February 6, 2024 • 21 mins
We’re continuing with the #LeaderSHIFT series on the podcast this week. These episodes are very direct & to the point, where we'll talk about the different challenges leaders tend to face & how to shift into becoming an influential leader who leads a healthy culture & engaged team!
In this episode, I’m sharing how you can shift from relying on motivation to building momentum in your leadership goals!
Mentioned in this episode:
Get 15% off the Employee Engagement Planning Packet – Take the guesswork out of engaging your team with 50 + employee engagement activities & planner templates here – USE CODE engpp15:
https://baproinc.com/product/employee-engagement-planning-packet/
The 5 Languages of Appreciation in the Workplace: Empowering Organizations by Encouraging People: https://www.amazon.com/gp/product/080246176X/ref=as_li_tl?ie=UTF8&camp=1789&creative=9325&creativeASIN=080246176X&linkCode=as2&tag=b0b869-20&linkId=e9b43a95dd8371f7aa083748fadaca6d
Need one-on-one help with your employee engagement plan? Schedule your complimentary clarity call with me here! www.baproinc.com/ep152
Apply to join the New Leader, BIG IMPACT Coaching Program to level up your leadership & build an engaging team... even if the culture is toxic & without management's support! https://baproinc.com/newleaderbigimpact
Questions about this episode? Topic suggestions for future episodes? Send them to culture@businessadvocatespro.com
Let's chat about this episode on Twitter: @BAPROINC or IG: @CultureBuildingPRO
The Culture Building like a PRO Podcast: Simple ways to transform your company culture... Today! | Company Culture | Culture Building | Organizational Culture | Employee Engagement | Effective Leadership | Servant Leadership |
baproinc.com
In this episode, I’m sharing how you can shift from relying on motivation to building momentum in your leadership goals!
Mentioned in this episode:
Get 15% off the Employee Engagement Planning Packet – Take the guesswork out of engaging your team with 50 + employee engagement activities & planner templates here – USE CODE engpp15:
https://baproinc.com/product/employee-engagement-planning-packet/
The 5 Languages of Appreciation in the Workplace: Empowering Organizations by Encouraging People: https://www.amazon.com/gp/product/080246176X/ref=as_li_tl?ie=UTF8&camp=1789&creative=9325&creativeASIN=080246176X&linkCode=as2&tag=b0b869-20&linkId=e9b43a95dd8371f7aa083748fadaca6d
Need one-on-one help with your employee engagement plan? Schedule your complimentary clarity call with me here! www.baproinc.com/ep152
Apply to join the New Leader, BIG IMPACT Coaching Program to level up your leadership & build an engaging team... even if the culture is toxic & without management's support! https://baproinc.com/newleaderbigimpact
Questions about this episode? Topic suggestions for future episodes? Send them to culture@businessadvocatespro.com
Let's chat about this episode on Twitter: @BAPROINC or IG: @CultureBuildingPRO
The Culture Building like a PRO Podcast: Simple ways to transform your company culture... Today! | Company Culture | Culture Building | Organizational Culture | Employee Engagement | Effective Leadership | Servant Leadership |
baproinc.com
Mark as Played
Transcript
Episode Transcript
Available transcripts are automatically generated. Complete accuracy is not guaranteed.
(00:04):
Welcome to the Culture Building like aPro podcast, helping small business owners and
managers lead a company culture where employeesare engaged to do their best work because
they want to and not because theyhave to. Now, let's jump start
your culture transformation with company culture Strategists, leadership coach and trainer Deanna Applin.
(00:28):
Happy Tuesday and Happy top of twentytwenty four. I am so excited to
be back with you. Thanks forlistening to the Culture Building Like a Pro
podcast. I hope that you hadan amazing holiday season and that you were
able to jumpstart your new year withease and overall that you're doing well.
(00:53):
I'm Deanna, your host, andif you are as excited as I am
to be intentional and really getting toostride with making an impact in your leadership
journey, then you are definitely inthe right place and to do so.
