Whitney Johnson: Using Personal Disruption to Build an A-Team, Episode #27

The phrase “personal disruption” doesn’t sound very pleasant, but Whitney Johnson insists that it’s the only way we grow as individuals. We have to be placed outside the normal context of our existence in order to take on new challenges and grow as a person. She also says that disruption is a great tool to help managers and leaders assess potential team members and enable their personal growth and long-term loyalty to the company. I was so pleased with the conversation I had with Whitney on this episode. We dove into the reasons why personal disruption is so powerful, how managers can discover and encourage a “personal learning curve” for each team member, and the wonderful results of doing so – both for the company and for the employee.

Find a problem to solve in your organization instead of chasing the next promotion

The typical way to chart a career path is to apply for promotion after promotion, climbing the ladder in a not-so-pleasant competition with other team members. Whitney Johnson says that instead of chasing the next promotion, team members should get busy solving problems in their organizations. The kind of innovation, initiative, and creative skills that come to the surface in the attempt are exactly what managers are looking for, and will cause the person to stand out like a diamond against a dark backdrop. You can learn more about how personal disruption can be used as a catalyst for personal growth and career advancement by listening to this episode.

Managers: Use personal disruption to give your people Goldilocks assignments

You remember the story of “Goldilocks and the Three Bears,” right? The unforgettable line Goldilocks said over and over is, “It’s just right!” Whitney recommends that leaders find what she calls, “Goldilocks assignments” for team members – tasks or challenges that are not too hard and not too easy, but just right to challenge that particular team member toward growth and innovation. The company and the team member both win when a scenario like that plays out successfully. Discover how your team can grow through the utilization of disruptive practices like this, by listening to my conversation with Whitney Johnson.

The idea of a static job description is archaic. Team members need a learning curve plan

We’ve all been handed a job description upon applying for a new position – and it’s good to have an idea of the tasks and responsibilities expected in a particular role. But the idea that jobs remain static is one that needs to die. Instead of holding team members to static job descriptions, today’s leaders need to benchmark the abilities of team members, then in light of the team’s “why” and the team member’s reasons for choosing to work there, set expectations based on that particular team member’s projected learning curve and provide incentives of new opportunities when the current challenges are overcome. It’s an amazing way of challenging team members and moving the company forward that you’ll hear about on this episode.

Hire for potential not for proficiency

Too often leaders are looking to fill positions with the person who has everything in hand, completely buttoned-down and ready to go. But when we do that we are missing diamonds in the rough, people who are able to take on the challenges set before us with help, time, and opportunity. Whitney Johnson says that managers and leaders need to hire for potential, looking for the character traits, attitudes, and basic skills that might allow a person to grow into a role rather than looking only for those who appear able to master it from the outset. Doing so enables teams to grow together, building relationships with each other as they build individual competence. It’s an approach that uses personal disruption to provide job satisfaction for team members and long-term stability for the organization. You won’t want to miss Whitney’s insights into the power of personal disruption, so set aside the time to listen to this episode.

Outline of This Episode

  • [1:30] Leaders are willing to walk their talk and engender trust. They enable others to be their best self
  • [2:44] The essence of Whitney’s new book, “Build An A-Team”
  • [4:17] Would you take the job? A scenario from Whitney about the importance of disruption
  • [6:50] The 7 step learning curve: What do employees need to learn to grow?
  • [11:17] Designing jobs to maximize engagement and learning
  • [17:12] Is it possible that we do a better job with team members who are virtual?
  • [18:12] Whitney’s tips for building an A-team

Resources & People Mentioned

Connect with Erica

Erica@cotentialgroup.com

Linkedin.com/in/ericadhawan

Twitter.com/edhawan

Facebook.com/ericadhawan

Tweets

Roger Martin: How Leaders Facilitate Great Choices, Episode #26

One of the roles great leaders play is the facilitation of great choices across their organizations. That means it’s not just about the leader themselves being skilled at making choices, but also about their ability to transfer that skill to the members of their team. Roger Martin is a pioneer in the realm of integrative thinking, an approach to problem-solving that uses opposing ideas as the basis for innovation. In this conversation, Roger and I speak about his new book, “Creating Great Choices” and how leaders and managers can build amazing teams of people who make the very best choices every time.

We Can Now Code Our Knowledge To Apply It More Efficiently. But Should We?

