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How to Resolve Conflict in the Workplace in 5 Steps

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Conflict between coworkers is inevitable. Mastering how to resolve conflict in the workplace is where power lies for you to make a difference with your people, your teams, and ultimately your customers. You cannot have a successful workforce that is productive and uplifted when they are constantly dealing with disagreements that negatively affect their work.

how to resolve conflict in the workplace

Here are five ways to approach and incorporate skills with helping coworkers dissolve conflict to better solutions. When they see your willingness to respect their perspectives and feelings on any matter, you support a healthier workforce and environment where your people want to stay.

  • see the conflict as an opportunity
  • focus on the behavior or event
  • help each individual involved feel seen and heard
  • find points of agreement instead of differences
  • do a 5 why’s analysis to dig deeper

Your employees can’t trust you if the workplace conflict just becomes elementary tattle-tale situations that are one-sided and biased. Unfortunately, that’s what still resides in many workplaces. This must change.

RELATED: 24 Ways Employers Can Manage Stress at Work

Seeing Conflict as an Opportunity is the First Step in How to Resolve Conflict in the Workplace

When people are in the heat of the moment, it’s very difficult to zoom out and see the bigger picture with things. Emotions running hot can lead to destructive behaviors at work, and even in front of customers. No one wants that at all. Even suggesting that the conflict is an opportunity at the right time may trigger certain people even further.

Your management and HR teams should be trained and cautioned to approach this idea delicately with people who may be “set off” very easily. That said, when people have cooled off a bit, approaching the situation as a way to move past something once and for all just may be the way to step into calm waters.

training employees and managers on how to resolve conflict in the workplace

Discuss key awareness ideas such as:

  • within every conflict there is a seed of solution meant to move past everything negative
  • discussing the dispute as soon as it’s recognized treats the problem at the source instead of brushing it under the rug
  • finding the root of the problem is how to create a happier, more stable workforce and coworker relationships
  • negative feelings can be released and relationships grow in a more positive direction
  • if everyone is willing to respect perspectives, everyone can end up in a better place

Time and energy will no longer be wasted on certain areas of conflict when you take the time to actually address it. Unfortunately, too many organizations discount the common quarrels between team members as just clashing personalities or “they’re having a bad day” and write things off. But the problems remain.

You will only be able to resolve conflict in the workplace and ultimately keep your employees when you approach these often delicate circumstances from a higher plane. Choose to see the bigger perspective of how this can be used for good, instead of just being something everyone needs to learn to deal with.

You will only be able to resolve conflict in the workplace and ultimately keep your employees when you approach these often delicate circumstances from a higher plane.

RELATED: 7 Workplace Wellness Trends You Need to Support at Your Company

Focus on the Behavior and Event

If you are approaching conflict resolution as only determining who is in the wrong or who made the mistake, you’re ultimately going to lose. Your efforts will not be productive and there will be no progress.

Judgment or pointing fingers is not how to resolve conflict in the workplace. Yes, there may be mistakes made that need to be remedied. But it’s more about behaviors that can change in order to prevent further negative events from happening again.

During discussions with your people, focus on the behaviors that may be unacceptable, or the circumstances that led to the conflict that could have been avoided. Maybe policies and procedures were not followed properly. Maybe nothing could have been done to prevent the issue so now it’s an opportunity to develop a new plan of action if it happens again.

Recognize that people may have acted out in bad ways because they’re stressed, overworked, or have key things happening in their personal lives that are weighing heavily on their mind. No matter what though, approaching the situation by looking at what happened rather than why it happened is primary.

RELATED: How Wellness Programs Help Improve Employee Morale

How to Resolve Conflict in the Workplace With Ensuring Employees Feel Heard

Often during meetings or discussions involving a few employees in conflict, one or more parties feel like they are not understood or have been mistreated. Then they stay silent or do not engage because they feel like their perspective doesn’t matter, the manager leading the conversation is biased, and no matter what they do they have already been judged as being wrong.

