It's Your Business Lead it: Recent Episodes
Dr Ron Hurst
Actionable leadership advice for real world leaders. Designed for all leaders, find the challenges you face with your leadership team and learn how to address them and drive organizational performance. We focus strategic leadership, leadership development and process improvement.
okay folks this is the "official" last episode of the verbal judo series. However, as i was recording these episodes i realized that there were three other smaller techniques that i wanted to cover but they didn't warrant episodes on their own. And i don't like doing an even numbered series so no episode 8! However, if you want this off the books episode, if you join my mailing list at Developing Leaders I will send it to you. All you need do is send me an email at ronh@developingleadersinc.com with off the books VJ episode in the subject line. I will take care of the rest!I invite you to join my mailing list at Developing Leaders Inc, whereyou will not only receive a free copy of my ebook on delegation but youwill also get a free leadership course.Finally we are creating a community of leaders eager to learn and grow.To join us click this link and join us at Mentoring Leaders
Continuing our series on verbal judo, today we discuss the idea of abstracting up. Language is funny. There is concrete tangible language (words like dog, sidewalk, tree, table) and then there are these words that are abstract more idea or category based (canine, walking routes, forest, furniture). Where you can picture the first category of words in your mind easily, the second not so much or at least less so. Knowing the difference here is incredibly helpful when you face a problem in a conversation where you reach an impasse or roadblock. Often it feels impossible to solve the problem, navigate the conversation. However, if we learn to move up a level of abstraction, we gain the ability to engage with a wider conversational field. This wider field is still talking about the very same topic, it just offers us the ability to find new ways to navigate the conversation. I invite you to join my mailing list at Developing Leaders Inc, whereyou will not only receive a free copy of my ebook on delegation but youwill also get a free leadership course.Finally we are creating a community of leaders eager to learn and grow.To join us click this link and join us at Mentoring Leaders
In this episode I offered you two special bonuses.
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A pdf worksheet on how to navigate the process of changing the tense. To get this email me at ronh@developingleadersinc.com with Change the Tense worksheet in the subject line. I will add you to my mailing list and send you the worksheet.
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I included a special cyber monday offer to receive 4 hours of goal setting coaching to help you prepare for 2024 and set a plan for transformational results. I priced this at a 50% discount! To take advantage of this offer set a meeting with me through the link below.
https://calendly.com/ron-hurst/30-min-strategy-call
I invite you to join my mailing list at Developing Leaders Inc, where you will not only receive a free copy of my ebook on delegation but you will also get a free leadership course.
Finally we are creating a community of leaders eager to learn and grow. To join us click this link and join us at Mentoring Leaders
I invite you to join my mailing list at Developing Leaders Inc, where you will not only receive a free copy of my ebook on delegation but you will also get a free leadership course.
Finally we are creating a community of leaders eager to learn and grow. To join us click this link and join us at Mentoring Leaders
In this episode I offered you a special cyber monday offer to receive 4 hours of goal setting coaching to help you prepare for 2024 and set a plan for transformational results. To take advantage of this offer set a meeting with me through the link below.
https://calendly.com/ron-hurst/30-min-strategy-call
I invite you to join my mailing list at Developing Leaders Inc, where you will not only receive a free copy of my ebook on delegation but you will also get a free leadership course.
Finally we are creating a community of leaders eager to learn and grow. To join us click this link and join us at Mentoring Leaders
I invite you to join my mailing list at Developing Leaders Inc, where you will not only receive a free copy of my ebook on delegation but you will also get a free leadership course.
Finally we are creating a community of leaders eager to learn and grow. To join us click this link and join us at Mentoring Leaders
In part 3 we explore how introducing process can not only save time and aggravation, it can provide you the ability to influence the effectiveness of the people and groups you interact with. This technique done well requires preparation as it is a highly proactive approach to communication. Trust me practice it and you will see a significant benefit in your group interactionsI invite you to join my mailing list at Developing Leaders Inc, whereyou will not only receive a free copy of my ebook on delegation but youwill also get a free leadership course.Finally we are creating a community of leaders eager to learn and grow.To join us click this link and join us at Mentoring Leaders
In our continuing series on verbal judo, this week we examine how to leverage we, us, and our to connect ourselves with another person in conversation. This simple subtle technique will help position your language as a collaboration rather than a confrontation and is incredibly powerful. Fortunately it is also very easy to practice and see results quicklyI invite you to join my mailing list at Developing Leaders Inc, whereyou will not only receive a free copy of my ebook on delegation but youwill also get a free leadership course.Finally we are creating a community of leaders eager to learn and grow.To join us click this link and join us at Mentoring Leaders
I invite you to join my mailing list at Developing Leaders Inc, where you will not only receive a free copy of my ebook on delegation but you will also get a free leadership course.
Finally we are creating a community of leaders eager to learn and grow. To join us click this link and join us at Mentoring Leaders
I invite you to join my mailing list at Developing Leaders Inc, where you will not only receive a free copy of my ebook on delegation but you will also get a free leadership course.
