Leadership Labels & Categories

Leadership Labels & Categories The other day I was having a dialog with someone I hadn’t spoken with before and, during the conversation, I surfaced the fact that leadership buckets, titles, categories, labels [whatever you prefer to call them] frustrate the heck out of me because it minimizes what leaders are capable of, and do. every day. I work profoundly hard to NOT to be easily or accidentally placed into any type of leadership theory bucket or any other shallow and pedantic category by those with whom I work or even simply interact with on an occasional basis. Every day I work hard to evolve, learn, and grow through, and with, the realities of the business and the people that are in frontRead More

What The Reports Aren’t Reporting

What The Reports Aren’t Reporting Yesterday was probably my most difficult travel day in my 20 year history of international and domestic travel. I spent a fabulous week in Romania last week visiting with a really innovative organization and executive leadership team and experiencing their beautiful country and fabulous people. Yesterday, I was excited to fly from Bucharest to London with a scheduled 40 minute stop in Munich. What was supposed to be an easy four and a half hour flight turned into a 14 hour travel day due to mechanical issues with our airplane. We were asked to depart our plane in Munich while they worked through the mechanical issues and/or another plane arrived. So, given my extra free time, whilst notRead More

Creating An Organizational Ecosystem Of Learning

Creating An Organizational Ecosystem Of Learning One of the things that became exceedingly apparent during several of my conversations and visits with various companies last year is that most organizational learning and performance strategies fave fallen behind what is now expected in the evolving workplace and what is needed to give the employees a competitive edge both in their current role and for their future conveyable marketability. A few organizations have expressed to me concern about the declining value and impact of their traditional training strategies and were pursuing and developing strategies to be proactive about making it a valuable and viable tool and on-going resource for their people – which I love and admire. However, there are still too many organizations thatRead More

Powerfully Communicating Strategic Vision To Your Team

Powerfully Communicating Strategic Vision To Your Team As a leader we dream of of building a team filled with people who are naturally innovative, conscientious, creative, self-motivated, who go above and beyond their job description because they are hardwired to do so and they enthusiastically and seriously own their career path and professional growth. If you are lucky enough in your career to build a team of effective and productive people, count your lucky stars, reward yourself, and appreciate and recognize the heck out of them! “Engagement is a renewable daily decision that is voluntarily given when the company has proven worthy of it.” –Jason Lauritsen, Talent Anarchy As leaders our organization’s vision is ours to own, communicate, and keep top of mindRead More

You Say Self-Promotion; I Say Think Again

You Say Self-Promotion; I Say Think Again Thanks to social media, email, and our never-ending connectivity to the internet – it is a VERY noisy and busy world out there. Self-promotion standards of etiquette are frequently shifting and vague, at best. And sometimes we can all lose sight of what is acceptable, invisible, and healthy self-promotion and creep into the arena of terrifically obnoxious. I use, primarily, two networking | social media platforms, LinkedIn & Twitter. I love LinkedIn. I live on LinkedIn. I love networking and connecting with others in my industry and with those whom I think it would be mutually beneficial relationship. Over the last several years, I have learned a thing or two about making connections that are viableRead More

7 Ways To Encourage A Culture Of Innovation

7 Ways To Encourage A Culture Of Innovation Effective and smart leaders know they have to maintain a competitive edge within their industries in order to capture their piece of the proverbial pie. Therefore, it is essential that a business continually improves upon what it offers – in product, service, and|or experience – and how it operates to ensure that they are maximizing all opportunities that exist and building a sustainable and agile business. One of the qualities that separates bland and forgettable businesses [even if at one point they were novelty and popular] from outstanding ones is innovation. Organizations that construct a culture that encourages innovation – at every level of the business – allows them to remain adaptable and forward-thinking. ThoseRead More

Saccharin Leadership: Enough Already With The Sugar-Coating

Saccharin Leadership: Enough Already With The Sugar-Coating One of the principles of great leadership and a way the most successful leaders distinguish themselves – in any industry – is by building great relationships with their colleagues. They have unwavering reputations for being authentic, empathetic, and reliably honest. Global research from Edelman’s Trust Barometer reveals that despite integrity being the most desired leadership quality, only about 25% of people think their bosses actually have it. According to Merriam-Webster the definition of integrity is: firm adherence to a code of especially moral or artistic values and the quality and state of being complete or undivided. If integrity is the most desired leadership quality and if we commit to being authentic, truth-telling business partners and true leadersRead More

