Afleveringen
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Episode 75 - Change Management Summary
In this episode, Scott and Mo discuss change management and its importance in the workplace. They highlight the need for leaders to encounter challenges, build resilience, and foster open communication. They emphasize the importance of recognizing opportunities and engaging employees in the change process. The hosts also encourage leaders to be proactive and continuously evaluate and refine their approach to change management. They conclude by emphasizing the need for leaders to be open to change and drive positive change within their organizations.
3 Ways to Deal with Change Management Focus on encountering challenges. Change can disrupt the status quo Change can create resistance among employees. If you're not encountering challenges, then you're not leading. Look for the unexpectedGet out in front of challenges and be ready to work them outResilienceWhat is going on in your company?How can you work amidst those challenges? How can you build that resilience within your team that is going to be vital for navigating change effectively? Be adaptable.Are you ready to adapt quickly to change? Are you ready to bounce back from the setbacks?BOOK: The Leadership Challenge: How to Make Extraordinary Things Happen in Organization, by Kouzes and Posner.
βThe only way you're going to get good is to get goodβ.
Don't baby your people. Build resiliency in your team. Leaders think challenges are opportunities.Foster open communication. Open up - Be honestAllow team members to express within the team and to one another their concerns. Be part of expressing those concerns Change presents opportunities for innovation and for growth.How do you recognize opportunities?
Focused on the things that can be used as a learning moment or a teaching moment. Focus on Engaging Employees.The βBuy-inβ - John Maxwell's The 21 Irrefutable Laws of LeadershipTo be an effective leader, you need to create a buy-in of ownership for your people. Empower team members To contribute ideasGive those solutions Foster a sense of ownershipCreate commitmentBOOK: Made in America, by Sam Walton
Encourage Pro-activists Your people are only going to be proactive if you allow them to be proactive. Continuous evaluation and refinement of our approach to change is going to ensure ongoing success.QUESTIONS:
What are the things that are worth evaluating in your business? What are your feedback mechanisms? Are you giving your people a way to tell you the things that are going good and bad?Do you have an open door policy? Are you making it better in your workplace?MOβs Final Thoughts:
You need to be the most open person in the room when it comes to change management. It is so easy for us as leaders to tell other people that they need to be open to change. When in reality, leaders, it's really us that's not open to change. Don't get upset with your people. Help them and redirect them to where they're supposed to be. Change is what you need to be about. Leaders are all about change.
As we talk about encountering challenges, engaging employees, encouraging proactiveness, you know, who's in charge of all that? You are in charge of that as the leader. You're the person who is responsible both for the productivity of your company and specifically for your team. So leaders, remember, it's about embracing opportunity because that's going to bring you to growth and innovation and your people are going to jump onto that process. And when it comes to leadership, you are the one that drives those processes.Give your people the best opportunity to succeed. The way you do that is to get in front and be ready to deal with that change management.
Amazon Book Link:
The Leadership Challenge: How to Make Extraordinary Things Happen in Organization, Kouzes and Posner - https://a.co/d/aO2WW5M
21 Irrefutable Laws of Leadership, John Maxwell - https://a.co/d/72MPij0
Made in America, Sam Walton - https://a.co/d/aUgPpSs
Special Thanks To:
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Episode 74 - Leaders Create a Clear Vision
A clear vision does more than just set a destination. It inspires, motivates, and provides a sense of purpose essential for any team's success.
Point 1: Articulate the Vision Clearly and PassionatelyNot just about what the goals are but why they matter. Use inspiring and relatable language, ensuring that every team member can see how their work contributes to the bigger picture.Make the vision feel tangible, so every individual understands their role.Making it Make Sense:
Embrace Simplicity. Articulate ideas in the simplest terms possible. Boil down complex concepts into their essence. Engage in Active Listening.Communication is a two-way street. Listen to the team's feedback. Adapt to your audience. Every team member has a unique background, learning style, and perspective. Point 2: Align the Vision with Team Values and GoalsThe vision should be in harmony with the team's values and goals. Engage the team in discussions about the vision, incorporating feedback and making adjustments.When people feel they have a stake in the vision, their commitment and motivation skyrockets.Key Strategies of Motivation
1. Be Transparent: Share the vision with your team, including potential roadblocks. This will build trust and prepare them mentally for the challenges ahead.2. Celebrate Small Wins: Acknowledging and celebrating the progress made can boost morale and keep everyone motivated.3. Keep the Mission Front and Center: Regularly remind your team of the bigger picture. Why are you doing what you're doing? What impact will it have on the world? This can help to reignite passion and commitment, even when the going gets tough.Point 3: Keep the Vision at the ForefrontConsistently remind your team of the vision, celebrating progress towards it and recalibrating when necessary. Helps to maintain momentum, even when challenges arise. Provides the resilience teams need to push through obstacles.BOOK: "Making Vision Stick" by Andy Stanley's
vision needs to be reiterated across various platforms and mediumsβteam meetings, emails, company newsletters, and one-on-one conversations. Weave the vision into the fabric of the organization's communication so that it remains top of mind.Demonstrate its relevance to each team member's daily work, connecting the dots between the work individuals do and the broader vision of the organization.Practical Ways to Keep Vision at the Forefront:
Understand the vision yourself. Before you can convince anyone of anything, you need to be a believer.Dive deep into the why behind your company's goals. Communicate effectively and often. Communication is key in any relationship.Find opportunities to remind your superiors of the original vision in your regular reports, meetings, or casual conversations. Use real-life examples to highlight how current projects or decisions align with that vision.Be a bridge. Use your unique position to bridge this gap. Share feedback from your team and customers that reinforce the vision.Show how the day-to-day work contributes to the grand goal.Lead by example. Actions speak louder than words. Show your commitment to the vision Moβs Final Thoughts:Mo: Leaders create and sustain a clear vision. Make sure that you have a clear vision. If itβs a mist in the pulpit, it is a fog in the pew. Align your vision with the values and goals and help your team understand them. You always have to keep the vision at the forefront. Every day, get up and do something that will get you closer to the goal.
