Archives for July 2018

Chester Elton: How Caring Leadership Creates Teams That Win, Episode #29

July 31, 2018 by · Leave a Comment

The old-style leadership approach most of us have experienced is not sensitive to caring for the individuals on the team. Chester Elton says those who don’t practice caring leadership are missing the boat in the modern world. In this conversation, you’ll hear my great and entirely practical conversation with Chester as we discuss how leaders can and should create teams that thrive in environments of encouragement, support, and emotional safety. It’s not as hard to pull off as you might think. It’s a matter of proving to team members that they matter and are a vital part of what the organization is doing. You’ll glean an incredible amount of practical advice from Chester on this episode.

[Tweet “.@ChesterElton of @TheCultureWorks speaks about how caring #leadership creates #teams that win. Listen to episode 29 of #MastersofLeadership with @EDhawan. #GetBigThingsDone #leader”]

Caring for your team is the most important aspect of effective leadership

Leaders who build thriving and effective teams are the ones who know how to care for the members of their teams on an individual level. In this conversation, Chester tells an “out of this world” story about one team of astronauts who were amazingly more productive than set of astronaughts that ever served on the International Space Station. The reason? Their leader took the time to know each of them individually and invest in them in unique ways. That effort multiplied itself as all the team members bought-in to caring for each other in extraordinary ways. Learn a handful of simple things you can do to care for your team and bring out their best work, on this episode.

Leaders must take the time to have aspirational conversations with their teams

Do you know what is meant by the term “aspirational conversation?” Chester Elton says that good leaders learn how to converse with their team members about the things they dream about, the things they hope for, and the goals they have for their lives and careers. It’s a way the leader can express interest in their team members and do their part to set them on the road to achieving their personal and professional goals. One result is that team members bring their best effort to work because they know someone in leadership is rooting for them. Listen to this episode to learn how to support and encourage your team toward their life goals and increase productivity at the same time, on this episode of Masters of Leadership.

[Tweet “#Leaders must take the time to have aspirational conversations with their #teams. @ChesterElton of @TheCultureWorks explains, on this episode of #MastersOfLeadership with @EDhawan. #GetBigThingsDone”]

“Managing to the one” and “speed to productivity” are key skills for leaders to learn

Chester Elton often refers to two practices he’s discovered that are essential for leaders: managing to the one – and speed to productivity. The first has to do with knowing team members individually and leading them in light of that knowledge. It’s a position of caring concern that has earned the right to lead. Speed to productivity refers to the need to get team members plugged in and operating as a productive part of the team as soon as possible. When that practice is coupled with positive feedback, team members thrive.

Teams where it is safe to challenge everything are the teams that win

We’ve all been part of an organizational culture where we felt beaten down, unappreciated, or taken advantage of. In those environments, nobody is willing to speak up when things are wrong or broken for fear of being marginalized. Chester Elton says that teams where there is safety to challenge everything, are much more productive and actually accomplish their organizational goals faster. If you’re in a position of leadership you need to know how to create that kind of environment. Chester has practical advice for you, so listen to this episode.

[Tweet “#Teams where it is safe to challenge everything are the teams that #win. Find out more from @ChesterElton of @TheCultureWorks, on this episode of #MastersOfLeadership with @EDhawan. #GetBigThingsDone #leadership”]

Outline of This Episode

  • [1:40] Why the best leaders have the best soft skills
  • [2:42] The story behind Chester’s new book, “The Best Team Wins”
  • [5:00] The differences in leading teams in a digital workplace
  • [6:45] An out-of-this-world story to illustrate what makes for the best teams
  • [10:01] How to cultivate a caring, engaged climate among your team
  • [12:12] Great ways to speed up the trust-building process
  • [16:18] The customer experience will never exceed the employee experience
  • [19:40] We celebrate what we value – so we must celebrate our people
  • [22:45] The positive to negative ratio in positive workplaces is 5 to 1
  • [24:01] Immediate advice for those managing teams

Resources & People Mentioned

Connect with Erica

Erica@cotentialgroup.com

Linkedin.com/in/ericadhawan

Twitter.com/edhawan

Facebook.com/ericadhawan

Tweets

[Tweet “#Caring for your #team is the most important aspect of effective #leadership. Find out how to do it well from @ChesterElton of @TheCultureWorks, on this episode of #MastersOfLeadership with @EDhawan. #GetBigThingsDone”] [Tweet ““#Managing to the one” and “speed to #productivity” are key skills for #leaders to learn. Find out why from @ChesterElton of @TheCultureWorks, on this episode of #MastersOfLeadership with @EDhawan. #GetBigThingsDone”]
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Shane Snow: How Leaders Can Build Dream Teams, Episode #28

