Welcome to the Awesome Office Show, the podcast that’s all about leading people, creating culture, and inspiring Awesome for businesses of all shapes and sizes. Each week we talk to an inspiring leader leading and awesome company and learn what it takes to create a winning business and all-around Awesome Office. This is a behind the curtain look that you’re not going to find anywhere else. If you care about developing stellar cultures that provide lasting value for employees, customers, and shareholders, then this is the podcast for you. The Awesome Office Show is co-hosted by SnackNation CEO Sean Kelly and Hughes Marino's Sean Spear. Similar to Entreleadership, HBR Ideacast, Tim Ferriss, NPR's How I Built This, Smart Passive Income.
Welcome to the Awesome Office Show, the podcast that’s all about leading people, creating culture, and inspiring Awesome for businesses of all shapes and sizes. Each week we talk to an inspiring leader leading and awesome company and learn what it takes to create a winning business and all-around Awesome Office. This is a behind the curtain look that you’re not going to find anywhere else. If you care about developing stellar cultures that provide lasting value for employees, customers, and shareholders, then this is the podcast for you. The Awesome Office Show is co-hosted by SnackNation CEO Sean Kelly and Hughes Marino's Sean Spear. Similar to Entreleadership, HBR Ideacast, Tim Ferriss, NPR's How I Built This, Smart Passive Income.
© 2019 OwlTail All rights reserved. OwlTail only owns the podcast episode rankings. Copyright of underlying podcast content is owned by the publisher, not OwlTail. Audio is streamed directly from Sean Kelly and Sean Spear. Similar to Entreleadership, HBR Ideacast, Tim Ferriss. servers. Downloads goes directly to publisher.
Brand Builder brings you the people, stories, and lessons learned from the most innovative brands in the world. Presented by SnackNation. Hosted by Sean Kelly, Jordan Cohen, and Jeff Murphy. Similar to How I Built This, The Dave Ramsey Show, and Seeking Wisdom by Drift.
Rank #1: How to Unlock Your Full Leadership Potential, with bestselling author Ryan Holiday.
Building a brand isn’t just about the tactical and strategic. It’s also about the abstract and esoteric. Things like leadership, culture, personal development, even psychology - they all play a part, and they can all be difference-makers. That’s why we’re bringing you this live conversation with Ryan Holiday, a bestselling author, media strategist, and the former marketing director of American Apparel. Ryan has been in the trenches for years, building brands to unbelievable heights, and today is one of the most highly regarded marketing minds of his generation. His work has been translated into over 30 languages and has appeared everywhere from the New York Times to Fast Company. His books include Trust Me, I’m Lying, Conspiracy, The Obstacle Is the Way, and Ego Is the Enemy. In this interview, Ryan focuses on the lessons from the latter, laying out a framework for how Ego can undermine our goals and intentions, and providing strategies for overcoming it. Takeaways The difference between Confidence (a good thing) and Ego (a potentially harmful thing). Ryan explains how Ego can sabotage our goals, plus how to overcome it. Life as a continuous training. This simple mindset shift can help you become both happier and more productive. Focus on the work. Ryan breaks down why you must separate the work you do from external validation. Links RyanHoliday.net @RyanHoliday on Twitter Ryan on Facebook Buy Ryan's books Recommended Reading Ego is the Enemy by Ryan Holiday The Obstacle is the Way by Ryan Holiday Trust Me, I’m Lying by Ryan Holiday Growth Hacker Marketing by Ryan Holiday Sherman: Soldier, Realist, American by B.H. Liddell Hart Meditations by Marcus Aurelius Join our Exclusive Facebook Group! What's your biggest takeaway from the episode? Join our invite-only, private Facebook group just for Brand Builder Community members, where you can connect with fellow entrepreneurs and founders, crowdsource ideas, share best practices (or lessons learned), and get your most important questions answered. Join now! Facebook.com/groups/brandbuilderpod Brand Builder is a co-production of SnackNation and ForceBrands.
Rank #2: The Brand Builder Guide to Winning 2019.
Here’s a fact: when it comes to setting goals for the coming New Year, the odds are... you’re doing it wrong. The numbers don’t lie. 92% of people who set goals, never achieve them. In fact, only 45% of people even set them to begin with. So what separates the people who crush their goals from the rest? Turns out, it’s just a few simple adjustments to your strategy and mindset that make all the difference. Here to break down exactly what it takes to hit your 2019 goals is SnackNation CEO Sean Kelly. Sean isn’t just passionate about goal setting, he has been refining his goal setting strategy for more than a decade and a half. This is the Brand Builder Guide to Winning 2019. Brand Builder is a co-production of SnackNation and ForceBrands.
Are you a business person, entrepreneur, creative, marketing expert, media guru, social media nerd, or just interested in daily business bits?? No matter what, this is the right podcast for you. Tune in on weekdays for quality business insights from noteworthy professionals around the business world.
Rank #1: #58 | Profit, Power, Pursuit | Crafting the Right Team.
Profit, Power, Pursuit:https://itunes.apple.com/us/podcast/profit-power-pursuit-creativelive-podcast-tara-gentile/id1054027973?mt=2Laura Roeder:https://meetedgar.com/about/
Rank #2: #48 | The Tony Robbins Podcast | The Intricacies of Human Behavior.
The Tony Robbins Podcast:https://itunes.apple.com/us/podcast/the-tony-robbins-podcast/id1098413063?mt=2Jordan Harbinger:https://theartofcharm.com/jordan-harbinger/
Engaging Leader is a show that shares principles to communicate, engage, and lead with greater impact. This podcast helps you inspire trust, passion, and action.
Rank #1: 087: Talk Like TED: 3 Secrets to Radically Improve Your Presentations | with Carmine Gallo.
Ideas are the currency of the 21st century. You can have brilliant ideas—truly revolutionary ideas—but if you cannot persuade others to act, those ideas don’t matter. In 2006, the famous TED conference began streaming 18-minute presentations from the world’s top minds for free. Today TED talks are viewed more than two million times a day […] For additional content and links, visit http://www.EngagingLeader.com
Rank #2: 135: How to Lead Meetings That Get Results (and That People Want to Attend) | with Karin Hurt.
Horrible meetings are a cliché of the business world, and with good reason. Most meetings are a waste of time and don’t accomplish much, if anything. Everyone leaves frustrated that they could be doing something more productive with their time — and not only do your results suffer, so does your credibility as a leader. […] For additional content and links, visit http://www.EngagingLeader.com
The Dose of Leadership Podcast is the ultimate leadership resource of inspiring and educational interviews with relevant and motivating leaders; real-life leadership & influence experts who dedicate their lives to the pursuit of the truth, common sense, and courageous leadership. The podcast interviews leaders from all aspects of life; business leaders, entrepreneurs, authors, speakers, military heroes, faith based leaders—all are highlighted on the Dose of Leadership Podcast.
Rank #1: 146 – Tom Rath: Bestselling author of StrengthsFinder 2.0, Eat Move Sleep, Strengths Based Leadership, & How Full Is Your Bucket.
Tom Rath is an expert on the role of human behavior in business, health, and economics. He has been described by the media and business leaders as one of the greatest thinkers and non-fiction writers of his generation. [saf feature=”itunes” cta=”Subscribe & Listen in iTunes”] Tom has written five of the most influential books of the last decade. His first ... Read More
Rank #2: Patty McCord: Former Chief Talent Officer at Netflix.
Patty McCord brings the Silicon Valley concepts of fresh ideas and innovation and applies them to rethink the way we work. She challenges norms and invites us to reconsider the idea of “best practices.” From her many years working with companies that range from very large global tech companies to small very small innovative start-ups, Patty saw first-hand how companies ... Read More
Keap’s new podcast is back and better than ever! Join the hosts of Small Biz Buzz every week as they discuss what it takes to experience success in getting a small business off the ground. Starting a business can be daunting, but you don’t have to go it alone. Join Keap’s hosts and special guests for an open and real conversation about what it takes to achieve the business growth that will help your company gain a good reputation and establish a steady stream of customers. The show will feature experts that will share triumphs, failures, and lessons learned in their journey from struggling entrepreneurs to successful business owners. This podcast is dedicated to the brave, passionate professionals leading the charge for small business success everywhere in the world. Tune in every week wherever you listen to podcasts.
Rank #1: 049 - Marcus Lemonis - Overcoming Broken Thought Processes.
Marcus Lemonis, star of The Profit, joins us to talk about how he helps struggling small businesses. In this episode we cover how to move past your broken thought processes, become the conductor of your business, and how focusing on the fundamentals of people, process and product keeps you on track to be successful.
Rank #2: 059 - Ask the Expert - How to Delegate and Get More Done.
Author, business coach, and Entreleadership speaker Christy Wright returns to follow up on smartly managing your time. And a big part of using your time successfully in your business? Delegation. This means letting go and letting someone else do some of the work for you. Christy also suggests scheduling your time, and specifying what each block of time is for. Check out Christy’s new book, Business Boutique. Grow your business with purpose with our 2017 Strategic Planning Kit. Check out this and other episodes at smallbusinesssuccess.com
Hosted by Alex Judd, the EntreLeadership Podcast features lively discussions and tips on leadership and business by some of the top minds in the business, like Mark Cuban, Seth Godin, Jim Collins and Simon Sinek. More at www.EntreLeadership.com.
Rank #1: #352: Setting the Standard with Jocko Willink.
As a former Navy SEAL, Jocko Willink knows a thing or two about beating impossible odds and working tirelessly to do so. Perhaps that’s why, even now as a civilian, Jocko sees tremendous value in pushing himself personally and professionally—and tracking his progress every step of the way. Tune in to hear the bestselling author and leadership coach explain why performance standards are an invaluable tool for self-evaluation—and sometimes a much-needed reminder to step up your game. entreleadership.com/podcast USMC Fitness Report Jocko Podcast Extreme Ownership by Jocko Willink Echelon Front website Leadership Strategy and Tactics by Jocko Willink Review this episode for a chance to win a $25 Amazon gift card Want expert help with your business question? Call 844-944-1070 and leave a message or send an email to firstname.lastname@example.org. You could be featured on a future podcast episode!
Rank #2: #302: Atomic Habits with James Clear.
If you tend to blame yourself for your bad habits, New York Times best-selling author James Clear says you’re wasting your time. Not only does such behavior create feelings of guilt—which, by the way, are pretty counterproductive—but it also does nothing to get you any closer to achieving your goals. Tune in to hear James explain the real cause of bad habits (translation: You’re off the hook!), as well as some super easy strategies to help you break them and replace them with good ones. We think you’ll be amazed at how even the tiniest change can lead to really remarkable results. entreleadership.com/podcast Buy the book and get free bonuses: Atomic Habits Download a chapter of Atomic Habits 7-Day Plan to Triple Your Productivity Free worksheet from Belay Solutions: Things to Delegate to Save 15 Hours This Week Want expert help with your business question? Call 844-944-1070 and leave a message or send an email to email@example.com. You could be featured on a future podcast episode!
Kevin Kruse interviews top leadership experts and business executives to help you accelerate your career and reach your full potential.