Amazon Book Link:
21 Irrefutable Laws of Leadership, John Maxwell - https://a.co/d/72MPij0
Making Vision Stick, Andy Stanley - https://a.co/d/cuevuOo
Special Thanks To:
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Zijn er afleveringen die ontbreken?
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Episode 73: Special Guest - Dr. Lem Usita
Summary:
In this episode of the Rising Tide Leadership Podcast, host Mo interviews Dr. Lem Usita, an entrepreneur and leadership expert. They discuss Dr. Lem's leadership experience and how he defines leadership. They also explore the obstacles he has faced in his leadership roles and how he overcame them. Dr. Lem shares his early influences and the catalyst for his intentional leadership development. He emphasizes the importance of mentorship and surrounding oneself with a supportive team. The episode concludes with Dr. Lem's recommended reading list and his final thoughts on leadership.
Takeaways:
Leadership is not easy and comes with challenges and obstacles that must be faced and overcome.Surrounding oneself with a supportive team and mentors is crucial for personal and professional growth.Leadership development requires self-reflection and a willingness to address weaknesses and areas for improvement.Reading books on leadership and learning from other leaders can provide valuable insights and strategies for effective leadership.Facing Obstacles:
Every leadership role has its dark side.Organizational culture. Sometimes you jump into a role and there were other people in that role before youOthers tell you how to do thingsLack of resourcesInherit problemsItβs a cop out to blame the organization for the obstacles. As the leader, it's my responsibility to lead the organization no matter what situation they're in. I need to know what my weaknesses are and I need to shore up my weaknesses in order to lead this organization. The responsibility is on the leader.βIf I am not leading well or if I don't lead these folks well, it impacts their family, it impacts their kids. And it might even impact the generation.β
When you start thinking and reading and researching and studying leadership, then you're able to:Change your behaviorChange your practicesChange your habits Every leader can teach you those two things:Things that you want to doThings you don't want to doSurround yourself with people:MentorsThose who walk alongside you Business resourcesCPA, Attorney, etcLemβs Final Thoughts:
Lead out of who you are. You lead out of your personality, you lead out of your history, you lead out of your family sculpture, family of origin stuff, you lead out of your trauma and pain, you lead out of your weaknesses, and you lead out of your strengths. And if you're not doing the work of getting to know yourself, you're not growing your effectiveness as a leader, you just aren't. And so it takes courage and humility to do this workβto become better because it's facing yourself and making some huge changes and that takes courage and humility to lead yourself so that you can lead and be effective as a leader.
Amazon Book Link:
Power vs. Force: The Hidden Determinants of Human Behavior, Daivd Hawkins. - https://a.co/d/03N27ma
Unreasonable Hospitality: The Remarkable Power of Giving People More than They Expect, Will Guidara - https://a.co/d/eyo9HqM
Blue Ocean Strategy, Expanded Edition: How to Create Uncontested Market Space and Mak e the Competition Irrelevant, Roger Wayne, W. Chan Kim, Renee Mauborgne - https://a.co/d/hYOjpmg48 Laws of Power, Robert Greene - https://a.co/d/eP3VELJ
Special Thanks To:
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Episode 72 - Three Pillars of Emotional Intelligence
EQ - navigating the complex inner interpersonal dynamics, inspiring, motivating teams and making really sound decisions that are based on emotional awareness.
Three Pillars of Emotional Intelligence:
Self -awarenessEmpathyRelationship managementSelf-Awareness:Leaders are self -aware. involves understanding emotions, strengths, weaknesses, values, goals.recognize different triggers, biases, limitations to regulate their emotions effectively and make more and better informed decisions.Leadership is not really about who you're supervising, more of a matter of how you are getting better. listening to other men and women who are smarter or wiseryou can't start the self -awareness process on your ownQUESTION: Are you self -aware?
Reach out to other peopleAsk them, βAm I self -aware?β EmpathyLeaders are empathetic. attuned to emotions and perspectives of their team membersfosters trust, collaboration, and effective communication creates a supportive work environment where individuals feel valued and understood.Leaders have to live in the feelings and emotions realmA leader that doesn't care is not going to be a leader for long.BOOK: 21 Irrefutable Laws of Leadership, John Maxwell
Your people need to know that you care about them before you can lead them.QUESTION: What kind of vulnerability do you have with your people?
QUESTION: Who are the people in your life that can speak into your life and do it freely?
The last thing that you should ask your people at the end of every meeting or every conversation with them is, how can I help?that is your jobβΈΊ to help other people to solve problems. Metaphor: When sitting across from somebody I supervise, what does it take for me to move to their side of the table? Leaders are Relational Relationship management involves leveraging your own self -awareness and empathy to cultivate a positive relationship with each of the people on your team.More influence with others Emotionally intelligent leader excels at:Conflict resolution. Prioritize open communication, constructive feedback, empower team members to succeed. Foster a culture of trust, loyalty, and productivity within their organizations.Relationship Management SkillsCommunicating clearly Listening activelyCooperationStay away from social pressure Do conflict in a constructive manner. Seek help when neededBOOK: Emotional Intelligence 2 .0, _____
QUESTION: What does it take for you to express your feelings to others?
