Have you ever wondered why toxic culture sneaks into workplaces unnoticed until it’s too late? In this episode, Tammy uncovers the subtle signs of workplace toxicity that often go undetected by leaders. From disengagement and gossip to communication breakdowns, she shares the top warning signs and actionable strategies to address them before they ripple through your team. Learn how to prioritize relationships over metrics, create a culture of transparency, and protect your team from the silent assassin of workplace toxicity.

[00:01 - 10:33] Spotting Toxic Culture Warning Signs

Communication breakdowns: Frequent miscommunications and unclear expectations signal trust issues.

Disengagement: Apathy, complacency, and lack of initiative lead to high turnover.

Gossip and cliques: Groups that erode team unity and trust.

Blame culture: Finger-pointing instead of collaborative problem-solving.

Fear of speaking up: When employees avoid raising concerns, innovation and engagement suffer.

[10:32 - 12:31] The Ripple Effect of Toxicity

One toxic behavior can disrupt the entire team.

Hidden costs include burnout, turnover, and decreased productivity.

High-performing toxic individuals often overshadow the team's well-being.

[12:32 - 16:11] Why Leaders Miss the Signs

Blind spots and normalized behaviors often prevent leaders from noticing toxicity.

Over-reliance on metrics instead of observing team dynamics.

Failure to address toxic behaviors in high performers.

[16:12 - 18:37] Actionable Steps to Address Toxicity

Conduct anonymous pulse surveys to gather feedback.

Use observational techniques to identify disengagement and dysfunction.

Create safe spaces for open dialogue and feedback.

Establish zero-tolerance policies for toxic behaviors.

[18:37 - 21:40] Preventing Toxic Culture from Taking Root

Regularly define and realign with team values and goals.

Celebrate and reward positive behaviors that reflect a healthy culture.

Address toxic high performers to protect the team's morale.

Use strategic hiring and onboarding processes to set clear expectations.

Go to https://www.tammyjbond.com/podcast  to change your mindset and behaviors so you can elevate your communication and leadership! We’d love for you to join us for our next episodes by tuning in on Apple Podcast, Amazon Podcast, or Spotify and subscribe to our YouTube channel.

Tweetable Quotes:

“The ripple effect of toxicity is that one toxic behavior can infect an entire team.” - Tammy J. Bond

“Toxic culture does not announce itself with a loud bang or with a parade, it creeps in quietly. It's the silent saboteur.” - Tammy J. Bond

“When you have frequent miscommunications from unclear expectations and, or people are withholding information, that's a sign of a breakdown in trust in your workplace.” - Tammy J. Bond

In this episode, Tammy dives headfirst into the murky waters of workplace toxicity! Get ready to meet the "Toxic 8," a collection of common personalities who can wreak havoc on team dynamics. Tammy unpacks the behaviors of these eight characters and the impact they have on your team's success. This episode is your wake-up call to identify any toxic traits lurking in your own sandbox and prepare for solutions in upcoming episodes.

[00:01 - 03:15] The Gossip and the Hoarder

Gossip Glenn: Spreads rumors and undermines trust.

Harriet the Hoarder: Withholds information and resources.

[03:15 - 05:28] The Slacker and the Saboteur

Complacent Charlie: Does the bare minimum and stifles innovation.

Johnny the Sand Thrower: Creates distractions and negativity.

[05:29 - 07:43]  The Resource Hog and the Destroyer

Susie the Shovel Stealer: Hoards resources and hinders others' work.

Dorothy the Destroyer: Creates chaos, takes credit, and destroys team unity.

[07:44 - 09:00] The Pessimist and the Critic

Negative Nellie: Spreads negativity and pessimism.

Nick the Castle Kicker: Discourages creativity and innovation.

[09:01 - 11:23] Key Takeaways

Identify toxic personalities in your workplace.

Understand the impact of these behaviors on team dynamics.

Prepare for solutions to address these toxic traits in future episodes.

Reflect on your own leadership style: Do you embody any of the Toxic 8?

Go to https://www.tammyjbond.com/podcast  to change your mindset and behaviors so you can elevate your communication and leadership! We’d love for you to join us for our next episodes by tuning in on Apple Podcast, Amazon Podcast, or Spotify and subscribe to our YouTube channel.

Tweetable Quotes:

“The toxicity of what complacent Charlie creates is twofold.” - Tammy J. Bond

“That person is the gossip and yet they still talk to them and no one confronts the behavior.” - Tammy J. Bond

“Harriet hoards information. She hoards keys that are important to team success.” - Tammy J. Bond

“If you have a negative Nellie, that's always doom and gloom. The sky is always falling somewhere.Then we want to get a handle on that.”  - Tammy J. Bond

If you don’t take the time to address disruptive behavior, your team may begin to lose trust in you as a leader. How can you change this? In this short episode, I’ll share a heartfelt 7-minute strategy to help you overcome this leadership challenge.

1. The first step in stopping disruptive behavior is understanding its root cause. Pull your team member aside and ask them, with compassion, what’s really going on. Avoid addressing the issue in front of others, as this could cause embarrassment or resentment. A private, thoughtful conversation will show that you genuinely care about their well-being.

2. Don’t shy away from addressing issues head-on—it’s an essential part of leadership. Direct confrontation doesn’t have to create negative tension. When handled with care, it demonstrates your commitment to their growth and the team’s success. Confronting problems assertively, but kindly, shows that you are dedicated to fostering a positive, respectful environment. It earns the trust and respect of your team because they know you will guide them through challenges with sincerity.

3. Establishing ground rules for team interactions is vital for cultivating a sense of mutual respect. Write these rules down and review them before meetings to ensure everyone is on the same page. By involving the team in setting and upholding these standards, you create a sense of ownership, making it easier for everyone to hold each other accountable. This way, you share the responsibility, and it lightens the load for you as the leader.

4. Be open about your desire to create positive changes and involve your team in the process. When you follow through on your words with meaningful action, you demonstrate how much you value a respectful, collaborative environment. Leading by example is one of the most powerful ways to build trust and create a high-functioning team that feels truly cared for.

Go to https://www.tammyjbond.com/podcast  to change your mindset and behaviors so you can elevate your communication and leadership! We’d love for you to join us for our next episodes by tuning in on Apple Podcast, Amazon Podcast, or Spotify and subscribe to our YouTube channel. This podcast is produced by TSE Studios.

Workplace conflict is inevitable, but it doesn’t always have to be negative. When employees struggle to get along, should you step in as a leader, give them space, or let them navigate the issue themselves? Grab your pen and paper, and learn how to transform disruptive behaviors into opportunities for growth and positive change.

1. Sometimes, the best thing you can do is let your employees resolve conflicts on their own. By doing so, you foster their growth both professionally and personally. Rather than jumping in to mediate, provide them with the tools they need to manage the issue themselves. In doing this, you empower them to solve problems, even when you’re not there.

2. The “Negative Nellies” who find fault in everything can wear down team collaboration and morale. Though you may hesitate to confront negativity, it’s crucial to do so. If left unchecked, this behavior signals to other employees that you, as a leader, are unwilling to address problems, which can lead to a toxic environment that stifles creativity and positivity. Often, these individuals challenge you as a leader to see if you’ll step up. To maintain peace and balance, it’s essential to address the issue directly and lead by example.

3. Silent saboteurs are those employees who appear agreeable during meetings but then undermine plans by missing deadlines, ignoring feedback, or submitting half-finished projects. They may quietly challenge your authority, but your team notices the disruption. Confronting passive resistance can be tough, but clarity is key. Ensure that these employees know their deadlines, check in regularly on their progress, and when they accuse you of micromanaging, calmly point out their recent behavior and its impact on the team.

4. Overtalkers dominate conversations, steering discussions toward their own agendas and preventing others from sharing their ideas. This can cause the rest of the team to withdraw and stop contributing. To manage this, speak up and remind the overtalker that everyone’s voice matters. Some employees may need more time to process before sharing their thoughts, and it’s important to create space for those diverse perspectives. Without this balance, collaboration falters.

5. Cliquish collaborators form exclusive groups that gossip, create division, and foster a toxic workplace. As a leader, you might avoid addressing this behavior because you want to be liked, but that shouldn’t be your goal. Instead, prioritize fostering an inclusive and healthy team dynamic. Be direct in addressing the cliques and the disruptive behaviors they create, ensuring everyone feels included and valued.

Go to https://www.tammyjbond.com/podcast  to change your mindset and behaviors so you can elevate your communication and leadership! We’d love for you to join us for our next episodes by tuning in on Apple Podcast, Amazon Podcast, or Spotify and subscribe to our YouTube channel. This podcast is produced by TSE Studios.

You’re in a meeting, and your employees are zoning out and doodling on their papers. These are warning signs of disruptive behavior. What can you do as a leader to fix this before everything starts getting out of hand? Grab your pen and paper and join me in this episode to find out.

1. The first warning sign of disruptive behavior is a lack of engagement. Sometimes employees are good at hiding this, but there may be a couple who have no shame in visibly showing their disinterest in what’s going on in the company. They don’t make eye contact, stare at their phone throughout the entire meeting, and yawn so loudly that everyone stops talking. To fix this issue, pull them aside after the meeting and let them know that this behavior is not acceptable.
2. If you happen to notice someone doodling random pictures during the meeting, mention that you noticed it afterward. Then, ask follow-up questions to see if they gained anything from the meeting. Checking in on these signs of disruptive behavior allows you to prevent more negative patterns from developing.
3. There may be times when a team member wants to challenge your authority. Have a one-on-one conversation with them and ask, “What’s the value in you challenging my authority?” Escalating conflict and power struggles is another sign of disruptive behavior. Get to the root of why someone is being passive-aggressive to help create the work culture you want.

