Roots and Resilience

Last week in a matter of three hours we experienced a flat tire, a broken windshield, and an ER visit to Arkansas Children's. Just a typical Thursday night... Those three experiences were not directly connected, but they were far from enjoyable!  

We've all had one of those days. One of those seasons. When, no matter how hard we try to make everything work right, something goes wrong.  

This happens at work often. A key leader forgets a key aspect on a project. A rising star manager accepts a role in a different organization. A vendor you rely on doesn't follow through. A computer stops working. A marketing strategy flopped. A team member gets COVID right before a big pitch. 

You get the picture: a day or a season when things do not go as planned.

Sometimes when those things happen I start to think: "What did I do wrong?" "Is this punishment for...?" "Does this mean I shouldn't move this direction?" Have you felt that? 

Then I wake up to reality and remember life happens and it is going to be okay. 

I'll tell you what--when "life happens" and my roots are deep, I'm much more resilient. I stay focused on my goals and keep pursuing them in-spite of what I cannot control. When I'm not in a healthy place, when my roots are shallow, it's much easier to let the circumstances thwart my purpose. 

There's a direct correlation between our roots and our resilience. Just like a tree. I remember pretending to not watch, "A Walk in the Clouds" with my wife. At the end of the movie after a vineyard fire, Keanu Reeves ran to the original vine, dug up the roots and saved the family vineyard. Because of the strength and health of the roots, the vineyard was going to be okay. It was resilient. The strength and health of the roots is the key to its resiliency.

How do you gain strong roots as a leader? 
1) Rest | Take time to rest as a leader. Stop running on fumes. Date your spouse, play with your kids and leave your phone in the other room when you do. Spend time being active and be healthy.
2) Relationships | Take time to invest in authentic friendships with people who care about your marriage, your family, and your purpose. Invest in people who build you up, encourage you, and are there for you. Be that for someone and make sure someone is being that for you. 
3)  Purpose | Take time to clarify what's most important in this season of life and be proud of how you live with that focus in mind. Live life with purpose and be proud of the trail you are blazing. 

The relationship between your roots and your resilience, as a leader, is key. When you are rested, have healthy relationships and are living with purpose and things don't go your way, you will be resilient and stay the course.  When your roots are shallow (you're on fumes, you have no real relationships, and you can't clarify your purpose) it's going to be easier for the next crisis to guide you off the trail. 

If you are a senior leader who needs stronger roots you need to seriously consider prioritizing participating in our Courage and Conviction Leadership Series. The next experience is Aug 24-26 in Dallas--Green.

What's Next?

Let's meet up for a virtual coffee to talk about what's happening in your world and figure out the best next steps to address it: https://calendly.com/insightleadership/virtualcoffee 

Lesson 3: 3 Keys to Letting Go and Empowering Leaders

Why do we hold tightly to some things and let go so easily of others? For example:

• When my boys were old enough to load and unload the dishwasher – we were ready to let go! Yes, we had to show them how to rinse and load correctly.

• When a team member was ready to manage sending mail chimp newsletters for Insight – yes, I’ll let go.

Some aspects of our life at home and work are easy to delegate and empower others to take on, but other things we cling to like we are trying to run next to a motorcycle to hold it up.
 
When Titus started riding the motorcycle, I couldn’t keep up with him and it was a bit terrifying. There was nothing I could do if something went wrong. I couldn’t answer his questions. If he started to fall, I couldn’t catch him. If there was a barrier he got to before my arrival, I couldn’t remove it. Letting go was terrifying.
 
I was proud of him and nervous all at the same time. He was going too fast for me to hold on and keep a semblance of control.
 
I think that’s the key. We want the leaders we empower to move too fast for us to hold on. If we are holding on, we are in control … that means we are never fully empowering anyone. That keeps us from doing what only we can do and it keeps our team members from reaching their potential.
 
If you want your business to grow you need to stop holding on when employees are ready for you to let go.  

Here are 3 keys to actually empowering leaders:

1. Show them | Effective leaders model the way. They set the example. The first thing you need to do is take the time to show them how to do what you want them to do. Show them the details, the nuances, the process.

2. Watch them | Take the time to let your team member show you how they can perform the task, the project, etc.. This does not mean you are standing over their shoulder, but you need to build in moments for the team member to show you how they are thinking, why they made the choices they made, and how they are pursuing successful results. Make any needed corrections and let them work on it again.

3. Celebrate them | When the goal is set and met – celebrate. Celebrate not only with a great coffee or lunch, but also by choosing to not sneak in and do those tasks any longer. This is a hard one for me. Yes – you can do the job, but if we keep on stepping in, we will never experience the joy of developing our leaders and we will always be holding ourselves back from reaching our full potential.

