So, my eldest—who still asks if there’s a “wrong” way to microwave mac and cheese—gets her first job interview. Naturally, I jump in with pep talk pointers: make “eye contact” (even over the phone), don’t sound like you’re Googling answers mid-sentence, and maybe try not to have siblings yelling about Wi-Fi in the background.   Then it happened. The call came…just as we’re crammed into the Expedition—seven people and a dog, off for a weekend adventure with exactly zero “professional atmosphere” on board. I’m frantically signaling “No!” from the driver’s seat, but she flashes me the “Mom, I got this” look and takes the call on speaker, wedged between a kid wielding a half-eaten burger and our dog trying to nose his way toward the burger.   Think you know secondhand embarrassment? You don’t until you’ve watched your child interview for a job while wedged in the backseat of a rolling clown car. Her siblings are covering their faces, muttering “cringe,” and staring at her like she’s auditioning for a sitcom no one signed up for. To her, a job interview was just another group chat—you just mute yourself when the dog barks. To us? It was a train wreck in stereo.   To say it wasn’t her best work is an understatement. Turns out, it’s hard to project confidence when "everyone was listening to me?!" When she finally hung up, I gently suggested, “You know, it’s okay to say, ‘I’ll call back when I’m not in a moving three-ring circus.’” For once, she agreed. I was no less mortified.   Then, it hit me: we’re all working from home more, and home’s working right back at us, with boundaries as outdated as landlines. We’re stepping over sleeping college students to take client calls, answering emails while dinner boils over, and pretending we don’t hear the neighbor’s leaf blower during budget discussions. If we’re doing it, how can we expect our kids to do any different?   They're watching every moment of this. They see us shifting laptops to hide the piles of laundry just out of the frame. They know, deep down, we’ve accepted chaos as the backdrop for "professionalism." Why wouldn't they take their first interview from the car?   Here’s my tip: don’t let them. Show them that setting boundaries looks a little more professional and a lot less chaotic. Teach them that a hiring manager worth their salt will appreciate someone who can say, “Let’s do this at a better time.” And, while you're at it, minimize the number of times you have to shush your kids in the family truckster for those crucial work calls. Your kids and your team will appreciate it.   This is my free & unsolicited coaching. We’ve all got more to learn about leading and surviving in an always-on world.   Ready to lead by example? Connect with Mary Beth Crawford tEEmatters, L.L.C.  to build stronger teams and more intentional leadership behaviors.   www.teemattersllc.com marybethcrawford@teemattersllc.com   #LeadershipCoaching   #BoundariesMatter   #StrengthsBasedLeadership #EmployeeExperience   #ConsultingWithHeart

