Kerry Siggins Podcast

J. Scott knows it's never just business; it's about people. J. considers himself a talentless, real-life anti-hero who doesn't just talk; he walks the walk. Growing up in the streets of Los Angeles with less-than-ideal parents, J. learned early on that actions speak louder than words.
After dropping out of high school at 17, J. joined the Navy and learned firsthand that grit and courage could overcome any lack of talent. He embraced every opportunity to learn and eventually became a Naval Rescue Swimmer, jumping out of helicopters to save lives. Rewind: two decades ago, J. founded 120VC to help people, leaders, and teams get things done that really matter. He's uncovered some universal truths along the way: organizations are optimized for their results, and to get different results, humans need to perform their jobs differently.
J. Scott is the epitome of the anti-thought leader, proving that leadership isn't about being the team's most talented or successful person. It's about helping your team members define and deliver success. If you surround yourself with talented people and inspire them to reach THEIR potential, the leader doesn't need to be talented. They just have to play for the team. J. Scott is a regular guy who's proven that actions speak louder than words.
Be sure to check out J.'s Two-Time Amazon Bestseller Books "It's Never Just Business: It's About People" and "The Irreverent Guide to Project Management"
Episode in a Tweet: It's important to demonstrate care by what we do, not by what we feel or say, and to exercise the power of a growth mindset and a happiness advantage.
Background: J. Scott is all about helping people lead and respond to change—with efficiency, agility, and humanity. Because if you're not leading change, you're reacting to it or made obsolete by it. I love this conversation with J. as we explore the difference between accountability and responsibility. As he says, "Bosses ‘hold people accountable.’ The phrase itself sounds like they are physically accosting someone. When they don’t get the expected results, they get frustrated because of the negative impact this situation will have on their success. So they start “holding people accountable” and looking for someone to blame. It can be brutal.”
J. also shares his expertise in inspiring people to change how they work. He tells us that humans crave success in all areas of their lives, and nobody knows how to be successful in doing their job differently. That's where leaders come in - to help people feel safe to experiment and slay new ways of working.
J. is a great storyteller who walks the walk, no doubt. Have a listen and let me know your thoughts!
How to find Jason Scott:
Website: https://www.jasonscottleadership.com/
LinkedIn: https://www.linkedin.com/in/jasonscott120vc/
YouTube: https://www.youtube.com/channel/UCTqPCasdYzfsJ7nV61KWSqQ
Preorder my book, The Ownership Mindset, on Amazon or Barnes and Noble
Follow me on Instagram or LinkedIn.
Subscribe to my podcast Reflect Forward on iTunes
Or check out my new YouTube Channel, where you can watch full-length episodes of Advice From a CEO!
And if you are looking for a keynote speaker or a podcast guest, click here to book a meeting with me to discuss what you are looking for!

In the vast, intricate landscape of modern business, it's no longer enough to simply manage employees or direct them towards predefined tasks. Today’s leaders face a more complex challenge. Every person in your company embodies a wealth of untapped capability, a blend of innate skills, unique perspectives, and raw ambition. Harnessing this potential is neither a luxury nor a secondary objective; it's a prerequisite for sustained success. Visionary leadership goes beyond immediate results—it seeks to identify, nurture, and elevate these capacities, positioning both the individual and the organization for long-term growth and innovation.
In this week’s episode of Reflect Forward: Advice From a CEO, I discuss strategies for unleashing your team’s full potential.
The Power of Mindset
One of the foundational elements in people development is nurturing the right mindset. A growth mindset, to be specific. Leaders who instill in their teams the belief that their abilities can be honed and developed ignite a drive to push boundaries. Remember, fostering this mindset isn't just about equipping teams with skills; it’s about imbuing them with the confidence to evolve and adapt.
Crafting a Safe Environment
A productive workspace is one where employees feel secure on all fronts—emotionally, mentally, and physically. Emphasizing an environment where mistakes aren't just tolerated but are seen as opportunities for growth can be a game-changer. This safety allows for openness, receptive feedback, and ensures that each voice is validated.
