The Wake Up Eager Podcast

Episode #31.

• Opening Quote, "If I can't lead myself, others won't follow me, won't respect me and won't want to partner with me."
• Suzie's Book: 120 Stress Management Strategies and Daily Tips for Professionals
• Free Quiz Around the Re-Calibrate Daily Habit
• 3:38 - Wake Up Eager Habit - Re-Calibrate Daily. What it is and why is matters.
• 8:20 - These top five Managing My Tips relate to TriMetrixHD Assessment area: Self Direction and in the TriMetrixEQ Assessment area: Motivation (know where you're going, know what you want to do and happy to do that)
• Related Podcast Mentioned: Demystifying and Understanding TriMetrix
• 11:40 - Tip #1 - My Preferences Matter - Mantra: "I name, claim, and use my strengths. I also manage my blind spots."
• 19:40 - Tip #2 - Build Momentum: Pre-Pave - Mantra, ""I plan every day in advance. I also have three monthly goals that are in writing, so that I can review and take action on them daily."
• Henry Ford, "Before everything else getting ready is the secret to success."
• 24:30 - Related Podcast: Setting Performance Expectations the Easy Way: Build Accountability w/ a Job Dashboard
• 27:15 - What is overwhelm?
• 29:22- More about List of Six - Related Podcast: How to Get Out of Overwhelm and Get Things Done
• 35:10 - Tip #3 - Grow Personal Accountability- Mantra: "I take responsibility for my achievements AND my errors."
• More about Personal Accountability - Related Podcast: Biggest Interview Mistakes and How to Avoid Them
• Detailed article, free quiz and eWorkbook mentioned around Personal Accountability: One of the Most Imp. Leadership Characteristics: What Every Executive Ought to Be Good At...
• 39:00- Tip #4 - Get in the Zone - Mantra: "I focus upon what I want and why I want it."
• Book: Finding Flow: The Psychology of Engagement in Everyday Life
• Flow Formula: 1) Fully using strengths toward a manageable goal 2) Having a clear goal 3) Getting feedback
• Get Finding Flow: The Psychology of Engagement in Everyday Life Book Free by using my Audible affiliate link: Get a Free Audio Book w/ 30-day Trial
• 43:15 - Tip #5 - I Can't Get It Wrong - Mantra: "I can never get any of this wrong, because I'm never done."
• 48:00 - Article Mentioned about how success REALLY happens... Best Tips for a Quick Recovery When Overwhelmed
• 52: 13 - Closing Blessing (copied from Mark Silver, Heart of Business)

In the Name of the One Most Compassionate, Most Merciful, Most Kind I ask in the Name of the One to help us all to know: that our hearts are always cared for that our every step is guided that we need do nothing alone. Help to open the way, to reveal the path, to make the signs unmistakable. I ask for nourishment, and support, in abundance for us all. I ask that all of those who need the gifts that we've been given, find their way to us without blocks, or veils, or hesitations. Make our provision easy. I ask for love, and healing. For mercy, and kindness. For power and ability. For gentleness and peace. For strength and success. For life, for justice, for form. I ask for presence, and light. And Love, and love, and love. For you, and your loved ones, and your business, in this new year.

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Related Podcasts: Demystifying and Understanding TriMetrix Biggest Interview Mistakes and How to Avoid Them How to Get Out of Overwhelm and Get Things Done

Get More Motivation with the Workplace Motivators Assessment Podcast

The Power of Focusing on Strengths in the Workplace & Using the DISC Assessment

Related Service: Training Programs

Coaching Process

Related Books: Finding Flow: The Psychology of Engagement in Everyday Life 120 Stress Management Strategies and Daily Tips for Professionals

Contact Suzie:

Schedule a Complimentary Consulting Call or Send Me Feedback: Contact Suzie

STAY IN TOUCH: Are you a leader, trainer or consultant focused on building a Wake Up Eager Workforce? Subscribe to this Podcast Here. You can also sign up for monthly email updates, here. Thank you for being a part of this!!

