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Crack The Behavior Code

Create Peak Performance In 20 Minutes

Christine is known for creating strategies that are responsible for hundreds of billions of dollars in new revenue and company value. Imagine if she was able to sit down with you and SHARE all of her knowledge and insigh
Latest Episode2/1/2020

Season Highlights

Season 1, Ep. 20
Whether you're new to the show, or you've been with us all along, we wanted to take a moment to review just a few of this season's big takeaways: Emotional agility is a key trait for leaders, as emotions have energy. What we focus on, we fuel!Sometimes leaders focus so much on growth, that they miss out on the reality that their team's emotional state is suffering.Safety + Belonging + Mattering = TrustEmotional agility is a superpower! We can shift our emotional state to achieve the outcomes we want.Reframing is crucial, as our words shape our realities. When we reframe, we can find more useful alternatives and shift our perceptions.We all have rights as human beings, and lack of understanding these rights can cause others to suffer.You can crack your own behavior code (and you have such much power and agency to create change).If you think your team needs to be "fixed"....it's likely your leadership is the problem!And so much more! Listen to all the episodes to get all the details and actionable strategies.------Some Resources Mentioned This Season:Culture Camp: https://www.smarttribesinstitute.com/culture-camp/Beyond Your Brain: https://www.smarttribesinstitute.com/stiretreat/Emotion WheelInfographic: https://www.smarttribesinstitute.com/secret-controlling-emotions-control/Maneuvers of ConsciousnessInfographic: https://www.smarttribesinstitute.com/maneuvers-of-consciousness-shift-resistance/Outcome Frame: https://www.smarttribesinstitute.com/outcome-frame/Organismic Rights: https://smarttribesinstitute.com/organismic-rights/Contact Christine: https://smarttribesinstitute.com/contact/Strategy Session: https://smarttribesinstitute.com/strategy-session/You’re busy growing. Let’s have astrategy sessionwhen it makes sense, which means you are…·Committedto getting better results and finding out how awesome your performance can truly be· Ready to make this apriorityand get started in the next few months· Allocatingbudgetto improving the leadership, culture and results of you and your company· Able to make the decision to move forward (or can convince the person who can)Ready? Great! Pleasefill out the form here. If not, check outour resourcesandsubscribeto receive news and more tools as they become available, and we’ll work together when the time is right.
1/25/2020

