Coaching for Leaders

Kirsten Foot: Collaborating Against Human Trafficking

“There are blindnesses that can only be smoothed out when leaders from one sector really listen to the leaders of another sector.” -Kirsten Foot

Resources that Kirsten and Dave mentioned during the episode that will help your collaborate across organizations:

Collaborating Against Human Trafficking: Cross-Sector Challenges and Practices* by Kirsten Foot

BEST (Businesses Ending Slavery and Trafficking) Alliance

Collaborating Against Human Trafficking

U.S. Department of Labor: International Child Labor and Forced Labor Reports

U.S. Department of Labor: List of Goods Produced by Child Labor or Forced Labor

Ending Human Trafficking podcast

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How to Stop Worrying and Start Living* by Dale Carnegie is a classic that can help almost immediately.

I am an old man and have known a great many troubles, but most of them have never happened. -Mark Twain

1. Seal Off Your Troubles

2. Find the Silver Living

Thank goodness I’m not married to this person.

3. Focus on What’s Next

I mentioned Tim Stringer of Technically Simple and his excellent Holistic Productivity* course.

There’s only two problems in life. Either you don’t know where you’re going or you don’t know the next step. -David Allen

4. Consider the Worst Case Scenario

5. Eliminate Worry For Good

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JV Crum III: Conscious Millionaire

Author, Conscious Millionaire: Grow Your Business by Making a Difference

Host, Conscious Millionaire Podcast

“It’s the leader’s responsibility to set the vision.” - JV Crum III

“Vision is about how you’re going to transform your client’s life.” - JV Crum III

A great question for every leader to ask: ”How is my business contributing to making this world the one I really want to live in?”

The Formula for Creating Wealth:

1. Conscious

Leaders need to ask:

“Who are you and why do you want to chose one priority over another?”

“What resources are you going to need?”

“What are the different options for getting to the #1 priority?”

2. Focused

“If you’re a leader and you have a vision and you have your whole heart in it, your chances of achieving it is significantly higher.”

3. Action

List out the actions you think you need to be taking.

Put them in the order they need to occur.

Does something need to happen before each step?

4. Result

How well did we achieve the stated outcome?

What were the unexpected positives and negatives?

5. Learning

What worked?

What didn’t work?

What needs to change?

“You need to be attached to the outcome and completely open and flexible as to how you get there.” - JV Crum III

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Bonni Stachowiak: Teaching in Higher Ed

Bonni is the host of the Teaching in Higher Ed podcast, Dean of Teaching and Learning and Professor of Business and Management at Vanguard University, and my life partner. Prior to her academic career, she was a human resources consultant and executive officer for a publicly traded company. Bonni is the author of The Productive Online and Offline Professor: A Practical Guide*.

Question from Jane

As a new migrator from China who continues career (IT area specifically) in a western country, I wonder whether you can provide some advice what are the major barriers for us migrators to move up to a manager position. If you could provide some insights from employer's point of view would be super helpful.

Bonni mentioned the work of Geert Hofstede on power distance and other cultural dynamics. Another resource is his book Cultures and Organizations: Software of the Mind*.

Question from Michael

I am an avid listener and enjoy the show. I am a VP, Sales/Director of Client Services managing a remote team of 11. We have a 30 minute weekly team meeting for which we do set an agenda and stick to it. However, I feel that most of this information can probably be communicated via email. I speak to each person at least once a day and I schedule 1:1 meetings once per month and wondered what your thoughts are on weekly team meetings that are not project related? Is there any benefit to having them or will canceling them have a negative impact?

Dave mentioned episode 173 of Carnegie Coach: Three Ways to a Great Standing Meeting

Here are the three agenda items Dave suggested for standing meetings:

A recent accomplishment

A recent lesson learned others may benefit from

Where you most need assistance

Question from Christina

My division of my company was just merged with another company, a company that has a rather different business model and philosophy than the one I've been with for 12 years. I am wondering if you have any suggestions on how to handle the various potential challenges that come along with mergers? Aside from the uncertainty of security (which I am mostly comfortable with), it's expect there to be some struggles with meshing into a company that appears to want to eliminate or change a lot of our processes. Is it good to push back and try to demonstrate why our model may be a good fit with their model? Or do I just concede that the new company's way is "the" way?

Bonni and Dave mentioned the Robert Cialdini video on the Science of Persuasion, based on his bestselling book Influence: The Psychology of Persuasion*.

Question from Danielle

I am in the process of creating a presentation for a training that will focus on our new employee evaluation system. More specifically, one section of the training will hone in "goal-setting," however the supervisors create the goals ahead of time and ask the employees to sign off on them. My question is, how can I develop content on "goal-setting," if the employees goals are already "set" for them? If you have any resources or words of wisdom that could assist me in this process, I would greatly appreciate it.