 
Sidenote: If you need help learning to coach instead of chase give us call.

Strawberry Rhubarb Jam

Strawberry Rhubarb Jam

My usual mantra to shopping is to “get in and get out.” However, this trip was a vacation. I looked up at the display and saw it. My first thought was, “sounds terrible.” My second thought was, “Meg’s favorite pie is Strawberry Rhubarb, so she would probably appreciate the jam.” Points scored! Meg was pumped for her new favorite jam. Our vacation was off to a great start.
 
A few days later, we were on the trip home, and the jam was in my laptop bag. The friendly security guard searched my bag and pulled out the jam. This wasn’t the first time he’d pulled jam from a laptop bag.
 
That’s when we had to make a choice. Check the bag or ditch the jam. The real question became, “is the new favorite jam worth $35?” (the cost for purchase and checked bag). Is the new favorite jam worth risking our luggage arriving at the location and worth waiting on our luggage when we arrive at our destination?
 
Meg assessed what’s essential in travel and life quickly. She ditched the jam I thoughtfully purchased for her. I was emotionally prepared to spend $35 but thankful we didn’t.
 
There are times in life when our favorite things aren’t the most important. We have to let go of our favorite things to focus on the most important. 
 
There are times when leading what you deemed most important becomes secondary to what is essential.
 
For example, it was important for every employee to be at the office three years ago. Today it’s crucial for every employee to be accomplishing their responsibilities at home or work.
 
What was important (employees to work on time) became less critical than employee safety.
 
What’s most important never changed—employee health, employee engagement, employee productivity, employee retention, etc.
 
How you lead now has changed and will continue to adjust to accomplish what’s most important. It’s not letting go of your values; it’s making sure you value what’s most important. It’s making sure that what’s not essential doesn’t hold you back.  
 
So, the question becomes: What’s your Strawberry Rhubarb Jam? What do you need to leave behind so you don’t waste resources and lose efficiencies in your business?
 
If the answer is easy, but the change is hard – give us a call.

Burnt Burger Balls and Developing Strengths

Determined to Learn

My dad was traveling for work and I was determined to eat good grilled food. I was around 16 yrs old and fired up the grill after preparing the burgers. My mom, aunt, cousins and sister were all home.

Alexa and Siri weren’t around to help me. The Encyclopedia Brittanica was in the box. I could have asked Jeeves, but hindsight is 2020.

After working the grill like a "master" the burgers became large burnt burger balls on the grill! No matter how hard I pushed, I couldn't flatten them. They looked done ... I mean they were burnt! Crip on the outside!

I brought them up on the platter and everyone graciously put a burnt burger ball on their bun. We all added cheese and plenty of condiment to cover the taste of whatever we were about to bite into.

Then came the first bite ... They were still raw in the middle!

I think we went for take out that night. My first time grilling was an utter failure!

The burnt burger balls didn't hit the spot. Sometimes our first attempt causes us to revert back to what we did before. It shouldn't though. Keep pushing, keep developing and accomplish your goals.

Don’t Quit Trying When It Doesn’t Work Out

Sometimes when we try something new for the first time it doesn’t work out as planned. It doesn't mean you shouldn't try it again.

Not to brag (maybe a little). My family and friends consider me somewhat of a grill master. It just took lots of practice to get it right.

Sometimes when we try something new for the first time it doesn’t work out as planned. It doesn’t mean we shouldn’t try again.

How are you developing yourself?

What skill set are you trying to develop?

Every time we prepare for a new role or take on a new role we have to develop. What got us there won’t keep us there. You are working with new leaders, new team members, new clients and you need to develop new strengths to be successful. You have them in you - you just need to practice.

My Story

We use the SDI 2.0 Inventory at Insight Leadership Group. This is a picture of the third view the tool gives me. My top strengths are persuasive, self-confident, quick to act, perseverance, and forceful. - Very results focused strengths. When I work with leaders driven with a desire to help people before the result, my natural leadership style can run them the wrong way. My heart for people isn’t always seen in how they perceive me. I had to learn to bring up new strengths to connect with leaders wired up differently than me. It’s not enough to simply trust, I need to communicate trust. It’s not enough to be option oriented, I needed to communicate that I was option oriented. I had to deploy new strengths to rally the team together. My first attempts were a bit awkward and clunky - now it comes naturally.

It’s like working the grill for the first time.

Just because it didn’t work out the first time, doesn’t mean it should be the last time.

If you don’t have have 10 years to figure it out give us call. We help you get there after a few weeks. Register for the Courageous Leaders Cohort to take the next step today.

