Welcome to the Brazen Leader, a podcast where we will explore typical leadership topics and some non-traditional leadership advice. I will be open, honest, and direct, and you can be the same. The dialogue can and should be a little messy. I hope you will join me on this journey to becoming a strong, bold, and successful leader. Kevin Berchelmann is an executive coach, consultant, and CEO and Founder of Triangle Performance LLC. He set out nearly two decades ago to take leadership lessons learned from his military service and senior executive roles in general management, human resources, and operations to help companies improve performance by getting the most out of their leadership teams. He will be sharing the lessons he has learned through this podcast by talking about traditional and non-traditional leadership topics.
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29 recent
May 2, 20245 min
Understanding Empathy In Leadership
Empathy is a crucial skill for effective leadership, but it's often misunderstood. In this insightful video, you'll learn how to handle empathy the right way as a leader. Discover proven strategies to develop genuine empathy, actively listen to your team, and create a culture of compassion in your organization. Mastering empathetic leadership can unlock improved employee engagement, trust, and performance.Use these actionable tips to become a more empathetic and impactful leader who brings out the best in your people. Effective leaders know that empathy is not a weakness, but a strength that helps drive innovation, boost morale, and navigate challenges. Invest in developing your emotional intelligence, and watch the positive impact it has on your team and your organization.
May 2, 20246 min
Quiet Quitting: Another Mythical Creature
The "quiet quitting" trend is spreading as employees across industries detach and do the bare minimum at work. Discover the driving factors behind this phenomenon and its impact on productivity, morale, and your bottom line. Get actionable strategies to identify quiet quitters, re-engage them, prevent staffing issues, and cultivate a thriving workplace culture that inspires and retains top talent. Gain insights from leading experts to nip quiet quitting in the bud.
April 29, 20245 min
The Future Of Work: More Hybrid Less Remote
The future of work is hybrid - with a mix of remote days and in-office collaboration. As the world emerges from the pandemic, companies are rethinking the traditional 9-5 office model and embracing hybrid workplace flexibility.In this video, we explore the hybrid work trends shaping 2024 and beyond. From the return to office to enabling virtual teamwork with the right collaboration tools, the future workplace design balances employee demands for work from home vs. office.We'll look at how the hybrid work model improves work life balance and the employee experience. Top companies are adopting hybrid schedules to attract and retain top talent in today's competitive job market.At the same time, companies see value in bringing teams together periodically at the corporate office for fostering company culture, creativity through in-person interactions, and providing perks/amenities. The future of jobs is all about finding the right hybrid balance.
April 11, 20243 min
The Missing Elements in Leadership
The Critical Leadership Elements You're Likely Missing !!!!!As a leader, you know the importance of inspiring your team, making tough decisions, and driving your organization forward. But what if there were 3 key leadership qualities that you're overlooking - yet they could make all the difference in your success?In this eye-opening video, you'll discover the trio of critical leadership elements that are often neglected: courage, credibility, and empathy.Don't let these leadership blind spots hold you back. Uncover how to cultivate: The courage to have difficult conversations and make bold moves The credibility to earn your team's trust and follow-through The empathy to connect with your people on a deeper levelWhether you're a CEO, manager, entrepreneur, or aspiring leader, this video shares practical insights you can apply right away. Find out how developing these 3 transformative leadership qualities can take your impact to new heights.
May 29, 20234 min
Communication in the Work Environment: Navigating Simple and Complex Communication Challenges
Effective communication is essential in any work environment, but communicating successfully can be challenging, especially when dealing with complex information or difficult situations. In this video, we'll explore the differences between simple and complex communication and offer strategies for navigating the unique challenges that come with each.Whether you're communicating with colleagues, clients, or customers, this video will help you develop the skills you need to communicate effectively in any situation. Join us as we explore the nuances of simple and complex communication and offer practical tips for navigating the challenges that come with communicating in the workplace.For more information be sure to visit our website https://triangleperformance.com/
May 22, 20233 min
The Pitfalls of High Standards for Corporate Leaders
In the fast-paced corporate world, leaders often set high standards for their employees in pursuit of excellence. However, what happens when those expectations become unrealistic? Join us in this eye-opening discussion as we explore "The Pitfalls of High Standards for Corporate Leaders." We delve into the potential consequences when leaders demand too much from their employees, such as increased stress, burnout, and a decrease in morale. Discover how overly high expectations can stifle creativity, hinder collaboration, and even lead to a downward spiral for both individuals and organizations. Through real-life examples and practical insights, we shed light on the importance of finding a balance between setting high standards and nurturing a healthy work environment. Join us to uncover strategies for leaders to avoid the downfall caused by excessively high expectations.
