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The Wake Up Eager Workforce Podcast

This podcast helps leaders, trainers and consultants, who are focused on employee selection and professional development, build a Wake Up Eager Workforce. You’ll learn everything you need to know about building a high performing team and organization, including: Insightful insider tips and best practices; Access to some of the top leadership resources, tools and processes to help leaders. Updates on talent management best practices; Helpful guidance and specific action steps for building energy, commitment and communication in organizations; Ongoing motivation, encouragement and support for all of your hiring, development and leadership efforts.
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Aug 10, 2016

In Episode #26 - 

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

Timing on Recording: @ 3:15  ---

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

Timing on Recording: @  8:15 ---

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

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

Timing on Recording: @  20:35 ---

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

Timing on Recording: @  34:42 ---

Topic 4:  The Support Challenge Matrix

Timing on Recording: @  51:15 ---

Topic 5:  Top Three Barriers to Using High Support High Challenge

Timing on Recording: @  55:04 ---

Topic 6:  The Freedom and Responsibility Matrix

Timing on Recording: @   1:02:58---

Topic 8:  Advice to 30 Year Old Self,  My Billboard Any Where and One Thing for Leaders to Remember About This Topic

Timing on Recording: @   1:07:15 ---

Topic 9: Suzie's Recap of Key Points

  • Research - People learn and grow best when there’s a balance between support and  challenge, where you take them out of their comfort zone. How to get better:
  • Ways to Improve:
    -  G
    et comfortable with ZOUD  - the Zone of Uncomfortable Zone

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

 

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

Related Services:

Short- Term Leadership Coaching – Using TriMetrix

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

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

Jun 14, 2016

Overview of Episode #25 

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

Timing on Recording: @ 1:35  ---

Topic 1: My First Remembered Experience of Relational Presence

Timing on Recording: @  8:10 ---

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

 

Timing on Recording: @ 31:06 ---

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

 

Timing on Recording: @  50:20 ---

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

 

 

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


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

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

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

AWESOME Eric Quotes:

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

 

 

 

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

Four Skills Best Bosses Have Mastered

Being a Best Boss - interview with Dr. Randy Reece

Related Services:

Four Skills - Leadership Training Classes

Short- Term Leadership Coaching – Using TriMetrix

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

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

May 23, 2016
  • Learn about Senior Leader Dennis’s career: his journey; top challenges and successes;
    how he prepares for tough conversations; who’s had the greatest influence on his career;
    development tools that have helped him the most
  • Dennis also shares about how he uses two coaching tools: Feed Forward and Triad Coaching Calls. (More about these tools, as shared in  Podcast #23)

Timing on Recording: @   2:00 ---

Topic 1: Background and Career Insights From Dennis

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

Timing on Recording: @ 49:30 ---


Topic 2:  "Magic" Coaching Tool: Feed Forward

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

Timing on Recording: @ 1:13:33

  • Definition ans Steps of Feed Forward


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

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

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

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

Topic 4:  Closing Leadership Questions for Dennis

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


Subscribe via iTunes or Leave a Review


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

Magic Motivation Tools: Feed Forward and Triad Coaching Calls

Related Service:
Short- Term Leadership Coaching – Using TriMetrix

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

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

May 18, 2016

Show Notes:

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

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

Timing on Recording: @  3:50 ---

Topic 1: What is Feed Forward?

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

Timing on Recording: @  26:53 ---

Topic 2:  My Coaching Process and Handout


Timing on Recording: @ 31:29 ---

Topic 3:  Second Magic Motivation tool Triad Coaching Call

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

 

Subscribe via iTunes or Leave a Review


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

Understanding TriMetrix, Podcast #18

Expectations/Dashboard, Podcast #20

Leadership Advice @ Feed Forward and Triad Calls Podcast #24

Related Service:
Short- Term Leadership Coaching – Using TriMetrix

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

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

Mar 23, 2016

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

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

Timing on Recording: @  2:15---

Topic 1: Three Other Accountability-Focused Podcasts

Timing on Recording: @  8:50 ---

Topic 2:  Effective Course Correction Conversation

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


Timing on Recording: @ 14:00  ---

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

  • Warm Start. FOCUS:  Make the conversation as comfortable as possible given the circumstance.

    CHARACTERISTICS:

    •    Be Sincere and Real
    •    Be Specific
    •    Express what’s right about this person, situation
    •    If the situation is super tense: at a minimum take the scowl off your face and offer warm eye contact, a firm handshake and calm demeanor.
  • The next step is to into to Stating the Problem  FOCUS: State and Get Agreement on the Facts. Plan what you say in advance.  There are two steps.

    CHARACTERISTICS:

    Step 1-  You share your view of the facts, what you’ve seen and heard
    Be succinct, be direct
    Do not ramble.

    Step 2-  Ask: What's your view of this?
    Listen Aggressive – to understand. No, “Yea, but...” Just listen & ask questions.
    Breathe!
  • Step 3 - SOLUTIONS-   FOCUS: Only move to solutions after you’ve both come to some agreement about the facts.  Let the other person start first

    CHARACTERISTICS:
    Part 1: Ask, “What ideas do you have?”  Questions to use:

    “Tell me more.”  “How would that help?” “What obstacles (or problems) would this create or cause?”“Do you have any additional ideas?  Breathe!

    Part
    2: Share your ideas after the other person shares


    Part
    3: Discuss Options and Decide What’s Next
  • You wrap up the discussion with an important, very simple step, Agreement. This simple step gets skipped over often. If you skip this step – you’ve blown it. If you do not confirm what you heard with what the other person heard – you do not have a commitment.

    FOCUS: Recapping What’s Been Discussed. Confirming commitments.


    CHARACTERISTICS:

    •    Get the employee to restate the plan, agreement –“So Jim, we came up with some great ideas for improvement today – let’s recap with you sharing what your plan is…”   Add anything that needs to be added or clarified.
    •    Add measurements
    •    Schedule a specific time for follow up

    That’s WPSA.


Timing on Recording: @  35:00  ---

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

  • WARM START: How will you start the conversation? What will you do to demonstrate sincere care and appreciation.
  • PROBLEM:  Step 1 – Describe the problem succinctly and factually. Step 2 – Ask, What’s Your View? (listen)
  • SOLUTIONS:  Ask, What ideas/ solutions do you have? (listen) List the ideas/suggestions you’ll make here:
  • AGREEMENT  EE Restate agreed upon solution. What date and time will you recommend for follow up
  • Hardest parts – 1) stating the PROBLEM clearly, succinctly, factually and 2) listening to understand
  • I remember one of my leadership class participants, Joe, a seasoned manager who was very skeptical of the steps we’re about review together. He didn’t think they would work.
    I challenged Joe to try it and then, if it didn’t work he wouldn’t have to come to class again.

    When we met again the following week, he stood up and said, “Well, I guess I’ll continue to come to class because this stuff works!” He tried the communication template with one of foremen who had some safety issues and in the past had been defensive.


    Joe exclaimed, “I followed every step. It felt a little awkward to me, but my Foreman didn’t seem to notice. We had a good discussion and we made progress. He didn’t even stomp out like he usually does.”


    So if you’re skeptical – I understand. But I will also challenge you – try it first. Okay?

 

Subscribe via iTunes or Leave a Review


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

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

Related Service:
Short- Term Leadership Coaching – Using TriMetrix

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

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

Feb 13, 2016

Overview of Episode #21. The following topics are covered: Get an inside look into how Amazon creates a culture of accountability with Author of the The Amazon Way John Rossman:

  • John shares three key actions every leader can take to create more accountability for themselves, their team and their organization   
  • The number one thing every leader at Amazon obsesses about
  • The three Amazon leadership principles that you can use to create more accountability on your team and in your organization.
  •  Find out why ‘social cohesion’ is the enemy of accountability
  • Contact Suzie Price at 770-578-6976 or suzie@pricelessprofessional.com

Timing on Recording: @ 2:25  ---

Topic 1: John's Background, Contact Information, Fun Information and Challenges and Reward with John as a Leader

  • John's favorite guilty pleasure tv show and favorite possession
  • Challenging and rewarding moments as a leader
  • - Twitter: @johnerossman
    - Blog: On-AMZN.com
    - Email: johnerossman@gmail.com
    - The Amazon Way: 14 Leadership Principles Behind the World's Most Disruptive Business- Kindle and Print Book
    - Get The Amazon Way on Audible, use my affiliate link here.  (Free book, with 30 day trial.)
  • Quotes from John:

    "In accountability a lot times it's not a situation you made, but you have to own it."

    "The best leaders...commit to it, there's no more hesitation, nor more pointing fingers or hedging...they really own it."

    Mantra: "I try to not drive looking through the rear view mirror, I only drive looking at the windshield."

    "You have to own your dependencies well beyond your current scope... you have to go upstream and downstream..."

    "Amazon does not let the organizational structure get in the way of ownership. Don't let your org structure get in the way of doing the right thing."

Timing on Recording: @ 30:00  ---

Topic 2:  Describe what a culture of accountability looks like and the benefits, through examples at Amazon or in other companies, who have figured this out.

  • Combination of habits and techniques
  • Individual - understanding your daily priorities, really important.  
  • Team - orient around metrics - the metrics must have a logical flow and created thoughtfully
    -Amazon spends most of their time in getting the metrics right
    -Create a weekly rhythm around reviewing a consistent set of metrics
    -Every metric is owned by one person - make sure somebody owns it
  • Organization - managing dependencies, other factors that you lean on to get your results
    - Trust but verify, everybody would dive into your business - this was usual and not personal;  "This is how we manage together as a team..."
    -Leaders have to say and give permission for this - so that everybody is doing this...
    -Metrics can be THE way to run the business...
    -"In God we trust, all others must bring data."

