Relationships at Work

A favour... If you're enjoying Relationships at Work (audio or video), and you haven't yet, I'd love your rating and review. It's one of the little things that helps the show get found and grow. It's still a show that needs some love to get awareness. Thank YOU, for taking the time. How? Click on this link, then click on "Listen on Apple podcasts", scroll down to the Ratings & Reviews section and click "Write a Review". Or a star rating would be great. https://lnkd.in/eyJ7aF2t

“We think about [culture] as a science. So how do we poke at things and think about how to make this better? And when I say make it better, I mean, make it better for everyone, not just better for the company, not just better for senior leaders, but better for everybody.” Join me for this week's guest episode of Relationships at Work, I chat with keynote speaker and author Chris Dyer on the steps leaders need to take to foster high-performing cultures. We get into.... - High-performing cultures require intentionality and not overworking employees. - Proactive leadership is required and should focus on removing obstacles. - The importance of transparency and measurement - High-performing sustainability comes through prioritization, delegation, and incremental change. - Performing cultures start with curiosity and fuel improvement with it. Listen now and watch on Youtube.

"Leaders think of culture as an art, as some creative process, something that they do or don’t do or it’s how they put their little touch or spin on it. And that is totally wrong." In this NEW episode of Relationships at Work out today, Russel chats with keynote speaker and author Chris Dyer on the steps leaders need to take to foster high-performing cultures. Listen now where ever you get your podcasts.

From the latest mini (under 10min) podcast episode. The are all inspired by the R@W Note newsletter, which comes out every Thursday. If you're curious: https://lnkd.in/du7abc6Q

“Our unconscious filters take in exponentially more information than we can be conscious of… they dictate my thoughts, which dictate my behaviors and my decisions. All in milliseconds.” In this latest episode of Relationships at Work, Russel chats with speaker, author and DEI consultant Sara Taylor on how to shift our unconscious bias filters. We leaders have some work to do. Listen/watch now! Video: https://lnkd.in/ekkPrDkM Show Notes: https://lnkd.in/eW7gQ8ST

"If we show up with positive intent (as leaders), why is there any misunderstanding or conflict?" In this NEW episode of Relationships at Work, Russel chats with speaker, author and DEI consultant Sara Taylor on how to shift our unconscious bias filters. A great episode to help leaders understand... - Unconscious filters control most decisions and behaviors. - The disconnect between intent and impact in workplace interactions. - That bias isn’t just negative—it can also be positive. - Leaders set the tone for organizational cultural competence. - Bias impacts organizations at multiple levels. And so much more. Listen now!

The Problem with “Working Leaders” Earlier this year, while volunteering at a conference, a co-volunteer mentioned his military organization loved “working leaders.” The term stuck with me because I’ve heard it before, often from “old school” managers who viewed it as the solution to leaders who “just delegated and didn’t do any real work.” But this mindset is deeply flawed. “Working leaders” are so bogged down with tasks they lose the ability to truly lead. Leadership requires space to think, strategize, empathize, and create. Treating leaders as another cog in the machine devalues these critical functions and limits their ability to drive better outcomes. This approach often stems from outdated thinking—leaders replicating what was done to them, the “paying your dues” mentality, or filling every gap in the calendar. It dismisses the strategic and thoughtful aspects of leadership as “not real work.” The consequences? Burnout, inefficiencies, short-term focus, and no time for professional growth. As we’ve discussed on this podcast, being “too busy” isn’t leadership—it’s avoidance. Ways to address this challenge: - Clarify Roles: Define what leadership work entails and delegate tasks. Train leaders in time management and delegation. - Provide Support: Give leaders the operational help or tools they need to focus on leading. - Foster Collaboration: Empower teams to share the workload, prioritize open communication, and build their skills to take initiative. Small organizations may require leaders to juggle tasks due to limited resources. But even then, time for strategic thinking is still essential for long-term success. If executives see “working leaders” as the goal, it’s time to rethink leadership. This mindset creates more managers, not leaders, and undermines any long-term impact. Leadership is about vision and strategy, not just getting through the day or putting out fires. What kind of leaders are we really growing if they don't have time to lead? (From the latest mini-episode of the Relationships at Work podcast. Out now)

A few thoughts on the problem of "working leaders" from the latest mini-episode.

"We have to be willing to listen and we have to have humility in terms of we’re not the know-it-alls. It’s not about us." What does humility and ego-less cultures look like when demonstrated by leadership? CEO and author Christine King shares her experience and insights in helping us get there. Out now!

Humility as a leader is so integral to building connection and trust within our organization. But do we as leaders know what that looks like? Feels like? New episode! CEO and author Christine King shares her insights with us on embracing humility as a leader and crafting an ego-free culture for our employees. Listen now! Show Notes: https://lnkd.in/eYh_cysE