With so much talk about A.I (artificial intelligence) and the reality of it growing almost daily, it’s easy to think that the day will come when human contributions will be marginalized in favor of more precise, computer learning alternatives. But Roger Martin makes the point that just because some choices can be turned into algorithms, doesn’t mean they should be. There is and will always be a need for a human touch in a number of contexts where the savvy and intuition needed to make great choices simply can’t be applied via computer code. Join me to learn how Roger sees A.I. benefiting mankind and to hear where he has concerns, on this episode.

Modern digital narcissism is of great concern to Roger Martin

In making the point that not all problems should be solved via code or algorithm, Roger points to instances where the implementation of technology that allows for self-driving cars has cost the lives of people. His concern is that in our zeal to make solutions of that kind we will continue to put individuals at risk instead of recognizing that the solutions as they are currently being applied are unacceptable. He calls it modern digital narcissism and cautions against it. Listen to my conversation with Roger to hear what he recommends as a better way forward, on this episode of Masters of Leadership.

There Are No Natural-Born Managers. Greatness Comes Over Time

When it comes to those who are managing people in the workplace, Roger suggests that in order to grow, today’s leaders have to avoid the two pitfalls common to most leaders: #1 – Don’t be so perfectionistic as to think that you can’t try something you don’t know how to do yet. If you fail, that’s not on you, that’s on life. #2 – Use the opportunity to grow by asking key questions: What did you think was going to happen? What really happened? What caused it to happen? Was there bias or preconceived assumptions involved in producing the outcome? Learning to try new things and grow from those attempts is the best way to develop greatness in decision making.

Anybody Can Have Something Unbelievably Expert About Them

It’s important to realize that the contributions needed in order to overcome unacceptable or seemingly insurmountable obstacles hardly ever come through the ingenuity of one person. Collaboration is how great things are accomplished. Roger cautions: Never dismiss someone because of A, B, and C, because D may be spectacular. If you write them off before discovering the areas where they have unbelievable knowledge or expertise, you are robbing the entire collaborative effort of its power. Roger’s insights are valuable for leaders at any level, so be sure you take the time to listen.

Anybody can have something unbelievably expert about them. Don’t overlook them. @RogerLMartin explains how #collaboration and #leadership utilize the gifts of a team, on episode 26 of #MastersOfLeadership with @EDhawan. ##getbigthingsdone

Outline of This Episode

  • [1:29] Leadership defined from Roger’s perspective
  • [3:15] The most important elements of Roger’s newest book, “Creating Great Choices”
  • [7:12] Why models shape what we see in the world
  • [11:58] How the digital/virtual workplace impacts the questions leaders need to ask
  • [19:11] Actions today’s leaders should be taking

Resources & People Mentioned

Connect with Erica

Erica@cotentialgroup.com

Linkedin.com/in/ericadhawan

Twitter.com/edhawan

Facebook.com/ericadhawan

Tweets

Stew Friedman: Living An Integrated Life Through Total Leadership, Episode #25

An integrated life sounds like an impossible dream in our fast-paced digital age. But there are outstanding leaders in the field of management and personal development who are helping us navigate the confusing path we face. One of those pioneers and guides is Stewart Friedman. Stew was one of my professors when I attended the Wharton School and he continues to astound me with the relevant and impacting work he’s doing to help us understand what goes into being a true master of leadership. In this episode, we discuss the concepts in his most recent books and get a taste of the tremendous difference the principles of Total Leadership he’s discovered are making in the lives of real leaders in real business environments – and in the lives of those who they lead.

What can you do that creates value for our business, your family, your community, and yourself?

One of the primary questions Stew has learned to ask all of his students – and that he teaches leaders of companies to ask their team members is this: “What can you do that creates value for the business, your family, your community, and yourself?” It may sound like a strange question for business leaders to be asking but Stew has discovered that every person is able to come up with an answer that fulfills all 4 aspects of the question – and when they clearly define their answer and begin applying it, everyone involved benefits in amazing ways. Listen to this episode of Masters of Leadership to hear some of the stories Stew tells, and learn how you can do your own self-assessments related to these areas.

3 principles of an integrated life: be real, be whole, be innovative

Whether you consider yourself a leader or not, it’s important that you learn what it means to live in an integrated way. Stew Friedman has pioneered work that redefines what it means to be a leader in the modern era and is helping leaders and team members all over the world learn to be real, whole, and innovative – all at the same time. In this conversation, Stew and I discuss how those three elements make up an integrated life, the kinds of results that come from doing so, and why he believes that leaders across the globe need to learn how to live out these three qualities more successfully.

