Leadership Sandbox: Strategies to Uplevel Workplace Communication, Team Collaboration, and Your Corporate Culture (Tammy J. Bond)

Companies with high trust levels outperform companies with low trust levels by 186%. Trust is a key factor in higher productivity. Higher productivity leads to fewer sick days and more enjoyment in the workplace. In today's episode, I will teach you how to increase trust in your employees so they can increase their TRUST in you. Here is what you can expect. 

1. Ways leaders can model trust in their people and the results of a trusted environment
2. How remote work impacts trust in today’s workplace
3. The six ways to foster trust throughout your organization

Go to https://www.tammyjbond.com/podcast to pick up the After Action Plan and learn how to increase trust in your organization. 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

In this episode of the Leadership Sandbox podcast, Tammy J. Bond tackles the pervasive issue of workplace drama and its harmful effects on team dynamics and productivity. She emphasizes the crucial need for leaders to address drama swiftly and introduces the effective 'three second rule' for intervention. Learn how to set clear expectations, model appropriate behavior, and create a drama-free workplace that enhances employee engagement and fosters a positive environment.

KEY INSIGHTS

• The Spread of Workplace Drama: Drama can escalate quickly if leaders fail to address it.

• The Consequences of Passive Leadership: Allowing issues to fester promotes a toxic environment and undermines team morale.

• Active Intervention Required: Ignoring drama does not resolve it; leaders must take proactive steps to manage the situation.

• Impact on Team Dynamics: Drama saps time, energy, and credibility, hindering overall productivity.

• Setting Clear Standards: Leaders need to clearly communicate behavioral expectations to cultivate a positive culture.

• The Three Second Rule: This strategy involves cutting off gossip, redirecting conversations, and firming up expectations within three seconds of witnessing drama.

• Consistent Leadership Habits: Fostering a drama-free workplace requires ongoing commitment and consistent leadership practices.

• Modeling Desired Behavior: Leaders should embody the behaviors they wish to see in their teams.

• Direct Conversations: Open and honest dialogue is essential for resolving conflicts and addressing complaints effectively.
  
  

Join Tammy as she explores how to recognize and mitigate workplace drama, empowering leaders to foster an environment of collaboration and respect. Implement the 'three second rule' and become the catalyst for change in your organization!

👉 Listen to the episode here!

CHAPTERS
00:00 Understanding Workplace Drama
12:07 The Three Second Rule for Ending Drama
20:54 Creating a Drama-Free Workplace

CONNECT WITH TAMMY
LinkedIn: @TammyJBond
Instagram: @TheTammyBond
Website: bondgroupenterprises.com
Email: tammy@bondgroupenterprises.com

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.

Regret is an all too common emotion. Despite its ubiquity though, regret is more often than not MISUNDERSTOOD. In Dan Pink’s book The Power Of Regret, Pink goes over the idea of “If Only” thinking. In today’s episode of the Playing In The Sandbox podcast, I’ll go over a few ways you, as a leader, can utilize if only thinking.

Here are just a few tips YOU can use to help regret propel you forwards instead of letting it harm you:

1. Confront regret head-on. Don’t completely ignore regret, but don’t allow yourself to wallow in it either.
2. Regrets of INACTION are the ones that stick with us and are not regrets about things we’ve done.
3. When you’re faced with a big decision, think about it from an outside perspective. Think about it like your best friend is facing a decision, or ask what you from the future would do. Utilize self-distancing.

Go to https://www.tammyjbond.com/podcast to learn more about how regret is a misunderstood emotion, and that PROPERLY understanding it is vital for business 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.

We often promote people who can build a widget well but don’t know how to lead people. Tammy has seen after years of coaching and consulting that leaders don’t know how to lead themselves well. In today's episode of Playing In The Sandbox Podcast, Tammy gives you 4 tips for leading yourself well. 

1. Look in the mirror

• You cannot change what you cannot define. Look in the mirror and ask yourself what areas you are deficient in. Ask yourself how you can improve. 
• Consider your own soft skills and rate yourself on a scale of 1-5 how you are doing. Ask your team and family to rate you as well. 
• Where are your gaps and how can you fill them? When building a team, hire those who are going to help you fill your gaps. 

2. Listen with the intention to understand

• Ask questions with the intention to understand the problem, not solve the problem.
• Find the root of the problem so that you can solve it properly. 
• As leaders, we have a difficult time accepting that we are the root of the problem.

3. Suspend judgment of yourself and others

• When we are listening with intent we cannot solve the problem unless we suspend judgment. 
• When the team isn’t achieving we start judging the reasons why the team isn’t achieving. It requires the capacity to understand the true root of the issue. 

4. Ask for help and ask for input

• Once you have reflected, asked, identified the root of the issue, and suspended judgment - ask others for help. 
• It is not all up to you.
• We are only as good as the people around us who make us shine. 
• Not feeling comfortable asking for help is one of the biggest hindrances to leading yourself well. 
• If you aren’t willing to ask for help, how can you expect your team to do the same?
• “People would rather follow a leader who is always real than always right.”

Playing In The Sandbox Podcast is brought to you in part by TammyJBond.com

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 head to TammyJBond.com

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.

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.

Too often, people become overly comfortable with their current situation. Comfort and satisfaction, however, are the ENEMY of change and growth. In today’s episode of the Playing In The Sandbox podcast, I’ll go over how you can’t change something if you tolerate it.

As a leader, and as a professional, whatever we tolerate we will see more of. Here are some reasons why you CANNOT change what you tolerate.

