Tag: empathy

What is a Brand Story and Why Does My Business Need one?

Posted on by Red Slice

A small business owner asked me the other day, “What do you mean by brand story? Is that website copy?” 

I said yes, sort of. But it’s bigger than that – it is not just one sentence, but it’s also the vibe and value promise of your business. Your brand story is not simply what you sell. It’s your purpose and what you believe. How you’re different. What value your offerings ultimately give to a buyer.

Porsche and Honda both make cars. They do NOT have the same brand story. They are not selling to the same people. Customers buy from them for very different reasons – not simply “because I need a car.””

Your business, no matter what industry you are in, needs to understand this.

How did this brand strategist get into the empathy advocacy game? Simple. Empathy is the key to marketing and sales success.

Marketers get this. You can’t influence or persuade someone – or build right-fit offerings for them – if you don’t understand them.(TWEET THIS!)

You must peek into their lives, see things how they see them, and ensure your solutions meet those needs, address those goals, and fulfill those aspirations. Or quite frankly, they should not be doing business with you.

Sometimes empathy gets a bad rap when used by marketers – or sociopaths – to manipulate. If it is used in that way, that’s just lazy marketing in my book. Marketing should be about elevating the truth of your story so the right people can find you and achieve their goals or solve their problems.

Empathy has always been the key to successful advertising. It’s never about the product, is it? 

A 1995 Nike campaign that always stuck with me, which I mentioned in my first book Branding Basics for Small Business, was called “If you Let Me Play”. The ads showed bright-eyed young girls playing sports and each would in turn say,

“If you let me play sports

I will like myself more;

I will have more self-confidence,

I will be 60 percent less likely to get breast cancer;

I will suffer less depression.

I will be more likely to leave a man who beats me.

I will be less likely to get pregnant

I will learn what it means to be strong.

…If you let me play sports.”

This was not just about the features of their shoes or athletic clothing. It was about empowerment. About safety. About strong mental health for girls. 

They got me, as a just out of college woman back then. They knew exactly what engaged and connected with me. They knew who I wanted to be and what I wanted to stand for. And they likely grabbed loads of parents who felt exactly the same way.

That’s empathy in marketing. Understanding the goals, desires, fears, values, and needs of your ideal audience and creating products and services that speak to them. But one step further, a good marketer has to be able to communicate that they understand.

That’s where brand story comes in.

Many business owners and even marketers can speak eloquently about the features of their products. But they might not be as connected to the story they can share that will inspire, engage, and influence their ideal customers to join their community and stay loyal to the brand.

Sometimes this is because we get so caught up in jargon, we don’t speak in the way our customers actually talk. Which is the cornerstone of empathetic marketing! Sometimes, they think customers want to hear önly the facts”- when research proves that we often make purchase decisions because of emotion but justify that decision with logic. Yes, even our most skeptical, data-driven buyers do this because….WE’RE ALL HUMAN! Don’t believe me? Check out my podcast episode with behavioral economist Melina Palmer on all the research proving we don’t buy for the reasons our conscious brains tell us we do. We respond to other cues we are not even aware of! 

But what to say? How to say it? How do we even know what our ideal customers really want and need?

New Course to Help You Craft Your Brand Story! Brand Story Breakthrough

As some of you know, I have shifted from pure brand consulting to focusing on empathy speaking and training.  So  I’m unveiling what I hope will be a signature course to help marketers, business owners – and even agency professionals such as PR and design experts who need to help their clients nail their brand story and may not have a good process.

Check out  Brand Story Breakthrough, a 5 week digital course, along with weekly live coaching with me for feedback and guidance. This is my way to help people at scale uncover the magic of their brand story and build all the tools for their messaging toolkit so they can attract their perfect customers, stand out, and grow their revenue and impact.

And the root of the entire course and process? You guessed it. Empathy.

Empathy is too often what is missing from messaging. I once had a corporate VP client who disrespected their target client base, calling them arrogant, entitled, and not interested in the data. You cannot successfully market your offerings to those who need it if you despise or disrespect them! Sorry, not sorry.

If you’re struggling to get attention from right-fit customers you know you can impact, I would love, love, love to help.

Please check out details right here and see if it’s right for you (There’s even a free masterclass video on that page that will be super valuable for you) 

PS, this process works whether you sell products or services, B2B or B2C, non-profit or for-profit. Because it’s about flexing your empathy muscle and communicating in a way that resonates with the right people and ignites them into action. Not to lie to them. Not to deceive.  But to connect with them in a genuine and value-driven way.