Rank #1: Be Resourceful And Get The Training You Need with Arbonne CEO Kay Zanotti.
Kay Zanotti has held senior leadership positions at Procter & Gamble, McDonalds, and is now the CEO of Arbonne, a provider of pure, botanically based health and beauty products. Since taking over as CEO, she navigated the company out of bankruptcy to fantastic growth, and today’s it’s a 600 million dollar business in 7 countries. Resources: * http://www.arbonne.com/ – Website Sponsored by: * LEADx.org – subscribe to become 1% better every single day Subscribe on iTunes to join our Ambassadors Club: Please click here to subscribe on iTunes, and leave a quick rating. Nothing matters more for bringing the podcast to the attention of others. After you subscribe and leave a review, send an email to info at leadx dot org to let us know, and we’ll invite you into the private LEADx Ambassadors Group on Facebook. Group members are eligible for ridiculously good prizes each month, have special access to me and LEADx guests, discounts on live events, and of course it’s a great forum for peer-learning and support. Share: And, by all means, if you know someone you think would benefit, please spread the word by using the share buttons below. — What is LEADx and The LEADx Show with Kevin Kruse? Imagine if you could have the world’s best executive coaches and leadership mentors whispering into your ear every morning on your way to work. Every weekday, there will be a new episode of The LEADx Leadership Show with an interview from a different thought leadership or business expert. Many of these guests are thought leaders, famous authors or high-profile CEOs from innovative startup companies. Others are creatives, artists, entrepreneurs or corporate career leaders. They have all achieved extreme success and they are willing to share practical advice on how to advance your career and develop your leadership and management skills by offering daily career tips on time management, productivity, marketing, personal branding, communication, sales, leadership, team building, talent management and other personal development and career development topics. There will be a new episode waiting for you every day just in time for your morning commute, morning treadmill session or whatever else it is you do to start your day. LEADx isn’t just the name of this new podcast, it’s the name of a digital media and online learning company that is re-imagining professional development for millennials and career driven professionals looking to break into manager roles or excel in current leadership and management roles. If you’re looking for management training or professional development that is delivered in a fun and engaging way, sign up for our daily newsletter at LEADx.org. It’s packed with life hacks, daily career tips and leadership challenges that will turn you into a high potential leader in no time. What does LEADx stand for? We are exploring leadership. We are about NEXT GENERATION leadership. We believe that professional training and workplace education has not kept up with advances in digital media. Today’s emerging leaders and management professionals just don’t find 5 day workshops or eLearning modules to be very compelling. Today’s talent is mobile and social. LEADx wants to help those that want to make an impact. Leadership is not a choice. You don’t need a title to lead. You’re a leader whether you want to be or not. Leadership is about influence. We want to help those who want to be great leaders. Great leaders at work, at home and in the neighborhood. We want to help others who just want more from life and who want to achieve their full potentia...
Rank #2: Ten Things You Can Do Today To Wow Tomorrow | Frances Cole Jones.
Frances Cole Jones is the author of How to Wow: Proven Strategies for Selling Your (Brilliant) Self in any Situation and The Wow Factor: The 33 Things You Must (and Must Not) Do to Guarantee Your Edge in Today’s Business World. Her blog was voted one of the top 100 websites for women by Forbes. Frances appears frequently on ABC and Fox News, is a body language expert for The Insider, a business etiquette expert for Demand Media’s eHow video series, and a job interview expert for About.com. Sponsored by: * LEADx.org – subscribe to become 1% better every single day Subscribe on iTunes to join our VIP Club: Please click here to subscribe on iTunes, and leave a quick rating. Nothing matters more for bringing the podcast to the attention of others. After you subscribe and leave a review, send an email to info at leadx dot org to let us know, and we’ll invite you into the private LEADx VIP Group on Facebook. Group members are eligible for ridiculously good prizes each month, have special access to me and LEADx guests, discounts on live events, and of course it’s a great forum for peer-learning and support. Share: And, by all means, if you know someone you think would benefit, please spread the word by using the share buttons below. — What is LEADx and The LEADx Show with Kevin Kruse? Imagine if you could have the world’s best executive coaches and leadership mentors whispering into your ear every morning on your way to work. Every Monday, there will be a new episode of The LEADx Leadership Show with an interview from a different thought leadership or business expert. Many of these guests are thought leaders, famous authors or high-profile CEOs from innovative startup companies. Others are creatives, artists, entrepreneurs or corporate career leaders. They have all achieved extreme success and they are willing to share practical advice on how to advance your career and develop your leadership and management skills by offering daily career tips on time management, productivity, marketing, personal branding, communication, sales, leadership, team building, talent management and other personal development and career development topics. There will be a new episode waiting for you just in time for your morning commute, morning treadmill session or whatever else it is you do to start your day. LEADx isn’t just the name of this new podcast, it’s the name of a digital media and online learning company that is re-imagining professional development for millennials and career driven professionals looking to break into manager roles or excel in current leadership and management roles. If you’re looking for management training or professional development that is delivered in a fun and engaging way, sign up for our daily newsletter at LEADx.org. It’s packed with life hacks, daily career tips and leadership challenges that will turn you into a high potential leader in no time. What does LEADx stand for? We are exploring leadership. We are about NEXT GENERATION leadership. We believe that professional training and workplace education has not kept up with advances in digital media. Today’s emerging leaders and management professionals just don’t find 5 day workshops or eLearning modules to be very compelling. Today’s talent is mobile and social. LEADx wants to help those that want to make an impact. Leadership is not a choice. You don’t need a title to lead. You’re a leader whether you want to be or not. Leadership is about influence. We want to help those who want to be great leaders. Great leaders at work, at home and in the neighborhood. We want to help others who just want more from life and who want to achi...
William & Mary’s rich history of educating leaders continues at the Center for Corporate Education (CCE) where today’s business leaders learn how to tackle tough business challenges. Whether you are an established executive or an emerging professional, the CCE is committed to providing you with quality education that offers fresh ideas and new professional skills to give you and your organization a competitive advantage. Our weekly podcast highlights the latest and best thinking from corporate executives, entrepreneurs, consultants, and thought leaders from around the world. Our guests share the strategies, tactics and keen insights to make you a more effective leader, communicator, and professional. Find us at wmleadership.com.
Rank #1: 54 Bob Williams - Pillars of Leadership.
For some professionals, the ultimate goal is to serve as a leader that makes an impact on the world, customers, and people within their company. Recent graduates of the Flex MBA program at the Raymond A. Mason School of Business at William & Mary heard from Bob Williams, a clinical lecturer at the school. He teaches leadership and we sat down with him to talk about what it means to be a leader today. Learn how the William and Mary Center for Corporate Education can help you and your organization develop your top talent through customized executive education and professional development programs. Visit us at www.wmleadership.com. Thank you for listening.
Rank #2: 27 Bob Williams - Leading vs. Managing.
Successful organizations need both leaders and managers. The skill sets of each of these roles varies greatly, and each one requires a different type of person. Bob Williams has had a long career in leadership positions, and now teaches leadership and management to corporate clients and business students alike. Listen in to learn the characteristics of leaders and managers and why both are important to organizations. Learn how the William and Mary Center for Corporate Education can help you and your organization develop your top talent through customized executive education and professional development programs. Visit us at www.wmleadership.com. Thank you for listening.
At first listen, it may not sound like they are talking business, but there is no denying the Nice Guys (Doug Sandler and Strickland Bonner) know their audience. If you are an entrepreneur and tired of hearing the same old rah rah static babble on all the other business podcasts out there, it's time for a breath of fresh air. Listen in, subscribe, or join the Nice Guy Community and become a Funk'nFan of the show. Relationships, honesty, trust and integrity build business today and that's what the Nice Guys are all about. Top industry experts interviewed, behind the scenes. Sometimes raw, sometimes explicit, always fun and informative. Looking for canned questions, short format and conversations in a box....this podcast ain't for you.acquisition and retention, setting up systems, and so much more. If you are an entrepreneur, opening a small business, or already running a small business, The Nice Guys on Business can help you do better. You don't have to be a jerk to run a successful business. Let The Nice Guys teach you how.
Rank #1: 757 Everyone Knows iPhones are Better than Androids .
Everyone Knows iPhones are Better than Androids Show notes by show producer/podcastologist: One of the Taylor Sisters Nice Sponsors: To get a free chapter of Dale Halaway's book Being Called to Called Change go to Http://www.Beingcalledtochange.com Or text the word CHANGE to 619-432-4321 Click here to buy the whole book or find out more about Dale at www.DaleHalaway.com Reach The Nice Guys Here: Doug- @DJDoug Strickland- @NiceGuyonBiz Nice Links: Subscribe to the Podcast Niceguysonbusiness.com TurnkeyPodcast.com - You're the expert. Your podcast will prove it. Podcast Production, Concept to Launch Book Doug and/or Strick as a speaker at your upcoming event. Amazon #1 Best selling book Nice Guys Finish First. Doug's Business Building Bootcamp (10 Module Course) Nice Survey: Take our short survey so The Nice Guys know what you like. Partner Links: Amazon.com: Click before buying anything. Help support the podcast. Acuity Scheduling: Stop wasting time going back and forth scheduling appointments Promise Statement: To provide an experience that is entertaining and adds value to your life. Never underestimate the Power of Nice.
Rank #2: 639: D&S Invite 2 Nice Girls to Join Them.
JJ Flizanes and Jennie Bellinger joined us and learned the nice guys safe word. Show notes by show producer/podcastologist: Danielle Taylor Reach The Nice Guys Here: Doug- @DJDoug Strickland- @NiceGuyonBiz Nice Guys Sponsor: Interview Valet is the best podcast booking service. They are the leader in Podcast Interview Marketing to help you easily turn listeners into leads. Nice Guys Links Support the podcast at www.Patreon.com/NiceGuys Subscribe to the Podcast Niceguysonbusiness.comTurnkeyPodcast.com - You're the expert. Your podcast will prove it. Podcast Production, Concept to Launch Book Doug and/or Strick as a speaker at your upcoming event. Amazon #1 Best selling book Nice Guys Finish First. Doug's Business Building Bootcamp (10 Module Course) Survey: Take our short survey so The Nice Guys know what you like. Partner Links: Amazon.com: Click before buying anything. Help support the podcast. Interview Valet: Get interviewed on top podcasts and share your message. Acuity Scheduling: Stop wasting time going back and forth scheduling appointments Social Quant - Boost your Twitter following the right way. Targeted reach Promise Statement: To provide an experience that is entertaining and adds value to your life. Never underestimate the Power of Nice.
Work can be frustrating. How can you get along with that maddening coworker? Figure out what your unapproachable boss really wants? Motivate your demoralized team? "Dear HBR:" is here to help. With empathy, experience, and humor, veteran Harvard Business Review editors and co-hosts Alison Beard and Dan McGinn explore solutions to your workplace dilemmas. Bolstered by insights from guests and academic research, they help you navigate thorny situations to find a better way forward.
Rank #1: Difficult People.