1. The reasons you tolerate negative behavior are the same things that are SABOTAGING you and your team. If you want the behaviors to change, you have to stop tolerating them.

2. Do NOT be avoidant. You have to dissect what negative behaviors you’re tolerating and address them head-on before you can replace them with positive behaviors. Learn to lead yourself before leading others.

3. Be bold and DIRECTLY address what needs to be changed. I recommend taking a whiteboard and physically writing everything down before meeting with your team.

Go to https://www.tammyjbond.com/podcast to learn more about how you can change your behaviors by NOT tolerating negative behaviors. 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."

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.

As a leader if you are not holding your employees accountable to expectations you are failing. You are playing NOT to lose when you lack expectation, lack process, and put process over people. On today’s episode of Playing In The Sandbox Podcast, I give you three ways to play NOT to lose with your employees.

These three tips will help you to honor the process and the people for optimal performance. 

1. Ensure you have the right people in the right seats. 
2. Set clear expectations. 
3. Have recurring weekly meetings with your team members. 

Go to https://www.tammyjbond.com/podcast to pick up the After Action Plan and learn how to play to WIN with your employees. 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 new podcast Playing In The Sandbox Podcast, hosted by Tammy J. Bond! Tammy has a long history of building teams, transforming business owners and shifting mindsets with proven performance improvement. As a consultant to many, from Startups to Government Leaders to Fortune 500 leaders, Tammy has a long history of showing people how to move through the challenges of what they see, and transform their circumstances into what they want. 

In this podcast, Tammy will take the lessons that we learned as children playing in the sandbox and use them to cultivate excellence in ourselves and inspire action in others. Diving into some phenomenal topics and having lots of fun, Playing In The Sandbox will drop on the 2nd and 4th Thursday of each month. With amazing guests like Donald Kelly, Dan Pink, the CEO of a Fortune 100 company, and even a horse trainer, this podcast will give you the tools you need today that will transform your tomorrow. 

Share this podcast with your friends, tell them to download it, review it, and share it. Let Tammy know the content you want to see and the questions that you have. 

Playing In The Sandbox Podcast is brought to you in part by TammyJBond.com

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 head to TammyJBond.com

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.

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.

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.

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.

Do you often see challenges as something negative? It’s time for a mindset shift, my friend. Today, we’re diving into how leaders can help transform our perspectives on problems. Grab a pen and jot down a few ideas—1, 2, 3—and prepare to see workplace challenges as stepping stones to success.

1. To reframe challenges, start by expanding how you view them. We often see problems as obstacles blocking our path, but instead of confronting them head-on, imagine finding a way around them. By shifting the focus away from obstacles, new opportunities come into view.

2. Life has a way of throwing us curve balls when we least expect them, but by reframing these moments as opportunities, we build resilience. Leaders who guide their team members to adopt this mindset foster a culture of engagement and ownership, where challenges become chances to grow together.

3. Ask powerful questions that encourage team members to explore different solutions. These questions move the conversation from blame to discovery, sparking creativity and enthusiasm. As team members share their ideas, leaders can harness these diverse perspectives, creating a dynamic and collaborative approach to overcoming challenges.

4. For complex problems, try using flowcharts, diagrams, or storyboards to paint a clearer picture. Visualizing the problem allows team members to grasp the interconnected factors involved. By drilling down to the root cause, teams engage in a collaborative problem-solving process that makes finding solutions more manageable.

5. Celebrate small wins. Recognize each step forward—whether it’s identifying a cause or clarifying an issue. These small victories keep the team motivated, reinforcing a positive outlook on problem-solving as they move closer to achieving their 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.

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.

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. 

Playing In The Sandbox Podcast is brought to you by Tammy J. Bond

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.

In this empowering episode of the Leadership Sandbox podcast, Tammy J. Bond dives deep into the unique challenges and opportunities faced by women leaders and managers in the workplace today. It’s time to stop apologizing and break free from self-imposed limitations that hinder growth and authority. This episode emphasizes the vital role of emotional intelligence in leadership and encourages women to command their space with confidence and authority. Through personal experiences and professional insights, Tammy inspires women to recondition their mindsets, embrace their power, and support one another in overcoming barriers that exist only in their minds.

Key Insights:

• Stop Apologizing: Women need to embrace their presence and ideas without reservations.

• Confronting the Glass Ceiling: Recognizing the glass ceiling as a self-imposed belief that can be dismantled by confidence and assertiveness.

• Emotional Intelligence: This key strength allows women leaders to navigate challenges and enhance their influence.

• Mindset Reconditioning: Personal growth begins with changing how we view ourselves and our capabilities.

• Impact in Negotiation: Women often underestimate their influence in discussions and negotiations; it's time to reclaim that power.

• Support from Allies: Encouragement from male counterparts can amplify women's voices in the workplace.

• Removing Qualifiers: Strong communication starts when women eliminate unnecessary qualifiers from their statements to assert authority.

• Embracing Emotional Intelligence: Leveraging emotional intelligence as an advantage in leadership.

• Collective Empowerment: Women uplifting one another is essential for breaking barriers.

Join Tammy in this transformative conversation, challenging the narrative around women in leadership and empowering you to reclaim your authority in any space. Discover how to embrace your emotional intelligence and support one another in the journey toward breaking through the glass ceiling!