Go to https://www.tammyjbond.com/podcast  to change your mindset and behaviors so you can elevate your communication and leadership! We’d love for you to join us for our next episodes by tuning in on Apple Podcast, Amazon Podcast, or Spotify and subscribe to our YouTube channel. This podcast is produced by TSE Studios.

This month, we’re celebrating our second anniversary with the Playing In The Sandbox podcast. 

Since the podcast has been running for a while, I plan to make some changes. Be on the lookout for this!

This is causing a bit of interruption for me and my team.

Due to this disruption, I’m sharing advice on this common workplace challenge. Grab your pen and paper, and learn how to handle an uncooperative employee. 

1. You have a hard worker who gets everything done, but they always seem to be so angry. The way they talk to their coworkers and their constant frustration in customer interactions makes you look at them kind of differently. Often, these can be signs that they have trouble outside of work. The best way to handle this is to become an empathetic leader who takes the time to listen to their problems. Your employee may just need someone to care enough to hear what’s going on in their life.

2. Speaking of a listening ear and feeling valued, another reason for disruption within the workplace is that the employee may feel as though the company doesn’t care about them. Often, when workers feel that an organization isn’t listening to their problems or concerns, it can make them feel unappreciated and cause them to care less about their work ethic.

3. Having unclear expectations and roles can create disruption within the workplace. When employees are unsure of what’s expected from them, they may ask the wrong person, when it should come from you. This can cause them to become frustrated with their job role. Setting expectations and defining their roles helps prevent feelings of uncertainty and keeps employees engaged and productive.

4. When employees become disruptive, remember they’re not doing it to cause problems or get under your skin. They are doing it because they are unsure of how to communicate the problem they’re having within the organization. Hold twenty-minute meetings with your team and let them lead the conversation. This allows them to feel comfortable sharing their thoughts, feelings, and problems with you.

5. Why is recognition so important? When you show your employees that you’re proud of their work, it creates a good feeling inside them. It’s like, "Hey, my boss actually took the time to tell me they liked my work." It also lets them know they are fulfilling their duties within their job role. When leaders take the time to show their team members that they’re appreciated for their efforts, it helps them stay motivated and engaged with their work.

Go to https://www.tammyjbond.com/podcast  to change your mindset and behaviors so you can elevate your communication and leadership! We’d love for you to join us for our next episodes by tuning in on Apple Podcast, Amazon Podcast, or Spotify and subscribe to our YouTube channel. This podcast is produced by TSE Studios.

How many hats do leaders wear, and how can you distinguish between them? In this episode, I discuss the five different hats in leadership. 

I will explain how to use them and how not to use them. Tune in with your pen and paper to take notes on these leadership hats. 

Also, don’t forget to go to YouTube to see the full visual effects of the episode. 

1. The Values Hat: The heart and soul of leadership is the “Values Hat.” It embodies the essence of what it means to lead with purpose and authenticity. This leadership hat represents your deepest values and beliefs, which come to life and shape how you connect with your teams. You use this hat to inspire others with integrity and stay true to yourself.

2. The Leader Hat:This hat embraces the true essence of leadership with grace and purpose. The “Leader Hat” embodies vision, inspiration, and empowerment. This is the hat you wear when you’re leading with your heart and guiding your team toward a shared dream. You step into the role of a visionary leader who sees the future and ignites passion in others to reach goals.

3. The Boss Hat: When making firm decisions with clarity and direction, you wear the “Boss Hat.” Wearing this hat allows you to step up with authority and guide your team with a clear, unwavering hand.  It’s the hat you wear when things need to get done, and there’s no room for hesitation. Also, remember to wear this powerful hat with care. Leaning on it too much can create an atmosphere of rigidity, where creativity and collaboration might be overshadowed. 

4. The Friend Hat: It’s essential for leaders to create nurturing and warm connections with team members to have a supportive workplace atmosphere. You want to be approachable and relatable, so your team will trust you to lead them in the right direction. However, try not to linger in this hat for too long. Doing so may cause blurry lines within your authority, making it harder to uphold standards or expectations.

5. The Navigator Hat: When wearing the “Navigator Hat,” you become a mentor who helps each team member find their own path during challenges and transitions. This hat allows you to become a steady presence in team members' lives who offer encouragement, thoughtful feedback, and unwavering support. You’re able to nurture their development and create a safe environment that allows them to grow in their personal and professional goals. 

Go to https://www.tammyjbond.com/podcast  to change your mindset and behaviors so you can elevate your communication and leadership! We’d love for you to join us for our next episodes by tuning in on Apple Podcast, Amazon Podcast, or Spotify and subscribe to our YouTube channel. This podcast is produced by TSE Studios.

How do you expect your employees to deliver value to customers if you’re not able to do so? In this episode, I sit down with Bob Burg, co-author of the best-selling Go-Giver series and co-founder of Sales World Live, to explore what it means to be a go-giver. Get your pen and paper ready as we dive into the world of leadership and discover the vital role of giving value to others.

1. One touching insight Bob Burg shared is that, despite being deeply introverted, he is also friendly and outgoing. A reminder that introversion doesn't limit the ability to connect meaningfully with others. Providing a good customer experience lies in the art of building genuine relationships. 

2. You might assume that someone who loves to talk is naturally great at networking, but that’s not always the case. Bob found that people who dominate conversations are often skilled at talking but not necessarily at selling. In fact, it's usually those who listen more attentively who excel in business.

3. Society often tells us that being introverted is a sign of weakness, but have you ever considered that it might actually be a source of strength? Introverts naturally show deeper empathy, taking the time to truly listen to others' desires and needs. This is what sales is all about—caring about and understanding your customers' pain points.

4. As a leader, it’s crucial to invest time in truly understanding the challenges others face. What are your customers' pain points? What difficulties are your employees encountering? By listening, observing, and asking thoughtful, probing questions, you can create positive outcomes for your customers, your team, and the overall success of your business.

5. How do leaders instill a sense of value in their team members? There are two approaches: push or pull. When you push people to do something, they often resist, feeling forced. But when you lead with genuine influence and authenticity, they naturally gravitate toward your vision, drawn to the shared goals you’ve inspired within them.

Go to https://www.tammyjbond.com/podcast  to change your mindset and behaviors so you can elevate your communication and leadership! We’d love for you to join us for our next episodes by tuning in on Apple Podcast, Amazon Podcast, or Spotify and subscribe to our YouTube channel. This podcast is produced by TSE Studios.

Did you know an engaged employee can be up to 21% more productive? However, many leaders overlook one of the simplest yet most crucial elements of employee engagement: transparent communication. Today, I'm taking you on a journey through ten essential things your team members should always be aware of in the workplace. 

1. Clear Roles and Responsibilities

When we know exactly what is expected of us, it not only prevents overlap and confusion but also fosters a sense of purpose and efficiency. Well-defined roles act as our guiding light, reducing the risk of duplicated efforts and wasted resources. By regularly revisiting and refining these roles, we can ensure our team remains aligned, focused, and motivated, creating a harmonious and productive work environment.

2. Transparency in Company Goals and Vision

I always emphasize the importance of transparency in communicating the company’s goals and vision. When we understand the bigger picture, we feel a deeper connection to our work and a sense of purpose that drives our intrinsic motivation. This transparency reduces uncertainty and enhances our job performance. 

3. Performance Expectations and Feedback Channels

Regular feedback helps us understand how our work is evaluated, what is expected of us, and the pathways to promotions and raises. Many leaders fall short of providing this clarity, which can lead to disengagement. Open communication channels allow us to voice our concerns, ask questions, and receive timely resolutions. This openness enhances trust and productivity, making us feel valued and heard.

4. Growth and Development Opportunities

We remain engaged and committed to the company when we are aware of our potential career pathways. This is crucial for retaining top talent. Actively discussing and creating a roadmap for development keeps our morale high and ensures the organization is always moving forward with a motivated and empowered team.

5. Recognition, Rewards, and Job Security

Effective recognition, reward systems, and transparent communication about job security are vital for maintaining high morale and loyalty. Being open about the company’s stability can alleviate unnecessary stress and build trust among team members. When we feel secure in our jobs and appreciated for our contributions, we are likelier to stay engaged and committed to the company’s success, fostering a culture of loyalty and dedication.

Go to https://www.tammyjbond.com/podcast  to change your mindset and behaviors so you can elevate your communication and leadership! We’d love for you to join us for our next episodes by tuning in on Apple Podcast, Amazon Podcast, or Spotify and subscribe to our YouTube channel. This podcast is produced by TSE Studios."

What are the signs that you need to talk to your boss? In this episode of Playing In The Sandbox, I share five red flags that it’s time to have a bold conversation with the one you report to. Grab your pen and paper to learn these workplace strategies and boost your career development.

1. Recognizing the Need for Career Advancement

• Feeling stuck: This is a clear signal that it’s time to have an open conversation with your boss.

• Lack of career progression: The absence of opportunities to grow your skills can cause you to feel as though your hard work isn’t appreciated. 

• Pay the wave: Speaking up about your concerns can lead to career advancement and uncover new possibilities for growth within the organization.

2. Addressing Overwork and Restoring Work-Life Balance

• Overwork causes stress: Working long hours without breaks, drowning in an endless sea of tasks, and struggling to find time for yourself and your loved ones will easily destroy your overall well-being.

• Make a difference: If you’re stressed, talk with your boss. Share specific examples of how overwork affects you with your boss to spark necessary changes, helping you rediscover balance and boost productivity within your work.

