management

Challenging Yourself: What I’ve Learned From My Daughter

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You come to a point in your exercise regimen where your results become stagnant or even start regressing. You wonder how this is happening? – You are going to the gym almost every day. The problem could be that you have fallen into the comfort zone routine trap. You are checking off the miles/reps/laps, but your effort is less than optimal, your body says, “Hey I’m good, I have done this before, – no changes needed.”  You are comfortable, but you absolutely need to invest in a change in order to progress physically.  

Many people don’t take this step or make this push because it’s uncomfortable, it’s hard. Why disrupt a rhythm, especially when it is becoming easier. They’ve finally hit a great rhythm and things are starting to become easier. That is the perfect time to start the challenge. Stepping out of the comfort zone is only going to further your improvement and help reach your goals of a healthier lifestyle.  Only through new stressors can we have the resultant adaptive gains.

Personally, I became somewhat stagnant in my swim, bike run workouts over a lengthy triathlon career. I did way too many of the same workouts over and over again, the workouts were like “comfort food” yet I needed more of a variety of Physical nourishments to make any significant progress.

I recently had a revelation; found through my 16-year-old daughter.

Beginning on January 1st of this year, I began a routine of early morning swims with my daughter at an outdoor pool in Colorado. With the sun coming up, a snow-covered landscape and the steam rising it was magical. However, ‘magical’ was far from the correct adverb to describe the workouts, – more accurate would be excruciating, exhausting and yet exhilarating.  I can hang with my daughter on freestyle, but not only is she talented but also smart and she knows I cannot keep up on Butterfly, so she does what all good teenage daughters do – she punishes me with a heavy butterfly focused workout.

As a triathlete, I had swum almost no butterfly previously and she obliterated me, my body would be absolutely screaming in order to make the interval and she would be grinning at the wall waiting for me.  Out of my comfort zone was an understatement. But I continue to push through as I wanted to be able to keep up, have a stretch goal and ultimately gain transformative fitness.

So if you’re a freestyler, swim butterfly; if you are a runner, swim; if you are a yogi, lift …. Vary your routine, each and every time – vary the intensity vary the exercise, vary the sport.  Whatever it is, explode out of your comfort zone and you will be rewarded with real fitness gains,

This article was originally published on RobUrbach.com

New Trends in the Post-Pandemic Workplace

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The COVID-19 pandemic is pushing people and businesses to develop new trends of operating. Herd immunity seems to be the new vocabulary that many organizations are struggling to understand. Regardless of the challenges being faced, companies still need to look for ways of surviving despite their uncertainties. Most organizations are re-writing their playbooks to develop solutions towards meeting their customers’ changing needs. Here are some of the new trends that companies can adopt to satisfy their current markets.

  • Creating a wellness-first working environment

The pandemic has pushed most individuals into living a healthier and fit life. Most people are exercising more and taking advantage of fitness apps and home-based exercising equipment. Organizations need to consider that most employees are more concerned with their health now than before the pandemic. Companies need to consider their employees’ wellness as they return to office life.

  • Develop purpose-driven brands

Brands have become more competitive and purpose-driven. Clients are looking for products and services to solve their societal and personal issues resulting in organizations stepping up by going beyond their usual marketing gimmicks. Companies are upping their game by demonstrating values that consumers easily relate to. They expect organizations to be authentic in their values by demonstrating their relevance in society.

  • Provide consumers with brand bonding experiences

Businesses need to put their consumers’ needs as a priority to stand out from the competition. They can accomplish this objective by providing reasonable pricing options, refunds, and discounts. In addition, companies have come to realize that customers’ loyalty is essential for their growth and sustainability. As a result, organizations are adopting trends to improve customer service by considering their customers’ feedback.

  • Hoarding vs upskilling

Consumer behavior has evolved during the pandemic, and most customers understand their value. Companies are providing value to their products and services by giving a deeper connection to their customers. They have realized upskilling is resulting in a higher conversion rate than hoarding.

