Crazy Enough to Win (For Those Who Love the Game of Business)

In the swirling currents of today's business landscape, change isn't just a ripple; it's a tidal wave. From technological breakthroughs to market shifts, organizations constantly navigate uncharted waters to stay afloat. But amidst the turbulence of change, one thing remains constant: the human element.

As leaders, we're not just captains of ships but navigators of human emotions and aspirations. And when it comes to steering our teams through choppy waters of change, understanding the heart of our crew is paramount. Learn more a www.johngrubbs.com

Are you the most intelligent person on the team you lead? If so, the team may get held back by your knowledge. By not finding people with more intellectual horsepower, you may be the reason the team will not achieve anything more significant in 2024. When discussing the concept of a leader being the most intelligent person in the room, it's essential to consider both the potential advantages and the significant dangers and limitations that this situation can present. While intelligence is undoubtedly an asset in leadership, it can also lead to various issues affecting team dynamics, innovation, and decision-making processes. This episode an exploration of these dangers and limitations...Hang on and enjoy the ride!

At first glance, laziness and excessive busyness appear opposites. But upon closer examination, they often arise from the same root - a lack of discipline and intentionality. Neither busyness nor laziness inherently leads to productivity and meaning. It is the discipline that directs our energies with purpose and structure. Without it, laziness manifests as distraction and avoidance of effort. 

If you feel stuck, overwhelmed or unprepared on your path to leadership, This episode will re-energize your personal and professional growth. Let’s climb to the peak of transformational leadership together!

As leaders, we often feel pressure to appear competent, authoritative, and perfectly polished. But new research reveals the power of strategic self-disclosure of imperfections, mistakes, and quirks.

John shares eye-opening psychological studies on the pratfall effect and actionable advice for harnessing it. You’ll walk away knowing when and how to reveal your wonderful imperfections in order to build rapid rapport and respect with your team. They’ll see you’re human, flaws and all, but still extremely capable as a leader.

Get ready to liberate yourself and watch your authentic leadership soar!

The 2020s have ignited a remarkable revolution in the labor landscape, triggering a seismic shift in the status and compensation of blue-collar workers while casting a shadow over white-collar jobs tethered to conventional four-year degrees. This transformative era is occurring due to many factors, including technological innovations, the evolving skill spectrum, and the burgeoning significance of high-value aptitudes over traditional diplomas. Discover more at johngrubbs.com!

Finding your inner voice can be a transformative journey in a world filled with noise and distractions. This journey becomes particularly crucial when we seek to overcome the limitations of small thinking. Small thinking is the self-imposed confinement of our thoughts and aspirations within the boundaries of what seems familiar and comfortable. It's the voice that whispers, "You can't," "It's too hard," or "It's not for you." However, discovering and nurturing your inner voice can be the key to unlocking a world of boundless possibilities, enabling you to transcend the constraints of small thinking. Discover more at www.johngrubbs.com

I have made this concept easy to understand.  Don't miss the ending.  But first, I need to give you the foundation for this to make sense.  The fundamental attribution error (FAE), also known as the correspondence bias or attribution effect, is a cognitive bias that influences how individuals perceive and interpret the behavior of others. Coined by social psychologists Lee Ross and Richard Nisbett in 1977, the FAE refers to the tendency of people to overemphasize dispositional or personality-based explanations for the actions of others while underestimating situational factors. This article explores the origins, key concepts, real-life examples, and implications of a fundamental attribution error, shedding light on human judgment and decision-making complexities. Go to www.johngrubbs.com for more valuable content!

In every organization, the pursuit of excellence is crucial for sustained success. However, this pursuit can sometimes be hindered by mediocre employees. Handling underperforming staff is one of the most challenging tasks for any manager or business owner. While firing an employee is never an easy decision, it is necessary to maintain a high-performing and cohesive team. Let's explore the signs that indicate it might be time to part ways with a mediocre employee and the importance of a fair and supportive approach to handling such situations. Go to www.johngrubbs.com or www.wolfsalestraining.com to learn more about sales!

Leadership trends continually evolve to adapt to changing business environments and employee expectations. Traditional hierarchical leadership models are giving way to more collaborative and inclusive approaches. Modern leaders emphasize transparency, open communication, and employee empowerment. This shift promotes a culture of trust, innovation, and engagement, as employees feel valued and motivated to contribute their best.  Go to www.johngrubbs.com to learn more!