4 Content Marketing Mistakes That Will Wreck Your ROI

Season 1, Ep. 19
4 Content Marketing Mistakes That Will Wreck Your ROIHere’s what we know: content marketing is a massively effective method of increasing ROI and overall customer engagement.Also: content marketing is not as easy as whipping up some content and tossing it into the oven of the Internet. Careful consideration and strategy is required, and sometimes, even with the best intentions, major mistakes can be made right from the get-go.So let me ask? Are you happy with your content marketing results? If not you may be making crucial mistakes!(If you're feeling generally unsatisfied with more than just your marketing results, you may find our FREE, 4-week mini course on the pillars of the authentic self to be invaluable!)Recently I sat down with super brain Amanda Milligan at Fractl (an online marketing agency specializing in engaging and emotional web content on the web). Here’s her advice:Mistake #1: Content That’s Too BrandedContent that looks like a traditional ad will be responded to like a traditional ad — like you’re just trying to sell and not engage. If your content is presented in a more natural, organic way, people will be more likely to receive it well and not merely consider it an endorsement of your company’s credo.Fast Fix:Form ideas around the overall values and objectives of your company, not the brand itself. For example, if you’re a car insurance company, create content about safe driving, not about how to find the best insurance out there.Place your logo on content once in a noticeable but not eye-catching area. The bottom of an infographic or a single link in an article work well.Use subtle methods of incorporating branding, like fonts or colors, that don’t immediately call attention to the company but are reminiscent of the brand.Mistake #2: Not Getting Your Audience InvolvedIf you’re using outdated approaches to content creation, like anticipating the communication stream only going one-way, you’re in for sub-par results. Consider every content strategy to be a conversation, and be sure to facilitate that back-and-forth. It’ll open doors for new customers.Fast Fix:Comments and other means of feedback can allow your potential customers to interact with your content and thus feel more connected to it. Create channels to facilitate the building of relationships, either through comments or social media.Craft content that’s interactive — allow the audience to click, explore, and participate. You can do this with interactive graphics, quizzes, maps, and other multimedia.Listen to what your audience is saying. They could be telling you exactly what they want to see and learn, but if you’re not paying attention, you’re missing countless valuable opportunities.Mistake #3: Conveying Facts But Missing EmotionContent isn’t all about teaching and informing; it’s about connecting and experiencing. All you have to do is tap into humanity. Tap into what brings us together in real life — the emotions that ignite empathy — and you’ll have content that’s both memorable and impactful.Fast Fix:Don’t think of content as an article or instructographic — think of it as a story. Ask yourself: What does this information actually mean to the person reading it, and how can I illustrate this? That’s when the story comes in.Read your own content. Write down three words about how it made you feel, being as specific as possible. If none of these words are an emotion or they’re too vague (and are instead “informative” and “interesting” rather than say “surprising” and “inspiring,”) start from scratch.Consider incorporating the emotions that often lead to virality in order to give your content an edge right from the beginning.Mistake #4: Overthinking Content And Missing ContextSure, content can speak for itself. But think about it this way: You can write an incredible book and leave free copies all over town, but virtually no one will read it. Why? With so much content available, everything is about curation, meaning getting your content published in the right place can mean everything.Fast Fix:Don’t just think about what sites get the most views — make sure to carefully consider where your potential customers are and target the sites they visit.Create a team of media relations specialists who can build relationships with publishers. This team should be at least equal in size to your content development team.Study how to send out pitch emails. Make sure the headline is eye-catching and to-the-point, and make sure the body of the email succinctly explains:What the content is aboutWhy you’re pitching it to this publisherWhy the audience will enjoy itIf you’re making any of the above mistakes, now is the time to improve your process. Once you’ve identified your pain points and you’re creating the right content in the right place for the right audience, you’ll see big changes in your ROI.How is your content strategy working?------Resources Mentioned:Culture Camp: https://www.smarttribesinstitute.com/culture-camp/FREE mini-course: https://smarttribesinstitute.com/byb-minicourse/Beyond Your Brain: https://www.smarttribesinstitute.com/stiretreat/Content Marketing: http://www.forbes.com/sites/christinecomaford/2012/03/19/double-your-sales-and-trump-your-competitors/Increasing RIO: https://www.custedge.com/why-our-brains-buy-and-how-to-convert-prospective-customers-into-loyal-advocates/Amanda Milligan: http://www.linkedin.com/in/amandamilliganEmotions & Virility: http://blogs.hbr.org/2013/10/research-the-emotions-that-make-marketing-campaigns-go-viral/Contact Christine: https://smarttribesinstitute.com/contact/Strategy Session: https://smarttribesinstitute.com/strategy-session/You’re busy growing. Let’s have astrategy sessionwhen it makes sense, which means you are…·Committedto getting better results and finding out how awesome your performance can truly be· Ready to make this apriorityand get started in the next few months· Allocatingbudgetto improving the leadership, culture and results of you and your company· Able to make the decision to move forward (or can convince the person who can)Ready? Great! Pleasefill out the form here. If not, check outour resourcesandsubscribeto receive news and more tools as they become available, and we’ll work together when the time is right.
1/18/2020

