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Transitions in a company are always challenging for those in leadership positions. However, hearing from someone else's experiences can give you an idea of what to expect.
In this episode of Playing in the Sandbox, I continue my conversation with Mike Nassar, an incredible leader known for his relational approach and strategic vision. Listen to Mike's insights on leadership, curiosity, and empathy in today's complex business environment.
A deep sense of fulfillment drives Mike's leadership journey. He finds joy in guiding individuals and teams to unlock their full potential and seeing their careers flourish. This personal growth and fulfillment are the true rewards of leadership. Try helping your team cast a vision for success to motivate and guide them through challenges. Leaders who remind their team members that winning is possible directs them toward goals despite current setbacks. Mike's commitment to continuous learning and curiosity is a testament to his belief in personal and professional growth. He shares his practice of constantly exploring the company's internal workings, competitors' strategies, and the best practices from other industries. With this commitment, each day at work is a new learning opportunity, ensuring continuous growth and excellence. It’s exciting when mid-level managers and employees suggest feedback, isn’t it? Mike shares why it’s essential for leaders to welcome feedback and ideas from workers at all levels of the company. This practice enhances the customer experience and operational efficiency. When a company puts value into diverse perspectives, it drives the organization toward success. If you ever feel as though there’s a misalignment between your values and the company’s, consider a career change. Mike shares that those who stay in a working environment where values clash often experience dissatisfaction and conflicts. No matter how much you love your position, if it doesn’t align with your personal values, it can impact job satisfaction.Go to https://www.tammyjbond.com/podcast to change your mindset and behaviors so you don’t become a quitter! We’d love for you to join us for our next episodes by tuning in on Apple Podcast, Amazon Podcast, or Spotify and subscribe to our Youtube channel. This podcast is produced by TSE Studios.
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I'm delighted to have Mike Nassar, a distinguished leader, join us. His journey, from various managerial positions to the presidency and then the COO role of a major international company, is a shining example of strategic leadership and value-driven management.
In this episode, we delve into the crucial topic of aligning personal values with organizational goals. Don't miss this conversation, as Mike's wisdom will provide invaluable insights for aspiring leaders and seasoned professionals.
It’s essential for businesses to align their personal values with those of the organization during transitions. In addition, middle managers should stay true to their core values and choose employment that aligns well with their personal beliefs. This will allow you to make the right decisions for the company and yourself.
During the transition phase, provide updates to every employee under your guidance. A leader who ensures good communication represents the company effectively to the staff.
Amidst the changes, it's crucial to remember the value of employee feedback. While it may seem challenging with the many tasks at hand, taking the time to listen and respond to your team's input not only upholds company standards but also makes them feel valued and heard.
Connecting with as many employees as possible is essential for those leading large organizations. Mike shares insights on the importance of connecting with people face-to-face across various locations and the challenges and rewards it brings.
Promote an employee only if he or she meets specific criteria. Mutual success only happens when employees' and managers' goals align.
Go to https://www.tammyjbond.com/podcast to learn how to build up your management skills. We’d love for you to join us for our next episodes by tuning in on Apple Podcast, Amazon Podcast, or Spotify and subscribe to our Youtube channel. This podcast is produced by TSE Studios.
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Saknas det avsnitt?
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It’s time to get curious! In today’s episode of Playing in the Sandbox, I’m bringing you a topic from the vault that digs deep into how we ask questions. Instead of seeking to be understood, first, it’s important that we seek to understand. If you find yourself asking questions that lead to defensiveness, confusion, or other unexpected responses, this episode is for you.
More often than not, people hear questions as accusations. Framing questions from a curious perspective can move our team members out of a defensive mindset.2. If your work environment is breaking down, examine how others answer the questions you are asking – they will expose their perspective (and their baggage if it exists).
3. Asking powerful questions gets you to the core of who someone is and moves past the facade.
4. If you give “point-and-shoot” instructions to your team, the team may feel demoralized. Try taking a “point-and-ask” approach.