Lead With Conviction and Courage ...

Conviction and Courage Have Consequences

We talk to our kids about courage often. We talk to them about doing the right thing even when it’s hard. We talk to them about standing up for others.

Our son Titus was in Kindergarten and rode the bus home from school. A boy a year or two older than Titus was constantly bullying the girl across the street on their bus rides homes. They told him to stop and over and over again the boy would get worse and worse. Finally my little man had enough of his friend getting bullied. Titus reared back and punched the kid in the back of the head. We received a call from the school later …

I’m not a fan of physical violence, I am a fan of kids not letting other kids get bullied. I am a fan of my son acting with courage and conviction to help someone in need. Consequences happen when you do the right thing, sometimes in your favor, sometimes not … but we still need to lead with conviction and courage.

We don’t always lead with conviction and courage do we? We know the consequences don’t always line up for our favor. We can put our reputations, our jobs, our career path in jeopardy when we do what’s right. At least thats the narrative we tell ourselves in those times.

During chaos, under pressure - we can lose our conviction and courage in an effort to make something work, but what I hope we realize is that when we lose our conviction and courage - we lose ourselves. We lose our identity, we lose our purpose and passion.

When we lack conviction and courage

The stories play out often. Under pressure the lines of right and wrong get more and more blurred. We justify the grey areas because we are “working hard” and “trying our best”. We justify the blurred lines because, “it’s just this one time” and “it’s the only way it will work”. That mindset overtime leads to something worse every time.

We’ve heard the stories:

The Wells Far Fiasco

Remember Wells Fargo in 2014? Think fake accounts, incentive payouts, a culture rich with ethics violations. Watch the video to refresh your memory. Read more here.

Where was conviction at Wells Fargo?

A Financial Investment Firm and Church Leader

A well known Investment Firm made a huge mistake and worked hard to cover it up. The managing director was a leader in his local church. A church member trusted him with his retirement account and it didn’t go well. An employee in the firm traded without consent and lost 50k of the church members investment. Self-preservation mode kicked in for the managing director. His license, his job, his credibility was on the line. Conviction and courage were nowhere to be found and the church member was left with a choice to sue and ruin the managing directors job or move on with a major loss. The church member felt convicted to move on, but always wished that managing director (church leader guy) would have done the right thing.

A Director and His Team

The project was off track and not going to plan. The pressure was mounting for the Director to get it back on track. Every check-in the team was getting blamed. One team leader, one employee at a time becoming the scapegoat for the Directors incompetency. The VP of the department was a frat brother with the Director. He knew the employees were losing opportunities due to the Directors poor leadership, but stayed quiet. The VP watched good people lose promotions and bonuses that impacted their families and future while his frat brother continued to drive the ship into the ditch.

We’ve all seen it, experienced it, and let’s be real - we’ve lacked it.

We can do better.

During chaos, during pressure - we can lose our conviction in an effort to make something right, but what I hope we realize is that when we lose our conviction, we lose ourselves. We lose our identity, we lose our purpose and passion.

We can do better. We need to do better. We have to do better.

Our spouses, our kids, our friends, our communities, our teams, our organizations depend on it.

In a society with more and more “conviction” on social media you would think we would see more conviction in our relationships. Just speaking our minds with a thumbs up or sharing a post … isn’t the definition of courage and conviction. It doesn’t build community or relationships. It leaves everything a bit short.

It’s like wearing Toms shoes and writing on your resume that you help an organization provide shoes to kids in third world countries. I’m not saying don’t post on social media and I’m not saying don’t buy Toms shoes, I’m just saying we do can do better. We can lead with conviction and courage.

Be Committed To Your Convictions

What do you believe? What do you stand for? What do you sacrifice for? What are your convictions? It’s one thing to say you value something and it’s another for your values to be seen by your actions. Need help finding what you value who you aspire to be? Work through the Insight Action Guide.

• Do you value having a healthy culture in your organization? What steps are you taking to intentionally create it.

• Do you value healthy team relationships? Would your team affirm that?

• Do you value your family? How much time do you spend focused on them?

• Do you value your spouse? Do they know?

I’m not trying to make you feel bad about anything, but if you do, I’m hoping you make a shift. The shift to align your values with your actions. The shift to lead with conviction and courage, not just work for the result.

We need to be committed to our convictions and that’s how we are going to lead with courage.

Lead with Conviction and Courage

We’ve all seen it. We remember vividly when we saw a leader lead with conviction and courage.

