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David Burkus
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Добавлен 13 янв 2007
One of the world’s leading business thinkers, David Burkus’ forward-thinking ideas and bestselling books are helping leaders and teams do their best work ever.
He is the best-selling author of four books about business and leadership. His books have won multiple awards and have been translated into dozens of languages. His insights on leadership and teamwork have been featured in the Wall Street Journal, Harvard Business Review, USAToday, Fast Company, the Financial Times, Bloomberg BusinessWeek, CNN, the BBC, NPR, and CBS This Morning. Since 2017, Burkus has been ranked as one of the world’s top business thought leaders by organizations like Thinkers50, Global Gurus, and LeadersHum. As a sought-after international speaker, his TED Talk has been viewed over 2 million times. He’s worked with leaders from organizations across all industries including Google, Stryker, Fidelity, Viacom, and even the US Naval Academy.
He is the best-selling author of four books about business and leadership. His books have won multiple awards and have been translated into dozens of languages. His insights on leadership and teamwork have been featured in the Wall Street Journal, Harvard Business Review, USAToday, Fast Company, the Financial Times, Bloomberg BusinessWeek, CNN, the BBC, NPR, and CBS This Morning. Since 2017, Burkus has been ranked as one of the world’s top business thought leaders by organizations like Thinkers50, Global Gurus, and LeadersHum. As a sought-after international speaker, his TED Talk has been viewed over 2 million times. He’s worked with leaders from organizations across all industries including Google, Stryker, Fidelity, Viacom, and even the US Naval Academy.
Psychological Safety On Teams | Keynote Speaker David Burkus on Building Trusting Teams
Collaboration is essential to teamwork. But it can be difficult to collaborate with people whose perspectives, preferences, and personalities are different from our own. It’s hard enough to build trust among the team and collaborate properly, but keeping that trust is even harder. That’s why high-performing teams don’t merely trust each other, they work to create a psychologically safe environment. An environment of trust and respect.
Trust is great, but trusting acts that aren’t met with a respectful response quickly diminish the culture and performance of a team.
In this evidence-based, yet highly engaging keynote, Dr. David Burkus reveals how psychological safety is the key to leveraging...
Trust is great, but trusting acts that aren’t met with a respectful response quickly diminish the culture and performance of a team.
In this evidence-based, yet highly engaging keynote, Dr. David Burkus reveals how psychological safety is the key to leveraging...
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David Burkus | Leadership Keynote Speaker | 2024
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How To Lead With Purpose | Leadership Speaker David Burkus
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How to Make Employees Feel Respected
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How to Make Employees Feel Respected
You can extend this idea also to help teach one of your people how to convince you or their argument. Many people might have a good idea and a bad sales pitch, and that can be a very valuable way to mentor, and even better make sure the best ideas and not best sales pitches make it to the final round
Great point.
I worked for a homeland security lab in NJ, witnessing and experiencing myself abuse of some independently thinking employees by management as well as the abuse of quality and statistical science. After the annual employee surveys at both the homeland security lab and its former aviation organization across the street, managers would hold postmortem meetings to identify low scorers and attempt to intimidate them. Apart from contaminating the survey, the survey itself and managerial "analysis" of the results were also problematic. And, the remedies were designed to fail when the management tried to gaslight staff and redirect attention to trivial mattress, as opposed to taking some accountability for their mismanagement and politicking to reinforce and protect their positions. They were deluded, unwilling to accept responsibility for their own failures, opting for a gaslit interpretation and fun and games fixes. No chance at reform when those who need to reform are controlling and unwilling to break their addictive thinking so damaging to the missions.
As shocking as this is...it's more shocking that it's common in a lot of organizations.
Sadly l came across Team Leaders who think that the team members work for HIM. He use to say " I AM THE BOSS!" all the time. We lost all respect for the guy.
"We" over me applies to leaders too. You can tell a lot about a leader based on if they said people "work for him" versus he "leads a team."
FYI from my experience as an employee, My Philosophy is never ever trust management. I've seen these surveys used against us so I always declined to take these types of surveys if I'm ever asked to fill one out. But hey that's just me.
I know a LOT of leaders who truly do use this survey to help improve their organization. But I also know of a lot of managers who feel these surveys are used to judge their performance and try to manipulate it accordingly.
hence my rule to never trust management... just like never trust HR
Is there a particular number of participants that should be involved in the exercise for the highest impact?
Ideally however large your team is. But a lot of research points to the ideal team size being 6-8 people.
Well this is something interesting to think about... Thx for sharing @DavidBurkus 😊
Thanks!
This was evident in a UK TV show called " Back to the Floor" , ( This was before Undercover Boss). On that show, CEO"s/MD's, were tasked to do menial tasks. All of them said that theu weren't aware on the day to day task that the shop floor workers did in that organisation.
