Confessions of a Strategic Mind: The Propaganda I’m Not Falling For (and Some I Am)

Let's get real for a minute about the narratives we're constantly fed in the business world. Some stick, some bounce right off. Here's my current, unfiltered list of "propaganda" – the stuff I'm actively not buying, and the "truths" I'm wholeheartedly investing in at Build Your Bench:

Propaganda I'm NOT Falling For Anymore:

• "Hustle Culture is the Only Culture." The idea that burnout equals success. Nope. Sustainable growth comes from strategic effort, not exhaustion. It's about building your bench, not running yourself into the ground.

• "Growth Hacking is a Magic Bullet." While tactics are great, a deep understanding of your team's strengths and foundational strategy will always outperform a fleeting "hack."

• "Leadership is Just About Charisma." Charisma helps, but true leadership is built on empathy, strategic thinking, and the ability to empower others. That's a skill, not a trait.

• "More Tools, More Productivity." Often, it's just more clutter. The right tools, used effectively, are powerful. But tool overload without clarity on your processes? That's just noise.

Propaganda I AM Falling For (Hard!):

• "Invest in Your People, Always." Developing your team's strengths and providing meaningful growth opportunities isn't a perk; it's the strongest competitive advantage you can build. This is the core of "Build Your Bench."

• "Clarity Trumps Everything." Clear communication, clear roles, clear objectives. The amount of friction reduced by genuine clarity is immeasurable.

• "Feedback is a Gift (Even When It Stings)." Constructive feedback, given and received well, is the fastest path to individual and team improvement. Embrace the discomfort for the growth.

• "Strategic Pause is Productive." Stepping back to think, analyze, and plan isn't being lazy; it's being smart. It prevents reactive decisions and fosters intentional progress.

What "propaganda" are you currently rejecting or embracing in your professional journey? Share your thoughts below – I'd love to hear your take!

#Leadership #BusinessStrategy #TeamDevelopment #BuildYourBench #Management #WorkplaceCulture #Propaganda #Thoughts

5 Signs That Your Managers Are Overwhelmed (and How to Fix It)

In today's fast-paced business environment, your managers are the linchpin of your organization's success. They bridge the gap between leadership vision and frontline execution. But what happens when these crucial players are stretched too thin? Overwhelmed managers don't just suffer personally; their stress can ripple outwards, impacting team morale, productivity, and your bottom line.

Recognizing the signs of managerial overwhelm is the first step. The next, and most crucial, is taking proactive steps to support them – not just with a pat on the back, but with genuine development and robust systems. At Build Your Bench, we believe in empowering managers to lead with confidence and competence. Here are five common signs your managers might be drowning, and how you can help them (and your organization) thrive:

1. Sign: The "Always On" Firefighter

• What it looks like: This manager is constantly battling urgent issues, lurching from one crisis to the next. They seem to be involved in every minor detail, their own strategic work piles up, and they're likely working excessive hours just to keep their head above water. Proactive planning and long-term thinking fall by the wayside.

• Why it's a problem: Constant firefighting leads to burnout, prevents strategic focus, and often means their team isn't being empowered or developed to handle challenges themselves.

• How to Fix It (The Build Your Bench Approach):

  • Equip them with delegation skills: Many managers, especially if new or promoted for technical expertise, struggle with effective delegation. Provide training on how to assign tasks appropriately, trust their team, and focus on outcomes rather than methods. This frees them up for higher-level responsibilities.

  • Develop their team: A strong team reduces a manager's need to be involved in everything. Invest in developing the skills and confidence of their direct reports, building that crucial "bench strength" so responsibilities can be shared.

2. Sign: Decreasing Team Morale & Rising Turnover

• What it looks like: You notice a dip in engagement within the manager's team. There might be more complaints, less enthusiasm, missed deadlines, or an increase in sick days. Ultimately, talented employees start heading for the exit.

• Why it's a problem: High turnover and low morale are costly, impacting productivity, quality, and company culture. Often, people leave managers, not companies.