Finally we are creating a community of leaders eager to learn and grow. To join us click this link and join us at Mentoring Leaders
i invite you to join my mailing list at Developing Leaders Inc, where you will not only receive a free copy of my ebook on delegation but you will also get a free leadership course.
Finally we are creating a community of leaders eager to learn and grow. To join us click this link and join us at Mentoring Leaders
I invite you to join my mailing list at Developing Leaders Inc, where you will not only receive a free copy of my ebook on delegation but you will also get a free leadership course.
Finally we are creating a community of leaders eager to learn and grow. To join us click this link and join us at Mentoring Leaders
As always i invite you to join my mailing list at Developing Leaders Inc, where you will not only receive a free copy of my ebook on delegation but you will also get a free leadership course.
Finally we are creating a community of leaders eager to learn and grow. To join us click this link and join us at Mentoring Leaders
I invite you to join my mailing list at Developing Leaders Inc, where you will not only receive a free copy of my ebook on delegation but you will also get a free leadership course.
Finally we are creating a community of leaders eager to learn and grow. To join us click this link and join us at Mentoring Leaders
I am including the reference to the book this series is inspired by below on amazon
The first 90 Days
As always i invite you to join my mailing list at Developing Leaders Inc, where you will not only receive a free copy of my ebook on delegation but you will also get a free leadership course.
Finally we are creating a community of leaders eager to learn and grow. To join us click this link and join us at Mentoring Leaders
I invite you to join my mailing list at Developing Leaders Inc, where you will not only receive a free copy of my ebook on delegation but you will also get a free leadership course.
Finally we are creating a community of leaders eager to learn and grow. To join us click this link and join us at Mentoring Leaders
As always i invite you to join my mailing list at Developing Leaders Inc, where you will not only receive a free copy of my ebook on delegation but you will also get a free leadership course.
Finally we are creating a community of leaders eager to learn and grow. To join us click this link and join us at Mentoring Leaders
I invite you to join my mailing list at Developing Leaders Inc, where you will not only receive a free copy of my ebook on delegation but you will also get a free leadership course.
Finally we are creating a community of leaders eager to learn and grow. To join us click this link and join us at Mentoring Leaders
I referenced a few books in the cast, i highly recommend them all. Links to them on amazon below
The first 90 Days
What Got You Here, Won't Get You There
Organizational Culture and Leadership
As always i invite you to join my mailing list at Developing Leaders Inc, where you will not only receive a free copy of my ebook on delegation but you will also get a free leadership course.
Finally we are creating a community of leaders eager to learn and grow. To join us click this link and join us at Mentoring Leaders
I invite you to join my mailing list at Developing Leaders Inc, where you will not only receive a free copy of my ebook on delegation but you will also get a free leadership course.
Finally we are creating a community of leaders eager to learn and grow. To join us click this link and join us at Mentoring Leaders
I referenced 2 books in the cast, i highly recommend both. Links to both on amazon below
The first 90 Days
4 Disciplines of Execution
As always i invite you to join my mailing list at Developing Leaders Inc, where you will not only receive a free copy of my ebook on delegation but you will also get a free leadership course.
Finally we are creating a community of leaders eager to learn and grow. To join us click this link and join us at Mentoring Leaders
I invite you to join my mailing list at Developing Leaders Inc, where you will not only receive a free copy of my ebook on delegation but you will also get a free leadership course.
Finally we are creating a community of leaders eager to learn and grow. To join us click this link and join us at Mentoring Leaders
I referenced 2 books in the cast, i highly recommend both. Links to both on amazon below
The first 90 Days
4 Disciplines of Execution
As always i invite you to join my mailing list at Developing Leaders Inc, where you will not only receive a free copy of my ebook on delegation but you will also get a free leadership course.
Finally we are creating a community of leaders eager to learn and grow. To join us click this link and join us at Mentoring Leaders
As always i invite you to join my mailing list at Developing Leaders Inc, where you will not only receive a free copy of my ebook on delegation but you will also get a free leadership course.
Finally we are creating a community of leaders eager to learn and grow. To join us click this link and join us at Mentoring Leaders
This is such an important topic that if you have been accused of favoritism we need to talk. Included below is a link to my calendar please set up a complimentary strategy session with me so we can build a plan to address this situation.
https://calendly.com/ron-hurst/accelerator_call
As always i invite you to join my mailing list at Developing Leaders Inc, where you will not only receive a free copy of my ebook on delegation but you will also get a free leadership course.
Finally we are creating a community of leaders eager to learn and grow. To join us click this link and join us at Mentoring Leaders
As always i invite you to join my mailing list at Developing Leaders Inc, where you will not only receive a free copy of my ebook on delegation but you will also get a free leadership course.
Finally we are creating a community of leaders eager to learn and grow. To join us click this link and join us at Mentoring Leaders
As always i invite you to join my mailing list at Developing Leaders Inc, where you will not only receive a free copy of my ebook on delegation but you will also get a free leadership course.