One WellSteps employee shares a story where she felt entirely disregarded and there was no equal treatment or attempt for understanding in a simple situation. 

One time as a teenager I worked at a grocery store. One of the managers was constantly calling me back to the front end of the store when she couldn't directly see me bagging customer's groceries. She felt that I was disappearing to ditch out on working. But what actually happened was that during slow times with no customers coming through checkout lanes, I was bringing in shopping carts, bagging ice, assisting the other store employees stock goods in their sections, etc. 

I told the manager this, and even had the support of other employees to corroborate my story, but I wasn't believed at all. I found myself being written up for apparently being subordinate by the head manager because he believed the lower manager over me. I certainly didn't feel heard or validated. After that I didn't go out of my way to provide extra value as an employee when that manager was on duty.

Even in this case where there was a simple misunderstanding or lack of communication, there was no attempt to hear or show that employee that she had true value to the company. All that seemed to matter was an outranking manager’s opinion. This is seen too often in organizations day in and day out.

helping employees feel heard at work with how to resolve conflict in the workplace

Over 80% of employees state they don’t feel heard during conflicts at work and it leads to negative situations all around for everyone involved. Being able to have conversations that produce positive results rather than perpetuating negative energy is an essential skill your management team and HR groups must attain.

Put yourself in the employees’ shoes. Would you want to be an effective and productive employee if you felt your perspective did not matter? Of course not. We can create a space where employees and leaders all feel valued and heard even during times of conflict and disagreement.

Being able to work through those challenges will forever create skills and go-to solutions for everyone involved that they can use not only at work but in every area of their lives.

Being able to work through those challenges will forever create skills and go-to solutions for everyone involved that they can use not only at work but in every area of their lives.

RELATED: 7 Signs of a Healthy Work Environment Leaders Can Support

Find Points of Agreement

You know the saying “Agree to disagree?” Sometimes it’s the only way to work toward conflict resolution. Being able to find a common ground of what can be agreed upon may save co-working relationships. The clash of perspectives that incites negative emotions is always based on disagreements that trigger people.

But when there are details in the situation that can be agreed upon by all parties, it starts to neutralize the bad feelings. It levels the “playing field” and helps everyone to just take a breath and lower the intensity down a notch.

Now, this isn’t sarcastically getting one side to agree with the other out of spite or wishing the heated conversations would end. You must be careful that it doesn’t involve subtle animosity to get one side to give in and deceitfully agree in order to just get the interaction over with. How to resolve conflict in the workplace isn’t about getting to the end of the conflict faster.

finding common ground through agreements when learning how to resolve conflict in the workplace

Genuinely search for details that both sides can agree on and start from there. Utilize resources and training everyone can go through that teaches skills for finding agreements between parties. Not only will this help reduce conflict in the workplace, it will support your customer service and contract conversations depending on your organization’s business model.

RELATED: How to Improve Job Satisfaction in Your Organization

Do a 5 Whys Analysis

Sometimes it’s necessary to dig a little deeper to even understand the source of the conflict or problem between employees. If you’re trying to make sense of the dispute and it’s unclear how the conflict even originated, you can utilize a simple tool called 5 Whys. This is often used by Quality Departments, therapists or counselors, and even Process Engineers in order to go to the source of issues that can be resolved.

Here’s how to resolve conflict in the workplace with this simple process. Start with what seems to be the dominant reason an employee feels there is a conflict at all. Identify that reason and follow these steps.

  1. Ask why there is conflict.
  2. Take the answer from step 1, and ask why that is a problem.
  3. Take the answer from step 2, and ask again why that is a problem.
  4. Take the answer from step 3, and ask again why that is a problem.
  5. Take the answer from step 4, and ask again why that is a problem.

Usually after digging deep into a conflict, the root cause can be identified after 5 Whys. Sometimes it’s necessary to go to 7 layers down, but 5 should be sufficient in problems between coworkers. You’ll find that the actual cause of the problem is not what it appears to be at all.