5. Pay attention to cultural differences. For example, if you’re an East Coast leader working with a West Coast team, think about how your team members communicate and create space for clarity.
6. It’s important to address the pink elephant in the room! If there’s something no one wants to discuss, expose the issue and seek to rectify it without blame.
Go to https://www.tammyjbond.com/podcast to learn more about asking powerful questions! We’d love for you to join us for our next episodes by tuning in on Apple Podcast, Amazon Podcast, or Spotify and subscribe to our Youtube channel. This podcast is produced by TSE Studios.
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As leaders, it’s our responsibility to create safe, stable environments for our team members. In this episode of Playing in the Sandbox, I discuss trauma and how we can show up for team members who are experiencing trauma. In the workplace, anxiety and depression caused by trauma can lead to absenteeism, distraction, and lowered productivity. We have the opportunity to discover root causes by asking good questions. It’s time to unpack some trauma, tap into our empathy, and explore ways to support our teams in the workplace.
Even though we can’t fix all of the world’s problems, it’s important for leaders to prioritize creating a safe space for our teams to process the upheaval we see happening around us.2. Leaders are not necessarily equipped to help teams work through trauma – that’s what therapy is for. But they can help provide resources to their teams. Show team members you prioritize them and how they are coping with large-scale trauma.
3. Trauma is a response to distressing one-time or ongoing events. Being exposed to a high degree of stress can lead to a variety of negative impacts, like anxiety, fear, shock, and difficulty sleeping.
4. If you notice a sign that a team member might be experiencing distress, try offering them a quick 20-minute check-in. Ask them how they’re doing at home or how world events are affecting them. Help them feel seen.
5. Check out the Exquisite Self-Care booklet by Tammy Bond to learn how to implement your own self-care and encourage others. You can not pour from an empty cup.
6. Build resilience by fostering community. A community gives its members a sense of belonging and purpose.
Go to https://www.tammyjbond.com/podcast for more about trauma and how we can show up in support of others. We’d love for you to join us for our next episodes by tuning in on Apple Podcast, Amazon Podcast, or Spotify and subscribe to our Youtube channel. This podcast is produced by TSE Studios.
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Leadership success isn’t just about our actions; it’s about the assumptions we challenge. In this episode of Playing in the Sandbox, I take you through 5 assumptions that hold leaders back and keep teams from reaching their potential. To those leaders out there looking to self-reflect and break down the thought patterns that limit creativity and hinder growth, this episode is for you!
Assumption #1: “I know best.” This mindset builds resistance to feedback and alternative perspectives, which shuts down your personal growth, your team’s creativity, and innovation overall. Try asking yourself, “Do I always know best? Every time?”Assumption #2: “This is how it’s always been done.” Resistance to change like this breeds stagnation, a lack of progress, and inefficiency. Try opening up a short 7-minute conversation about what can be done differently on a given project (even if you end up sticking with the old way).
Assumption #3: “I don’t need feedback.” Leaders who reject feedback discourage open communication, which can lower the team's morale. This assumption often stems from fear, so try digging deep to understand the source of it.
Assumption #4: “Success happens overnight." Unrealistic expectations can create pressure, anxiety, and fear of failure. If a leader expects too much too quickly, this can discourage persistence.
Assumption #5: “I can do it all alone.” This will lead to burnout and drive the team away. When you rely only on your own expertise, you lose the perspective of others who can help you and provide valuable insights and you rob them of the chance to help you!
Go to https://www.tammyjbond.com/podcast to change your mindset and behaviors so you don’t become a quitter! We’d love for you to join us for our next episodes by tuning in on Apple Podcast, Amazon Podcast, or Spotify and subscribe to our Youtube channel. This podcast is produced by TSE Studios.
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Great leaders always look for ways to improve themselves and unlock their potential. In this episode of Playing In the Sandbox, I take you through the three key ingredients that might be missing from your leadership style. Whether you’re a new leader or you think you have it all figured out, listen in! I know you’re going to learn something new.