Timing on Recording: @ 49:00 ---

Topic 3: The top 3 things that most get in the way of leaders/managers building a culture of accountability on their team and in their company

  • Leaders are Right A Lot – understand the details, dive deep, great metric, experience and intuition  to know what’s right  Leaders are right a lot. They have strong business judgment and good instincts. They seek diverse perspectives and work to disconfirm their beliefs.
  • Having a Bias for Action – know the right time to analyze and the right time to take action  Speed matters in business. Many decisions and actions are reversible and do not need extensive study. We value calculated risk taking.
  • Be Vocally Self Critical - demonstrates that they are on top of their business, when leaders act this way – it gives permission to challenge others and builds trust.  “How can we get better?”  Speak up make sure the truth is heard…  Honest feedback.  “open his kimono --- there is simply no other way”   Blend - Humility and will.  A 1990's phrase @ Japanese silk robe - kimono - that means that everyone should share data. There should be no secrets between those in the meeting. everyone shares all the information they have with everyone else   "honesty, bare and open"    no holding back.
  • Deliver Results  The results and being accountable for them
  • Have to get over social-cohesion.  This is the tendency for groups and individuals to want to get along so much that we don't hold each other accountable.  It can be one of the enemies of accountability.  Metrics and managing dependencies in a good and deep way can help with social cohesion.  We don't want group think.
  • A good leader gets results, hold people accountable and can get along with people.  Hard to do.

Timing on Recording: @ 57:00  ---

Topic 4: Which Principle Has Helped Your Career, Advice to 30 Year Old Self and Billboard Anywhere What Would It Say, Advice to Every Leader

  • Bias for action
  • Get comfortable with unproductive time; Not always taking over situations or being the driver of an agenda
  • Advice to 30 Year Old Self: eat less sugar - have more unproductive time, your greatest personal strengths can become your weaknesses in some circumstances - "It's amazing what comes to you when you leave one hand open..."
  • Billboard: You have to be willing to be misunderstood.  (To do hard things or to make change.)
  • Advice: Focus on the metrics of your  business, be very thoughtful, slow down and really think about the metrics.

The Amazon Way: 14 Leadership Principles

  • 1.    Obsess Over the Customer   Leaders start with the customer and work backwards. They work vigorously to earn and keep customer trust. Although leaders pay attention to competitors, they obsess over customers.
  • 2.    Take Ownership of Results  Leaders are owners. They think long term and don’t sacrifice long-term value for short-term results. They act on behalf of the entire company, beyond just their own team. They never say “that’s not my job".
  • 3.    Invent and Simplify  Leaders expect and require innovation and invention from their teams and always find ways to simplify. They are externally aware, look for new ideas from everywhere, and are not limited by “not invented here". As we do new things, we accept that we may be misunderstood for long periods of time.
  • 4.    Leaders Are Right, A Lot  Leaders are right a lot. They have strong business judgment and good instincts. They seek diverse perspectives and work to disconfirm their beliefs.
  • 5.    Hire and Develop The Best  Leaders raise the performance bar with every hire and promotion. They recognize exceptional talent, and willingly move them throughout the organization. Leaders develop leaders and take seriously their role in coaching others.  We work on behalf of our people to invent mechanisms for development like Career Choice.
  • 6.    Insist on the Highest Standards Leaders have relentlessly high standards - many people may think these standards are unreasonably high. Leaders are continually raising the bar and driving their teams to deliver high quality products, services and processes. Leaders ensure that defects do not get sent down the line and that problems are fixed so they stay fixed.
  • 7.    Think Big  Thinking small is a self-fulfilling prophecy. Leaders create and communicate a bold direction that inspires results. They think differently and look around corners for ways to serve customers.
  • 8.    Bias for Action  Speed matters in business. Many decisions and actions are reversible and do not need extensive study. We value calculated risk taking.
  • 9.    Practice Frugality Accomplish more with less. Constraints breed resourcefulness, self-sufficiency and invention.  There are no extra points for growing headcount, budget size or fixed expense.
  • 10.    Be Vocally Self –Critical  “How can we get better?”  Speak up make sure the truth is heard…  Honest feedback.  “open his kimono --- there is simply no other way”   Blend - Humility and will.
  • 11.    Earn Trust  Leaders listen attentively, speak candidly, and treat others respectfully. They are vocally self-critical, even when doing so is awkward or embarrassing.  Leaders do not believe their or their team’s body odor smells of perfume.  They benchmark themselves and their teams against the best.
  • 12.    Dive Deep  Leaders operate at all levels, stay connected to the details, audit frequently, and are skeptical when metrics and anecdote differ. No task is beneath them.
  • 13.    Have Backbone; Disagree and Commit  Leaders are obligated to respectfully challenge decisions when they disagree, even when doing so is uncomfortable or exhausting. Leaders have conviction and are tenacious. They do not compromise for the sake of social cohesion. Once a decision is determined, they commit wholly.
  • 14.    Deliver Results  Leaders focus on the key inputs for their business and deliver them with the right quality and in a timely fashion. Despite setbacks, they rise to the occasion and never settle.

Subscribe via iTunes or Leave a Review

Related Podcasts and Articles:

Podcast Episode #20 - Setting Expectations the Easy Way,
Build Accountability with a Dashboard

Podcast Episode #19 - REV - Three Steps to Help Leaders Improve Productivity

Related Service:

Short- Term Leadership Coaching – Using TriMetrix

Talent Tracker Workshop for Leaders and Teams

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

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

Jan 19, 2016

Overview of Episode #20. The following topics are covered: 

  • Focus: Helping Leaders Create a Culture of Accountability on their team and in their organization. 
  • I share a seven question quiz to test your understanding around performance expectations. 
  • I show you how to use a three step model, the Job Dashboard, as an easy way to create and share performance expectations and keep people accountable.
  • Book Mentioned in This Podcast - complimentary audio book and support this podcast by using my affiliate link:  www.pricelessprofessional.com/audible
    - The Amazon Way: 14 Leadership Principles Behind the World's Most Disruptive Company
  • Video Resource:  How to Create a Job Dashboard
  • Book Reference:  How to Hire Superior Performers: 70 Tips, Best Practices and Strategies
  • Contact me at: 770-578-6976 or suzie@pricelessprofessional.com

Timing on Recording: @ 1:48  ---

Topic 1: Performance Expectations - Seven Question Quiz - Test Your Understanding

  • What client Jim shared and how that prompted this Series
  • Upcoming programs in this Accountability Series
  • Quiz  (Agree or Disagree):
    1) When team members help set their own performance expectations they tend to underestimate what they can accomplish. (Agree or Disagree?)
    2) Not all performance expectations can be stated so that they are measurable. (Agree or Disagree?)
    3) The best performance expectation plans are loose and flexible. (Agree or Disagree)
    4) Not all expectations have to be written. (Agree or Disagree)
    5) Most team members do not like have performance expectations. (Agree or Disagree)
    6) Specific performance expectations help a manager evaluate a team member's performance. (Agree or Disagree)
    7) Having team members share their performance expectations promotes team work. (Agree or Disagree)

Timing on Recording: @ 12:16   ---

Topic 2:  Story/Analogy That Explains What a Job Dashboard Is...

  • A Job Dashboard is a performance management and hiring tool that succinctly describes the top three to five performance expectations (or priorities) that are crucial for superior performance in a position.  The employee gets involved in deciding what actions he/she will take for each of the Dashboard Expectations or Priorities and it is referenced often to track progress or breakdowns.
  • Dashboard Story...
  • Here is an EXAMPLE of one Performance Dashboard for a Senior Customer Service position:
        Priority #1.) Customer Satisfaction provided at required levels.  
        Priority #2.)  Become a product expert & learn new features as they are released.
        Priority #3.) Complete all orders and requests according protocol.
        Priority #4.) Train and mentor new customer service reps.


Timing on Recording: @  20:45 ---

Topic 3:  How to Create a Job Dashboard

  • A simple three-step goal setting guidelines process that is easily remembered with the acronym: R.P.M. Can use post it notes.

1.  R.    Respond & Brainstorm Question

What must happen or the job has failed?”   Or said in a positive way, “This must happen in the job for superior performance…”   Think about the job and past people in the job.  Think about what you liked and what was a 'disaster'.  Brainstorm your answers. 

2.  P.    Place Responses, Create Headlines & Prioritize

Group all of the answers you brainstormed into 3 to 5 categories.  Create a summary statement or headline for each category.


3.  M.   Metrics Are Added & Interview Questions Selected

Select measurements for each category. Create and select the best interview questions for each.

  • You can create:
    • By yourself (I do this for my own position)
    • With the employee
    • For a position you are filling - include three to eight subject matter experts (SMEs) who have a vested interested in the success of the Position.  (I facilitate these types of discussions.)

    The main objective here is to just have a Job Dashboard for every Position. If you can't get a group of SMEs together, do it by yourself.
  • Watch me create a dashboard - video here. www.pricelessprofessional.com/dashboard
  • Why a Job Dashboard Matters and How It Helps You:
    - Helps you and the employee get very clear about what’s important and what matters the most.  Promotes clarity and purpose.  Eliminates confusion. 
    - Improves ownership of their job and makes accountability conversations objective and non-threatening.  
    -  Help you have clear, honest and straightforward performance review conversations with every employee.   
    -  Helps new hires focus on what matters most for success in their new position, setting them up for quicker up time, less overwhelm and a greater probability of success.

 Timing on Recording: @ 28:20   ---

Topic 4: Conversations With Your Employee

  • Review top priorities with employee, ask their view
  • Get the employee to share actions they are willing to take
  • Negotiate any actions that are too high or too low - get clarity and agreement around what the actions will be.
  • Create the measurements TOGETHER, AFTER you've agreed on the action.
  • Have the employee repeat back to you what was agreed upon in the Dashboard.  Make sure you are both on the same page.
  • Schedule a time RIGHT THEN - open your calendars and schedule a time to meet and follow up.