This process allows everyone to uncover the truth of the matter in a non-confrontational way. Though this tool was originally used for developing lean production systems, it can be applied in almost any situation to understand the root cause of anything. Once that is known, then the opportunity for lasting solutions isn’t blocked by emotions or incorrect assumptions.

RELATED: How to Use Employee Wellness Programs to Boost Team Morale

Next Steps For How to Resolve Conflict in the Workplace

The good news is that most unnecessary conflict can be avoided when employees have good levels of mental health and wellbeing in the workplace. When your organization has a thriving wellness program to support its employees in this way, conflict decreases.

No matter if you have a wellness program at your company, or you have nothing in place at all, no worries. You can book a free demo with one of our WellSteps guides and discover exactly how you can not only help resolve conflict in the workplace, but also support every other area of health for your people.

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What Is Company Culture? 12 Important Questions for Your Job Interviews.

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Over there years I have been asked, “What is company culture?” I’ve talked about company culture since I learned about it, and it’s become one of my favorite subjects because it impacts us so much.

So this morning I woke up to a newsletter article from one of my resume-writer friends, Martin Weitzman. Marty writes the Gilbert Gazette, which I’ve gotten for years. He included an article that was apparently on Glassdoor (I can’t find it) titled 12 Interview Questions You Should Ask to Uncover Company Culture. These questions really get to the heart of the “what is company culture” question.

What is company culture? Job interview questions

The questions are:

  1. How long have you been with the company?
  2. What was the last big achievement that was celebrated?
  3. What’s the dress code like here?
  4. What activities do you offer for employees?
  5. What was the department’s biggest challenge last year and what did you learn from it?
  6. How much time do the owners/leaders/founders spend in the office?
  7. What do people on the team that I’d be joining do for lunch every day?
  8. How do you measure success and over what time frame? How are these metrics determined?
  9. Would you be willing to show me around the office?
  10. Does the company give back to the community? In what ways?
  11. How many of the current team members have flexible schedules?
  12. What continuing learning opportunities do you have for your employees?

I care more about some of these questions than I do others. And I’d word some of them differently than others. For example, I may not care as much about how an organization gives back to the community (depending on various factors) as I care about the flexible schedules (and remote work opportunities).

I’d ask how they handled remote work since the pandemic and listen for what policies they put in place (mandates to come back vs. optional stay-at-home options).

what is company culture interview questions

One of the important things to remember with lists like this is that they are neither the entire list nor are they necessarily the best questions for your situation, or the organization you are interviewing at. You need to come up with your own questions. And, I doubt you’ll ask each of these twelve questions… just ask the two or three that are most important to you. Then you can ask other questions addressing other topics you are interested in.

This morning I tweeted about company culture. I firmly believe this:

The first two companies I worked out, while finishing my degree and then shortly after graduating, had amazing cultures. I was an intern at the first one. They decided to move all of the jobs in that office a few hours west. It was all kinds of things: chaotic, heartbreaking, surprising, etc. People had to make serious decisions. I learned of many people who had kids from previous marriages that refused to go, lest they hardly saw their kids after moving. I saw people wonder how they would replace one of the best, and best paying, jobs in that tiny town with not a lot of opportunities.

Since I was an intern I was kind of detached from it all, not having thought I’d spend my future at that company. I was the proverbial fly on the wall, observing, watching, listening, absorbing, learning. I learned about culture, about change management, about communication, about career management.

The second company had a few hundred managers and thousands of mostly janitors. We did janitorial (and some other facility) work across the U.S, and I think into Canada (I can’t remember). There are two unfavorable characteristics in that industry: very low profit margins and very high turnover. Yet this company was, in my opinion, massive. They had recently entered into some new contracts with non-janitorial work that were much more profitable, and times were exciting.

The thing that stood out to me the most, though, was the loyalty and the all-in attitude I saw from leadership and management. Even in the harshest of circumstances (imagine trying to get a very low-paid janitorial crew to work in a storm, for example), with very few resources, I saw leaders who gave everything to the organization. I saw this because they believed in the top leadership. They were aligned with the vision and mission. They felt they were important, seen, and respected. And they were.

