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564: Make Your Reading More Meaningful, with Sönke Ahrens
24 januari 2022 · 37 min
Sönke Ahrens: How to Take Smart Notes
Sönke Ahrens is the creator of Take Smart Notes, a project dedicated to helping students, academics and nonfiction writers get more done - ideally with more fun and less effort. He has spent years researching and experimenting with different note-taking systems and his settled on a methodology called Zettlekasten. Lees meerSönke is a writer, coach, and academic -- and also the author of the bestselling book, How to Take Smart Notes: One Simple Technique to Boost Writing, Learning and Thinking - for Students, Academics and Nonfiction Book Writers*.
In this conversation, Sönke and I discuss how to move past the practice of simply reading and highlighting by beginning to seek meaning. We explore how you might create a system for doing this and how external scaffolding can help. Plus, we explain what notes might look like and how you can use them for an ongoing conversation with yourself — and perhaps others.
Key PointsMove past details and look for meaning.
As we become familiar with something, we may start believing we understand it.
Real thinking requires external scaffolding.
It's not so much about saving information, but in making connections between the information.
Your notes need not be long or numerous, but should spark (and continue) future conversations with yourself.Resources Mentioned
How to Take Smart Notes: One Simple Technique to Boost Writing, Learning and Thinking - for Students, Academics and Nonfiction Book Writers* by Sönke Ahrens
Take Smart NotesInterview Notes
Download my interview notes in PDF format (free membership required).
Related EpisodesHow To Create a Personal Knowledge Management System, with Bonni Stachowiak (episode 129)
Help People Learn Through Powerful Teaching, with Pooja Agarwal (episode 421)
How to Use Cognitive Psychology to Enhance Learning (Teaching in Higher Ed)
How to Enhance Your Credibility (audio course)Discover More
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563: When You Need to Fire Someone, with Alisa Cohn
17 januari 2022 · 34 min
Alisa Cohn: From Start-Up to Grown-Up
Alisa Cohn has been named the Top Startup Coach in the World by the Thinkers50 Marshall Goldsmith Global Coaches Awards and has been coaching startup founders to grow into world-class CEOs for nearly 20 years. She was named the number one “Global Guru” of startups in 2021, and has worked with startup companies such as Venmo, Etsy, DraftKings, The Wirecutter, Mack Weldon, and Tory Burch. She has also coached CEOs and C-Suite executives at enterprise clients such as Dell, Hitachi, Sony, IBM, Google, and many more. Lees meerMarshall Goldsmith selected Alisa as one of his Marshall Goldsmith 100 Coaches – a gathering of the top coaches in the world – and Inc. named Alisa one of the top 100 leadership speakers. Her articles have appeared in Harvard Business Review, Forbes, and Inc. and she has been featured as an expert on Bloomberg TV, the BBC World News and in The New York Times. She is the author of From Start-Up to Grown-Up: Grow Your Leadership to Grow Your Business*.
In this conversation, Alisa and I discuss the difficult reality that most leaders need to face: saying goodbye to an employee. We detail the mindset you need in preparation for letting someone go. Alisa also helps us with specific language that will help you follow-though on a conversation and help everybody move on — and move forward.
Key PointsOur human tendency is often to side-step problems that we need to address.
By the time you take action to fire somebody, you are likely months late.
Just because someone was effective in the role previously (or in the last role) doesn’t mean their role is right for them today.
It’s helpful to be prescriptive in conversations leading up to firing on exactly your expectations — and the actions the other party has agreed to.
There’s no way to fire someone without it being awkward and painful. You’ll need to make peace with that before you take action.Resources Mentioned
From Start-Up to Grown-Up: Grow Your Leadership to Grow You…
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562: How to Make Progress When Starting Something New, with Michael Bungay Stanier
10 januari 2022 · 38 min
Michael Bungay Stanier: How to Begin
Michael Bungay Stanier distills big, complex ideas into practical, accessible knowledge for everyday people so they can be a force for change. His books have sold over a million copies, and The Coaching Habit was a Wall Street Journal bestseller. His TEDx Talk on Taming Your Advice Monster has been viewed more than a million times. Lees meerMichael is the founder of Box of Crayons, a learning and development company that helps organizations transform from advice-driven to curiosity-led action. His new book is titled How to Begin: Start Doing Something That Matters*.
In this conversation, Michael and I discuss how to make progress when starting something new. We explore the value in looking back at what you’ve already done to support you on what’s next. Plus, Michael highlights the key principles in running effective experiments that transition into new practices.
Key PointsFire bullets at the start. Then, fire cannonballs.
Discover what your history reveals about your future self. It will open up a window to who you are that will help you when moving on something new.
When experimenting, don’t make the experiment bigger or more complex than it needs to be.
Avoid putting too much risk in the experiment or investing too much in its success.
We have the most learning when we’re struggling with something.Resources Mentioned
How to Begin by Michael Bungay Stanier
How to Begin overviewInterview Notes
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Related EpisodesThe Way to Stop Rescuing People From Their Problems, with Michael Bungay Stanier (episode 284)
How to Become the Person You Want to Be, with James Clear (episode 376)
How to Nail a Job Transition, with Sukhinder Singh Cassidy (episode 555)Discover More
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561: How to Reduce Burnout, with Jennifer Moss
3 januari 2022 · 37 min
Jennifer Moss: The Burnout Epidemic
Jennifer Moss is an award-winning journalist, author, and international public speaker. She is a nationally syndicated radio columnist, reporting on topics related to happiness and workplace well-being. She is also a freelance writer whose articles have appeared in HuffPost, Forbes, the Society for Human Resource Management, Fortune, and Harvard Business Review. Lees meerJennifer’s prior book, Unlocking Happiness at Work, received the distinguished UK Business Book of the Year Award. She also sits on the Global Happiness Council. She is the author of The Burnout Epidemic: The Rise of Chronic Stress and How We Can Fix It*.
In this conversation, Jennifer and I explore a few misconceptions about burnout — and also how curiosity and empathy can help to reduce it. We discuss a few key questions leaders can ask to gain insight on how to help. Plus, we detail how to avoid confirmation bias through generic interactions.
Key PointsSelf-care doesn’t cure burnout.
Curiosity increases empathy — and empathy from leaders is a fabulous antidote to burnout.
There are two kinds of curiosity, epistemic and perceptual. True empathy comes from a focus on epistemic interactions.
Go beyond the generic, “How are you?” and instead get more specific with a request like, “Name a high — and a low.” Doing these with a team can help surface how to help.
Assume the best. It’s ok to say, “Thank you for sharing this with me. I don’t have any advice. I just want to listen and learn.”Resources Mentioned
The Burnout Epidemic: The Rise of Chronic Stress and How We Can Fix It* by Jennifer Moss
Interview Notes
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Related EpisodesHow to Build Psychological Safety, with Amy Edmondson (episode 404)
What to Do With Your Feelings, with Lori Gottlieb (episode 438)
Leadership Means You Go First, with Keith Ferrazzi (episode 488)Discover More
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560: The Way to Get People Talking, with Andrew Warner
27 december 2021 · 37 min
Andrew Warner: Stop Asking Questions
Andrew Warner is an entrepreneur and host of the Startup Stories podcast, where he uncovers the secrets of the world’s best founders. Over the course of 2,000+ episodes, Andrew has interviewed everyone from Barbara Corcoran, to Gary Vaynerchuk, to the founders of Airbnb. Lees meerAfter building two startups of his own—one successful and one that failed—Andrew started Mixergy as a way to learn from other entrepreneurs. Today, Mixergy is a place where successful people teach ambitious upstarts through interviews, courses, masterclasses, and events. He is the author of Stop Asking Questions: How to Lead High-Impact Interviews and Learn Anything from Anyone*.
In this conversation, Andrew and I discuss what he’s learned about getting people to talk from thousands of hours of interviews and research. We explore some of the key tactics that he uses to help people open up in a genuine way. Plus, we discuss some common questions to avoid that may work against your goal to connect well with the other party.
Key PointsHelp others get comfortable talking about themselves by revealing something about yourself first. They may not reciprocate immediately, but it often opens the door for future depth.
Just a word or two can open up an entire new level of a conversation. Try using “Because?” or “How so?” as ways to hear more.
People expect leaders to show up and have a direction for the conversation. Not everything needs to be phrased as a question — you may consider making requests like, “Tell me more,” to direct to conversation.
Avoid asking questions that try to get people to articulate “most” or “best” answers. People spend too much mental bandwidth trying to rank-order instead of just engaging with the dialogue.
When potentially uncomfortable situations come up, allow people an easy way out by giving them two paths they can go down.Resources Mentioned
Stop Asking Questions: How to Lead High-Impact Interviews and Learn Anything from Anyone* by…
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559: The Leadership Struggles We See, with Muriel Wilkins
20 december 2021 · 40 min
Muriel Wilkins: Coaching Real Leaders
Muriel Wilkins is Managing Partner and Co-founder of Paravis Partners. She is a C-suite advisor and executive coach with a strong track record of helping already high performing senior leaders take their effectiveness to the next level. She is also the host of the Harvard Business Review podcast, Coaching Real Leaders and is the co-author, with Amy Su of Own the Room: Discover Your Signature Voice to Master Your Leadership Presence*. Lees meerPrior to entrepreneurship, she served on the senior team of U.S. News & World Report and also did marketing and strategy work at Accenture and The Prudential. Muriel has been recognized by the Washington Business Journal as one of Metro-DC area’s Top Minority Business Leaders.
In this conversation, Muriel and I reflect on our recent client work in order to surface some of the current struggles leaders are facing. We discuss a few trends we’re seeing in relation to diversity, the great resignation, binary thinking, and human relations. Plus, we make a few practical invitations to leaders in order to avoid some common missteps.
Key PointsLeaders are making the shift from explanation to inquiry in relations to diversity, equity, and inclusion. The next step for many leaders is to consider how they use their power to affect change to the system in the organization.
Many leaders are considering the, “Should I stay or should I go?” question without the full context of impact and feeling. Begin by considering the impact you wish to have before making a major change.
Beware the trap of binary thinking. Often leaders get fixated on “OR thinking” without considering the opportunity for “AND thinking.” If you catch yourself thinking in “ors” consider how you might bring in some “ands.”