MYTH: You have to sacrifice important things to be successful

It’s become a common belief among career-minded individuals that in order to be truly successful there are important things that have to be sacrificed, at least for short periods of time. But Stew Friedman is progressively demonstrating that those kinds of beliefs are more myth than reality. Those who are careful to focus on three primary areas – authenticity, wholeness (body, mind, soul) and innovation actually do better at accomplishing their professional goals than others and are happier in the process. Find out what Stew has seen by listening to this episode, or grab a copy of his latest book, “Total Leadership.”

If a leader lives an integrated life, she builds incredible trust with her team

One of the most powerful aspects of living an integrated life is that it’s done in a transparent way, for everyone to see. That means that leaders of this kind not only talk about living and working in a certain manner, they demonstrate it to those they lead. This builds incredible trust for the leader and enables the team to maintain a level of synergy and collaboration that isn’t typical for business teams – and it all beings with the leader. Stew Friedman has pioneered the work in this area so be sure you listen to my conversation with him and find out how you can do your own self-assessment, both for your personal life and for your leadership, on this episode.

Outline of This Episode

  • [0:48] Who is Stewart Friedman?
  • [2:50] Leadership: Mobilizing people toward a better place
  • [3:45] The importance of creating harmony between the different parts of your life
  • [5:28] The primary lessons from Stew’s most recent books: life integration & success
  • [12:51] What are the new questions leaders must ask in the new digital world?
  • [17:27] How to enable a culture of total leadership in a team?
  • [23:08] One action you can take to build a more integrated life

Resources & People Mentioned

Connect with Erica

Erica@cotentialgroup.com

Linkedin.com/in/ericadhawan

Twitter.com/edhawan

Facebook.com/ericadhawan

Tweets

Dr. Karen Sobel Lojeski: What is Virtual Distance and How to Reduce it in the Workplace, Episode # 24

Are you familiar with the term “virtual distance?” On this episode of Masters of Leadership I interview special guest Dr. Karen Sovel Lejesky. Together we explore this common challenge of the modern workplace that you’re likely very aware of, but don’t know by that name. With a quarter century of leadership experience at companies such as Chase Manhattan and many more, she now leads her own company, Virtual Distance International. She has written two books on the subject, “Leading the Virtual Workforce” and “Uniting the Virtual Workforce”. In this episode she shares how she discovered virtual distance, its effects on the modern workforce, and her recommendations for how to become a master at reducing virtual distance.

What is Virtual Distance and how it is Affecting Your Team

Karen was working in corporate America as technology made its way into the work place in the early 2000’s. She recognized that this shift came with unintended consequences that were causing social disfunction between those working together on teams. She left corporate America to Study this phenomenon and discovered the measurable effects of Virtual Distance. You’re going to hear her experience and expertise shine through as she shares what Virtual Distance is, the impact it has, and how we can combat it, on this episode.

Virtual Distance: What is lost when human beings communicate through machines

Virtual Distance effects can show up in any workplace whether a team is physically in the same space or working together from remote locations around the globe. The resulting disunity effects financial performance, innovation, problem solving, and team productivity. In one example, Karen shares how her company Virtual Distance International helped to increase the overall stock value of a merger company by decreasing virtual distance in one specific department. The process was simple and has immediate value for how to improve the productivity of your team.

How Virtual Distance Applies to Your Cross Cultural and International Teams

Research is being done to look at how virtual distance uniquely effects genders, generations and cultures. However right now much of that research contradicts itself. In our conversation, Karen shares how she is hesitant to look too much into cultural groups because it increases our reliance on stereotypes. Instead she recommends putting everyone into the same category: human beings. She says…

“We are all human beings who spend most of our days at work we need to understand each other as human beings first.”

Practical Tips for Reducing Virtual Distance and Increasing Your Teams Productivity

During this conversation, I asked Karen for her key recommendations for you and your teams. Her answers were surprisingly counterintuitive. She covers in detail these tips and many more – as well as very practical steps for implementation.

  1. Make extra effort to create shared context
  2. Practice techno-dexterity to keep communication clear
  3. As a leader, regularly share about yourself

What’s the main idea behind solving virtual distance to maximize top and bottom line impact? Again, Karen shares…

“If there is one thing to walk away with it is that people are not just brains on a stick. They are a full human being just like you.”

