Coaching for Leaders: Better Leadership Through Improved Communications, Human Relations, and Personal Productivity show

Coaching for Leaders: Better Leadership Through Improved Communications, Human Relations, and Personal Productivity

Summary: A weekly coaching and self-improvement show for people who want to discover how to lead better through improved communications, human relations, and personal productivity. Host Dave Stachowiak brings a decade of experience from his leadership role at Dale Carnegie Training to help leaders take immediate action to get their ideas across, strengthen professional and personal relationships, and be more effective and efficient with their time. Bestselling authors, expert guests, host commentary, questions from the #CFLshow community, and Starbucks iced mochas drive this show. Subscribe for free and connect with Dave at CoachingforLeaders.com or (949) 38-LEARN.

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  • Artist: Dave Stachowiak, Leadership Coach, Trainer, and Writer
  • Copyright: Innovate Learning, LLC

Podcasts:

 145: Improve Your Writing With Practical Typography | File Type: audio/mpeg | Duration: 42:22

How your writing shows up on screen may say as much as what you wear. Matthew Butterick shares how to improve your writing with practical typography. Guest: Matthew Butterick Author, Practical Typography Written communication may say as much about you as what you wear. Typography is more than just font. Matthews rankings of common system fonts Book resource: Garner’s Modern American Usage* by Bryan Garner Mark Twain received the following telegram from a publisher: NEED 2-PAGE SHORT STORY TWO DAYS. And famously replied… NO CAN DO 2 PAGES TWO DAYS. CAN DO 30 PAGES 2 DAYS. NEED 30 DAYS TO DO 2 PAGES. Use one space after a sentence What’s one change you will make to your writing? Feedback On this topic: http://coachingforleaders.com/145 Comments, questions, or feedback: http://coachingforleaders.com/feedback (949) 38-LEARN Thank you this week to Michael Oliver, Henning Husum, Jirintai Suljid, Shauna Beliveua, Mark Schroeder, Robin Green, Michelle Singh, Gretchen Horn, Derek Green, Markus Lerchen, Taina Varis, Diakite Mamadou, Rubin Rios, and A Toh for subscribing to my weekly update. If you do as well, youll receive the 10 Leadership Books That Will Help You Get Better Results From Others, including 2 books that I rely on weekly. You can subscribe at http://coachingforleaders.com/subscribe A final thank you this week to Vikey Hogan for the kind review on iTunes. You can leave a review for the show on iTunes at http://coachingforleaders.com/itunes or Stitcher Radio at http://coachingforleaders.com/stitcher

 144: How We Do Things Around Here To Get Results | File Type: audio/mpeg | Duration: 48:51

When someone says to you, “Well, that’s just how we do things around here” you can be sure that you’ve just stumbled into organizational culture in a big way. Today, how to recognize it, why it matters, and what it means for actual results. Guest: Dr. Kent Rhodes Practitioner Faculty, Pepperdine University Consultant, The Family Business Consulting Group Culture is how we do things around here Three Levels of Culture from Edgar Schein Artifacts Espoused values Underlying assumptions Culture is difficult to identify when you are inside of it Organizations confuse climate and culture Climate comes from the outside and tends to be more temporary Culture is what is happening internally and more difficult to change Resources Books Organizational Culture and Leadership* by Edgar Schein Diagnosing and Changing Organizational Culture* by Kim Cameron and Robert Quinn Articles The Trader Joes Experience by Mark Mallinger and Gerry Rossy Recognizing Organizational Culture in Managing Change by Mark Mallinger, Don Goodwin, and Tetsuya OHara The Competitive Advantage of Culture in a Family Business by Kelly LeCouvie and Kent Rhodes Feedback On this topic: http://coachingforleaders.com/144 Comments, questions, or feedback: http://coachingforleaders.com/feedback (949) 38-LEARN Im curating more and more content online. Here are three ways to get access: My Pinboard account where I curate and database the best things Ive found online My Twitter account, where I shared a lot of those resources, each week Our community Facebook page is also a good way to connect Thank you to weekly update subscribers this past week: Derek Hartley, Tomer Segev, Tracey McLaughlin, Lorraine, Shelley Klann, Archer Dawson, Cristina Mariani-May, Johnny Matlock, Terene Du plessis, Shaun Newman, Andrey Devyatkin, Kevin Carter, and Meghan Lawrence. When you subscribe, youll also receive a guide to the 10 Leadership Books That Will Help You Get Better Results From Others, including 2 books that I rely on weekly. You can subscribe at http://coachingforleaders.com/subscribe Thank you so much to Agata Miezaniec from Poland and LC down in Brazil for the kind reviews on iTunes. You can leave a review on iTunes at http://coachingforleaders.com/itunes or Stitcher at http://coachingforleaders.com/stitcher

