July 12, 2023 • 12 mins
Valuing you employees and demonstrating leadership are two key components to building a strong people centered culture in the workplace. There’s been a lot of talk about how not to treat your employees thanks to reports detailing President Biden's fits of anger and profanity laced tirades after earlier announcing he would “fire on the spot” anyone who treated staffers with disrespect.
The point is it doesn’t matter if you are Commander-in-Chief or a CEO or the leader of a production line, your title doesn't make you a leader. There's a big difference between being a boss and a leader. Employees have big expectation of leadership, especially if you are working to build a human-centered culture in the workplace. People believe behavior over words. Titles mean crap if your behavior doesn’t line up.
The question we're asking this week is: Are you a boss or a leader?
Thanks for listening. Grab the book the podcast is based on at https://mybook.to/culturesecrets . Check out my website www.chelliephillips.com for more great content. Follow me on LinkedIn.
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Episode Transcript
Available transcripts are automatically generated. Complete accuracy is not guaranteed.
Chellie Phillips (00:06):
If workplace culture is your jam, you're in
the right place. Check out thisepisode of culture secrets, the
podcast dedicated to creatingworkplaces for both employees
and the company's thrive. Valleyvaluing your employees and
demonstrating leadership are twokey components to building a
strong people centered culturein the workplace. Hi, I'm
(00:27):
Chellie Phillips, the host ofthe culture secrets podcast and
this week, there's been a lot oftalk in the news about how not
to treat your employees thanksto reports detailing President
Biden's fits of anger andprofanity laced tirades. After
early announcing he would fireon the spot, anyone who treated
staffers with disrespect. Now,before you start going off on
(00:47):
me, this is not a politicaldiscussion, I simply use his
current news story to point outthat it doesn't matter if your
commander in chief, a CEO or theleader of a production line,
there's an expectation ofleadership from your employees,
especially if you're working tobuild a human centered culture
in the workplace. People believebehavior over words, titles mean
(01:09):
crap if your behaviors don'tline up. So it's up to you to be
intentional with your leadershipdevelopment. That means you're
willing to do some selfreflection and figure out how
you can empower your team ratherthan tearing them down. Like I
said, it starts with selfreflection, you need to identify
the areas where you tend to bereactive or destructive to the
(01:29):
culture. What normally triggersyou to react this way. Until you
become aware of what yourtriggers are, you will always
default to your current way ofoperating. It's important that
you get strategic is vital thatyou strategize before making
important decisions or takeaction. Think about the
consequences, risks and benefitsassociated with the options that
(01:50):
you're considering. Thisincludes considering the well
being of your employees, as muchas it does the impact on your
business. Involve your team inthe process and seek their input
when possible. If you want acollaborative environment, you
need to demonstrate one pluswhen you do you build a sense of
ownership and acceptance amongyour team. Listen, are you
actively listening to thefeedback you get? Do you hear
(02:12):
the concerns your teams have? Orhave you totally built an
unapproachable wall around youwhere no one is comfortable
sharing ideas or concerns withyou. Listening allows you to
receive all the relevantinformation and differing
viewpoints so that you can maketruly informed decisions? Are
you ready to learn, it's up toyou as a leader to regularly
reflect on your style ofleadership and learn from the
(02:35):
successes and failures youexperience. No one expects you
to get it right 100% of the timebecause guess what, we're all
human. But your team will bemore forgiving when those
mistakes happen if youdemonstrated that they're
valued, and you've created anatmosphere of trust and not been
seen as a bully, it's alsoimportant that you understand
what your employees want.
employees want authenticity fromtheir leaders, not just a bunch
(02:57):
of scripted words, they want tobe valued, you might
automatically think that meansmore money, but it actually
means they want to feel investedin they want to feel like their
voices heard. They want to feelappreciated for what they bring
to the table, you can help buildan environment of engaged
employees when when they can seethat you're making a real effort
to connect what they value withthe work that they do. If you
(03:20):
take the time to build theserelationships correctly. You'll
not only have employees who aremore productive, creative and
innovative, you'll also have amore financially successful
organization. The big questionbecomes do you consider yourself
a leader or a boss? Thisquestion doesn't only apply to
the workplace, it can also referrefer to your home or your
(03:40):
personal relationships. Do youlead people? Or do you just tell
them what you want done withoutany consideration or
explanation?