Outline of This Episode

  • [1:40] Karen’s surprising definition of leadership
  • [3:44] When Karen become interested in and discovered virtual distance
  • [8:30] What one company did to increased stock value by decreasing virtual distance
  • [12:00] How to reduce virtual distance by restoring shared context
  • [15:48] The effects of virtual distance on gender, generations, and cultural groups
  • [21:10] Tips on how to become a master of reducing virtual distance

Resources & People Mentioned

Connect with Erica

Erica@cotentialgroup.com

Linkedin.com/in/ericadhawan

Twitter.com/edhawan

Facebook.com/ericadhawan

Tweets

Rachel Botsman: Building Trust In An Age of Distrust, Episode #23

The ability to build trust is a vital skill in our day in age. Institutions are viewed with skepticism and mistrust by the majority of people, and that is not only talking about banks and educational establishments. Facebook, Google, and many other large corporations are viewed with the same kind of pessimism. My guest today is Rachel Botsman, an accomplished author who has studied the issue of trust in depth and has some incredibly valuable advice for those who are seeking to build trust in an age of distrust. Listen to this episode to hear what she has to share. You will find that trust is at the bottom of every good or successful relationship.

Is technology helping us to place our trust in worthy places and people?

A casual look at the way people sign up for social media platforms and software packages these days might convince you that people are very trusting. For example, when is the last time you read every word of the terms of service on one of those websites? Probably never. But does that mean that you inherently trust those who own and operate the website? Rachel Botsman says that much more is going on than simple trust and distrust. There is a myriad of complicated emotion and thought that governs the way we give and receive trust. On this episode, she unpacks some of the detail behind those things to help us understand how those of us who are leading companies and organizations can build trust instead of destroying it.

Building trust is a skill every leader must have

Leadership is built on trust. It’s hard to be at the forefront of any movement or cause and expect people to follow you without it. Rachel Botsman says that leaders especially need to learn how to foster trust within their organizations or companies. A company culture that is powerful is a company culture where individuals have learned how to trust each other. Listen to this conversation as Rachel explains practical steps leaders can take to improve their ability to build trust with those they lead and those they serve alongside. These are powerful principles every leader must know.

Is there a difference between building trust internally within a company and externally with customers?

One of the things about trust that I was fascinated by as I spoke with Rachel is that trust in various contexts is built in different ways. For example, I asked her if there is any difference between how a leader would build trust with those internally, within their institution or company, and with those external to the company, such as customers. She says there is definitely a difference and those differences depend on things too numerous to mention in a short paragraph like this. Be sure you listen to this episode to find out how you can increase your leadership and trustworthiness with those you lead and with those you serve.

A trust crisis is occurring and you can be part of the solution

It is ironic when you think about the realities of the world we live in. Millions have lost faith in institutions and leaders but countless other millions of people rent their homes to total strangers, exchange currencies digitally, and even trust artificial intelligence in the form of messenger Bots. It’s what is often called “distributed trust” and is becoming more and more prevalent as technologies increase. By understanding exactly how trust is built, how you can better manage trust, and how trust is broken and repaired in the digital age, you will be better equipped to be part of the solution rather than more of the problem. Listen to this episode to find out more.

Outline of This Episode

  • [2:03] Leadership is when people have the ability to mobilize others
  • [4:24] Rachel’s fascination with “trust” and why she wrote her book
  • [9:08] How the trust shift is impacting institutions and what they should do about it
  • [12:10] Advice for leaders in an age when trust is hard to come by
  • [14:57] Building trust internally in a company VS externally
  • [17:23] Advice for those who are looking for trustworthy people for their team
  • [19:10] Rachel’s definition of trust

Resources & People Mentioned

Connect with Erica

Erica@cotentialgroup.com

Linkedin.com/in/ericadhawan

Twitter.com/edhawan

Facebook.com/ericadhawan

Tweets

Dr. David Burkus: Understanding And Making The Most of Your Personal Network, Episode #22

Anytime we begin to talk about a personal network, there are people in the conversation who break out in a cold sweat. That’s because they have been given advice about networking and tried to apply it and the results were less than stellar. In fact, many of us have very sour taste in our mouths because of the miserable networking advice we’ve tried to apply. My guest on this episode of the podcast, Dr. David Burkus has written a new book entitled, “Friend of a Friend.” It’s his remarkable attempt to examine the actual research that exists about how networks actually work. It’s not a collection of anecdotes crammed into short chapters of pithy advice, it is actual data that explains how networks operate and debunks the myths about personal networks many of us believe. Listen to this fascinating conversation and you will learn how to make better use of your personal network.