It was almost Christmas and the CEO was ready to make me the scapegoat. The project had been on plan according to our Fortune 100 client. They had reviewed all the content and our CEO had given approvals at all the checkpoints. Then when it was game time we learned our CEO read it for the first time and decided it was good enough. This was after two months of preparation and approvals. You can imagine my frustration and lack of empathy for our CEO as I showed him the emails with his approvals and kudos for doing a good job. The “proof” and happy client wasn’t making a big difference. My job was now on the line and I was ready to walk back out on my won. My boss stepped in on my behalf. He acted with conviction and courage when he could have let me become a scapegoat.

When have you seen it? (drop a line in the comments)

When have you done it? When you have led with conviction and courage?

Lets do this

When you lead well, you love the feeling of knowing you did what was right. You are energized and you came alive. We need for of that from you. The world needs that from you.

Can you imagine a world of leaders who lead with integrity and do the right thing? Can you imagine a world where ethics violations weren’t the norm? Can you imagine a world where team members are treated with respect and dignity through all circumstances?

Our hope is for you to be a leader worth following so you are a leader leaving a legacy worth remembering.

1) Remind yourself of your convictions

2) Be determined to lead from your convictions

3) Have the courage lead with conviction

We tell our kids that having courage doesn’t mean you aren’t scared. It means we don’t let fear keep us from doing what is right.

When you are under pressure and feeling out of control - that’s when conviction and courage should take a precedence over self-preservation. That’s when we should rise up, be leaders worth following, dig deep, and say, “I’m going to be proud of who I am” and lead forward.

If you want to work on being a courageous leader join our courageous leadership cohort kicking off February 4. Bring your team along with you.

The Story That Almost Lost Me My Job

In 2006, I worked for Automatic Data Processing a Fortune 500 company that offers payroll and tax filing services. I sold payroll to businesses with 50 or less employees across the state of Kansas. My boss Todd Johnson reminded me of an older version of Mr. Clean without the earring.  We were out working one day when he asked me to pull into a Java Express.  As I drank a double shot of espresso, he asked me one of most difficult questions that I have ever been asked in a job.  “Is this what you really want to do for the rest of your life?”  I asked, “What do you mean, like this exact job, or working for ADP?”  He smiled and then said, “This is why you are a great salesperson”.  He asked the same question but in a more assuming way, “Working at a payroll company isn’t what you really want to do for the rest of your life is it?”

I was coming up on my 1-year anniversary with the company and had received a 12% raise in the first 3 months.  I had stock options, a 401k, and enjoyed selling to small business owners.  My wife was in Physician Assistant school, so I was the only person earning an income for the family. It felt like he was asking me to put all of that on the line when answering his question. 

I put my mini cup that had one shot of espresso left on the dashboard of the car, and then I asked him, “Can I be honest?”  He smiled, “If you can’t be honest then I am not doing my job right”

 I am not sure that many leaders feel the same way that Todd Johnson does.  I don’t know if leaders want honesty, I think they want their employees to tow the company line.  Do they really care if I love my job, love my life after work, or have other aspirations?  Do they think of me as an audience that needs to be engaged and captivated to perform at a higher level? Maybe they just expect me to perform at a high level because they pay me a salary and give me something to show off on my LinkedIn profile.  Leadership begins with connection and continues with honesty.

I took a deep breath and thought here goes nothing. “Honestly, I know I am good at sales and it pays the bills. I think no matter what I do I will always be selling, but if I could choose what I wanted to do, it would be to create something of my own.”  He said, “Alright tell me more.”  Some context for the reader, I have always dreamed of owning a sports complex and had some funding even lined up to potentially start building. I said, “Well, I would like to own a sports complex.”  As soon as it came out of my mouth, I was worried he would fire me and say enjoy raking the dirt on the baseball fields.  Instead something impactful happened that day that I will never forget.  Todd said, “Each & every day you are out here pounding the streets, knocking on doors, and getting hung up on, remember that you are doing this job for Watson Sports Complex!”

The next month I was rookie of the month and 278% of quota.  I shouldn’t tell you this part, but when they made the decision to shut down our satellite office, Todd Johnson asked me to come to Kansas City for a meeting.  I didn’t know it was going to be a lunch meeting with a job offer I couldn’t accept. He offered a job 2.5 hours away from my wife who was in Physician Assistant school. Obviously, that wouldn’t work out. He said go find another job or start breaking ground on Watson Sports Complex.

Finding a relatable perspective with your team members will be the most impactful thing that you do in 2021.  They have dreams and goals that might not be moving up the corporate ladder, but why is that a reason to not motivate them to give 110% while working for you and your team?