ASSESSMENTS:
Gallup Strengths Finder. DISC ProfileLeaders need to know themselves and be self -aware of both their strengths, and their personalityMOβs Final Thoughts
The key differentiator is a genuine commitment to continuous self -improvement. It's about you getting better, not about making your people better. You're not there to work on your people. Work on yourself. The emotionally intelligent leader is going to be humble enough to acknowledge his or her own shortcomings and actively seek feedback from others. Invest time and effort into developing these emotional intelligence skills. Read the books. Hang out with the right people. Take the assessments. Practice it. Seek out people that can help you. Those who prioritize their own growth, are going to be the ones that set a positive example for their teams. And they're going to create a culture that values emotional intelligence at all levels of the organization.
Amazon Book Link:
21 Irrefutable Laws of Leadership, John Maxwell - https://rb.gy/1cysf8
Emotional Intelligence 2.0, - https://rb.gy/jfp53n
Special Thanks To:
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Episode 71: Leading in the Remote
Culture is amplifiedCulture is the heartbeat of any organizationRemote work doesn't mean sacrificing the heartbeat - the key lies in intentional cultivationDefine culture clearly and consistently, communicate it across all channels, and align hiring practice Bad news needs to be delivered in personKeep it personal and personableARTICLE: βThe Telephone is the Instrument of the Devilβ, Marika Ehrenkrona
BOOK: Telecommunications: Yesterday and Today, Peter Anderson
We need to embrace new communication no matter what it isQUESTION: Am I embracing the changes in culture and am I using that to shape the culture of my own team?
Communication is appreciated Communication is the lifeblood of remote teamsBeyond these tools, it's about fostering an environment where open dialogue is encouraged, where every team member feels heard and valuedDo not blur the boundaries of the people that you supervise. Respect the boundaries of the people you are leadingBOOK: Boundaries, Henry Cloud
It is your job to set boundaries in your own life and help the people that you supervise do the same.Clarity is achieved You as a leader need to be proactive in addressing issues and provide clear guidelinesCreate channels for reporting misconductPromoting empathy, and understanding among the team members can prevent misunderstandings. Create a virtual workspace where everyone feels safe, supported, and empowered to do their best workIt's up to you to be communicative - clarity begins with you. βIf it is a mist in the pulpit, it is a fog in the pewβ - If itβs not clear, it is your fault.QUESTION: Do you know your strengths? Do you know what you're good at? Do you know your personality? Do you know who's extroverted and introverted?
Good clarity breeds a great team Have clarity and to bring clarity to your teamsMOβs Final Thoughts:
Leadership is not about commanding from the top, but it's about empowering from within. If you want to empower your people in the remote world, you can do so. Stop complaining. Leaders need to learn how to lead in the remote. Leaders, the culture is up to you, the communication is up to you, the clarity is up to you. And when you take full responsibility for those, you are going to start building an incredible team and people are going to want to be on your team.
Amazon Book Link:
Boundaries, Henry Cloud - https://rb.gy/724kik
Special Thanks To:
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Episode 70: Leaders Take Care
Point 1: Address the Need for Wellbeing70% of Americans feel that the nation doesn't care for them, and 38% are considering moving abroad due to concerns about their human rights. (American Psychological Association)Gallup's "State of the Global Workplace" report reveals that 57% of U.S and Canadian workers experience regular stress, impacting their performance and satisfaction. Leaders need to understand the real costs of workplace stress.Leaders set goals. Writing out goals solidifies them. Point 2: Promote Wellbeing in Your Team CultureLeaders should always be promoting wellbeing within their organizations. Foster a culture of empathy and support, Provide resources and programs to help employees manage stress Recognize employees who are happy and healthy are more engaged and likely to perform at their best.When it comes to work life balance, you as the leader have to lead the way. Take care of your people and take care of yourself.BOOK: (Walsh, Bill; Jamison, Steve; Walsh, Craig. The Score Takes Care of Itself: My Philosophy of Leadership (pp. 215-216). Penguin Publishing Group. Kindle Edition)
QUESTIONS:
Are you practicing that self care right now?What do you need to do to change so that you are better ready to serve those who follow you?Unhealthy Workplace:
You need to get outStart making an extra strategy nowOr you will be in the exact same spotIf the people above you are not taking care of your well-being now, they are not going to do so in the future. Don't be the problem. How do you know whether you are doing things the right way or not? Ask the people that you are leading.Perception vs. Reality:
People say they want to take care of themself, but donβt do it. Have a standard for yourself. Point 3: Make Wellbeing a Priority NowLeaders must know the importance of making wellbeing a top priority. Collaborate and develop strategies and policies that prioritize employees' wellbeing.Find strategies to help people feel better about what they do.Practical Tips:
You need to take a day off. step away from your phone and anything else that distracts you from letting your mind rest. if you don't, you are never going to be fully replenished your energy level.ARTICLE: Productivity Tips β Be More Productive With Less Effort, Brian Tracy
BOOK: βHow I Raised Myself from Failure to Success in Sellingβ, by Frank Betcher.
Self Organization DayβA rising tide lifts all boatsβ.
MOβs Final Thoughts:
Make this the time in your life you put forth a plan to take care of your well-being. Then invite those around you to be part of the process. When you do this, you will have a friend for life.
