Leadership Between the Lines

3 Questions Corporate L&D Leaders Can Ask to Determine if there is a Stickiness Problem

Your organization is investing in training, coaching, and cultural transformation initiatives and spending a lot of time, energy, money, and “workforce trust equity” in doing so. It’s a big lift with lots riding on the success of these initiatives.

But are they working?

Are they sustainable? 

Are your people getting what they need from them? 

And are they actually helping you create the results you want from doing them? 

If you’re not sure, you could have a stickiness problem!

Here are three questions to consider when engaging in any kind of training, leadership, or cultural transformation initiative:

We've all experienced it, either within ourselves or with our teammates/leaders/direct reports: that feeling that something is off, or you just can't "feel them" fully in the game. It's not BAD... it's just... off. Perhaps you notice it while working on a project, having a conversation, or just in the general relationship. It may be subtle and just energetically felt, or more obvious and physically noticeable. The tricky thing with this 'off' feeling of energy is that if you're not fully present and aware, you likely won't notice it consciously.  But you'll feel it. And so will your team. And if you let it go on unaddressed, it will cost you financially and spiritually, as well as zap your time, energy, trust, impact, life force... and on. No one wins here. (PS. If you're responsible for leading organizational culture, retention/attraction, innovation, change, performance, etc. -- and especially if your organization is struggling with any of these things right now -- you're going to want to pay extra attention to this post as the energy of your workforce lies at the heart of all of them.)

My team and I have been both deep in the trenches with and also witness to many organizations going through big changes right now. There are several things, many very nuanced however VERY LOUD, to pay attention to in order to truly create organizational and cultural health NOW. In this video, I walk you through 5 of the ones that have us most excited to lean into right now.

If you are working with customers, hiring (and retaining) people, leading people, selling products or services, applying for a new job or promotion, enrolling people in an idea, or essentially wanting to influence anyone about anything — you are in "sales." (I don't think of it as "sales" — see video below — AND this is the quickest way to speak to this.)  

The thing about "sales" and "sales processes"— even the most excellent ones behind the most phenomenal services and products — is that our Intentions, Energy, and Presence (our "IEP") and how we show up in that conversation or process, will make or break our success in the "sale." 

Consider the last time you went to buy something, hire someone, or be led by someone— maybe the product you were considering was awesome, the potential hire looked great on paper, or the leader was masterful in their craft and even held a high-level role — but for some reason, it just didn't feel right. You didn't feel good with them. Something was off. 

It was likely their IEP — their Intentional Energetic Presence® and their Intentions, Energy, and Presence. Our IEP is like food coloring in water, it influences and "colors" everything we do, and it is present in every moment. It is the intangible quality that makes us want to follow people or run from them, trust them or feel super careful with them, buy from them or choose their competitor (who may not even have a better product). 

Why you maybe missing your mark in sales and leadership. (And why they won't tell you.)

Fresh off a keynote* last week where I talked about the IEP Method®, self-care as a leadership skill, and how our impact is dependent on our ability to lead our Intentions, Energy, and Presence, I received multiple questions from members of the audience. I love it when this happens. And I love it, even more, when I can answer the questions and share them here for more of our community to benefit from.