The Wake Up Eager Podcast

Show Notes:

Overview of Episode #11. The following topics are covered:

• Three reasons why male listeners will want to tune into this podcast
• Six internal barriers women face, which two are most prevalent and what you can do about them
• Three external barriers women face, which one is most prevalent and what can be done about it.
• What's the most important rule you should pay attention to, to win at the corporate game
• Secrets to success from other successful leaders – one 'secret' you should pay attention to, right now
• Finally, important advice to remember
• Full Show Notes Here
• Contact Suzie Here

Topic #1: Interviewing Executive Director, Women's Leadership Center Lecturer, Executive MBA Program Michael J. Coles College of Business Kennesaw State University Erin Wolf

Timing on Recording: @ 3:05 ---

• Erin Wolf is a nationally-recognized speaker, executive coach and consultant in the areas of leadership development, diversity, organizational change, and organizational strategy.
• She has more than 25 years of experience and has worked for well-known firms such as Bain & Company, Goldman Sachs, Accenture and Salomon Brothers Inc.
• Erin is the Founding Director of The Coles College of Business Women's Leadership Center at Kennesaw State University where she develops and implements initiatives and connections that help women students and professionals reach their fullest leadership potential.
• She is also the Managing Partner of SuiteTrack, a firm dedicated to helping companies advance their female professionals and future leaders in the workplace. Her clients include companies such as The Home Depot, Whirlpool, UPS, Dow, Sears, American Express, Kimberly-Clark, Medical University of South Carolina, Equifax, Coca-Cola Enterprises, University of North Carolina, and many others.
• Erin currently sits on or has previously sat on the boards of Women's Leadership of Harvard University's Kennedy School,the Harvard Business School Club of Atlanta, The Atlanta Girls School, Homrich Berg Wealth Management, Girls Inc., and Girls on the Run

Timing on Recording: @ 4:45 ---

Topic # 2: Three Reasons Why Male Listeners Should Stay Tuned In to This Episode

• 1) Companies that have more diversity in leadership do better from a total return on sales and equity standpoint
• 2) If you manage women, this will help you help them
• 3) Leadership advice doesn't usually just apply to just men or women, guys could benefit from this information

Timing on Recording: @ 6:25 ---

• Erin's Most Challenging Moment as a Leader; Her Most Rewarding Moment as a Leader; One Thing Most People Do Not Know About Her

Topic #3: The Top Six Internal Barriers Women Face, The Two That Are Most Prevalent, How to Overcome

Timing on Recording: @ 16:00 ---

• 1) Self Doubt/Ambition Gap
• 2) Self-Promotion ("If they cared, they'd know what I'm good at...")
• 3) Negotiate Less ("I must be nice...")
• 4) Imposter Syndrome (We don't belong, We got there by chance, or luck. Read Sheryl Sandberg's book, Lean In - she talks about this.)
• 5) Risk Aversion
• 6) Thinking That Past Performance Is Just As Important as Others View of Your Future Potential (What words are used you describe you?)

The Two That Are Most Prevalent and What To Do About It

Timing on Recording: 22:58 @ ---

1. #1) Imposter Syndrome - Almost everyone experiences this.

• #2) Negotiation - If women do negotiate, we tend to ask for less. 20% of women do not negotiate at all. Men negotiate four to eight times more frequently. Could make a difference of over $1 million in salary over your career. -Talk to other women. Read books. Go to seminars. -Get a "Personal Board of Directors" - People you can go to get advice and honest feedback. (men and women) -Talk about, get them out in the open, talk to your boss about it. -Organizations can set up formal mentoring programs. -Individuals - find a mentor yourself. Leaders - actively mentor another.
• Important to Remember: These barriers do NOT indicate a defect or an inherent trait of women. Often times it's just the way you were brought up. "It is not that women were born differently, they were just raised differently." You can unlearn these barriers.

Topic #4: The Top Three External Barriers Women Face, The One That Is Most Prevalent, How to Overcome

Timing on Recording: @ 36:35---

• 1) The Correlation Between Likability and Competence - the more competent a man is, the more likable he is; the more competent a woman is not seen as likable.
• 2) The Correlation Between Sponsorship and Similarity "I will advocate for the person who is most similar to me..." An unconscious bias to pull up other people who look like them.
• 3) The Gender Discount - When a man helps a colleague out or goes to a child's game, they are congratulated. If a women takes the time off, it's expected.

The One That Is Most Prevalent and What To Do About It

Timing on Recording: @ 42:18 ---

• The Correlation Between Sponsorship and Similarity. This hurts women the most, because it's not overt, it's unconscious. - Unconscious bias training - If you find you are being treated differently, vocalize it - Find out what the 'source of pride' areas are for your boss, show that you can meet your boss around his/her interest; find something to connect on, outside of work.

Topic #5: What type of resistance or negative/challenging comments do you typically hear from men or other women who don't believe that there are special barriers for woman? What's your response?

Timing on Recording: @ 48:20 ---

• Erin hears, "There is no bias in the workplace..."
• Belief that the overt bias is gone, not aware of unconscious bias.
• Harvard Implicit Bias Test
• Erin brings in facts and research to the discussion.

Topic #6: Why Does Erin Call The Rules in Her Book Lucky and What is the Most Important One?

Timing on Recording: @ 52:05 ---

• Lessons from the Trenches, A Woman's Guide to Winning the Corporate Game
• You must understand the unwritten rules of business
• Most important rule: 'Learn the plays that make the game of business'
• "Understanding the rules will make you more emotionally intelligent."

Topic #7: In your other book you interview top female leaders and share their wisdom and insight. What interview or story is your favorite? Tell us about this and why you choose it.

Timing on Recording: @ 58:00 ---

• If I Knew Then what I Know Now: Secrets to Success from Top Women Leaders
• Erin interviewed 21 female leaders in this book.
• Erin's favorite - "Don't Feel Guilty"
• Find your passion - work needs to be a part of who you are; show your kids that you are proud of your work.

