In this episode we talked with author and thought leader Shane Green and discussed the top 10 most important things that a leader needs to do to create a high-performance culture that doesn’t burn people out.
Shane is highly-sought after keynote speaker, and the author of the acclaimed book Culture Hacker. Shane does a lot of work consulting with global Fortune 500 leaders on customer experience and organizational culture.
He draws from his foundation at The Ritz-Carlton Hotel Company and his work in multiple industries to transform employee mindsets, habits, and skills to improve customer experiences and interactions.
As the President & Founder of SGEi, Shane leads a team of professionals who inspire brands like the NBA, Westfield, Foot Locker, NetJets Inc., Cisco Systems, and BMW to reprogram their employee experiences to create loyal customers and raving fans.
Join us as we discuss with Shane how to create a high-performance culture that doesn’t burn people out. Hear Shane’s insights into why having difficult conversations is a necessary part of management. Learn why customizing recognition and communicating effectively creates a healthy culture that builds up the people who are a good fit for your organization.
Here is a link to Shane’s website:
Shane’s Website
Here is a link to Shane’s book:
Culture Hacker
Here is a link if you want to Connect With Shane on LinkedIn:
Shane’s Linkedin Profile
Shane’s Top 10
1. Clearly Define Performance (What & How)
“Traditionally performance was ‘what;’ did you hit your numbers, did you reach your goals. Unfortunately with performance that’s only half of the equation. If all we care about is the winning results and not how you get the results, then really weird things can happen.” – Shane Green
2. Enable And Empower Your Teams
“I have to ask myself, ‘what is my number one role?’ If I look at any managers role, it’s to make sure that the people can perform everyday, so the first thing is to enable them. My job is to make sure they have the right training, skills, tools, information, and support to do their job.” – Shane Green
3. Have Coaching Conversations
“The most important skill for supervisors today is giving informal feedback. The most important coaching conversation is the quick, casual conversation that happens in the moment when you see someone do something well or not do something well.” – Shane Green
4. Customize your Recognition
“We have come up with a simple plan; say, write do. Say, write, do your recognition. Some people you just have to say it. Some people want you to say it one on one, some people want to hear it shouted from the mountaintops. Know that people like to hear the ‘thank you’s’ differently, so keep that in mind.” – Shane Green
5. Be Willing To Have Tough Conversations And Make Tough Decisions
“When we avoid tough conversations, we substitute a moment of discomfort for a longevity of disfunction.” – Peter Bromberg
6. Communicate Effectively
“For manager to be an effective communicator, they have to be great at getting across understanding. To do that, keep things simple.” – Shane Green
7. Be Willing To Listen
“Communication is two-way, it’s not just delivering one-way. You have to be able to receive information back.” – Shane Green
8. Demonstrate That You Care
“About 36% of all employees believe that if their manager demonstrates care, that it acts as one of the biggest motivators in their role..” – Shane Green
9. Make Your Employees Career A Priority
“If you are focused on someone’s career you should know three pieces of information: what was their career highlight to date, what is their big picture goal, and what can I do to help you get to the mountaintop.” – Shane Green
10. Lead by Example
“There are two things you have to keep in mind. You have to be able to do what you are asking of your team. The second part of this is how you are doing it.” – Shane Green