Bottom line: We are all human. And if your mission is to have an impact and offer genuine value to customers or clients, you deserve to reach them and they deserve to know you exist for them. Marketing done right  is not sleazy. It’s a way for you to let the people who need you the most find you. Get excited to share your story. If not you, then who?! ChatGPT can only get you so far. First, you have to emotionally connect with the people you serve.

Photo Credit: Social Cut on Unsplash

What Leadership Success Requires in Today’s World

Posted on by Red Slice

Leaders today need to understand the assignment. And it’s no longer about telling people what to do like a ruler from on high,, filling out paperwork, or even getting a cushy office. Unless your WFH space is indeed, decked out and super-glam.

So I ask you: Do you fully understand the assignment….or are you working off an outdated model of what skills you need to be a successful leader?

Leadership in the past was all about command and control. You did the job so well, you were promoted to lead others doing the same job. And so on. And so on.

But many people who are excellent at “the work”are never taught how to actually do the job of leading.

Leading requires a different mindset, skillset, and frankly, temperament. It’s not the same as doing the actual work.

In a world where talented workers have options, where people are demanding respect in the workplace, and where the data now tells us that innovation, creativity, and engagement increase when the right leadership is in place, here’s the assignment as it stands today:

  • Foster collaboration. Diversity enables your organization to look at challenges from every angle without missing anything. And it enables the best ideas to rise to the top. It is no longer acceptable to simply hire people who look and think like you, silence dissenting voices, or create fear and competition among your own people.
  • Take the time to get to know your team as individuals. What motivates them? What are their lives like? Who do they want to be? And you must tailor communications, incentives, and career development accordingly. Invest in your people. Yes, it takes more time. Yes, it’s your job now if you want high performance and to ensure you get your own bonus. No, it’s not distracting you from the work. It IS the work of leading.
  • Care about people as human beings. Understand their context. Empathetically listen before you start preaching. Accommodate for their challenges and differences. Get as personal as people are comfortable getting. Create a culture where people have each other’s backs. Be willing to be vulnerable and encourage connection and love for each other. You can encourage high standards, expect excellence, and be compassionate. We are not machines. We cannot turn our struggles, challenges, or mental health issues off to put on some “professional” facade.
  • Embrace failure and admit mistakes. No one ever believed you knew it all anyway, That’s not the job of leading. The job requires risk taking and encouraging new ideas. Celebrate and learn from things not going right. It means you are innovating or getting better.  If you’re still parroting, “This is the way it’s always been done,” then you’re done. 
  • Be Humble: If you can’t admit you’re wrong, what are you doing? Everyone around you knows you were wrong and when you don’t admit it, you just look foolish and lose people’s trust. If you are still puffing out your chest, acting like you’re “better than”and not sharing credit or space because you think that makes you the Big Dog, it’s time to step aside and let a leader with humility take over to get better engagement and results.

Let me be clear: These are not niceties. They are not a waste of time.  They are not distracting you from the work. This IS the work of leading. (TWEET THIS!)

These are the skills required of successful leaders today. You are absolutely required to inspire, listen, empathize, develop, collaborate, and foster trust.  And yes, deliver results.

If you are lucky enough to lead people, then please, understand the assignment.

Photo Credit: Desola Lanre-Ologun, Unsplash

What Brock Purdy Can Teach Us About Humble Leadership

Posted on by Red Slice

Well, my San Francisco 49ers did not make it to the Super Bowl this year. But not for want of trying. Plagued with injuries, they still got to the NFC Championship game with their 3rd string quarterback, young rookie Brock Purdy. And a 13-4 record to boot.

In the final NFC Championship game, Purdy got an elbow injury in a fluke play trying to avoid a sack. The team went to their 4th string QB – and it all went downhill from there so that the Philadelphia Eagles took the game and marched off to the Super Bowl.

But what a story Brock Purdy turned out to be. And over and over again, when teammates and coaches were asked what made him so special, they spoke of his HUMILITY. His desire to learn. To get curious. To stay focused.

Purdy is a stellar athlete and did a tremendous job with his unexpected shove into the spotlight.  And we can all learn from his lesson.

