We cannot necessarily change our environment, but we do have the power to shift our response to that environment by building resilience.

In this episode, I had a lot of fun talking to Tracey Grove, author of the book, "Taming the Sabertooth: Resilient Leadership in a Stressful World."  She shares 4 powerful insights that WILL help you increase your resilience.  Some highlights from the conversation:

This interview will leave you with a LOT of new perspective.  Tracey's guidance will easily lead to personal action.

Tracey Grove is a high-performance coach specializing in leadership effectiveness and executive coaching. She founded Pure Symmetry in 2008 with the intention of helping people and organizations thrive. With over two decades of experience across both public and private sectors working on three continents, Tracey has benefited deeply from dealing with individual and interpersonal issues, communication challenges, and organizational shifts.  

You can find Tracey's book, "Taming the Sabertooth" at www.sabertoothbook.com.  You can learn more about her by visiting her website at  www.puresymmetry.com.  You can also follow Tracey on social media:

Every service that gets delivered comes down to the management of one thing: people's commitment to each other.  Commitment-management is the ONLY thing that can be managed.  

The foundation of commitment is trust.   And the best way to develop trust is by having a process that allows YOUR TEAM to SEE the work, SEE the performance, and SEE the culture MOVE.  When leaders give trust freely through a processes designed to allow for team-based problem solving, they get bigger productivity and commitment in return.  

In this short segment, Chris connects the dots of the podcast season and reminds us that process, commitment and trust are wed.  

Everything Speaks... Everything is on Purpose... and Everything is your to manage, mismanage, or not manage.  There is no excuse; just choice.

The two biggest factors that can stop a change initiative in its tracks are resistance and apathy.  So how do we begin to surface what people are fearing so we can address it?

In this episode, we talk about how to create a shared urgency in a way that helps leaders learn what the resistance sounds like.  In doing so, leaders and project manager are better equipped to manage the change by planning training,  early wins, and communication to address the fears.  

Listen and learn.  You can download the tools shared in this podcast HERE or by visiting  https://www.impactconsultancy.org/the-revolution-1/tackling-resistance-and-apathy-for-change 

We all fall on a spectrum in terms of how we deal with change.  Some of us are ready to jump in... others wait for evidence... and a few will NEVER go along with it.  It turns out our patterns with change AND engagement can mirror each other.

This episode explains a simple way to begin assessing your team's engagement and readiness for change.  You can download my Engagement Tool that I share in the episode by clicking here or visiting https://www.impactconsultancy.org/the-revolution-1/managing-engagement-and-change 

In order to intentionally and reliably scale culture, you need structure.  It doesn't matter if you're scaling a "coaching culture" to a team of 10 people, you still need a "coaching structure" for those people to engage in a reliable experience... frequently... that creates the culture you intend.

Scaling culture comes down to 2 truths in organizations:

1.  Structure drives culture.  It's a major driver.  It drives a daily experience that informs how we act, interact, and think about how we work.

2.  Culture needs to drive structure.  We all have structure/systems/process in place, but do they create the explicit culture you want? 

If you take a close look at why your organization is having a hard time achieving its goals, you might find the root cause is because one of these is missing.  

Do you have a reliable way your organization approaches goal-setting, goal execution, and goal reflection?  If so, does it drive how you operate?  IF SO, are you operating the way YOU DESIGNED (innovative, responsive, strategic, etc.)?

Listen in to find out more... 

The connection between your leadership and your ability to drive your team's culture can be linked to your resilience.  All of us have patterns of behavior that people respond to... we train others how to interact with us.  Some patterns sabotage our ability to grow ourselves and our teams.

Today's podcast focuses on limits to our leadership AND how that impacts how we are able or unable to drive team culture.  You will learn some surprising truths about how your mind limits your growth... and you will learn how to overcome these limits and build resiliency as a leader.

This is a MUST listen for any new leader, emerging leader, or seasoned leader that wants to grow their potential AND gain insight into driving team culture.    

Let us know your aha's.  Learn more by visiting www.impactconsultancy.org or connect with Chris on LinkedIn

Want to run rapid tests of change but don't know how? Chris shares his process for experimentation. By the end of this podcast you'll know exactly how to run 3 types of experiments in the workplace.

Here are some of the frameworks Chris introduces:

- How to run 3 types of experiments:

   - Learning Experiment

   - Exploratory Experiment

   - Predictive Experiment

- The goal of running small, rapid experiments to create evidence for change (instead of meeting,planning and convincing people about the idea of changing things)

Listen and let us know what "a-ha moments" you have. Learn more at www.impactconsultancy.org   Follow Chris on LinkedIn www.linkedin.com/in/christian-anibarro-321451114 or on Facebook www.facebook.com/totallypossible/ 

Most leaders want to coach their teams but they often lack time and practice.  Today we introduce a coaching model to help get you started.   

GROW is a widely used coaching model that provides a solid structure to learn how to be coach. GROW is an acronym that stands for:

· G for Goal setting: define the short- and long-term goals

· R for Reality: explore the current situation

· O for Options: identify and evaluate different action strategies

· W for Will: what will you do and by when?

In this episode I go over the model and provide you with 56 powerful questions for each stage of the coaching framework you can use to begin coaching your teams.

Go to https://www.impactconsultancy.org/the-revolution-1/ep-42-56-coaching-questions-that-will-grow-your-team to get your FREE copy of Chris' 56 Coaching Questions Checklist PDF

Many people think leadership is about rank, power and privilege.  Patricia Bravo offers a different point of view.  She believes that true leadership is the willingness to place others’ needs above your own. 

On a deep level, we need to feel that we and our work are valued by others, particularly those in our group.  Patricia share her 5 KEYS FOR EMPATHETIC LEADERSHIP on the podcast today for leaders everywhere to grow and be the leaders they wish they had.

Highlights from the episode:

- How you can be an empathetic leader even within a variety of complex work environments

- Why your team members may be craving an empathetic leader, and how being empathetic in the workplace can increase productivity

- How Patricia defines what empathy is, and what empathy is not

-What you can do and what signs you can look for in identifying what kind of empathetic culture your team is looking for

-How you can implement empathetic leadership throughout the hierarchy within a workplace

Patricia equips leaders with Empathetic Leadership techniques that drive team member engagement and increase business results. She does this by consulting with organizations and leaders through her company Bravo For You, where she helps organizations develop leadership programs and facilitates workshops that accelerate leader capability.

Patricia enjoys using her talent management experiences gleaned at Fortune 500 companies such as Starbucks to shape the leadership landscape of the future. She also teaches at UCLA Extension and is currently authoring a leadership book.

A transplant who adopted the Pacific Northwest as home, she fuels her love of travel by exploring new destinations and spending time in Southern California enjoying the sunshine. 

New leaders are gonna have ups & downs... but its the "down" moments where the growth happens; where the work is.

The real challenge of growth for new leaders is knowing when you are relating to issues and events as PROBLEMS.  There is another way to see the situation.  The best leaders have figured it out.  

This episode is a rant... a call to new leaders to see things differently than they are used to and grow into greatness.

Here are some of the frameworks Chris introduces:

- We don't say what we see. . . We tend to see what we say [in our minds]

- We can't create new ways of seeing our situation (new possibilities) until we recognize that we are relating to the situation as a problem

Listen and let us know what "a-ha moments" you have. Learn more at www.impactconsultancy.org. Follow Chris on LinkedIn www.linkedin.com/in/christian-anibarro-321451114 or on Facebookwww.facebook.com/totallypossible/