Mastering the Art of Celebration
“One never notices what has been done; one can only see what remains to be done.” Marie Curie’s words capture the forward-focused nature of leaders. Leaders are wired to look ahead, to see the next challenge, and, without pause, to relentlessly pursue what’s next. But what if this instinct is holding their team back? Celebrating Small Wins Isn’t a Luxury—It’s a Necessity In our journey to the outcome, we often forget to pause and acknowledge how far we’ve come. Making the time to pause and celebrate small wins is a powerful tool. They provide the psychological fuel that recharges morale, builds confidence, and reinforces the behaviors that lead to success. They transform a long, daunting journey into a series of achievable milestones. When leaders, and their teams, fail to periodically recognize their achievements as they relentlessly work towards the end goal, they risk disengagement and burnout. The Science of “Feel-Good” When we achieve even a small part of a bigger goal, our brains release dopamine – the “feel-good” neurotransmitter associated with pleasure and reward. Celebrating that small win amplifies that dopamine rush. This creates a positive feedback loop consisting of: Action: Team Members work hard and achieve something. Reward: They
Working Smarter is a Learned Skill Set
💡 Telling someone to “work smarter” is useless. It assumes they already know what working smarter looks like. But, seriously, since only The Working Dead work at making their jobs harder, if a person already knew how to work smarter, they’d be doing it. Beginners can’t work smarter because they don’t yet know what working smarter looks like. They have to work hard first, because working smart is usually built on thousands of hours of working hard. But there are two fundamental ways for a beginner/new Team Member to reduce the number of hours it takes for them to be able to work smarter: ⚡ 1. By Self-Directed Learning: A beginner/new Team Member enhance their knowledge and skills autonomously through activities like reading, observing, and trial and error. ⚡ 2. By Social Learning: This method leverages the knowledge and experiences of others through formal education, mentorship, coaching, and collaboration with their peers. This method offers structured guidance, immediate feedback, and the opportunity to learn from the successes and setbacks of others, which accelerates the learning curve. ☑️ By combining these two learning methods, beginners/new Team Members expedite their journey towards working smarter while aligning it with their unique working and
The Bathroom Break Theory of Leadership: Why Your Bladder Is a Better Guide Than Your Ego
“Never make a decision when you need to pee.” – Leonard Cohen It’s a joke I often use as a Leadership Speaker before my presentations. I tell the audience to feel free to use the restroom because, as I see it, “If you have to pee, you aren’t listening to me.” But beneath the humor lies a profound truth about high-stakes decision-making in Executive Leadership. The science is clear: when your body is in a state of physical discomfort, your brain’s resources are hijacked. Your cognitive focus narrows to the immediate need—the discomfort—leaving less capacity for the rational, complex thought required to make a good decision. A decision made under this kind of stress is rarely a good one. This principle is even more critical when a leader is angry. Anger is a powerful physiological alarm. It activates the “fight or flight” response, flooding your system with adrenaline and cortisol. This intense state diverts blood flow and resources from the rational prefrontal cortex to the reactive amygdala. Your brain is not built for calm, objective decision-making when it’s preparing for a perceived threat. Just as a full bladder makes you want to get to the restroom now, anger makes you
10x Your Team Podcast
It was a real pleasure to be a guest on the 10x Your Team with father and son hosts Cam and Otis In our conversation we discuss what real leadership development looks like. From discussing why empathy is a skill set that can be learned to exploring why human psychology hasn’t changed since Marcus Aurelius was complaining about the Roman Senate, I share insights from my unique journey as an ex-white-collar felon and “recovering” federal trial lawyer. About our conversation, Cam and Otis say: “Whether you’re looking for a leadership coach or trying to become a better leader yourself, Paul’s perspective on the exchange of energy in coaching relationships and why critical thinking is a learnable skill will challenge you to rethink what growth really requires. Just don’t expect him to be “soft and cuddly” about it.” I hope you find our conversation interesting and informative. . And if your organization is looking for a speaker who will energize and educate your employees contact me at paulgloverspeaks.com https://lnkd.in/gSQUiv7p Human Psychology Hasn’t Changed (But Delivery Has) – Paul Glover | 10x Your Team Ep. #432 youtube.com