3. Reconnecting with the Company's Mission 

• Goal disconnection: Feeling disconnected from your company’s goals can leave you feeling undervalued and unappreciated. 

• Clear the air: Talking with your boss about how your role fits into the company’s mission can bring the clarity you need. This conversation can help you align your tasks and projects with the company’s vision, giving you a clearer sense of purpose. 

• Why it helps: Understanding how you contribute to the company’s goals can lead to greater satisfaction and fulfillment in your work.

4. Bridging Team Disconnection Through Open Communication

• Team disconnection: Feeling left out from your co-workers can make you feel like you’re not a team member. 

• Why it happens: These feelings might stem from unclear communication, changing responsibilities, or a lack of feedback, leading to anxiety and a fractured team spirit.

• Bring positive changes: Expressing these concerns to your boss can help create a more supportive and understanding environment.

5. Addressing Unresolved Workplace Conflicts

• Toxicity: Unresolved conflicts in the workplace are deep red flags that can seriously affect morale and productivity. These conflicts can fester and create a toxic environment.

• Solution: Bringing these concerns to your boss in a solution-focused conversation can help highlight the impact of these conflicts and outline steps for resolution. 

Go to https://www.tammyjbond.com/podcast  to change your mindset and behaviors so you can elevate your communication and leadership! We’d love for you to join us for our next episodes by tuning in on Apple Podcast, Amazon Podcast, or Spotify and subscribe to our YouTube channel. This podcast is produced by TSE Studios."

One of the most common misunderstandings about leadership is the belief that it's always about being in control. But that's not the whole story. In this episode of Playing In The Sandbox, we'll explore why leadership is more than just being in charge. So, grab your pen and notebooks, and let's debunk this leadership myth together. 

1. What is a leader?

• Facebook Meme: When you think of a leader, do you envision someone barking orders? 

• What leadership is: Leadership isn't about being in charge. It's about nurturing those in your charge. Taking care of your staff and team gives them the confidence to deliver exceptional customer services and goods.

2. Workplace Title

• Your title means nothing: The title you carry within the workplace does not mean you’re in charge. In reality, you’re in service to those around you. 

• Underdogs matter more: The ones reporting to you are your top priority as a leader. Putting your focus on them helps them deliver positive outcomes to clients and customers. 

3. Servant Leadership

• What is servant leadership?: It’s a leadership style that prioritizes others' needs to help them perform at their best within the organization. 

• Why it works: This approach fosters trust and a sense of collaboration, making leaders and employees feel like they are part of a team, which is key to success.

4. Transforming Employee Engagement Through Leadership Prioritization

• Low work engagement: Only 34% of employees are engaged at work. This leaves a large number of employees in the background, quietly waiting for retirement to come.

• Leaders can change it: When leaders take responsibility and prioritize their team's well-being and development, they can transform these employees into highly engaged individuals. 

• The changes: Highly engaged employees outperformed their peers by 147% in earnings per share. This shift in engagement, driven by the leaders, can increase revenue and customer success, empowering the organization.

5. Impactful Leadership Example

• Pepsi’s former CEO: Indra Nooyi's leadership at Pepsi resulted in impressive 80% revenue growth. 

• How she did it: Her focus on performance with purpose and employee wellness not only connected the employees more deeply to the company but also significantly contributed to its success. 

• Motivation works: Leaders who inspire and motivate their teams, like Nooyi did, can increase employees' loyalty and bring success to organizations.

Go to https://www.tammyjbond.com/podcast  to change your mindset and behaviors so you can elevate your communication and leadership! We’d love for you to join us for our next episodes by tuning in on Apple Podcast, Amazon Podcast, or Spotify and subscribe to our YouTube channel. This podcast is produced by TSE Studios."

Imagine setting a visionary goal that transforms your leadership and ignites a fire within your team. Join me in this episode of the "Playing in the Sandbox" podcast as we venture into "Leadership Moonshots"! Discover what a moonshot really is, why it's vital for your leadership, and how it can set you and your team on a path to unprecedented success.

1. Understanding the Leadership Moonshot

• What is a Leadership Moonshot?: If you're unfamiliar with the term, a leadership moonshot is an ambitious, seemingly impossible goal that pushes boundaries and inspires greatness.

• Historical Example: Consider when JFK challenged the US to land a man on the moon by the end of the 1960s. This bold vision ignited the nation's imagination and efforts, demonstrating the power of setting audacious goals.

• Inspiration for Greatness: A leadership moonshot motivates and drives collective effort towards remarkable achievements.

2. The Danger of Imitating Others' Moonshots

• Avoid Emulating Others: Resist the temptation to replicate others' moonshot ideas. This lack of originality and enthusiasm can lead to failure because it doesn't align with your values and vision.

• Learn from Past Failures: Consider the downfall of companies like Kodak and Blockbuster, which failed to innovate and keep up with trends.

• Create Your Own Vision: Your moonshot should reflect your distinct vision and values, empowering you to stand out and thrive.

• Create Your Unique Goal: Define your leadership moonshot by setting a bold, ambitious goal that aligns with your strengths and values.

• Take the Reins: Take charge and craft a vision that reflects your unique perspective.

• Align with Your Team: Share these goals with your team to ensure everyone is aligned and working towards the same vision.

4. Embracing Setbacks as Feedback

• Setbacks are Part of the Journey: Every great journey will encounter setbacks.

• Mindset Shift: View these setbacks as feedback, not roadblocks.

• Accelerate Learning: This perspective accelerates learning, helps you correct mistakes swiftly, and keeps you on the path to progress.

5. The Power of Belief in Achieving Moonshots

• Believe in Your Goal: Your belief in your goal is crucial. If you don't believe in it, how can anyone else?

• Unwavering Optimism: Maintain a strong, positive outlook to inspire your team. This optimism helps to shape and sustain the collective vision of achieving ambitious, "moonshot" goals.

• Leadership and Motivation: When leaders genuinely believe in their team's ability to achieve these goals, it fosters motivation and drives the team to accomplish remarkable results.

Go to https://www.tammyjbond.com/podcast to change your mindset and behaviors so you don’t become a quitter! We’d love for you to join us for our next episodes by tuning in on Apple Podcast, Amazon Podcast, or Spotify and subscribe to our Youtube channel. This podcast is produced by TSE Studios.

In this episode, Tammy explores the three essential gifts of leadership: reflection, bold communication, and alignment. Learn how to inspire your team, drive innovation, and achieve extraordinary results. This episode offers invaluable advice to help you become a more effective and inspiring leader.

[00:01 - 07:07] The Gift of Reflection

Dedicate time to reflect on accomplishments and challenges as a team.

Identify the most valuable takeaways from the past year.

Discuss and agree on goals and priorities for the new year.

Acknowledge and appreciate the progress made by the team.

[07:08 - 15:01] The Gift of Bold Conversations

Foster open and honest communication within the team.

Share personal experiences and challenges to create empathy.

Employ a framework like SBI (Situation, Behavior, Impact) for effective feedback.

Schedule frequent one-on-one and team meetings to maintain alignment.

[15:02 - 23:15] The Gift of Alignment

Establish shared values that guide the team's behavior and decision-making.

Develop clear and measurable goals that align with the team's vision.

Share the "why" behind goals and decisions to inspire commitment.

Encourage personal development and provide opportunities for advancement.

Go to https://www.tammyjbond.com/podcast  to change your mindset and behaviors so you can elevate your communication and leadership! We’d love for you to join us for our next episodes by tuning in on Apple Podcast, Amazon Podcast, or Spotify and subscribe to our YouTube channel.

Tweetable Quotes:

“Leadership isn't just about what you achieve. It's also about the lessons that you learn along the way and how you transform those lessons into up-leveling your skills as a leader.” - Tammy J. Bond

“Reflection is where we actually find clarity.” - Tammy J. Bond

“Bold conversations aren't just welcome, I'm saying this to the team. They're necessary for our success.” - Tammy J. Bond

“Bold conversations aren't just a leadership skill. They're a gift that builds that trust, strengthens the team unity, right? And drives results.”  - Tammy J. Bond

“Alignment is the difference between a team that works and a team that wins.”  - Tammy J. Bond

Are you ready to elevate your leadership game and transform your communication with your team, colleagues, and loved ones? In this powerful episode of Play in The Sandbox, I share the untapped potential of a simple yet profound concept: "Clarity is Kindness."

Discover how clarity fosters trust, enhances productivity, and creates a harmonious environment where everyone thrives. My practical tips and strategies will revolutionize how you lead and connect with others.

1. Why is clarity in leadership communication important? Clarity is essential in leadership communication to ensure everyone understands your message. To truly harness the power of clarity, it's crucial to involve yourself and your team in the process. Try self-assessments and team feedback. This will not only allow you to make adjustments but also empower you and your team to improve alignment and understanding within the organization.

2. To help others understand the urgency of your message, start setting boundaries and managing expectations when delivering directives or urgent messages. Integrating proactive communication strategies and follow-up mechanisms ensures that urgent matters are addressed promptly without compromising clarity or causing confusion.

3. Leaders who encourage open dialogue and feedback loops among team members can empower individuals to address challenges collaboratively and constructively. You can also provide skill development and coaching to help team members enhance their conflict resolution abilities, contributing to a culture of continuous improvement and trust within the organization. 

4. Consider using self-awareness tools to drive continuous improvement and progress tracking in team management. Establishing clear expectations and regular check-ins enables leaders to monitor progress effectively and promptly address challenges. 

