3 unintended consequences from not speaking out when your gut says it’s wrong

The Pivot
Create a culture where every person feels safe to speak out

It’s subtle. Yet it is powerful. That is: The internal pull to do what fits in – what doesn’t stir things up – because speaking out would be too uncomfortable. What is uncomfortable feels risky.

Yet by not speaking up you are also taking a risk, and perhaps a bigger risk than if you spoke up.

Every time we choose we are telling our brains that this is what we want.

Continue reading “3 unintended consequences from not speaking out when your gut says it’s wrong”

Meet Lori Michele Leavitt

The Pivot Catalyst

Lori Michele Leavitt infuses nimble practices into grown up companies, and helps fast growth start ups grow into the larger business with a culture they thrive in.  This translates into work environments that are collaborative, innovative, engaged, and value-focused.

Lori brings her passion, and action-oriented methods to life through speaking, consulting, coaching and technology.  She specializes in performance and risk management, and has worked with hundreds of leaders and their organizations.

The time is now for more nimble practices. People are easily distracted, and many are overwhelmed. Leaders are not getting the information they need to make nimble decisions. So often people are not clear how they can add value, or if they even have a voice.  What will it take for every person to know where they fit, who cares and what’s in it for them?  It’s so possible!

Lori will teach you to orchestrate a Pivot from Performance Management to Performance Momentum.  Through this Collaborative-Action blog she provides ideas that may provide the spark or nudge you need, or need to share.

Collaboration is about taking action.

Lori’s book, The Pivot: Orchestrating Extraordinary Momentum offers a deeper dive into building and leading a culture with both alignment and momentum in place (aka, “Aligned Momentum”).

View Lori Michele Leavitt's LinkedIn profileView Lori Michele Leavitt’s profile

follow via Twitter: @LoriLeavitEvans 

Empower others to initiate change. Leaders orchestrate.

Employee Engagement-41pct Disengaged

Those of you who know me or are getting to know me… understand that I am all about business vibrancy. In my terms, that translates to a nimble organization, continuously building its business value, and a great place to work. An organization with these traits has what I call “Aligned Momentum,” which I show in the visual above this post and write about in my book (you can find an excerpt here).

For over 20 years the average results from employee engagement surveys have shown a rate of disengagement at over 30%. Aon’s recent 2017 Trends in Global Employee Engagement reports that 41% of employees are disengaged and feel undervalued.

What this reflects, at least in part, is a lack of empowering employees to initiate change – a critical step in a Pivot toward Aligned Momentum.

Continue reading “Empower others to initiate change. Leaders orchestrate.”

As a leader you can’t change a person but you can change their context.

Culture and Brilliant Execution
You Can Create a Workplace Context Where People Thrive, and Execute Brilliantly

A critical part of a leader’s role is to build others up. Great leaders are highly skilled at this. Good leaders sometimes give up because they are not yet skilled in communicating in a way that empowers and inspires others. This is a skill worth developing.

“You cannot change a person, but you can change their context.”

~Lori Michele Leavitt, The Pivot: Orchestrating Extraordinary Business Momentum

You can create a safe place in which you and others become aware of how you each see the world. You can adjust how you communicate so that there is understanding of what you say, in the way you intended it, and that you care.

My intention is to speak to leaders, developing leaders and those who support leaders. My intention in sharing this video is not political (given our country’s turmoil from miscommunications and hate, I need to make clear that I am not speaking directly to this). Please watch and listen to JFK in the video below, perhaps more than once, and consider how your own communications might combine power and caring, as he does:

Continue reading “As a leader you can’t change a person but you can change their context.”

Excellence – Found, Made or Elusive?

“Why is it so hard to find an excellent employee?”

That was the subject of a recent discussion in a leadership group on Linkedin. Responses (over one thousand to date!) can be grouped into four main themes:
1. that it is indeed nearly impossible to find an excellent person to hire;
2. that there are many excellent people, but they are in the wrong jobs;
3. that the right person may be out of work and not getting noticed; or
4. that employers are so far below excellence that no individual could be excellent in their employ.

Where’s the issue? Is it in the selection? hiring? alignment of person to role? management? something else? all of the above?
Continue reading “Excellence – Found, Made or Elusive?”

Align YOU with what you do.

Feel great & do even better! Who doesn’t want that for themselves? Who wouldn’t want that for others? So of course we foster feeling great at work. whoops! screech. halt. back up. We don’t? Why not? Mostly because what we think we need to do is hard. But they really are NOT what is needed, or wanted. I call these Better Business Management Myths and I’ve listed three for you below: Continue reading “Align YOU with what you do.”

Leadership -Connecting with (your) people to improve results. Step 4: Removing roadblocks

In this series we are talking about connecting – connecting to people, connecting people to the business results you want, and getting those results.

Recap:
In Step 1 you selected up to three of the most critical strategic themes or objectives. In Step 2 you mapped these themes to your Strategy so that key objectives can be prioritized and contrasted (it is not uncommon to have conflicting objectives that need to be sorted out). And in Step 3 you prioritized so that you’d be sure that what is most important gets done.

Now before we move on, it is critical to have a plan for identifying and removing roadblocks. You will face at least one. I’m going to list a few of the most common ones here, along with answers that have worked for others. I’d love to have comments and additions from readers.

Here are three common roadblocks to getting what you expect: Continue reading “Leadership -Connecting with (your) people to improve results. Step 4: Removing roadblocks”

Connecting people to business performance! (watch now)

What’s in it for me? (aka WIIFM).  You may be asking yourself this right now.  Do you think there has been a disconnect in communication, and strategy, in corporate America? I know there has! When people are not communicating transparently and with empathy, the disconnect between what people do and what leaders expect (aka Strategy) grows larger.  Reconnecting people – at all levels – into performance management systems and to the performance of the company is critical. And it is do-able! I’ll step you through.  First, take 3 minutes to watch this presentation, and subscribe to this blog at the upper right of the home page to keep tracking, and improve your performance now!
connecting people to business performance
Click here to open this presentation in a new window

Note: This presentation was created under my former name, Lori Evans (aka Lori Leavitt Evans). I now go by Lori Michele Leavitt. Abrige Corp. does business through its Aligned Momentum performance software, M2M/IoT company C-Secure Systems and performance coaching and consulting firm Lori Michele Leavitt.