Busting 3 Massive Myths About Employee Engagement

Season 1, Ep. 18
There’s a lot of buzz about employee engagement these days. But the sad truth is thatengagement stats worldwide are still dreadfully low. And to throw some fuel on the fire, myths about whatactually createsengagement are rampant—and are making the problem worse.Here’s what I know for sure is true, from the 1,000+ organizations I’ve helped to boost employee engagement over the past 30+ years.There are three (if not more!) prevalent myths I come across constantly—and it’s time to bust them.Myth #1:Employees Are Professionals—They Aren’t SupposedToBe Emotional At Work, And We Don’t Have To Accommodate Their Emotional State.Myth Busted: Whoa. Based ondata from Hoffman Institute, UCLA, and countless other organizations, more than 90%of our decisions and behaviors are driven--are dominated--by our emotional brain. Our intellect, which many employers think rules the day, is only responsible for about 10% of our behaviors.Respecting, understanding and navigating the emotional experience of your team should never, ever,be trivialized.I’ve found that there’sactually arecipe foremotionalengagementthein brain:Oxytocin: the key bonding hormone, this helps us feel connected to others, loved, seen, acknowledged. It then contributes to the release of…Seratonin: a neurotransmitter that helps us feel good. When we feel good we choose behaviors that keep us feeling good, like collaborating, being accountable, innovating, and this contributes to the release of…Dopamine:a neurotransmitter that contributes to reward-motivated behaviors.Sowe do more of what we think will bring us rewards within our tribe.What does this mean? That how our team feels matters. That emotions at work are crucial to consider. That as leaders we must intentionally work on creating the conditions to activate the recipe above in the brains of our awesome team. Myth buster #2 will help you do this.Myth #2: Employee Engagement Surveys Are Effective Because They Show You CareMyth Busted: A survey is demoralizing waste of time, energy, and money, if you don’t do it right. In my 30+ years as a leadership and culture coach, as well as entrepreneur building and selling 5 businesses and investing in more than 200, I’ve seen a LOT of employee engagement surveys.PerBruce Temkinof the Temkin Group (see myprior blog on the link between Customer Experience and Employee Engagementciting his research) a super smart analytics guru,there are 3types of analyticsyou want to ensure you get:Descriptive:this is where you learn the state of the world.Predictive:this is where you understand how the state of the world will remain the same.Prescriptive:this is what most leaders miss—that theemployee engagement survey, if done properly can be a prescriptive tool to show you what you need to change and how.Here’s an example of the descriptive and predictive.Firstyou’ll see the survey, then an excerpt of the comments.From the above we understand the state of the world—and it will continueunless we take decisive and effective action to change it—that’s the prescriptive work. Here’s an excerpt of theCultural GAME (Growth, Appreciation, Measurement, Engagement) Planwe created to shift the cultural challenges we learned aboutfrom our clientin the SBM IndexEmployee Engagement Survey above.And here are the results that occurredwithin the