What are the signs of dysfunctional communication in the workplace? How do we deal with them? In this episode, I am joined by my special guest, Mark Shuler as he discusses how to deal with dysfunctional communication styles in the workplace. To address the situation, Mark has broken down those strategies into four categories: Boundaries, Buffers, Deflectors, and Neutralizers.

Listen in as Dawn and Mark dissect the dysfunctional communication styles and have an in-depth discussion about the four categories in how to approach the situation.

The post Episode 223 – Boundaries, Buffers, Deflectors, and Neutralizers – Interview with Mark Shuler, M.A. first appeared on The Shuler Group LLC.

I thoroughly enjoyed my conversation with Heenle Turner, HR expert, probably because we are so aligned in our beliefs around valuing employees, right people in the right seats, just to name a few

Some key points from our discussion:

• How 5-star employees are only 15% of any industry
• What 5 criteria make up a 5-star employee
• Main pitfalls when recruiting
• Why employees are leaving their jobs today
• Heenle’s new favorite question on employee engagement surveys

About Heenle Turner:

Heenle is a certified HR Professional with a passion for helping businesses succeed. Heenle has provided HR consulting services to more than 200 businesses varying in size and industry. Heenle’s experience in sales, customer service and people management has uniquely positioned her to partner with entrepreneur’s and business leaders to recruit and retain a team of their own five-star employees.

Connect with Heenle:

• LinkedIn: https://www.linkedin.com/in/heenleturner/

The post Episode 222 – 5-Star Employees – Interview with Heenle Turner, HR Expert first appeared on The Shuler Group LLC.

I recently chatted with Ryan Gottfredson, Ph.D, and it was one of the most engaging and fascinating interviews I’ve done.

Ryan is a cutting-edge leadership development author, researcher, and consultant, with a focus on vertical development. In case this is a new concept for you (or even if you’re familiar, you may want to hear what Ryan has to say about it), you’ll definitely want to listen in!

We discussed

• What vertical development is (and it’s something that everyone wants, but they don’t know exactly what it is)
• The two different types of development and 90% of leadership development efforts are in one, and it’s woefully inadequate
• How we navigate change, pressure, uncertainty, and complexity
• The paradoxes of being a leader
• How most leaders view failure
• Vertical development characteristics
• 3 adult developmental levels (that correspond to vertical development)
• 2 approaches to vertically developing ourselves

About Ryan Gottfredson:

Ryan Gottfredson, Ph.D. is a cutting-edge leadership development author, researcher, and consultant. He helps organizations vertically develop their leaders primarily through a focus on mindsets. Ryan is the Wall Street Journal and USA Today best-selling author of Success Mindsets: The Key to Unlocking Greater Success in Your Life, Work, & Leadership. He is also the author of the newly released book, The Elevated Leader: Leveling Up Your Leadership Through Vertical Development. He is also a leadership professor at the College of Business and Economics at California State University-Fullerton.

Connect with Ryan:

• Facebook: https://www.facebook.com/RyanGottfredsonPhD/
• LinkedIn: https://www.linkedin.com/in/ryangottfredson/
• YouTube: https://www.youtube.com/channel/UCyTe4jL0cla-U_Y4lqjc3-w
• Twitter: https://twitter.com/RyanGottfredson
• Instagram: https://www.instagram.com/ryangottfredson/

The post Episode 221 – The importance of elevating your leaders – interview with Ryan Gottfredson first appeared on The Shuler Group LLC.

Today’s episode was with Mark James, founder and President of Performance Advisors Group, Inc. His focus is on processes, and while that may seem dry, it’s certainly not, with research that shows that 50-75% of what employees do adds little value to the organization’s outcome.

We covered juicy topics like

• The 3 contributing factors of non-value-add tasks and activities
• How work gets done in an organization
• The 2 questions to ask about activities and tasks to ensure that they add value to the organization
• The direct connection between employee experience and customer experience
• 4 common sources of people and operational performance problems

About Mark James

Mark is an accomplished business improvement advisor with over 40 years of experience in workplace and channel performance, change management, customer loyalty and measurement. As founder and President of Performance Advisors Group, Inc., he leverages this experience to help B2B companies achieve sustainable growth and competitive advantage by eliminating barriers that get in the way.