 143: Accepting Feedback With Sheila Heen of Difficult Conversations | File Type: audio/mpeg | Duration: 43:46

You may have received training on giving feedback, but do you maximize how you receive it? On this show, discover how to give thanks for the feedback. Guest: Sheila Heen Author with Douglas Stone of Thanks for the Feedback: The Science and Art of Receiving Feedback Well* Author with Douglas Stone and Bruce Patton of the New York Times Business Bestseller Difficult Conversations* Feedback sits at the core of two human needs: Our need to get better Our need to be accepted, respected, and loved for how we are now “Who’s giving the feedback is often a louder message than what they’re saying.” -Sheila Heen The six steps: 1. Know your tendencies Baseline (or set point): a level of satisfaction that you gravitate towards in the absence of life events Swing: how far positive or negative feedback knocks you off your baseline Recovery: how long it takes you to come back to your baseline Recovery speed can be different for positive and negative feedback Understanding your profile can help you dismantle your distortions Also, this helps you to be more empathetic to others who have different styles than you do 2. Disentangle the “what” from the “who” If the feedback is wise, it shouldn’t matter who delivers it (but it does). Solicit feedback from the people who you find difficult to work with 3. Sort towards coaching Three kinds of feedback Appreciation: sometimes when people ask for more feedback, they really want more of this Coaching: helping you get better at something Evaluation: where you rank or stand Sheila uses this with her children to speak about their grades and what it says about what they can change Separating these three things is helpful, since evaluation is very loud and people don’t often hear anything else 4. Unpack the feedback Most of what we hear comes in vague labels. It requires you as a receiver to be a more active participant. 5. Ask for just one thing “What’s one thing you see me doing (or failing to do) that holds me back?” 6. Engage in small experiments “I don’t believe that receiving feedback well means that you have to take the feedback.” -Sheila Heen It’s hard to know if feedback is helpful until we try it out. What’s one attitude change you could make today that would help you benefit more from feedback? Feedback On this topic: http://coachingforleaders.com/143 Comments, questions, or feedback: http://coachingforleaders.com/feedback (949) 38-LEARN Thank you to Moira Portaria, Narendra Gupta, Jens Geets, Rammohan Revalli, Theophane Sanfo, Maurice Rubino, Stacey Haggin, Magnus Olsson, Khoula Al said, Victor Liu, Patrick Voyce, Heinz Uy, Fatima Krasniqi, Gordon Pringle, Roxie Rider-King, Chris Calvert, Patty Stallings, and Mike Wagner for subscribing to the weekly update this past week. You can subscribe at http://coachingforleaders.com/subscribe

