A lot of leaders struggle with praising their teams. That, says NYT bestselling author and leadership consultant Adrian Gostick, is a critical mistake. Not just in terms of motivating your team, but in terms of boosting the bottom line and raising employee engagement.
Adrian discusses why gratitude is so vital to teams, how to foster it, and why it always boosts the bottom line.
Welcome to Episode 361 of the podcast. Listen and access the show notes below or search for the Carey Nieuwhof Leadership Podcast on Apple Podcasts or wherever you get your podcasts and listen for free.
Plus, in this episode’s What I’m Thinking About segment, Carey talks about ten signs your organization is toxic.
Guest Links
Instagram | Twitter | Website | Leading with Gratitude
Episode Links
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CONVERSATION LINKS
Leading with Gratitude by Adrian Gostick and Chester Elton
The Best Team Wins by Adrian Gostick and Chester Elton
All In by Adrian Gostick and Chester Elton
The Carrot Principle by Adrian Gostick and Chester Elton
10 Signs Your Organization’s Culture is Toxic by Carey Nieuwhof
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Text BETTERVALUES to get Carey’s 3-Step Guide to Developing Better Value Statements
3 INSIGHTS FROM ADRIAN
1. Younger generations want flexibility not autonomy
One of the top motivators for Baby Boomers at work is autonomy. They love having the ability to work on their own projects without a lot of group interaction. The Millennial generation is the exact opposite. Millennials want immediate access to their boss and co-workers while working on major projects.
What’s weird about this, is that even though Millennials don’t need autonomy, they do want flexibility. So, they want to work with a team on major projects, but they want to work on those projects where and when it’s convenient for them. That means they embrace remote work from home or a coffee shop, but also value collaboration. Are you ready for that?
2. Not showing gratitude as a manager is an act of stupidity
Many older managers have the mindset, “If you still have a job, you should be grateful. Especially in these hard times.” This mindset is extremely counterproductive especially among the next generation. Workers want to know they are doing a good job, and telling them once a year at a performance review just doesn’t cut it.
Adrian argues that it’s a stupid decision not to show gratitude, because there are very few things that we know are an accelerator in business, but showing gratitude is one of them. People today are desperate for recognition, and you will see a massive return on your investment if you invest an hour or two a week in encouraging your team.
3. Seeking out ideas from your team is key
So many bosses are afraid to get ideas from their team. They think, “If I hear their ideas, but then don’t act on them, they’ll be mad at me.” Or, “What if all of their ideas are terrible?” Although it’s natural to think that way, the best managers are the ones who hear from and implement their team’s ideas.
Texas Roadhouse is a perfect example of this. One of their most successful managers was able to take their usual online sales of <$6,000 a week and raise it to $60,000 per week during the COVID pandemic, strictly by creating a setting where her team can bring ideas to her and she hears them out and implements the great ones.
Quotes from Episode 361
Lack of gratitude is an act of stupidity. @adriangostick Click To Tweet Rewarding the small wins, versus those big ones, is a very powerful way of moving your organization forward. @adriangostick Click To Tweet We typically take criticism better from somebody who builds us up, versus somebody who tears us down all day long, and now and then says, ‘Good job.’ @adriangostick Click To Tweet Don't recognize things that you don't value. If it's something that you value, it's going to feel much more sincere. @adriangostick Click To Tweet In our workplaces, we found that the best ratio is about five positives to each constructive criticism. @adriangostick Click To Tweet In so many offices, people talk about people not to them. @cnieuwhof Click To Tweet If there's a public private gap, that's a sign of a toxic culture. @cnieuwhof Click To Tweet If your organization is stagnant and in conflict, there should be zero mystery as to why it isn't growing. @cnieuwhof Click To Tweet Far too often in workplaces, people settle for good enough when it's really not good enough at all. @cnieuwhof Click To TweetRead or Download the Transcript for Episode 361
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Next Episode: Danielle Strickland
In a wide-ranging conversation, Danielle Strickland joins Carey in his home studio to talk about why it’s unfair to expect women speakers to hit home runs every time they communicate and why she started the Women’s Speaker Collective. Danielle explains why, despite Billy Graham’s amazing legacy, the Billy Graham rule that men and women never meet alone together is both outdated and unhelpful, and where the path to healing the divide between men and women in life and at work can move next. Plus, Danielle discusses why so much Western Christianity is all head and needs to grow a body.
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