Topic #8: Final Advice and How to Connect with Erin

Timing on Recording: @ 1 hour 4 minutes ---

• Final Bit of Advice to Women: Forget those childhood lessons. Forget that you are supposed to be one in the background supporting the person out doing things. Do what you want to do, put yourself out there and go for it.
• Final Bit of Advice to Men: Your job is to help your female direct reports is to help them get there and get noticed. See the internal barriers and help them to navigate the barriers. Push them to go for the push assignments.
• [email protected]
• Executive Leadership for Women Program at KSU

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Related Podcasts: How to Train and Retain the Millennial / Generation Y Employee

Related Service: Workshops I Facilitate

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

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Overview of Episode #10. The following topics are covered:

• The best way to open and a meeting and keep participants engaged.
• Meeting and training tool: Poll Everywhere.
• Interview with Poll Everywhere Product Manager Steve Farrelly.
• How Facilitator Linda Duncan has seen Poll Everywhere be used.
• See full shownotes here.
• Contact Suzie Here.

Topic #1: The best way to open and a meeting and keep participants engaged.

Timing on Recording: @ 2:00 ---

• The best way to open any training session/meeting – I.E.E.I. (from Podcast #7: Six Tools for Better Meetings and Training Sessions )
• Book: Brain Rules by John Medina – "provide a hook every ten minutes…"
• One Answer: Poll Everywhere

Timing on Recording: @ 3:45 ---

• What is Poll Everywhere? Poll Everywhere provides text message voting and audience Q&A, straight to your PowerPoint slide. It's the easiest way to gather live responses in any venue: conferences, presentations, classrooms, radio, t.v., print — everywhere. It works internationally via text, web, or Twitter. Our customers includes large and small companies, school and community organizations: Google, several global consulting firms, GE, McDonald's, and countless Kindergarten Idol competitions.
• Examples of how it can be used - from the Poll Everywhere website blog: Ways to use it- website: Icebreaker; Break up a marathon PowerPoint session; a pop quiz; team competitions.

Timing on Recording: @ 7:00 ---

Topic # 2: Interview with Poll Everywhere Product Manager Steve Farrelly

• All about: Steve Farrelly - Product Manager, Chief Gaiety Officer and What's a Chief Gaiety Officer and Why Steve is posing with a deer head wearing headphones and mustache in his company photo.
• What it's like to work at Poll Everywhere.

Timing on Recording: @ 14:40 ---

• What keeps people from using it.
• How trainers use this tool.

Timing on Recording: @ 18:40 ---

• Super unique and unusual ways people use Poll Everywhere.

Timing on Recording: @ 26:34 ---

• Clickable images feature – how this can be used.

Timing on Recording: @ 30:07 ---

• What's coming next from Poll Everywhere.
• Steve tells us how to get started: "I recommend that everyone go to www.polleverywhere.com to try it out – it literally takes 30 seconds and there's no signup required. Get tips and best practices on the Poll Everywhere Blog and follow up on Twitter and LinkedIn.

Topic #3: How Facilitator Linda Duncan Has Seen Poll Everywhere Be Used.

Timing on Recording: @ 43:19 ---

• How she's seen Poll Everywhere be used at community meetings
• How they used it to "create surprise and delight" at a very important meeting
• Contact Linda at: [email protected]

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Related Podcasts: Episode #7: Six Tools for Better Meetings and Training Sessions Episode #5: Mythbusters: The Dark Secret of HRD

Related Service: Workshops I Facilitate

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!!

Show Notes:

Overview of Episode #9. The following topics are covered:

• What American Idol has to do with 360 feed back
• Why Feedback is your friend...
• Top thirteen 360 degree feedback mistakes, why they matter and how to avoid them
• See Complete Show Notes
• Contact Suzie

Topic #1: What American Idol Has to do With 360 Degree Feedback

Timing on Recording: @ 2:25 ---

• What American Idol has to do with 360 Degree feedback
• My experience with feedback as I started my business in 2004
• Kellie Pickler - from hamburger stand waitress to performing in front of 31 million people

Timing on Recording: @ 7:59 ---

• Two things crucial to accelerated growth: 1) Intense and focused practice 2) Ongoing and Regular Feedback from Others
• "Our progress and growth as human beings, sales professionals and leaders is accelerated by of feedback and it is crucial growth."

Timing on Recording: @ 9:30 ---

• Definition of 360 degree feedback
• Sample 360 Degree Report

Topic # 2: The Power of Feedback - How Feedback Helps You All the Time, Every Day...

Timing on Recording: @ 11:05 ---

• Feedback helps you see something you cannot see, literally!
• Feedback can save you from major embarrassment, again, helping you see something you don't.
• Feedback let's you know when you're veering off track - so you can quickly get back on track, BEFORE you're off the road!
• Feedback can help you stay safe by helping you learn when you've crossed boundaries that could hurt themselves or someone else.

Timing on Recording: @ 13:40 ---

360 Feedback...

• Helps you understand how your behavior is impacting others.
• Helps you leverage strengths and address perception problems and skill gaps, quickly.
• Can be varied, contradictory, confusing, helpful AND hurtful. (For example on reality shows like American Idol the celebrity judges all see the same performance, and yet they often each rate the contestants differently! Confusing...)
• Is a time and place for people to share their opinions.
• Is a time for you to listen to those opinions by intently keeping your focus on trying to understand how other''s perceive your actions.
• Is a time for looking for themes and new understandings that can be used to catapult leadership and sales success.
• Is a tool that helps you improve your awareness, your skills and your knowledge about yourself.

Timing on Recording: @ 16:25 ---

• Yes. Feedback IS your friend.
• Master Composer of Music for the Queen Sir Peter Maxwell Davies shared, "If you don't get feedback from your performers and your audience,you're going to be working in a vacuum."