Many times, we find ourselves standing in a large open room with many people talking amongst themselves.  We notice that there are 1000s maybe 10,000 doors that surround the room.  How will we choose which door to step through?   We will choose the door that engages us, resonates with us, and gives us the courage to take the first step.

Are you opening the door for your team members to take the next best step in their careers or are you forcing them through the door?

Todd Johnson told me a narrative that drove me to work harder.  If you are not telling stories, finding relatable perspectives, and motivating your people according to their narrative then you are losing your audience.

Employee Engagement: Is Isolation Plaguing Your Organization?

We have these conversations with top leaders across the country often…

• Our team is overwhelmed. Mental health challenges are constant.

• Our team feels isolated and unsupported now more now than ever.

• Our team has less work to do and is less productive. 

• Our team doesn't feel connected to what's happening in the rest of the organization.

Can you relate?

Leaders - these challenges keep creeping up and you keep working diligently to address them. It's been incredible to see and hear how you continue to try and support your team while growing the business and taking care of your clients, patients, vendors, and/or customers.

While we are all working hard to solve the isolation problem I think we have only been scratching at the surface and we can’t afford to allow this problem to keep permeating through our organizations.

Scratching the surface doesn’t solve the problem. It's like when companies tried to fix company culture with bean bag chairs, ping-pong tables, and kegs of beer. Yes - most people appreciated two out of three of those. However, all people appreciate feeling valued, heard, empowered and supported. How are you doing that for your team?

Scratching the surface doesn’t solve the problem. It's like the couple who is in constant marriage trouble. To try and solve the problem, they escape reality and go on a great vacation or buy the car they always wanted. It's great for a few weeks, but then reality sets in. The actual problems weren't solved and the dysfunction continues. (If this is you, sign up for the Life At Home Event!) 

Scratching the surface doesn’t solve the problem. Weekly toasts and virtual coffee breaks are valuable and helpful. However, they do not solve the isolation problem plaguing your organization.

People want to feel valued, heard, empowered and supported. People make it hard though. When we don't feel those things, we often make it difficult for others to provide them. We put our walls up… we make excuses… we get "busy". In the meantime, attitudes diminish along with the quality of our work and a culture of ownership, accountability, and excellence.

So what options do we have? Here are a few ideas on how to begin to solve the Isolation problem.

Clear Communication (Two-Way)
No one ever loved playing walkie-talkies with a kid who held the button down the whole time. If we can't dialogue, it's not engaging.

Here's what I'm saying: Communicate as much as you can to your organization as a fast as you can. Then, host a virtual coffee break to dialogue what you communicated. Facilitate conversation (real conversation) about the direction of the company, the values being lived out, the vision for the next year, etc... As well as the fear, questions, and doubts team members might have. Make sure to ask for feedback from your team. They may have great ideas or advice on how to bridge any communication gaps.

Clear Expectations 
Take a minute to review and possibly reset job descriptions and roles with your team members. As teams grow and projects shift, it's amazing to see how many great team members take on more than they should. At first it was helpful, but then it becomes detrimental to them and the team. With clear expectations, you can more effectively and authentically support your team.

Clear Check-In Process
Remember: People want to feel valued, heard, empowered and supported. Providing clear and consistent check-ins creates a systemized process for you to lead and your teams to know you are supporting them. This is a priority. How do you solve the isolation problem plaguing your organization? Stop allowing isolation to occur in your organization. Be courageous and lead forward. Do not let fear, insecurity and uncomfortability (new word) win out over good leadership.

201° Performance Management Training
One of the most helpful tools we have been providing our clients has been the 201° Performance Management Training. The system provides the backdrop needed for leaders to move forward and employees to lead up while feeling supported. We see trust returning, productivity increasing and isolation diminishing. 

I'm not saying the solution is simple. Mental health, emotional health, physical health - all of these things take time to overcome. However, time itself does not solve the problem. It's like physical health. If you never eat healthy or exercise, you won't get healthy. It's the consistency over time that makes all the difference.

It's the consistency of your leadership, the health of your leadership over time that can make significant impacts on your team and organization.

Reach out if you are ready to solve the isolation problem and improve the accountability and ownership challenges that so many are facing right now. We will walk you through it, so you can lead forward.

Emerge Stronger | Lesson From The Fire Part 1

There I was with a large pile trees. Literal trees. And then there were the necessary supplies. Diesel fuel, lighter fluid and matches. The idea was simple - burn the pile.

The fire burned for about 45 seconds and then fizzled out … It was great and then it wasn’t. The pile of trees was still there.

This experience made me remember: Good leaders with great ideas fail to create healthy work cultures far too often.

