Why you should remove the word “millennial” from your vocabulary in 2018

I’ll admit, 10-15 years ago, I was kind of naive about how business worked.  I am happy to say I’ve learned a lot over the years, and while still optimistic, the naïveté has tapered off.

In 2003, I picked up a book called “Employing Generation Why” by Eric Chester.  At the time, I thought it contained some really helpful and insightful information about dealing with the new generation of younger employees entering the workforce. And here’s where the naïveté comes in… I thought people would read this book (or ones like it), figure out the “generations” quagmire, develop some best practices and move on. I really thought once we figured this out we wouldn’t have to talk about it any more.

Boy, was I wrong.

Fast forward to 2018, and we are still having the same conversation about ‘millennials’ that we were having in 2003 (and even before). If history, and the lessons I’ve learned over the last 15 years are any guide, I think the reason were still have the SAME conversation is that it is the WRONG conversation.

We keep talking about the differences between generations.  Gen X does this, milennials do that. We study the years people where born and the significant world events that likely shaped their way of thinking.

Unfortunately, while this type of conversation makes us feel better about our own generation, it does nothing to help build relationships.  It allows us to be stuck in the mindset of “my generation is better than yours” . Na, na, nah boo-boo!

We also then start to stereotype.  Once we put a label on someone, we feel like we know something about them and how they behave, so we adjust our behavior accordingly. Problem is, when you stereotype (based on ANY label) you risk alienating people based on your biases and assumptions.

Don’t get me wrong, there are differences in how people of different ages behave and view the world, but those differences exist with people of the same age, too.  Putting people into generational boxes is NOT HELPING.  That’s why I implore you to remove not only the word “millennial” from your vocab in 2018, but all the useless generational labels that are currently in vogue.

Baby Boomer.  Generation X. Tranditionalists. The Greatest Generation. Generation Y. iGen.

They are all equally useless. And, by the way, made up.

There is no official entity that tracks generations. The categorization of generations was made up by authors, management gurus and consultants as way to sell books, management practices and training programs. And it worked, too, because people inherently wanted to make sense of something they couldn’t understand. But we went about it in completely the wrong way, which is why we’re still talking about this today.

My mantra when it comes to exploring differences in generations in the workplace is two fold.

  1. Get over it. 
  2. Deal with it.

Get over your preconceived notion that there are these massive gaps in understanding among people of different ages.  We all want to be loved, cared for, and to provide value.  We also all want to be connected to the outside world, and phones are not the only culprit.

Once you make the emotional decision to get over it, to stop dwelling on it, to realize that you just have to deal with reality, then you can do something about it… you can DEAL WITH IT!

How do you deal with? By getting to know your employees.  By being diligent about teaching them how to be good employees. By understanding that young people (no matter when they walked the Earth) need guidance and encouragement, not a lecture about how you walked up hill to school with no shoes.

By the way, I’d like to know exactly when we started thinking that a 15-year old was going to come into the work place with the same skills and work ethic as a 30-year old?  That’s what it seems like we are expecting when we complain about “kids these days” always being on the phone and not wanting to work.

As I said above, we all want to be connected to something, so why not get your employees connected to your business? Instead of complaining about the phone, give them a reason to not be on it (and it’s not just a policy).  Provide a compelling reason for them to concentrate on the work you need them to do and they will stay off their phone.  They go to the phone because they are bored, and that’s because WE haven’t given them a reason to care about what they are doing.

That’s part of dealing with it… by not just accepting the status quo. Maybe the positions and jobs you have someone doing are outdated? Maybe you need to provide more options for input and self expression?  That has to be monitored, and is more difficult than assigning a script, but maybe that’s what needs to happen to engage your employees and keep them off their phones?

My friend Josh Liebman tells the story of when he worked at Cedar Point, and most of the attractions had automated spiels.  Great for consistency, not so great for encouraging the employees to have fun.  They then decided to allow employees to make the spiels live and put their own spin on it… they had fun, added in some coaster trivia and other fun facts, and the guests loved it.

That’s probably why a fews years ago I heard an attendant at Gemini doing the safety spiels as Cartman from South Park. It was hilarious.

I don’t think that kind of service or experience happens when we put each other into generational boxes. I don’t think it happens when we stereotype and treat the majority based on the actions of the minority. I also don’t think it happens if we don’t get to know your employees and find out what their particular strengths and struggles are.

That’s your job as a leader. And if you want to know what your employees want or need, ask them. You won’t find a better resource for what will make them outstanding employees.