July 24, 2018 by · Leave a Comment

Every leader faces the challenge of putting diverse people into the same room to work on a project together. It can be a very exhilarating and enriching experience or it can be a situation that sucks the life out of everyone. In his new book, “Dream Teams” Shane Snow reveals his discoveries about what makes teams work, what keeps them from becoming cohesive and cooperative, and what leaders need to do in order to increase the odds of creating a dream team in their own organization. Some of the things Shane shares are a bit counterintuitive, so be sure you listen to get the full story.

[Tweet “.@ShaneSnow explains how #leaders can build #DreamTeams that #collaborate and #create at incredible levels. #MastersOfLeadership #GetBigThingsDone @EDhawan”]

The things that make us great as humans also threaten us the most

Human beings are creative, intelligent, and innovative, each one of us bringing special skills, abilities, and perspectives to the table. But those very things are exactly what causes us to fight amongst ourselves and disrupt cooperation. Shane Snow has discovered that at the heart of most failures at teambuilding is lack of cultural fit. He sees leaders as the ones who are primarily tasked with being aware of cultural issues, addressing issues as they arise, and facilitating the best environment for everyone on a team to thrive and contribute. On this episode of Masters of Leadership, you’ll hear Shane describe what his research has taught him about building dream teams and how leaders can take proactive steps to enhance the culture in their organization and get better results from their teams.

What is it that makes a dream team, a dream team?

One of the things I was eager to ask Shane is this: What is it that makes dream teams so effective? His answer is a little bit surprising. First, he says dream teams need an element of cognitive diversity, meaning there needs to be a variety of perspectives and approaches to problem solving and creativity. That makes sense. But next, he says that each dream team also has an element of cognitive friction, where the ideas being proposed become at odds with each other and the individuals on each side of the debate have to learn how to work together to overcome the tensions that exist so they can create something better. Finally, every person on the team needs to possess intellectual humility, the ability to allow their ideas and perspectives to be criticized and enhanced by others. As you can see, Shane has a wealth of knowledge about these things, and you’ll hear him share them, on this episode.

[Tweet “What is it that makes a #DreamTeam, a dream team? Find out from @ShaneSnow on this episode of #MastersOfCollaboration with @ShaneShow and @EDhawan #GetBigThingsDone”]

What questions should leaders be asking as they create dream teams?

When it comes to assembling the individuals who will make up your dream team, what are the things you should be considering? Naturally, one of the first things to consider is who you are placing on the team. Are they individuals who are not only competent in their area(s) of expertise but also able to handle the tension that will come from a highly charged creative environment? Will they be able to handle the cognitive friction necessary to collaborate and come up with new ideas? Finally, can YOU as a leader, provide an environment where that friction can happen in relational safety? Find out more about how to create your own dream team, on this episode of Masters of Leadership.

Two solutions to help struggling teams become outstanding: play and storytelling

When a team is struggling, there are many factors that contribute to the issues they are experiencing. Shane Snow believes there are two things leaders can integrate into their teams that will help dispel unhelpful tension and get the team back on track. First, he recommends play as a regular part of the team’s interaction. When people can do fun, non-threatening things together they are better able to see each other as human beings rather than competitors or rivals. That fosters a sense of teamwork and mutual enthusiasm. He also suggests that leaders provide contexts where individuals are encouraged to tell their own stories – on both a personal level and in regard to situations they have faced that were similar to the one the team is facing. This enables everyone to get behind the facades and see the real people involved.

