Gregg Lederman - Creating an Even Better Place to Work
Gregg Lederman The Branded Experience
Gregg Lederman is a highly-acclaimed speaker, best-selling author, and the CEO of Brand Integrity, an employee engagement company.
For the past 15 years, Gregg has worked with tens of thousands of business leaders and managers to implement a sustainable engagement solution—one that goes beyond rewards and “thank you” programs, and positions their companies to become even better places to work, ultimately creating customers for life.Gregg is a thoughtful, interactive, and high-energy speaker. Audience members leave motivated and equipped to start their team on a path for more engagement, creating an even better place to work and, ultimately, keeping customers for life.
The results speak for themselves:
• Gregg’s clients have experienced a more than 68% increase in employee engagement over the last two years (based on Brand Integrity’s Engaged Index™).
• More than 65% of Gregg’s clients have been noted on “Best Places to Work” lists, either in their region, industry, or on the Fortune 100 Best Companies to Work For® annual ranking.
When he’s not on stage, Gregg Lederman works with his team at Brand Integrity in serving clients across the nation in over 25 different industries. Brand Integrity’s solution complements existing HR systems by providing a unique blend of consulting and technology to help clients create a culture and environment where employees can become more engaged. Brand Integrity’s approach helps companies quantify their culture and show the impact on key business results.
To book Gregg Lederman call Executive Speakers Bureau at 901-754-9404.
Think about the companies you love to do business with. What’s their secret? These companies have cracked the code to successfully creating an ENGAGED workforce. What does ENGAGED mean? According to leadership and engagement guru, Gregg Lederman, an engaged workforce is made up of employees who are both motivated and committed to act in the best interest of a company.
The benefits of employee engagement are easy to see and difficult to refute. However, the reality is that 2 out of 3 employees are actively disengaged. Ultimately, it is the manager’s responsibility to create an environment where employees are motivated and committed to the success of the company. The problem is that many managers simply don’t know how.
In this highly-interactive presentation, best suited for individuals in managerial roles, Gregg takes his audience on a journey through the Eight Principles of ENGAGED. He introduces a proven methodology for developing leaders and equips them with the necessary tools to help them improve both the work culture and customer experience. This methodology, known as the Living the Brand system, has helped more than 60% of his clients become recognized on Best Places to Work lists.
Using real-life case studies and highlighting compelling realities that managers can relate to, audiences will walk away feeling inspired and capable of creating a more ENGAGED workforce.
The Essential Habits of Trusted Leaders
Most leaders and managers are stressed at work like never before. There is too much to do, too little time, and too many distractions. Work-life balance is no longer the challenge. Today (and into the future) people suffer from “life balance.” But not everyone! Think about leaders you love to work with. What's their secret? You can learn techniques the most trusted leaders do to create an environment where employees become more motivated and committed.
Leadership and employee engagement guru Gregg Lederman will show you HOW the best of the best leaders have earned the trust of their bosses, colleagues, and employees by practicing a few Essential Habits. Gregg provides new rules of engagement that disrupt business as usual in a positive way, increasing the meaning of work while reducing stress in the workplace. "Engagement can't be forced, people are not machines, and token rewards are powerless to produce an engaged workforce."
As the engagement crisis gets worse, the engagement industry gets bigger, not better. Most solutions actually contribute more to the cultural problems than they contribute to meaningful change. Over 60% of Gregg's clients are on a best place to work list. This is not by chance. It is by design. In this highly interactive session, managers learn to create the Essential Habits that will make them better, more trusted leaders.
- Using real-life case studies with financial impact and highlighting compelling realities that managers can relate to, audiences will walk away feeling inspired to
- Understand the realities of employee engagement, how it impacts their workforce and what to do to improve it
- Uncover and leverage the three primary drivers that motivate employees
- Become a values-driven leader who earns more trust
- Learn what it takes to create a habit and demonstrate the willpower to make it stick
Design the Perfect Customer Experience
Every customer (internal or external) goes through a series of typical touchpoints with your company. At each touchpoint, customers interact with your people, products, and/or services in ways that lead them to have a good, bad, or indifferent experience. The best way to ensure more valuable and profitable customer relationships is to thoughtfully design the experience, train employees on how to do it, and ensure accountability throughout your company.
Leaders attending this session will walk away knowing:
- How to strategically lay out customer experience touchpoints
- How to design the customer experience around key processes and nonnegotiable behaviors
- Ways to engage and motivate employees to consistently out-behave the competition by delivering outstanding customer experiences
VP of Marketing, Wegmans Food Markets Inc.
“Gregg’s workshops provided thought-provoking insight to help us delve deeper into how we could further improve our differentiation and results in the marketplace. His methodology goes well beyond the discovery phase to give businesses the ‘how-to’ advice they need to begin implementing change today.”
NY Capital Region Chapter of the American Marketing Association
“We just had the most dynamic speaker! Gregg Lederman challenged our audience to think about their business in new ways and captured their hearts with buckets of takeaway value relevant to their business. He is one of the highest audience- rated speakers our regional AMA Chapter has ever had.”