• How to Fix It (The Build Your Bench Approach):

  • Focus on leadership & communication training: Overwhelmed managers may become poor communicators, provide inadequate feedback, or fail to recognize their team's contributions. Training in essential leadership skills – like effective communication, active listening, providing constructive feedback, and motivational strategies – can transform team dynamics.

  • Coach them on fostering psychological safety: When managers are stressed, they can inadvertently create a tense environment. Help them learn how to build trust and an environment where team members feel safe to speak up, make mistakes (and learn from them), and contribute their best.

3. Sign: Bottlenecking Decisions & Stifling Initiative

• What it looks like: The manager insists on approving every small decision, or conversely, they are so swamped that decisions are endlessly delayed. Team members may seem hesitant to take initiative without explicit, step-by-step instructions.

• Why it's a problem: This cripples agility and innovation. It disempowers team members and can lead to a culture of dependency, further overwhelming the manager in the long run.

• How to Fix It (The Build Your Bench Approach):

  • Train on empowerment and accountability frameworks: Help managers understand how to set clear expectations and boundaries, then empower their team members to take ownership within those guidelines. This builds confidence on both sides.

  • Instill a coaching mindset: Encourage managers to move from "telling" to "asking." By coaching their team members to think through problems and develop solutions, they build critical thinking skills within their team and free up their own time.

4. Sign: Their Own Development Has Stalled

• What it looks like: The manager isn't seeking out learning opportunities, engaging in industry updates, or networking. They might express feeling stagnant or that they have no time for their own growth because they are too busy managing the day-to-day.

• Why it's a problem: A manager who isn't growing can't effectively lead a growing team or adapt to evolving business needs. Their skills can become outdated, impacting their effectiveness and career trajectory.

• How to Fix It (The Build Your Bench Approach):

  • Prioritize and schedule leadership development: Make managerial development a non-negotiable part of their role. This isn't a "nice-to-have" when time permits; it's essential for sustained success. Programs like Build Your Bench offer structured pathways for continuous growth.

  • Create peer support and mentorship opportunities: Connect managers with peers or mentors who can offer guidance, share experiences, and provide a supportive network. This can make development feel less isolating and more practical.

5. Sign: Increased Irritability & Avoidance of Difficult Conversations

• What it looks like: You notice the manager is more easily frustrated, less patient, or perhaps they're avoiding necessary but challenging conversations with their team members about performance or behavior. Minor issues may fester and become larger problems.

• Why it's a problem: A negative emotional tone can demotivate a team, and avoiding crucial conversations leads to unresolved issues, declining standards, and a lack of clarity for employees.

• How to Fix It (The Build Your Bench Approach):

  • Provide conflict resolution and crucial conversation training: These are specific skills that can be learned and honed. Equipping managers with frameworks and confidence to handle difficult situations constructively is invaluable.

  • Promote well-being and stress management techniques: An overwhelmed manager needs tools to manage their own stress. Support initiatives that encourage work-life balance and provide resources for mental well-being. A less-stressed manager is a more patient and effective leader.

Building a Stronger Bench Starts with Supporting Your Managers

If these signs resonate, it's time to act. Managerial overwhelm isn't a sign of personal failure; it's often a symptom of systemic issues like inadequate training, insufficient support, or unclear expectations.

At Build Your Bench, we specialize in transforming managers into confident, capable leaders who can build engaged, high-performing teams. We provide practical tools, targeted coaching, and development programs designed to alleviate overwhelm and unlock their true potential – and the potential of their teams. Investing in your managers is an investment in the future of your entire organization.

Ready to stop firefighting and start building a stronger leadership bench? Let's talk about how we can support your managers in thriving, not just surviving.

Why Investing in Manager Coaching is the Best ROI for Your Small Business

As a small business owner, every investment needs to deliver significant returns. In the quest for growth and profitability, one of the most impactful – yet often overlooked – investments you can make is in manager coaching. While it might seem like an added expense, the data clearly demonstrates that developing your managers through coaching yields a powerful ROI, particularly through reduced turnover and increased employee engagement – both significant drains on a small business's bottom line.