It’s not because they are bad leaders and it’s not because they don’t care. It’s because they try to force the change too quickly. You know - douse it with diesel instead of actual preparation.

Great ideas without proper preparation fizzle out.

Too often we try to drive change, it turns out like when men try to start fires. Quickly and poorly. It’s exciting at first and we get enough response to create a press release, but it doesn’t last.

You are about to lead through one of the most important times in the history of your business. How will you make sure you emerge stronger after all of this? Get some coaching and ensure that you not lead through the challenges well.

Everyone needs an eddy ... but, what is it?

Plenty of thoughts come to mind when we hear the name eddy?

Thought one: Cousin Eddy.

Thought Two: Cousin Eddy.

While I have nothing against cousin Eddy, I don’t think everyone needs one.

What eddy are we talking about?

We’re talking about the kind of eddy I found on the river when I was 15. We were white water kayaking and the guide taught me to navigate the changing currents, read the river, and find the eddy. There’s more to the story, but that’s for another time.

Here’s how www.kayakguru.com describes the eddy:

“Eddies can be great places to stop while you’re making your way down rapids, as they can give you a chance to pause and catch your breath before you hit the next run.
They can also be ideal for using to map your route downstream, letting you bounce from one eddy to the next as you make your way down river.
But getting in and out of the eddies may not always be easy because of the conflicting currents at the eddy lines. For this, it can be a good idea to identify the eddy lines.”

I think we can call agree that having an opportunity to pause and catch our breath would be nice. Many of us were hustling before COVID 19 and now we are living with uncertainty and often times a lack of clarity. It’s exhausting.

What if we could pause and catch our breath? And more than that, what if we could map our route?

Meaning - what if we know where we were going and what are next steps are to get there. That’s why finding the eddy is so important. Otherwise we let the current take us and we might not always like where we end up.

Finding the eddy is not always easy. My first time trying to get into one ended with me sucking air in 40 degree water and trying to climb back into the kayak as quickly as possible! Navigating the shift in current nailed me.

We are going to feel that way often. It’s jolting to find the eddy. And yet, it’s necessary.

We are kicking off our Find The Eddy course. It’s a one-month, highly interactive coaching group. Each group is limited to six participants.

We will talk about how to find the eddy (rest) during the hustle and grind and how to take advantage of the rest to make sure you get to where you need to go and enjoy the ride.

Frequently Asked Questions

WHO DOES INSIGHT LEADERSHIP WORK WITH?

We have been in the people and organizational development business for quite a while. Our approach works with small, mid-size, and fortune 500 leaders, teams and organizations. We have worked with healthcare organizations, architecture firms, banking, law firms, publishing groups, engineers, tech gurus, service industry pros, retail, and CPG companies to name a few.

DO YOU ONLY DO EXECUTIVE DEVELOPMENT OR CAN YOU WORK WITH MANAGERS?

We tailor our sessions to meet the needs of the audience. We serve leaders at all levels in organizations of various sizes. Our 201 Performance Management Product is a great tool for managers as well as the SDI 2.0 Inventory to help managers learn to leverage their strengths to become more effective people leaders.

HOW DO WE KNOW WHAT TO FOCUS ON?

Well … it depends. Many clients take advantage of our Cultural Health Assessment to help guide the creation of a strategic talent development plan. We then focus on what the data and interviews reveal to develop a targeted approach.

DO WE NEED TO PURCHASE THE SDI 2.0 FOR EVERY SESSION?

Yes and No. We can deliver great content to your team without the SDI 2.0. However, the Strength Deployment Inventory helps you and your team gain a strong common language, self-awareness and an understanding of your team that truly makes a big difference in the post-training results.

WHAT MAKES THE SDI 2.0 Assessment MORE EFFECTIVE THAN OTHERS?

We have used DiSC, Myers Briggs, Strengths Finders, Birkman, Colors, Hogan, and now the Enneagram. We keep leveraging the SDI 2.0 because we have found it to be a validated tool that truly helps leaders, teams, and organizations improve quickly. The SDI 2.0 measures how you lead when things are going well and how you lead in conflict. Then it layers on our strengths and overdone strengths in a way that the other tools don’t. The SDI helps leaders sell, lead through change, manage, drive a healthy culture, and improve relationships at work and at home. That’s why we choose to continue using it! Many leaders say, “all assessments are basically the same”. We used to say the same thing. Anytime our clients use the SDI 2.0 or they immediately see the difference.

WHAT MAKES YOUR TRAINING DIFFERENT THAN OTHERS?

