WEBVTT 1 00:00:18.545 --> 00:00:20.725 Hey, it's Rachel Cookee, your Modern Mentor. 2 00:00:21.225 --> 00:00:22.805 I'm the founder of Lead Above Noise 3 00:00:22.805 --> 00:00:25.085 where we help leaders activate performance 4 00:00:25.225 --> 00:00:27.085 and engagement without burning out. 5 00:00:27.915 --> 00:00:30.525 I've been speaking to leadership teams across industries 6 00:00:30.535 --> 00:00:32.085 about how to do this effectively 7 00:00:32.265 --> 00:00:33.765 and I would love to spend time with yours. 8 00:00:34.135 --> 00:00:38.885 Reach out anytime at rachel@leadabovenoise.com to inquire. 9 00:00:39.675 --> 00:00:41.535 Hey, before we jump into today's episode, 10 00:00:41.835 --> 00:00:42.855 can I ask a quick favor? 11 00:00:43.635 --> 00:00:46.615 If you're a regular listener or even an occasional one 12 00:00:46.715 --> 00:00:48.335 and you have something to say about the show, 13 00:00:48.835 --> 00:00:50.335 I'd love it if you'd leave a quick rating 14 00:00:50.355 --> 00:00:51.855 or review in your podcast app. 15 00:00:52.245 --> 00:00:54.655 Kind of the best way to help the show find new listeners 16 00:00:55.155 --> 00:00:57.055 and couldn't we all use Boost at work? 17 00:00:58.965 --> 00:01:02.345 So one of my favorite things about hosting this show is 18 00:01:02.345 --> 00:01:05.105 getting to talk to real life listeners who reach out. 19 00:01:05.815 --> 00:01:08.705 I've had half a dozen or so of these conversations recently, 20 00:01:09.245 --> 00:01:10.745 and do you wanna guess the one thing 21 00:01:10.745 --> 00:01:12.905 that has come up in every single one of them? 22 00:01:14.085 --> 00:01:17.185 It is morale, like it's low. 23 00:01:18.115 --> 00:01:19.815 In the past few weeks, I've talked 24 00:01:19.815 --> 00:01:21.975 to people working in government, in healthcare, 25 00:01:22.195 --> 00:01:23.495 in tech, in retail. 26 00:01:23.995 --> 00:01:25.775 And while it may show itself differently, 27 00:01:26.085 --> 00:01:28.695 reality is we are all struggling with a feeling 28 00:01:28.715 --> 00:01:30.015 of low morale these days. 29 00:01:30.635 --> 00:01:33.455 You know that blue melancholy feeling that we're all here, 30 00:01:33.555 --> 00:01:35.935 but we'd kind of rather be somewhere else. 31 00:01:36.745 --> 00:01:38.965 And this is a serious issue like 32 00:01:39.025 --> 00:01:41.205 for our collective mental health as well 33 00:01:41.205 --> 00:01:43.085 as our productivity and our impact. 34 00:01:43.535 --> 00:01:45.645 Everything suffers when morale is low, 35 00:01:46.425 --> 00:01:49.205 and one of the challenges I'm seeing is too many companies 36 00:01:49.205 --> 00:01:51.325 or leaders thinking it's about perks 37 00:01:51.425 --> 00:01:54.645 or parties when it's really about creating a culture 38 00:01:55.055 --> 00:01:58.245 where everyone feels valued and connected and supported. 39 00:01:58.905 --> 00:02:01.565 On the best part, you don't need a huge budget 40 00:02:01.705 --> 00:02:03.805 or major initiatives to make this happen. 41 00:02:04.435 --> 00:02:07.645 Sometimes the smallest shifts create the biggest impacts. 42 00:02:08.395 --> 00:02:10.845 I've had the pleasure of working with teams in many 43 00:02:10.845 --> 00:02:12.205 of these same industries 44 00:02:12.665 --> 00:02:15.165 and part of our work together has been to choose 45 00:02:15.265 --> 00:02:16.525 and implement low 46 00:02:16.545 --> 00:02:20.005 or no cost strategies designed to really turn things around. 47 00:02:20.905 --> 00:02:23.725 And today I'd love to share seven of my favorites 48 00:02:23.725 --> 00:02:26.205 with you just to get the creative juices flowing. 49 00:02:26.505 --> 00:02:28.925 So if your workplace is looking a little gray, 50 00:02:29.575 --> 00:02:32.765 let's see if we can infuse just a small dose of sunshine. 