Bonni and Dave mentioned The Checklist Manifesto* by Atul Gawande. He also wrote a more recent bestseller, Being Mortal*.

Dave also mentioned two Coaching for Leaders resources:

What To Do When Employees Hesitate On Long-Term Goals

Coaching for Leaders episode 15: Get Specific With Goals

Question from Marco

I am a huge fan of your podcast. It has pretty much been the sole source of our growth of management and leadership for my brother and I and I am currently heading a leadership curriculum where I use your podcast as a "text book."

I wanted to reach out because sometimes it is hard for me to apply the knowledge I am learning to our businesses.

It is difficult to apply several of these episodes to our managers and shift leads because our employees don't have any prior knowledge or experience in leadership or management and our organization is small. I feel a lot of the principles you teach and examples you use are very applicable to larger businesses with degree holding employees who are more capable before coming into work.

Bonni mentioned an article from Jon Malesic titled, Don’t Search for ‘Purpose.’ You Will Fail.

Bonni and Dave both mentioned the GO Team training curriculum from past guests Susan Gerke and David Hutchens.

Question from Ed

I'm a senior manager at a charity and my CEO and trustees have agreed to support and finance me to embark on an MBA. I'm currently researching distance learning MBA's and putting my application together. I was wondering, within your network are you aware of people from the not for profit sector who have studied the MBA and how relevant they found its content to their sector?

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Jeremie Kubicek

5 Gears: How to Be Present and Productive When There is Never Enough Time*

Jeremie Kubicek is co-founder of GiANT Worldwide and the GiANT companies. He is the bestselling author of Making Your Leadership Come Alive and speaker to organizations throughout the world on transformational leadership, emotional intelligence, and personal growth.

5th Gear: Learn to Get "In the Zone"

Do you have trouble getting "In The Zone"? This is where 5th gear can help. Time flies by, you get things done, and progress is made.

Dave mentioned the book Flow: The Psychology of Optimal Experience* by Mihaly Csikszentmihalyi.

4th Gear: Leading in a Task World

Most adults spend their day multi-tasking with phone calls, emails, chores and more. Learning how to manage 4th gear correctly is key for maximum productivity.

3rd Gear: Why Being Social Matters

Third Gear is all about being social and building friendships. It happens in coffee shops, at dinner parties and other social gatherings, and it's the secret ingredient in business that many people overlook.

“Be interested before being interesting.” -Jeremie Kubicek

Dave mentioned episode 193: Five Ways to Be a Go-Giver with Bob Burg

2nd Gear: Connecting Deeply

How often do you have deep, refreshing conversations? Do you really know how to be present with others? This is 2nd gear.

1st Gear: Learn How To Recharge

Most people struggle to truly recharge. Learn how successful people take time to rest and recharge so they can give their families, teams and friends their best.

Reverse: Learn How to Apologize

Most people struggle with backing up and apologizing. Reverse is all about owning your mistakes and moving forward in a healthy way.

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Sharone Bar-David (LinkedIn)

Author, Trust Your Canary: Every Leader’s Guide to Taming Workplace Incivility*

Six beliefs that cause many of us to tolerate workplace incivility:

We’re Like Family Here

We Have the Right to Vent

I Know My Colleague’s Boundaries

You Can’t Change Someone’s Personality

The Characteristics of the Group (or Industry) Make it OK

People Need to Get Thicker Skins

“It’s your responsibility to create a workplace where everyone can perform at their best.” -Sharone Bar-David

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John Corcoran: How to Increase Your Income Today by Building Relationships with Influencers, Even if you Hate Networking

Key Points

Focus on the groups and associations that match best with your networking goals.

Volunteer to serve the association in a way that allows you to easier connect with others.

Invest time over six months or a year before you expecting to see a meaningful return.

Identify people you want to know and considering interviewing them for the benefit of the rest of the association.

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Bonni Stachowiak: Teaching in Higher Ed

Bonni is the host of the Teaching in Higher Ed podcast, Dean of Teaching and Learning and Professor of Business and Management at Vanguard University, and my life partner. Prior to her academic career, she was a human resources consultant and executive officer for a publicly traded company. Bonni is the author of The Productive Online and Offline Professor: A Practical Guide*.

Bonni mentioned episode 84: Daniel Pink on To Sell is Human

We also mentioned and recommended the book Drive by Daniel Pink* as a great resource on how to motivate people

Audio Question from Jenga

”The only way to influence someone is to find out what they want and show them how to get it." -Dale Carnegie

Dave mentioned the Carnegie Coach series on “innerviewing:”

Carnegie Coach episode 39: Get To Know People Without Being Awkward

Carnegie Coach episode 40: Just the Facts, Ma’am

Carnegie Coach episode 41: Discovering Another Person’s Motives

Caring Coach episode 42: How to Know What People Value

Question from Tyler

How do you get off the phone with someone who is a long-winded "good ole boy?" My analysts each work with lots of sales reps, and many accounts.