Chapters:
00:00 Introduction - Women in Leadership
07:59 Reframing Apologies into Confident Communication
11:46 Emotional Intelligence Skill Set
12:53 Commanding Authority Without Seeking Approval
14:11 Removing Limiting Beliefs and Leading Boldly
17:40 Unapologetically Claiming Your Space
18:53 In Closing 

Join the Conversation!
Visit our website and social platforms to share your thoughts and experiences on women in leadership. Don’t forget to subscribe, rate, and leave a review to help us reach more leaders navigating chaos!

👉 Watch or Listen to each episode here!

Connect with Tammy:
LinkedIn: @TammyJBond
Instagram: @TheTammyBond
Website: bondgroupenterprises.com
Email: tammy@bondgroupenterprises.com

In this episode of the Leadership Sandbox, Tammy J. Bond dives deep into the critical shift from making assumptions to asking questions in leadership. Did you know that over 60% of workplace conflicts arise from miscommunication? Unchecked assumptions can lead to misunderstandings and misaligned decisions. This episode emphasizes the importance of fostering bold curiosity and open communication, which can enhance team performance, build trust, and drive innovation.

Key Insights:

• The Miscommunication Epidemic: Over 60% of conflicts stem from miscommunication fueled by assumptions.

• The Power of Questions: Asking clarifying questions can vastly improve leaders’ effectiveness.

• Conducting an Assumption Audit: Reflecting on personal biases helps leaders improve their decision-making processes.

• Cultivating Transparency: A culture of transparency fosters trust and collaboration among team members.

• Challenging Assumptions: Encouraging curiosity can drive innovation and inspire teams.

Get your Assumption Audit HERE!

Join Tammy as she unpacks these vital concepts and provides actionable strategies to help you transition from assumptions to insightful questions, ultimately enhancing your leadership skills!

Chapters:
00:00 Introduction to Bold Curiosity
06:02 The Power of Asking Questions
11:53 Fostering Transparency and Trust
8:11 Conclusion and Call to Action 

For more insights on leadership and team dynamics, subscribe to the Leadership Sandbox podcast on Apple Podcast, Amazon Podcast, Spotify, and/or our YouTube channel.

Connect with Tammy: 

• LinkedIn: @TammyJBond

• Instagram: @TheTammyBond

• Website: bondgroupenterprises.com

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.

2. 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.

3. 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.

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

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.

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.

3. Defining Your Leadership Moonshot

• 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 insightful episode of the Leadership Sandbox Podcast, Tammy dives into the crucial role of nonverbal communication in effective leadership. With nearly 93% of communication being nonverbal, Tammy emphasizes that actions often speak louder than titles. Leaders must understand how body language can reinforce or undermine their authority and influence workplace culture. This episode is packed with strategies for enhancing leadership presence through body language, intentional pauses, and self-awareness.

Key Insights:

• Nonverbal Communication Matters: Actions and body language play a pivotal role in how leaders are perceived; they can either build trust or create barriers.

• Intentional Pausing: Taking moments of intentional pause enhances your effectiveness as a leader and allows for better team engagement.

• Influencing Calmness: Leaders who model calmness significantly impact team dynamics, promoting a positive and productive environment.

• Resting Facial Expressions: Be aware of your resting facial expressions, as they can convey unintended messages that affect team morale.

• Active Listening: Encourage active listening within your team to foster a culture of communication and respect.

Join Tammy as she explores how nonverbal leadership can transform your approach and improve team collaboration. Discover how being mindful of your body language and presence can create a thriving workplace culture.

Chapters:
00:00 Introduction to Nonverbal Leadership
9:52 Modeling Calmness in Leadership
15:15 Understanding Resting Facial Expressions 

Connect with Tammy: 

• LinkedIn: @TammyJBond

• Instagram: @TheTammyBond

• Website: bondgroupenterprises.com

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.

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.

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.

In this insightful episode of the Leadership Sandbox podcast, Tammy J. Bond delves into the multifaceted challenges that leaders encounter in today’s chaotic work environment. She emphasizes the critical role of resilience in not only surviving but thriving amidst uncertainty. Listeners will gain access to practical tools and actionable strategies that empower them to manage their energy effectively, foster meaningful connections within their teams, and steer through tumultuous times with grace. This episode serves as a reminder that adaptability is key and that leaders play a pivotal role in supporting one another to cultivate resilience, ultimately transforming workplace culture into a more productive and supportive workplace culture.

Key Takeaways:

• Leaders today are confronted with unprecedented chaos.

• Resilience is vital for thriving during tough times.

• Sharing experiences and supporting peers fosters collective resilience.

• Effective leadership hinges on energy management.

• Implementing 90-minute focus blocks can significantly boost productivity.

• Asking the right questions can enhance team connection.

• Filtering chaos helps leaders prioritize effectively.

• Flexibility is essential for successful leadership in uncertain circumstances.

• Personal growth enhances the ability to support and uplift others.

• Leadership is a journey marked by continuous development and learning.

Shareable Tammy Quotes from this Episode:

• "It isn't about surviving the chaos . . . It's about how we thrive in it."

• “Understanding that you have resilience . . . It's really about adaptability. It's about having the flexibility to manage in your environment…”

• “You'll be amazed at how much chaos you can let go of when you get a framework in place to be able to navigate what's coming at you.”

• “You can change your rhythm.”

Chapters
00:00 Navigating Chaos in Leadership
05:32 The Importance of Connection and Sharing Experiences
09:09 Building Resilience: Tools for Leaders
13:30 Tool #1: 90-Minute Time Block
16:35 Tool #2: The One Question Check-In
19:36 Tool #3: The Chaos Filter
25:45 Conclusion: Tools for Resilience and Leadership

Optimize your leadership journey with the insights from this episode, and remember: adaptability and resilience are key in transforming chaos into opportunities for growth! Utilize these discussed strategies within your teams to cultivate a resilient work environment. Stay tuned for our next episode where we continue to explore effective leadership tools and workplace strategies!