Unlocking a $2 Trillion Opportunity: The 4 Secrets to Igniting Your Workforce
The numbers are staggering. Sixth-eight per cent of the American workforce is disengaged—or worse, actively working against you and your company. Gallup’s latest report reveals that only 32% of employees are engaged, while a shocking 17% are “The Working Dead,” costing the U.S. economy an estimated $2 trillion in lost productivity. This isn’t just a morale problem; it’s a financial crisis brewing in plain sight. This widespread disengagement isn’t a mystery. Gallup’s data pinpoints the culprits: Ambiguity: Less than half of employees (47%) truly understand what’s expected of them. Stagnation: Only 31% feel their professional growth is encouraged by their leaders. Disconnection: A mere 32% feel a strong connection to their organization’s mission and purpose. Silence: Just 28% believe their opinions are valued. Dissatisfaction: A paltry 19% are extremely satisfied with their workplace. Instability: More than half (51%) are actively seeking new opportunities. These aren’t just statistics; they’re symptoms of a leadership void. The future of work demands a new approach, one that focuses on building resilient, high-performing teams. As a sought-after Leadership Speaker my presentation, The 4 Secrets of Increased Employee Engagement, Performance, and Retention, offers a proactive, proven framework to address these challenges head-on. Through the principles of
Stop Being the One-Person Solution Factory!
Your inbox is overflowing! Your calendar is a battlefield of back-to-back meetings! And every time a team member contacts you, they’re bringing you a problem that they should be solving themselves! This is sucking up a huge chunk of your time and energy, and your own productivity is being suffocated by being forced to be a micromanager. It’s time you realized you’ve become a One-Person Solution Factory! But what if you could change that? What if you could empower your team to solve their own problems while still maintaining control over the big picture? The answer lies in the ability to define what are—and aren’t—your problems to solve. This is a core tenet of effective Leadership Development. A Leader’s Problems vs. Everyone Else’s Problems A team’s sustained success hinges on a leader who can effectively delegate and empower. So, how does a leader know when to step in and when to delegate? By understanding that these four strategic challenges are where your decision rights reside: Strategic Obstacles: A leader’s problem is rarely about the details, but always about issues that prevent the team from meeting its overall objectives. This is crucial for Executive Leadership. Resource Constraints: A lack of necessary
Talent Concierge® Artists Agency Welcomes Paul Glover to Its Elite Family of High-Impact Speakers
[New York, NY] – [May 8, 2025] – Talent Concierge® Artists Agency (TCAA), a premier agency representing elite-level speakers and high-impact thought leaders, proudly welcomes Paul Glover to its exclusive roster of powerhouse talent. Known as The No B.S. Workplace Performance Coach, Paul Glover brings a bold, no-nonsense approach to leadership, culture transformation, and employee engagement. With over 30 years of experience guiding executives, leadership teams, and organizations through dynamic change, Paul’s message resonates with companies seeking real results—not just inspiration. Paul is excited to join TCAA, sharing: “Being part of the TCAA family gives me the opportunity to amplify my mission: to challenge leaders to be better, think bolder, and act with intention. I’m excited to collaborate with an agency that truly understands the value of transformation and believes in the power of high-impact storytelling to shift mindsets and drive performance.” Paul’s electrifying keynotes and coaching sessions are designed to create cultures of accountability, boost emotional intelligence, and inspire leaders to rise above mediocrity. He is not just a speaker, he’s a catalyst for change, and now he’s ready to bring his dynamic energy to audiences across the globe as part of the TCAA family. Said, Connie Pheiff, Founder
“The Next One.”