Why you need to understand the network you are actually in and act accordingly

Most of the books you read or advice you hear about the topic of networking are based on first-hand accounts and experiences. My guest today, Dr. David Burkus points out that that is a dataset of one. It’s not a very reliable source of knowing what is normally true in most cases. He suggests that we look at the actual research that’s been done about how personal networks operate to better understand best practices. He says understanding networks is not the issue, but understanding the actual network you are a part of is the real key. In our conversation, he outlines some of the things you need to consider about your personal network in order to make the best decisions about how you should interact with people within it. It’s a valuable conversation you won’t want to miss.

Do you know how to make your personal network work for you AND for others?

We often think of networking from the perspective of what we can get out of it. Surely, there is an aspect in which we want to benefit from the relationships we invest in, but that benefit usually comes from being a giver, not a taker. David Burkus explains that it is important for us to take the time to understand our network in all of its intricacies and nuances so that we can better respond to the people we correspond with and know – in ways that actually benefit them and us at the same time. You’ll find out how David recommends you do that, on this episode.

What are the best-practices to effectively leverage your digital network connections?

One of the promises that social media made in its beginning days was that we would be able to build our personal networks faster and more deeply as a result of using social media. David Burkus says that is only partly true. We are able to carry on conversations and discover things about the people with internet with through social media, but very seldom does that interaction take the place of real, face-to-face relationships. David explains how we can make good use of social media to build existing relationships and why it’s often necessary to organize face-to-face meetings in addition to the social media interactions we have on a day-to-day basis.

Networking tip: Don’t ask a friend for an introduction to one of their friends

One of the things I was curious to receive David’s thoughts about was how he recommends a person should go about asking for an introduction from one of their friends. His answer: Don’t. In David’s view, that approach puts the friend in a position that is uncomfortable for them at the least and potentially dangerous to their relationship with the person you want the introduction to, at the worst. He has a better idea: inquire broadly throughout your network for people who specialize in the areas you’re focused on at that time. The responses you get will be generous, eager, and much more helpful than pursuing the one person you think you really need to meet. David has a great deal of practical advice like this to share, all based on research. You can hear it on this episode.

Outline of This Episode

  • [0:47] What David believes about when a person becomes a leader
  • [2:54] The reasons David wrote his book: a fascination with network science
  • [7:25] Key questions to ask yourself to make your network work for you
  • [11:54] Digital networking: Best-practices to effectively leverage it
  • [14:33] Do stylistic choices we make in digital communication matter to your network?
  • [18:55] The highlights David feels are most important in his book
  • [21:40] Advice for those who want to become smart networkers
  • [25:02] What’s the best way to ask a friend for an introduction to one of their friends?

Resources & People Mentioned

Connect with Erica

Erica@cotentialgroup.com

Linkedin.com/in/ericadhawan

Twitter.com/edhawan

Facebook.com/ericadhawan

Tweets

Dr. Naomi Baron: Maximizing and Using Digital Communication Skills In Leadership, Episode #21

Digital communication skills are something every leader in this day and age need to not only learn but master. The digital nature of the way we communicate has brought a number of challenges with it that we need to understand and address effectively. Dr. Naomi Baron was invited to be my guest on this episode simply because her expertise in the realm of communication makes her a wonderful person to educate leaders about the new forms of communication that exist, how they are being used, and how the relationship between language and leadership can be maximized in the digital age. Dr. Baron is a former Guggenheim Fellow, Fulbright Fellow, and Visiting Scholar at the Stanford Center for Advanced Study in the Behavioral Sciences and has published eight books.

Leadership is about how we use language

Leadership is definitely about influence, but how does that influence primarily take place? The only way influence can really take place is through communication, either verbal or non-verbal. That is one of the things Dr. Baron intimates when she says that leadership is really about how we use language. Influence cannot be effectively exerted without skill at communicating things like vision, processes, strategies, and more. Join me for this conversation with Dr. Baron as she shares extensively from her own research and the research of others about how communication in the digital age is changing the way leaders need to relate to the people they lead.

Leaders of digital teams should remember this maxim: “Less haste = more speed”

The rapid pace at which communication happens via digital means pushes all of us into a mindset where immediate responses and multitasking seem to be mandatory. But Dr. Baron points out that when we don’t take the time to proofread what we key into a device, which often happens with texting and messaging, we actually make more work for ourselves and waste energy and time in the communication. She advises that leaders of digital teams develop the digital communication skill of patient and careful responses. This will enable them to avoid the re-dos necessary to make up for mistakes that were made through haste. Insights like this are one of the reasons I was eager to have Dr. Baron on the show. Please take the time to listen to this episode. You will learn a great deal about the need for better digital communication skills and how to develop them.

