If you have never worked with friends and family, either at a conventional job or in your own business, you might imagine it to be one of two things, depending on your relationship to your kith and kin. If you have a great relationship, it can be so much more fun and rewarding than working with strangers, and if you have a so-so relationship, it can be more difficult than working with strangers. But if you have a bad relationship, it can be a catastrophic nightmare that you feel you will never escape from unscathed! That last reason is why you have heard so many people probably tell you, “Never go into business with your family/friends!” Of course, at The Ghannad Group, we did just that and things have worked wonderfully. As such, I’d like to present a few tips for those thinking of doing the same, in hopes that their experience will be just as rewarding as ours. (And just as a side note, I will be focusing more on working with family than friends, but most of this advice is applicable to both situations).
In this episode of The Transformative Leader Podcast, I am delighted to bring you a conversation with a fellow kindred spirit and leadership development professional, Scott Eblin of the Eblin Group. Using his decades of experience in the corporate world, Scott brings unique insight and holistic perspective to bear in his practice, providing powerful and actionable ways for executive level leaders to consistently perform at the next level. While both Scott and I have similar philosophies when it comes to leadership development and training, as well as making our writing style accessible to the masses, he has been in the game for considerably longer than myself, so you won’t want to miss this interview to see where we agree or differ. (Spoiler alert: We agree on everything!)
Before I continue with this post, allow me to pre-emptively address some criticism: I know to some people I’m already “cussing in church” when it comes to the title! I am well aware that I’ve already offended those of you who invest so much in the hallowed tradition of making sure that just one of your employees feel special every month. You maybe have clicked on this post just to object! If that is you, then I’d ask you to bear with me. I realize I have a strong opinion about this topic and I’d like to make a case for my opinion. I also respect your strong opinion to the contrary and if you write a post or comment in support of your position, I promise to read and consider it. With that said, let me tell you why your “Employee of the Month” program—and a few other things you do in the name of recognizing your people—may be doing you more harm than good.
In this episode of The Transformative Leader Podcast, I am pleased to bring you an interview with Rebecca Zucker, co-founder and partner at Next Step Partners, about the importance of and rationale behind focusing on “soft skills” in professional leadership development, executive coaching, consulting, and training. In this interesting discussion, Rebecca draws on her years of experience and multiple certifications to explain how and why she integrates elements of introspection, existential insight, social psychology, cognitive behavioral theory, dialogical analysis, coherence therapy, and so on, as tools to successfully guide organizations and individuals in overcoming challenges and meeting their full potential.
The title of this post has probably already driven some people away and it may have some of you who decided to check it out wondering, “What does love got to do with leadership?” My answer is, of course, “Everything!” That may sound way too “kumbaya,” but I’m not going to apologize for it because it’s the truth. The bottom line is that if you do not love your people, you will fall short in leading them and you will most certainly not serve them to the best of your ability.