Contrast that to working at an organization that doesn’t care about you. You are barely just a number to them. They know they’ll be replacing you within a year.

Contrast the amazing culture to an organization that promotes incompetent, dangerous leaders. What kind of culture do you think that creates? I’ve see it. I’ve lived it. It’s amazing that top leaders don’t know the trust they have worked so hard on has been destroyed by having one exceptionally poor leader remain in leadership.

So, What is company culture?

It is not a popularity contest. Having a great company culture doesn’t mean you always and only promote people who get along with everyone else. Some of the greatest leaders at the greatest organizations were not good socially. But they were excellent in other ways, and people around them made up for social deficiencies.

What is company culture?

A great company culture is an exciting culture. Usually, it is a place that is growing or very stable, and people aren’t fidgeting, super worried about losing their jobs. At the same time, they know that performers get to keep their jobs while underperformers either get a plan to improve or they get invited to leave. In an organization with a great culture this doesn’t feel stressful, rather it feels like the work you do is appreciated, and leadership is trying to nurture, guard, and reward, great work.

What is company culture?

Company culture is a feeling. It is built on trust. It is nurtured by alignment of values and direction. It is reinforced by recognition and rewards.

Like I said in my tweet, it might be hard to explain, or recognize, but once you have experienced it, you know it. Once you’ve been in crappy company cultures you want to avoid them, and once you’ve tasted of the forbidden fruit, if you will, you only want that.

That’s why the questions above are so important… the responses will help you understand if where you are interviewing at really has a company culture you want to work at, rather than something they only brag about on their website but don’t actually live.

If you are still asking “what is company culture,” keep looking. Hopefully, one day, you’ll find it.

Two Word of Warning

And, of course, not everything is roses. Here are two serious considerations if you want to work at a place that has a great company culture:

First: You get what you put in. You get what you look for. You get what you feed.

If you want an amazing company culture then work for it. You don’t have to be the company president or HR to be an active participant. Go to the lunches, get involved in the recognition program (where you give recognition to your peers and colleagues). Work on supporting organizational initiatives and cut down on the crap talk.

I’m not saying to be a Pollyanna. Or, maybe I am. You can spend your entire day talking about how dumb this program is or what a dork that executive is, or what a waste of time something is. Or, you can do your job and look for good, constructive ways to fix some of those issues.

Having a great company culture doesn’t mean there are no problems, but the way the problems are addressed and talked about are much better than in a toxic environment.

What is a great company culture? It is a culture that you are actively involved in, instead of continually trying to tear down.

Second: Your company (or team) culture can greatly be influenced by your organizational (or team) leaders. I’ve worked at organizations where I thought it was the greatest thing in the world while some of my colleagues in different departments had a completely different experience. So, going to work at a top employer in your area might be great, unless you get put in the worst department. You’ll end up wondering what anyone is talking about, and why they say it’s great.

I have worked for amazing leaders. When they leave, everything changed. Or, I’ve worked for barely-tolerable leaders. When they left, everything changed!

Look for, and do what you can, to work with these leaders! Maybe your question shifts from “what is company culture” to “what is the culture my team leader has created?” Go back to those questions above and change them to reflect on the leader you’ll be working under to get a better idea of what culture you’ll be in.

 



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Three Ways Artificial Intelligence is Impacting Business Productivity

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by Laura Stack, MBA, CSP, CPAE

“Some people call this artificial intelligence, but the reality is this technology will enhance us. So instead of artificial intelligence, I think we’ll augment our intelligence.” — Ginny Rometty, American business executive

Artificial intelligence (AI) gets a bad rap in pop culture. For every fictional Jarvis or David, there are a half-dozen Skynets or Ultrons. In the real world, most workers believe artificial intelligence is something we’re still waiting on. But it’s already off and running in corporations around the world, though not necessarily in forms people tend to think of when they hear the term “artificial intelligence.” Some visionary authors call what we have “artificial stupids,” but whatever you call them, they can get the job done.

