The effects of a disengaged workforce are evident in your bottom line. You can change that, and the way is quite simple, really!

It’s the conversation no one wants to have: Business is simple. People are complicated.

If you manage a team of people then you know by now what every successful business leader knows – business is simple, but people are complicated. If only everyone would actually do his or her job, imagine what would be possible. If you could rely on your people enough that you could delegate without having to check up on them, if every one of them did the job they’re being paid for even without someone looking over their shoulder, imagine how much easier things would be…

Kyle MorkLaura has been a fantastic asset for our company and for me personally for well over a year. She has a unique ability to discern the core issue and help you work through possible solutions. She has become a trusted confidant and friend, and a great help as our company grows and changes.

Kyle Mork President Energy Corporation of America

You wouldn’t have to slog your guts out just to keep everything on an even keel. And that’s just the beginning. The most successful companies are the ones where the workforce is engaged and everyone is performing well in their role. Go figure, right? But here’s the surprising part…

These successful companies are NOT necessarily the ones with the very best quality workforce. They don’t have the highest concentration of high performing individuals. In fact, many of the most successful companies do just great with a workforce of average individuals. Here’s why…

The Conversation No One Wants To Have

The key defining factor in the effectiveness of the workforce is NOT the quality or qualifications of the individuals, but the way in which those individuals are led and managed. The right leadership approach can turn the most unlikely of troops into a formidable army. So here’s the good news… If you are in a position to be frustrated with the performance of your people, then you’re also in a position to initiate the strategic changes that will transform your team into a top-performing workforce.

Let’s not beat around the bush here. This is the conversation no one wants to have with you. This is the conversation you may not want to have with yourself. But if I’m going to be of any service to you at all I need to start by telling you the truth. No sugar coating. Over 25 years in this business I’ve learned one undeniable fact. When there are people problems in any company, it begins and ends with the leaders in that company. Yes, there will always be nightmare employees and crazy-making staff members, but you underestimate the influence you have as a leader. When the leadership is clear about what to do to get the most out of their people, the workforce immediately begins to fall in line.

A friend of mine once asked a psychotherapist, “How young are the kids you treat?” “No younger than teenagers,” she replied. “Just a few days ago a woman asked me to see her 3 year old. My child is crazy, she said. Children that young are only manifesting the problems with how they’re being parented. So the child is not crazy, it’s Mom who’s crazy!”

We don’t always realize it, but having employees is a little like having kids. They take their lead from you. And just like different kids require different parenting styles, different employees have different needs. This isn’t exactly what they’re teaching at business school, but stick with me here…

There are certain leverage points in every business – small things that when done right, reap huge rewards. Small hinges swing big doors. And one of those hinges in every company is how you communicate with, motivate, and reward your people. It’s also the thing most companies make one common mistake with…

The One Big Mistake Even Great Companies Make

Most companies make the mistake of treating all their employees the same way. But we already know that different people require different approaches. You’ll definitely know this if you ever tried to convince your parents to buy you a car or let you go to a party when you were growing up. The approach you took to convince your mom was probably different than the angle you worked with your dad, right?

Different people respond to different things. And it makes no difference whether they’re communicating with their family at home, or their boss at work. And if you don’t know how to recognize what an employee will respond to and how to deliver it then it’ll feel like you’re repeatedly banging your head against the wall as your staff under-perform, make silly mistakes, and appear incapable of change.

When it comes to leading your employees, one size does NOT fit all.

Understanding What’s Really Going On

The philosopher Alan Watts said:

The question “What shall we do about it?” is only asked by those who do not understand the problem. If a problem can be solved at all, to understand it and to know what to do about it are the same thing. On the other hand, doing something about a problem which you do not understand is like trying to clear away darkness by thrusting it aside with your hands. When light is brought, the darkness vanishes at once.

If you feel like you have to fight with your people to get them to perform at the level you need, then you need to shine a light on the problem. In my experience, when you discover the different types of employees and how to get the most out of them, the problems dissolve.

Very few executives and business leaders are ever given this valuable information about how to understand what type of person you’re dealing with and how to draw the top-performer out of them. That’s why I’ve decided to make a three-part video series explaining the ‘One Size Does NOT Fit All’ approach to leading your team.

In this free video series you’ll learn how to identify what kind of employee you’re dealing with and how to communicate with, motivate, and reward them in a way that makes them conscientiously and reliably do their job.

70% of employees in America are not engaged in their work, and as a result do a sub-standard job. And the performance they do put in is out of obligation only. Obligation is the worst way to influence people. If your employees are showing up and doing their job simply because they know they should then life is never going to get any easier.

But when you understand the simple One Size Does NOT Fit All principles I’m going to share with you, you’ll be able to positively influence your staff so they become actively engaged at work, making your life easier and the company more successful.

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Pete LeckembyLaura helped me realize I have worth and value and a lot to offer, but most of all that I am worth every bit of hard work it takes each day to be a better person.

Pete Leckemby Accelerate Leadership Group

Laura has been a joy to work with. She can seamlessly move between the roles of teacher, mentor, and coach to provide useful insight and challenging questions. I have worked with Laura for over a year and a half, and have grown tremendously as a leader and individual during that time.

Ryan Deaderick Vice President of Production Energy Corporation of America

In this video series you’ll discover:

  • The shocking truth about employee disengagement in US businesses
  • What procrastination is costing your business in dollars and cents
  • What your true job title is; it’s not what’s on your business cards
  • How “Intent does NOT equal Impact” and what to do about it
  • The difference between motivation and inspiration and what your role is
  • How shining a spotlight on an employee’s accomplishment may be counterproductive

Leave your name and email below to get free access to the three-part One Size Does NOT Fit All video series.

Get Your Free Access to These Leadership Videos

Complete your details below and I will give you instant access:

About the Author

Laura PriscLaura Prisc has a burning desire to help others grow and she firmly believes the place to start is with self-awareness and intentionality. Through her coaching, teaching, and speaking Laura helps individuals, teams, entrepreneurs, and organizations discover themselves, identify what holds meaning in their lives, and raise the level of their performance.

She is committed to helping others discover their purpose, define their dreams, and create the lives they long for thru reflection, focused thinking, and intentional action.

The author of The “What Matters Most” Manifesto; certified Coach, Teacher, and Speaker thru both the John Maxwell and Deeper Path Teams; Gallup-Certified Strengths Coach and Gallup-Trained Entrepreneurial Strengths Coach, Laura is well equipped to accompany you on your self-discovery journey. Prior to her work in personal development, Laura worked as a professional communicator in a variety of industries for nearly 25 years. She and her family live in West Virginia.