5. Leaders can promote team cohesion and productivity by setting clear expectations and providing consistent feedback. Through continuous engagement, feedback, and skill development, leaders can empower teams to navigate challenges, achieve goals, and foster a culture of collaboration and success.

Go to https://www.tammyjbond.com/podcast  to change your mindset and behaviors so  you can elevate your communication and leadership! We’d love for you to join us for our next episodes by tuning in on Apple Podcast, Amazon Podcast, or Spotify and subscribe to our Youtube channel. This podcast is produced by TSE Studios.

Transitions in a company are always challenging for those in leadership positions. However, hearing from someone else's experiences can give you an idea of what to expect.

In this episode of Playing in the Sandbox, I continue my conversation with Mike Nassar, an incredible leader known for his relational approach and strategic vision. Listen to Mike's insights on leadership, curiosity, and empathy in today's complex business environment.

1. A deep sense of fulfillment drives Mike's leadership journey. He finds joy in guiding individuals and teams to unlock their full potential and seeing their careers flourish. This personal growth and fulfillment are the true rewards of leadership. 
2. Try helping your team cast a vision for success to motivate and guide them through challenges. Leaders who remind their team members that winning is possible directs them toward goals despite current setbacks. 
3. Mike's commitment to continuous learning and curiosity is a testament to his belief in personal and professional growth. He shares his practice of constantly exploring the company's internal workings, competitors' strategies, and the best practices from other industries. With this commitment, each day at work is a new learning opportunity, ensuring continuous growth and excellence.
4. It’s exciting when mid-level managers and employees suggest feedback, isn’t it? Mike shares why it’s essential for leaders to welcome feedback and ideas from workers at all levels of the company. This practice enhances the customer experience and operational efficiency. When a company puts value into diverse perspectives, it drives the organization toward success. 
5. If you ever feel as though there’s a misalignment between your values and the company’s, consider a career change. Mike shares that those who stay in a working environment where values clash often experience dissatisfaction and conflicts. No matter how much you love your position, if it doesn’t align with your personal values, it can impact job satisfaction.

Go to https://www.tammyjbond.com/podcast to change your mindset and behaviors so you can elevate your communication and leadership! We’d love for you to join us for our next episodes by tuning in on  Apple Podcast, Amazon Podcast, or Spotify and subscribe to our Youtube channel. This podcast is produced by TSE Studios.

I'm delighted to have Mike Nassar, a distinguished leader, join us. His journey, from various managerial positions to the presidency and then the COO role of a major international company, is a shining example of strategic leadership and value-driven management. 

In this episode,  we delve into the crucial topic of aligning personal values with organizational goals. Don't miss this conversation, as Mike's wisdom will provide invaluable insights for aspiring leaders and seasoned professionals.

1. It’s essential for businesses to align their personal values with those of the organization during transitions. In addition, middle managers should stay true to their core values and choose employment that aligns well with their personal beliefs. This will allow you to make the right decisions for the company and yourself.

2. During the transition phase, provide updates to every employee under your guidance. A leader who ensures good communication represents the company effectively to the staff.

3. Amidst the changes, it's crucial to remember the value of employee feedback. While it may seem challenging with the many tasks at hand, taking the time to listen and respond to your team's input not only upholds company standards but also makes them feel valued and heard.

4. Connecting with as many employees as possible is essential for those leading large organizations. Mike shares insights on the importance of connecting with people face-to-face across various locations and the challenges and rewards it brings.

5. Promote an employee only if he or she meets specific criteria. Mutual success only happens when employees' and managers' goals align.

Go to https://www.tammyjbond.com/podcast to learn how to build up your management skills. We’d love for you to join us for our next episodes by tuning in on Apple Podcast, Amazon Podcast, or Spotify and subscribe to our Youtube channel. This podcast is produced by TSE Studios.

It’s time to get curious! In today’s episode of Playing in the Sandbox, I’m bringing you a topic from the vault that digs deep into how we ask questions. Instead of seeking to be understood, first, it’s important that we seek to understand. If you find yourself asking questions that lead to defensiveness, confusion, or other unexpected responses, this episode is for you.

1. More often than not, people hear questions as accusations. Framing questions from a curious perspective can move our team members out of a defensive mindset.

2.            If your work environment is breaking down, examine how others answer the questions you are asking – they will expose their perspective (and their baggage if it exists).

3.            Asking powerful questions gets you to the core of who someone is and moves past the facade.

4.            If you give “point-and-shoot” instructions to your team, the team may feel demoralized. Try taking a “point-and-ask” approach.

5.            Pay attention to cultural differences. For example, if you’re an East Coast leader working with a West Coast team, think about how your team members communicate and create space for clarity.

6.            It’s important to address the pink elephant in the room! If there’s something no one wants to discuss, expose the issue and seek to rectify it without blame.

Go to https://www.tammyjbond.com/podcast to learn more about asking powerful questions! We’d love for you to join us for our next episodes by tuning in on Apple Podcast, Amazon Podcast, or Spotify and subscribe to our Youtube channel. This podcast is produced by TSE Studios.

As leaders, it’s our responsibility to create safe, stable environments for our team members. In this episode of Playing in the Sandbox, I discuss trauma and how we can show up for team members who are experiencing trauma. In the workplace, anxiety and depression caused by trauma can lead to absenteeism, distraction, and lowered productivity. We have the opportunity to discover root causes by asking good questions. It’s time to unpack some trauma, tap into our empathy, and explore ways to support our teams in the workplace.

1. Even though we can’t fix all of the world’s problems, it’s important for leaders to prioritize creating a safe space for our teams to process the upheaval we see happening around us.

2.            Leaders are not necessarily equipped to help teams work through trauma – that’s what therapy is for. But they can help provide resources to their teams. Show team members you prioritize them and how they are coping with large-scale trauma. 

3.            Trauma is a response to distressing one-time or ongoing events. Being exposed to a high degree of stress can lead to a variety of negative impacts, like anxiety, fear, shock, and difficulty sleeping.

4.            If you notice a sign that a team member might be experiencing distress, try offering them a quick 20-minute check-in. Ask them how they’re doing at home or how world events are affecting them. Help them feel seen.

5.            Check out the Exquisite Self-Care booklet by Tammy Bond to learn how to implement your own self-care and encourage others. You can not pour from an empty cup.

6.            Build resilience by fostering community. A community gives its members a sense of belonging and purpose.

Go to https://www.tammyjbond.com/podcast for more about trauma and how we can show up in support of others. We’d love for you to join us for our next episodes by tuning in on Apple Podcast, Amazon Podcast, or Spotify and subscribe to our Youtube channel. This podcast is produced by TSE Studios.

Leadership success isn’t just about our actions; it’s about the assumptions we challenge. In this episode of Playing in the Sandbox, I take you through 5 assumptions that hold leaders back and keep teams from reaching their potential. To those leaders out there looking to self-reflect and break down the thought patterns that limit creativity and hinder growth, this episode is for you!

1. Assumption #1: “I know best.” This mindset builds resistance to feedback and alternative perspectives, which shuts down your personal growth, your team’s creativity, and innovation overall. Try asking yourself, “Do I always know best? Every time?”

2. Assumption #2: “This is how it’s always been done.” Resistance to change like this breeds stagnation, a lack of progress, and inefficiency. Try opening up a short 7-minute conversation about what can be done differently on a given project (even if you end up sticking with the old way).

3. Assumption #3: “I don’t need feedback.” Leaders who reject feedback discourage open communication, which can lower the team's morale. This assumption often stems from fear, so try digging deep to understand the source of it.

4. Assumption #4: “Success happens overnight." Unrealistic expectations can create pressure, anxiety, and fear of failure. If a leader expects too much too quickly, this can discourage persistence.

5. Assumption #5: “I can do it all alone.” This will lead to burnout and drive the team away. When you rely only on your own expertise, you lose the perspective of others who can help you and provide valuable insights and you rob them of the chance to help you!

Go to https://www.tammyjbond.com/podcast to change your mindset and behaviors so you don’t become a quitter! We’d love for you to join us for our next episodes by tuning in on Apple Podcast, Amazon Podcast, or Spotify and subscribe to our Youtube channel. This podcast is produced by TSE Studios.

Leadership isn’t something you’re born with. It’s something you grow into. In today’s episode of Playing in the Sandbox, I answer some excellent listener questions, but first, we dive into the topic of swift decision-making. Please don’t hesitate to reach out to me if you would like to ask a question - it may end up on our next Q and A episode!

1. Swift decision-making relies on agreement. This means exploring opinions deeply and offering space for discussion, rather than some team members avoiding conflict by giving a “quick yes.”
2. Managers have the opportunity to help people get into alignment during the decision-making process. Not everyone on the team needs to help make decisions, but everyone should understand WHY the decision is being made the way it is.
3. Consensus is the last key to swift decision-making. It’s only natural that some people won’t be 100% in support of any new decision. The most important thing to do is voice that dissenting opinion and find your way to a unified strategy for moving forward.
4. If you’re feeling uninspired by your leader at work, schedule a one-on-one meeting with your manager to help you understand your part in the bigger picture. Then, at your next team meeting, share the big picture with the rest of your team. Why wait for others? Take initiative!
5. Suppose you’re on a management team but struggling to feel in alignment with the other managers. As long as you are all on the same page in your overall vision and outcomes, it’s okay to have different ways of getting there. Keep communication open between you, other managers, and your team.
6. Emotionally intelligent leaders display these four qualities: self-awareness, empathy, motivation, and social skills. Take proactive steps to build relationships with your team.
7. Open communication between leaders and managers fosters collaboration and cooperation - not competition.