"Our progress and growth as human beings, sales professionals and leaders is accelerated by of feedback and it is crucial growth."

Topic #3: The Top Thirteen Mistakes in 360 Degree Feedback

Timing on Recording: @ 19:35 ---

• Hand Out: Top Thirteen 360 Degree Feedback Mistakes
• Mistakes 1-3

Timing on Recording: @ 28:02 ---

• Mistakes 4-7
• Sample 360 Degree Report
• Interview with Greg Gregory: Episode #8 - 360 Feedback: The Good, Bad and How To

Timing on Recording: @ 37:17 ---

• Mistakes 8 - 11
• How we learn podcast with Dr. Denny Coates: Episode #5 - Mythbusters: The Dark Secret of HRD...And What to Do About It

Timing on Recording: @ 44:09 ---

• Mistakes 12 & 13
• Marshall Goldsmith information about the feed forward process, a video.
• Just Ask Blog interview about the biggest mistake of not following up with Raters.

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Related Podcasts: Episode #8 - 360 Feedback: The Good, Bad and How To Episode #5 - Mythbusters: The Dark Secret of HRD...And What to Do About It

Related Service: 360 Feedback Tools and Resources

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 #8. The following topics are covered:

• What can go wrong with 360 Degree Feedback - Why Greg Said He'd Never Use It
• What can go right with 360 Degree Feedback - Why Greg Decided to Try It Again and the Results and Two Things Companies Should Ask and Answer, BEFORE They Do This
• How To Tips for Debriefing the Results with a Leader and the Leader's Manager
• What Are Blind Spots and How Greg Handles Them
• A Success Story, Tools and Resources for Debriefing/ Coaching and What You Have to Have to Be a Great Coach
• Full Shownotes
• Contact Suzie

Topic #1: About Greg Gregory and What Can Go Wrong with 360 Degree Feedback

Timing on Recording: @ 1:48 ---

• What is 360 Degree Feedback
• Sample 360 Degree Report

Timing on Recording: @ 4:35 ---

• Greg Gregory's background and why his company is Christopher Management Consultants

Timing on Recording: @ 7:40 ---

• What Greg did not like about 360 degree feedback: - Saw bad results when there was no follow up - Without context and support people narrow in on (and get stuck around) negative feedback - In one situation - the person was singled out, her results were never reviewed with her and she was devastated by the results

Topic # 2: Why Greg Decided to Give 360 Degree Feedback a Try, and What Happened. Plus, Two Things You Have to Know Up Front

Timing on Recording: @ 13:00 ---

• Greg likes these features in the 20/20 Insight tool that Suzie provides: - Ability to tailor and customize the Survey to the situation - Being able to see scoring trends and uncover blind spots - Raters can add comments after every numerical score, these comments make for solid coaching moments and conversations - Recommendations for Development provided within 20/20 Insight are helpful - Summary Questions at the end
• Results - two situations: one where 360 feedback did not make a difference, and one where it did make a difference

Timing on Recording: @ 24:00 ---

• Two Questions every company should ask and answer before committing to 360 Feedback: 1) Why are you doing this? (If the answer is to help the person, you are on track.) 2) What is your plan for debriefing, coaching and accountability? (You have to have a full plan for follow up and encouragement.)
• When companies should and should not use 360 degree feedback

Greg Gregory's Favorite Definition of Leadership: "Leadership is the art of mobilizing others to want to struggle for shared aspiration."

Topic #3: How To Steps for Debriefing and What's a Blind Spot?

Timing on Recording: @ 34:00 ---

• Greg's How-To Steps for Debriefing: - Allows 1.5 hours for the debrief and conduct sit face-to-face - Has the supervisor in the meeting - He gives the Person being rated and his/her's Manager the report the day before - Marks up the Results with notes and comments (in advance) - Reviews results and asks questions and discusses highlights - Goal is to set up for a discussion about what's next and @ action steps that will be considered - Make the action steps measurable, if at all possible - Subtle in his coaching of the Person's manager or supervisor
• Suzie's Article: Top Thirteen 360 Degree Feedback Mistakes

Timing on Recording: @ 40:13 ---

• Blind Spots - Parts of our nature or personality that we are not aware of... - Look for these prior to the debrief meeting - Uplifting ones and negative - Preparing ahead of time, especially for the negative ones - how to give the truth and be kind and helpful

Timing on Recording: @ 52:21 ---

• Topic #4: Success! Favorite Development Resources for Coaching- Story about person being coached was promoted and Greg was invited to the promotion announcement - It takes time to change behaviors and soft skills, typical engagement 40 sessions in a year, approximately 1 hour a week. - "Have to go where the person is..." - Often times people need help with understanding key leadership principles - Likes John Maxwell books on leadership, as well as Colin Powell - "Coaches and consultants have to have audacity and courage..." - Greg's favorite definition of leadership, "Leadership is the art of mobilizing others to want to struggle for shared aspiration."
• Contact information for Greg Gregory, Christopher Management Consultants: - phone 678-513-1081 - email [email protected]

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Related Podcast: Next Episode #9 - Coming Soon: Top 360 Feedback Mistakes

Related Service: 360 Feedback Tools and Resources

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Show Notes:

Overview of Episode #7. The following topics are covered:

• Contact Suzie Here or call 770-578-6976.
• Common meeting frustrations
• The ACTUAL cost of meetings - it might surprise you!
• Six Solutions to make all of your meetings, training sessions and conference calls better.
• Use these tools right away and you'll save time and money, eliminate frustration and turn those pesky meeting pet peeves and problems into well-run effective meetings and training sessions!
• Full Show Notes Online, Here.