first 7 months asthe prescriptive work was put in place:Safety increased: 15%Belonging increased: 22%Mattering increased: 17%And the client reported that:Leaderswere now alignedaroundclearneedle movers(goals and accountability structures)and simpler ways to get greater results.Teams werebuilding processesthat werepropellingallteams’effectiveness to new levels.They now were ableto enroll, engage, align our team to optimize performance.They nowget more done in less time, are more motivated, are all speaking the same language, and all continue to collectively raise the bar.They’remore accountable, aligned, and effective than ever before.Now that’s engagement!Myth #3:EmployeesWant More MoneyToBe More EngagedReality: For very few people, and they are contract workers, this is true. But for thevast majorityof employees out there the meaning in their work matters far more,the depth of their connectionsto your organization’s cause, to their colleagues, to your clients is what will move them more.We all want to be part of something bigger than us, something that really makes a difference, removes pain, solves a problem, something we’re proud of.All workers should insist on this and not settle for less. All employers should strive to create this and not chicken out.The Net-NetUnderstanding the emotional experience of your team is essential—then you must navigate itPrescriptive must be added to the first 2 types of analysis (descriptive and predictive) is we’re going to create changeMake sure your workplace, and work overall,createsthe experience of meaning—we all need to know we’re part of something bigger than us that mattersWhat other employee engagement myths do you come across? Let’s bust them together!-----Have you ever considered using neuroscience to optimize engagement, performance, recruiting, and retention in your organization? At SmartTribes Institute, we continually strive to apply cutting edge neuroscience tools and resources to modern day businesses and people. If you'd like a taste, check out our upcomingCulture Camp! And, of course, apply the practices in these podcast episodes as well.------Resources Mentioned:Culture Camp: https://www.smarttribesinstitute.com/culture-camp/Beyond Your Brain: https://www.smarttribesinstitute.com/stiretreat/Safety, Belonging, and Mattering Heat Map Sample: https://smarttribesinstitute.com/wp-content/uploads/SBM-Heat-Map-Sample.pngSMB Index Comments: https://smarttribesinstitute.com/wp-content/uploads/SBM-Index-Comments.pngSmartTribes Institute: Create a Cultural GAME Plan: https://smarttribesinstitute.com/wp-content/uploads/Cultural-Game-Plan.pngContact Christine: https://smarttribesinstitute.com/contact/Strategy Session: https://smarttribesinstitute.com/strategy-session/You’re busy growing. Let’s have astrategy sessionwhen it makes sense, which means you are…·Committedto getting better results and finding out how awesome your performance can truly be· Ready to make this apriorityand get started in the next few months· Allocatingbudgetto improving the leadership, culture and results of you and your company· Able to make the decision to move forward (or can convince the person who can)Ready? Great! Pleasefill out the form here. If not, check outour resourcesandsubscribeto receive news and more tools as they become available, and we’ll work together when the time is right.
1/11/2020

