At Fierce, we define integrity as when your inner world — your truth, your beliefs, your ethics, your commitments, your values, and your desires — align with your actions and behaviors in the outer world. While what it looks like to live with integrity may vary from one person to the next, there are clear behaviors that te...
Sometimes we avoid certain conversations not because we don't want or need to have them, but because we don't know how to. As a new manager, a conversation about development is one you need to be having with your direct reports. The people you lead are now looking at you to help them get to their next step. If you’re a first-time manager, it’s time to develop your delegation muscle. When carried out effectively, delegation allows leaders and their teams to expand professionally and develop a greater sense of accountability. It also allows you to free up some of your time and energy so that you can focus on the areas where you’re needed most. A common misunderstanding among leaders is that delegating is about giving away tasks you don't want to do and increasing everyone else’s workload. We often refer to this as “dele-dumping.” Instead, the delegation conversation is...
As a leader, give yourself permission to question the status quo of your organization and invite your team to join in. Organizations develop a status quo for many reasons. Those reasons range from leaders feeling pressured for time and the need to prioritize, all the way to a culture that has a “if it’s not broke, don’t fix it” mentality. What we mean by status quo is the current state of affairs. It’s how things are, and depending on the topic at hand, perhaps it’s how they’ve always been. Status quo is also a bias. It’s a preference that things stay the same. In a sense, it’s an aversion to change. Adhering to this bias is problematic, especially in business, because growth requires change. Companies and their cultures are living and breathing entities that change with the people who inhabit them. Policies that worked for one generation might fall on...
What's the impact of a Fierce conversation before it's even happened? How often do you have a conversation with yourself before a team meeting, an interview, or prior to delivering feedback or confronting a problem? Consider it an essential part of your prep time, integrated into the normal routine of preparing for a meeting. And depending on the s...
When working with global clients, we often come across unique scenarios that illustrate how Fierce training is being integrated into organizations' larger leadership development strategies, and how rollout is being implemented on an international scale. One of our clients, an established global manufacturing company in the automotive industry with ...
You've probably heard it before… Seek input, be inclusive, welcome perspectives, collaborate with others. But why? Where does the premise come from that this type of inclusion is beneficial for individuals, teams, or organizations? In a recent Lunch & Learn hosted by Director of Client Development Justin Perun, he discussed the effectiveness of...
My interest in growth and learning led me to the book " Mindset " by Carol Dweck. It has opened my eyes to the ways in which we as humans tend to limit our own potential, both individually and in our organizations. The concept of a fixed versus growth mindset is simple, yet the implications are massive. According to Dweck, how you approach learning...
At the heart of personal and professional development are two key factors: empowerment and delegation. You could consider these two factors to be on-par, because to delegate is to empower your individual contributors to take on new responsibilities. On first thought, the concept of delegation may not strike you as a skill that employees in non-mana...
You are an expert. How does that feel when you read it? Do you believe it? Throughout my career, I've witnessed how difficult it can be for people, including myself, to refer to oneself as an "expert." An expert? Who, me? You must be talking to the person behind me…there must be someone who can do this better, or who knows more about this than me… ...
At Fierce, we're often asked about how our programs translate across countries and cultures. At times, there's a false assumption that content can't translate across global markets without major customization. This is a misnomer. We've been training internationally, partnering with multi-national organizations and local re-sellers who service small...
Do you consider advice-giving to be part of your role as a business leader? Even better, do you enjoy giving advice, solving problems, and suggesting best courses of action? What if a guide wasn't necessarily someone that tells you what's the best route forward to reach your end goal, but instead helped you illuminate your path so that you—the empl...
In my role here at Fierce as EVP of Sales & Marketing, one area I've recently been placing a lot of thought and strategic focus on is purpose . One reason for my focus in this area, aside from it being a subject that's very near and dear to me, is that our company goals are quite ambitious this year. Among all of the drive, change, growth, coll...
This past week, I had the opportunity to attend the Fierce Conversations workshop here at the Fierce Seattle headquarters. As a member of Generation Z graduating from college soon and beginning my professional career, I was a little nervous about how I would be able to relate to a room full of seasoned leaders representing a variety of industries. ...
Whether you want to reinforce Fierce training, learn to play the violin, or memorize a work manual, how you approach learning can make all the difference in how well you know the material, and how long you're able to remember it. If we're going to spend our time learning, it helps if we know how to do it the right way. The right way meaning how you...
A keg in the breakroom, fish tanks in the walls, happy hours, ping pong, cornhole, bean bag chairs…sounds like a fun work environment, right? I don't think anyone would complain about these types of perks. And I get why companies often incorporate them. They can be reflective of the company's culture and values, and incentives like happy hour can g...