Timing on Recording: @ 35:07  ---

Topic 5:  Get the Employee Involved

  • Job Dashboard, three steps, get the employee involved = more commitment, motivation and cooperation.
  • Once set YOU MUST hold team members accountable to them..  Follow up, reference them… and support their performance by providing resources, encouragement, providing performance feedback and coaching, and recognition.
  • When hiring and interviewing the Performance Dashboard helps:
    -     Avoid the three biggest interview mistakes, because it keeps interviewers focused on the skills and attitude that are most important for success in the job.
    -     The interview team ask the right interview questions because all interviewers are  'on the same page' around what's most important in the job.
    -     Focus on the right final selection criteria so that the interview team does not over-focus on the candidate's likability and/or background.
    -     Create clearer and more specific job postings so that you attract candidates who are a great match to the position.
    -    Delivers a consistent message to all candidates and new hires about what's expected in the job.
    -    Leaders do a much better job of instilling confidence in new hires and setting them up for success.

Subscribe via iTunes or Leave a Review


Books Mentioned in This Podcast
Get a complimentary audio book and support this podcast by using my affiliate link:  www.pricelessprofessional.com/audible   The Amazon Way: 14 Leadership Principles Behind the World's Most Disruptive Company

How to Hire Superior Performers: 70 Tips, Best Practices and Strategies

Related Service:
Short- Term Leadership Coaching – Using TriMetrix

Leadership Training

Interview Skills Training - Dodge the Duds

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

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

Jan 6, 2016

Show Notes:

Overview of Episode #19. The following topics are covered: 

  • Comments? Questions?  Reach Suzie at 770-578-6976,  suzie@pricelessprofessional.com  or http://www.pricelessprofessional.com/suzie
  • Kicking off a series on Accountability - will have 3-4 podcasts devoted to this topic
  • Key superior performance skill/attribute: Personal Accountability tools for looking for that skill in candidates.
  • R.E.V.  - A three Step accountability process. A mind map of things to consider as a leader – to help an employee get on track and to improve accountability.
  • Books Mentioned in This Podcast - complimentary audio book and support this podcast by using my affiliate link:  www.pricelessprofessional.com/audible
    - Crucial Accountability: Tools for Resolving Violated Expectations, Broken Commitments, and Bad Behavior, 2nd Edition
    - The Oz Principle: Getting Results Through Individual and Organizational Accountability
    - The Amazon Way: 14 Leadership Principles Behind the World's Most Disruptive Company
  • PDF Download of  the R.E.V. Accountability Process Questions

Timing on Recording: @ 1:30  ---

Topic 1: Why an Accountability Series and What a Culture of Accountability Looks and Sounds Like

Timing on Recording: @ 18:05  ---

Topic 2:  What R.E.V. Stands for and Why It Works...

  • R.E.V. Performance Improvement Process to build an action plan for this employee. Here are the steps we used:
          R. Remove Obvious Barriers  
          E. Expectations for Performance     
          V. Verify Job Fit
  • Why R.E.V. works:
    - Leader takes responsibility for his/her part by taking positive action
    - Gets the leader "into" the situation – instead of pointing blame and feeling frustrated
    - It demonstrates the skill of someone with strong personal accountability
    - It is a Mind map and thought process for determining next best action steps
    - Lays the ground work for future conversations so that they can be clear, direct, helpful and specific
    - Ensures accountability if steps are completed
    - Clears confusion – helps leader think objectively


Timing on Recording: @  24:25 ---

Topic 3:  R.  Remove Obvious Barriers:

  • Questions for Remove Obvious Barriers (R):

    Does this employee have the right tools, experience and training to do the job?


    Are there structural team or company issues getting the way?

    Are you leading, managing and supporting the employee in the best and most effective way?
  • Actions Mike Decided to Take:

    1.    Provide more mentoring and training by having this employee spend a few hours a week shadowing a high performer, in the same role, at another location and scheduling him for relevant skill training.
    2.    Review processes for approval on ordering items – leader Mike has been a bottleneck around that.
    3.    Mike also – recognized his desire to control everything – and that he had not specifically given this new supervisor the authority to take action – micromanaging him, he vowed to give him more responsibility and the authority to take action.
    4.    Mike will review the DISC Communication Style Video and Style Cheat Sheet to adapt his communication style match this employee's style and needs.
    5.    Throughout Mike's career, including time in the military, he ALWAYS did exactly what his leaders asked of him. Lately, he's been frustrated with many of his younger employees who are not similarly motivated. To gain a better understanding of what today's younger workers need, he decided to listen to this podcast: How to Train and Retain the Millennial / Generation Y Employee for ideas on how to engage this person and the other Millennials on his team.

Timing on Recording: @ 30:44  ---

Topic 4: E. Are Expectations Clear?

  • Questions for:  Are Expectations Clear?

    Does this employee clearly understand top focus areas and priorities in the job and have they been discussed?

    Has the employee had the opportunity to help craft the actions and measurements for each performance area? (Getting the employee involved will improve his buy-in.)

    Once performance expectations are in place, are employees held accountable to them? Are they reviewed regularly to check progress? 

  • Actions Mike Decided to Take:
    1.  He realized that the elaborate checklists he's been using, while accurate are probably overwhelming to someone new in the industry. He decided to create, with the employee, a Performance Dashboard of the top expectations in the job.
    2.  Mike committed to hold short employee accountability and trouble shooting meetings around Dashboard progress, success and trouble areas.
     

Timing on Recording: @ 37:23  ---

Topic 5: V. Verify Job Fit

  • Questions for: Verify Job Fit (V.):

    Is this person a strong fit for the job? Does he match the style, motivators, personal skills, experience and future goals required for success in the job?
  • Actions Mike Decided to Take:

    1. This employee may or may not be a great fit for the job. He will revisit this area in three to six months.
    2. If at that time:
        ---performance has decreased or stayed the same, Mike will take official Company Action Plan and Discipline steps toward termination. 
        ---performance has only slightly improved, Mike will consider having this employee participate in the assessment and coaching process to determine job fit and next-step specific development actions.

Subscribe via iTunes or Leave a Review


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

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

Related Service:
Short- Term Leadership Coaching – Using TriMetrix

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

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

Dec 6, 2015

Overview of Episode #18. The following topics are covered:

  • Understanding Hiring and Coaching Assessment Tool TriMetrix
  • What It Is and How to Use It
  • All About Its Rich History  and the Science of Axiology
  • How to Read and Understand the Dimensional Balance Page
  • Questions?  Comments?  Contact Suzie @ suzie@pricelessprofessional.com or 770-578-6976
  • Directory of all Wake Up Eager podcasts: www.wakeupeagerworkforce.com

 

Timing on Recording: @ 2:26  ---

Topic 1: Personal Story and Why People Do Not Work Out

  • A Personal Story: When I first realized how challenging it can be to hire the right person for the job – a tough lesson.
  • Reasons why people do not work out.
  • Georgia Labor Commissioner Mark Butler shared 69% let go due to lack of personal skills
  • Cost of turnover 1.5 to 8 times salary – silent killer of Corporate Profitability

Timing on Recording: @ 14:37  ---

Topic 2:  What People Bring to the Job

  • My Car Analogy
  • Have to get away from, “Anyone can be trained to do any job.” “With enough training & try hard enough any one can excel…” 
  • People bring who they are to the job – and who they are is not only their background and experience, but their natural style, strengths and motivators.
  • Fit Matters
  • Our data shows that one assessment is 60% predictable – good fit-  in successful hiring; two assessments are 80% predictable in successful hiring and three assessments are 93% predictable in successful hiring.
  • Department of Labor recommends three views of a person
  • Assessment Results should account for less than 30%

Timing on Recording: @ 17:00 ---

Topic 3: What Is TriMetrix?

Timing on Recording: @ 29:20  ---

Topic 4: History of TriMetrix and About the Science of Axiology

  • Formal Axiology is a logic-based science
  • When we make decisions and take action-we use our mental and emotional capacities to do so.  Sometimes we take the right actions and make the right decisions, sometimes we don’t
  • Axiology is measuring the quality of our judgment and decision-making by gauging both our mental clarity and emotional orientation and conditioning.  Judgement responses reveal strengths and development opportunities.
  • Dr. Hartman, “This is a study of one’s thinking habits.”
  • Robert Schirokauer – 1932 fled Germany fake passport.  Rejected communism  and believed that ‘every life is sacred and that you can’t kill people for an idea’ 
  • Changed name: Robert S. Hartman.  12 books, hundreds of articles, 1970’s – companies like Seimens, Volkswagen, Alcoa Aluminum were using HVP.
  • Hartman's vision was to give us the means to recognize and fulfill "the good" within each of us, thereby enriching our lives.  By applying these principles on a broader scale, we may also enrich our world and make it a place of more "goodness" and peace.
  • Serves as a roadmap – pointing where we are and where we can go – to full self-actualization
  • How people judge, think and process.  
  • TTI SI is powered by its three decades of research, conducted by Target Training International, Ltd.  data pool of millions of individuals collected over these decades. They have four patents.
  • I become certified in 2004.

Timing on Recording: @ 33:20  ---

Topic 5: Understanding How We Make Decisions – Three Dimensions of Thinking from Axiology and Dr. Hartman, The Dimensional Balance Page and Personal Skills

  • How does axiology do this? Three main thinking dimensions.
  • We all use all three dimensions in our thinking and decision-making to various degrees.  We think and feel in all three dimensions, fluidly, all the time.
  • Young Man on a Cruise – SYSTEMIC: I’m here to meet women; EXTRINSIC: Three days, tall women with brown hair; INTRINSIC:  I met the love of my life
  • How this relates to TriMetrix & Dimensional Balance page…  The higher the score = high clarity = high capacity – “I can do this with ease – it will be a strength.”
  • External and Internal – Six areas:
    - External- Understanding Others –“stepping in the shoes of others…” Listening skills, empathy and degree of emotional distance, ability to build trust and rapport. Ability to adapt to others. 
    - External- Practical Thinking -Common Sense  -social norms,  can do or frustration in getting things done. Understanding functions at work, apply resources.
    - External- Systems Judgment - understanding the system and order, approach to authority, understanding of rules and whether embrace them or rebel against them. Big picture, structure and order.
    - Internal- Sense of Self -Sense of inner worth, Comfortable in own skin, below average – hungry for achievement or tendency to burn out-does not take care of self.
    - Internal- Role Awareness  – changes – impacts resiliency, self-management, internalized role, understand place in the world, if high + - no barriers to their drive/motivation/pride in role
    - Internal- Self-Direction -  ideal self. Self-discipline, self-image, project self into the future
  • Proxy Statements – 78 quadrillion ways to rank the items, First Set of 18 – good to bad, Second Set of 18 - agree to disagree
  • Clarity - How well the respondent understands the dimension Based on how the 18 statements were ranked - 4-6 low, 6-8 medium, 8-10 high
  • Personal Skills – research --- required at some level for most jobs; all are job related. most jobs only require Mastery of seven, 18- 20 high = high performer, high capacity
  • Research – Top Personal Skills in Leaders:  Personal Accountability, Goal Achievement, Interpersonal Skills, Leading Others, Persuasion.