Do you encourage and developyour team? Or do you use
criticism and protect your owninterest? The world is full of
bosses and there are way far toofew leaders since leaders are
(04:00):
rather scarce, you can reallymake a name for yourself by
becoming a good leader you'llenjoy more career opportunities
and have far fewer challengeswith your employees. Being a
leader is helpful outside of theworkplace to your family and the
organization's you volunteeryour time with would rather deal
with a leader than a boss. Withall of that in mind. Here are
(04:21):
some ideas that you can takeadvantage of to become a more
effective leader and in turnbuild a stronger human centered
culture in the workplace. First,lead by example, a boss likes to
sit on the sidelines and allowothers to do the hard work. A
leader is out in front of hispeople showing the way a leader
is involved. A boss just makes arequest and walks away. You
(04:44):
should also perform yourrequired test task at the
highest level whether you're asupervisor or CEO, you have
responsibilities specific toyour job title to a supervisor
might be required to turn intoproduction report at the end of
the day. A CEO might have toWrite a quarterly letter to
shareholders. When you getthings done well and on time
(05:04):
your other employees see thatreliability is important. Your
team members will see that youvalue deadlines and the work
that you do to and that becomesa behavior that they'll emulate.
Leaders are driven by purpose.
There's an overall goal ormission. The people following
the leader must be inspired andempowered. The people must
understand the mission and thevision that you have. This is
(05:26):
very different than providing ato do list that doesn't have any
kind of context. Leadersdelegate bosses micromanage a
leader trust his people, but aboss struggles to relinquish any
control a leader surroundshimself with people that are
competent, and complement hisweaknesses. A boss hires people
that don't make him feelthreatened. A boss is always
(05:49):
going to have a weaker team, theteam can accomplish as much
because they're not empowered.
The team is also weaker becausethe boss doesn't want strong
employees that might shinebrighter than he or she does.
Real leaders understand how toutilize their team members to
the best of their ability. Yourresources are limited. And yes,
(06:10):
your employees are yourresources, you have a limited
number of employees, you have alimited amount of money and a
limited amount of time at yourdisposal. Increasing the
capabilities of your employeesis one of the most important
ways that you can increase theeffectiveness and productivity
inside the workplace happy,motivated and capable employees
(06:32):
help you perform at a higherlevel. Every increase in an
employee's performance helps youdo better and it helps your
organization perform moresuccessfully, you can get more
done without having to workharder yourself. Leaders value
respect a boss wants to befeared on the surface they might
appear to be similar. But thedifferences are striking a
(06:54):
leader is willing to use hisenthusiasm purse skills and
expertise to encourage others torespect and follow them. A boss
uses fear and threats to gaincompliance leaders have the best
wishes for those that followthem. Those that follow a boss
secretly want him to fail. Whenyou develop your ability to
manage and get along with peopleyou are moving yourself way
(07:19):
farther upon the line ofreaching that leadership goal.
This is the most valuable traita manager can have the ability
to effectively lead and inspireothers is invaluable. Your own
abilities are limited, you're asingle person, however, you can
increase the effectiveness ofothers, you're far more valuable
to your company. get your workdone on time and at a high
(07:41):
level. And if you can do that,without creating turmoil in the
workplace, you're already wayahead of others. A great boss
can take things even further andbuild his employees if you can
increase the effectiveness of 10employees by 10%. Each you've
just created an additionalperson's worth of work capacity,
(08:01):
a leader develops new leaders, atrue leader is constantly
creating employees with theknowledge and experience to take
her place. A boss is just afraidof competition. A boss is afraid
he'll be replaced and is tooself centered to be concerned
about the career aspirations ofothers. If you aren't the CEO
yet, even your employer expectsyou to develop one or more of
(08:24):
your employees to fill yourposition should you be promoted
or leave it's a wise move toplan for the future. Your
employees will also appreciatethe opportunity while some
employees are happy to remain inthe same position for life. Most
like to experience career growthover time, an employee that's
prepared to take the next stepis more valuable to the company
(08:45):
and on the job market. Leadersknow how to motivate they know
that no two employees are thesame. They know their employees
well enough to know how toinspire them. A boss will simply
say it is what it is. This iswhat needs to be done. You can
always look for another job ifyou don't like it. Leaders
instead use positive techniquesfor motivation. While bosses
tend to criticize one of thebest ways that you can show
(09:08):
leadership is to develop ways torecognize your team members for
the efforts that they put intothe projects that they do.
leaders take responsibility.
When the team fails, the leaderis still out front taking the
brunt of the criticism a boss istrying to evolve himself have as
much responsibility as possible.
A boss is quick to blame hisemployees or his team and a
(09:28):
leader is quick to blamethemselves. Think back over your
work history. You may have hadplenty of bosses, and I hope at
least a few great leaders is notenjoyable to work for someone
that fits into that bosscategory. I know I've been
there. You feel like you'reoperating in the dark with
little support little value andfew development opportunities is
(09:49):
so much more enjoyable to workfor a leader develop your
leadership skills. You'll behelping yourself, your teammates
and others being the type ofboss that employees Love doesn't
inhibit your career. In fact, itcan be a major benefit. Being a
great boss for your employeescan greatly enhance your
(10:09):
performance and the performanceof your team, which makes not
only you shine, but also yourorganization more successful.