Leaders who inherently see value in people development can tend to write off other leaders who they see as only focused on the numbers. It’s helpful to realize that the larger objective is often shared, but style is differe… -
558: Drawing the Line Between Friend and Manager, with Bonni Stachowiak
13 december 2021 · 37 min
Bonni Stachowiak: Teaching in Higher Ed
Bonni is the host of the Teaching in Higher Ed podcast, Dean of Teaching and Learning and Professor of Business and Management at Vanguard University, and my life partner. Prior to her academic career, she was a human resources consultant and executive officer for a publicly traded company. Bonni is the author of The Productive Online and Offline Professor: A Practical Guide*.
Listener Questions Lees meerLucus asked us for advice on his reading habits as he makes the transition to CEO.
Elizabeth wondered the best way to address issues where experienced employees appear resentful about her giving them direction.
Beth sent us a question about drawing the line between being a friend and a manager.Resources Mentioned
13 Crucial Books That Every Leader Should Know
Drive* by Daniel Pink
Readwise
Day One
Seven Principles for Leading People Older Than You, with Bonni Stachowiak (episode 59)
How to Manage Former Peers, with Tom Henschel (episode 257)
Three Steps to Great Career Conversations, with Russ Laraway (episode 370)Related Episodes
Three Steps to Soliciting Feedback, with Tom Henschel (episode 107)
How to Make Deep Work Happen, with Cal Newport (episode 233)
Tie Leadership Development to Business Results, with Mark Allen (episode 435)
How to Help People Thrive, with Jim Harter (episode 532)Discover More
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557: Overcome Resistance to New Ideas, with David Schonthal
6 december 2021 · 40 min
David Schonthal: The Human Element
David Schonthal is an award-winning Professor of Strategy, Innovation & Entrepreneurship at the Kellogg School of Management where he teaches courses on new venture creation, design thinking, healthcare innovation and creativity. In addition to his teaching, he also serves as the Director of Entrepreneurship Programs and the Faculty Director of the Zell Fellows Program. Lees meerAlong with his colleague Loran Nordgren, David is one of the originators of Friction Theory – a ground-breaking methodology that explains why even the most promising innovations and change initiatives often struggle to gain traction with their intended audiences – and what to do about it. He is the author with Loran of The Human Element: Overcoming the Resistance That Awaits New Ideas*.
In this conversation, David and I discuss how leaders can do a better job at helping others overcome resistance to a new idea. We explore the distinction between friction and fuel — and why leaders tend to miss opportunities to reduce friction. David also shares several, practical strategies that almost all of us can use to reduce the weight of friction with those we are trying to influence.
Key PointsWhen introducing something new, we tend to think more about fuel than we do about friction. Both are essential for traction.
Repetition is missed opportunity in most organizations. Leaders tend to want to perfect the details too much.
Start small with a beacon project to prototype the value change may bring to the organization.
Leaning in on making a new idea prototypical will help it be more familiar to those you are trying to influence. Emphasize what is similar — not just what is new.
Analogies can help bridge the gap between the new and the familiar. Use an analogy the audience can relate to.
Adding an extreme option and/or an undesirable can help transform inertia from a friction into a fuel.Resources Mentioned
The Human Element: Overcoming the Resistance That Awaits New Id…
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556: End Imposter Syndrome in Your Organization, with Jodi-Ann Burey
29 november 2021 · 39 min
Jodi-Ann Burey: End Imposter Syndrome in Your Workplace
Jodi-Ann Burey is a sought-after speaker and writer who works at the intersections of race, culture, and health equity. Her TED talk, “The Myth of Bringing Your Full Authentic Self to Work,” embodies her disruption of traditional narratives about racism at work. Jodi-Ann is also the creator and host of Black Cancer, a podcast about the lives of people of color through their cancer journeys. Lees meerShe is the author, with Ruchika Tulshyan, of two recent Harvard Business Review articles: Stop Telling Women They Have Imposter Syndrome and End Imposter Syndrome in Your Workplace.
In this conversation, Jodi-Ann and I challenge that notion that imposter syndrome is something that an individual should address alone. Instead, we invite managers and organizations to begin to consider their own contributions to “imposter syndrome” and how we can work together with employees to help everybody move forward. We highlight several key actions that managers can take to begin to end imposter syndrome inside of their organizations.
Key PointsManagers and organizations tend to address the symptoms of imposter syndrome, but not the source.
Those who experience imposter syndrome often feel like it is “death by a thousand paper cuts.”
Managers can help by reinforcing an employee’s belief in their abilities and chances of success. Listen for what employees are asking for — and explore when they are silent.
Managers should be transparent about an organization’s locked doors — and demonstrate that they are also willing to be vulnerable.
In private conversations, managers should redirect perceptions and language that do not accurately reflect the value of their employees.Resources Mentioned
Stop Telling Women They Have Imposter Syndrome by Jodi-Ann Burey and Ruchika Tulshyan
End Imposter Syndrome in Your Workplace by Jodi-Ann Burey and Ruchika TulshyanInterview Notes
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555: How to Nail a Job Transition, with Sukhinder Singh Cassidy
22 november 2021 · 32 min
Sukhinder Singh Cassidy: Choose Possibility
Sukhinder Singh Cassidy is a leading technology executive and entrepreneur, board member, and investor with twenty-five years of experience founding and helping to scale companies, including Google, Amazon, and Yodlee. Most recently, she served as president of StubHub, which thrived under her leadership and sold in 2020 right before the pandemic for $4+ billion. Lees meerShe is the founder and chairman of the Boardlist and has been profiled in Fortune, Forbes, The Wall Street Journal, Business Week, and The New York Times, among others. She has been named one of Elle’s Power Women, one of the Most Creative People in Business by Fast Company, and one of the Top 100 People in the Valley by Business Insider. She is the author of Choose Possibility: Take Risks and Thrive (Even When You Fail)*.
In this conversation, Sukhinder and I discuss how to handle a transition in a way that works for both you and the organization you’re leaving. We discuss the value of proactive communication and clear timelines — plus some of the hidden costs of transitioning poorly. Finally, we made the invitation to consider transitions in the context of your long-term career goals.
Key PointsDon’t leave before you leave. Putting in maximum effort until you’re gone protects your reputation and the impact you’ve worked to achieve.
Beware the cost of lingering. You likely know the right timeframe for your departure — use that to frame your transition.
Leave opportunity in your wake. Use remaining time to set the team up for success, provide coaching and mentoring, and make it an easier transition for others.
Tie up loose ends before you depart. Leave the team an organization in a place you would want to inherit if you were the new leader coming in.
Take small steps, middle steps, and big steps. Avoid fixating on the myth of the single choice. Careers come together with many choices, over time.Resources Mentioned
Choose Possibility: Take Risks and Thrive (…
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554: How to Multiply Your Impact, with Liz Wiseman
15 november 2021 · 38 min
Liz Wiseman: Impact Players
Liz Wiseman is a researcher and executive advisor. She is the author of the New York Times bestseller Multipliers: How the Best Leaders Make Everyone Smarter*, The Multiplier Effect: Tapping the Genius Inside Our Schools*, and Wall Street Journal bestseller Rookie Smarts*. She is the CEO of The Wiseman Group, a leadership research and development firm headquartered in Silicon Valley. Lees meerHer clients include: Apple, Disney, Facebook, Google, Microsoft, Tesla, Twitter, and many others. Liz has been listed on the Thinkers50 ranking and named one of the top 10 leadership thinkers in the world. She is a former Oracle executive, who worked over the course of 17 years as the Vice President of Oracle University and as the global leader for Human Resource Development.
Liz is the author of Impact Players: How to Take the Lead, Play Bigger, and Multiply Your Impact*. In this conversation, Liz and I discuss the mindset that’s most useful in making real traction in an organization. Plus, we explore practical steps that you can take to think bigger and get noticed for your work.
Key PointsThe #1 thing managers appreciate: when employees do things that need doing without being asked.
Upward empathy is the ability to consider what the bosses situation feels like — and what they need from you.
Pursuing your passion sounds nice in a commencement speech, but can get in the way of what the organization actually needs.
A job description might be a starting point, but it’s almost never the ending point.
Beware of becoming the foosball player that does hard work in one spot, but misses the bigger picture. Become a nimble midfielder who plays where they are most needed.Resources Mentioned
Impact Players: How to Take the Lead, Play Bigger, and Multiply Your Impact* by Liz Wiseman
The Wiseman GroupInterview Notes
Download my interview notes in PDF format (free membership required).
Related EpisodesThe Benefit of Being a Rookie, with Liz Wiseman (episode 34…
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553: The Four Storytelling Mistakes Leaders Make, with David Hutchens
8 november 2021 · 40 min
David Hutchens: Story Dash
David Hutchens helps leaders find and tell their stories. He works with leaders around the world to find, craft, and tell their most urgent stories for the purpose of creating shared meaning, preserving culture, disseminating learning, and speeding change in organizations. Lees meerHe has taught the Storytelling Leader program at some of the most influential organizations — and he’s written many books, including the Circle of the 9 Muses* and The Leadership Story Deck*. He is the co-creator with longtime friend of the show Susan Gerke of the GO Team program. He's also the author of the new book, Story Dash: Find, Develop, and Activate Your Most Valuable Business Stories...In Just a Few Hours*.
In this conversation, David and I revisit the power of storytelling and highlight where many leaders go wrong. We explore the common mistakes that David sees in his work all over the world. Plus, we invite listeners into a few practical actions that will help stories land with better impact.
Key Points
Four mistakes that leaders make:They are not storytelling, sometimes because they don’t see themselves as storytellers or feel like they are performing.
They don’t connect the story to the strategic intent but never clearly answering the “why am I telling this story?” question.
They avoid emotional content of stories because they either don’t want to be emotional or are presenting to a “numbers person.”
They expect it to just happen, instead of making intentional effort to make it happen.Resources Mentioned
To receive David Hutchen’s Story Canvas, reach out to him at david@davidhutchens.com and tell him one valuable tip you gained from this episode.
Interview Notes
Download my interview notes in PDF format (free membership required).