  • Converting isolation into togetherness

The pandemic has made individuals appreciate social gatherings more since they have been limited in the activities they can perform. The feeling of isolation has created a thirst for togetherness. With the social distancing policies, brands are developing more profound ways of connecting with their customers. They are going beyond shallow online interactions to creating memorable experiences.

This article was originally published on RobUrbach.com

How to Handle Workplace Conflicts

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When dealing with conflict in the workplace, the most important rule for handling it is dealing with it head-on. If a company ignores conflict among coworkers, it can snowball into something bigger and eventually cause problems for more than just the parties initially involved. There are a few easy ways to deal with conflict and stop it before it even becomes an issue. If ignored, there’s the potential for people quitting, lawsuits, and even workplace violence.

Open Door Policy

When leadership has an open door policy in place, people are more inclined to come to them with problems. Upper management must set aside time for all employees to go to them with any conflict they may be dealing with. This way, employees know they have an outlet for when they need to talk. It’s a way for them to be heard, and it’s a way for them to know that management cares about their happiness and emotional health.

Create Practical Solutions

When two employees can’t seem to get along, management needs to intervene. If conflict isn’t addressed, fights can happen, which creates a more significant issue than what was there in the first place. Employees involved in a conflict need to feel like their voices are being heard. Management shouldn’t just brush off concerns even if they may seem trivial at the time. If a solution can’t be found, management may need to consider different shifts or workspaces for involved parties.

Address Rumors to Avoid Future Problems

Rumors will inevitably pop up in the workplace. How a company deals with those rumors says everything about them. Rumors are a substantial contributing factor to workplace conflicts and even workplace violence. That’s why it’s important that employees have someone they can ask about rumors and someone they can go to should a rumor arise about themselves.

Perhaps the most helpful way to deal with conflict is to stop it before it arises. Companies should have policies in place that deal with bullying, rumors, and other problematic behaviors. By having a zero-tolerance rule, people can come to work feeling safe in the long run. Employees should also know when and where they can find HR. Creating a zero-tolerance policy for bullying is also a great way to keep all employees on the same page and avoid showing favoritism. 

This article was originally published on RobUrbach.com

Strengthening Communication Among Remote Teams

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Remote teams are a reality for many companies with the rise of the internet and technology. However, remote working can present challenges to communication that in-person work does not have to deal with. Here are some tips on strengthening communication among remote teams.

Create a Company-wide Communication Policy

The most successful remote teams are the ones that have a clear understanding of how to communicate with each other. A company-wide communication policy ensures everyone has a shared understanding of the expectations for communicating, both internally and externally. In addition, there should be an established crisis plan detailing who communicates with whom during emergencies, who oversees those communications, and who makes decisions based on the received information.

Remote teams should have a shared understanding of the company’s culture

Every remote team should have a shared understanding of the company’s culture, even if they’re composed of members from different countries or locations. To do this, a company needs to make sure that the employee values get aligned with the company’s vision and mission statement. Having a shared understanding allows proper communication and fewer misunderstandings.

Create an internal wiki to house

It is important for a business to create an internal wiki and include all necessary information about the company. The remote team will refer to the shared expectations and see how it applies to them directly. This information allows for clarification of the things expected from each position or role. It will also allow for a better understanding of the responsibilities of each member.

Encourage remote employees to attend in-person meetings

Remote employees who attend in-person meetings will understand the company’s culture and allow for more close communication with the managers. It will also make it easier to understand and follow their duties and responsibilities.

If employees have a good relationship among themselves, it will be easier for them to establish connections and relationships. This connection and relationship-building in person give the employee.

One of the best ways to make remote teams feel like they are part of a cohesive team is by providing them with a company-wide communication policy. When remote teams have clear guidelines for communicating with one another, it helps build trust and handle companies’ duties effectively.

This article was originally published on RobUrbach.com

Should You Set Big Audacious Fitness Goals, or “BAG?”

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To borrow a concept from American author, speaker, consultant and business management expert Jim Collins, should one set Big Audacious Goals (“BAG”) for personal fitness?  Anyone can set a fitness goal, but what about a transformational Big Audacious Goal?

