Engaging Leader: Leadership communication principles with Jesse Lahey

Brought to you by Workforce Communication How do you win the support needed from bosses, colleagues, and investors to bring to life you and your team’s ideas? Great leaders of innovation know that creativity is not enough. They succeed not only on the basis of their ideas, but because they have the vision, reputation, and […]

In case you didn’t already realize it, the people who are graduating college now and entering your workforce are not considered Millennials … they are the next generation, Gen Z (sometimes called Post-Millennials).  And even though Millennials have already driven a significant shift in how people communicate in the workplace, it looks like Generation Z […]

In case you didn’t already realize it, the people who are graduating college now and entering your workforce are not considered Millennials … they are the next generation, Gen Z (sometimes called Post-Millennials).  And even though Millennials have already driven a significant shift in how people communicate in the workplace, it looks like Generation Z is driving another major shift. As a leader, how do you connect with younger employees … to capture their attention, earn their trust, and inspire them to take action? This episode discusses principles and tips that are effective in this new era of communication.  Our guest is Jesse’s colleague and son, JJ Lahey. JJ is a communications professional who specializes in graphic design, video production, and web design — for both internal (workforce) and external (marketing) communications. He works on our team at Workforce Communication, as well as in the marketing and advertising department of SunFrog, a large T-shirt manufacturer. He’s among the very youngest of the Millennials, right on the border of Generations Y and Z, and has done a lot of observing, reading, and experimenting with engaging those generations.   Resources Mentioned in This Episode: LinkedIn: /in/jjlahey Twitter: /twitter.com/jjlahey Subscription Links iTunes Stitcher RSS Your Feedback If you like our show, please rate us on iTunes. That makes a huge difference in helping more people discover it. We’d love to know your thoughts about this episode. Please submit your comments below! You can also provide feedback on Twitter, Facebook, or LinkedIn.  

With four very different generations making up today’s workforce, how do you effectively engage them all? In particular, a frequent question we receive is how to communicate with younger employees. Today’s workforce is made up primarily of four generations: Baby Boomers, Generation X, Gen Y (also known as Millennials), and Gen Z (sometimes called Post-Millenials). […]

With four very different generations making up today’s workforce, how do you effectively engage them all? In particular, a frequent question we receive is how to communicate with younger employees. Today’s workforce is made up primarily of four generations: Baby Boomers, Generation X, Gen Y (also known as Millennials), and Gen Z (sometimes called Post-Millenials). The two younger generations have been driving huge shifts in how people communicate in the workplace. As a leader, how do you connect with younger employees? This episode helps you get started by understanding their values as well as their communication habits and preferences. Our guest is Jesse’s colleague and son, JJ Lahey. His age and his experience in both internal and external communications make him a great person to discuss this topic. JJ is a communications professional who specializes in graphic design, video production, and web design. He works on our team at Workforce Communication, as well as in the marketing and advertising department of SunFrog, a large T-shirt manufacturer. He’s among the very youngest of the Millennials, right on the border of Generations Y and Z, and has done a lot of observing, reading, and experimenting with engaging those generations. Resources Mentioned in This Episode:  LinkedIn: /in/jjlahey Twitter: /twitter.com/jjlahey Subscription Links iTunes Stitcher RSS Your Feedback If you like our show, please rate us on iTunes. That makes a huge difference in helping more people discover it. We’d love to know your thoughts about this episode. Please submit your comments below! You can also provide feedback on Twitter, Facebook, or LinkedIn.

When you identify the reasons why high-performing employees choose your organization, it serves as a compass in guiding your ongoing development of the employee experience. Furthermore, if you use those insights to craft an Employee Value Proposition (EVP) that resonates with both current and prospective talent, it becomes a strong foundation of your employer brand […]