We are kicking off the year gettingback into our hashtag Leadershift episodes. If
(01:19):
you've been listening for a while,which by the way, I want to
say thank you for those of youwho have reached out to me to let
me know how much you've appreciated thesehashtag Leadershift episodes and how much they've resonated
with you and you've been able touse them in your daily leadership. That
means the world to me. I'mso glad that these episodes have been valuable
(01:40):
for you, and I hope andpray that the upcoming episodes will do just
that and even more. These hashtagLeadershift episodes were created to get to the
point and be very direct about tacklingthose common challenges that we face as leaders
and most of all, how wecan overcome them and shift into the level
(02:02):
of leadership that creates an impact andinfluences excellence among your team. Being as
though we are at the start ofa new year, the one thing a
lot of us tend to feel isthat surge of motivation. And we've all
been there right Regardless of what we'remotivated to do, whether that's get back
(02:23):
into the gym, or start ourfitness journey, eat cleaner and healthier,
or become more organized, whatever yourgoals are, we get the surge of
motivation where you just wake up oneday and you're ready to go full force
with tackling this goal. You're motivated, you're inspired, ready to conquer the
(02:46):
world. But the thing about motivationis that it's trendy, and we know
trends don't last long. It isgreat when it's there, but once it's
gone, you find yourself almost ina spiral or in a rut, trying
to get it back. And asleaders, you may find yourself riding that
(03:10):
motivation wave and then crash when thingsstart to get tough or when the unexpected
happens. And you shouldn't feel badabout this, because this is bound to
happen. And that's because motivation isexternal, and it is driven by circumstances,
feelings, and even immediate rewards.In other words, it's very temporary,
(03:35):
and it's also pretty flaky, likethat friend that you know you just
don't quite depend on for the majorthings because you never know if they're going
to stick around or not. Butthe good thing is is that you can
actually reach stride and hitting your goalsand making those changes, building habits that
(04:00):
will actually get you to where youwant to be. And it's a secret
sauce to that, and it's calledmomentum. Unlike motivation, momentum is internal
and it's the force that keeps yougoing. When that initial excitement of motivation
wears off. It's almost like thedifference between a one hit wonder and a
(04:25):
singer or an artist who consistently makesalbums that top the charts. So in
today's Leadershift, we are going totalk about how you can shift from being
motivated in the moment when things feeleasy and good, to building momentum for
(04:46):
consistency and discipline in your leadership journey. We're also going to talk about this
in three different areas, and thefirst area is building momentum with employee engagement.
And the first way that you dothis is to connect with your team
on a personal level. Engagement startswith connection. Why is that because engagement
(05:13):
is relationship building and you build relationshipsand increase engagement through connection. So take
the time to get to know yourteam beyond their job titles. Again,
we're talking about people, not justjob roles, and you can do this
by simply asking them about their goals, their passions, what gets them out
(05:36):
of bed in the morning. Whenyou focus on building personal connections, engagement
naturally increases. The second way youcan build momentum and with employee engagement is
to foster a collaborative environment. Encourageopen communication and collaboration with your team.
(05:57):
Let them know that their voices arenot only heard, but they are valued.
And when people feel like they area part of a collective effort,
they'll start to buy in and wantto participate a little bit more, which
ultimately continues to build their engagement.And the third way to build momentum with
employee engagement is to remember that recognitiongoes a long way. Acknowledge and celebrate
(06:26):
both the big and the small winsof the people on your team, whether
that's individually or as a whole.Recognition is in a way like fuel for
engagement. It shows your team thattheir efforts are noticed and appreciated, and
it also creates, in a sense, a feedback loop, a positive feedback
loop that helps propel the team forward. And I would even go a step
(06:50):
further to say the best way tobe mindful about recognizing people on your team
is to unders stand how they feelmost appreciated. The book that I think
helps leaders understand this very well isby Gary Chapman. I've talked about it
(07:11):
plenty of times. I always recommendit, but it's called The Five Languages
of Appreciation in the Workplace, andit helps you understand what ways each person
on your team feels most appreciated,so you can speak their appreciation language.
And this is important because you wantto ensure that you are acknowledging and speaking
(07:34):
the language of appreciation that resonates mostwith each person. Someone who tends to
feel more appreciated by receiving rewards maynot be as moved or receptive to getting
recognized for something that they do.Now doesn't mean don't recognize them, but
(07:56):
understand that what is more meaningful tothem is to receive rewards or bonuses for
the things that they do, muchlike words of affirmation or telling someone how
much you appreciate what they do versusdoing something to remove obstacles from their path.