The Big Beginning Leadership Lessons from a Mom of Five Babies The year was 2000. We had two beautiful children—Caitlin, who arrived in ’98, and Kara, who came along a mere 15 months later in ’99. I was the Director of HR for the Resorts team at Walt Disney World. Those were the good ol’ days, back when my biggest concern was how to review a talent development proposal from home without someone sneezing mashed bananas on it. Life was manageable. Chaotic, sure, but manageable. Then, in March, we found out we were expecting again. One baby. I could handle that. I had done it twice already and was practically a pro at this point. Easy peasy, I thought. But life, in its infinite wisdom and sense of humor, had other plans. By April, we learned it wasn’t just one baby— it was two.  OK, I could manage that too. After all, two babies are basically just one baby with a friend, right? By May, the doctor gave us one final gift: “Actually, it’s three babies.” At this point, I began fantasizing about running away and starting a new life in a small remote village where the only screaming I’d hear was my own. Fast forward to October 2000. My hair was only  slightly  gray, the house was just  barely  sticky, and, with 5 kids under 2 ½, I somehow thought that sending out a holiday newsletter was a good idea. Ah, how naive I was back then—before life turned me into a human version of an overstressed air traffic controller. Little did I know, I was about to learn more about leadership than any corporate seminar ever could offer. Spoiler alert: there are no PowerPoint slides in real life, just a lot of shouting and, occasionally, someone peeing on the floor. Now, it’s January 2001, and the holiday cards I meant to send in December are still sitting on the dining room table, collecting dust and side-eye from the cat. Instead of just sending them out unsigned, I sat down at the computer to write a one-size-fits-all holiday letter. Recently, I reread that old holiday letter circa 2001, and it hit me—this hadn't been just an "update" on how our lives were going. Oh no. This had the makings of a full-on, boots-in-the-trenches crash course in survival and leadership. So, let’s take a stroll down memory lane, and I’ll share the lessons I learned in the early days of raising five kids under 2 ½. Trust me, these pearls of wisdom apply whether you’re running a Fortune 500 company or just trying to make it through the day without breaking into the emergency chocolate. Lesson 1: Delegation (a.k.a. Surviving Without Losing Your Mind) Any good leader will tell you that delegation is key to survival. Or, in my case, it’s the only thing that kept me from setting the house on fire just to get a nap in the firetruck. We hired a nanny, Rachel, and without her, I’m pretty sure I’d be writing this post from a padded room. The kids loved her, I loved her, and most importantly, she changed diapers. If that’s not leadership, I don’t know what is. Take it from me: delegate everything that isn’t bolted down . You’re not Wonder Woman, and your sanity is non-refundable... and, it's good for developing your people. Lesson 2: Expect the Unexpected (and Keep a Bag of Frozen Peas Handy) In March, I was prepared for one baby. In April, I adjusted to the idea of two. But in May, when the doctor casually said, “Actually, there’s three,” I started rethinking all of my life choices. Crisis management became my full-time job. Did I handle it gracefully? No. But did anyone die? Also no! The secret to leadership is  expecting the unexpected  and making sure there’s always something frozen nearby to apply to your forehead when things get too hot. Lesson 3: Vision Is Important (But Sometimes Just Making It Through the Day Is Enough) Leadership experts always talk about the importance of vision. And I agree—having a vision is crucial. My vision was simple: keep everyone alive until bedtime. Rick’s vision, on the other hand, was focused on how we’d pay for five kids to go to college at once. Honestly, I didn’t care if they learned quantum physics or how to spell "banana"—I just wanted a shower. The lesson?  Vision is good, but survival is better.  Keep it real. Sometimes, just getting through the day without crying in the laundry room counts as a victory. Lesson 4: Communication Is Key (Even If You’re Yelling “Where Are Your Pants?!”) They say communication is the foundation of good leadership. What they don’t say is that most of it will be done at full volume. Between Rick, the nanny, our friends, and a few unsuspecting grocery clerks, I spent a lot of time shouting instructions, reminders, and occasionally, “Why is there peanut butter in the toilet?!” Communication, in leadership and in life, means  repeating yourself until someone listens . Lesson 5: Teamwork (Because You Can’t Do It Alone) No one can do it alone—at least not without turning into a complete lunatic. Our family, friends, and neighbors pitched in to help us in ways I will never forget. I quickly learned that you can’t run a household or an organization by yourself. If you try, you’ll end up drinking cold coffee and arguing with a toddler about why shoes are necessary.  Leaders build teams , and if they’re smart, they let those teams take the wheel when it all gets to be too much. Just make sure no one lets the three-year-old steer. Lesson 6: Snacks Are the Key to Motivation Forget trust falls and motivational speeches. If you want to keep morale high, keep the snacks flowing. My house was basically powered by goldfish crackers and juice boxes. Keep everyone fed, and the meltdowns are fewer. This applies to boardrooms, classrooms, and especially living rooms. You can’t lead—or parent—on an empty stomach. And if there’s anything I learned, it’s that  snacks are the lifeblood of a happy team. Whether they’re toddlers or corporate executives, everyone is more pleasant with a cookie in hand. Lesson 7: Celebrate Small Wins (Because Sometimes That’s All You’ll Get) In leadership, it’s important to celebrate victories. Except in my house, victories looked a little different. Getting all five kids dressed before noon? Victory. Making it through a day without stepping on a LEGO? Let’s pop the champagne.  Small wins count —they’re what keep you going when the big wins are nowhere in sight. Take those tiny triumphs and celebrate like you just closed the biggest deal of your career. Lesson 8: Self-Care Is Often a Fantasy (But Keep Trying Anyway) Ah, the elusive “self-care.” Every leadership book tells you to take time for yourself, to recharge and reset. But those books were clearly not written by a woman with five children under 2 ½. My idea of self-care was finding a quiet corner to cry in peace. But here’s the thing— self-care doesn’t always look like a spa day.  Sometimes, it’s an extra five minutes in the shower or eating chocolate in the laundry room while pretending to fold clothes. Lower your expectations and dream about the day when "self-care" means more than remembering to put on deodorant. So there you have it—lessons in leadership, brought to you by the year 2000 and one very frazzled mom. If I can survive five kids under 2 ½, you can survive anything. Just remember: delegate, communicate, and for heaven’s sake, keep a secret stash of snacks.