Related EpisodesThe Four Critical Stories Leaders Need For Influence, with David Hutchens (episode 148)
The Way to Influence Executives, with Nancy Duarte (episode 450)
The Way to Earn Attention, with Raja Rajamannar (ep… -
552: The Way Managers Can be Champions for Justice, with Minda Harts
1 november 2021 · 36 min
Minda Harts: Right Within
Minda Harts is the founder and CEO of The Memo and an advocate for women of color in the workplace. She is a sought-after speaker and thought-leader, frequently speaking on topics of advancing women of color, leadership, diversity, and entrepreneurship. She was named a LinkedIn Top Voice for Equity in the Workplace and was honored as one of BET’s Future 40. She has been a featured speaker at TEDx Harlem, Nike, Levi's, Bloomberg, Google, SXSW, and many other places. Lees meerShe is an adjunct assistant professor of public service at NYU. She also hosts Secure the Seat, a career podcast for women of color. Minda is the author of the bestselling book The Memo* and now her new book Right Within: How to Heal From Racial Trauma in the Workplace*.
In this conversation, Minda and I discuss the daily actions that managers can do to support inclusion in the workplace, especially for women of color. We explore the unfortunate realities of systemic racism that still show up in many workplaces and how we can all do better. Plus, Minda invites us to consider the Manager’s Pledge and six key ways we can bring more equity into our organizations.
Key PointsThe State of Black Women in Corporate America report finds that in 2020, Black women held 1.6 percent of vice president roles and 1.4 percent of executive suite positions.
When someone says something racially charged, one of two things tend to happen: laugher or silence. We can do better.
You don’t need to be the hero, but you do have a responsibility to start.
All of us will mess up. Take inspiration from the Japanese art of Kintsugi, where the broken pieces reassembled become more beautiful than the original.
We often miss the opportunities that are right in front of us. Starting there is how each of us bring justice into the world.Resources Mentioned
Right Within: How to Heal From Racial Trauma in the Workplace* by Minda Harts
Minda’s websiteInterview Notes
Download my interview notes in PDF format (f… -
551: How to Use Power Responsibly, with Vanessa Bohns
18 oktober 2021 · 38 min
Vanessa Bohns: You Have More Influence Than You Think
Vanessa Bohns is a social psychologist, an award-winning researcher and teacher, and a professor of organizational behavior at Cornell University. Lees meerHer writing and research has been published in top academic journals in psychology, management, and law and has also been featured in the New York Times, Wall Street Journal, Harvard Business Review, and NPR's Hidden Brain. Her book is titled You Have More Influence Than You Think: How We Underestimate Our Power of Persuasion, and Why It Matters*.
In this conversation, Vanessa and I explore the conclusions of research: we often don’t recognize our own power. We detail some of the common patterns that leaders should watch for in their work. Most importantly, we discuss the practical steps that almost anybody can take to use power more responsibly.
Key PointsPower can lead people to underestimate their words and actions. A powerful person's whisper can sound more like a shout to the person they have power over.
Power tends to lead people to ignore the perspective of others and to feel freer to do whatever they want.
The effects of power are not inevitable. You can do better for others by thinking about power as responsibility.
Adopt the lens of a third party in order to see the impact of your actions on others.
To feel your impact better, ask people what they aren thinking of feeling, rather than simply imagining or assuming.
One way to experience your influence by taking action to give positive recognition and feedback.Resources Mentioned
You Have More Influence Than You Think: How We Underestimate Our Power of Persuasion, and Why It Matters* by Vanessa Bohns
Interview Notes
Download my interview notes in PDF format (free membership required).
Related EpisodesUse Power for Good and Not Evil, with Dacher Keltner (episode 254)
How to Create Meaningful Gatherings, with Priya Parker (episode 395)
How to Negotiate When Others Have Power, with Kwame Christian (epis… -
550: How to Win the Long Game When the Short-Term Seems Bleak, with Dorie Clark
11 oktober 2021 · 39 min
Dorie Clark: The Long Game
Dorie Clark has been named one of the Top 50 business thinkers in the world by Thinkers50, and was recognized as the #1 Communication Coach in the world by the Marshall Goldsmith Leading Global Coaches Awards. She is a consultant and keynote speaker and teaches executive education at Duke University’s Fuqua School of Business and Columbia Business School. Lees meerDorie is the author of the bestselling books Entrepreneurial You, Reinventing You, and Stand Out which was named the #1 Leadership Book of the Year by Inc. Magazine. She has been described by the New York Times as an “expert at self-reinvention and helping others make changes in their lives.” She is a frequent contributor to Harvard Business Review and is now the author of her latest book, The Long Game: How to Be a Long-Term Thinker in a Short-Term World*.
In this conversation, Dorie and I discuss how to win the long game, even when things look bleak today. We examine the typical timelines that most professionals should expect in order to get traction on their work. Plus, we highlight three key questions to ask yourself during the toughest times.
Key PointsIt’s often 2-3 years of sustained work before you see noticeable progress.
To become a recognized expert, you should expect at least five years of consistent effort.
People revisit strategy too often when instead they should often continue to follow their action plan.
Even if you end up “losing,” strategize up front how the time and effort you put in is still a win.
When times are toughest, ask three questions:Why am I doing this?
How has it worked for others?
What do my trusted advisors say?Resources Mentioned
The Long Game: How to Be a Long-Term Thinker in a Short-Term World* by Dorie Clark
Long Game Strategic Thinking Self-AssessmentInterview Notes
Download my interview notes in PDF format (free membership required).
Related EpisodesThe Value of Being Uncomfortable, with Neil Pasricha (episode 448)
How to Find Helpful … -
549: How to Actually Get Traction From Leadership Books, with Nicol Verheem
9 oktober 2021 · 36 min
Nicol Verheem: Teradek
Nicol Verheem is a globally recognized leader and innovator, senior business executive, serial entrepreneur, and prolific angel investor. He has been recognized for his impact in the film industry with a lifetime achievement award from the Society of Camera Operators and an Academy Award for Sciences and Engineering, also known as a Technical Oscar. He was also recently recognized with the Innovator of the Year Award from the leading business journal in Orange County, California. Lees meerNicol currently serves on the Executive Management Board of The Vitec Group, as the Divisional CEO of Creative Solutions, and as the CEO of Teradek. As a technology leader, his is responsible for the strategy, roadmap, and execution of Teradek’s highly recognized high tech video products driving more than $100M annual revenue -- with dominant market share across the globe. He is also a member of the Coaching for Leaders Academy.
In this conversation, Nicol and I discuss how to take the ideas you hear in books, presentations, and podcasts — and make them your own. Nicol shares many examples of how he has done this in his organization in order grow a team that was ultimately recognized with an Academy Award. Plus, we discuss some of his mindsets that have helped drive the success of Teradek over the years.
Key PointsLeadership models aren’t always molded to your organization or situation. Adapt the idea to make it a better fit for you.
Well intended language by an expert might not match the culture of your organization. Don’t hesitate to change a word or phrase to make sense to your team.
Build relationships today with the people who will grow with you throughout your career. That’s “networking for commoners.”
When interviewing, ask people about their hobbies or interests in order to discover if you can lead them to live out their passions.Resources Mentioned
We'd Like to Thank the Academy by Teradek
Coaching for Leaders AcademyRelated Episodes
How to Know Wh…
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548: The Power in Empowering Differences, with Ashley Brundage
4 oktober 2021 · 35 min
Ashley Brundage: Empowering Differences
Ashley Brundage is the Founder and President of Empowering Differences. She's overcame homelessness, harassment, and discrimination and then, while seeking employment at a major financial institution, she self-identified during the interview process as a male to female transgender woman and subsequently was hired. She was offered a position and started as a part time bank teller and worked in various lines of business before moving to VP of Diversity & Inclusion in less than 5 years. Lees meerSince beginning transitioning in 2008, she has worked tirelessly to promote awareness and acceptance of gender identity and expression. She serves on the Corporate Advisory Council for the National LGBT Chamber of Commerce. In 2019, she was voted on the National Board of Directors for GLAAD and has also been named one of Florida’s Most Powerful and Influential Women from the National Diversity Council. She is the author of Empowering Differences: Leveraging Differences to Impact Change*.
In this conversation, Ashley and I discuss her experience in the working world as a transgender woman. We highlight key language that every leader should be aware of to support the differences of others. Plus, we discuss the initial steps that leaders can take in the workplace, especially related to gender identity.
Key PointsThe harassment and discrimination that transgender people experience also finds its way into the workplace.
Respect people’s pronouns — and leaders can highlight their own in order to create a safe space for others.
Comfort and ability to use the restroom is something that organizations should address. A helpful starting point is dialogue and conversation.
Beware of binary thinking in relation to gender — and many other ways we identify ourselves. Expand your horizon on the gender continuum.Resources Mentioned
Empowering Differences: Leveraging Differences to Impact Change* by Ashley Brundage
Empowering Differences Self AssessmentIn…
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547: How to Limit Time With the Wrong People, with Carey Nieuwhof
27 september 2021 · 39 min
Carey Nieuwhof: At Your Best
Carey Nieuwhof is a former lawyer, a bestselling leadership author, a podcaster, and the CEO of Carey Nieuwhof Communications. He speaks to leaders around the world about leadership, change, and personal growth. He writes a widely read leadership blog at CareyNieuwhof.com and also hosts the top-rated Carey Nieuwhof Leadership podcast. He’s the author of At Your Best: How to Get Time, Energy, and Priorities Working in Your Favor*. Lees meerIn this conversation, Carey and I explore the reality that so many of us face in both our personal and professional lives: spending time with the wrong kind of people. We discuss how to notice we’re not helping, how to limit time, and what to do when a conversation needs to happen. Plus, we make the invitation to proactively do what often gets missed: spending time with the right people more consistently.
Key PointsThe people who want your time are rarely the people who should have your time.
Many leaders give too much time and attention away to people who aren’t helped by the interaction.
Having a frank conversation with a person who you’re not helping is usually good for both of you.
If you’re not able to limit interactions with the wrong kind of person, line up those interactions outside of your key energy times.
