluncomfortable even giving it,
because they don't want toappear weak or emotional or soft
, and that's so far from whatyou would actually appear.
You would appear confident,mature, respected,
(24:35):
people-oriented, heart-connected.
If you have any kind ofdisconnect to your part where
gratitude plays in the workplace, then just simply work to shift
it and change it and redefineit and tell yourself a different
story around it, because again,there's just too many personal
(24:57):
and business results or businessvalue you'll get from it.
Serving others serves you.
What can you do to incorporategratitude into your daily work
life and even your home life?
Well, start a daily practice ofreflecting on what you're
grateful for.
Just take some time eachmorning before you jump out of
(25:20):
bed or you're making coffee.
I will often do it as I'mstanding there making my
breakfast.
I have a small jar with stripsof paper and I will just sit
there and scribble out on a verysmall piece of paper what I'm
grateful for and I stick it inthat jar.
But find a way and find a timethat works for you to just pause
(25:44):
and take five minutes toreflect on what you're grateful
for Now.
At first it will seem veryforced and very artificial.
I'm grateful for the food, I'mgrateful for the house, I'm
grateful for the car, I'mgrateful for my job.
You'll start opening up andreally finding those things that
, small or large, that bring youreal joy and bring you real
(26:09):
fulfillment and satisfaction inyour life, that you really are
grateful for.
It might turn into being thesun that comes up or, on your
walk, the sounds that werearound you that made you kind of
shift, a bad mood that you werein.
At the same time it could thenshift to.
I appreciate Joe, who I'venever recognized before, didn't
(26:34):
pay attention to or just kind ofignored, and I really
appreciate what he was willingto do for me today or yesterday,
over and above what he'sresponsible for.
Whatever the case might be, justtake some time and I would also
extend it from the morning tothe night so, again, once in the
morning you could find a spacefor it and then, as you lay down
(26:59):
at night, nothing's better thanto fall asleep going through
what you're grateful for fromthat day, and it just puts you
in a really great mind space forthen getting a good night's
sleep.
You could start writing that ina journal where you're
journaling it down, if it's noton strips of paper, if it's not
just in your head.
Whatever the case might be, youcould make a practice at work
(27:25):
on team calls or during teammeetings to really understand
from your team members whatthey're grateful for, and then
you can express what you'regrateful for Almost.
Think about it as Thanksgivingdinner table where people go
around and they share whatthey're grateful for from that
year, go around and they sharewhat they're grateful for from
that year.
If you want to create agratitude culture, you could
(27:46):
certainly do that within yourown team, and then you want to
definitely start payingattention and recognizing the
contributions from your people.
It could be your employees, butit also could be peers and your
own managers and theirmanagers' managers.
In regards to writing thank younotes, yes, writing pen and
(28:09):
paper you can also just put outan email, even a text that says
thank you for whatever it mightbe.
Thumbs up, even a quick text.
As a leader, your team membersknow how busy you are, and so
just the fact that you do thattakes 10 seconds will also build
(28:31):
that respect, build thatappreciation, build that trust,
build that loyalty, build thatrelationship and that connection
with you from just a very shortblurb.
In that connection with you,from just a very short blurb,
you can also make sure thatyou're verbalizing it one-on-one
as well as in the team or atthe company level.
Make sure that you're showingand expressing to them how
(28:54):
grateful you are for them, howthankful you are for them, all
right, and then, of course, youwant to model that gratitude
attitude.
You want to demonstrate thatand live it and make it a part
of you, even with those aroundyou, by helping them incorporate
gratitude into their practices.
(29:15):
Gratitude is contagious.
Again, serving others servesyou.
When people see you modelinghow you're helping others to be
lifted up and to be appreciated,to be recognized, to be valued,
then they're going to pass thaton as well, and so you can
(29:35):
create a domino effect in thatyou start practicing and others
will start practicing andsuddenly you have this culture
that's more positive, uplifting,motivating, energized and high
functioning and who wouldn'twant that as a team leader when
it comes to driving teamperformance?
(29:56):
Okay, now I also wanted tomention, if you have any
resistance to this start small,take one of the tips that I
provided, one of the practicesthat you can incorporate, even
if the one thing that you takeis that, yes, I'm going to take
five minutes in the morning andat night and I'm at least going
(30:19):
to spend time within myselfappreciating and be grateful for
whatever you have in your life,whatever happened at work,
whatever individual stepped up,whatever even you learned or you
went through.