51 00:02:33.435 --> 00:02:36.405 Here we go. Idea number one, 52 00:02:36.815 --> 00:02:38.685 build a team recognition wall. 53 00:02:39.395 --> 00:02:43.885 I've mentioned before that my dad loves like loves Hallmark 54 00:02:43.885 --> 00:02:45.965 movies and sometimes I sit with him 55 00:02:46.105 --> 00:02:47.845 and I fall under that syrupy spell. 56 00:02:48.495 --> 00:02:50.565 Often in these movies there's a scene 57 00:02:50.695 --> 00:02:53.645 where some good doer does something quietly in the 58 00:02:53.645 --> 00:02:55.685 background to make sure the thing happens. 59 00:02:56.145 --> 00:02:58.965 The couple finds their connection or the kid wins the prize. 60 00:03:00.515 --> 00:03:02.995 I love these characters, but I'm not one of them, 61 00:03:03.535 --> 00:03:06.915 and I think most of us aren't, and that's totally okay. 62 00:03:07.815 --> 00:03:10.355 We wanna feel seen when we've done something good. 63 00:03:10.735 --> 00:03:11.915 We deserve to be seen. 64 00:03:12.305 --> 00:03:14.075 Whether the good we've done was big 65 00:03:14.075 --> 00:03:17.115 or small, we don't ever need to apologize for wanting 66 00:03:17.115 --> 00:03:18.835 to feel recognized for it. 67 00:03:19.835 --> 00:03:21.475 I talk to a lot of leaders who think 68 00:03:21.475 --> 00:03:23.035 that they need big budgets 69 00:03:23.135 --> 00:03:26.155 and overwrought programs to bring recognition to life, 70 00:03:26.965 --> 00:03:28.745 but really you don't need any of this. 71 00:03:29.605 --> 00:03:32.465 Me, I like a recognition wall, can be physical 72 00:03:32.485 --> 00:03:33.705 or virtual, whatever works, 73 00:03:34.445 --> 00:03:37.305 but it's just a place where people are encouraged to post 74 00:03:37.485 --> 00:03:39.745 and read about the small victories 75 00:03:39.755 --> 00:03:40.945 their colleagues have shown. 76 00:03:41.645 --> 00:03:43.105 Not just the big shiny wins, 77 00:03:43.205 --> 00:03:46.305 but the small gestures of kindness or creativity. 78 00:03:47.355 --> 00:03:49.885 Just create a space for people to call each other out. 79 00:03:50.305 --> 00:03:52.845 Hey Jane, your insight in last week's meeting really shifted 80 00:03:52.845 --> 00:03:56.645 our thinking, or Amaya, your advice to me ahead of 81 00:03:56.645 --> 00:03:58.245 that sales meeting was a game changer. 82 00:03:58.575 --> 00:04:02.485 Thank you. Small quick notes to see and be seen. 83 00:04:02.945 --> 00:04:05.245 You would be amazed at the shift this might deliver. 84 00:04:06.155 --> 00:04:08.965 Idea number two, walking one-on-one meetings 85 00:04:09.235 --> 00:04:12.885 because please, the sitting, the staring at screens, 86 00:04:12.955 --> 00:04:15.925 it's enough and sometimes it's necessary, 87 00:04:16.625 --> 00:04:19.205 but when it's not, slowly step away 88 00:04:19.545 --> 00:04:20.685 and do a walking meeting. 89 00:04:21.645 --> 00:04:23.285 I do these as often as possible 90 00:04:23.545 --> 00:04:25.725 and it changes my mood pretty dramatically. 91 00:04:26.275 --> 00:04:28.725 Take your one-on-one meeting outside, walk 92 00:04:28.725 --> 00:04:30.605 around the block pace in your backyard. 93 00:04:30.755 --> 00:04:34.365 Just get moving. If you're remote, invite your colleague 94 00:04:34.365 --> 00:04:36.445 to step outside while on their side of the call. 95 00:04:37.105 --> 00:04:38.605 The movement shifts the energy, 96 00:04:38.825 --> 00:04:40.525 it makes the conversation feel lighter 97 00:04:40.825 --> 00:04:43.245 and it helps you both connect in a more natural way. 98 00:04:44.175 --> 00:04:46.005 You'd be surprised how much easier it is 99 00:04:46.005 --> 00:04:49.005 to have real meaningful conversations when you're not stuck 100 00:04:49.005 --> 00:04:51.605 in the same chair staring at the same screen. 101 00:04:56.025 --> 00:04:58.395 Idea three, experiment with ownership. 102 00:04:59.175 --> 00:05:01.875 You've heard me talk about meetings sucking our souls 103 00:05:01.875 --> 00:05:02.955 out through our eyeballs. 