Subscribe via iTunes or Leave a Review

Related Podcasts and Articles:

MORE Motivation, Episode #2 

Related Service:

Superior Performance Hiring Assessment Process

Short- Term Leadership Coaching – Using TriMetrix

Talent Tracker Workshop for Leaders and Teams

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

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

Oct 15, 2015

Show Notes:

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

  • Overview of the Six Motivators
  • Four Step process for MORE Motivation
       - How to double your levels of motivation and energy, in 70 days
       - How to use this info you help your ee’s do the same
       - Understanding potential blind spots so you can manage them
  • Five interview questions to ask candidates
  • Complimentary offer

Timing on Recording: @ 0:02:25  ---

Topic 1: Suzie’s Real-Life Story Around  Mis-Matched of Motivators, What the Motivators Are and About the Workplace Motivators Assessment

  • The Workplace Motivators is an Assessment used to reveal what puts gas in your tank.  DISC style – what people see, WM – not seen, but they drive your behaviors.  I use this assessment in team building, training – leadership/sales/interviewers and in hiring.
  • Your Assessment results explain why people do what they do.
  • Your top two motivators, according to the assessment, are your top strengths, preferences and where you thrive. 

Timing on Recording: @ 0:16:08 ---

Topic 2: What are the Six Motivators?

  1. The Learner/Intellectual motivator – She will research market trends and actually become trained in the workshop and become certified in the assessments so she can train other people to teach the class.  She will focus on gathering all the necessary information.  (Einstein, Professors, Journalists)
  2. The Business Person/Resourceful motivator – He will focus on sales and figuring out what the budget should be. (82% of all top sales people score #1 in this area…)  Work hard and long for economic return and want to reduce waste. He’s going focus on how to maximize return on investment. (Donald Trump, Investors, Sales people)
  3. The Serving Others/Altruistic motivator she will coach people who’ve completed the assessment before and after each workshop.  She will also mentor the new trainers and coaches mentor as they are out around the country teaching, making sure their needs and interests are taken care of  (Mother Teresa, princess Diana, coaches)
  4. The Balance Seeker’ Harmonious motivator he will focus on using his talents in design to make sure that the marketing materials look and feel just right.  He will also oversee how the PowerPoint slides and workbooks look, ensuring just the right look and pleasing aesthetic.  (Martha Stewart, Walt Disney, architects, designers-marketing, web, interior, landscaper)
  5. The Power Player/Commanding motivator she will be the public image and face of the training program – making speeches to groups and attending networking meetings all over the country. She’ll help lead the team and stay focused on thinking outside the box, getting visibility and advancing her own and the team’s image. (Professional speakers, politicians, entrepreneurs, sales – networking)
  6. The Principled /Process and Order Keeper motivator he’ll drive the efforts for standard operating procedures for all employees and for the roll-out of the program.  He’ll monitor and enforce the rules to ensure that the traditions of the company stay strong.  He’ll also oversee that the budget – checking to make sure that everyone is following the budgetary guidelines. (Ministry, policeman, CFO)
  • Motivators help answer these four questions, a quote from 1960 by Dr. Robert S. Hartman, the Founder of the Science of Axiology: "What am I here for in this world? Why do I work for this organization?  What can this organization do to help me fulfill my meaning in the world?  How I can help this organization help me fulfill my meaning in the world?"

Timing on Recording: @ 0:30:25  ---

Topic 3: M.O.R.E. Motivation – The First Two Steps, Questions for Candidates

  • There are four key actions for getting MORE Motivation, they are
    M.  Motivators and Strengths Matter
    O.  Observe, List
    R.   Re-Fuel Daily, Check Blind spots
    E.   Embrace Differences
  • M. Motivators and Strengths Matter. This first step for MORE motivation is a reminder about the power of using your strengths every day.
  • O. Observe and List  Begin OBSERVING your actions and energy and creating your own list of your top 5 strengths are - It’s empowering to know what you’re good at, and it’s thrilling to spend your time focused there!  Go to Episode #2 for five simple, but revealing Observe and List Actions You Can Take:
  • “We have the energy to do what we want to, and we never have the energy to do what we don’t want to do, and we always want to “do” our strengths and motivators.”   
  • “People bring who they are to the job – and who they are is not only their background and experience, but their natural style, strengths and motivators.”
  • Suzie’s Book: How to Hire Superior Performance
  • Information about the TriMetrix Hiring Assessment Process: 
  • Five Questions to Ask Candidates: Just ask the questions, and listen closely.  Don’t let the candidates off easy by allowing them to give you vague and general answers, be sure to press them to give you specific examples for every answer. 
  1. What jobs have you enjoyed the most? Why? Please share specific examples of what you enjoyed.
  2. What jobs have you enjoyed the least? Why? Please share specific examples of what you disliked.
  3. Give specific examples of past environments you worked best in.
  4. Give specific examples of past environments that did not work well for you.
  5. What kind of responsibilities would you like to avoid in your next job? Why?

Timing on Recording: @ 0:38:42 ---

Topic 4: M.O.R.E. Motivation – 1% a Day and in 70 Days, You’re TWICE Improved & Step 3 R. Refuel Daily, Check Blind Spots 

  • Small efforts add up! Pick one:  Option #1 - $3 million in cash this very instant  OR Option #2 - A single penny that doubles in value every day for 31 days.
  • If you chose Option #2, the penny, you're going to be very pleased with yourself. That's because on Day 31 you'll have $10,737,418.24!  That’s over three times more than Option #1, the $3 million in cash!!
  • The “magic” of compounding: The Compound Effect by Darren Hardy.   (Download this book for free! Get a complimentary audio download with a free 30 day trial by using my Audible.com affiliate link.) 
  • Take 15 minutes a day to use your strengths and motivators more, which is 1% a day, and your efforts will add up.  Do this for 1% a day and in 70 days, your motivation will be twice improved.
  • Top Stressors for Each Motivator
  • What’s a blind spot?  Well, blind spots point to ANOTHER advantage to Observing, Listing and knowing  your top M&S - that we’ve not even talked about yet – because your top strengths and motivators can become so second-nature to you, you often don’t even realize when you’re overusing them…  We all have blind spots.
  • "Any virtue carried to an extreme can become a crime.” 
  • Top Blind Spots for Each Motivator

Timing on Recording: @  0:50:20 ---

Topic 5: M.O.R.E. Motivation – Step 4 - E. Embrace Differences 

  • Pride around what you value (your top motivators) can lead to unintentional judgment and conflict, “I’m right, you’re wrong.”
  • “One person’s crazy is another person’s refreshing.”  
  • Hire people who match the job so that you have stronger intrinsic commitment to the work; and for the people already there – pay attention to their strengths and help each person become aware of them and use them as much as possible.
  • This step is a reminder to not judge yourself for having differing interests from others, and to not judge others for their interests.   Pushing against difference is usually the root cause of personal and professional conflict. 

Timing on Recording: @  0:59:58 ---

Topic 6: M.O.R.E. Motivation – Step 4 – E. Embrace Differences 

  • Schedule a Complimentary Consulting Call with Suzie – suzie@pricelessprofessional.com
  • Special offer for the first three who email and schedule a call – two options: 1) two DISC/WM Talent Insight Coaching Reports and access to my private self-study coaching tools web page and debrief video OR 2) One TriMetrixHD  Candidate assessment, I’ll compare to a national benchmark… written debrief with follow up recommendation.

Subscribe via iTunes or Leave a Review

Related Podcasts and Articles:
MORE Motivation, Episode #2

Related Service:
Superior Performance Hiring Assessment Process

Selection Articles, Books, a Quiz and More…

Talent Tracker Workshop for Leaders and Teams

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


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

Sep 27, 2015

Contact Suzie at 770-578-6976, suzie@pricelessprofessional.com, Podcast Directory of all Episodes, Here.

Overview of Episode #16:

Hear Cobb EMC's Director of Talent Management Ron Younker and I talk about how to have those tough conversations.  Ron brings real world insight and fresh ideas from his 30+ years of experience.

We cover:

  • How to Hold Those Tough Conversations
  • The Power and Simplicity of Holding ‘How’s it Going?’ Meetings…
  • Performance Management Litmus Test: Four Questions to Ask Employees
  •  A Bright Idea: Peer Mentoring for Growth and Support for Leaders
  • Biggest Struggles for Leaders in the Area of Performance Management
  •  One Thing You Should Always Do When Having Tough Conversations

Timing on Recording: @ 4:44---

Topic #1:  Ron Younker's Background and How to Hold Those Tough Conversations

  • Will often have “constructive tension”
  • Create safety
  • Describe the behaviors - Use the litmus test of “Did I hear it, did I see it?”  
  • Ask the person what s/he thinks
  • Listen actively
  • Remember: having the conversation is a gift you are giving the employee
  • Be sure to remember to recognize people for great work.  (Gallup Research)  
  • Match the recognition to the person.  (DISC Styles overview video here.) 
  • Breaking down development: 70%  is through experience, 20% comes from mentoring and coaching, 10% training
  • Help employees move through problems/experiences or pair them up with a mentor, don’t just throw people into training.

Timing on Recording: @  32:40 ---

Topic #2: The Power and Simplicity of Holding ‘How’s it Going?’ Meetings…

  • Scheduled meetings with employees to stay in touch – make them a regular expectation.
  • Used to stay in tune with employees – what hurdles they are facing.
  • Hold more of these if you are in an active coaching situation – meet weekly.  But if there are no real issues you can meet every 2-3 weeks.
  • Let them start…
  • Usually 30-45 minutes long. 
  • Always asking, at the end, “What can I do?"
  • Leadership is about enabling people to get their work done.

