Alcohol Awareness Month - A Sensitive Subject for Leaders

April 26, 2016

The High Cost of Denial – Working Under the Influence

February 6, 2017

There is much good information about the role of a leader.  With so much guidance available, what is a busy leader to do? Information overload can hit very quickly and we fall back to old, comfortable patterns.  A leader often must make decisions with little time to reflect.  The most effective leaders are able to keep a laser focus on a goal.  In the spirit of spring cleaning, let’s declutter and focus our energy on three priorities for leadership success.  1. Set expectations. 2. Get input and feedback 3. Reinforce those expectations.


In my mind, a leader’s primary role boils down to this:  To create conditions where individuals and teams achieve desired results.  Seems simple, right?


Last time, we talked about focusing on the basics of our leadership role (Set expectations. Get feedback. Reinforce.)  What?  You’re doing all these things and still not seeing the results you hope?  Still herding cats?  What is an awesome leader to do?

Let me ask you something.  Think about a time when you really felt heard.  The person gave you a powerful sense that they truly understood you – that your thoughts and opinions mattered.  What did he or she do to leave those feelings with you?  Were you surprised?  Now the million-dollar question – How does your team feel when you engage with them?  Do they feel heard, understood, valued?  Should you care?  There are deadlines to meet.  Customers to serve.  Targets to hit.




Have you noticed that finding great talent now feels like a marathon?  Recruiting talent is challenging enough for large employers with tons of resources.  For small business leaders, the tight labor market is creating a great obstacle to business growth and success.

If you’ve done any hiring lately, I’ll venture that you might say it’s gotten extremely difficult to find that perfect candidate.  Perhaps you’ve encountered one of these scenarios:  A candidate schedules an interview with you and then he doesn’t show up?







Leaders – Grow Your Influence This Year

January 13, 2017

As we close out April and Alcohol Awareness Month, a few thoughts come to mind.  Alcohol misuse not only impacts individuals and their families, but organizations as well.  According to the National Council on Alcoholism and Addiction, workers with alcohol problems were 2.7 times more likely to have injury related absences. Analysis of workplace fatalities showed that at least 11% of the victims had been drinking.



Welcome

Welcome to our home!


November 1, 2015

Working hard at your job and being rewarded with increased responsibility seems to be the goal for many in the workforce. Usually, that increased responsibility means watching over the work of others as a supervisor or manager. That vision can be exhilarating for many people. You now have the opportunity to make an impact, have influence, and do things your way.

Happy New Year

Success planning – resolve to do three things for your employees.

January 1, 2016

Working hard at your job and being rewarded with increased responsibility seems to be the goal for many in the workforce. Usually, that increased responsibility means watching over the work of others as a supervisor or manager. That vision can be exhilarating for many people. You now have the opportunity to make an impact, have influence, and do things your way.

The Fine Art of Delegating

July 11, 2017

Cultivate Listening and Watch Your Team Grow

April 18, 2016

Foundations 1 – Attracting the Right Person to Your Team

May 20, 2016

The recruiting race is over and you found the best employee for your current needs.  Way to go!  Now is your chance to make a significant impact.  With this fresh beginning, you enjoy the mutual spark that accompanies a new team member.   It’s crucial to treat this time as if you were Bear Grylls creating a fire in the wilds of Alaska.  What does he do once he has a spark?  He treats that spark with great care giving it 100% focus until it grows into a flame.  Our new employees deserve and want full attention to their needs.  Because, if we fall short, that flame fizzles, the employee leaves and we’re back to recruiting for an open position.







The Giant Leap from Contributor to Leader

May 3, 2017

Leadership Declutter Project – Focus on Your Role

March 21, 2016

Foundations 2 – Keep the Fire Going – Onboarding Success

June 30, 2016

Open Gate Consulting was created to be a place where you, the business leader, are heard.  It is a difference we believe matters – especially in the world of people development consulting.  The constant distractions of our world, mean communication and connection are often lost – mistakes and their fallout become the norm.  Our purpose is to change that reality.  By taking the time to understand your needs, concerns, and goals we aim to partner with you in building your plan for success.  You will experience the difference and see results – not only a changed environment, but improvement in your concrete goals.  The capacity already exists within your team – we simply nudge open the gate.

We invite you to explore our website to see what we offer and how our services will benefit your organization.  You may even want to take a test drive.  Enjoy the benefit of finding solutions to some of your most pressing people development challenges at no cost.  You gain valuable information to move your team forward without an obligation.  Our process allows that ease because we want you to be comfortable with us and know Open Gate Consulting is the right fit. 

Please, step on in and have some coffee with us.  We’d love to get to know you.

For several years, surveys revealed “retaining top talent” as one of the main concerns of CEOs.  The war for talent looks to be alive and well in 2016.  http://www.prnewswire.com/news-releases  For managers with a dizzying list of competing priorities, it can be pretty tough to figure out the solution.  People are infinitely unique and complex.   What is the secret to keep high performers engaged and loyal to the organization?

The secret is this – there is a lot information to guide us.  The challenge is execution.


Let’s start with an achievable goal - what are three things you can do to improve employee retention in your organization?


Want to grow your influence this year and beyond?   Perhaps you manage a small team or own a mid-size company.  Or maybe you’re an individual contributor and don’t see yourself as a leader – but someday.  Regardless how we perceive ourselves, we all have the capacity to be leaders – right here and now.  It’s tempting to look at magnetic leaders who are media darlings as models for success.  The reality is -  real leadership is far more subtle and nuanced than offering a charismatic speech or witty platitudes.







Think about this – one of your steady employees recently leaves you feeling concerned.  Her work product is full of errors, she shows up late from time to time.  Once, you even thought you smelled alcohol – but no.  It couldn’t be.  Could it?  One of the toughest parts of a leader’s job is managing those situations where substance abuse collides with the workplace.  We don’t want to think our steady employee could be experiencing a problem with drugs or alcohol.  Denial is a powerful coping mechanism and can hinder the most insightful among us.