Laura and I have been developing leaders for over 30 years. We bring our expertise to each session. We walk you through a process to accomplish your goals. We don’t walk you through a canned program and pretend to solve all of your problems. We typically co-facilitate to make sure we can help you navigate anything you need in the moment while providing you a fun, engaging and interactive experience.

4 Tips For Leading Under Pressure

Leading Under Pressure 
One of my greatest fears is operating an Instapot. I love the tool, the quick results, etc ... , but when Meg (my wife) asks me to check the Instapot, I start looking for the vacuum or anything else to avoid having to use that intimidating device. There is a ridiculous amount of pressure and if the pressure isn't managed properly it can make a very dangerous mess. 

When we are leading under pressure if we don't navigate it well (and properly) we can make a dangerous mess. Our decisions as leaders impact the lives of the people we are fortunate enough to support. Sometimes the weight becomes painful. I love the quote from Max Depree - "Leaders don't inflict pain, they bear the pain." I'll tell you what - bearing pain can be intense and if we aren't careful we will inflict more pain than we were bearing. 

So how do we lead under pressure and not run for the vacuum? During the past few months here's what I'm learning. 

1) Never lead alone. Lean on the leaders in and/or out of your organization. Here's what that means. Before sending pivotal communication to your leaders and/or your organization, let your coach or trusted advisors review it. Yes - it's on you, but no, you don't have to go it alone. Sometimes you receive affirmation that helps you sleep and sometimes you receive coaching that helps you sleep. Either way, it's good. 
2) Slow down and you will go faster. If you make the right decision in the right way, you will head down the right path. Don't make every decision you think of. Don't send every response that pops into your mind right away. Don't get caught sprinting at the beginning of the half-marathon, you won't make it. Remember the big picture and slow down so you can go faster longer.
3) Commit. You've gotten feedback from trusted advisors and have thought through the decisions that needed to be made.  Now it's time to commit.  Commit to hitting start on that Instapot.  The pressure may build during the execution, however you've taken the right steps to ensure the end product is what will drive you forward to success.  When the pressure is on you, you can't just wait and see. 
4) Trust your people. Communicate openly and honestly with your team about the decision and direction you're taking.  If you have been leading well, everyone you need is in your corner. You are not alone. Let them share in the process as much as possible across all levels. When you need them the most they will show up for you. 


Let me give you an example of how this might translate into a real work scenario. You have a leader with a lot of great ideas and she's a great person. One that you would definitely enjoy a glass of wine and Instapot meal with. She trusts her team can do anything and that they are flexible and understand her intentions. Because of this, she shares her ideas freely and expects the team to jump in and deliver without a lot of clear direction. When the team has questions, the answers are sparse, if available at all. The team tries their best and when they come across obstacles that prevent forward movement, the leader throws out another idea. You can imagine the personal and professional conflict this might create for the group. Being a good person is a great start, getting the team involved is important for ultimate buy-in.  However, in this common scenario, the important aspects of slowing down to go faster and committing were absent. 

Here’s the deal. We will all screw up. We won’t get it right all the time. However, if we try to follow these four steps while leading under pressure we will get it right more often than not. You’ve got this. If you get stuck or need some help, just give us a call.

What has helped you lead well under pressure?

Performance Management | The 201° Story

It was the summer of 2019. Our family was officially growing from 3 boys to 3 boys and little girl. So our house size needed to grow as well. We found the perfect house in the woods. Sure … it had what Meg needed inside, but it also has what I need outside. A massive, custom-built, Texas-style smoker.

Okay. Here’s how I fed my family and friends all summer. Here’s when it clicked.

Great management is like smoking a pork shoulder. Don’t roll your eyes - get ready to go eat and become a better manager. Management is not just telling people what to do and making sure it’s done. Management should truly be helping your people achieve their fullest potential and then celebrating when it happens! That doesn’t happen organically, naturally or easily. It takes a process. (just like it takes a process to get to 201°!)

Step 1 | Preparation

The Food: Preparation is key. The right cut of meat, the right spices, the right temp on the fire. If you don’t prepare, there’s a good chance you won’t enjoy the end result.

The Backyard Smoker

The Manager: Onboarding the team member properly makes a drastic impact on the success of that team member. Build a relationship with them, find their strengths, discover their communication style and bring clarity to how they can succeed. We leverage the SDI 2.0 to help shorten the learning curve in new relationships and enhance those that already exist.

Step 2 | Maintain Consistency

The Food: The pork shoulder is on the grate. It’s cooking. There are three responsibilities I have during this step of the process.

a) Monitor the smoker temperature

b) Monitor the meat temperature

c) Continue to add the proper amount of logs to the fire to maintain the temperature

The goal is consistency. It takes effort, checking, knowing the right size of the log to put in the fire box. The meat can keep improving with consistency.

