Coaching for Leaders

Mark Allen: Aha Moments In Talent Management

Mark Allen is a professor at Pepperdine University and author of The Corporate University Handbook* and The Next Generation of Corporate Universities*. He just released his newest book, Aha Moments in Talent Management*. In this conversation, Mark and Dave discuss practical strategies that you can use to develop talent in your organization.

Key Points

“Having better people is the best source of competitive advantage, so attracting top talent is a top priority. Be willing to do whatever it takes to bring in top talent. Do not let your own policies prevent you from hiring exceptional people.” -Mark Allen

Ask for the rationale for why rules are in place that are preventing talent acquisition

“The job of manager requires specific skills and abilities. Promotion should be based on the ability to do the next job, not performance in the current job. Good performance should be rewarded appropriately, but promotion should not be a reward for past performance.” -Mark Allen

Check out Google’s Quest to Build A Better Boss to learn more about Project Oxygen.

“If you’re going to treat training and development as an investment, then you must be able to demonstrate a return on that investment. That means that every program should be designed to deliver a specific business result and should be held accountable for achieving that result.” -Mark Allen

Mark referenced Donald Kirkpatrick’s four levels of evaluation

“60-90% of everything that people learn in a training program never gets used on the job.” -Mark Allen

“Begin with the end in mind.” -Stephen Covey

Ask these two questions when planning your next talent development program:

How will this improve at least one key business result?

How will you measure it?

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Activate your free membership for full access to the entire library of interviews since 2011, searchable by topic.

Dave Stachowiak: Eight Types of Power

A brief word from Power vs. Force* by David Hawkins

In 1959, French & Raven identified several types of power in their research:

1. Reward power

Giving something of value

2. Expert power

Knowledge, competence, and experience

3. Referent power

Personality and charisma to influence others

4. Legitimate

We have the legitimate right to command given our position in the organization

In 1975, Raven & Kruglanski added to the list...

5. Connection power

Access to powerful people and organizations

6. Information power

Access to information that other parties don’t have

In 1989, Liberatore et al. added...

7. Group decision-making power

The decisions an entire organization gets behind

Finally, in 1991, Yukl & Falbe identified...

8. Persuasive power

The ability to influence through logic and dialogue

A brief word about force

Coercive “power” is also cited in the research

This is the force against will - to threaten punishment and deliver penalty

Effective leaders have two directives when considering force:

1. Use it only as a last resort

2. To be certain, at least beyond a reasonable doubt, that it’s justified

Discover More

Activate your free membership for full access to the entire library of interviews since 2011, searchable by topic.

Dave Stachowiak: Eight Types of Power

A brief word from Power vs. Force* by David Hawkins

In 1959, French & Raven identified several types of power in their research:

1. Reward power

Giving something of value

2. Expert power

Knowledge, competence, and experience

3. Referent power

Personality and charisma to influence others

4. Legitimate

We have the legitimate right to command given our position in the organization

In 1975, Raven & Kruglanski added to the list...

5. Connection power

Access to powerful people and organizations

6. Information power

Access to information that other parties don’t have

In 1989, Liberatore et al. added...

7. Group decision-making power

The decisions an entire organization gets behind

Finally, in 1991, Yukl & Falbe identified...

8. Persuasive power

The ability to influence through logic and dialogue

A brief word about force

Coercive “power” is also cited in the research

This is the force against will - to threaten punishment and deliver penalty

Effective leaders have two directives when considering force:

1. Use it only as a last result

2. To be certain, at least beyond a reasonable doubt, that it’s justified

Discover More

Activate your free membership for full access to the entire library of interviews since 2011, searchable by topic.

Bill Bliss: Success In the C-Suite

Bill last appeared on episode #118: What's The Difference Between Management and Leadership

Myths and stopping points of succession planning

The organization is only mine (I own it)

The organization is too small

I don’t know how to create a plan

In reality, a lot of people just don’t want to make the hard decisions.

Succession planning strategies and principles:

1. Development of leaders requires an investment of time and money

Look at where the company needs to be five years from now - that’s where the discussion starts

Then determine the competencies that will need to be ready at that time

“The number one role of any leader is to identify and prepare their successor.” -Bill Bliss

2. Successful leadership development is a multi-faceted approach

Bill mentioned the Center for Creative Leadership as a resource

Mentorship is valuable for some organizations, as is experiential leadership

Coaching is also very valuable for individuals

3. Backup succession plans are a necessity, not a luxury

Don’t place all your eggs in one basket

4. Legacy leaders must learn to completely let go

Develop interests outside of the organization if you are leading and plan to leave

5. Leaders willingly subordinate their own pride and ego for the sake of the success of the organization

Step one: where is the organization going to be 3-5 years from now?

“Begin with the end in mind.” -Stephen Covey

Practical Action

What action are you taking on your 3-5 year action plan?

Discover More

Activate your free membership for full access to the entire library of interviews since 2011, searchable by topic.