Making Your Own Luck In Retail

Making Your Own Luck In Retail As I have mentioned in a past article or two – I have been consulting for an extremely challenging company – in the recent months – to assess the company culture and challenges that exist in the field that are impeding growth and negatively impacting brand reputation. One of the biggest challenges that, frankly, I have never experienced before was an overwhelming lack of interest in personal growth initiatives of the field leadership and store leadership teams. It was almost as though they fought learning so that they had an excuse not to deliver results. They were happily and proactively ignorant of almost any expectation of their role and responsibilities but, holy cow – could they referenceRead More

Practicing Personal Accountability In Retail

Practicing Personal Accountability In Retail As I have mentioned in previous posts, I have been very busy for the past few months. So much so, that writing has fallen by the wayside a bit, unfortunately. I have, literally, been searching for free moments here and there to start, work on and finish this post because it is about a real challenge we are facing in retail. So here we go… I am working with three organizations right now and one of them is a specialty retailer that is really feeling the challenges that so many smaller retailers are feeling but they also have added another layer of challenge where they hire predominantly to the criteria that their Store Managers are warm bodies withRead More

8 Signs You Have A Terrible Retail Employee

8 Signs You Have A Terrible Retail Employee Back in February I wrote about the 15 Traits Of A Terrible Retail Leader, which – to date – has been my most shared blog post. I put myself – and several of my colleagues – under a microscope of self-reflection to ensure that we were focused on being the best leaders for our team that we possibly could be. That post was the catalyst for a lot of conversations, and a lot of email dialogs, some very vivid Skype dialogs. All of those things were wonderful and fun results simply for talking about real issues we experience and we deal with and our team members deal with every day. Today, I wanted to writeRead More

The Out Of Touch & Toxic Retail CEO

The Out Of Touch & Toxic Retail CEO As I have mentioned before and I am so grateful for the things I have learned by writing this blog. I have met some truly incredible people. I have gained invaluable knowledge. I have actually ranked in the Top 100 Productivity Blog worldwide. This has been an amazing year so far and I am so glad to have this medium to share information, engage in vivid and colorful dialogs, and connect with other retail professional of all levels. I have also been able to support a variety of retail organizations in retail leadership and culture development in both short- and long-term capacities. One of the great lessons that I have learned is how to quicklyRead More

Conscientious Retail Leadership

Conscientious Retail Leadership Conscientious people live longer, get better grades, commit fewer crimes, earn more (along with their spouses), have greater influence, are more likely to lead companies that succeed long-term, and are happier at work. Those are some pretty compelling arguments for focusing on being conscientious, right?! Conscientiousness The retail world could use a little more conscientiousness, that’s for sure. To be vigilant and aware requires the ability to check in with one’s own conscience, beliefs and values pillars. The omnipresent distractions and interruptions of every day life may attempt to get in the way, but it’s incredibly important that we at least try to become more present, thoughtful individuals and leaders to our team.  When you lack conscientiousness, you allow thoseRead More

Bringing Out The Best In Our Retail Teams

Bringing Out The Best In Our Retail Teams When it comes to hiring talent, there are two elemental strategies that work. The first is to hire the very best talent on the market; the second is to hire decent talent and help support them by bringing out the best in them. Since most retail organization are unwilling to make the investment in recruiting and retaining the top tier of talent, most of us have to go with door number two. As retail leaders we enjoy taking control of the room and leading our team. However, that doesn’t help support the growth and development of the talent that we work with. As a retail leader you’re intelligent. But your job is not to beRead More

Simple Ways To Build A Great Retail Team

Simple Ways To Build A Great Retail Team Having the individual talent needed to drive results is the first step to delivering amazing team results. As a leader you have the ability to inspire, motivate and shape the group of smart, driven, customer-focused individuals through your leadership initiatives, your accessibility, your involvement, and your commitment to being a great business partner. Strong working relationships, collaboration, and contribution are things that great talent expects to find in their work culture and they value these qualities in their colleagues. Fostering this culture is something that needs your focused and committed leadership attention – to help support and guide them through any obstacles your individual team members or the collective team may encounter. Your team willRead More

Getting The Best From Your Retail Team

Getting The Best From Your Retail Team If there is one thing every retail leader can depend on, it’s that there is no shortage of change in the retail marketplace. The reality is that every retail organization has to contend with aggressive competition looking to improve or disrupt the retail environment. Lots are successful. Others simply create confusion that wastes time and resources.  Whether you lead a field team or corporate team, sooner or later you will be faced with the need to change things up, evolve the business, or elevate results. You could just simply tell your team to get creative with solutions/ideas but, without clarity, that may result in useless ideas and frustrated employees. Not establishing a culture that supports thisRead More