The job, in this case, is making human workers more productive by handing the reins for repetitive, dull tasks to silicon coworkers. I’m not talking about robots, and no one intends these AIs to take over human jobs. These AIs consist of increasingly sophisticated software boost personal productivity at work, based primarily on machine learning culled from previous data.

Let’s look at a few ways AI has already begun to help out:

  1. Forecasting. By assessing past data from your business or department, and testing hundreds or thousands of models using your data, AIs can help forecast the outcomes of any potential decision or approach. It can also consider innovation, potential disruptions, or supply-and-demand changes based on existing or potential conditions. This may sound more useful to manufacturers of widgets than to classic white-collar offices, but keep in mind that we still manufacture our own kinds of products for our end-users, whether they be white papers or computer programs. Besides, standard manufacturing firms also have white-collar offices to handle the technology used in production and make predictions for next year, quarter, and decade. Given the proper constraints, an AI can learn from its past errors, optimize its data based on what it’s learned, and move forward based on its new conclusions — 24/7. It can also use this information to develop algorithms to predict when maintenance and upgrades to its own system are needed.
  1. Security. These days, the only way to avoid data theft is to use computers completely cut off from the World Wide Web. That just doesn’t cut it if your business model requires an online presence. Even if it doesn’t, most white-collar businesses need dedicated access to the internet so workers can more easily do their jobs and communicate with one another. Many businesses have some level of human security to protect their real assets and people, but increasingly, they also require a high level of cybersecurity to protect data, intellectual property, and other intangible assets. AIs provide an unsleeping eye to safeguard all these: by learning to recognize cyber-attacks based on algorithms developed after previous attacks, by closely monitoring input from outside, and by shutting down access to sensitive files/systems as necessary. They can even help backtrack the attackers to their source, to block further attacks. While script kiddies and other hackers remain a serious concern, with the proper AI cybersecurity, they aren’t as worrisome as they once were. 
  1. Research and Personal Assistants. Digital assistants aren’t exactly new, but as AI has evolved in recent years, they’ve become much easier to use and more reliable. Now, with a few instructions, they can handle your email, keep your calendar in hand, and streamline other processes with simple suggestions. This are straightforward tasks evolved from Clippy and Microsoft Bob of the pre-Y2K era (look ’em up). But the most useful thing about these assistants is that they can sift through enormous masses of data with ease, allowing you to do the kind of research that might not have been possible a decade ago. Before search engines alone, research was a much more onerous task, which could require months of library work and, in some cases, prohibitive levels of travel.

Being pure software, AIs not only don’t need time off, but they also can process basic data much faster than anything human. As a result, they can relieve us of a great deal of tedium and allow us to discover connections that help us develop or refine products and continue evolving our technology. The examples here are just a few ways AI can increase efficiency, and thus productivity, in the modern business world; soon we’ll be seeing many others.

© 2022 Laura Stack. Laura Stack, MBA, CSP, CPAE is known as The Productivity Pro®. She is an award-winning keynote speaker, bestselling author, and noted authority on personal productivity. For 30 years, she has given keynote speeches and workshops on increasing workplace productivity in high-stress environments. Stack has authored eight books, including the bestselling What to Do When There’s Too Much to Do. She is a past president of the National Speakers Association and a member of the exclusive Speaker Hall of Fame. To book Laura speak at an upcoming meeting or event, contact her at www.TheProductivityPro.com.

 

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The Importance of Effective Workplace Communication

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Energage

Energage is a Certified B Corporation that helps organizations measure, shape, and showcase their culture to build a sustainable competitive advantage. Through its fully unified SaaS platform, plus support and professional services, Energage customers are successfully recruiting and retaining the right talent for their organization by building, maintaining and branding their unique culture. Having launched the industry’s first employee engagement survey 14 years ago, Energage draws on the employee feedback collected through the leading employer recognition program – Top Workplaces — to maintain the industry’s most robust workplace culture benchmarks.

