On June 14, ABC7 News Anchor Melanie Hastings and Molly Cochran interviewed me on “Let’s Talk LIVE” on News Channel 8, the D.C. metro area’s only 24-hour cable news channel, devoted to the latest in the District, Maryland and Virginia. They asked me questions about my book, Dear Boss: What Your Employees Wish You Knew, and about ways to improve the workplace.

The “Let’s Talk LIVE” interview lasts a quick six minutes (6:16). I hope you enjoy it. And I’d love to know your thoughts about it!

Date: June 14, 2018
Appearance: Boss Improvement Tips on WJLA-TV
Outlet: WJLA (ABC7)
Location: Washington, DC
Format: Television

Don’t Blame the Team If They Don’t Know the Rules

What do you assume and don’t say?

My family recently hosted a foreign exchange student at our house for about a month. When he arrived at our house, his first question to me was “What are the rules at your house?” Not wanting to sound like some kind of ogre, I said, “We don’t have too many rules at our house.” And I told him a couple of rules that we had in our house. And I thought that was that.

rules

Over time, I noticed that he did some things that annoyed me. And my thought was “That’s really rude. Why doesn’t he know any better?”

I told him that I was disappointed with what he was doing. Later he told me, “You didn’t tell me what all the rules were.” Then I realized I couldn’t hold him accountable for something I didn’t tell him. He had asked to know what the rules were, but I didn’t tell him what they all were.

This same thing applies to your employees at your workplace, but they won’t necessarily ask you what the rules of your culture are. That’s incumbent on you to tell them. They won’t know how to operate in your organizational culture if you don’t tell them.

Here are the things you need to tell your people so they know how to follow the rules of your culture.

Put Others First to Win Respect from Others

Be Respectful of Your Team to be Respected by Your Team

The best way to win respect from your team is to put them before yourself.  In order to be respected by your team, be respectful of your team.

win respect

When you are willing to respect your team for who they are—not for what they can do for you—they will appreciate you for who are.  People don’t care how much you know until they know much you care.

Here are three practical ways to show respect to your team—and win respect from your team in the process.

Five Ways to Use Vision in Creating Culture

How Vision Paints a Picture That Everyone Can See

Vision is a key ingredient for creating culture at any organization. Having vision is about seeing things that others don’t see and being able to paint the picture in a way that they can see.

Creating Culture

It is imperative for a leader to know where to lead the organization. And in the process of setting that direction, many other pieces come together as a result—because it is often the intangibles that make the difference in setting the tone.

Here are five ways that you can use vision to create culture.

Who Gets the Credit on Your Team?

How to Create a Team Culture by Creating a Team Environment

Harry Truman said, “It is amazing what you can accomplish if you do not care who gets the credit.” If it’s all about you, then you won’t get much done. But if you are willing to share the credit with others, then you will end up getting a lot done.

credit

People want to be part of something larger than themselves. When they feel like they are contributing and seeing progress, then they are more likely to want to stay at it. But a leader who doesn’t see the team’s need to be recognized will lose their team very quickly.

Here are three things to implement a team culture by focusing on giving credit to others on the team.

A Leader’s Default Answer Must Be “No”

Leaders Should Not Say “Yes” Too Often

I have a relative whose job at one time was to find all the problems with all the big equipment the company was trying to design. In effect, he had to expose all the design flaws in what the designers were trying to build and show why it would not work. From an economic perspective, it was important for him to find why it wouldn’t work out before they would actually start building it. From a safety perspective, it was important for them not to create something that would end up malfunctioning. As a result of faithfully doing his job, he got tagged with the nickname of “Dr. No” because of his default answer.

default answer

As a leader, you are tugged in different directions all the time. Some people want you to do one thing, and others want you to do something else. You are constantly being asked to do things that are outside the scope of your focus. And your default answer must be “no.”

It’s not easy saying “no.” But that’s why you’re the leader. It’s important for you to focus on where you know you need to go. You can’t do what others will suggest most of the time. That’s why you have to be prepared to say “no” most of the time.

There are three reasons why your default answer must be “no.”

The Good Life Hawaii HomepageDanny Yamashiro aired an interview with me this month on his radio program, The Good Life—the most listened to Christian radio talk show in Hawaii.

Danny asked me about my new book, Dear Boss: What Your Employees Wish You Knew. He asked me about who would benefit from the book. He asked me about how it can be a business book and a Christian book at the same time. And he asked me why I wrote the book. It was a great interview, and I had a lot of fun.

Danny has a powerful story. I interviewed him a while back. Listen to his inspiring interview—How Do You Make Sense of Life When Tragedy Strikes?

I hope you enjoy Danny’s interview with me about my book!

Date: March 2, 2018
Appearance: Dear Boss Radio Interview on The Good Life Hawaii
Outlet: The Good Life Hawaii Radio Show
Location: Honolulu, Hawaii
Format: Radio

Improve Your People to Improve Your Workplace

Why It Makes Sense (and Dollars) to Help Your Team Improve

To improve your company, it’s important to focus on continuous improvement. That’s obvious, isn’t it? But how much do you focus on helping your people improve—and not just in how they do their job?

improve

If you help your people grow in one area of their lives, it will spill over into the other areas of their lives as well. They will reap the benefit, but you will too.

Here’s why it makes sense (and dollars) to make your team improve.

What’s better: Innovation or Productivity?

Why Innovation Beats Productivity Every Time

Do you think innovation or productivity is more important? Here’s a better way to ask that question: Would you rather work smarter or harder?

innovation or productivity

Forcing a choice of innovation or productivity is a false choice. Innovation will lead to productivity. But certain factors need to be in place in order to have an innovative workplace.

Here’s why you should focus on innovation instead of productivity in your workplace.

How Does Diversity Play into Hiring the Right Team?

Three Things to Look for in Selecting Your Team

Assembling the right team is essential to having a thriving workplace. It is important to know what you need when hiring your key positions. Unless you are extremely self-aware, you might not know what you need to balance out your strengths. That’s why diversity is a key component of any human resources strategy.

diversity

Diversity doesn’t just have to be limited to what people look like on the outside. While that is helpful to assembling a strong team, it’s important to go deeper than that. It’s essential to know how to hire based on what your team looks like on the inside.

Here are three things to think through when applying diversity to hiring your key team members.