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There are lots of words that describe me. The "professional" ones include: author, speaker, trainer, consultant, facilitator, business owner, Chief Potential Officer The Kevin Eikenberry Group - Your Leadership Help Button (of The Kevin Eikenberry Group) and leader. The "life" ones include: husband, father, son, brother, friend, Purdue Graduate, reader, and learner. The "personal" ones include, Boilermaker fan, farmer's son, tractor collector (yes, the real ones), auction lover and optimist.

All of these things (and more) make me who I am and are relevant to this blog and why it will benefit you.

Below you will find ideas, thoughts and suggested action steps to help you become a more effective leader – whatever your professional and life roles are. The path towards Remarkable Leadership (and a Remarkable Life) is just that - a path. The goal of this blog is to help you on that path, and through learning and action, become your Leadership Help Button.

Remarkable TV: A Millenial Reversal

by Kevin Eikenberry on April 14, 2014

in Developing Others, Leadership, Learning, Video

If you lead millennials, if you work with millennials, if you are a millennial…you’ll want to watch this!

As leaders, it’s our job to recognize and accept the generational differences in the workplace. And, we will be more successful when we leave labels out of the workplace and treat everyone equally – as human beings.

Stop labeling and categorizing people based on their “generation” and start leading all of them as people. @KevinEikenberry (Click to Tweet It)

For even more leadership resources:

  • Check out our Remarkable Leadership workshop here.
  • Check out our Remarkable Coaching workshop here.
  • Check out our Bud to Boss workshop here.
  • Check out our Conflict Confidence workshop here.

Thanks for watching! You are Remarkable!

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p.s. Sign-up here to receive my Leadership Tip emails with future episodes of Remarkable TV.

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Budding-TreeI was waiting for a workshop to begin this week in Kansas City, Missouri when I looked out the window at a tree that was just starting to bud. Except for the small branch right up against the window, which was far beyond budding – it was in full bloom. Picture it – a full tree just turning green, except one small part, maybe six inches of one branch against a window that is full of white blossoms.

That is a microclimate.

We all know what climate is – and it is different in Kansas City than in Kuala Lumpur. We know that and expect that. Yet there is far more nuance to climate than average temperatures and amount of rainfall.

Wikipedia defines microclimates like this:

The microclimate is a local atmospheric zone where the climate differs from the surrounding area. The term may refer to areas as small as a few square feet (for example a garden bed) or as large as many square miles. Microclimates exist, for example, near bodies of water which may cool the local atmosphere, or in heavily urban areas where brick, concrete, and asphalt absorb the sun’s energy, heat up, and re-radiate that heat to the ambient air: the resulting urban heat island is a kind of microclimate. Microclimates can be found in most places.

So there is a climate in Kansas City, and there is a microclimate for that tree right next to the window.

What is the point?

The organization you live and work in has a climate – we call it a culture. And most leaders tell me they can’t change organizational culture – after all, they aren’t the CEO (and CEO’s tell me they can’t do it alone and sometimes feel as unable to change culture as the front line leader does).

The fact is neither of those leaders can change the whole culture immediately or overnight. But all leaders can change the culture right around them very quickly. The window isn’t changing the overall temperature in Kansas City, but it is changing the temperature enough, right around it, to speed and nurture the growth of that one branch.

And that is the point for each of us. We can change the culture right around us – call it your microculture.

The culture of the whole organization isn’t and doesn’t have to be the same. Your office, your department, your team already has a microculture – the nuances and differences in how you do things and what is important. Since it already exists, we as leaders can influence it – and that is the important thing for each of us to remember.

Creating Your Microculture

Now that you see the point, you might be asking how you can do it. Here are four steps to get you started.

Realize you can influence it. Hopefully I’ve already convinced you of that. And if I haven’t, the rest of this won’t matter anyway.

Determine what is important. Think about what you want your culture to look like. How do you want people to work together and treat each other and Customers? What energy do you want in the workplace? What are the most important things you want people to remember, do and live? Once you have this clear picture you are ready to create your microculture.

Live it (everyday). You know the phrase think global and act local? It applies here – at the most local level – with you. Start thinking, acting and talking about the workplace you want to create. Do you want people to be friendlier? Be friendly. Do you want people to focus on Customers more? Do it yourself. Your example is the place you must start.

Nurture it in others. Your example will be doing this in part, but beyond that, think about how you can encourage this in others. Talk about the mindset and behaviors that will create and support your microculture.

Rather than lamenting the culture in which you work, be the window and proactively change it right around you. When you take the steps listed above you can do that – you can make a difference – your culture will begin to shift.

The good news is that culture, unlike climate, can be influenced (and changed) by microcultures; and when they are seen as valuable or beneficial they will, over time, influence organization as a whole.

It all starts with you.

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Hooked: How to Build Habit-Forming Products

April 13, 2014 Books
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By Nir Eyal with Ryan Hoover Here is part of this book’s description from the back cover: Hooked is a guide to building products people can’t put down. Written for product managers, designers, marketers, startup founders, and people eager to learn more about the things that control our behaviors, this book gives readers: – Practical […]

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Coaching Can Be Simple

April 9, 2014 Developing Others

This picture won’t mean much to you, but to the small group I spent two days with in Houston this week, it means a lot.  On the morning of the first day of our intimate training session on Coaching, the group had consumed our entire carafe of water pretty early.  When the staff came in […]

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Remarkable TV: Motivating Underachievers

April 8, 2014 Developing Others
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How do I get my people to do more? How do I motivate the chronic underachiever? The answer is: it all starts with you… People achieve based on their expectations and choices. If you want them to achieve more, change their expectations. @KevinEikenberry (Click to Tweet It) Check out our Remarkable Leadership workshop here. Check […]

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How to Rig The Market (The Market for Your Skills)

April 6, 2014 Leadership
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You may have seen the story on 60 Minutes, or seen the stories throughout the media all week. There has been a big conversation about the idea that the Stock Market is being “rigged” by high frequency trading. That is the thesis of the new book Flash Boys: A Wall Street Revolt by Michael Lewis. […]

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Discover Questions Get You Connected

April 6, 2014 Books
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By Deb Calvert If you are looking at the cover of this book and seeing “for professional sellers” you might be ready to stop reading. Don’t. This book is written from the perspective of people in a selling position, but think about this for a second. Do you want to improve your relationships? Asking better […]

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What Makes You Happy?

April 4, 2014 Influence

When you first read today’s quotation, you may be thinking “look at that guy’s hair.” Hopefully you can get past that and read the words. You may have heard this one before, but I hope to help you see it in at least a somewhat new light. Let’s get on with the happiness . . […]

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Remarkable TV: The Bigger Value of Behavioral Assessments

April 2, 2014 Communication
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The number of assessment tools available to us is enormous (and growing). And while they are all useful, most miss the real goal and aren’t as valuable as they could be. Here’s what you could be missing… Learning about DISC? Focus more on the style of others and how to communicate with them than on […]

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Gallup is Wrong, and You Should be Happy

March 31, 2014 Leadership
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Gallup is a very smart organization and they do many things well. They also provide great services to organizations and those that lead them, especially in understanding the problem, challenges and solution to employee engagement. But their findings in some recently reported research could potentially be a major disservice to those same leaders. Here’s my […]

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