The best leaders are vulnerable and authentic in how they approach and communicate with their teams.2. Our culture is obsessed with flawlessness, but projecting flawlessness can come across as inauthentic. Embracing vulnerability as your superpower can help you build trust within your team!
3. Another ingredient in leadership is visionary curiosity. Asking questions and exploring trends can help us with being proactive and “future-proofing.”
4. After asking great questions, great leaders experiment without fear of failure. Taking sensible chances can help you build your creativity and resilience.
5. Hold the eye-roll - as leaders, it’s important that we build empathy and emotional intelligence. If you’re not sure where to start, try journaling to develop your self-awareness!
6. If we don’t understand our own triggers, it’s hard to see when emotions come up in other people. When we know how to manage our emotions, we can model that for others.
Go to https://www.tammyjbond.com/podcast to learn more about the three missing key ingredients in leadership. We’d love for you to join us for our next episodes by tuning in on Apple Podcast, Amazon Podcast, or Spotify and subscribe to our Youtube channel. This podcast is produced by TSE Studios
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Today’s guest has worked at many levels of different organizations and brings a wealth of knowledge to the topic of leadership and management! In today’s episode of Playing in the Sandbox, I’m so excited to bring you into my most recent conversation with Tia Boatman Patterson, the President and CEO of the California Community Reinvestment Corporation. We talk about the importance of communication, expectation-setting, and building management skills at all levels of an organization!
A good manager is aware of their organization's operations, processes, and procedures and understands how to create and implement them to get things done.2. A good leader can motivate, drive, and inspire - and may not be in a “leadership” position!
3. Having a vision on a leadership level is important, but having strong management is critical to bringing that vision into reality.
4. “Fake it till you make it” does not make a good leader or manager. Hold off on leading others until you know how to lead yourself well.
5. Management isn’t easy. From having bold conversations to maintaining open communication between different levels of an organization, there is a lot to balance! Our managers need access to education so they can build those skill sets.
6. One management skill leaders must embrace is communicating to all levels of their organizations. If they don’t, they risk their big messages getting watered down.
Go to https://www.tammyjbond.com/podcast to learn how to build up your management skills. We’d love for you to join us for our next episodes by tuning in on Apple Podcast, Amazon Podcast, or Spotify and subscribe to our Youtube channel. This podcast is produced by TSE Studios.
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I’m not afraid to have bold conversations, and this may be my boldest episode yet! Today on Playing in the Sandbox, I take you with me as I draw a line in the sand - if we want to improve company culture, we can’t just focus on leadership… It is so important that we also empower and educate our amazing managers! Positive change happens at all levels, so listen in to hear how leadership and management can work together to help an organization thrive!
1. We, as a culture, have overemphasized the role of leadership in building healthy business cultures, while undervaluing and underutilizing management.
2. Middle managers have one of the toughest jobs - they communicate both up to leadership and down to team members.
3. Problems with company culture often come from communication breakdowns between leadership and the front line staff.
4. “Title envy” can be a big problem for managers. They may envy the prestige of leadership titles - but when we focus on titles, we lose sight of the importance of the work itself.
5. Comparing titles often creates unnecessary friction and undermines collaboration, whether one person is belittling themselves or others.
6. Studies show that organizations with a balance of leadership and management qualities thrive.
7. Sweeping positive cultural changes can only happen in an organization when leaders check their egos at the door and work in collaboration with all levels of the team. They have to roll up their sleeves and get out there!
Go to https://www.tammyjbond.com/podcast to draw a line in the sand - we need to emphasize management, not just leadership! We’d love for you to join us for our next episodes by tuning in on Apple Podcast, Amazon Podcast, or Spotify and subscribe to our Youtube channel. This podcast is produced by TSE Studios.
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Who are you as a manager? In today’s episode of Playing in the Sandbox, I will take you through the 3 M’s of management. And, spoiler alert, one of these things is not like the others! So grab your pen and paper, write down some takeaways, and figure out which one of the 3 M’s just doesn’t belong in your management style!