3 Ways Leaders Can Improve Work-Life Balance

Season 1, Ep. 17
What is your life experience when the work day is complete? Are you spending time doing things that you love or are you too drained to do anything other than recoup before the next workday begins?We spend a lot of time at work and the tools that I teach my executive coaching clients show them how to maximize their efforts, stand in their energetic weight and master executive presence. If you aren’t having fun when you aren’t at work, it may be time to reflect.Life is a balancing act, and work will become less fulfilling if your downtime is void of ease, grace, joy, and fun.These are the three actions that leaders can do each and every day that will put them on the path towards guaranteeing work-life balance.Move The Needle:Focus 70% + of your time onHVAs. There will always be a parade of bright shiny objects trying to distract you. Keep those beasts at bay by tracking your high-value activities (HVAs) and low-value activities (LVAs). Resolve to get to 70%+ of HVAs in the next 60 days.Effective delegationincreases the amount of time that you will have to focus on the items that will move the needle.Honor Your Boundaries:Are you honoring your personal life commitments? We all avoid uncomfortable human relations issues sometimes, but what is the cost? It’s exorbitant. As we give our power away and compromise ourintegrity, we inadvertently teach our brain that not honoring our personal life is acceptable. Set up a new system with healthy boundaries and behaviors that will anchor the fact that a commitment in your personal life is equally as important as a commitment at work.Embrace Mindfulness Practices:Do you have amindfulnesspractice? If not, it may be time to start incorporating at least one mindfulness practice into your daily routine. One of the biggest causes of stress is ruminating, or repeating a certain stressful thought. The brain sets off down an old thinking pattern and stays there. Mindfulness practices teach our brain to pop up out of that old pattern and recognize it for what it is: a default and well-worn groove that we have a choice to step out of.Mindfulness meditationre-grooves the brain and builds a new neurological network. Do it enough and, like the studies show, you can train your brain like a muscle to stay calm and present in the face of adversity or good old daily stresses of life. You can see several mindfulness processesdemonstrated here.They learn how to manage their energy and focus on the actions that only they can do to move the needle in their organization, they honor their boundaries and personal life commitments, and they know how to stop the world and stop their thoughts on command.Try the three above actions and you’ll find your personal life will be as fun and fulfilling as your work life!------Have you ever considered using neuroscience to optimize engagement, performance, recruiting, and retention in your organization? At SmartTribes Institute, we continually strive to apply cutting edge neuroscience tools and resources to modern day businesses and people. If you'd like a taste, check out our upcomingCulture Camp! And, of course, apply the practices in these podcast episodes as well.------Resources Mentioned:Culture Camp: https://www.smarttribesinstitute.com/culture-camp/Beyond Your Brain: https://www.smarttribesinstitute.com/stiretreat/High Value Activities/Low Value Activities Examples: https://smarttribesinstitute.com/wp-content/uploads/hva_and_lva_tutorial.pdfEffective Delegation Process: https://smarttribesinstitute.com/wp-content/uploads/effective_delegation_process.pdfContact Christine: https://smarttribesinstitute.com/contact/Strategy Session: https://smarttribesinstitute.com/strategy-session/You’re busy growing. Let’s have astrategy sessionwhen it makes sense, which means you are…·Committedto getting better results and finding out how awesome your performance can truly be· Ready to make this apriorityand get started in the next few months· Allocatingbudgetto improving the leadership, culture and results of you and your company· Able to make the decision to move forward (or can convince the person who can)Ready? Great! Pleasefill out the form here. If not, check outour resources andsubscribeto receive news and more tools as they become available, and we’ll work together when the time is right.
1/4/2020