Go to https://www.tammyjbond.com/podcast to learn more about swift decision-making. We’d love for you to join us for our next episodes by tuning in on Apple Podcast, Amazon Podcast, or Spotify and subscribe to our Youtube channel. This podcast is produced by TSE Studios.

Great leaders always look for ways to improve themselves and unlock their potential. In this episode of Playing In the Sandbox, I take you through the three key ingredients that might be missing from your leadership style.  Whether you’re a new leader or you think you have it all figured out, listen in! I know you’re going to learn something new.

1. The best leaders are vulnerable and authentic in how they approach and communicate with their teams.

 2.            Our culture is obsessed with flawlessness, but projecting flawlessness can come across as inauthentic. Embracing vulnerability as your superpower can help you build trust within your team!

3.            Another ingredient in leadership is visionary curiosity. Asking questions and exploring trends can help us with being proactive and “future-proofing.”

4.            After asking great questions, great leaders experiment without fear of failure. Taking sensible chances can help you build your creativity and resilience.

5.            Hold the eye-roll - as leaders, it’s important that we build empathy and emotional intelligence. If you’re not sure where to start, try journaling to develop your self-awareness!

6.            If we don’t understand our own triggers, it’s hard to see when emotions come up in other people. When we know how to manage our emotions, we can model that for others.

Go to https://www.tammyjbond.com/podcast to learn more about the three missing key ingredients in leadership. We’d love for you to join us for our next episodes by tuning in on Apple Podcast, Amazon Podcast, or Spotify and subscribe to our Youtube channel. This podcast is produced by TSE Studios

Today’s guest has worked at many levels of different organizations and brings a wealth of knowledge to the topic of leadership and management! In today’s episode of Playing in the Sandbox, I’m so excited to bring you into my most recent conversation with Tia Boatman Patterson, the President and CEO of the California Community Reinvestment Corporation. We talk about the importance of communication, expectation-setting, and building management skills at all levels of an organization!

1. A good manager is aware of their organization's operations, processes, and procedures and understands how to create and implement them to get things done.

2.            A good leader can motivate, drive, and inspire - and may not be in a “leadership” position!

3.            Having a vision on a leadership level is important, but having strong management is critical to bringing that vision into reality.

4.            “Fake it till you make it” does not make a good leader or manager. Hold off on leading others until you know how to lead yourself well.

5.            Management isn’t easy. From having bold conversations to maintaining open communication between different levels of an organization, there is a lot to balance! Our managers need access to education so they can build those skill sets.

6.            One management skill leaders must embrace is communicating to all levels of their organizations. If they don’t, they risk their big messages getting watered down.

Go to https://www.tammyjbond.com/podcast to learn how to build up your management skills. We’d love for you to join us for our next episodes by tuning in on Apple Podcast, Amazon Podcast, or Spotify and subscribe to our Youtube channel. This podcast is produced by TSE Studios.

I’m not afraid to have bold conversations, and this may be my boldest episode yet! Today on Playing in the Sandbox, I take you with me as I draw a line in the sand - if we want to improve company culture, we can’t just focus on leadership… It is so important that we also empower and educate our amazing managers! Positive change happens at all levels, so listen in to hear how leadership and management can work together to help an organization thrive!

1.      We, as a culture, have overemphasized the role of leadership in building healthy business cultures, while undervaluing and underutilizing management.

2.            Middle managers have one of the toughest jobs - they communicate both up to leadership and down to team members. 

3.            Problems with company culture often come from communication breakdowns between leadership and the front line staff.

4.            “Title envy” can be a big problem for managers. They may envy the prestige of leadership titles - but when we focus on titles, we lose sight of the importance of the work itself.

5.            Comparing titles often creates unnecessary friction and undermines collaboration, whether one person is belittling themselves or others.

6.            Studies show that organizations with a balance of leadership and management qualities thrive.

7.            Sweeping positive cultural changes can only happen in an organization when leaders check their egos at the door and work in collaboration with all levels of the team. They have to roll up their sleeves and get out there!

Go to https://www.tammyjbond.com/podcast to draw a line in the sand - we need to emphasize management, not just leadership! We’d love for you to join us for our next episodes by tuning in on Apple Podcast, Amazon Podcast, or Spotify and subscribe to our Youtube channel. This podcast is produced by TSE Studios.

Are you ready to fuel your success while also taking care of your health? In this episode, Tammy explores how to balance ambition and well-being as we head into the new year of 2025. Tammy shares practical tips on setting clear boundaries, celebrating small wins, and defining what true success looks like for you. Are you prepared to lead yourself with intention in 2025? Tune in for actionable strategies that will help you achieve your goals while nurturing your personal well-being!

[00:01 - 06:57] Understanding Ambition vs. Well-being

Ambition without well-being is like a car without fuel—great potential but no progress.

Well-being is essential to sustain and fuel your ambition.

Define success by considering your mental, emotional, and physical health.

Balance ambition and well-being to ensure long-term growth and fulfillment. 

[06:58 - 09:18] Setting Clear Boundaries for Well-being

Boundaries protect against burnout and help preserve peace.

Say no to chaos and yes to rest, prioritizing your well-being.

Schedule non-negotiable time for family, self-care, and reflection.

Healthy boundaries allow your ambition to thrive without compromising your health.             

[09:19 - 10:09] Celebrating Micro Wins

Break big goals into smaller, manageable steps to avoid overwhelm.

Celebrating small wins helps build momentum and confidence.

Focus on weekly accomplishments to stay motivated and positive.

Micro wins reinforce a sense of progress and keep you on track toward bigger goals.

[10:10 - 12:48] The Importance of Checking In with Yourself

Regular self-reflection ensures your goals align with your values and boundaries.

Check-in to make sure your ambition is in balance with your well-being.

Self-assessments prevent burnout and ensure a fulfilling journey.

Use reflection to stay focused and avoid losing track of what matters most.

Go to https://www.tammyjbond.com/podcast  to change your mindset and behaviors so you can elevate your communication and leadership! We’d love for you to join us for our next episodes by tuning in on Apple Podcast, Amazon Podcast, or Spotify and subscribe to our YouTube channel.

Tweetable Quotes:

“When we let our ambition write the checks for us, that's where we actually crash because you can't cash in what you don't have.” - Tammy J. Bond

“Ambition is the spark and well-being is the fuel. You can't sustain one without the other.”  - Tammy J. Bond

“Big goals sometimes can overwhelm us. They can also cause us to go into procrastination, but micro wins, build momentum, celebrating the small things.” - Tammy J. Bond

“Balance is really built in every decision that we make and every step that we take.”  - Tammy J. Bond

“Ambition without well-being is like your automobile or a high-performance automobile without high-performance fuel.” - Tammy J. Bond

Who are you as a manager? In today’s episode of Playing in the Sandbox, I will take you through the 3 M’s of management. And, spoiler alert, one of these things is not like the others! So grab your pen and paper, write down some takeaways, and figure out which one of the 3 M’s just doesn’t belong in your management style!

1. Mentoring is an amazing tool that can elevate the success of your team. Spreading your wealth of knowledge strengthens your organization at all levels.
2. Effective mentoring empowers people through building supportive relationships. Mentors build trust with their mentees, encouraging them to be curious, ask for help, and reach their potential.
3. Mindset influences everything you do, for better or worse! Through your actions and behavior, your mindset is transferable to your team.
4. If you want to develop your team culture, evaluate and define your mindset. Embracing a growth mindset will encourage continuous learning and resiliency on your team.
5. Micromanaging is something that many managers do. In short-term situations, micromanagement can be okay. In the long term, however, it leads to burnout, loss of trust, and team turnover!
6. Part of the manager’s job is to keep their eyes on the big picture. When you focus on the day-to-day, you can’t focus on outcomes, leading to big-scale problems!

Go to https://www.tammyjbond.com/podcast to learn more about the 3 M’s of management. We’d love for you to join us for our next episodes by tuning in on Apple Podcast, Amazon Podcast, or Spotify and subscribe to our Youtube channel. This podcast is produced by TSE Studios.

This year, we’re not just celebrating the New Year, we’re celebrating NOT quitting on Quitter’s Day! In this episode of Playing in the Sandbox, I’m digging into Quitter’s Day and how we can shift our perspective toward behavior changes that stick. On that note, we’re going to talk about framing our yearly reviews to help our team members get excited about changing their mindsets so they can accomplish great things.

1. Coming up with a “New Year's Resolution” isn’t enough. We have to create a clear vision of the outcome we want to achieve over a longer timeline.
2. Don’t fall victim to the “new year” hype! Get excited about changing behaviors and mindset - that’s an excitement that lasts.
3. It’s time for our yearly reviews. When we set clear expectations and KPIs, we can help our team members grow, strengthening our team.
4. Most people think that meeting all their needs will help them feel “free,” but there is a lot of freedom in embracing your “wants.”
5. Don’t forget to look inward! When you’re being held back, look into your past to help open up your future.

Go to https://www.tammyjbond.com/podcast to change your mindset and behaviors so you don’t become a quitter! We’d love for you to join us for our next episodes by tuning in on Apple Podcast, Amazon Podcast, or Spotify and subscribe to our Youtube channel. This podcast is produced by TSE Studios.

Welcome to the final episode of Playing in the Sandbox for this year! I'm thrilled to bring you a special Q&A episode crafted entirely from the questions you, our amazing listeners, have sent in. We will break down the problems so many of us face as leaders while we celebrate curiosity and our amazing community!

1. When you want to see behavior changes in your team, set expectations, model the changes, and hold check-ins for support and accountability.

2. When you approach teammates about sensitive topics, approach with kindness and share your good intentions. Don’t forget to hold HR accountable!

