With the bootcamp,
you'll begin to step into becoming an Inspiring Leader.
You'll learn what to stop doing and what to start doing
to create a culture employees love: a winning team.
You see, I'd been on the receiving end of bad management for years. I found myself reprimanded for others' incompetencies and miscommunications, at the mercy of my bosses' poor work ethics, and struggling to stay motivated when there was no clear direction. Incompetencies and lack of ethics led me to becoming a political activist for workers' rights.
And over a decade, I saw the patterns of mismanagement that left so many hard-working, highly competent workers feeling demotivated and broken.
I heard stories of those pulling the most weight on their teams feeling excluded for speaking up about issues. I heard about micromanagement. I heard about removal of responsibilities. I heard about downright humiliation. I heard about false accusations. I heard about punishment of workers who simply spoke up about unfair treatment.
And then I managed workers myself: first a team of workers and then an entire business. I thought I knew what would work based on what I'd learned from my own work experiences, but boy was I wrong.
I knew some basics and a few baby steps. But I had NO IDEA where to start when it came to turning around a ship of checked-out employees. It wasn't simply that they weren't communicating any new ideas to move the business forward: no ideas to improve processes or make their work more efficient. It was that there was animosity and defensiveness resulting in arguments. There were workers who weren't held accountable for mistreatment or not doing their jobs.
What's more: I had no grasp of the big picture. Where were we headed? How would I build trust to get there? And how would I maintain trust along the way?
It was overwhelming. I felt humbled, worn out, and worried about what I'd gotten myself into.
What I learned in those experiences was that there are two learning curves: what NOT to do and what to START doing. And I only knew part of one of those curves.
That is, until I started researching, learning, and working with a consultant to get on track and learn the tools I needed to get my team where I wanted us to be: where employees felt comfortable approaching me with problems so we could fix them, offering up better ways of approaching their own roles, and trusting and supporting one another so the arguments would stop and problem-solving would be the norm.
Suddenly I'd hear employees say they felt valued and were excited about their ideas for improving the business. It was no longer MY business. It was OUR business.
I was energized. I was motivated. And my team was, too.
I want to share my mindset and tools with you so you can become an inspiring leader like I did.
Knowing what to stop doing and start doing was THE BEST WAY for me to get results from my team.