PART 2 - Brain Research & Negative Reactions – What You Need to Know to Lead and Grow Yourself and Your Team, Interview Dr. Ron Bonnstetter, SVP of Research and Development, TTI

• 5:00 The more you know,the more you learn - what happens in your brain. Why embracing learning matters.
• 8:30 Understanding the Development of Soft Skills (see second image, below, with 23 Personal Skills and brain images)
• 12:15 More asking real questions, listening and allowing silence
• 15:05 More about Development, Avoidance and Emotional Baggage
• 23:00 Five Sciences are like an onion... each layer goes deeper
• 25:00 Top Advice from Dr. Ron Bonnstetter – Recognize the role of avoidance in decision -making; Science of Self, Listen More, Have More 'We' Conversations
• 26:24 Exciting Projects Around Emotional Intelligence and Intuition - 'This is the age of the brain.' 'This is replicate-able.'
• 34:33 Dr. Ron's Advice to His 30 Year Old Self, We can learn from everyone." Also, about the power of mentor.
• 40:05 If He Could Have a Billboard Anywhere "Listen for those things you have never heard."
• 42:22 Dr Ron's Number One Takeaway – "Embrace Uniqueness" - the future: neuro-diversity

Contact Information for Dr. Ron Bonnstetter:

- LinkedIn

- YouTube - Science of Self in Sixty Seconds

- Twitter: @rbonnstetter

- Facebook: https://www.facebook.com/TTISuccessInsights

Subscribe via iTunes or Leave a Review

Related Podcasts: Demystifying and Understanding TriMetrix

Get More Motivation with the Workplace Motivators Assessment Podcast

The Power of Focusing on Strengths in the Workplace & Using the DISC Assessment

Related Service: Training Programs

Coaching Process

Schedule a Complimentary Consulting Call or Send Me Feedback: Contact Suzie

STAY IN TOUCH: Are you a leader, trainer or consultant focused on building a Wake Up Eager Workforce? Subscribe to this Podcast Here. You can also sign up for monthly email updates, here. Thank you for being a part of this!!

Overview of Episode #29: Brain Research & Negative Reactions – What You Need to Know to Lead and Grow Yourself and Your Team, Interview Dr. Ron Bonnstetter, SVP of Research and Development, TTI

• 13:00 What and How Dr. Ron Measures the Brain (see brain image below of three reactions)
• 19:00 How His Research is Used – Validation and Assessment Refinement - When We Say No – What That Really Means & What Happens in Our Brain
• 24:00 Words That Don't Work - Triggers - His Politics Study (see Words That Don't Work - Verbal Barriers Study)
• 31:00 Why Dr. Ron Got Into This
• 37:05 What Separates Us, Me/You VRS We Conversations and How to Overcome It
• 41:26 The Dance of the Mirror Neurons (Our ability to experience and feel what someone else is experiencing.) Back and forth, ying and yang.
• 43:26 Three Step Process - Understanding Self, Others and then Adapting
• 45:30 What We Avoid - Why It Matters & We Are Moving from Motivators to Driving Forces
• 51:35 Diversity, Ying and Yang, Conflict, Appreciation and Listening

Contact Information for Dr. Ron Bonnstetter:

- LinkedIn

- YouTube - Science of Self in Sixty Seconds

- Twitter: @rbonnstetter

- Facebook: https://www.facebook.com/TTISuccessInsights

Subscribe via iTunes or Leave a Review

Related Podcasts: Demystifying and Understanding TriMetrix

Get More Motivation with the Workplace Motivators Assessment Podcast

The Power of Focusing on Strengths in the Workplace & Using the DISC Assessment

Related Service: Training Programs

Coaching Process

Schedule a Complimentary Consulting Call or Send Me Feedback: Contact Suzie

STAY IN TOUCH: Are you a leader, trainer or consultant focused on building a Wake Up Eager Workforce? Subscribe to this Podcast Here. You can also sign up for monthly email updates, here. Thank you for being a part of this!!