 142: What To Do After Workplace Loss | File Type: audio/mpeg | Duration: 42:02

We’ve talked a lot on this show about what to do in challenging situations. Today, what to do when the worst happens. Guest: Andrew Stenhouse, Ed.D. Dean, School for Graduate and Professional Studies Vanguard University of Southern California Loss is pervasive and we don’t often recognize how much we’re dealing with loss at the time. Three broad categories of emotions tend to show up for people during a time of loss: Fear We don’t know the loss will affect us personally We don’t know how we are going to react to the loss These fears can surprise us and cause even more anxiety Anger We can be angry at the person who we lost We need to be able to express our anger in some way Anger sometimes feels good because it provides some illusion of control Sadness Anger tends to yield to sadness Guilt is the feeling that we could or should have done something We can sometimes feel guilt that we are not in as much pain as we think we should be What leaders can do after a loss: Don’t put parameters on how people are supposed to deal with loss However, provide stability and structure for people Create and lead forums for conversation The performance aspects of the job can help stabilize and reduce stress Leaders should facilitate the conversation about the loss, rather than just allowing it (or hoping for it) to happen on its own Bring in someone else to help when you see physical signs of loss “You’re always on one side or the other of a loss. You’re either approaching one or getting over one.” -Andrew Stenhouse What’s one thing you could do now to ready your organization for loss? Feedback On this topic: http://coachingforleaders.com/142 Comments, questions, or feedback: http://coachingforleaders.com/feedback (949) 38-LEARN Thank you to Abe Frodeman, Marvin Powell, Phil Griffin, Edison Williams, Raleigh Mikrut, Natasha Libson, Cindy Ramirez, Enmanuel Ortega, Howard Herbert, and Chris Winch for subscribing to the weekly update. You can subscribe also at http://coachingforleaders.com/subscribe Thank you for Sarah in Australia for the kind review on iTunes. If youd like to write a review on iTunes or Stitcher, please visit http://coachingforleaders.com/itunes or http://coachingforleaders.com/stitcher

 141: How To Increase Your Leadership Confidence and More Community Questions | File Type: audio/mpeg | Duration: 45:03

Bonni and I respond to community questions this week on increasing your leadership confidence and a number of other topics. Guest: Bonni Stachowiak, Ed.D. Mishal in Saudia Arabia: How do you increase self-confidence as a new leader? Phil in the UK: What advice would you give to someone who hasn’t had the opportunity to lead people in an organization? Dave reference Coaching for Leaders episode #94: What To Do When Managing Without Authority Another article that might be helpful is 8 Ways To Influence Without Authority John: How can I build time into my day for the long-term goals? Jenn: How do you cope with a difficult coworker when your boss doesn’t want to acknowledge the problem? Dave referenced Coaching for Leaders episode #64: Eight Ways To Get Results By Managing Up Just for fun, we mentioned our Sonos PLAY:3 station* in this response Lisa shared a comment.  Lisa referenced Coaching for Leaders episode #117: The Seven Steps You Follow To Delegate Work Dave mentioned his video: How To Get Podcasts on Your iPhone for Free What’s a question you have for the next Qandamp;A show? Feedback On this topic: http://coachingforleaders.com/141 Comments, questions, or feedback: http://coachingforleaders.com/feedback (949) 38-LEARN Thank you to Lori Meeks, Agata Miezaniec, Steve Lacoursiere, Nkosikhona Nkosi, Lesley-Ann Blackburn, Valery Nguyen, Anna Thayer, Mike Cappelli, Catherine Canter, Perry Adams, Deepa Tharmaraj, Cherry Poussa, Ashley Mack, Kent Whistler, Debbie Rahn, Travis Buckner, Hermino Perez, Antonio Pizarro, Bruno Ohana, Marika Fredriksson, Kathey Howell, and Gustavo Serrano for subscribing to my weekly update this past week at http://coachingforleaders.com/subscribe