Mentoring is an amazing tool that can elevate the success of your team. Spreading your wealth of knowledge strengthens your organization at all levels. Effective mentoring empowers people through building supportive relationships. Mentors build trust with their mentees, encouraging them to be curious, ask for help, and reach their potential. Mindset influences everything you do, for better or worse! Through your actions and behavior, your mindset is transferable to your team. If you want to develop your team culture, evaluate and define your mindset. Embracing a growth mindset will encourage continuous learning and resiliency on your team. Micromanaging is something that many managers do. In short-term situations, micromanagement can be okay. In the long term, however, it leads to burnout, loss of trust, and team turnover! Part of the manager’s job is to keep their eyes on the big picture. When you focus on the day-to-day, you can’t focus on outcomes, leading to big-scale problems!Go to https://www.tammyjbond.com/podcast to learn more about the 3 M’s of management. We’d love for you to join us for our next episodes by tuning in on Apple Podcast, Amazon Podcast, or Spotify and subscribe to our Youtube channel. This podcast is produced by TSE Studios.
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This year, we’re not just celebrating the New Year, we’re celebrating NOT quitting on Quitter’s Day! In this episode of Playing in the Sandbox, I’m digging into Quitter’s Day and how we can shift our perspective toward behavior changes that stick. On that note, we’re going to talk about framing our yearly reviews to help our team members get excited about changing their mindsets so they can accomplish great things.
Coming up with a “New Year's Resolution” isn’t enough. We have to create a clear vision of the outcome we want to achieve over a longer timeline. Don’t fall victim to the “new year” hype! Get excited about changing behaviors and mindset - that’s an excitement that lasts. It’s time for our yearly reviews. When we set clear expectations and KPIs, we can help our team members grow, strengthening our team. Most people think that meeting all their needs will help them feel “free,” but there is a lot of freedom in embracing your “wants.” Don’t forget to look inward! When you’re being held back, look into your past to help open up your future.Go to https://www.tammyjbond.com/podcast to change your mindset and behaviors so you don’t become a quitter! We’d love for you to join us for our next episodes by tuning in on Apple Podcast, Amazon Podcast, or Spotify and subscribe to our Youtube channel. This podcast is produced by TSE Studios.
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Welcome to the final episode of Playing in the Sandbox for this year! I'm thrilled to bring you a special Q&A episode crafted entirely from the questions you, our amazing listeners, have sent in. We will break down the problems so many of us face as leaders while we celebrate curiosity and our amazing community!
When you want to see behavior changes in your team, set expectations, model the changes, and hold check-ins for support and accountability.When you approach teammates about sensitive topics, approach with kindness and share your good intentions. Don’t forget to hold HR accountable!
Don’t be afraid to stand up to teammates who spew negativity.
If your team is underperforming, take accountability! Bring awareness to the issue with your team members and be direct!
Go to https://www.tammyjbond.com/podcast to learn how to meet your fear of failure head-on. We’d love for you to join us for our next episodes by tuning in on Apple Podcast, Amazon Podcast, or Spotify and subscribe to our Youtube channel. This podcast is produced by TSE Studios.
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Leaders, we have had so many learning moments on this podcast throughout 2023. For this episode, we’re looking back over the year to celebrate our wins and leave behind the things that no longer serve us.
The best leaders use the “Power of Regret” to move forward and make big changes. Instead of wallowing in it or pushing it away, confronting regrets can help leaders take action. (Thanks, Dan Pink!)If you’re ready to see change but don’t feel like it’s happening, look at what you’re tolerating in your life. Ask yourself - why aren’t you willing to address these things head-on?
As leaders, we often have high expectations of ourselves and others. But perfection can never be the goal because it’s unattainable - instead, learn how to measure your improvement and celebrate your successes!
Setting expectations is important, but we must prioritize our people over process. Involving team members in the process will help them buy-in and be more accountable, too!
“Active Listening” is so much more than just smiling and nodding while team members talk. As a leader, you must stay focused and engaged - DON’T get distracted by your thoughts and reactions.