Amazon Book Link:
The Score Takes Care of Itself: My Philosophy of Leadership, by Bill Walsh, Dick Hill, Craig Walsk, Steve Jamison - https://a.co/d/3jmnubU
How I Raised Myself from Failure to Success in Selling, by Frank Betcher. - https://a.co/d/7FPwhs8
Special Thanks To:
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Episode 69: A Conversation with a Champion
Special Guest: Candace Motes, Indiana Wesleyan University Women's Volleyball Head Coach
Won the NAIA National Championship.Every person has a different philosophy and there's no two leadership philosophies that are exactly the same.Background Information:
When did you start coaching? I got into volleyball and it took me to an opportunity to go play at the University of Nebraska Omaha.That's where I became knowledgeable as a coach in a sense being a player around great coachesI Wasn't thriving in that culture at all and it was becoming more of a heartache for me So I left and went to a Christian University.What made you want to be a coach?Assistant Coach for the team I played on and enjoyed itWas recommended to take over as my college coach left. Coaching peers - βOne of the hardest things that I didββWhen God calls you to something and you, even if fear, go towards it, it changes your life.β Coached at Alma Mater for 10 years before coaching in Indiana. How long have you been in your current position at Indiana Wesleyan? Coaching at Indiana Wesleyan for 22 yearsThere's been hardships, there's been growth, but overall it's been a great experience for me.Team Background:
How did you feel going into this season? Did you know that this was going to be the season? No, I didn't. There were lessons learned from each individual. But for me personally, I did not have the trust that I needed.Didnβt see this team for the potential that they had. I was very critical, skill set wise, The grind of continuing to have the vision of what it took to get to the highest level and going through that journey.Chasing little goals What do you think contributed to this being the championship winning season?Focused on Building CultureAdjusted practices to reflect this priority Brought in a mindset coachTook an international tripThe value of being uncomfortableDoing something togetherServing Recruited great playersFacing Obstacles:
Not always just players and their dramaCoaches can bring in obstacles too InjuriesKeep the mindset in a positive directionHelping our culture stay togetherUnderstanding rolesWho is someone who has really influenced your leadership?
Debbie Brown from Notre Dame. John Dunning from Stanford.Ruth Nelson - Olympian coach https://www.theartofcoachingvolleyball.com/profile-ruth-nelson/Has really shown me to stay in it till you don't have a passion anymore, but don't leave because you're believing lies that tell you that you should be done and do something different.BOOK: βStarts with Whyβ, by Simon Sinek.
Coach Candaceβs Final Thoughts:
Don't be afraid to change your thoughts. Don't be afraid. First of all, for young coaches, don't try to be anybody else that you think you should be. I have to be who I am. And I have to be who God created me to be. And I have to be the person that he wants me to be influencing in the moment that I'm in. But then, as you continue to go, continue to stay grounded in, βI can change, and I can make changes.β
Amazon Book Link:
Start With Why, Simon Sinek - https://a.co/d/1SQnw4G
Special Thanks To:
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Episode 68: The Adaptable Leader
1: Leaders Navigate Uncertainty
Thatβs what leaders are all about!Stay composed and level-headed in the face of uncertainty.Practical Technique: Stop and count to 10.
Donβt be hasty in the way that we react. Don't ever say anything that you can't take back. By being adaptable, you can act as a source of stability and reassurance.BOOK: βLeading Up,β by Michael Useem.
Help those who lead youAs you learn to lead up, you are setting an example for others to follow2: Leaders Continually Learn
You are never done learning!Leaders who prioritize continuous learning aren't afraid to admit when they don't know something and actively seek knowledge and expertise from others.Investing in yourself is the most important expense you will ever make. It is YOUR responsibility to learn on an everyday basis. POINT 3: Leaders Empower TeamsUnlock the collective creativity and problem-solving potential of their workforce. Leads to more innovative solutions and provides a competitive edge in the market.You cannot get people to change. PERIOD. Change the way that you encourage and motivate people.BOOK: βHow to Win Friends and Influence Peopleβ, by Dale Carnegie
People are only going to do what they want to do. Itβs our job to help people execute for their good and the organizationβYou manage things, but you lead people.β Rear Admiral Grace Murray Hopper MOβs Final ThoughtsThe Greek philosopher Heraclitus Said that the only constant is change. Blessed are the flexible for they will not be broken. My Hope is that you become that kind of leader. That nothing can stop you from going forward and getting better, but that you take the hits, and you keep on rolling.
Amazon Book Link:
Leading Up, Michael Useem - https://a.co/d/1WqGn8e
How to Win Friends and Influence People - https://a.co/d/jlUn8Un
Strengthsfinder 2.0, Tom Rath - https://amzn.to/3Sn7uNm
Extreme Ownership, by Jocko Willink, Leif Babin - https://a.co/d/beGQe6e
Special Thanks To:
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Episode 67: Leaders Start with Why
Questions to Ponder:
Have you ever been asked to do something by a leader and not fully understood why? Have you, as a leader, ever asked your team to do something without explaining the task's true purpose?1. Leaders Start with "Why"BOOK: Start with Why, by Simon Sinek
Knowing the vision and direction as a leader is paramount.BOOK: Leadership Lessons from the Age of Fighting Sail, by Chris Brady
Leaders who possesses a clear and unwavering belief in their vision become a beacon of inspiration for their team. You need to know where you are headed and why it matters. This fosters a sense of authenticity and credibility that is inherently persuasive. Team members are naturally drawn to leaders who can articulate WhatHowWhyBOOK: StrengthsFinder 2.0, Gallup and Tom Rath
A leader's ability to get others to believe in and follow her isn't solely dependent on the vision itself, but also on their ability to effectively communicate and share it. A leader must convey the "why" in a way that resonates with her team.listening, understanding, and empathizing A leader's consistent actions, integrity, and accountability play a pivotal role in earning and maintaining the trust and respect of their team. 2. Leaders Pinpoint EssentialsEffective leadership involves several crucial elements. resilience in the face of failure. βMajor on the majors and minor on the minors.β Focus on the big picture.Transparent communication is key.QUESTION: Are you a communicative person, whether it is with your family at home or with those at work?
