by Rene Street | Mar 8, 2025 | Blog, Business, Uncategorized
In today’s business landscape, competition is relentless. Disruptions emerge overnight. Customer expectations evolve rapidly. Talent is harder to retain than ever. Yet, some companies consistently outperform their peers, growing faster, attracting top talent, and building unshakable customer loyalty.
What sets these companies apart? An in-depth study was conducted of companies to identify the characteristics of top performers. The findings revealed a critical truth: high-performing companies aren’t just lucky. They operate with a set of core traits that drive sustained success. These organizations don’t merely aim to be “best in class”—they execute a repeatable, scalable, and measurable strategy that fuels their growth.
What are these nine traits, and how can your company embed them into its DNA? Let’s explore them in detail.
A Foundation Built on Purpose and Values
High-performing companies don’t drift. They operate with a clear purpose that drives their strategy, decisions, and culture. Their guiding principles—vision, mission, and core values—aren’t just corporate jargon. They’re actively demonstrated at every level of the organization. What makes them different? Leaders continuously reinforce these principles in communication, hiring, and decision-making. Employees understand how their roles contribute to the company’s broader mission. This alignment creates a culture of accountability, engagement, and trust—three factors that significantly impact performance.
The Employee Experience Advantage
Talent is the fuel that drives a business forward, and high-performing companies treat their employees like their most valuable asset. They don’t just offer jobs; they create environments where employees thrive. These companies invest in professional development, employee well-being, and company culture. They prioritize engagement, conduct regular satisfaction surveys, and actively act on feedback. As a result, their employees become brand ambassadors, delivering superior service, innovating, and staying loyal to the company.
Customer-Centricity as a Growth Engine
For high-performing companies, customer satisfaction isn’t enough—they aim to create customer advocates. They analyze customer journeys, remove friction points, and proactively seek feedback. More importantly, they take action on that feedback, refining their offerings and personalizing experiences to create deep relationships. Data from a global management consulting company shows that fluctuations in a company’s Net Promoter Score (NPS) can explain 20-60% of its organic growth. This statistic alone highlights why top companies prioritize customer experience—it directly impacts revenue.
Quality as a Cultural Cornerstone
High performers don’t just meet quality standards—they set them. They integrate quality into every process, ensuring it’s not just a final checkpoint but a guiding principle from the start. This commitment to excellence builds trust and differentiates them from competitors. Apple, for instance, isn’t just known for technology but for meticulous attention to detail. High-performing companies operate with the same mindset—whether it’s in their service delivery, internal processes, or employee training.
The Adaptability Imperative
Disruption is inevitable. The question is: will your company adapt fast enough to stay ahead? High-performing companies don’t resist change; they embrace it. They anticipate market shifts, monitor industry trends, and pivot when necessary. Research has shown that many companies failed during crises like the COVID-19 pandemic—not because they lacked resources, but because they failed to adapt. Meanwhile, organizations that were agile in their strategy and execution thrived.
Data-Driven Decision Making
Top companies leverage data to make strategic decisions and track real-time key performance indicators (KPIs) through dashboard systems that are visually engaging. Through the utilization of AI and other software programs they aggregate information across the enterprise for a holistic view and understanding of how all elements fit together. This ensures leaders have access to clear information and actionable insights. More importantly, they align their data collection with business objectives, avoiding “data for data’s sake.
Ecosystem Intelligence and Collaboration
The best companies don’t just monitor their competitors—they understand the full ecosystem in which they operate. They recognize that value creation often requires collaboration. Whether through strategic partnerships, industry alliances, or supplier relationships, they position themselves at the center of innovation and market shifts.
Operational Excellence Through Simplification
Complexity slows companies down. High performers know this and focus on making operations lean and efficient. Steve Jobs famously said, “Simple can be harder than complex. You have to work hard to get your thinking clean to make it simple.”Top companies take this to heart. They continuously refine workflows, eliminate unnecessary steps, and automate where possible. The result? A more agile, cost-effective, and scalable operation.
The Learning Organization Mindset
Perhaps the most defining trait of high-performing companies is their relentless pursuit of improvement. They don’t assume they have all the answers—they continuously learn, evolve, and refine their strategies. They invest in leadership development, create knowledge-sharing platforms, and encourage experimentation. These organizations view failure as a stepping stone to progress, not a setback. This mindset allows them to stay ahead of industry changes and maintain a competitive edge.