Topic #1: The Frustrations and the Cost

Timing on Recording: @ 2:40 ---

• Comedian Dave Barry said, "If you had to identify, in one word, the reason why the human race has not achieved, and never will achieve, its full potential, that word would be 'meetings."
• Most common frustrations from the feedback I received around bad meetings: leader does not keep control; people dominate, complain or get off track; side bar conversations; attitude; meetings not needed; nothing accomplished; looking at their phones.

Timing on Recording: @ 8:35 ---

• VIDEO: Bad Conference Call Meetings - A Conference Call in Real Life on YouTube - Very funny, and oh so true!
• Meeting Cost Calculator - For Example: Average annual Salary -$50,000; Two, two-hour meetings per week, five people in each. TOTAL COST: $556 per week; $28,889 per year, NOT including the cost of benefits. Try it here.

Topic # 2: Six Tools to Make Bad Meetings Better

Timing on Recording: @ 11:00 ---

• Tool #1: Have an Agenda It will clarify your thinking and help you keep everyone on track. Put the purpose of the meeting at the top of the Agenda. Apply time frames and intended outcomes next to every agenda item. Send the agenda out in advance to all attendees. Use a timer to guide discussions and to keep the meeting on track.

Timing on Recording: @ 15:32 ---

• Tool #2 - How to Open a Meeting - Use: I.E.E.I. (Inform, Excite, Empower and Involve) From: Michael Wilkinson, CMF CEO & Managing Director, Leadership Strategies, Inc. Tells people two things they really want to know: 1) Why am I here? 2) Why should I care? DON:T START WITH - the agenda, your bio, where the bathrooms are, etc. People need to know the purpose and why the meeting is beneficial to them Can be as quick as 2-5 minutes. Inform - Let the participants know the purpose of the meeting and the product to be produced. "The purpose or title (if training) of this meeting is… When we are done we will have …" (Results to be produced)Excite - Explain the benefits of the meeting and why this meeting should be important to them. – Answering – what's in it for me? "What's great about what we're going to do here today is that you will (have, get, know, discover, learn)…"Empower- Describe the role they will play or the authority that has been given to them. Goal is to make sure they are clear about their role. "You were handpicked…" OR "Your participation matters in this as your recommendations will be presented to…" OR "These skills will help you do X better…" Involve -Get them involved immediately through an engagement question that furthers the meeting purpose. Ask a question related to the meeting focus. Could be: icebreaker, list outcomes they want or a quick check-in. A Fav Book of Mine:201 Icebreakers : Group MIxers, Warm-Ups, Energizers, and Playful Activities Paperback by Edie West
• So when I start a meeting or training session, the process that I use that works (as recommended by Michael Wilkinson of Leadership Strategies) is: IEEI, Agenda, Guidelines/Ground Rules, Parking Lot and Introductions – if needed.

"A meeting consists of a group of people who have little to say - until after the meeting." PK Shaw

Timing on Recording: @ 24:25 ---

• Tool #3 - Ground Rules / Guidelines Best way to address people who get off track, dominate or complain Can help get people to share more and get everyone involved Can INSTANTLY transform your meetings POST THEM and REVIEW THEM at the start of every meeting. The goal is for the group to become self-regulating – so that they begin correcting themselves, based upon the ground rules If you meet regularly in the same room, post the Guidelines permanently. Add 'rules' to your list as needed to help the group overcome specific dysfunctional behaviors and to improve buy-in. You can also have the group create their own meeting ground rules

Here are some of My Favorite Example Ground Rules. I usually only use 5 to 8. I pick the Guidelines that will most help the team meetings work, for the team I am with. Bold items are guidelines I use the most often: - Start and end on time - Be soft on people, hard on ideas - Share all relevant information - Everyone speaks - No beeps, buzzies, ringy-dingies - Have one conversation at a time - Meeting work only - Give benefits first, "What I like about that… Here's something that would make it even better…" - Discuss the 'un-discussable' issues - Take a stand - Explain reasoning and intent - "Ta-Da!" - Energizer – They Pick - Must Be Short, Involve Standing Up and Using Your Voice (examples: YMCA, Chicken dance, Badgers fight song, hokey-pokey.) Anyone can call and time. - Use the Parking Lot

Timing on Recording: @ 33:27 ---

• Tool # 4 The Parking Lot A piece of blank flip chart paper, with the headline "Parking Lot." It is posted in the room to capture topics that are brought up that are not directly relevant to the agenda. Use it to capture action items for follow up. Use the Parking Lot to "park" information for later in the meeting or after the meeting. This helps keep the group focused on the Agenda and ensures that you don't "lose" important follow up ideas and issues. Have large post it notes and markers around the room or on the table - ask person to place a 'headline' (summary) of the topic on the Parking Lot. At the end of the meeting, review what's in the Parking Lot and determine how and when the item will be handled.

Timing on Recording: @ 35:10 ---

• Tool #5 - Use the Meeting Ticker in Meetings Make this "Stop the Bleeding" Meeting Ticker visible in every meeting. Find it Here.

Timing on Recording: @ 37:00 ---

• Tool #6 - Read: The Secrets to Masterful Meetings by Micheal Wilkinson Do a team Book Club - all read and discuss over lunch Get: Tips for running meetings, listing and breakout exercises for getting information, best ways to close, handling dysfunctional behaviors and disagreement and more!

