So I started sending my team a weekly motivational email …

by Robert Glazer

A few years ago I began the habit of getting up earlier and writing in my journal, taking the time to be reflective, appreciative, and grateful. I gradually felt compelled to share these positive and uplifting stories that I had discovered with others.

I decided to start by sending a weekly email to the thirty people on my team at Acceleration Partners. The email was originally called “Friday Inspiration,” and I sent it out each Friday morning to the whole company.

To my surprise, employees immediately started writing back to me with positive reactions, and many told me they looked forward to the messages each week.

This encouraged me to share the Friday Inspiration concept with other CEOs who I believed shared similar values and would like the concept.

Difficult People D

I suggested they try something similar themselves and even encouraged them to copy my e-mails if it was easier. Several CEOs took me up on my offer and began sharing my emails with their companies. I changed the name of the weekly email to Friday Forward, and launched the new version to an expand group of people outside the company.

Today over twenty thousand people and counting are receiving Friday Forward emails across the world. Each week, twenty to thirty people send me a note to tell me how the most recent Friday Forward message resonated with them.

It doesn’t take much effort for CEO’s or people in leadership roles to have a positive impact on their own people or those outside their organization. Here are a few ideas on how to get started:

1) Start writing: Even if you aren’t ready to start a regular Friday Forward, your writing can have value for your team, especially if you are authentic and share your vulnerabilities.

2) Take interest in people as individuals: Take the time to get to know the people working within your organization; understand their frustrations, hopes and dreams. This isn’t “fluff” or “soft”, it matters much more than you realize. It also drives performance.

3) Show, don’t tell: People emulate what we do rather than what we say. Leaders need to lead by example, whether that is being open to feedback, taking a vacation, putting family first, being transparent, respecting the chain of command or following established protocols.

4) Communicate vision and values: A leader’s job is to set the vision for the organization and be constantly rallying employees around where the company is going and why that is important. It’s also essential to consistently reaffirm the company’s values and back that up with actions, rather than just words.

Robert Glazer is the founder and Managing Director of Acceleration Partners, and author of Performance Partnerships: The Checkered Past, Shifting Present, and Exciting Future of Affiliate Marketing. For more information or to sign up to receive Friday Forward, visit