Five Reasons Why Employees Fail and What To Do About It

Overview of Episode #28. The following topics are covered:

• The power of a person being "in accord with its own nature" on the job
• Why people fail – two faulty beliefs by hiring managers
• What is Job Fit and why it matters
• Five reasons why people fail – Job Fit Car Analogy
• Actions You Can Take and 17 Interview Questions You Can Use Right Away

Timing on Recording: @ ---

Topic 1: What Employees Say and Leader's False Beliefs

• "A happy life is one which is in accord with its own nature." Seneca
• What high performing employees say: "My job fits me so well, often work is play." "My work is a natural expression of my talents and personality." "I don't have to pretend to be someone else at work." "My job rewards my most important values and allows me to fulfill my goals in terms of personal growth, achievement, income and stability." "I feel like a duck in a pond."
• What research tells us about high performing employees.
• Two beliefs hiring managers have that are false.
• "Are they going to be happy? Are they going to be productive? Will they want to stay? Will they own their job? Will they contribute their talents generously?" Dr. Robert S. Hartman Developer of the Science Behind TriMetrixHD

Timing on Recording: @ ---

Topic 2: Job Fit Car Analogy -Five reasons why employees fail - Job Fit Car Analogy:

90% of the time when people fail it's related to one of these areas:

• UNDER THE HOOD - Personal Skill Horsepower.
• GAS IN THE TANK - Is the gas tank is empty or full?
• WHAT AND HOW THEY DRIVE: Does this person's style match the job?
• GARAGE: WHERE THEY'RE PARKED - Does the person fit our culture?

10% of the time, failure on the job relates to this area:

• ROADS TRAVELED AND FUTURE DESTINATIONS - Does this job match the background AND the future this person wants?

Timing on Recording: @ ---

Topic 3: Actions You Can Take

• Use these "Under the Hood" interview questions on your next interview.
• Do this more of this in interviews - Talk Less and Listen More.
• Use the Superior Performance Assessment Process to measure job fit.
• An overview of our Coaching Process

Subscribe via iTunes or Leave a Review

Related Podcasts: Demystifying and Understanding TriMetrix

Get More Motivation with the Workplace Motivators Assessment Podcast

Three Biggest Interview Mistakes

Related Service: Hiring Assessment Process

Coaching Process

Schedule a Complimentary Consulting Call or Send Me Feedback: Contact Suzie

Overview of Episode #27. The following topics are covered:

• Why you should never tell someone to relax
• Six Beliefs of someone who's a great listener
• Definition and Four Step process
• Six Negative Listening Habits Quiz
• A link to a funny video about listening
• PDF on Negative Listening Habits and Four Stes in Listening Aggressively
• Contact Suzie at 770-578-6976 or [email protected]

Timing on Recording: @ 2:10 ---

Topic 1: Avoiding to Acknowledging

• My story - avoiding Debbie Downer
• My Definition for Listening Aggressively: A focus on hearing in a determined and energetic way. When you are doing this well, you demonstrate your desire to understand by asking questions and listening with NO agenda other than to understand. Action Steps: Reflect, Probe, Support, Advise.
• Why You Should Never Tell Someone to Relax

Timing on Recording: @ 17:45 ---

Topic 2: Beliefs, Mindset and Habits of Great Listeners

• Gallup Research
• Tune in Time - 15 minutes a day
• "I seek to understand others first, before I try to get them to understand my view. THIS is crucial to all relationships and the level of trust and respect we have with each other."
• "Words alone don't teach, life experience teaches. What I say needs to be clear, but people need to experience things for themselves to really know, understand and accept."
• "My example is my strongest message."
• "My way is not the only way, it's just 'A' way. I am the Leader but I invite participation, new ideas and new ways of doing what we do."
• "I try to look at and focus upon the best attributes in others. Even in difficult and tense situations, I can discuss negative facts and behaviors, and still value the person."
• "I always expect the best from others."

