October 5, 2020 • 24 mins
Now is not the time to pull back! It's time to surge forward! To navigate your team through the dysfunction and disruption, you and your leaders need to be fully equipped with the right skills. Leadership Skills! Paul Simkins, The Values Coach, shares five reasons why NOW IS THE BEST TIME to invest in developing your leadership.
Plus, Paul shares another installment of You Can Grill That?. This is the Veggie Edition. You can find the recipe, and many more, on the Smoke and Ash Facebook group or by emailing TLToolbox@BoldlyLead.com.
You can get a copy of Paul's eBook 15 Innovative Ways to Show Employees You Care and Not Break the Bank by emailing him at paul@BoldlyLead.com.
You can join the discussions at our Podcast Facebook group here.
You can learn more about Paul Simkins on his website.
We happily work with Buzzsprout for our podcast. See how they can help you and get a $20 Amazon Gift Card after you pay your second invoice!
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Transcript
Episode Transcript
Available transcripts are automatically generated. Complete accuracy is not guaranteed.
Producer (00:00):
The tech leaders toolbox podcast is brought to
(00:02):
you by Paul Simkins and thebully LEAD program, focusing on
helping tech leaders like you,and the frustration of low
performing teams, and losingexcellent employees. So they can
increase productivity by 50%. Gohome on time, and sleep better
at nights.
Paul Simkins (00:23):
Hello, and welcome to the tech leaders toolbox. I'm
Paul Simkins. And we're herebecause how you lead today
determines how your teamsucceeds tomorrow, and you are
definitely a leader. That's whyyou're here. And leadership is
all about influence. And as aleader, you know that you have
(00:44):
to increase your influence eachand every day with your team,
and you increase your value setand live by your values. And
that's how you become a powerfulleader. This is Episode 37 of
the podcast. So let's talk aboutwhy you should be investing in
leadership development rightnow. Not tomorrow, right now.
(01:07):
Are you ready? Let's go.
We're in an election year, andall the pandemonium that comes
with that we're having apandemic, of course, the
resulting economic hit from allof that, everything else going
on, it's a very scary time to bein business right now. It's a
(01:30):
very scary time to be a leader.
And it is stressful. Oh, sostressful. But great leaders
know that even in times likethis, and especially in times
like this, they need to becomemore so that they can add more
value to their team and generatemore value out of their team.
And they know that all of theirother leaders need to become
(01:54):
more as well. during times likethis, it is quite natural to
want to pull back, be a littleconservative, maybe cancel some
programs and some initiativesyou were working on. And maybe
even focus on nothing butgenerating income. I know the
last time we had a big economicdownfall, I worked with a lot of
(02:16):
organizations were leaders whohad been embracing more of an
empowerment model with theirteam. Business owners were
suddenly pulling that back andbecoming a lot more autocratic.
And that's a very dangerousthing to do. It can have a huge
setback. great leaders know thatwhen others contract, that's
(02:42):
actually the time to expand. Andif we wait, however, the
decision to develop the leaderin us and the leader around us
comes too late. And all thedamage is done. And we have an
uphill climb to try and undo it.
(03:07):
So it's the time to be investingin developing yourself and in
developing the leaders aroundyou. And what I wanted to share
with you today is five signsthat you urgently need to invest
in leadership development today.
So here they are. First isnumber one, if your HR office is
(03:28):
a revolving door. This is oftena discussion I have with leaders
and one of the first questionsI'll ask in coaching sessions is
what is your turnover rate.
Because retention can be aproblem. When you can't keep
(03:48):
good people, not just greatpeople, you want good people
too. And if you can't keep thegood people, you're not going to
keep the great people, you got aproblem. turnover is a problem
in a lot of organizations,especially within technical
industries, it tends to be ahuge problem. The generally
(04:10):
accepted benchmark for aneffective turnover rate is about
10%. Even if you give a variableof about 5% based on an
industry, it's pretty safe tosay that if you have a turnover
rate of 25% you've got a problem20% a problem. Anything above
(04:33):
that you've got a revolvingdoor, and it's costing you tons
of money, indirect cost andproductivity. For example, on
average, it's going to cost youtwo to three times the salary of
an individual to replace them.