Finally we are creating a community of leaders eager to learn and grow. To join us click this link and join us at Mentoring Leaders
https://www.cnn.com/2023/06/14/business/starbucks-manager-racial-discrimination/index.html
The book I mentioned in this cast can be found on Amazon here: How to get better at almost anything by Pat Flynn
In the cast i offered you a free PDF download of a learning resource I created. Feel free to reach out to me directly at ronh@developingleadersinc.com to get yours.
As always you are encouraged to join our linking group Mentoring Leaders where we discuss all things leadership development.
Be certain to come to the Developing Leaders website and check out the wealth of articles we have published on leadership in addition to this podcast.
Ron
As always i invite you to join my mailing list at Developing Leaders Inc, where you will not only receive a free copy of my ebook on delegation but you will also get a free leadership course.
Finally we are creating a community of leaders eager to learn and grow. To join us click this link and join us at Mentoring Leaders
the article that inspired this cast can be found here:
Insider
As always i invite you to join my mailing list at Developing Leaders Inc, where you will not only receive a free copy of my ebook on delegation but you will also get a free leadership course.
Finally we are creating a community of leaders eager to learn and grow. To join us click this link and join us at Mentoring Leaders
In this cast I invited you to schedule a 30 minute conflict strategy call with me. If you want to do this, please be ready to maximize the value of our time together. Here are some questions to use in preparation
what is a leadership conflict situation we can examine?
Is this conflict task, process or interpersonal?
What actions did you take when faced with the conflict?
Schedule your strategy call here
Ron's schedule
Note I am only opening Jun 29 and 30 for these free strategy sessions. Do not delay.
Ron
As always i invite you to join my mailing list at Developing Leaders Inc, where you will not only receive a free copy of my ebook on delegation but you will also get a free leadership course.
Finally we are creating a community of leaders eager to learn and grow. To join us click this link and join us at Mentoring Leaders
In this episode I evaluate my initial experience in dealing with an Artificial Intelligence that i nickname Skippy. I examine what AI can do in support of a leadership coach and podcaster such as myself. I also consider what the benefit to you, an operational leader, might be.
Here is a TRIZ resource for innovative problem solving
TRIZ Innovation and Inventive Problem Solving
My favorite right brain brainstorming resource
The Creative Whack Pack
As always i invite you to join my mailing list at Developing Leaders Inc, where you will not only receive a free copy of my ebook on delegation but you will also get a free leadership course.
Finally we are creating a community of leaders eager to learn and grow. To join us click this link and join us at Mentoring Leaders
In my continuing series collaborating with my AI buddy Skippy, this cast digs into the second form of fear of failure, not meeting the standard. i am sure we have all felt this one at one time or another. Your manager calls you into their office to have a serious chat. Maybe there is an HR representative present. They look you in the eye and say, "there is no easy way to say this so i'm just going to put it out there. You aren't meeting the standards of the role". What do you do? Your worst nightmare is becoming real. How do you work through this? What so you say? How do you solve the challenge?This cast will walk you through the process of either ensuring you never have to face this conversation or how to work though it if you do.
Here is the article that inspired this cast
Mortality Retirement and Family Business
An important entrepreneurial book
The E-Myth Revisited
I referenced Edwards Deming in the cast and one of his 14 points of quality. If you want to read more check this book out
Out of The Crisis
As always i invite you to join my mailing list at Developing Leaders Inc, where you will not only receive a free copy of my ebook on delegation but you will also get a free leadership course.
Finally we are creating a community of leaders eager to learn and grow. To join us click this link and join us at Mentoring Leaders
In this cast I mentioned a number of previous casts.
First growing your self awareness
Nuts and Bolts: Growing Your Self Awareness
Then we discussed your development. There are three relevant casts here.
Developing Leaders Part 1
Developing Leaders Part 2
Developing Leaders Part 3
As always i invite you to join my mailing list at Developing Leaders Inc, where you will not only receive a free copy of my ebook on delegation but you will also get a free leadership course.
Finally we are creating a community of leaders eager to learn and grow. To join us click this link and join us at Mentoring Leaders
In this episode i reference nicknaming ChatGPT's AI as Skippy. This name comes from the Ancient AI one of my favorite fiction series called Expeditionary Force by Craig Alanson
The article that inspired this episode can be found here: Robot Decisions
As always come to the website Developing Leaders and join our mailing list and receive my ebook on delegation.
And finally you can join our LinkedIn mentoring leaders group here
With the delegation series now complete we move back into other leadership topics. I thought the idea of leader versus manager to be a critical one. This cast breaks down the difference between these two roles and why they seem so hopelessly complicated and intertwined. In the end there are a few critical things you can do to move your role and your company toward a leadership mindset while maintaining excellent management skill. This cast breaks down one of the most powerful ways to do so,. Stay tuned at the end for a special offer you will definitely want to take advantage of.
in this, the final episode of this delegations series, we explore the typical questions that many leaders have when considering delegation. All of these questions while common all speak to a leader that hasn't yet fully realized the criticality of learning how to delegate then delegating effectively.