120 Stress Management Strategies and Daily Tips Digital Book: Mind, Body & Spirit Insights for Professionals See a Complimentary 36-page Preview, Here

Timing on Recording: @ 21:45 ---

Topic 3: Four Listening Aggressively Steps - R.P.S.A. and "the Nail" video

• STEP #1: R. Reflect - Is to: Verify and Clarify.
• STEP #2: P. Probe - Is to: Ask Clarifying Questions to Understand."Do you mind if we ask a few questions, we'd love to get your thoughts..." "What did you think about...?" "Help me understand what's…
• STEP #3: S. Supporting - Is to: Demonstrate Understanding. You can show understanding even if you disagree. You can almost always sincerely gain a true understanding of the other person's viewpoint IF you've done Steps 1 & 2-Relect & Probe, well. If you've been sincere in expressing your understanding you can then, successfully and safely, move to the next step.
• STEP #4: A. Advising - Is to: Provide Facts & Make a Recommendation.
• It Not about the Nail - video
• Charismatic Leadership - Article on Listening Aggressively

Timing on Recording: @ 38:00 ---

Topic 4: Six Negative Listening Habits and Two Favorite Quotes

• 1.Faker
• 2.The Interrupter
• 3.The Happy Hooker
• 4.The Advice Giver
• 5.Rebuttal-Maker
• 6.The Intellectual or Logical Listener
• PDF on Negative Listening Habits and Four Stes in Listening Aggressively
• "The first duty of love is to listen." Paul Tillich, German Philosopher
• "The greatest compliment that was ever paid me was when one asked me what I thought, and attended to my answer." Henry David Thoreau

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Related Podcasts: Four Skills Best Bosses Have Mastered

Being a Best Boss - A Podcast Interview with VPHR Dr. Randy Reece

Related Service: TRAIN/COACH: Corporate Leadership Training, Team Building and Coaching Programs

Schedule a Complimentary Consulting Call or Send Me Feedback: Contact Suzie

In Episode #26 -

• I interview Ian Day author of the book Challenging Coaching
• Coaching skill – high support, high challenge
• What the Zone of Uncomfortable Debate (ZOUD) is and how you can use it to help the people you lead and coach to greatness
• Learn how to move from the Cozy Club or Stress interaction to the Loving Boot and high performance
• Three barriers that keep leaders from being a more effective coach
• Learn about the freedom and responsibility matrix

Timing on Recording: @ 3:15 ---

Topic 1: Welcome, Ian's Background, Audible.com

• Ian's Background
• Website: www.challengingcoaching.co.uk
• Ian's Book: Challenging Coaching: Going Beyond Traditional Coaching to Face the FACTS. Get free book with a 30 day trialon Audible.com (my affiliate link)

Timing on Recording: @ 8:15 ---

Topic 2: Get to Know You Questions and Overview of the FACTS Model

• Favorite guilty pleasure t.v. show
• Favorite possession story
• The FACTS Coaching Model - all equally important and leaders may want to keep them in mind while working with their employees/coachee:

Timing on Recording: @ 20:35 ---

Topic 3: What is the Zone of Uncomfortable Debate and Why Does It Matter? How to Get Better at This

Timing on Recording: @ 34:42 ---

Topic 4: The Support Challenge Matrix

Timing on Recording: @ 51:15 --- Topic 5: Top Three Barriers to Using High Support High Challenge

Timing on Recording: @ 55:04 --- Topic 6: The Freedom and Responsibility Matrix

Timing on Recording: @ 1:02:58--- Topic 8: Advice to 30 Year Old Self, My Billboard Any Where and One Thing for Leaders to Remember About This Topic