When you identify the reasons why high-performing employees choose your organization, it serves as a compass in guiding your ongoing development of the employee experience. Furthermore, if you use those insights to craft an Employee Value Proposition (EVP) that resonates with both current and prospective talent, it becomes a strong foundation of your employer brand and all your internal retention efforts as well as external recruiting efforts. This is the second of a two-part interview with talent research expert Matt O’Connor. In part 1,  we discussed how to frame the discovery process, which is how to find out what makes your company stand out as a great place to work for the type of people you want on your team. In part 2 of this interview, we’ll take a more detailed look at effective research techniques for identifying a compelling EVP. Then you’ll be positioned to use those insights to craft messaging, branding, and other applications. Matt O’Connor, PhD, is the leader of Talent Research, Assessment and Insights at Owens Corning, a Fortune 500 manufacturer with about 20,000 employees in 33 countries. He’s also a partner at Inference LLC, which is a team of experts in data analysis and survey design. Matt has led research projects at  several large companies to gain insight into HR issues, leadership development, and customer experience. Matt holds a PhD in Research Methodology, an MBA in HR Management, a Masters in Organizational Psychology, and a Lean Six Sigma Black Belt certification. Resources Mentioned in This Episode:  Website: inferencellc.com LinkedIn: in/matt-o-connor-6032759/ Subscription Links iTunes Stitcher RSS Your Feedback If you like our show, please rate us on iTunes. That makes a huge difference in helping more people discover it. We’d love to know your thoughts about this episode. Please submit your comments below! You can also provide feedback on Twitter, Facebook, or LinkedIn. Resources Mentioned in This Episode: * Website: inferencellc.com* LinkedIn: /in/matt-o-connor-6032759/ Subscription Links

What makes your company different from your competitors in the talent marketplace? Can you articulate the reasons in a message that is unique, authentic, and compelling? A strong Employee Value Proposition (EVP) is key to recruiting, retaining, and fully engaging top talent. Your EVP is a clear message about why people choose to join your […]

What makes your company different from your competitors in the talent marketplace? Can you articulate the reasons in a message that is unique, authentic, and compelling? A strong Employee Value Proposition (EVP) is key to recruiting, retaining, and fully engaging top talent. Your EVP is a clear message about why people choose to join your organization, continue working there, give their best effort, and speak well of the company to others. The most effective EVPs begin with a discovery process, before using the insights to craft  messaging, branding, and other implications. So … how do you find out what makes your company stand out as a great place to work for the type of people you want on your team? Talent research expert Matt O’Connor helps answer that question in this two-part interview. Matt O’Connor, PhD, is the leader of Talent Research, Assessment and Insights at Owens Corning, a Fortune 500 manufacturer with about 20,000 employees in 33 countries. He’s also a partner at Inference LLC, which is a team of experts in data analysis and survey design. Matt has led research projects at  several large companies to gain insight into HR issues, leadership development, and customer experience. Matt holds a PhD in Research Methodology, an MBA in HR Management, a Masters in Organizational Psychology, and a Lean Six Sigma Black Belt certification. Resources Mentioned in This Episode:  Website: inferencellc.com LinkedIn: in/matt-o-connor-6032759/ Subscription Links iTunes Stitcher RSS Your Feedback If you like our show, please rate us on iTunes. That makes a huge difference in helping more people discover it. We’d love to know your thoughts about this episode. Please submit your comments below! You can also provide feedback on Twitter, Facebook, or LinkedIn. Resources Mentioned in This Episode: * Website: inferencellc.com* LinkedIn: /in/matt-o-connor-6032759/ Subscription Links iTunes

If it seems like you can’t trust your team to own projects and results, how can you improve accountability? This is the final episode in a four-part series of interviews with Jonathan Raymond about how to practice emotional transparency to cultivate accountability within your team. This time, we discuss three hacks — the most important […]

If it seems like you can’t trust your team to own projects and results, how can you improve accountability? This is the final episode in a four-part series of interviews with Jonathan Raymond about how to practice emotional transparency to cultivate accountability within your team. This time, we discuss three hacks — the most important things to remember — when practicing emotional transparency to cultivates accountability in the workplace. Emotional transparency is important because, without it, people speak in generalities and tiptoe around the real conversation to avoid triggering defensiveness, resulting in no progress in the relationship because you haven’t given enough tractionable information to the person you’re trying to influence. Jonathan Raymond is the author of the book Good Authority: How to Become the Leader Your Team Is Waiting For. He is the CEO at Refound, a leadership training company that teaches people how to have human conversations at work. Previously, Jonathan was the CEO of EMyth (the company behind the famous book), where he led the transformation of a global coaching brand. Resources Mentioned in This Episode: * Podcast episode 145: Rethinking Accountability — How to Use It to Help Your People Unlock Their Strengths  | with Jonathan Raymond* Podcast episode 188: Emotional Transparency — The Secret to Accountability | with Jonathan Raymond* Podcast episode 189: Dos and Don’ts of Emotional Transparency | with Jonathan Raymond* Podcast episode 190: 4 Steps of Emotional Transparency That Cultivates Accountability | with Jonathan Raymond* Book: Good Authority: How to Become the Leader Your Team Is Waiting For* Website: refound.com* Twitter: @jonathanraymond* LinkedIn: /jonathanrefound Subscription Links iTunesStitcherRSS Your Feedback If you like our show, please rate us on iTunes. That makes a huge difference in helping more people discover it. We’d love to know your thoughts about this episode. Please submit your comments below! You can also provide feedback on Twitter, Facebook, or LinkedIn.