Top talent leaving is the second leading business problem we highlight in our latest eBook Fierce Insight Into 6 Leading Problems Businesses Face Today—And How to Solve Them . Turnover and retention rates vary by industry, and from one organization to the next. While we can't make sweeping statements about what your ideal rates should be, it's sa...
I want to go back to our original quote included in Part 1 of the Accountability blogs: " Our careers, our companies, our personal relationships, our very lives, succeed or fail, gradually then suddenly, one conversation at a time." If you'll notice, it says succeeds one conversation at a time. So just as we found that accountability can disappear ...
In our latest eBook , we offer Fierce insight into six leading business problems companies are facing today, the impact of these problems, how you can identify them, and how to solve them. The first leading (and common!) business problem we highlight is a loss of time and money . If a company has never experienced a sudden drop in revenue, they may...
Are you curious about our programs but not ready to pick up the phone yet? This blog post is a little different from what we typically publish, but I wanted to take the opportunity to be transparent about our process and provide you with an idea of what to expect as a potential client. If you've never worked with Fierce, you may be wondering what t...
As technology continues to advance, people are asking questions about whether it benefits or takes away from how we as humans learn best. Right now, the impact of virtual options when it comes to learning and training is not 100% clear, and the verdict is still out. The number of variables is a big reason for this—what's being learned, how it's bei...
In my experience with current and prospective Fierce clients, one of the greatest training-related concerns that surfaces is around sustainability. More specifically, how do we successfully implement reinforcement tools in our organization to maintain behavioral shifts? Sustainability seems to be an anomaly for many and it's often mistaken as com...
The "whole-person" approach is a holistic way of looking at development and training—it takes into account the individual's vision for themselves in all areas of life and provides the supportive resources they need to help make that vision a reality. The intended result is self-actualization. This approach is often employed as a talent st...
"Learning is not attained by chance. It must be sought for with ardor and diligence." –Abigail Adams Each month, Fierce gathers together as an organization to share what has impacted us over the month. It's a time to reconnect and re-energize. This week our training department talked about their deep passion for how, at its core, Fierce is not actu...
Every year, organizations invest in leadership training. The hope is to produce both better leaders and ROI. Unfortunately, ineffective training leads to an approximate loss of $13.5M per year, per 1,000 employees . If you're going to invest in your leaders, it's important to understand why so much money is being lost, and where training ...
"Indifference and neglect often do much more damage than outright dislike." – J.K. Rowling, Harry Potter and the Order of the Phoenix When we form a relationship, we form a tie between ourselves and another person. Our relationships generally begin with a point of connection through something we share in common, and these ties gradually strengthen ...
There is a phenomenon taking place where groups and individuals are shrinking rather than expanding their points of view, unwilling to consider someone else's perspective outside of their own social group—at work, in friendships, and within families. Political differences and polarization are threatening inclusion. And these rifts are happening in ...
"Thinking will not overcome fear but action will." –W. Clement Stone The start of a new year often comes with a new set of resolutions and meaningful changes we want to make in our lives, both at work and at home. When we try to put our intentions into action, we are often met with a universal barrier: fear. We all experience fear to some degree. I...
“While no single conversation is guaranteed to change the trajectory of a career, a company, a relationship or a life – any single conversation can.” When I was in the entertainment industry, my friends and family loved to tell me about the fresh faced actor who landed in Hollywood, and on their first day, was plucked out of the crowd and put onto the path of stardom. I had to break the bad news to them. 99% of the time this story is not the entire truth, and rather, a glossed over version from a PR team. They pitch it that way, because many of us love the idea of being that one in a million, that person who has a glow and is launched on the path of success and prosperity. The reality? It doesn’t actually happen that way. You’re selling yourself short to buy into it. While someone...
An old adage that I heard often growing up was think before you speak . This is a very valuable saying for me, because I am what you would call a classic "external processor." While that phrase has saved me from saying things that could have a negative impact, it has also encouraged me to self-edit and sometimes hesitate to voice opinions or concerns. This week's Fierce tip encourages you to say it out loud . This isn't about indulging in stream of consciousness, rather, it's about not over-analyzing. This week if you're in a meeting and you have an idea that you think could really move the team forward - speak up . Let go of needing to have a perfectly formed thought and allow others to influence and build off your inspiration. If your idea is met with a luke-warm reaction, don't get discouraged. As Albert Einstein said,...
