1000th Episode Special: Unveiling the Secrets of Leadership in Hard Times |Ryan Estis, Todd Herman, Bob Glazer, Amanda Hammett, Karly Neveu, and Gene Hammett

Leadership in hard times requires resilience, adaptability, and the ability to inspire and guide teams through uncertainty. In the face of adversity, exceptional leaders emerge, showcasing their ability to navigate challenges, inspire their teams, and drive organizations toward success. Welcome to a special episode of our podcast as we celebrate our 1000th milestone! We invited and brought together experts from various industries to share their insights and experiences on navigating leadership in hard times. We explore the key qualities and strategies that effective leaders employ when faced with adversity, including resilience, adaptability, and clear communication. Through candid conversations and real-life examples, we uncover the lessons learned and best practices for leading teams and organizations through tough times. Join us as we delve into the topic of leadership in hard times and gain valuable insights from our esteemed panel of experts. Get ready to discover the tools and strategies you need to excel as a leader when faced with challenging circumstances.

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Todd Herman, Bob Glazer, Ryan Estis, Karly Neveu, Amanda Hammett: The Transcript

About: Todd Herman, author of “The Alter Ego Effect” – the ultimate guide to unleashing your superpowers! Transform from ordinary to extraordinary with his powerful strategies. He is a performance advisor to athletes, leaders, and public figures.

Bob Glazer, the mastermind behind “Elevate,” the book on and the author of many other books. Bob captivates the attention of leaders with his “Friday Forward” newsletter with more than 300k people who want to elevate their leadership and culture.

Ryan Estis: The “Disruptor of Conventional Thinking” and renowned keynote speaker. Armed with mind-blowing research every time he gets in front of an audience. Ryan has been recognized as one of “the best keynote speakers ever heard” by Meetings & Conventions magazine.

Karly Neveu, a powerhouse dedicated to unlocking human potential. From a track and field champion at Boston University to a high-performance sales leader, Karly’s journey has been fueled by the power of mindset and mindfulness. As a certified yoga teacher, she merges her passions of the mind and body, empowering corporate teams to foster well-being in the workplace. Karly works on our team here at Core Elevation. She provides transformative support to leaders on an individual level. In short, Karly is amazing at everything she does. I am proud to have her on our team to serve our clients to think differently as they navigate change and growth.

Amanda Hammett is my Co-founder here at Core Elevation, Inc. She is globally recognized for her expertise in developing and retaining next-gen talent. Known as the Millennial Translator®, she guides companies in transforming organizations from within for increased retention and revenue. Our co-Creator of Leadership On-Ramp© program, supports clients through developing managers into leaders. Amanda is also my wife of more than 20 years. I am biased, but she is truly amazing when working with organizations that want to build strong teams and activate sustainable growth.

 

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Disclaimer: This transcript was created using YouTube’s translator tool and that may mean that some of the words, grammar, and typos come from a misinterpretation of the video.

WOW! Before we go any further, I have to just say “1000 episodes is a huge milestone.” I never thought about getting to 1000 shows until I got 5 years into the journey. For context, 1000 episodes of anything is a lot. RESEARCH: There are around 71m episodes and 450k active podcasts, which if you do the math the average show only publishes 157 episodes. This is misleading, because there are thousands of podcasts that never publish more than 20 episodes.

Well, we are celebrating 1000 episodes of our podcast.

Since 2014, 9 years of consistent production of powerful content that is meant to help you create the kind of business that you dreamed of. Today, we look at the secrets of leadership in hard times. I have assembled an amazing group of experts in terms of company growth and a deep understanding of leadership.

We have best-selling authors and top speakers, and those that are in the trenches with me. Each of these people I have massive respect for, and I trust them enough to share with you the strategies required when things get hard.

If you have listened to this podcast before, you know I am an Executive coach. I have coached CEOs, founders, and executive teams to help them create the businesses they dreamed of as entrepreneurs. Some have exited their companies, but all have created businesses that are significantly more valuable now. They don’t want to sell them just yet. Besides coaching, we also do leadership development, where we work with your managers to build confidence and leadership skills to be real leaders.