Timing on Recording: @ 1:07:15 ---

Topic 9: Suzie's Recap of Key Points

• Research - People learn and grow best when there's a balance between support and challenge, where you take them out of their comfort zone. How to get better:
• Ways to Improve: - Get comfortable with ZOUD - the Zone of Uncomfortable Zone- Self Awareness - my assessment and coaching process - Practice: Learn about WPSA, a course correction process outlined in this Podcast: www.pricelessprofessional.com/wpsa - Practice: Self-paced audio workshop with 15 minute practice call with meWhat Everybody Ought to Know About Workplace Communication - Use Feedforward and Triad Calls - check out the Podcast for more information- Be a brave leader – let go and challenge others and create an interdependent culture on the team you lead – mix of freedom and responsibility - Believe in yourself.
• Marianne Williamson – Author, Speaker – Our Biggest Fear: "Our deepest fear is not that we are inadequate. Our deepest fear is that we are powerful beyond measure. It is our light, not our darkness that most frightens us. We ask ourselves, Who am I to be brilliant, gorgeous, talented, fabulous? Actually, who are you not to be? You are a child of God. Your playing small does not serve the world. There is nothing enlightened about shrinking so that other people won't feel insecure around you. We are all meant to shine, as children do. We were born to make manifest the glory of God that is within us. It's not just in some of us; it's in everyone. And as we let our own light shine, we unconsciously give other people permission to do the same. As we are liberated from our own fear, our presence automatically liberates others."

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Podcasts and Books Mentioned in This Podcast Get a complimentary audio book and support this podcast by using my affiliate link: Get a Free Audio Book w/ 30-day Trial

Related Services: Short- Term Leadership Coaching – Using TriMetrix

Schedule a Complimentary Consulting Call or Send Me Feedback: Contact Suzie

STAY IN TOUCH: Are you a leader, trainer or consultant focused on building a Wake Up Eager Workforce? Subscribe to this Podcast Here. You can also sign up for monthly email updates, here. Thank you for being a part of the Wake Up Eager Workforce Podcast!!

Overview of Episode #25

• An interview with Speech and Presentation Coach Eric Atwood.
• All about a little known leadership and communication skill: Relational Presence. What it is, why it matters and how to develop it.
• Contact Suzie at 770-578-6976 or via my contact form on my website - Contact Suzie

Timing on Recording: @ 1:35 ---

Topic 1: My First Remembered Experience of Relational Presence

• When I was the receiver of Relationship Presence
• Eric Atwood's background
• Get Free Audio Book w/ 30-Trial: Be Heard Now: Tap Into Your Inner Speaker and Communicate with Ease Audible by Lee Glickstein, found of Speaking Circles.

Timing on Recording: @ 8:10 ---

Topic 2: What is Relational Presence, Why Do You Care About It? Why Should Leaders Care

Timing on Recording: @ 31:06 ---

Topic 3: How Does Somebody Get Better At This? What Gets in the Way?

Timing on Recording: @ 50:20 ---

Topic 4: If a Leader Says, "That's too soft..." What Do you Say In Response? What Changes Have you Seen? What Does it Mean "to Be Witnessed?

Timing on Recording: @ 1:04:16 ---

Topic 5: Eric's Billboard, Advice to His 25/30 Year Old Self and Last Bit of Advice, Suzie Recap, Contact Info

Suzie's Recap of Eric's comments about Relational Presence:

• Eric reminds us to think about how we are relating to people, & that how we are being with people matters more that the words and content we use, those things are not what people remember, and by themselves are not what make people want to work for you and with you…

AWESOME Eric Quotes:

• "Sometimes the most influence you can have is when you invite people into the conversation."
• "Your presence really matters."
• "Be fully present."
• "Speak from your heart, not just from your mind."
• "Words are just a small part of how we express ourselves."
• "The best way to engage with people is to be real with others and relate-able."
• "The most powerful way to connect with someone is to just be yourself."
• "Be yourself in every interaction."
• "Be aware of how you are being with people."
• Reach Eric Atwood Here: www.TheSpeakersStudio.com
• Want to find a Speaking Circle near you? Speaking Circles Worldwide

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Podcasts and Books Mentioned in This Podcast Get a complimentary audio book and support this podcast by using my affiliate link: Get My Free Audio Book w/ 30-day Trail

Four Skills Best Bosses Have Mastered

Being a Best Boss - interview with Dr. Randy Reece

Related Services:

Four Skills - Leadership Training Classes Short- Term Leadership Coaching – Using TriMetrix

Schedule a Complimentary Consulting Call or Send Me Feedback: Contact Suzie

STAY IN TOUCH: Are you a leader, trainer or consultant focused on building a Wake Up Eager Workforce? Subscribe to this Podcast Here. You can also sign up for monthly email updates, here. Thank you for being a part of the Wake Up Eager Workforce Podcast!!