Oh man…that would have been great to watch.
@@DavidBurkus What was best thing about the show was that the CEO's/MD's would go back to the head office and tell the senior board of directors that changes needs to be done within the organisation. Some of CEO's/MD's even stated " I have a better understanding organisation and changes need to put into place" . Majority of times the other board members became "yes men" and totally agree with what the CEO's/MD's stated. On occasions the CEO's/MD's challenges the other board members to go "Back to the Floor", to gain a better grasp of the organisations dynamics.
No regrets!!
Nope.
Hello Have you heard of chanakya Neeti. You talk and idea work in top Multi national companies like Microsoft etc. And non of em would come to my city 😂 Best regards ✨️
Thanks. I have not heard…I’ll check it out.
Interesting point @DavidBurkus Can you make an long form video to get more in depth understanding over this thing......?
Thanks. I first heard the phrase from Bob Sutton: bobsutton.typepad.com/my_weblog/2006/07/strong_opinions.html
@@DavidBurkus Thanks for sharing the article.....! Will go through it now....😊
I walked out of my workplace after serving for 7 years, boss decided to throw my coffee away knowing I just bought it- I got tired of new people with no skills getting more benefits than myself and also the nepotism
Sorry to hear that.
Love it ❤ why does nobody talk about this in our companies?!
They don’t?! So sorry to hear that.
Great stuff. 👍
Thanks!
Sometimes corporate businesses are impossible to work for because they are so rich they lose connection at the lower level. All they are worried about is WallStreet numbers. 5 years ago I was a maintenance guy for Arby's. My owner was a small franchise owner owning about 5 Arby's and he let me fix minor things that's did not require a license. I worked for him for 9 years and then he sold to the Flynn Restaurant Group which owns 30,000 chains, ie Taco bell, Panera bread, Arby's, Planet fitness and more. The regional manager came up to me and said to me that Flynn group does not recognize the maintenance position at the local level, give us your keys and by the way your still an employee, but since your not a manager you do not have any vacation and other benefits either. That shit pissed me off. I refuse to eat at any Fynn group or do business with them to this day.. They had their own maintenance guys who drove from Utah to Northern Idaho (800 miles) just to fix something. I bet the gas cost 500 $ round trip just to fix a wall outlet and a few light ballasts. In the past i would go to Home depot get a light Ballast, 20 bucks go back to Arby's and replace the broken light ballast. Instead this Fynn group decides to spend more money than they needed to. They did not know how good they had it, instead they threw it away ( local maintenance) and opted to spend more money than they needed to. They had their own hvac guys from Utah and all i had was cet electrical certificate. It's like they walked in and said go home we run this show now.
The problem is that companies want workers who will commit themselves and be loyal…..but Ive yet to work for a company that wants to give that back to their employee. They don’t even see us as human. We are numbers, that make numbers so that the higher ups can take more fancy holidays and buy designer bags….while we have 3 roommates in our 30’s because we can’t afford to live.
There are a few but they’re fewer and farer between.
Firing an employee is easy for unskilled work, but if the position is an licensed electrician the employer may take a year to find someone qualified. I would even go as far to say if the position is a senior electrical engineer. It would take 2 years to find someone of that caliber. masters degree in electrical engineer, 5 years experience, c plus , plus, Linux , cad certifications etc... Good luck firing him and replacing him. The employer is better off working with the problem and resolving the issue at hand with the employee. Like i said if you remove the employee the employer might get screwed because i bet there are only less than 1 percent of the job force that chose electrical engineers in all the usa. The rest of the skilled trade are lawyers,doctors,hvac,plumber,framer,electricians,truck drivers. ect...
I think in almost ALL situations the employer is better off trying to work through the problem with employees. But sometimes...you reach a point where more trying just doesn't work.
Great video!
Thanks!
This is a great self-assessment tool. Thanks for the thought provoking insight David!
Thanks so much!
Perfectly said 👍💪👏👏👏👏👏 thank you 🙏🏼
Welcome!
your key word here was "experiences" When a diverse team have experience in the field a project falls under, they will excel, however, if diversity is the only thing brought to the table, a room full of identical faces with related experience will always do better
Agreed.
I think I'm there
Yikes. Sorry to hear that.
Yikes. Sorry to hear that.
You're asking for a boss to actually blame themselves and change or fire themselves. Is the answer always to get another job?
Hopefully, it’s to recognize the bad culture before you join.
very good topic covered well. helped me learn about something very important to me
Thanks so much!
I have never felt like i belonged to any team/group i have worked with. At best i have felt appreciated.
Sorry to hear that.
I saw this in a number of companies. They look at "bullying" as "strong management".
Right?!
@@DavidBurkus .....but in any case its still wrong.
Agreed.
