Where is the corporate workplace at? When we think of everything going on, especially with artificial intelligence and the way jobs are being cut by our government, it's really spun the workplace into many different directions. At the core, we cannot forget some fundamental things. Hard work sadly differentiates you. The recent Gallup poll shows that our engagement has actually decreased to one of its lowest levels in the last 12-13 years. It's been estimated that 29% of people are positively engaged in the workplace, yet the recent poll said something to the effect of 21% are actively engaged. The rest are neutral or actively disengaged, meaning they are negative. So where is the workplace going? We have job changes. We have new systems. We have artificial intelligence. Two things will be prevalent. Leaders still need to talk to their employees. Leaders need to find out the motivator of each and every one of their employees. What is the motivator? The motivator is where the person wants to go, whether it be inside the job or outside the job. One of the best books I've ever read is Promotions Are So Yesterday by Julie Winkle Giuliani, and she actually talks about eight different elements that motivate people outside of promotion. Quite frankly, we've made the mistake. We assume promotions are good, and they are good, yet if someone doesn't want to become a leader, doesn't want to get promoted into a certain position, even though that's the next trajectory inside an organization, the boss's intention, the leader's intention can be very positive, yet it may not land where the employee wants to go. How do we find this out? Ask them, what's your ideal next step? What would you love to be doing more of? What would you like to be doing more of? What would you like to avoid or maybe even take off your plate in terms of things you potentially dislike? These questions get the conversation going, and no, not every employee is going to understand exactly where they want to go next. That's why they need us as leaders, as coaches, as leadership coaches to find out, and once we find out, we can bring it into the conversation, and what that does is, number one, starts an ongoing conversation. Number two, it solidifies the strength and the fiber of the workplace.