Do you work with a jerk? Dan and Alison answer your questions with the help of Stanford management professor Bob Sutton, an expert in dealing with difficult co-workers. They talk through what to do when your colleague is a bully, when your boss never takes the blame, and when your direct report gets on everyone’s bad side — but still brings in the money. Send in your questions about workplace dilemmas by emailing Dan and Alison at firstname.lastname@example.org. From Alison and Dan’s reading list: HBR: An Antidote to Incivility by Christine Porath — “If you’ve dealt with a rude colleague, you probably know how hard it can be to get over it. Perhaps no feeling is more difficult to overcome than a sense of injustice. Neuroscientists have shown that memories attached to strong emotions are easier to access and more likely to be replayed, and ruminating on an incident prevents you from putting it behind you. This can cause greater insecurity, lower self-esteem, and a heightened sense of helplessness.” HBR: How to Help Someone Develop Emotional Intelligence by Annie McKee — “If one of these socially awkward or downright nasty people works directly for you, it is indeed your job to do something. They ruin work teams and destroy productivity, not to mention morale. They’re little time bombs that go off when you least expect it — sucking up your time and draining everyone’s energy. They need to change, or they need to leave.” HBR: Make Your Enemies Your Allies by Brian Uzzi and Shannon Dunlap — “Because rivalries can be so destructive, it’s not enough to simply ignore, sidestep, or attempt to contain them. Instead, effective leaders turn rivals into collaborators—strengthening their positions, their networks, and their careers in the process. Think of these relationships not as chronic illnesses you have to endure but as wounds that must be treated in order for you to lead a healthy work life.” Book: The Asshole Survival Guide by Bob Sutton — “A study by Professor Pamela Lutgen-Sandvik found that when bullied employees banded together to fight back, authorities punished 58% of the abusers and none of the bullied employees were fired. But when employees battled alone, only 27% of the bullies were punished and 20% of the bullied employees were fired.”
Rank #2: Heavy Workloads.
Do you or your team have way too much to do? Dan and Alison answer your questions with the help of Amy Jen Su, an executive coach and the author of The Leader You Want to Be. They talk through what to do when you’re struggling to get things done at a new job, a coworker is stressed about their work, or you and your team disagree about whether they’re overworked. From Alison and Dan’s reading list: HBR: Make Time for the Work That Matters by Julian Birkinshaw and Jordan Cohen— “More hours in the day. It’s one thing everyone wants, and yet it’s impossible to attain. But what if you could free up significant time—maybe as much as 20% of your workday—to focus on the responsibilities that really matter?” Book: The Leader You Want to Be: Five Essential Principles for Bringing Out Your Best Self—Every Day by Amy Jen Su — “Many of us face the constant quandary of wanting to do more, advance and complete our initiatives, expand our impact in new and exciting ways, and be the best versions of ourselves we can be. But we’re all limited by the finite hours in any given day. Our challenge is figuring out how to get everything done within that set framework—and without sacrificing too many of the things that make life meaningful outside work, such as time with family and friends, personal interests, and exercise.” HBR: What to Do If Your Team Is Too Busy to Take On New Work by Dutta Satadip — “A perennial management challenge is figuring out how to minimize the amount of time employees spend on low-value tasks — the repetitive, transactional tasks that have to get done, but often seem to take up an inordinate amount of time. It’s not possible to eliminate all transactional tasks, but by diving into the details of existing processes, leaders can challenge the status quo and help simplify processes that reduce these tasks.” HBR: How to Tell Your Boss You Have Too Much Work by Rebecca Knight — “These days it seems like most people have too much on their plate. Everyone complains about feeling overworked. So how do you tell your boss you simply have too much to do? No one wants to come across as lazy, uncommitted, or not a team player. How can you protect your image as a hard worker while saying uncle?”
We are obsessed with helping you grow to your maximum potential and to maximize the impact of your leadership. Each month, we will produce four episodes to help you grow and develop as a leader. Twice a month you will hear personal leadership lessons from our Founder, Doug Smith. The other two episodes will be interviews with high-level leaders. Our hope is that you will not only learn great leadership lessons but that you will catch great leadership from the lives of the leaders and lessons we expose you to.
Rank #1: Jeff Henderson on How to Become Raving Fans of Your Customers.
In this episode of the podcast, you will hear our interview with Jeff Henderson. You will hear us discuss Jeff's new book, "Know What You're FOR: A Growth Strategy for Work, An Even Better Strategy for Life".To download the show notes or to see a transcript, go to http://www.l3leadership.org/episode233.About Jeff Henderson: Jeff Henderson believes in the power of words. As an entrepreneur, speaker, pastor and business leader, Jeff is a master communicator at his core. He has witnessed firsthand the capacity for language to dictate vision and for vision to transform the cultures of companies and organizations worldwide. Recently named by Forbes Magazine as one of twenty speakers you shouldn’t miss, Jeff has helped lead three of North Point Ministries’ churches in the Atlanta, GA area since 2003. As a much sought after thought-leader, Jeff knows the value of effective communication to spur growth and believes it is the key to impact change in one’s life ultimately.Jeff has seen this outlook pays dividends in both the nonprofit and for-profit worlds. Prior to serving as a pastor, Jeff worked in marketing with the Atlanta Braves, Callaway Gardens, Lake Lanier Islands and Chick-fil-A, Inc., where he led the company’s sports marketing and regional marketing efforts. Jeff understands what it takes to build something from the ground up having founded several organizations including Champion Tribes, Preaching Rocket, MNTR (fka Launch Youniversity) and The For Company which helps churches and businesses grow by using the FOR strategy. Whether established or emerging, Jeff has a heart for developing leadership.Fueled by the passion to see individuals and businesses thrive, Jeff has become a trusted voice for those who want to see true success in themselves and their sphere of influence. Jeff has a way of inspiring people to reach their maximum potential while understanding that it will not only positively impact one’s company and organization but also establish a legacy of healthy growth.Subscribe to our podcast on iTunes: https://itunes.apple.com/us/podcast/l3-leadership-podcast-leadership-entrepreneurship-business/id495751888?mt=2 Listen on Spotify: https://open.spotify.com/show/3CBHbRL6rJtSXwpKBaamNo?si=8ZllK41EQnaKHcqNkNUj5wListen on Overcast: https://overcast.fm/itunes495751888/l3-leadership-podcastListen on Tunein: http://tun.in/piVUO Subscribe to our podcast on Stitcher: https://www.stitcher.com/podcast/learning-to-lead-podcast Subscribe on Google Play: https://play.google.com/music/listen?u=0#/ps/Iehhmsctsgmvmoyvhxsv6yfzoiu https://play.google.com/music/listen?u=0#/ps/Iehhmsctsgmvmoyvhxsv6yfzoiu Our Vision: L3 Leadership exists to build and develop a community of leaders that grow to their maximum potential, develop the courage to pursue their dreams, and to become great leaders in their families, communities, cities, nations, and their world. If you have an idea for a future podcast you would like to hear or a leader you would like me to interview, e-mail me at email@example.com.Support the show (https://www.patreon.com/l3leadership)
Rank #2: Thoughts on Leadership, Ministry, Writing, Speaking and Peacemaking | Interview with Danielle Strickland .
In this episode, you'll hear our interview with Danielle Strickland. You'll hear Danielle talk about entrepreneurship, what her spiritual walk with God looks like, tips on speaking and writing, her advice on peacemaking, and we also take Danielle through the lightning round! To download the show notes or to see a transcript, go to http://www.l3leadership.org/episode229.About Danielle Strickland:Danielle Strickland is currently based in Toronto, Canada. Her aggressive compassion has served people firsthand in countries all over the world. From establishing Justice Departments for The Salvation Army to launching Global anti-trafficking initiatives, to creating new movements to mobilize people towards transformational living. Danielle trains, advocates, and inspires people to live differently.Danielle is the author of 5 books with her most recent being The Ultimate Exodus: Finding Freedom From What Enslaves You and The Zombie Gospel: The Walking Dead and What it means to be Human. She is the host of DJStrickland Podcast, Co-founder of Infinitum, Amplify Peace, Brave Global, and Women Speakers Collective. Danielle is a mom of 3, wife to @stephencourt and has been affectionately called the "ambassador of fun".Subscribe to our podcast on iTunes: https://itunes.apple.com/us/podcast/l3-leadership-podcast-leadership-entrepreneurship-business/id495751888?mt=2 Listen on Spotify: https://open.spotify.com/show/3CBHbRL6rJtSXwpKBaamNo?si=8ZllK41EQnaKHcqNkNUj5wListen on Overcast: https://overcast.fm/itunes495751888/l3-leadership-podcastListen on Tunein: http://tun.in/piVUO Subscribe to our podcast on Stitcher: https://www.stitcher.com/podcast/learning-to-lead-podcast Subscribe on Google Play: https://play.google.com/music/listen?u=0#/ps/Iehhmsctsgmvmoyvhxsv6yfzoiu https://play.google.com/music/listen?u=0#/ps/Iehhmsctsgmvmoyvhxsv6yfzoiu Our Vision: L3 Leadership exists to build and develop a community of leaders that grow to their maximum potential, develop the courage to pursue their dreams, and to become great leaders in their families, communities, cities, nations, and their world. If you have an idea for a future podcast you would like to hear or a leader you would like me to interview, e-mail me at firstname.lastname@example.org.Support the show (https://www.patreon.com/l3leadership)
Would you like your business — and your life — to be a lot more fun, a lot less stressful, and a lot more profitable? Do you want to sell more, lead better, be more influential, and live a life of significance? In this show, based around the Five Laws of Stratospheric Success from the international bestseller, “The Go-Giver”, you'll learn how to naturally create a life of joy and prosperity. Your host, Bob Burg, coauthor of “The Go-Giver” will share his insights and interview notables including today’s top entrepreneurs, business and thought leaders.
Rank #1: 109 Attention Revolution - Neen James.
Attention, Relationships, Business, Time, Priorities Summary Attention … we all need it. And so do those in our lives, both personally and professionally. We’ll look at that in our Thought of the Day. And in our interview segment: Neen James has begun an “Attention Revolution” and she’ll show us not only why that’s so important but how to begin with ourselves and dramatically increase our effectiveness. That and more on today's show. Bob's Thought of the Day We’ll explore: The fact that people crave attention at all ages and levels of success. The value of asking the right questions, according to one customer experience specialist. Why the person who sweats the small stuff gets the business. Interview with Neen James You’ll discover: What an “Attention Revolution” is, and why Neen is starting one. Neen’s personal mission to create an attention-surplus economy. Why you should manage your attention instead of your time. The relationship between intention and attention. Some of the costs of not paying attention. How High Point University President, Dr. Nido Quebein, is a role model for intentional attention. A very valuable lesson that Neen learned from little five-year-old Donovan, her neighbor. Three ways to pay attention. The value of taking fifteen minutes every day prioritizing your priorities. Why multitasking is a no-no. Linda, who utilized attention to create an immensely valuable customer experience. Click to Tweet Time is going to happen, but #attention is a choice. @NeenJames My personal mission is to dismantle our attention-deficit society and create an attention-surplus economy. @NeenJames #attention Intention is what makes #attention valuable. @NeenJames Interview Links NeenJames.comAttention Pays: How to Drive Profitability, Productivity, and Accountability by Neen JamesFolding Time: How to Achieve Twice as Much in Half the Time by Neen JamesNeen’s blogConnect with Neen on LinkedIn Connect with Neen on Facebook Follow Neen on Instagram Follow Neen on TwitterNeen’s YouTube channel Resources Order The Go-Giver Influencer Sell The Go-Giver Way Audio Program GoGiverSalesAcademy.com The Go-Giver Leader TheGoGiver.com GoGiverSpeaker.com Burg.com How to Post a Review
Rank #2: 003 The Road to Authentic Excellence - Dondi Scumaci.