The High Cost of Managerial Mismanagement

Think about the impact of a disengaged or ineffective manager. They can create a ripple effect of negativity, leading to:

• Increased Employee Turnover: Employees often leave managers, not just companies. Poor communication, lack of support, and a toxic work environment fostered by a bad manager are primary drivers of attrition.

• Decreased Productivity: Disengaged employees, often a direct result of poor management, are less productive, less innovative, and less likely to go the extra mile.

• Lower Morale: A negative manager can deflate team morale, leading to a tense and unpleasant work environment.

• Missed Opportunities: Ineffective managers may fail to identify and nurture talent, leading to missed opportunities for growth and innovation within the company.

Manager Coaching: A Powerful Antidote

Investing in manager coaching directly addresses these issues, leading to tangible financial benefits:

1. Reduced Employee Turnover = Significant Cost Savings:

• The cost of replacing an employee can range from 50% to 200% of their annual salary, according to various studies. This includes recruitment costs, onboarding, training, lost productivity during the vacancy, and the impact on team morale.

• Engaged managers create engaged employees. Coaching equips managers with the skills to build strong relationships, provide effective feedback, and foster a supportive environment where employees feel valued and heard.

• Data shows a direct link between engaged employees and lower turnover. Companies with highly engaged employees experience significantly lower turnover rates. Some studies indicate that highly engaged teams in high-turnover organizations see 18% less turnover, and in low-turnover organizations, it can be as high as 43% less.

• By investing in manager coaching, you directly impact employee retention, leading to substantial savings in recruitment, training, and lost productivity costs. For a small business with even a few employees turning over annually, these savings can be game-changing.

Example: Imagine a small business with 10 employees, each earning $50,000 annually. If poor management leads to a 20% annual turnover rate (2 employees), the cost of replacing them could range from $50,000 to $200,000. Investing in manager coaching to reduce this turnover by just 50% could save the business $25,000 to $100,000 annually.

2. Increased Employee Engagement = Higher Productivity and Profitability:

• Engaged employees are more productive, more innovative, and more committed. They are invested in the company's success and are willing to put in the extra effort.

• Manager coaching focuses on developing crucial engagement skills in managers, such as effective communication, active listening, providing recognition, and empowering their teams.

• Studies consistently show a strong correlation between employee engagement and profitability. Highly engaged workforces can lead to 21% higher profitability and 17% higher productivity.

• Disengaged employees cost businesses billions annually due to lost productivity, absenteeism, and errors. By fostering engagement through effective managers, small businesses can tap into a significant potential for increased revenue and efficiency.

Example: A small retail business with engaged employees might see higher sales per employee, better customer service leading to repeat business, and fewer errors in inventory management, all contributing to a healthier bottom line.

Beyond the Numbers: Intangible Benefits

While the financial ROI of manager coaching is compelling, the benefits extend beyond just the numbers:

• Improved Company Culture: Well-coached managers contribute to a more positive, supportive, and collaborative work environment.

• Stronger Leadership Pipeline: Investing in your current managers develops future leaders within your organization.

• Enhanced Innovation: Engaged and empowered teams are more likely to generate new ideas and solutions.

• Better Customer Satisfaction: Happy and engaged employees often translate to better customer service and increased customer loyalty.

Invest in Your Managers Smartly: Consider Cohort Coaching

For small businesses carefully managing their resources, the idea of investing in manager development might bring budget concerns. However, consider this: what if you could achieve significant leadership growth without the hefty price tag of hiring additional Learning & Development (L&D) staff?

My unique cohort coaching program offers a powerful and cost-effective solution. By bringing together a small group of your managers, this program fosters a dynamic learning environment where they not only gain essential leadership skills but also benefit from peer support and shared experiences.

Think of the efficiency: instead of individual coaching engagements or the overhead of a full-time L&D hire, a cohort model allows for leveraged learning and shared costs, making it a fraction of the investment while still delivering big results in terms of manager effectiveness, engagement, and retention.

This program is specifically designed to equip your managers with the practical tools and techniques they need to:

• Boost team engagement and morale.

• Improve communication and feedback skills.