The starting point goes back tothat self reflection. Are you
willing to be a leader insteadof a boss? Thanks for listening
to culture secrets. If you likedwhat you heard today, subscribe,
drop me a rating and share thelink with a friend. If you want
(10:31):
to learn more or perhaps have mecome lead a discussion with your
company or organization visit mywebsite at WWW dot Chellie
phillips.com That's C H E L L IE P h i ll ips.com Remember
building a value culture is yourcompetitive advantage and the
backbone of any successfulorganization.
If workplace culture is your jam, you're in
the right place. Check out thisepisode of culture secrets, the
podcast dedicated to creatingworkplaces for both employees
and the company's thrive. Valleyvaluing your employees and
demonstrating leadership are twokey components to building a
strong people centered culturein the workplace. Hi, I'm
(00:27):
Chellie Phillips, the host ofthe culture secrets podcast and
this week, there's been a lot oftalk in the news about how not
to treat your employees thanksto reports detailing President
Biden's fits of anger andprofanity laced tirades. After
early announcing he would fireon the spot, anyone who treated
staffers with disrespect. Now,before you start going off on
(00:47):
me, this is not a politicaldiscussion, I simply use his
current news story to point outthat it doesn't matter if your
commander in chief, a CEO or theleader of a production line,
there's an expectation ofleadership from your employees,
especially if you're working tobuild a human centered culture
in the workplace. People believebehavior over words, titles mean
(01:09):
crap if your behaviors don'tline up. So it's up to you to be
intentional with your leadershipdevelopment. That means you're
willing to do some selfreflection and figure out how
you can empower your team ratherthan tearing them down. Like I
said, it starts with selfreflection, you need to identify
the areas where you tend to bereactive or destructive to the
(01:29):
culture. What normally triggersyou to react this way. Until you
become aware of what yourtriggers are, you will always
default to your current way ofoperating. It's important that
you get strategic is vital thatyou strategize before making
important decisions or takeaction. Think about the
consequences, risks and benefitsassociated with the options that
(01:50):
you're considering. Thisincludes considering the well
being of your employees, as muchas it does the impact on your
business. Involve your team inthe process and seek their input
when possible. If you want acollaborative environment, you
need to demonstrate one pluswhen you do you build a sense of
ownership and acceptance amongyour team. Listen, are you
actively listening to thefeedback you get? Do you hear
(02:12):
the concerns your teams have? Orhave you totally built an
unapproachable wall around youwhere no one is comfortable
sharing ideas or concerns withyou. Listening allows you to
receive all the relevantinformation and differing
viewpoints so that you can maketruly informed decisions? Are
you ready to learn, it's up toyou as a leader to regularly
reflect on your style ofleadership and learn from the
(02:35):
successes and failures youexperience. No one expects you
to get it right 100% of the timebecause guess what, we're all
human. But your team will bemore forgiving when those
mistakes happen if youdemonstrated that they're
valued, and you've created anatmosphere of trust and not been
seen as a bully, it's alsoimportant that you understand
what your employees want.
employees want authenticity fromtheir leaders, not just a bunch
(02:57):
of scripted words, they want tobe valued, you might
automatically think that meansmore money, but it actually
means they want to feel investedin they want to feel like their
voices heard. They want to feelappreciated for what they bring
to the table, you can help buildan environment of engaged
employees when when they can seethat you're making a real effort
to connect what they value withthe work that they do. If you
(03:20):
take the time to build theserelationships correctly. You'll
not only have employees who aremore productive, creative and
innovative, you'll also have amore financially successful
organization. The big questionbecomes do you consider yourself
a leader or a boss? Thisquestion doesn't only apply to
the workplace, it can also referrefer to your home or your
(03:40):
personal relationships. Do youlead people? Or do you just tell
them what you want done withoutany consideration or
explanation?
Do you encourage and developyour team? Or do you use
criticism and protect your owninterest? The world is full of
bosses and there are way far toofew leaders since leaders are
(04:00):
rather scarce, you can reallymake a name for yourself by
becoming a good leader you'llenjoy more career opportunities
and have far fewer challengeswith your employees. Being a
leader is helpful outside of theworkplace to your family and the
organization's you volunteeryour time with would rather deal
with a leader than a boss. Withall of that in mind. Here are
(04:21):
some ideas that you can takeadvantage of to become a more
effective leader and in turnbuild a stronger human centered
culture in the workplace. First,lead by example, a boss likes to
sit on the sidelines and allowothers to do the hard work. A
leader is out in front of hispeople showing the way a leader
is involved. A boss just makes arequest and walks away. You
(04:44):
should also perform yourrequired test task at the
highest level whether you're asupervisor or CEO, you have
responsibilities specific toyour job title to a supervisor
might be required to turn intoproduction report at the end of
the day. A CEO might have toWrite a quarterly letter to
shareholders. When you getthings done well and on time
(05:04):
your other employees see thatreliability is important. Your
team members will see that youvalue deadlines and the work
that you do to and that becomesa behavior that they'll emulate.