Why Should You Assess Your Culture? You Think You Know, But You Don’t Know What You Don’t Know. . You assume your people are happy and engaged. You believe you’ve created a great culture, and you’ve even taken steps to address engagement (things you know). You're aware of some feedback you've heard whispered but haven't fully understood (things you know you don’t know). But what about the things you don’t know you don’t know? Have you truly sought to understand your employee survey comments? Have you followed up on exit interviews? Have you ever asked, "How are you, really?" "Only 15% of employees worldwide are engaged at work." - Gallup Are your employees really engaged? To truly understand your people and what motivates them, you must regularly assess your culture. Companies that invest in culture and purpose dramatically outperform those that don’t. Deloitte found purpose-driven brands capture more market share and grow three times faster than their competitors. They also report 30% higher levels of innovation and 49% higher workforce retention. But you can’t invest in something you don’t fully understand. Start by really listening to your people—not just through surveys but through meaningful dialogue. Dig into those exit interviews you’ve brushed off. Conduct stay interviews. Listen closely. Building real human connections, helping people find meaning in their work, and linking them to a higher purpose—these are the keys to winning today’s talent war. You think you know, but you probably don’t. It’s time to take an honest assessment of your culture. The upside? Happier, more engaged people—and results that will make you wonder why you didn’t do this sooner. Contact tEEmatters, L.L.C. for help. #culture #leadership #engagement #purpose #EX #teematters

As a Disney Cast Member, creating magic wasn’t just something I watched happen—it was something every Cast Member was expected to actively participate in every day. One of the most remarkable aspects of Disney’s culture is how deeply everyone understands and embraces that it's their role to contribute to the magic. Walt Disney himself championed this collective mindset, and his impact is still being felt decades later. Back in the day, Walt regularly walked through Disneyland, picking up trash (or, for that matter, doing whatever needed to be done). He believed that every Cast Member should follow his lead, ensuring Disney’s parks were as pristine as the dreams they inspired. If a piece of trash hit the ground, it wasn’t just the custodian’s job to pick it up—it was everyone’s job. Why? Because maintaining that magical environment was a shared responsibility, a value ingrained in us from day one. I’m a germaphobe—big time. Yet, I picked up trash all over the parks during my tenure. And, for years after I left Disney, I found myself instinctively picking up trash whenever and wherever, driven by the culture that Disney instilled in me. It’s a small example (well, not that small for me, considering the magnitude of my germaphobia 😊), but it speaks volumes about the power of culture. At tEEmatters LLC, we bring that same commitment to culture-building to the organizations we partner with. Just as Disney’s culture empowers every Cast Member to take ownership of the guest experience, we help companies create people-first cultures where every employee feels responsible for the success of the organization. ✨ Ready to create a culture where every team member contributes to your company’s magic? Let’s connect and explore how tEEmatters can help you build a thriving, people-first culture that drives success.   tEEmatters, L.L.C.

The Power of Disney: A Legacy of Vision and Impact I loved this simple yet powerful video entitled "Walt Disney - VISION communicated and delivered!" by Jonathan Fanning (click on the image of Walt to view the link). It was created a few years back by a dad who experienced the magic of Disney firsthand. As Fanning says in the video, “What do you do to communicate your vision so clearly and powerfully that decades—maybe even 60 years—later, it’s still touching lives and creating ripples of impact?”  That's the magic of Disney. As a former Disney executive, I learned that a clear and compelling vision isn’t just about clarifying your business plan; it’s about building a culture, a way of thinking, and a commitment to excellence that stands the test of time. Walt Disney's unwavering commitment to excellence created a legacy that continues to inspire and transform lives around the world - decades later. It's pretty incredible. Wouldn't you like to add a little magic to your strategy? At tEEmatters, LLC, we work to bring that same clarity and purpose to the organizations with whom we partner. We help leaders craft visions that resonate, strategies that align, and cultures that thrive.   ✨ Ready to create a culture that will endure? Let’s connect and explore how tEEmatters can help you build a legacy of success.

✨ Living the Magic ✨ This is one of my all-time favorite photos from my days at Disney. As the Head of Operations at Disney-MGM Studios, I had the honor and pleasure of giving Roy Disney a backstage tour of the brand-new Tower of Terror. I have to admit: I was a little awestruck spending time with Roy. He looked so much like Walt, and he had the same captivating presence that Walt exuded on The Wonderful World of Disney (a show that had defined my Sunday nights as a child!). It was pretty magical. ☺️ Truth be told, my entire experience working at Disney was pretty magical. It was so much more than just a job—it was a masterclass in the art of making magic happen. Those experiences laid the groundwork for my passion for   hashtag#EX   (and the link to   hashtag#CX   and business results!) and what eventually became   tEEmatters, L.L.C.   Now, at   tEEmatters, L.L.C.   (and   MagicMakers® Group ) we’re on a mission to bring a bit of that Disney-inspired excellence to organizations looking to build strong, people-first cultures that drive results. 🌟 Ready to add a little magic to your workplace? Let’s chat and see how   tEEmatters, L.L.C.   can help your organization thrive—no mouse ears required. ☺️ The employee experience matters. Contact us today.   P.S. 90's hair, don't care! 🤣

The Magic That Transforms You The Walt Disney World Cast Essence statement still gives me goosebumps: "As a member of the Walt Disney World Cast, you create the magic and share the legacy that is Disney. Surrounded by friends, you are inspired to use your imagination and challenged to deliver your best. Get caught up in the Disney spirit! It's a journey that will change you." Working at Disney was more than a job. It was an experience that fundamentally changed how I approach work, lead teams, and understand the power of culture. Disney taught me that when you put people first and give them a purpose bigger than a paycheck, they will rise to the occasion and create real magic. I saw it daily in the faces of guests and the commitment of my fellow cast members. That transformational journey has stayed with me throughout my career. It inspired me to start tEEmatters, L.L.C., where we help organizations build vibrant cultures centered on excellence, engagement, and shared purpose. The Disney spirit transforms all who embrace it. Are you ready for the journey? Let's connect. #CastEssence #DisneyMagic #EmployeeExperience #CultureBuilding #tEEmatters

Employee experience (EX) is having a moment. More leaders are realizing that EX is the key driver of engagement, retention, and performance. But what makes up EX exactly? And what can leaders do right now to improve it? Over the next few weeks, I plan to write a series of posts with bite-sized tips around some of the key drivers of EX that leaders can start addressing today. Some drivers of engagement that I'll cover: - Employees feel aligned with company mission and purpose - Employees understand what's expected of them   - Employees get to use their strengths every day - Employees receive regular recognition for good work   - Employee development and growth are encouraged - Employees feel their opinions count - Employees have opportunities to learn and grow As Richard Branson said, "Clients do not come first. Employees come first. If you take care of your employees, they will take care of the clients." The goal of this series is to provide actionable advice to take care of your employees. Stay tuned for the first post coming soon on the importance of employee alignment with purpose and mission. Employee experience matters, and it starts with you. Let me know if you have any other suggestions for key drivers of EX you'd like me to explore! And, reach out if you're ready to create a winning workplace for your company. Together, we will start improving your employee experience and driving better business results. tEEmatters, L.L.C. marybethcrawford@tEEmatters.com   410-963-3971

tEEmatters, LLC Tip #1 for Driving EX: Turn Your Purpose Into Your Competitve Advantage We spend our days communicating. Emails, meetings, presentations—an endless stream of messages. How often do those messages connect people to their purpose? Here’s the thing: purpose is the jet fuel of engagement. Studies confirm: when people find purpose in their work, everything changes. When employees align with their company’s purpose, productivity rises, turnover drops, and profitability soars. It’s the foundation for true employee engagement. So, is your company's purpose clear and compelling? Do your employees understand how their role supports that purpose? Have you baked purpose into HR programs like performance management and leadership development? Do your employee communications tie organizational goals and employee successes back to purpose? How do we turn purpose into a competitive advantage? Here are a few ideas: First, craft a narrative that links your company’s purpose to the day-to-day. Share stories of employees living the purpose through their work. Make it real. Make it visceral. Second, surround your team with purpose—posters, screensavers, mugs. Remind people of their purpose every day. Third, celebrate purpose regularly. In monthly all-hands meetings, highlight teams and individuals who embody the company’s purpose. Make these heroes. Companies that successfully connect teams to purpose will have the edge. Their people will bring passion, creativity, and meaning to their work. So, as you send that next email or lead that next meeting, ask yourself: "How can I link this back to purpose?" If you're ready to turn purpose into your company’s competitive advantage, let’s connect. At tEEmatters, L.L.C., we infuse purpose into every aspect of business—from leadership development to employee communications—driving engagement and results. Contact me today to start building a purpose-driven workforce:   marybethcrawford@tEEmatters.com   410-963-3971   tEEmatters, L.L.C. hashtag#purposeatwork   hashtag#employeeengagement   hashtag#leadershipdevelopment   hashtag#hrstrategy   hashtag#businesssuccess   hashtag#strengthsbaseddevelopment   hashtag#workplaceculture   hashtag#purposefulleadership