QUESTION: What is it that I can do, that nobody else can do all the time?
Your people want to do what they are good at. Get out of their way and let them do it. Leaders Empower with PurposeEmpower through a clear sense of purpose.By explaining the "why" behind actions and decisions, leaders encourage their teams to take ownership of their responsibilities. Work during the day to make a living. Work during the night to make a life. If you are not happy where you work, work hard enough to earn your way out.MOβs Final Thoughts
If you want people to follow you, you need to know why you are doing what you are doing. You need to give your people the reason to follow you. Donβt ever be upset if someone isnβt following you. There are no bad teams, only bad leaders. You need to be willing to put the work in. People want to follow someone who is passionate and knows what they are doing. Get out there, work hard enough and find your why. Live in the why!
Amazon Book Link:
Start with Why, by Simon Sinek - https://a.co/d/bCcXp8r
Leadership Lessons from the Age of Fighting Sail, by Chris Brady - https://a.co/d/9nn3arJ
Strengthsfinder 2.0, Tom Rath - https://amzn.to/3Sn7uNm
Special Thanks To:
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Episode 66: Hero Spotlight with SFC John Noe
Mortuary Affairs β Provides dignity, honor and respect to fallen soldiers.
BOOK: Where Men Win Glory: The Odyssey of Pat Tillman
https://a.co/d/aA5PjP1
MOVIE: Taking Chance, starring Kevin Bacon
Most rewarding part of your job?I feel like I am helping people with a service that a lot of people wouldnβt want to doβ¦knowing I provide a service that gives familyβs closure.
Who is someone in your life that has helped to shape you as a person?Dad β βIf I was as good as he is, this world would be a better place.β
Current Boss β Taught me that how you say things influences the reaction you are going to get.
Whatβs a book thatβs influenced you?A Purpose Driven Life, by Rick Warren https://a.co/d/2mySojD
βIf you donβt have a purpose in your life, how are you able to lead anyone?β
SFC John Noeβs Final Thoughts:
LDRSHIP Acronym
Loyalty Duty Respect Selfless Service Honor Integrity Personal CourageSpecial thanks to:
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Episode 65 - Building Your Leadership Well: Going Deep to Lead Effectively
Depth Equals CompetenceYou are only as good as you continue to learn.
To become a truly competent leader, you must dive deep into your field or industry.
Competence allows you to:
Make informed decisionsSolve complex problems effectivelyEarn the respect and trust of your team Depth Inspires ConfidenceLeaders who invest in their development and continually deepen their skills become a source of inspiration and confidence for their teams.
QUESTION: What is one quality you look for in a leader that instills confidence?
Deep leadership involves having a well-rounded understanding of not only your domain but also your team's needs and aspirations.
Leadership is not about being selfish.
When your team witnesses your commitment to self-improvement, it encourages them to do the same, creating a culture of growth and excellence within your organization.
BOOK: The Gap and The Gain, by Dan Sullivan and Dr. Benjamin Hardy
Donβt worry about what other people are doing. Worry about what you are doing.
QUESTION: Are you inspiring confidence in the people you lead?
Depth Encourages AdaptabilityBlessed are the flexible, for they will not be broken.
Deep-rooted knowledge and skills make you better equipped to adapt to changing circumstances.
There would be no need for leaders if things didnβt go wrong.
You can make changes or you can make excuses, but you canβt do both.
BOOK: Leading Up, by Michael Useem
Good leaders ask great questions.
Stay dynamic. Donβt be stale. Change with the times.
In times of crisis, depth of knowledge becomes an anchor for the team, fostering trust and stability.
MOβs Final Thoughts:
Strive to master your field and continuously expand your knowledge. Be a source of inspiration and confidence for your team through your commitment to growth. By nurturing your Leadership Well, you not only become a more effective leader but also empower your team to reach new heights of success.
Amazon Book Links:
Leading Up: How to Lead Your Boss So You Both Win, by Michael Useem - https://a.co/d/3j5Fxp4
The Gap and the Gain, by Dan Sullivan and Dr. Benjamin Hardy - https://a.co/d/1vMDQk3
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Episode 64: Leaders Attract the Best
Point 1: Remote work is here to stay
Leaders need to recognize that remote work is here to stay for a significant portion of the workforce. Invest in technology, foster open communication, and create a work culture that values flexibility. Leaders who adapt and provide the tools and support for remote work will thrive in this new environment.BOOK: βThe Four Hour Work Week,β by Tim Ferris
It's not about punching a time clock, itβs about helping people to be able to get their stuff done. If you breed a culture of people that are trying to skirt work and not get things done, it says more about you as a leader than it does about them as an employee. βThere are no bad teams, only bad leadersβ. Jacko WilinksBe better at leadership and give your people a reason to be a part of your team.Point 2: Offer flexibility and adaptability
Leaders should empower their teams to choose the work setup that suits them best.Encourage open dialogue about preferencesProvide the necessary resources for each scenarioFlexibility will increase employee engagement and retentionLeaders find a way to help their people want to be a part of their cultureQUESTION: Are you creating flexibility and adaptability?