3. Don’t be afraid to stand up to teammates who spew negativity. 

4. If your team is underperforming, take accountability! Bring awareness to the issue with your team members and be direct!

Go to https://www.tammyjbond.com/podcast to learn how to meet your fear of failure head-on. We’d love for you to join us for our next episodes by tuning in on Apple Podcast, Amazon Podcast, or Spotify and subscribe to our Youtube channel. This podcast is produced by TSE Studios.

Leaders, we have had so many learning moments on this podcast throughout 2023. For this episode, we’re looking back over the year to celebrate our wins and leave behind the things that no longer serve us. 

1. The best leaders use the “Power of Regret” to move forward and make big changes. Instead of wallowing in it or pushing it away, confronting regrets can help leaders take action. (Thanks, Dan Pink!)

2. If you’re ready to see change but don’t feel like it’s happening, look at what you’re tolerating in your life. Ask yourself - why aren’t you willing to address these things head-on?

3. As leaders, we often have high expectations of ourselves and others. But perfection can never be the goal because it’s unattainable - instead, learn how to measure your improvement and celebrate your successes!

4. Setting expectations is important, but we must prioritize our people over process. Involving team members in the process will help them buy-in and be more accountable, too!

5. “Active Listening” is so much more than just smiling and nodding while team members talk. As a leader, you must stay focused and engaged - DON’T get distracted by your thoughts and reactions.

Go to https://www.tammyjbond.com/podcast to dive deeper into all of these incredible learning moments. We’d love for you to join us for our next episodes by tuning in on Apple Podcast, Amazon Podcast, or Spotify and subscribe to our Youtube channel. This podcast is produced by TSE Studios.

One issue many people have when it comes to storytelling is getting to the main points. The whole point of using storytelling as a leader is to make your team members take action. But how can they act when they do not understand what you’re trying to convey?

In this episode, we’ll discuss five key ways leaders can become bottom-line communicators. Listen to this insightful episode to help you develop an essential leadership style.

1. As leaders, it’s vital for you to understand your audience. Some members may need you to display a more colorful approach to your story, while others prefer a more direct approach. Understanding your audience will help you decide how to communicate with them best. 

2. Start with clarity when balancing the fine line between storytelling and bottom lining. Decide on your story’s point and the action you want your audience to take action.

3. To help get your points across in storytelling, add context. This is where you can add more depth to your story to help your audience understand its message.

4. As you’re telling your story, be able to adapt to changes to help your audience understand your message. Storytelling embraces emotions; some members may be unable to handle certain emotions within a story. 

5. Leaders should always encourage a two-way conversation when using the storytelling technique. Some members may have questions or don’t understand the points you’re trying to convey. Creating an open environment will make them comfortable speaking with you as you share your story.

Go to https://www.tammyjbond.com/podcast to learn how leaders can become bottom-line communicators. We’d love for you to join us for our next episodes by tuning in on Apple Podcast, Amazon Podcast, or Spotify and subscribe to our Youtube channel. This podcast is produced by TSE Studios.

If you’re ready to help your team think critically and creatively, it might be time to ask great questions. In this episode, we’re going to dive into how you can build independence and critical thinking skills in your team by asking open-ended questions. Tap into your curiosity to step up your leadership!

1. Engaging people by asking specific questions to help them understand their responsibilities can support independence and critical thinking.
2. Open-ended questions are thought-provoking, while yes-or-no questions discourage creative thinking.
3. As leaders, our curiosity can help us discover what is holding our team members back - why are they struggling? Why don’t they feel comfortable asking for help?
4. Don’t be afraid to challenge assumptions! It’s not about putting people down or even calling them out; it can help you better understand a team member’s behavior.
5. Questions can build trust. Your team members are less likely to be on the defensive when you use questions to work through issues. 

In today's swift-moving employee market leaders are far too often putting people that are technically good at their jobs into leadership positions, without first developing them on how to be leaders of people.

How do you course correct, or better yet make sure you don’t make that common mistake? Develop your people to lead others from the moment they join your team. For more tools on how to develop others around you, contact us today.

We'd love for you to join us for our next episodes by tuning in on Apple Podcast, Amazon Podcast, or Spotify. This podcast is produced by TSE Studios.

If your team is operating in chaos, you may have a pot-stirrer in your midst. In this episode, I’m sharing some insights into the inner workings of the pot-stirrer’s mind. Strong leaders have a responsibility to help their teams see their way through tough situations - it’s time to stop stirring the pot and start stepping up.

1. Pot-stirrers thrive on chaos and tension in the workplace. They manipulate and strong-arm people into unstable situations to gain power and control.

2. The first step to making a change is recognizing pot-stirring behavior patterns in yourself or others and making the decision to adjust the team’s path.

3. Be open about the negative impacts of pot-stirring. Low morale, low productivity, high turnover rates, and employees feeling stifled are all symptoms of having a pot-stirrer in your organization.

4. The majority of employees experience stress in the workplace, and there is a correlation between traumatic workplace experiences and counterproductive behaviors.

5. We have to understand the root causes of pot-stirring in ourselves and others to help unpack where those behaviors come from.

Go to https://www.tammyjbond.com/podcast to learn how to manage the pot-stirrer in your organization (even if it’s you). We’d love for you to join us for our next episodes by tuning in on Apple Podcast, Amazon Podcast, or Spotify and subscribe to our Youtube channel. This podcast is produced by TSE Studios.

The fear of failure can be a self-fulfilling prophecy if you let it. It’s time to leave the fear behind and break through your barriers. In this episode, I’m here to tell my own personal story of MY fear of failure and share ideas for how you can overcome what holds you back.

1. If you are becoming stagnant, look inward to discover the truth of why it’s happening. Stagnation can cause us to be afraid to step outside of our comfort zone and try new things.

2. Look back and think about the potential regrets from not taking that risk - do they outweigh the feeling of fear of the unknown?

3. Leaders who are afraid to fail are often risk-averse. If you’re so risk-averse that you miss out on opportunities, think about bringing someone you trust onto your leadership team.

4. Teams that display growth and adaptability have leaders that welcome innovation and change. If you can’t see how to execute new ideas and that makes you shoot them down, empower your team members to plan, try, and fail.

5. Fear of failure is often linked with low self-esteem or self-worth. Get educated and connect with others (like mentors, coaches, therapists, etc.) who can help you understand your self-esteem or self-worth.

6. When we focus too much on what others will think of us instead of looking in the mirror, we can end up with anxiety about losing our status or reputation.

Go to https://www.tammyjbond.com/podcast to learn how to meet your fear of failure head-on. We’d love for you to join us for our next episodes by tuning in on Apple Podcast, Amazon Podcast, or Spotify and subscribe to our Youtube channel. This podcast is produced by TSE Studios.

It happens to everyone, so why are we so afraid of being wrong? In today’s episode, I’m diving into the power you gain when you stop fearing failure. Owning your mistakes strengthens your integrity and creates opportunities to learn more about yourself, your work, and your team. 

1. Leaders and team members need to get over the fear of disappointing others and ourselves. Keep your integrity and self-respect by taking personal ownership of mistakes. No blame shifting!

2.            Making mistakes can trigger feelings of embarrassment and shame. Most people don’t learn how to move through those emotions which can lead to withdrawing and an unwillingness to take risks.

3.            The fear of being wrong can undermine our relationships. When leaders get defensive or shift blame off of themselves, it makes team members feel like they can’t come forward to discuss what isn’t working.

4.            Leaders often dwell too long on what’s wrong and don’t move forward to the next steps quickly enough. Focus on failure as a learning opportunity.

5.            Reflect and analyze what happened and why. Encourage your team to do the same. Don’t focus on “who”, focus on “how” and “why” things went wrong.

Go to https://www.tammyjbond.com/podcast to learn more about how to overcome the fear of being wrong. We’d love for you to join us for our next episodes by tuning in on Apple Podcast, Amazon Podcast, or Spotify and subscribe to our Youtube channel. This podcast is produced by TSE Studios.

Navigate team meetings, bold conversations, and tense moments with ease through well-timed pauses! In today’s episode of Playing in the Sandbox, I want to share the Power of Pause with you. When you have the emotional awareness to know how to apply it, you can avoid having your thinking hijacked by tension or frustration.

1. Even though “hitting the pause button” might seem simple, simple actions can be the most powerful.

2. When emotions are high, taking a pause gives you an opportunity to ask questions that helps you unlock why you are triggered and how to move toward a solution.

3. Taking a pause can give you time to reevaluate your perspective – you might realize you agree on more than you thought.

4. A pause gives you a moment to take a breath to help regulate your brain. When you’re dysregulated because of frustration or irritation, you might be more reactive than usual.

5. You are responsible for your behavior – even when you’re triggered! Slow things down or the people you connect with might leave that interaction feeling confused, bruised, and misused.

Go to https://www.tammyjbond.com/podcast to learn more about how the power of pause can improve communication in times of conflict. We’d love for you to join us for our next episodes by tuning in on Apple Podcast, Amazon Podcast, or Spotify and subscribe to our YouTube channel. This podcast is produced by TSE Studios.

In this episode, Tammy discusses essential self-management strategies for achieving maximum impact. She covers how to manage your energy, set effective boundaries, and master your emotions while offering practical tips for maintaining focus and productivity. Tammy also emphasizes the importance of radical accountability in taking ownership of your actions and driving meaningful progress.

[00:01 - 10:48] Mastering Energy Management

Own Your Power: Protect your energy from drains and focus on refueling.

Audit Your Day: Identify energy zappers and reclaim your focus.