Are you telling the 5 types of truth?

Season 1, Ep. 16
How much truth do you tell? The whole truth? The partial truth? The preferred truth?I’ve been noticing how uncomfortable truth can be for people to hear, and I’m getting really curious as to why we lie so often. When did it become “not ok” to say what was really going on?When did we start dancing around our needs, our truth, our beliefs?Did it really make us more safe? Enable us to belong? Enable us to matter?I readNeale Donald Walsch’s Conversations with God – Part 2recently and liked the way he laid out the 5 levels of truth telling (you’ll see them below).Take The Truth ChallengeSo I invite you to take the Truth Challenge. I think if you spend one week telling only the truth you’ll find it so liberating that you’ll want to do it for another week, and another, and maybe even the rest of your life.I’ve been experimenting with this and have found it tremendously freeing. First, though, a disclaimer: we don’t tell a truth the intentionally hurts another. So if a friend says “do I look fat in these jeans?” you have a choice. If you think it’s true you can say “Yep, sure do” or you can say “The black pants are far more flattering on you” or “You look awesome in skirts” or whatever will be honest but not crush your pal’s self-image.Here are some ways you can tell the truth, ranked from easiest to more challenging:Tell the truth to yourself about yourself. This is where we really admit what is or isn’t working for us, who we really are, what we really need, what is crushing our soul, what changes we need to make, what we truly believe and are willing to stand up for, even to live and die for. I recently told myself that I need more vacations and down time. I love my work so much that I can overdo it. Then I get tired, crabby, not as much fun to be around. So I told my team. They were jubilant and are now holding me to this truth—even when I try to be superwoman—then they say “that’s not how it’s going to be…” They are honoring my truth. I love it.Tell the truth to yourself about another. This is where we cop to who a person really is, what they are and aren’t capable of or comfortable with, where they can and cannot show up for us, whether we feel connected to them or not, whether they have our back or not, you get the idea. I recently re-decided to accept people exactly as they are. I had decided this on August 15, 2005 but I had back-slided (to tell the truth J). Now I’ve recommitted. People get to be who they are, and I get to accept them fully or not hang out with them. Ahh. So much simpler than wishing they would change!Tell the truth about yourself to another. This is about being seen, standing in who you are, being ok not being perfect (whatever that means!). I once had a hospice patient that was struggling with letting go and accepting her dying process. This was surprising to me, as she was the wife of a minister and I had assumed she was at peace with her creator and dying. She wasn’t. So I created a subtle opening one day for her to share her experience (she was a very “together” woman who didn’t speak about feelings much). After some talking around the topic she looked me in the eye, and said she had neither peace about how she had lived her life nor about her rapidly approaching death. That’s when everything changed for her. We worked through this together, and when she did die 5 weeks later she was ready. She was grateful, peaceful, complete.Tell the truth about another to another. This is where I want to stress kindness and acceptance of another’s humanity (read: blind spots) so we can be both truthful and sensitive. We don’t need to tell a truth that doesn’t add value… this “truth telling” can decline rapidly into gossip. Rather when I realized that I had been expecting a junior team member to take on huge challenges that he wasn’t capable of, that weren’t appropriate for him to take on, that were too risky I simply told his leader this. Previously I had been encouraging his leader to stretch him… but once I really looked at him I saw this was a disservice. He wasn’t ready.Tell the truth to everyone about everything. This involves being straightforward, kind, and giving yourself a moment to gather your thoughts before speaking if need be (not entirely popular, especially in the talk-or-be-talked-over cultures). Pausing is a gift to yourself, just like saying “let me think about that and get back to you” is.What would it be like for you to tell the truth—all 5 types–for a week?------Have you ever considered using neuroscience to optimize engagement, performance, recruiting, and retention in your organization? At SmartTribes Institute, we continually strive to apply cutting edge neuroscience tools and resources to modern day businesses and people. If you'd like a taste, check out our upcomingCulture Camp! And, of course, apply the practices in these podcast episodes as well.------Resources Mentioned:Culture Camp: https://www.smarttribesinstitute.com/culture-camp/Beyond Your Brain: https://www.smarttribesinstitute.com/stiretreat/Conversations With God, Part 2: http://www.amazon.com/Conversations-God-Book-Honesty-Courage-ebook/dp/B007JYF2HQ/ref=asap_bc?ie=UTF8Contact Christine: https://smarttribesinstitute.com/contact/Strategy Session: https://smarttribesinstitute.com/strategy-session/You’re busy growing. Let’s have astrategy sessionwhen it makes sense, which means you are…·Committedto getting better results and finding out how awesome your performance can truly be· Ready to make this apriorityand get started in the next few months· Allocatingbudgetto improving the leadership, culture and results of you and your company· Able to make the decision to move forward (or can convince the person who can)Ready? Great! Pleasefill out the form here. If not, check outour resourcesandsubscribeto receive news and more tools as they become available, and we’ll work together when the time is right.
12/28/2019