Think about that expense,especially in the tight budget
(04:56):
times of today. And to say thathigh turnover is just a
consequence of your industry, orit's just a part of the cost of
doing business is not onlywrong, it's bad business. You've
probably heard the cliche thatpeople don't quit jobs, they
(05:18):
quit bosses. Well, you know whysomething becomes a cliche,
because it has a strong, factualbasis. And it's probably more
accurate to say that effectiveleadership has a very high
influence on employee retention.
It's not the only factor by far.
So really making the statementthat people quit bosses is a
(05:43):
gross generalization. But it hasa tinge of truth to it. But it's
not a generalization to say thatleadership not only directly
influences retention, but alsoindirectly influences it.
There's lots of factors thatimpact employee intention,
(06:06):
retention, that includealignment, learning and
development, feedback andrecognition, enablement,
empowerment, teamwork, all ofthose factors in there, and
every single one of thosefactors are about leadership
influence. So if we draw thelines, where there is high
(06:31):
turnover, and it is always dueto one of these factors, all of
them are primarily influenced byleadership. So if you have a
revolving door in HR, you have aleadership problem. And here's
the second reason, if customersatisfaction is suffering. Let
(06:54):
me throw some numbers at you. Ifyou're a numbers kind of person,
let me throw some numbers atyou. First, consider 70% 70% is
the percentage of customers lostdue to a perception of poor
service, not price, notlocation, quality of service,
(07:17):
who provides that service toyour customers? Most likely,
it's your employees, theirattitude in their behavior
directly impact the customer iskind of like the old country
saying if mama ain't happy,ain't nobody happy. See,
employee engagement directlydrives customer satisfaction.
(07:39):
Because again, if the employeeis not happy, that's going to
show and how they interact witha customer. In fact, actually,
Gallup did a survey that showedthat companies with high
employee engagement, experienced10% higher customer
satisfaction. So customersatisfaction directly drives
(08:01):
financial performance. So if theresearch reveals that 80% of US
consumers will actually pay morefor a superior customer
experience. So we see a linkagain, between employee
engagement, customersatisfaction, financial
performance, is what impactsemployee engagement, your
(08:22):
leadership. And here's Reasonnumber three employees just
don't seem to get it. Have youever had that thought? So as a
leader, you got a vision of howyou want to see your
organization move forward, howthings work, maybe even things
working without you having to bethere every minute, right?
(08:43):
Wouldn't that be great? thatthings are clicking along
without you're having to stickyour fingers in every pie every
single day. And maybe you go offand enjoy yourself. See your
family once in a while. Go doall those fun things you'd like
to do take these things theycall vacations. You hired what
(09:03):
you thought were good people,but they're just not getting the
work done. And when they are,it's usually not the way you
would have liked it to be done.
What's wrong with them? Do theynot get it? Are they lazy? Do
they just not care? The latterseems to be the opinion of many
managers who have experiencedthis. They blame it on culture.
(09:25):
They blame it on generation. Oh,it's these millennials,
millennials. They're so selffocused. But the research says
something different censusresults and research from the
Pew Research Center says that'sjust not so. There are a myriad
of reasons why employees may notbe getting the job done.
(09:45):
Virtually all of them start withthe leader. Reason number four,
if departments or team membersaren't communicating Have you
heard anyone in yourorganization complain that the
right hand doesn't seem to knowwhat the left hand is doing?
Right, you hear that old phrase.
(10:09):
That's a breakdown incommunication, folks. If it's by
design, it's even biggerproblem. But it should never be
happening the right hand shouldalways know what the left hand
is doing within yourorganization. breakdowns and
communication happened mostfrequently, in the midst of
conflict. Fear triggers theguarding of information, unmet
(10:33):
expectations, never expressedpoor listening skills,
confusion, and insecurity,either for the future of the
organization, or for their ownjob. Changing that culture,
changing that breakdown incommunication, improving it.
(10:56):
It's up to the leader to spurthose kinds of changes.
Communication begins from thetop if you're the business
owner, if you're the CEO oranother executive office,
communication, bettercommunication starts with you.
And before you say, but I'm agreat communicator, you need to
(11:19):
know that first of all, there'sbeen lots of studies to prove
that most of us aren't greatcommunicators. And secondly, no
matter how good a communicatoryou are, there is always
something more to learn aboutit. Let me share a secret with
you. Now, probably not a bigsecret. This is my business.