Bill Bliss: Success In the C-Suite

Bill last appeared on episode #118: What's The Difference Between Management and Leadership

Myths and stopping points of succession planning

The organization is only mine (I own it)

The organization is too small

I don’t know how to create a plan

In reality, a lot of people just don’t want to make the hard decisions.

Succession planning strategies and principles:

1. Development of leaders requires an investment of time and money

Look at where the company needs to be five years from now - that’s where the discussion starts

Then determine the competencies that will need to be ready at that time

“The number one role of any leader is to identify and prepare their successor.” -Bill Bliss

2. Successful leadership development is a multi-faceted approach

Bill mentioned the Center for Creative Leadership as a resource

Mentorship is valuable for some organizations, as is experiential leadership

Coaching is also very valuable for individuals

3. Backup succession plans are a necessity, not a luxury

Don’t place all your eggs in one basket

4. Legacy leaders must learn to completely let go

Develop interests outside of the organization if you are leading and plan to leave

5. Leaders willingly subordinate their own pride and ego for the sake of the success of the organization

Step one: where is the organization going to be 3-5 years from now?

“Begin with the end in mind.” -Stephen Covey

Practical Action

What action are you taking on your 3-5 year action plan?

Respond to that question on the show page and we'll enter you into a drawing to receive a free copy of Bill's book, plus feedback and encouragement from Bill and Dave.

Discover More

Activate your free membership for full access to the entire library of interviews since 2011, searchable by topic.

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 the This American Life show titled Trends With Benefits, citing a disability story from Hale County, Alabama.

Question from Aaron

During a one-on-one meeting my boss asked me where I wanted to go in my career, and I didn't have an answer for him. More concerning was that I didn't have an answer for myself. He recommended that I have a five year plan, and he gave me a few ideas to considers. With so many paths - both inside and outside my company - where do I begin?

Your 90th birthday party

Your ideal day or week

What Color Is Your Parachute* by Richard N. Bolles

Question from Birger

“'After observing O Sensei, the founder of Aikido, sparring with an accomplished fighter, a young student said to the master, 'You never lose your balance. What is your secret?' 'You are wrong,” Ōsensei replied. 'I am constantly losing my balance. My skill lies in my ability to regain it.'”

Also see Coaching for Leaders episode #123 with John Corcoran

Question from Mike

I have started to set expectations and coaching within role, but I am finding it very difficult to get any engagement with anything I do. It feels like I am the outsider and they would quite like to leave it that way. I have looked for quick wins and found a few but again they seems to be disengagement, a different perspective may be good. What your thoughts?

Leading Change* by John Kotter

Five Dysfunctions of a Team* by Patrick Lencioni

Question from Danielle

I just started my job and am really excited to hit the ground running with a lot of on-going projects. One theme in particular that is highly important and consistent in my current assignments is the concept of Customer Retention Strategy. I just need to know (1) In your personal/professional experience, have there been any particular practices or techniques you have implemented that have proven successful and (2) are there any resources/materials you may suggest that would prove useful for my research? (e.g. books, articles, videos)

Fish!* by Stephen Lundin, Harry Paul, and John Christensen

Net Promoter Community

Crush It!* by Gary Vaynerchuk

The Lean Startup* by Eric Ries

Discover More

Activate your free membership for full access to the entire library of interviews since 2011, searchable by topic. To accelerate your learning, uncover more inside Coaching for Leaders Plus.

What do you want to be doing 5 years from now? It’s the first Monday of the month, and we tackle that question and more on today’s question and answer show.

Guest: Bonni Stachowiak

Bonni mentioned the This American Life show titled Trends With Benefits, citing a disability story from Hale County, Alabama.

Question from Aaron

During a one-on-one meeting my boss asked me where I wanted to go in my career, and I didn't have an answer for him. More concerning was that I didn't have an answer for myself. He recommended that I have a five year plan, and he gave me a few ideas to considers. With so many paths - both inside and outside my company - where do I begin?

Your 90th birthday party

Your ideal day or week

What Color Is Your Parachute* by Richard N. Bolles

Question from Birger

“'After observing O Sensei, the founder of Aikido, sparring with an accomplished fighter, a young student said to the master, 'You never lose your balance. What is your secret?' 'You are wrong,” Ōsensei replied. 'I am constantly losing my balance. My skill lies in my ability to regain it.'”

Also see Coaching for Leaders episode #123 with John Corcoran

Question from Mike

I have started to set expectations and coaching within role, but I am finding it very difficult to get any engagement with anything I do. It feels like I am the outsider and they would quite like to leave it that way. I have looked for quick wins and found a few but again they seems to be disengagement, a different perspective may be good. What your thoughts?