He’s successful because he’s humble, and we celebrate that humility because he’s young. But humility is not just for inexperienced leaders. Those young guns we applaud who say they want to count on the knowledge and experience of those around them.  It’s actually harder and yet more of a sign of strength if experienced leaders can stay humble.(TWEET THIS!)

Experienced leaders can fall into the trap of thinking they’re the smartest person in the room. And that thinking leads to shutting down ideas, defensively doing things the way they’ve always been done, and ignoring diverse perspectives that might help you see challenges in a whole new light. 

We always say it’s great to be a disruptor. But with that title comes hubris. And of all people, disruptors don’t like it at all when THEY are disrupted! (TWEET THIS!)

Go now immediately and read Amer Kaissi’s groundbreaking book on leadership, Humbitious: The Power of Low Ego, High Drive Leadership.  Better yet, check out our interview on The Empathy Edge podcast to get all the goods! You’ll find the link to the book in the Show Notes.

Kaaisi talks about the winning leadership combination of humility + ambition. Just being humble isn’t enough, just as solely being ambitious is never enough to win.

We celebrate Purdy’s humility because he’s young. But even the most experienced leader can’t possibly know everything about everything. There’s always someone else who might know a bit more about the customer’s experience, product design, market fit, demand generation strategy – or even about emotional intelligence and reading the room.

So next time you’re tempted to come into the room with all the answers, or think that leadership means you have all the answers, just remember Purdy. Stay humble. Maintain curiosity every time you walk into the room. You can do so with confidence and decisiveness. But never stop wondering “What am I missing? Who can fill in the blanks for us?”

Photo credit:  Fox News Channel

Why Can’t Love Be Part of Your Business Model?

Posted on by Red Slice

Think about your organization’s values for a sec. Oh, and if you don’t have those articulated, we should probably talk! 

I bet you have values such as integrity, honesty, innovation, fail fast, or others that are similar. Maybe you have something like, Take Risks or Customer Obsession, or even as one client of mine did in the past, Embrace Curiosity – which I always loved, especially as it relates to empathy!

But do you have the word “love” anywhere on that list? Does even the thought of love in a business context make you feel a bit nervous?

While it’s Valentine’s Day and we’re talking about love in all its forms this time of year, I bet you never thought about including that word in any sort of business communications whatsoever. 

Except maybe to say “We love our customers” or “We love a challenge”

Your invitation today is to think about the role love plays in your company’s mission, culture, and success. In the way, you operate with each other. And…to not be afraid of it anymore.

Of course, I don’t mean romantic love. Although I, and a few others, all met our spouses at one particular company I once worked for! I’m talking about love in its truest form.

Last year, I devoured bell hooks’ book All About Love: New Visions, in which she explores the fact that we don’t all have a common definition or construct around love, even though it’s one of the most important human emotions. And that is part of our problem individually and as a collective world. 

This book got me thinking about what I really believe love to be. I’d never really thought that much about it before. And she goes on to talk about how we conflate love with romantic love or caring, or even fondness. 

For those of you who don’t know her, Bell was an American author and social activist, writing about race, feminism, and class. She explored the intersectionality of race, capitalism, and gender, and what she described as their ability to produce and perpetuate systems of oppression and class domination. She published more than 40 books ranging from essays to poetry to children’s books and appeared in many documentary films, as well as being a lecturer. She passed away in 2021 and, to my own detriment, that was the first time I ever heard of her so I began reading her work.

bell writes that “Love is a combination of care, commitment, knowledge, responsibility, respect, and trust.” She also states that “To love well is the task in all meaningful relationships, not just romantic bonds.”

Commitment. Responsibility. Respect. Trust. Required in all meaningful relationships. If that doesn’t have a place in organizational culture, I don’t know what does.(TWEET THIS!)

Our workplaces are where many of us spend the bulk of our time. If you add up the time each week, you often spend way more of your waking hours with your work colleagues, clients, or customers than with your own family.

How can love not have a place in those essential relationships?

We don’t have to think of love romantically. We can think of it exactly how bell describes it. Love means caring. It means commitment. It means honesty, respect, and trust. As we break free from outdated models of corporate culture and dysfunctional relationships with colleagues or customers, we can see that love absolutely needs to be part of the equation.

A while back, I wrote a blog post called Choose Love about embedding love into your values and business model. No matter what you do. No matter how big or small your organization. 

No matter who you are, you have influence.  Whether it’s 100,000 followers, a team of 150, or your email list is just your mom and your best friend. 