Excellence, Leadership, Influence, Interview with Dondi Scumaci In this episode, Bob looks at the importance of bringing excellence to everything we do. He then interviews international keynote speaker and leadership & influence authority, Dondi Scumaci. The very embodiment of excellence, she shares some fantastic insights — and an inspiring story — on this topic. Show links: http://dondiscumaci.com/ https://www.facebook.com/DondiScumaciDSI https://twitter.com/dondiscumaci www.GoGiverSpeaker.com www.TheGoGiver.com www.TheSalesBlog.com email@example.com www.TheGoGiver.com/reviews
Lead Through Strengths with Lisa Cummings: leading teams & building work culture with Clifton StrengthsFinder & natural talents. The "Lead Through Strengths" podcast was created for you if you're ready to stop taking the "path of most resistance" at work. Current episodes are educational snippets from Q&A with our corporate teams. They're usually questions we get in our StrengthsFinder corporate training sessions. As of December, 2018, over 20 Million people have taken the CliftonStrengths assessment. It sounds silly, yet it happens all the time when people get focused on fixing their weaknesses. It doesn't have to be so hard. Stop focusing on what's broken about you. Lisa Cummings, the host, is a Gallup Certified Strengths Performance Coach, so she brings you a wealth of corporate wisdom, combined with Gallup research.You'll learn how to find your strengths and put them to work. If you manage a team, you'll hear ideas for leading your so your colleagues can come to work feeling more energized and engaged.If you're ready to get your career mojo back, Lisa Cummings delivers it with straight talk and a fun-loving approach. We publish by season. Season 1: Career Q&ASeason 2: Strengths InterviewsSeason 3: StrengthsFinder Q&A (also known as CliftonStrengths assessment) Season 4: Team Building 12 Week Strengths ChallengeSeason 5: One StrengthsFinder Talent Theme Per Week: Career Branding Adjectives for your personal brand, red flag situations for that talent theme, and action items to put that talent to useThere's a lot of confusion about the name of the assessment because it is difficult to spell (or put the singular/plural in the right spot), and it has changed names. All of these are the same survey tool: StrengthsFinder 2.0, StrengthsFinders, StrengthFinders, StrengthFinder, StrengthsFinder, Clifton Strengths, CliftonStrengths, Clifton StrengthsFinder.Despite the difficulty with the word, the content all points to Strengths Based Development and leadership using StrengthsFinder with your team. In addition: here are some hot topic areas covered by audience questions so far:Getting promoted; discovering your strengths; differentiating yourself; coaching and feedback;marketing, branding, and promoting yourself; getting unstuck; developing your direct reports;noticing what works on your team;connecting and networking; personal leadership; politics and perceptions at the office; getting viewed as an A player; building trust and influence at work or in your industry; being a people-leader that you want to be, even when you're short on time;how to get your creative mojo back; understanding how your EQ (emotional intelligence) is more important than your IQ at work; stuff you didn't learn in business school that's hurting your career; getting unstuck and un-trapped; and being a better leader
Rank #1: Build Extraordinary Relationships Through Strengths with Jason Treu.
This Episode’s Focus On Strengths Jason Treu joined me to chat about using your natural talents to build better relationships at work. He gives lots of ideas for building real connections. What You’ll Learn Jason reminds us that business is not the only thing about your life. And he translates it into asking simple questions like, “what do you have planned for this weekend?” Those questions can build rapport very quickly. It’s about being human. And getting beyond conversations about spreadsheets. And he shares ideas on: Tapping into emotions (don’t worry, you don’t have to be a walking Hallmark card). Rapport, likability, and trust – getting beyond the surface in small talk so you can get to know a person. Being magnetic and irresistible, even when you feel awkward or quiet. Listening. I mean listening actively. And not thinking about your next topic while your conversation partner is still talking. Spreading the contagion of high fives. Allowing vulnerable moments. Stop trying to be perfectly perfect. Build on people’s ideas with a “yes, and” philosophy. Learn how to lead through a person’s strengths to be a better manager. Why you should consider offering the gift of a book (and Jason did this for me–what a delightful surprise to receive a book as a gift). Jason, if you’re reading this, I’m digging right in to Give and Take. Thank you for walking your talk! Resource of the Episode Check out Jason’s book Social Wealth when you’re ready to go deeper on these topics. Subscribe To subscribe and review, here are your links for listening in iTunes and Stitcher radio. Subscribing is a great way to never miss an episode – let the app notify you each week when the latest question gets published. You can also stream any episode live on the website. Just click through the title you like and there will be a player waiting for you on each page. See you there! Episode URL http://pinchyourselfcareers.com/build-extraordinary-relationships-through-your-strengths-with-jason-treu/ Read the full Conversation: Lisa Cummings: Today you'll get some ideas on how to make career transitions and how to increase your success through the relationships you nurture and you'll get to do all of this with Jason Treu. So Jason is the author of a book called Social Wealth, and just like the title implies, the wealth part, it's not about the blinky kind of currency, it's about building extraordinary relationships and that's why it's social wealth. So Jason, thanks for joining. Jason Treu: It will. Thanks for having me on. Lisa, in speaking to your fantastic tribe. Lisa Cummings: They are fantastic and as you know, these fantastic people are all about exploring their strengths, how to find them, leverage them, and what it's like. What's your life is like when you do that. So let's give him just a little glimpse of your life before getting into your expertise. So think about your life and a peak experience or a peak moment where you can think about when you were in your relationship flow and can you tell us about what that was like for you? Jason Treu: Well, before I found the job that I have now been in business and executive coach, I was working as a marketing executive and I noticed that when I was on the road and doing roadshows with my usually my CEO of the company, I was with, you know, I'd be on fire. I would just be so passionate because I'd be speaking to different people. We'd be evangelists to whether it's financial analysts or media or customers or whatever it is. And I just be loving it. And you're right. And that was when I was in my peak because connecting and belonging are my core emotions, are my top emotions. And so having that ability to connect and feel that belonging and be passionate about speaking and evangelizing with something that I really got me excited in my life. Lisa Cummings: And I love that. You know, that the connecting and belonging matters for you. How did you find those values and how have you come to that to determine that those matter that much to you? Jason Treu: Well, one of the things is finding your purpose, so people typically mixed up a mission statement with a purpose because they say to themselves, well, my purpose is to help entrepreneurs or help you know my clients do better work, or whatever it is, but that's something external to you and everything external to you will let you down. So if you have your purpose outside of yourself, what happens with people as they go through some precipitative crashes in their life? Because eventually when that purpose lets you down, whether it's something you've unconsciously made or consciously, you really go through some significant trauma. But if your purpose is inside you, you don't. And when you attach it to emotion and your top emotions and figure that out, life really opens up for you. And how you really do that as an exercise. You know, you go back and recall your earliest happiest memories in your life. And from those you can extract your emotions that are in each of those memories. And then ask yourself what emotion would you rather feel and you can really uncover that. And what's really great about that is that although as you age, you will want your different experiences will be different. The structure and form of bad emotions will not. And so then when you can say to yourself, am I living my emotion? Am I living my purpose? And that's a little bit more than that, but that's really an easy way of taking a look at it for someone. So to see what they're doing. Because the problem for me in my job before was I was great when I was connecting and belonging, but I was, as I was going up the corporate ladder, I was sitting in my office more and more about myself and I was dissatisfied more and more so I realized at some point I connected the dots and realize well I'm better with people and I need to be with people all the time and not just part of the time. Lisa Cummings: Yeah, and your hitting on a topic and getting into things like emotion. I love that you brought that up straight away here because a lot of people shy away from that and the corporate space and they're afraid to talk about it or use that word and I think that one thing that's important as, hey, there are a lot of emotions that go well beyond the hallmark kind of emotions. I mean you might go through that exercise and recount all of the times where you just felt jubilant because you were riding your bike faster than anyone else on your street or because you won a track meet or something like that and you can start tracing back those. And those are emotions too. So that's cool to hear that terminology in this context because a lot of people shy away from it. Jason Treu: Yeah. And I think the great thing about it, I have a client of mine who's a CEO of a large company here in Dallas and he is extremely unemotional. His father was in the police force in Boston area and you know, they never showed emotion and I went through exercises like that earlier on with him and you know, probably like a month ago and then I working with about three months. He's like, I got to tell you a story, and I'm like, okay. And he was like, he told me he dropped off his daughter at summer camp and as he drove away, he cried for the first time in 25 years. Oh Wow. And he felt so good. And the ability, he said, the ability for him to actually open up to people, be more vulnerable, be authentic speak his truth and be generous, has transformed his ability to lead, manage and actually run his entire organization, which is a very large company. And I thought that, you know, that's a really critical thing because when you're not in touch with your emotions, you don't understand what drives you, you really become lost because you can't connect to other people. People don't buy facts and figures. They buy emotions and buying could mean anything, any part of the organization, right? It's everyone's selling something right and idea of thought or to a client partner or supplier, etc. Lisa Cummings: Yeah, and let's talk about that part where you get into the other. So building relationships, it's great if you can feel your own emotions and also watch what other people are feeling because it's going to inform you about how your connection. So okay. One of your key principles I've heard you talk about is that your career potential, your success happens because of your relationships with other people. So give us a tip on making the brand-new connections and not feeling awkward about it. Jason Treu: Right? So the building blocks of any relationships are rapport, likability, and trust and how you build a relationship quickly or you can take an existing relationship significantly farther is on the rapport side. You have to start tapping into people's emotions because emotions are what runs people. That's why they do everything that they do. So I find that people ask questions to other people that are just surface level questions. You know, where do you work, what are you doing or how's your weekend? And that's fine, but if you never get any farther than surface level, you will never really get to know a person and that's going to hurt you in your career because people make promotion decisions, they give you money, they do everything because they like you. And the more passionate they feel about you, the more they're going to advocate for you in anything that they do. Jason Treu: So in an easy way to ask this, I've done this to strangers all the time, is I ask people, what are you passionate about? What projects are you working on that you're passionate about? And in fact, I did that a month ago to a woman. I was at a charity event and I asked her, you know, what's, what are you passionate about? And she told me she's passionate about, you know, cancer, charity events. And I was like, well gee, that's awesome. I am too. And my mom had leukemia and I told the story about how she almost died and etc. And you know, this woman just lit up. She didn't. She told me a story about her sister having breast cancer and literally in a couple of minutes later she was crying and I'm sitting there and I gave her a hug and she introduced me to her friends like, this is the greatest guy you got to meet him, and so we carried on a conversation and all that. Jason Treu: My conversation between me and her was less than 10 minutes. Right? And then I created an emotional connection at that point that I could have done anything else. And in top of that, what you do then is you ask a person, well, what do you need any help with that? Are you having any challenges around that passion in your life? And then you can actually help people with the things they actually care about the most. And if you can do that, people will do anything for you, right? Because one, if you lead with giving, people know that you don't have a scorecard and the only people that don't have score cards with them are people in their inner circle. The closest people to them. And also there's a thing called the law of reciprocity. Meaning, people don't like to get things too far out of whack typically, so when someone gives the other person many times will at least give back in match that in that relationship and get back to even. So either