Leaders of teams need to set communication standards and model them

For the sake of effectiveness and efficiency in the workplace, it is imperative that leaders of teams clearly set expectations around the use of digital communication. Team members need to know what forms of communication are important and accepted, and what time frames are expected in relation to communication with team members and customers or clients. But in addition, Dr. Baron points out that leaders need to model those standards just as much as they need to create them. Demonstration of good practices is one of the key ways that anyone in a position of authority is able to communicate the importance and practicality of the standard that has been set forth. If you are a leader, have you established standards for your team’s digital communication practices? If so, are you demonstrating them in your own behavior?

There is incredible power in a prompt digital thank you

As Dr. Baron and I wrapped up our conversation she shared one of the most powerful lessons she has learned about the use of digital communication. Anyone can send an email to say thank you, but the speed with which a person is able to do it communicates volumes about their intentionality in the relationship. Dr. Baron shares a few examples where she was thanked via email or text for something she had done, within hours of having done it. The immediacy of the gesture is what impressed her most and gave her a very positive and favorable impression of the person on the other end of the communication. She points out that if the thank you had come weeks later, it would not have meant so much to her and she would not have the same impression of the person. This is a lesson leaders can apply immediately. The mindfulness to be quick with thanks or appreciation can go a long way toward building relationships that last and fuel our success.

Outline of This Episode

  • [1:22] Dr. Baron’s idea of what leadership really is and how communication figures into it
  • [3:50] Is there a difference between onscreen and offscreen reading?
  • [8:32] Do newfound forms of communication impact HOW we communicate?
  • [13:36] The most common communication challenges, including in digital communication
  • [19:50] Dr. Baron’s view of the similarities and differences between how genders communicate
  • [28:15] What has changed in communication because of devices?
  • [38:55] What questions should leaders be asking to better lead digital teams?
  • [42:20] Does digital communication differ depending on work hierarchy?
  • [47:30] The incredible power of a prompt digital thank-you

Resources & People Mentioned

Connect with Erica

Erica@cotentialgroup.com

Linkedin.com/in/ericadhawan

Twitter.com/edhawan

Facebook.com/ericadhawan

Tweets

Scott Gerber: How Super Connectors Add Value To Every Relationship, Episode #20

We are all familiar with the concept of networking but Scott Gerber says that Super Connectors are people who apply the intention of networking in a way that goes beyond business and personal profit. Whether or not you are a Super Connector has nothing to do with being extroverted or introverted and it has nothing to do with whether you are skilled at particular networking techniques or not. Scott says that Super Connectors are people who approach everything from a generous, particularly human way. If you’ll take the time to listen to the things Scott shares on this episode you won’t hear tips and tricks to improve your ability to connect, you’ll come away challenged to be a better connector at the core of your being.

Super Connectors innately look at the world through habitually generous lenses

It’s fun to do a favor for another person. The fulfillment that comes from seeing the look of gratitude and delight in their eyes is indescribable. Scott says that Super Connectors not only like to do favors for others, they are looking for the opportunity to do favors in every interaction. It’s their habitual way of looking at the world and it saturates every interaction they have. In this episode, Scott shares a number of stories that demonstrate the type of actions that flow out of a Super Connector’s desire to be generous. From video introductions to powerful follow-up, you’ll hear many ideas about how you can adopt the attitudes and behaviors of a Super Connector.

Networker VS Connector: What’s the real difference?

The stereotypical idea of a “networker” is a glad-handing, loud, hard-charging individual who is seen pushing their business card into the hands of everyone they meet. The motive behind the networker’s outgoing approach is to drum up business, plain and simple. They embody a “What’s in it for me?” approach. Scott says that a Connector is motivated by an entirely different set of values. He/she is eager to learn about others, discover how they can help them, and connect the dots between them and others in their sphere of influence. A Super Connector believes that helping others is good for everyone involved and it should be done expecting nothing in return. That’s quite a bit different from the typical networker, don’t you think? And the amazing thing is that the results that come from it are better and longer-lasting. Scott has lots more to share on this episode so do yourself the favor of making time to listen.