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What Leaders Can Do to Improve Employee Engagement

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Energage

Energage is a Certified B Corporation that helps organizations measure, shape, and showcase their culture to build a sustainable competitive advantage. Through its fully unified SaaS platform, plus support and professional services, Energage customers are successfully recruiting and retaining the right talent for their organization by building, maintaining and branding their unique culture. Having launched the industry’s first employee engagement survey 14 years ago, Energage draws on the employee feedback collected through the leading employer recognition program – Top Workplaces — to maintain the industry’s most robust workplace culture benchmarks.

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A Guide to Employee Well-Being

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Energage

Energage is a Certified B Corporation that helps organizations measure, shape, and showcase their culture to build a sustainable competitive advantage. Through its fully unified SaaS platform, plus support and professional services, Energage customers are successfully recruiting and retaining the right talent for their organization by building, maintaining and branding their unique culture. Having launched the industry’s first employee engagement survey 14 years ago, Energage draws on the employee feedback collected through the leading employer recognition program – Top Workplaces — to maintain the industry’s most robust workplace culture benchmarks.

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How to Interpret Employee Engagement Survey Results

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Energage

Energage is a Certified B Corporation that helps organizations measure, shape, and showcase their culture to build a sustainable competitive advantage. Through its fully unified SaaS platform, plus support and professional services, Energage customers are successfully recruiting and retaining the right talent for their organization by building, maintaining and branding their unique culture. Having launched the industry’s first employee engagement survey 14 years ago, Energage draws on the employee feedback collected through the leading employer recognition program – Top Workplaces — to maintain the industry’s most robust workplace culture benchmarks.

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30 Strategies to Improve Employee Well-Being

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Energage

Energage is a Certified B Corporation that helps organizations measure, shape, and showcase their culture to build a sustainable competitive advantage. Through its fully unified SaaS platform, plus support and professional services, Energage customers are successfully recruiting and retaining the right talent for their organization by building, maintaining and branding their unique culture. Having launched the industry’s first employee engagement survey 14 years ago, Energage draws on the employee feedback collected through the leading employer recognition program – Top Workplaces — to maintain the industry’s most robust workplace culture benchmarks.

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The Results of the 2021 American Time Use Survey

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by Laura Stack, MBA, CSP, CPAE

 “The two most powerful warriors are patience and time.”—Leo Tolstoy, Russian novelist, in War and Peace.

Late in June 2022, the U.S. Bureau of Labor Statistics released the results of the previous year’s American Time Use Study (ATUS), as it has annually since 2003. I’ve reported on it each year for more than a decade. The ATUS data for 2020, released in 2021, reflected significant effects from the COVID-19 pandemic that has gripped the nation since March 2020. Fortunately, during 2021, the crisis loosened its stranglehold on the economy, allowing it to bounce back to pre-plague levels. However, the economy has since fallen behind again due to the rise of the worst inflation since the 1980s (sure to be a significant factor in next year’s report).

A reminder: the ATUS study covers all individuals over 15 years old, including full-time high school and college students, the disabled, the unemployed, and retirees. It also covers every day of the week, including weekends and holidays. Therefore, the average hour per day worked may, at first glance, seem low. However, these numbers are averages for every day and every person, including those who didn’t work or worked only part time. In the 2021 data, it also includes almost 2 million people holding multiple jobs.

Home Work
While the 2021 work statistics resemble those of 2019, one difference from pre-COVID stats is a continuation of a phenomenon I’ve long seen as inevitable, but COVID just accelerated its development. The sharp increase in working from home reported last year continued in 2021, especially among professionals, with minor changes. No real surprise there, given the continuing pandemic and the fact that both workers and employers have become accustomed to people working from home. Indeed, a significant percentage of workers have refused to return to the traditional workplace, resulting in what employers have dubbed “the Great Resignation” when they’ve been pressed by employers to return (I’ve blogged about this recently).