Whatever you’ve got, use it. 

Never underestimate the importance of your work or message no matter what your role. It may seem trite, but if you can influence or inspire even just a few, then you’ve done your job well.

Now more than ever, in these tumultuous times…when folks are feeling raw, vulnerable and afraid…now is the time to use your voice and choose love – as a leader, as a colleague, and yes, as an organization. 

You can absolutely build love into your values, leadership style, or yes, business model. Like this:

  • Love yourself and be self-confident so you don’t feel the need to bully others or let bullies win over you
  • Love your neighbors and colleagues so that all people can feel accepted and appreciated
  • Love your clients so you can bring real, honest value to them
  • Love your customers so you can make their lives better with your products or services
  • Love your partners so you can create wins  that benefit everyone
  • Love your community so you can collectively pull everyone up together
  • Love your environment so its beauty and nourishment enriches generations to come
  • Love your family and friends so they have a firm foundation to fully spread their own love to others

Here’s what I know to be true: No matter what your religion, nationality, gender identity, or sexual orientation, the only thing that matters is how you show up in the world and love. You are the example when you think no one is watching – because sometimes only YOU are watching, and you want to be proud of what you see.

Same thing goes for your company – maybe you’re not world famous, maybe you don’t think the press will care about you. Or perhaps you think you’re so large that such a personal value doesn’t impact your day-to-day work. I’m here to tell you, that’s not true. It all matters to someone, somewhere, sometime.

Choose love. Start small and practice love with whoever is in your circle of influence right now. If that’s just your family and friends, choose love. If that’s thousands of employees, stakeholders, email subscribers or Instagram followers, choose love.

We’re in this together. But we need to show up in ALL areas of our lives, and business, too. Don’t be afraid to make work personal.  Get aligned. Choose love. 

PS: This post comes from my February Hot Take episode on The Empathy Edge podcast. If you’d like to listen to this post, please click here.

Photo Credit: Michael Fenton, Unsplash IG: @michaelrfenton

Employees: Empathy is a Two-Way Street

Posted on by Red Slice

We’ve been talking a lot about empathy in leadership. And after years at his, I’m realizing that many of us empathy activists might be perpetuating a problem: 

Some employees and team members think empathy is just a one-way street.

I’m not going to point any generational fingers at anyone, but many leaders I speak to in my workshops and keynotes are struggling with their, often younger, employees. These leaders are working  very hard to listen, engage, and connect with their teams. They are trying to embrace empathy.

But their team members are not extending the same courtesy

Empathy is not just a leader’s job. It’s a skill that everyone up and down the organization needs to strengthen and practice to ensure respect AND performance. (TWEET THIS!)

Here’s what I hear:

” I’m trying to be empathetic to my team, but when work slips and I ask for improved performance or extra commitment, I am instantly accused of not respecting boundaries.”

“I am bending over backwards to help my employee through some hard times, but now my team is working double-time to pick up the slack because the work still needs to get done.”

“I’m trying so hard to help everyone on my team who is affected by layoffs. Those who have to leave and those left behind. But I’m constantly met with anger, abuse, and disrespect. Where’s empathy for me? How can we get through this together? My health and stress are also suffering.”

We don’t have to “feel sorry” for leaders when we are in a bad position ourselves. Lord knows a few of them have made difficult situations all about them with absolutely zero empathy for their employees. 

But how about a little compassion up the chain, rather than just expecting it for ourselves?

Employees need to understand the larger context of what is going on in the business and the market.  It’s unreasonable to make demands or ask for a raise at the precise moment the company is laying off thousands of workers and cutting budgets. As I constantly tell my 8-year-old son: You’ve got to pick your moments.

If you as a team member want empathy from your leader, you need to extend it to them as well. Not everything can fall into a neat little box or be easy when times are tough, as they are right now in our economic uncertain times. Yes, stand up for yourself, set boundaries, take care of your mental health. 

All of us – leaders and workers – can show resilience. Show savvy. Show empathy.

We need to do the jobs we were hired to do – the company can’t perform and succeed if we don’t.  And we can be good teammates in a crisis. That might mean doing a bit more than expected, hopefully for a short period of time. But DO THE WORK.