May 1, 20234 min
The Power of Accountability Nudges: Achieving Your Goals with a Little Push
Is your company struggling to achieve goals and find yourself falling short of your aspirations? If so, you're not alone! Many people struggle with staying motivated and following through on their commitments. But what if there was a simple yet powerful tool that could help you stay on track and achieve your goals? In this video, we explore the concept of accountability nudges – small, gentle reminders or prompts designed to encourage people to follow through on their commitments and goals. The power of accountability nudges allows you and your team to overcome obstacles and achieve your goals. So, if you're ready to take your goal-setting game to the next level, click play and learn how a little push can go a long way!For more information check out all Brazen Leaders offers: https://linktr.ee/berchelmann
April 24, 20232 min
Boosting Employee Engagement: The Power of Celebrating Wins in Your Organization
Are you looking for ways to improve employee engagement and morale in your workplace? Celebrating employee wins is a simple yet powerful strategy that can have a huge impact on your team's productivity and motivation.Recognizing and rewarding your employees' achievements not only shows them that their hard work is valued, but it also creates a positive work culture where everyone feels supported and motivated to do their best.So, take a moment to celebrate your team's wins - big or small! It could be as simple as a shoutout during a meeting or a small token of appreciation. Your employees will appreciate the recognition, and your organization will reap the benefits of a more engaged and productive workforce. #employeeengagement #celebratewins #workplacemorale #motivation #teamwork
March 17, 20233 min
Should performance reviews be used as a method for layoffs?
This episode of Ask Me Anything was actually asked twice; once by a client of mine, and again on LinkedIn. The gist of the question is: Should performance reviews be used as a method for layoffs?The answer is, of course, “it depends.” Or more accurately, both yes and no.I’ll explain. Performance reviews should be a memorialization of a year’s worth of performance conversations. The culmination of multiple interactions between supervisor and employee, with no – repeat ZEO – surprises at the end. That’s what they’re supposed to be.Okay, yes, reviews can certainly be used as "A" factor in layoff determinations, though except for extreme cases probably shouldn’t be the SOLE factor. And again, no surprises.Now, the reason for this question stems from google and facebook, er, I mean meta, announcing that employees should prepare for harsher, more negative performance reviews, “to expect lower ratings,” as each of those employers is frantically looking for rationale to reduce headcount. Layoffs.Ok, that particular usage of performance reviews… it’s bullshit. To say "expect lower ratings" than you’ve been receiving on your reviews is telling people one of two things: Either (a) we've been lying all along about your positive performance (oops, my bad!), or(b) we're unethically changing your performance expectations after the fact. Too bad for you -- you should've guessed better. The bowling-blindfolded analogy comes to mind.Again, Performance Reviews (annual, biannual, semiannual, whatever) should always be a simple memorialization of ongoing discussions.THERE SHOULD BE NO SURPRISES. EVER.In fact, Meta VP of People Lori Goler has been quoted saying that if anything is surprising in these reviews, then “something has gone horribly wrong.”Ok, then “something has gone horribly wrong!”Wonder how she's backtracking on that case of foot-in-mouth disease. Sort of like politicians, she “misspoke.”So, using performance reviews for layoffs may not be inherently wrong, but using them THIS WAY most certainly is.Let me know if we can help in any way, and be brazen, remembering that grace and accountability can coexist.Visit here for exclusive coaching content: https://triangleperformance.com/
March 13, 20233 min
Senior Leaders Need a Shirt...and No, One Size Does Not Fit All
That's right, a shirt.And no, I'm not changing careers now to sell clothing...When I was active duty Air Force, my last position/assignment was that of a First Sergeant. In the USAF, unlike the Army, this title is a position, not a specific rank. I was a Senior Non-Commissioned Officer, acting functionally (among other things) as the Commander's #2 -- his chief liaison to the entire enlisted force.Translation: I did whatever needed to be done, whenever it needed to be done, and did so without much fanfare. I took care of business, and a good portion of that business was making sure that the troops -- the ones actually doing all the work that got us promoted -- were operating smoothly. A work-seeking missile.First Sergeants are typically known as "First Shirts." "Shirt," for short. The name originated nearly a century ago from work details, where someone would ask for "The Shirt;" the only person wearing a shirt in a hot, laborious work detail, obviously, was in charge.If only people realized how well that definition fit... but I digress.So, anytime the "Old Man" (aka Commander) wanted something, he would yell out "Shirt!" or send someone to get me, depending on proximity. I "handled" whatever needed "handling," and did so quickly, effectively, and -- equally as important -- quietly.Multiple commanders have commented to me how their success hinged on the actions of their respective Shirt. This level of behind-the-scenes, "git-r-done" sort of execution was instrumental in many a commander's -- and organization's -- success.Hence my title above: Senior leaders need a Shirt. You need someone to take care of things, to fix things (including, yes, your screw-ups from time to time). A go-to sort of person who understands your vision, your direction, your objectives, and is able -- and willing -- to help you in whatever manner possible.Having a Shirt will quite literally multiply your executive footprint.Get one today, if you don't already have one around (and you may, you just don't realize). Buy him (or her), grow him, or steal him, call the person an assistant, project manager or even chief of staff. it doesn't matter to me, and if you get the right person, it won't matter much to them. But you need one to really be successful around the top of the organizational food chain.Thanks for tuning in. If this was some value, a thumbs up below and clicking on subscribe would be a big help to me.Don’t forget to be brazen, and that grace and accountability can coexist.https://triangleperformance.com/
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