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Do Leaders Know How To Shift Negative Company Cultures

Great leaders come in many forms but all have one thing in common: They understand the dynamics of people. People are the backbone of an organization. Without cooperation and collaboration within a business, you will fail. It is critical to the success and culture of the organization to find out what makes people tick. Common sense tells you that treating people the same will not work. For some reason, many managers do not know of any other way. Even worse, some managers feel they need to dictate versus collaborate.


Great leaders know how to motivate people who want to be motivated. Let me be clear: There are some people who, no matter how great a leader is, cannot be bothered or inspired. You can’t motivate someone who doesn’t want to be motivated. That’s a hiring issue. I’m not talking about the people who may be going through a rough patch and need support. As long as they have the fire within them, they deserve the time and energy to get through a traumatic event. I’m talking about unenthusiastic people. A better and more accurate word to describe these individuals is lazy. Lazy people need to take their lack of energy elsewhere. To be successful, you have to surround yourself with people who want to grow and contribute to the accomplishments of an organization.

Reassess And Re-Energize

Great leaders analyze their staff on a consistent basis and determine who’s contributing and who isn’t. Leaders need to keep people focused and engaged in tasks. It’s up to the leader to create and nourish the atmosphere for maximum performance.  People stay motivated and work harder when they feel they are part of a bigger purpose.

Once the tone is set, leaders need to be sure they handle individuals differently. Find their hot buttons! Determine how you can get more out of people so they feel energized about the mission.


Listening is the easiest way to find out what’s important to your employees. Sounds simple, but many managers do not listen to what their people are telling them. They go about it all wrong, making it more about them and their needs. All good leaders know it’s really about their employees. Sure, you benefit but it really is what makes them energized. Listen to what your employees are saying and know what excites them. These are your tools to motivate.



Motivation could come in the form of money, time off, a handshake, acknowledgment in front of others, a group outing, a coffee gathering at 3 p.m., book club, a monthly recognition program, etc. If you’re providing the wrong recognition, you may actually be causing distress for the employee. For example, if someone is uncomfortable with recognition in front of others but you deliver this big elaborate acknowledgment in front of all their peers, this person may try to avoid recognition again in the future. Therefore, their productivity goes down just to avoid being uncomfortable in front of their peers. Again, it seems like common sense but if you do not listen to your employees, you may never know this about someone.

I firmly believe leaders are developed and not born. If you can learn the basics of leadership, you have the potential to become an influential leader. The biggest impact you can have is on your people. If you have a keen sense of what makes people tick, you can master leadership.

This article was originally posted on Forbes.com.

August 14, 2017 1 comment
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My Quest To Help Create Unique And Thriving Company Cultures

I became fascinated with the way people interacted in certain social settings while I studied Social Psychology at the University of Florida. So much so, I was going to continue my education and become an Industrial Psychologist. Due to financial restraints, I decided to pursue my career in Human Resources and received a Master’s in Human Resources Management, while getting practical experience.  This career path put me in front of many types of Managers.

As a Human Resources professional, I was able to explore different methods of inspiration and motivation. I observed many great managers, good managers, insignificant managers, and terrible managers. I was also able to observe strong managers vs. strong leaders. There is a significant difference between managers and leaders. The biggest difference I found was the leader’s ability to impact culture and create a sense of togetherness.


I spent 12 years in Human Resources Management before I made the move into Sales leadership. Interestingly, what prompted me to make the move was a poor manager. Today, I am so thankful for this blessing or I may never have ventured into this crazy and exciting world of Sales. Nevertheless, I have witnessed how a culture can enhance or cripple the success of an organization.

I have been fortunate to experience several different cultures throughout my 23-year career. I have been involved in some amazing atmospheres and, on the other hand, some that completely lacked luster.  These unexciting environments do not produce the results needed for success.  People do just enough to get by because they just do not care.

I often draw upon my experience to teach others how to easily develop a thriving environment.  The first thing to do is remove anyone who is toxic.  Get the bad managers out!  There is no room for someone who will jeopardize the integrity of your culture.


I think back at a vivid time in my career where I had to deal with a demoralizing atmosphere. I believe the majority of the population has dealt with situations similar to mine. I had a boss who believed the way to manage was through intimidation. What he did not realize was this type of management actually demotivated people. Instead of making people feel they were part of something bigger, he made people disinterested in the overall goal. Additionally, he hired people just like him so it compounded the issue.

Unfortunately, the people around him felt helpless. Being one of those people, I started to become disenchanted and I wanted out. I felt extremely guilty about these thoughts since I knew I had people who relied on me. Although I tried to keep a stoic face, I know my team could read my emotions. In turn, I was concerned that would rub off on them.  The culture was is jeopardy and I did not want to contribute the failure.  It was time for me to step up.

I knew I had to bring life back into the environment.  I owed it to my team so I  got to work.  It would be an upward battle but I was determined not to give up.   I still had passion for my job and my team counted on me.  Leaders must realize the impact they have on their surroundings.

First thing I had to do was get my head back into the game. It was not fair for my people or me if I was not giving it my all every day. Furthermore, I could not expect my team to give me their best effort if I was not doing the same. I decided then and there we would persevere and create our own culture.  We had really good people in the organization and I needed to do what I could to save them from leaving.


Do not get me wrong, you have to be mind-strong if you are going to initiate a culture change.  It is extremely challenging and it requires you to step out of your comfort-zone.  You may face adversity but you have to fight for what you believe in.  That is what makes you a leader.  People have to trust you and know you have their best interest at heart.

From the beginning of my career, I have recognized how critical the culture is to the success of the organization. If the culture is compromised and you are in a position of leadership, it is your responsibility to take action. You must lead through the instability and find ways to develop comradery. If you do not react, you will be left with chaos and an organization full of mistrust.  People will leave.

Looking back over all my experiences, I grew passionate about helping others  create the culture they need to prosper.  No culture is the same, nor should it be.  It is important to know what you want to be known for and stick by those values.  Any compromise to those values will derail the entire mission.  Most importantly, make hiring and firing decisions based on your core values.  Do not tolerate bad managers.

July 26, 2017 2 comments
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