If the work is too much, your skills are up to snuff, or you are simply overwhelmed – have THAT conversation with your manager. Find a way to solve the issues. Ask for help reprioritizing. Come up with creative solutions. Yes, maybe even work a few late nights to help your team through. Or perhaps, think about if you are really in the right role. I’m calling foul on those who use “lack of empathy” as a weapon when they simply can’t or won’t do the work – or won’t even temporarily do a little extra when tough times call for it.

Empathy is not just a leader’s job. It’s the job of everyone on the team to be empathetic to every human on the team – and that includes empathy for the leader. 

Photo credit: Ivan Aleksic

What Do You Do? How to Nail Your Elevator Pitch

Posted on by Red Slice

What does your organization do?

Why does this question strike fear into the hearts of new entrepreneurs? And let’s be honest, many professionals and even markteres who can’t quite capture what they do in a clear and compelling way.

My friends, we call the proper response to this question  the Elevator Pitch. 

What is an Elevator Pitch?

You may have heard this term before but might not know where it comes from. It comes from finding yourself trapped on an elevator ride with an investor or C-suite executive and you have about 30 seconds (an elevator ride) to explain what you do, why it matters, and what is your ask. You are pitching them to capture interest so they want to learn even more.

We use this term Elevator Pitch now as the response to questions like, “What do you do?” Or, “What does your company do?”

There’s a lot that goes into your Elevator Pitch though:

  • What do you do? How are you positioned? Is it a product or a service? Are you defining a new category?
  • Who do you do it for? Your ideal customers. What niche do you serve?
  • Why does it matter? Your core benefits or the results that your organization helps your ideal customers achieve.
  • What is the tone? What’s your brand vibe – what are the right words for this response?

And as I always like to say, perhaps even add on a piece of flair at the end, like a tagline or provocative statement. After all, your should easily be able to say your Elevator Pitch out loud – even though many of us use it on our website.

Call it an Elevator Pitch. Call it a Core Value Proposition. Call it a Brand Positioning Statement. Call it what you like. But if you can’t clearly and compellingly articulate it to people who ask – you, who should understand the value better than anyone else – you won’t be able to attract the right clients and customers.

And that’s tragedy because you may very well be the solution someone is seeking.

See? Communication does matter more than you think! Being able to communicate your story clearly and compellingly can make or break your organization’s success. (TWEET THIS!)

How to Craft an Empathetic Elevator Pitch That Gets Attention

If you’re struggling with crafting your Elevator Pitch, please download my free guide The Empathy Edge Brand Positioning Template to leverage the power of empathy to craft the right brand statement that attracts your dream clients. You’ll get:

  • 6 strategies for crafting your empathetic brand statement
  • 18 examples to spark your creativity
  • 3 fill-in-the-blank templates you can customize and make your own.

Through my books, workshops, and client engagements, these tools have helped thousands of entrepreneurs and businesses stand out and attract their dream clients and customers.

Download your free guide now right here and make sure you hit all your 2023 goals – and attract and impact all  the right people!!

Photo Credit: Sung Jin Cho, Unsplash

Going Back to Office Life: Do Employees Fare Better at Home?

Posted on by Red Slice
PhotoCredit: Ben Kolde, unsplash.jpg

How do your employees work best? Well, it requires leadership empathy to understand your team best and help them thrive. Today’s guest post addresses the hot question right now of going hybrid or not is the recipe for future performance success. Guest Blogger Stephanie Hendricks is a full time freelance contributor to many leading small business growth publications. Including SmallBizTrends, SMBCEO, and Noobpreneur. In her free time, she enjoys traveling the American West in her sprinter van with her dogs.

When COVID first struck, most businesses wouldn’t allow their employees to work from home. For the most part, they simply didn’t want to relinquish control. There were also questions of efficiency.

Although remote work proved extremely lucrative, reducing office costs and other expenses, most companies couldn’t wait to bring people back. Unfortunately for them, some employees got used to the idea of working from home. Economic data indicates that this approach is the best option for both sides.

In this article, we’ll analyze whether or not working from home is actually worth it. Check it out!

Tackling the fears

So far, several studies have analyzed the impact of remote work. Given that most companies had to send their employees home, we have ample data to make some conclusions. Here are some general data:  

  • 51% of companies declared they’ll return their workforce to offices within the next year.
  • 53% of workers have had at least one infection in the office since they all returned.
  • Approximately 20% of employees now have a hybrid schedule.

One of the major concerns for employees is how they would adjust mentally to the newfound situation. Every third person said they were happy to return to the office. Interestingly enough, one-third of the workforce doesn’t want to come back. So, we’re split even in that regard.

