Empowering Team Members

Kind leaders are seen as 4x more effective (HBR) Why? They focus on these 4 KPIs 👇 In a world obsessed with Key Performance Indicators, conscious leaders know: It’s not just about outcomes. It’s about what fuels them. So here’s a new kind of KPI: ➡️ Keep People Interested ➡️ Keep People Informed ➡️ Keep People Involved ➡️ Keep People Inspired These aren’t soft metrics. They’re strategic levers - for engagement, innovation, and retention. Let’s break them down - with science, not fluff. 1️⃣ Keep People Interested → Drives Engagement ✨ Attention is the new currency. ✨ Boredom breeds burnout. Curiosity fuels creativity. Try this: Invite co-creation. Let your people ask the questions, not just follow instructions. 💡 Research from Gallup shows engaged teams are 21% more profitable. 2️⃣ Keep People Informed → Builds Trust ✨ Transparency is the foundation of psychological safety. ✨ People don’t fear change—they fear being kept in the dark. Try this: Share not just decisions, but the “why” behind them. 💡 Google’s Project Aristotle found psychological safety was the #1 factor in high-performing teams. 3️⃣ Keep People Involved → Increases Ownership ✨ People support what they help create. ✨ Inclusion isn’t just moral—it’s strategic. Try this: Give your team a seat at the table—early. Not just at the end. 💡 Studies show inclusive leaders boost team performance by up to 30%. 4️⃣ Keep People Inspired → Sustains Performance ✨ Inspiration outlasts instruction. ✨ Meaning is the real motivator. Try this: Connect daily work to a larger purpose. Speak to hearts, not just KPIs. 💡 McKinsey found purpose-driven organizations outperform the market by 5–7% per year. Conscious Leadership isn’t just good for people. It’s smart business. Kindness isn’t weakness. It’s a competitive advantage. And it starts with the right KPIs. Which of these 4 KPIs will you focus on this week? 🔁 Share if you believe in outcomes balanced by kindness. ➕ Follow Bhavna Toor for more on Conscious Leadership.

Want to know Google’s secret to employee motivation? It’s so simple, any founder can start using it today: At Google, I’ve seen firsthand how recognition fuels engagement, collaboration, and retention. And surprisingly, it doesn’t take much—just a simple system called Peer Bonus. Here’s how it works: STEP 1 — Nomination Anyone can nominate a colleague for going beyond their core role. STEP 2 — Reward It comes with a small financial reward, but the real power is in public appreciation—managers, teams, and leadership see the impact. STEP 3 — Magic happens A ripple effect starts—when people feel valued, they contribute more. I’ve seen this in action countless times. A Googler helps another team solve a problem outside their immediate scope. Their contribution gets recognized with a peer bonus. Soon, others step up to do the same. Recognition becomes a habit, and collaboration follows. Why this matters (beyond Google): ✔ Motivation thrives on appreciation When people feel valued, they don’t wait to be told to go the extra mile, they just do it. ✔ Recognition builds culture No expensive perks required. Just a commitment to making great work visible. ✔ Startups can do this today No need for a formal system. A quick shoutout at a weekly meeting or a Slack highlight can have the same effect. 3 ways founders can build a culture of recognition: 1 — Start every meeting with a shoutout Take 2 minutes to acknowledge great work from the past week. It sets the tone for a culture of appreciation. 2 — Make recognition public Whether it's a Slack message, an email, or a team-wide announcement, make sure others see and celebrate contributions. 3 — Give specific feedback Don’t just say “Great job!” Be specific: “Avi helped us achieve X by doing Y. The total impact was Z.” Founders: How do you make sure your team feels seen and valued? #LifeAtGoogle