• Effectively navigate team challenges.

• Foster a culture of growth and innovation.

• Ultimately, reduce turnover and increase productivity.

Investing in your managers doesn't have to break the bank. My cohort coaching program offers a strategic and economical pathway to developing strong leaders within your small business, directly impacting your bottom line through increased engagement and reduced attrition.

Ready to explore how my cohort coaching program can provide a high-ROI solution for developing your managers? Contact me today for more information and let's discuss how we can tailor a program to fit your specific needs and budget.

Change Can Be a Bear

I have joined the millions of people who have watched The Bear and there’s a reason it’s so popular. It’s really well done, from the writing to the performances to the blocking of complicated scenes in a very tight kitchen. There’s an intense, frenetic energy as Jeremy Alan’s Carmy tries to turn around his late brother’s local sandwich shop. He inherits the lunch spot and returns home to Chicago after traveling the world and earning a Michelin star in a fancy restaurant in New York. 

He inherits not only the restaurant but its long-time staff who have various reactions to the changes Carmy tries to implement to bring the restaurant up to what might be the bare minimum of health, safety, and quality standards. Carmy and his right-hand Sydney know what the restaurant can look like and have to take a group of employees who have been doing their jobs for years, decades in some cases, and help them see what is possible. As I watched the show, I thought about how changing an organization can run into so many obstacles when trying to change behavior and culture. 

1. Invest in your employees’ development

2. Give freedom within the parameters of the new model

3. Everyone can fit into the new culture if they choose to

Invest in Development

Tina is one of Carmy’s biggest challenges. She refuses to wear the new apron, refuses to call Sydney “chef”, and actively sabotages Sydney’s prep work. She often reminds Carmy and Sydney that she’s been doing her job for decades and they don’t have anything to teach her. As the changes Carmy implements start making things work more smoothly in the restaurant, Tina begins to see the light and gets on board. Carmy then decides to send her to culinary school and her eyes are opened to how a kitchen can be run and what she can truly do if she is willing to accept some guidance. As she begins to see the bigger picture, Sydney promotes her to sous chef and they become invaluable to each other. 

Give Freedom, Set Boundaries

Marcus is the underused pastry chef who is all about creativity and new things. He is so tired of making the same desserts every day and is so excited to be given free reign that he spends hours educating himself with videos and experimenting with all kinds of desserts. However, he gets so wrapped up in playing that he sometimes forgets to make sure he’s got desserts ready for daily service. Carmy has to remind him that there’s a place for having fun, but the regular work still has to get done. Not all employees want the freedom of experimentation. When you have some who do, that means there is something in them that needs that creative freedom in order to feel motivated and engaged. Those are your innovators and the last thing you want to do is squelch their creativity. Encourage them and help them thrive and keep accountability mechanisms in place to ensure that the “regular” work gets done as well.

Everyone Can Have a Place

So many times, an employee’s resistance to change is rooted in fear that they don’t have a place in the new world their leaders want to build. This was Ritchie, the front counter guy who was the face of the restaurant. He knew everything, everyone, knew how everything worked, and he was actively opposed to everything Carmy wanted to do. His biggest fear was about where he would fit into the new system. Would he have a place at all?

Carmy answered this question by sending him to the finest restaurant in Chicago to shadow their head of staff. He’s asked to wear a suit and tie every day and show up on time. He reluctantly agrees and as he watches what goes on, he begins to understand what hospitality looks like in a high-end restaurant and how it’s not just a job but it’s really his calling. He learned how he could take what he loved to do and turn it up to 11 and make the restaurant stand out from their competitors. 

As the executive chef, Carmy noticed what each person did well, and showed them where they would fit into their new roles by upskilling them and reigniting their passion for their work. He made sure they had the freedom to experiment within the parameters of the restaurant mission and he made sure they all found their place in the new format. 

Of course, it’s TV and everything works out beautifully. In real life, there is a lot more to change management, but the principles here still stand. Investing in your people to help them learn the new behaviors you want, giving autonomy, and helping them see their place in the new system will make the change go more smoothly.