The Manager: Maintaining a consistently healthy work environment is key to developing a direct report to reach their potential. Our check-in process helps the team member take ownership of their development and gives you the opportunity to provide steady feedback so they can keep improving. The goal is growth and moving towards 201°. If you don’t keep the fire going or if you let it go for too long the temp can drop. That’s when you need to lean in even more to get back on track.

Step 3 | The Wrap

Time To Wrap!

The Food: The pork is edible at 145°, but it would be horrible. It’s like giving a direct report a task and they complete it, but they do such a bad job that you will never ask them to do it again. Well - that could be on you for asking them too soon. (maybe). Back to the food. When the pork shoulder reaches 180° you pull it out and wrap it in foil. The foil increases the temp faster and gets it to 201° in half the time. If you wrap too soon the pork can cook but will lose out on the flavor and burnt ends. You have to do the wrap at the right time, which is clear to you since you are checking it on a regular basis to maintain consistency.

The Manager: When the team member is ready for next-level coaching you need to provide it. You have been maintaining consistency and development for them, but you and I both know that some comments they need to hear they won’t hear until they are ready. We don’t want to break them, we want to develop them. Picture a team member at 180° and you are almost to 201°. It’s time to have a conversation about their growth, development and how they can hit the next level. Then you maintain consistency at a faster pace to help them get there.

Step 4 | The Celebration and Rest

The Food: When the temperature gauge on the meat hits 201° it’s a party for all. Hard work is going to pay off soon. You pull the pork shoulder off gently because it’s falling apart already. After you pull it off the smoker it’s time to let it rest for an hour. It’s still cooking. It’s 201° degrees! Let it rest for an hour and finish prepping the rest of the meal. If you don’t let it rest you will not experience the full potential of what you spent so much time working on.

The Manager: When the team member pushes through a challenging project with success and hits 201° you celebrate! When we Hustle and Grind we need to remember to Rest! If we don’t give them a moment to rest we will miss out on the team member truly hitting their full potential.

Well … that’s the 201° Performance Management Story. It’s time for you to experience your own 201° stories. Give us a shout to bring 201° to you soon.

Remember What's Important

Remember what’s important

Last night I was watching Secretariat with my 13-year-old son. He's captivated by pretty much any movie that has to do with anything sports-related.

About half-way through the movie, everything seems to be falling apart. Red, the horse, is not eating or running. The owner leveraged everything she had on the horse winning the triple crown. In those moments it seemed like everything was falling apart after everything had been going so well.

As I was watching that section of the movie, I felt like those 4 minutes summed up my day. It was the kind of day when nothing was going right. Proposals weren't signed, friends were getting divorced, and the list goes on.

All of a sudden, what they thought was a life-changing issue was not a big deal.

It seems that way in life. We put so much stock into what happens today that we can forget what can happen tomorrow. A few years ago if I had a day that didn't go as planned, I would have stayed up all night working because of my short-sighted view of the big picture. I would have justified skipping:

• story time with my four kids (3 boys and 1 little girl)

• watching a movie with my son

• sipping wine with my wife

Let's be honest, a few years ago that happened often!

My business is much healthier now than when I started, but my ability to remember what's important and not let bad moments ruin my day and shift my focus has improved as well.

I hope to dominate life at work. But if some days I miss out on dominating life at work - that's no excuse for missing out on loving life at home.

Let's remember that there is more to life than what happens today. While what happens today is essential it shouldn't ruin our ability to engage with who and what is most important. We can always rest, wake up tomorrow and get back after it.

How do you keep yourself from forgetting what's important in life when life doesn't go your way?

Build-A-Bike

Build-A-Bike Leadership Training

We were at the Gaylord Golf Club in Nashville, Tennessee on a beautiful summer day. I’ve been plenty of places for training and keynotes, but today was a different kind of day.

I’ll never forget the moment at the top of the stairs. The management trainees were just informed that the bikes they built during the training were going to be delivered to inner city kids who have never had a bike and most of them didn’t know how to ride a bike.

Immediately the tears started streaming and then laughter, disbelief and joy. The Cintas Team Members took the kids into the parking lot, gave them a helmet and taught them how to ride. About 15 minutes into riding around a parking lot (dodging the latest Mercedes Benz now dangerously parked) a kid turned and asked, how much longer he was going to be able to ride. He couldn’t believe the bike was his.

Then my wife rolled in with Chick-Fil-A for the kids and the plush golf club let us all eat with the kids in the club house, overlooking a golf course most will never see again.

It was a good day. A powerful day. A day of effective training.