Emotional intelligence isn’t just about understanding yourself, it’s about how you help others rise and become leaders. In the workplace, leaders who use emotional intelligence with intention create a vibrant culture where people feel seen, supported, and motivated. Here are 7 easy ways to practice EQ daily and lift others up: ✅Listen fully: put away distractions and give someone your undivided attention. Presence is power. ✅Acknowledge emotions: name what you notice. Here's an example: “I can tell this is frustrating; let’s talk through it.” ✅Offer encouragement: a small word of belief at the right moment can change the trajectory of someone’s day. ✅Show curiosity: ask thoughtful questions that invite input, ideas, and perspectives. ✅Give credit generously: spotlight the contributions of others in front of peers and leaders. ✅Practice empathy in action: adjust workloads, extend flexibility, or simply check in when stress is high. ✅Lead with optimism: model resilience by framing challenges as opportunities to grow together. When leaders commit to these simple behaviors, it has a ripple effect on the culture of the entire organization. Trust deepens, morale lifts, and culture thrives. What’s one emotionally intelligent action you can take today to build a culture where people love to work?

Is emotional intelligence a crucial skill? One leadership topic that continues to garner significant attention is the evolving role of emotional intelligence (EI) in leadership. With the increasing emphasis on workplace wellness and mental health, leaders are now expected to step beyond traditional roles and embrace emotional intelligence as a fundamental aspect of their leadership toolkit. Emotional intelligence, the ability to recognize, understand, and manage not only one’s own emotions but also those of others, is proving to be a crucial factor in enhancing team performance, improving communication, and building a resilient organizational culture. Leaders who exhibit high levels of EI are better equipped to handle conflict, foster a positive work environment, and lead change effectively. Incorporating EI into daily leadership practices involves active listening, empathy, and an openness to feedback. Leaders must cultivate a supportive atmosphere that not only recognizes the efforts of their team but also attends to their team members' emotional well-being. This approach not only boosts morale but also increases productivity and loyalty among employees. Moreover, the global shift towards remote work has highlighted the importance of emotional intelligence in managing dispersed teams. Leaders are now challenged to maintain team cohesion and motivate employees through screens, which requires an even greater focus on emotional communication cues and proactive engagement strategies. As we continue to face these challenges, it’s clear that emotional intelligence is not just a soft skill but a critical leadership imperative. How are you integrating emotional intelligence into your leadership practices? How has it changed the dynamics of your team and business outcomes? Let’s continue this important discussion and learn from each other’s experiences to navigate our evolving workplaces more effectively. #leadershipdevelopment #emotionalinteligence

Here’s one of the most popular and least effective management methods: a strategy template that starts with a company’s Vision and Mission, then cascades down to Strategies and Objectives. It has all kinds of problems, such as containing no reference to customers’ priorities or your competitive strengths (these should be foundational!). It often produces vague, generic results that avoid making difficult choices. But let’s focus here just on the Vision aspect. Vision can actually be quite useful, if framed properly. Vision provides guidance for company priorities through context and specificity. It should not be like the one from the restaurant chain Chipotle: “We believe that food has the power to change the world.” Nice, but meaningless. A vision should be of how the world will look in the somewhat long-term future and what your company’s place could be in it. See, for example, this short video that United Rentals, a $14 billion equipment-rental company, produced. It inspires, but it is also quite tangible and relatable to what the company does. You may not have the resources UR had to create such a slick video (although, with AI-generated video, the cost and skill barriers are tumbling fast). But you can lay out in words (perhaps complemented by AI-generated images) how the world will look in 10 years in ways that are relevant to your industry, and what role your firm can play in that time period. A useful vision can sketch the future competitive context and why you will have a commanding position. Certainly it can have public spirit (a future vision based on customer exploitation is neither inspiring nor sustainable!). However, it’s perfectly fine to show why your shareholders should be delighted with these outcomes. Such a vision then guides nearer-term strategic choices, including the creation of new capabilities, relationships, or business models. In the fray of constantly changing industry and competitive dynamics, it provides a North Star to guide where your efforts head. It also ensures that you invest in long-term projects alongside the shorter-term imperatives which typically dominate day-to-day thinking. Your vision doesn’t need to change the world. But it will likely alter your industry and company. Clear and specific visions show the direction of the road even while you give most of your attention to the traffic that surrounds you.

