High Impact Leaders Doug Staneart

This is part four of a six-part series called the Five Steps to Build a Solid Team from the Ground Up. 

Last week, we discussed how important it is to build trust where your team likes and respects each other. This step is the foundation for building a team culture. If your team doesn't trust each other and doesn't trust management, nothing else that we cover will have any value. This is the foundation.

This week, we cover how to deal more effectively with conflicts in the workplace. Early in my career, I taught how to resolve conflicts or even avoid them. However, today, I have a different take on conflict. Over the years, I've realized that conflicts in the workplace are the catalyst that creates breakthroughs. 

So, in this episode, I'll give you seven simple things that you can do to encourage positive conflicts without harming that solid level of trust that we focused on in the last episode

This is part three of a six-part series called the Five Steps to Build a Solid Team from the Ground Up. 

Last week, we covered how important it is to create a shared vision and goals for your team. I explained the difference between a corporate vision statement, a corporate mission statement, and corporate values. Each of these has a specific purpose and, if used properly, will help you and your team make better decisions when growing your business.

What we covered in step one is valuable because it creates the blueprint for your team. It helps them visualize their purpose and determine whether their decisions align with the corporate philosophy.

This week, we cover the second step in the five-step process—building trust and fostering a more cohesive team culture. This step is vital to a healthy corporate culture. If your team doesn't trust each other and doesn't trust management, nothing else that we cover will have any value. This is the foundation.

In this episode, I'll give you seven simple things that you can consistently do for and with your team to build trust within your organization and improve communication.

By the way, this episode is brought to you by leadersinstitute.com. For leadership or team-building ideas, please visit our website at www.leadersinstitute.com

If you like the podcast's content, please leave me a review on your podcast app and subscribe to the podcast so your phone automatically downloads each episode.

This is part 2 of a six-part series called the Five Steps to Build a Solid Team from the Ground Up.

Last week, I gave you an overview of all five steps. If you recall, I mentioned that this five-step process was like building a skyscraper. Everyone wants to visit the Penthouse once the building is completed. But there is a lot of work along the way to make sure the structure is solid. What we covered last week would be similar to the blueprint to building your corporate skyscraper. 

It's always good to have a clear picture of where you want to go before you start a journey. So if you haven't had a chance to listen to last week's episode, it might be a good idea to listen to that episode before jumping into this one.

This week we dive into step one which is about create a shared vision and goals for your team. Going back to our building a skyscraper analogy, this step is like digging a solid foundation. If you try to build a skyscraper but just set it on flat Earth, it will fall over very easily. Your Vision, Mission, and Values are the backhoe digging the foundation of the skyscraper. The deeper you dig, the higher you can build the building.

In this episode, I'll explain the difference between a corporate vision statement, a corporate mission statement, and corporate values. Each has a specific purpose. And, if used properly, each will help you and your team make better decisions when growing your business.

Today, we are starting a new six-part series called the Five Characteristics of Highly Effective Teams. 

Today, I'm going to give an overview of the entire process. Hopefully, as we cover the different steps, you'll see a lot of resemblance to what you are experiencing within your own office. 

Think of this five-step process like building a skyscraper. Everyone wants to visit the Penthouse once the building is completed. But there is a lot of work along the way to make sure the structure is solid.

So, on this episode, I'll give you the blueprint to building your corporate skyscraper. Then, in the next five weeks, we'll go into each step in more detail.

By the way, this episode is brought to you by leadersinstitute.com. For leadership or team-building ideas, please visit our website at www.leadersinstitute.com.

On today's episode, I'm going to explore the concept of experience being the best teacher. It is true that people learn by doing. We've actually built our coaching practice on that concept. When a good coach helps someone develop a new skill and the person has a success, his or her confidence will grow.

But the concept of experience being the best teacher is also absolutely false. And if you don't understand why, you may be inadvertently lengthening your learning curve when you try something new.

So today, I'm going to cover a few things that, once you understand them, will increase your success level pretty dramatically. They are the concepts that helped me go from a broke, really in-debt college kid to a multimillionaire in just a few years.

Show Notes: Experience is NOT the Best Teacher (How to Shorten Your Learning Curve.)

Poor leadership skills can ruin team morale. As a manager, you hold more power than you might think. Obviously, you can hire and fire your subordinates. You can also promote them… or not promote them. You may also have the ability to approve a raise. If not, you at least have the ability to conduct the annual review.
In essence, your leadership skills and moral compass have a direct impact on their career. Even if you treat everyone fairly, your impact on their lives is unmistakable. This is why having a great boss is the number one wish of most employees. They often rank this above more vacation time and a bigger paycheck.
However, some managers can inadvertently destroy the confidence of their employees. When this happens, it can permanently damage morale. Low morale then creates poor employee retention.
Even the best executives avoid committing these bad leadership behaviors.

Full Shoe Notes: 5 Ways that Poor Leadership Skills Can Harm Morale (and How to Fix Them)