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An expert in aligning goals and people to create thriving organizations, Mark leads one of the world’s largest studies on leadership and employee engagement. From his roots as a turnaround specialist, Mark created Leadership IQ to address problems in performance before they hit the bottom line. Leadership IQ’s turnaround, culture change, and performance enhancement through employee engagement work has been recognized in a diverse set of industries including healthcare, financial services, energy, manufacturing, logistics, and hospitality. His award-winning work has been featured in publications including the Wall Street Journal, Fortune, Forbes, Bloomberg Businessweek, and the Washington Post. His media appearances include CBS News Sunday Morning, ABC’s 20/20, Fox’s Business News, and NPR. Mark has lectured at Harvard Business School, Yale University, University of Rochester, and University of Florida. He is the author of five books, including the McGraw-Hill international bestsellers, Hundred Percenters: Challenge Your People to Give It Their All and They’ll Give You Even More and Hard Goals. Mark’s most recent book, Hiring for Attitude, reflects the team’s latest research and insight into how hiring decisions can align with engagement goals and culture characteristics.

Mark Murphy

3 Ways Managers Can Communicate to Motivate

In today’s mobile age, work is no longer confined to your office. But while technology has helped leaders connect to their workforce faster and more efficiently than ever, it also has eroded away all the old rules that used to work in face-to-face settings.
It’s true: Many of the leadership techniques you use in the office simply don’t work in remote settings.
Leadership IQ CEO and expert leadership trainer Mark Murphy is hosting a live webinar titled “The Science of Managing Remote Employees” to share the latest research and best practices about how to be an effective leader in the virtual workplace.
In this live 60-minute webinar, you’ll learn:
• New research that shows which personality types (e.g. introverts, extroverts, etc.) make the best, most engaged, most productive remote employees (HINT: It’s not what you think.)
• Sure-fire ways to assess and measure remote employees’ job performance without using invasive and expensive techniques to spy on their every move
• Why you should NEVER ask “How’s it going?” to remote employees
• 3 attitude adjustments that leaders must make to successfully manage remote employees
• The 1 question you can ask at the end of every virtual meeting to avoid being undermined behind your back by people who disagree with you
• 3 tools guaranteed to build trust with remote employees
• How to transmit your corporate culture to employees who never get to see your corporate office
• The pros and cons (and creative uses) of the latest technologies: social media, wikis, intranets, blogs, etc., plus one free tool to help you keep your virtual employees accountable
• A 3-step process for delegating large projects that require frequent progress checks (without being demonized as a micromanager)
• 2 keys to keeping remote employees disciplined and productive
• A specific weekly regimen that keeps remote employees connected and aligned
• How to avoid the 5 emotional “trigger words” in emails that cause misunderstandings, spark conflict and get you in trouble
• The 10-minute conversation that keeps remote employees feeling connected and engaged
• How to end every email with a “call to action” that elicits immediate productivity
 

Managing Remote Employees

Attitude accounts for 89 percent of hiring failures. So how do you assess a candidate’s attitude (including coachability, emotional intelligence, motivation, and temperament)?

Based on the bestselling book, Hiring for Attitude, featured in Forbes, Fast Company, & CNBC, this webinar will show you the cutting-edge hiring practices that reveal if candidates have the right attitude to fit your culture. You’ll also learn the one question to assess “coachability.” And you’ll receive tools such as the textual research, which reveals if someone is a high or low performer just by the pronouns and verbs he or she uses.

By attending the Hiring For Attitude webinar, you’ll learn:
• why most hiring managers ask too many questions—learn how many questions to ask during an interview and which questions you should never ask
• how to ensure your interview questions help you assess attitude—including six words to avoid and how to adjust for team interviews
• the five-part interview question that reveals if people are “coachable”
• what to say when you think the candidate is lying to you
• the one question that reveals if somebody goes above and beyond.

Managers: Hiring for Attitude

The scarcest resource a leader has is time (not money, people, or influence). This is why the top frustrations of leaders are typically: not having enough time, struggling to balance priorities, not being proactive enough, and spending too much time doing work that someone else should be doing.

There are four kinds of work that consume leaders’ time: green light, yellow light, orange light, and red light work. But only green light work will make you an effective leader.

Green light work is the work you’re uniquely qualified to do. It’s why the organization hired you and it absolutely has to be done. And it’s the work that propels you toward your goals. But for the average leaders, less than 30 percent of their week is spent on green light work. The other 70 percent of their time is spent on yellow, orange, and red light work—a range of activities including those that should be delegated to others, all the way to completely wasteful (like useless meetings and rework).

This 60-minute teleconference and webinar, “Finding the Time to Be a Leader,” will show you how to discover your own personal green light work and give you tactics for shedding all the yellow, orange, and red light work that is misusing (or wasting) your time, hurting your leadership effectiveness, and stopping you from hitting all your goals.

Here are just a few highlights of what you’ll take away from this program:
• How to distinguish between green, yellow, orange, and red light work and how to organize your email inbox to reflect the four kinds of work.
• Which of your yellow, orange, and red light activities should be delegated versus eliminated, and learn how to overcome the psychological barriers to delegating (including ego, doubt, and competence).
• Identify the top 10 time wasters for leaders, shorten meetings with a three-part Meeting Achievement Checklist, and avoid checking up on employees by clarifying work assignments—all of which will save you time.
• How to create a Personal Leadership Strategic Plan so you can see exactly what you need to accomplish in the upcoming days, weeks, and months. Then take it one step further and schedule each day for optimal productivity.
• How to use a Manager for a Day program to give yourself an extra set of hands (and also develop the future leader talent pool below you).
• The one question you need to ask yourself every morning that prioritizes and focuses your day—and ensures you don’t leave the office asking yourself, “Did I really get anything done today?”
 

Finding Time to be a Leader

How to Turn Your Sales Team's Victim Mentality into a Growth Mindset

The demands for talent development (TD) in healthcare are ever-increasing, and more healthcare organizations are realizing that their success as a business depends on their TD professionals’ success. As the function grows in importance, it will be asked to do more with limited resources and support. TD professionals are not immune to these constraints and issues that affect workplace health and cause toxicity. The link between work and health has become more pronounced because of the COVID-19 pandemic, as noted in US Surgeon General Vivek Murthy’s October 2022 report, Framework for Workplace Mental Health and Well Being. Healthcare, the frontline to this crisis, continues to be strongly affected by staffing shortages, compassion fatigue, and vicarious trauma, resulting in huge cultural shifts in the workplace.
But what does a healthy workplace look like? The Surgeon General’s report cites five components of healthy workplaces: protection from harm, connection and community, work-life harmony, mattering at work, and opportunity for growth.
What role can TD professionals play in supporting and promoting, or even creating, a healthy workforce? Join us on Friday, February 3, 1–3 p.m. ET for an open discussion about TD’s challenges and contributions to employee well-being and holistic learning. Daniel McEssey, MA, MS, and Mary Holtschneider, MEd, MPA, BSN, RN, NPDA-BC, CPTD®, will share their diverse experiences as a performance psychologist and a highly credentialed clinician on resiliency, self-care, autonomy, and flexibility in the healthcare workplace. 

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