Grab your copy of my delegation E-book with the template i discuss in this episode.
www.developingleadersinc.com
You are going to need the form to maximize the benefit on this cast. Yes I am asking for your email address. No I won't spam you. My goal is simple I want to help you realize the performance your business process is capable of. That is it.
www.developingleadersinc.com
in our continuing series on delegation, we dig deep into delegating to develop your employees. This is definitely a technique that changes the performance game. When you build a reputation as the leader sho prepares future leaders and helps get them promoted, you will find that high performing employees will beat a path to your door. This self perpetuating cycle ensures that you have the best highest performing people well into the future.
there are two primary reasons to delegate; to build capacity and to build competence. In this cast we dig deep into the building capacity reason. The challenge for many managers is that they believe that there is already too much to do and they think that by delegating they will overburden their direct reports. This is false. What we need to consider is that by stopping non value added activities you free your employees up to do the important work. This is a critical component in the delegation process.
In our continuing series on how to become an excellent delegator, we now dig into how to prepare yourself and the project you are leading for the process of delegation. This cast walks through two examples of how the work breakdown structure informs the work that can be delegated. When we understand the project milestones, major activities, and daily tasks we can then make informed decisions on what and how to delegate. This cast also explores the two major reasons why we delegate; capacity and development.Remember to come to www.developingleadersinc.com to get your free copy of my delegation workbook.
The book i love on EQ and leadership
Primal Leadership
the Budweiser commercial i referenced
Budweiser Superbowl Commercial
Recently I was thinking about change and the disorientation and emotionality that comes up when significant events overtake us. This cast offers a perspective on how to work through the emotion of change. We as leaders need to be able to normalize change to a point where we can navigate the complexity and maintain a sense of direction and purpose.
in this cast we explore many of the questions that come up around goal setting and achievement and how to overcome some of the inevitable barriers you may face.
its one thing to set a quality goal, its wholly another to achieve it. Many people ultimately fail in their goal aspirations because they don't understand how to translate the idea of a goal into an action plan whereby you can achieve a goal. We explore in this cast the project management approach of the work breakdown structure and how through this logical approach you can stack the odds of success in your favor. We walk through two examples of exactly how to break a goal down to build an action plan in this cast.
In our continuing series on goal setting and achievement this episode starts to look at how you can integrate goals into a successful life and career enhancing process. We feature a tool for setting professional goals when your organization lacks a formal strategic process or leadership in the form of a clear vision and values.
Books I referred to
Charles Duhigg The Power of Habit
Brian Moran & Michael Lennington The Twelve Week Year
John Doerr Measure What Matters
The daily goal journal I use and recommend
Phoenix Journal
This cast was conceived on January 1 when i considered what i wanted to achieve this year. It seems to me that we all could benefit from a conversation around how to set and achieve goals. In this first cast of this series we will explore professional goals. What should you consider in setting goals that will enhance your professional success.
Books I recommended on this cast
Just listen by Mark Goulsten
Verbal Judo by George Thompson
Positive Intelligence by Sharzard Carmine
Love is Just Damn Good Business by Steve Farber
The Secret Laws of Success by Noah St John
In this episode friend of the show and leadership coach extraordinaire, Shelli Hendricks and I explore the presence required to enter a room as a leader. We cover self awareness, intention, executive presence as well as the practical where to put and how to contribute. I know you will find this show infinitely practical as you consider the standing meetings you are are part of.Side note my audio engineer Brad has accepted a new position as a producer and will be departing the show. I wish him nothing but the best and completely appreciate his dedication and work ethic in making this show what it has become. Between this news and the recent Thanksgiving holiday i was thrown for a bit hence the two week hiatus in shows. Resta assured I have a full slate of shows planned for you and am back on the case. Also excited that I found Brad's replacement and hope to be back in regular production within the next two weeks.Ron
Note: If you listened to the cast early you might have noticed i uploaded the pre-edit file. Apologies for that...
In this cast we explore the idea of adversity and how to address it. For me adverse circumstances, situation, and relationships are the very problems we as leaders face every day. With this in mind we can apply a problem solving mindset and work our way through. This cast offers a process for doing so.
in this cast i quoted "Plans are useless, planning is everything" This quote comes from the 34th President of the USA Dwight D Eisenhower
in leadership training classes I am regularly asked, 'how do i motivate my employees?' On the surface this seems like a reasonable question. However for me it points to a lie about motivation that all supervisors and managers have bought into and need to relearn. Motivation is not just about money! Sure if you don't make enough its about the money, of course it is!But once a reasonable wage is established and ills can be paid your employees will begin to search for other things. in this cast i walk you through how to motivate your employees when they are making a reasonable wage. There are four questions guiding this cast: What do your employees need? What can you provide them? Who do you need to be? Who should you hire?
By the time we are done i am confident you will not be able to look at motivation the same way again.
A short cast to consider the role of humility and integrity in leadership. It is far too common to see larger than life bombastic knuckleheads claim they are leaders. What really matters are the humble behind the scenes leaders who get things done without fanfare or even being noticed. This cast is for them. I see you. Special thanks to my fellow leadership coach colleague and friend of the show Shelli Hendricks from Blue Horizon Solutions for the idea for this cast.