President, Ecdata, Inc.
“Gregg’s presentation to the International Business Council was completely engaging. The feedback we received from attendees proves the value of his topic, with the majority indicating they’ll leverage his ‘how-to’ advice in creating the company-wide accountability critical to thinking, speaking, and living the brand.”
Managing Director, The Kerton Group for TRMA
"With three conferences a year, we have worked with many speakers. Of those, Gregg has been one of the easiest to deal with and a pleasure to watch. His vivacious energy was just what our audience needed at the end of the day, and it showed in the glowing reviews he received. Everyone was blown away by his charisma, but even more by the applicable nature of the presented material. It would be a pleasure to have him back... anytime."
Steps to Master Habits of Trusted Leadership
Thursday, October 29, 2015
A few months back I wrote an article about the essential habits of trusted leaders—a few managerial skills to help create an environment for employees to become more engaged and productive, leading to a better customer experience.
Shortly after the article was published, I was speaking with a friend about it and he asked me what it really means to be a trusted leader at work. So I shared with him the informal research study I have been conducting over the last few years when delivering keynotes to large groups of leaders. It goes like this:
(Audience: leaders and managers of various levels within same company)
Me: Show of hands … how many of you are in the top 50 percent of the most trusted and effective leaders within this company?
Audience: An awkward pause. Then the hands begin to go up … lots of hands.
Me: It looks as though about 90 percent or more of you have your hands up.
Audience: Quickly reflect, then some start to laugh slightly and look around.
Me: So, at least 90 percent of you are in the top 50 percent of the most effective and trusted leaders?
Audience: More laughter.
Each time I did this study, I got the same results. What happened with each audience is both statistically insane, yet psychologically real. We tend to assume we are better leaders than we are. As humans, our overconfidence is not uncommon. In fact, studies show that 90 percent of us believe we are above average drivers.
In addition, I expanded my research efforts by asking audiences to think about a leader who has earned their trust and to answer the question, “What is it that the leader does to earn your trust?” Week after week, month after month, I engaged leaders and managers in this thoughtful exercise and sought out volunteers to share their thoughts. I documented those thoughts so I could continue learning about what it takes to be a trusted leader.
What I found was quite interesting. It appears that being a trusted leader involves quite the balancing act between being both performance-focused and attentive to the humanity side of work. Here are the top attributes and themes I gathered.
- Set clear direction and goals
- Implement successfully
- Make decisions
- Be assertive, but not pushy or aggressive
- Be competent
- Take charge
- Be even-keeled: balanced and consistent
- Ask good questions
- Help solve problems
- Take an interest in people’s lives
- Protect people (“I got your back”)
- Make time for one-on-ones
- Focus on small wins
- Give credit to others
It became obvious from the many collaborations that leaders who are too focused on performance are not optimally trusted. They can be seen as go-getters, mostly driven by results. Yes, you can count on performance-driven leaders to get the job done, but at what cost? These leaders can be seen as backstabbers who are only out for their own self-interest, achieving success at the expense of people.
On the other hand, leaders who focus too heavily on humanity can be counted on to build relationships, show compassion, and be there for people, yet are also not as trusted as they could be. Often, these leaders are seen as incompetent because they’re not willing or able to hold others accountable for results. However, the attributes shared for this group clearly show they understand that success is achieved with people, not at the expense of people.
The saying “life is a balancing act” rings true for being an effective and trusted leader just as it does for any other area of your life. Trust is earned, not awarded. So, are you as much of a trusted leader as you could be? Are you one of the 90 percent who think they are trusted leaders? Or are you one of the 50 percent who actually are?
If you want to be more trusted at work, then begin building the essential habits to help you prioritize and balance a focus on both performance and humanity. There are four steps to building and sustaining an essential habit.
1. Change your mind. To create a habit, you must decide that change is necessary and possible. For most, it requires a mindset shift. You must care enough to want to change your behaviors and have the confidence that you can.
2. Create a routine. For instance, if you want to create the habit of sharing the impact employee efforts have on business results, establish a routine to review those results along with critical business data, as well as schedule time with employees to share and discuss.
3. Demonstrate willpower. Leaders face stress, busyness, successes and challenges, all of which are obstacles to maintaining willpower. In order to make a habit stick, you must recognize situations where you may lose the willpower to stick to your routine and keep your mind on target with a plan for how to deal with those instances. Over time, your routine will become second nature.
4. Feed the habit. Leaders must pay attention to the personal and business successes. These successes enable leaders to keep the right mindset and stick to the routine. Celebrate small wins.
Keep in mind: You cannot master leadership. Even if you are doing well as a leader, there is always room for improvement. You can only strive to get better over time. Using the four steps listed above to master a few essential habits will help you become a more effective and trusted leader.
Gregg Lederman, CEO of Brand Integrity, is a professional speaker on the customer experience, leadership and culture change. He is an adjunct professor at University of Rochester’s Simon Business School and the author of the New York Times best-selling book “Engaged!: Outbehave Your Competition to Create Customers for Life.” Read more from Gregg at www.gregglederman.com.
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