way you can get pretty far and take relationships pretty quickly or take existing ones and really move them forward quickly. Lisa Cummings: Yeah. So okay. There's a situation that I keep hearing happening with the audience and they will buy what you're saying and when it comes to their peers and where they get tripped up is with exec senior executives that they want to build a relationship with, but for some reason the hierarchy gets this thing all out of whack for them. So let's say because you mentioned promotional opportunity in there, so that’s what prompted me to think about this. I keep hearing at where suddenly people feel more awkward or they feel that the opener that they might be pushing. Strangely if they come in and they're trying to make emotional connections. So when somebody is approaching a senior executive, they don't yet know who would be in a promotional power kind of situation or even just an org chart kind of power situation in their company. What would you do if anything that's different or would you do it totally the same? Say you're nervous around that person. How do you work through that? What's your first step? Jason Treu: I realized they're human beings too and they’re having a connection with me too. You need to understand that you have to learn about them. Right? And the business is not the only defining thing; their personal life really is and what their passions are. So I think a great thing is I ask people all the time is what did you do this weekend? What's on your agenda for the week? Right? Something like that. So I can try to find some things that they might really like, that I can find some common ground and build rapport quickly with them. Especially if I don't have very much time because at least you can build some quick rapport with that. The other thing that you can do is some more technique on mirroring and matching them, and that's a very powerful way because most communication is nonverbal, so you can, if you mirror how someone is, speaks, the tone of their voice, if it's high or low, if they're animated, not animated on the space in between them to make sure you have the proper space. Jason Treu: If you can actually match their movements a little bit, you don't need to be like mirroring every possible thing, but the more that you can do, the more helpful it will be because people like people that are like themselves or the people that they want to be like. So you need to build that rapport on both sides of it, the verbal and nonverbal because then it's a way a quicker way to build a relationship that matters for them. Right? And how they see you in view and you because people make snap decisions really quickly. So you want to go in there and do that in plus most people are not really interested in the other person, right? Or they're trying to ask them business questions or they're trying to get it and they're trying to an angle and when you try to do that, the other person knows because again, most of communication is nonverbal so people know when you're trying to get something from them or you're trying to run your own agenda on them. I try to go into with a contribution mindset, like how can I help someone else and how can I get to know them? Right. And that is what I'm always acting like in everything that I do and everyone I meet. Lisa Cummings: Yeah, I love those. And I like the weekend one because it's easy. It's repeatable. I mean, if you give someone that tip alone and they go ask five people that same question, then they have something also to follow up and take the conversation beyond later because you can say, hey, how'd your triathlon go that weekend? Or how was your son's play? And then it fuels future conversations as well. And then on the mirroring part, one of the simplest of all of those is the kind of the pace and the tone of that person. So that's an easy one. If it's too much mentally to handle having all sorts of things to watch, for just the pace of their conversation. Trying to match that and bring it up a level or down a level can really be helpful. Jason Treu: The other thing to do too is that if you know, something I think often we don't do is trying to do that little bit extra. Like perhaps you find out when their birthday is and you know, you give them a card or perhaps that you decided to get a book and just buy a book and you know, write a little note saying, I thought you might like this book and you know what? You may not even know what they like, but if you go find a business book that you really enjoy, odds are that person will. And even if they never even read it, the fact that you were thoughtful and did something like that, you're immediately going to stand out because you know what, no one does that. I've talked to senior execs all over the place. I've asked them that question because I bring people books know, and I ask. So when's the last time someone's brought your book? Never, Jason Treu: You know. And that's the question. That's almost always the answer. Never. Or it will be someone that they know really, really well. So if you're an organization you want to stand out, why would you not do something like that? Because it's a $10 investment in your future and it's an easy thing to do for other people and, you know, you won't ever be wrong because someone will least appreciate the thought. And that's what matters the most. Lisa Cummings: Yes. And it could really go well as an opportunity to notice something that you appreciate about their leadership style, where if you read this and say, hey, when I read this, I thought of you. It's almost as if you contribute it as an author. And then they realize, of course they liked the generosity and that you thought of them and that you would, you know, get grab a book for them. All of that is great and you noticed something that they're doing well and you're reinforcing their strengths and just because they are a higher level in the org chart, then you are at that point, doesn't mean they don't like to be appreciated as well. And those things they stick in the memory. Jason Treu: Yeah, because often as a pretty lonely existence because my clients that are that level, you know, they have no one to talk to, right? Because they have a board over them or they're on the board and the people on the leadership team like, you know, that's a difficult challenging conversations. They can share something but people below in the organization, they really can't. Right. So they're often very alone and lonely in that role. And so they want people to actually embrace them. And I think the way to do that as well have been talking about today and realize that they're not sitting on some high mountain and they want to be a part of something else in the organization itself is just filling a role that makes it many times very challenging to do so. Lisa Cummings: I like how this topic is really getting into a feeling of being a magnetic person and in a lot of ways you're doing that by offering that same sentiment out to someone else. And I think you've gone as far as calling it irresistible, like you believe anybody could be irresistible. So for a lot of people when they hear that term, that feels way far away from where they are today. So what are a couple of steps? Let's just start with the first one. What do you do out of the gates? When you don't feel like an irresistible person, you want to build better relationships at work with all the people around you. Get us a starting point, Jason Treu: Listen. You know, very few people actually listen. How many people do you know are thinking about the answer? And everyone listening, ask yourself, how many times are you really listening to someone or are you finding the answer in your head before they finished the sentence? Right? And I think being an active listener is one of the skill-sets that seems so simple in like, oh yeah, how can they make a difference? But it makes all the difference in the world because when you actually listen to someone and give them positive feedback, it's amazing what can happen, right? And be an active listener along the way because you know they have feelings too and they have emotions and I think that's something that is really important to do in the process. The other thing is just be excited. Be passionate and be enthusiastic. You know what I mean? Jason Treu: They've proven that happiness and enthusiasm is contagious so you can actually change someone's state right in front of you by being happy, enthusiastic, and being excited. And I do it all at a time and prove it out. My friends were. I go anywhere what I do anything or done it all the time in organization. I might go in and I've hired five people and it's wonderful, right? If I see a client's really down, I get always more exciting and I’ll five them, or I'll do something just because I want to get them excited. You know what? Instantaneously their state changes and if you're around in doing something like that with people, that's amazing. I think the other thing is what we don't do is actually share vulnerable moments with other people and we don't really tell them about ourselves. We try to be perfectly perfect instead of imperfectly perfect. And when you actually are vulnerable and authentic with people, you make it okay for them to be dumb selves around you because they don't need to worry about being perfect. So I love to lead with being vulnerable and telling stories about things that are going on in my own life or things that are not going well so I can actually create a level of… it's not even beyond rapport. It's that emotional connection as a human being and what's going on and people's struggles. Right, and that again, then and you can listen to what they're saying and you don't solve it. You don't know. You don't need to come up with a solution or try to fix it. All you need to do is be empathetic and listen. Right, and a lot of times that's the best thing because sometimes when you're offering solutions and trying to help people, people look at it as you're not really listening. You're trying to fix them. Lisa Cummings: Yeah, I love the phrase “perfectly imperfect” too, and that sharing that stuff is. It's not about the thing itself, it's that you're willing to share the story and that you've become human to them and then you get the emotional connection and the listen thing. Let's back up to that because, this is big and there are many factors. There's obviously the huge number of distractions that people have that keep them from listening and then when I've been around people are trying to listen better, I've also noticed that one thing that's missing from the equation is actually acknowledging back that they actually heard what the person said. I mean, they might be watching, they might be hearing the words yet kind of to that point of pre planning what you're going to say next, even if they're trying to focus intently, just bringing the conversation through instead of it being a choppy, you know, you're saying your part. I'm saying my part. So I think that's another good step is acknowledging, oh, I loved, oh, okay. Here's a perfect example. Let's get real meta here when you said perfectly imperfect. And I said, oh, I love that phrase. Perfectly imperfect. This is a small way of listening and paraphrasing what you said yet it's at least acknowledging I heard that and I made some meaning out of it and let's break it down a little bit more. Jason Treu: Yes, and that's the thing, that important point, if you can bring part of what their content of what they just said to you back into your first statement or two that will make the other person's feel like they've been heard and that you actually listened to them because otherwise you wouldn't have been able to do it. And that's like that's what they call active listening. Right? Versus focusing on what you're going to say and getting out what you need and not in just asking them a question, not because you want to hear what they have to say but more because you want to get your point made. Lisa Cummings: Exactly, and I noticed something that in the way that you hold a conversation personally that you say a lot of yes and not literally. You do a lot of “yes, and” and that can be another great one and listening that you're modeling is instead of saying sometimes you're going to disagree with somebody and instead of jumping right in with your defense or your butts or your other way to view things can say yes, I see where you're coming from on x and here's another way we could also consider it. And that is a way to throw in another perspective without shutting down what that person said. And I love how you've been modeling that here. Jason Treu: Yeah, that's important thing. “Yes, and”, and the other thing too, for managers out there I think is really helpful to do is when someone comes to you with a problem or a challenge, you spend five percent on the challenge and making sure you define specifically what it is, but 95 percent of the solution and what I tell people all the time is when someone comes into your office or your cube or wherever it may be an ask a question, you should ask back, okay, well what are three suggestions to solve this problem? Right? Or what are a couple ways that you believe they can solve the problem? And if they say to you, well, I don't really know, then I say to them, well, if you did know, what would you say? And if the person continually doesn't give an answer saying, well, you know what? I tell them to come back when you have some things; are there some ways that you think you could possibly solve it, right? And it doesn't have to be right, but I want to know that you actually thought this through more and you force people. It's like fishing, right? If you teach people to fish, they can continually do that, but if you give them this fish will always need your help and when people walk away from that conversation and they've solved their own problem, he feels smarter and they feel like, wow, like that's awesome. Like I can do this on my own. right, and that's a really powerful way, again, to build an irresistible brand for yourself and other people because people want to be around those people because you're lifting them up, right and you're helping them and it's a fantastic way and very few people do that. Jason Treu: Most managers give the solution and they say, well, no, that's not right. Do it this way. Right? Well, the other person then feels like they walked away and that they were broken or they did the wrong way and it will because the manager didn't take the time which would have helped the manager have a better relationship and the employee be way more