Becoming a High-Performing Organization
If you want to build a company that stands out, start by assessing where you currently stand on these nine traits. Ask yourself:
- Are our purpose and values deeply embedded in everything we do?
- Do we treat employees as our greatest asset?
- Are we truly customer-centric, or do we just say we are?
- Is quality a guiding principle in all areas of our business?
- How adaptable are we to change?
- Do we make decisions based on data or gut instinct?
- Do we understand our industry ecosystem and leverage partnerships?
- Have we eliminated unnecessary complexity in our operations?
- Do we foster a culture of learning and continuous improvement?
Achieving high performance isn’t about making one major change—it’s about consistently refining these areas over time. The question isn’t whether these traits matter. The real question is: How quickly can your organization begin embedding them into its DNA?
About the Author:
Susan Quinn has worked for 30+ years with Fortune 500 to middle market firms across the country developing strategies that spur growth. As CEO of circle S studio, she supports companies in their quest to ‘better their best’ and brings a keen understanding of how to create a winning strategy. Quinn is the author of Does Your Business Show Up or Stand Out?, a leader’s playbook for implementing the nine traits. For more information, please visit www.circlesstudio.com/business-playbook
by Rene Street | Jan 12, 2025 | Blog, Business, Uncategorized
Being present in today’s world is more difficult than it has ever been before. Everyone is constantly bombarded by emails, text messages, social media, news, advertisements, and all the other distractions of the modern world.
A lack of presence, especially in leadership, can often lead to poor communication, a lack of rapport with those around you, and volatility, uncertainty, confusion, and ambiguity in the workplace. One of the easiest ways to solve this problem is to understand and change the way you listen to those around you.
Most people don’t focus on or participate in listening in a way that actually makes a difference. Learning to truly listen and engage with whomever you are talking to enables connection, builds trust, and elevates flow across the board. When you strengthen your ability to listen, you become a better communicator. When you level up your ability to hear, you show up as somebody who is more open to feedback and who appreciates the contribution of what others are thinking and feeling.
Upleveling your listening begins first and foremost with understanding what, how, and when you aren’t really listening.
Listening from Obligation
When this happens, there is little to no effort from the listener, either due to various distractions or a lack of caring about what the speaker has to say. Common behaviors when you’re listening at this level are multitasking, such as playing on your phone or scrolling through emails when someone is talking to you, tuning out/daydreaming, and anticipating what you think they are going to say and interjecting words for them. This kind of listening makes it impossible to develop rapport.
This level of listening also includes pretend listening, where you are not paying attention to the speaker, however you still act as though you are listening. The listener’s brain is paying attention to other things, but they are maintaining involvement in the conversation. Think of sitting next to someone very talkative on the plane or talking on the phone with a chatty family member. You aren’t absorbing or understanding the information the speaker is sharing.
Listening from the Inside
This is selective listening or downloading. In this level, you are only listening for what someone else is saying to confirm facts you already believe to be true. You are listening inside of your existing context. You parcel out information that you perceive to be uninteresting, lacking in value, or that doesn’t conform to your biases and preconceived notions. This level of listening is problematic because you only hear what you want to hear. When you listen this way, it’s all too often to brush feedback aside and/or filter it out altogether.
You know you’ve been listening like this when you come out of a conversation and everything you expected to happen happened. This type of listening is all about you. Your purpose in listening is to validate yourself and invalidate another if they disagree with you. There is no freedom and nothing new will be created in this kind of listening.
Listening for New Information
This level of listening is about seeking new information, new data, and new perspectives. It’s listening to learn. However, you are still listening for what’s in it for you. You’re not curious, but listening to gain knowledge or get something out of the listening. You are taking what you already think and building upon it.
At this level you are open to hearing something you haven’t heard before. You have some new data points and information that challenges your assumptions. Perhaps it exposes some new content or new reality to you. Here, you can actually walk away from the conversation with a memory of what was said and how it changed your perception. You leave the conversation thinking new things or in new ways.
Listening with Curiosity and Compassion
In this level of listening you are really connecting to the other person. You’ve got an empathic, emotional connection. This is when you’re listening soul to soul, heart to heart, and seeing the experience through another person’s eyes. You’re not only challenging your own assumptions, but actually considering that the other person’s reality is valid. You get to experience that person’s experience. Most one-on-ones should be done with this empathic, emotional connection. You’re letting go of your agenda and having an open mind and heart, building trust, and deepening your relationship with this person. You’re curious.