In this cast we step into many people's fear an economic downturn aka a recession. How do you prepare for a recession? What are some practical steps you can take now to be ready? What do you need to be thinking about now way in advance of a recession? This cast offers practical advice on how you can prepare yourself to weather any economic storm. Don't wait until a recession slams you in the face, act now and be prepared.
If you are a leader, don't give in to them, if you are en employee know how to navigate them. Bright shiny objects captivate our attention and if we aren't careful they can quickly change our priorities. In this cast i explain how not to be a leader who reacts to every BSO and if you are an employee, I offer proven strategies to help your leader not give into BSO's and also how you can resist their impact on your role.
In our continuing series on developing leaders, this cast breaks down the benefits and drawbacks of some of the most common strategies of leadership development. Each has their place in development, we need to be intentional about what to use when. While i have included many of my favorite techniques, note that i can't give you advice as to which is the best. The one exception is that mentoring is potentially the one approach that can be most effective because it can incorporate many of the other approaches.
In this cast we return for part two of one of the first casts in the series, #4 Developing Leaders. Where in the first cast i explained the foundation of how to create an environment where leadership development would blossom, in this cast we take on the critical questions of: Who should i develop? When should i develop them? and How should i approach it? It's not who you think it might be, it's not when you think it might be either. Listen in and learn the who, when and the start of how in developing leaders.
I referenced one of my top five leadership books The Leadership Challenge by Jim Kouzes and Barry Posner in this cast. I highly recommend this book as one of the most complete coverages of my favorite form of leadership model, transformational leadership
Here is the link to the article I discuss in the cast...
https://hbr.org/2022/08/quiet-quitting-is-about-bad-bosses-not-bad-employees
Hey everyone! This episode was one that was on my mind (pun intended). The question is how do you ensure you maintain your focus during a challenging business day. In this cast i examine a number of practical steps you can take to improve and maintain your focus on the right priorities.
In this show I welcome a colleague and customer Will Morales onto the show. Will is the plant manager of a manufacturing plant in southern California. In this cast we explore what it means to make decisions, how important they are and what types of decisions leaders face.
To connect with me come to
www.developingleadersinc.com
or join our mentoring leaders group here
https://www.linkedin.com/groups/14042361/
Well I wanted to continue to interrupt the influence series with a few casts i wanted to make. Today we look at part one of how to make decisions. Making decisions is the most critical role of a leader. If that is true why do so many leaders not have good process on how to make them? Great question, listen to the cast and get process for yourself!
Here is a link to the book we discuss on this episode
The Go Giver
In this episode i reference the amazing book Midline's. You can find it here
https://amzn.to/3zvfZy6
In this cast we explore a simple model of personality known as DiSC and how knowing this model can fundamentally change your ability to influence those around you. We offer you a simple diagnostic tool to help recognize what style individuals are coming from and how to subtly change your communication delivery to be even more influential.
sorry for the delay folks, i had a mixup in my communication with my sound engineer. My responsibility.
Here is yesterdays cast...
I love this technique! Getting past the ego wall of another human being is by far one of the most powerful influence techniques in my repertoire. This technique is respect based and completely consistent with a learning culture. It gives you access to developmental data that will help you grow your team while getting them to get the right things done. In this cast i also dig into the what versus how conversation that i believe is central to performance improvement.
Comedians know the power of Yes and. When on their game they masterfully build upon each others contributions and create art. Leaders can do the same but without the comedy. The heart of yes and is the ability to make a human connection that bypasses the walls, and defense mechanisms most of us use habitually when interacting. I love this technique for opening up an influence process. It is particularly powerful when interacting with individuals who appear closed minded or operating from low self awareness. This technique is so essential that i consider it a swiss army knife of influence. You can use it with almost all of the other strategies we cover in this series. Note that this is an opening up tool rather than a focusing and closing down tool. This is an important distinction to keep in mind when trying to convince someone to do something for your organization. In upcoming casts we will also cover closing tools.
in this episode i walk you through one of my favorite long term influence strategies called wheat farming. It is a take on Stephen Covey's law of the farm. The idea is that as a leader we develop a vision of a better future, then using the work breakdown structure from project management, create a detailed plan of how to make the vision happen. Over the course of the next several months / years implement the project plan and make the vision happen. This technique builds on and integrates all of the strategies we have explored in the previous five casts. This is a potent influence approach but requires a level of dedication and persistence that will test your commitment.
In our continuing series on the foundations of influence, next we explore the concept of influencing through learning someone else's process. There are two ways this technique works, long term and short term. Assuming our goal is to influence the other person to consider a change in their process, in the short term version we listen carefully to that person's narration of their process. Remaining open to being influenced by them (of course! refer to the past two casts) we can then listen carefully to their explanation and evaluate potential risk factors in that process. If a risk factor is there we can ask about the risk in an open ended way. Caution in the short term this technique will not work if you do not have an existing relationship. Longer term we want to take the same approach highlight the same risks, ask similar questions. However you will also return to them a few days / week later and explain how you have been thinking and... This powerful process will help you get on the inside of the persons ego wall and gain access to their interests which will help you in all future infuence efforts.