Join the conversation!
Visit our website and social platforms to share your thoughts and experiences on resilience in leadership. Don’t forget to subscribe, rate, and leave a review to help us reach more leaders navigating chaos!

👉 Watch or Listen to each episode here!

Connect with Tammy:
LinkedIn: @TammyJBond
Instagram: @TheTammyBond
Website: bondgroupenterprises.com

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.

The new year is right upon us, and you may have some projects/tasks that are still lingering. What about the things you hope to achieve in the new year? It can become overwhelming thinking about finishing the year and getting ready for the new one. Today I will cover how to finish the year strong so that you can set up the new year with excellence. So Be sure to get your copy of the action plan on www.TammyJBond.com. Here is what you can expect to learn:

1. Review what you are working on and how you can finish strong 
2. Finishing strong and the WHY behind the importance of finishing strong 
3. Setting up yourself for excellence and what that looks like

Go to https://www.tammyjbond.com/podcast to pick up the After Action Plan and learn how to increase trust in your organization. I would love to have you join me for my next episode by tuning in on Apple Podcast, Amazon Podcast, or Spotify and subscribing to my Youtube channel. This podcast is produced by TSE Studios.

In this powerful episode of the Leadership Sandbox, Tammy J. Bond tackles the critical issue of resentment building within teams. Resentment is often a silent but destructive force that can severely impact your team's dynamics and productivity. With staggering statistics highlighting the cost of unresolved conflict, Tammy provides insights and actionable strategies to address and prevent resentment before it festers.

Key Insights:

• [1:25] The Hidden Costs of Resentment: Teams with unresolved resentment can see productivity decrease by up to 70%. Are you prepared to lose that much?

• [06:45] Signs of Building Resentment: Learn to identify passive-aggressive behaviors, gossip, and disengagement from projects as indicators that resentment may be setting in.

• [08:47] Leadership Responsibility: Understand how your actions or inaction can contribute to resentment in your team and the importance of owning these dynamics.

• [11:54] Actionable Strategies: Tammy shares effective methods for addressing resentment, including conducting one-on-one check-ins, validating feelings, and creating collaborative solutions.

• [14:14] Building a Culture of Communication: Discover the importance of cultivating an environment where team members feel safe to express their frustrations and work through conflicts.

Join Tammy as she delves into these vital topics and equips you with the tools you need to tackle resentment in your workplace head-on.

RESOURCES: 

• Don't miss out on the bonus resource: 5 QUESTIONS to UNCOVER RESENTMENT in YOUR TEAM. Available for DOWNLOAD on the Podcast page of our website (Episode 066).

Join Us Next Time:
For more insights on leadership and team dynamics, subscribe to the Leadership Sandbox podcast on Apple Podcast, Amazon Podcast, Spotify, or our YouTube channel.

Connect with Tammy: 

• LinkedIn: @TammyJBond

• Instagram/Facebook: @TheTammyBond

• Website: bondgroupenterprises.com

How can you solve a problem without knowing the answer? In this episode, I’ll show you how. Join me as we navigate through uncertainties, transform challenges into opportunities, and create a culture where open dialogue and curiosity light the way.

1. Resist the urge to quickly solve problems. Instead, take the time to slow down and gain deeper insights. When pressure mounts to deliver fast solutions, the rush can lead to rash decisions. By stepping back and carefully examining the underlying issues, leaders can gather more comprehensive insights that may prevent future problems and foster a learning environment.

2. Replace the quest for the ‘right answer’ with curiosity. Rather than asking, “What’s the solution?” ask, “What can we learn from this?” Shifting the focus from finding immediate answers to learning through exploration opens the door to new approaches and growth, turning problems into opportunities rather than obstacles.

3. Foster open dialogue to unlock innovative solutions. Encouraging team members to freely share their perspectives enriches collective understanding. Open discussions promote diverse viewpoints, which can lead to breakthrough ideas that might otherwise be missed in a more hierarchical approach.

4. Develop a decision-making framework for times of uncertainty. A well-defined framework can guide leaders through incomplete information and potential risks. By involving the team in the decision-making process and weighing different perspectives, leaders can make more balanced, informed choices—even if adjustments are needed later. This approach reduces the risk of oversight and fosters inclusivity.

5. Stay flexible and pivot based on new information. Set clear priorities, but be ready to adapt when necessary. Flexibility enables teams to respond more effectively to emerging challenges and uncover creative solutions. It also encourages team members to be adaptable, creating a resilient, dynamic culture that balances immediate problem-solving with long-term growth.

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.

Today, on Playing In The Sandbox I want to talk about losing and the way that you manage yourself, your goals, and your outcomes. As a leader, you may be holding your team in the under-performance zone because of the way that you view goal-setting and accountability. Playing NOT to lose is a risk-avoidance strategy, which could hold you and your team back from reaching your full potential. 

As a leader you should: 

• Address ‘playing not to lose’ behavior
• Encourage creativity
• Take risks
• Play to win

Go to https://www.tammyjbond.com/podcast to pick up the After Action Plan and learn to reframe your ‘playing not to lose’ mentality into ‘playing to win’. 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."

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.