(11:40):
This is my calling. This is whatI do. And I still have a lot to
learn. And I'm learning it eachand every day, how to be a
better communicator. poorcommunication is a sign you need
leadership development. Andfinally, number five, if there
(12:00):
is a general air of discontent,you can probably feel it if it's
there. Is it very palpableclimate in the office kind of
heaviness in the air almost.
People are silent, something'swrong. productivity is, is down.
But sarcasm, cynicism andmaintenance and complaining are
(12:21):
way up. Perhaps even openhostility is there. These are
strong signs of low morale. Itrequires quick decisive action
from a knowledgeable andexperienced leader. The wrong
choices here may simplyaccelerate the downward spiral
(12:41):
into total office dysfunction.
Without knowing how to identifythe issues and address them, it
may continue until it is nolonger fixable. If you ever
remember the old leadershipmodel of the phases that teams
(13:02):
go through there's forming,storming, performing and
norming. Well, there's anotherphase in there that was added at
a later time, which isdisbanding. Sometimes at some
time at different points inthose four phases of a team, the
team just dissolves eitherbecause of dysfunction, or
(13:25):
because it's no longernecessary. But most of the time,
it's dysfunction. everyoneloses, the organization loses
the employee loses you theleader loses. I know that when
crisis hits, leadershipdevelopment should become a
priority. So let me leave youwith this. Here's the tip of the
(13:47):
day to get you started on that.
One of the things you can doright now to get yourself set up
for effective leadershipdevelopment, is to start with
getting personality profilesdone on all your leaders,
including yourself. If you havethe resources, ideally do it for
the entire team. I'm personallyI'm a big fan of disk, I'm
(14:11):
certified on the disk model,model or what they call the
model of human behavior. And Ilove using the disk. But you
know what I never do with anyorganization that I go in and do
that for. I don't pass out thesurveys and then place the graft
results in front of everybody.
(14:34):
And you know why? Because itbecomes a parlor game. Right?
Everybody goes Yo I'm an AI andyou're a D or you're an S and
your a C and no and and makingbig jokes about it and focus on
practical application. Sowhether you come to me about it
or whether you go to anybodyabout having a personality
profile done, make sure that youare very specific about having
(14:59):
practice practical applicationsof what you learn. Because
without those practicalapplications, this is just
another parlor game of puttingpeople putting initials on the
side of their cubicle wall. Soagain, start by getting
personality profiles done on allthe leaders, including yourself.
(15:21):
Again, if you have theresources, ideally, the whole
team, the more you understandabout personality types, the
more communication, the morerewards, the more everything you
do within your team can betargeted to meet the specific
needs of individuals. And that'show you strengthen a team. And
(15:44):
that's how you know where tofocus your leadership
development. We'll be back in amoment.
Producer (15:52):
While you're here, take a moment right now to
subscribe to the tech leaderstoolbox podcast, and leave a
review. That way, you willalways be up to date on the bold
and innovative leadershipprinciples we are sharing here.
And come join the tech leaderstoolbox Facebook group as well,
where you and other leadersdiscuss these concepts in more
(16:13):
detail. And we answer yourquestions. Subscribe today and
share this with your friends.
Paul Simkins (16:21):
All right, we reached one of my favorite parts
of the show again, those of youwho have listened to episodes
before know that I am a huge fanof outdoor cooking is all kinds
of outdoor cooking I have, Ihave a smoker I keep on my back
porch, I have a grill. I haveseveral Dutch ovens and I love
to do cooking over open fire Icamp a lot. So I like to do
(16:42):
cooking out there. And so I'malways looking for great
recipes. And I love doing all ofthis so much. I actually created
a Facebook group called smokeand ash. And on the smoking dash
Facebook group me and all myfriends. We gathered together we
go out there regularly we weshare recipes, we share ideas,
(17:04):
we share the latest tools andequipment that we've bought and
how to do it and techniques. Andwe'll argue about the best
sauces and things like that. Andall of the all the recipes out
there great and and you'rewelcome to come and join us
again, it's called smoke and ashFacebook group. And you come out
and join us and you'll find newrecipes out there all the time.