"Meetings get a bad rap, and deservedly so - most are disorganized and distracted. But they can be a critical tool for getting your team on the same page." Justin Rosenstein

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Related Podcast: How to Get Out of Overwhelm, and Get Things Done

Related Service:Team/Organizational Opinion Surveys

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Show Notes:

Overview of Episode #6. The following topics are covered:

• The problem of overwhelm runs rampant, the numbers...
• Six surprising reasons why we get into overwhelm (it may not be what you think...)
• Seven Solutions: Position Dashboard, 80/20 Exercise, Daily List of Six, Daily TNT, a Great Book, Tech Tools and Training.
• Wrap Up: An important Mantra/Affirmation and Nine Reminders…
• See Shownotes Online

Topic #1: Intro, the Problem and the Numbers

Timing on Recording: @ 3:30---

• Problem of Overwhelm on my mind…Coaching calls with 30 different people – 84% (via TriMetrixHD assessment results) were experiencing some sort of discord around getting things done, as light as some tension to as strong as overwhelm, frustration and feeling hindered in achieving results.
• TriMetrixHD measures: Practical Thinking Definition - The ability to anticipate potential opportunities and problems. Sound problem-solving abilities. A calm, cool approach to managing opportunities and problems. Good follow-through. One key trait of good practical thinkers is that they spend more time working diligently toward important goals than they do "putting out fires," which are urgent but potentially less important in the long run.The numbers: 84% of the 30 people scored NOT STRONG here.
• TriMetrixHD measures: Planning and Organization Using logical, systematic and orderly procedures to meet objectives. Optimum productivity; Monitors implementation and makes adjustments as needed. The numbers: 64% of the 30 people being coached scored NOT STRONG here. (Population mean scores for this competency are low, too – of the 100,000's biz prof – 1-10, mean score for Planning and Organization is: 4.3.)

Timing on Recording: @ 7:30---

• I've been there, probably for the first 40+ years of my life.Today – my life is busy and full as it ever was, but I'm not overwhelmed…
• Disclaimer – I am NOT a time management expert – I'm just a busy person, who wants to live as fully and joyfully as I can – and I observe myself and others, and I've found somethings that work – that I want to share with you.
• The BEST Mantra/Affirmation (and something to reach for...): I get things done immediately, thoroughly and cheerfully.

Topic # 2: Suzie's Six Reasons Why... (It Might Not Be What You Think!)

Timing on Recording: @ 11:15 ---

• 1) Little known concept: Planning Fallacy –a strong tendency to chronically underestimate task completion. The planning fallacy --- Roger Buehler, a psychology professor estimates that people on average underestimate task-completion time by as much as 40%. His studies have found the same issues for matters as small as mailing a letter and as critical as income taxes.
• 2) Say yes to too much – being a 'please-r' or we just don't stop and think, not thinking does this fit in with my/business priorities?
• 3) DISC STYLE TENDENCIES (See: http://www.pricelessprofessional.com/discvideo ) ---D - Dominant = everything's urgent, snap decisions, poor delegation, firefighting, no written plan and crisis management (likes action) ---I - Influence = like to be involved with too many people, procrastinate "that's not fun" long lunches (love the conversation) and day dreaming ---S - Steadiness = Postpone the unpleasant, not exercising authority, failure to be precise with responsibility, resisting change ---C - Compliance = overly neat and orderly, seeking the best – but not necessarily workable solution, fear of mistakes, overreacting to criticism, waiting for things to happen
• 4) Wrong type of work, so we start frustrating (not a match to your interests, competencies, communication style strengths)
• 5) Sometimes in the right place, but mindset/alignment is off
• 6) Management skills lacking – not efficient on the job.They may want to do it, because they liked what they heard.

The BEST Mantra/Affirmation (and something to reach for...) "I get things done immediately, thoroughly and cheerfully."

Topic # 3: Seven Solutions to Get Your Our of Overwhelm

Timing on Recording: @ 19:05 ---

• 1) OVERALL: Know what your priorities are with a Job Dashboard – Top 3-5 priorities. Video overview and how-to: www.pricelessprofessional.com/dashboard
• 2) Exercise Activity : 80/20 - The rule says that you should be spending 80 percent of your time on the most important 20 percent of your projects. · -Do you know what your most important 20 percent are? -Do you spend 80 percent of your time on them? Why or why not? -What can you do to re-prioritize your projects? -Which projects can you delegate to someone else? -Which projects don't really need to be done? -Which projects should you ADD to your list?

Timing on Recording: @ 26:20 ---

• 3) Plan the next Day in advance – Your Daily List of Six WHAT: list of six must happen actions the next day, created the night before you leave work, so it's in your mind and on your desk when you arrive the next day. WHY: you get momentum from the previous day;it sets you up for success;it's empowering; it's doable; it brings more ease and calm into your day. HOW: Your List of Six should only include what: 1. HAS TO HAPPEN TOMORROW. 2 You are WILLING TO COMMIT TO making sure gets done, the next day. Once you have your List of Six created, place it where you can see it when you get in to work the first thing tomorrow morning, and all day. -->RESOURCE: www.pricelessprofessional.com/120tips BOOK: 120 Stress Management Strategies for Professionals -->RESOURCE: www.pricelessprofessional.com/mindbodyspiritquiz QUIZ: Mind, Body, Spirit Quiz

Timing on Recording: @ 34:00 ---

• 4) Tune in Time – TNT - A minimum of 15 minutes a day to Pause, Reflect, Plan and/or Think. (=to 1% a day.) Stress is a part of life. But it doesn't have to be the WAY of your life. -->RESOURCE: www.pricelessprofessional.com/tnt More about Tune In Time - with 15 recommended actions...
• 5) Book/Process: Getting Things Done by David Allen - I love these quotes from the book: "It is possible to be effectively doing while you are delightfully being in your ordinary workaday world"
• 6) Technology: GetItDoneApp http://getitdoneapp.com/ ; Evernote; Google Calendar with Calendars App – by Readdle ; Schedule Once - appointment scheduler.

