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We were looking for talented artists when I hired Jeff. He fit the bill. He seemed like a perfect fit into our culture. For years, he helped create and maintain many of the artistic standards that defined our growing brand. Jeff's experience found him blossoming into a leadership role for younger artists hired after him.
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When conducting an Appreciation at Work training session with a work group, a common comment and question is similar to what Jack, a manager at a senior care living center, asked: “I ‘get’ the concept of communicating appreciation to my team and the need to make it personal and individualized. But I have team members who report to me that I rarely see. They work a different shift or on the weekends and while we communicate through email, texts, and occasional calls, I really don’t have much actual interaction with them. How do I communicate appreciation to them?”
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A culture crisis threatens to disrupt Corporate America today as much as the financial crisis did a decade ago. Whether it’s claims of sexual harassment, lack of diversity and equality, or the nearly 70% of American workers who are not engaged at work, business leaders must devote more attention to their workplace cultures now than ever before. The problem is that most leaders don’t know how to build a healthy, effective, and valuable culture.
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You may have a leadership title, or tremendous leadership potential, but that in itself doesn’t give you leadership presence. These are typical comments I hear when asked to coach an up-and-coming female whose career has stalled: “It isn’t that she couldn’t do the next job. It’s that no one on the executive team sees her that way.”
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