This is when you are fully engaged and focused on the speaker’s words and what those words mean to you and to the speaker. Nothing distracts you from the person with whom you are speaking. They have your full and undivided attention and it is clear to them that this is so.
Listening for What’s Possible
This level of listening is generative. You have moved beyond any friction and are completely immersed in flow. Everybody is participating. You both are in service of something bigger than the agenda and listening with an open will. In this level, you aren’t just listening to the person, but acknowledging the future that wants to be created. This is where innovation happens. This is where the collective genius is not just tapped into, but realized.
This is the highest and most meaningful level of listening and is where you want to spend as much time as possible.
Listening at the Highest Level Every Time
We all need diverse opinions and viewpoints. When you listen from the lower levels of listening, which is not really listening at all, you miss out on so much, from critical information and feedback, to a chance to develop rapport with your team, a loved one, or even a total stranger.
The most effective leaders all excel at listening from the highest level. They make people feel valued, respected, and understood. They are also always honing their skills and becoming better listeners. They continually work on opening their mind, heart, and will. It’s a continual process of evolution. They are present and focused on whatever or whomever is in front of them. Meaningfully listening to those around you enables you to elevate yourself as a leader, build trust and rapport, and empower the people you’re listening to. Evolving your leadership and achieving optimal results begins with listening.
About the author:
Margaret Graziano, known as the Evolutionist, is the founder and CEO of KeenAlignment, as well as a Wall Street Journal Best-Selling Author for her book “Ignite Culture.” She has been recognized as one of Silicon Valley’s Top 100 Women Leaders. Magi’s groundbreaking work is driven by her power to uncover and catalyze human potential. Go to www.MargaretGraziano.com for more information.
by Rene Street | Oct 17, 2024 | Business, Uncategorized
Artificial intelligence (AI) and Generative AI (GenAI) are transforming business at an unprecedented pace, offering a variety of advantages that can give your business a competitive edge in a rapidly evolving landscape. They can unlock key insights from your data and elevate your productivity, customer experience, and innovation.
What is AI?
Artificial intelligence – Identify patterns and make predictions. AI is the ability of computer systems to simulate human intelligence to perform tasks. It allows businesses to automate processes and improve decision-making with data-driven insights.
Generative AI – Create new and original content. GenAI is a subset of AI that can leverage large data sets to create high-quality content in many forms, like text, images, video, and software code.
Use Cases
- Content Creation – Create a diverse range of content – From sales and marketing briefs, blog posts, and social media updates to IT best practices and workflows, your team can target content across verticals, horizontals, or personas, generating a wide range of content.
- Code Generation – Streamline and customize software development – From natural language code creation to automating routine tasks or documenting best practices, AI can allow developers and IT to focus on more complex challenges.
- Digital Assistance – Elevate your employees’ or customers’ self-service experience with AI-powered virtual assistants and chatbots available 24/7. This tool supports many tasks, including onboarding new employees, job training, answering HR questions on demand, and IT helpdesk support. It can also assist in navigating customers through product offerings, answering inquiries, and communicating in a client’s native language.
- Digital Twins – Gain valuable insights by creating a digital replica of a segment of a product or process for testing, analytics, or predictive analytics. – It can be used for simulations to analyze business processes, predict efficiency, and aid in the development of large-scale products or projects, such as bridges, buildings, mechanical jet turbines, aircraft, and automobiles, before a physical model is created.
- Computer Vision – Automate the analysis of image data captured from video and still cameras to address workloads, such as quality control, security and safety, and medical image analysis. It can be used for route guidance and traffic monitoring, detecting overheating equipment, identifying anomalies in X-ray and MRI scans, and ensuring only authorized personnel enter a secure facility.
- Design and data creation – Use AI and synthetic data to model and test for new insights in scenarios where there is insufficient data, a need to maintain data integrity, or a desire to uphold privacy standards. – It can be used by cybersecurity teams to generate data sets for training and testing their systems against cyberattacks. It also helps maintain privacy for medical research, which often relies on synthetic data. Dell AI PCs with Intel® Core™ Ultra processor delivers the next generation of hybrid architecture for supercharged computing with a battery that lasts. Latitude has been fueling transformation for our customers for the past thirty years and these new PCs will help lead your industry in the AI era.