 140: How To Work With Multiple Bosses | File Type: audio/mpeg | Duration: 41:26

As organizations ask people to collaborate more and more across virtual teams both internally and externally, many of us find ourselves reporting to lots of different people. On today’s show, how to balance it all and focus in the right places, when working with multiple bosses. Guest: Eric Ruckle, Chief Digital Strategist at Adbay It’s not about me, but about the project. Book recommendation: The Startup of You by Reid Hoffman* Book recommendation: So Good They Can’t Ignore You by Cal Newport* What’s one attitude change you can make that will help you work with multiple bosses? Feedback On this topic: http://coachingforleaders.com/140 Comments, questions, or feedback: http://coachingforleaders.com/feedback (949) 38-LEARN Episode #141 (next week) is an all Qandamp;A show. Submit your questions at http://coachingforleaders.com/speak Thank you to Roger D, Kristin Espinar, Steve Seiller, Jessica Wray, Tanya Muldrow, Andy Scheer, Matthew Opuda, Anders Moeller, Gary Thompson, Jeff Luckett, Eric Perreault, Michelle Snelling, Darryl Pitt, Laura Jasso, John Kufer, Chris Hindson, Klaus Haasis, Jeff Festa, Irma Kikvidze, Daniel Mansdoerfer, Michael Laibe, Ewa Chrominska, Michaela Lawrence Jeffery, Greta Knight, Diana Tanaka, Thomas Toeller, and Amber Sterling for subscribing to my weekly update this past week. A special thank you also Merlin, Phil, and Pete for your kind reviews on iTunes. If you would like to write a review as well, please visit http://coachingforleaders.com/itunes (for iTunes) or http://coachingforleaders.com/stitcher (for Stitcher).

 139: How To Maximize Team Performance | File Type: audio/mpeg | Duration: 58:52

Many of us have heard about the four stages of team development. In this episode, you’ll discover what to do at each stage as a leader or team member to maximize performance of the entire team. Guest: Susan Gerke from GoTeam This model originates with Bruce Tuckman in the 1960’s Forming Storming Norming Performing Susan and I discuss the issues at each stage above and the actions that both team members and leaders can take in order to maximize team performance. There are several options when conflict emerges: Reform the team Do good Feel good Deal with the conflict There are also several ways that change itself can happen to a team: Leadership changes Membership changes Changes to the purpose and goals of the team Resources The I in Team* by Susan Gerke Go Team by Susan Gerke and David Hutchens What’s one action you will take to be more proactive with your team’s development? Feedback On this topic: http://coachingforleaders.com/139 Comments, questions, or feedback: http://coachingforleaders.com/feedback (949) 38-LEARN Question from Kris: Ive been involved in in management position for the last 8 years. Now I have received a job proposal to work for another project in a much more advanced role. As you can understand I feel really flattered and at the same time a bit confused weather I am ready for this step up or not. Now my question is: What do I need to take in consideration, what can I do take my confusion away and what kind of training will assist me in my conquest to become a senior leader? Check out the new leader tag on the site The First 90 Days* by Michael Watkins 42 Rules For Your New Leadership Role* by Pam Fox Rollin Spend time talking to people in your organization Dale Carnegie or Coaching for Leaders Thank you to David Wissore, Cameron Thomson, Joseph Silva, Tera Pickett, Victor Cosmescu, Scott Ambrose, Mary Underwood, Heidi Palalay, Sean Severson, Sarah Stulga, Charlie Griffies, Jane Muszynski, Venice Williams, Douglas Farrell, Victor Arredondo, and Nathan Nelson. Thank you to Jonathan for your kind review on iTunes. If youd like to leave an honest review as well, you can do so on iTunes at http://coachingforleaders.com/itunes or Stitcher at http://coachingforleaders.com/stitcher.