How to Feel Better in 12 Minutes

Season 1, Ep. 15
Have you ever considered using neuroscience to optimize engagement, performance, recruiting, and retention in your organization? At SmartTribes Institute, we continually strive to apply cutting edge neuroscience tools and resources to modern day businesses and people. If you'd like a taste, check out our upcoming Culture Camp! And, of course, apply the practices in these podcast episodes as well.We’ve all felt how draining fear-based emotions can be. Nothing saps our life force more than panic, overreaction, and unexpected upsets.What if you could choose how you felt with ease? It starts with shifting from resistance to consent. Thankfully, there’s a proven process that walks you through each step along the way. At SmartTribes Institute, we use the Maneuvers of Consciousness infographic for this!Remember: whatever we focus on, we fuel. When we put time and energy into resisting an emotion, we make it stronger. But if we consent to feeling what is, we shift our relationship to what’s happening and begin to loosen up our emotional experience. Once we’ve added more options to our menu of emotional choices, we can maneuver, or change, our consciousness (that is, our current conscious emotional experience) quite easily. Human beings are inherently resilient - some of us just haven’t realized it yet.First, think of something you are resisting. Pick something meaty, like a painful belief; a belittling, angry, or unpleasant person; or a situation you really don’t want in your life. Have a timer handy because you’ll be doing four segments of three minutes in a row. Use the Emotion Wheel infographic for this. Ideally, you’ll do this exercise with a buddy who will sit silently with you and ensure that you use all three minutes for each step below:Step 1. Negative Evaluation State: Have your buddy set the timer for three minutes. During those three minutes, say out loud all the things you don’t like about what you’re resisting: what’s bad about it, what you can’t stand about it, how painful it is, how it makes you feel, why it’s wrong. Really go all out. As soon as the three minutes are up, look at the Emotion Wheel and identify the key emotions you experienced during this state of Negative Evaluation.Then have your buddy break your state. He or she can invite you to shake your body out, ask you a nonsequitur question involving a number, such as “How many stripes does a zebra have?”, or even ask you to count backwards from 10 to 1.Step 2. Curiosity State: Have your buddy set the timer for three minutes. Now get really curious about this situation. How did it come to be? What is interesting about it? What is familiar about it? What good things come from it? As soon as the three minutes are up, look at the Emotion Wheel and identify your key emotions from this state of curiosity.Then, have your buddy break your state by inviting you to shake your body out, asking you a nonsequitur question involving a number, such as “How many spots does a cheetah have?”, or asking you to count backwards from 10 to 1.Step 3. Amazement State: Have your buddy set the timer for three minutes, and actively become amazed that this situation ever came to be. Wow, this is fascinating! What’s amazing about it? How do you feel about it? As soon as the three minutes are up, look at the Emotion Wheel and identify the key emotions you noticed in this state of Amazement.Then, have your buddy break your state. He or she might invite you to shake your body out, ask you a nonsequitur question involving a number, such as “How many grains of sand are on a perfect beach?”, or ask you to count backwards from 10 to 1.Step 4. Full Appreciation State: Have your buddy set the timer for three minutes. Ahhhh...deep breath. Honor everything about this situation: “Yes! This has been so very helpful in bringing me to the next level. Wow.” So much gratitude and appreciation. How do you feel about it as you’re honoring it? As soon as the three minutes are up, look at the Emotion Wheel and identify key emotions you experienced while in this state of Full Appreciation.Then have your buddy break your state. He or she could invite you to shake your body out, ask you a nonsequitur question involving a number, such as “What’s your favorite number?”, or even ask you to count backwards from 10 to 1.Not only does this process help release resistance, but it also allows us to have choices and to increase our productivity. The quicker we can shift out of resistance and into consent, the faster we can focus on what really moves the needle.Once you’ve given this process a try, I’d love to hear about how it worked for you! (And if you're ready for more, check out the Outcome Frame infographic!)Resources Mentioned:Culture Camp: https://www.smarttribesinstitute.com/culture-camp/Emotion Wheel Infographic: https://www.smarttribesinstitute.com/secret-controlling-emotions-control/Maneuvers of Consciousness Infographic: https://www.smarttribesinstitute.com/maneuvers-of-consciousness-shift-resistance/Outcome Frame: https://www.smarttribesinstitute.com/outcome-frame/Contact Christine: https://smarttribesinstitute.com/contact/Strategy Session: https://smarttribesinstitute.com/strategy-session/You’re busy growing. Let’s have astrategy sessionwhen it makes sense, which means you are…·Committedto getting better results and finding out how awesome your performance can truly be· Ready to make this apriorityand get started in the next few months· Allocatingbudgetto improving the leadership, culture and results of you and your company· Able to make the decision to move forward (or can convince the person who can)Ready? Great! Pleasefill out the form here. If not, check outour resourcesandsubscribeto receive news and more tools as they become available, and we’ll work together when the time is right.
12/21/2019