Thank you for the impactful takeaways on Team building
Glad you found it helpful!
True. In my team we've done positive feedback sessions (facilitated by our manager) and that really helped. Lots of things we appreciate about our colleagues but never say out loud
Love it!
Yes. By being at the office leaders often over heard more details in the daily work. That in itself makes them approachable as I can raise some detailed issue with my specific project for the past few days. When a leader knows less about my daily work I will not approach then with issues about what I actually do in detail
This is one of the reasons I think a LOT of people are headed back to the office most of the time.
Yeah I'm a big fan of saying "can we try skipping this meeting the next two times?" and next time vote on if we need it again. Many people used to imagine the meeting was necessary or at least nice. But having experienced living without it just fine they rarely wanna vote it back
A great rule of thumb.
To me it can be a healthy outlet, when a team is doing good in general. Been in several teams who did good but we kinda complained about other parts of the org for fun during after works. It felt like a healthy outlet. It's often when people say "I don't wanna complain" that I feel they are seriously pissed about something.
I think it's definitely a coping strategy....I'm not sure it's healthy. It feels good in the moment...but I think it's one step above rumination.
eye opener
Thanks!
How would you determine what gets rewarded (and what doesn’t) without working there? Ie during the interview process
I would ask questions during the interview about the qualities of a star performer. Answers that lean toward prosocial behaviors are a good sign…answers that lean toward production are a bad sign.
True
Thanks!
Agreed. The problem is that you have to work there for awhile before you see how they operate internally. Toxic companies suck👌
Yeah it took 2 years to see how toxic my manager was at Amazon....
It’s possible to tease it out in the interview process…but not usually for entry level or early career jobs which is sad.
Love this 🙏🏼👍💪🩷
Thanks!
Integrity is rare, but when you find a company or team that values integrity, it is blissful.
Indeed!
Hi, how about being too open and honest with your manager in your concerns about the lack of productivity of your team and the manager just considers that uour colleagues slacking off is just another way of working ( considering that you are in charge in the team to increase their productivity scrum wise) Then, after you come back from a 3 weeks holidays, you’re layed off without a clear reason… after 3.5 years working in that company. 🤔
Ugh. So sorry to hear that.
Recreational complaining.....yeah seen those in a team i worked in, back in 2020 when Covid19 pandemic took hold ....complaining for the sake of complaining 😢
Yep.
Are you referring to the new trend - No Meeting Friday's...?
I mean….that’s a start.
Facts
Thanks!
Hi, what if mission/vision is not something people would care about? Ex. we are creating a product that will allow clients to fire half of their workforce? Or will help utterly rich banks make even more money? This is not something people will really value. This is the weakest point I was always wondering about.
That’s certainly one possibility. But not always. The invention of ATMs, for example, actually led to an increase in bank employees and had bank tellers doing more enjoyable work.
I really enjoy and engage with your content David. There is a lot of wisdom here that I build on in my own work trying to help organizations collaborate on, and nurture their future. Here in Scandinavia I find that the corporate leadership tends to be... Well I will not say they share my thoughts 1 to 1, but some do listen, they try to understand and try to bounce ideas with me, other leaders, managers, etc. Most of them at the very minimum try (to take their time and go into the granularity of data) to find out why someone (teams/groups) in the company face adversity, and struggle to perform, while others do not. However, I do feel that in many global cultures (this seems to be very much the case in the US from my experience), leaders just look at the numbers, they cut off that branch without a second thought beyond a profitable bottom line, and move on. 10, 100, 1000 employees gone, and in my opinion none are wiser, it is just misery. Personally, I really hope more will take a step back and look at a wider scope, use the wisdom in videos like this and try to better understand... Oh well, this is just one person's ramblings.
Good ramblings though and I agree.
Thank you very much.
You are welcome!
I always consider myself a strategic thinker but couldn't articulate the strategic thinking process but you just nailed it. This will help with my upcoming VP IT interview. Thanks again.
Depends on the situation…. In most scenarios speaking with logic and fact on a subject while listening to other’s opinions when they speak is clear confidence Throwing shit at the wall to see what sticks or pretending to know what they are talking about is what you are defining imo
For sure. I'm just saying don't count the quiet folks out.
Hi David, I hope you are well. First of all, I want to congratulate you on such an awesome video. I was able to take a lot away from this. I noticed you were referring to slides as you were speaking. Could I please ask if it’s possible for you to send me the slides of information so I can take on the knowledge and look at incorporating into our business?
Thanks. Most of the slides are a reference to the model you can find here: davidburkus.com/best-team-ever-model/ Hope that helps.
We have two ears and one mouth for a reason...
Well said.
This!!
Couldn't have said it any better
Thanks!
Damn it, I need to stop complaining lol
Feel free to complain to people who have the power to change your situation.