• Learn about Senior Leader Dennis's career: his journey; top challenges and successes; how he prepares for tough conversations; who's had the greatest influence on his career; development tools that have helped him the most
• Dennis also shares about how he uses two coaching tools: Feed Forward and Triad Coaching Calls. (More about these tools, as shared in Podcast #23)

Timing on Recording: @ 2:00 ---

Topic 1: Background and Career Insights From Dennis

• Background on TPI and Dennis Wallenta's Bio
• 1) Fun Question - What is your favorite possession? 2) Most challenging moment as a leader. Most rewarding moment as a leader. 3) Your journey as a leader… What's your story? Who has had the greatest influence on you in your career? mattered the most to you? What education, books and/or training programs were instrumental to your development?
• Audible affiliate link: www.pricelessprofessional.com/audible

Timing on Recording: @ 49:30 ---

Topic 2: "Magic" Coaching Tool: Feed Forward

Dennis Answers: What difference does it make? Why does it work? What helps? What hinders? What advice would you give to leaders who are thinking about using this Feed Forward?

• Feed Forward Process Download PDF

Timing on Recording: @ 1:13:33

• Definition ans Steps of Feed Forward

Timing on Recording: @ 1:16:40 ---

Topic 3: "Magic" Coaching Tool: Triad Coaching Call

• Triad Coaching Call - Definition
• Sample Triad Coaching Call Agenda -PDF
• Dennis Answers: How do you approach these type of facilitated calls? How these calls make a difference. What advice would you give to leaders who are thinking about using the Assessment Triad Call?
• Based upon the: TriMetrix Assessment.
• Senior Leader, Dennis Wallenta, "We've never had a bad triad call." "window of sharing and honesty" –"measurable change and improvement"

Timing on Recording: @ 1:32:29 ---

Topic 4: Closing Leadership Questions for Dennis

• If you could put one billboard anywhere, with anything on it, where would it be and what would it say?
• When you hear the word successful, who is the first person that comes to mind and why?
• What advice would you give your 25/30-year old self about how to prepare for your role as a future SVP at TPI?

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Podcasts and Books Mentioned in This Podcast Get a complimentary audio book and support this podcast by using my affiliate link: www.pricelessprofessional.com/audible

Magic Motivation Tools: Feed Forward and Triad Coaching Calls

Related Service: Short- Term Leadership Coaching – Using TriMetrix

Schedule a Complimentary Consulting Call or Send Me Feedback: Contact Suzie

STAY IN TOUCH: Are you a leader, trainer or consultant focused on building a Wake Up Eager Workforce? Subscribe to this Podcast Here. You can also sign up for monthly email updates, here. Thank you for being a part of the Wake Up Eager Workforce Podcast!!

Overview of Episode #23. The following topics are covered:

• More Information about two development tools: Feed Forward and Triad Coaching Calls
• What they are and why they work
• My perspective and hear from a Senior Leader who's used both tools
• How to use each tool - download step-by-step guide
• Tips to make them more effective

Timing on Recording: @ 3:50 ---

Topic 1: What is Feed Forward?

• A future focused way to get feedback for improvement. Simple three step process that focuses on the future, where you ask others for ideas for improvement.
• Three Steps: 1. PICK ONE: Pick #1 behavior you most want to change and want to get suggestions from others about to improve 2. ASK & LISTEN – ASK: "I'm focused on doing a better job of (insert focus area here). Do you have any ideas or suggestions for me?" LISTEN to EVERY suggestion without defensiveness or push back. GOAL:-Get as many ideas as you can. 3. FOLLOW UP- determine top themes – use them as your development and in a coaching process (create a Dashboard top 3 to 5 priorities) See more about the Dashboard Podcast #20 Also follow up by reporting back to the people who gave you feedback – what you're working on.
• Why it's magic... my experience.
• 16:06 - SVP Dennis Wallenta shares about his experience with Feed Forward
• First discovered it in this book: What Got You Here Won't Get You There: HOW SUCCESSFUL PEOPLE BECOME EVEN MORE SUCCESSFUL.
• Article: Leadership Traits That Hold You Back
• Audible affiliate link: www.pricelessprofessional.com/audible

