Lead For Clarity

This episode introduces Melanie Montgomery. Melanie has a Master's degree in Organizational Leadership. She is a Shandel Group consultant. Shandel and Scott ask Melanie how she went from hospitality to leadership consulting.

Melanie shares her most recent involvement with Native Action Network. She is on the Board of this amazing nonprofit to raise up leaders within the Native Community.

Melanie shares what it was like to grow up with a mindset of "give back" as a member of the Quinalt Indian Nation. She developed a strong compulsion to give back by being a leader in her community. 

From her 17 years in hospitality she pursued her passion "to help others grow and develop".
Her work with Shandel Group is just that, helping others grow and develop to lead with purpose and vision.

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This episode Shandel shares what top executives are mainly dealing with today, how to keep and train up their talent. Today leaders have the very difficult task to keep their team together, work harder, and enjoy what they do. Engaged teams stay together and find success in the relevance of their organizations mission.

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Hard conversations are not easy and those of us who don’t like confrontation do everything we can to avoid it. Why do we fear or avoid confrontation? Perhaps it’s because past experiences involving hard conversations did not go so well. A likely reason for that may be the inability to regulate our emotions. 

Hard confrontive conversations said with the right tone of voice, and supportive body language will help engage the listener and enable that person to regulate their emotions. 

Hard conversations can evoke strong emotions which then can lead to the down regulation of the higher cortex. When this occurs the conversation is over and defensiveness, combativeness, and justification take over. The positive end result we desire when engaged in a hard conversation is tempered emotions and feeling heard. 

Some hard conversations involve personality and behavioral conflict. Someone who rubs you the wrong way. This person seems to know how to push your buttons. Or maybe you push their buttons. Conflict such as this often is a triggering response based on an emotion which evokes a physical neuro chemical reaction in the body that leads to the disabling of the Higher Cortex. This is called the “Amygdala Hijack”

Psychologist Daniel Goleman first used the term “amygdala hijacking” in his 1995 book Emotional Intelligence: Why It Can Matter More Than IQ.

It refers to situations wherein the amygdala hijacks control of a person’s ability to respond rationally to a threat. This then leads to the person reacting in an intense, emotional way that may be out of proportion to the situation.

Without the ability to use their frontal lobes, a person is unable to think clearly. Therefore, they are not in control of their responses.

Going into a difficult conversation? Ask yourself: 

How can I best get my message across, strengthen the relationship, build trust, and achieve a desirable outcome?

Check out Scott's video on How to Have Hard Conversations https://studio.youtube.com/channel/UC-hHuramLvFvtXFp670wdcA/videos/upload?filter=%5B%5D&sort=%7B%22columnType%22%3A%22date%22%2C%22sortOrder%22%3A%22DESCENDING%22%7D

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Empowering Others To Shine is the 5th and final driver in our S.E.R.V.E. leadership series. 

If you are implementing the other 4 Drivers of Leadership, you know your people. You are aware of their strengths and weaknesses, where they need to grow, and you know their personal goals and ambitions. Now, you must proactively invest in their development toward not only what they want, but also what you see as their next step in the organization. 

We have quite a few clients who, gloriously, have low leadership turnover, so it is to their advantage to keep investing and growing their young talent so they can keep their Top A Players engaged and feeling valued. Retaining excellent talent may be of greater importance now than ever, therefore I would like to suggest one of our many Leadership Labs if you do not know where to start with your people. We have so many clients doing this well and can share ideas on how to help you protect your investment in talent for the future!

It builds trust when we master the art of empowerment through delegation and building on everyone’s strengths, including our own.

People feel cared for and invested in when you hold them accountable. Do you have set standards or values for the organization? If you do and you should, hold yourself accountable to those values as an example for others to follow.

Please email us your questions and give us feedback to: [email protected]

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#LeadForClarity #LeadershipDevelopment #Leadership #Growth #ExecutiveCoaching #LeadershipCoaching #EmotionalIntelligence #Clarity #PersonalAccountability #Communication

This episode is a continuation on the subject of communicating to be understood.

Part 1 focused on how communication is 93% non verbal. And yet we seem to be mostly focused on our words while missing the greater elements of speech, body language and tone of voice.

Shandel opens this Podcast on how to best communicate with introverts. In DISC these are the "S" for Steady, and the "C" for Compliant.

Previously Scott and Shandel talked about extroverts the "D" for Dominant, and the "I" for Influence.

DISC is observable normal behavior, otherwise known as Behavior Style Characteristics.
The key take away from the Podcast is communication can lead to feeling triggered. When you understand the behavior style of someone else you can adapt what you are communicating to enhance understanding. Optimizing communication is knowing yourself and the communication style of others.

Our Clarity report using DISC and Driving Forces to help you gain an understanding of the 
behavior of others while opening your own eyes to how you yourself are being perceived. It is paramount that we learn these skills so that our message is received for the most beneficial outcome.

Please email us your questions and give us feedback to: [email protected]

Subscribe for our free 66 Seconds with Shandel Group at shandel.com

Visit our website http://www.shandelgroup.com

 

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#LeadForClarity #LeadershipDevelopment #Leadership #Growth #ExecutiveCoaching #LeadershipCoaching #EmotionalIntelligence #Clarity #PersonalAccountability #Communication

Remember, we can change the way we communicate by first owning our “story” and then adapting our body language and tone of voice to the listener’s style. The listener is bound to hear it one way –“their way”. 

This is part 1 of 2 on maximizing communication effectiveness. If we are communicating effectively our message is being received in the most beneficial way possible for our listener.

Understanding our behaviors and the behaviors of others is the key component to being a clear communicator and/or receiver of others' messages. 