As the pandemic forced continued use of videoconferencing and telecommuting technology (e.g., Skype and Zoom), 38% of employees did some or all their work from home, as opposed to 68% who did some or all their work from their workplace (these numbers exceed 100% because some workers did both). The 38% of individuals who worked at home in 2021 is down a bit from the 42% who worked from home during the 10 months recorded for 2020. That year, the reporting was late in starting, as the COVID-19 pandemic began in earnest. In 2021, those who worked at their workplaces averaged 7.84 hours on an average day they worked; people who worked at home worked an average of 5.61 days on days they worked. This lower number for those who worked at home may reflect less time spent commuting; however, again, this average includes all days of the week and holidays, which suggests most Americans are working significantly longer than the “standard” 40 hours per week.

Thirty-five percent of men worked at home on an average day, down a bit from 36% in 2020, while the number of women working from home dropped sharply from 49% to 41.5%, possibly because many children returned to school in 2021 and no longer needed home schooling and at-home supervision. Overall, workers in management and with higher levels of education tended to work more from home that those with less education. For example, 67% of workers with advanced degrees worked from home on days they worked, while just 19% of those with only a high school diploma did.

A bit under 51% of the population 15 years old or older worked in 2021, higher than the pre-COVID 2019 level of 49%, as opposed to an average of 39% in 2020. Clearly, millions of people were back to work as COVID restrictions eased nationwide and their jobs returned. The average number of hours worked on days worked (including weekends) rose to 7.75 as opposed to 7.6 in 2020, springing back above the 2019 level of 7.7. As counted by ATUS, “employed persons” includes full-time workers and part-time workers, which also lowers the average number of hours worked to below the expected eight hours; but interestingly, the sum across seven days adds up to over 50 hours weekly for the average worker.

The Takeaway
It’s clear that in 2021, the economy had begun to recover from COVID. It continued to stabilize for most of 2021, before inflation hit late in the year and in early 2022. In next year’s ATUS article, I expect to report a downturn in the economy, as we’re officially already in recession, though it’s hard to say how that will affect jobs. Non-salary workers may work longer, while both salary and wage workers may get part-time hourly-wage jobs on top of their main jobs to offset the increased costs of necessities like food and energy. We’ll see.So: how did the pandemic affect your work in 2021? Let us know in the Comments section.

© 2022 Laura Stack. Laura Stack, MBA, CSP, CPAE is an award-winning keynote speaker, bestselling author, and noted authority on employee and team productivity. She is the president of The Productivity Pro, Inc., a company dedicated to helping leaders increase workplace performance in high-stress environments. Stack has authored eight books, including FASTER TOGETHER: Accelerating Your Team’s Productivity (Berrett-Koehler 2018). She is a past president of the National Speakers Association, and a member of its exclusive Speaker Hall of Fame (with fewer than 175 members worldwide). Stack’s clients include Cisco Systems, Wal-Mart, and Bank of America, and she has been featured on the CBS Early Show and CNN, and in the New York Times. To have Laura Stack speak at an upcoming meeting or event, call 303-471-7401 or contact us online.

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#Workpod: Breaking with Why

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Passion is the fuel that drives us to do what we love. Without it, we can get stuck in a routine that doesn’t fulfil us. If you have a passion, purpose, or goal committed to achieving, your life will be more fulfilling and meaningful. In this episode with Frankie Russo, we discuss how passions and purposes can change your life for the better. It also includes some ideas on the best ways to find your passion and purpose in life.

Since 2005, Frankie Russo has been building the Russo Capital portfolio of companies throughout multiple industries, including technology, advertising, marketing, music, automotive, agriculture, publishing, and finance. The companies he has invested in have offices in the USA and India and serve 121 U.S. Markets.

Russo and his team have led 2 of his companies to become some of America’s fastest-growing privately owned companies 8 years in a row. In 2017 his company became one of the top 50 companies in southwest Louisiana. Russo was named ABIZ entrepreneur of the year and recognized as one of Louisiana’s top 20 under 40 honorees.