In this episode of the Leadership Sandbox Podcast, Tammy J. Bond emphasizes the crucial role of values-based hiring in cultivating a thriving organizational culture. Rather than focusing solely on skills, Tammy discusses the importance of aligning new hires with the core values and culture of the organization. Hiring mistakes can lead to significant cultural damage, affecting team dynamics and overall productivity. In this episode, Tammy provides actionable strategies for leaders to refine their hiring processes, ensuring they attract and retain the right talent.

KEY INSIGHTS

• The Importance of Values Alignment: Hiring for values alignment is essential for maintaining a healthy organizational culture.

• First 90 Days: The initial period of a new hire is critical for assessing their fit within the organization.

• Impact of Hiring Mistakes: Misaligned hires can cause significant disruptions and damage to team morale.

• Focus on Behaviors: Leaders should prioritize hiring candidates based on behaviors and emotional intelligence, not just skill sets.

• Behavioral Interviews: Interviewing for behavioral stories is a powerful way to uncover candidates' true values and how they align with the company culture.

• Creating Culture Anchors: Defining culture anchors before posting job descriptions helps attract the right talent.

• Mission-Driven Job Postings: Crafting job postings that reflect the organization’s mission will draw in candidates who share similar values.

• Sandbox Sessions: Implementing sandbox sessions can help reveal real-world leadership skills and assess cultural fit.

Join Tammy as she shares her expertise on hiring for values alignment, providing practical tips and strategies to enhance your leadership development and team dynamics.

👉 Listen or watch the episode here!

CHAPTERS
00:00 Introduction to Values-Based Hiring
01:57 The Importance of Cultural Alignment
03:46 Identifying Hiring Mistakes
08:06 Core Shifts for Effective Hiring
15:22 Conclusion and Call to Action

CONNECT WITH TAMMY

LinkedIn: @TammyJBond

Instagram: @TheTammyBond

Website: bondgroupenterprises.com

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.

Whenever you set a goal or plan for yourself, have you ever stopped to think about what you want to start, stop, and continue? This start, stop, continue method is a FANTASTIC way to give your team valuable feedback. In today’s episode of the Playing In The Sandbox podcast, I’ll be going over this method.

The start, stop, continue method is a great feedback loop to utilize as a leader. Here are some ways you can use the start, stop, continue method with your team.

1. The start in SSC is all about goal setting. When talking about what to start, it gets your team thinking creatively. Use this creativity to strive for large, profitable goals. The start also can help start creating more positive behaviors in your team members.

2. The stop in SSC is all about efficiency. Think about what NO LONGER serves you and your team and stop it. You can then redirect this energy into starting new, positive behaviors or meeting goals, or continuing good, profitable behaviors.

3. The continue in SSC is all about Just like with the stop, think about what things generated the most success for you and your teams. What specific behaviors and processes led to the most growth. Continue doing them and carry them over throughout the year.

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.

In this episode of the Leadership Sandbox Podcast, Tammy J. Bond dives into the critical topic of generational diversity in the workplace. With five distinct generations actively contributing to today's workforce, each shaped by their unique experiences and values, effective workplace communication and collaboration are more essential than ever. Tammy explores the characteristics of each generation, their individual communication styles, and actionable strategies for leaders to bridge generational gaps, promote understanding, and build a culture of respect and empowerment.

Key Insights:

• Fostering Innovation: Understanding generational differences can spur creative solutions and enhance team dynamics.

• Tailoring Communication: Each generation has distinct motivators and communication preferences; leaders must adapt their approach to effectively engage everyone.

• Cross-Generational Mentorship: Implementing mentorship programs encourages knowledge sharing and enhances collaboration across age groups.

• Flexibility Matters: Recognizing the need for flexible work arrangements is critical, especially for younger generations.

• Engaging Discussions: Facilitating conversations about generational differences can help build mutual respect and understanding.

• Strengths Recognition: Identifying and leveraging the strengths of each generation can improve overall productivity and team effectiveness.

• Work-Life Balance: Many employees prioritize work-life balance, making it a key consideration for successful leadership.

• Developing Leadership Skills: Recognizing that leadership is an evolving skill that can be honed over time is vital for personal and professional growth.

Join Tammy as she uncovers the techniques and insights necessary for effective leadership across generations. Transform your approach and create a collaborative and empowering workplace culture today!

👉 Watch or Listen to each episode here!

Chapters:
00:00 Introduction to Leading Across Generations
03:54 Understanding Traditionalists
05:19 Understanding Boomers
06:37 Understanding Gen Xers
08:07 Understanding Millennials
10:15 Understanding Gen Z
11:19 Action Steps for Leaders to Foster Collaboration
16:54 Creating a Culture of Respect and Empowerment 

Connect with Tammy: 

• LinkedIn: @TammyJBond

• Instagram: @TheTammyBond

• Website: bondgroupenterprises.com

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 impactful episode of the Leadership Sandbox Podcast, Tammy Bond addresses the critical issue of toxic leadership and the devastating effects that silence can have in the workplace. Neglecting to confront toxic behaviors can lead to high turnover rates, low morale, and an overall negative organizational culture. Tammy discusses actionable strategies that leaders can implement to tackle toxic behavior head-on, empower their teams, and cultivate a healthier, more positive work environment. In a powerful call to action, she encourages leaders to take responsibility and initiate meaningful change.

KEY INSIGHTS

• Silence is Neglect: Choosing to ignore toxic leadership is a form of neglect that can harm team dynamics.

• Conflict Avoidance vs. Cohesion: Avoiding conflict does not help to maintain team cohesion; it can exacerbate existing issues.

• High Costs of Toxicity: Toxic leadership is linked to increased turnover and absenteeism, impacting the overall productivity of the team.