Everyone's language of appreciation is different,and when you understand what those languages
(08:20):
are for each person on your team, you're well on your way to building
momentum with employee engagement and doing thison a consistent basis. This becomes a
part of how you lead daily.Now, the next way that you can
shift from being motivated in the momentto building momentum and being consistent is with
(08:43):
culture building, and the first waythat you can do that is to lead
by example. Culture is not whatis on your website. It's not what
is posted on the walls of youroffice. It's not what you see say
the culture is. It is whatis consistently the norm and almost in a
(09:07):
sense, a way of life withinyour company and within your team. As
a leader, it's important that youembody the values and behaviors that you want
to see in your team because youractions help set the tone for the culture.
So what you do and don't dohelps shape the norm. It sends
(09:28):
a message to your team that thisis how we operate, this is what
the culture is. And the moreyou're mindful of your level of influence and
how you can show people what isnormal and what we stand for as a
team and as a company, you'reable to help build that momentum for them
(09:48):
to then acquiesce or in a sense, adapt, some of those same characteristics
and same behaviors and actions that helpshape the cult culture in a healthy way.
Number two, encourage a growth mindsetwith your team. Create a culture
that embraces continuous improvement and encourage yourteam to see challenges as opportunities for growth,
(10:13):
and create an environment where learning iscelebrated. You don't want to create
a team where you have a bunchof know it alls, or everyone feels
like they've reached the highest level ofachievement and knowledge when it comes to how
to do their job. Everyone shouldhave an attitude of teachability and this starts
(10:37):
with you and you creating that environmentthat supports learning, that supports teachability.
This mindset fuels momentum for both eachperson on your team and the team as
a whole. And next, youcan build momentum with culture building habits.
(11:01):
And I don't mean just you doingthis for yourself, although you should create
better habits in your leadership walk andyour daily practices, but you can help
influence this with your team. Sowhether this is having weekly team meetings or
monthly celebrations, these habits and intentionsstrengthen the bond between you and your team.
(11:26):
It helps them understand and even ina way appreciate what you guys stand
for, what is important for youall as a team, and what you
value as a team. And Iwould go a step further to not just
think about it in terms of thingsthat you guys celebrate or how you schedule
(11:48):
your weekly meetings or your one onone meetings, but make this something that
is collaborative where you have conversations withyour team to understand what matters to them,
what is it that they would liketo see happen among the team,
and then you can help incorporate thisinto your practices into the habits of the
(12:11):
team. This also helps continue tobuild the culture and keep the momentum going
so that it's not just something thatthey see happen or hear talked about at
the end of the year when theholiday parties come about, or at the
start of a year when everybody isfocused on doing new things and reaching goals.
(12:33):
But this can become a living partof how your culture is shaped all
year round. And the third areathat we're going to dive into to help
you shift from just being motivated inthe moment to building consistent momentum is building
that momentum with leadership growth, andyou do that by investing in your own
(12:58):
development. A leader who stops growingwill soon stop leading because leading is about
growth, It is about being teachable. It is always about learning and striving
to be the best version of yourself. Commit to your own professional development because
(13:20):
this is something you have full controlover. You don't have control over your
team, but you do have controlover you and how you can be of
service to them. You can dothis in the simplest ways, such as
listening to this podcast or others thatyou find value in, reading books,
attending workshops, or having a mentoror a leadership coach. Your personal growth
(13:46):
ends up inspiring those around you,including your team. Another way that you
can build momentum with your own leadershipgrowth is by delegating and empowering. So
don't be a know it all anddon't try to do it all. Delegate
(14:07):
responsibilities because this helps empower your teamto take ownership and for them to grow
as well. When they see thatyou trust and believe in their abilities,
they'll start to step up more andthis creates a positive cycle for leadership growth
because you're creating more leaders and thisthen also gives you more capacity and bandwidth
(14:33):
to start to focus on the leadershipaspect of your role and not so much
the managerial aspect. And the lastway that you can build momentum with your
leadership growth is to embrace feedback andadapt. Feedback is a blueprint for growth,
and oftentimes leaders may shy away fromwelcoming that feedback from their team,
(14:56):
but that's exactly who you need itfrom. And of course you can welcome
constructive feedback from your peers and mentorsas well, but getting that from your
team, the people who you workwith daily is key, and you can
use this as a tool to adaptand refine and enhance your leadership style.