In our continuing Influence foundations series, this week we look at a technique I call expressing the unseen risk. Face it, we all have blind spots and do appreciate when someone we trust gently and thoughtfully points them out to us. This cast walks you through exactly how to do this. It is critical that you remember that this technique is most effective when a trust based relationship is present. The technique draws upon your experience and ability to understand cause and effect. Essentially, can you proactively identify a risk the other person faces that is "reasonable"? If you can and you can point it out to them the right way, you will become more influential to them. Now, this technique is not specifically about convincing another person about your point of view, it is more about becoming more influential. This is a necessary step to actively influencing another person. The more influential others see us as, the more capable we will be as leaders to influence outcomes.
In this episode we explore the paradoxical idea that by first being opened to be influenced by the other (employee, peer, customer, supplier, supervisor) you become far more influential. We dig deeper into the idea of how by being aware of your own interests rather than just a lazy thinking position, more options open up for you.
Here is the link to the book by Fisher and Try I reference in the cast.
Getting to Yes
There are several references I will mention in our exploration of influence. The first and most important belongs to my mentor Dr Stephen Covey. This deep rich leadership book has one of the most comprehensive cioverages of influence principles I have ever found.
Principle Centered Leadership
In this cast I offered you two free gifts. First if you want a copy of my first book, The First Questions, so that you can conduct an inventory of your skills, talents and opportunities, send me an email note at ronh@developingleadersinc.com
Also if plan to practice mindful meditation, I want to send you a tiny monkey as a gift, email me and I will mail you one of my favorite mischievious little monkeys to help remind you to be aware and mindful.
If you want to continue the conversation, please join our LinkedIn group at https://www.linkedin.com/groups/14042361/
In this cast i mentioned one of my favorite books of the year. You can get it through the link below
Conversational Intelligence
I also mentioned our new mentoring leaders group on LinkedIn
You can join it here
Mentoring Leaders
Our Guests
Dr Kim Acker
Shelli Hendricks @ https://www.bluehorizonsolutions.org
Rick Thomas @ http://www.ambientconsulting.ca/
References we talked about
Primal Leadership
Thinking Fast and Slow
Resilient Leadership
Start with Why
To find out more about Wayne and his work you can visit his website at
https://www.remoteleadershipinstitute.com
or contact him directly at
wayne@RemoteLeadershipInstitute.com
Below are links to two of Waynes 14 books...
The Long Distance Teammate
The Long Distance Leader
Below I have captured many of the books Angel and I discussed on the cast.
Love is just damn good business
The Daily Stoic
Essentialism
Flaming Hot
Wealth of Nations
The Four hour Work Week
Toyota Kata
Conscious Capitalism
Ego is the Enemy
The SNAFU Principle
Crucial Conversations
Joy Inc
The Goal
Start With Why
To connect with Shelli and find out more about her leadership coaching practice, you can find her on her website here.
https://www.bluehorizonsolutions.org
Or contact her directly at
shelli@bluehorizonsolutions.org
Also to find out more or get your copy of my new ebook on delegation check out the developing leaders website
https://www.developingleadersinc.com/resources.html#/
This is the opening cast in a series on leadership communication. There are many leaders who think they already are excellent communicators. If this is you i have news for you, you can always get better. In this cast we explore the four primary channels of leadership communication and offer some advice on how to improve in each. In the following four weeks we will interview friends and colleagues of mine and explore each channel in more depth.
This was a really fun episode to record. How often do leaders with the best of intentions come together and not know how to create a cohesive team. It happens more often than you think. whether its competing priorities, low trust or other reasons leadership teams regularly struggle with coming together and being effective. In this cast i break down the reasons why leadership teams struggle and what to do about it. We look at how emotional intelligence in the form of higher levels of self awareness can help overcome the challenge. We also explore how personality often throws a monkey wrench in the process. Building awareness of your role in the process can help you to overcome the inherent challenges you face. In our who does what by when I challenge you to conduct an assessment of your leadership team.
It seems to be a cliche that we always talk of the visionary leader. I am curios though, how exactly does a leader set a vision? In my reading of all things leadership, it is rare that the "how to" of vision is discussed. Even when it is, it is discussed vaguely. its almost like vision is a trait, you either have it or you don't. This in my opinion fits in the category of my favorite technical term #stupid. In this cast i walk you through a powerful process of how you can begin to discover your own inspiring vision. Where to look for one, how to temper it against reality. A compelling vision is definitely one of the things great leaders do well. SO I have an idea be a great leader, find your compelling vision.