Timing on Recording: @ 26:53 ---

Topic 2: My Coaching Process and Handout

• My Coaching Process: - Starts with Self Awareness Assessment: TriMetrix. (Podcast #18) - First Call - Debrief, 1-to 1 - Second Call - Triad Coaching Call - Third Call – Feed Forward prep, then employee completes - Fourth Call - Feed Forward Themes discovered and a Dashboard is created. Podcast #20 Setting Performance Expectations with a Job Dashboard - Ongoing Coaching to Dashboard
• Feed Forward Process Download PDF

Timing on Recording: @ 31:29 ---

Topic 3: Second Magic Motivation tool Triad Coaching Call

• What is it? Three way call with me, a manager and employee who's completed a TriMetrix Assessment. Usually my second coaching call with a person who's being coached and/or received an assessment. 60 minutes. Employee and Manager Agenda in advance.
• Senior Leader, Dennis, "We've never had a bad triad call." "window of sharing and honesty" –"measurable change and improvement"
• Sample Triad Coaching Call Agenda -PDF

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Books and Podcasts Mentioned in This Podcast Get a complimentary audio book and support this podcast by using my affiliate link: www.pricelessprofessional.com/audible

Understanding TriMetrix, Podcast #18

Expectations/Dashboard, Podcast #20

Leadership Advice @ Feed Forward and Triad Calls Podcast #24

Related Service: Short- Term Leadership Coaching – Using TriMetrix

Schedule a Complimentary Consulting Call or Send Me Feedback: Contact Suzie

STAY IN TOUCH: Are you a leader, trainer or consultant focused on building a Wake Up Eager Workforce? Subscribe to this Podcast Here. You can also sign up for monthly email updates, here. Thank you for being a part of the Wake Up Eager Workforce Podcast!!

Overview of Episode #22. The following topics are covered:

• Conversation model to help you effectively handle conflict, performance issues and sensitive subjects in a calm, confident, get results way four simple steps
• Greatest possibility for Building trust, cooperation and buy-in
• #4 in a four-part series on Accountability
• Questions for Suzie? Call 770-578-6976, [email protected]

Timing on Recording: @ 2:15---

Topic 1: Three Other Accountability-Focused Podcasts

• #19 The R.E.V. Accountability Process - Three Steps to Help Leaders Improve Productivity Road map for leaders – areas to take action on and to think about… Remove Obstacle Are Expectations clear? (Dashboard) Verify job fit
• #20 Setting Performance Expectations the Easy Way: Build Accountability w/ a Job Dashboard How to create expectations.
• #21 How Amazon Creates a Culture of Accountability - An Interview with the Author of The Amazon Way How amazon does it – expectations/ metrics = dashboard/expectations (LOT OF TIME) If metrics are right and everybody has them – then – the conversations feel less personal, and people understand that there will be conversations; "Social cohesion is the enemy of accountability…" I like you, I want us to be friends, I don't want to be the bad guy/gal" - No secrets – leader goes first – admits what's not working, why, action plan…

Timing on Recording: @ 8:50 ---

Topic 2: Effective Course Correction Conversation

• How do you prepare so that you can have an effective course correction conversation – one that will help you clearly state the problem and get buy-in to begin make changes?
• Conversation a dialogue a back and forth where all of the information is shared and discussed with a focus on eventually coming up with a plan, together
• Awkward at first – clumsy – each time, easier, faster, more natural…
• First step is W- Warm Start– that is to begin the conversation with a calm and open demeanor.
• The next is: P – for Problem. This is where you state the problem and then you ask the other person, their view.
• Once the problem's been thoroughly discussed and there's been some agreement on it, you move to the next step, S – Solutions.
• Once one or more solutions have been selected you go to the fourth and final step with is: A-Agreement. This is where you confirm what actions will be taken and you set a time and date for review.
• That's it: WPSA.