(15:18):
This willingness to evolve builds a sustainablepath for your leadership growth. Not only
does it help you become better asa leader, but it helps you create
a path to create more leaders andmake an impact with those who you have
an honor to serve every day inthe workplace. Now, if you've been
(15:43):
listening to this episode and you're nowexcited to start building that momentum when it
comes to employee engagement, culture buildingand leadership growth, I wanted to make
sure that I offered a few resourcesand tools that will help you get on
the path to doing so in doingit immediately, it's not something that you
(16:04):
have to wait to do. Thefirst thing in terms of building momentum with
employee engagement, if you are strugglingwith knowing and trying to understand what things
and activities and ways you can increaseengagement, don't worry about it. I
got you covered. I have anemployee engagement planning packet that has over fifty
(16:26):
employee engagement ideas, activities, gestures, things that you can do to help
build that momentum with consistent engagement.And what's so great about this packet is
that it actually has planning templates included, so you can plan out your weeks,
your months, your year, andalready preload your schedule with what engagement
(16:52):
activities you want to do with yourteam as a whole and individually. I'll
leave the link or that employee Engagementpacket with a discount code in the show
notes so that you can grab thatand start building that momentum with engagement.
Now, another thing I wanted tomention is in terms of building momentum with
(17:15):
your leadership growth, I encourage youto invest in your own development by continuing
to listen to this podcast. Orif you are ready to go further in
your leadership journey and you want theaccountability, the strategy, the structure,
and someone to just go along thisjourney with you and you're interested in coaching,
(17:40):
the link to apply for my newleader Big Impact Coaching program is also
in the show notes. And joiningthis program will not only help you stay
on track and see progress with becomingthe leader that you want to be,
who leads by influence, who makesan impact, who sees increase and growth
(18:02):
in their team's performance, but ithelps you build momentum by understanding your magic,
your sauce as I call it.Every one of us has a sauce
that only we can provide to thework that we do. And in this
coaching program, we help take thedesires and the ideas that are innately in
(18:26):
you and we help bring that visionto life for you so you can see
and actually have a strategy of howyou can lead daily and see an impact.
And I'll also have the link tothe book by Gary Chapman, the
Five Languages of Appreciation in the Workplacein the show notes as well, so
(18:49):
that you can use this to understandhow you can connect with your team individually
and understand what ways are more meaningfull for them to receive appreciation. I
hope that you've enjoyed today's episode,and if you did, I would love
it if you could leave an honestrating and review an Apple Podcasts and let
(19:12):
me know what you enjoyed about it, let me know how this episode was
valuable for you, and don't juststop there. Share it with someone else
who you think would find usefulness fromthis episode as well. Let's share the
wealth and if you have any questionsabout the episode, feel free to email
(19:32):
me and that address is culture atBusiness advocatespro dot com. Remember that motivation
is temporary. As your circumstances andyour feelings change, or when you start
to not see the results you werehoping for, it can easily change how
(19:52):
motivated and excited you are to accomplishthe things that you really set out to
do. But the moment we decidethat it's not about doing something that feels
good in the moment, and that'seasy, but we want to build momentum
to be consistent and see long lastingchange in our leadership efforts. And with
(20:15):
our team, we can start toput things in place, create better habits
and even systems that position us tosee the results we want and continue to
shape our leadership practices on a dayto day basis. The goal isn't for
us to get quick wins. Thegoal is for us to make an impact
(20:37):
in this position that we have thehonor of holding as a leader, and
building momentum helps us go the longhaul so that we can do this and
see results far after the new yearand even when challenges arise. Have a
great week to bake a bad backto back the bat
Welcome to the Culture Building like aPro podcast, helping small business owners and
managers lead a company culture where employeesare engaged to do their best work because
they want to and not because theyhave to. Now, let's jump start
your culture transformation with company culture Strategists, leadership coach and trainer Deanna Applin.
(00:28):
Happy Tuesday and Happy top of twentytwenty four. I am so excited to
be back with you. Thanks forlistening to the Culture Building Like a Pro
podcast. I hope that you hadan amazing holiday season and that you were
able to jumpstart your new year withease and overall that you're doing well.