(17:27):
And in fact, what I'm going toshare with you today I always
share a recipe on the show. Andall of the recipes I share on
the show are out there on thatFacebook group as well. What I
want to share with you today iskind of a follow up edition
previously in a previousepisode, I created an episode
that I called you can grill thatwhere I talked about things that
(17:48):
you might not otherwise thinkabout putting on the grill that
actually do quite well and itfocused on using on different
kinds of fruits that you cangrill. Today I'm going to focus
on veggies and I'm going tovariate off on some veggies that
you may not think about puttingon the grill but actually are
quite good. So the first one isan avocado. Now I love avocado,
(18:15):
the creaminess the richness ofan avocado when it's nice and
right is just perfect. That canbe enhanced. If you put it on
the grill. What I normally do isI'll cut the avocado in half and
of course take the seed out. Andthen I'll rub a little bit of
olive oil or grapeseed oil onthe on the meat and then season
(18:39):
it with either some kind of aslightly spicy seasoning like
tahini or Greek seasoning, orjust salt and pepper. And then
slap that face down on thegrill. You don't even have to
worry about peeling it yet. Youworry about it after you've
grilled it but just slap thatdown and facedown on the grill
for about 510 minutes and thentake that off and then you can
(19:04):
then you can go ahead and peelit and all just the seasoning
and the flavors that get intothere that mix with that
creaminess of the texture of theavocado and is just terrific.
Here's another one a lot ofpeople don't think about is
eggplant, putting your eggplanton the grill. Now what I'll
(19:25):
usually do if I'm using one ofthe large eggplants, then I'll
peel the eggplant first. AndI'll either cut it into wedges,
small wedges, or I'll just cutit the whole thing into long
strips. And then you want to putit in a colander and sprinkle it
with salt for a little bit andlet it sit there for about 15
(19:45):
minutes that draws a lot of thewater out of it. That gets in
there. A lot of people say oh itdraws the toxins out and
everything but there's notreally a lot of toxins in
eggplant. So after you've let itsit for about 15 minutes, right
them off.
And then in a bowl, you're goingto mix together about three
tablespoons of either olive oilor grapeseed oil, about two to
(20:09):
three minced cloves of garlic, ateaspoon of partially and a
teaspoon of oregano. And thenabout a quarter teaspoon of salt
and about one eighth of ateaspoon of pepper. Mix all that
together. And then take a grillbrush or not a grill brush, but
take a brush and brush one sideof each of those eggplant strips
(20:31):
liberally with that mixture.
Then place that brushed sidedown on the grill. And then
brush the other side. Grill eachside for about three to five
minutes. And again, you're goingto love the flavor of that and
even if you're not a bigeggplant fan, you're going to
like this. Here Another one isbell peppers. I'll sometimes use
the mini bell peppers for thisbut even full size bell peppers,
(20:54):
grill them whole. Don't openthem up, don't see them or slice
off the tops or anything else.
Just rub a little bit oil on theoutside, put them on the grill,
turn them often until the skinstarts to pop or peel and then
let them cool you can finish thepeeling. And oh it's you're
(21:15):
basically having roasted peppersand it's delicious. Another one
is sweet potatoes. Peel yoursweet potatoes, cut them across
into disk about a quarter inchthick. brush them with butter or
oil season with pepper orrosemary. slap them on the grill
again, delicious. My daughterwho's not a really a big sweet
(21:35):
potato fan loves this. Andgarlic. What I do with this is I
use what they call the elephantgarlic which are the huge bulbs
of garlic. Again, don't peel itor anything just any of the
loose outer layers, take themoff, rub the whole thing with a
little bit of oil, place it onthe grill just off of the direct
(21:57):
heat. And this usually worksbetter in a charcoal or wood
grill but you can get away withit in a gas grill. But put it
just off of the direct heat. Andlet it cook there for about 30
to 60 minutes until soft. Whenit's done. All you have to do is
just take one of the clothes offof there and squeeze it and all
(22:19):
of the inside is soft and itcomes out and you can put that
on a crostini or a gourmetcracker and it is delicious a
roasted garlic. So again, that'sa that's some of the things you
can do with veggies out on thegrill that you may not have
thought about before. And if youhave an outdoor recipe you would
love to share with me, I wouldlove to hear it. If you send it
(22:41):
to me and I share it on the airon the show. I will give you
credit and I'll let you knowwhen the episode drops so that
you can save it. All you have todo is send your recipe to T l
toolbox at boldly lead.comthat's t l toolbox at boldly
lead calm. Alright, so thisweek, we talked about five
(23:01):
reasons why you should beinvesting in leadership
development right now. And ifyou saw any of those problems
within your organization, thenyou want to get to work right
away. Because remember, greatleaders know that when everyone
else can tracks that's the timeto expand and come on out and
join our Facebook group. We havea Facebook group for the podcast
(23:24):
called the tech leaders toolboxwhere we expand the discussions
that we have here. And if youare listening to this on a
podcast app, be sure tosubscribe, be sure to give us a
five star rating and review thepodcast that's going to help
other people find it and theycan benefit from this as well if
you're getting value out ofthis. Well, that's all for this
(23:45):
week, folks, until next week, goout and be the leader. You were
meant to be
The tech leaders toolbox podcast is brought to
(00:02):
you by Paul Simkins and thebully LEAD program, focusing on
helping tech leaders like you,and the frustration of low
performing teams, and losingexcellent employees. So they can
increase productivity by 50%. Gohome on time, and sleep better
at nights.
