amplify3x

You want a different outcome for your customers. And, you want a different experience for your employees. The good news is, you can have both. ????????'?? ?????? ???? ???? ????????: 1. We use a data-based process to identify the desired needs and wants of the people who impact your business most. 2. We identify the gap between where you are today and where ???????? want to be. 3. We implement a structured workflow that guides teams to identify what must change in order to reach their desired future state. This collaborative, step-by-step process enables us to create a desired future state developed jointly by senior and employee teams. It is not a top-down approach but rather a commitment to something significantly better than what exists today. You cannot force others to change, but you can create an environment in which individuals want to change for themselves. ???? ?????????????????? ???????? ??????????????, ???? ???????????? ?????????? ?????? ?????????????????? ???????? ?????? ?????? ??????????????, ?????????????? ???????????????? ?????????????? ?????? ?????????? ???????????? ????????????, ?????? ???????????????????? ?????????????? ?????????????????????? ?????????????? ???? ????????. Furthermore, ???????????????? ?????????? ?????? ???????? ???????????? ???? ?????????????? ?????????????????????? ??????????????.?? When you experience the benefits of a cohesive team, you know it. Are you working to build a cohesive team? #team #cohesion #performance #customer #experience

???? ???????? ???????? ?????????? ???????????????? ???? ?????????????? ?????? ???????????? ????????????????? Are they pushing themselves beyond their comfort zone? Or do they tend to stay within familiar boundaries? As you know, true growth occurs when individuals push beyond their perceived limits. Although it may feel uncomfortable at first, each step outside our comfort zone presents an opportunity to enhance our collective skills, knowledge, and capabilities. Here are some practical ways cohesive teams expand their limits: ?? They embrace new learning: With technology advances, cohesive teams explore and leverage technology tools to solve new and old problems. Imagine letting AI handle all your onboarding and recruiting communications! ?? They seek out challenges: Instead of sticking with "that's how we've always done it," cohesive teams encourage and challenge one another to seek input from areas they may not have considered before. ?? They celebrate the learning in failure: Remember the saying "If you're not failing, you're not pushing far enough." ???? ?????? ???????????? ?? ???????? ?????????? ?????????? ?????????? ???????? ?????????????????????? ???????????? ?????????? ?????? ???????????????? ???????? ?????? ???????????????? ?????????? ?????? ??????. Just like starting anything new, these practices bring initial tension. But with the right formula, your team can break through these barriers and unlock incredible success. ???? ?????? ?????????????? ???????? ???????? ?????? ???????? ?? ?????????????? ???????????? ???? ?????? ????????????????? #cohesive #teams #business #results #winning

I often hear from senior leaders, "We just need them to get along. The different departments don't talk to one another." ???? ?????? ?????????????? ???????? ???????? ?????? ???? ??????????????? Join us today for a Live Webinar! ?? ?????????? ???????? ???????? ???????? ?????? ???????? ???????????????????? ???? ???????????????? >>> Starts @ 1 PM EST Registration link in comments. #collaboration #listening #relationships

Could your team benefit from improved communication and collaboration??? If you are looking for these results and a more #cohesive team, I'm sharing my process in a Live Webinar tomorrow! See registration link in the comments. #ceos #chro #communication #collaboration #trust

???????????????? ?? ???????????????? ???????? ???? ?????? ???? ?????????????????????? ???? ?????? ?????????? ?????????????????? ??????????. To achieve this, it is crucial that team members have a clear understanding of the team's direction and their individual roles within the team's shared future. Second, team members should have confidence in their strengths, so asking for help and relying on others to share their strengths and knowledge is a natural part of the process. This work is as much a personal growth journey as it is a professional one. That’s why it’s harder to fix from inside the organization. When working with teams, we prioritize self-improvement. Here’s how we do it: 1. We use a system to identify unique strengths. 2. We examine how and when individual strengths show up in the business. 3. We explore opportunities for leaders to amplify their value on the team and in the organization as a whole. ???? ?????????????????? ???????? ??????????????, ???? ???????????? ?????????? ?????? ?????????????????? ???????? ?????? ?????? ??????????????, ?????????????? ???????????????? ?????????????? ?????? ?????????? ???????????? ????????????, ?????? ???????????????????? ?????????????? ?????????????????????? ?????????????? ???? ????????. Furthermore, ???????????????? ?????????? ?????? ???????? ???????????? ???? ?????????????? ?????????????????????? ??????????????.?? When you experience the benefits of a cohesive team, you know it. Are you working to build a cohesive team? #strategic #coherence #teams

???? ?????? ???????????? ???? ???????? ?????????????????? ?????? ?????? ?????????????????? ???????? ???????????? ????????. In the workplace, team culture is significantly influenced by what people observe and expect from each other. To foster these behaviors, we can do a few things: ?? ?????????????? ?????????????????????? ?????? ????????????????????????. Merely displaying values and behaviors on a wall is insufficient. Culture is learned through observation in everyday moments - between meetings, before and during meetings, in emails, team-building activities, and feedback sessions. To help teams see what we expect, we must model these behaviors ourselves. As an example, showing up each day refreshed, positive, and energized sets a different tone and expectation compared to being frazzled, stressed, and exhausted. ?? ???????????? ?????? ????????????????????????’?? ????????????. Defining these behaviors explicitly makes the desired culture more apparent. Helping individuals connect their daily actions to the desired behaviors helps them make sense of the changes that create a better future for everyone. Clearly outlining the behaviors we want to encourage brings clarity. Phrases like "Strive for Greatness" and "Integrity" can mean different things to different people, so it's essential to be specific about what this means in our organization. ?? ???????????? ?????? ?????????????? ????????????????. Lastly, people do more of what gets rewarded. You can’t force change on people, but you can reward it. When someone displays one of your core values by the behavior they exhibit, highlight them. ?? ?????? ????????’?? ???????? ?????????????????????? ???????? ???????????????? ?????? ???????? ????????????, ?????? ?????? ?????? ???????????? ???????? ???????? ???? ????????????????.? What would you add to this list? ?? #culture #teams #behavior