This is one of my life’s masterpieces. One special part of today is for me to share with you my team, who helps me when companies want us to coach their managers and build a leadership development system within their companies. You get to meet Amanda and Karly.

We have 5 experts who each have tremendous experience in leadership, growth, and transformation. Each one brings something special to this special 1000th episode.

Todd Herman, author of “The Alter Ego Effect” – the ultimate guide to unleashing your superpowers! Transform from ordinary to extraordinary with his powerful strategies. He is a performance advisor to athletes, leaders, and public figures.

Bob Glazer, the mastermind behind “Elevate,” the book on and the author of many other books. Bob captivates the attention of leaders with his “Friday Forward” newsletter with more than 300k people who want to elevate their leadership and culture.

Ryan Estis: The “Disruptor of Conventional Thinking” and renowned keynote speaker. Armed with mind-blowing research every time he gets in front of an audience. Ryan has been recognized as one of “the best keynote speakers ever heard” by Meetings & Conventions magazine.

Karly Neveu, a powerhouse dedicated to unlocking human potential. From a track and field champion at Boston University to a high-performance sales leader, Karly’s journey has been fueled by the power of mindset and mindfulness. As a certified yoga teacher, she merges her passions of the mind and body, empowering corporate teams to foster well-being in the workplace. Karly works on our team here at Core Elevation. She provides transformative support to leaders on an individual level. In short, Karly is amazing at everything she does. I am proud to have her on our team to serve our clients to think differently as they navigate change and growth.

Amanda Hammett is my Co-founder here at Core Elevation, Inc. She is globally recognized for her expertise in developing and retaining next-gen talent. Known as the Millennial Translator®, she guides companies in transforming organizations from within for increased retention and revenue. Our co-Creator of Leadership On-Ramp© program, supports clients through developing managers into leaders. Amanda is also my wife of more than 20 years. I am biased, but she is truly amazing when working with organizations that want to build strong teams and activate sustainable growth.

:::: Introduction to Hard Times :::

Let’s dive into today’s special episode, “Unveiling the Secrets of Leadership in Hard Times”.
Before we hear from our experts today, let’s go back to set context. Remember when the U.S. economy was on fire – for nearly a decade pre-2020, riding a wave of unstoppable growth. Jobs boomed, stocks soared, and GDP kept climbing.
But then… cue dramatic music COVID crashed the party, turning everything upside down.
The hardest parts of that period was hiring great people, and for many, it was figuring out how to work from home.
Then the shift started happening. People began to quit their jobs in droves, many of them didn’t even have another job lined up. It was hard times, but the economy began to bounce back so most businesses didn’t experience long-term uncertainty. People began to quiet-quit (do the bare minimum). Salary requirements climbed, but most of the people failed provide value yet we were paying them more.
Now, today’s market is quite different. GDP has struggled, interest rates have climbed, the stock market has stumbled.
To put it bluntly, we are NOT in easy times, we are in hard times for sure. This means you have change the way you lead. It is easy to be a leader when the market is climbing, and people are feeling good. It is very different to lead a company when the natural way of thinking is filled with FUD – Fear, Uncertainty, and Doubt.
Today, you will learn what to do — what not to do — and why you must make shifts in how you lead during these new challenges.

Leadership in Hard times is when people are drowning in stress and overwhelm combined with the demand for many services is stalled. You are likely selling less than you planned for and set goals for.

RYAN ESTIS KICKS US OFF TO TALK ABOUT LEADERSHIP RIGHT NOW.

Ryan Estis: I think we’re living through a once-in-a-lifetime moment where we’re reorienting our relationship to work and the meaning and significance that it has in our life.

I LOVE WHAT RYAN SAYS HERE, WE ARE IN THE MIDST OF A HUGE SHIFT. WORK IS NOT JUST ABOUT PAYCHECKS AND BENEFITS… RYAN GOES ON TO SAY…

Ryan Estis: Work is no longer just about achievement and security, when it becomes about these larger things. Like meaning and, and purpose and, and relationship and belonging. That’s a fundamental paradigm shift in the way we have to approach leading teams and, ultimately, our organization if we want to have sustainable success. So I, I think we are in a defining moment and a reset in what’s required to lead into the future.

I 100% AGREE WITH RYAN. WE HAVE TO THINK DIFFERENTLY ABOUT LEADING OUR TEAMS. WE ALSO HAVE TO REMEMBER THAT RIGHT NOW, WE NEED GREAT LEADERSHIP, NOT GOOD LEADERSHIP. HERE IS AMANDA’S PERSPECTIVE…

Amanda Hammett:  So the thing is, great leadership is always important, so I just wanna start there. Great leadership is always important. It is always critical, but when economic times are good, there’s a little more leeway, there’s a little more forgiveness bad, or even mediocre. Leadership can be covered up a little more easily in those times. But when things are tough, when things when economies head into recession or global pandemics hit, it is critical that you have great leadership. Not mediocre, not good. Great leadership in those moments because great leaders can steer you through tough times. And the way they do that is by leaning in with their people. Great leaders have already done the hard work before tough times hit to gain the trust of those that they’re leading. So when the tough times hit, because let’s be honest, they always do. Ah, Everybody already knows where to turn in those moments, and they have already built the trust and the foundation that that truly great leader has has done the, the heavy lifting for before. So everybody knows and everybody can lean in because they know that that truly great leader is gonna be there and it’s gonna be able to lead them through what’s to come.

AMANDA IS ON THE FRONT LINES WITH MANY OF OUR CLIENTS AND SHE GETS TO SEE WHAT IS GETTING IN THE WAY OF SUCCESS THAT MANY LEADERS FIND EASY TO IGNORE.

NOW KARLY – ALSO ON THE CORE ELEVEATION TEAM SHARES HER THOUGHTS ON GREAT LEADERSHIP…

Karly Neveu: Great leadership is, you know, a leader’s opportunity to step forward and demonstrate that there’s someone that really believes in the mission of the business. And, you know, to get buy-in from your team, help them feel like there’s more security within the organization, you really have to step forward. You know, and this doesn’t mean overriding the fact that there’s a global pandemic or uncertainty in the markets. It’s showing up and, and being vulnerable, being able to really discuss the issues at hand and not filtering everything to a level that it, you lack transparency or you lack the ability to really communicate with your team. So in general right now, leaders showing up is just even being in, in it with the team, in it, with them, in it in a way that they can see, you know, I’m not alone on my island trying to figure out these complicated problems. I have a leader that’s showing up along with me and is here to help me figure out how to do this work.

LEADERSHIP IS CHANGING FOR SURE. DURING HARD TIMES YOUR PEOPLE NEED A VISION…DON’T JUST TAKE MY WORD FOR IT…HERE IS TODD HERMAN AND HIS TAKE ON LEADING DURING HARD TIMES…

Todd Herman: One of the most challenging things about. Hard times is the amount of uncertainty it brings to the people that are caught in the hard time. And so that uncertainty needs vision, and vision is often delivered by the best leaders. And if we have amazing leaders, not communicating a powerful vision of what’s possible on the other side of this hard time, we’re gonna have a lot of people more stressed, more anxious than we need So that leadership has to be there to pull those who don’t have the vision out of that feeling of uncertainty.

VISION IS OFTEN OVERLOOKED PART OF A COMPANY STRATEGY. HERE BOB GLAZER TALKS ABOUT WHY VISION IS ESSENTIAL…

Bob Glazer: you have to have a clear vision for your team, and you have to maintain your optimism while also acknowledging the brutal realities. I think leaders that are overly optimistic and don’t acknowledge the brutal realities have teams that get blindsided and then they lose trust in that leadership.

BOB BELIEVES VISION IS ESSENTIAL AND THEN HE TALKS ABOUT THE NEED FOR TRANSPARENCY ABOUT THE REALITIES THE COMPANY IS FACING. WE WILL UNPACK THAT MORE A BIT LATER. NOW BOB SHARES WHAT HE THINKS ABOUT WHAT WE NEED TODAY. HE SAYS THERE IS A DIFFERENCE IN MANAGEMENT AND LEADERSHIP…

Bob Glazer: I think this is the time when people really need leadership and they look for leadership. They don’t, they don’t need management right now. They need leadership. A leader is, is two things in my mind. They make the the, the sum greater than the parts. And they’re people that people choose to follow. They don’t have to follow. So leaders do manage at times they do. But to me, someone who’s just a manager, I. Uses their authority, uses their power. It’s about, you know, invoking that authority and, and, and, and moving around the pieces and the chips and saying, do this cuz I said to do it right. The, the leader is someone who rallies everyone. Some of the greatest leaders of all time, both business and otherwise. People chose to work for them, they wanted to work for them, they wanted to be part of those teams. That’s very different than someone who’s just a manager.

I HAVE TO PAUSE HERE FOR A MOMENT…I THINK MANAGMENT IS PART OF YOUR COMPANY OPERATING SYSTEM. BUT MANAGEMENT AND LEADERSHIP ARE DIFFERENT. LEADERSHIP IS FOCUSED ON THE PEOPLE – NOT THE WORK. DURING HARD TIMES, WE NEED MORE LEADERS. LEADERS ARE ABLE TO COACH THE TEAM. LEADERS CREATE MORE CONFIDENCE AND COURAGE IN OUR CULTURES. MANAGERS FOCUS ON GETTING THE WORK DONE. BOTH ARE NEEDED, BUT WHAT IS LACKING WHEN WE ASSESS COMPANIES IS TRULY EFFECTIVE LEADERSHIP.
NOW, LET’S LOOK AT WHAT CHANGES IN HARD TIMES IN THE CONTEXT OF LEADERSHIP. KARLY STARTS THIS ONE OFF…

Karly Neveu: Everything changes. So outside of work, things can be chaos. I think back to the beginning of the pandemic and we had no idea how long things were gonna last, but the most important thing that I could have done was to maintain some level of stability and consistency. So we still had our team meetings. We still had our one-on-ones. Even if the numbers didn’t look great, you know, we, we were there to connect on a regular basis and I was able to use that time that maybe we would’ve been having conversations with prospects or people outside of the business who were not online at that point to invest in the success of my team members. So figuring out what are some of the skills, what are some of the ways that I can support their learning and development, their career development, that when we have these moments of uncertainty or free time, you know, I could give back to the team.

MOST OF KARLY’S WORK WITH US IS TRANSFORMING MANAGERS INTO LEADERS. SHE HEARS WHAT MANY CEOS DON’T. SHE COACHES MANAGERS TO BE MORE EFFECTIVE LEADERS, THAT IS WHY SHE TALKS ABOUT GIVING TO THE TEAM.

GOING DEEPER INTO THE AREA OF WHAT IS CHANGING….TODD HERMAN SHARES TALKS ABOUT THE NEED FOR EMOTIONAL AGILITY…

Todd Herman:  Well, one of the things that changes in hard times is the amount of emotion that gets brought into situations that doesn’t need a lot of emotion. So what that means, because people are. Feeling the pressure of hard times, their emotional agility isn’t where it needs to be, and they bring in story and stress into situations that don’t demand a lot of stress so the leader has to have an level of emotional empathy to pull people out of narrative and story and difficulty and help them bring a lot more, uh, lightness or levity or relaxation into the circumstances that are surrounding them. Hard times just demand a lot more emotion from people than most people are equipped to handle.

RYAN ADDS TO CONVERSATION ON EMOTIONAL AGILITY.

Ryan Estis: I think people’s emotional needs change. People, you know uncertainty promotes fear and anxiety and tension and stretch. And I think people are, are looking for leadership to get some sense of how to navigate difficulties and, and the reality is, We’re, we’re going to live through the next 10 years, an accelerated pace of transformation and change, like this is the slowest pace we’re going to ever experience. So I think a lot of people are feeling overwhelmed, burned out, exhausted, and trying to keep up. And that uncertainty is stressful. And so I think part of the leader responsibilities is taking care of people. It isn’t just about the performance at work. It’s taking care of the whole person. And those two things are bumping up against each other. The what? What an organization needs to innovate, perform, compete, and thrive into the future, and what a human being needs to feel supported and whole and cared for and safe. Those, those are tension and inflection points and it requires really astute leadership, I think, to navigate that effectively.

THINK ABOUT YOUR BUSINESS RIGHT NOW. ARE YOU IN AN INFLECTION POINT? TO ME A strategic inflection point is a time period when an organization must respond to disruptive change in the business environment effectively or face deterioration.

AMANDA, GIVES YOU MORE ABOUT LEADING IN HARD TIMES.

Amanda Hammett: Well, right now we are heading in the direction of some tough times. Certain companies, certain industries, they are already seeing it. They’re already laying off employees, they’re tightening up budgets. But I want to remind all leaders listening to this, your people, Right now, your people right now are watching and they are observing how you treat your team and your organization members during tough times. And trust me when I say this, They will remember how you treat them in tough times and they will act accordingly. So we’ve just went through this time when people were talking about quiet, quitting and, and things like that. Economic times are a little tougher now, so you don’t hear that as much, but I guarantee you it is not going away. So if you take the opportunity during this economic downturn to squeeze your team, Do not be surprised if when the economic cycles, the economy. Do not be surprised when the economy cycles back into, you know, it’s a great economy again, because it always does. Don’t be surprised if your people leave you, if you use the economic downturn to squeeze more out of them. Hard times are when truly great leaders gain deep-seated respect and admiration from their teams. These are the times when employees truly decide if you are for them, the team, or if you’re in it for yourself.

NOW LET’S SHIFT INTO THE MISTAKES THAT LEADERS MUST AVOID WHEN LEADING IN HARD TIMES. WE WILL BEGIN WITH AMANDA.

Amanda Hammett: So one of the biggest pitfalls or mistakes that I see during hard times is leaders who fail to be transparent. Listen, we all know the realities. We all know that during hard times, during recessions, layoffs are possible. And nothing scares teams more really than layoffs in reality. And leaders really should take this time, this opportunity to speak truthfully with their teams. Now I’m not saying that you need to use this opportunity to invoke fear in your teams, but I want you to speak honestly. Share what you can. Maybe it’s something like, Hey, things are tight right now, or, or we just lost some clients, but together we can get through this. Being transparent as much as you can in that moment makes a world of difference because if you fail to be transparent in these tough times, The rumor mill starts. And the rumor mill can be detrimental. It can decimate the morale of a team and eventually the team itself. And fighting the, the rumor mill once it gets started is practically impossible because anything you say is basically going to be fighting against what everybody else is saying behind each other’s backs. So I want you to be upfront, I want you to be transparent about the situation again. This comes back to building trust. And trust is the ultimate foundational tool for successful teams. And you build trust. And one of the ways that you build trust with your team is by being transparent. It’s by being honest with them, being upfront with them, especially when times are tough. Don’t let the rumor mill get started. Be in front of the rumor mill.

THE RUMOR MILL IS DEVISTATING TO CULTURE AND IF YOU TOLERATE TOXIC BEHAVIORS, YOU WILL STRUGGLE TO GET A GRASP ON YOUR CULTURE NO MATTER HOW GOOD OF A LEADER YOU ARE.

WHEN TIMES ARE TOUGH, YOU MAY CREATE A PLAN OR SOLUTION FOR THE BUSINESS THAT IS MEANT TO ADDRESS ALL THAT IS GOING ON. BUT THE PROBLEM IS MOST OF THESE PLANS ARE TOO COMPLEX. IF YOU WANT YOUR PEOPLE TO BE ALIGNED…CREATE A SIMPLE PLAN. HERE IS TODD EXPLAINING THIS IS DETAIL.

