Purpose isn’t fluff—it’s your game plan. When you align your actions with your values and dreams, you make sharper decisions and create the future you truly want. And, you’ve got to do the work. Reflection isn’t just staring out a window with a latte—it’s where the magic happens. It’s about dreaming bigger, reconnecting with joy, and releasing what no longer serves you.

Here are some prompts to get you started:

• Values Check: When was the last time you revisited your top five values? These are your non-negotiables, your internal GPS. Values can evolve—make sure yours still align with the life you want to lead.
• Natural Talents: What comes effortlessly to you? What would you refuse to give up, even for $2 million? Are you using your talents fully? If not, why?
• Stops: What drained you in 2024? Identify what no longer serves you and let it go.
• Dreams Do Come True: Dream boldly. Imagine outrageous possibilities. What could make 2025 unforgettable?
• Purpose Reset: What is 2025 going to mean for you? Define it. Own it. Live it.
• Broadcast Your Vision: Share your goals with someone who will hold you accountable—and do the same for them.

As the saying goes, “If you don’t know where you’re going, any road will take you there.” Don’t wander aimlessly—chart your path with purpose and intention. Let’s step into 2025 ready, strong, and focused.

Dream it. Define it. Live it.

With the Keep It Real Leadership Program, you’ll be equipped with the right tools to turn your 2025 ambitions into reality. Contact us today to discuss how we can empower you along your journey!

Till the next time, keep it real.

Karen

The post Reflect, Reset, Recharge: Stepping into 2025 with Purpose appeared first on PeopleThink.

The effects of this are becoming more obvious. According to recent research from Josh Bersin (November 2023), only 17% of companies have a solid leadership succession plan, and just 15% are addressing leader burnout. 

These facts are much too low!!!

Understandably, CEOs and CHROs have been focused on more immediate challenges, from sustaining the business, labor shortages, employee burnout and building efficient hybrid work models. In doing so, they’ve let leadership development dry up, creating a void at the top with no leadership bench strength to fill the gaps. 

This leadership drought is having a ripple effect. Without strong leadership, companies are struggling to attract, retain, and nurture talent. Companies without a pipeline of well-prepared leaders face challenges in:

• Developing a clear strategic direction
• Ensuring sustainable growth
• Fostering a thriving company culture
• Enhancing employee engagement
• Driving innovation

As we navigate this post-pandemic landscape, organizations must recognize the importance of investing in leadership development. This isn’t just about preparing future executives—it’s about creating a culture of learning, resilience, and adaptability. By doing so, companies can turn this leadership desert into an oasis of innovation, growth, and future success.

The desert we’re in may seem vast, but with the Keep It Real Leadership Program, your organization will cultivate leadership that drives sustainable growth. Contact us today so we can talk leadership and get your organization set up for success!

Till the next time, keep it real.

Karen

The post Navigating the Leadership Desert: Why Development Can’t Wait! appeared first on PeopleThink.

Here are several steps that leaders and individual employees can take to normalize accountability:

• Set the Tone at the Top: If you never accept personal responsibility for something, how can you expect your team to? Leaders serve as role models, and their behavior and actions set the standard for the entire organization.
• Create a trusting environment : Encourage open communication where all team members are encouraged to share successes and failures for the purpose of learning and continuous improvement.
• Find (and share) the lesson in failure : What could you have done better? What will you change? Acknowledge the impact that your actions (or lack of action) had. Embracing accountability means acknowledging mistakes and learning from them.
• Align Goals and Values : When leaders consistently uphold their commitments and demonstrate accountability, it reinforces the importance of the organization’s values, creating a shared sense of purpose among team members. Be sure those are clearly defined and understood.
• Avoid the blame game : Leaders who take responsibility for their actions set the expectation that the focus can be on problem-solving and improvement rather than assigning blame. Ditch the excuses. Take the blame. Apply what you learned. And do better next time.

In summary, leadership accountability serves as a cornerstone for a positive organizational culture by shaping behaviors, fostering trust, encouraging learning, and promoting values that contribute to the overall success and well-being of the organization.

Want to learn more about how you can practice and encourage accountability in the workplace? Check out my Keep It Real Leadership program!

Till the next time, keep it real.

Karen

The post Thriving Together: Cultivating a Positive Culture through Accountability appeared first on PeopleThink.

But how do you create that special magic that results in not just an effective team but a high-performing team?

