EGGS 100: JASON TREU – EXECUTIVE BUSINESS COACH AND TEAM BUILDER
This week on Eggs we have special guest Jason Treu. Jason Treu is an executive business coach who works with leaders, entrepreneurs, and rising start-ups to maximize their leadership potential and performance. With more than 60,000 copies sold, he is the best-selling author of Social Wealth, a how-to guide on building an extraordinary business. Jason also hosts a podcast called Executive Breakthroughs, where game-changing CEO’s, entrepreneurs, and experts are invited to share their breakthroughs and breakdowns. This conversation was super valuable and contains a lot of practical nuggets that will help you understand the importance of people in your business and life.
If you manage people read this: 32% of a worker’s loyalty is the result of feeling trust towards their boss (according to a recent study). Employees are 12 times more likely to recommend the company as a great employer when their manager listens to them (and very few do).
How certain are you that your team trusts you? Have you asked them directly?
But what does it actually take for an employee to trust their boss?
One of THE top reasons is if an employee’s boss responded constructively when they shared their work challenges/problems. Only 23% of people say that when they share their work problems with their leader, they “always” respond constructively. That’s horrible and easily fixable.
Here are three questions to help you understand your employee’s roadblocks (and then work with them to solve it). You’ll also increase performance, engagement, and motivation. All of those things will help you get promoted and stand out much more.
1) “What can I do to make you more effective?”
2) “What roadblocks have you been facing?” “What’s been getting in the way for you lately?”
3) “What things have been frustrating you at work lately?”
Hope you enjoyed, “What Manager Can Do to Get Employees to Trust Them More (3 Questions to Ask).”
If employees aren’t speaking up, look at your culture before you blame them. Leaders need to take a hard look at the environment they are creating (consciously or unconsciously).
Creating a suggestion box or conducting an employee survey isn’t enough. Leaders need to stop punishing dissent & instead reward raising issues & proposing ideas/improvements.
Build psychological safe environments & reward the behaviors that promote engagement and problem-solving.
You can see above the great discussions that went on today in Houston at the PRSA Southwest District Conference at my presentation on team building.
Click on the above links to the see the small group interactions.
We discussed how to build the highest performing teams today. We also played by team building game, Cards Against Mundanity, in small groups so everyone could interactively experience why these strategies and tools will help them perform, collaborate and communicate much, much better.
Teamwork is the most important soft skill moving forward (slightly ahead of self awareness). It’s the least understood and very few people can run great teams. But it’s a critical skill everyone needs. You aren’t born with it. You have to learn it just like a technical skill and it’s just as complicated. But there are is a fast track process to building great teams. And you can apply it to third parties such as customers, partners, media and analysts.
CardsAgainstMundanity.com – Get the free PDF game and consider doing either an in-person workshop or assisted remote one. Soon I’ll be launching a physical, poker style cards you can use.
Great presentations at Hacking HR in Houston last night by Heather Dulin at National Oilwell Varco (on personal branding – check out my crumpled sheet we filled out last night) & Joti Chandran from HP (her great work on the workforce of the future). Highly recommend checking it out no matter what your job function. We all walked away with actionable insights and more knowledge about what we bring to the table.
Here is the website to go to their next event: https://hackinghr.io/houston2019/