OK, let’s start by unpacking the pros and cons, first addressing the latter. Cons-you may burnout, get hurt, feel frustrated, become exhausted, and ultimately succumb to self-doubt. It’s true; all of this could happen. But let’s look at the potential pros.

What could happen if you really stretched your goals? Think transformation; a sense of new found confidence, inner strength, improved blood panels, even the ability to lift heavy things you never thought possible, maybe.  The ability to leap tall buildings, probably not.

Let’s talk accountability. I’ll start by going public with my Big Audacious Goals:

  • Run a mile < 6 minutes
  • Swim 400 meters < 6 minutes (500 yards < 6:41)
  • Bike 40k < 60 minutes
  • Strict back squat at 1.5x body weight load for 10 reps
  • Deadlift 2x body weight for 10 reps
  • Clean and Jerk body weight load for 3 reps
  • 20 strict (chin over bar) full range of motion pull-ups

While completing these exercises individually may not be uber “audacious” for me, having the fitness to do all of them within say a 30-day period certainly feels so. More importantly, it drives me towards self-optimization for muscular endurance, aerobic capacity and strength. BAGs give us distinct and clear targets to work towards. For me, that serves as a motivator unlike any other.

The regimen above will not be appropriate for most, but consider what your limits are, and where you can push beyond those perceptions for above average growth, both mentally and physically. Remember, mastery of one’s own vessel is a mission filled with reward.

Accordingly, what is your BAG?

This article was originally published on RobUrbach.com

Leadership Traits Essential for Trust

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Each family, organization, and company needs a leader that can take the group from one level to the next. But, remember that leadership requires trust.

A successful relationship is always dependent upon trusting one another. It is commonly recognized that there is more resistance to change in the workplace when there is no trust between an employee and leadership. In such situations, corporate infighting tends to take the place of collaboration. Uncertainty is everywhere, and stagnation persists as opposed to innovation.

Leadership traits are essential to develop and maintain the level of trust in the workplace, and that helps motivate teams and works positively for almost everyone. The following are a few leadership traits that are essential for trust among team members working alongside one another.

Listen First, Then Conclude

The fundamental rule of communication is to listen to employees. A good leader must listen to his or her team members to know what they think and what they want to share. A successful leader should learn to listen to what employees are saying at all times. A leader must consider what issues are essential for the employees, address them, and provide a satisfactory response.

Leaders Trust Their Employees

To gain trust, one should trust others as well. Someone in a leadership position must show their employees that they trust each and every one of them. A leader who trusts can help their employees be creative and set challenges for themselves that can be helpful for both individuals and the company.

Encouraging Transparency

A good leader will share their ideas with other employees to encourage transparency. They will help their team understand what is needed in order to achieve company goals and individual goals.  Explaining the company’s aims, future vision, and creating a peaceful, engaging environment where everyone can share their views and ideas is essential.

Great leaders should show people that they value their time and ideas presented by them. This will allow trust to build between all team members, ultimately leading to success for everyone involved.

This article was originally published on RobUrbach.com

Improving Well-Being in the Workplace

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For a long time, work was viewed as something that people weren’t supposed to enjoy or even be at peace with. Management styles focused on the stick, not the carrot. Expressions like, “If it was fun, it wouldn’t be called work,” became popular in the working class. However, in recent years, management level professionals have learned that making the workplace peaceful and inviting can benefit everyone.

Companies have started to find ways to help their workers manage pressures, rather than piling them on. As time goes on, it seems like life gets more complicated and stressful. For example, the COVID-19 pandemic has created questions about the viability of some industries. Social distancing and work from home have become the new norm in others. Long commutes, dire warnings about climate change, and extreme weather have also been pressures in the past few years.

In particular, companies have started to respond to Millennials’ desires for more balance and stability in their lives. Millennials are looking for work-life balance in their jobs. They also want to work for companies with a conscience. This generation has forced big businesses to look carefully at how they make money and what they do with it. In order to attract the best talent, some companies have started to adopt wellness programs. These tend to be holistic in nature. That means they don’t just focus on physical fitness. They take the complete person into account.

