Dealing With The Victim Mentality In The Workplace

Dealing With The Victim Mentality In The Workplace Sometimes it takes me a while to work up to writing about a certain topic – this is definitely one of those. However, it is a topic that is a real and pervasive issue in far too many workplaces. I have always had challenges dealing with people who choose to be victims of their lives. It’s constantly something I am working on – as a leader – because dealing with ambitious, driven, accountable people is energizing and engaging for me.  I find it incredibly frustrating dealing with people who perceive themselves as victims of the universe. These are people that frequently believe that exceptions should be made for them because their lives are more importantRead More

Dealing With Selfish People In The Workplace

Dealing With Selfish People In The Workplace It is a part of our hard-wired human instinct to be selfish – to some extent. To want to satisfy your need for things and circumstances to be in your favor is pretty normal…until it’s taken to the extreme. Selfishness in the workplace  – when kept in check and displayed responsibly and intelligently – can absolutely mean you are hungry, ambitious, and you have the drive to achieve excellence  and you simply want the credit for it and you want to earn the rewards and opportunity that come with accomplishment. Then there are the greedy, miserable, and horrible “me monsters” – as my friend, Steven, calls them. They believe that they are all about survival ofRead More

Defining Culture Through People

Defining Culture Through People Typically, when I begin a dialog with an organization – one of the first things we discuss “culture”. From my perspective, organizational culture is defined by how people inside the organization interact with each other. How a company involves their team at all levels and includes them in building the culture. Culture is learned behavior; not an assigned one; it’s not a by-product of anything other than the people, starting with the CEO. Each company creates their own unique organizational culture by the individuals they invite onto their team and then by actions the people take once inside the organization; not the other way around. Behaviors Are Contagious Research by UCSD’s James Fowler and Harvard’s Nicholas Christakis, has shownRead More

Supporting An Ethical Workplace

Supporting An Ethical Workplace One of my newest self-development projects is studying for my SHRM-CP certification – which I am really excited about testing for in December of this year. One of my favorite areas to read about and dive into is around ethical practice competencies and general issues surrounding workplace ethics. Part of the reason I am completely obsessed with this topic is that there is SO much information on what ethical business practices are, and how they are defined. The other reason I am fascinated by this topic is because – to me – behaving in an honest way, with a high-level of integrity and transparency is [and should be – always] the norm.  As a leader, I pathologically possess aRead 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

One Simple Question In Retail

One Simple Question In Retail I am currently working with an organization on a short-term project to identify the “critical success factors” in their business so that we can develop a better, more effective candidate profile and talent attraction/selection process for their growth and the organization’s health. It’s been a wonderful experience these past couple of weeks because I get the opportunity to meet with and – essentially – interview people of all levels of employment engagement and talent to find out what the consistent factors are in those that are extremely successful and driven inside the organization and those that are not – and everyone in between. This is to capture a fair and true assessment of the non-negotiable qualities that areRead 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

Adding Value To Your Retail Organization

Adding Value To Your Retail Organization Something that has become of a bit of a buzz-phrase in retail is “adding value”. However, this is actually kind of a big deal and something that great retail team members understand. From a leadership perspective: When we invite – by recruiting and sourcing talent – people onto our teams we are inviting them for a few reasons [or at least we should be]: They would complement our company culture; They would complement our team dynamic; They display some/most of the critical success factors that define our top performers; They would be a benefit and future leader in the organization; They are seemingly aligned with the organization’s vision and values; They are passionate about their career pathRead More

Hiring Talent Vs. Bodies In Retail

Hiring Talent Vs. Bodies In Retail According to Gallup, 82% of hiring processes don’t pick the right talent! This is a very real, and unfortunate statistic. Despite all of the information available to us that we need to identify and source talent using a completely different [and infinitely more critical and relevant] set of criteria. Hire character, train skill – this is not a new initiative but one that has yet to be embraced by the retail industry at large. If you Google search retail interview questions – here is a sampling of what you’ll find: Where else have you applied? What motivates you to do a good job? What qualities do you consider most important in this retail job? How do youRead More

Qualities That Make For A Great Retail Business Partner

Qualities That Make For A Great Retail Business Partner When we take on new roles, either through entering an established market as a Regional Leader, District Leader. or even Store Leader in the field. Or we step into lead a department at Home Office. Or we are hired into a brand new role that we are tasked to create and hire a team for…Building a business and establishing new partnerships with your team, is often a leap of faith. Lot of days in retail are a roller coaster ride for any number of reasons. Choosing the right people to ride it out with makes all the difference. Building a team and hiring business partners – people that will be intensely passionate about theirRead More

Strategies For Handling Lying In The Retail Workplace

Strategies For Handling Lying In The Retail Workplace Most people lie. It just is a fact. A depressing fact. We working in an industry where hidden agendas, covering up errors, assigning blame, and outright lying is an unfortunate daily activity –  throughout the the entire hierarchical structure of the retail organization. According to Pamela Meyer, CEO of Calibrate, “Two-year-olds bluff. Five-year-olds lie outright. They manipulate via flattery. Nine-year-olds, masters of the cover-up. By the time you enter college, you’re going to lie to your mom in one out of every five interactions. By the time we enter this work world and we’re breadwinners, we enter a world that is just cluttered with a deception epidemic — in short, what one author calls aRead More

Why Is Retail So Bad At Picking Great Leaders?

Why Is Retail So Bad At Picking Great Leaders? 60 Chief Executives were surveyed and virtually all of them said that recruiting and promoting leadership with true long-term/high-level leadership potential was the key ingredient to their organization’s long-term success. However, the CEOs were then quick to admit that this task is much easier said than done. Retail is great at hiring people who have experience inside similar organizations and finding those “bodies” through an ATS  that sifts through submitted resumes to weed out those that don’t have the desired retail brands in their work history. But what does past experience with a specific brand really tell us about how that person can drive results? What their value is to the business? Can THEYRead More

Qualities Of The Top Retail Leaders

Qualities Of The Greatest Retail Leaders Somewhere, once upon a time, I heard that there were 60 common attributes used to assess leaders in any industry – but there are nine qualities that separate the “good enough” leader [there are lots of these in retail] with the exceptional leaders [there aren’t nearly enough of these in retail]. Why are we swimming in a sea of mediocrity? My opinion – (1) Because retail organizations aren’t prepared to compensate top performers fairly because they are afraid it will hurt the feelings of the “good enough” and poor performers and then mayhem will occur [aka: litigation]. (2) Retail organizations are, mostly, uninspired, and – frankly – bad when it comes to recognition and appreciation. (3) RetailRead 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

Treating Retail Employees Like Volunteers

Treating Retail Employees Like Volunteers “Engagement is a renewable daily decision that is voluntarily given when the company has proven worthy of it.” –Jason Lauritsen, Talent Anarchy Every month my nine year old son and I volunteer at a local shelter to serve lunch to the homeless. Originally this started out as a lesson to my son to appreciate the things he has but it has morphed into something we genuinely enjoy doing. It’s such a great experience because the kitchen team let’s me fix the gigantic salads – which I love doing – and working the window because I get to interact with the regulars who we have come to know. Initially my son was in charge of handing out milk butRead More