Here are six proven strategies to build and foster a strong team:

• Establish a clear purpose and specific goals: A high-performing team is defined by individuals who not only comprehend the shared purpose and milestones but also collaboratively contribute to defining the means to reach those goals. Clear communication of team goals, objectives, and expectations ensures alignment among members, fostering a deeper commitment to the common purpose and enhancing overall performance.
• Create a sense of mutual accountability: Be sure everyone clearly understands expectations. Challenge your team to higher performance goals and establish an environment where they hold themselves – and each other – accountable for results. Include regular progress reports, open sharing of mistakes made and lessons learned, and team discussions on moving through roadblocks.
• Encourage open communication and constructive feedback: The key to building a high-performing team lies in continuous communication. Foster a culture of open communication, encouraging team members to share ideas, concerns, and feedback while actively listening and promoting collaborative discussions.
• Build Trust: Trust is the foundation of any successful team. Be transparent, honest, and reliable in your interactions. Trust is earned through consistent actions, so demonstrate your commitment to the team’s success.
• Promote Team Bonding:Organize team-building activities or events to help team members get to know each other personally. This can improve communication, understanding, and collaboration among team members.
• Recognize and Celebrate Achievements: Acknowledge and celebrate both individual and team achievements. Recognition boosts morale and motivates team members to continue working hard. It also reinforces a positive and supportive team culture.

Remember that effective team building is an ongoing process that requires continuous attention and effort. By investing time and energy into these strategies, you can create a positive and cohesive team that thrives and achieves its goals.

To learn more about effective team building, check out our Keep It Real Leadership program! Keep It Real Leadership is a human-centered program that nurtures leaders to embrace their strengths and deliver on their goals. Together, we can take you and your team to the next level!

Till the next time, keep it real.

Karen

The post 6 Strategies to Build and Foster Strong Teams appeared first on PeopleThink.

Self-awareness is the foundation upon which trust is cultivated, decisions are made with more clarity, and personal and professional goals can be achieved. It involves understanding your strengths, limitations, values, beliefs, and emotions and how these factors influence your behavior, interactions, and decision-making with people around you. Being self-aware can help you to communicate efficiently, resolve conflict, and overall, be a successful leader.

Here are four steps to start your self-awareness journey:

• Understand Your Strengths and Limitations: Understanding your competencies, accomplishments, and those behaviors or beliefs that have worked against you is the first step on your journey to becoming a leader. Recognizing your limitations allows you to work on them and seek support or assistance where necessary.
• Embrace Your Authentic Self: Authentic leadership is built on being true to yourself. Self-awareness helps you understand who you are and define your values, allowing you to lead with authenticity. This is an extremely important step in clarifying who you are or want to become as a leader.
• Work on Your Emotional Intelligence (EI): Leaders with high EI can understand and manage their emotions effectively, which is essential for building strong relationships and leading with empathy. It allows you to empathize with the people you lead, fostering stronger connections and trust.
• Prioritize Self-Development and Growth: Self-awareness is an ongoing process that allows you to develop and grow as a leader continually. By recognizing areas for improvement, you can actively seek out opportunities for personal and professional development.

Self-awareness is a fundamental aspect of effective leadership. It enables you to understand yourself, your emotions, and your impact on others, ultimately leading to more authentic, empathetic, and successful leadership.

With the Keep It Real Leadership program, you can get the right coaching to help you through your self-awareness journey! Keep It Real Leadership is a human-centered program that nurtures leaders to embrace their strengths and deliver on their goals. Together we can take your leadership journey to the next level!

Till the next time, keep it real.

Karen

The post Self-Awareness is a Super Power! appeared first on PeopleThink.

According to LinkedIn, the benefits of self-reflection for leaders are:

• Strategic thinking
• Self-awareness
• Nurturing empathy and relationships
• Learning and growth
• Enhanced decision-making

But what exactly does self-reflection look like?

Making time for self-reflection may seem awkward at first (especially if you are an extrovert), but it’s worth it to take the time. Here’s how that might look.

Let’s use the example of the behavior “impatience.” You’ve gotten feedback from others that you tend to be impatient with people who don’t think and speak at the same pace as you. You know this about yourself and even, on occasion, cut someone off by saying, “just get to the bottom line.”

Next, you have to take the time to look inside and ask yourself why you react that way, how it impacts those around you, and what you can do to change the behavior. Self-reflection means being vulnerable, being willing to admit the behaviors that are working against you, and clarifying a plan to move beyond the behavior.

Self-reflection is also a way to ensure that you are living and working according to your values and what you want to achieve. It’s a way to level set if you’ve gotten off course.