Owners who aren't getting what they want often become restless. They look for things they can address that make them feel in control. For example, they implement more meetings (so they can get up to speed), assign more work (to their very best people), hire new people, demand more from recruiters, move work around, or ask more from their executive team. When they fail to make the money they want, they become frustrated, insisting that their way is best. They conclude that people who disagree with them "must not be a cultural fit," or "they just aren't invested in the business," or blame their results on things outside their control. On the other hand, there is a group of owners who are succeeding financially and positively impacting the people who work for them. These leaders have taken time to slow down, listen, and learn. They take responsibility for creating opportunities for their team members and refrain from ignoring hard truths. They focus on understanding themselves and their team and what their team members are sharing with them. These leaders thrive even amid chaos. So, which type of leader do you choose to be? The second group of leaders has developed the skill of truth. They face reality and take personal responsibility for shaping their team's ideal future. In this context, truth refers to organizing knowledge based on relationships rather than personal bias. If you are not getting the results you want, consider the following points: 1. Are your team members actively participating in meetings and engaging in healthy conflict when necessary? 2. Do your team members bring up fresh ideas you may not have considered before? 3. Are your team members open and honest with you, delivering truth to your doorstep? Remember, investing time and effort in your team now is more cost-effective than dealing with the consequences of neglecting them later. It's about doing the hard right things now rather than settling for the easy wrong ones later. #teams #growth #truth #transformation

Are you a CEO who recently took over a boomer-led business? Transitions are tough, especially when we are looking for a playbook or set of instructions to follow. However, many executives put off seeing rewards because they fear taking risks and what others might think of them. As someone who has been in your shoes, I understand the challenges you're facing. Today, I want to share three strategies that will help you take your business to the next level: First, rely on something other than what others think you should do. You already have everything you need to take the next step; you've waited your whole life to do this, and your vision is already there. Second, don't wait to take action. When a new leader steps into the top spot, they typically have 9 - 12 months to make changes that will shape the future they envision. We must indeed be willing to listen to what is missing, but then we must take action. Lastly, avoid the need to please. ???????????? ???????? ?????? ???????? ???????????? ??????, ???????? ??????????????????????, ???????? ?????? ???????????? ???????? ???????? ????????????. The sooner you communicate these things and back them with action, the sooner you will create the changes you seek. To grow your business, we must take consistent action and be prepared to face failure. The key is to be proactive and confident and stay true to the values that got you to that seat in the first place. What obstacles are keeping you from achieving the next level in your business? #leadership #management #vision #culture #ceo #business #growth

?????? ??????'?? ?????????? ???????????? ???? ????????????, ?????? ?????? ?????? ???????????? ????. To encourage the behaviors we want to see more of, we can do three things: ?? Clearly communicate our expectations. Showing up with an energized, supportive, and positive attitude creates different expectations than when we are stressed, distracted, and exhausted. ?? Define our organization’s values. Words like "Strive for Greatness" and "Integrity" may have different interpretations for different people and generations. By providing concrete examples of how these values can be displayed in our organizations, we make them more explicit. ?? Reward the desired behavior. Rewarding the defined behaviors reinforces their value and meaning for the team. Merely displaying values and behaviors on a wall is insufficient. Culture is learned through observation in everyday moments - between meetings, before and during meetings, in emails, team-building activities, and feedback sessions. Defining these behaviors explicitly makes the desired culture more apparent. Helping individuals connect their daily actions to the desired behaviors helps them make sense of the changes that create a better future for everyone. Lastly, people do more of what gets rewarded. When someone displays one of your core values by the behavior they exhibit, highlight them! ???We aren’t just reinforcing this behavior for that person, but for the entire team that is watching. ?????????????? ???? ?????????????? ???? ?????? ?????????????????? ???????? ?????? ???????????????? ?????? ????????????????. Which behaviors are we rewarding on the team? #leadership #behavior #culture #performance

You know when your workplace culture isn't where you want it to be. You tell yourself it's fine, but the reality is, you end up spending more time resolving people issues than innovating for your customers. This can be exhausting for any CEO or owner. In reality, many of us can easily recognize the signs of a toxic workplace culture: ?? Lack of clarity around roles and responsibilities. ?? Different employees and separate teams pursuing very different priorities. ?? “Ghosting” or other passive-aggressive communication. ?? Fear of sharing your best ideas. ?? Departments looking out for themselves. ?? Where getting a promotion is more about who you know than what you know or the character you display. But a culture change isn’t a defensive move. It’s your competitive advantage. Organizations who embark on this transformative work can expect: ? More fulfilled leaders (think about going home every night and feeling great about what you do, and more importantly, what you do for others). ? More loved employees (people have amazing potential sitting within them. When you share love, you unlock greatness? ? A higher-performing team (?? What if every person on your team knew what their strengths were, were encouraged to use and share them, and also celebrated the strengths of everyone else. What might that future look like for your company?) Transformation is positively powerful, agree? #leadership #culture #change #transformation