Related: Adam Conover – Millennials Don’t Exist

Thanks for reading!

Want to SLEEP BETTER?  Ensure your Supervisors are ready to LEAD with these two resources:

The Myth of Employee Burnout Supervisor Training Program – takes the worry and stress out of supervisor development!

NEW BOOK – “ALL CLEAR! A Practical Guide For First Time Leaders and The People Who Support Them”.  Available NOW!

“Hey Matt! I wanted to let you know I loved your book (ALL CLEAR!)!! There are a few things in there I have experienced myself, and others I haven’t even thought about! Very good read! You’ve given me my goal for this next season of helping to develop more leadership skills and mindsets in my team!”

Adam Woodall – Holiday World and Splashin’ Safari, IAAPA Show Ambassador

3 Questions Live – Episode 3

Here we are again, with another episode of 3 Questions Live!  This is where I will answer 3 questions from you and ASK 3 questions that I would like for you to answer.

In this episode, I answer the following questions:

  1. How do you convey to a new leader that their role is not just about wearing a different colored shirt?
  2. How do you get respect from your leaders when they discount your ideas for being a “millennial”?
  3. How do you get respect from peers after a promotion, especially when one of them was up for the same promotion you got?

If you have thoughts or comments on any of these topics, I would love to hear your perspective as well!

My 3 questions for you are:

  1. How often should we do formal evaluations?
  2. What are the best ways to teach leadership skills?
  3. What are some of your favorite books, podcasts or resources that provide great insight?

Please enter your answers to the above questions, or your questions for a future episode in the comments below, or email me at matt@performanceoptimist.com.

Looking forward to your input!

Thanks for watching!

Want to SLEEP BETTER?  Ensure your Supervisors are ready to LEAD with these two resources:

The Myth of Employee Burnout Supervisor Training Program – takes the worry and stress out of supervisor development!

NEW BOOK – “ALL CLEAR! A Practical Guide For First Time Leaders and The People Who Support Them”.  Available NOW! (and makes a great gift!)

Use the coupon code POC10 for 10% off! Valid through Dec. 31, 2017!

Big time service in a small town

Since moving to the mountains of North Carolina, we have encountered many “small-town” pleasures… being surrounded by caring neighbors, greatly reduced traffic-induced anxiety, and knowing both our mail carrier and UPS driver by name.

Before we even moved in, we happened to run into a local UPS guy who told us that Eric would be our driver.  Based on our businesses, we knew that UPS would be making lots of trips up and down “The Beast” (our neighbors unofficial name of our steep and curvy driveway).

And Eric has proven to be a reliable, pleasant, personable and considerate deliverer of goods. He is always smiling and ready to offer a friendly greeting or comment.  It’s been fun getting to know him, and we especially appreciated the over-and-above service he provided the other day.

First, a little context: while in Orlando recently, my laptop bag was stolen. And yes, my laptop was in it at the time. Upon returning home, I trucked off to the Apple store to get a replacement.  They didn’t have the exact configuration I wanted, so I had to order it and have it shipped to my house. I had already been without my main laptop for about a week, so what’s a few more days?

I knew I was going to have to sign for the box when the laptop was delivered, so I watched the tracking carefully to make sure either my wife or I would be home.  On the day it was to arrive, it said the earliest it would be delivered was 1 pm.  My wife and I had some errands to run, so we got in the car and headed down “The Beast” at about 10 am.  We would be back in plenty of time.

As we headed down the driveway, a very familiar brown truck made it’s way past our driveway and up the road. I wondered if it was Eric just as the truck started to slow down.  It stopped right in the middle of the road, and I knew what was happening.

Eric saw our car coming down the driveway, and because he knew we were going to have to sign for the package, he decided to stop and make sure we got it right then to avoid missing us on his way back through the neighborhood.

To me, that was amazing. 

He didn’t have to do that. He could have kept driving, knowing that he would have gotten back around to our house eventually and maybe someone would have been there to sign for the package, maybe not. In the grand scheme of things, what difference did it make to him?

Thankfully for me, it made at least a little difference to him, and his actions made a BIG difference to me.

And quite frankly, I don’t know if this scenario plays out the same way in a different municipality, if a different driver was on the route that day or if we hadn’t gotten to know Eric before this point. My guess is that it wouldn’t have.

So first and foremost, I am thankful to Eric and his efforts to make sure I got my new laptop in a timely manner.  Secondly, I think there is a business lesson to explore.