In this cast we move beyond the ignorance of mediocre managers clumsily wielding the teamwork moniker and actually explore the design and implementation of a high performance work team. We walk through the Tuchman model of group development and how you as a leader can optimize the groups development into a high performance team. We also explore how through leveraging the power of meaning, the power of belonging, and the power of value can fuel your team to the highest performance levels.Be careful! If you follow my advice here there is no telling how powerful your project / process team will become!
I confess to being skeptical by nature. I have always struggled with managers who believe that their company and they themselves are better than everyone else. While there are certainly cases where there are incredibly successful companies and managers, I think in many circumstances we need to recognize the role of luck in the development of companies and careers. As leaders we need to cultivate humility such that we see learning and adaptation as the primary path to sustained business success. In this cast I make the argument that many managers were just lucky, in the right place, at the right time, with the right skills and that many businesses similarly got lucky. Ego and pride over luck is my favorite technical term #stupid. Be humble grow, improve, adapt and overcome.
I am regularly amazed by managers who think they lead teams. Everywhere you look here's a team, there's a team, everywhere a team team. and yet, are they? Really? I think not! I have thought a lot about this, observed many managers and come to the conclusion that many managers are operating from a myth. The myth is that if you call your employees a team, a magical transformation occurs and performance increases. This is #stupid thinking. Teams are specialized form of organization that requires significant investment, empowerment and development to achieve. In this cast you will learn what it means to form a high performance work or project team. in our who does what by when i challenge you to pay attention to how you refer to the word team...
The conclusion of my discussion with executive leader and author Steve Marble. In this cast Steve and I continue our exploration of the importance of a customer facing organization and why many managers don't do it. We explore the F word...FEAR and why managers often lack the internal confidence and courage to make mistakes and learn.
If you want to read Steve's excellent allegorical tale about life, love and leadership you can find it here. The Monkey and the Maize
To schedule your strategy session with me and build a no obligation plan to solve your leadership current challenge, Connect with me here at Developing Leaders Inc.
To schedule your strategy session with me and build a no obligation plan to solve your leadership current challenge, Connect with me here at Developing Leaders Inc.
To schedule your strategy session with me and build a no obligation plan to solve your leadership current challenge, Connect with me here at Developing Leaders Inc.
To schedule your strategy session with me and build a no obligation plan to solve your leadership current challenge, Connect with me here at Developing Leaders Inc.
To schedule your strategy session with me and build a no obligation plan to solve your leadership current challenge, Connect with me here at Developing Leaders Inc.
To schedule your strategy session with me and build a no obligation plan to solve your leadership current challenge, Connect with me here at Developing Leaders Inc.
You cannot learn in your comfort zone, get out of your comfort zone! There is no room for a comfort zone for an effective leader. If you are known to have said "if it ain't broke, don't fix it", you need to heed my advice. There is ALWAYS room for improvement. If it ain't broke thinking is lazy thinking, we need to cultivate a mindset where we see processes as opportunities for improvement.
Throughout my career i have found that context and credibility matter. This cast is my attempt to help you as a listener answer several important questions: what is this cast about? Why should you listen? Who is Dr Ron Hurst? Why should you care? How will this cast benefit you?
Do you have managers who are so decisive that they become a liability. Decisiveness and confidence are desirable traits in an effective leader, but what happens when these traits go too far and the manager starts flirting with bully like behavior, or closes himself off from external input and feedback? Poor performance...Disengaged employees... In this cast I walk you through a five step model on how to develop your managers into confident decisive and receptive leaders.
Soul sucking, bureaucratic, lousy meetings are the bane of effective leaders. Avoid them at all costs! Instead we need to become skilled at subtly introducing purpose and process into all the meetings we attend. In this cast we describe how to improve the meetings you get sucked into by learning how to address meetings beforehand, during and afterward. There are some simple questions you can ask to get this done. Finally, We address how you as a manager can design and execute great meetings and set up fewer of them because you will only use meetings in future for clear purposes.
After considering your ability to build trust based relationships and communicate effectively, the most important skill any leader can develop is the ability to solve problems. Despite this most leaders are merely good trouble shooters. What is the difference? Trouble shooters are focused on solving the presenting symptom. Some times they solve a problem to root cause, ya and sometimes a squirrel can can find a nut if it hangs out near the right tree! Problem solving is not a matter of luck, it is a matter of process. Few leaders have developed a clear process they follow that ensures they solve problems to root cause. In this cast I lay a foundation for how to develop the right mindset that will direct you to solving problems to root cause. My five rules do exactly that, follow them, and you will see an immediate bump in process performance. They might even help you realize that developing the problem solving of others is one of the highest ROI activities you can leverage, to lead your business.
The most effective leaders have a secret... They aren't afraid of conflict. On the contrary the most effective leaders know that breakthrough results often lie on the other side of successful conflict navigation. They don't buy into the mythology that all conflict is bad. No they recognize that interpersonal conflict is destructive but this is not the only type of conflict possible. Engaging in task conflict (the work we do) and process conflict (how we do it) is not only healthy but productive and a place of potential creative problem solving. In this cast learn how to move from confrontation to collaboration. In our two does what by when we explore a past conflict to see how you can do it better.