Committing to Continuous Learning
While workshops and training sessions are valuable, embedding a culture of continuous learning has longer-lasting effects. This could manifest in various forms such as reading circles, peer-to-peer coaching, or mentorship programs. Each of these plays a critical role in harnessing employee potential.
Delegating with Purpose
Delegation is not just about distributing tasks; it's about entrusting authority and responsibility. Leaders should empower employees to take ownership, make decisions, and occasionally, learn from their missteps. This not only engenders trust but fosters individual growth.
The Role of Recognition and Feedback
Acknowledgment acts as a catalyst for motivation. Providing employees with regular feedback—both commendation for their successes and constructive guidance for improvement—steers them toward their best selves.
Harmonizing Personal and Professional Goals
One often overlooked strategy is understanding and aligning an employee's personal ambitions with the company's objectives. When individuals perceive a transparent trajectory to their growth that concurrently contributes to the organization's mission, it amplifies their engagement and output.
Remember, leadership is not about being in charge. It's about taking care of those in your charge. This mindset speaks volumes. Our employees aren't just assets; they're our greatest allies in achieving our vision.
Question of the Week
“What’s the difference between feedback and criticism?”
Both feedback and criticism are forms of information provided about someone's actions, performance, behavior, or work, intended to help them understand and improve. However, there are some key differences between the two terms, and I share in detail the differences so you can ensure that your feedback is constructive and taken well.
Preorder my book, The Ownership Mindset, on Amazon or Barnes and Noble

Corey Rosen is the founder and an active staff member of the National Center for Employee Ownership, a private, nonprofit membership, information, and research organization. The NCEO is widely considered to be the authoritative source on broad-based employee ownership plans. He cofounded the NCEO in 1981 after working five years as a professional staff member in the U.S. Senate, where he helped draft legislation on employee ownership plans. Prior to that, he taught political science at Ripon College. He is the author or co-author of over 100 articles and numerous books on employee ownership, and co-author (with John Case and Martin Staubus) of Equity: Why Employee Ownership is Good for Business (Harvard Business School Press, 2005) and (with Hohn Case), Ownership: Reinventing Companies, Capitalism, and Who Owns What (Berrett-Kohler, 2022). He has lectured on employee ownership on six continents.
He has a Ph.D. in Political Science from Cornell University. He previously served on the Board of Directors of the Great Place to Work Institute (creators of the “The 100 Best Companies to Work for in America” list). He currently is on seven ESOP company boards, with fees going to support the work of the NCEO. In 2009, he was awarded the Txemi Cantera Social Economy Award, given annually in Spain.
Episode in a Tweet: Employee ownership is about giving your employees the opportunity to participate in the company's wealth creation. Through ownership, your employees can generate enough wealth to live more secure lives. And your company will do better, too, because everybody has a stake in the future.
Background: I’ve had the pleasure of knowing Corey for almost a decade now. I met him at my first NCEO summit for ESOP companies where I learned all the mistakes you can make when setting up an ESOP, way back in 2013. It was an eye-opening and exciting seminar; I left motived to make StoneAge an ESOP company. Now, almost a decade later, I relish the opportunity to interview Corey, who along with his team at the NCEO, has reshaped the way we look at employee-owned companies.
During the episode, Corey articulately explains why employee-ownership is a powerful succession model and how ESOPs work. He shares stories of how remarkable leaders have reshaped the way companies are run by being transparent, generous, and creative. This is a powerful episode that everyone can benefit from, even if you are not an employee-owned company.
How to find Corey:
Company website: www.nceo.org
Ownership: Reinventing Companies, Capitalism, and Who Owns What, https://www.nceo.org/publication/ownership-reinventing-companies-capitalism-and-who-owns-what
www.esopinfo.org
LinkedIn: https://www.linkedin.com/in/corey-rosen-3a8a8a4/
Preorder my book, The Ownership Mindset, on Amazon or Barnes and Noble
Subscribe to my podcast Reflect Forward on iTunes
Or check out my new YouTube Channel, where you can watch full-length episodes of Advice From a CEO!