Not knowing a ton about the UPS culture, I would imagine that as an experienced driver, Eric has the freedom to make these kinds of decisions… to alter his route or delivery schedule to better serve his customers.  What’s another way to say “freedom to make decisions”?

Empowerment.

Yes, I said it. And yes, I know that this was an over-used business cliche a number of years ago.  But here’s the thing… when it’s done right, it actually works.

I think empowerment has gotten a bad rap because of the lazy managers who let the process fail.  You can’t simply say to an employee, “you’re empowered” and expect them to all-of-a-sudden know what they are empowered to actually do.  It just doesn’t work that way.

But that’s what we did back in the day. We told people they were empowered and left it at that. We then scratched our heads when this great empowerment initiative didn’t work.

Once you say, “you’re empowered”, thats when the work actually STARTS!  Now you have to set parameters, provide guidance, seek out suggestions, give feedback, equip with resources, observe behaviors, rinse and repeat.

And maybe lazy is too harsh a word for those managers… maybe forgetful is more accurate?  How often do we forget what it’s like on the frontline, or to be a new employee?  How often do we forget that the things we know BY HEART are things that others may just be learning or may be struggling with?  How often do we forget that not everyone has had the same experiences that we have, which means they could be on a totally difference planet when it comes to appropriate empowerment.

Empowerment is like delegation… it takes a truckload (no UPS pun intended) of work upfront to make it work, but the results can be outstanding!

So whether UPS got empowerment right, or Eric just took it upon himself to help me out, the result was the same, and I am thankful.

Thanks for reading!

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Want to SLEEP BETTER?  Ensure your Supervisors are ready to LEAD with these two resources:

The Myth of Employee Burnout Supervisor Training Program – takes the worry and stress out of supervisor development!

NEW BOOK – “ALL CLEAR! A Practical Guide For First Time Leaders and The People Who Support Them”.  Available NOW!

Trying something new!

Many of you have seen my #3Questions video series. If you haven’t, it’s an interview series I did where I would ask 3 questions of a guest and they would ask 3 questions of me. The guests I had were INCREDIBLE, and I want to thank them again for their time and willingness to share.

For the fun of it, decided to change up the format a little to challenge myself and to get even more people involved.

So… #3Questions LIVE was born.  I’ll explain more in the episode below, but long story short, YOU are now the guest.

Here are the questions I answered in Episode 1:

  1. Was Renegade really the best coaster on CNC 17?
  2. What advice do I have for someone who wants to write and speak?
  3. How do I get a job with Universal or Disney?

And here are the questions I have for you:

  1. How do you deal with “difficult” employees?
  2. What is your best advice for new leaders?
  3. What is your favorite coaster, attraction, exhibit, or haunt?

You can respond in the comments here, on YouTube, or email me: matt@performanceoptimist.comYou can also submit YOUR questions for me to address in another episode.  

Thanks for watching, listening, and participating!!!

Founder – Performance Optimist Consulting

www.performanceoptimist.com

matt@performanceoptimist.com

407-435-8084

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Want to SLEEP BETTER?  Ensure your Supervisors are ready to LEAD with these two resources:

The Myth of Employee Burnout Supervisor Training Program – takes the worry and stress out of supervisor development!

NEW BOOK“ALL CLEAR! A Practical Guide For First Time Leaders and The People Who Support Them”.  Available for PRE-ORDER through Nov. 10!

 

 

 

Will you suffer from FOMO at IAE17?

FOMO – You know, that nagging feeling that something cool is going to happen and you’re going to miss it! 

Fear Of Missing Out.

And with the IAAPA Attractions Expo in Orlando just around the corner… the FOMO is REAL!

So much to see, so much to do!  But where do you start?  With a plan.

If you are looking to take on some new knowledge, here are some of the educational opportunities I HIGHLY recommend!

For the full list of educational sessions, click here!

And if you miss a cool exhibitor (like my friends below), the FOMO will be unbearable!

Okay, seriously. Missing out on these last two things (not specifically IAAPA related, but still not to be missed!) SHOULD be keeping you up at night!

Just say NO to FOMO!!  Get involved and take it all in!

I’ll be there all week (tip your bartender!). Give me a ring at 407-435-8084 if you want to meet up!  Can’t wait to see you all!

Founder – Performance Optimist Consulting

www.performanceoptimist.com

matt@performanceoptimist.com

407-435-8084

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Bad service – who gets a pass?