3 Strategies to Help with Millennial Management Troubles

Season 1, Ep. 14
Millennials (the generation born between 1980 and 2000) are perhaps the most social--and yet the most surprisingly isolated--employees in history. And no surprises here: they’re taking over the workforce.Raised in a very different world than prior generations, millennials grew up surrounded by computers and cell phones. 80% have sent a text message in the last 24 hours, compared to 63% of Generation X-ers and only 35% of Baby Boomers. It’s no wonder they have less experience with face-to-face connection, which makes leading them in the workplace a challenge.While these employees may seem like an enigma, it’s essential to crack their behavioral code. Why? Millennials will make up 75% of the workforce in the next ten years. Here are a few strategies to understanding their work style.If you'd like to really take a deep dive into how to transform your business culture (and improve your millennial leadership skills), I'd invite you to attend Culture Camp this March!1. Use their strong technical skills to your benefit.Do you ever struggle with leveraging technology to further your company? Millennials are wizards when it comes to communicating via computer, phone, and any form of an electronic device. Studies show most millennials form emotional attachments to their smartphones, and 30% said they couldn’t go more than a few hours without their phones.Don’t deprive millennials access to these forms of communication. In fact, 53% of millennials said they would turn down a job that denied them access to social media.However, their love for online communication doesn’t mean they don’t also love working face-to-face. Actually, 60% of millennials would prefer to have some form of in-person teamwork.Creating a balance between allowing them access to technology while also understanding their desire for in-person contact is key. Outdated technology decreases productivity. Let your millennial employees teach you a thing or two about technology, so your company can be more efficient. This will foster that one-on-one contact that they crave while also improving your technological proficiency.2. Ensure they work in groups.An IBM study revealed that more than half of millennial workers claimed to work better in groups than alone. They also believe that they made better business decisions when there were various sources of input. On this front, the younger and older generations are in sync. IBM found no significant generational variation when it came to preference toward working in teams.So what does this mean for you? Here’s what you can do to make your millennials — and other generations — work well as a team.Emphasize common groundThere will always be differences when it comes to the generations. The overall desire to work on a team and improve the organization will help all your employees feel connected to a common goal. Make sure to clearly communicate your organization’s vision to deepen generational bonds among employees.Embrace the diversity.Recognize and welcome the diversity within the team. According to Harvard Business Review, diverse teams are smarter and more innovative.3. Give frequent feedback.The cliché about younger generations growing up with an excessive amount of praise isn’t entirely off-mark. Millennials were a generation raised by parents who asked for their opinions, answered all of their questions, and praised them when they did a good job. They are used to receiving feedback and instant gratification.In fact, they expect it.This means that they are less likely to complete a project without asking for some response along the way. Studies show informational feedback enhances learning capabilities and improved performance. Informative feedback generates activity in the prefrontal cortex, the part of your brain responsible for decision-making and cognitive behavior. Even negative feedback can be helpful — to a point.So how can you implement feedback in a way that will help strengthen your company? A curated report prepared by the Center For Women and Business at Bentley University researched the impact of multi-generations on the workplace. This report helped us learn what each of these groups wants and need to perform at optimal levels. They found that the millennial generation wants coaches, not bosses.Build extra sessions to brainstorm and give/receive feedback, rather than expect them to just come back later with a completed project. Providing your employees with this extra step in the process, and the space to ask their questions, will make them feel more confident in their projects. Making employees feel heard will improve their mental and physical health, and they will inevitably end up doing a better job.Net-NetUse this stuff: Taking the time to incorporate their technological literacies, create strong teams, and give feedback will ensure a better future for all involved.Millennials are an invaluable asset to your company. Be patient with them, listen to them, and remember that they are the future of your company.How are you leading your millennials?Resources Mentioned:Culture Camp: https://www.smarttribesinstitute.com/culture-camp/PEW Trends Research on millennials: http://www.pewsocialtrends.org/files/2010/10/millennials-confident-connected-open-to-change.pdfBently EDU Study: https://www.bentley.edu/impact/articles/nowuknow-millennials-lead-way-digital-futureListening: https://www.forbes.com/sites/christinecomaford/2017/05/06/3-practices-to-become-a-great-listener/Contact Christine: https://smarttribesinstitute.com/contact/You’re busy growing. 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