Paul Simkins (00:23):
Hello, and welcome to the tech leaders toolbox. I'm
Paul Simkins. And we're herebecause how you lead today
determines how your teamsucceeds tomorrow, and you are
definitely a leader. That's whyyou're here. And leadership is
all about influence. And as aleader, you know that you have
(00:44):
to increase your influence eachand every day with your team,
and you increase your value setand live by your values. And
that's how you become a powerfulleader. This is Episode 37 of
the podcast. So let's talk aboutwhy you should be investing in
leadership development rightnow. Not tomorrow, right now.
(01:07):
Are you ready? Let's go.
We're in an election year, andall the pandemonium that comes
with that we're having apandemic, of course, the
resulting economic hit from allof that, everything else going
on, it's a very scary time to bein business right now. It's a
(01:30):
very scary time to be a leader.
And it is stressful. Oh, sostressful. But great leaders
know that even in times likethis, and especially in times
like this, they need to becomemore so that they can add more
value to their team and generatemore value out of their team.
And they know that all of theirother leaders need to become
(01:54):
more as well. during times likethis, it is quite natural to
want to pull back, be a littleconservative, maybe cancel some
programs and some initiativesyou were working on. And maybe
even focus on nothing butgenerating income. I know the
last time we had a big economicdownfall, I worked with a lot of
(02:16):
organizations were leaders whohad been embracing more of an
empowerment model with theirteam. Business owners were
suddenly pulling that back andbecoming a lot more autocratic.
And that's a very dangerousthing to do. It can have a huge
setback. great leaders know thatwhen others contract, that's
(02:42):
actually the time to expand. Andif we wait, however, the
decision to develop the leaderin us and the leader around us
comes too late. And all thedamage is done. And we have an
uphill climb to try and undo it.
(03:07):
So it's the time to be investingin developing yourself and in
developing the leaders aroundyou. And what I wanted to share
with you today is five signsthat you urgently need to invest
in leadership development today.
So here they are. First isnumber one, if your HR office is
(03:28):
a revolving door. This is oftena discussion I have with leaders
and one of the first questionsI'll ask in coaching sessions is
what is your turnover rate.
Because retention can be aproblem. When you can't keep
(03:48):
good people, not just greatpeople, you want good people
too. And if you can't keep thegood people, you're not going to
keep the great people, you got aproblem. turnover is a problem
in a lot of organizations,especially within technical
industries, it tends to be ahuge problem. The generally
(04:10):
accepted benchmark for aneffective turnover rate is about
10%. Even if you give a variableof about 5% based on an
industry, it's pretty safe tosay that if you have a turnover
rate of 25% you've got a problem20% a problem. Anything above
(04:33):
that you've got a revolvingdoor, and it's costing you tons
of money, indirect cost andproductivity. For example, on
average, it's going to cost youtwo to three times the salary of
an individual to replace them.
Think about that expense,especially in the tight budget
(04:56):
times of today. And to say thathigh turnover is just a
consequence of your industry, orit's just a part of the cost of
doing business is not onlywrong, it's bad business. You've
probably heard the cliche thatpeople don't quit jobs, they
(05:18):
quit bosses. Well, you know whysomething becomes a cliche,
because it has a strong, factualbasis. And it's probably more
accurate to say that effectiveleadership has a very high
influence on employee retention.
It's not the only factor by far.
So really making the statementthat people quit bosses is a
(05:43):
gross generalization. But it hasa tinge of truth to it. But it's
not a generalization to say thatleadership not only directly
influences retention, but alsoindirectly influences it.