Build Routines: Use daily rituals and affirmations to sustain energy.

Align Tasks with Energy: Work during peak energy times for efficiency.

[10:49 - 14:44] The Power of Boundary Setting

Say No: "No" is a complete sentence—protect your time and energy.

Be Approachable, Not Over-Available: Set clear times for availability.

Limit Tech Distractions: Create boundaries for focus.

Stop Over-Commitment: Recognize and set limits to protect your energy.

[14:45 - 19:27] Mastering Emotional Responses

Lead from Within: Pause and assess before reacting.

Emotional Intelligence: Self-awareness and regulation are key.

Pause & Breathe: Take a breath and ask the next best question.

Model Calmness: Your emotions impact your team’s culture.

[19:27 - 19:27] Radical Accountability: Your Superpower

Own It: You’re the CEO of your life—accountability starts with you.

Stay Driven: Accountability is self-motivation, not external pressure.

Check In: Use daily goals to track progress and fight procrastination.

Take Action: Accountability builds confidence and fuels productivity.

Go to https://www.tammyjbond.com/podcast  to change your mindset and behaviors so you can elevate your communication and leadership! We’d love for you to join us for our next episodes by tuning in on Apple Podcast, Amazon Podcast, or Spotify and subscribe to our YouTube channel.

Tweetable Quotes:

“Leadership isn't something we're born with. It's something that we grow into.” - Tammy J. Bond

“Self-management is not something that we're just born with and born to know how to do.  We grow into those areas with every day that goes by with intentionality and with focus and a commitment.” - Tammy J. Bond

“Saying no isn't selfish, it's strategic.” - Tammy J. Bond

No matter what kind of organization you lead, the way you support others and support yourself determines your team’s strength and success. In this episode of Playing in the Sandbox, I interview Larry Brey (“LB”), the Associate Pastor at Elevation Church. We discuss how LB builds leaders and helps them understand a vision greater than themselves.

1. What makes you unique is what makes you powerful. Embrace “the DNA” of who you are and build that up in yourself rather than trying to become the person you think people want you to be.
2. As a leader, your vision can either become polluted or diluted. It can be polluted by others injecting their vision into yours, or diluted when you become too apprehensive to have big, tough conversations.
3. There will be moments when you don’t think you’re strong enough to keep going. Know how you’re going to handle that moment in advance because if you wait until that moment to figure it out, you’ll probably get it wrong.
4. As a leader, your silence can be louder than your words. When people don’t know how you feel, they’ll fill in the blanks with their own insecurities. Let your team know how you feel about them (not just their performance).
5. When leading others, encourage them to talk about what works and what doesn’t. Agree upon safe language so that no one feels like they’re under attack.
6. New employees need four relationships in an organization - a supervisor (who helps them understand their job expectations), a friend (who laughs with them as a peer), a mentor (someone who helps them improve themselves), and a pastor (someone who will carry the burden of life with them). 

Go to https://www.tammyjbond.com/podcast to learn more about building leaders. We’d love for you to join us for our next episodes by tuning in on Apple Podcast, Amazon Podcast, or Spotify and subscribe to our Youtube channel. This podcast is produced by TSE Studios.

If you’re worried about the state of your team, it might be time to hold up the mirror and see if the inconsistency in your leadership is the culprit. In this episode of Playing in the Sandbox, I’m going to walk you through the costs of inconsistency so you can understand the significance of being consistent and increase the overall health of your team.

 Here are a few of the topics we’re going to cover:

1. Consistent leadership promotes team accountability, enhances communication, improves team performance, and encourages feelings of safety and trust.
2. Inconsistency leads to a lack of clarity. Communication breaks down, expectations aren’t understood, and team members can often feel like they are in a toxic environment.
3. If you’re making decisions based on personal preferences or whims rather than objective criteria, others may lose confidence in your decision-making abilities.
4. Your fear of losing quality employees may be driving your inconsistency, but this may be, in fact, causing the problem you’re trying to avoid.
5. If your lack of confidence is driving your consistency, this trickles down onto your employees, causing stress, lack of motivation, and poor morale.
6. To cultivate consistency, embrace an agile leadership style, ask members of your organization about your actions, cultivate a growth mindset, and harness available data to influence and empower you.

Go to https://www.tammyjbond.com/podcast to learn more about improving trust, accountability, and performance in your team through consistent leadership. We’d love for you to join us for our next episodes by tuning in on Apple Podcast, Amazon Podcast, or Spotify and subscribe to our Youtube channel. This podcast is produced by TSE Studios.

After the upheaval over the past three years, the workplace has emerged as an enemy. It’s time to unpack what happened and create a path forward. In this episode of Playing in the Sandbox, I sit down with Gary Campbell, the Founder and Owner of Impact to Lead LLC and CEO of Johnson Health Centers. Together, we talk about the importance of leadership when rebuilding trust and navigating an uncertain world.

1. During and after the pandemic, some leaders handled aspects of their workplaces poorly, which has caused burnout among employees. This gets shared on social media, especially among millennials and Gen Z.
2. Leaders have to listen and seek to understand employees before they seek to be understood. Then they can ask employees what kinds of solutions they are looking for and help develop some options.
3. When employees feel safe in the workplace, they’ll feel comfortable bringing their issues up to managers. Creating a safe space is crucial.
4. Mindset is important. As leaders, what we focus on matters. If we have a negative outlook, that will bleed into our employees’ experiences.
5. Build trust with employees by being visible and available. Try communicating changes or current events in the business or offering a forum for employees to ask questions or raise concerns.

 Go to https://www.tammyjbond.com/podcast to learn more about shaping your workplace. We’d love for you to join us for our next episodes by tuning in on Apple Podcast, Amazon Podcast, or Spotify and subscribe to our Youtube channel. This podcast is produced by TSE Studios.

For better or worse, the patterns you embody have brought you to where you are today. I’m here today to invite you to examine your patterns and identify the ones that no longer serve you. In this episode of Playing in the Sandbox, I’m going to discuss the importance of interrupting harmful patterns and give you tools on how to step into new habits that align with the person you know you can become.

1. A pattern interrupt is a cognitive strategy for disrupting patterns of behavior and thought. This can look like mindfulness, meditation, or changing your self-talk.
2. As leaders, the patterns that shape us will inevitably shape our teams. It’s our responsibility to cultivate awareness and choose our patterns wisely.
3. A pattern interrupt challenges our beliefs about ourselves and our lives. This gives us an opportunity to break free from our self-imposed limitations.
4. Pattern interrupts can bring on personal growth, transformation, and increased adaptability.
5. Try different pattern interrupt methods! “Start, Stop, Continue” is a great one for interrupting negative self-talk.
6. Work with an accountability partner. Find a coach, mentor, or peer who will help you stay on track. 

Go to https://www.tammyjbond.com/podcast to learn more about how pattern interrupt can help you and your team. We’d love for you to join us for our next episodes by tuning in on Apple Podcast, Amazon Podcast, or Spotify and subscribe to our Youtube channel. This podcast is produced by TSE Studios.

Lead in all areas of your life, not just in the office. To be a productive, effective leader, you need to be strong, healthy, decisive, and disciplined. Getting enough sleep is the foundation for all of these things. In today’s episode of Playing in the Sandbox, I meet with Chris Warnes (C.W.) to talk about how revolutionizing his sleep habits has helped him build his success.

Here are some topics C.W. shares to give us a deeper understanding of sleep:

1. Getting enough sleep is the key to being able to do lots of quality work over a long period of time.

2. Reading Sleep Smarter by Sean Stevenson revolutionized his sleep habits.

3. If you’re struggling with your physical health and performance, you might need more sleep.

4. To be a true leader, you have to lead in all areas of your life. This includes your family, health, etc. 

5. Setting up a routine is incredibly important for leaders to focus, be productive, and recharge. Schedule your sleep just like you schedule your work time.

Go to https://www.tammyjbond.com/podcast to learn more about taking your sleep seriously as a leader. We’d love for you to join us for our next episodes by tuning in on Apple Podcast, Amazon Podcast, or Spotify and subscribe to our Youtube channel. This podcast is produced by TSE Studios.

Being a leader is one thing. Being a leader who understands their personal leadership style and can effectively use it is another thing. In today’s episode of Playing in the Sandbox, in the first part of a two-part episode, I meet with Chris Warnes (C.W.) to discuss how leaders can dominate their personal leadership.

Here are C.W.’s lessons to help you dominate your personal leadership:

1. Don’t be afraid to go through dark times. Be willing to struggle.
2. Be accountable and responsible for yourself before trying to lead others.
3. Don’t view mistakes as bad. View them as learning opportunities.
4. Talk with your team clearly, concisely, and directly.

Go to https://www.tammyjbond.com/podcast to learn more about dominating your personal leadership. We’d love for you to join us for our next episodes by tuning in on Apple Podcast, Amazon Podcast, or Spotify and subscribe to our Youtube channel. This podcast is produced by TSE Studios.

If you’ve been avoiding a difficult conversation with someone in the workplace, this episode is for you. Today on Playing In The Sandbox, I’m sharing some specific, actionable tips that can give you the confidence to walk into a bold conversation from a place of strength and respect.

Great communicators are responsible for what they say, how they are understood, and listening with a sincere intent to understand the other person.

Here are 10 tips for making hard conversations productive and solution-based:

1. Recognize when a conversation is becoming difficult or unproductive.
2. Set the ground rules at the beginning.
3. Be honest and open about your feelings. Practice active listening so you understand the other person’s position and body language.
4. Stay oriented to the topic, not the other person.
5. Take notes during the conversation.
6. Ask clarifying questions.
7. Summarize what is said and make sure everyone is in agreement before moving on.
8. Think outside the box when finding mutually beneficial solutions.
9. End the conversation on a positive note.
10. Follow-up after the conversation.

