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 tohelp 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
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