With the introduction of Intel® Core™ Ultra processors with Intel vPro® and the new integrated multi-processor package with central processing unit (CPU), graphics processing unit (GPU) and neural processing unit (NPU), a day in the life of a hybrid worker will be more productive, secure and collaborative.
But what benefits will this new hybrid architecture bring? It will bring:
- Energy efficiency: Combining the benefits of the NPU to offload capabilities like auto-framing, background blur and eye-tracking with the power efficiency of Intel Core Ultra processors, gives workers up to 38% more battery life and valuable working time in a day packed with Zoom calls.
- Inclusive collaboration: Imagine being able to talk real-time with someone who speaks a different language without any network dependency or delay. This future is here with applications like Omnibridge, which leverage on-device AI capabilities to deliver new collaboration features such as live English to American Sign Language translation.
- Seamless content creation: By distributing AI processing across the CPU, GPU and now NPU – users can enjoy up to more than 3X faster AI-enhanced features with Cyberlink and almost twice1.5X better photo editing performance with Adobe Lightroom.
- Faster security and threat detection: Dell has built the industry’s most secure commercial PCs with hardware and firmware features built to combat modern cyberattacks. This has just become better with CrowdStrike running security threat detection on the device, utilizing less than 1% CPU usage for a more seamless device experience.
These advancements in AI capabilities will give your workforce the leg up on competition and represent the largest architectural shift in PCs within 40 years. It will support more than 100 optimized AI apps and more than 300 AI-optimized experiences powering the next wave of commercial use cases from collaboration tools and personal assistance to strengthened security.
by Rene Street | Aug 22, 2024 | Uncategorized
Being present in today’s world is more difficult than it has ever been before. Everyone is constantly bombarded by emails, text messages, social media, news, advertisements, and all the other distractions of the modern world.
A lack of presence, especially in leadership, can often lead to poor communication, a lack of rapport with those around you, and volatility, uncertainty, confusion, and ambiguity in the workplace. One of the easiest ways to solve this problem is to understand and change the way you listen to those around you.
Most people don’t focus on or participate in listening in a way that actually makes a difference. Learning to truly listen and engage with whomever you are talking to enables connection, builds trust, and elevates flow across the board. When you strengthen your ability to listen, you become a better communicator. When you level up your ability to hear, you show up as somebody who is more open to feedback and who appreciates the contribution of what others are thinking and feeling. Upleveling your listening begins first and foremost with understanding what, how, and when you aren’t really listening.
Listening from Obligation
When this happens, there is little to no effort from the listener, either due to various distractions or a lack of caring about what the speaker has to say. Common behaviors when you’re listening at this level are multitasking, such as playing on your phone or scrolling through emails when someone is talking to you, tuning out/daydreaming, and anticipating what you think they are going to say and interjecting words for them. This kind of listening makes it impossible to develop rapport.
This level of listening also includes pretend listening, where you are not paying attention to the speaker, however you still act as though you are listening. The listener’s brain is paying attention to other things, but they are maintaining involvement in the conversation. Think of sitting next to someone very talkative on the plane or talking on the phone with a chatty family member. You aren’t absorbing or understanding the information the speaker is sharing.
Listening from the Inside
This is selective listening or downloading. In this level, you are only listening for what someone else is saying to confirm facts you already believe to be true. You are listening inside of your existing context. You parcel out information that you perceive to be uninteresting, lacking in value, or that doesn’t conform to your biases and preconceived notions. This level of listening is problematic because you only hear what you want to hear. When you listen this way, it’s all too often to brush feedback aside and/or filter it out altogether.
You know you’ve been listening like this when you come out of a conversation and everything you expected to happen happened. This type of listening is all about you. Your purpose in listening is to validate yourself and invalidate another if they disagree with you. There is no freedom and nothing new will be created in this kind of listening.
Listening for New Information
This level of listening is about seeking new information, new data, and new perspectives. It’s listening to learn. However, you are still listening for what’s in it for you. You’re not curious, but listening to gain knowledge or get something out of the listening. You are taking what you already think and building upon it.
At this level you are open to hearing something you haven’t heard before. You have some new data points and information that challenges your assumptions. Perhaps it exposes some new content or new reality to you. Here, you can actually walk away from the conversation with a memory of what was said and how it changed your perception. You leave the conversation thinking new things or in new ways.