(00:53):
I'm Deanna, your host, andif you are as excited as I am
to be intentional and really getting toostride with making an impact in your leadership
journey, then you are definitely inthe right place and to do so.
We are kicking off the year gettingback into our hashtag Leadershift episodes. If
(01:19):
you've been listening for a while,which by the way, I want to
say thank you for those of youwho have reached out to me to let
me know how much you've appreciated thesehashtag Leadershift episodes and how much they've resonated
with you and you've been able touse them in your daily leadership. That
means the world to me. I'mso glad that these episodes have been valuable
(01:40):
for you, and I hope andpray that the upcoming episodes will do just
that and even more. These hashtagLeadershift episodes were created to get to the
point and be very direct about tacklingthose common challenges that we face as leaders
and most of all, how wecan overcome them and shift into the level
(02:02):
of leadership that creates an impact andinfluences excellence among your team. Being as
though we are at the start ofa new year, the one thing a
lot of us tend to feel isthat surge of motivation. And we've all
been there right Regardless of what we'remotivated to do, whether that's get back
(02:23):
into the gym, or start ourfitness journey, eat cleaner and healthier,
or become more organized, whatever yourgoals are, we get the surge of
motivation where you just wake up oneday and you're ready to go full force
with tackling this goal. You're motivated, you're inspired, ready to conquer the
(02:46):
world. But the thing about motivationis that it's trendy, and we know
trends don't last long. It isgreat when it's there, but once it's
gone, you find yourself almost ina spiral or in a rut, trying
to get it back. And asleaders, you may find yourself riding that
(03:10):
motivation wave and then crash when thingsstart to get tough or when the unexpected
happens. And you shouldn't feel badabout this, because this is bound to
happen. And that's because motivation isexternal, and it is driven by circumstances,
feelings, and even immediate rewards.In other words, it's very temporary,
(03:35):
and it's also pretty flaky, likethat friend that you know you just
don't quite depend on for the majorthings because you never know if they're going
to stick around or not. Butthe good thing is is that you can
actually reach stride and hitting your goalsand making those changes, building habits that
(04:00):
will actually get you to where youwant to be. And it's a secret
sauce to that, and it's calledmomentum. Unlike motivation, momentum is internal
and it's the force that keeps yougoing. When that initial excitement of motivation
wears off. It's almost like thedifference between a one hit wonder and a
(04:25):
singer or an artist who consistently makesalbums that top the charts. So in
today's Leadershift, we are going totalk about how you can shift from being
motivated in the moment when things feeleasy and good, to building momentum for
(04:46):
consistency and discipline in your leadership journey. We're also going to talk about this
in three different areas, and thefirst area is building momentum with employee engagement.
And the first way that you dothis is to connect with your team
on a personal level. Engagement startswith connection. Why is that because engagement
(05:13):
is relationship building and you build relationshipsand increase engagement through connection. So take
the time to get to know yourteam beyond their job titles. Again,
we're talking about people, not justjob roles, and you can do this
by simply asking them about their goals, their passions, what gets them out
(05:36):
of bed in the morning. Whenyou focus on building personal connections, engagement
naturally increases. The second way youcan build momentum and with employee engagement is
to foster a collaborative environment. Encourageopen communication and collaboration with your team.
(05:57):
Let them know that their voices arenot only heard, but they are valued.
And when people feel like they area part of a collective effort,
they'll start to buy in and wantto participate a little bit more, which
ultimately continues to build their engagement.And the third way to build momentum with
employee engagement is to remember that recognitiongoes a long way. Acknowledge and celebrate
(06:26):
both the big and the small winsof the people on your team, whether
that's individually or as a whole.Recognition is in a way like fuel for
engagement. It shows your team thattheir efforts are noticed and appreciated, and
it also creates, in a sense, a feedback loop, a positive feedback
loop that helps propel the team forward. And I would even go a step
(06:50):
further to say the best way tobe mindful about recognizing people on your team
is to unders stand how they feelmost appreciated. The book that I think
helps leaders understand this very well isby Gary Chapman. I've talked about it
(07:11):
plenty of times. I always recommendit, but it's called The Five Languages
of Appreciation in the Workplace, andit helps you understand what ways each person
on your team feels most appreciated,so you can speak their appreciation language.