Go to https://www.tammyjbond.com/podcast to learn more about How to Tackle Hard Conversations at your workplace.  We’d love for you to join us for our next episodes by tuning in on Apple Podcast, Amazon Podcast, or Spotify and subscribe to our Youtube channel. This podcast is produced by TSE Studios.

An issue a lot of entrepreneurs and leaders face when they begin to make money is playing with that money, then subsequently losing it. In today’s episode of Playing In The Sandbox, I meet with Melissa Houston to talk about her experience with money and how you can avoid those pitfalls.

Here are some key takeaways to prevent you from losing your money:

1. Be willing to negotiate with your salary. Don’t undersell yourself.
2. Build up your financial assets instead of wasting your money.
3. Have strong financial goals.

Go to https://www.tammyjbond.com/podcast to learn more about playing smartly with your money instead of losing it. We’d love for you to join us for our next episodes by tuning in on Apple Podcast, Amazon Podcast, or Spotify and subscribe to our Youtube channel. This podcast is produced by TSE Studios.

Leaders often wonder why their communication is failing, even though they think they’re doing everything right. The truth is, we teach people how to treat us. In today’s episode of Playing In The Sandbox, I’ll discuss how you can make sure your communication is effective.

We train people on how to communicate with us. If there’s an issue in communication, you have to find out what you’re doing wrong, and how to fix it.

Here are 6 potential causes of ineffective communication:

1. A lack of clarity.
2. Poor listening skills.
3. Making assumptions.
4. Issues with technology.
5. A lack of feedback.
6. A lack of follow-up.

Go to https://www.tammyjbond.com/podcast to learn more about improving communication with your team.  We’d love for you to join us for our next episodes by tuning in on Apple Podcast, Amazon Podcast, or Spotify and subscribe to our Youtube channel. This podcast is produced by TSE Studios.

Often times, leaders put unrealistic expectations on their team members and expect perfection. Then they become frustrated when their team falls short of this. In today’s episode of Playing In The Sandbox, I’ll be discussing why team members should focus on being better, instead of perfect.

Striving for perfection will only lead to disappointment. Here’s how leaders can focus on improvement instead of perfection:

1. Set realistic goals.
2. Learn from your mistakes.
3. Prioritize self care.
4. Embrace a growth mindset.

Go to https://www.tammyjbond.com/podcast to learn more about improving yourself instead of focusing on perfection.  We’d love for you to join us for our next episodes by tuning in on Apple Podcast, Amazon Podcast, or Spotify and subscribe to our Youtube channel. This podcast is produced by TSE Studios.

In this episode, Tammy J. Bond dives into the importance of self-leadership for effective leadership. She shares three powerful strategies to help you better manage yourself, improve emotional intelligence, and set boundaries that lead to a healthier, more sustainable work environment. Whether you're leading a team or leading yourself, these strategies can make an immediate impact. Tammy walks through how to build radical self-awareness, master emotional regulation, and set non-negotiable boundaries to thrive as a leader. Join the conversation and discover how focusing on your own growth can transform your leadership and your team.

[00:01 - 04:13] Building Radical Self-Awareness

Self-awareness is the key to emotional intelligence.

Look inward and ask for others’ perspectives to spot blind spots.

Reflect on your actions to improve your responses.

Focus on growth, not blame, to evolve as a leader.

[04:14 - 06:57] Mastering Emotional Regulation

Slow down to respond thoughtfully, not react impulsively.

Find the deeper emotion behind your reaction.

Align your actions with your core values.

Your emotional state shapes the team’s atmosphere.

[06:58 - 11:16] Setting Healthy Boundaries

Boundaries create sustainable work practices.

Schedule time for self-care and reflection.

Learn to say "no". Protect your time and energy.

Share your boundaries to foster respect.

Go to https://www.tammyjbond.com/podcast  to change your mindset and behaviors so you can elevate your communication and leadership! We’d love for you to join us for our next episodes by tuning in on Apple Podcast, Amazon Podcast, or Spotify and subscribe to our YouTube channel. 

Tweetable Quotes:

“I believe that we cannot lead others until we lead ourselves well.” - Tammy J. Bond

“When you push pause and you start reflecting and you take a breath, it slows everything down so then you know how to respond.” - Tammy J. Bond

“Leaders who manage their emotions lead teams that manage themselves well.” - Tammy J. Bond

“When we are modeling healthy boundaries, we're creating a sustainable work environment.” - Tammy J. Bond

“Leaders who communicate their boundaries clearly to their team actually support the team boundaries overall.” - Tammy J. Bond

“Boundaries aren't barriers. They're bridges to sustainable leadership. Boundaries are healthy.”  - Tammy J. Bond

We learned how to engage with others in a healthy way as children, but when we entered the workforce as adults, we seem to have left those rules of engagement behind. In today’s episode of Playing In The Sandbox, I’ll be discussing how to build a healthy set of rules for you and your team.

Without clear rules of engagement, you probably don’t have a healthy team. Here’s the rules of engagement in the sandbox, for healthy teams:

1. Don’t throw sand. Don’t be brazen or rude to other people.

2.            Don’t steal the shovels. Make sure everyone has access to the tools they need.

3.            Don’t knock over someone else’s castle. Don’t create problems for team members.

Go to https://www.tammyjbond.com/podcast to learn more about creating healthy rules of engagement for you and your team. We’d love for you to join us for our next episodes by tuning in on Apple Podcast, Amazon Podcast, or Spotify and subscribe to our Youtube channel. This podcast is produced by TSE Studios.

Too often, business leaders and managers aren’t comfortable handling conflict. Although dealing with conflict can be scary, knowing how to is CRUCIAL for managing a team. In today’s episode of Playing In The Sandbox, I’ll be going over how you can effectively manage conflict.

 The KEY thing to know about navigating conflict is: Have a plan beforehand. If you have a plan before conflict arises, you’ll be FAR more successful at actually managing it. So, how exactly do we navigate conflict in our team?

1. The first thing to know about navigating conflict is: Everyone has to recognize there’s conflict. Conflict doesn’t necessarily mean arguments or fights, but could be just mistrust or a lack of cohesion. The first step to solving any problem is admitting there’s a problem.

2.            The second step to navigating conflict is: Get everyone’s input. Ask your team members what they believe the ROOT cause of the conflict is a way where everyone feels comfortable sharing. Simply allow your team to digest the information at first.

3.            The final step is: Identify what behaviors you want to replace the negative ones. Whatever is causing the conflict in your team has to be changed to something more productive. Identify what that something is with your team, and work to implement it.

Go to https://www.tammyjbond.com/podcast to learn more about how you can set goals and improve your team through the start, stop, continue method. We’d love for you to join us for our next episodes by tuning in on Apple Podcast, Amazon Podcast, or Spotify and subscribe to our Youtube channel. This podcast is produced by TSE Studios.

Rich Acosta came from a hospitality background but currently works in a corporate environment, but has maintained the SAME level of excellent service at every level. In today’s episode of Playing In The Sandbox, I’ll be talking to Rich about how to maintain this excellence at every level as a leader.

Throughout his years of experience, as well as his experience with switching industries, Rich has continually drummed up excellence. The ways he did this were:

1. Getting excellence begins with time. Leaders can spend their time on training their team, or trying to find the unlikely perfect team member. Instead, leaders need to focus on celebrating their team members and fostering connections.

1. Next up is effort. Leaders have to put in the effort to make sure their team AND clients are happy. This comes from listening to their complaints, internalizing and interpreting the information, and evaluating the information. Leaders should only respond to complaints after putting in the effort, and by then, Rich always has a TERRIFIC solution.

1. Lastly is energy. When customers or team members are frustrated, they want to be heard and understood. Leaders have to use their energy to not only meet these complaints but use the information they’ve gathered to improve on mistakes. Then, good leaders should continually improve on their IMPROVEMENTS.

Go to https://www.tammyjbond.com/podcast to learn more about delivering excellence to your customers at every stage. We’d love for you to join us for our next episodes by tuning in on Apple Podcast, Amazon Podcast, or Spotify and subscribe to our Youtube channel. This podcast is produced by TSE Studios.

Some people are coasters and do the bare minimum. These people are in duck and cover mode. In today’s episode of Playing In The Sandbox, I’ll be discussing how you can address duck and coverers if you are one, or one is on your team.

Operating in duck-and-cover mode is a HUGE bane for not only your work performance but your mental well-being. You’re NOT achieving the maximum results you could be. So what do we do, once we know we’re in duck and cover mode?

1. If you notice someone is in duck and cover mode, you HAVE to confront it. If you don’t actively address it, you’re allowing this anti-productive behavior to continue.

1. Get to know the person who’s in duck and cover mode. Try and learn whatever is CAUSING them to be in this mode. It may be issues back at home or personal issues. But understand these issues so you can work to correct them, and by extension the duck and cover behavior.

1. If you DON’T have this talk, you’re just allowing the behavior to continue. Whatever you tolerate, you allow it to continue. Have talks with people who are in duck and cover mode, address whatever issues they’re facing, and work to fix said issues.

Go to https://www.tammyjbond.com/podcast to learn more about how you can address people who are in duck and cover mode, and optimize your team’s performance. We’d love for you to join us for our next episodes by tuning in on Apple Podcast, Amazon Podcast, or Spotify and subscribe to our Youtube channel. This podcast is produced by TSE Studios.