A key way to do better at limiting time with the wrong people is to affirmatively decide to spend time with the right people.Resources Mentioned
Burnout Quiz
At Your Best Today
At Your Best: How to Get Time, Energy, and Priorities Working in Your Favor* by Carey NieuwhofInterview Notes
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Related EpisodesHow to Make Deep Work Happen, with Cal Newport (episode 233)
The Scientific Secrets of Daily Scheduling, with Daniel Pink (episode 332)
How to Prepare for Conflict, with Amy Gallo (episode 530)Discover More
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546: How to Speak Up, with Connson Locke
20 september 2021 · 38 min
Connson Locke: Making Your Voice Heard
Connson Locke is Professor (Education) of Management at the London School of Economics, where she teaches Leadership, Organizational Behaviour, and Negotiation and Decision Making. She has over 30 years experience as an educator, coach, and consultant working all around the world. Lees meerHer highly popular Guardian Masterclass Developing Your Presence, Power and Influence regularly sells out. Connson is the recipient of a number of teaching awards from the London School of Economics. She's also the author of Making Your Voice Heard: How to Own Your Space, Access Your Inner Power, and Become Influential*.
In this conversation, Connson and I explore the challenging situation that many professionals experience: speaking up. We discuss several key tactics that she has surfaced in her research to do this more effectively. Plus, we highlight several of the lessons Connson has discovered in her own experience that will help us (and others) do this with more success.
Key PointsManaging your negative emotions can help create movement for you. Reflecting or journaling is a key starting point.
Change your attitude about failure by framing a growth mindset.
Move away from repetition and towards deliberate practice.
Instead of focusing on power difference, zero in on the other person’s role in helping you achieve a greater good.
Plan free time around learning a new skill or helping others instead of watching Netflix or sitting on the beach.Resources Mentioned
Making Your Voice Heard: How to Own Your Space, Access Your Inner Power, and Become Influential* by Connson Locke
Interview Notes
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Related EpisodesUse Power for Good and Not Evil, with Dacher Keltner (episode 254)
Get Noticed Without Selling Out, with Laura Huang (episode 480)
The Way to Make Sense to Others, with Tom Henschel (episode 518)
Jumping In (Dave’s Journal)Discover More
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545: How to Prioritize, with Christy Wright
13 september 2021 · 39 min
Christy Wright: Take Back Your Time
Christy Wright is a #1 bestselling author, personal growth expert, and host of The Christy Wright Show. She’s also the founder of Business Boutique, which equips women to make money doing what they love. She loves helping women chase their version of success. She's the author of Take Back Your Time: The Guilt-Free Guide to Life Balance*. Lees meerIn this conversation, Christy and I explore how to get practical about what’s important, each day. We discuss effectives ways to use timeframes to establish priorities for ourselves — and how those same timeframes can help us turn off work.
Key PointsEstablishing priorities moves you from a place of feeling like a failure to a place of feeling real success.
Most of us are clear on our fixed priorities, but we’re less intentional about the flexible priorities that tend to be more practical in daily life.
Consider establishing priorities through the timeframes of seasons, weeks, and days.
Having clear priorities helps you not only be productive — but makes it easier to turn it off when it’s time to stop.Resources Mentioned
Take Back Your Time: The Guilt-Free Guide to Life Balance* by Christy Wright
Related Episodes
The Way to Stop Spinning Your Wheels on Planning (episode 319)
Align Your Calendar to What Matters, with Nir Eyal (episode 431)
How to Be Present, with Dave Crenshaw (episode 511)Discover More
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544: Start Finding Overlooked Talent, with Johnny Taylor, Jr.
6 september 2021 · 40 min
Johnny Taylor, Jr.: Reset
Johnny Taylor, Jr. is President and CEO of SHRM, the Society for Human Resource Management. Johnny is frequently asked to testify before Congress on critical workforce issues and authors a weekly column, "Ask HR," in USA Today. Lees meerJohnny was chairman of the President's Advisory Board on Historically Black Colleges and Universities and served as a member of the White House American Workforce Policy Advisory Board during the Trump Administration. He is the author of the new book Reset: A Leader’s Guide to Work in an Age of Upheaval*.
In this conversation, Johnny and I highlight the current challenges in discovering talent and the populations that have been historically overlooked. We discuss what SHRM’s research and experience are showing to help leaders make better decisions on finding talent. Plus, we explore how to best handle incentives, so that we create the kind of culture that we will value inside our organizations.
Key PointsBoth line managers in organizations and human resource professionals agree: finding a deep enough talent pool is a big problem.
Historically, attracting overlooked talent felt right, but may not have been essential to be competitive. Those times are ending for most organizations.
Studies show that organizations who discover talent in older workers, differently abled workers, veterans, the formerly incarcerated, people of color, and LGBTQ populations see positive, long-term results.
The incentives for finding overlooked talent often are transactional. To ensure sustainability, leaders must establish this as a value in their organizations.Resources Mentioned
Reset: A Leader’s Guide to Work in an Age of Upheaval* by Johnny Taylor, Jr.
Interview Notes
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Related EpisodesHow to Get the Ideal Team Player, with Patrick Lencioni (episode 301)
Hire the Formerly Incarcerated, with Shelley Winner (episode 447)
How to Support Women of Color, with Minda… -
543: Leadership Lessons from NASA, with Dave Williams
30 augustus 2021 · 36 min
Dave Williams: Leadership Moments from NASA
Dave is an astronaut, aquanaut, jet pilot, emergency physician, scientist, CEO, and bestselling author. He is the former Director of Space & Life Sciences at NASA’s Johnson Space Center and has flown in space twice on Space Shuttles Columbia and Endeavour. Lees meerDave holds the Canadian spacewalking record and was the first Canadian to live on the world’s only undersea research habitat. He is the recipient of six honorary degrees, the Order of Canada, and the Order of Ontario. Along with Elizabeth Howell, he is the author of Leadership Moments from NASA: Achieving the Impossible*.
In this conversation, Dave and I discuss some of the key events from NASA’s history since its inception. We highlight three principles that Dave has uncovered in his research of interviews with NASA leaders over the years. Plus, a few practical tips that can help all of us lead teams more effectively.
Key PointsIntrospection is a key and necessary practice for all leaders to hold — and often pays off in unexpected ways.
Speaking up and listening up are critical values that helped support many of the NASA successes over the years.
Cultural norms, such as senior leaders showing up regularly at all levels of the organization, can help ensure that communication is actually happening.
NASA is an example of the movement away from a single, heroic leader and towards leadership, followership, and teamwork.Resources Mentioned
Leadership Moments from NASA: Achieving the Impossible* by Dave Williams and Elizabeth Howell
Interview Notes
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Related EpisodesAn Astronaut’s Guide To Life On Earth, with Chris Hadfield (episode 149)
Find Courage to Speak When It Matters Most, with Allan McDonald (episode 229)
The Path Towards Trusting Relationships, with Edgar Schein and Peter Schein (episode 539)Discover More
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542: Align Your Work With Your Why, with Kwame Marfo
28 augustus 2021 · 37 min
Kwame Marfo
Kwame Marfo is a director at Genentech in the San Francisco area. He is a graduate of the Coaching for Leaders Academy. He joins me in this episode to share how personal values can align intentionally with career choices.
Key Points Lees meerKwame’s dad inspires the work he does today for others.
An effective way to connect with others is to ask what books and podcasts they are listening to. This value of curiosity also came from Kwame’s dad.
Getting diversity of leadership experience is useful to expand beyond an industry perspective.
Establishing a vision gives clarity to what’s most important.
Journaling has helped Kwame reflect on his life and illuminate gaps that lead to action.
Don’t trust the summary.Resources Mentioned
UnCommon Law
Related Episodes
Start With Why, with Simon Sinek (episode 223)
Craft a Career to Fit Your Strengths, with Scott Anthony Barlow (episode 424)
How to Create Your Personal Vision (free membership required)Discover More
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541: Ten Years of Leadership, with Dave Stachowiak
23 augustus 2021 · 39 min
Dave Stachowiak: Coaching for Leaders
In August of 2011, I started Coaching for Leaders as a small, side project. Ten years later, the show — and the community around it — have grown beyond my wildest expectations. Lees meerIn this conversation, my friend Scott Anthony Barlow of Happen to Your Career celebrates the 10-year anniversary of Coaching for Leaders by interviewing me about my journey.
Key PointsI originally started the podcast as a side project to support a future transition into academia.
Three things that I focused on at the start that are still central today: useful conversations, audio quality, and consistency.
Focusing on quality and depth of conversations is more valuable than trying to hit everything.
I realized at some point that I needed to make an affirmative choice to grow the side project into a business.
Although I had considered a transition away from Dale Carnegie for years, my actual departure was (ironically) a non-event.
Behavior change is a painful but necessary step in the learning process.
There are two ways to bring light into the world. One is to be the light — the other is to reflect it.Bonus Audio
What I've Learned About Learning
Resources Mentioned
Happen to Your Career
Related Episodes
How to Transform Your Limitations Into Advantages, with Mark Barden (episode 207)
Tom Henschel Interviews Dave (episode 300)
What High Performers Aren’t Telling You, with Scott Anthony Barlow (episode 466)Discover More
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540: How to Create Space, with Juliet Funt
16 augustus 2021 · 39 min
Juliet Funt: A Minute to Think
Juliet Funt is a renowned keynote speaker and tough-love advisor to the Fortune 500 who is regularly featured in top global media outlets, including Forbes and Fast Company. She is the founder and CEO of The Juliet Funt Group, helping business leaders and organizations to unleash their full potential by unburdening talent from busywork. Lees meerShe has earned one of the highest ratings in the largest leadership event in the world, and she has worked with brands such as Spotify, National Geographic, Costco, Pepsi, Nike, and many more. Her new book is titled, A Minute to Think: Reclaim Creativity, Conquer Busyness, and Do Your Best Work.
In this conversation, Juliet and I explore the four assets that many leaders bring to the workplace — and when taken too far, how these assets become risks. Juliet shares four questions we can ask of ourselves (and perhaps of others) that will surface where to start with finding space. Plus, we discuss some of the practical steps leaders can take to influence a culture of margin with their teams.
Key PointsThe science is showing what many of us have experienced intuitively: space itself helps us to explore and expand possibility.
Key assets can, if overused, become risks. These risks manifest in four ways: overdrive, perfectionism, overload, and frenzy.Four questions are useful starting points for controlling risk:
When the risk is overdrive, the question is:
Is there anything I can let go of?
When the risk is perfectionism, the question is:
Where is ‘good enough’, good enough?When the risk is overload, the question is:
What do I truly need to know?
When the risk is frenzy, the question is:
What deserves my attention?