My wife and I just spent a few wonderful days with friends in the Black Hills of South Dakota.  Mount Rushmore, Deadwood, Crazy Horse, Wall Drug… it was a GREAT time!  We even got to stop and see my friends Cameron, Vivian and Mark at Rushmore Tramway Adventures (with a bonus ride in the Mammoth)! 

And of course, with great times come great guest service lessons! 

Because it was October, the area was in the wind-down phase of their busy season.  We caught our friends at Rushmore Tramway Adventures on the very last day of operation, and other establishments were closing up soon or were at skeleton staffing levels.

Unfortunately, two experiences stood out with underperforming/unprepared staff members, but they were received very differently.  Here they are – would love to hear your take.

  • Server 1 – mentioned multiple times that she was normally the bartender and was not used to waiting tables. The service at this restaurant was slow and inconsistent.  There seemed to be one ketchup bottle being shared by all tables (5 out 30 were occupied), and 4 out of 6 of our orders were delivered incorrectly.  When service recovery was performed, it was with an air of frustration.
  • Server 2 (different restaurant)- When asked what beers were on draught, the waiter said, “I’m not sure, it’s only my 4th day.”  He was young and timid, hoping against hope to make it to his 5th day. “Could you find out, please?”, we asked. “Sure”, he said, and disappeared.  He came back with a written list. His confidence grew throughout the meal, and when service recovery was needed this time, there was a sincere apology AND a 10% discount on the bill.  In fact, one of our pizza’s came without the pepperoni we ordered.  We were too hungry to wait for another pizza to be made, so he brought out some cooked pepperoni to add to the pizza that had been delivered.

When analyzing the groups’ reaction, it confirmed something I have believed for a long time about service… people don’t necessarily want service perfection, but they do want effort and don’t want to hear excuses.  To me, the bartender telling us she wasn’t normally a server felt like an excuse.

I think it felt like an excuse because she didn’t put forth any effort to overcome the deficit.  We joked that she was probably also responsible for housekeeping, maintenance and renting kayaks at the lake during the summer… and she would have rather been doing any of those activities at that time.

It may be a fine line, but server 2, after announcing that it was his fourth day, never returned to the scene of the crime.  He didn’t use his lack of experience as a crutch. He smiled, answered our questions, apologized for errors, made efforts to improve, and actually did improve, right before our eyes.

Here’s what I find interesting… server 1 was probably in her late 30’s or early 40’s (I am a terrible judge of age), and had a worn name tag, like she had been working at this establishment for some time. She’s the experienced one who fell back on the “this isn’t my normal job” excuse. You would think, hope and maybe even expect that with her level of experience at that hotel/restaurant, that she would be able to jump in to many different positions and perhaps not excel, but at least not act like a fish out of water, either.

By contrast, server 2 was probably in his early 20’s, admittedly in his 4th day of employment at that restaurant, and didn’t seem to possess a TON of worldly work experience.  He was the one who busted his hump to make things right.

And who knows, maybe server 1 was like server 2 on her 4th day on the job?  Maybe she LEARNED how to shirk responsibility and play the victim from the people around her and her – GASP – leaders! Since we know that leaders have a tremendous impact on employee morale, engagement and productivity, she could just be reacting to her environment.

What are the lessons?

  • Cross train early and often – to combat the “not my job” syndrome at the end of a long season, prepare those who will be with you to the very end.  Create a plan to have them ready to take on the new role BEFORE others vacate the job.  Just because it’s the end of the season, it doesn’t mean that training is automatically easier or less time consuming (if you do it right).  When cross training is done at the 11th hour, it can be viewed as a desperation move, and people will be less likely to see it as an opportunity.  Doing it early gives you a chance to reframe the conversation from “oh crap, we have to do this” to “this is what we planned all along.”
  • Encourage effort, even if not perfect – server 2 wasn’t perfect, but he did display a good amount of effort.  That effort needs to be encouraged so he will put forth the effort again. That effort might show up as learning the draught beers by heart or reaffirming the order with the kitchen.
  • Discourage the “victim voice” – Even as you reframe the conversation with early cross training, you may still hear people saying “it’s not my job”, or “I normally don’t do this”. If they say it, they believe it.  If they believe it, their actions will reflect it. There is no need to beat them over the head with “it IS your job!  Your job description says ‘and other duties as assigned!'” Instead, talk to them about their objections… maybe learning a new area brings them back to new hire fears… maybe they have gotten so comfortable (and it’s taken awhile) that they don’t feel they can achieve that level of skill in such a short time.  They need to SEE for themselves that it IS their job (and that it will be okay) before they start telling themselves that.

What do you think? What do you do to prepare your team for the end of the season?