As a leader, it can be alluring to let fear dictate your decisions. No risk = no failure, and in the short term, that type of thinking might seem easier. However, the nature of fear can be debilitating and oftentimes can leave you stuck in the same place. As a savvy leader you know that in order to progress, innovate, and accomplish your goals – forward movement is necessary. This week’s tip encourages you to look at what your leadership fears are and to ask yourself: What scares me to my core about being a leader? About achieving my goals? Take this opportunity to begin to have conversations around those fears. If you think your fear has inhibited your and your team's progress in any way, go to your team and call that out. Then ask them how they might move forward . You may have someone ready to solve that...
This week’s Friday Resource comes from HBR and features four common mistakes that leaders continue to make. Over the last half century, approaches to leadership have shifted and grown dramatically. Regardless, some areas (even with the most progressive and advanced training programs in place) continue to be problematic in organizations. The most seasoned of leaders are prone to fall into certain traps, and these traps are often outside their awareness. The more aware leaders become of these behaviors, the more they will be able to mitigate their impact. blockquote>p { border:none;}/> Per Robert H. Schaffer, HBR, here are the four main behavioral traps to be mindful of: Behavior Trap 1: Failing to Set Proper Expectations Everyone has seen senior managers announce major directional changes or new goals without spelling out credible plans for achieving them or specifying who’s accountable: for instance, “We are going to reduce the use of cash...
“Insanity: doing the same thing over and over again and expecting different results.” -Albert Einstein As a leader, have you ever tried to solve the same problem the same exact way over and over again? In hindsight it might seem insane, however, in the moment the plan was set forth with great intentions and a level head. So where is the disconnect? How can we make sure that when we come back to the drawing board we don’t keep doing the same thing we did before? Below are 3 proactive tips to help innovate with intention for your own sanity . Tip #1: Mix It Up In the Fierce Team model , we focus on seeking out different, competing perspectives from team members. This skill set can be incredibly useful when problem solving. In order to make sure, as a leader, you keep your wits about you, if your first attempt...
This week’s Friday resource comes from Forbes and lists ways leaders can grow in empathy. Research reveals that today’s most successful leaders all have a trait in common: empathy. Empathy allows a person to step into another person’s shoes and understand their perspective. This trait is beneficial because it allows whomever is in the position of leadership to approach the needs of their team members with genuine concern, which creates trust and strengthens relationships within teams and organizations. In conversation, empathy shifts how a leader will guide and respond to the discussion. A conversation with an empathic leader often leaves people feeling seen, heard, and cared for. Per Teri Citterman, CEO of Talonn and Forbes contributor, here are some ways you can increase empathy as a leader. 1. Know more. “Do you know what’s most important to each of your team members? Not what you think is, but what actually...
“Words are, of course, the most powerful drug used by mankind.” –Rudyard Kipling Humble, empathic leaders have been found to be the most successful . Daniel Goleman, author of Emotional Intelligence , defines empathy as “having the ability to sense others’ feelings and how they see things.” Words, in conjunction with our behaviors, create empathy. When a leader uses words to label others, especially harsh or negative labels, it can be damaging to those on the receiving end on a deep, visceral level, not to mention damaging to any goal an organization is trying to achieve. To be a successful, empathic leader, it’s necessary to drop damaging labels from your vocabulary. Management Research Group reports that empathy is widely considered “the most important (out of 22) leadership behaviors.” When a leader embodies empathy and kindness, it allows employees to build trust, feel safe enough psychologically to contribute, and tap into...
This week’s Friday resource comes from Business Insider and calls attention to a common bias preventing women from being promoted to leadership roles. A number of biases can impact our decisions in the workplace when it comes to hiring and promotion, but one bias in particular often prevents women from receiving the roles they’re seeking: affinity bias. Affinity bias is present when we show favoritism for people who are like us. If the majority of the people within an organization who hire and promote are men, affinity bias can lead them to choose candidates who are also men, even if the men being selected are not actually the most suited candidates. Per contributors Melissa Wheeler and Victor Sojo, here are some ways companies can overcome this bias: 1. Implementing gender targets and quotas to increase gender equality in leadership 2. Increasing awareness, which can mitigate the effects of affinity bias...
I have learned over the years, in both my professional and personal life, that the best way to be direct is to keep it simple. Get to the point and get on with it. This week’s Fierce tip encourages you to do just that. When you have a conversation speak to the heart of the matter, don’t beat around the bush, mince words, beg the question, hem or ha, or double-talk. You might be surprised by how efficient being direct and simple can be.