Resources MentionedThe Busyness Test
A Minute to Think: Reclaim Creativity, Conquer Busyness, and Do Your Best Work* by Juliet FuntInterview Notes
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Related EpisodesThe Power of Solitude, with Mike Erwin (episod…
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539: The Path Towards Trusting Relationships, with Edgar Schein and Peter Schein
9 augustus 2021 · 38 min
Edgar Schein and Peter Schein: Humble Inquiry
Edgar Schein is Professor Emeritus of MIT's Sloan School of Management. He is the recipient of the Distinguished Scholar Practitioner Award from the Academy of Management, the Lifetime Achievement Award from the International Leadership Association, and the Lifetime Achievement Award in Organization Development from the International OD Network. Lees meerPeter Schein is COO of the Organizational Culture and Leadership Institute. He provides counsel to senior management on organizational development challenges facing private and public sector entities worldwide. He is a contributing author to the 5th edition of Organizational Culture and Leadership and co-author of Humble Leadership and The Corporate Culture Survival Guide.
The pair co-founded the Organizational Culture and Leadership Institute and have written several books together, including two in the Humble Leadership series. They’ve recently released the second edition of Humble Inquiry: The Gentle Art of Asking Instead of Telling*.
In this conversation, Edgar, Peter, and I explore the four relationship levels and invite leaders to move professional relationships from level 1 to level 2. A key entry point for this is to artfully reveal some of the things we tend to conceal. We discuss some practical steps to take — and the benefit for leaders and organizations.
Key Points
The four relationship levels:Level –1: Domination/exploitation
Level 1: Transactional (professional distance)
Level 2: Personal (openness and trust)
Level 3: Intimacy
We all conceal things. A useful way to build a relationship is for people to open up more of their concealed selves.
A relationship is dance — improv if you will. We need to be willing to share the mic with the other party.
Open-ended questions like, “What’s different today?” can help people to show up in the way they want to.
Traditionally, we expected the person with more status to take the first step. That doesn’t necessarily need to … -
538: Help a Know-It-All Behave Better, with Mark Goulston
2 augustus 2021 · 33 min
Mark Goulston: Talking to Crazy
Mark Goulston is a Founding Member of the Newsweek Expert Forum and a Marshall Goldsmith MG100 Coach, who works with founders, entrepreneurs and CEOs in dealing with and overcoming psychological and interpersonal obstacles to realizing their full potential. Lees meerHe is the host of the My Wakeup Call podcast and was a UCLA professor of psychiatry for more than twenty years and is also a former FBI hostage negotiation trainer. One of his many bestselling books is Talking to 'Crazy': How to Deal with the Irrational and Impossible People in Your Life*.
In this conversation, Mark and I discuss some of the key principles that are effective in diffusing difficult or irrational behavioral. When that behavior is coming from someone who seems to be a know-it-all, we explore three steps that will help you guide them towards better behavior.
Key Points
In his book, Mark writes about know-it-alls:
They don’t say, “People think I’m a jerk, and I need to change my behavior.” Instead, they say, “People dislike me because they’re stupid and incompetent.” This convinces the know-it-alls that they need to double down on quashing the spirits of their victims.If you treat people like they are nuts are you are not, they will just bite down deeper on their thinking. Lean into their irrationality to change the dynamic.
Most people react to know-it-alls by becoming defensive or sullen. You’re better to take to opposite approach.
Start by genuinely recognizing the talents and know-it-all brings to the workplace.
Lead a conversation about behavior change with them by first leading with a genuine compliment about their talents.
Once that is established, describe how their actions are self-defeating in a way that reinforces the strength you’ve highlighted.Resources Mentioned
Talking to 'Crazy': How to Deal with the Irrational and Impossible People in Your Life* by Mark Goulston
My Wakeup Call podcast with Mark GoulstonInterview Notes
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537: How to Engage Remote Teams, with Tsedal Neeley
26 juli 2021 · 37 min
Tsedal Neeley: Remote Work Revolution
Tsedal Neeley is a professor at the Harvard Business School. Her work focuses on how leaders can scale their organizations by developing and implementing global and digital strategies. She has published extensively in leading scholarly and practitioner-oriented outlets and her work has been widely covered in media outlets such as the BBC, CNN, Financial Times, NPR, The Wall Street Journal, and The Economist. Lees meerShe was named to the Thinkers50 On the Radar list for making lasting contributions to management and is the recipient of many other awards and honors for her teaching and research. She is the author of Remote Work Revolution: Succeeding from Anywhere*.
In this conversation, Tsedal and I explore what the research shows us about productivity and fear around remote work. We highlight three key principles that leaders can lean in on in order to engage remote teams better. Plus, Tsedal provides practical examples on how almost any leader can put these principles into action.
Key PointsThe research has been clear for decades that employees are more productive working remotely.
Surveillance software and services are almost always a poor direction for leaders and organizations.
Leaders should structure unstructured time for informal interactions — and should be the ones who initiate these conversations.
Emphasize individuals and individual differences, even more so than you might in person. Avoid referring to people by their membership in subgroups.
In addition to not shutting down conflict, leaders in remote settings need to force it, so the best ideas can emerge on the team.Resources Mentioned
Remote Work Revolution: Succeeding from Anywhere* by Tsedal Neeley
Tsedal Neeley’s websiteInterview Notes
Download my interview notes in PDF format (free membership required).
Related EpisodesHow to Build Psychological Safety, with Amy Edmondson (episode 404)
Transitioning to Remote Leadership, with Tammy Bjelland (episode 509)
T… -
536: How to Make One-on-Ones Valuable, with Jonathan Raymond
19 juli 2021 · 37 min
Jonathan Raymond: Good Authority
Jonathan Raymond is the founder of Refound, where he and his team work with organizations to create a company culture based in personal growth. He’s the author of the book Good Authority: How to Become the Leader Your Team Is Waiting For*. He's also the creator of the Accountability Dial and the courses Good Accountability and Good Alignment. Lees meerIn this conversation, Jonathan and I discuss the importance of starting with the purpose for a role when considering how to approach one-on-ones. We frame the importance of elevation and linking professional activities with personal growth. Plus, we invite leaders to begin with a few, practical steps.
Key PointsBegin with the purpose of the role. Clarity on expectations and personal growth will both come from there.
Utilize curiosity to begin to align on expectations and what’s next.
Elevation is a key competency for managers in one-on-ones. Help employees link what the role needs and how their personal growth aligns to it.
Be willing to stay flexible on how often and how long you meet for. There are times when more interaction may be wise, but one-on-ones should not take over your professional life as a manager.
Few managers do this well. Even small movement to get better at supporting your employees can provide big returns in retention.Resources Mentioned
Good Alignment course*
Good Accountability course*
Good Authority: How to Become the Leader Your Team Is Waiting For by Jonathan RaymondRelated Episodes
How to Balance Care and Accountability When Leading Remotely, with Jonathan Raymond (episode 464)
How to Define a Role, with Pat Griffin (episode 517)
How to Help People Thrive, with Jim Harter (episode 532)Discover More
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535: The Art of Constructing Apologies, with Sandra Sucher
12 juli 2021 · 38 min
Sandra Sucher: The Power of Trust
Sandra Sucher is an internationally recognized trust researcher and professor of management practice at Harvard Business School. She studies how organizations build trust and the vital role leaders play in the process. Before joining Harvard, she was a business executive for 20 years, served on corporate and nonprofit boards, and has been Chair of the Better Business Bureau. Lees meerAs an advisor to the Edelman Trust Barometer, her research has been featured in several national publications. She is the author with Shalene Gupta of the book, The Power of Trust: How Companies Build It, Lose It, Regain It*.
In this conversation, Sandra and I explore the three elements of a good apology in the professional setting. We also look at additional elements the research suggests may be useful in many places in our lives. Finally, Sandra highlights some ways we can do better on empathy in order to avoid situations where we destroy trust.
Key Points
Combine three elements for a good apology, especially in a professional setting:Acknowledgment of responsibility: The offender makes a statement that demonstrates they understand their part in the trust betrayal.
Explanation: The offender describes the reasons for the problem.
Offer of repair: The offender offers a solution for rebuilding trust.In addition, consider three more elements for apologies in any scenario:
Expression of regret: The offender expresses how sorry they are.
Declaration of repentance: The offender promises not to make the same mistake again.
Request for forgiveness: The offender explicitly asks for pardon.To interrupt the reality that leaders tend to struggle with empathy:
Reflect in writing with as much detail as possible about the people and situation in question.
Ask yourself, “Am I being fair?”Resources Mentioned
The Power of Trust: How Companies Build It, Lose It, Regain It* by Sandra Sucher and Shalene Gupta
The Power of Trust websiteInterview Notes
Download my int… -
534: How to Deal With an Unsupportive Colleague, with Bonni Stachowiak
5 juli 2021 · 40 min
Bonni Stachowiak: Teaching in Higher Ed
Bonni Stachowiak is the host of the Teaching in Higher Ed podcast, a professor of business and management at Vanguard University, and my life partner. Prior to her academic career, Bonni was a human resources consultant and executive officer for a publicly traded company. She is the author of The Productive Online and Offline Professor: A Practical Guide*.
Listener Questions Lees meerMark asked our advice on how to navigate a sensitive situation with an unsupportive colleague.
Geraldine wondered about how to implement management accountability with public sector employees.
Samuel asked about building personal capacity.
James asked if we were aware of resources for a leadership body of knowledge.Resources Mentioned
7 Habits of Highly Effective People* by Stephen Covey
Getting Things Done* by David Allen
Center for Creative Leadership
Greenleaf Center for Servant Leadership
How to Win Friends and Influence People* by Dale Carnegie
The Leadership Challenge: How to Make Extraordinary Things Happen in Organizations* by James Kouzes and Barry Posner
Society for Human Resource Management (SHRM)Related Episodes
Eight Ways To Use Power For Good (episode 154)
How to Balance Care and Accountability When Leading Remotely, with Jonathan Raymond (episode 464)
How to Say No Without Saying No, with Lois Frankel (episode 471)
How to Create Your Personal Vision (free membership required)Discover More
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533: How to Build Confidence, with Katy Milkman
28 juni 2021 · 40 min
Katy Milkman: How to Change
Katy Milkman is an award-winning behavioral scientist and professor at The Wharton School of the University of Pennsylvania. She hosts Charles Schwab’s popular behavioral economics podcast Choiceology, and is the co-founder and co-director of The Behavior Change for Good Initiative. Lees meerKaty has worked with or advised dozens of organizations on how to spur positive change and her research is regularly featured in major media outlets such as The New York Times, the Wall Street Journal, and NPR. She is the author of the book, How to Change: The Science of Getting from Where You Are to Where You Want to Be*.