Aside from the fear of COVID, there are other reasons why people don’t want to come back. For example, they’ve seen how productive remote working can be. During this period, employees experienced less stress and had more time for family and friends.

There are also less common reasons why some people don’t want to return.

“Employees that work in an esthetically unappealing environment are less willing to return,” according to the Collection, a premium office rental in Los Angeles. According to their data, the quality of the workspace has an enormous impact on employees. After enjoying all this time at home, they don’t want to return to a gloomy environment.  

Impact on productivity

The reason why most companies wouldn’t let their employees go home is that they feared losing productivity. And truth be told, some teams really struggled to meet their deadlines. This isn’t particularly surprising, given all the comforts and the lack of control.

But, there were also opposite cases. Some people worked even harder as they had much more free time on their hands. Among others, they felt free and didn’t experience the same level of stress as they would in the office.

Here is some data that would interest you:

  • According to a smaller Ergotron study, 40% of people worked longer while at home. The National Bureau of Economic Research shows something similar. According to them, the average work day was prolonged by 48.5 minutes during peak COVID. Based on that calculation, a person that has a 40-hour work week would annually work extra 193 days.
  • Another positive improvement has to do with balancing a job with personal life. According to the same Ergotron study, 75% of people said they’re now more productive at work while having much more time for their family. A few other studies corroborated similar data.
  • As previously mentioned, remote work also had a major positive impact on stress or, better yet, lack thereof. Out of all the people working from home, 29% experienced moderate job-related stress. This is down from 33% in 2019 when employees were still in the offices. Remote work had a similar impact on extreme stress, and these numbers fell from 17% in 2019 to 15% just a year later.

Other important figures

Based on everything we’ve shown you so far, it seems that remote work is fantastic for employees and companies alike. Here are some other interesting tidbits that favor working from home:

  • Employees were able to save 8.5 hours every week just because they didn’t have to commute. Annually, this would accumulate to 408 hours saved.
  • One of the reasons why remote work was so efficient for companies is because it allowed them to eliminate social interaction. For 70% of employees, social interaction is every bit as important as getting their work done.
  • Aside from having a positive impact on mental health, working from home was better for physical health. People who don’t visit the office exercise 30 minutes more during the work week.
  • Approximately 62% of employees have to work alone to reach maximum efficiency. That being said, being at home allows them to reach their maximum potential.

Bridging Political Divides With Empathy

Posted on by Red Slice

Can we ever bridge our political divides here in the US? Every day, things seem to get worse. We argue over guns, abortion, civil rights, and whether removing state secrets from the White House and locking them in your safe at home constitutes a crime. 

But what would happen if people on both sides could engage in meaningful dialogue? What if we all took personal responsibility to spot the lies by getting curious and doing our homework?

Recently on The Empathy Edge podcast, I  got to talk to a Twitter influencer I’ve been following for some time now, David Weissman. David and I discuss his story and how he grew up only consuming Conservative information and assumed it was all true. How we believed Democrats were trying to hurt this country and the shared values that attracted him to Trump’s campaign in 2016. David talks about how one Twitter conversation with actress and comedian Sarah Silverman sparked his curiosity to dig deeper into the Constitution and pundit claims, where he realized how many fear-based lies he had been told. Having stood in both camps, I ask him what we should know about why the Conservative message resonates with people, and how he thinks we can find common ground one empathetic conversation at a time.

Key Takeaways:

✔️Kindness and civil conversation will go further than name-calling or mudslinging ever will, regardless of which side of the conversational divide you are on.

✔️The magic of empathy is that if we can really deeply listen and understand that we can deeply listen without agreeing with each other, initially, we can at least have a conversation.

✔️People will not always change what they believe even when faced with facts. They have to be willing to change, do their own research, and see things from a different perspective.

TUNE 🎧 IN HERE: https://bit.ly/3f6tn4h

And remember, wherever you are…VOTE! Make your voice heard.

Check out more great guests and conversations about all aspects of empathy on The Empathy Edge podcast. Right here or find it on your favorite podcast player.

More you might like:

Mónica Guzmán: How to Have Fearlessly Curious Conversations in Divide Political Times

Jonni and Maria Go There! Podcast: What the Hell is the Patriarchy?

How to Make Your Voice Heard

What Causes Quiet Quitting?