motivated and proactive moving forward because they're excited about being in a learning environment where you know where being wrong isn't panelized. What's wrong is not having any thought or any idea and not communicating it forward. Lisa Cummings: And it's such a fun skill to practice as a manager because it's actually easier to ask back and the tendency is, okay, well yeah, I have an idea in my mind I could offer up this advice and instead of doing that, I love how you did the three options. That's cool too because the person who's coming in with a problem, they might have an idea of a solution. They probably feel stuck, but they have a solution that they don't love yet. Or they would have taken action and started solving it, so to say what are a few options? It gets them feeling open enough that they could throw out bad options and then it's good options and then work through them. So that's a really cool too. Jason Treu: And if you're a manager, what you can’t say back, let's say someone throws out an idea and you're like, wow, that's not really right. You can say to someone, you know, I can see how you could think that that can be an option. Right? And you know, and then you can sort of guide them by asking another question. We'll have you have you thought or considered, you know, doing x, y, or z, right? And you can lead them down the path by asking them questions and having the other person then give answers back, right? In guiding them through the question sets to get to the answer right then. And then you can say to him, see, you knew the answer, right? I may have had to help guide you a little bit, but all along you had the answer inside of you. So I want you to continually start looking inside of yourself because you're a smart, motivated, intelligent individual, and you can do anything you want if you set your mind to it. Right? And I helped you a little bit along this process, but now you see that you can do this yourself, right? So I'll be excited next time when you come to me and we go through this process and we see how much quicker you're going to get to the solution. It's got way more motivating. Someone was walking out of an office like that or somebody who's been told the answer, what do you think is going to motivate and get people excited? Right, Lisa Cummings: Right. Obviously the second one, and it also, if you tie this to strengths, it's such a beautiful way to have a conversation because everybody problem solve a little differently. We have different thoughts, patterns of thoughts and behaviors and that influences how we solve problems and how we process what's going on around the world. So when you as a leader asks somebody else how they're thinking through the issue, you're helping them use their strengths to solve the problem and you're also learning how they think and then you're learning how to lead in a way that supports that person individually. So it does so much beyond even just getting the answer to the problem; it really does help you individualize your style to that person. Jason Treu: Yeah, I think it's really important. And you know, the last thing for managers to. I think it's important to really understand your employees and understand where they're at, because you know one of the challenges I've been finding, I was just doing some sales training a few weeks ago and I was talking to people and I was doing more inner work than I was doing actual strengths that they would be using in the external world. What I found when people were coming to me, marital problems, some people had abuse other things that had gone on in their life and this is the things that were holding them back. So I think we've got to realize that when people walk into a business or organization or work remotely or whatever they're going to do, they don't leave their personal life at the door. It goes with them. So you have to get to know people. Jason Treu: You have to understand what people are doing and you have to support them and be empathetic and possibly even get them help because that's affecting their work performance and affecting the bottom line. And if you try to gloss over that, you're missing a huge opportunity to uplift people and really improve the bottom line. Because people who are more happy and motivated work harder because when you are in a negative mindset or sad or frustrated or angry; the first thing to go with self-discipline and momentum and motivation. Every time. You've heard this before, people say, well, I'm not motivated. I'm not this, I'm not that. Well, you know, one, if you get happy, excited or really joyful in your life, you're going to be more motivated. The other thing is you've got to take action in your life, but you're less likely to take action when you're in a negative place. Lisa Cummings: Yes! And there are stats from Gallup that they've put out and have studied this really deeply and those who focus on their strengths and focus on what's right about them in the workplace are six times as engaged with their work. So it's a significant difference in the way that you feel. Jason Treu: Yeah, and I think that's how you find out your strengths a lot of the times too is you know, you got to help people figure those out and see where their challenges are as well. Right? And help them with their own blind spots and weak spots and help them alleviate those or bring those up, work around it. Right. And figure those out. And I think that these are ways for you as a manager and also to manage up and you can see that in other people as well, once you get more in tune with them on an emotional level and started connecting with them and they've done all the studies that the managers today that are succeeding and the people they lead are succeeding because they have vulnerability and authenticity; they are key leadership traits because end of the day, that's what influences other people. And that's what creates charisma. That's what creates persuasion and at the end of the day that creates leadership. Lisa Cummings: So I know a lot of people are going to want to get their hands on social wealth because there'll be thinking about the charisma and building their leadership and building those relationship skills. So for everybody who wants to get more of Jason, where can they find you, where can they find your book and how can they dig into your stuff? Jason Treu: So you can go to https://jasontreu.com/(updated, February 2019) it's all one word and you can find my coaching. There are tons of free guides on branding, networking, you know, how to email busy people. There's tons of things and self-development as well and there's stuff on my coaching as well there. And then you can go there also to Amazon to get my book and audio book. Lisa Cummings: Wonderful. And that is called Social Wealth. So thanks so much for joining Jason. This has been really cool to look at relationships and emotional connections. Jason Treu: Well, thanks a lot. At least I appreciate the opportunity to speak with you and your audience and know they're all fantastic and just go out and take on the world.
Rank #2: Influencing Audiences Through Your Strengths - With Andy Sokolovich.
This Episode's Focus On Strengths Andy Sokolovich joins us to help you lead through your strengths at work. You'll find this episode especially useful if you need to influence others at work. He does it with his talent called WOO (Winning Others Over). He also shows the world how your natural talents are cooler than purple rain. Listen Links Give the full episode a listen on iTunes or Stream The Audio Right Here. SubscribeTo subscribe and review, here are your links for listening in iTunes and Stitcher radio. Subscribing is a great way to never miss an episode - let the app notify you each week when the latest question gets published. You can also stream any episode live on the website. Just click through the title you like and there will be a player waiting for you on each page. See you there! Here's The Full Interview Lisa Cummings: You mentioned Woo as one of your top talents, and it is one that interestingly, when I'm doing training events or speaking events, people probably more than any other, mention that one, and have a negative reaction to seeing it on their list, and they say, "I've been told that I talk too much in my career," or, "I've been told that I'm shaking hands and kissing babies, and that it doesn't look genuine," I've had a lot of people show a lot of concerns about that talent, and several others give a similar response. So Andy, talk to people about anything that you see in people where they've been trying to squash their talent and their career, because it's not really a virtue. Andy Sokolovich: Yeah Woo is definitely one that often gets highlighted a lot. Either you hear people talk about Woo and say, "The first thing I think of is the smarmy salesman that gives you a nice firm handshake and brings you in for that half hug with the sole desire of getting to buy something from them." That's not the case. I do see a lot of people suppress their Woo, because they do not want to come across as that. Granted, I embrace my Woo. I give it the double hug, bear hug. Bring it in. I love having Woo. Why? It has really allowed me to build my social capital to a level that I would never be able to do if I don't think I had that. Here's the thing. I'm not very good at noticing emotions in people, so some of those emotionally driven strengths, or people will notice that, "Hey, you're coming across to strong," or, "Hey, this person is kind of freaked out by the fact that you're super positive and excited, and way outgoing." Lisa Cummings: So when they stick out their hand out to shake your hand…and you give them a big bear hug instead they think, "Whoa buddy." Andy Sokolovich: Yeah. What is that? That is just the type of person that I am. But what I'm finding now, more and more, is that people are receptive to that as opposed to get offended or feel like they need to go on the defense. I tell people, "If you have the strong desire to go out and meet others to shake hands, to foster relationships, to grow your social capital, use it," because that's an untapped talent that a lot of people are not willing, especially managers, are not willing to foster that growth within their organization. This is my pet peeve on job descriptions. I feel we've created this way that we employ people: we give them a paragraph of what they're going to be paid to do. You have to have this degree, you have to have this amount of years experience, you have to have this, this, and this. Once all of those items are checked off here's a block of text that says what you're paid to do, yet we don't take enough initiative to unearth those untapped talents from those individuals and see what they're naturally good at. Now just imagine if you had somebody who was just overflowing with Woo. Someone who wanted to go out and meet people, who wanted to grow new relationships, wanted to bring new people into the business. And instead they were stuck in a cubicle crunching numbers. Is that the best use of their talents from a business perspective? My answer is probably not. Don't let them just sit there and wallow and own their own self defeat because they need to get out there and meet people, they need to go out there and shake hands. You've seen people like this if you work in the corporate world. They are the people that walk around and start up little conversations with everybody, and never really seem to be focused on their work. Why? They need to go out and communicate in order to feel like they are contributing something to the overall goal of the organization. Lisa Cummings: Yeah, and it's likely that that actually helps them relate better, influence better, and get their work done. It just looks different. Andy Sokolovich: Absolutely. Lisa Cummings: I always talk about it like a Jack-in-the-box where you have this talent (pick Woo or any others that you've been trying to squash down), and on the inside what's going on is that thing is getting cranked up, and do do do do dooodledo, do do do do dee do [singing] ... It's just getting tighter and tighter, and sometime when you're not expecting it, or when you don't want it, Bam, it's going to pop out and scare people. If you actually invest in it instead, and watch the effect that it has on people and use it to your advantage--double down on it, while you're maturing it and investing in it--it has a great effect for you. But if you're just trying to squash it, it comes out eventually. It's a part of you, so if it's your natural way of thinking or feeling, it's going to pop out at you. Trying to squash it isn't going to do you a lot of good in your career. Andy Sokolovich: Yeah, no, I reflect back onto the small part-time jobs I had before I joined the military, and I always think of reasons why I was either 1) fired, or 2) counseled for my bad behavior, and they all relate to me over communicating. I was always talking (first job when I worked at the grocery store) instead of stocking the shelves. I was always talking to somebody—to the customers that were walking up and down--sparking up conversations because of the jersey they were wearing for my favorite football team. Or if I was working at a grocery store up at the cashier station, I would get chastised for the fact that I'm spending more time talking to the customer than actually ringing them out and getting them out the door so the person behind them can come check out. All of the things that I ever got in trouble for were because I like to talk, and it wasn't just I like to talk because I wanted to kill time. It's because I needed to communicate with others in order to feel good about myself. Lisa Cummings: I can see with communication being such a strong talent for you also that you talk to think, and talk to figure stuff out, whereas other people might just go back to their cube and be able to do that stuff alone. There's such a different need from each unique person. How did you find the roles that would shine the light on those in a good way, instead of, early in your career thinking, "Oh my gosh, those are getting me in trouble all the time, getting me fired." Obviously you did the right thing. You didn't say, "Well, I guess I suck as a human." Instead you found how to make those work for you. How did you figure all that out? Andy Sokolovich: Yeah, it was a long maturing process. When I left the military, I had this overwhelming desire to be an entrepreneur. I can't really say where it came from. I knew nothing about business. I knew nothing about marketing. I knew nothing about any of that stuff. But when I moved to