Real and Unscripted

Most leaders deal with a constant tension between authority and responsibility. When responsibility and authority are evenly matched, you feel good. You feel empowered, able to grow, and have the ability to develop your skills. But when you feel like you have been given more responsibility than authority, then over time it leads to deep frustration and bitterness. If you're the leader and you're keeping more authority than responsibility, then that's selfish - and it means someone on the other side of you has more responsibility than authority. In this episode, learn why building a healthy, high performing, and attractive organization to work for means equipping people with a liberating balance of responsibility and authority.

For more information, visit www.RewiredDynamics.com. 

If you are going to raise the capacity of your leaders and bridge the gap between where they are and where you want them to be, then training is an essential component of that goal. Information Transfer is essential for all learning and training. The delivery of high quality education in an informative way is really important. The people you are training need to learn the information and understand it. But, historically, we've tended to focus too heavily on Information Transfer. This is never enough to guarantee that what they do with that information is what you (or an expert) would do with it. Without further guidance, people will take all this information away and try to innovate it to make a difference in their leadership lives. This is accidental, rather than intentional, development. Listen in as Fritz and Kim explain why Imitation is one of the most important parts of how you truly multiply skills and expertise to those you lead. For additional information on the Effective Learning tool, click here.

For more information on Rewired Dynamics, visit www.rewireddynamics.com.

When we hire someone new, or train people in a new skill, everyone goes through a growth journey. At some point along the way, when they're learning to master their new skill or environment, there is a period where they're in danger of falling into the Pit of Despair. This is the place where they feel like no matter how hard they've tried, they just can't make it, they don't understand the expectations set for them, or they feel in-over-their head and overwhelmed. The result can be abdication and just doing enough to get by, or depression, or unhealthy behavior at work as they seek to cope with this sense of failure and feeling trapped. But there is hope! There is a way out. It's you!

The leader is the ladder out of the Pit of Despair. While it may be tempting to criticize the people in the Pit of Despair because "they just didn't have what it takes" or some other frustration about why you think they're down there, what they really need is you. They need Time, Vision, and Encouragement. Formal time is necessary for developing hard skills, but Informal time is crucial for building trust. Vision includes both Short-Term vision to help them get immediate clarity on next steps and quick wins, but it also includes a Long-Term vision for how they contribute to the success of the team. Finally, it requires Encouragement that is specific, genuine, and authentic. If you ever find any of your people in the Pit of Despair, then turn to these three things to help you get them out. When you do, you'll build a level of trust and relationship with that individual that usually pays big dividends in performance later on.

For more information, visit www.RewiredDynamics.com.

Just like people, organizations change and need different things at different times to continue their growth. The Pass the Baton tool highlights the key phases of growth for any group of people or project: Startup, Establishment, and Expansion. The skills, strengths, and priorities required in the Startup phase are different than those required in the Establishment phase, but each phase is valuable and necessary. 

Similarly, every Voice on a team is valuable and necessary to the growth of the team, bringing different strengths to address different challenges. What's so powerful about this tool is that it shows us the type of strengths, perspectives, and skill sets needed to match the problems or opportunities at every stage in an organization or project's life cycle. 

Lastly, it helps people find their place within the teams or projects that make up the organization. At the end of the day, we want to help people find the right seat on the right bus so they can thrive and we can get their best. That's how we ensure high levels of organizational alignment, engagement, and performance for the long-term.

For more information, visit www.rewireddynamics.com.

When you are leading change, how do you help everyone come on the journey? This podcast discusses the concept of "building the bridge." We know that 27% of people will be compelled by vision and find a way across, but the other 73% will need to know its safe and have an understanding of how they will reach the vision and what systems, resources, and people will be required to do so. Listen in to learn more about how to bridge change in your organization so that everyone can contribute and follow your vision for the future.

For more information, visit www.rewireddynamics.com.

People are unique and complex. The behaviors people see in us are not just driven by one thing like personality. When we look at "What Drives Behavior?" we talk about three primary factors: Nature, Nurture, and Choice. These three things contribute equally to shape your behaviors and leadership. This framework helps us to both acknowledge the complexity of motivations behind our behaviors, and a powerful way to understand, express, and use an increased awareness of our tendencies to become more intentional and productive.

Let's dive in and discover the real you and how you function at your very best!

For more information, visit www.rewireddynamics.com. 

Do you know only 58% of teams maximize their full capacity?

In order to create create healthy, high performing teams, we need to measure and equip our people around 5 key metrics: Communication, Relationship, Alignment, Execution, and Capacity. These metrics represent the skills needed to maximize the performance, health, and potential of the team. When each component is healthy and functioning properly, it creates a “flywheel” of momentum and healthy growth. 

All healthy performance and culture begins with a foundation of effective Communication first, followed by strong working Relationships. These two elements are essential. They help us avoid the unnecessary conflicts and drama that will undermine the rest of the skills outlined in this tool, and they set us up to maximize our investments in Alignment, Execution, and Capacity. Too many people make the mistake of only focusing on these latter three elements. If we do that, we may get compliance, but ultimately it will start to erode all five of these skills. We won't get the engagement required to reach our highest levels of performance, culture, and resilience. The maximizing team performance tool is so powerful because it gives us a simple, visual framework to understand the key elements of team performance and culture. Boiling a complex concept down to a single model, this tool equips us with a common language and diagnostic to assess, communicate, and improve team performance in a simple but powerful way.

All of us have motives and an intent for what we do. The most liberating and productive leaders fight for the highest possible good of those they lead and their intent is to be "for" the people they lead, rather than for themselves or against people. 

On this podcast, Kim and Fritz discuss how to "call people up" not just "call people out." Most of us have been "called out" in our lives and it usually doesn't produce a healthy response. It makes you feel like the person calling you out is either against you or just "for themselves".  We tend to call people out when when we're frustrated, stressed, or tired, and it leads to conflict, drama, domination, disempowerment, and stifled growth. While that dominating style of management may create a small short term spike in productivity as people respond in fear, it typically undermines the long-term performance and culture of the team significantly. But to "call people up" into their full potential communicates that you are "for" that person. It leads to greater collaboration, liberation, and helps us maximize the strengths and ability of each member on the team. 

For more information, visit www.RewiredDynamics.com.

Everyone has expectations. Setting clear, realistic expectations for yourself and others is crucial for maximizing performance and maintaining alignment within your team. In this episode, Fritz and Kim discuss how the Expectations Scale provides a check for us to make sure we are establishing clear expectations that promote (not undermine) effective growth. 

For more information, visit www.rewireddynamics.com 

Leadership is not "one size fits all." Everyone has their own strengths, their own challenges, and their own growth journey. In this episode, Kim and Fritz discuss how to bring out the best in your team by assessing and calibrating support and challenge to each unique individual on your team. When you maximize the level of self-awareness, emotional intelligence, and task-based skills in each of your people, you build an invincible team.

For more information, visit www.RewiredDynamics.com.