Posted on by Red Slice

Your employees don’t have a commitment problem. You have a leadership and culture problem. 

Quiet quitting, in case you haven’t heard, means doing exactly what you’re required to do at your job and not a bit more. It’s really just a trending term for disengagement. Folks don’t outright quit but they fail to do more than the bare minimum, and they may or may not be quietly looking for a new gig on the side. And we even see a trend in schools with students who are burned out or overwhelmed.

Some senior leaders (read: Baby Boomers, or even Gen Xers that are my age, I admit) want to blame this on the same old thing they blame everything on: Today’s generation of workers are entitled, lazy, and want the world before they are willing to get any work done.

Nothing could be further from the truth.

When I worked in the corporate world before striking out on my own, I always used to tell my managers that the minute they needed to start worrying about me, was the minute I stopped being squeaky wheel, asking how we could do things differently, or playing devil’s advocate. And it was true. Ask anyone: I worked my a** off and delivered results, but I could be….well,” tenacious” might be a kinder word for it!

I remember the jobs and bosses that completely disempowered me. That never appreciated my contribution, or that robbed me of control over my career destiny. In those jobs, I started shutting up and looking elsewhere.

When employees are engaged and feel they are seen, heard, and valued – when they know their extra efforts have an impact – there is nothing they won’t do for you. 

Here’s the great news: Quiet quitting is not new – it’s just a trending hashtag now. (TWEET THIS!)

And it has never, ever been about the employee’s work ethic or talent. It’s always been about the environment they found themselves in and the people they work for and with. A smart person knows they should not give us their time, energy, or effort in a paid job unless they are receiving something in return. To call quiet quitting “laziness” or entitlement is just laziness and entitlement on the part of a MANAGER who wants to shift the blame.

Lead with empathy, actively listen, reward equitably, honor your people as human beings and proactively create an environment where employees can make a real impact and you will not have to worry about anyone quiet quitting on you. Full stop.

Photo credit: Charles Deluvio

More resources you may love:

Let’s Redefine Kind in Business

3 Leadership and Innovation Lessons from 100 Podcasts

Rebecca Friese on The Empathy Edge Podcast: How to Build a “Good” Culture

 Let’s Talk About A Better Workplace Culture

Posted on by Red Slice

Seth Godin’s daily posts range from the inspirational to the tactical. The mundane to the philosophical. So when a post punches me in the gut, in the best possible way, it gets me thinking. Which is his goal: Stop existing. Start thinking. Disrupt the status quo.

Recently, he wrote a post called But First, We Need to Talk About. The gist is that what we are willing to talk about gets attention, resources, and energy.  So when we’re unwilling to talk about end-of-life health care costs or oppressive capitalist systems, we can’t change things. Instead, we pour countless hours of conversation into things like political infighting, Tik Tok crazes, or why Kim Kardashian ever dated Pete Davidson (those last 2 are way far out of my wheelhouse)

The realization hit me: This is why I’m talking about empathy at work and creating better leaders, cultures, and brands. I want us to pay attention, yes, but to actually make a change. Transform.

It started out with helping my clients craft an empathetic and engaging brand story, rooted in purpose. And yes, advising them on where they need to walk that talk in their culture, leadership, processes, or habits.  But it’s become a bigger movement to me. One in which we rethink our existing models and narratives of leadership and organizational success.

For too long, we’ve adopted false and binary narratives that you have to choose between humanity and profits. That compassionate leaders cannot also be competitive. That ambition can’t co-exist with empathy and collaboration. That we need to be one person at work and another when we’re off the clock.

Who the hell made these rules? Oh, right, we did. Humans. Our capitalist and industrialized society.

And we blindly bought into this status quo.

Here’s the great news: We as humans have the power to CHANGE those rules. They are not laws of physics that cannot be broken. We made them. We can make new ones.. (TWEET THIS!)

But first, we gotta talk about it. 

We have to talk about what is not working, where we are not being inclusive, and how our business practices might be harming our people or the environment.  We need to admit that profit had been held up above all other concerns for too long.  And that we can have both/and rather than either/or. 

Then we need to talk about how we get there. How we re-establish new rules together. How we create a better workplace culture. How we make the entire for-business system better.

Are you ready to talk to your leaders, teams, and customers about the future of work and the empathy revolution? I’d love to help. Let’s chat about a transformative and provocative talk to kick this into action for your organization tomorrow!