Listening with Curiosity and Compassion
In this level of listening you are really connecting to the other person. You’ve got an empathic, emotional connection. This is when you’re listening soul to soul, heart to heart, and seeing the experience through another person’s eyes. You’re not only challenging your own assumptions, but actually considering that the other person’s reality is valid. You get to experience that person’s experience. Most one-on-ones should be done with this empathic, emotional connection. You’re letting go of your agenda and having an open mind and heart, building trust, and deepening your relationship with this person. You’re curious.
This is when you are fully engaged and focused on the speaker’s words and what those words mean to you and to the speaker. Nothing distracts you from the person with whom you are speaking. They have your full and undivided attention and it is clear to them that this is so.
Listening for What’s Possible
This level of listening is generative. You have moved beyond any friction and are completely immersed in flow. Everybody is participating. You both are in service of something bigger than the agenda and listening with an open will. In this level, you aren’t just listening to the person, but acknowledging the future that wants to be created. This is where innovation happens. This is where the collective genius is not just tapped into, but realized. This is the highest and most meaningful level of listening and is where you want to spend as much time as possible.
Listening at the Highest Level Every Time
We all need diverse opinions and viewpoints. When you listen from the lower levels of listening, which is not really listening at all, you miss out on so much, from critical information and feedback, to a chance to develop rapport with your team, a loved one, or even a total stranger.
The most effective leaders all excel at listening from the highest level. They make people feel valued, respected, and understood. They are also always honing their skills and becoming better listeners. They continually work on opening their mind, heart, and will. It’s a continual process of evolution. They are present and focused on whatever or whomever is in front of them. Meaningfully listening to those around you enables you to elevate yourself as a leader, build trust and rapport, and empower the people you’re listening to. Evolving your leadership and achieving optimal results begins with listening.
About the Author:
Margaret Graziano, known as the Evolutionist, is the founder and CEO of KeenAlignment, as well as a Wall Street Journal Best-Selling Author for her book “Ignite Culture.” She has been recognized as one of Silicon Valley’s Top 100 Women Leaders. Magi’s groundbreaking work is driven by her power to uncover and catalyze human potential. Go to www.MargaretGraziano.com for more information.
by American Business Women's Association | Jun 26, 2024 | Blog, Business, Uncategorized
While the word popularity may remind many of us of our middle school or high school days, in the adult playground of professional life, being popular isn’t about cafeteria table politics; it’s about mastering the art of positive influence, nurturing relationships, and sculpting an aura of approachability and trustworthiness.
Adopting ten proven strategies can quickly increase your standing in any workplace crowd.
Be a Good Listener: Active engagement is the key to being a good listener. True engagement means waiting for your turn to speak and genuinely immersing yourself in understanding your colleagues’ thoughts and experiences. You can use phrases like, “I see what you mean; could you tell me more about that?” or “It sounds like you’re saying…” to demonstrate your attention. Asking open-ended questions like, “What do you think would be the best approach?” or “I’m interested in hearing more about this. Can you elaborate?” helps deepen the conversation. Additionally, showing empathy by asking, “How did that make you feel?” can make your colleagues feel truly heard and valued.
Offer Help and Support: Being known as a supportive and helpful colleague can greatly enhance your standing in the workplace. Knowing when to help involves recognizing moments where you can lend a hand and offering assistance in a non-intrusive way. Use language like, “I noticed you’re quite busy; can I help with anything?” or “If you need assistance with that project, I’m here to help.” Such small acts of kindness build trust and appreciation among your peers, fostering a collaborative and friendly work environment.
Celebrate Others’ Successes: Celebrating your colleagues’ achievements, whether big or small, fosters a positive and supportive environment. Express your happiness for them with sincere language like, “Congratulations on your success, you deserve it!” or “Your hard work on this project paid off. Well done!” Acknowledging their milestones with phrases like, “I’m so happy to see your efforts being recognized!” or “It’s great to see your talents appreciated like this!”. Acknowledging others’ success contributes to a culture of mutual respect and admiration.
Be Open and Approachable: Balancing professionalism with friendliness is key to being open and approachable. You can project approachability by being willing to engage in conversations and showing a genuine interest in others. Use phrases like, “I’d love to hear your thoughts on this,” or “Feel free to drop by my desk if you need anything.” Encouraging dialogue with, “Let’s brainstorm together,” or “I’m always open to new ideas” can foster a sense of camaraderie and collaboration. Openness not only makes you more accessible to colleagues but also contributes to a positive and inclusive work environment.