Timing on Recording: @  36:36 ---

Topic #3: Performance Management Litmus Test: Four Questions to Ask Employees

  • 1) What are the objectives you are trying to achieve?
  • 2) What are the behaviors and values your department is focused on?
  • 3) How are you doing?
  • 4) What are you doing to get better?

Timing on Recording:  @  44:10 ---

Topic #4: A Bright Idea: Peer Mentoring for Growth and Support for Leaders

  • Create a “Board” of 2-3 peer leaders.
  • Consider these folks as your accountability partners.
  • Confidential discussions.Talk about real issues and challenges and sharing of best practices.
  • This helps develop a common mindset among all of your leaders.
  • A lot of companies keep safety at the forefront of their work.  We hold meetings about safety every week and month.  There is a continuous dialogue. As leaders we ought to doing the same thing so that it all stays fresh so that we’re sharing best practices and always learning.

Timing on Recording: @ 50:15 ---

Topic #5: Biggest Struggles for Leaders in the Area of Performance Management

  • Letting problems fester by turning our heads - do not have the courage to have the conversation – must display courage.
  • Must realize that having the conversation is a gift you are giving that employee.  
  • Let wise people who’ve done it before – show you how to do it.

Timing on Recording: @  53:53 ---

Topic #6: One Thing You Should Always Do When Having Tough Conversations

  • Take great notes.
    --- Write out the conversation in advance – this will help you have the courage. 
    --- Create thoughtful notes for recognition and development.
    --- Demonstrates respect.

Timing on Recording: @  58:30 ---

Topic #7: Final Notes and Recommended Resources

 

 

Subscribe via iTunes or Leave a Review

Related Wake Up Eager Workforce Podcasts:
Being a Best Boss - An Interview with VPHR Dr. Randy Reece

August 2015 Newsletter - The Three Step R.E.V. Performance Process

Related Service:

Effective Communication eCourse -W.P.S.A. - Four Step
Communication Template for Having Tough Conversations

Train/Coach Corporate Leadership Training Programs

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


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

Sep 23, 2015

Overview of Episode #15:

Hear Talent Connections Owner and Founder, Tom Darrow, a leading Atlanta Businessman and Community Leader share this wisdom and insights from 30 years of professional experience in  helping National Corporations formulate strategies to turn employees into their most valuable competitive advantage.

  • Contact Host Suzie Price at 770-578-6976 or suzie@pricelessprofessional.com

Find out about:

  • The top two trends Tom shares on how corporations manage talent acquisition;
  • Actions leaders should be taking right now;
  • Top trends in employee retention and what actions you can implement immediately;

 

Timing on Recording: @ 4:25 ---

Topic #1:  About Tom Darrow and His Extensive Involvement in Leadership in  Business and Community

  • Overview on Tom's 30 years experience in HR and recruiting
  • Tom's company Talent Connections, in 2007 and 2008 was listed as one of the fastest growing companies.
  • Tom serves on various boards in the community and is at the leading edge of national trends in HR.

Timing on Recording: @  10:00 ---

Topic # 2: Tom Darrow's Background - Fun and Interesting Questions to Get to Know More About Him

  • Tom designed and built his own mountain hideaway in Murphy, North Carolina. For some inspiration check out his mountain house at mountainmajesty.com.
  • His most challenging moment in HR
  • His most rewarding moment as a leader
  • His journey as a leader and business owner
  • One thing – most people do not know about Tom
  • The one person who had the greatest influence on his career

Timing on Recording: @ 31:10  ---

Topic #3: What books and programs have helped you on your leadership journey?

Timing on Recording: @  40:49 ---

Topic #4: Top Trends  in Employee Selection

  • The major problem now in talent acquisition  is the volume of candidates and inundation of communications via email, phone, fax, mail
  • Ask your employees. With an employee referral program, while it's necessarily automatically ideal for the role, it does go a long way
  • How can you turn the impersonal hiring process into a positive experience of relationship building between the corporation and the prospective candidate.
  • What is your sourcing strategy?  The key is to specifically narrow down the role so that you have not just a job description, but also, key criteria of what the person is expected to achieve, an idea of their profile, their benchmarks, behaviors, competencies, and so forth.
  • Be proactive - commence the process of creating the pipeline early. Most companies know within a year, what positions will need to be filled.
  • Create an employment brand. Get out there, boots on the ground, so candidates want to work for you.
  • It's not about getting a bunch of candidates for the role. It is about how to find the right one.  To assist your client, you must go deeper than just the job description.
  • Talent acquisition must be seen to be as important as anything else the company does. The objective is to think of talent acquisition as an investment where employees are the competitive advantage.
  • THE Superior Performance Secret: Simple, Not Easy & Often Missed
    In this video I share THE main superior performance secret. It's something that most Leaders know, but without meaning to, don't focus on enough. Watch now: http://www.pricelessprofessional.com/superior-performance-secret.html

Timing on Recording:  @ 55:40  ---

Topic #5: Top Trends in Employee Retention

  • The new focus is engagement or re-engagement of employees.
  • This is a challenge as many think they are not happy and are willing to search for other roles. They may be kicking the tires...
  • Take a critical look at each of your people and sit down with each one. Do an employment survey once a year, talk to them, get their feedback - what do they like or don't like, help them understand how their role is critical to the company.
  • Walk up to people every day. Engage them.
  • Re-engage and re-energize your people.

Timing on Recording: @ 1:02:15 ---

Topic #6:  How do you know if you're doing enough?

  • You never want to be in a position where you think you've done enough
  • How can you give exceptional client service?
  • Ask and keep asking - what more can we do? Chick-Fil-A is a good role model for this.
  • People want to know that they matter. It's not complicated but it is not easy either.
  • Try to articulate the corporate culture you're moving towards.  Have you mapped out what it looks like? What skills and attitudes will they need for tomorrow's culture?

Timing on Recording: @ 1:07:25  ---

Topic #7: What advice would you give to your 30 year old self?

  • Focus on the long term. Don't get caught up in daily busyness.
  • Three themes from interviews with centenarians - 1. spend more time with family and friends 2. take more risks  3. do more in this lifetime that will stand beyond your lifetime, that is create a legacy.
  • What are you doing to build your legacy while you're building your resume?

Timing on Recording: @ 1:11:30  ---

Topic #8:  If you were to create a Tom Darrow bill board, what would it say?

  • "Jesus is The Answer"
  • We need to heal people. The world is hurting. When we heal, they go on to heal others.

Timing on Recording: @ 1:11:30 ---

Topic #9:  Reach Out

  • Speaking engagements - recruiting, HR, Career Management, Leadership, How to Build  A Legacy Not A Resume, Mis-employment, Optimize your career, Intentionally take charge of your career.
  • Talent Connections specializes in HR, recruitment, executive level searches for key talent.

Best way to reach Tom Darrow –

Subscribe via iTunes or Leave a Review

Related Podcasts:
Four Skills Best Bosses Have Mastered


What Research Reveals About How to Train
and Retain the Millennial Employee 

Related Service:

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

Employee Selection Assessment Tools and Resources

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


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

Aug 19, 2015

Overview of Episode #14:

Hear former Vice President of Human Resources executive Dr. Randy Reece, a student of leadership, share his insights and wisdom with no agenda.  (He doesn’t have a book or program to sell, he just wants to help out.)

Find out about:

  • What Square One leadership is and how Randy used this to be a best boss;
  • Why Randy asks questions to generate conflict and how questioning can improve engagement;
  • One question that Randy asks every candidate in leader interviews;
  • The difference between delegating, dumping and dropping;
  • Four top Barriers to being a great leader;
  • How to Overcome Being a Gutless Leader and How to Become More Strategic.
  • Contact Suzie here.
  • Website and full shownotes, here.

Timing on Recording: @ 2:50 ---

Topic #1:  About Chattahoochee Technical College and How I Met Dr. Randy Reece

  • Overview on Chattahoochee Technical College
  • One of Randy's past employees, Beth Zullo, tells us why he has been her best boss

Timing on Recording: @  11:41 ---

Topic # 2: Dr. Randy Reece's Background - Fun and Interesting Questions to Get to Know More About Him

  • Why his favorite guilty pleasure TV show is  The Bachelor and Bachelorette
  • His favorite possession: His father’s  car the car he used to learn how to drive
  • His most challenging moment as a leader
  • Square one leadership
  • His most rewarding moments as a leader.
  • One thing – most people do not know about Randy

 

Timing on Recording: @ 33:44  ---

Topic #3: My Journey to Leadership and Why Questioning to Create Some Conflict is a Good Thing

  • More about Randy's journey
  • Why Randy asks a lot of questions
  • How conflict creates better ideas
  • Something HR people should be doing
  • How to not put fence around people and keep people engaged
  • Why leaders struggle with micromanaging and why you should change

Timing on Recording: @  50:56 ---

Topic #4: The One Question Randy Always Asks and Some of His Belief Statements About Leadership

  • Favorite Question: Tell me what trust means to you.
  • A Strongly Held Belief:  The vast number of employees want to do a good job.
  • Another Strongly Held Belief:  A small percentage of employees want to do an outstanding job.  The really good leaders are the ones who can help people move from good to great.
  • One of the best lessons he learned from a past boss...
  • Looking at each work experience as though it an opportunity for an apprenticeship

Timing on Recording:  @ 1:01:00  ---

Topic #5: The Difference Between Delegating, Dumping and Dropping

  • The difference between providing a safety net and micromanaging
  • How to allow people to get close to falling through the safety net so that they grow and take ownership

Timing on Recording: @ 1:08:30 ---

Topic #6:  Greatest Influences on Randy’s leadership Life and Recommendations to Help Other Leaders

  • Find an advocate
  • Formal education
  • Always understand there is more to learn, always be learning
  • Authors: John Maxwell and Patrick Lencioni (Get a complimentary audio book download with 30 day trial, at Audible.  Use my affiliate link and look up Patrick Lencioni or John Maxwell: www.pricelessprofessional.com/audible )
  • Gallup Organization Research (Podcast #13 Four Skills , go to 21:15 on the recording.)