Go to https://www.tammyjbond.com/podcast to dive deeper into all of these incredible learning moments. We’d love for you to join us for our next episodes by tuning in on Apple Podcast, Amazon Podcast, or Spotify and subscribe to our Youtube channel. This podcast is produced by TSE Studios.
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One issue many people have when it comes to storytelling is getting to the main points. The whole point of using storytelling as a leader is to make your team members take action. But how can they act when they do not understand what you’re trying to convey?
In this episode, we’ll discuss five key ways leaders can become bottom-line communicators. Listen to this insightful episode to help you develop an essential leadership style.
1. As leaders, it’s vital for you to understand your audience. Some members may need you to display a more colorful approach to your story, while others prefer a more direct approach. Understanding your audience will help you decide how to communicate with them best.
2. Start with clarity when balancing the fine line between storytelling and bottom lining. Decide on your story’s point and the action you want your audience to take action.
3. To help get your points across in storytelling, add context. This is where you can add more depth to your story to help your audience understand its message.
4. As you’re telling your story, be able to adapt to changes to help your audience understand your message. Storytelling embraces emotions; some members may be unable to handle certain emotions within a story.
5. Leaders should always encourage a two-way conversation when using the storytelling technique. Some members may have questions or don’t understand the points you’re trying to convey. Creating an open environment will make them comfortable speaking with you as you share your story.
Go to https://www.tammyjbond.com/podcast to learn how leaders can become bottom-line communicators. We’d love for you to join us for our next episodes by tuning in on Apple Podcast, Amazon Podcast, or Spotify and subscribe to our Youtube channel. This podcast is produced by TSE Studios.
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If your team is operating in chaos, you may have a pot-stirrer in your midst. In this episode, I’m sharing some insights into the inner workings of the pot-stirrer’s mind. Strong leaders have a responsibility to help their teams see their way through tough situations - it’s time to stop stirring the pot and start stepping up.
Pot-stirrers thrive on chaos and tension in the workplace. They manipulate and strong-arm people into unstable situations to gain power and control.The first step to making a change is recognizing pot-stirring behavior patterns in yourself or others and making the decision to adjust the team’s path.
Be open about the negative impacts of pot-stirring. Low morale, low productivity, high turnover rates, and employees feeling stifled are all symptoms of having a pot-stirrer in your organization.
The majority of employees experience stress in the workplace, and there is a correlation between traumatic workplace experiences and counterproductive behaviors.
We have to understand the root causes of pot-stirring in ourselves and others to help unpack where those behaviors come from.
Go to https://www.tammyjbond.com/podcast to learn how to manage the pot-stirrer in your organization (even if it’s you). We’d love for you to join us for our next episodes by tuning in on Apple Podcast, Amazon Podcast, or Spotify and subscribe to our Youtube channel. This podcast is produced by TSE Studios.
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The fear of failure can be a self-fulfilling prophecy if you let it. It’s time to leave the fear behind and break through your barriers. In this episode, I’m here to tell my own personal story of MY fear of failure and share ideas for how you can overcome what holds you back.
If you are becoming stagnant, look inward to discover the truth of why it’s happening. Stagnation can cause us to be afraid to step outside of our comfort zone and try new things.Look back and think about the potential regrets from not taking that risk - do they outweigh the feeling of fear of the unknown?
Leaders who are afraid to fail are often risk-averse. If you’re so risk-averse that you miss out on opportunities, think about bringing someone you trust onto your leadership team.
Teams that display growth and adaptability have leaders that welcome innovation and change. If you can’t see how to execute new ideas and that makes you shoot them down, empower your team members to plan, try, and fail.
Fear of failure is often linked with low self-esteem or self-worth. Get educated and connect with others (like mentors, coaches, therapists, etc.) who can help you understand your self-esteem or self-worth.
When we focus too much on what others will think of us instead of looking in the mirror, we can end up with anxiety about losing our status or reputation.