And if you are looking for a keynote speaker or a podcast guest, click here to book a meeting with me to discuss what you are looking for!

A few weeks ago, I saw Taylor Swift perform, and I was blown away. I am not a huge fan; I like her music on the radio, but I’ve never bought or downloaded and album. I only know the songs on the radio, but it was the most inspiring performance I’ve ever seen. Not just because she’s a great entertainer. Her storytelling and unapologetically authentic love for what she does made me want to be better at what I do. And I wanted to go for it!
She makes people believe in themselves, and that’s what I want to do, too.
So, in this week’s episode of Reflect Forward: Advice From a CEO, I share the Taylor Swift experience and why we should all feel empowered to go after our dreams and create the life we want for ourselves.
Many people are afraid to go after their dreams. Why? Simple. Fear. Fear of the unknown, fear of failure, fear of judgment. We live in a society where the norm is often mistaken as the ‘right way.’ Deviating from it, chasing something unconventional can invite criticism, uncertainty, and perceived risk. And that, my friends, can be daunting.
Overcoming this fear and gaining the self-confidence to chase our dreams begins with understanding our worth and potential. Your dreams are valid, your ambitions are worthy, and you can achieve greatness.
To nurture self-confidence, take small steps towards your goals and celebrate each small victory. Embrace the journey, as every step you take matters. Remember, Rome wasn’t built in a day.
Failure is scary, right? Let’s reframe how we see it. It isn’t the end of the road; it’s a steppingstone, a learning opportunity. The most successful people you know didn’t get there without failing numerous times. Failure is not a stop sign. It’s a detour or a scenic route on your journey toward your dream.
How do we stop caring about what other people think as we chase our dreams? Let’s begin by accepting that we cannot please everyone, and remember, you’re not chasing your dream for them. You’re doing it for you. You are the author of your life’s story, so why let someone else hold the pen?
When it comes to criticism, learn to filter. Constructive criticism can be a valuable tool for growth, but those voices who only criticize without adding value need to be turned down, if not completely muted.
Going after your dreams requires courage, resilience, and a certain level of stubbornness. Embrace your fears, build self-confidence, learn from your failures, and don’t let others dictate your path. The road to your dreams might be long and winding, but oh, is it worth it!
Question of the Week
“What are you reading right now?”
I am reading Sober Curious by Ruth Warrington. Why? Because I have been on a mission to drink less, I like reading what they call “quit lit.” Ruth’s story is inspiring, and the book is filled with all kinds of ways to help you curb your drinking habits. I’m starting a 100-day challenge using her workbook.
Since I’ve consciously decided to curb my alcohol consumption, I’ve started to reap remarkable benefits. I feel more energetic and clear-headed, like I’ve finally kicked away a fog that I didn’t even know was clouding my day-to-day life. My sleep quality has improved dramatically, and I love my mornings even more! I now have this overall sense of health – my skin looks better, my workouts are more efficient, and even my mood seems to have taken a positive turn. It’s like getting a fresh lease on life.
So, if you’ve been contemplating taking this step, take it from me - it’s worth it and quit lit like Sober Curious can help motivate you.
Preorder my book, The Ownership Mindset, on Amazon or Barnes and Noble
Follow me on Instagram or LinkedIn.
Subscribe to my podcast Reflect Forward on iTunes
Or check out my new YouTube Channel, where you can watch full-length episodes of Advice From a CEO!
And if you are looking for a keynote speaker or a podcast guest, click here to book a meeting with me to discuss what you are looking for!

Sally Loftis is Managing Director at Loftis Partners, a 100% woman-owned human resources consulting firm located in the Blue Ridge Mountains of North Carolina. Loftis Partners specializes in strategy, people, facilitation, and pay justice. Since launching in August 2020, Sally and her firm have worked with 54 clients across three continents.
Sally serves as a faculty member for the Center of Trauma-Resilient Communities and lead consultant for two justice-driven consulting firms, Wayfinding Partners (Washington, DC) and Brook Graham (London, England). She is also a certified Appreciative Inquiry Facilitator.