 138: The Four Unique Types of Teams | File Type: audio/mpeg | Duration: 59:15

The word team is used a lot in organizations to describe anything where two or more people are involved. However, groups and teams look very different, depending on their purpose and organization. In today’s show, you’ll learn about the four unique types of teams and how to work within and lead each. Guest: Susan Gerke from GoTeam Teams are different and unique Purpose Structure Stage of Development Membership Leadership When you are trying to figure out how to lead a team, 2 models can be very helpful. Types of Teams Interdependence degree of cooperation and coordination Number of meetings Content of meetings Goals —team vs. individual Reward team vs. individual Expertise Training plan Resources The I in Team* by Susan Gerke Go Team by Susan Gerke and David Hutchens Feedback On this topic: http://coachingforleaders.com/138 Comments, questions, or feedback: http://coachingforleaders.com/feedback (949) 38-LEARN Question from Laura: “I’m an introvert. Plain and simple! And I find it challenging to engage in conversation but, my direct coach has advised me that regardless of my nature the needs of the business requires that I become more extroverted and continue to go out of my personal comfort zone when it comes to leadership as in the end its not about what makes me comfortable but, more so on what makes the team comfortable and what works with them. Although I agree that i should be less intense and be more vocal I also firmly believe that the worst advice that you can give someone of an introverted nature is to become more extroverted. While I understand that the needs of the business and the team should trump my own I would appreciate some advice on how to do this and be less shy or unsure while doing so.” Resources I mentioned in my response: Toastmasters Episode #115: How To Create And Track Effective Leadership Habits My coaching plan on Lift: Become A More Respected Manager Episode #44: Susan Cain on The Power of Introverts Quiet: The Power of Introverts In A World That Can’t Stop Talking* by Susan Cain Episode #136: How To Create Leadership Connections in The Smallest of Moments with TouchPoints from Douglas Conant TouchPoints: Creating Powerful Leadership Connections in the Smallest of Moments* by Doug Conant and Mette Norgaard Thank you to Hector Abegg-Garcia, Sanjani Ramkissoon, Mishal Rb, Kristen Albert, Corey Johnson, Lori Olsen, Christine Brewder, Barbara Ferranti, Corinne Cope, Heather Balcerek, Ailie Murray, Wendy Suddendorf, Philip Jackson, Kris De Heel, Dumisani Gubuza, Craig Coppaway, and Yves Jonckheere for subscribing to my weekly update this past week. A special thank you to Anthony in the UK and Mishal in Saudi Arabia for the written review on iTunes you left. If this show has been valuable to you as well, please leave a written review on iTunes or Stitcher by visiting http://coachingforleaders.com/itunes or http://coachingforleaders.com/stitcher

 137: The Power Of Servant Leadership | File Type: audio/mpeg | Duration: 51:11

It’s not the role of a leader to be served, but to serve. Discover the power of servant leadership to produce results for people and organizations. Guest: John Dickson Chief Operations Officer Spokane County in Washington State Heres a link to the Lean Fighter article John mentioned about some of the work he contributed to at Boeing John mentioned the learning organization that was articulated by Peter Senge. This model was made popular in Senges book The Fifth Discipline*, which is a must-read for leaders and also appears on my Top 10 books for leaders list. “The servant-leader is servant first. It begins with the natural feeling that one wants to serve, and serve first. The conscious choice brings one to aspire to lead.” -Robert Greenleaf “Enthusiasm is the little recognized secret of success.” -Dale Carnegie A recent article from the Spokesman-Review on the new utility bill payment system that John spoke of on the show. What’s one shift you could make that would make you more like a servant leader? Feedback On this topic: http://coachingforleaders.com/137 General comments, questions, or feedback http://coachingforleaders.com/feedback (949) 38-LEARN Thank you to Tiffany Schuffert, Vince Scott, Ingrid Vanin, Rodrigo Mela, Steven Shaw, Roanzel Hiceta, Shirley Romero, Anthony Smith, Elle Dee, Koreen Muthiah, Susan Duckworth, Steve Inman, Joseph MacFarland, Wayne Franklin, and Matt Jones for subscribing to the weekly update this past week. Also, a special thank you to user Sailingtopher for the kind and personal review on iTunes. If this show has been valuable to you as well, please leave a written review on iTunes or Stitcher by visiting http://coachingforleaders.com/itunes or http://coachingforleaders.com/stitcher.

 136: How To Create Leadership Connections in The Smallest of Moments with TouchPoints from Douglas Conant | File Type: audio/mpeg | Duration: 48:11