Leading Change* by John Kotter

Five Dysfunctions of a Team* by Patrick Lencioni

Question from Danielle

I just started my job and am really excited to hit the ground running with a lot of on-going projects. One theme in particular that is highly important and consistent in my current assignments is the concept of Customer Retention Strategy. I just need to know (1) In your personal/professional experience, have there been any particular practices or techniques you have implemented that have proven successful and (2) are there any resources/materials you may suggest that would prove useful for my research? (e.g. books, articles, videos)

Fish!* by Stephen Lundin, Harry Paul, and John Christensen

Net Promoter Community

Crush It!* by Gary Vaynerchuk

The Lean Startup* by Eric Ries

Feedback

Join the conversation: http://coachingforleaders.com/152

Comments, questions, or feedback for future Q&A shows: http://coachingforleaders.com/feedback

Next Q&A show is episode #156 (September 1st) and the topic is Getting Organized

Thank you to Tim Stringer, Mark Schroeder, Andrew Martin, Luke Hamill, Auda Okutani, Andrea Collins, Darren Stehle, Tom Trantow, Elena Dumitrescu, Adi Ramakrishna, Javier Citalan, Mischelle Smoot, Kathleen Fardeen, and David Welch.

Receive the 10 Leadership Books That Will Help You Get Better Results From Others, including 2 books that I rely on weekly. You can subscribe at http://coachingforleaders.com/subscribe

Thank you to JMW0428 from the US and Eveliina from Finland for the kind review on iTunes. If you'd like to leave a review for this show, please do so on iTunes or Stitcher.

Tim Stringer: Holistic Productivity

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

Tim recommended Tony Schwartz's book Be Excellent At Anything*

Step 1 - Reflection

Tim recommends journaling to separate the noise from what’s most important

The Day One app* is an excellent resource for this

Step 2 - Accepting life as is

Step 3 - Focus on one thing

A positive shift in one area of life will influence many other areas

It’s a lot easier to get early wins by starting with one area first

Step 4 - Inspired action

Work on a specific action for a 90-day period

Think a strategize about your action like it’s already occurred

Strategies

Name projects the define the objective

Due dates only when things are actually due

Resources

OmniFocus for the Mac* and iPhone*

LearnOmniFocus.com

Holistic Productivity Courses

Holistic Productivity from The Omni Group on Vimeo.

Practical action

Try journaling for a week

Discover More

Activate your free membership for full access to the entire library of interviews since 2011, searchable by topic. To accelerate your learning, uncover more inside Coaching for Leaders Plus.

Many of us struggle with being more productive. Here are four steps we can all take to get better results.

Guest: Tim Stringer

Holistic Productivity Online Courses

LearnOmniFocus.com

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

Tim recommended Tony Schwartz's book Be Excellent At Anything*

Step 1 - Reflection

Tim recommends journaling to separate the noise from what’s most important

The Day One app* is an excellent resource for this

Step 2 - Accepting life as is

Step 3 - Focus on one thing

A positive shift in one area of life will influence many other areas

It’s a lot easier to get early wins by starting with one area first

Step 4 - Inspired action

Work on a specific action for a 90-day period

Think a strategize about your action like it’s already occurred

Strategies

Name projects the define the objective

Due dates only when things are actually due

Resources

OmniFocus for the Mac* and iPhone*

LearnOmniFocus.com

Holistic Productivity Courses

Holistic Productivity from The Omni Group on Vimeo.

Practical action

Try journaling for a week

Feedback

Join the conversation: http://coachingforleaders.com/151

Comments, questions, or feedback for future Q&A shows: http://coachingforleaders.com/feedback

Next Q&A show is episode #152 (next week) and the topic is Career Direction

Thank you to Tammy Jackson, Chris Fletcher, Matt Terry, Mike Sadlock, Daniel Acosta, Bruno Mauro, Mark Troxel, Kian Yong Soon, Sophie Hsu, Karlo Nocero, Mike Knipstein, Richard McDermott, Rebecca Johnson, and Michelle Bomberger for subscribing to the weekly update.

Receive the 10 Leadership Books That Will Help You Get Better Results From Others, including 2 books that I rely on weekly. You can subscribe at http://coachingforleaders.com/subscribe

Thank you to Joshua Rivers for the kind review on iTunes. Check out Creative Studio Academy if you are an online content creator. If you'd like to leave a review for this show, please do so on iTunes or Stitcher.

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*.

1. Thank people

Dave used Surveymonkey.com for the listener survey

2. Share the results

Resources for visualizing results

Column Five

Piktochart

Demographics

Over 100 people participated

40% have graduate degrees

75% of listeners are managers

Of those, 60% have managed five years or more

Findings

Dave needs to be more concise (introductions and show length)

People want to continue to hear more advice for practical action

People like and want more Q&A

3. Take action

Show length will be 30-40 minutes

Advice or practical action at the end of each episode

Question and answer show the first Monday of the month (submit your question)

Bonni started a podcast!

The Teaching In Higher Ed podcast is live on iTunes and Stitcher

Practical action

Thank someone who has completed something for you that has not yet been thanked

Discover More

Activate your free membership for full access to the entire library of interviews since 2011, searchable by topic. To accelerate your learning, uncover more inside Coaching for Leaders Plus.