And this is important because you wantto ensure that you are acknowledging and speaking
(07:34):
the language of appreciation that resonates mostwith each person. Someone who tends to
feel more appreciated by receiving rewards maynot be as moved or receptive to getting
recognized for something that they do.Now doesn't mean don't recognize them, but
(07:56):
understand that what is more meaningful tothem is to receive rewards or bonuses for
the things that they do, muchlike words of affirmation or telling someone how
much you appreciate what they do versusdoing something to remove obstacles from their path.
Everyone's language of appreciation is different,and when you understand what those languages
(08:20):
are for each person on your team, you're well on your way to building
momentum with employee engagement and doing thison a consistent basis. This becomes a
part of how you lead daily.Now, the next way that you can
shift from being motivated in the momentto building momentum and being consistent is with
(08:43):
culture building, and the first waythat you can do that is to lead
by example. Culture is not whatis on your website. It's not what
is posted on the walls of youroffice. It's not what you see say
the culture is. It is whatis consistently the norm and almost in a
(09:07):
sense, a way of life withinyour company and within your team. As
a leader, it's important that youembody the values and behaviors that you want
to see in your team because youractions help set the tone for the culture.
So what you do and don't dohelps shape the norm. It sends
(09:28):
a message to your team that thisis how we operate, this is what
the culture is. And the moreyou're mindful of your level of influence and
how you can show people what isnormal and what we stand for as a
team and as a company, you'reable to help build that momentum for them
(09:48):
to then acquiesce or in a sense, adapt, some of those same characteristics
and same behaviors and actions that helpshape the cult culture in a healthy way.
Number two, encourage a growth mindsetwith your team. Create a culture
that embraces continuous improvement and encourage yourteam to see challenges as opportunities for growth,
(10:13):
and create an environment where learning iscelebrated. You don't want to create
a team where you have a bunchof know it alls, or everyone feels
like they've reached the highest level ofachievement and knowledge when it comes to how
to do their job. Everyone shouldhave an attitude of teachability and this starts
(10:37):
with you and you creating that environmentthat supports learning, that supports teachability.
This mindset fuels momentum for both eachperson on your team and the team as
a whole. And next, youcan build momentum with culture building habits.
(11:01):
And I don't mean just you doingthis for yourself, although you should create
better habits in your leadership walk andyour daily practices, but you can help
influence this with your team. Sowhether this is having weekly team meetings or
monthly celebrations, these habits and intentionsstrengthen the bond between you and your team.
(11:26):
It helps them understand and even ina way appreciate what you guys stand
for, what is important for youall as a team, and what you
value as a team. And Iwould go a step further to not just
think about it in terms of thingsthat you guys celebrate or how you schedule
(11:48):
your weekly meetings or your one onone meetings, but make this something that
is collaborative where you have conversations withyour team to understand what matters to them,
what is it that they would liketo see happen among the team,
and then you can help incorporate thisinto your practices into the habits of the
(12:11):
team. This also helps continue tobuild the culture and keep the momentum going
so that it's not just something thatthey see happen or hear talked about at
the end of the year when theholiday parties come about, or at the
start of a year when everybody isfocused on doing new things and reaching goals.
(12:33):
But this can become a living partof how your culture is shaped all
year round. And the third areathat we're going to dive into to help
you shift from just being motivated inthe moment to building consistent momentum is building
that momentum with leadership growth, andyou do that by investing in your own
(12:58):
development. A leader who stops growingwill soon stop leading because leading is about
growth, It is about being teachable. It is always about learning and striving
to be the best version of yourself. Commit to your own professional development because
(13:20):
this is something you have full controlover. You don't have control over your
team, but you do have controlover you and how you can be of
service to them. You can dothis in the simplest ways, such as
listening to this podcast or others thatyou find value in, reading books,
attending workshops, or having a mentoror a leadership coach. Your personal growth
(13:46):
ends up inspiring those around you,including your team. Another way that you
can build momentum with your own leadershipgrowth is by delegating and empowering. So
don't be a know it all anddon't try to do it all. Delegate
(14:07):
responsibilities because this helps empower your teamto take ownership and for them to grow
as well. When they see thatyou trust and believe in their abilities,
they'll start to step up more andthis creates a positive cycle for leadership growth
because you're creating more leaders and thisthen also gives you more capacity and bandwidth
(14:33):
to start to focus on the leadershipaspect of your role and not so much
the managerial aspect. And the lastway that you can build momentum with your
leadership growth is to embrace feedback andadapt. Feedback is a blueprint for growth,
and oftentimes leaders may shy away fromwelcoming that feedback from their team,
(14:56):
but that's exactly who you need itfrom. And of course you can welcome
constructive feedback from your peers and mentorsas well, but getting that from your
team, the people who you workwith daily is key, and you can
use this as a tool to adaptand refine and enhance your leadership style.