For many of us, our tendency is to minimize our daily interruptions so we can get more done. On today’s show, my guest Douglas Conant helps us all recognize why these moments are critical in our work as leaders and how we can best utilize them. Guest: Douglas Conant Founder, Conant Leadership (Facebook) (Twitter) Former CEO, Campbell Soup and President of Nabisco Author with Mette Norgaard of the New York Time Bestseller TouchPoints: Creating Powerful Leadership Connections in the Smallest of Moments* “The More I Learn About the Outside World, The More Effective I Am With The Inside World.” -Doug Conant Dougs TouchPoint framework Ask first, “How can I help?” 1. Listen intently to what’s said and not said 2. Frame the issue so you understand the context in which the person is looking for your help 3. Help them advance the agenda Ask at the end, “How did it go?” Doug mentioned the book Talent is Overrarted by Geoff Colvin* Check out these two articles from Doug Turn Your Next Interruption Into An Opportunity What Losing My Job Taught Me About Leading Dougs book is TouchPoints:Creating Powerful Leadership Connections in the Smallest of Moments* The thank you video Campbell Soup employees put together when Doug stepped down as CEO (he mentioned this in the interview): Feedback On this shows topic: http://coachingforleaders.com/136 Comments, questions, or general feedback: http://coachingforleaders.com/feedback (949) 38-LEARN Thank you to Alison Nail, Craig Boothroyd, Dana Ruckman, Barry Alcock, Lorina Smith, Ulysses Codognotto, Stephane Russo, Diwakar Nallamani, Travel Pod, Brenda MacPherson Camille Moingeon, Keith Pritchard, Santosh K, Gwen Gnazdowsky, Marin Geo, Justus Birlenbach, Dale Hatchard, and Julio Fernández-Gayoso. Thank you to Islaura on iTunes and MariaW on Stitcher for leaving such kind written with! If this show has been valuable to you as well, please leave a written review on iTunes or Stitcher by visiting http://coachingforleaders.com/itunes or http://coachingforleaders.com/stitcher

 135: How To Get The Most Out Of Training | File Type: audio/mpeg | Duration: 48:33

This week, we dedicate the entire show to community questions about training. Guest: Bonni Stachowiak (@bonni208) Question from Jordan I am a young manager (mid-20’s). My job requires training large amounts of staff on software and technology. Many of the staff are twice my age, and tend to ignore me when giving trainings. I’m, not sure if this is because of my age, or because I have only been with the organization for 5 years, and many of  them have been here for 20+. Or perhaps it is because of the subject matter of the trainings? Do you have any suggestions on how to get through to them? Is it content or credibility? Seven Principles for Leading People Older Than You [episode #59] Seek out people who are giving you objections and find out how to best serve them. Dave mentioned How To Win Friends And Influence People* Lynda.com [affiliate] is a good solution for learning popular software online at your pace Adobe Captivate is a good option for creating your own simulations Screenflow for the Mac is great for screencasting Camtasia is another option 2nd Question from Jordan Do you have any suggestions on conferences one can go to, to expand skills on leadership and coaching? Bonni says a conference is a place to build a network, generate new ideas, and learn about new products Dale Carnegie Training provides a great resource for changing behavior, which is a great way to get better and leadership and coaching Question from Kris I am a manager in a large company and managing a global transformation programme. I am at a cross roads and my development plan includes getting more training on the following: (a) Leadership of global teams (physical and virtual) and (b) Strategic planning and organizational development (how does one define and develop a global organization, roles, numbers of people, strategy, governance, teams, processes, etc) to implement a global transformation programme. Do you have recommendations on books, education or coaches for my further development? Good to Great* by Jim Collins Execution* by Larry Bossidy and Ram Charan The Fifth Discipline* by Peter Senge Coaches: Bill Bliss, Tom Henschel, Pam Fox Rollin but find someone who’s done what you’ve done and what they’re reading Question from Suzie Audio comment If you are a nurse or know one, check out OneLoveforNurses.com Jane Hart publishes the Top 100 Tools for Learning Poll Everywhere is used by Bonni in her classroom Question from Andres In a world of free online courses and MOOCS (Massive Open Online Course); what type of course would you be willing to pay for? What type of content/delivery would definitely be worth spending your (not your employer’s) money on? Bonni mentioned attending a class from Linda Krall on creativity Dave spoke about Michael Hyatt’s class of 5 Days To Your Best Year Ever Question from Elmer How do you make training accessible to the newest employee while bringing something to the table for the most experienced manager? I usually try to leave the conversation open for the subject matter experts in the room to share their knowledge (within reason and on topic) so there is a feeling of collaboration and not speaking down to them in those situations. Creating a course that is comprehensive is difficult. Dave suggests segmenting the training, if possible. How can you get the subject matter experts engaged in a leadership capacity in the classroom? Use a problem-based or case study approach. This engages the more knowledgable people in the room. 2nd Question from Elmer One of our bosses/stake holders wants us to make our classes archiveable or semi-future proofed so we do not have to constantly go back and re-teach the classes one on one. What are some of the best ways to do that? “If the recording of the class was the equivalent to being 