Be Positive and Have a Good Sense of Humor: Maintaining a positive attitude, especially during challenging times, is vital. A good sense of humor can also make you a welcome presence in the workplace. Phrases like, “Let’s keep our spirits up; we can tackle this challenge,” or “A little humor goes a long way in times like these,” can uplift the mood. Being able to laugh at yourself with comments like, “Well, that didn’t go as planned, but I learned something new!” shows resilience and tenacity.
Be Respectful and Inclusive: Treating everyone with respect and inclusivity is fundamental in a healthy workplace. Respect means valuing each person’s unique perspective and background. Use language that shows this respect, like, “I value your perspective,” or “Your experience in this area is insightful.” Avoid making assumptions and using language that could be viewed as discriminatory. Phrases such as, “I’d like to understand your viewpoint better,” or “Let’s ensure we hear from everyone,” promote inclusivity and respect for diversity.
Be a Team Player: Being a team player involves putting the team’s success ahead of personal glory. You can show group engagement with language like, “What’s best for the team?” or “Let’s work together to find the best solution.” Show willingness to compromise and collaborate with phrases such as, “I’m open to your thoughts,” or “Your input is valuable in achieving our common goal.” Sharing credit with statements like, “We couldn’t have done it without your expertise,” fosters a spirit of teamwork and collective achievement.
Be Curious and Learn from Others: Exhibiting curiosity and a willingness to learn from others can greatly enhance your professional relationships. Express this by asking questions like, “Can you teach me more about this?” or “I’d love to learn from your experience in this area.” Acknowledge the value of learning from others, regardless of their titles, with phrases like, “You bring a unique perspective; what do you think?” or “I admire your approach to this problem; can you explain it to me?”
Be Honest and Transparent: Honesty and transparency are key to building trust. Communicate openly with phrases like, “I want to be honest about the challenges we might face,” or “It’s important for me to share how I feel about this.” When mistakes happen, admit them with statements like, “I made an error, and here’s how I plan to fix it,” or “I take responsibility for that mistake.” Being transparent about your intentions can also be expressed through language like, “My goal in doing this is…”
Focus on Self-Improvement: Concentrating on your personal and professional growth involves a mindset of continuous learning and self-reflection. “I appreciate your insights on how I can do better,” or “Your feedback is valuable to my growth.” By focusing on self-improvement, you demonstrate a commitment to being the best version of yourself, which benefits you and the entire team.
Popularity in the workplace isn’t about seeking approval or competing for attention. It’s about embodying values that foster strong, respectful, and authentic relationships. With a few simple shifts, you can improve how others perceive you and increase your workplace status in no time.
About the Author:
Kate Zabriskie is the president of Business Training Works, Inc., a Maryland-based talent development firm. She and her team provide onsite, virtual, and online soft-skills training courses and workshops to clients in the United States and internationally. For more information, visit www.businesstrainingworks.com.
by American Business Women's Association | Apr 30, 2024 | Blog, Business, Uncategorized
Burnout is impacting every industry, company and role. There are no exceptions. Leaders often find themselves in the trenches, navigating through the chaos, and driving their teams towards success. However, amidst the pursuit of goals and objectives, there’s a lurking enemy that can undermine all efforts – burnout. In the burnout battle, we often find the great divide.
Leaders believe that their employees aren’t being impacted by burnout or that their people have everything they need to beat it. Yet, employees are struggling in the day to day and believe they don’t have the strategies, tools or support to help them. We call this the burnout gap (the distance between what leaders think and how employees feel).
Much of the burnout battle, begins with educating leaders not only on the importance of burnout but also the urgency of it, because burnout won’t go away on its own or work itself out. You must be intentional and strategic as a leader and organization to prevent it. Our research has uncovered two components of burnout: the company and individuals. More specifically, a company’s culture and an individual’s habits. If one of these is misaligned it will lead to burnout. Your organization might have a wellness program, but that solely focuses on what employees can do to prevent or beat burnout in themselves, so it leaves out almost half of the contributing factors for burnout.
In other words, if employees work through a wellness program, they will still be headed toward burnout, because it doesn’t incorporate the company side of the contributing factors to burnout. For leaders, preventing burnout is no longer a nice to have, it’s a must do. Here’s why it’s crucial for leaders to take proactive measures to prevent and combat burnout within their teams, along with microstep, a small action leaders can take for massive results.