There's lots of factors thatimpact employee intention,
(06:06):
retention, that includealignment, learning and
development, feedback andrecognition, enablement,
empowerment, teamwork, all ofthose factors in there, and
every single one of thosefactors are about leadership
influence. So if we draw thelines, where there is high
(06:31):
turnover, and it is always dueto one of these factors, all of
them are primarily influenced byleadership. So if you have a
revolving door in HR, you have aleadership problem. And here's
the second reason, if customersatisfaction is suffering. Let
(06:54):
me throw some numbers at you. Ifyou're a numbers kind of person,
let me throw some numbers atyou. First, consider 70% 70% is
the percentage of customers lostdue to a perception of poor
service, not price, notlocation, quality of service,
(07:17):
who provides that service toyour customers? Most likely,
it's your employees, theirattitude in their behavior
directly impact the customer iskind of like the old country
saying if mama ain't happy,ain't nobody happy. See,
employee engagement directlydrives customer satisfaction.
(07:39):
Because again, if the employeeis not happy, that's going to
show and how they interact witha customer. In fact, actually,
Gallup did a survey that showedthat companies with high
employee engagement, experienced10% higher customer
satisfaction. So customersatisfaction directly drives
(08:01):
financial performance. So if theresearch reveals that 80% of US
consumers will actually pay morefor a superior customer
experience. So we see a linkagain, between employee
engagement, customersatisfaction, financial
performance, is what impactsemployee engagement, your
(08:22):
leadership. And here's Reasonnumber three employees just
don't seem to get it. Have youever had that thought? So as a
leader, you got a vision of howyou want to see your
organization move forward, howthings work, maybe even things
working without you having to bethere every minute, right?
(08:43):
Wouldn't that be great? thatthings are clicking along
without you're having to stickyour fingers in every pie every
single day. And maybe you go offand enjoy yourself. See your
family once in a while. Go doall those fun things you'd like
to do take these things theycall vacations. You hired what
(09:03):
you thought were good people,but they're just not getting the
work done. And when they are,it's usually not the way you
would have liked it to be done.
What's wrong with them? Do theynot get it? Are they lazy? Do
they just not care? The latterseems to be the opinion of many
managers who have experiencedthis. They blame it on culture.
(09:25):
They blame it on generation. Oh,it's these millennials,
millennials. They're so selffocused. But the research says
something different censusresults and research from the
Pew Research Center says that'sjust not so. There are a myriad
of reasons why employees may notbe getting the job done.
(09:45):
Virtually all of them start withthe leader. Reason number four,
if departments or team membersaren't communicating Have you
heard anyone in yourorganization complain that the
right hand doesn't seem to knowwhat the left hand is doing?
Right, you hear that old phrase.
(10:09):
That's a breakdown incommunication, folks. If it's by
design, it's even biggerproblem. But it should never be
happening the right hand shouldalways know what the left hand
is doing within yourorganization. breakdowns and
communication happened mostfrequently, in the midst of
conflict. Fear triggers theguarding of information, unmet
(10:33):
expectations, never expressedpoor listening skills,
confusion, and insecurity,either for the future of the
organization, or for their ownjob. Changing that culture,
changing that breakdown incommunication, improving it.
(10:56):
It's up to the leader to spurthose kinds of changes.
Communication begins from thetop if you're the business
owner, if you're the CEO oranother executive office,
communication, bettercommunication starts with you.
And before you say, but I'm agreat communicator, you need to
(11:19):
know that first of all, there'sbeen lots of studies to prove
that most of us aren't greatcommunicators. And secondly, no
matter how good a communicatoryou are, there is always
something more to learn aboutit. Let me share a secret with
you. Now, probably not a bigsecret. This is my business.
(11:40):
This is my calling. This is whatI do. And I still have a lot to
learn. And I'm learning it eachand every day, how to be a
better communicator. poorcommunication is a sign you need
leadership development. Andfinally, number five, if there
(12:00):
is a general air of discontent,you can probably feel it if it's
there. Is it very palpableclimate in the office kind of
heaviness in the air almost.
People are silent, something'swrong. productivity is, is down.
But sarcasm, cynicism andmaintenance and complaining are
(12:21):
way up. Perhaps even openhostility is there. These are
strong signs of low morale. Itrequires quick decisive action
from a knowledgeable andexperienced leader. The wrong
choices here may simplyaccelerate the downward spiral
(12:41):
into total office dysfunction.