 134: The Secret To Happiness | File Type: audio/mpeg | Duration: 20:53

While many things contribute to happiness, one key attitude shift in how we talk and think about our activities will help us be much happier. “Happiness isn’t doing what you like, it’s liking what you do.” -Quote on my dads desk Vance Caesar was one of my professors in graduate school. He wrote The High Achiever’s Guide To Happiness* Vance said, “Create more gets tos than got tos Do you have more “get to’s” than “got tos?” Do you have to give someone feedback today, or do you get to? Do you have to give a presentation today, or do you get to? Do you have to resolve a conflict today, or do you get to? Do you have to go to work today, or do you get to? The secret to happiness is having more “gets tos” than “got tos” What will you do this week to turn a “got to” into a “get to?” Feedback On this topic: http://coachingforleaders.com/134 General comments, questions, or feedback http://coachingforleaders.com/feedback (949) 38-LEARN Thank you to Doreen Hill, Marie Lewallen, Angelica Herrera, Latha Hari, Marie Mayhew, Marcus Little, Michael Dodds, Mary Helms, Zachery Englander, Will Reeves, Jason Masalcas, Tara Thom, Antonio Augusto Guimaraes Lima, Jeff Wolfe, and John Brady for subscribing to my weekly update this past week. A special thank you to Felipe in Brazil for your written review on iTunes. If this show has been valuable to you as well, please leave a written review on iTunes or Stitcher by visiting http://coachingforleaders.com/itunes or http://coachingforleaders.com/stitcher

 133: The Five Elements Of Your Personal Brand | File Type: audio/mpeg | Duration: 46:39

We all know what corporate brands are, but do you have clarity on your own, personal brand? Today, we examine the five elements of an effective personal brand with executive coach Heather Backstrom. Guest: Heather Backstrom HeatherBackstrom.com Executive Coach What is a personal brand? Personal brand is who a person is from the inside out. It’s not about external looks - that is personal image (also important, but different). 1. Values Knowing our values can provide clarity on the kind of work and work environment we choose. To help get clarity on your values, you may wish to utilize Dave’s values exercise at this link. Consider experiences in your life that really brought you joy - what values show up? For more on values, check out Coaching for Leaders episode 20. 2. Vision It’s about where you are now and where you wish to go. Create a target for yourself by defining it visually or in writing. “You can’t hit a target you don’t even have.” -Zig Ziglar For a journaling app, check out Day One. For more on vision, check out Coaching for Leaders episode 22. 3. Purpose Vision is where your head is and purpose is how you get there. Vision is the future and purpose is what’s happening in the present. Dave spoke about being a “curator of wisdom about people.” Without purpose, we tend to get caught up in other people’s lives and lose our own way. 4. Authenticity Personal brand is about bringing out the best of who you are. Borrow wisdom from others, but make it your own. 5. Perception We define our world and other people by our perceptions. The language we use can change how people perceive us. Heather and Dave both mentioned that they struggled most with this element. What action will you take enhance one of these five elements of your personal brand? Feedback On this topic: http://coachingforleaders.com/133 Comments, questions, or feedback: http://coachingforleaders.com/feedback A reminder that episode #135 coming up in two weeks is completely focused on training. Submit your question for consideration at this link. Thank you to Maria White, Gail Williams, Linda Eller, Valarie Hogan, Kathleen Wheeler, Sarah Blaise, Coop Cooper, Lisa Stockwell, René Hernandez, Lena Staafgard, Brenda Mundy, Jessie Chen, Dee Maher, Felipe Souza, Vicky Nicolas, Luke Robinson, Cindy Paris, David Rivera, Heath Mullikin, