Leadership

Your Team Needs to Hear That You Value Them

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Your team is your greatest asset. You know that. But life, work, and the world is moving so fast….

Yes. That’s exactly why you need to make it a priority to make your team members feel seen and valued. Here are some ways to do it.

Recognize Individuality

Acknowledge the unique qualities each team member brings. Embrace diversity—be it in skills, backgrounds, or perspectives. When individual uniqueness feels acknowledged, inclusivity flourishes.

Unleash Superpowers

Identify and leverage the strengths of each team member. Everyone has superpowers that contribute to the team’s success. Use these strengths to fuel motivation and purpose.

Acknowledge Hard (and Good) Work

Don’t underestimate the power of appreciation. Regularly express gratitude for your team’s efforts. A simple “thank you” goes a long way, but adding the “why” goes even further in fostering a culture of value. Some phrases that work: “If it weren’t for you…” or “What you proposed made all the difference….” You get the idea.

Cultivate a Culture of Value

Build a culture where communication is open, feedback is kind and constructive, and everyone’s well-being is a priority. This not only boosts job satisfaction but also creates a resilient and high-performing team.

Success is intertwined with the value each team member feels. See your team, appreciate differences, unleash superpowers, and recognize good work.

Strengthen these bonds, and you’ll cultivate a culture of respect, collaboration, and success.

Communication matters, as does every member of your team.

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More Than Words

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Email, Slack, Teams, text messages… we communicate with words a lot.

Words matter. They do. And so does body language, tone, and context.

Leadership isn’t only about the words we choose. It’s about listening actively, and understanding your team’s perspectives, concerns, and ideas. Making people feel that they, and the work they do, matters requires more than words that tell them so.

Use your entire toolkit when you can. Let people see your facial expression and body language. Give people the benefit of your tone of voice.

And get good at questioning (and coaching) based on what you hear. This simple act can help make what might seem like an uneventful interaction a catalyst for creativity or change.

People share more when they feel heard. People take more risks when they feel safe.

Listening and curiosity are leadership superpowers that can drive team performance every day.

And when you show up fully with more than words… you show people that you care, and that they matter.

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In Person vs. Remote

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I was fortunate to meet, coach, and train leaders on two continents and in 3 countries last year.

Michael Piperno on a street in Toronto

Here I am during my last trip of 2023 — Toronto! What a great city.

I can’t tell you how much the in-person experience fuels me in my work.

Yes, remote programs are effective when done well. I like doing them. In fact, I can do more of them and make more money in a year doing so.
But I’ll always prioritize in-person programs.

When you invest in people by allowing them to benefit from the richness of being physically together, and spark the deepening of interpersonal relationships that come with that, they win. Big.

And so do you and so does your organization.

The positive and lasting effects may be intangible at first.

It’s a long game.

And you know the truth…. It’s worth it.

Relationships are everything in business. Cultivate them.

Want to have me visit your team and facilitate a program that will help strengthen relationships, communication, and leadership?

Let’s talk.

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SDI compare feature screen shot

Strength Deployment Inventory (SDI) Updates

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For those of you who have experienced the SDI assessment with me, here’s some news.

The Compare Tool has received a significant upgrade.

  • You can now compare up to 30 teammates simultaneously, offering a comprehensive view of team dynamics. This feature enables you to delve deeper into understanding and building stronger relationships, fostering a more cohesive and collaborative environment.
  • You can also get insights on how to respect each other’s strengths, and navigate and avoid potential triggers.

Log in to the platform to check out these new enhancements!

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Leadership Superpowers (and Kryptonite)

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Before I ran my own businesses, I would get a piece of feedback during some annual reviews that would annoy me — incredibly.

It came in different permeations, but always sounded something like this:

  • “Michael, you sacrifice too much of yourself for people who don’t always deserve your support.” 
  • “Sometimes the team doesn’t need so much support from you. You need to learn when to let them sink or swim on their own.”

Okay, so listen. I’m a supportive person. I get it. It’s one of my top strengths, and frankly it’s a superpower for me in my work. 

What’s the flip side of being supportive? Sometimes I can be seen as self-sacrificing.

The key words here are “seen as.” In other words, “perceived as….” 

Ahh, we’re entering the realm of perceptions. And what comes with that? 

The need to manage them.

In the past, I would disagree with the “you’re being too supportive” perception, but not address it with the person who saw me that way. So, that false perception would sit out there like a ding on my reputation. 

Today, with the wisdom that comes with age and experience, I don’t let that happen (mostly).

Now, are there times where I am too supportive to the point of self-sacrificing? I won’t lie, it happens. But it doesn’t happen as much as others may think. 

For example, the leader who is struggling with speaking clearly and with enough impact when rehearsing for a high stakes presentation — one who other people think will never be prepared enough to perform. They think we should give up and replace that person with someone else. What they don’t know is that I know exactly where that leader is in the process, and I know with a few more tactics and a little more time (and support), we’ll get there. And when we do, the person is going to knock it out of the park. 

I know it, but some people can’t see it — yet. 

A final note on this topic. There are times when, for whatever reason, I do need to stop supporting. Maybe there’s not enough time to prepare someone properly for a role or event. Perhaps the person doesn’t want the support. And yes, sometimes continuing to support someone who doesn’t want it or who is not improving will end up sacrificing the success of an entire program. Then, the support needs to stop. 

My point, though, is this.

Don’t let other people make you feel like your leadership superpowers aren’t valid or powerful. 

Consider the fact that those strengths might simply not be working for other people in the room at that specific moment. It’s their issue, not yours. But… and it’s a big but…

You still need to manage those perceptions. 

Speak up about how you see it — give them the “why” behind your actions. Or pull back on your intensity with the superpower. Sometimes a small adjustment in how you use it can make all the difference.

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The Power of Your Name

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See my facial expression in this photo? It’s expressing how I feel when someone calls me “Mike” right after I’ve introduced myself as “Michael.”

If you call me Mike and you aren’t family or a super-close friend, I know you don’t know me well.

What else does it mean?

That’s right, the person didn’t listen.

Listen. That’s leadership lesson 1 from this brief rant. Lesson 2 is this…

People appreciate hearing their own names. In fact, the use of personal names in communication has been shown to enhance attention and recall, and makes people feel recognized and important.

In short, people light up when they hear the music of their own name.

So, use people’s names when you communicate. And when you meet someone new, listen carefully when they introduce themselves to you, and say their name back to them. (Nice to meet you, Anthony.)

It’s not just a word; it’s a powerful connection. Plus, you’re more likely to remember it if you say it out loud.

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The Depth of Insecurity

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I have no depth perception…

That’s right. I don’t see the world in 3D like most do.

So, when I reach out to shake your hand, or give you a fist bump, I’ll likely be slightly off in my grip or knuckle to knuckle connection. I’m relying on a 2-dimensional image, so I’ll need the actual sensation of touch before I know for sure that I’m meeting your hand.

When you throw me something, I’ll never catch it. Never. I can’t tell exactly where it is in the air. 

And when I make eye contact, you might think I’m not looking at you. Only one eye will be able to do that. The other will be looking either left or right unless I focus all my energy trying to keep them somewhat straight (which is exhausting). 

3 eye surgeries and countless hours doing exercises as a young kid to try to make my lazy eye straighten up didn’t work.

Why am I sharing this with you?

Because I used to let this “defect” (in quotes because in the past, that’s the way I felt about it) make me feel insecure. 

Not just a little. Deeply.

  • I hated looking at pictures of myself.
  • I loathed seeing myself on video.
  • I would feel incredibly embarrassed when I would misjudge the distance to someone’s hand for a handshake and grab them slightly awkwardly.
  • The act of looking someone, or an entire audience, in the eye made me uncomfortable.