Clinton Iowa, I was looking for a void in the marketplace that I could fill. It's a small blue-collar town with a population around 26,000. There's a lot of small business growth, but there is the larger businesses in industry. We have large corporations in this community that really support most of our qualified workforce. So when I got here I was looking around at the small businesses—at what they were doing to market themselves. Really nobody at that point was leveraging the power of the Internet, and I started doing some research on marketing. Really what I found out was that marketing is being able to tell a story in order to draw in new business. Whether that story would be told via platforms like social media, websites, press releases, whatever it was, I needed to get out there and tell the story of these local businesses in order to draw in more business. I thought, "Man, would I be good at that?" I remember sitting there one day and I was talking to a friend on the phone and he said, "Well you like to talk, and you tell a pretty good story, actually half the time we don't know if you're telling the truth, or if you're stretching the truth," because I'm a storyteller, and actually, professionally, that's what I call myself: a professional storyteller. I tried it, and I got my first client. I realized that the client-relationship part of it--the sitting down, trying to create a narrative and tell a story--was a little difficult because they already had a story in their mind. My expertise was really to highlight those areas of their business that nobody knew about. Those little hidden gems that nobody really knew existed, but man if only they did, it would bring up a whole new level to that business, and there would be a huge attraction factor, and we just need to get it out there. It was slow growth at the time, because I had a lot of maturing to do. Believe it or not, I was that type of person who thought they were never wrong for a long time. I was so confident in my own abilities that I thought, "I'm never wrong," so once I got involved in client work, I really had to understand that, "Listen, we have to work as a team in order to make this effective." I started to grow the marketing business, and there was a time about 11 months after I actually started that where my business started to plateau. I wasn't losing clients, but I was having a hard time getting new ones. I went to a friend of mine, a mentor of mine, here in the Clinton area Chamber of Commerce, and he handed me a book called Strengths Finder 2.0. "Take this assessment." I thought, "An assessment? Dude I don't need something to tell me what I'm good at. I know what I'm good at." Lisa Cummings: I'm good at everything, huh? Andy Sokolovich: Yeah. He said, "Do me a favor and just take it. See what happens." Once my Top 5 were revealed, I did the Andy way of doing things at that time. I basically stuffed the report in my desk drawer for about another year. Now we're two years into my business development, and things are continuing to plateau. Again, not losing clients, but just not getting any new ones. What was even worse was that I was no longer in love with the fact that I was an entrepreneur. I was no longer in love with the fact that I was building my own business. I hated it. I went back to the same guy and I said, "What am I doing wrong?" He said, "What are your Top 5?" I said, "Dude I respect you, but I could not tell you because they're in my desk drawer collecting dust." Needless to say he was not surprised by that, because he just assumed that was going to be my course of action moving forward, but he said, "Go get them, bring them back in, and let's review them." Strategic, Futuristic, Woo, Ideation, Communication. What we quickly realized as we reflected back on my business growth and what I was actively doing, is I was spending an awful amount of time on the logistics of running a business. Tweaking the business plan, applying for financing, sending out invoices. All the little nitpicky numbers things that I hated, hated, but it had to be done, and I was the only one doing it at the time. He said, "What are you good at?" I said, "Man all I want to do is go out and talk to people about my business. I want to talk about their business. I want to go out and I want to share their passion for why they do what they do." He said, "Why aren't you doing it?" I said, "Who's going to do all the rest of this stuff?" He said, "Outsource it, find somebody else." And that was probably the single most important turning point of my career, when I started to realize, "I don't have to be good at everything, and there are people out there who like crunching numbers, and just because I'm not one of them doesn't mean I have to take that action on. I don't have to take on that responsibility." I started outsourcing whatever I could, whenever I could, and focus 80% of my time on just getting out there and speaking, doing what I naturally loved. From that moment on, things began to skyrocket. Not necessarily in result to my bank account, but in the way that I feel towards my business, and the social gains that I've been able to make over the last almost a year now. Lisa Cummings: There's so much good stuff in there…with identifying your talents and doing something with it. The career slump that was sneaking up on you, I mean you were at a point saying, "What's going on here? What am I doing wrong?" That stuff just happens over time, and people feel that in their careers all the time. For a lot of people listening that are in the corporate world--they may manage people, or they may not--a lot of them have had this experience of the career slump sneaking up. Let’s say they're digging the Clifton StrengthsFinder report out of the drawer…and if you are Andy talking to them now…and you want to give them a couple of ideas for what to do with this. Okay, they know their Top 5 talents now. How can they handle this at work in a corporate setting? What could they do next, just action taking? Andy Sokolovich: Yeah, the first step is always to be able to identify where your talents lie, and I think you and I probably have had similar success in the fact that when we get people in the room, and we show them their Top 5. When you have managers, supervisors, even C suite employees reviewing their Top 5, it sparks a conversation where people start to talk about, "Hey, what other skills do you have? Why are you so good at this? How have we been ignoring this the whole time?" My first little bit of advice is make it known. Okay? Don't keep your talents to yourself. Now it doesn't mean that you come in with your favorite kazoo and play your kazoo down the hallway, and say, "I'm musically talented." That means have that conversation with your supervisor and let them know what you are naturally good at, because if you keep it a secret, nothing is ever going to happen. The other thing I tell people is often when I give this conversation, or I give this speech in a large setting, people want to talk to me about the entrepreneurial side of things. "Well Andy I'm really good at this, and I've always wanted to do this as a business, but I'm scared to." Listen, the power of the World Wide Web has never, ever been stronger. I mean if you have it a desire to crochet for a living, and you think you can do it, and you're naturally gifted at crocheting, pursue doing that and try to draw in some extra residual passive income. Whether it be through online courses, or maybe crocheting stuff and selling it on Etsy, just try it and see if you actually like it first, because sometimes when people think they actually really would do well at something, whether it be starting up a business, or selling a specific product, they quickly realize that they don't like it as much as they thought they would. So test out the waters, grab a hold of your talents, figure out a way to apply them. If you want to try something outside of your normal 9-to-5 grind, use the power of the Internet to maybe start a little online business for yourself. Lisa Cummings: I've been wanting to start a kazoo band on the side [laughs]. Andy Sokolovich: It's really the only instrument that I play. I'm actually talented all across the board, but the kazoo… [laughs] Lisa Cummings: I couldn't let that one drop, you know you mentioned the kazoo… Andy Sokolovich: I have zero musical talent, I can't carry a note even on a kazoo [laughs]. Lisa Cummings: Oh Andy you were singing with me earlier, so that's pretty good. Andy Sokolovich: Yeah we were, Purple Rain I think is what we were jamming out to. Lisa Cummings: Yeah, now that's going to be in everyone's head the rest of the day. Purple rain [singing]. Oh, so let's talk about managers. Those are really good tips for employees, and then the next layer that happens is managers will say, "Okay I get it, I need to pay more attention to what's going on with the team, and I want to do this to lead my team through their talents instead of trying to scale humans." Let's say one of the listeners leads a team and they want to get better at just spotting Strengths on the job, even without StrengthsFinder, what do they look for, or how do they start this? What do they say? What are they watching for? Andy Sokolovich: Yeah, I mean as you and I know, every manager is different. Not everybody manages the same. What I found to be most effective is I always ask the managers that I work with to start communicating with their employees. To just start talking about things, and once you become aware, once you mentally decide, "I'm going to start searching for talents, I'm going to start mining for abilities that maybe are untapped in the organization." You will find that you are more in tune in the conversation to pluck those things out. It could be something as simple as, "Hey, what did you do this weekend?" Listen to what people are saying. Listen to their hobbies, look for when their eyes light up, when maybe they've spent the weekend with their son, and their granddaughter. Start to mine for those abilities that maybe you didn't realize existed, and ask them … You and I have talked about this in the past. There's an exercise that we do with some of our clients, and it's called “The Best Of Us.” Really what the conversation is about is asking people, "What do you need from me in order to be successful?" It's not a bigger budget. It's not a front row parking space. It's not a bigger office. You've got to think of this emotionally. What do you need from me as your manager, in order for you to be successful? That conversation goes both ways. Managers can say, "This is what I need from you in order for me to be successful." Again, it's not budget minded type of stuff, it's, "Hey, what I need from you in order to be more successful is five minutes of your time," or, "What I need from you to be more successful is maybe a little bit of information before moving forward." "What I need from you to be more successful is maybe that you understand that I'm a Deliberative person, and I'm not going to ever be late in getting you this report, but you've got to understand that I'm going to read over it 10, 15, 20 times and make sure that every I is dotted, and every T is crossed before it comes across your desk." That conversation usually yields massive results, but you have to be open and willing to have it. I guess my advice would be as a manager, is start asking people what they need from you in order to be successful. Ask them deeply. What do you…you…not your department, not whatever office you serve…what do you, first name, last name, need from me in order to be at your very best? Lisa Cummings: That's so good. To bring some examples like you did. And be ready. Give them context about why you’re asking this because if that question comes out of nowhere, and you haven't asked that kind of thing before, they might be looking at you with really blank eyes, like “what is up here? What's going on?” You mentioned something way earlier in that answer that is so cool to tap into. You mentioned somebody's eyes lighting up when a person was talking about a hobby. It's just taking those moments and saying, "Oh, you really lit up on that one. Tell me more about that." It can be the simplest sentence, but just noticing that that thing got them really fired up, and asking one more follow-up question, that's where the deep part comes from. Andy Sokolovich: Yeah, I'll use one example that I keep remembering, and it was early on when I started coaching, but we were sitting there and it was a group about 25 of us. I issued that same response, you know what I would do if I was manager, and I could see that there was this person to my left crying, I mean noticeably sobbing. I looked over and I said, "Are you okay?" She said, "Yeah, I'm okay." She said, "So and so is my manager," and he's sitting right there, and she's like, all I want to say to him is, "I need five minutes," and I think that's why I use that example all the time, "I need five minutes of your time in the morning." He says, "What?" She's like, "When I come by your door first thing in the morning, you're doing the standard zipping through 250 emails, do I need to reply? Junk, trash, the standard thing that most of us do every single morning when we sit down at our computer." She said, "In order for me to be effective, and to serve the position that you hired me to do, it's important to me that I have five minutes of your time every morning so I can go over my action steps for that day." She was like, "I don't need you to approve them, I don't need you to agree with them, it's important for me to verbally speak with you and tell you that." He was like, "Oh." She's crying, and he's like, "Well, I didn't realize it was that big of a deal," and she was like, "Yeah, because there's several times where I had my letter of resignation typed up and ready to send." Lisa Cummings: Wow. Andy Sokolovich: All because all she wanted was five minutes of his time, but she didn't know how to start that conversation, she never had permission to in her own mind. Now he would not have cared if she came up and said that. In her mind, she didn't give herself permission to share that, why? She thought that in doing so, she would be perceived as weak, or needy, or different from the others. The fact she was different, because she needed that five minutes, and then he started welling up a little bit and said, "Oh my gosh, I never knew it was that bad," and she said, "Well it is, and now we're talking about this, and I just want you to know that if you give me that five minutes every single morning," he said, "You got it. You have five minutes of my time between 8:00 and 