In this conversation, Katy and I explore the research on confidence. We highlight some of the key tactics we can use to enhance our own feelings of confidence. Plus, we explore some of the ways that leaders may be able to support confidence-building in others.
Key PointsSelf doubt affects our ability to take action.
Our expectations shape reality. How we think about something affects how it is.
Leaders can support those with less confidence by inviting them to be a mentor or coach for others.
Set ambitious goals, but allow yourself a limited number of emergency passes when you slip up.
Focus on personal experiences that make you feel successful or proud.Resources Mentioned
How to Change: The Science of Getting from Where You Are to Where You Want to Be* by Katy Milkman
Interview Notes
Download my interview notes in PDF format (free membership required).
Related EpisodesThe Way to Make New Behaviors Stick, with Marshall Goldsmith (episode 196)
The Way to Be More Coach-Like, with Michael Bungay Stanier (episode 458)
How to Change Your Behavior, with BJ Fogg (episode 507)Discover More
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532: How to Help People Thrive, with Jim Harter
21 juni 2021 · 40 min
Jim Harter: Wellbeing at Work
Jim Harter is Chief Scientist for Gallup’s workplace management and wellbeing practices. He has led more than 1,000 studies of workplace effectiveness and is the bestselling coauthor of It’s the Manager, 12: The Elements of Great Managing, and Wellbeing: The Five Essential Elements. Jim has also published articles in many prominent business and academic journals and he's the author with Jim Clifton of Wellbeing at Work: How to Build Resilient and Thriving Teams*. Lees meerIn this conversation, Jim and I discuss Gallup’s recent research findings on what managers and organizations can do to support wellbeing at work. We highlight the five key elements of wellbeing from the research and the obstacles that managers and organizations face in supporting these. Plus, we share practical steps that each of us can take to support wellbeing among the people in our organizations.
Key PointsPeople report that their strongest links to net thriving are “my job” and “my manager.”
The five key elements of wellbeing are, in this order: Career, Social, Financial, Physical, and Community.
Many people report that “time with a manager” is the worst part of the day.
To support better wellbeing, make it a part of regular career conversations.
Have open conversations about pay philosophies. Data shows this is even more important than the actual salary.
Giving meaningful feedback every week is a basic requirement of management.
Gallup’s data shows that only half of employees worldwide know what is expected of that at work, a significant contributor to stress and anxiety.Resources Mentioned
Wellbeing at Work: How to Build Resilient and Thriving Teams* by Jim Clifton and Jim Harter
Interview Notes
Download my interview notes in PDF format (free membership required).
Related EpisodesThese Coaching Questions Get Results, with Michael Bungay Stanier (episode 237)
How to Manage Abrasive Leaders, with Sharone Bar-David (episode 290)
How Teams Use StrengthsFinder Resul… -
531: Make Your Vision a Reality, with Manu Mazzanti
19 juni 2021 · 37 min
Manu Mazzanti
Manu Mazzanti is an energy giver who brings focus and resilience to bold and daring transformative journeys. As a regional talent development leader for a global consulting firm, Manu is committed to enabling talent potential through coaching, facilitation, and leadership development. He is out there to make an impact as a father, conscious leader, and marathon runner. Manu is also an alum of the Coaching for Leaders Academy.
Key Points Lees meerKen Coleman’s analogy of climbing the mountain (and realizing you might be on the wrong one) was helpful to identify what was next.
Keith Ferrazzi says that leadership starts with us. In addition, we all have the opportunity to do a lot of leading without authority.
James Clear’s work was helpful to make habit changes easily instead of trying to make major changes, at all at once.
The Academy helped provide a framework for the 2-3 year vision and take daily actions to bring it into reality.Resources Mentioned
Manu Mazzanti on LinkedIn
Coaching for Leaders Academy
Shine: Ignite Your Inner Game to Lead Consciously at Work and in the World* by Carley Hauck
Create a World That Works: Tools for Personal and Global Transformation* by Alan Seale and Cheryl DorseyRelated Episodes
How to Find Your Calling, with Ken Coleman (episode 352)
How to Become the Person You Want to Be, with James Clear (episode 376)
Leadership Means You Go First, with Keith Ferrazzi (episode 488)
The Way to Make Sense to Others, with Tom Henschel (episode 518)
Making the Case for Your Promotion, with May Busch (episode 526)Discover More
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530: How to Prepare for Conflict, with Amy Gallo
14 juni 2021 · 39 min
Amy Gallo: HBR Guide to Dealing with Conflict
Amy Gallo is an expert in conflict, communication, and workplace dynamics. She combines the latest management research with practical advice to deliver evidence-based ideas on how to improve relationships and excel at work. She is the author of the Harvard Business Review Guide to Dealing with Conflict*, a how-to guidebook about handling conflict professionally and productively. Lees meerIn her role as a contributing editor at Harvard Business Review, Amy writes frequently about a range of topics with a focus on interpersonal dynamics, communicating ideas, leading and influencing people, and building your career. She is also co-host of Harvard Business Review’s Women at Work podcast, which is in its sixth season.
In this conversation, Amy and I discuss some of the key strategies that have emerged from her research on the most effective ways to prepare for conflict. We explore why a larger strategy is more important than a script, how to plan out your message, and the value of taking the other side’s perspective.
Key PointsBe honest with yourself that a conversation may be difficult, but also seek a constructive way to frame it.
Take your counterpart’s perspective, but don’t assume you know everything they are thinking.
Plan your message by appealing to a shared goal.
Focus your efforts on framing the larger strategy and outcome rather than a specific script or phrases.
Avoid scripting out a conversation, but have clarity on how you will start and the 2-3 points you need to convey.
When conflict emerges in the organization, leaders are wise to lean into it rather than shutting it down in the moment.Resources Mentioned
Harvard Business Review Guide to Dealing with Conflict* by Amy Gallo
Harvard Business Review’s Women at Work podcast
Amy Gallo’s websiteRelated Episodes
How to Manage Abrasive Leaders, with Sharone Bar-David (episode 290)
The Way Into Difficult Conversations, with Kwame Christian (episode 497)
The Way Out … -
529: The Way Out of Major Conflict, with Amanda Ripley
7 juni 2021 · 38 min
Amanda Ripley: High Conflict
Amanda Ripley is an investigative journalist and a New York Times bestselling author. She’s spent her career trying to make sense of complicated human mysteries, from what happens to our brains in a disaster to how some countries manage to educate virtually all their kids to think for themselves. Lees meerHer first book, The Unthinkable: Who Survives When Disaster Strikes—and Why*, was published in 15 countries and turned into a PBS documentary. Her next book, The Smartest Kids in the World—and How They Got That Way*, was a New York Times bestseller. Her most recent book is High Conflict: Why We Get Trapped and How We Get Out*.
In this conversation, Amanda and I discuss the distinction between good, healthy conflict — and high conflict that becomes unproductive for almost everybody. We discuss how humiliation is often such a strong catalyst for high conflict. Finally, we explore many of the practical steps to take in order to avoid the worst conflicts and do better for ourselves and our organizations.
Key PointsGood conflict often brings surprises, but high conflict is surprisingly predictable.
Humiliation is one of the most powerful fire starters in triggering high conflict.
Limit humiliation by avoiding attacks on someone’s identity, especially in a public forum.
Distancing yourself from “conflict entrepreneurs” can help provide the space to emerge from high conflict.
Resist binaries and us vs. them language. When people get sorted into two groups, that can lay a foundation for high conflict.
Slowing down conflict can often provide the opportunity to emerge with productive dialogue.Resources Mentioned
High Conflict: Why We Get Trapped and How We Get Out* by Amanda Ripley
Related Episodes
How to Listen When Someone Is Venting, with Mark Goulston (episode 91)
How to Deal with Opponents and Adversaries, with Peter Block (episode 328)
How to Find Confidence in Conflict, with Kwame Christian (episode 380)Discover More
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528: Where You May Be Provoking Anxiety, with Erica Dhawan
31 mei 2021 · 37 min
Erica Dhawan: Digital Body Language
Erica Dhawan is a globally recognized leadership expert and keynote speaker helping organizations and leaders innovate faster and further, together. Named as one of the top management professionals around the world by Global Gurus, she is the founder and CEO of Cotential, a company that has helped leaders and teams leverage twenty-first-century collaboration skills. Lees meerErica’s writing has appeared in dozens of publications, including Fast Company and Harvard Business Review. She is the co-author of Get Big Things Done* and the author of the new book, Digital Body Language: How to Build Trust and Connection, No Matter the Distance*.
In this conversation, Erica and I highlight common missteps that cause leaders to generate unnecessary anxiety from their communication. We discuss how brevity, response time, passive aggressiveness, and formality can work against us — and what we can adjust on our own behaviors to do better.
Key PointsIn a way, all of us are now immigrants, processing more interactions in a digital world that is less familiar.
Excessive brevity may save a few keystrokes or seconds in the moment, but can generate lots of extra work for the team and organization.
Reduce anxiety by being explicit about our expectations on response time and teaching others what to expect from us.
Changing tone and formality without explanation can be jarring.
Seemingly unimportant choices like who we list first on emails can generate assumptions from those we’re communicating to.Resources Mentioned
Digital Body Language: How to Build Trust and Connection, No Matter the Distance* by Erica Dhawan
The Digital Body Language Expert CourseRelated Episodes
How to Balance Care and Accountability When Leading Remotely, with Jonathan Raymond (episode 464)
How to Run an Online Meeting, with Bonni Stachowiak (episode 472)
How to Be Present, with Dave Crenshaw (episode 511)Discover More
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527: The Ways to Pay it Forward, with Glenn Parker
24 mei 2021 · 36 min
Glenn Parker: Positive Influence
Glenn Parker is a team building and organizational consultant to many of the world's leading corporations, including Novartis, Merck, Lucent, and Accenture. He is the author of 15 books, including the bestsellers, Team Players and Teamwork: New Strategies for Developing Successful Collaboration* and Cross-Functional Teams: Working with Allies, Enemies, and Other Strangers*. Lees meerGlenn's assessment survey, the Parker Team Player Survey, published by CPP, has sold more than one million copies. He is the author with his son Michael Parker of the book, Positive Influence: The Leader Who Helps People Become Their Best Self*.