[Tweet “Two solutions to help struggling #teams become outstanding: play and #storytelling. @ShaneSnow explains on this episode of #MastersOfLeadership with @ShaneShow and @EDhawan #GetBigThingsDone”]

Outline of This Episode

  • [1:35] Shane’s definition of leadership: Helping others unleash their potential
  • [4:08] The reasons behind Shane’s writing of his new book, “Dream Teams”
  • [8:45] What it is that makes some teams work and others self-destruct
  • [13:23] Shane’s dive into hip-hop as an exploration of dream teams
  • [20:51] Key questions leaders should be asking when trying to build dream teams
  • [28:00] Tips for shifting struggling teams into dream teams
  • [34:22] Sign up for Shane’s newsletter – learn about lateral thinking

Resources & People Mentioned

Connect with Erica

Erica@cotentialgroup.com

Linkedin.com/in/ericadhawan

Twitter.com/edhawan

Facebook.com/ericadhawan

Tweets

[Tweet “The things that make us great as #humans also threaten us the most. Find out how to facilitate #DreamTeams in your #workplace, on this episode of #MastersOfLeadership with @ShaneShow and @EDhawan #GetBigThingsDone”] [Tweet “What questions should #leaders be asking as they create #DreamTeams? @ShaneSnow explains on this episode of #MastersOfLeadership with @ShaneShow and @EDhawan #GetBigThingsDone”]
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Whitney Johnson: Using Personal Disruption to Build an A-Team, Episode #27

July 17, 2018 by · Leave a Comment

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.

[Tweet “@JohnsonWhitney explains how to using #PersonalDisruption to Build an #ATeam, on this episode of #MastersOfLeadership with @EDhawan. #disruption #GetBigThingsDone #leadership”]

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.

[Tweet “#PersonalDisruption tip for Managers: Look to give your people Goldilocks assignments. Discover what that means from @JohnsonWhitney on this episode of #MastersOfLeadership with @EDhawan. #disruption #GetBigThingsDone #leadership”]

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.

[Tweet “#Hire for #potential not for proficiency. @JohnsonWhitney explains how to make it happen on this episode of #MastersOfLeadership with @EDhawan. #disruption #GetBigThingsDone #leadership”]

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

[Tweet “Find a #problem to solve in your organization instead of chasing the next #promotion. Great advice from @JohsonWhitney on this episode of #MastersOfLeadership with #EDhawan. #disruption #GetBigThingsDone #leadership”] [Tweet “The idea of a static #JobDescription is archaic. #Team members need a learning curve plan. @JohnsonWhitney describes how to do it on this episode of #MastersOfLeadership with @EDhawan. #disruption #GetBigThingsDone #leadership”]
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Roger Martin: How Leaders Facilitate Great Choices, Episode #26

July 10, 2018 by · Leave a Comment

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.

[Tweet “.@RogerlMartin: How #leaders facilitate great #choices. Listen now to episode 26 of #MastersOfLeadership with @EDhawan. #collaboration #getbigthingsdone”]

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.

[Tweet “Modern digital #narcissism is of great concern to @RogerLMartin. Find out what that means and why he’s concerned, on episode 26 of #MastersOfLeadership with @EDhawan. #collaboration #getbigthingsdone”]

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

[Tweet “We can now code our knowledge to apply it more efficiently. But should we? Listen now to episode 26 of #MastersOfLeadership with @EDhawan. #collaboration #getbigthingsdone”] [Tweet “There are no natural-born #managers. #Greatness comes over time. Find out how @RogerLMartin recommends you grow as a leader on episode 26 of #MastersOfLeadership with @EDhawan. #collaboration #getbigthingsdone”]
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Stew Friedman: Living An Integrated Life Through Total Leadership, Episode #25

July 3, 2018 by · Leave a Comment

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.

[Tweet “.@StewFriedman: living an integrated life through total #leadership – hear @EDhawan’s great conversation with him on this episode of #MastersOf Leadership. #leader #GetBigThingsDone #collaboration”]

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.

[Tweet “.@StewFriednman’s 3 principles of an #integrated life: be real, be whole, be #innovative. Learn the power of applying them on this episode of #MastersOfLeadership with @EDhawan. #leader #GetBigThingsDone #collaboration”]

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.

[Tweet “If a #leader lives an #integrated life, she builds incredible #trust with her team. Find out how @StewFriedman is proving it to be true, on this episode of #MastersOfLeadership with @EDhawan. #leadership #GetBigThingsDone #collaboration”]

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

[Tweet “What can you do that creates #value for our business, your #family, your #community, and yourself? These are @StewFriedman’s recommended Qs for team members. On this episode of #MastersOfLeadership with @EDhawan. #leader #GetBigThingsDone #collaboration”] [Tweet “MYTH: You have to #sacrifice important things to be #successful. Hear how @StewFriedman is proving it not to be the case, on this episode of #MastersOfLeadership with @EDhawan. #leader #GetBigThingsDone #collaboration”]
Filed Under: podcast · Tagged With: ,