Timing on Recording: @ 44:55 ---

• 7) Solutions – Management Training -->RESOURCE www.pricelessprofessional.com/leadershiponline Important Leadership Skills to Master: Delegation; Discipline; Communication; Workplace Habits;Change Management

"It is possible to be effectively doing while you are delightfully being in your ordinary workaday world" David Allen

Topic # 4: Wrap Up and Nine Additional Ideas Reminders

Timing on Recording: @ 48:35 ---

• 1) Learn a planning and organization skills system – classes, software, etc.
• 2) Use the Daily List of six for organizing your day
• 3) Track how you are spending time every day, every 15 minutes, for 3 to 5 days
• 4) Say yes to things that serve and excite you – that match your motivators, intentions and goals. Say no to more things that feel like, "I should" or you are doing because you've "always done them" but they no longer serve you.
• 5) Get help – lawn help, housekeeper, outsource projects, a coach
• 6) Be aware of when you are feeling angst, anxiousness, frustration and overwhelm – track when you are feeling this and what seems to be the cause – track for a few weeks. See if you see trends. Something was happening BEFORE that you lost track of or let take you over, what was it?
• 7) Meditation, prayer, quiet time. Take daily tune in time.
• 8) Affirmations to help you shift. (For example: "I get things done immediately, thoroughly and cheerfully.")
• 9) Recreate/evolve/change your thinking that being overwhelmed = being valuable/or adds value. Stop thinking that complaining and feeling 'like a crazy person with a demanding schedule' proves something.

RECAP of RESOURCE LINKS MENTIONED IN THIS PODCAST:

-Overview of DISC Styles www.pricelessprofessional.com/discvideo

- Create a Job Dashboard www.pricelessprofessional.com/dashboard

- 120 Stress Management Strategies for Professionals www.pricelessprofessional.com/120tips

- Mind, Body, Spirit Quiz www.pricelessprofessional.com/mindbodyspiritquiz

- Tune in Time www.pricelessprofessional.com/tnt

- Online Leadership Skills Training www.pricelessprofessional.com/leadershiponline

Contact Suzie Price

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Show Notes:

Overview of Episode #5. The following topics are covered:

• Full Shownotes Online - Here.
• Debunking Myth #1: When employees have skill deficits, invest in the best training you can find, and your performance problems will be "fixed
• Debunking Myth #2: If people value what they learned in training, they'll do it on the job
• Debunking Myth #3: If motivated people learn what to do in training, they'll begin using the desired skills consistently after they return to work
• Debunking Myth #4: If you invest in training and follow-through reinforcement, and if people ingrain the business-related skills they learned in training, they will perform at a very high level
• What are and the power of: People Skills and Personal Strengths
• Answers and Solutions

Contact Suzie Price

Full Shownotes Online - Here.

Topic #1: Debunking Myth #1: When employees have skill deficits, invest in the best training you can find, and your performance problems will be "fixed

Timing on Recording: @ 10:09 ---

• Only 20% will follow through with training after the class.
• For 80% - the training does not stick - even if it was excellent training.
• Money is wasted.
• For many years research has been telling us that we have this problem and that we need more follow through after training.
• Copy of the book: The Dark Secret of HRD

Topic # 2: Debunking Myth #2: If people value what they learned in training, they'll do it on the job

Timing on Recording: @ 15:15 ---

• They may want to do it, because they liked what they heard. They are good people, but in the flow of hectic work schedules and due to habits based upon how their brain is wired, they default back to the way they always do things.
• Even with negative feedback and the desire of the individual to change, change can be hard. (Denny's seat belt habit.)
• People do what is their habit to do, unless you help them change the habit. And that's why well-intention people who've had good training end up doing the same old thing. (Over time we CAN rewire our brains/habits - but it takes repetition.)

Topic # 3: Debunking Myth #3: If motivated people learn what to do in training, they'll begin using the desired skills consistently after they return to work

Timing on Recording: @ 20:40 ---

• Neuro-pathways are physical - are a real thing.
• We are not driven by our habits - if we have the time and the intention - we can do it differently. We can form a new neuro-pathway, but we might give out because make a new pathway feels hard.
• "The Crunch-Point" - its when things feel really hard as we are trying to make change and we tend to think, "I give up" "This is just who I am..." (Sometimes we think it is easier to just go back to doing it the old way.)
• How long does it take? It depends how complex the skill is and how many times we do it everyday.
• The truth is, "I had to do the reps." You're not building a muscle, but you are building a new brain circuit. You have to do the reps.
• You have to have the follow through programs, do the reps, to change habits. People need the concept in training, but they also need support, encouragement, accountability and the follow through.

"I think Trainers, Human Resource professionals ought to become smarter about these things, people skills and personal strengths, and they ought to take them on and realize how important they are to high levels of performance and that they should address them in training and follow through." Denny Coates, PhD.

Topic # 4: Debunking Myth #4: If you invest in training and follow-through reinforcement, and if people ingrain the business-related skills they learned in training, they will perform at a very high level

Timing on Recording: @ 29:20 ---

• If we really want high levels of performance - there are two areas that are always important - that are not always addressed in training. They are core, foundational and they are found in every job.
• One is People Skills - basic interaction skills. You need to be good at dealing with people, and if you're not it really hurts. And where do people learn things like: how to listen? like how to give feedback? Our people skills are often wired from around how our family handled interactions.
• There is a best way to handle interactions, and it can be taught.
• Another is: Personal Strengths. These are things like integrity, being proactive, perseverance, tolerance and self-discipline. When you have problems at work - it is knowing how to do the right things.
• Personal Strengths are behavior patterns, which are habits. If it is a behavior pattern I can wire my brain for it.
• Personal Strengths and Personal Skills are behavior patterns that we can create. By playing the harp, we can become a harpist. If we do the reps, we can improve.

Topic #5: Tools, Tips and Resources for Changing How Your Brain is Wired

Timing on Recording: @ 41:40 ---

• 360 Feedback Surveys can be one tool and resource.
• We have to get past these myths and understand what the brain needs. We must provide: accountability, encouragement, coaching and follow through.
• Create a coaching culture. Help supervisors and mid-management become better coaches - let them know - this is part of your responsibility.
• Review How to Be a Support Coach: Support Coach eBook and Videos - USE THESE VIDEOS TO CREATE A COACHING CULTURE (So that every body can help everyone else get better at what they do.)
• Copy of the book: The Dark Secret of HRD
• Learn more about Technology Support for Training: Virtual Coaching Technology: ProStar Coach
• Read up on all of Denny's posts via Twitter @dennycoates and get his book: The Dark Secret of HRD, here.