Episode in a Tweet: Leaders must listen to their employees and hear what they say. They must implement the things their teams are looking for. This is how you build a culture where people want to stay.
Background: Sally started her firm in August 2020 after years of dreaming. She always thought being an external HR consultant would be amazing but lacked the confidence to move from working inside a business to running her own business. Additionally, Sally was opening a new company about six months into the COVID-19 pandemic. Many people thought she was brave; she just thought it was a great idea worth exploring.
During this interview, Sally and I talk about what it was like to start a company amid Covid and how she found her passion for helping leaders navigate the complex issues of compensation. She works with her clients to implement pay transparency – the legal requirement to disclose pay ranges to job candidates and current employees – as mandated by different states and countries. Sally explains how her assessments are designed to support transparency at all levels of the organization and takes the intimidation out of getting started. She also performs pay equity and salary studies to help leaders identify the areas of needed compensation work within their organizations.
I love her passion for this topic; she does an excellent job breaking it down. Check it out and let me know what you think!
How to find Sally:
LinkedIn: https://www.linkedin.com/in/sallyloftisloftis/
https://www.linkedin.com/pulse/from-past-future-hr-sally-loftis-msod-she-her-hers- /?trackingId=y7SQOxJClqOas0jLgKuV4Q%3D%3D
Monthly e-Newsletter: https://loftispartners.us7.list-manage.com/subscribe?u=eed1b49812987444af643a2b7&id=1b02268a9d
Company Website: https://www.loftispartners.com/
Company Blog: https://www.loftispartners.com/blog
What is Pay Transparency Anyways? https://www.loftispartners.com/blog/what-is-pay-transparency-anyways
How to Conduct a Pay Equity Assessment: https://www.loftispartners.com/blog/hr-hacks-for-leaders-how-to-conduct-a-pay-equity-assessment
Preorder my book, The Ownership Mindset, on Amazon or Barnes and Noble
Subscribe to my podcast Reflect Forward on iTunes
Or check out my new YouTube Channel, where you can watch full-length episodes of Advice From a CEO!
And if you are looking for a keynote speaker or a podcast guest, click here to book a meeting with me to discuss what you are looking for!

Battling workplace boredom takes effort and commitment from both employees and their leaders. In a survey by Udemy in 2018, 43% of respondents reported experiencing boredom at work. This startling statistic prompts us to explore effective strategies for employees trapped in the mires of monotony and leaders yearning to create more stimulating environments. And this is what we talk about in this week’s episode on Reflect Forward.
For the Undaunted but Bored Employee:
Are you battling workplace boredom? Before anything else, self-reflection is paramount. Unearth the cause behind your lack of engagement.
Continuous Learning: Diversify your skills and broaden your knowledge beyond the boundaries of your current job description. You can bring fresh perspectives to your role and find avenues to quell the boredom monster.
Seek Mentorship: Establish strong and meaningful relationships with seasoned industry veterans or like-minded peers who provide valuable guidance, constructive feedback and open doors to new opportunities that can challenge and inspire you.
Innovate Your Role: Never settle for the status quo. There’s always room for improvement.
Talk to Your Boss: You must advocate for yourself. Talk to your boss about growing and developing. Bring a few ideas on ways you can take on new challenges.
For the Empathetic (not Apathetic 😊) Leader:
You are responsible for shaping a dynamic and engaging work environment as a leader.
Foster a Culture of Learning: Encourage your team to take the reins of their personal and professional development. The American Society for Training and Development (ASTD) found that companies with comprehensive training programs enjoy 218% higher income per employee than companies without formalized training.
Promote Open Communication: Establish an environment where employees feel safe to voice their ideas and concerns. A culture of openness can foster a sense of belonging, leading to improved engagement.
Empower Employees: Provide them the authority to make decisions and the flexibility to shape their roles. A report from Gallup pointed out that businesses that empower their employees witness a 21% increase in profitability.