8:05 is dedicated to you. I won't be at the coffee pot. I won't be putting my food in the refrigerator. I won't be checking emails. I'll be in my office waiting for you so we can have this five-minute sharing session of what you’re going to do that day," and as long as he was there ready to listen it changed everything for her. Lisa Cummings: It's so big. Five minutes, and just that moment to have this conversation and what you were doing opened that up. Andy Sokolovich: Yeah, and to think she was willing to pack up her office and leave in search of somewhere else that may have yielded less results financially who knows? Lisa Cummings: Who knows? Andy Sokolovich: The willingness to test the waters because of five minutes. Lisa Cummings: This also makes me think of one more question, which is how sometimes people have trouble seeing the other person's virtues, or preferences, or talents. You know, to pick that thing, and get into a mental habit about how you think about your boss, or how you think about that employee. It can go either way, whether you're the manager, or you are the employee with the relationship. Instead of viewing it like a lost cause going, "This person…we're just never going to click." How do you instead approach that when you're in a situation like this: you have an employee who you know has some goodness, because everybody has genius and talents, but they don't know how to uncover it. How do they even get started with the process of opening up to understand each other? Andy Sokolovich: Well, we always say as strength coaches, and strength enthusiasts, be able to look through a lens of strength. I think that comes with maturity, and it actually comes with an increased feeling of responsibility and discipline, because for the longest time I never was seeking out talents in other people. I mean it wasn't something that I totally ignored, but it was not on my priority list. I was focused on my own personal growth, but once I started to become really in tune to what other people brought to the table, no matter what level they are ... We've all seen the movies, you look at Goodwill hunting where the janitor solves the algorithm, but those people out there exist, but you've got to find them. I think the starting point is start with yourself, being able to identify the talents within yourself. First become aware of what talents look like. It’s one of the beauties of StrengthsFinder. I say this time and time again, I'm in love with the concept of strengths-based development. The 34 Talent Themes are great verbiage to add to your arsenal of tools to help you identify talents with others. I love the fact that Gallup has taught us (and Dr. Donald Clifton has taught us) that there is this whole strengths movement where we're actually starting to identify what's right with people rather than what's wrong with people. Once you start to realize the terminology of strengths, the 34 Natural Talent Theme names, you can start to look at people and be able to not judge. Instead, pluck around, or pick different talents until you can zone in on what you think they definitely have, and you don't want to say, "Oh, you're a Woo," or, "Oh you're a Deliberative, that's why you're taking so long to get me this report," or, "You're this." Be aware of it, and start asking questions to try to mine for that talent, and see if it actually exists, and then think of ways to apply it. Here's what I hear all the time. "That's great Andy, but that's not within..." and this is going back to my job description rant, but they say, "That's great Andy, I'm good at this, and yes I probably make a better salesperson then an accountant, but that's not within my job description, that's not what I've been hired to do." To me, that retards business generation, and forward momentum because you're not allowing people to grow within the company, and fill those cracks or voids using their natural talents. For the life of me, I can't understand why businesses still expect that. They just expect you to be happy in the position that you're hired in and never seek out more. If I went to my boss and said, "Hey, you know what? I know I'm an account, that's what you hired me to do right out of college. I'm an accountant today. I don't mind doing that, but I'm telling you what, I just have this deep itch to be in the sales floor and to go out there and talk people. Is there any way that I can maybe transition out of this office into that position?" When managers, or supervisors, or CEOs or whoever say, "No." I think, "Man, why would you ever say no? Why would you ever deny somebody the chance to express themselves and go out there and try to do something amazing for your company?" I probably just derailed your whole question there. Lisa Cummings: No I love that, because there are so many good conversations that come out of this. When I work with teams and people have that same feeling you just described--then I say, “all right, well, if you're doing something that's within your control, and you're the accountant…and you want to go be a salesperson…it's a serious change. So think about projects you can take on, teams you could be a part of, some extra stuff you could go build your network in that area. Test it out, and maybe build some chops as well. Be able to have that conversation with your manager so that you say, "Hey, this is what I'm interested in trying on."” Take on something that's low stake. Try a project where you can get involved. Then people start seeing you in that light. Managers aren't mind readers. I mean they don't know this stuff about you unless you have the conversation. Now I hope they're having the conversation, and I think listeners are the types who try to pull this out, but if you're in the employee perspective here, you've got to go think about what you want in your life. What do you want more of? What talents, what yearnings do you have? Then go ask for it, and say, "Hey, I'd really like to try out X," because if you haven't asked for it, it's not going to be on their mind. They have 4000 other things competing for that priority, but if you spark that thing that says, "Hey be on the lookout for projects that would let me test this out, I would love to do it," a lot of times, they come back and bring you the opportunity, and then those turn into roles, and they turn into relationships that 10 years later you're getting a job from somebody you worked with on a project because you expressed interest. Andy Sokolovich: Right, absolutely, and every corporate boardroom has that buzzword called retention. People constantly try to think of how to solve for it: how do we keep people here for the long haul? How do we bring them into our family, our culture and make sure that they continue to grow and they become enthusiasts about what we're trying to do? How do we make them want to stick with us forever? How do we do that? Well, the secret sauce is what we just said. You ask them what they want and what they need. You ask how you can foster their growth internally. Don't just expect them to live within your guidelines, i.e. that job description that they got hired under 11 or 12 years ago. I mean really start to invest in people, and you'll see things just mature to a level that's mind blowing. I've done it personally, even with folks that I worked with online. I do stuff with virtual assistants, and I do stuff with graphic artists, graphic designers. I try to constantly tell them, "You are naturally gifted at design, keep doing what you're doing. I really really enjoy this," and even when I'm not working with them, I'll go back every once in a while and say, "Hey, I just want to check in with you and see how you're doing. Is there anything I can do to help your business grow? Can I direct you to anybody? Is there a certain niche, or is there a certain group that you're trying to target? How can I help you grow, because I really believe you have the talent and to do what it takes." We've talked sometimes about low points. Just imagine being at a low point in your life, where maybe your career is not firing on all cylinders. Your family life is falling apart. Your health is going away--who knows--but when somebody comes and actually acknowledges or recognizes a talent that you have, something that you're able to do better than anybody else, how much of an uplift is that? How much of a boost in confidence is that? I think that little gesture makes all the difference. Lisa Cummings: I so agree. You never know what's going on in people's lives, and taking that moment to appreciate a talent that you see, and like I had an experience so similar to what you're talking about recently. I was working with a client, they were going through a merger and acquisition process. I was working with somebody who was a really heavy part of the due diligence process, and I know she was working insane hours. She was sleeping four hours a night. Otherwise working the other 20. I asked for something that just seemed trivial, and I knew it was going to be a pain. I didn't even want to send a request to the person, but it was something that I needed. So I made mention, "I appreciate you so much for taking the time to get this. It was so accurate and fast, and I know you must be so slammed right now." Then she wrote back this very heartfelt note. It was just about noticing what she was going through, and acknowledging that she took that extra time, and it was really cutting into her few hours of sleep that night, and she appreciated so much the notice. I think that's such a big deal--taking 30 seconds to tell someone what you see in them--just like you do with the designer you work with, or whomever, and say, "I really see this spark in you," and it gives them the juice to go, "There really is something to that," and maybe the difference in pursuing a whole different career. Andy Sokolovich: Absolutely, well said. Lisa Cummings: Andy this has been such a blast. Now I know the listeners want all sorts of Andy now, so how can they find you? Andy Sokolovich: My website is over at unleashstrengths.com Lisa Cummings: Thanks Andy, for joining. And thanks to all of the followers of Lead Through Strengths. Remember, using your strengths at work makes you a stronger performer. If you’re focused on fixing your weaknesses, you’re choosing the path of most resistance. So claim your talents. Then share them with the world. And help your team do the same! Andy also has an excellent podcast focused on Strengths. It’s called Theme Addicts
HR Happy Hour, the longest running and top downloaded HR podcast, focuses on human resources, management, leadership, and workforce technology. The show is hosted by Steve Boese, the Co-Chair of the HR Technology Conference and Trish McFarlane, CEO of H3 HR Advisors.
Rank #1: HR Happy Hour 292 - Shaping and Improving Company Culture.
HR Happy Hour 292 - Shaping and Improving Company CultureHost: Steve BoeseGuest: David Sturt, EVP, OC TannerRecorded live at OC Tanner's Influence Greatness Conference in Snowbird, UtahThis week on the HR Happy Hour Show, Steve was live at the OC Tanner Influence Greatness Conference with guest David Sturt who talked about how companies can intentionally shape and improve company culture. David shared insights from OC Tanner research on company culture, the key facets or elements that tend to describe, drive, and influence culture, and how organizations and leaders can leverage these insights into practical and actionable changes to improve their own cultures.We also talked a little about how cultures are formed, Steve shoehorned in his favorite Rock-Paper-Scissors analogy, and David shared news of the annoucement of a new partnership between OC Tanner and HR Happy Hour Show sponsor Virgin Pulse, which was really exciting for us at the HR Happy Hour Show.Thanks as always to Virgin Pulse, www.virginpulse.com and to OC Tanner for having the HR Happy Hour at the Influence Greatness event.Check out David's new book 'Appreciate: Celebrating People, Inspiring Greatness' which was just released today. Finally, remember to subscribe to the HR Happy Hour on Apple Podcasts, Stitcher Radio, and wherever you get your podcasts.
Rank #2: HR Happy Hour 277 - The 2017 Deloitte Global Human Capital Trends Report.
HR Happy Hour 277 - The 2017 Deloitte Global Human Capital Trends ReportHost: Steve BoeseGuest: Josh Bersin, Bersin by DeloitteThis week on the HR Happy Hour Show, we are joined by Josh Bersin, of Bersin by Deloitte, a leading consulting, research and advisory company to talk about some of the key findings and insights from the Deloitte 2017 Human Capital Trends Report.This annual report, now in its fifth year, looks at the key challenges, trends, and opportunities for HR and business leaders and serves as an educational resource and guide for HR leaders to help them think about their human capital challenges and how they might respond to these challenges.This year's report shared 10 Key Human Capital Trends and on the show, Josh talked about three of them in more detail - The Organization of the Future, The Employee Experience, and Diversity and Inclusion - all major themes of the report and ones that many organizations are tackling in 2017. Josh shared some insights from the research, (over 10,000 respondents), as well as from case studies, inteviews and additional research in these areas. Finally, Josh shared his recommendations for HR leaders on how to best utilize the information in the Global Human Capital Trends Report and how it can help guide conversations, prioritization, and HR strategy.This was a fun and interesting show, thanks to Josh for taking the time to join us.Get the Deloitte 2017 Global Human Capital Trends Report here.Remember to subscribe to the HR Happy Hour Show on iTunes, Stitcher Radio and all the podcast apps - just search for 'HR Happy Hour' to subscribe and never miss a show.
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Rank #1: 270: 7 Simple Actions to Get the Right Things Done and Achieve Your Goals.
I first met today’s guest at a conference I was keynoting back in 2016. She was one of those rare folks who immediately put me at ease with her friendly demeanor and positive attitude. Her name is Mridu Parikh and now, three years later, she has written a brand new book called Accomplish It: 7 […]
Rank #2: 220: Communication Secrets to Get From Good to Great.
This week’s guest is the kind of guest that makes other authors go all giddy. Seriously. Last time he was on the show, Carmine Gallo had one New York Times bestselling author telling every speaker he knew about one of Carmine’s past books. In his new book called Five Stars: The Communication Secrets to Get […]