Here are 10 questions as a starting point for self-reflection:

• Am I using my time wisely?
• Am I taking anything for granted?
• Am I employing a healthy perspective?
• Am I living true to myself?
• Am I waking up in the morning ready to take on the day?
• Am I thinking negative thoughts before I fall asleep?
• Am I putting enough effort into my relationships?
• Am I taking care of myself physically?
• Am I letting matters that are out of my control stress me out?
• Am I achieving the goals that I’ve set for myself?

Sometime this week, grab your favorite beverage and set aside some time to reflect on a behavior you want to change or to just do a general reset. Take a pause that refreshes you.

With the Keep It Real Leadership program, you could get the right coaching to help you through your self-reflection process! Keep It Real Leadership is a human-centered program that nurtures leaders to become more self-aware, embrace their strengths, and deliver in their business leaders. Together we can take your leadership journey to the next level!

Till the next time, keep it real.

Karen

The post The Art of Self-Reflection appeared first on PeopleThink.

Here’s a reality check. There’s always more to learn.

Stanford University Psychology Professor Carol Dweck has done extensive research on achievement and success. In this work, she discovered that people tend to have one of two mindsets – a growth mindset or a fixed mindset.

People with a fixed mindset believe that their innate qualities, such as intelligence or talent, are fixed traits and that any success they achieve is directly attributable to those qualities. Conversely, people with a growth mindset believe that their innate qualities are just a starting point and that those qualities can be further developed through hard work and dedication.

Dweck found that cultivating a growth mindset can be transformative in various aspects of life, including personal development, career advancement, and — most importantly — leadership.

The best leaders are those who commit themselves to continuous learning and development. Great leaders commit to learning beyond just skills. It’s about identifying and developing the personal behaviors to help you lead effectively.

So how do you do it?

• Adopt the right mindset. Be curious and admit that you still have room for improvement. Recognize that investing the time to do so will not only benefit you but will also benefit your team.
• Reflect and identify gaps. What are the areas you need to develop to become the leader you want (and need) to be? Do some self-reflection to make a list, and then get some feedback from others (here’s where you develop “accepting feedback.”)
• Create a plan. Select one or two areas that you will focus on in the next three months. Do some research to find resources and opportunities to develop and practice those skills/behaviors. Carve out and schedule the time.
• Seek mentorship and coaching. Enroll in leadership development programs, workshops, and online courses. Find a mentor or coach who can provide guidance, feedback, and support in your leadership journey. Regularly engage in mentorship conversations to gain insights and wisdom from experienced leaders.

Remember that learning is an ongoing process, and there is always room for growth and improvement. As a leader, your commitment to learning not only benefits you personally but also positively impacts your team and organization as you continuously evolve and adapt to the changing landscape of leadership and business.

Till the next time, keep it real.

Karen

The post The Power of Learning – Growth Mindset vs Fixed Mindset! appeared first on PeopleThink.

Each generation brings its own particular strengths and “peculiarities” to the team. Stereotypes abound in today’s workplaces, and leaders struggle to determine how best to engage and retain team members from these five age groups.

I personally think it’s simple: value the differences.

As Stephen Covey said, “Strength lies in differences, not in similarities.”

Recognize that each individual brings to the workplace different experiences, knowledge, belief systems, ideas, skills, communication styles, fears, hopes, and dreams. No matter the age or generation, there are differences.

With that in mind, here are my tips for managing and working effectively on a multi-generational team.

• Focus on the VALUE each generation brings to the workplace. Respect the experience of older team members while also valuing the fresh perspectives that younger team members bring. Remember that it’s about talent…not age…
• Acknowledge and embrace the DIVERSITY of the generations. Celebrate birthdays, milestones, and achievements to build a sense of camaraderie and teamwork. Take the time to learn about the characteristics and tendencies of different age groups (Baby Boomers, Gen X, Millennials, Gen Z, etc.) to understand their perspectives better.
• Use multiple communication streams to address each person’s style. Recognize that different generations may have varying work styles. Some may prefer face-to-face meetings, while others might be more comfortable with virtual communication. Be flexible and adaptable in accommodating these preferences.
• Learn from the other generations on your team. Create opportunities for team members of different ages to work together. Encourage cross-mentoring, where older employees share their knowledge and younger employees offer insights into new technologies and trends. This can help bridge generation gaps and foster a sense of unity within the team.
• Promote open communication. Create an environment where team members feel comfortable sharing their thoughts and ideas. Encourage open dialogue that respects each person’s viewpoint, regardless of age.
• Keep learning. Each generation has its own values, communication preferences, and work habits. Be open to continuously learning about generational trends and adapting your leadership approach accordingly. What works well today might need adjustments in the future.

