If you are the leader, it is incumbent on you to get your message across. You need to own it if it falls on deaf ears. This isn’t very hard. It requires you to slow down just a bit and to think through:
If you want employees to be engaged, to quit complaining, if you want them to stop unionizing efforts… You just need to give a SH%#.
This is not always easy, but you can create a culture of candor and accountability. You do it through practice and habit. When you understand the psychology, structure, and cadence of communication, you can leverage this to drive performance.
Google “burnout” and you will find 85.6 million opinions on it. Most of which will say something like: Take a break Try Yoga Drink less caffeine Exercise Eat right As if it is the individuals issue and problem. A deeper look at burnout in organizations points to organizational structure…
It is interesting how many times I hear clients and potential clients say they “are not sure they want to be accountable”. Where is that fear coming from? My observation is it comes from the way many leaders use the word accountability. It is typically used to cast blame…
If Your store opens at 8:00 AM are you ready for business or are you getting set up for business at 8:30? And how much business did you miss because you could not deliver at 8:00 AM?