EXERCISE (Write it down): What parts of your job are the in-person kind of stuff and what parts are virtual? What percentage of time do you have to be with your people and what percentage do you not need to be in front of others?
Help your superiors understand those percentagesMake sure that your people that look to you as a leader are okay with those percentages as well. (Do your percentages match up with what the company, and your people, need from you?)Point 3: Embrace Technology
Leaders must ensure that their teams have access to secure systems, collaborative tools, and effective communication platforms. You should be learning from young people on your team more than they are learning from youBOOK: β21 Irrefutable Laws of Leadershipβ by John Maxwell - You have to make the connection before you can have people buy into your vision.
QUESTION: Are you the kind of leader that people want to follow? Are you using technology in the right way?
MOβs Final Thoughts
If you want the best people, if you want to attract the best, you are going to need to continue to change with the times. If you have stuff that you can have your people do remotely, give them the autonomy to do that. Let them show you how good they are. And, reward those who do well and get rid of the people who refuse to get on board and make those changes with you. If you make these changes, it is only helping them because this is the kind of work that people are expecting today. They would rather be at home or be on the move or whatever, and you as a leader just need to get things done. Why don't you just learn how to do both? That's the true Mark of leadership.
Amazon Book Links:
The Four Hour Work Week, by Tim Ferris - https://a.co/d/fYpk9ia
21 Irrefutable Laws of Leadership by John Maxwell - https://a.co/d/3e0sziL
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Episode 63: Building Your Winning Team
Point 1: Assembling the Right Mix of Talent
It's not about finding the best individuals; it's about finding the right individuals to work effectively together to achieve a common goal.
QUESTION: Where are you called to be a leader?
Leaders need to assess the strengths and weaknesses of their team members and align them with these roles.
BOOK: Strengths Finder 2.0 by Tom Rath
Once you know your top five strengths, you can start to lead from those strengths. Know the strengths of your team.Point 2: Fostering Collaboration and Synergy
A winning team isn't just a group of talented individuals; it's a group of talented individuals who work seamlessly together.
Create opportunities for team members to get to know each other on a personal level put team in scenarios where they work togetherIf they can work together on the small things, they will support one another and achieve objectives
Leaders should encourage open communication and provide a safe space for team members to express their concerns.
Mediate conflicts early and effectively.Donβt make it too easy for your team. Butterfly/Cocoon - the struggle that makes it able to live.Learn to love the process.Facilitate good interactions and communication.Point 3: Empowering and Developing Your Team
A winning team not only achieves its current goals but also grows and evolves over time.
Trust them to make decisions and take ownership of their work.
Leaders have to develop their people into a team they can trust by delegating responsibilities and providing autonomy.
offer guidance and support when neededprovide opportunities to develop the necessary skills and knowledgeWhen your team members feel valued and supported, they're more likely to give their best.
Delegation
You need to know what to give away and what to keepMOβs Final Thoughts:
Take time to build your team. Give yourself the grace. Don't worry about setbacks. Embrace the struggle. Try new things. Youβll be better for it.
Amazon Book Link:
Strengthsfinder 2.0, Tom Rath - https://amzn.to/3Sn7uNm
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Episode 62: Nurturing Innovative Leaders
Leaders Empower Creative MindsetsQUESTION: Are you helping your people take calculated risks to be creative?
The best leaders promote innovation by creating an environment of psychological safety.How to foster growth mindsets:
Create learning opportunities (books, seminars, etc.)Continuous skill development Support personal projectsWhen you focus on empowering creative thinking in your people, it will ultimately lead to increased engagement and a sense of ownership among employees.
Leaders Focus on Collective SuccessQUESTION: What does success look like for your team? What are the deliverables?
BOOK: βDare to Serveβ, Cheryl Bachelder
By fostering cross-departmental interactions and encouraging participation in problem-solving, leaders allow individuals with diverse skills and perspectives to unite towards a common goal.Two Techniques:
Diverse Problem-Solving Approaches: Encourage teams to approach problems from different angles. Asking, βWhatβs the angle you would take?βTransparent Resource Allocation: Ensure resources are allocated fairly across departments. Leaders Cultivate Purposeful EmpathyLeaders who value empathy inspire their team members, leading to a sense of belonging and commitment to the organization's innovation journey.
BOOK: βPour Your Heart Into It: How Starbucks Built a Company One Cup at a Timeβ, by Howard Schultz
Once you get people on your side, believing in the same goal, you are going to create an unstoppable team.
QUESTION: How do you treat your people?
Value your employees not by what they can produce, but by how you know their strengths connect with the rest of the people on your team. Be empathetic and learn about your people. Get to know them as more than just people on your team.MOβs FINAL THOUGHT:
Share your own experiences, challenges, and success stories related to nurturing innovative leaders. Do this with the men and women that you trust. Connect with someone today and ask them how you are doing when it comes to nurturing innovation.
Amazon Book Link:
βDare to Serveβ, by Cheryl Bachelder - https://a.co/d/5cMSsDp
βPour Your Heart Into It: How Starbucks Built a Company One Cup at a Timeβ, by Howard Schultz - https://a.co/d/2zIAwoC
βGood to Greatβ, by Jim Collins - https://a.co/d/8xrV4KA
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Episode 61: Leaders Sacrifice More
Personal Time and Energy InvestmentQUESTION: What kind of time and energy do you give to your team?