• Cultural Foundation: What leaders allow in their workplaces shapes the very culture of their organization.

• Empowerment is Key: Leaders must create an environment where team members feel empowered to speak up about toxic behaviors.

• Check-Ins and Accountability: Regular check-ins and accountability measures are essential for lasting behavior change.

• Anonymous Feedback: Utilizing anonymous feedback mechanisms can help identify and address toxic behaviors effectively.

• Clear Expectations: Leaders should set clear expectations for behavior to foster a positive team environment.

• Action-Oriented Leadership: Change starts with the leader’s willingness to act on issues within the team.

Join Tammy in this essential conversation about toxic leadership and learn how to foster an environment of open communication and accountability.

👉 Listen to or Watch the episode here!

Get your copy of “Playing In The Sandbox” by Tammy J. Bond. (Teaching you the structure of how to ask powerful questions.)

CHAPTERS
00:00 Introduction to Toxic Leadership
02:31 The Consequences of Silence
04:48 Understanding the Cost of Toxicity
09:10 Addressing Toxic Behavior
14:22 Empowering Teams to Speak Up
16:59 Call to Action: Be the Change

CONNECT WITH TAMMY

LinkedIn: @TammyJBond

Instagram: @TheTammyBond

Website: bondgroupenterprises.com

Email: tammy@bondgroupenterprises.com

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.

2. 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.

3. 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.

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.

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.

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.

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.

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 today’s episode of Playing In The Sandbox, Tammy gets personal and talks about you and your B.S… Your belief systems.  She discusses how to identify your belief systems, understand the root of your belief system, and the tools that you can use to identify the B.S. that could be limiting those around you. 

What is a belief system?

• A mental structure that influences the way we perceive the world around us. Belief systems are rooted in our values, what we accept as truth and the way we navigate conflict. 
• A social structure that provides a supportive network and a sense of belonging.
• They are the invisible and driving force behind your behavior. 
• Similar to the operating system on your phone, your belief systems need to be periodically updated.

Three things to know about your B.S.

1. Every B.S. you have is rooted in the past. You’ve been collecting it since the moment you were born.
2. Your B.S. is structured in a way to keep you safe.
3. Your B.S. keep you stuck in a have-to way of thinking versus a want-to. You have the power to reframe your mindset to a want-to, choose-to, or get-to mindset. 

What to do with your B.S?

• Your belief systems are meant to be honored. They have gotten you to where you are now. 
• Identify what belief systems you have that are no longer serving you and honor them at a root level.
• Recognize that they have served you well but no longer are, then ask yourself “If not this, then what?”. 
• When you identify your belief systems and begin to change your behavior, others will notice and want to follow. When you uncover your B.S., the new possibilities are endless. 

Playing In The Sandbox Podcast is brought to you in part by TammyJBond.com

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 head to TammyJBond.com

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.

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

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.

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

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.

In this episode of the Leadership Sandbox podcast, host Tammy Bond dives into the transformative concept of behavior-focused managing. Discover the essential strategies for providing impactful feedback that emphasizes specific actions rather than personal traits. Learn how clarity, collaboration, and consistent follow-up are key to fostering trust and cohesiveness within your team.

What You'll Learn:

• Why behavior-focused managing is critical for effective leadership.

• The SBI (Situation, Behavior, Impact) framework for delivering clear, actionable feedback.

• The importance of specificity in feedback to eliminate misunderstandings and drive growth.

• How a solution-oriented approach encourages positive behavior change.

• The necessity of following through to reinforce desired behaviors in your team.

• Strategies for building a culture of trust and safety in the workplace.

Key Takeaways:

• Specific actions drive performance, not personal traits.

• Clarity and authenticity in feedback enhance communication and collaboration.

• Understanding the 'why' behind behaviors leads to improved management and team dynamics.

Chapters:
00:00 Introduction to Behavior-Focused Managing
02:48 The Importance of Specificity in Feedback
06:11 Keys to Effective Behavior-Focused Conversations
09:05 Challenges and Final Thoughts on Behavior Management 

Join Tammy as she provides insights that can revolutionize your approach to leadership and performance reviews. By applying these behavior-focused principles, you can enhance your team's dynamics and create a thriving workplace culture.

👉 For more resources for changing your mindset and behaviors, visit Tammy J. Bond Podcast. Don't forget to subscribe for more episodes on Apple Podcast, Amazon Podcast, or Spotify, and follow us on our YouTube channel!

In this enlightening episode of the Leadership Sandbox podcast, Tammy Bond explores the crucial role of connection in the workplace. While productivity is typically emphasized, this episode focuses on the significant benefits of prioritizing interpersonal relationships. Tammy discusses how a relentless focus on productivity can lead to employee disengagement and high turnover rates, costing organizations billions annually. Instead, she highlights actionable steps for fostering connection, enhancing employee retention, and improving overall workplace culture.

Key Insights:

• Connection vs. Productivity: A strong focus on productivity can result in burnout and disengagement—valuing connection enhances employee satisfaction and retention.

• Cost of Disengagement: Disengaged employees can cost companies billions in lost productivity and turnover.

• Connection Audits: Conducting regular connection audits within teams reveals areas for improvement and promotes effective team dynamics.

• Fostering Innovation: A culture rooted in connection encourages collaboration and sparks innovation.

• Listening to Employees: Understanding employees’ feelings of connection is essential to creating a thriving workplace environment.

Bold Questions . . .