As a leader (and we’re all leaders when we are working to inspire others and help people be their best), you might have something you feel insecure about. 

It might be something people can see. It might be something that’s only on the inside. 

Maybe it’s a gap in knowledge. Or a fear…

It doesn’t matter what it is. 

Don’t let it cloud all the good and amazing things you bring to the table. 

I no longer care that I can’t catch. If someone thinks I look goofy in a photo or video, that’s their issue. It’s no longer mine.

Just don’t ever throw me anything breakable. That won’t end well. 😉

What can you let go of today that’s been making you feel insecure or that’s holding you back?

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Blind Spots and Strengths Gone Awry

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Oops, I did it again. I came off as arrogant. Now, I’ve been called arrogant 4 times during my professional journey.

Each time it hurt my heart. Because I don’t mean to be perceived that way. Ever. Full stop.

Arrogance is the flip side of my self-confidence strength. And when I show up as overly self-confident in the eyes of others, they can see me as arrogant. This used to be (and sometimes still is) a blind spot for me.

The missing piece is that in most cases I am using my self-confidence strength with positive intent — I want to help. I want to cheerlead. I want to make sure someone else sees their own greatness.

But that doesn’t always work. And now that I am more self-aware of the strengths I can overdo (perseverance is another one — boy can I look stubborn sometimes), I can see and feel it happening. And most of the time I can dial it back and save myself.

But not always. Ahh, still a work in progress.

What strengths do you tend to overdo? And are they limiting your effectiveness when you don’t realize how they’re affecting others?

Think about it. And if you need help uncovering your overdone strengths, reach out. I’ve got a terrific assessment that shines the light on them for you — so you can better manage perceptions in the future.

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You Hold the Pen

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Leadership is a journey. It’s not something that happens overnight — and there’s no “right way” to create a leadership style that is effective and that feels authentic.

Every personal leadership journey is a vibrant thread, weaving its unique story. Regardless of where you find yourself in your journey, remember this fundamental truth: you hold the pen to your story.

Every challenge you faced, every triumph you celebrated — they are all part of your unique narrative. Acknowledge your journey, with all its ups and downs. Your experiences have shaped your perspectives, giving you the wisdom to lead with empathy and understanding.

Your personal journey is unique, and that authenticity is your greatest asset. Authentic leaders inspire trust and loyalty. When you embrace your personal story, including its vulnerabilities and successes, you connect with others on a deeper level. Your authenticity becomes a beacon, guiding others to embrace their journeys too. Remember, true leadership is not about being flawless; it’s about being genuine.

And finally, remember that your journey is a constant narrative that continues to unfold. Embrace it. And don’t forget that you hold the pen.

Wield it with intention. Write the next chapter of your story with courage, and share it with others. It will empower them to embrace their journeys fearlessly.

That’s a true gift.

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Trust Your Gut

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Your gut isn’t some mystical place that provides insights that appear out of thin air. The feelings you get when your gut is talking to you are the product of your intuition. And intuition is a skill honed through experience and self-awareness.

Think about it. Heaps of data and copious analyses don’t always give us the answer. The best course of action isn’t always black and white — it often lies in that uncomfortable gray area that leaders and teams sometimes try to avoid. That discomfort often makes people suppress their gut instincts too much.

That’s a shame, because the top leaders I know often state their intuitive prowess as a key to success. After years of facing diverse challenges and learning from both successes and failures, they’ve let each experience become a building block — enhancing their ability to read situations, anticipate outcomes, and trust their judgment.

Is your gut always right? No. Can it help in decision making? You bet. The key is learning how to use its power wisely.

Want to dive deeper into instincts and intuition? Check out this article on Psychology Today for some more details on what’s really going on in that gut of yours.

My gut is telling me it’s time to stop letting my introverted side create content and force myself to get out there are talk to people that I can help! I think I need to listen.

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