And oh… would you have given a “pass” to server 1 or 2?  Neither?  Both?  Let me know.

Server 2 gets a pass from me.  Server 1?  Not so much.

Thanks for reading!

FREE Event in Orlando – November 12, 2017

Seating is limited!  Click the pic for details and tickets!

“You should be a counselor.”

That’s what a friend said to me recently.

“You should be a counselor.”

What’s interesting is that I have heard that a number of times over the last few months from people I don’t normally work with.  This last time was just a few weeks ago.

Some friends from high school and I got together at a buddies lake cabin for a guys weekend. One friend and I sat down to have lunch one day and started talking about business.  He’s a business owner and he started sharing some things that had been going well and some things that had not been going so well.

I listened, asked some questions, and offered my perspective on a couple of his points. We spoke for about an hour and then he said, “man, that felt like therapy! You should be a counselor.”

I share this story for 2 reasons:

  1. If you are in a similar spot as my friend… maybe you’re stuck in a rut, or are looking to take things to the next level, but don’t know where to start, give me a call.
  2. This experience really solidified for me that if your personality, purpose and passions are fully aligned with what you do as a profession, work is no longer “work”, but an extension of your natural behaviors.

That second point really hit home because this conversation was not planned. We didn’t schedule a coaching or counseling session, we were just talking. But when my friend shared that something was bothering him, my mind immediately jumped to “helping” mode.

“How can I help him?  Or how can I help him help himself?”

And my PURPOSE, I believe, is to help people. It’s even in my tag line- Helping Leaders Lead. I learned early on that my greatest joy came when I could help other people be successful.

My PASSION is people (and the amusement park industry, of course!). I enjoy meeting people, hearing about their journeys and learning from their experiences. I could also talk for days about roller coasters, but that’s another story for another time.

And my PERSONALITY lends itself to serving my purpose and passion. I like having (and instigating) fun, but also enjoy listening to others, analyzing situations, and trying to connect the dots.

If your work is enjoyable and feels like a natural extention of what you do, there is a good chance your 3 P’s are in alignment.

Congratulations!!!

If that’s not the case for you, try this:

  • Passion – what do you care about? What do you go out of your way to learn about, or be involved with?  What are you constantly looking for or are aware of – no matter where you are? At a flea market recently, I found a tiny little toy bus that said Six Flags on it. It caught my eye right away and I had to have it. The people I was with said they never even noticed it. Probably because that’s not what they were looking for.  
  • Purpose – this is a big picture question… do you help people, build things (I.e. houses, roller coasters or kitchen cabinets), do you solve problems, do you communicate well or do you enjoy inspiring others? This is not an exhaustive list of “purposes”, but will hopefully give you an idea of what to ask yourself.
  • Personality– when are you at your most comfortable or productive? Are you on a stage, in an office or on a job site? Are you working with others or by yourself? Is the work largely cerebral or physically active? You can answer affirmative to more than one, and that’s okay. That means you can exist and thrive in many environments.

So if you are in a rut, trying to take things to the next level, or need help aligning your 3 P’s, give me a jingle.  We’ll see if my friend was right! :o)

Thanks for reading!

www.performanceoptimist.com

matt@performanceoptimist.com

407-435-8084

A bunch of Supervisors from Silverwood Theme Park went through the Myth of Employee Burnout Training Program – here’s what they had to say about it.

 

If you liked that post…

Many of you have been faithful readers since I started this blog back in 2009. THANK YOU!! I love hearing about how you use the stories to better yourself and your business and quite frankly, that’s what keeps me going!

That’s also what led me to put together over 80 of my favorite leadership articles into one, free, downloadable eBook.

How do you get it? Click this link and enter your email so we know where to send it.  That’s it.

Should you have any trouble with the download, let me know right away.

Happy reading!!

This story just keeps getting better

Stop me if you heard this before… Sara was trying to figure out if she should hire a sales manager or not.  If you missed that story, click here for the details.

If you heard that story, you know that Sara, with the help of her Mastermind group, ultimately decided to hire a sales manager rather than try to spoon those duties onto her already-full plate.

While that story was really about having a trusted group of peer advisors, that wasn’t the end of the tale.

After I published that post, Sara emailed me to tell me that the person they hired is really working out well… he’s full of energy, has tons of creative ideas and fits the team and culture beautifully.

Then she dropped the hammer.  In addition to all that, attendance is up 34%.

Um.  Okay.  Wow.  How’s THAT for return on investment?