This week’s Friday resource comes from Entrepreneur and lists seven traits empathetic leaders have in common. When empathy is present in the workplace, it has the potential to create higher amounts of understanding, clarity, and trust. Widely considered one of the most beneficial attributes a leader can possess, empathy gives leaders the ability to see and feel the experiences of other people, including the individuals who comprise their teams. However, empathy can be considered an umbrella term—within it are several positive attributes that are widely shared among effective leaders. So what all does empathy entail? Per psychologist, author, and speaker Sherrie Campbell, here are some of the traits great leaders share. 1. Self-awareness. “Great leaders are deeply knowledgeable about themselves and committed to their own personal development. To be great we must do the same. The most influential people on earth, those who have left the most significant impact, led...
What effect do you want to have on others when you leave a room or call? This week, you have the opportunity to infinitely inspire others…or do the opposite. At Fierce, one of the concepts is to take responsibility for your emotional wake. An emotional wake is what is remembered after you have left a conversation. It can be an afterglow, aftertaste, or aftermath. Which one do you choose? This week’s tip is to pay attention to your emotional wake, so that you are able to tune in and take responsibility for it. All in all, what effects do you want to have on others this week?
This week’s Friday Resource was originally published by Business Insider and lists seven ways you can become a more inspiring leader. Being in a position of leadership does not automatically qualify someone as a leader whom others trust or feel inspired by to produce their best work. The key to becoming a great leader is to first learn what makes a great leader and then carry out these qualities through actions. Per Jason DeMers, Business Insider contributor and founder & CEO of AudienceBloom, here are ways to effectively become a “follow-worthy” leader. 1. Show respect to those around you (even when you don’t feel like it). “True respect doesn’t depend on the other person doing something (or not doing something). It means recognizing that all people are inherently worthy of respect; even people who drive you crazy or who haven’t done a single thing to earn it. It means treating...
"Our chief want is someone who will inspire us to be what we know we could be." –Ralph Waldo Emerson The terms “management” and “leadership” are used interchangeably. But there’s a definite distinction between what it means to manage and what it means to lead. Managers are known to operate with authority, tend to have a fixed mindset, and focus on tasks, whereas leaders see themselves as partners with their teammates in a shared mission, tend to focus more on outcomes, and feel a sense of duty to inspire and motivate their teams. Leaders have a growth mindset and support autonomy. Obviously, people want to be led, not managed. And if you’re not sure why that’s so important, here’s an eye-opener: a Gallup poll of over 7,000 people revealed that 50% of employees “left their job to get away from their manager to improve their overall life at some point...
In Fierce Conversations, we believe the phrases “Don’t take this personally” and “Don’t take yourself so seriously” are misguided suggestions. Do take it personally; do take yourself seriously. Work is deeply personal. And so is leading others. Leading anything in your life, for that matter. Instead of turning the other direction when your idea is rejected or something doesn’t go your way, stick with it. It is important to lean into those situations. Don’t shut yourself down or brush it off. For example, when one of my team’s marketing concepts is scrutinized, it is impossible to not feel some emotion or level of disappointment. Instead of becoming apathetic, acknowledge that the work is personal. And that we want to get it right, because we all care. (If we didn’t care, there wouldn’t be emotions.) And then the next step is to get curious and ask questions. This week’s tip is...
This week’s Fierce resource was originally published by The International Public Management Association for Human Resources and shares three ways to clear barriers to development for women leaders. As women assume more leadership and management roles in today’s workforce it becomes increasingly obvious that they bring with them different experiences, perspectives, and competencies that their male coworkers have not historically provided. And while providing specific leadership programs for women to continue their professional growth meets diversity initiatives, it is also a smart business move. While many workplaces have begun women-specific professional development and leadership programs, many barriers still remain, especially in male-dominated industries. According to Marcie Mueller, three ways to remove barriers and develop women leaders include: 1. Initiate Ways for Women to Gain Corporate Exposure . The old adage of “it’s not what you know, it’s who you know” can be applied to corporate development and professional advancement within...
In our often time-constrained, all-consuming routines as leaders, it can be hard to focus and help others around you. And when I say others, I mean other leaders – the people you aren’t normally focused on helping and supporting. It’s often assumed that this orphaned population of fellow leaders are “skilled to fend for themselves.” Hey, they are super talented and should have it figured out…that’s their job, right?! Well, we know that is not reality. Leaders are pressured in all directions – from the top, the side, and the bottom. And when you think about it, often it is hard for them to even know what they need in the middle of it all. I was recently talking with a leader in one of our client companies, and she is tasked with building a new middle manager training program. When I asked about the vision, she shared that more...