Self-Reflection Questions for Leaders:

    1.    Am I prioritizing productivity over connection, and at what cost?

    2.    How do I actively foster connection within my team?

    3.    Have I noticed disengagement, and what am I doing to address it?

    4.    When was the last time I checked in on how connected my employees feel?

    5.    What immediate step can I take to create a more connected workplace?

Questions to Ask Your Team:

    1.    Do you feel connected to our team and leadership? Why or why not?

    2.    What’s one thing we could do to make you feel more valued?

    3.    How comfortable do you feel sharing ideas and concerns here?

    4.    What’s one change that would improve our team’s connection?

    5.    How often do you have meaningful, non-task-related conversations with colleagues?

High-Impact Questions for Organizational Leaders & Executives:

    1.    Is our culture fostering connection, or unintentionally breeding burnout?

    2.    How much is disengagement truly costing us in lost productivity and turnover?

    3.    Are we investing in people as much as we invest in processes?

    4.    What’s the biggest barrier to connection in our workplace, and how do we address it?

    5.    If our company was rated on connection rather than productivity, what score would we receive?

Chapters:

00:00 Introduction to Connection Over Productivity
06:08 The Importance of Connection in Retention
14:09 Connection as a Competitive Edge 

Join Tammy as she shares impactful stories and insights, encouraging leaders to reassess their priorities and invest in genuine connections within their teams.

👉 For more insights on leadership and team dynamics, subscribe to the Leadership Sandbox podcast on Apple Podcast, Amazon Podcast, Spotify, and/or our YouTube channel.

Connect with Tammy: 

• LinkedIn: @TammyJBond

• Instagram: @TheTammyBond

• Website: bondgroupenterprises.com
  

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.

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.

On this episode of Playing In The Sandbox Podcast, Tammy talks with Donald Kelly about taking ownership of your craft, personal leadership, and Donald's new book “Sell It Like A Mango”. Donald Kelly is a sales expert whose podcast has 3.6 million downloads and has been featured in Forbes, he is the founder of The Sales Evangelist and author of “Sell It Like A Mango”. 

What has Donald learned about taking ownership as he built his brand? 

• Dedication. The more dedicated Donald feels to his craft the more people he can help and the better he can achieve his mission. 
• Intention. Donald wants to ensure that he is giving his very best. He wants to be intentional about perfecting his craft and at the end of the day feel like he has given it his all. 
• Act rather than be acted upon. As Donald was developing his team he kept this thought in mind. He wants his team to understand the vision and not wait to take action. 

Donald's new book “Sell It Like A Mango”

• Donald’s book tells what he learned from the mango sellers in Jamaica. He teaches about how the individual, not the product, makes a massive difference in the selling process. 

What has Donald learned about personal leadership?

• Donald's book teaches the notion of taking responsibility and taking ownership of your situation. 
• Many individuals look to blame others for their negative circumstances. Donald learned through personal experiences growing up in Jamaica that he needed to take action on his own. 
• Don’t take rejection personally. In his book, Donald outlines how to bounce back and grow from rejection. 

Did Donald have a sandbox? 

• Donald remembers his backyard being his oasis, interacting with cousins, neighbors and friends. 

For more content and information from Donald, connect with him on Linkedin, visit his company website, and check out his book “Sell It Like A Mango”.

Playing In The Sandbox Podcast is brought to you in part by TammyJBond.com

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 head to TammyJBond.com

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.

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.

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."

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.

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.

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.

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.

In this episode, Tammy dives into rapid problem-solving techniques that every leader can use to tackle challenges head-on. Learn three proven strategies to uncover root causes, focus on what truly matters, and evaluate issues in real-time. These tools are designed to empower you with actionable insights and keep your leadership sharp, even under pressure. Tune in for practical advice you can implement today to lead with clarity and purpose.

[00:01 - 02:03] Mastering the "What Else?" and "5 Whys" Technique

Uncover root causes by asking "What else?" or "Why?" up to five times.

Explore hidden factors behind recurring problems by exhausting every possible angle.

Use this method to reveal the true challenges beyond surface-level symptoms.

Discover how this simple yet powerful exercise can clarify what’s really holding you back. 

[02:04 - 03:31] Applying the 80/20 Rule for Swift Solutions

Focus on the critical 20% of factors causing 80% of the problems.

Avoid being overwhelmed by tackling the most significant bottlenecks first.

Pair this method with "What else?" to focus on actionable priorities.

Unlock the full potential of your efforts by targeting the root of inefficiencies.

[03:32 - 07:10] Conducting a Speedy SWOT Analysis

Learn how to use Strengths, Weaknesses, Opportunities, and Threats in real-time problem-solving.

Simplify the SWOT process for on-the-spot decision-making during high-pressure situations.

Prioritize opportunities and threats to drive quick wins and mitigate risks.

Optimize strengths and address weaknesses by leveraging this powerful tool in minutes.

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:

“A SWOT analysis is best when we can get to those opportunities and threats, but you've got to understand the strengths and the weaknesses too, to really balance out to get that true core of opportunities and threats.” - Tammy J. Bond

“By improving those opportunities and tackling the threats, we actually optimize the strengths and improve the weaknesses.” - Tammy J. Bond

“This process of “five why’s” or “what else” also helps us get to and exhaust all of the things that might be blocking us from truly seeing what the problem is or what the resolution to the problem is.” - Tammy J. Bond

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

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.