Burnout Kills Productivity
Burnout doesn’t just sap employees’ energy and enthusiasm; it also wreaks havoc on productivity. Exhausted and disengaged workers are far less likely to perform at their peak, resulting in missed deadlines, more mistakes, and decreased efficiency. The detrimental outcomes often can lead to safety issues and enhance cybersecurity attacks. When leaders fail to address burnout, they inadvertently sabotage their team’s performance and jeopardize the organization’s bottom line.
Microstep: Find one way to acknowledge or appreciate your people at least on a weekly basis. When employees get recognition six times a year (once every other month), performance increases by 32%, according to WorkHuman. Imagine if they received recognition weekly how much their performance would increase.
Burnout Breeds Disengagement
A burned-out workforce is a disengaged workforce. When employees feel overwhelmed and undervalued, their commitment to the job dwindles, and they become more prone to absenteeism and turnover, which costs U.S. employers $300 billion annually due to burnout. Leaders who turn a blind eye to burnout risk losing their top talent to competitors and creating a toxic culture of apathy and discontent.
Microstep: Address the elephant in the room and start talking about burnout. When you talk about burnout, employees lean in and become engaged, knowing that you’re creating a safe place where they will be met with compassion, empathy, and understanding. They recognize their work community is operating on the same foundation on which they can all build and thrive.
Burnout Undermines Creativity and Innovation
Innovation thrives in environments where individuals are energized, motivated, and encouraged to think outside the box. Unfortunately, burnout stifles creativity and dampens innovation. Exhausted minds lack the clarity and focus needed to generate fresh ideas and problem-solve effectively. By neglecting to address burnout, leaders inadvertently stifle their team’s creativity and hinder their organization’s ability to adapt and thrive in a rapidly evolving marketplace.
Microstep: Encourage frequent breaks. You people are most productive when you work for 50 minutes and take a 10-minute break. Instead of pushing through to finish a project or a task, give their brains the time and space to unwind and decompress. When they get back to it, they’re more creative and innovative and are able to finish things faster by taking that much needed break.
Burnout Damages Health and Well-being
Beyond its impact on productivity and performance, burnout takes a significant toll on employees’ health and well-being. Chronic stress and overwork can lead to a host of physical and mental health issues, including anxiety, depression, cardiovascular problems, and weakened immune systems. Leaders who prioritize the bottom line over their team’s well-being not only jeopardize individual health but also incur long-term costs in terms of healthcare expenses and employee morale.
Microstep: Implement more fun into the work days. Fun and work aren’t mutually exclusive. The more fun employees have at work, the more they will stay at the company. Fun shows up in different ways for people. Trivia, contests, ropes courses, or karaoke—ask them what they like to do for fun and then do it.
Burnout Leads to Leadership Failure
Ultimately, leaders bear the responsibility for the well-being and success of their teams. Failing to address burnout is a failure of leadership. Leaders who ignore the warning signs of burnout, or worse, contribute to its proliferation through unrealistic expectations and poor management practices, risk damaging their reputation and undermining their credibility as effective leaders. The ability to recognize, prevent, and address burnout is a fundamental skill that separates great leaders from mediocre ones.
Microstep: Do a two-word check in. Ask your team, “How are you really feeling,” and don’t allow them to say, “Fine.” Inspire them to tap into other feelings. When they say anxious, stressed, depressed, sad, hesitant or words like these, it’s an opportunity to dive into a deeper conversation and ask, “How can I help,” which lets them know you care about them as a real person and not just a worker.
The battle against burnout is more critical than ever. Leaders who prioritize the well-being of their employees and take proactive steps to prevent and combat burnout are not only fostering a healthier and more engaged workforce but also safeguarding the long-term success of their organizations. By leading by example, cultivating a supportive work culture, and promoting life-work alignment, leaders can empower their teams to thrive under any circumstance. Remember, the fight against burnout begins at the top – and it’s a battle worth waging.
About the Author, Jessica Rector
Jessica Rector, MBA, author of the #1 best-selling “Blaze Your Brain to Extinguish Burnout” and nine other books, helps organizations, leaders, and teams Say Yes to eradicate burnout and enhance mental health. As a burnout trailblazer, her research is used in her consulting and speaking and often shared on her podcast, “The Say Yes Experience.” For how Jessica can help your organization and team, go to www.jessicarector.com