𝗧𝗵𝗲 𝗣𝗼𝘄𝗲𝗿 𝗼𝗳 𝗥𝗲𝘄𝗮𝗿𝗱𝘀 𝗮𝗻𝗱 𝗥𝗲𝗰𝗼𝗴𝗻𝗶𝘁𝗶𝗼𝗻: 𝗕𝗲𝘆𝗼𝗻𝗱 𝗣𝗮𝘆𝗰𝗵𝗲𝗰𝗸𝘀 💡 If there's one thing that today’s workforce is clear about, it's this: 𝘁𝗵𝗲𝘆 𝗱𝗼𝗻’𝘁 𝗷𝘂𝘀𝘁 𝘄𝗼𝗿𝗸 𝗳𝗼𝗿 𝗺𝗼𝗻𝗲𝘆. Sure, paychecks matter, but there’s so much more that fuels their drive—𝗯𝗲𝗶𝗻𝗴 𝗿𝗲𝗰𝗼𝗴𝗻𝗶𝘇𝗲𝗱 𝗳𝗼𝗿 𝘁𝗵𝗲𝗶𝗿 𝗲𝗳𝗳𝗼𝗿𝘁𝘀. This is something I’ve come to learn deeply, especially after joining the BNI Exclusive community. With over 3 lakh+ entrepreneurs coming together, what’s fascinating is how so many of them take up responsibilities voluntarily, without expecting financial compensation. Why? It all comes down to 𝗥𝗲𝘄𝗮𝗿𝗱𝘀 𝗮𝗻𝗱 𝗥𝗲𝗰𝗼𝗴𝗻𝗶𝘁𝗶𝗼𝗻. 🎖️ BNI shows us that when you create a culture that appreciates effort, people stay committed, engaged, and go the extra mile. This is a key takeaway I applied at 𝗥𝗲𝗰𝗲𝘅. We designed an 𝗶𝗻𝗰𝗲𝗻𝘁𝗶𝘃𝗲 𝘀𝘁𝗿𝘂𝗰𝘁𝘂𝗿𝗲 that rewards our top performers consistently—not just with money, but with appreciation, recognition, and acknowledgment for their efforts. 🏆 If your organization is struggling with 𝗵𝗶𝗴𝗵 𝗲𝗺𝗽𝗹𝗼𝘆𝗲𝗲 𝗮𝘁𝘁𝗿𝗶𝘁𝗶𝗼𝗻 𝗼𝗿 𝗱𝗶𝘀𝗲𝗻𝗴𝗮𝗴𝗲𝗺𝗲𝗻𝘁, here are some actionable steps to turn things around: 𝟭. 𝗕𝘂𝗶𝗹𝗱 𝗮 𝗥𝗲𝗰𝗼𝗴𝗻𝗶𝘁𝗶𝗼𝗻 𝗙𝗿𝗮𝗺𝗲𝘄𝗼𝗿𝗸: Start by recognizing small wins and contributions across the team. Create a space for appreciation beyond just yearly bonuses. 𝟮. 𝗖𝗲𝗹𝗲𝗯𝗿𝗮𝘁𝗲 𝗣𝘂𝗯𝗹𝗶𝗰𝗹𝘆: Ensure recognition happens in front of the whole team—whether through an announcement in meetings or on your internal channels. It makes a world of difference when people know their contributions are seen by others. 🎉 𝟯. 𝗧𝗶𝗲 𝗥𝗲𝗰𝗼𝗴𝗻𝗶𝘁𝗶𝗼𝗻 𝘁𝗼 𝗠𝗶𝗹𝗲𝘀𝘁𝗼𝗻𝗲𝘀: Make recognition part of reaching important company goals. Whether it's a team celebration or personal shout-outs, make it known that success is valued. 𝟰. 𝗖𝗿𝗲𝗮𝘁𝗲 𝗢𝗽𝗽𝗼𝗿𝘁𝘂𝗻𝗶𝘁𝗶𝗲𝘀 𝗳𝗼𝗿 𝗣𝗲𝗲𝗿 𝗥𝗲𝗰𝗼𝗴𝗻𝗶𝘁𝗶𝗼𝗻: Sometimes the best recognition comes from colleagues. Encourage a culture where teammates can recognize each other for their efforts and contributions. 𝟱. 𝗥𝗲𝘄𝗮𝗿𝗱 𝗘𝗳𝗳𝗼𝗿𝘁, 𝗡𝗼𝘁 𝗝𝘂𝘀𝘁 𝗥𝗲𝘀𝘂𝗹𝘁𝘀: Understand that results take time. Consistent effort should be recognized too! At Recex, these principles have led to happier teams and more engaged employees. If you're facing high turnover or lack of motivation, it might be time to rethink your reward and recognition system. 💡 𝗔𝗰𝘁𝗶𝗼𝗻𝗮𝗯𝗹𝗲 𝘁𝗮𝗸𝗲𝗮𝘄𝗮𝘆: Start today. Introduce one small change in how you recognize your team’s efforts, and watch how it changes your company culture for the better. Recognition isn’t just a nice gesture—it’s a powerful motivator that drives long-term success. Swipe through the pictures to see some of our recognition moments! 🌟 #Leadership #TeamBuilding #RewardsAndRecognition #EmployeeEngagement #CultureOfAppreciation #Recex #BNIExclusive