Sacrificing personal time for work-related tasks is a hallmark of effective leadership.QUESTION: Are you the one who gets it done? Are you willing to go the extra mile?
When everybody else goes home, leaders stay to pick up the pieces and make things happen.Decision-Making and Accountability Leaders demonstrate accountability by taking ownership of both successes and failures.Accountability requires leaders to sacrifice their ego for the benefit of the team's growth.True leaders understand that responsibility is a core of what they do in their role. They recognize they can't simply pass the buck to someone else. Instead, they step up and take ownership of their decisions, whether they're big or small.True leaders say, βI want the buck to stop with meβ.The best leaders donβt whine and donβt complainβthey get things done. Development of Team Members This investment drives individual growth and contributes to the overall success of the team.Find the right people first.QUESTION: Is your company finding the right people?
If you take the time to find the right person, you will actually be doing less work than if you were to just fill the spot.Burnout shouldnβt happen. Make a change!Talk to the decision makers.You have to have trust in your leaders because those who you lead need to have trust in you. Get under a leader who knows how to pick the right people. Actively promote the career advancement of the people on your team.MOβs Final Thoughts:
Leadership is a journey that demands continuous commitment and sacrifice. The higher you go, the more you have to sacrifice. As leaders, we set the tone for the entire team. Our willingness to sacrifice paves the way for others to be a stronger, more cohesive, and successful group.
Amazon Book Links:
βExtreme Ownershipβ by Jocko Willink - https://amzn.to/3ke0tSA
βGood to Greatβ by Jim Collins - https://amzn.to/3lXHuvQ
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Episode 60 - Thriving in Leadership in the Workplace
Build trust within your team.Trust starts by getting to know each team member on an individual level.
Take the time to understand their strengths, challenges, and personal aspirations. Show genuine interest in their lives outside of work. Open and Transparent Communication:Be accessible and approachable to your team members. Encourage them to share without fear of judgment. Actively listen to their perspectives Emphasize Personal Connections:Take the time to understand their strengths, challenges, and aspirations. Show genuine interest in their lives Create new opportunities for team members.It's essential to encourage professional growth and development within your team.Identify their unique skills and passions, and then find ways to align those with their roles or responsibilities.BOOK: βReinventing You: Define Your Brand, Imagine Your Futureβ by Dorie Clark
You need to build your brand. You need to help your people build their brands.This will build trust because they know that you want the very best for them.
ACTION POINTS:
Ask each of your team members what they want from their time at the company, and what they want from you as a leader. If another opportunity comes along for one of the team members, you need to be the first one to tell them that they need to go for it.The best leaders are trying to work their people out of the job.
When team members feel that their growth is supported, they become more engaged and motivated to contribute their best work.
Help others use personal strengths for team success.It is crucial to create a culture where knowledge-sharing and collaboration are encouraged.BOOK: βThey Call Me Coachβ by John Wooden.
"The star of the team is the team. 'We' supercedes 'me'.βYour job is to do your very best and help your team do the same.
MOβs Final Thoughts:
I'd like to leave our listeners with one final thought: leadership is not about a title; it's about how you inspire and empower those around you.
Amazon Book Links:
βReinventing You: Define Your Brand, Imagine Your Futureβ by Dorie Clark- https://amzn.to/3OfWkIr
βThey Call Me Coachβ by John Wooden. -https://amzn.to/3OyDUmL
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Episode 59: Leaders Know Their Weaknesses
Point 1: Self-Awareness and Growth
Leaders who possess self-awareness:
have a deep understanding of their strengths and weaknessesplay to their strengths and mitigate their weaknessesQUESTION: Are you aware of the stuff that you don't know?
BOOK: 21 Irrefutable Laws of Leadership, John Maxwell
βYou don't know what you don't know.βIf you don't ask people what you are doing wrong, then you might start believing your own press.
Surround yourself with people you can ask, βWhat is it that I don't know that I don't know about myself?β
BOOK: Emotional Intelligence 2.0, Travis Bradberry & Jean Greaves
Learn how to be self-awareBecome socially awarePoint 2: Building Strong Teams
A leader who understands their own limitations:
can assemble a team with diverse skill sets that complement their weaknessespromotes collaboration, innovation, and better decision-making within the teamWhen we figure out what we're good at and then know our weaknesses, then we can humbly ask others to collaborate with us & unlock a new level of leadership.
Point 3: Adaptability and Learning
By acknowledging their weaknesses, leaders create opportunities for growth, enabling them to adapt to changing circumstances.
How can leaders start to identify their weaknesses?
Seeking feedback from peers, mentors, and team members Self-reflection AssessmentsRegular performance evaluations Open communication and constructive criticismFINAL THOUGHTS
Embrace your weaknesses as opportunities for growth. By recognizing and addressing them, leaders can unlock their full potential and create impactful change in their organizations and communities.
Amazon Book Links:
β21 Irrefutable Laws of Leadershipβ, John Maxwell - https://amzn.to/3xIAHsA
βEmotional Intelligence 2.0β, Travis Bradberry & Jean Greaves - https://amzn.to/43sWHFd
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Episode 58: Leaders Always Ask Questions
Being in relationships with people is all about having great conversations.
Asking Good Questions Fosters a Culture of Learning and CollaborationCollective efforts are greater than any individual's contribution. Creates a profound sense of camaraderie, trust, and unity among the team members.Actively listening to others' perspectives, valuing their contributions, and working together can foster a culture of respect and collaborationQUESTION: Does your team ask good questions?