The solution to workplace boredom hinges on the dual efforts of employees advocating for themselves and leaders embracing a more empathetic and engaging leadership style.
Question of the Week
This week’s question comes from a friend experiencing conflict with a coworker. She asked, “KP, how do you recommend I resolve a conflict with my colleague?”
Navigating conflicts at work is inevitable. You’re working in a space filled with diverse thoughts and viewpoints, and shared responsibilities which can stir up discord. Instead of letting disputes compromise team spirit and productivity, turn them into opportunities for strengthening alliances, cultivating understanding, and sparking creative problem-solving.
Seek to understand, ask questions, and employ active listening, and show the person you are trying to understand their point of view.
Look for ways to collaborate, compromise and build consensus; it doesn’t have to be either/or. Work together to find a solution that respects each viewpoint. This approach might involve compromises or the discovery of a new approach that you can agree to.
If direct dialogue doesn’t extinguish the flames of conflict, consider bringing in an impartial third party- a manager, supervisor, or HR professional. Their balanced perspective can help steer the conversation toward a fair resolution.
Preorder my book, The Ownership Mindset, on Amazon or Barnes and Noble
Follow me on Instagram or LinkedIn.
Subscribe to my podcast Reflect Forward on iTunes
Or check out my new YouTube Channel, where you can watch full-length episodes of Advice From a CEO!
And if you are looking for a keynote speaker or a podcast guest, click here to book a meeting with me to discuss what you are looking for!

How do you become a more persuasive leader? Persuasion is an essential skill for any leader, and you must be able to share a compelling vision and inspire people to change – all without them feeling coerced or manipulated. So, persuasion is what we talk about in this week's episode of Reflect Forward: Advice From a CEO.
Here are the highlights:
1. Use positive language
2. Know what you are talking about
3. Listen carefully
4. Ask questions
5. Be willing to compromise:
6. Give people space
7. Follow up
To be an effective, high-impact leader, you must hone your powers of persuasion and use them for good – to move your team and company forward. When done well, persuasion can be a leader's most powerful tool.
Question of the Week
This week's question comes from a friend who said, "I made a huge mistake at work and feel terrible. It's causing me deep anxiety. How should I manage this situation?"
It's undeniable that everyone encounters moments of stumbling or blundering at some point in their professional journey. Your heart races, your hands get clammy, and that unforgiving dread known as anxiety sets in. Don't fret - mistakes are not your downfall but an opportunity for growth. I share the following suggestions in detail in the episode:
• Acknowledge Your Feelings: When anxiety sets in, it's important to acknowledge it. Do not dismiss your feelings.
• Pause and Reflect: Rather than diving into damage control mode immediately, take a moment to understand the error.
• Confess and Rectify: Honesty and transparency are essential. Inform the relevant parties about the mistake as soon as you can.
• Develop a Plan: Analyze the mistake, understand its roots, and then create a clear and concise plan to solve the problem.
• Practice Self-Compassion: Mistakes can hurt, but don't let them destroy your confidence. It's easy to spiral into negative self-talk, but being gentle with yourself is essential.
• Learn and Adapt: Each mistake is an opportunity for growth. Take time to identify the lessons you can learn from your mistake and use these as stepping stones for your professional development.
• Consult a Mentor or Therapist: If anxiety is getting the best of you, seeking help from a mentor or a professional therapist might be beneficial.
Ultimately, it's crucial to understand that mistakes are a part of the journey. They're not an indication of your worth or capability. So, breathe, believe, and bounce back. Remember, you are more resilient than you think.
Preorder my book, The Ownership Mindset, on Amazon or Barnes and Noble
Follow me on Instagram or LinkedIn.
Subscribe to my podcast Reflect Forward on iTunes
Or check out my new YouTube Channel, where you can watch full-length episodes of Advice From a CEO!
And if you are looking for a keynote speaker or a podcast guest, click here to book a meeting with me to discuss what you are looking for!

