How to hire and retain the best swimmers in your organization | Ellen Raynor posted on the topic | LinkedIn (2025)

Toxic managers and good managers have significant differences in their leadership styles, impact on the team, and overall effectiveness:- 1.Leadership Style:Toxic managers tend to be controlling, manipulative, and often prioritize their own agenda over the well-being of their team.Good managers, on the other hand, exhibit qualities such as empathy, transparency, and a focus on developing their team members' skills and potential.- 2.Team Morale:Toxic managers can create a toxic work environment characterized by fear, low morale, and high turnover rates. Their behavior can lead to increased stress and decreased productivity among team members.Good managers foster a positive work environment where team members feel valued, supported, and motivated to perform their best. They encourage open communication, collaboration, and mutual respect among team members.- 3.Employee Development:Toxic managers may hinder the growth and development of their team members by micromanaging, taking credit for their work, or providing inadequate feedback and support.Good managers prioritize the professional development of their team members by providing guidance, opportunities for skill-building, constructive feedback, and recognition for their achievements.- 4.Results and Performance:Toxic managers may achieve short-term results through fear or coercion, but their approach often leads to long-term negative consequences such as decreased employee engagement and loyalty.Good managers focus on building strong relationships with their team, fostering a culture of trust and accountability, which ultimately leads to sustainable performance and success.In summary, while toxic managers may achieve results in the short term through negative tactics, their leadership style often leads to detrimental effects on team morale, productivity, and overall performance. Good managers, on the other hand, prioritize the well-being and development of their team members, ultimately driving long-term success for the organization.

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9 Valuable lessons from the book "Leaders Eat Last" by Simon Sinek"Leaders Eat Last" by Simon Sinek is a book that explores the dynamics of effective leadership and teamwork within organizations. Drawing on anthropological and biological concepts, the book emphasizes the importance of creating a supportive and trusting work environment to foster collaboration and success.1. Servant Leadership: Sinek emphasizes the concept of servant leadership, where leaders prioritize the well-being and success of their team members. By placing the needs of their employees first, leaders can foster a culture of trust, collaboration, and mutual support within the organization.2. Building a Circle of Safety: The book highlights the importance of creating a circle of safety within the organization, where employees feel secure and supported. By fostering a culture of trust and psychological safety, leaders can encourage innovation, creativity, and effective teamwork.3. Humanizing the Workplace: Sinek emphasizes the importance of humanizing the workplace by recognizing the individuality and contributions of each team member. By promoting a culture of empathy, respect, and appreciation, leaders can create a more fulfilling and engaging work environment.4. Leading with Integrity and Values: "Leaders Eat Last" underscores the significance of leading with integrity and adhering to core values. Sinek suggests that by demonstrating honesty, transparency, and ethical decision-making, leaders can inspire trust and loyalty among their team members.5. Encouraging Collaboration and Teamwork: The book discusses the benefits of fostering collaboration and teamwork within the organization. Sinek emphasizes the importance of creating a sense of belonging and purpose, where employees feel valued and empowered to contribute their best efforts toward common goals.6. Promoting a Culture of Accountability: Sinek highlights the importance of promoting a culture of accountability and responsibility within the organization. By encouraging employees to take ownership of their actions and decisions, leaders can cultivate a sense of empowerment and commitment to achieving shared objectives.7. Embracing Diversity and Inclusion: "Leaders Eat Last" emphasizes the value of embracing diversity and inclusion within the workplace. Sinek suggests that by promoting a culture of inclusivity and celebrating diverse perspectives, leaders can foster an environment of creativity, innovation, and mutual respect.8. Nurturing Employee Well-being: The book discusses the significance of prioritizing employee well-being and work-life balance. Sinek suggests that by supporting the physical, mental, and emotional health of their team members, leaders can enhance overall job satisfaction and performance.9. Encouraging Personal and Professional Growth: Sinek emphasizes the importance of fostering personal and professional growth within the organization.

I was speaking with a client who described his working fate as “I have to be there all the time. My team can’t operate without me. I’m essential.” It’s a common dynamic that leaders create for themselves.If you set the precedent that you have all of the answers, you are training your team to come to you with all of the questions. When you hire well and you deploy excellent leadership skills you are empowering your team, staff, or organization. You can easily steer the conversation, set priorities, and demonstrate leadership not by directives, but by posing questions. If you demonstrate, consistently and publicly, that you are open to others developing answers, you are inspiring your team to think for themselves, to raise their participation level, and to increase their feeling of making an impact. What is the crux of making this work? Setting a strong cultural acceptance when mistakes are made. Disconnect the activity of making a decision from the outcome of the decision made. It is imperative to avoid saying you want others to make decisions and then responding negatively when decisions are made that you don’t agree with. Instead, focus on reinforcing the behavior of making decisions, over the judgment of the decision made. When you respond with empathy, feedback, and coaching the level of the decision-making will improve, the outcomes will get better, and the feeling of employee engagement will rise. Remember, think coaching, not managing.