Todd Herman: One of the biggest mistakes that a lot of leaders make in challenging and hard times is making things more complex than they need to. Hard times are already demanding an emotional load on people, and most people struggle with. Building a clear picture of what’s possible or they’re seeing the light at the end of the tunnel, and those leaders who know how to simplify things lay out a plan of action that brings a level of gravitas to the situation. It grounds people. Um, it’s feeling a lot more resonant and it gets people into action as opposed to, having some big complex plan that’s gonna be near impossible to implement, which only brings on more stress, which is not what people need in a hard time. They need a simple plan that they can see that they can execute So avoid that mistake and you’re gonna have a team that’s gonna be outperforming everybody else.

NOW TODD GOES ON ABOUT THE NEED TO CREATE A PLAN THAT IS FOCUSED ON THE NEXT SIX MONTHS.

Todd Herman: One of the things you don’t want to do during hard times is putting a uh, plan or a vision in place that goes beyond six months. The nature of hard times is they’re quite volatile. And volatile times are shifting the sand beneath us at all times. So when you can start to map and plan out goals or strategies or projects, and we keep that timeline a lot closer to the present time.

You’re gonna be closing feedback loops and earning the rewards of things getting completed much more quickly than those who are mapping things out way off into the future. When you don’t even know if the sands or the foundation that you’re standing on are even gonna be the same as they are or similar to what they are right now so the best leaders are pulling in their strategy and their projects and their plan to a far shorter timeframe. And executing on that, which brings stability into the organization, allows people to feel like they’re making progress. And when you’re feeling like you’re making progress, you’re getting momentum. When we already got momentum, it builds confidence. And confidence then fundamentally ends up breeding certainty. Which are all things that are typically lacking in most organizations during volatile times.

TODD OFFERS YOU A PERSPECTIVE ABOUT FOCUSING ON THE IMMEDIATE VS. THE FUTURE. KARLY FROM OUR TEAM SHARES HER THOUGHTS ON WHAT LEADERS CAN DO ABOUT SHORT VS LONG TERM. YOU MIGHT THINK THESE IDEAS CONTRADICT EACH OTHER, BUT I BELIEVE WHEN YOU UNDERSTAND WHAT EACH MEANS, THEY WORK TOGETHER. KARLY SAYS THAT WE MUST BE WILLING TO LOOK AT WHAT WE CAN DO NOW THAT WILL BENEFIT THE TEAM AND THE ORGANIZATION IN THE FUTURE.

Karly Neveu: I would say one of the biggest blind spots that I see is a obsession with the short term. So how frequently are you actually taking a step back to think about the longer term success of your team, of your organization? You know, if the numbers are so important for the next month, for the next two months. Are you really building in enough buffer for things to change, for the markets to change, and for your team to have to figure out and, and be flexible moving forward? So, you know, I think that’s a, a really important lesson that many leaders don’t take advantage of is how are you planning and preparing for the long term.

WHAT KARLY IS SAYING IS THAT YOU CAN USE THIS TIME TO DEVELOP A STRONGER AND MORE CAPABLE TEAM. WE CREATED A PROGRAM THAT IS A SYSTEM OF LEADERSHIP DEVELOPMENT….IT TRANSFORMS YOUR PEOPLE INTO HUMAN-CENTERED LEADERS. IF WE CAN HELP YOU AND YOUR TEAM, PLEASE LET US KNOW.

RYAN ESITS GIVES YOU HIS TAKE ON THE FUTURE OF BUSINESS AND HOW LEADERSHIP IS SHIFTING.

Ryan Estis: I fully believe that the future of business is human and that a leader who’s human-centered, that invests in themselves, that invests in their team, that puts people first ultimately is in a better position to create sustainable success. And I think one of the challenges we, we think too short term, you know, we get mired in this idea of. You know, quarter over quarter performance and the price of the stock and return to shareholders. And I think oftentimes we miss some of the opportunities in the challenge to create long-term sustainable value, not only for the shareholders, but for the people and the communities that we serve. So I think leaders that have that people oriented perspective and a long range view of the business are in a better position to preserve success for a long period of time.