Robert Glazer is the Founder and Chairman of the Board of Acceleration Partners, a global partner marketing agency. He is the recipient of numerous industry and company culture awards, including Glassdoor’s Employees’ Choice Awards two years in a row. He is the author of the inspirational newsletter Friday Forward, the #1 Wall Street Journal, USA Today, and the internationally bestselling author of five books: Elevate, Friday Forward, How to Thrive in The Virtual Workplace, Moving To Outcomes and Performance Partnerships. He is a sought-after speaker by companies and organizations worldwide and hosts The Elevate Podcast.
Episode in a Tweet: People want their companies to provide a consistent vision and clear values and goals that align with their personal values and goals. Not every company is suitable for every employee, and that’s okay. The goal is to find the people who value your culture and do everything you can to keep them.
Background: I first became familiar with Bob Glazer when I read an article he wrote on Mindful Transitions, a method to help unhappy or underperforming employees exit the company in a less disruptive way. So, when he was introduced to me by my good friend Chris Schembra, I was thrilled! Bob is a thought leader on building culture and a prolific writer, and I knew he’d be an inspiring guest.
During the episode, Bob and I talk about all kinds of things, including mindful transitions, building a winning culture, and handling the WFH vs. in-office work. He shares his thoughts on creating ownership thinking within teams and why leaders must be thoughtful in building compensation plans. He shares why he wrote his latest book, Elevate: Push Beyond Your Limits and Unlock Success in Yourself and Others.
How to find Robert:
Website: https://robertglazer.com/
Facebook: https://www.facebook.com/RobertSGlazer
Instagram: Robert Glazer (@robertglazer_)
LinkedIn: https://www.linkedin.com/in/glazer
Twitter: https://twitter.com/robert_glazer
Preorder my book, The Ownership Mindset, on Amazon or Barnes and Noble
Follow me on Instagram or LinkedIn.
Subscribe to my podcast Reflect Forward on iTunes
Or check out my new YouTube Channel, where you can watch full-length episodes of Advice From a CEO!
And if you are looking for a keynote speaker or a podcast guest, click here to book a meeting with me to discuss what you are looking for!

Gina Schaefer knows a thing or two about building a business in non-traditional ways. Gina is the founder and Co-CEO of a chain of Ace Hardware stores located in Washington, D.C., Baltimore, MD, Montgomery County and Northern VA. She is a passionate entrepreneur who grew her company from one to 13 stores in only 14 years and now leads a multimillion-dollar business that employs more than 300 people. She is dedicated to maintaining a strong corporate culture and is selling her company to her teammates through an ESOP.
Gina’s big passion is developing urban markets, supporting small businesses, and helping women succeed in all aspects of the hardware industry. She has tirelessly focused on the “Return to Main Street” movement in her city of Washington, D.C., to promote Shop Local campaigns and community revitalization in urban areas.
Gina has received numerous accolades for her many accomplishments, including being the recipient of the Women Who Mean Business award from the Washington Business Journal of 2009, being recognized as an industry Top Gun in 2011 by the National Retail Hardware Association, being honored by Profiles in Diversity Journal as one of its Women Worth Watching in 2013 and recognized by Hardware and Building Supply Dealer as one of 14 of the 2016 “People of the Year.”
Her book, Recovery Hardware, was published in 2022 and chronicles her business growth and the lessons she learned from hiring folks in recovery – proving that leaders can build a business in non-traditional ways.
Episode in a Tweet: I am a far better leader because I am open to learning from non-traditional teachers. Second chances transform communities and change lives—and they often start with one business at a time.
Background: I absolutely love this interview. Gina Schafer is one of the most inspiring leaders I’ve had the pleasure of meeting. We can all learn from her vision, gumption, grit, and compassion. Not only did she open an Ace Hardware store in a rundown but regentrifying community in Washington DC with no prior experience with hardware, she and her husband built their business by giving those in addiction recovery a chance to change their lives and find meaning and purpose in their work. Her compassion touches my heart – I, too, know what it’s like to have a second chance at getting things right.