Communication is both articulating language as well as interpreting what is said. As the listener or receiver of someone else's message, knowing the behavior style of the speaker is important for how we proactively listen and interpret that person’s message.  

How we say what we say is more important than the words we use!

Communication is 7% verbal, 55% body language, and 38% tone of voice. The words we use to express ourselves only convey 7% of our message. WOW! I heard myself saying just last night, “that’s not what I said!” It would behoove us to be self-aware of how we are saying the 93% of language that doesn't contain words.

Are we sending a mixed message? Clear communication is not just clearly mouthing the right words, it’s complementing those words with appropriate tone of voice and body language. 

When communicating with someone who does not match our behavior style, the opportunity for miscommunication increases, as does the potential for conflict. Have you ever encountered someone that no matter what you say, they seem to take it the wrong way? Maybe it’s not the words you use but the manner in which you say it. Our Clarity Report helps us better understand how we are being perceived and how we can adapt to be better understood.

We must remember that we show we care for the individual we are talking to through voice modulation and being aware of the posture of our body. 

The magic of the DISC theory is observing the behavior of others and having the self awareness of how you are being perceived. It is paramount that we learn these skills so that our message is received for the most beneficial outcome.

Please email us your questions and give us feedback to: [email protected]

Subscribe for our free 66 Seconds with Shandel Group at shandel.com

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#LeadForClarity #LeadershipDevelopment #Leadership #Growth #ExecutiveCoaching #LeadershipCoaching #EmotionalIntelligence #Clarity #PersonalAccountability #Communication

Shandel begins the Podcast talking about a new client engagement and how she walks them through the process toward Engaging their Team.

First she starts with Leadership development through the 5 Drivers of Leadership using the SERVE model:
Self Awareness
Extent Trust
Real Connection
Vision Focused
Empower Others to Shine

Next, Shandel will take the client through STORY:
The "STORY" involves this concept of how our brain processes facts to create meaning. When an event happens, our brain needs to establish meaning.  Your STORY provides perspective and greater understanding. It also provides if you should allow it, a growth mindset.

Engage your Team- many teams may wonder what’s in it for us! People who are engaged in their work are effective performers.  The 2022 Haiilo reports only 20% of people are engaged in their work.  This creates a massive problem for businesses because of the costs involved in employee turnover, and lack of productivity.
https://blog.smarp.com/employee-engagement-8-statistics-you-need-to-know

Engaging the team involves many aspects of their employment. Communication is paramount in establishing trust and building a real connection. We use our Clarity Report which includes two Sciences (DISC and Driving Forces) to implement effective and beneficial communication.

Please email us your questions and give us feedback at: [email protected]

Visit our website http://www.shandelgroup.com

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#LeadForClarity #LeadershipDevelopment #Leadership #Growth #ExecutiveCoaching #LeadershipCoaching #EmotionalIntelligence #Clarity #PersonalAccountability #Communication

Personal Accountability is eliminating blame, complaining, and procrastination.

When we blame, complain and procrastinate and therefore make excuses for our behavior, we give our power away.

Negative questions filter through our brain when we get triggered, and that starts the downward spiral of who, why, and when statements that erode responsibility. 

In relationships such as marriage we give up our personal power by not owning what is ours to do. By making excuses for "why" we didn't do, what we said we would do. To take back your personal power, take ownership.  Say, "I dropped the ball on this, it was in my court and I missed the deadline".  No more complaining, no more blaming, no more procrastinating or putting off the unpleasant.

Ask "what or how" questions, take responsibility for your actions and proactive measures to support what is yours to do.

Please email us your questions and give us feedback at: [email protected]

Visit our website http://www.shandelgroup.com

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#LeadForClarity #LeadershipDevelopment #Leadership #Growth #ExecutiveCoaching #LeadershipCoaching #EmotionalIntelligence #Clarity #PersonalAccountability #Communication

Shandel Group begins most trainings with Personal Accountability because personally accountable people are open minded, take ownership and think outside the box.
 
Shandel goes over the difference between reactive and proactive questions.

Reactive questions involve the words: who, why and when. These questions abdicate your responsibility and essentially leave you powerless.
 
Proactive questions and or responses involve: what or how, "I", and an action that can be taken.  "What can I do...?
 
Personally Accountable people take responsibility for their actions and do what needs to be done without blaming or making excuses.

Please email us your questions and give us feedback at: [email protected]

Visit our website http://www.shandelgroup.com

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#LeadForClarity #LeadershipDevelopment #Leadership #Growth #ExecutiveCoaching #LeadershipCoaching #EmotionalIntelligence #Clarity #PersonalAccountability #Communication

Shandel talks about how she got her start. She loves helping her clients find Clarity in the way they lead their organizations. Organizational Clarity involves understanding your why. Your why, is your purpose. It’s the reason you began this Venture. Once you are clear on your why, you must then establish your core values, mission, and vision for the future. When these guiding principles are in place and followed, this will help you guide and build the team and culture that will enable you to fulfill your vision.

Shandel believes in getting her clients to their next level of leadership and satisfaction.

Shandel Group focuses on managers and growing their leadership  acumen. Managers that are great leaders have great teams. It is the team that drives the culture which is directed by the managers who lead them.

Please email us your questions and feedback at: [email protected]

Visit our website http://www.shandelgroup.com

Thanks for joining us - don't forget to subscribe, rate (or like), comment & share!

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We LOVE your feedback & questions - click HERE to share your questions/feedback or email us at [email protected]

Subscribe for our free 66 Seconds with Shandel Group at shandel.com

#LeadForClarity #LeadershipDevelopment #Leadership #Growth #ExecutiveCoaching #LeadershipCoaching #EmotionalIntelligence #Clarity #PersonalAccountability #Communication