“Asking others for input increases their expectation that you will change in a positive way.” – Joseph Folkman, The Power of Feedback The world is constantly changing around you. An important employee leaves your team. A key client shifted the whole program for their upcoming session. A new company launches to compete with your core product. Your computer crashes. All before noon. Big or small fluctuations happen every minute of the day. Leaders must be able to track the trends with their teams and organizations. Feedback is important data in our daily lives, so we need to solicit input. So I ask: How much feedback are you receiving from your employees? My guess would be not enough. And if that is true, you need to ask. The higher up you are in the organization, the more removed you may be from how you are really doing from others’ perspectives. This...
This week’s Fierce resource was originally published by CNBC and explains why women entrepreneurs will be an economic force to be reckoned with in 2017 and moving forward. This past Wednesday we celebrated International Women’s Day across the globe and celebrated the ever-growing success of women in business. CNBC’s inaugural Upstart 25 List , featuring promising young start-ups, included 10 women-owned businesses. This only looks to increase as female-owned companies are growing at a rate of five times the national average and increased a whopping 45 percent over the last decade, eclipsing over $1.6 trillion in revenue. This trend is not exclusive to the United States either, as rates of women’s entrepreneurship have grown 10 percent over the last two years compared to only 5 percent for men across 51 different global economies. Per Elaine Pofeldt, CNBC, as the gender gap continues to decrease, women can look to other female...
On this International Women's Day, I want to celebrate women all around the world. This day makes me reflect on the strong women leaders in my life who have propelled my career and have forever changed me—for the better. I am so grateful to you. You know who you are. Based on recent articles that struck me, I want to offer some considerations for propelling women into leadership roles. Let’s start with the current February 2017 stats. According to Catalyst, of the S&P 500 companies, 5.4% of CEOs are women, 9.5% of top earners are women, 19.9% of board seats are women, 25.1% of executive officers are women, and 36.4% of middle management are women. Given that the total employee base is 44.3% women, there is continual opportunity for women to rise to the higher managerial and leadership levels. These numbers have increased significantly in the last few years. This...
In leadership, there is a lot of talk about the need for transparency. Transparency builds trusts and loyalty; it makes people feel engaged and breeds accountability. And yet, for many leaders the conundrum becomes when and how much they share. If you think about it, it becomes a bit like a chicken and egg situation. Which comes first: The information or the trust? As a leader would you share more if you trusted more and, conversely, would others trust you more if they knew more? This week take a look at your relationships and see if you’re being as transparent as you could or should be. If not, ask yourself what is missing in your relationships that holds you back from fully sharing. Do not get caught up in what "should come first." Have the conversation.
The holidays tend to bring people together. However, being physically together can be a very different experience than truly connecting. For instance, how many times have you had coffee with someone and he or she is paying attention to technology? How many times have you been at an event and someone looks right past you to see who else is in the room? How about the times when a family member asks you how everything is, and you give the safe, small answer? These are all missed opportunities to connect. And the impact on your relationships is probably greater than you think. Take the longest study of human development, the ongoing Grant Study , which is a decades-long project that began following the lives of Harvard University men selected in 1938 – among them President John F. Kennedy and former Washington Post editor Ben Bradlee – and tracked...
When I talk with people in my network, they often say they want to give back more – give their time, their money, their expertise. But…they aren’t organized around it. Or…other things come up. Or…there are just too many options. And then, nothing happens. Well, now is the time to put some process around it and give back! Tomorrow is National Philanthropy Day . The day is meant to be a celebration of philanthropy—giving, volunteering and charitable engagement—that highlights the accomplishments, large and small, that philanthropy—and all those involved in the philanthropic process—makes to our society and our world. So, I ask: Are you giving back to your community at your desired capacity? This week’s tip is to create a plan, if you aren’t. It doesn’t have to be in the form of dollars. There are so many ways to give back: Mentor a young person at your company...
This week’s Fierce resource was originally published by Forbes.com and explains why using emotional intelligence is a woman leader’s secret weapon. In the article, LaRae Quy, former FBI counterintelligence agent talks about the role emotional intelligence (EQ) played in her career advancement within the FBI. Unlike many of her colleagues, Quy advanced her career and became an organizational leader by having a strong voice, not the loudest. Quy’s deviation from the FBI norm – tactics including aggressive, bullying behavior that relies heavily on intimidation to be effective allowed her to be extremely successful in her role. “Loud, boisterous, and pushy behavior may get attention, but it certainly does not get respect.” Quy provides four reasons emotional intelligence can be a woman leaders most powerful tool. Two are: Women Have Permission to Be Emotionally Intelligent; Men, Not So Much “Women in the workforce need to grab success however they can, but...