Leading a team with people of different ages can be both rewarding and challenging. Remember, effective leadership involves understanding and respecting individual differences while fostering a cohesive and collaborative team environment. By embracing these tips, you can lead a multi-generational team to success.

Till the next time, keep it real.

Karen

The post Valuing Generational Differences appeared first on PeopleThink.

Many researchers have identified a correlation between an employee’s personal and professional development, and an organization’s growth as a whole.

Increased job satisfaction, higher employee engagement, improved retention, enhanced productivity, and a more skilled and adaptable workforce are some of the benefits of employee development.

Companies that invest in their employees’ development demonstrate a commitment to their growth, which can lead to a positive organizational culture and a competitive edge in the market.

If you want to keep your people and grow your business, you must provide opportunities for your team to learn and grow. The best way to do that is by creating and implementing effective employee development programs.

Here’s How.

Ensure roles and responsibilities are well-defined.
Roles often morph over time as responsibilities expand or business needs change. This can be frustrating to the individual in the role – and detrimental to the team/organization – if training around new skill requirements and responsibilities isn’t included with the change. It’s also difficult to hire for, train for or promote someone into that role if you haven’t updated the current skills and responsibilities for the role.

Create career path outlines.
Employees want to know what growth opportunities are available in the organization. Create career path outlines for each job family to help employees build personal development plans.

Make performance management an ongoing process.
The annual performance review – dreaded by managers and hated by employees – typically focuses on weaknesses and rarely includes a development component. How inspiring is that? Effective performance management is a continuous process (not an event) and consists of a development component that builds on strengths and develops areas that are not strengths.

Develop for future needs.
Development plans should consider organizational goals and the skills and behaviors employees will need to contribute to achieving those goals. They should also take into account the skills and behaviors employees will need in the future to succeed (yes, even if it’s not in your organization). Make a list of top skills required and design training programs to help them acquire those skills.

Consider employee goals and interests.
It’s also essential that individual employee career goals and personal interests be considered. All too often, employees have skills and talents that are under-utilized. Take the time to identify, develop, and leverage those hidden talents and unspoken interests. Employees want to use their strengths and feel that they’re contributing to the organization in a meaningful way.

Implementing and supporting leadership development and training programs for your employees will help them grow and develop their style and prepare them to lead their teams in the future.

Till the next time, keep it real.

Karen

The post Employee Development: Building a CULTURE of Learning! appeared first on PeopleThink.

The goal is to find individuals with the right mindset, work ethic, and potential to learn and grow within the organization. So, when hiring, look for the right attitude because that will help create a positive work environment and overall organizational success. Once onboarded, you can invest in your team’s training and development to equip them with the necessary skills and knowledge to excel in their roles.

This approach has several advantages:

• Cultural Fit: Candidates with the right attitude and values are more likely to align with the company’s culture and contribute positively to the work environment.
• Adaptability: Individuals with a strong learning mindset are often more adaptable and can acquire new skills and knowledge quickly as the business landscape evolves.
• Long-Term Potential: Hiring based on attitude can lead to long-term employee retention, as these individuals are likely to be motivated, engaged, and committed to personal and professional growth within the organization.

Here are a few tips on how to adjust your hiring strategy:

1. Rethink how you develop job descriptions and attract the right people for the positions within our organizations. Include the soft skills that will help the candidate succeed in the role, in addition to the technical skills.
2. In the interview process, train your hiring managers to ask well-thought-out behavioral questions to determine whether the candidate has the personal qualities and interpersonal skills needed for the job and to be a contributing team member.
3. Create a culture where the “soft skills” are valued as much or more than the “hard skills.” Review your learning and development strategy to ensure employees have opportunities to build their capabilities in problem-solving, innovation, emotional intelligence, and other competencies that will help them succeed. Promote people to leadership roles that demonstrate the personal qualities that will set the bar for the organization in creating the workforce for the future.

When implementing this philosophy, it’s essential to have a robust training and development program in place to ensure that employees have access to the resources and support they need to acquire the skills and knowledge required for their roles. Remember to strike a balance between attitude and necessary skills. Some roles may require a certain level of expertise or technical proficiency that cannot be easily trained from scratch and, therefore, still need employers to check for skill levels.

Lastly, with PeopleThink’s Keep It Real Leadership program, you can access the right leadership training! Ongoing feedback and coaching will help nurture the desired attitudes and behaviors within the organization.

Till the next time, keep it real.

Karen

The post Hire for Attitude! appeared first on PeopleThink.

Compare this to an individual with good (not excellent) technical skills and exceptional Emotional Intelligence to soar in their new role.