You can find Mark at Performance Advisors on the web as well as LinkedIn. Connect with Mark!

The post Episode 220 – The importance of values, vision, and mission – Interview with Mark James first appeared on The Shuler Group LLC.

In this series Dawn interviews leaders in organizations who have taken a stand in promoting positive culture, employee engagement, and/or DEI. This episode with Ladan Morgan of Firstmark Credit Union highlights Firstmark’s strong focus on hiring right and onboarding extremely well to create a strong culture.

Covered in this episode:

• How Firstmark handled the pandemic (they actually earned a Resilience Award as a result of their efforts)
• How they are handling the Great Resignation
• Their emphasis on their High 5 core values
• How to determine a potential new hire’s culture fit from the beginning of the process
• Onboarding and retention as best friends

About Ladan Morgan:

She is a knowledgeable and accomplished Human Resources professional working with a dynamic team to recruit, train, develop and retain top talent in a competitive market. She is fortunate to be able to devote her time and talents to strengthen an organization committed to the success of our team, our members, and the communities we serve.

Find Ladan on Social Media:

Facebook: @FirstmarkCU

LinkedIn: @FirstmarkCU

Twitter: @FirstmarkCU

The post Episode 219 – Happy employees are productive employees – Interview with Ladan Morgan first appeared on The Shuler Group LLC.

Dawn talks with Elliot Epstein from Lightyear Health. They discuss his dedication to attracting and hiring good people, and their business practices that include managerial training, check-in surveys, unconscious bias training, etc. Elliot has found that more diverse and inclusive teams have better outcomes, and it trickles down to the health of their patients.

About Elliot:

Elliot has dedicated his career to building and scaling People teams in technology-enabled, mission-driven organizations. He’s currently the Chief People Officer & Chief Administrative Officer at Lightyear Health — which brings expertise in pain management, rehabilitation, and behavioral health to long-term care facilities for aging adults — and has previously led People teams at Galileo and Knotel. Elliot started his career as an elementary school educator with Teach For America, and subsequently worked in human capital roles there and at Success Academy Charter Schools. He lives with his husband, 2-year-old daughter, and rescue dog in New York City and enjoys improv classes and crossword puzzles.

Find Elliot on LinkedIn and Facebook.

The post Episode 218 – People Teams – Interview with Elliot Epstein first appeared on The Shuler Group LLC.

Everyone wants to be seen, heard, and acknowledged. This applies to you, your family, and your colleagues. And, everyone wants to feel relevant and competent, especially in the workplace.

Competent: You feel (and others see you as) good at what you do.

Relevant: You’re important and you matter.

You can identify when someone isn’t feeling competent or relevant; they may interrupt, be the class clown, try to prove they’re right, or interject with their experiences. We can combat our own need, and recognize it in others.

Ways to combat your own response to needing to feel competent and relevant:

1. Be quiet: listen more than you talk.
2. Know your lane; you can’t be great at everything.

Ways to make others feel competent and relevant:

1. Realize that everyone is the main character of their own movie.
2. Ask for their input.
3. Acknowledge what others have contributed.

Listen in as Dawn expands upon the need to feel competent and relevant.

The post Episode 217 – Your need to feel competent and relevant first appeared on The Shuler Group LLC.

When you have the right people in the right seats doing the right things, your business thrives. But how do you make sure that your people are working together at their top performance?

Forward motion is the goal of everything an organization does. Here are 6 regular practices for leaders to implement with their employees for continuous forward motion:

1. Groundhog Day exercise: After a project ends, discuss how you would do it differently if you had to do it again.
2. Weekly coffee talks: Members of your team can come talk to you about anything as a check-in.
3. Daily stand-up: Check in with your team member at the end of the day to discuss a win they had, a challenge they faced, and their priority for the next day.
4. Regular conversation with your employees: Learn and support their goals.
5. Make them feel part of the organization: Ask for their input and share what is going on.
6. Know and focus on their strengths: Learn what they’re amazing at and pair tasks with their abilities.

Listen in as Dawn elaborates on these habits and why they’re so important.

Similar episodes: People process performance, People processes performance part 2, Right person, wrong seat

The post Episode 216 – 6 regular habits to promote forward motion first appeared on The Shuler Group LLC.