104 00:05:03.495 --> 00:05:06.195 The struggle is real, but it doesn't have to be. 105 00:05:06.735 --> 00:05:08.155 If you know you're running a meeting 106 00:05:08.155 --> 00:05:11.155 that could be better in some way, like more efficient 107 00:05:11.415 --> 00:05:13.635 or more fun or more action oriented, 108 00:05:14.255 --> 00:05:16.475 why not give someone else a chance to run it next time? 109 00:05:17.345 --> 00:05:19.235 It's a great way to give yourself a little bit 110 00:05:19.235 --> 00:05:22.155 of breathing room while giving someone else the 111 00:05:22.155 --> 00:05:23.395 opportunity to be creative. 112 00:05:24.465 --> 00:05:26.805 Try rotating the responsibility of setting the agenda, 113 00:05:27.085 --> 00:05:28.485 facilitating the discussion, 114 00:05:28.545 --> 00:05:30.485 or experimenting with a new format. 115 00:05:31.535 --> 00:05:33.645 Fresh perspectives bring fresh energy, 116 00:05:34.025 --> 00:05:36.165 and when people feel like they have ownership over 117 00:05:36.225 --> 00:05:38.685 how their time is spent, they bring more focus 118 00:05:38.705 --> 00:05:39.805 and engagement to the table. 119 00:05:40.675 --> 00:05:43.095 No one wants to sit through another boring meeting, 120 00:05:43.635 --> 00:05:45.495 but giving people the chance to shake things up. 121 00:05:45.885 --> 00:05:47.255 This is where some magic can happen. 122 00:05:49.115 --> 00:05:52.725 Idea four, create the help wanted and offered space. 123 00:05:53.425 --> 00:05:54.845 Asking for help can be hard. 124 00:05:55.185 --> 00:05:57.165 People don't wanna seem like they're struggling 125 00:05:57.290 --> 00:05:59.165 or falling behind or adding 126 00:05:59.185 --> 00:06:01.685 to someone else's plate, but we can make it easier. 127 00:06:02.755 --> 00:06:05.525 I've seen some teams set up a standing optional 128 00:06:05.525 --> 00:06:06.925 meeting on the shared calendar. 129 00:06:07.665 --> 00:06:10.645 The rules are simple. If you're in a pickle or a bind 130 00:06:10.905 --> 00:06:13.245 or you're in a season of having insight 131 00:06:13.245 --> 00:06:15.645 or capacity to share, you show up. 132 00:06:16.035 --> 00:06:17.885 Someone in need presents their challenge 133 00:06:18.225 --> 00:06:19.685 and anyone present can offer 134 00:06:19.685 --> 00:06:21.245 to help in whatever way they can. 135 00:06:22.315 --> 00:06:24.405 Most people leave the meeting as both provider 136 00:06:24.665 --> 00:06:27.125 and receiver of assistance in some way. 137 00:06:27.915 --> 00:06:29.765 It's an awesome tactic for building care 138 00:06:29.785 --> 00:06:33.085 and connection while keeping everyone on task and supported. 139 00:06:33.945 --> 00:06:37.485 The key is normalizing both asking for and offering help 140 00:06:37.755 --> 00:06:39.485 because when teams support each other, 141 00:06:39.825 --> 00:06:41.525 the whole organization moves forward. 142 00:06:43.545 --> 00:06:45.835 Idea five, create a quit list. 143 00:06:46.465 --> 00:06:49.875 Most teams are great at adding new things, new projects, 144 00:06:49.935 --> 00:06:51.115 new meetings, new reports, 145 00:06:51.735 --> 00:06:53.915 but when was the last time you stopped doing 146 00:06:53.915 --> 00:06:55.115 something intentionally? 147 00:06:56.005 --> 00:06:58.715 Every quarter or month, sit down as a team 148 00:06:58.815 --> 00:07:01.875 and ask, what's taking up time without adding value? 149 00:07:02.565 --> 00:07:04.835 Maybe it's an old report that no one reads 150 00:07:05.095 --> 00:07:06.795 or a process that feels redundant 151 00:07:06.975 --> 00:07:08.915 or standing meeting that has lost its purpose. 152 00:07:09.775 --> 00:07:10.875 Cut. What isn't serving you? 153 00:07:11.535 --> 00:07:13.915 Morale isn't just about doing more of what's good, 154 00:07:14.105 --> 00:07:17.195 it's about shutting down what's sucking your souls out. 155 00:07:18.615 --> 00:07:21.385 Idea six round robin, quick insights. 156 00:07:22.225 --> 00:07:23.865 A great team isn't just working together, 157 00:07:24.215 --> 00:07:25.305 they're learning together, 158 00:07:26.005 --> 00:07:27.385 but learning doesn't have to be formal. 