The Art of WHY (2016), Russo’s first book, was on Amazon’s bestseller list in the self-help category and has been readapted and expanded into his second book, the rules-defying Breaking WHY (2022). He currently conducts a series of book tours and talks around the country to help his audience master their own purpose. Frankie’s highest calling is his family, and he happily lives with his wife and six children in Louisiana.

Tune in!

During this episode, you will learn about;

[00:00] Episode intro and a quick bio of the guest; Frankie Russo

[01:02] A short backstory of who Frankie is and where he came from

[06:20] Founding Russo Capital and its mission

[07:35] Frankie Russo, through his school of WHY

[09:45] A journey to find his purpose

[13:05] Common mistakes among entrepreneurs and leaders in their pursuit of self

[16:19] The culture shift in organizations

[19:00] Ensuring a company sticks to its WHY in the growth trajectory

[25:01] How successful businesses and leaders adjust to the realities of life

[28:37] Frankie’s decision-making process he shares with us

[34:10] Quick fixes that companies and leaders need to implement

[39:02] How you can reinforce passion and wisdom in the workforce

[42:54] Analysis paralysis on understanding your WHY

[43:47] What motivated Frankie to become an author

[48:34] Rapid fire round

[52:31] Qualities that have made Frankie who he is today

[54:27] Book recommendation

[56:15] Golden take-away nuggets from the guest

[56:50] Episode wrap up

Notable Quotes

  • Look at what it takes to harness your passion and purpose and put them together to create true, long-lasting profits.
  • The purpose is the center of everything an entrepreneur does.
  • The secret to understanding your WHY of existence is looking at who you were as a young person.
  • The only truly meaningful and fulfilling thing is living your purpose and serving your gift to the world.
  • The most powerful leaders are the ones that have humility and honesty.
  • Everyone’s life is vulnerable to the outside factors that we must adjust to.
  • The one thing you can’t sell people on is passion. If they are not passionate about their work, their productivity will always be unfavorable.
  • Understanding your WHY is only the first step. All the rest of the steps are work.
  • Challenge yourself to find out your WHY and be okay with the answer. If you don’t like it, revisit it regularly.

Frankie’s Books and other Resources Mentioned

  1. Breaking WHY: Hacking and Rebuilding Strategic Emotions for Authentic Success: https://www.amazon.com/gp/product/B09NMB3LQC/
  1. The Art of Why: Master Your Purpose: https://www.amazon.com/gp/product/B01M0TO2MU/
  1. Start with Why: How Great Leaders Inspire Everyone to Take Action by Simon Sinek: https://www.amazon.com/gp/product/B002Q6XUE4/.
  1. The Innovator’s Dilemma: When New Technologies Cause Great Firms to Fail by Clayton M. Christensen: https://www.amazon.com/gp/product/B012BLTM6I/
  1. Unfu*k Yourself: Get Out of Your Head and into Your Life by Gary John Bishop: https://www.amazon.com/gp/product/B071F7C5NQ/
  1. Good to Great: Why Some Companies Make the Leap by Jim Collins: https://www.amazon.com/gp/product/B0058DRUV6/
  1. Traction: Get a Grip on Your Business by Gino Wickman:   https://www.amazon.com/gp/product/B007QWLLV2/

Some questions we covered:

1. What has brought Frankie to this day?

2. What is the vision behind Russo Capital company?

3. What did Frankie do to find his purpose?

4. What common mistakes among entrepreneurs and leaders in pursuing purpose?

5. How can a company ensure it sticks to its WHY in the growth trajectory

6. How Frankie makes his decisions.

7. What are some of the quick fixes that companies and leaders need to implement

8. What motivated Frankie to become an author?

9. Is there analysis paralysis in understanding your WHY

9. What qualities have made Frankie who he is today?

Connect With Frankie Russo

Website: http://www.frankie-russo.com/

Company Website: https://russocap.com/

LinkedIn: https://www.linkedin.com/in/frankie-russo-30ab531a/

Linktr.ee: https://linktr.ee/Frankierusso

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Work Pod takes you on the journey with leaders, experts, academics, authors, and change-makers to design the future of work, workers, and the workplace.

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