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10 Valuable lessons from the book "Leaders Eat Last" by Simon Sinek"Leaders Eat Last" by Simon Sinek is a book that explores the dynamics of effective leadership and teamwork within organizations. Drawing on anthropological and biological concepts, the book emphasizes the importance of creating a supportive and trusting work environment to foster collaboration and success.1. Servant Leadership: Sinek emphasizes the concept of servant leadership, where leaders prioritize the well-being and success of their team members. By placing the needs of their employees first, leaders can foster a culture of trust, collaboration, and mutual support within the organization.2. Building a Circle of Safety: The book highlights the importance of creating a circle of safety within the organization, where employees feel secure and supported. By fostering a culture of trust and psychological safety, leaders can encourage innovation, creativity, and effective teamwork.3. Humanizing the Workplace: Sinek emphasizes the importance of humanizing the workplace by recognizing the individuality and contributions of each team member. By promoting a culture of empathy, respect, and appreciation, leaders can create a more fulfilling and engaging work environment.4. Leading with Integrity and Values: "Leaders Eat Last" underscores the significance of leading with integrity and adhering to core values. Sinek suggests that by demonstrating honesty, transparency, and ethical decision-making, leaders can inspire trust and loyalty among their team members.5. Encouraging Collaboration and Teamwork: The book discusses the benefits of fostering collaboration and teamwork within the organization. Sinek emphasizes the importance of creating a sense of belonging and purpose, where employees feel valued and empowered to contribute their best efforts toward common goals.6. Promoting a Culture of Accountability: Sinek highlights the importance of promoting a culture of accountability and responsibility within the organization. By encouraging employees to take ownership of their actions and decisions, leaders can cultivate a sense of empowerment and commitment to achieving shared objectives.7. Embracing Diversity and Inclusion: "Leaders Eat Last" emphasizes the value of embracing diversity and inclusion within the workplace.8. Nurturing Employee Well-being: The book discusses the significance of prioritizing employee well-being and work-life balance.9. Encouraging Personal and Professional Growth: Sinek emphasizes the importance of fostering personal and professional growth within the organization.10. Inspiring a Shared Vision: "Leaders Eat Last" highlights the role of leaders in inspiring a shared vision and common purpose within the organization. "Leaders Eat Last" offer valuable insights into effective leadership practices and the importance of creating a supportive and empowering work environment.

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Culture Check for People Leaders: Treating departed employees poorly is like a rotten apple in your culture. People notice how others are treated, and when their former colleagues are treated poorly, current employees can start to question their own worth and value in your organization. If you notice any of these behaviors happening in your organization, take steps to stop it. Are people unfairly scapegoating former employees for things that are not going well? Is there talk about "their way" of doing things in a negative light? Did you have a big farewell party to thank a departing employee only to have people talk poorly about them the next day? As People Leaders, it's essential to be honest about challenges. However, scapegoating and talking negatively about a former employee is bad news for your culture. It can create a culture of fear and resistance to taking smart risks and innovating. And, it can cause current employees to question the organization's commitments to professional development and performance coaching. A positive culture of belonging is essential for your organization's success. This includes how both current and former employees are treated.

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Encouraging leadership is highly effective in fostering motivation, engagement, and growth within a team or organization. Here's an analysis of its effectiveness:1. **Motivation:** Encouraging leaders inspire and motivate their team members to perform at their best. By providing positive reinforcement, recognition, and support, they boost morale and confidence, leading to increased productivity and job satisfaction.2. **Empowerment:** Encouraging leaders empower their team members to take initiative, make decisions, and pursue their goals. By delegating authority and fostering autonomy, they enable employees to develop their skills and capabilities, leading to greater job satisfaction and fulfillment.3. **Resilience:** Encouraging leaders build resilience within their teams by providing encouragement and support during challenging times. By acknowledging efforts and offering constructive feedback, they help team members overcome obstacles and bounce back from setbacks stronger than before.4. **Development:** Encouraging leaders prioritize the growth and development of their team members. By providing opportunities for learning, skill-building, and career advancement, they foster a culture of continuous improvement and professional development within the organization.5. **Collaboration:** Encouraging leaders promote collaboration and teamwork by fostering an environment of trust, respect, and open communication. By encouraging sharing of ideas and perspectives, they harness the collective intelligence and creativity of the team, leading to innovative solutions and better outcomes.6. **Retention:** Encouraging leaders create a positive work environment where employees feel valued, respected, and appreciated. By recognizing and rewarding contributions, they increase employee loyalty and retention, reducing turnover and associated costs.7. **Customer Satisfaction:** Encouraging leaders understand the importance of customer satisfaction and encourage their team members to prioritize customer needs and preferences. By fostering a customer-centric mindset, they ensure that products and services meet or exceed customer expectations, leading to long-term success and loyalty.In conclusion, encouraging leadership is highly effective in fostering motivation, empowerment, resilience, development, collaboration, retention, and customer satisfaction. Leaders who prioritize encouragement create a positive and supportive work culture where team members feel valued, engaged, and motivated to achieve their goals.