That was either easy or hardlearned or you went through that
(30:43):
was either easy or hard.
Everything that we do, everyaction we have and we take and
we live through in life, weshould be grateful for whether
it's hard or easy, whether it'spainful or joyful.
We should be grateful for itbecause it's teaching us
something, it's contributing toour lives in some way, shape or
form.
And so even if you, when youstart small and you want to
(31:05):
start feeling and experiencing agratitude attitude, then just
simply spend that five minutesin the morning and at night
being grateful.
Now, if you want to ensure thatyou are taking the steps in
fostering that type of culture,then simply start intentionally
(31:27):
and authentically I shouldmention authentically thanking
others, making sure they knowthat you appreciate them.
So simply start a thank youpractice where, instead of just
going from one assignment to theother and throwing it at your
team members, pause and thankthem.
(31:49):
I'll never forget how one feeldepleted when someone doesn't
express gratitude.
There's a saying when it comesto sales roles that once you
close something, that commentwill be so what are you going to
do for me today?
So they don't even take thetime, take the moments, let
(32:12):
alone the days, weeks or months,to thank you and appreciate a
win that just happened.
They immediately.
So what are you going to do forme today?
And I can recall very easily incorporate how they looked at
that, as strong as well.
(32:33):
Good job for you, that's yourjob, and let's get on to today.
And yet oftentimes, when I wason the other end, accomplishing
or closing or achievingsomething, and that comment was
made to me, I just wanted tosmack somebody because it hurt,
it kind of just made everythingthat I just worked my tail off
(32:56):
for totally useless, of no value.
And so I just plead with allthe managers and leaders out
there take the small amount oftime authentically to express
your gratitude for your teammembers and for your peers and
(33:19):
for everyone else.
It will change your life, it'llchange their lives and it will
change the business.
Now, if you are hesitant or areunsure of where to start when
it comes to incorporating thesepractices into your daily life
or into your team culture, thendon't hesitate to reach out and
let's have a conversation toyour team culture.
(33:39):
Then don't hesitate to reachout and let's have a
conversation.
Let me understand what yourdaily practices are already and
which ones would best suit andbest complement your routine so
it doesn't feel so disruptive,it doesn't feel so awkward and
uncomfortable.
So go to coachmebernadettecom,forward, slash, discovery, call
and let's have a conversationfor 30 minutes and I'll give you
(34:01):
specific actions you could betaking that will change your
life and your teams.
All right, until next time.
I'm so happy that you are herewith us this week.
I'll look forward to anotherepisode of Shedding the
Corporate Bitch Bye.
Speaker 2 (34:15):
Thank you for tuning into today's episode of Shedding
the Corporate Bitch.
Every journey taken together isanother step towards unleashing
the powerhouse leader withinyou.
Bye channel.
Want to dive deeper withBernadette on becoming a
powerhouse leader?
Visit balloffirecoachingcom tolearn more about how she helps
(34:41):
professionals, hr executives andteam leaders elevate overall
team performance.
You've been listening toShedding the Corporate Bitch
with Bernadette Boas.
Until next time, keep shedding,keep growing and keep leading.
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I’m Jay Shetty host of On Purpose the worlds #1 Mental Health podcast and I’m so grateful you found us. I started this podcast 5 years ago to invite you into conversations and workshops that are designed to help make you happier, healthier and more healed. I believe that when you (yes you) feel seen, heard and understood you’re able to deal with relationship struggles, work challenges and life’s ups and downs with more ease and grace. I interview experts, celebrities, thought leaders and athletes so that we can grow our mindset, build better habits and uncover a side of them we’ve never seen before. New episodes every Monday and Friday. Your support means the world to me and I don’t take it for granted — click the follow button and leave a review to help us spread the love with On Purpose. I can’t wait for you to listen to your first or 500th episode!
Stuff You Should Know
If you've ever wanted to know about champagne, satanism, the Stonewall Uprising, chaos theory, LSD, El Nino, true crime and Rosa Parks, then look no further. Josh and Chuck have you covered.
Dateline NBC
Current and classic episodes, featuring compelling true-crime mysteries, powerful documentaries and in-depth investigations. Follow now to get the latest episodes of Dateline NBC completely free, or subscribe to Dateline Premium for ad-free listening and exclusive bonus content: DatelinePremium.com