Those who are Super Connectors think and act in a particularly human way

A common question these days is whether or not there’s a certain way people should behave or interact online versus how they interact with others in person. Scott Gerber thinks making those types of distinctions is laughable. He can’t imagine why a person would even want to have two different personas – one in-person and one digital. His best advice in every context is to be yourself and think about adding value to the people around you. In this conversation Scott provides a number of examples of people who do connections right. They approach relationships in an authentic way that Scott calls, “particularly human.” Are you like one of the Super Connectors Scott describes? Find out on this episode.

The number one reason people fail in establishing long-lasting connections

Toward the end of my conversation with Scott, he spoke about the importance of follow up. What he means by the term is the act of intentionally reconnecting with someone you’ve met or been introduced to. He says that the number one reason people fail in establishing long-lasting, beneficial relationships is that they don’t follow up. If it’s that important, it makes sense to learn how to do it right, doesn’t it? In this episode Scott shares some of the practices Super Connectors employ to follow up diligently and effectively and he points out how you can learn more from a particular chapter in his book, “Super Connectors,” so be sure you listen to learn how to establish your own follow up habits.

Outline of This Episode

  • [1:35] Scott’s definition of Leadership
  • [2:20] Reshaping the definition of connecting and networking
  • [5:02] An explanation of what Super Connectors are really like
  • [9:40] Online relationships from a Super Connector’s perspective
  • [15:51] Corporate connectors compared to entrepreneurial connectors
  • [20:06] Why super connecting can be done in everyday things by everyday people
  • [22:10] The unique challenges Super Connector’s face, and Scott’s advice to them
  • [27:09] A very tactical approach to checking yourself as a connector
  • [30:08] The number one reason people fail at relationships: They fail to follow up

Resources & People Mentioned

Connect with Erica

Erica@cotentialgroup.com

Linkedin.com/in/ericadhawan

Twitter.com/edhawan

Facebook.com/ericadhawan

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Dr. Deborah Tannen: Modern Communication Challenges In Work And Life, Episode #19

Modern communication is a far cry from what we experienced even 10 years ago. As my guest, Dr. Deborah Tannen has noted, we’ve gone from a default state of consciousness that was one of solitude, to a default state of consciousness that is one of always-on engagement. Dr. Tannen is doing important work, of which every leader should take note. As communication methods and styles change it’s important to realize that the effectiveness of our leadership will largely depend on how effectively we leaders are able to navigate the new styles and ways of communication. Join me in this conversation with Dr. Tannen to hear how modern communication is working and not working in the 21st century.

What conclusions are people making about you by the things you’re saying and the way you’re saying them?

Communication has never been a simple matter of stating what you mean, having the other person receive it as you mean it, and moving on in harmony. There are myriad places along the way that the simplest of communications can be misspoken, misunderstood, and misinterpreted. An important thing Dr. Tannen mentioned in our conversation is that people are not only listening to you in order to understand the information coming out of your mouth. They are also assessing you as an individual and making conclusions about you by the way you speak and the things you say. But you’re not doomed to the fickleness of other people’s perceptions. There are tangible things you can do to make yourself better understood and better perceived by others. Be sure you listen to this episode to hear Dr. Tannen’s tips.

FOMO and FOBLO impact the ways we communicate – and social media exacerbates the problem

Are you familiar with the terms Dr. Tannen has coined: “FOMO” and “FOBLO?” The acronyms stand for “Fear of missing out” and “Fear of being left out.” Both are elements of modern communication that have more to do with the things going on outside a conversation. In this interview, Dr. Tannen provides a handful of very practical examples of how our modern, digital communication makes the fear of being left out and the fear of missing out even worse for some individuals, and more importantly, gives suggestions for how we can better manage our own fears in these areas so that we can communicate more deeply and authentically.

The “double bind” women often find themselves in at the workplace

A prominent area where Dr. Tannen has spent a great deal of time is in regard to the particular communication needs, styles, and habits of women. She’s discovered that women in the workplace often find themselves in what she refers to as a “double bind.” A double bind is when two things are required of an individual and the successful accomplishment of one of them makes the other impossible. How does this happen to women in the workplace? Dr. Tannen explains with great insight on this episode, so be sure you listen.

The 2 dynamics that are happening in every conversation, digital or in person

In every conversation, whether it happens in-person or digitally, two things are almost always going on in the minds of those involved. These two things also weigh in at varying levels of importance depending on whether men or women are involved in the conversation. These two things are both questions: “Who is on top in the relationship?” and “How close are we?” Can you guess which of the two is more likely to be the consideration of women and which is more likely to be the consideration for men? On a more practical level, do you know how keeping those questions in mind can help you become a more effective communicator? Dr. Tannen’s work has given her many insights into modern communication issues like these, so be sure you listen to hear her share them.