 

WHEN YOU ARE A PEOPLE LEADER, YOU SEE MORE THAN JUST THE NUMBERS. YOU SEE BEYOND THE WORK. YOU SEE HOW TO EMPOWER OTHERS. YOU WANT PEOPLE TO GO BEYOND RESPONSIBILITY AT WORK…YOU WANT TO INSPIRE OWNERSHIP.
BOB GLAZER TALKS ABOUT OWNERSHIP, BUT HE USES THE TERM “AGENCY.”

Bob Glazer: I think something I’ve seen leaders do really well during tough times is have people on their team feel a sense of agency. They don’t feel like they’re on the ship and it’s just at these wins that they can’t control. They feel like, They have hands on the sail and they can help steer the ship, and they’re really a part of, of making that happen.

BOB DESCRIBES THIS WELL. I KNOW YOU WANT YOUR PEOPLE TO BE ALIGNED AND HAVE A SENSE OF BUYIN…WELL, THAT IS A 2-WAY STREET. YOU HAVE TO LEARN TO LEAD YOUR TEAM MORE POWERFULLY. EVEN IF YOU ARE A GOOD LEADER, HARD TIMES DEMAND THAT YOU FIND A NEW GEAR AND YOU EVOLVE. RYAN SHARES ANOTHER GREAT POINT.

Ryan Estis: leaders are listeners, and I think a great rule of communication. It came from Dr. Steven Covey. That’s where I first started. Seek first, understand, then be understood, and you’ve got to put yourself in the position of others. And so I think taking a moment of pause to consider that and to listen and to have empathy. The, the other thing I think leaders need to avoid during turbulent times is to stop pretending you have all the answers. It’s okay not to know. And, and I think you know, it’s, it to provide that context and be transparent and you know, it’s, it’s, it’s interesting. It’s the way we communicate is so important, but it’s not just the content, it’s the context. It’s how we approach difficult conversations and it’s how we communicate tough news and I think people want it. But, but they also want to be treated with a certain amount of respect and they want to preserve their dignity. And I think so that emotional intelligence is, is so important. And I think part of what’s required for a leader today is that you, you have to be elevating your self-confidence. And your self-awareness at the same time. And that takes an extraordinary amount of humility. And I just think those are the things that are part and parcel of successful leaders today.

NOW AMANDA TALKS ABOUT THE NEED TO CULTIVATE TRUST.

Amanda Hammett: So one thing that great leaders are always doing to prepare their teams for challenging times is they’re cultivating trust with their organizations.

Great leaders are always cultivating trust within their organizations, and they’re cultivating trust in their organization in good economic times and in bad economic times. And they do it in thousands of big ways and small ways. Every single day. It comes down to things like following through on what you said you were gonna do, or being transparent maybe when things are not going well or when things are going well.

It also comes down to truly, explicitly communicating with your team. Asking questions, getting to know them, building that foundation of trust. That is what truly great leaders are always doing to prepare for challenging types.

BEFORE WE WRAP UP, ONE BIG THING YOU CAN DO AS A LEADER DURING HARD TIMES IS TO FOCUS ON YOURSELF. YOUR HEALTH. YOUR STRESS LEVELS. YOUR ENERGY…. KARLY SHARES WITH YOU WHY TAKING CARE OF YOURSELF IS SO IMPORTANT….

Karly Neveu: how well are you taking care of yourself, you know, for you to be able to show up as a leader. You need to have some fuel in the tank. You know, it’s an incredible act of service to be a selfless leader and to go in and every day be there for your team morning to night. And I’ve been there, and I’ve also been in those moments of complete and utter burnout where it takes you way longer than it should to get out of that. That hole that you’ve dug yourself. So you know, I’m not saying you need a week long retreat somewhere, even though that would be fantastic. I’m saying, what’s one thing you can do this week for an hour that’s gonna help you refuel, get outta nature, do a craft, move your body, something that will really then help you refuel. It’s not only for you, it’s also to help your team understand that it’s okay to take a day off. It’s okay to take a moment to reset because we are not machines. We do need some time to recover. So remembering that and really being that leader that you want to show up as every day requires some opportunity to refuel.

Disclaimer: This transcript was created using YouTube’s translator tool and that may mean that some of the words, grammar, and typos come from a misinterpretation of the video.

 

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