Paul Glover‘s weekly newsletter presents lessons for ‘No B.S.’ Leadership. Subscribe Now, so you don’t miss an issue. When asked what was his favorite musical composition? Duke Ellington replied, “The next one.” This profound statement resonates deeply with the ethos of a high-performance team, which is dedicated to achieving world-class status. It’s a powerful reminder that sustained excellence isn’t a destination marked by past achievements, but a continuous journey, defined by the relentless pursuit of the next challenge. Why “The Next One” Matters: Complacency is the Enemy: In pursuit of world-class performance, standing still is not an option. Continuous Improvement is Key: Every challenge, is a stepping stone to something greater. Forward Thinking is Essential: Always be improving, innovating, and looking ahead. “The Next One” Means: Never Resting on Past Accomplishments: “The next one” is an ongoing process, not a one-time event. The Team celebrates every success, then, to maintain momentum, quickly begins to focus on the next challenge. Embracing a Culture of Continuous Improvement: Every challenge is a learning opportunity, fueling individual and team growth and developing innovative solutions. The Strategic Advantages of “The Next One” Perspective Are: It Creates a Culture of Continuous Improvement by: Preventing teams from
Spending Time in The Neutral Zone – Video
I recently faced a significant decision and, initially, felt the pressure to decide immediately. But then I remembered the power of the “neutral zone.” Watch the video: Spending Time in The Neutral Zone
Stop Blaming the Players, Fix the Game!
Paul Glover‘s weekly newsletter presents lessons for ‘No B.S.’ Leadership. Subscribe Now, so you don’t miss an issue. “If you pit a good performer against a bad system, the system will win almost every time.” Geary Rummler’s words ring true in today’s fast-paced work environment. When looking at the inability of a team to meet expectations, organization usually start – because it’s the easiest thing to do – by focusing on the lack of the Team Member’s performance. But what if the real cause of poor team performance is the system they are forced to work in? To be clear, Rummler’s quote isn’t about absolving individuals of responsibility to meet expectations. Rather, it underscores the limitations of Team Members to perform when forced to work within a “bad system”. Even a dedicated Team Member will, eventually, become frustrated, stressed out, and disengaged when faced with systemic roadblocks like these: Inefficient Processes: Redundant steps, bottlenecks, unclear workflows. Poor Communication: Siloed departments, lack of transparency. Inadequate Resources: Insufficient tools, training, or support. Lack of Clarity: Ambiguous roles and unreasonable expectations. Entrenched Status Quo: A culture resistant to feedback and innovation. When Team Members are constantly battling these issues, they’re spending valuable time
The Challenge and the Power of Un-Learning – Video
Unlearning is not about forgetting what you’ve learned. It’s about critically examining existing beliefs, assumptions, and ways of doing things, and letting go of those that no longer serve you. It’s about recognizing that what got you here might not get you there. Watch the video: The Challenge and the Power of Un-Learning
Adaptability: The Indispensable Superpower for 21st-Century Leaders
Paul Glover‘s weekly newsletter presents lessons for ‘No B.S.’ Leadership. Subscribe Now, so you don’t miss an issue. Adaptability: The Indispensable Superpower for 21st-Century Leaders “It is not the most intellectual of the species that survives. It is not the strongest that survives. The species that survives is the one that is able best to adapt and adjust to the changing environment in which it finds itself.” – Charles Darwin In today’s volatile, uncertain, complex, and ambiguous (VUCA) world, marked by rapid technological advancements and post-pandemic shifts, adaptability isn’t just a desirable leadership trait—it’s a superpower. Leaders who flexibly shift their thinking and behavior to effectively respond to unexpected change and situations will not only survive in the post-pandemic chaotic, and constantly changing, environment, but will lead world class teams. While competence in routine situations is expected, true leadership stands out during unpredictable or stressful times. It’s the leader who is an adaptive thinker who excels in these challenging environments. Because adaptive thinking isn’t a fixed trait, but a skill that can be developed, every leader has the potential to become more adaptable by cultivating these key characteristics: Unlearning: This crucial and often challenging step involves actively questioning existing knowledge
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