Related Podcasts: Millennial - GenY - Research Top Three Interview Mistakes

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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 #4. The following topics are covered:

• Who's a Millennial and how this research was conducted.
• The top motivators and driving forces for this Generation.
• What they want
• Eight tips for managing, training and retaining Generation Y
• Get Full Show Notes Here

Topic #1 - Who's a Millennial and How This Research Was Conducted:

Timing on Recording: @ 7:45 ---

• Millennial / Generation Y - employees born 1978 - 2000. (People as young as 15 and up to 37 years old)
• Research: Two years, over 500 Millennials who were college graduated and working in their careers. Included: surveys, assessments, one-one interviews and focus groups.
• Recap of Bette's Research: GenBlending

Topic # 2: Top Values and Driving Forces

Timing on Recording: @ 16:30 ---

• Top Motivators for this Generation:#1 - Utilitarian/Economic - The Business Person - A focus on getting results and return on investment. "If I put my time in and I want good results. I want to make things better." #2 - Social/Altruistic - The Serving and Helping Others driver - A focus on the inherent and genuine caring of other people. "very team oriented and collaborative." #3 - Theoretical/Knowledge - The Learner - A focus on gaining knowledge and learning. Knowledge sponges.
• I want to get results so I can do things for the people I care about.
• Related Podcast: MORE Motivation

Topic # 3: What They Want...

Timing on Recording: @ 19:10---

• Do not put me in a box.
• Give me experiential learning. (Not just book learning.)
• Eager to contribute - but let me know how what I am doing to contribute to the big picture.
• Like a flattened organization where they can make an impact and not be "put in a box". Highly structured, large organizations are less appealing.

Topic # 4: How to Manage the Millennial Employee

Timing on Recording: @ 31:15 ---

• THE ONE THING YOU CAN BEGIN DOING RIGHT AWAY: Get the know them, ask about their personal life, engage frequently, get to know who they really are and allow flexibility.
• Top Tips: - Time is clockless - what counts is results. Give me flexibility. - Trust is a must. - They want balance and will create it. - Do not micromanage. ("Do you not trust me?") - Give me feedback. - If what you say in the interview does not match my true experience, when on the job, I will leave. - Ask me what I think. I want to be involved. - I want to feel valued.

How To Connect With Bette Price:

• 972-898-1552
• [email protected]
• Recap of Bette's Research: GenBlending
• Bette's Book: True Leaders

Related Podcast: MORE Motivation

Contact Suzie Price

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STAY IN TOUCH WITH SUZIE AND THIS PODCAST: 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 #3. The following topics are covered:

• How to Avoid the Top Three Biggest Interview Mistakes
• How to Look for Two Superior Performance Skills
• Interview Questions You Should Use
• One Thing You Can Begin Doing Right Away!

Full Shows Notes Here.

Topic #1 - The High Cost of Turnover:

Timing on Recording: @ 2:45 ---

• Faulty hiring is the silent killer of corp profitability.
• High cost of turnover is equal to 1.5 to 8 times a person's salary.
• An example: 25 person team, 2 people are let go or leave; that's If the average salary of those two people was $50,000 - the cost of turnover for that team would be: $150,000
• Topgrading, a book by Dr. Bradley Smart shares that those costs come from: the loss of productivity: before a person is terminated, while the position is vacant, of the manager and team who are filling in and the time it takes for the new person to ramp up. In addition you have potential loss of customer issues and recruitment costs.
• Refer to this one page - two-sided handout - for the turnover formula, sample interview questions and more.

Topic # 2: Interview Mistake One - Assumption and Bias

Timing on Recording: @ 7:20 ---

• The Warren Harding Error. He looked so 'Presidential'. Stated to be one of worst presidents ever. Malcolm Gladwell, Author of The Tipping Point and Blink: The Power of Thinking without Thinking –calls this: "Unconscious influence" - which is our personal and often unconscious bias toward stereotype. Gladwell shares, "They didn't dig below the surface. The way he looked carried so many powerful connotations that it stopped the normal process of thinking, dead in its tracks."
• SOLUTION to overcome Assumption and Bias in interviewing: Fixate on What the Job Needs
• TOOL: Have an interview process (this is the eight step process I recommend) so that you are thorough
• TOOL: Create a Dashboard for the Job. Video How To, Here. The Dashboard is important because then you can use it to pick the top behaviors, motivators and personal skills, needed for success on the job.

Topic # 3: Interview Mistake Two - Focusing Too Much on Background and Experience

Timing on Recording: @ 15:13---

• Study of 100,000 people who were fired or let go within 18 months. Managers shared that 90% of them were: unable to manage their emotions; they couldn't accept feedback; they were not motivated; or they did not not fit the job or company culture. Notice that lack of experience or the wrong background was NOT one of the reasons for firing 90% of the time!
• SOLUTION to overcome Focusing Too Much on Background and Experience in interviewing: Remember that Intangible Skills Matter. Intangible skills are things like: teamwork, diplomacy and tact, personal accountability, decision-making, customer focus and more. "We have the energy to do what we want to do, and we don't have the energy to do what we don't want to do. And we want to do our top strengths/motivators – which are the intangibles I want you looking for.
• Get away from these ideas: "Anyone can be trained to do any job." and "With enough training & try hard enough any one can excel." People bring who they are to the job – and who they are is not only their background and experience, but their natural style, personal skills, individual strengths and their top motivators.
• TOOL: Superior Performance Hiring Worksheet helps interviewers focus on more than exp and background. Sample Completed Worksheet for a Previous Candidate. Once the superior performance worksheet (something I walk you through in my book or online class) is created you will pick and create Competency-Based Behavioral Interview questions.
• Competency behavioral-based interview questions - are questions that have the candidate describe past behaviors and actions in specific situations. Past behavior is one of the best predictors of future performance. "Lip Service Lies, Past Behaviors Don't."