There was a surprising result related to the implementation of such wellness programs. Not only did the companies adopting them see a decrease in absenteeism. They also saw an uptick in productivity. Employees were healthier overall. Evidence for this could be seen in the healthcare costs paid by employers. Employers who focused on supporting wellness found that they spent less money on healthcare costs overall.

Some ways that companies have put the focus on wellness include making space for it. This often takes the form of meditation rooms or gardens. Others have torn down traditional hierarchies by removing corner offices altogether. Providing memberships to workout studios and on-site yoga are two common ways to cultivate a mind-body connection and better health overall. Finally, providing more healthful snacks has also paid dividends for many employers.   

Making the Jump from Manager to Leader

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Nearly every hardworking individual in the business world has the similar goal of making it to the top of the corporate ladder. However, without properly setting one’s expectations and doing the necessary research, one can often be met with disappointment. This is because many people assume that once a higher position is achieved, they will be met with instant respect and positivity due to their new title alone. The reality is much harsher, as they tend to experience the opposite in a brand new position. 

So, what is the solution to this? Changing the way you think is the first and, perhaps, most important step. Therefore, the following list includes a few mental tips for successfully making your first jump from manager to leader.

Leave Your Ego at the Door

Your ego should never be something that gets in the way of your success. A leader is someone who can handle criticism and accept when they are wrong. It also means completing tasks that may not necessarily fall under your normal umbrella of responsibilities. Should the task at hand be something small, do not hesitate to take matters into your own hands. Similarly, if an assignment of yours is eating up more time than you anticipated, do not be afraid to ask for assistance.

Stop and Listen

A true leader is one that understands that his or her level of experience may be significantly lower than that of their peers. Stop and listen to your employees during group meetings or projects. If nobody is offering any suggestions, do not hesitate to offer your own. When your staff feels comfortable expressing themselves, they feel valued and will very likely work even harder to provide you with better results. One of the best ways to accomplish this is through town hall meetings. This is where the staff is allowed to provide their concerns and suggestions in an open platform.

Strengthen Your Emotions

If there is one clear difference between a manager and a leader, it’s how they react emotionally to negative situations. A less experienced manager who faces rejection, whether it be from a client or boss, may point fingers and try to blame others for the poor outcome. True leaders hold their emotions firmly in the face of difficult situations and are not afraid to admit when they are the reason for failure. They ask what they could have done better and what they can offer their staff to remedy the situation for them as well.

The Difference Between Leadership and Management

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People typically use leadership and management interchangeably, even though these two labels can have important fundamental differences.  While highly nuanced, if you are searching for people to fill these specific roles, it is important to get this right to optimize the performance of your organization.

Managers do not necessarily need to have the chops to lead employees.   A manager needs to be able to execute on a budget and or a project. They do of course provide leadership to employees on the project team, but you do not have to find a leader to hire an effective manager.  Managers direct subordinates on assigned tasks, they “manage” the workflow. They are hyper-focused, they organize, they execute. They relish the details, they refine systems and processes, they mimic competencies and behaviors and yes, the good ones, just get the job done.

Leaders are a different animal. They innovate, they challenge, they disrupt, they inspire, they improve, they coach. Unlike managers they don’t mimic, – they bring their own unique style and defined culture. Also, they do not “direct” in the same way as a manager.  Instead, they grow their people with the proverbial teaching to fish instead of catching the fish for them – and thus fueling them for a lifetime with problem-solving skills. They are multipliers; they bring out the best in their people, they make everyone smarter. They build trust with people who can deliver on goals.

While managers and leaders are by no means mutually exclusive, it is important to account for these differences. Hiring an innate leader for a manager role may result in poor execution, stagnation, and employees leaving. Conversely, hiring someone indexed toward managing for a leadership role may result in indecisiveness, lack of people development and stale products and services.  Accordingly, the more you understand the differences and the dynamics of your organizational needs the more optimization.