Leaders are driven by purpose.
There's an overall goal ormission. The people following
the leader must be inspired andempowered. The people must
understand the mission and thevision that you have. This is
(05:26):
very different than providing ato do list that doesn't have any
kind of context. Leadersdelegate bosses micromanage a
leader trust his people, but aboss struggles to relinquish any
control a leader surroundshimself with people that are
competent, and complement hisweaknesses. A boss hires people
that don't make him feelthreatened. A boss is always
(05:49):
going to have a weaker team, theteam can accomplish as much
because they're not empowered.
The team is also weaker becausethe boss doesn't want strong
employees that might shinebrighter than he or she does.
Real leaders understand how toutilize their team members to
the best of their ability. Yourresources are limited. And yes,
(06:10):
your employees are yourresources, you have a limited
number of employees, you have alimited amount of money and a
limited amount of time at yourdisposal. Increasing the
capabilities of your employeesis one of the most important
ways that you can increase theeffectiveness and productivity
inside the workplace happy,motivated and capable employees
(06:32):
help you perform at a higherlevel. Every increase in an
employee's performance helps youdo better and it helps your
organization perform moresuccessfully, you can get more
done without having to workharder yourself. Leaders value
respect a boss wants to befeared on the surface they might
appear to be similar. But thedifferences are striking a
(06:54):
leader is willing to use hisenthusiasm purse skills and
expertise to encourage others torespect and follow them. A boss
uses fear and threats to gaincompliance leaders have the best
wishes for those that followthem. Those that follow a boss
secretly want him to fail. Whenyou develop your ability to
manage and get along with peopleyou are moving yourself way
(07:19):
farther upon the line ofreaching that leadership goal.
This is the most valuable traita manager can have the ability
to effectively lead and inspireothers is invaluable. Your own
abilities are limited, you're asingle person, however, you can
increase the effectiveness ofothers, you're far more valuable
to your company. get your workdone on time and at a high
(07:41):
level. And if you can do that,without creating turmoil in the
workplace, you're already wayahead of others. A great boss
can take things even further andbuild his employees if you can
increase the effectiveness of 10employees by 10%. Each you've
just created an additionalperson's worth of work capacity,
(08:01):
a leader develops new leaders, atrue leader is constantly
creating employees with theknowledge and experience to take
her place. A boss is just afraidof competition. A boss is afraid
he'll be replaced and is tooself centered to be concerned
about the career aspirations ofothers. If you aren't the CEO
yet, even your employer expectsyou to develop one or more of
(08:24):
your employees to fill yourposition should you be promoted
or leave it's a wise move toplan for the future. Your
employees will also appreciatethe opportunity while some
employees are happy to remain inthe same position for life. Most
like to experience career growthover time, an employee that's
prepared to take the next stepis more valuable to the company
(08:45):
and on the job market. Leadersknow how to motivate they know
that no two employees are thesame. They know their employees
well enough to know how toinspire them. A boss will simply
say it is what it is. This iswhat needs to be done. You can
always look for another job ifyou don't like it. Leaders
instead use positive techniquesfor motivation. While bosses
tend to criticize one of thebest ways that you can show
(09:08):
leadership is to develop ways torecognize your team members for
the efforts that they put intothe projects that they do.
leaders take responsibility.
When the team fails, the leaderis still out front taking the
brunt of the criticism a boss istrying to evolve himself have as
much responsibility as possible.
A boss is quick to blame hisemployees or his team and a
(09:28):
leader is quick to blamethemselves. Think back over your
work history. You may have hadplenty of bosses, and I hope at
least a few great leaders is notenjoyable to work for someone
that fits into that bosscategory. I know I've been
there. You feel like you'reoperating in the dark with
little support little value andfew development opportunities is
(09:49):
so much more enjoyable to workfor a leader develop your
leadership skills. You'll behelping yourself, your teammates
and others being the type ofboss that employees Love doesn't
inhibit your career. In fact, itcan be a major benefit. Being a
great boss for your employeescan greatly enhance your
(10:09):
performance and the performanceof your team, which makes not
only you shine, but also yourorganization more successful.
The starting point goes back tothat self reflection. Are you
willing to be a leader insteadof a boss? Thanks for listening
to culture secrets. If you likedwhat you heard today, subscribe,
drop me a rating and share thelink with a friend. If you want
(10:31):
to learn more or perhaps have mecome lead a discussion with your
company or organization visit mywebsite at WWW dot Chellie
phillips.com That's C H E L L IE P h i ll ips.com Remember
building a value culture is yourcompetitive advantage and the
backbone of any successfulorganization.
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