People with emotional intelligence are able to quickly build rapport and connect with others. They have the self-awareness to know how they’re going to respond in certain situations and can self-manage to direct their behavior positively. They can disagree without being disrespectful. They have empathy.

But what exactly is emotional intelligence?

Emotional Intelligence, as defined by expert psychologist Dr. Daniel Goleman, is the capacity for:

1. Being able to identify and acknowledge your feelings
2. Regulating your emotions
3. Self-motivation
4. Understanding and identifying the emotions of others
5. Navigating relationships with consideration of others’ feelings

Cultivating emotional intelligence can greatly enhance your ability to understand and manage your own emotions, as well as effectively navigate social interactions.

Here are some tips to help you develop and cultivate emotional intelligence:

1. Increase self-awareness: Pay attention to your own emotions, thoughts, and reactions. Reflect on what triggers certain emotions and how they impact your behavior. This self-awareness is the foundation of emotional intelligence.
2. Practice empathy: Put yourself in your employees shoes and try to understand their perspectives and emotions. Actively listen to them, show genuine interest, and validate their feelings. Empathy allows for better understanding and connection with others.
3. Develop emotional regulation: Learn to manage and regulate your emotions effectively. This involves recognizing and understanding your emotions, as well as finding healthy ways to express and cope with them. Techniques such as deep breathing, mindfulness, and self-reflection can be helpful.
4. Improve communication skills: Effective communication is essential for emotional intelligence. Practice active listening, ask clarifying questions, and express your thoughts and emotions clearly and respectfully. Pay attention to non-verbal cues and adapt your communication style to different individuals and situations.
5. Enhance social awareness: Pay attention to the emotions and needs of your employees in situations. Observe non-verbal cues, listen actively, and be aware of the dynamics at play. This awareness allows you to respond appropriately and support others effectively.
6. Develop relationship management skills: Build and maintain positive relationships by cultivating trust, effective communication, and mutual understanding. Be open to feedback and work on resolving conflicts in a constructive and respectful manner. Foster collaboration and create a supportive environment.
7. Practice emotional resilience: Develop the ability to bounce back from setbacks and adversity. Cultivate a positive mindset, practice self-care, and seek support when needed. Resilience enables you to navigate challenges and maintain emotional well-being.
8. Continuous learning and reflection: Emotional intelligence is a lifelong journey. Continuously seek opportunities to learn, reflect, and grow. Read books, attend workshops, and engage in activities that promote self-awareness and emotional intelligence.

Remember, developing emotional intelligence takes time and practice. Be patient with yourself and celebrate small victories along the way.

Till the next time, keep it real.
Karen

The post Emotional Intelligence: The Key to Becoming a Good Leader appeared first on PeopleThink.

I often talk about how important it is for leaders to continue to grow and develop. And…it’s also important to grow your people. Both are essential if you want to prepare your organization to succeed today and into the future.

Employees need to feel valued, connected, challenged and recognized.  Providing them with opportunities to build on their strengths, learn new skills and prepare for the future needs of the company demonstrates in a very real way that they are integral to the organization and its success. And when employees feel that kind of connection they will be more engaged and loyal.

Employee development can happen in many different forms: on-the-job training, personal development, cross-functional projects, coach and/or mentor, special projects, stretch assignments, training courses, reading and personal study, online courses, peer coaching, job shadowing, etc. The important thing is that it is available and encouraged.

Too often development opportunities are limited to “fixing” an employee’s weaknesses rather than leveraging and developing their strengths. Yet, according to Gallup, organizations that focus on employee strengths have higher engagement, less turnover and a better bottom line.

Create development plans that take into consideration organization goals and the skills and behaviors employees will need to contribute to achieving those goals. It’s also essential that individual employee career goals and personal interests be taken into account in development plans. All too often employees have skills and talents that are under-utilized. In fact, 74% of employees feel that they are not reaching their full potential. (The Learning Wave)

Also consider the skills and behaviors employees will need in the future to succeed (yes, even if it’s not in your organization).  According to a report from the World Economic Forum, the top 10 skills in 2020 will be:

-Complex problem solving

-Critical thinking

-Creativity

-People management

-Coordinating with others

-Emotional intelligence

-Judgment and decision making

-Service orientation

-Negotiation

-Cognitive flexibility

Creating, implementing and supporting development plans for your employees will not only help keep them loyal and engaged, it will ensure that your organization is ready for the challenges and opportunities of the future.

“The only thing worse than training your employees and having them leave is not training them and having them stay.” – Henry Ford

Till next time,

Karen

The post The Best Leaders Grow Their People appeared first on PeopleThink.