Your high IQ is worthless if you can't control your emotions at work. Here's proof. People with high emotional intelligence earn significantly more than their reactive counterparts. Here's the reality check: • 58% of your job performance depends on emotional intelligence. • Only 42% of companies provide EI training • Managers with high EI are 4x less likely to lose their best employees The workplace cost of poor emotional control: - Damaged relationships - Missed opportunities - Career stagnation - Lower team productivity - Increased stress levels Here's how top performers master their emotions: 1. The 3-Second Rule → Count to three before responding to triggers → This prevents career-damaging reactive responses 2. The Intention Shift → Assume positive intent from others → Ask clarifying questions before jumping to conclusions 3. The Power Pause → Step away from heated situations → Return only when emotions are regulated FedEx Express implemented EI training and saw an 8-11% increase in leadership effectiveness. Sky's EI program resulted in: - 25% increase in empathy - 21% improvement in relationship skills - Better business decisions - More positive workplace culture The truth? Controlling your emotions isn't weakness - it's your workplace superpower. Choose ONE of these techniques and practice it tomorrow. Your career will thank you. Which technique will you try first? ✍️ Your insights can make a difference! ♻️ Share this post if it speaks to you, and follow Ravi Singh for more #EmotionalIntelligence #Leadership #WorkplaceCulture #PersonalDevelopment

One of the most valuable leadership traits of 2025?  (It might not be what you’d expect.) Emotional intelligence. Some leaders think it’s about just being "nice". But EQ is so much more than that. It’s about tackling tough conversations with honesty. And building trust, even when things get hard. Here are 12 ways emotionally intelligent leaders  do things differently: ✅ Self-Awareness They recognize how their emotions impact decisions  before those emotions take control. ✅ Active Listening They listen to what’s being said and what’s left unsaid.  That’s where the real insight is. ✅ Emotional Control Rather than letting stress run the show,  they pause, assess, and respond with intention. ✅ Empathy in Action True leaders go beyond saying, “I understand.” They prove it by making people feel heard. ✅ Constructive Feedback They give feedback that pushes and uplifts, because growth requires both challenge and support. ✅ Stress Management They lead by example, showing that self-care isn’t a luxury it’s a responsibility. ✅ Conflict Resolution They address problems early,  before they turn into bigger issues that erode trust. ✅ Adaptability They adjust to change quickly.  Helping their team do the same without  losing momentum. ✅ Boundaries They protect their time and energy, knowing that saying “no” to the wrong things  means saying “yes” to what really matters. ✅ Positive Influence They bring steady, grounded energy  because a leader’s mood sets the tone  for the whole team. ✅ Self-Motivation Initiative comes naturally to them, even when no one’s watching. They don’t wait for permission to lead. ✅ Social Awareness They pick up on team dynamics and subtle shifts because culture isn’t built in meetings. It’s built in moments. What I have learned? Emotional intelligence isn’t just a skill  you check off a list. It’s what helps you lead with heart,  empower change, and ignite real growth. ♻️ Find this valuable? Repost to share with your network. 📌 Follow Amy Gibson for more leadership insights.

