Author: SRHileman

As we near the end of 2022, I want to say “Thank You”  to the organizations who entrusted RED Day with their training and consulting needs. I believe companies can move the bar when leadership and management are willing to be vulnerable and open to trusting that—perhaps—there may be a better way, a better tool, or a best practice that can be applied to their current communications or processes.

RED Day was established and began providing services in 2011, yet 2022 was the first year fully 100% invested of my time. This year I made some vast improvements in conducting discovery meetings to vette out underlying problems. I discovered that taking time to discuss the issues from multiple perspectives, including input from CEO, COO, CFO, Operations Manager and Lead Supervisor, as well as folks in the trenches who are meeting with customers first-hand or directly involved with the supply-chain—allows for a big picture view that many within the organization do not see (or have not taken the time to immerse themselves in). This type of evaluation gives deeper insight and offers multiple solutions on a much more concrete level.  That doesn’t mean you’re doing it wrong now. It just means I have been fortunate enough to provide some surprising insights to the C-level team without betraying the confidences of the frontline workers. THIS is how trust is established.

My wish for 2023?  I want to help inspire you to position your organization for success through leadership development, focus on improving culture, and empowering your team members—the executive leadership, the operational managers and the workforce teams. This will help build resiliency for your company into the new year. And we very well MAY NEED resiliency.

As if COVID was not enough pressure, 2023 seems likely to take us on another bumpy economic ride. BUT—You’ve been here before! And you’re still here—so you did something right!! So my advice as we collectively head into 2023?

Use this time to strengthen your team. Use this time to show your employees that YOU WILL BE AROUND FOR THE LONG TERM! Use this time to commit to better operations, processes, and communications than those currently in place. Show your team you can TRUST them. Get their input and empower them to look at new ways to reallocate funds so that cash flow stays fluid. THIS IS YOUR NUMBER #1 FOCUS for the beginning of this year.

1. Keep your cash flow strong. Cash is king. Reduce spending, sell off old inventory, yet look for ways to keep your workforce intact. Ask THEM how to make it work. What corners can be cut. Who is willing to take layoffs, cutbacks, work part-time. How to conserve cash, etc. You might be VERY surprised at the ideas generated. I always refer to the approach taken by Bob Chapman, President of Barry-Wehmiller, a $3+B global manufacturing and technology supplier, privately held since 1885, and committed to taking “a profound care for the people” who work for their organization. Definitely worth investigating #TrulyHumanLeadership from a man who has purchased 80+ companies and gone from assets in the millions to the billions with very few layoffs along the way. They are, in my opinion, the epitome of successful business who is committed in word and deed to living out an employee-centric focus.
2. Talk to your banker. Especially for small organizations, having the trusted relationship with your bank is critical.  Be upfront about where you are, your concerns, and what your forecasting & projections are. They may—or may not—be able to help. However the time to find out where they stand IS NOW.

• Look for ways to Diversify. Diversify. Diversify. Diversify. I can’t say it enough. Go through your Client list—and your Customer list. Where are the gaps? Where can you improve—and how? Evaluate your industry. Where are you saturated and where can you take your core competencies and expand perhaps into a parallel industry. Review the products and services you offer and see if there is opportunity to expand. Diversification allows you to be flexible and fluid.

…AND if 2023 doesn’t give us the surprise we’re anticipating?  Look at #1, 2 and 3 above anyway. They are great basic, common sense business practices for all organizations.

In the meantime, as we finish out this year, take time to give thanks for all the ways in which we are blessed. For all of the great lessons which 2022 provided. Hug those close to you in a meaningful way and show your appreciation for all they have done this year. A little Thank You often comes across in a big way.  See you in the New Year!…

OH—and let me know if you want to meet!  I’d love to connect and learn more about your organization!

Pieces of the Puzzle…Employee Well-being and Servant Leadership

I’ve had several conversations recently about work-related topics which focus around employee attitudes. It’s now late Summer 2022. Although to a lesser extent, in many ways we continue to deal with the pandemic we’ve all been exposed to for more than two years. To say the impact of Covid-19 has changed our workplace is an understatement.

From burnout HR Managers, to record numbers of resignations, to hybrid working arrangements, the after-affects have been plentiful. One indication? “Employee Well-being” has now become one of the most requested trainings in my consulting practice. While leaders are navigating where to find qualified skilled workers, employees are continuing to silently evaluate how they’re doing and what’s important and figuring that into their workplace equation balance. Many people are no longer willing to give up their health, their lives, and relationships in order to assist an organization in meeting its goals or make it profitable for little in exchange. It’s not about stopping work. It’s about working for an organization who sees you, hears you and who cares about you. Servant leadership in business means checking your ego at the door and supporting your employees for the greater good of the organization.

Face it, some people are still struggling. They’re still grieving the loss of a friend, co-worker or loved one to Covid. Others are still grieving the loss of simple interaction with others and the loss of their old work habits and work colleagues. There are leaders expecting employees to return to work and “life as normal” when life hasn’t been normal for a very long time, and we are uncertain about what may be coming next. While it takes time and energy to put yourself in someone else’s shoes and recognize that we do not all face the same world each day, treating each other with empathy and compassion is a critical first step in being a servant leader.

From the employee’s perspective, being able to serve the organization to the best of your ability while taking care of those in your life outside of the workplace–kids, spouses, parents, partners, etc (not to mention yourself!)–remains one of the most difficult practices within the workplace. This means organizations must show flexibility. And they must encourage and support trust. What does this look like? Organizations providing resources that employees need (time, people, money, authority) to feel empowered to do their jobs. And leaders who inspire and provide a common vision for the company, explained simply and with clarity.

We create teams and good teamwork through our workplace culture which includes both how we treat each other and what policies and practices affect our workplace. When was the last time your workplace or department reviewed the policies currently in place? When was the last time those policies were compared to actual practices and/or wants and desires of your workforce? (It does no good to have a policy that no one wants or adheres to.) In fact, business practices give a much clearer picture about workplace culture than do policies. As Peter Drucker once said, “Culture eats strategy for breakfast.” I would agree. Every time. CULTURE among the workplace can make or break the organization.

So be cognizant of how you interact with those who work above you, beside you and below you. Actually talk to people about how they are doing. If you see someone struggling (or even if they’re not) reach out and connect. Yes, it may feel awkward and you may have to step outside of your comfort zone, but it may also be the best step you’ll take for yourself, your colleague and your organization!

I’m always saying, “We’re all more alike than we are different.” It’s true. We all have the same desire to be seen and to be heard. We have the same desire to have hope when we feel hopeless and to feel cared for when we feel alone. We have the same desire to be respected and valued for the gifts and talents we bring to the table. So strengthening your workplace culture means everyone has to do their part. And servant leadership means everyone does their part for the greater good.

Then we all win.