Things You Wish You’d Have Known

At home and in business are there times you’d wished you’d known some hidden information? Throughout my life and career, I’ve resented having information kept from me. One of my earliest memories of such a time happened before I was old enough to go to school.

“I’d like them to call me Uncle Hank, but they won’t do that.” Apparently, that’s what Mr. Carroll told dad. I was already calling Mrs. Carroll, Auntie Ethel. I remember the day she gave me a dime if I’d call her Auntie Ethel. For a little guy, in those days, a dime was a lot of money, but I’d have used Auntie Ethel without the bribe. If I’d known, I’d have used Uncle Hank as well.

Why do adults shelter children from the real world? I guess my dad wasn’t thinking Mr. Carroll had shared the Uncle Hank wish because maybe, just maybe, he wanted dad to get me to use Uncle Hank.

That’s not the only time, as a child, I was “sheltered” from information. Now I do believe some things should be kept from children; however, kids are far more aware of the world than adults tend to believe.

Treat Adults Like Adults

Move forward to life as an adult. Can you think of times you’ve been denied information? You know the excuses:

  • not the appropriate time to share,
  • it’s only on the need to know basis,
  • it’s unwelcome news, so let’s not share it yet.

In leadership, not sharing information is just plain dumb. Good news or bad news is better shared than kept secret. Give us credit. We like to know what’s happening and while we may be upset, or happy, with the news, we do want to know. You’re obviously familiar with the much-maligned or loved rumor mill. If you don’t share, the rumor mill will run at full speed. Okay, it will run at full speed anyway but with the full information, it has far less fuel to keep it going.

Share information. Understand a few things about information:

  • it can stifle insecurity in employees,
  • it can calm nervous waters,
  • and, more importantly, information can spark great ideas.

A solution to a problem may come from your employee. Make them part of the solution. Turn them into entrepreneurs who feel like owners and you will get committed, dedicated, high-performing employees who want the company to succeed.

Gallup’s New Poll

The Gallup organization has run polls for years which measure the percentage of employees who are actively engaged, not engaged or actively disengaged. In 2018 Gallup’s poll says that 69.5% of employees are still disengaged or actively disengaged. Gallup reported that only 34% of U.S. employees more engaged.

The good news in the statistics, the percentage of engaged employees is rising. According to Gallup, the changes didn’t happen by accident. “… successful organizations built a culture of high development experiences that led to high achievement. The culture shift was CEO- and board-supported and included continuous company-wide communication. Importantly, these companies educated team leaders on a new way of managing —relying on high development and strengths-based competencies. And they held managers accountable for these competencies.”

Communication Works

Notice, communication played a huge part in raising employee engagement. How well are you communicating within your company? How are you holding everyone, not just the managers, accountable for effective communication? And, how well are you communicating at home?

Comment below and read the full Gallup article at:

Fall Forward to Action

In a few weeks, those of us who live with Daylight Saving Time, will hear the phrase “fall back” so we know how to set our clocks. September isn’t quite fall, or autumn, if you prefer, but it’s, for many people, the start of a new cycle in the year as vacations end, school begins, and new projects abound. I feel refreshed and I’m ready to “fall forward to action.” How about you? What projects are on your plate for the balance of 2014?

In the coming weeks I’ll be telling you more about my pet project – A SIMPLER SYSTEM: 7 Keys to Inspired Leadership. More information to follow.

Garth Roberts, CSP.

A Simpler System: 7 Keys to Inspired Leadership

It’s fall; it’s time to get back to work. After a few months of development I’m about to launch A Simpler System: 7 Keys to Inspired Leadership. I’ve had the program for some time and keep tweaking it to add value. By late September the Launch will happen. So, the big question is, what is your greatest challenge as a supervisor, manager, CEO or entrepreneur when it comes to leading/inspiring others?

Delegation is part of a SIMPLER SYSTEM

Delegation is one of the hardest skills for supervisors, managers, Presidents and CEOs to master. You may be able to do it faster, better (in your mind) and just the way you like it, but you’ll never get rid of the job, unless you delegate. You’re also robbing someone else of a growth, or learning, experience. Learn more at for online program and at my November 12th Workshop in Calgary.

How’s Your New Year Starting?

I know, January 1st is supposed to be the start of a new year but let’s face it, September marks the kick-off of another type of new year. Kids go back to school, people return to their jobs after most have had a vacation, and the seasons change from, “Isn’t it lovely,” to “What will winter be like this year?”

In my world of Frontline Leadership Training it’s a matter of getting answers from clients as to what they want their people to experience. You may not be looking for leadership/supervisory training, but do me a favour, answer this question.

What skills do you see lacking in supervisors and managers?

We all see supervisors and managers who could use help with their skills. The lack can show itself in poor service, rude or abrupt communication, or a myriad of other “less than joyful” experiences with businesses. So, what skills do you see lacking?

I look forward to your comments. My SIMPLER SYSTEM: 7 Key Strategies for Inspired Leadership launches this week. Enrollment is continuous and the guest presenters are spectacular.

Garth Roberts, CSP

The Value of a Sabbatical defines a sabbatical as “any extended period of leave from one’s customary work, especially for rest, to acquire new skills or training.” That fits what I’ve been doing for the past six months with this e-zine. It’s not great for marketing, but marvelous for the psyche.

My sabbatical allowed me three things:

  1. Rest
  2. Re-evaluation
  3. Rejuvenation

I had gotten into a rut of do, do, do … with little down time, so I took down time from certain segments of my work life. I re-evaluated and left some of my previous “tasks” behind. Others, like this e-zine, I’ve slowly picked up and come back rejuvenated.

  1. So, to start back allow me to ask you a couple of questions.
  2. Is it time you took a sabbatical?

If you do, what tasks on your “to do” list will you drop?

Even if you don’t take a sabbatical, I challenge you to look at your “to do” list and ask yourself, “If I quit doing this task, will anyone notice?” Some tasks we continue to do, lost their value long ago.

Garth Roberts, CSP