Go to https://www.tammyjbond.com/podcast to learn how to meet your fear of failure head-on. We’d love for you to join us for our next episodes by tuning in on Apple Podcast, Amazon Podcast, or Spotify and subscribe to our Youtube channel. This podcast is produced by TSE Studios.
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It happens to everyone, so why are we so afraid of being wrong? In today’s episode, I’m diving into the power you gain when you stop fearing failure. Owning your mistakes strengthens your integrity and creates opportunities to learn more about yourself, your work, and your team.
Leaders and team members need to get over the fear of disappointing others and ourselves. Keep your integrity and self-respect by taking personal ownership of mistakes. No blame shifting!
2. Making mistakes can trigger feelings of embarrassment and shame. Most people don’t learn how to move through those emotions which can lead to withdrawing and an unwillingness to take risks.
3. The fear of being wrong can undermine our relationships. When leaders get defensive or shift blame off of themselves, it makes team members feel like they can’t come forward to discuss what isn’t working.
4. Leaders often dwell too long on what’s wrong and don’t move forward to the next steps quickly enough. Focus on failure as a learning opportunity.
5. Reflect and analyze what happened and why. Encourage your team to do the same. Don’t focus on “who”, focus on “how” and “why” things went wrong.
Go to https://www.tammyjbond.com/podcast to learn more about how to overcome the fear of being wrong. We’d love for you to join us for our next episodes by tuning in on Apple Podcast, Amazon Podcast, or Spotify and subscribe to our Youtube channel. This podcast is produced by TSE Studios.
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Navigate team meetings, bold conversations, and tense moments with ease through well-timed pauses! In today’s episode of Playing in the Sandbox, I want to share the Power of Pause with you. When you have the emotional awareness to know how to apply it, you can avoid having your thinking hijacked by tension or frustration.
Even though “hitting the pause button” might seem simple, simple actions can be the most powerful.When emotions are high, taking a pause gives you an opportunity to ask questions that helps you unlock why you are triggered and how to move toward a solution.
Taking a pause can give you time to reevaluate your perspective – you might realize you agree on more than you thought.
A pause gives you a moment to take a breath to help regulate your brain. When you’re dysregulated because of frustration or irritation, you might be more reactive than usual.
You are responsible for your behavior – even when you’re triggered! Slow things down or the people you connect with might leave that interaction feeling confused, bruised, and misused.
Go to https://www.tammyjbond.com/podcast to learn more about how the power of pause can improve communication in times of conflict. We’d love for you to join us for our next episodes by tuning in on Apple Podcast, Amazon Podcast, or Spotify and subscribe to our YouTube channel. This podcast is produced by TSE Studios.
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No matter what kind of organization you lead, the way you support others and support yourself determines your team’s strength and success. In this episode of Playing in the Sandbox, I interview Larry Brey (“LB”), the Associate Pastor at Elevation Church. We discuss how LB builds leaders and helps them understand a vision greater than themselves.
What makes you unique is what makes you powerful. Embrace “the DNA” of who you are and build that up in yourself rather than trying to become the person you think people want you to be. As a leader, your vision can either become polluted or diluted. It can be polluted by others injecting their vision into yours, or diluted when you become too apprehensive to have big, tough conversations. There will be moments when you don’t think you’re strong enough to keep going. Know how you’re going to handle that moment in advance because if you wait until that moment to figure it out, you’ll probably get it wrong. As a leader, your silence can be louder than your words. When people don’t know how you feel, they’ll fill in the blanks with their own insecurities. Let your team know how you feel about them (not just their performance). When leading others, encourage them to talk about what works and what doesn’t. Agree upon safe language so that no one feels like they’re under attack. New employees need four relationships in an organization - a supervisor (who helps them understand their job expectations), a friend (who laughs with them as a peer), a mentor (someone who helps them improve themselves), and a pastor (someone who will carry the burden of life with them).Go to https://www.tammyjbond.com/podcast to learn more about building leaders. We’d love for you to join us for our next episodes by tuning in on Apple Podcast, Amazon Podcast, or Spotify and subscribe to our Youtube channel. This podcast is produced by TSE Studios.
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