In this compelling episode of the Leadership Sandbox Podcast, Tammy J. Bond addresses a critical and often overlooked issue in leadership: the pervasive silence that hinders effective communication and team dynamics. Many employees refrain from voicing their opinions due to fear of backlash or believing that their input doesn’t matter. Tammy underscores the necessity for leaders to foster a safe environment for feedback, where honest conversations can thrive without the threat of defensiveness or dismissal. Through thoughtful discussion, she emphasizes how asking better questions and promoting a culture of truth-telling can significantly enhance communication and trust within teams.

KEY INSIGHTS

• Silence as a Blind Spot: The biggest leadership blind spot is silence, which can erode team cohesion and performance.

• Fear of Speaking Up: A staggering 85% of employees choose not to speak up about concerns due to fear of negative repercussions.

• Misleading Open Door Policies: Leaders may claim to have open door policies, but these can often be misleading if not backed by genuine receptiveness.

• Communication Filtering: Employees often filter their feedback based on how leaders have previously responded; reactivity can discourage honest dialogue.

• Constructive Feedback: Leaders often react poorly to constructive criticism, which creates a chilling effect on employee communication.

• Power of Questions: Asking better, more specific questions can elicit honest and valuable feedback from team members.

• Listening without Reacting: It’s crucial for leaders to listen without defensiveness—practicing active listening fosters a safe environment.

• No Blowback Culture: Establishing a no blowback rule encourages team members to speak freely without fear of consequences.

• Self-Awareness in Leadership: Leaders must acknowledge their reactions to feedback to promote an atmosphere of transparency and trust.

• Transforming Leadership: Effective leadership transformation begins with improving truth-telling practices within the organization.

Tune in as Tammy provides essential strategies for overcoming silence in leadership, cultivating open communication, and creating a trustworthy environment that empowers your team to share their insights. 👉 Listen or watch the episode here!

CHAPTERS
00:00 Understanding the Silent Killer of Leadership
01:34 The Impact of Silence on Team Dynamics
05:27 Building a Culture of Open Feedback
07:53 The No Blowback Rule Explained
08:44 Transforming Leadership Through Truth-Telling
09:33 Conclusion

CONNECT WITH TAMMY
LinkedIn: @TammyJBond
Instagram: @TheTammyBond
Website: bondgroupenterprises.com
Email: tammy@bondgroupenterprises.com

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.

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.

Join us for a very special episode of the Leadership Sandbox Podcast as Tammy J. Bond celebrates her 57th birthday by sharing 27 invaluable leadership lessons learned throughout her life and career. In this engaging conversation, Tammy emphasizes the importance of bold conversations, the value of feedback, and the necessity of setting high standards. Tammy intertwines her insights with themes of faith and purpose, encouraging listeners to embrace growth and impact over mere success.

KEY INSIGHTS

• Leadership Beyond Titles: True leadership comes from how you respond in challenging situations, not just the position you hold.

• Bold Conversations: These discussions don't break relationships; they build stronger connections and foster trust.

• The Power of Self-Awareness: Acknowledging your reactions in conversations is vital for growth and authenticity in leadership.

• Emotional Resilience: Life teaches us that faith and resilience are crucial, especially when navigating uncertainty.

• Impact Over Success: Focus on the legacy you want to leave, rather than solely chasing personal success.

 TAKEAWAYS

• Leadership is about the people you uplift, not just the role you play.

• Growth often comes from embracing hard feedback and being open to change.

• Bold communication is essential for personal and professional development.

• Trust the timing of your journey; preparation often emerges through taking steps forward, even when the path isn’t clear.

• Collective empowerment leads to creating leaders, not just followers.

Celebrate Tammy's birthday with her as she shares these transformative lessons, inspiring you to lead with authenticity and purpose!

👉 Listen to the episode here!

CHAPTERS
00:00 Introduction to 57 Years of Leadership
02:22 Titles Don’t Make You a Leader
04:21 Feedback is a Gift
07:49 Pain is the Price for Growth
08:08 Lucky #13
11:25 The Role of Faith in Leadership
15:27 Leaving a Lasting Legacy 

CONNECT WITH TAMMY
LinkedIn: @TammyJBond
Instagram: @TheTammyBond
Website: bondgroupenterprises.com
Email: tammy@bondgroupenterprises.com

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

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

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.

In this enlightening episode of the Leadership Sandbox, Tammy Bond explores the critical role of intentional communication in shaping workplace culture. Are you leading with purpose, or is your culture forming by default? Tammy highlights the importance of proactive communication and provides actionable strategies to cultivate a positive, engaging, and effective organizational culture.

Key Insights:

• Intentional vs. Default Culture: Culture is either formed intentionally by leaders or allowed to develop by default. The choice is yours!

• The Role of Effective Communication: Effective communication is essential for building a thriving culture within your organization.

• Common Pitfalls: Avoid mixed messaging and silence on core issues that can sabotage your workplace culture and create confusion among team members.

• The Power of Storytelling: Use storytelling to reinforce cultural values, celebrate team successes, and foster a sense of belonging.

• Bold Conversations: Embrace bold conversations as a necessary tool to address cultural issues and promote transparency.

• Modeling the Desired Culture: Leaders need to live and model the culture they aspire to create within their teams.

Join Tammy as she delves into intentional communication and its profound impact on culture building. Discover the keys to fostering an environment where every team member can thrive!

👉 Listen to the episode here!

For more insights on leadership and team dynamics, subscribe to the Leadership Sandbox podcast on Apple Podcast, Amazon Podcast, Spotify, or our YouTube channel.

Connect with Tammy: 

• LinkedIn: @TammyJBond

• Instagram: @TheTammyBond

• Website: bondgroupenterprises.com

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.