Timing on Recording: @ 14:00 ---

Topic 3: Let's Go Into Detail Around Each Step...

• Warm Start. FOCUS: Make the conversation as comfortable as possible given the circumstance. CHARACTERISTICS: • Be Sincere and Real • Be Specific • Express what's right about this person, situation • If the situation is super tense: at a minimum take the scowl off your face and offer warm eye contact, a firm handshake and calm demeanor.
• The next step is to into to Stating the Problem FOCUS: State and Get Agreement on the Facts. Plan what you say in advance. There are two steps. CHARACTERISTICS: Step 1- You share your view of the facts, what you've seen and heard Be succinct, be direct Do not ramble. Step 2- Ask: What's your view of this? Listen Aggressive – to understand. No, "Yea, but..." Just listen & ask questions. Breathe!
• Step 3 - SOLUTIONS- FOCUS: Only move to solutions after you've both come to some agreement about the facts. Let the other person start first CHARACTERISTICS: Part 1: Ask, "What ideas do you have?" Questions to use: "Tell me more." "How would that help?" "What obstacles (or problems) would this create or cause?""Do you have any additional ideas? Breathe! Part 2: Share your ideas after the other person shares Part 3: Discuss Options and Decide What's Next
• You wrap up the discussion with an important, very simple step, Agreement. This simple step gets skipped over often. If you skip this step – you've blown it. If you do not confirm what you heard with what the other person heard – you do not have a commitment. FOCUS: Recapping What's Been Discussed. Confirming commitments. CHARACTERISTICS: • Get the employee to restate the plan, agreement –"So Jim, we came up with some great ideas for improvement today – let's recap with you sharing what your plan is…" Add anything that needs to be added or clarified. • Add measurements • Schedule a specific time for follow up That's WPSA.

Timing on Recording: @ 35:00 ---

Topic 4: Your Turn - Get Out a Piece of Paper

• WARM START: How will you start the conversation? What will you do to demonstrate sincere care and appreciation.
• PROBLEM: Step 1 – Describe the problem succinctly and factually. Step 2 – Ask, What's Your View? (listen)
• SOLUTIONS: Ask, What ideas/ solutions do you have? (listen) List the ideas/suggestions you'll make here:
• AGREEMENT EE Restate agreed upon solution. What date and time will you recommend for follow up
• Hardest parts – 1) stating the PROBLEM clearly, succinctly, factually and 2) listening to understand
• I remember one of my leadership class participants, Joe, a seasoned manager who was very skeptical of the steps we're about review together. He didn't think they would work. I challenged Joe to try it and then, if it didn't work he wouldn't have to come to class again. When we met again the following week, he stood up and said, "Well, I guess I'll continue to come to class because this stuff works!" He tried the communication template with one of foremen who had some safety issues and in the past had been defensive. Joe exclaimed, "I followed every step. It felt a little awkward to me, but my Foreman didn't seem to notice. We had a good discussion and we made progress. He didn't even stomp out like he usually does." So if you're skeptical – I understand. But I will also challenge you – try it first. Okay?

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Books Mentioned in This Podcast Get a complimentary audio book and support this podcast by using my affiliate link: www.pricelessprofessional.com/audible - Crucial Accountability: Tools for Resolving Violated Expectations, Broken Commitments, and Bad Behavior, 2nd Edition - The Oz Principle: Getting Results Through Individual and Organizational Accountability - The Amazon Way: 14 Leadership Principles Behind the World's Most Disruptive Company

Handout Mentioned: PDF Download of the R.E.V. Accountability Process Questions

Related Service: Short- Term Leadership Coaching – Using TriMetrix

Schedule a Complimentary Consulting Call or Send Me Feedback: Contact Suzie

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