Too many leaders do not ask the right questions and fail to get others involved.
Great leaders encourage their team members to:
Think criticallyExplore new ideasShare their perspectivesBy asking good questions, leaders empower their team members, build trust, and create a collaborative atmosphere that drives growth and success.
Asking Good Questions Fosters a Deeper Understanding of Challenges and OpportunitiesAll great success stories have a team of people that get the job done.
QUESTION 1: What are the core values that define your company, and how do you live up to them? What is the one thing that matters?
QUESTION 2: What are our customers' needs, and how can we surpass expectations?
Asking good questions:
allows leaders to better understand the challenges and opportunities they faceuncovers hidden issues, identifies potential risks, and discovers untapped opportunitiesItβs not just important to know what you do, you also need to know what you donβt do.
Leaders gather relevant information to:
challenge assumptionsexplore alternative viewpointsenable more informed decisionsdevelop comprehensive strategiesnavigate complex situationsUltimately, by asking good questions, leaders enhance their ability to anticipate and address challenges effectively while capitalizing on emerging opportunities.
Pick up the rock and ask:
What am I doing right? What am I not doing right? Asking Good Questions Fosters Team Development and EmpowermentAsking and Listening:
Creates an environment where employees feel valued, empowered, and motivated Taps into the collective potential of the workforce and drives positive change Helps team members develop critical thinking skills, increase their self-awareness, and identify areas for improvementAllows leaders to offer constructive feedback and guidance and nurture professional developmentMOβS FINAL THOUGHTS
By actively listening, we demonstrate respect for diverse perspectives and ideas, fostering a culture of inclusivity and collaboration. Listening allows us to tap into the collective wisdom of our team, unlocking innovative solutions and enhancing decision-making. We cultivate trust, boost engagement, and empower. Embrace the power of listening.
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Episode 57: Effective Listening for Leaders
Listening Builds Communication
Paul D. Hubbard was playing quarterback for Gallaudet University. As a leader, the way that you communicate with your team is as important. A leader needs to be able to communicate effectively.Listening well is a crucial aspect of effective communication for a leader.By actively listening:
A leader can understand their perspectives, concerns, and ideas.Allows the leader to respond appropriately and make informed decisions. Teams are more likely to trust and engage with their leader, fostering a positive and productive work environment.QUESTION 1: Are you listening to those perspectives, concerns, and ideas?
Active listening - write stuff down
Personal JournalLeadership JournalListening Builds Relationships
BOOK: How to Win Friends and Influence People, Dale Carnagie
When you take a genuine interest in people, and listen to them, you will not only endear yourself to them, you will also learn a whole heck of a lot about them.
Listening well helps a leader build strong relationships with their team members.
When leaders genuinely listen
It demonstrates respect, empathy, and support. It creates a sense of psychological safety, encouraging open dialogue and collaboration.Fosters a sense of belonging and loyalty among team members, which in turn boosts morale, productivity, and retention.Listening Builds Insight
Apollo 13 Movie - a great story about leadership, and what it means to work together.
Gene Kranz
He found the right peoplePut them in the right placesMade sure that everybody communicated and listened to one another. Deferred to others in that situation, all while maintaining strong leadershipA leader who listens well can tap into their team's collective intelligence.
By actively listening, a leader can harness this diversity and gain valuable insights that may lead to innovative solutions and better decision-making.
MOβs FINAL THOUGHTS
Learning how to listen well allows a leader to enhance their communication skills, build strong relationships with their team, and tap into the diverse insights of their employees. These benefits ultimately contribute to better decision-making, improved team dynamics, and increased overall effectiveness as a leader.
Amazon Book Links:
βHow to Win Friends and Influence Peopleβ, Dale Carnegie - https://amzn.to/3Eub5n7Special thanks to:
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Episode 56: Accountability in Leadership
BOOK: βGetting things doneβ, David Allen
Leadership accountability is crucial for the success and growth of a business.
Three reasons why accountability is important:
Organizational AlignmentEverybody is accountable for what happens within the company, no matter what level you are at. Leadership accountability ensures that everyone in the organization is aligned with the company's goals and objectives.
Alignment promotes:
collaboration, coordination, efficient decision-making, improves overall performance and successTrust and CredibilityBOOK: βFive Dysfunction of a Teamβ, Patrick Lencioni
Accountability builds trust and credibility among team members, peers, and superiors.
Trust is the foundation of effective teamwork and collaboration, and it fosters a supportive environment where individuals are more likely to take risks, be innovative, and contribute their best efforts.
Performance ImprovementLeaders who embrace accountability drive performance improvement within their teams and the organization as a whole.
Despite the importance of leadership accountability, many leaders struggle to maintain it due to several reasons:
Fear of Failure and Blame Lack of Clarity and CommunicationBOOK: βLeading Upβ, Michael Useem.
Inadequate Systems and ProcessesIf you are somebody in a program-driven sector, these systems and processes keep you on track and ensure that everybody has the same goals and vision in mind.Final Thoughts
Leaders should focus on fostering a culture of accountability by setting clear expectations, providing ongoing feedback, promoting open communication, and investing in systems and processes that facilitate tracking and evaluation. By embracing accountability, leaders can create a positive and high-performing work environment that drives success.
Amazon Book Links:
βGetting things doneβ, David Allen - https://amzn.to/42ifq61βFive Dysfunction of a Teamβ, Patrick Lencioni - https://amzn.to/3Zfr54sβLeading Upβ, Michael Useem - https://amzn.to/3IqCXJNSpecial thanks to:
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