Many leaders feel frustrated by what seems like a low level of personal ownership among people in their organization. Things don’t get done on time, problems don’t get solved, and issues get ignored rather than proactively addressed before they become problems. Sound familiar? This episode is part 3 of a four-part series of interviews with […]

Many leaders feel frustrated by what seems like a low level of personal ownership among people in their organization. Things don’t get done on time, problems don’t get solved, and issues get ignored rather than proactively addressed before they become problems. Sound familiar? This episode is part 3 of a four-part series of interviews with Jonathan Raymond about how to practice emotional transparency to cultivate accountability within your team. This time, we talk about the four steps of emotional transparency that cultivates accountability. Emotional transparency is, first of all, the ability to look inward and identify what you’re feeling in the moment — about a situation, about another person, about yourself. Second, it’s the skill of being able to articulate what you’re feeling in a way that is appropriate to the situation (e.g, with a child, with your boss, etc.). Jonathan Raymond is the author of the book Good Authority: How to Become the Leader Your Team Is Waiting For. He is the CEO at Refound, a leadership training company that teaches people how to have human conversations at work. Previously, Jonathan was the CEO of EMyth (the company behind the famous book), where he led the transformation of a global coaching brand. Resources Mentioned in This Episode: * Podcast episode 145: Rethinking Accountability — How to Use It to Help Your People Unlock Their Strengths  | with Jonathan Raymond* Podcast episode 188: Emotional Transparency — The Secret to Accountability | with Jonathan Raymond* Podcast episode 189: Dos and Don’ts of Emotional Transparency | with Jonathan Raymond* Podcast episode 191: 4 Steps of Emotional Transparency That Cultivates Accountability | with Jonathan Raymond* Book: Good Authority: How to Become the Leader Your Team Is Waiting For* Website: refound.com* Twitter: @jonathanraymond* LinkedIn: /jonathanrefound

A couple days ago, the CEO of a small business complained to me that one of his managers has been displaying some of the classic signs of a lack of accountability — brushing off the severity of a mistake, letting tensions build with his own direct reports instead of asking for advice on how to […]

A couple days ago, the CEO of a small business complained to me that one of his managers has been displaying some of the classic signs of a lack of accountability — brushing off the severity of a mistake, letting tensions build with his own direct reports instead of asking for advice on how to handle it, and reverse-delegating or “throwing turds” for his boss to clean up. “Does it seem like he doesn’t own the situation … like he doesn’t care as much as you do?” I asked. “Yes, that’s exactly what it feels like!” he replied. “How can I get him to change?” If you can relate to that CEO’s frustration, then you’ll benefit from this conversation with Jonathan Raymond. This is part 2 of a four-part series of interviews with Jonathan Raymond about how to practice emotional transparency to cultivate accountability within your team. This time, we discuss the dos and don’ts of emotional transparency within the context of the workplace. Emotional transparency is the ability to get beneath the surface of conversations to what’s really going on for people. It’s the thing you’re thinking but don’t say. It has the power to transform relationships, organizations, families, and potentially our world.  It’s a generous form of communication: It’s how you make it easy for others to engage in self-reflection, not self-protection. It’s the fastest way to influence positive change. Jonathan Raymond is the author of the book Good Authority: How to Become the Leader Your Team Is Waiting For. He is the CEO at Refound, a leadership training company that teaches people how to have human conversations at work. Previously, Jonathan was the CEO of EMyth (the company behind the famous book), where he led the transformation of a global coaching brand. Resources Mentioned in This Episode: * Podcast episode 145: Rethinking Accountability — How to Use It to Help Your People Unlock Their Strengths  | with Jonathan Raymond* Podcast episode 188: Emotional Transparency — The Secret to Accountability | with Jonathan Raymond* Podcast episode 190: 4 Steps of Emotional Transparency That Cultivates Accountability | with Jonathan Raymond* Podcast episode 191: 3 Hacks for Emotional Transparency That Cultivates Accountability | with Jonathan Raymond* Book: Good Authority: How to Become the Leader Your Team Is Waiting For * Website: refound.com* Twitter: @jonathanraymond* LinkedIn: /jonathanrefound Subscription Links iTunes