In our last cast we discussed how to retain talent, in this one we continue the line of thinking of ensuring excellent employees with our take on the challenge of hiring stars. Unfortunately, there are managers who unconsciously hire people who can simply fog a mirror. This is a technical term I call #stupid. The goal is to hire the best person you can to ensure long term performance. Doing anything else means you will inherit management problems. Following good process, using behavioral style interview questions will change the game for you. Learn how you can ensure your next hire is an excellent one.
In the Harry Bosch fictional novel series the main character lives by the phrase "everyone counts or no one counts". I coudn't agree more. How you treat your contingent workers shows a lot about your respect for employees. Make no mistake respecting all of your employees is a foundational strategy to creating an engaged workforce. This cast explores how you as a senior leader can ensure that your firm is building the right culture where all employees feel respected and engaged. We discuss how communication can facilitate better outcomes. Whether it is vertical communication, lateral communication, one on one communication your responsibility to get it right matters. In our who does what by when, I give you an action item to go do some management by walking around.
I often encounter senior managers who make the decision to improve their organizational culture. They use slogans, exhortations, they post pretty pictures on the wall, they hand out values cards. They might even use accountability to drive out old culture adherents from the organization. News flash! All of this is a waste of effort and potentially destructive to the organization if it's all you do. Culture exists deep in the collective memory of the organization. It cannot be changed as much as it can be channeled and subtly influenced. To access this level of skill requires you to know the assumptions your company is operating from. To find these requires you to be a detective. Your employees can't tell you what they are, they don't know either! In this cast, we explore the three levels of organizational culture and how to gain access to the deep level that drives how your organization reacts both internally and externally. If you are even wondering about a change in culture, you need to listen to this cast.
Have you ever had a manager working for you that you suspected had no idea what they were doing? Sure they said the right things, they seemed to be confident but. You just had this sneaking suspicion that there was nothing behind the words. In this cast we explore the gap between knowing and doing, or saying the right thing but not having any experience in doing the right thing. I walk you through my superpower question that cuts through the bluster and the BS. Learn how to coach your leaders to higher performance and start to remove the jargon lazy communicating occurring in your business.
In this special episode we interview my friend and colleague Jason Flejter. I explored the idea of stick in the mud managers with Jason learning his perspective on leading change. Jason's connects both the perspective of a shop floor employee and manufacturing executive. Jason shares how to help your direct report managers to increase their capacity and begin to embrace change.
If it ain't broke, don't fix it, that's not the way we do things around here. Every time i hear these two often repeated phrases I cringe. It seems to me this is lazy thinking. Okay sure there may actually be a valid reason somewhere in the distant past when the way we do things was designed that that way actually made sense. However, most of the time we hear these phrases it's just lazy thinking. In this cast learn why managers resist change and what specific actions you can take to help them engage in it and improve your business processes.
It is funny how some senior executives operate from a plug and play perspective. They hire leaders that already have the training, development, and experience needed such that they can put them in position and let them perform. There is a flaw in this perspective. If everyone did the same, where would we find the next generation of leader? No where...
Perhaps you have different perspective and believe in promoting from within. Again if you are not actively developing leaders, you are living the Peter Principle, promoting people to their level of incompetence. This is a recipe for mediocre performance. The most important role of leadership is the development of the leaders around you. The question is though how to do this. In this cast we walk through a simple process that when diligently followed will develop the leaders around you and position your firm for continued high performance. It starts with implementing a process of one on one meetings to develop trust based relationships. As this process develops, we can ask targeted questions to get them to share their thinking on strategic topics When they share their thinking, they open the door for you to mentor them on how to think through and act upon these topics.
In Part One of Hair on Fire Managers we explored the number one reason why managers are so busy all the time. In this cast we dig a little deeper. The ability to prioritize is critical to managerial success and yet many mediocre managers act as if everything is important and they try to do everything. Newsflash folks if everything is critical, nothing is. The ability to prioritize is what enables a manager to be effective. In this cast, we will cover the high level Key Performance Indicators every business does or should track. We will dig deep and understand why many managers actually dont know how to prioritize and then together we will build a plan to mentor them in how to do so. By the time we are done, you will have the tools you need to ensure your direct report managers aren't busy with the wrong work any longer.
My company Developing Leaders has developed a custom workshop addressing this very challenge. To learn more about how you can get your leadership team prepared to bring your employees back to the office connect with us at www.developingleadersinc.com
Covid?! We seem to be in an epidemic of busyness! Have you ever asked yourself why your managers are always so busy? It's as if being busy was a badge of success. Busy without direction is just a stupid waste of resource. In this cast we explore the primary reason many managers are stuck on the hamster wheel of busyness. They aren't solving the inevitable problems in their area to root cause. If you want your business processes to be effective and continually improving in performance, this cast is for you. If your team is putting band aids on performance problems, this cast is for you. If your leadership team is only mediocre at problem solving this cast is for you. In our exclusive who does what by when section we will give you actionable advice to diagnose your teams problem solving ability in seconds and redirect them toward performance improvement.