159 00:07:28.245 --> 00:07:29.585 At the start of each team meeting, 160 00:07:30.175 --> 00:07:32.465 have everyone on the call share one 161 00:07:32.465 --> 00:07:33.505 thing they learned this week. 162 00:07:34.005 --> 00:07:36.585 It can be a work related insight, a tip from a podcast 163 00:07:36.885 --> 00:07:38.705 or even a random fun fact. 164 00:07:39.405 --> 00:07:41.625 The goal is to create a culture of curiosity 165 00:07:41.885 --> 00:07:44.465 and sharing where people are constantly growing 166 00:07:44.685 --> 00:07:46.385 and staying engaged with new ideas. 167 00:07:47.595 --> 00:07:51.735 And finally, idea number seven, the ask Me Anything hub. 168 00:07:53.005 --> 00:07:55.545 We all, as they say, contain multitudes 169 00:07:55.965 --> 00:07:58.025 and we like to showcase what we know and love. 170 00:07:59.255 --> 00:08:01.945 I've seen teams successfully set up an a MA 171 00:08:02.005 --> 00:08:04.985 or ask me Anything hub where each member of the team 172 00:08:05.555 --> 00:08:07.305 lists the things they consider themselves 173 00:08:07.945 --> 00:08:08.945 somewhat expert on. 174 00:08:09.565 --> 00:08:10.825 It doesn't mean you know everything, 175 00:08:10.885 --> 00:08:12.585 but just that you have some knowledge 176 00:08:12.585 --> 00:08:13.625 and you're happy to share. 177 00:08:14.415 --> 00:08:17.265 Like if it were me, I would list workshop 178 00:08:17.285 --> 00:08:19.985 and leader offsite design, weightlifting for Women, 179 00:08:20.205 --> 00:08:22.425 and obviously Golden Girls Trivia 180 00:08:22.775 --> 00:08:24.585 because sometimes it's about the work 181 00:08:24.885 --> 00:08:26.945 and sometimes it's about connecting with people 182 00:08:27.085 --> 00:08:29.705 who share your interests, even if they're quirky. 183 00:08:30.915 --> 00:08:33.165 Have everyone participating share their topics 184 00:08:33.585 --> 00:08:35.685 and just post it somewhere everyone can see. 185 00:08:36.425 --> 00:08:37.935 You'd be amazed at the expertise 186 00:08:37.935 --> 00:08:39.695 that gets tapped on the new moments 187 00:08:39.715 --> 00:08:40.975 of connection that start to happen. 188 00:08:42.425 --> 00:08:45.065 I hope if morale is a challenge in your workplace, 189 00:08:45.295 --> 00:08:46.465 that at least one 190 00:08:46.465 --> 00:08:48.665 of these ideas sounds like something worth trying. 191 00:08:49.575 --> 00:08:51.865 Just remember, you don't need a massive budget 192 00:08:51.925 --> 00:08:53.145 or major overhaul. 193 00:08:53.615 --> 00:08:56.325 Just small increments of connection, of purpose, 194 00:08:56.545 --> 00:08:59.445 of shared experience can really change the game. 195 00:09:00.385 --> 00:09:03.525 If you try one or you have others to share, let me know. 196 00:09:03.975 --> 00:09:07.605 Shoot me a note anytime at rachel@leadabovenoise.com. 197 00:09:08.305 --> 00:09:10.365 And if your organization or team needs a boost 198 00:09:10.585 --> 00:09:14.165 or it's a workshop, a keynote, or a pulse check, let's talk. 199 00:09:14.625 --> 00:09:16.685 You can find me@leadabovenoise.com. 200 00:09:17.265 --> 00:09:19.085 And if you're loving the show, don't forget 201 00:09:19.085 --> 00:09:21.605 to follow Modern Mentor on Apple Podcasts, Spotify, 202 00:09:21.865 --> 00:09:22.885 or wherever you listen. 203 00:09:23.385 --> 00:09:25.485 Modern Mentor is a quick and Dirty Tips podcast. 204 00:09:25.835 --> 00:09:27.525 It's audio engineered by Dan Fand. 205 00:09:27.865 --> 00:09:30.205 Our director of podcasts is Brandon Getches. 206 00:09:30.545 --> 00:09:33.005 Our podcast and advertising operations specialist 207 00:09:33.065 --> 00:09:34.245 is Morgan Christensen. 208 00:09:34.625 --> 00:09:37.165 Our digital operations specialist is Holly Hutchings. 209 00:09:37.505 --> 00:09:40.285 Our marketing and publicity associate is Dina Tomlin, 210 00:09:40.585 --> 00:09:42.805 and our marketing contractor is Nathaniel Hoops.