Outline of This Episode

  • [0:45] Who is Dr. Deborah Tannen?
  • [1:49] Why Dr. Tannen was interested enough in the relationships of women to write a book about it
  • [6:12] The unspoken scale women tend to put themselves on when judging the depth of their relationships
  • [12:02] How the world of social media provokes anxiety in new ways
  • [16:10] The way women in the workplace often find themselves in a “double bind”
  • [21:21] How does dominance play out in a digital world?
  • [25:19] Managing apologies, showing gratitude, and doing it in person and from a distance
  • [28:57] Advice for those with bosses who have poor digital communication skills
  • [33:05] The impact of disruption: perceptions and realities
  • [37:15] Authenticity in communication is often motivated by concern for those listening
  • [40:38] What’s next for Dr. Tannen and what new rules do we need to think about?

Resources & People Mentioned

Connect with Erica

Erica@cotentialgroup.com

Linkedin.com/in/ericadhawan

Twitter.com/edhawan

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Claudia Chan: How To Make a Social Impact and Affect Positive Change, Episode #17

Claudia Chan is one of those rare individuals who makes a social impact and everything she does. She is a sterling example of a woman who is taking her life seriously both on a personal level and in the broader ways she is leaving a mark on the world. Claudia is a recognized expert on leadership and a social entrepreneur who is dedicated to empowering individuals and organizations to effect change in the world. One of the areas she focuses on significantly is the area of gender equality. In this conversation, you will hear us discuss why she wrote her most recent book, “How We Rise,” how she balances her personal and public life, and why she believes this is the time for many people to rise up and make an impact on the world for good.

Women: Recognize the influence you could have, where you are. Make a social impact

With a person like Claudia Chan as my guest, I didn’t want to waste the opportunity of discovering what advice she has for women in this day and age. The challenges and disappointments of 2017 place us in a unique time in history and Claudia is not one to shrink back from the challenges. She says that women need to recognize the influence they can have when it comes to making a positive change in the world. That influence doesn’t have to happen only through large corporations and high-profile platforms, it happens right where you are every day. You can hear Claudia’s full explanation of what she means, on this episode.

Do you know your social purpose? What impact will you make?

One of the things Claudia said in this conversation that stuck out to me was that we often hear people talking about discovering their life purpose… but she believes that trying to discover your life purpose is entirely too broad. It’s a pursuit that leads to a great deal of confusion rather than clarity. She believes that we all have many purposes – personal, work, social, and many more. Her most recent focus has been in challenging people to consider their social purpose. What is the social impact they determine to make on the world through the limited amount of time that they have on the planet? Answering that question is one of the best ways to become an instrument of change and an inspiration to others. Listen to Claudia’s ideas about becoming the change you want to see, on this episode.

Leave your life for the world: Contribute more than you extract

We live in a consumer-oriented society. It seems that everyone is out to get whatever they can for themselves. Claudia Chan is encouraging people everywhere to think on a different level, according to a different perspective. What would it mean for you to leave your life for the world, to contribute more than you extract? Claudia says that if more of us ask that question and consider seriously how we could give back, the world would change in short order. I find myself inspired to think bigger and take bigger steps toward change when I talk with Claudia, and I believe you will be in spired too as you listen to what she has to share.

How big companies can massively accelerate gender equality

One of the areas of inequality that has plagued American Society for hundreds of years is in the area of gender. Women’s rights have come a long way but there are still many injustices and wrong attitudes that exist. Claudia Chan believes that big companies can massively accelerate the cause of gender equality through taking the issue seriously, implementing company-wide initiatives that provide opportunity and encourage advancement for women, and level the playing field every place they find inequity. Claudia’s ideas are not only challenging, they are shaping the conversation in many significant ways. You need to hear the important things this dynamic woman has to share, and you can on this episode.

Outline of This Episode

  • [1:22] Leadership: Moving something from there to there in order to produce positive change
  • [3:15] Why Claudia wrote her new book, “This Is How We Rise”
  • [6:08] The desire to live in alignment with purpose and meaning
  • [7:39] How 2018 looks for gender equality impact and growth
  • [12:58] Claudia’s advice for women in corporate America
  • [15:55] Tips for becoming a changemaker who helps us all to rise

Resources & People Mentioned

Connect with Erica

Erica@cotentialgroup.com

Linkedin.com/in/ericadhawan

Twitter.com/edhawan

Facebook.com/ericadhawan

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