Insights
Simple. Practical. Real. Raw. Relevant.
Together, we maximize potential, performance, and profitability.
Leadership and Management
We must become intolerant to mediocrity...
“We must become intolerant to mediocrity if we will ever maximize potential, performance, and profitability. This doesn’t mean that we command and control. This isn’t an excuse for overworking your people or demanding perfection at the expense of becoming obsolete. It’s looking for the opportunities to improve that will yield a significant return. It’s a desire to give the best to your employees, allowing them to give the best to their families, and serving customers with a spirit of excellence daily. It’s learning to have an eye for what’s possible and an ear to listen. It’s preparing for, recognizing, seizing, and capitalizing on opportunities that align with the mission, vision, and goal.”
Leadership is and always will be about...
“Leadership is and always will be about delivering results. You do that by creating and maintaining high performing teams.”
Every organizational challenge can be solved...
“Every organizational challenge can be solved by creating and sustaining exemplary leaders. Leadership is much more than positional authority. Leadership is seen in the way you show up when you’re winning and even when you’ve lost. It’s seen in the way you think, how you view problems, how you tackle challenges. It’s how you engage with people making them feel seen, heard, valued, and appreciated. It’s your ability to see more in people than they do in themselves. Leadership is your ability to deliver results.”
Sustained superior performance requires...
“Sustained superior performance requires competent, humane leaders capable of creating and maintaining high performing teams. Key questions to ask yourself and your team members.”
First, ask yourself if you’re competent in the role.
Second, ask yourself if you’re humane.
Third, ask team members and colleagues if they perceive you’re fully competent in the role and why they hold that belief.
Finally, ask your team if they consider you to be a humane leader.
I’ve found that managers are...
“I’ve found that managers are masterful at giving orders yet struggle with productive communication exchanges that leads to increased productivity, inspired action, and elevated performance.”
Exemplary leaders understand the...
“Exemplary leaders understand the expectations of a leader – they are there to produce results. They have come to love the beauty in leading themselves and in so doing inspire others to become more, achieve more, see more, and do more. That is what makes leading others both challenging and rewarding.”
"Even with your employees, you must choose your battles wisely."
Employee Engagement
If all employees come to work and actually work...
“If all employees come to work and actually work, I would say they are technically engaged, so are they engaged. Engaged can be the job you perform on autopilot, but your heart and commitment is far from the organization. You’re contributing, but not at the level at which you could be if you felt connected and responsible. With engagement, what you’re really after is higher productivity, greater contribution, loyalty, lowered regrettable turnover, successors for critical roles, etc. That can only be achieved by developing the leaders you need and creating the company talent loves.”
Employees want to feel valued and appreciated...
“Employees want to feel valued and appreciated, which differs from wanting to be recognized and rewarded. Great companies understand that making employees feel valued and appreciated is not a one-time or some of the time behavior. It speaks to the culture of the organization.”
Companies waste substantial financial resources...
“Companies waste substantial financial resources on Rewards and Recognition programs and campaigns. It is a mistake to believe that because you give an Amazon gift card that the employee now feels recognized and appreciated. What you’re saying is that I recognize your contribution, which is different from I recognize you, I appreciate you, I value your contribution, and here’s a token of my appreciation. I believe most companies are neglecting to close the loop – they’re stopping at here’s a token of the company’s appreciation. The employee is asking, but do you as my manager see me, appreciate me, and value my contribution to both your and the organization’s success.”
If employee engagement fails to correlate with business...
“If employee engagement fails to correlate with business outcomes, key performance indicators, and metrics, then the questions have to become what are we measuring truly, why are we measuring this, and what do we hope to achieve with this data?”
Thinking and Behavior of Superior Performers
If you already have the answer...
“If you already have the answer and you’re not open to another option, why ask my opinion. It appears you already have it figured out in a way that appeals to you.”
"While I don’t need a manager, I greatly welcome a leader."
Employee Experience
You gotta be able to deliver on your promises...
“You gotta be able to deliver on your promises. The best way to do that is to ensure that you’ve got the basics covered. Pay employees well for what they do, pay employees on time for what they do, offer programs and benefits that are relevant to them – What do they want. Is that different from what you want them to have. Not enough to offer unlimited PTO if they can’t take time off. Not enough to have a DEI program if the culture is one that microaggressions are tolerated and accepted. What good is the VOE survey if you don’t deliver on what employees ask or fail to make the connection of what you’re doing, why you’re doing it…”
You start by investing in people, holding yourself...
“You start by investing in people, holding yourself and others accountable, leading with strength and humility, serving others, and creating and maintaining high performing teams.”
Solving Pressing Business Problems
There is currently someone within your organization who has the...
“There is currently someone within your organization who has the capability to solve the problem, make the connection, open the door, invent the product, etc. The challenge is identifying who those individuals are. That requires an ability to see beyond the obvious, to be open to ideas, to respect differences, to give talent an opportunity, to inspire confidence, to impart knowledge, to take risks, to create community…”
Move beyond what is apparent and evident...
“Move beyond what is apparent and evident. Begin to think about the why, the why not, and the what if. Thoughtfully asking those three questions can unlock a realm of possibilities that transforms your operating model.”
Three questions you must ask yourself...
“Three questions you must ask yourself: 1) How can I change that which I refuse to acknowledge? 2) How can I influence the invisible? 3) How can I innovate what I tolerate?”
Always scout for talent...
“Always scout for talent. Who on another team would be a significant value add to this team? Before we cut, who should we move to another role? Who should we move to another team?”
One of the best goals the leadership team...
“One of the best goals the leadership team can set is to become an Employer of Choice and to remain an Employer of Choice. It’s setting a goal to become a Best Place to Work a Most Loved Workplace, a destination organization for the next 10 years without missing a year. That requires vision, intentionality, and skill.”
Every problem that needs to be solved...
“Every problem that needs to be solved does not need to be solved now. There are some problems that need to be solved today. The challenge is clearly distinguishing what requires time, effort, attention, and resources.”
Healthy Organizational Cultures
Culture is determined by what gets rewarded...
“Culture is determined by what gets rewarded. We can all point to those who we’ve seen land key positions because they’re good at stroking the ego of those who have the ability to promote. The message sent is that if you make me feel good or do something for me, I’ll reward you. This behavior opens the door for a culture of disengagement for those who choose to focus on work and results more than the stroking of ego.”
A key sign of an organization’s culture...
“A key sign of an organization’s culture is how colleagues communicate with each other. How do you speak to others and how do they speak to you?”
Toxic cultures are established with...
“Toxic cultures are established with misaligned leaders, misaligned cultures, and overly competitive team members and teams.”
What Clients Are Saying
Tanya Figueras
"Dr. Sharalyn Payne is an absolute POWERHOUSE. When you already perform at a high level, you don't have time to waste. Sharalyn is direct, clear and holds you to a level higher than you thought you could reach. With her support and guidance, you know exactly where you're going and how to get there. Even if you try, she doesn't let you hide or play small. If you need to be coddled, step aside because Dr. Sharalyn is the coach that will unleash the force and perseverance within you. She is the partner that pushes you to find the best version of yourself. If you want to be extraordinary, do not pass up an opportunity to work with this incredible leader. "
INQUIRE NOW
Executive Leadership Coaching | Management Consulting | Leadership Development
You Can Develop Exemplary Leaders
We’re ready to help you develop exemplary leaders who can maximize potential, performance, and profitability.