Without knowing how to identifythe issues and address them, it
may continue until it is nolonger fixable. If you ever
remember the old leadershipmodel of the phases that teams
(13:02):
go through there's forming,storming, performing and
norming. Well, there's anotherphase in there that was added at
a later time, which isdisbanding. Sometimes at some
time at different points inthose four phases of a team, the
team just dissolves eitherbecause of dysfunction, or
(13:25):
because it's no longernecessary. But most of the time,
it's dysfunction. everyoneloses, the organization loses
the employee loses you theleader loses. I know that when
crisis hits, leadershipdevelopment should become a
priority. So let me leave youwith this. Here's the tip of the
(13:47):
day to get you started on that.
One of the things you can doright now to get yourself set up
for effective leadershipdevelopment, is to start with
getting personality profilesdone on all your leaders,
including yourself. If you havethe resources, ideally do it for
the entire team. I'm personallyI'm a big fan of disk, I'm
(14:11):
certified on the disk model,model or what they call the
model of human behavior. And Ilove using the disk. But you
know what I never do with anyorganization that I go in and do
that for. I don't pass out thesurveys and then place the graft
results in front of everybody.
(14:34):
And you know why? Because itbecomes a parlor game. Right?
Everybody goes Yo I'm an AI andyou're a D or you're an S and
your a C and no and and makingbig jokes about it and focus on
practical application. Sowhether you come to me about it
or whether you go to anybodyabout having a personality
profile done, make sure that youare very specific about having
(14:59):
practice practical applicationsof what you learn. Because
without those practicalapplications, this is just
another parlor game of puttingpeople putting initials on the
side of their cubicle wall. Soagain, start by getting
personality profiles done on allthe leaders, including yourself.
(15:21):
Again, if you have theresources, ideally, the whole
team, the more you understandabout personality types, the
more communication, the morerewards, the more everything you
do within your team can betargeted to meet the specific
needs of individuals. And that'show you strengthen a team. And
(15:44):
that's how you know where tofocus your leadership
development. We'll be back in amoment.
Producer (15:52):
While you're here, take a moment right now to
subscribe to the tech leaderstoolbox podcast, and leave a
review. That way, you willalways be up to date on the bold
and innovative leadershipprinciples we are sharing here.
And come join the tech leaderstoolbox Facebook group as well,
where you and other leadersdiscuss these concepts in more
(16:13):
detail. And we answer yourquestions. Subscribe today and
share this with your friends.
Paul Simkins (16:21):
All right, we reached one of my favorite parts
of the show again, those of youwho have listened to episodes
before know that I am a huge fanof outdoor cooking is all kinds
of outdoor cooking I have, Ihave a smoker I keep on my back
porch, I have a grill. I haveseveral Dutch ovens and I love
to do cooking over open fire Icamp a lot. So I like to do
(16:42):
cooking out there. And so I'malways looking for great
recipes. And I love doing all ofthis so much. I actually created
a Facebook group called smokeand ash. And on the smoking dash
Facebook group me and all myfriends. We gathered together we
go out there regularly we weshare recipes, we share ideas,
(17:04):
we share the latest tools andequipment that we've bought and
how to do it and techniques. Andwe'll argue about the best
sauces and things like that. Andall of the all the recipes out
there great and and you'rewelcome to come and join us
again, it's called smoke and ashFacebook group. And you come out
and join us and you'll find newrecipes out there all the time.
(17:27):
And in fact, what I'm going toshare with you today I always
share a recipe on the show. Andall of the recipes I share on
the show are out there on thatFacebook group as well. What I
want to share with you today iskind of a follow up edition
previously in a previousepisode, I created an episode
that I called you can grill thatwhere I talked about things that
(17:48):
you might not otherwise thinkabout putting on the grill that
actually do quite well and itfocused on using on different
kinds of fruits that you cangrill. Today I'm going to focus
on veggies and I'm going tovariate off on some veggies that
you may not think about puttingon the grill but actually are
quite good. So the first one isan avocado. Now I love avocado,
(18:15):
the creaminess the richness ofan avocado when it's nice and
right is just perfect. That canbe enhanced. If you put it on
the grill. What I normally do isI'll cut the avocado in half and
of course take the seed out. Andthen I'll rub a little bit of
olive oil or grapeseed oil onthe on the meat and then season
(18:39):
it with either some kind of aslightly spicy seasoning like
tahini or Greek seasoning, orjust salt and pepper. And then
slap that face down on thegrill. You don't even have to
worry about peeling it yet. Youworry about it after you've
grilled it but just slap thatdown and facedown on the grill
for about 510 minutes and thentake that off and then you can
(19:04):
then you can go ahead and peelit and all just the seasoning
and the flavors that get intothere that mix with that
creaminess of the texture of theavocado and is just terrific.