Of course there are many factors that could impact this bump in attendance. The park did debut a new attraction, so that has to be figured in.  Even with that, Sara is pretty confident that their sales guy has had a significant role in their success.

And maybe even more importantly, he has taken a huge burden off of Sara’s shoulders.  She is now free to deal with the 9,073 other things on her list.  That story of the ROI is a little less straightforward, but there is no denying his impact beyond the sales department.

What decisions are you wrestling with?  What would it mean to you to have a group of people in your corner whose sole purpose was to help you succeed?  If you would like to learn more about the Mastermind process and how it helped Sara, give me call (407-435-8084), send me an email or click here for more details.

Thanks for reading!

www.performanceoptimist.com

Do you NOT play well with others??  Maybe individual coaching is more your speed.

  • Personalized program
  • Transform your leadership
  • Uncover unknown potential

 

Time management tips for leaders BY leaders

If you have ever struggled with managing your time and actions as a leader, don’t feel bad.  Everyone has a tale or seven about how time has gotten away from them or how they haven’t been as productive as they would like to be.

Which is why time management should be at the forefront of every leaders’ agenda.

Especially for new leaders…  learning to manage a whole new set of peers, tasks, responsibilities and employees can just about break most humans.  That’s why when I came across the following advice, I knew that it HAD to be shared!

These time management tips come from two experienced attractions leaders, Meghan Milliken (left) who is a Creative Intern at Herschend Family Entertainment, and Brittany Arndt (right), who is an Operations Leader at Walt Disney World.

I had reached out to Meghan for some help on an IAAPA eLearning course I am working on, and she enlisted the help of her roommate, Brittany.  I was looking for three major time management challenges that new supervisors face.

Here is what they said. You can take their advice to the bank!

Time Management Challenges

  • Don’t wear yourself out: when you’re a new manager, this may seem like the time to prove your worth – and what better way is there to show you’ve done that than with working extra hours? What most people don’t realize is that the extra hours put in today, will only lead to a lack of energy tomorrow. It’s not just understanding that balance, but its also understanding you shouldn’t have to prove your worth ethic through self-exhaustion.
  • Finding the right time to get to know your team – Respect is a two way street and one-on-one conversations with your team can help, but having to leave for something time sensitive or “more important” can be an issue. At the end of the day, projects like making a bulletin board doesn’t gain your teams TRUST, but talking to them and getting to know them will. Projects may look good on paper, but this is about learning to spend time on something much less tangible, but FAR more impactful on the people you’re leading. After all workplace relationships are the foundation on which your team stands.
  • Setting aside time to talk to your leader/boss – This one is especially tricky for NEW leaders with a boss they’ve never worked with before. It can be intimidating to approach them so many people don’t until they need help. This is the point of no return. Where the boss is left to imagine what it is you’ve actually been doing since you started. Instead of reaching this point, take a head start in requesting scheduled meetings with them. Taking the time to talk on a regular basis allows new leaders to learn their boss’ expectations and allows their bosses to offer advice as they pave their new path of leadership.

Some of this may actually sound counter-intuitive, and that’s what I really like about it!  If we only let our intuition drive us, we may never get out of our own way.

The first item on Meghan and Brittany’s list takes patience.  New leaders may not know it yet, but they are in a marathon, not a sprint. Conserving your energy is the only way to survive the long haul. It’s like Lao Tzu said…

Item 2 to me is about where you choose to spend (or invest) your time.  For new leaders, it can be easy to hide behind projects that take time, but offer little in terms building true rapport with your team.  If you look at time as an investment, you can also then look at the ROI (return on investment). “What will this activity do for me, the team or the organization in the long run?”

And how about that last one… are they really saying that in order to save time you have to spend more time?  Well, yes.  But spend it more wisely.  Spend it being proactive rather than reactive. Spend it building something, not putting out fires.

I can’t thank Meghan and Brittany enough for this incredible insight!  If you have time management tips that would help other leaders, feel free to put them in the comments or email them to me here.  Happy to pass them along!

Thanks for reading!

How’s this for a time saver?  With one move you can check “SUPERVISOR TRAINING” off your list!

The Myth of Employee Burnout 8 Week Supervisor Training Program is a ready-to-go training program that teaches your supervisors about leadership influence, communication and more!  Here’s what a recent graduate of the program said:

“I caught myself coasting, being able to sigh and take a breather, and realized No, No, No! If I coast, they coast. So I turned “it” back on. The lessons have made a difference in my thinking.”

Click here to learn more and order yours today!

*Waffles optional.