(15:18):
This willingness to evolve builds a sustainablepath for your leadership growth. Not only
does it help you become better asa leader, but it helps you create
a path to create more leaders andmake an impact with those who you have
an honor to serve every day inthe workplace. Now, if you've been
(15:43):
listening to this episode and you're nowexcited to start building that momentum when it
comes to employee engagement, culture buildingand leadership growth, I wanted to make
sure that I offered a few resourcesand tools that will help you get on
the path to doing so in doingit immediately, it's not something that you
(16:04):
have to wait to do. Thefirst thing in terms of building momentum with
employee engagement, if you are strugglingwith knowing and trying to understand what things
and activities and ways you can increaseengagement, don't worry about it. I
got you covered. I have anemployee engagement planning packet that has over fifty
(16:26):
employee engagement ideas, activities, gestures, things that you can do to help
build that momentum with consistent engagement.And what's so great about this packet is
that it actually has planning templates included, so you can plan out your weeks,
your months, your year, andalready preload your schedule with what engagement
(16:52):
activities you want to do with yourteam as a whole and individually. I'll
leave the link or that employee Engagementpacket with a discount code in the show
notes so that you can grab thatand start building that momentum with engagement.
Now, another thing I wanted tomention is in terms of building momentum with
(17:15):
your leadership growth, I encourage youto invest in your own development by continuing
to listen to this podcast. Orif you are ready to go further in
your leadership journey and you want theaccountability, the strategy, the structure,
and someone to just go along thisjourney with you and you're interested in coaching,
(17:40):
the link to apply for my newleader Big Impact Coaching program is also
in the show notes. And joiningthis program will not only help you stay
on track and see progress with becomingthe leader that you want to be,
who leads by influence, who makesan impact, who sees increase and growth
(18:02):
in their team's performance, but ithelps you build momentum by understanding your magic,
your sauce as I call it.Every one of us has a sauce
that only we can provide to thework that we do. And in this
coaching program, we help take thedesires and the ideas that are innately in
(18:26):
you and we help bring that visionto life for you so you can see
and actually have a strategy of howyou can lead daily and see an impact.
And I'll also have the link tothe book by Gary Chapman, the
Five Languages of Appreciation in the Workplacein the show notes as well, so
(18:49):
that you can use this to understandhow you can connect with your team individually
and understand what ways are more meaningfull for them to receive appreciation. I
hope that you've enjoyed today's episode,and if you did, I would love
it if you could leave an honestrating and review an Apple Podcasts and let
(19:12):
me know what you enjoyed about it, let me know how this episode was
valuable for you, and don't juststop there. Share it with someone else
who you think would find usefulness fromthis episode as well. Let's share the
wealth and if you have any questionsabout the episode, feel free to email
(19:32):
me and that address is culture atBusiness advocatespro dot com. Remember that motivation
is temporary. As your circumstances andyour feelings change, or when you start
to not see the results you werehoping for, it can easily change how
(19:52):
motivated and excited you are to accomplishthe things that you really set out to
do. But the moment we decidethat it's not about doing something that feels
good in the moment, and that'seasy, but we want to build momentum
to be consistent and see long lastingchange in our leadership efforts. And with
(20:15):
our team, we can start toput things in place, create better habits
and even systems that position us tosee the results we want and continue to
shape our leadership practices on a dayto day basis. The goal isn't for
us to get quick wins. Thegoal is for us to make an impact
(20:37):
in this position that we have thehonor of holding as a leader, and
building momentum helps us go the longhaul so that we can do this and
see results far after the new yearand even when challenges arise. Have a
great week to bake a bad backto back the bat
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