🔷 Leadership Insight: The Importance of Emotional Intelligence 🔷 Emotional Intelligence (EQ) is the foundation of effective leadership, fostering deeper connections, trust, and understanding among teams. While technical expertise and strategic thinking are critical, it’s a leader’s ability to navigate emotions—both their own and others’—that often determines long-term success. EQ involves self-awareness, empathy, and social skills, and these elements can transform how leaders inspire ✨, communicate 🗣️, and adapt 🔄 in a dynamic workplace. 1. Cultivate Self-Awareness: Self-awareness is the cornerstone of EQ. Take time to reflect on your strengths, triggers, and areas for growth. Regularly solicit feedback from your team or mentors to understand how your actions impact others. A leader who understands their emotions and how they influence decisions can approach challenges with clarity and purpose 🎯. 2. Practice Empathy: Empathy goes beyond understanding others’ emotions; it involves actively listening and validating their experiences. Show your team that their perspectives matter by asking thoughtful questions and genuinely considering their input. Empathy fosters trust, encourages collaboration, and builds a supportive work culture 🌈. 3. Strengthen Social Skills: Effective leaders communicate clearly, resolve conflicts gracefully, and build strong relationships. Invest in your interpersonal skills by focusing on active listening, adaptability, and fostering open dialogue. Strong social skills allow you to navigate team dynamics, motivate others, and handle challenges with poise 🌊. Call to Action: As you lead, challenge yourself to embrace EQ as a vital tool in your leadership toolkit 🛠️. Reflect on how you can better understand yourself, connect with your team 🤗, and create an environment where everyone feels valued 🌟. Consider setting a goal this week to actively practice empathy in a conversation 🗣️ or seek feedback on your leadership style 📝. Remember, leadership isn’t just about directing—it’s about connecting. When you lead with emotional intelligence, you empower those around you to thrive. #229ExecutiveDevelopment #TWH Bill Russell Drex DeFord Meghan Trevorrow Jairus Williams Kate Gamble Holly Russell

What's the rhythm of your company's strategy making? At Oscar Health, turning vision into action is a yearly orchestra. 🎼 Every company has a unique cadence for setting vision and strategy. Product operations bridge these big-picture goals into tangible roadmaps that align with organizational rhythms. Let's explore how Oscar approaches this: 1️⃣ Company Vision: The vision, "make a healthier life accessible and affordable for all," allows for strategic evolution as needed. This consistent north star guides the planning process. 2️⃣ Strategy and Goals: Oscar assesses its strategy regularly, defining annual priorities that culminate in a yearly roadmap. This structured approach ensures clarity and alignment. 3️⃣ Initiatives: Oscar differentiates between global and local initiatives:   - Global Initiatives: Managed centrally, like launching virtual primary care, these efforts require coordination and space in the roadmap.   - Local Initiatives: Driven by individual pods, these efforts align with company goals but focus on specific outcomes for the pod, like streamlining broker payouts. 4️⃣ Key Results (KR): Measure the success of initiatives. Whether it's members enrolled in virtual care or automated commission runs, each KR is a step toward achieving broader goals. 5️⃣ Roadmaps: Reflect both immediate confidence and longer-term visibility. Quarterly updates from pod leaders provide insight into health and project phases, offering the CPO a comprehensive portfolio view. 6️⃣ Resource Plans: At each quarter's start, pod leaders estimate and track resource needs, adjusting plans as necessary. This structured yet flexible approach allows Oscar to stay on course toward its vision, adapting as needed. We explore this case study and many others in depth on our book Product Operations, co-authored with Denise Tilles. How does your organization ensure its vision translates into actionable strategies? Let's discuss in the comments!