Timing on Recording: @ 1:17:14  ---

Topic #7: Barriers to Great Leadership

  • Micromanaging
  • Me-Centered leader 
  • Gutless Leader
  • Lack of Strategic Thinking and Strategic Action

Timing on Recording: @ 1:10:13  ---

Topic #8:  How to Overcome Being a Gutless Leader and How to Become More Strategic

  • Have guiding principles to make decision making easier. 
  • Make more decisions.
  • Go through the strategic thinking process by tackling an easier decision first and make sure that there is a good result to build confidence in your decisions, even if they are not popular.
  • Do your homework.  Answer these questions with trusted team members.(Especially important for Human Resource people.)
             Why are we doing this?
             What are the alternatives?
             What are the implications?

 

Timing on Recording: @ 1:28:20 ---

Topic #9:  Closing Questions

  • The person that comes to mind when Randy hears the word: Successful
  • What Randy would put on a billboard
  • What advice would you give your 30-year old self?
       -Think strategically
       -Decide what you want to get out of your career and make that your overriding mission
       -Be patient and observe - Then think, act and plan strategically
      -OPA – Observe, Plan, Act

How to reach Dr. Randy Reece: reecer52@comcast.net

Subscribe via iTunes or Leave a Review

Related Podcasts:
Four Skills Best Bosses Have Mastered


What Research Reveals About How to Train
and Retain the Millennial Employee 

Related Service:

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

Employee Selection Assessment Tools and Resources

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


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

Jul 22, 2015

 Overview of Episode #13: In this episode you’ll hear real life examples from real people about their best and worse bosses, what they did that worked or didn’t work and the impact it had on them and the business. I share Important research about what you specifically need to do as a leader to improve revenue, increase customer service, drive productivity and reduce turnover. Learn about four important leadership skills you can master to become a best boss!

Timing on Recording: @ 5:03 ---

Topic #1:  Who Were Your Best and Worse Bosses?

  • Beth Zullo describes her best boss
  • Kelly Vandever, Speaking Practically, describes her worse boss
  • It's Sunday night and you are getting ready for work.  How did you feel when you were going to work for your best boss?  What about for your worse boss?
  • Favorite quote, "I may forget what you said and did, but I will NEVER forget how you made me feel."
  • Best Boss Descriptor themes that I've heard over the years, from all types of audiences:
    that he or she was a good listener; they were fair; they're very knowledgeable;  knew their job so you respected them; could be tough, but also kind, and supportive; he was  direct and a good communicator. 
  • Worse Boss Descriptor themes that I've heard over the years, from all types of audiences:  he or she never listened; they were unfair; played favorites; she was arbitrary in her decisions so I never knew which way they were going to go; dictator; too easy/pushover;  cruel, mean jokes; inconsistent; weak, and not honest. 
  • Impact of a bad boss on morale and performance.  Kelly Vandever's experience.  "We wanted to be heard... innovation comes from people being willing to step up..."

 

Timing on Recording: @  21:25 ---

Topic # 2: Gallup's Research: EXACTLY What You Need to Do

Recap of Gallup's Study:

  • First Break All the Rules: What Great Managers Do Differently
  • Effective leaders per 25 person team:  increased profitability through higher monthly revenues (a minimum of $80,000 month) increased customer loyalty, lower turnover and a big increase in productivity.
  • Gallup determined that high performance teams and the strength of the workplace can be assessed with these twelve questions that are broken down into four main categories that represent the employees mindset.

    WHAT DO I GET?
    1.    Do I know what is expected of me from work?
    2.    Do I have the materials and equipment I need to do my work right?
    WHAT DO I GIVE?
    3.    At work, do I have the opportunity to do what I do best every day?
    4.    In the last seven days, have I received recognition or praise for doing good work?
    5.    Does my supervisor, or someone at work, seem to care about me as a person?
    6.    Is there someone at work who encourages my development?
    DO I BELONG HERE?
    7.    At work, do my opinions seem to count?
    8.    Does the mission/purpose of my company make me feel important?
    9.    Are my co-workers committed to doing quality work?
    10.    Do I have a best friend at work?
    HOW CAN WE ALL GROW?
    11.    In the last six months, has someone at work talked to me about my progress?
    12.    This last year, have I had opportunities at work to learn and grow?

Timing on Recording: @  28:14 ---

Topic #3: Four Skills Best Bosses Have Mastered

These four skills:

  • Easy to understand and discuss.
  • Just make sense.
  • Practical and point things you can begin doing more of, right away. 
  • Foundational skills that can be used in every conversation and interaction.
  • Universal, base line skills for ALL levels of leadership   

The acronym to remember the four skills: C.A.L.L.
C- Cultivate a positive sense of self in others.
A -Address problems quickly by focusing on behaviors and facts.
L. Lead by inviting input and participation.
L. Listen aggressively.

These skills will help you: 

  • Help people rise to their potential and a higher level of performance
  • Act quickly and be direct and specific when there are problems
  • Get to get into the habit of getting people involved  n decisions so that they are more committed to the decisions that are made and help you make better decisions
  • Become one of those very rare leaders who listens to, really listens, to people.  (When you master Listening Aggressively skill people will talk about you with wonder and awe, they will follow you and stay with you!)

Timing on Recording: @ 30:15 ---

Topic #4: Cultivate a Positive Sense of Self in Others

  • Cultivate a Positive Sense of Self in Others - This is the ability to sustain or build self confidence in others. 
  • Kelly shares about her best boss, and how she did this skill really well.
  • Definition of Sense of Self:  This is a measure of a person’s awareness of who they are;  it is a person’s ability to discern their own self-worth.
  • People ARE responsible for their own sense of self, (background, choices, and more) but you can, as someone’s leader, positively influence how well they see or believe in their ability to potentially do something, by your expression, of their value.
  • What Beth Zullo’s best boss did – when she started new on the job.
  • I'm always thinking, in every conversation, with every personfrom my neighbors to my clients:
    -
    Can I cultivate a positive sense of self in this conversation?
    - Can I make things better by my contribution?
    - Can I see something good in this person and express it either by my actions or by just listening well or by reminding them of something that they've done well?
    - Is what I am about to share – going to
    help this person, hurt this person or am I just saying something to make me look good.  (From another favorite book: Unleashed! Expecting Greatness and Other Secrets of Coaching for Exceptional Performance )
  • As a leader – if you can think about yourself as a person who is an advocate for each person’s potential and NOT primarily a judge or critic around what is not working, according to Gallup’s research, you will create a stronger team.
  • 3:1 ratio - three to one, three positives, for every one course correction
  • We’re talking about seeing someone’s potential – and projecting that good to that person through your actions and words. 
  • GREAT leaders – positively influence others.You have to decide that that means something, and that you want to be that kind of leader.  Ask yourself: have I left this person, after my interaction with them, in a stronger frame of mind? Have I strengthened them in some way by expressing my belief in them?
  • Phil Davis shares about finding your "True North"  and reminds us that leadership is a sacred duty.

 

Timing on Recording:  @ 49:43 ---

Topic #5: Address Problems Quickly.  Focus on Behaviors and Facts

  • This is the ability to quickly, specifically and factually discuss problems and employee performance.
  • Behaviors: Facts Specific Objective Rational  Creates More Openness to Discussion... and you'll make more progress What you see someone do, things you see and hear
  • Attitude: Opinion General Subjective Emotional   Will Create Defensiveness... will create more arguments. What you think someone is feeling or thinking
  • My own Best Boss story with Tony
  • My materials and training via online classes http://pricelessprofessional.com/leadershiponline

Timing on Recording: @ 55:54  ---

Topic #6:  Lead By Inviting Participation and Input 

  • This is the ability to improve connection, personal rapport and commitment by inviting participation and exchange of information and opinions.
  • Gallup survey number 7 out of the 12, in the section where employees are thinking – Do I belong here?  And the first statement is: Do my opinions count?
  • Beth Zullo, how her best boss did this…
  • Power formula: ED = RD X CD.  (Effective decisions equal the (right decisions) multiplied by (commitment to the decisions)   
  • Your employees want and need to be heard…
  • A very wise leader that I respect greatly and who is one of my best leaders always said, "I may not obey but I can definitely listen."
  • www.pricelessprofessional.com/audible  -   Free Audio Download, with a 30 day trial using my link: Crucial Conversations: Tools for Talking When the Stakes are High 
  • It's a mature thing to do as a leader, not to shut people down, or not to do the other thing, which is just to have everybody vote. If you do either one of those things too often, it will shut people down and you won't get the level of commitment that you want. 
  • Actions You Can Take:
    - Sharing information with team members.
    - Giving team members recognition for their contributions.
    - Delegating a task to a team member.
    - Involving team members in decision making.
    - Asking team members for their ideas about a problem.
    - Asking team members for their help

Timing on Recording: @ 1:10:13  ---

Topic #7: Listen Aggressively

  • Listening aggressively is to hear with determination and energetic pursuit, demonstrating a desire to understand.
  • Here’s Beth’s best bosses ability to listen well…
  • Being present with someone is a gift.  There's a great quote that I love here. It says, "The greatest compliment that was ever paid to me was when one asked me what I thought, and attended to my answer”  Thoreau
  • A book recommendation: Seven Habits of Highly Effective People.  One of the seven habits:  Seek First to Understand, Then to Be Understood. So powerful. You want to understand where people are coming from, even if you disagree with what they are saying. Free audio download with a 30 day trial using my link: pricelessprofessional.com/audible  
  • Listening aggressively means that you are focused on hearing in a determined and energetic way.  When you are doing it well, you demonstrate your desire to understand by asking questions and listening with NO agenda other than to understand.
  • Beth shared about her boss and how he made people feel, “It made a person feel good – wow, he heard me.”
  • There are so many people who are not good at listening aggressively. It's, basically, listening to others without interrupting. It's listening and expressing support. It's asking questions to get more information. It's having an open mind, even when you disagree with what they're saying. Even if the other person is being defensive, you stay focused on listening so that you truly understand. 
  • It's a key skill as a parent, coach, friend, family member AND in arbitration and closing any kind of conflict.
  • The tool I use to help myself listen aggressively, and that I teach in workshops is: RPSA.  This stands for powerful steps in listening:  reflect, probe, support, advise.  My Article: The Forgotten Charismatic Leadership Skill: It Might Surprise You... 
  • We all have some negative listening habits.  My Article: Improving Listening Skills  - Do You Have Any of These Negative Listening Habits

