Disrespect is everywhere. It is often represented as powerful, liberating, and even fun. It has become the drug of choice for large parts of our culture, and it is amplified on digital social platforms. It is leaking into the technologically connected, geographically dispersed workforce of the 21st century. Leaders must learn how to lead with respect to capture the best value of teamwork.

Takeaways

Respect is fundamental to workplace efficiency and engagement.

Leaders must model respectful behavior to set the tone for the organization.

Disrespect can manifest in both overt and subtle ways.

Feedback should never be a surprise; it should be part of ongoing conversations.

Coddling is not the same as respect; respect can be direct and constructive.

Trust is a prerequisite for respect in any relationship.

Emotional intelligence is crucial for leaders to navigate respect.

Respect should be given from the start, not earned after the fact.

Open communication can help address disrespectful behavior.

Developing self-awareness is key to improving respect in leadership. Building trusting relationships enhances feedback and leadership effectiveness.

Respect in leadership must start from the top and be modeled by all.

Success stories often arise from one-on-one coaching and mindset shifts.

Leaders must be aware of the culture they are creating and replicating.

Post-COVID workplaces may be less respectful due to remote work dynamics.

Clear communication is vital for effective leadership and respect.

Personal accountability is crucial for leaders and their teams.

Setting explicit expectations for respect fosters a positive environment.

Intentional leadership is necessary to maintain respect in the workplace.

Common sense practices in leadership are often overlooked but essential.

Leaders and employees dread performance reviews and ways to check on progress to goals. What’s wrong with performance management? It’s not you – or the system. It’s how leaders and employees gather information, data, real-work examples, and then create meaningful conversations that actually improve performance.

During this episode of Activating HOPE with Jeff Nally, we’ll discuss what makes performance management systems actually help leaders and employees improve performance, and which ones ensure employees will always underperform and fail. It's not rocket science, but simple brain science that improves employee performance. And there's an art to crafting leader/employee conversations to deepen engagement, motivate employees, and ensure peak performance. Bring your brain, your curiosity, your past experiences with failed performance management systems, and get ready to create a new, proven approach to employee performance.

Summary

In this conversation, Dr. Brad Shuck discusses the evolving landscape of employee engagement, particularly in the wake of COVID-19.

He highlights how the integration of personal and professional lives has shifted the value proposition of work, leading to a more transactional nature of employment. The discussion also delves into the importance of intentionality in remote work, the connection between employee engagement and health, and the critical role of organizational culture and leadership in fostering a supportive work environment. Dr. Schuck emphasizes that leaders must model healthy behaviors and prioritize employee well-being to create a culture that encourages engagement and productivity.

In this conversation, Brad Shuck and Ed Directions explore the evolving landscape of employee engagement, emphasizing the importance of individual experiences and the role of data in understanding engagement levels. They discuss the impact of AI on work processes, the necessity of redefining engagement and leadership, and the significance of creating supportive environments where employees feel valued. The conversation also touches on the future of work, the need for upskilling, and the importance of hope and connection in leadership.

Takeaways

Employee engagement has significantly changed post-COVID.

The value proposition of work has shifted towards personal fulfillment.

Work can feel transactional rather than transformational now.

Intentionality is crucial for remote employee engagement.

Employee engagement is linked to mental and physical health.

Organizational culture plays a key role in wellness benefits usage.

Leaders must model healthy behaviors for their teams.

Scheduling self-care is essential for maintaining well-being.

Engaged employees show lower health risks over time.

Connection and belonging are central to employee engagement. Employees want their unique experiences and voices heard.

AI can enhance human capacity and relationships.

Engagement is not a constant; it has natural ebbs and flows.

Creating a supportive environment is crucial for employee well-being.

Leaders should check in with their teams regularly.

Celebrating small milestones can significantly boost morale.

Hope is essential for a positive workplace culture.

Learning velocity may become a key skill in the future.

Redefining what good work means is necessary for future engagement.

Connection and support can help individuals through tough times.

:60 second overview of the Activating Hope podcast!