In this episode, Glenn and I discuss the importance of leaders recognizing the contributions of other leaders in our careers — and the ways we can become positive influences for others. We detail the four different ways to be a supportive leader and the first steps that each of us can take to do this more consistently.
Key Points
Four different ways to be a leader who has a positive influence on others:The Supportive Positive Influence Leader: the one who believes in you
The Teacher Positive Influence Leader: the one who helps you develop the skills you need
The Motivating Positive Influence Leader: the one who shows you why you need to do something and helps you believe that you can do it
The Role Model Positive Influence Leader: the one who demonstrates through their actions how you can be successfulResources Mentioned
Positive Influence: The Leader Who Helps People Become Their Best Self* by Glenn Parker and Michael Parker
Related Episodes
Help People Learn Through Powerful Teaching, with Pooja Agarwal (episode 421)
Your Leadership Motive, with Patrick Lencioni (episode 505)
How to Be Present, with Dave Crenshaw (episode 511)Discover More
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526: Making the Case for Your Promotion, with May Busch
17 mei 2021 · 35 min
May Busch: How to Get Promoted
May Busch is the former Chief Operating Officer of Morgan Stanley Europe. She was promoted 10 times during her 24-year career at Morgan Stanley. Today, she's an executive coach and mentor, helping professionals overcome (often hidden) obstacles, advance to the next level in their careers, and reach their full potential. Lees meerMay is the author of Accelerate: 9 Capabilities to Achieve Success at Any Career Stage and the creator of the How to Get Promoted Course*.
In this conversation, May and I discuss the key principles that professionals should consider when advocating for their next promotion. We explore a few of the mistakes that some people rely on — and how to do better through your track record, business case, and future thinking. Plus, May shares several tactics that will help you get visibility on what senior leaders are thinking.
Key PointsBeing a culture carrier is a wonderful place to be in an organization, but it’s not enough for promotion.
Threatening to leave can work in some cases, but it’s not laying the groundwork for long-term trust.
Your track record should include your accomplishments, experiences, strengths, and skills. Others who are close to you can often help you be more objective on what these are.
Ultimately a promotion is a business decision. Help more senior leaders make the business case for why you are the right decision.
Perceived risks about you might be fair or not. Regardless, responding in a matter-of-fact manner to concerns is more likely to help you alleviate them.Resources Mentioned
Discover What It Really Takes to Get a Promotion*, a free training series by May Busch
Accelerate: 9 Capabilities to Achieve Success at Any Career Stage by May BuschRelated Episodes
Move From Caretaker to Rainmaker, with May Busch (episode 390)
How to Work With an Executive Recruiter, with Becky deSouza (episode 406)
Craft a Career to Fit Your Strengths, with Scott Anthony Barlow (episode 424)Discover More
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525: How to Strengthen Your Network, with Marissa King
10 mei 2021 · 40 min
Marissa King: Social Chemistry
Marissa King is professor of Organizational Behavior at the Yale School of Management, where she developed and teaches a popular course entitled Managing Strategic Networks. Over the past fifteen years, she has studied how people's social networks evolve, what they look like, and why that's significant. Lees meerHer most recent line of research analyzes the individual and group-level behaviors that are necessary for large-scale organizational change. She is the author of Social Chemistry: Decoding the Patterns of Human Connection*.
In this conversation, Marissa and I explore the three major categories of personal networks — along with the strengths and challenges of each one. We make the invitation to strengthen your existing network instead of trying to further expand it. Plus, Marissa highlights several practical tips to more fully leverage the power of your own network.
Key Points
There are three types of networks:Expansionists have extraordinarily large networks and tend to be well known. They tend to be inspiring in both social and professional settings.
Brokers generate value by bringing together from different social spaces. Their networks have large information benefits and are innovative. They are adaptive and have better work-life balance.
Conveners build dense networks where all theirs friends are also friends. They enjoy deep trust and reputation benefits. Conveners tend to be great listeners.Maintaining great relationships with your existing network is often more productive than attempting to grow entirely new relationships.
Those with very close relationships have been able to weather the storm of the pandemic with little impact on loneliness.
We tend to underestimate both the strength of our networks and the willingness of others to help us.
A starting point to improve the strength of your exiting network is either to be generous to someone by helping them in some way or to ask for support with something that might be help… -
524: How to Respond to Burnout, with Bonni Stachowiak
3 mei 2021 · 40 min
Bonni Stachowiak: Teaching in Higher Ed
Bonni Stachowiak is the host of the Teaching in Higher Ed podcast, a professor of business and management at Vanguard University, and my life partner. Prior to her academic career, Bonni was a human resources consultant and executive officer for a publicly traded company. She is the author of The Productive Online and Offline Professor: A Practical Guide*.
Listener Questions Lees meerLinda asks advice on how to respond to burnout in her organization.
Taylor wonders about the best time to create team expectations.
Robert asks how to move forward when his manager doesn’t provide any meaningful feedback.Related Episodes
The Way to Lead After a Workplace Loss, with Andrew Stenhouse (episode 142)
How to Create Team Guidelines, with Susan Gerke (episode 192)
How to Succeed with Leadership and Management, with John Kotter (episode 249)
The Path to Start Leading Your Team, with John Piñeiro (episode 349)
How to Find Helpful Advisors, with Ethan Kross (episode 516)
How to Define a Role, with Pat Griffin (episode 517)Discover More
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523: The Invitation to Stop Trying So Hard, with Greg McKeown
26 april 2021 · 36 min
Greg McKeown: Effortless
Greg McKeown is a speaker, bestselling author, and the host of the popular podcast What’s Essential. He has been covered by The New York Times, Fast Company, Fortune, Politico, and Inc. and has been interviewed on NPR, NBC, Fox, and many others. Lees meerHe is among the most popular bloggers for LinkedIn and also a Young Global Leader for the World Economic Forum. His New York Times bestselling book Essentialism* has sold more than a million copies worldwide. He's the author of the new book, Effortless: Make It Easier to Do What Matters Most*.
In this conversation, Greg and I explore how to simplify by asking key questions of ourselves and others. We discuss the tendency many of us have to work hard, but not necessarily clearly define what we’re trying to achieve. Plus, Greg invites us to look at the minimum steps required to complete what’s most essential.
Key PointsTake one minute to stop and define what done looks like.
Crafting a “done for the day” list can provide clarity and boundaries to help us zero in on what’s most important.
Ask yourself: what are the minimum steps required for completion?
There’s a key distinction between a minimum number of steps and “phoning it in.”
Decide in advance on what kind of work requires A+ effort, and where B effort is sufficient — and perhaps even better.Resources Mentioned
Effortless: Make It Easier to Do What Matters Most* by Greg McKeown
Essentialism: The Disciplined Pursuit of Less* by Greg McKeown
What’s Essential podcast by Greg McKeownInterview Notes
Download my interview notes in PDF format (free membership required).
Related EpisodesThe Way to Stop Spinning Your Wheels on Planning (episode 319)
See What Really Matters, with Greg McKeown (episode 469)
How to Change Your Behavior, with BJ Fogg (episode 507)Discover More
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522: How High Achievers Begin to Find Balance, with Michael Hyatt
19 april 2021 · 39 min
Michael Hyatt: Win at Work and Succeed at Life
Michael is the founder and chairman of Michael Hyatt & Company, which helps leaders get the focus they need to win at work and succeed at life. Formerly chairman and CEO of Thomas Nelson Publishers, Michael is also the creator of the Full Focus Planner*. Lees meerMichael is the New York Times, Wall Street Journal, and USA Today bestselling author of several books, including Free to Focus*, Your Best Year Ever*, Living Forward*, and Platform*. His work has been featured by the Wall Street Journal, Forbes, Inc., Fast Company, Businessweek, Entrepreneur, and other publications. He is the author with his daughter Meghan Hyatt Miller of Win at Work and Succeed at Life: 5 Principles to Free Yourself from the Cult of Overwork*.
In this conversation, Michael and I discuss the challenge that many leaders face in finding balance. While many of us are motivated by achievement, Michael invites us to consider the value of nonachievment. We explore where to start and the benefits of being a beginner again through hobbies and other activities, unrelated to our careers.
Key PointsThere’s incredible power in nonachievement.
Many high-achieving people tend to have two leisure modes: feeling weird, unsettled, and distracted when taking time off — or vegging out on screens after exhaustion.
Mihaly Csikszentmihalyi advises doing something that’s not related to work at all to get you into a different mindset.
Beware the belief that your hobby is your work. Spending more time on a hobby that has nothing to do with work can boost confidence in your ability to perform your job well.
The challenge for high achievers in starting a hobby is that they must be a beginner again. Getting coaching to help get through these early stages can help.Resources Mentioned
Bonus Resources: Win at Work and Succeed at Life
Win at Work and Succeed at Life: 5 Principles to Free Yourself from the Cult of Overwork* by Michael Hyatt and Megan Hyatt MillerInterview No…
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521: The Way to Earn Attention, with Raja Rajamannar
12 april 2021 · 39 min
Raja Rajamannar: Quantum Marketing
Raja Rajamannar is Chief Marketing & Communications Officer for Mastercard, and president of the company’s healthcare business. He also serves as president of the World Federation of Advertisers. Raja has held C-level roles at firms ranging from Anthem to Humana, and has overseen the successful evolution of Mastercard’s identity for the digital age, from its Priceless experiential platforms to marketing-led business models. Lees meerRaja’s work has been featured in Harvard Business School and Yale School of management case studies, and been taught at more than 40 top management schools around the world. He is the author of Quantum Marketing: Mastering the New Marketing Mindset for Tomorrow's Consumers*.
In this conversation, Raja and I discuss the reality that traditional advertising as we know it is ending. He also invites us to rethink how we’ve traditionally thought about customer loyalty. Instead of telling stories about our brands, we should be doing the work to create stories along with our customers.
Key PointsOrganizations need to engage in permission-based marketing to be credible to consumers.