Marriage breakdowns can have far-reaching consequences that extend beyond the immediate family unit. In recent years, research has shed light on the correlation between broken marriages and the development of manipulative behaviors in children. If left unchecked, these manipulative tendencies can manifest in their adult lives, leading to manipulative behaviors in the workplace. This podcast explores how broken marriages contribute to the rise of manipulative children and subsequently affect the dynamics of today's businesses. Learn more at www.johngrubbs.com

When Alan Mulally took over as CEO of Ford in 2006, the company was in dire straits. It had lost over $12 billion in the previous two years, and employee morale was low. One of the biggest challenges facing Mulally was the lack of psychological safety in the workplace.

Psychological safety refers to the belief that employees can take interpersonal risks without fear of negative consequences to their job security, status, or self-worth. It is essential to a healthy and productive work environment that fosters creativity, collaboration, and innovation. When employees feel safe to express their ideas, voice their concerns, and take risks without fearing retribution, they are more likely to contribute to the organization's success. 

While toxic managers may achieve varying degrees of success in their careers, their negative impact on their employees and organizations is educational. It serves as a reminder of the importance of a healthy and respectful work environment and the negative consequences that can arise when leaders struggle with priorities.

Identifying toxic managers can be challenging because they may not openly or overtly exhibit negative behaviors. However, some common signs and red flags can help you identify a toxic manager. This episode will reveal some key indicators to look out for...

Overall, the line "It was the best of times, it was the worst of times" is a commentary on the complexities of life and the coexistence of both positive and negative experiences. The same exists today in the business development landscape. The world of professional sales has changed. For some, it is a time for fantastic success. At the same time, many others are struggling to adapt and keep pace.

Accountability in the workplace can be hard to find, but it’s one of the most important characteristics of high-performing teams and employees. A lack of accountability, on the other hand, can keep companies and individuals from reaching their full potential. 

I asked ChatGPT this question:  Why is accountability so difficult for the current workforce?

The answer from artificial intelligence is in this episode.  I also provide seven strategies to create a more accountable culture.  Hang on and enjoy the ride!

Are you looking for industry experience when hiring? If so, I plan to challenge your thinking and hope to change your mind when we finish this time together. A friend of mine named Scott Hardegree introduced me to a concept called G.A.S. regarding the people we hire and retain at work. G.A.S. is an acronym for Gives A S@!t. Scott and I are ex-military, so the language is less offensive. For this intellectual work, I toned things down. We were deep in a conversation when he shared this gem, and the language is too sticky not to share it with you.  

I watched a documentary about Nolan Ryan last night called Facing Nolan. In case you don't recognize the name. Ryan is the only pitcher in AL/NL history with at least 5,000 strikeouts. Ryan is the all-time leader in no-hitters with seven, three more than any other pitcher.  So, a career that almost did not happen is a fantastic story. But the lesson is much broader and deeper than a baseball story.  Get a powerful business strategy from this episode!

Has your team lost the edge it once had?  Are people merely going through the motions at work? Can mediocrity dull the hunger pains for excellence?  Can accepting the status quo doom your team to mediocrity?  Staying hungry for that which provides the most benefit is extremely challenging and often elusive to many organizations.  There are many factors that contribute to lost hunger.  In this episode, you will learn how to get that MOJO back!

Who said the following?  Which generation am I describing?

•  Work should be rewarding and create fulfillment in my life.
• I want a work-life balance.
• I will not be loyal to a company.
• We see jobs as temporary, not permanent.

The answer may surprise you!

Most of us have heard the old axiom, begin with the end in mind. Create a vision for what you want and go after it. But what if that is all wrong? What if having a picture of what you wish blinds you to opportunities along the way? Can we be so focused on one outcome that we miss others that appear in our path? 

In the classic book, Think and Grow Rich, Napoleon Hill, espoused the idea of simply looking for something (like wealth) at the subconscious level primes the reticular activating system in the brain to see opportunities missed by most people. The brain can see something at both the conscious and subconscious levels. This vision may be practical for some things and harmful for others. 

Edward took over as branch manager of this bank eight months ago. He is new to town and this branch, but not new to the company. He has been an assistant branch manager with success, and his promotion to branch manager at this bank is long overdue. A previous manager taught him how to run an efficient and profitable business enterprise during his tenure as assistant manager. 

 Gordon is a problem. He is a mid-level manager at the branch and now reports directly to Edward. Gordon has learned the branch business well and can play the political game to gain an advantage for his plan.