If you don't know where you're going, you're probably not going to get there. - Lee Cockerell

Vision comes from a leader that sees the desired future for an organization. It's crucial for leaders to transfer this vision to employees, so they can visualize it and get excited about it. One of the challenges leaders face is translating their enthusiasm and clear image of the future to their team members.

During our conversation, Jody and I talk about the importance of effectively communicating vision and mission to our teams. Many employees often don't understand or connect with their organization's vision and mission statements. There is a need for leaders to clarify and explain these concepts in relatable ways. That clarity helps employees more clearly visualize the vision and get excited about it.

One great example is the military. Everyone has different roles but shares the same purpose. This purpose keeps them motivated during challenging times and helps them push through. This is an example of why I emphasize the importance of communicating the vision with every employee, including new hires, vendors, and even customers. It's about creating a sense of shared purpose and understanding.

Vision and mission should not be solely focused on financial goals. Instead, they should provide something meaningful and valuable to both the team and the company. It's about creating a sense of purpose and a shared understanding of what the organization is working towards.

Make sure you reach out to Magical Vacation Planners. Let them plan your next vacation. You can reach them at 407-442-2694.

Resources

The Cockerell Academy

About Lee Cockerell

Mainstreet Leader

Episode Highlights

00:01:14 - Jeff Marriage's Success

00:03:13 - Importance of Vision and Mission

00:06:32 - Clarity of Purpose

00:09:39 - Achieving Excellence

00:13:45 - Conrad Hilton's Conservation Vision

00:14:59 - Conrad Hilton's Waldorf Vision

00:15:41 - Meeting the Hilton Family

00:16:50 - Importance of Vision, Mission, and Purpose

"Your job should be to want to help them find out what the problem is. If they are unhappy, try to figure out why so we can all work on it and you can work on it." - Lee Cockerell

During my days at Hilton, I found myself tangled in a web of union operations and non-performing employees. It was deeply frustrating at times. I found myself constantly questioning how to handle these situations. Then I realized, the solution was simpler than I initially thought - consistency.

I began documenting every single instance of underperformance, putting it into writing, and having it signed as proof. With enough documentation, I was able to convince the union to back off. This wasn't because I wanted to win over them, but because I genuinely wanted these employees to succeed.

Fast-forward to my second stint at Disney, I encountered a similar situation. However, this time, I decided to take a different approach. Instead of focusing solely on their non-performance, I dove deeper into the root causes. I initiated sincere, heart-to-heart discussions with the employees. I discovered that some of them were facing personal problems, while others just weren't happy with their jobs. 

This approach not only helped improve their performance but also established a stronger bond between us. It made me realize that sometimes, all it takes is a little understanding and compassion to transform a non-performing employee into a valuable team player.

If you're dealing with a non-performing worker:

• Document their performance issues and follow your company's policy for addressing the problem. Consult with HR and the company lawyer if necessary.

• Consider having a sincere heart-to-heart discussion with the non-performing employee to understand the root cause of their performance issues and offer support or suggest alternative roles within the organization.

• If the performance issues persist and the employee is not receptive to improvement, be prepared to either continue supporting them or terminate their employment.

Remember that as a leader, it is your responsibility to address performance issues and help employees succeed. Approach the situation with sincerity and a desire to find a solution.

If you feel like you need a break in order to clear your mind and be better prepared for the hard conversations then I recommend a vacation. Contact Magical Vacation Planner at 407-442-2694 or visit Leecockerel.com and click on the banner to book your next trip.

Resources

"Teaching is useless unless people are learning. Training needs to be sticky and impactful for it to truly make a difference." - Lee Cockerell

There was a time in my life when I was practically living in hotels and restaurants. A lot of my time was spent observing the activity around me. I quickly recognized the significance of training effectiveness. One thing that has stuck with me was the realization that the implementation of a training is critical but often overlooked.

We can conduct countless training sessions, but if they don't translate into action, what's the point? My perspective on training started to shift when I began to notice how some team members naturally excelled at their roles right after training, while others struggled, often slipping back into old habits. This observation led me to the importance of testing the training - not just immediately after, but as a consistent practice. It reminded me of learning to drive. The instructor can teach you all the rules, but unless you practice and are observed on the road, you won't truly grasp it. The same applies to any profession.

The effectiveness of training lies not just in teaching, but ensuring learning has taken place. There's an adage that says teaching is useless unless learning takes place. This couldn't be more accurate in a professional environment. The effectiveness of any training program lies not just in delivering knowledge but in ensuring that knowledge translates into improved performance.

This is a great episode to listen to if you're feeling like your training programs are not producing the desired results. Many leaders and trainers are struggling to ensure effective training and skill retention among their employees. Despite implementing various actions such as lectures, presentations, and reading materials, they are often met with limited engagement, low information retention, and poor application of skills in real-world scenarios. Take a listen to our conversation on impactful training execution and fostering an environment dedicated to continuous learning.