It’s helpful to think about relationships with consumers as affinity instead of loyalty.
Most of what we call advertising today is interruptive to consumers and a poor experience. It’s not entirely dead, but certainly heading that way.
Invite consumers into unique experiences by making the transition from storytelling to story making.
Create experiences that are scalable and economically viable and sustainable.
Smaller firms can seek out opportunities to create partnership that will help them make stories that are purposeful.Resources Mentioned
Quantum Marketing: Mastering the New Marketing Mindset for Tomorrow's Consumers* by Raja Rajamannar
Interview Notes
Download my interview notes in PDF format (free membership required).
Related EpisodesHow to Lead Top-Line Growth, with Tim Sanders (episode 299)
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520: How to Inspire More Curiosity, with Shannon Minifie
5 april 2021 · 37 min
Shannon Minifie: Box of Crayons
Shannon is the CEO of Box of Crayons, the firm behind the best-selling books The Coaching Habit* and The Advice Trap*. Box of Crayons is a learning and development company that helps unleash the power of curiosity to create connected and engaged company cultures. Lees meerShannon followed an unusual path to becoming CEO of Box of Crayons. Her career began in academia, a pursuit driven by her desire to be a part of conversations she thinks are important. In 2016, she embarked on a new path, starting a career in corporate learning and development. She brings to her role more than a decade of experience in education and in practicing incisive investigation.
In this conversation, Shannon and I talk about the word curiosity and the reality that not everybody thinks about that word the same way we do. We explore the distinction between troublemakers and changemakers and provide practical suggestions to inspire more curiosity inside your organization. Plus, we highlight many of the common barriers to utilizing curiosity well.
Key PointsCuriosity is a state, not a trait.
Nobody says they are against curiosity. But the truth is that they’re suspicious of it.
Four things tend to hold firms back from the benefits of changemaker curiosity:Complacency: being used to the status quo.
Delusion: the belief that they are already good at it.
Environment: espoused values vs. what’s being done in practice because of real barriers.
The Advice Monster: too much a cultural reliance on advice-giving.Resources Mentioned
Box of Crayons
The Coaching Habit: Say Less, Ask More & Change the Way You Lead Forever* by Michael Bungay Stanier
The Advice Trap: Be Humble, Stay Curious & Change the Way You Lead Forever* by Michael Bungay StanierRelated Episodes
How to Build Psychological Safety, with Amy Edmondson (episode 404)
The Way to Be More Coach-Like, with Michael Bungay Stanier (episode 458)
How to Build a Coaching Culture, with Andrea Wanerstrand (episode 501)… -
519: Handle Your Papers Like a Pro, with David Sparks
29 maart 2021 · 39 min
David Sparks: MacSparky
David Sparks speaks and writes about how to use technology to be more productive. David is a past speaker at Macworld / iWorld and a regular faculty member for the American Bar Association’s TechShow. Lees meerDavid has published numerous books and videos on how to use technology including the MacSparky Field Guide series that includes videos and books on managing email, going paperless, and how to make a winning presentation. David is also co-host of the popular Mac Power Users, Automators, and Focused podcasts. When not speaking and writing about technology, he’s a business attorney in Orange County, California.
David recently released his Paperless Field Guide*. In this conversation, David and I review the key steps to managing a paperless lifestyle including how to capture, process, edit, and share documents. We share useful hacks to find data in documents, track changes, annotate PDFs, and much more.
Key PointsThe goal of the paperless lifestyle is to provide sanity so you’re not spending time and energy managing paperwork.
Scanner Pro is David’s recommended app for most people who want to capture documents easily with optical character recognition (OCR).
Getting your documents into PDF format will allow them to be accessible for the future and also protect you from trouble with future software versions.
Decide on a personal syntax for how you name files. Including a noun, verb, and date can be useful to surface documents later.
Use “track changes” on Microsoft Word or “suggesting” on Google Docs for collaboration, review, and editing.
If you use a tablet and do lots of reading or document review, consider utilizing some of the newest features for annotation and markup.Resources Mentioned
Paperless Field Guide* by David Sparks
LinkedIn Learning is a useful starting point for foundational skills on major software programs like Microsoft Word
Mac Power Users podcastRelated Episodes
How To Get Control Of Your Email, with David Sparks (epi…
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518: The Way to Make Sense to Others, with Tom Henschel
22 maart 2021 · 38 min
Tom Henschel: The Look & Sound of Leadership
Tom Henschel of Essential Communications grooms senior leaders and executive teams. An internationally recognized expert in the field of workplace communications and self-presentation, he has helped thousands of leaders achieve excellence through his work as an executive coach and his top-rated podcast, The Look & Sound of Leadership. Lees meerIn this episode Tom and I discuss the common challenge of both making sense to others and making sense of what others say to you. Tom invites us to follow a four step approach of sorting and labeling so that it’s easier for listeners to follow our thinking. Finally, we explore some of the common missteps in communicating with more clarity.
Key PointsThe why behind making sense: it’s better for both the sender and the receiver.
There are four key parts to the structure of making sense to others:Create a headline
Sort into folders
Label each folder
Transition with precisionTom shared an example of two different ways to communicate a message about presentation skills, one without sorting and labeling, and one with it.
Common mistakes in making sense include the espoused number of items not matching the number of actual items, explaining the folders first before setting the stage, and not transitioning well.Resources Mentioned
Sorting & Labeling by Tom Henschel (PDF download)
Subscribe to Tom's updatesRelated Episodes
Executive Presence with Your Elevator Speech, with Tom Henschel (episode 316)
The Way to Influence Executives, with Nancy Duarte (episode 450)
Your Leadership Motive, with Patrick Lencioni (episode 505)Discover More
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517: How to Define a Role, with Pat Griffin
15 maart 2021 · 39 min
Pat Griffin: Dale Carnegie
Pat has been actively engaged in helping organizations achieve greater success through the transformation of their people for almost two decades. He is a Dale Carnegie Master Trainer who helps organizations deliver measurable impact on strategic initiatives. Lees meerPat has extensive experience with manufacturing and engineering firms due to his previous career in those industries. He helps leaders zero in on process improvement and how the human side of that effort plays a significant role in its success or failure. Today he's Chief Relationship Officer at Dale Carnegie of Western New York.
In this conversation, Pat and I discuss how managers can get alignment with employees about the key outcomes of their jobs. Pat invites us to create a Performance Results Description document, align with employees on the results, and then use it for tracking ongoing. Done well, this allows managers to influence better outcomes and provides more clarity for employees on where to place effort for results.
Key PointsMove past conversations about simply activities and towards conversations about outcomes.
Documenting performance management helps create clarity for all parties on the results that are most critical.
Managers and employees should work together to create a Performance Results Description (PRD) that captures the ideal results of the role.
Within the PRD, Pat suggests that we identify 5-6 Key Result Areas (KRAs) and prioritize them. Example key result areas could be: quality control, new business development, cost analysis, customer evaluations, staffing, etc.
Each Key Result Area (KRA) has at least one, and often more than one, performance standard. This is where specific metrics for outcomes can be tracked. An example is: “25% of sales revenue this year was generated from new customer accounts.”Example section of a Performance Results Description (PRD):
Key Result Area (KRA): Staffing
Performance Standard #1: 25% of external applicants this y…
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516: How to Find Helpful Advisors, with Ethan Kross
8 maart 2021 · 38 min
Ethan Kross: Chatter
Ethan Kross is one of the world’s leading experts on controlling the conscious mind. As an award-winning professor in the University of Michigan’s top-ranked Psychology Department and its Ross School of Business, he studies how the conversations people have with themselves impact their health, performance, decisions, and relationships. Lees meerHis research has been published in Science, The New England Journal of Medicine, and The Proceedings of the National Academy of Sciences. He's been featured by Good Morning America, NPR’s Morning Edition, The New York Times, The Wall Street Journal, Harvard Business Review, and many other publications. He's the author of Chatter: The Voice in Our Head, Why It Matters, and How to Harness It*.
In this conversation, Ethan and I highlight how introspection can sometimes do more harm than good. Ethan invites us to form a board of advisors that support us with both our emotional and cognitive needs. Plus, he shares the science behind how we can do this effectively for others.
Key PointsSimply sharing our emotions with others doesn’t help us to recover in any meaningful way.
When seeking out advisors, we should find those who support both our emotional needs as well as our cognitive ones. You want a blend of both Captain Kirk and Mr. Spock. 🖖
Reflect on past conversations with advisors and determine if that previously helped you move forward with a challenging situation. That’s a key indicator to determine if they are people you want to keep engaging.
Seek out different advisors for different things.
A key distinction in supporting others is whether they have specifically sought out of advice or not. If not, being helpful people through invisible means is often useful.Resources Mentioned
Chatter: The Voice in Our Head, Why It Matters, and How to Harness It* by Ethan Kross
Interview Notes
Download my interview notes in PDF format (free membership required).
Related EpisodesHow to Know What You Don’t Know, with …
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515: Managing Up, Team Guidelines, and Reading Well, with Bonni Stachowiak
1 maart 2021 · 39 min
Bonni Stachowiak: Teaching in Higher Ed
Bonni Stachowiak is the host of the Teaching in Higher Ed podcast, a professor of business and management at Vanguard University, and my life partner. Prior to her academic career, Bonni was a human resources consultant and executive officer for a publicly traded company. She is the author of The Productive Online and Offline Professor: A Practical Guide*.
Recent Trends Lees meerMany leaders are seeking advice on how to manage up.
We’re noticing that team behavior is a challenge for leaders right now.Listener Question
Rudolf asked for recommendations on how to make the most of reading — and how to make time for it.
Resources Mentioned
Transitions: Making Sense of Life's Changes* by William Bridges with Susan Bridges
Managing Transitions, 25th anniversary edition: Making the Most of Change* by William Bridges with Susan Bridges
ReadwiseRelated Episodes
How to Create Team Guidelines, with Susan Gerke (episode 192)
How to Deal with Opponents and Adversaries, with Peter Block (episode 328)
How to Start Managing Up, with Tom Henschel (episode 433)
How to be Diplomatic, with Susan Rice (episode 456)
Giving Upward Feedback by Tom Henschel (The Look & Sound of Leadership)Discover More
Activate your free membership for full access to the entire library of interviews since 2011, searchable by topic.