Here's another one a lot ofpeople don't think about is
eggplant, putting your eggplanton the grill. Now what I'll
(19:25):
usually do if I'm using one ofthe large eggplants, then I'll
peel the eggplant first. AndI'll either cut it into wedges,
small wedges, or I'll just cutit the whole thing into long
strips. And then you want to putit in a colander and sprinkle it
with salt for a little bit andlet it sit there for about 15
(19:45):
minutes that draws a lot of thewater out of it. That gets in
there. A lot of people say oh itdraws the toxins out and
everything but there's notreally a lot of toxins in
eggplant. So after you've let itsit for about 15 minutes, right
them off.
And then in a bowl, you're goingto mix together about three
tablespoons of either olive oilor grapeseed oil, about two to
(20:09):
three minced cloves of garlic, ateaspoon of partially and a
teaspoon of oregano. And thenabout a quarter teaspoon of salt
and about one eighth of ateaspoon of pepper. Mix all that
together. And then take a grillbrush or not a grill brush, but
take a brush and brush one sideof each of those eggplant strips
(20:31):
liberally with that mixture.
Then place that brushed sidedown on the grill. And then
brush the other side. Grill eachside for about three to five
minutes. And again, you're goingto love the flavor of that and
even if you're not a bigeggplant fan, you're going to
like this. Here Another one isbell peppers. I'll sometimes use
the mini bell peppers for thisbut even full size bell peppers,
(20:54):
grill them whole. Don't openthem up, don't see them or slice
off the tops or anything else.
Just rub a little bit oil on theoutside, put them on the grill,
turn them often until the skinstarts to pop or peel and then
let them cool you can finish thepeeling. And oh it's you're
(21:15):
basically having roasted peppersand it's delicious. Another one
is sweet potatoes. Peel yoursweet potatoes, cut them across
into disk about a quarter inchthick. brush them with butter or
oil season with pepper orrosemary. slap them on the grill
again, delicious. My daughterwho's not a really a big sweet
(21:35):
potato fan loves this. Andgarlic. What I do with this is I
use what they call the elephantgarlic which are the huge bulbs
of garlic. Again, don't peel itor anything just any of the
loose outer layers, take themoff, rub the whole thing with a
little bit of oil, place it onthe grill just off of the direct
(21:57):
heat. And this usually worksbetter in a charcoal or wood
grill but you can get away withit in a gas grill. But put it
just off of the direct heat. Andlet it cook there for about 30
to 60 minutes until soft. Whenit's done. All you have to do is
just take one of the clothes offof there and squeeze it and all
(22:19):
of the inside is soft and itcomes out and you can put that
on a crostini or a gourmetcracker and it is delicious a
roasted garlic. So again, that'sa that's some of the things you
can do with veggies out on thegrill that you may not have
thought about before. And if youhave an outdoor recipe you would
love to share with me, I wouldlove to hear it. If you send it
(22:41):
to me and I share it on the airon the show. I will give you
credit and I'll let you knowwhen the episode drops so that
you can save it. All you have todo is send your recipe to T l
toolbox at boldly lead.comthat's t l toolbox at boldly
lead calm. Alright, so thisweek, we talked about five
(23:01):
reasons why you should beinvesting in leadership
development right now. And ifyou saw any of those problems
within your organization, thenyou want to get to work right
away. Because remember, greatleaders know that when everyone
else can tracks that's the timeto expand and come on out and
join our Facebook group. We havea Facebook group for the podcast
(23:24):
called the tech leaders toolboxwhere we expand the discussions
that we have here. And if youare listening to this on a
podcast app, be sure tosubscribe, be sure to give us a
five star rating and review thepodcast that's going to help
other people find it and theycan benefit from this as well if
you're getting value out ofthis. Well, that's all for this
(23:45):
week, folks, until next week, goout and be the leader. You were
meant to be
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