We have a few sales reps who like to call every day, and invariably the call ends up being 15-25 minutes. A lot of drawn out, slow responses. Talking about local news, smalltalk before they want to get down to business.

This is a really essential part of the local culture, but my team doesn't have time for it. If every rep did that every day, we'd have to work 16 hours a day just to get off the phones.

Bonni mentioned How to End a Conversation video posted on The Art of Manliness

Question from Roger

I am a trainer in a corporation that just went through an acquisition. My manager has assured me that he likes training and will keep this position for the foreseeable future. He’s has asked me about my future plans/desires, my answer was that I love the role I am in but would like to make it grow into a “Manager” position since my duties vary especially now.

My current project may take a few years. At the same time I am very engaged with my home facility trying to create and be a part of any new systems or leadership training for my local/regional team. Any advice from you and Bonni? These are the areas I “think” I want to grow and need help to “intraprenurally” achieve:

Remain a crucial component to the company in the current training role.

Evolve the role into mentoring, technical and future training opportunities.

Create a manager position to grow into.

I do not have any specific training credentials or graduate degrees just 20+ years of service in various capacities.

Audio Question from Phil

Dave mentioned finding Transitioning Vets by Bill Nowicki on iTunes

Dave recommends the following article on mentoring:

10 Ways to Be a Better Mentor From Those Who’ve Done It

Feed Your Career Octopus: Tips For Finding (And Keeping) Awesome Mentors

“Sometimes our nervousness can translate into a deep, high regard for another person and what they’ve contributed.” -Bonni Stachowiak

Question from Shannon

I'm struggling with a boss whose management style is "adhoc-cratic". In addition, she values relationships but not timely and thorough intra office communication, and she is slow to follow through.

This has delayed work and caused much tension and poor communication with our senior leadership. One senior leader says she holds me equally responsible, though this seems completely unfair given the power dynamics and balance of responsibility, especially when it comes to managing the work of other staff.

I've taken on much responsibility to compensate, but am concerned that I can't do both of our jobs in the long-term. I have two young children and 90 hour work weeks are not possible. Without additional staff, I would burn out and the timeliness and quality of the work might be compromised. How do I manage up in this situation?

Reminder from Duke

“The servant-leader is servant first. It begins with the natural feeling that one wants to serve, and serve first. The conscious choice brings one to aspire to lead.” -Robert Greenleaf

Dave mentioned episode 137: The Power of Servant Leadership

Suggestion from Rick

I find the word feedback often has a negative connotation for people because of their experiences receiving feedback. A colleague once gave me a great definition for feedback. Feedback is simply information in the present about something in the past that may affect my future.

For example if you said:

Richard, I loved your workshop. Next time you facilitate it if you could spend more time on XXXXX that would be really impactful.

You haven't used the word feedback and it's exactly what you've given me. I say it “may affect my future” because I have to choose whether or not to use that feedback that was given to me. In that essence it truly is a gift. I find that in organizational cultures where feedback has not been done effectively sometimes redefining what it means can make all the difference.

Dave mentioned episode 143: Accepting Feedback With Sheila Heen of Difficult Conversations

”What’s one thing you see me doing (or failing to do) that holds me back?” -Sheila Heen

Quote from Aaron

"Results develop credibility, which develops trust, which ultimately develops freedom, to spend time on developing others into results orientated leaders.” -Aaron Rigg

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Mark Barden: A Beautiful Constraint

Mark Barden is the author of A Beautiful Constraint: How To Transform Your Limitations Into Advantages, and Why It's Everyone's Business*.

Working with constraints is more and more the norm in today’s organizations.

Dr. Seuss was an early example how a constraint helped him develop a style that became uniquely his own.

Even if you believe in the potential from constraints, it doesn’t mean you still like them — especially early on.

“We are the stories we tell ourselves.” -Mark Barden

“As a marketer, you go nowhere if you don’t understand the needs of your audience.” -Mark Barden

“Anybody with the right mindset, the right method, and the right motivation, can be better.” -Mark Barden

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Michael Nichols

Author, Creating Your Business Vision

Guidestone University

Realizations Michael had after dealing with his own overwhelm:

I could give more

I can grow on purpose

Every leader needs help

“Your employer will soon forget the long hours that you spent at work, but your children will never forget the memory making moments.” -Michael Nichols

The Five Phases (video) (PDF) that Michael articulates in this episode to conquer overwhelm:

Purpose

Path

Plan

Prepare

People

The four things leaders are typically interested in getting better at:

Improving income/revenue

Leadership skills development

Becoming more effective/efficient

Leading better through change

Michael mentioned the Personal Life Plan Guide and The SIMPLE One-Page Business Plan as resources, as well as the Guidestone Executive Retreat Center.

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