Timing on Recording: @ 23:52 ---

• TOOL: TWO SUPERIOR PERFORMANCE INTANGIBLE SKILLS WITH SUGGESTED INTERVIEW QUESTIONS ON HANDOUT. 1) Personal Accountability - Someone With Strong Personal Accountability Will: •be responsible for the consequences of actions and decisions •embrace all decisions; will not shift focus or blame elsewhere Bottom Line: An employee who has strong personal accountability skills NEVER blames others for problems. 2) Time/Self-Management - Someone With Strong Time Management Skills Will: •Prioritize and complete tasks and deliver desired outcomes within allotted timeframes. •Independently pursue business objectives in an organized and efficient manner, even without direct supervision. •Minimize disruptions and time wasters.
• TOOL: Write all position postings so that you include intangible skills as well as background and experience.

Topic # 4: Interview Mistake Three - Eliciting Only Rehearsed Answers from the Candidate

Timing on Recording: @ 33:06 ---

• You want and need to know: "Will you do the job? Will you love the job? Can we tolerate working with you?"
• SOLUTION to Interview Mistake Three- Talk Less Listen More. Candidate should talk 75% of the time, and the interviewer 25%. This is a BIG shift for most - almost everyone talks too much when interviewing. And if the candidate "looks good" we tend to do talk even more!
• TOOLS TO HELP:Print this sign (TALK LESS, LISTEN MORE) and put it in your interview folder to remind yourself to talk less. Be prepared with your dashboard, hiring worksheet and interview questions in advance.
• Learn to leverage the power of silence.

Timing on Recording: @ 3640 ---

• Make a Response Neutral Face

Topic # 5: Solutions Recap and Resources

• Focus on F.I.T.: Fixate on What the Job Needs Intangible Skills Matter Talk Less and Listen More
• Resources: Handout My Daily Tips Program & Book: Get 70 Hiring and Interview Tips Delivered to Your Email Monday through Friday My Self-Paced, Immediately Available eClass: How to Conduct an Interview Plan a Talk or Workshop for Your Interview Team: Dodge the Duds, Pick the Winners Complimentary Consultation Offer: Contact Me

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Overview of Episode #1 where the following topics are covered:

• How focusing on strengths brings out the best in others and contributes to the bottom line
• We'll look at one of the assessment tools I use, specifically the DISC Assessment and to use it to help people better understand their strengths
• You'll hear how a HR Consultant uses the DISC Assessment to help teams be effective
• I close out this episode by going into more detail about the five podcast focus areas I'll be covering
• Full Show Notes Here

Topic #1 - The Power of Focusing on Strengths:

• How I first learned about the power of focusing on strengths, my introduction to the DISC Communication Style Assessment and that "People aren't difficult, they're just different"

• Powerful Strengths statistics from the Gallup Organization
• For more strength statistics and actions for using your strengths more: Nineteen Little Known Reasons Why Your Strengths Matter

Topic # 2: Tools I Use to Help Leaders and Team Focus On The Strengths:

• DISC, DISC with Workplace Motivators and TriMetrixHD (click here to see samples of each report)

• Why DISC?

• What is DISC: It is a very popular communication style model and leadership assessment tool that helps you, in a simple and smart way, better understand human behavior and improve communication effectiveness with others.The DISC assessment accurately measures four communication styles/dimensions of behavior, which are each associated with a behavioral style. IMPORTANT NOTE: The DISC assessment does NOT measure education, experience, values or intelligence, it only measures observable human behavior - "HOW we act"

• Top ten uses for the DISC Assessment http://www.pricelessprofessional.com/favorite-uses-for-DISC.html#ten See this list, via this video: My Top Ten Favorite Uses for the DISC Assessment

Topic # 3: Interview with Human Resource Consultant Sandie Peterson, SPHR, CPBA with Markham, Norton, Mosteller and Wright, Certified Public Accountants:

• Sandie's Background.
• How and when she found the DISC Assessment and why she decided to start using it.
• How and why she uses DISC Assessment on teams and with individuals. Sandie shares how it makes a difference and a few tips.
• She shares how and why she approached the self-study DISC Certification process.
• Sandie's contact information: phone: 239-433-5554 and on LinkedIn, here.
• Information on DISC Certification

Topic #4: The Five Content Focus Areas of This Podcast:

This podcast is for leaders, trainers and consultants who are focused on Talent Management in the areas of employee selection and professional development. Each podcast will vary, but they will include: expert interviews and the sharing of my view and experience. I also plan to report from relevant conferences and meetings. There are five broad topic areas that I will be covering:

• 1. Activate Greatness (A Wake Up Eager Habit that focuses on how to bring out the best in yourself and in others.)
• 2. Grow Trust (Wake Up Eager Habit that focuses on why trust is crucial to growth and how to build in your company and in all of your relationships.)
• 3. Evaluate Job Fit (Wake Up Eager Habit that focuses on the importance of hiring the right people and putting them in the right seats.)
• 4.The Business of Training (A focus on resources and tools for talent development.)
• 5.Training Effectiveness (A focus on how to make training stick.)
• Here's an overview of all five Wake Up Eager Habits.

Complimentary Consultation:

• Strengths Matter - If you'd like to explore ways to help the teams you are working with do a better job of building upon their strengths, let's talk. We can talk about your goals, review my services and determine if anything I offer would help you and your team reach your goals. We'd talk over the phone, it's complimentary and there's no obligation.
• Contact Me

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!!