During the episode, Gina shares how she grew her Ace Hardware store empire to 13 stores, even though she had never touched a power tool in her life. She tells us how she hired a person in recovery without knowing it before he joined the company and how he taught her many things about life, hardware, and second chances. Gina and her husband also decided to sell their stores to their employees through an ESOP (Employee Stock Ownership Plan) and why she hopes that someday Ace Hardware DC will employ millionaire cashiers. Gina is no doubt proof that one can build a business in a non-traditional way.
This heartful interview will surely inspire you. Please have a listen and let me know what you think!
How to find Gina:
Book Website: www.recoveryhardware.com
Website: https://acehardwaredc.com/
Instagram: recoveryhardware
LinkedIn: https://www.linkedin.com/in/gina-schaefer-56380a8/
Preorder my book, The Ownership Mindset, on Amazon or Barnes and Noble
Subscribe to my podcast Reflect Forward on iTunes
Or check out my new YouTube Channel, where you can watch full-length episodes of Advice From a CEO!
And if you are looking for a keynote speaker or a podcast guest, click here to book a meeting with me to discuss what you are looking for!

In any workplace, it’s not uncommon for employees to face performance issues at some point. Whether it’s difficulty meeting targets, struggling with new responsibilities, or feeling overwhelmed by the workload, as a colleague or manager, you have the power to support and empower them. By listening, seeking to understand, and offering practical solutions, you can help struggling employees overcome their performance challenges and thrive.
In this week’s episode of Reflect Forward, we explore some practical strategies to assist an employee in need and why leaders must prioritize compassion and understanding.
Why Leaders Need to Listen, Seek to Understand, and Be Compassionate
Leadership isn’t just about delegating tasks and expecting results. It involves fostering a culture of empathy and support. By actively listening to struggling employees, seeking to understand their perspectives, and showing compassion, leaders can build trust, improve communication, and create an environment where employees feel valued and motivated. This approach cultivates loyalty, boosts morale, and enhances overall team performance.
How to Help a Struggling Employee
Open the Lines of Communication: Start by initiating an open and honest conversation with the struggling employee. Encourage them to share their concerns, difficulties, and any obstacles they’re facing. Create a safe space where they feel comfortable discussing their performance challenges without fear of judgment or reprimand.
Identify Underlying Issues: Dig deeper and identify any underlying factors contributing to the problem. Is it a lack of training, unclear expectations, or personal obstacles? By understanding the root cause, you can tailor your support accordingly.
Provide Targeted Support and Guidance: Once you understand the challenges, offer practical solutions and guidance to help the struggling employee improve their performance, such as mentoring, skill-building workshops, or revisiting their job responsibilities to ensure a better fit.
Set Realistic Goals and Milestones: Collaborate with the struggling employee to set realistic goals and break them into achievable milestones. This approach allows for progress tracking and instills a sense of accomplishment, boosting motivation.
Offer Constructive
Feedback and Recognition: Regularly provide constructive feedback to help the person understand areas of improvement and offer guidance for growth. Recognize their efforts and accomplishments, reinforcing positive behavior and fostering a supportive work environment.
Supporting struggling employees in improving their performance is an essential responsibility for leaders and colleagues alike. By actively listening, seeking to understand the root causes of their challenges, and approaching them with compassion, we can create an environment conducive to growth and success. Through targeted support, clear goal setting, constructive feedback, and recognition of their efforts, we can empower struggling employees to overcome obstacles, develop their skills, and excel in their roles. Remember, a workplace that prioritizes understanding and support benefits individuals, strengthens the overall team dynamics, and fosters a culture of growth and achievement.
Question of the Week
This week’s question came from someone on LinkedIn who asked, “How do I get better at giving constructive feedback? I am always nervous and want to avoid giving it.”
Great question! Overcoming the fear of giving feedback can be challenging, but you can gradually build your confidence with the right approach. Here are some strategies to help you get over your fear of giving feedback:
• Understand the importance of feedback
• Prepare and gather information
• Start with small steps
• Focus on the positive intent
• Choose the right timing and environment
• Use “I” statements