 

Timing on Recording: @ 1:10:13  ---

Topic #8: Thank You and Free Offer

THANK YOU:

  • Beth Zullo. I wish you well as you move from her role at GGC and goes back into teaching, where she’ll be helping middle schoolers.
  • If you need help with a presentation, and or giving your people to permission to speak contact: Kelly Vandever – Speaking Practically. Her website: www.speakingpractically.com
  • If you need help to Outsource HR functions, or need consulting on compensation, strategy or business alignment, contact: Phil Davis – Flex HR.  His website: www.flexhr.com

FREE OFFER, Get This eCourse:  Managing My Team - Building My Leadership Skills Six Week, Self-Paced eCourse

 

 

Subscribe via iTunes or Leave a Review

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


M.O.R.E. Motivation In the Workplace
The Workplace Motivators Assessment

Related Service:

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

Employee Selection Assessment Tools and Resources

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


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

 

Jul 8, 2015

Show Notes...

Overview of Episode #12:

This episode will help you in your interviewing and hiring efforts so that you can be sure to put the right people in the right seats. Build more business success and outsmart your competition by doing the things, in the interview, that help you notice and attract the best employees. 

  • Five Benefits Interview Team is Better Than Going Alone
  • Take the Free Top Thirteen Hiring Manager/Interview Mistakes Quiz
  • Selection Criteria for Picking Interviewers
  • Getting Your Interview Team Ready in Five Steps
  • See the full shownotes here.
  • Contact Suzie at suzie@pricelessprofessional.com or call me at 770-578-6976

Topic #1:  Get a Free Audio Download for Podcast Listeners

Timing on Recording: @ 4:00 ---

  • Audible offering to Wake Up Eager Workforce Podcast Listeners:  Get an free audio download and a thirty-day trial, here.
  • Over 150,000 titles are available.  Two books that I recommend, that will help you in the employee selection arena are:  Good to Great by Jim Collins and Topgrading by Dr. Bradford Smart.  Go to: www.pricelessprofessional.com/audible to get either one for free.

Timing on Recording: @  7:30 ---

Topic # 2: The Problems with Having an Unprepared Interview Team

Having a unprepared interview team is like going to the grocery store in a rush...  The new guy, who sounded great in the interview and the the entire interview team liked him, but turns out he's missing a important 'ingredients'  and you end up making the best of what you had, but it's not what you intended, and it's not ideal.

Bad hiring is costly.Listen to an earlier podcast about the costs and the top three mistakes interviewers make: www.pricelessprofessional.com/interviewmistakes

Timing on Recording: @  14:15 ---

Topic #3: The Benefits of having an Interview Team and not going it alone…

The benefits of involving others in the interview process are many, and include

  • More “eyes” and insights from others about the candidates,
  • Ability to dive deeper into import- ant topic areas by dividing up focus areas during the interview
  • Use it as a development opportunity to up and coming leaders in the organization
  • Creates increased buy-in and support for the new hire
  • Improves new hire retention

Take the Free Hiring Manager Mistakes Quiz around the top thirteen mistakes interviewers make to see if you make any of them:  www.pricelessprofessional.com/hiringmistakesquiz

Timing on Recording: @ 17:45 ---

Topic #4: One to one Interview Benefits and Interview Team Member Selection Criteria

I recommend one-to-one interviews, over and above Panel Interviews. Here are some benefits of one-to-one interviews:

  • Create more comfort for the candidate to ask questions and tell more about who they really are
  • Help interviewers have more in-depth discussions
  • Reveals more clearly, how well the candidate does or does not fit into the team and company culture

Two Important Interviewer Selection Criteria:

Topic #5: Hiring Process and Five Step READY Interview Team Strategy Meeting

Timing on Recording:  : @ 21:30 ---

  • Here is an image of the Eight Step Superior Performance Hiring Process that I recommend.  If the image is not showing in the show notes - here is a link to it online.

 

Topic #6: The "Why" of the Why Statement

Timing on Recording: @ 29:30  ---

  • What is the Why Statement: Sharing with candidates, near the end of the interview, your answers to: “Why I work for the Company.” “Why this position is valuable to the company and the team.”

    While you are focused on vetting the candidate and you’re looking for job fit by asking competency, behavioral-based interview questions, putting on your pleasant but response-neutral face and listening aggressively, you also need to remember that the interview is a mutual selection process.

    The best candidates usually have several options that they are considering. They are focused on selecting the best employer that meets their needs. Everything the company does during the interview process reflects on the company brand and the candidate’s perceptions as to whether your company is good place to work.
  • How to use this in the Interview Team Strategy Meeting:

    Ask each interviewer to share, in the meeting in round-robin fashion with you and their peers, their answers to those two questions. 

    Having each interviewer share their “why” statements in the READY meeting helps each interviewer practice what he or she will share. It will also help others who are not sure what to say to candidates share more clearly and be more effective.

    Closing the meeting with a round-robin exercise like this ends the meeting on a high note. It also helps everyone remember that while they are vetting.
  • Help In Creating a Solid Why Statement:

    It’s important to have a strong and succinct “why” statement and to share it with your candidate as the last step in the TALENT interview agenda. Sharing a powerful and meaningful “why” statement will be one of the last impressions you leave with the candidate.

    Step 1.  Brainstorm (an uncensored list) all the ideas and thoughts you have around why working at your company and in this role is so great.

    Step 2. Pick three to five key points from your brainstorm list that best explain why working at your company and in this position is desirable.

    Use these prompts to get your brainstorming started:
    •    Share the organization’s mission, vision, and values
    •    Describe the culture as dynamic, stimulating, and growing
    •    Mention low turnover, strong loyalty, and employee commitment
    •    Share about the awards the company has received
    •    Detail the exciting and interesting aspects of the job
    •    Outline the business results the company has accomplished
    •    Talk about the forecast for the future
    •    Remind the candidate of the great location, benefits, leadership, or team.

 

Subscribe via iTunes or Leave a Review

Related Podcasts:
The Three Biggest Interview Mistakes and How to Avoid Them

Related Service:
How to Conduct an Interview Self-Paced Class

Dodge the Duds Workshop

Employee Selection Assessment Tools and Resources

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


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

Jun 8, 2015

Show Notes:

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

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

 

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

In Wake Up Eager Workforce Podcast Episode #11 KSU's Erin Wolf reveals internal and external barriers that hold women back.

 

 

Timing on Recording: @ 3:05 ---

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

 

Timing on Recording: @ 4:45 ---

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

 

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

Timing on Recording: @ 6:25 ---

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

 

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

Timing on Recording: @ 16:00 ---

 

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

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

Timing on Recording: 22:58 @  ---

  1. #1) Imposter Syndrome - Almost everyone experiences this.
  • #2) Negotiation - If women do negotiate, we tend to ask for less. 20% of women do not negotiate at all. Men negotiate four to eight times more frequently. Could make a difference of over $1 million in salary over your career.

    -Talk to other women. Read books. Go to seminars.
    -Get a "Personal Board of Directors" - People you can go to get advice and honest feedback.  (men and women)
    -Talk about, get them out in the open, talk to your boss about it.
    -Organizations can set up formal mentoring programs. 
    -Individuals - find a mentor yourself.  Leaders - actively mentor another.
  • Important to Remember:  These barriers do NOT indicate a defect or an inherent trait of women. Often times it's just the way you were brought up. "It is not that women were born differently, they were just raised differently."  You can unlearn these barriers.

 

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

Timing on Recording: @ 36:35---

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

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

Timing on Recording: @ 42:18 ---

  • The Correlation Between Sponsorship and Similarity. This hurts women the most, because it's not overt, it's unconscious.

    - Unconscious bias training
    - If you find you are being treated differently, vocalize it
    - Find out what the 'source of pride' areas are for your boss, show that you can meet your boss around his/her interest; find something to connect on, outside of work.

 

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

Timing on Recording: @ 48:20 ---

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

 

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

Timing on Recording: @ 52:05 ---

 

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

Timing on Recording: @ 58:00 ---

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

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

  • Final Bit of Advice to Women:  Forget those childhood lessons. Forget that you are supposed to be one in the background supporting the person out doing things. Do what you want to do, put yourself out there and go for it.
  • Final Bit of Advice to Men: Your job is to help your female direct reports is to help them get there and get noticed.  See the internal barriers and help them to navigate the barriers. Push them to go for the push assignments.
  • ewolf3@kennesaw.edu
  • Executive Leadership for Women Program at KSU

 

 

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

Related Service:
Workshops I Facilitate

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

 

Jun 2, 2015

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

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

 

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

Timing on Recording: @ 2:00 ---

Timing on Recording: @ 3:45 ---

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

 

Timing on Recording: @ 7:00 ---

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

 

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

Timing on Recording: @ 14:40 ---

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

Timing on Recording: @  18:40 ---

  • Super unique and unusual ways people use Poll Everywhere.

Timing on Recording: @  26:34 ---

  • Clickable images feature – how this can be used. 