Help Employees Understand What's Expected of Them   tEEmatters, LLC Tip #2 on Improving EX This is the second post in a series about how leaders can impact employee experience by focusing on key drivers of engagement. Performance management. The two most feared words in any office—worse than "pizza party in the conference room." Why is it important for employees to understand expectations? Clear expectations create a culture of accountability. Leaders owe it to their teams to clarify what needs to be achieved and how it will be measured. As Gallup notes, employees need to understand what success looks like. They need to know the goals and have regular check-ins on progress. Vague expectations lead to vague efforts, and ambiguity kills engagement. In fact, Gallup states that only half of employees strongly agree they know what's expected of them at work. Is it any wonder that disengagement is so high? Reviewing expectations shouldn’t be a one-time event, either. As priorities and strategies evolve, so should conversations about performance. The best leaders regularly discuss goals, progress, development areas, and course corrections. An employee who understands expectations is an employee empowered to succeed. As Peter Drucker said, "What's measured improves." And what's clearly communicated gets measured. Performance management needn't be terrible. When done right, it’s an ongoing dialogue that fosters clarity, accountability, and growth. By setting clear expectations and having regular check-ins, leaders empower their teams to succeed and drive engagement across the organization. Start a conversation today. When your employees know what's expected, they can deliver results that matter. Ready to create a culture of clarity and accountability? Contact me today to learn how tEEmatters can help you improve performance management and boost employee engagement.   marybethcrawford@tEEmatters.com   410-963-3971 tEEmatters, L.L.C. Stay tuned for the next post in the series, where we’ll dive into how to leverage employee strengths to boost engagement and performance.

tEEmatters, LLC Tip #3 for Driving Engagement What if I told you there was a way to boost employee engagement that required no additional budget, no fancy technology, and no complex initiatives? You'd probably be skeptical. Yet, it's true. By simply enabling employees to apply their unique strengths on a daily basis, leaders can meaningfully improve the employee experience. This is the third in my series on how leaders shape the employee experience. And it's an important one. Our strengths make work feel effortless. When we get to flex our innate talents, we find flow. Time flies by. We get lost in our work in the best possible way. What could be better than that? Unfortunately, the opposite is also true. When we're unable to use our strengths, work feels like a chore. We drag our feet. The hours feel interminable. Frustration mounts. It's like trying to sign your name with the wrong hand. No matter how hard you try, it feels unnatural. The research is clear. Employees who use their strengths every day are 6 times more likely to be engaged. For leaders, enabling strengths-based development has to become a priority. Start by encouraging your team to take the CliftonStrengths assessment. Once people know their top talents, they can start mapping those to their daily work. Coach them on how to refine their roles to apply their innate wiring. Empower them to collaborate across complementary strengths. It takes time, but the payoff is immense. You'll see higher engagement, better teamwork, and stronger performance. All by simply enabling people to do what they naturally do best. Ready to create a strengths-based culture? Reach out today to learn how our coaching and workshops can help your team thrive.   marybethcrawford@tEEmatters.com   410-963-3971 tEEmatters, L.L.C. The time is now. Let their strengths shine.

tEEmatters, LLC Tip #4 on Improving EX This is installment #4 in an ongoing series about how leaders shape employee experience (EX). EX improves dramatically when employees receive recognition and praise for their good work. Gallup’s Q12 engagement survey asks workers if they've received recognition or praise in the past seven days. But why seven days? Because frequent, meaningful recognition (or simply acknowledgment that your work is headed in the right direction) boosts engagement, motivation, and performance. Think about how it feels when your work is recognized. You walk a little taller, smile a bit more easily. It validates that what you’re doing matters. Now consider the opposite. When was the last time you felt invisible at work, like no one noticed or cared? Motivation takes a hit. So how can leaders shape a culture of recognition? Make praise immediate, specific, and sincere. Share stories that highlight great work. And don’t wait for annual reviews to give feedback. The little things matter when it comes to making employees feel valued. As Ken Blanchard said, “Catch people doing something right.” Regular recognition is key to keeping your team engaged and motivated. Leaders have immense power to shape EX. But with great power comes great responsibility. It’s on us to recognize the good happening all around us. Want to create a culture of recognition in your workplace? Contact us today to learn how   tEEmatters, L.L.C.   can help you empower your employees through meaningful praise and recognition.   marybethcrawford@tEEmatters.com   410-963-3971