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In leadership, the primary goal isn't merely about delivering exceptional results; it's about cultivating an environment where your team can truly thrive.Creating such an environment involves shielding your team from the toxic elements that can stifle their growth and well-being. Effective leaders recognize that high performance flourishes in a healthy, supportive culture. Protecting your team from negative influences is crucial—no amount of personal wellness practices like meditation or exercise can compensate for a toxic workplace.As a leader, you have a pivotal role in ensuring the well-being of your team. This responsibility means being their invisible shield, fostering a workspace where high achievement doesn't equate to chronic stress, and ensuring that every team member feels valued, supported, and heard.Leadership transcends the boundaries of metrics and KPIs; it’s fundamentally about empathy and genuine care. The most impactful leaders are those who prioritize the well-being of their team members above all else.To lead a high-performing team, start by creating an environment that prioritizes mental and emotional health. Encourage open communication, where team members feel safe to voice their concerns and ideas. Promote a culture of respect and inclusivity, where everyone’s contributions are recognized and appreciated.Moreover, focus on professional development. Invest in training and growth opportunities that enable your team members to enhance their skills and advance their careers. When people feel that their growth is supported, their engagement and productivity naturally increase.Remember, leadership is not a title; it’s an action and an example. Lead with integrity, empathy, and a genuine commitment to the well-being of your team. When you serve your team with authentic care and support, you not only drive exceptional results but also build a loyal, motivated, and high-performing team.Be the leader who makes a tangible difference. Cultivate an environment where your team can excel and thrive, free from the burdens of toxic stress and negativity. By prioritizing the well-being and growth of your team, you’ll foster a culture of excellence and create lasting impact.Lead with empathy. Serve with integrity. Be the leader who empowers others to achieve greatness.

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Leadership skills play a crucial role in retaining workers and cultivating a positive work environment. Here are some ways in which effective leadership can have a significant impact:Employee Engagement: Strong leadership fosters a sense of purpose and engagement among employees. When leaders inspire and motivate their teams, employees are more likely to feel connected to their work and the organization, reducing the likelihood of turnover.Communication: Clear and open communication is a hallmark of effective leadership. Leaders who communicate transparently about the company's vision, goals, and changes create a sense of trust. Employees are more likely to stay when they feel informed and included in the decision-making process.Recognition and Appreciation: A good leader recognizes and appreciates the contributions of their team members. Regular feedback and acknowledgment of accomplishments can boost morale, job satisfaction, and employee loyalty.Development Opportunities: Leaders who prioritize the growth and development of their employees demonstrate a commitment to their success. Providing training, mentorship, and opportunities for career advancement can enhance job satisfaction and retention.Work-Life Balance: Leaders who understand the importance of work-life balance contribute to a healthier workplace culture. When employees feel supported in managing their personal and professional lives, they are more likely to remain with the organization.Conflict Resolution: Effective leaders are skilled in handling conflicts and resolving issues within the team. A positive and respectful work environment reduces stress and enhances employee well-being, contributing to higher retention rates.Adaptability: In today's dynamic business environment, leaders who can adapt to change and guide their teams through challenges are highly valued. Employees appreciate leaders who can navigate uncertainty and provide stability.In summary, leadership skills have a profound impact on employee retention. A positive and supportive leadership style contributes to a healthy organizational culture, fostering loyalty and commitment among team members.

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SMALL-TO-MEDIUM BUSINESS-OWNERS & LEADERSEmotional intelligence (EQ) has emerged as a critical factor in distinguishing successful leaders and effective teams in the modern workplace. Unlike cognitive intelligence, which pertains to IQ and raw processing power, emotional intelligence encapsulates the ability to recognize, understand, and manage one’s emotions and the emotions of others. In this comprehensive exploration, we delve into the essence of emotional intelligence, its direct impact on......

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10 Valuable Lessons from Simon Sinek’s book, “Leaders Eat Last”. Fantastic book!

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