Timing on Recording: @  30:07 ---

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

 

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

Timing on Recording: @ 43:19 ---

 

  • How she's seen Poll Everywhere be used at community meetings
  • How they used it to "create surprise and delight" at a very important meeting
  • Contact Linda at: lduncan@blueskyinsights.com

 

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

Related Service:
Workshops I Facilitate

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May 13, 2015

Show Notes:

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

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

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

Timing on Recording: @ 2:25 ---

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

Timing on Recording: @ 7:59 ---

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

Timing on Recording: @ 9:30 ---

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

Timing on Recording: @  11:05 ---

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

Timing on Recording: @  13:40 ---

360 Feedback...

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

Timing on Recording: @  16:25 ---

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

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

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

Timing on Recording: @ 19:35 ---

Timing on Recording: @ 28:02 ---

Timing on Recording: @ 37:17 ---

 

Timing on Recording: @  44:09 ---

 

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

Related Service:
360 Feedback Tools and Resources

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May 2, 2015

 

Overview of Episode #8. The following topics are covered:

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

 

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

Timing on Recording: @ 1:48 ---

Timing on Recording: @ 4:35 ---

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

Timing on Recording: @ 7:40 ---

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

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

Timing on Recording: @  13:00 ---

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

Timing on Recording: @  24:00 ---

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

 

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

 

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

Timing on Recording: @ 34:00 ---

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

Timing on Recording: @ 40:13 ---

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

Timing on Recording: @ 52:21 ---

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

 

 

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

Related Service:
360 Feedback Tools and Resources

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Apr 19, 2015

Show Notes: 

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

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

 

Topic #1: The Frustrations and the Cost

Timing on Recording: @ 2:40 ---

 

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

Timing on Recording: @ 8:35 ---

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

Topic # 2: Six Tools to Make Bad Meetings Better

Timing on Recording: @  11:00 ---

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

Timing on Recording: @  15:32 ---

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

 

“A meeting consists of a group of people who have little to say
- until after the meeting.” 

PK Shaw

 

Timing on Recording: @  24:25 ---

  • Tool #3 - Ground Rules / Guidelines
               Best way to address people who get off track, dominate or complain
               Can help get people to share more and get everyone involved
               Can INSTANTLY transform your meetings 
               POST THEM and REVIEW THEM at the start of every meeting. 

    The goal is for the group to become self-regulating – so that they begin correcting themselves, based upon the ground rules If you meet regularly in the same room, post the Guidelines permanently.  Add ‘rules’ to your list as needed to help the group overcome specific dysfunctional behaviors and to improve buy-in. You can also have the group create their own meeting ground rules

Here are some of My Favorite Example Ground Rules.  I usually only use 5 to 8.  I pick the Guidelines that will most help the team meetings work, for the team I am with.  Bold items are guidelines I use the most often:
-
Start and end on time
-
Be soft on people, hard on ideas
- Share all relevant information
-
Everyone speaks
-
No beeps, buzzies, ringy-dingies
-
Have one conversation at a  time
- Meeting work only
- Give benefits first, “What I like about that… Here’s something that would make it even better…”
- Discuss the 'un-discussable' issues
-
Take a stand
- Explain reasoning and intent
- “Ta-Da!”

- Energizer
– They Pick - Must Be Short, Involve Standing Up and Using Your Voice (examples: YMCA, Chicken dance, Badgers fight song, hokey-pokey.) Anyone can call and time.
-
Use the Parking Lot

Timing on Recording: @  33:27 ---

  • Tool # 4 The Parking Lot
    A piece of blank flip chart paper, with the headline "Parking Lot." It is posted in the room to capture topics that are brought up that are not directly relevant to the agenda.  Use it to capture action items for follow up.

    Use the Parking Lot to “park” information for later in the meeting or after the meeting.  This helps keep the group focused on the Agenda and ensures that you don't "lose" important follow up ideas and issues.

    Have large post it notes and markers around the room or on the table - ask person to place a 'headline' (summary) of the topic on the Parking Lot.  At the end of the meeting, review what's in the Parking Lot and determine how and when the item will be handled.

Timing on Recording: @  35:10 ---

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

Timing on Recording: @  37:00 ---

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

 

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

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

                             Related Service:Team/Organizational Opinion Surveys

 

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

Apr 6, 2015

Go To Wake Up Eager Workforce Directory of Podcasts

Show Notes:

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

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

Topic #1: Intro, the Problem and the Numbers

Timing on Recording: @ 3:30---

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

Timing on Recording: @ 7:30---

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

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

Timing on Recording: @ 11:15 ---

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

 

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

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

Timing on Recording: @ 19:05 ---

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

Timing on Recording: @ 26:20 ---

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

Timing on Recording: @ 34:00 ---

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

Timing on Recording: @ 44:55 ---

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

Topic # 4: Wrap Up and Nine Additional Ideas Reminders

Timing on Recording: @ 48:35 ---

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

RECAP of RESOURCE LINKS MENTIONED IN THIS PODCAST:

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

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

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

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

- Tune in Time  www.pricelessprofessional.com/tnt

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

 

Contact Suzie Price

Go Back To Podcast Directory

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

Mar 22, 2015

Show Notes:

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

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

Contact Suzie Price

Full Shownotes Online - Here.

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

Timing on Recording: @ 10:09 ---

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

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

Timing on Recording: @ 15:15 ---

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

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

Timing on Recording: @ 20:40 ---

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

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

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

Timing on Recording: @ 29:20 ---

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

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

Timing on Recording: @ 41:40 ---

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

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

Contact Suzie Price

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

Mar 17, 2015

Overview of Episode #4. The following topics are covered:

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

 

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

Timing on Recording: @ 7:45 ---

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

Topic # 2: Top Values and Driving Forces

Timing on Recording: @ 16:30 ---

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

Topic # 3What They Want...

Timing on Recording: @ 19:10---

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

Topic # 4:  How to Manage the Millennial Employee

Timing on Recording: @ 31:15 ---

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

How To Connect With Bette Price:

Related Podcast:  MORE Motivation

Contact Suzie Price

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

Mar 1, 2015

Overview of Episode #3. The following topics are covered:

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

Full Shows Notes Here.

Topic #1 - The High Cost of Turnover:

Timing on Recording: @ 2:45 ---

  • Faulty hiring is the silent killer of corp profitability.
  • High cost of turnover is equal to 1.5 to 8 times a person's salary.
  • An example:  25 person team,  2 people are let go or leave; that's <10% turnover.
    If the average salary of those two people was $50,000 - the cost of turnover for that team would be: $150,000
  • Topgrading, a book by Dr. Bradley Smart shares that those costs come from:  the loss of productivity: before a person is terminated, while the position is vacant, of the manager and team who are filling in and the time it takes for the new person to ramp up.  In addition you have potential loss of customer issues and recruitment costs.
  • Refer to this one page - two-sided handout - for the turnover formula, sample interview questions and more.

Topic # 2: Interview Mistake One -  Assumption and Bias

Timing on Recording: @ 7:20 ---

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

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

Timing on Recording: @ 15:13---

  • Study of 100,000 people who were fired or let go within 18 months. Managers shared that 90% of them were: unable to manage their emotions; they couldn't accept feedback;
    they were not motivated; or they did not not fit the job or company culture.  Notice that lack of experience or the wrong background was NOT one of the reasons for firing 90% of the time!
  • SOLUTION to overcome Focusing Too Much on Background and Experience in interviewing: Remember that Intangible Skills Matter.  Intangible skills are things like: teamwork, diplomacy and tact, personal accountability,  decision-making, customer focus and more.

    "We have the energy to do what we want to do, and we don’t have the energy to do what we don’t want to do. And we want to do our top strengths/motivators –  which are the intangibles I want you looking for.
  • Get away from these ideas:  “Anyone can be trained to do any job.” and “With enough training & try hard enough any one can excel.”  People bring who they are to the job – and who  they are is not only their background and experience, but their natural style, personal skills, individual strengths and their top motivators.
  • TOOL: Superior Performance Hiring Worksheet helps interviewers focus on more than exp and background. Sample Completed Worksheet for a Previous Candidate.  Once the superior performance worksheet (something I walk you through in my book or online class) is created you will pick and create Competency-Based Behavioral Interview questions.
  • Competency behavioral-based interview questions - are questions that have the candidate describe past behaviors and actions in specific situations. Past behavior is one of the best predictors of future performance.   “Lip Service Lies, Past Behaviors Don’t.”

Timing on Recording: @ 23:52 ---

  • TOOL: TWO SUPERIOR PERFORMANCE INTANGIBLE SKILLS WITH SUGGESTED INTERVIEW QUESTIONS ON HANDOUT.
    1) Personal Accountability - Someone With Strong Personal Accountability Will:
    •be responsible for the consequences of actions and decisions
    •embrace all decisions; will not shift focus or blame elsewhere
    Bottom Line:  An employee who has strong personal accountability skills NEVER blames others for problems. 

    2) Time/Self-Management - Someone With Strong Time Management Skills Will:
    •Prioritize and complete tasks  and deliver desired outcomes within allotted timeframes.
    •Independently pursue business objectives in an organized and efficient manner, even without direct supervision.
    •Minimize disruptions and time wasters.
  • TOOL: Write all position postings so that you include intangible skills as well as background and experience.

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

Timing on Recording: @ 33:06 ---

  • You want and need to know: "Will you do the job?  Will you love the job? Can we tolerate working with you?"
  • SOLUTION to Interview Mistake Three-  Talk Less Listen More.

    Candidate should talk 75% of the time, and the interviewer 25%.   This is a BIG shift for most - almost everyone talks too much when interviewing.  And if the candidate "looks good"  we tend to do talk even more!
  • TOOLS TO HELP:Print this sign (TALK LESS, LISTEN MORE)  and put it in your interview folder to remind yourself to talk less. Be prepared with your dashboard, hiring worksheet and interview questions in advance.
  • Learn to leverage the power of silence.

Timing on Recording: @ 3640 ---

  • Make a Response Neutral Face

Topic # 5:  Solutions Recap and Resources

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

Feb 15, 2015

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

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

 

Topic #1 - The Power of Focusing on Strengths:

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

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

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

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

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

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

This podcast is for leaders, trainers and consultants who are focused on Talent Management in the areas of employee selection and professional development. 

Each podcast will vary, but they will include: expert interviews and the sharing of my view and experience.  I also plan to report from relevant conferences and meetings.  There are five broad topic areas that I will be covering:

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

Complimentary Consultation:

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

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

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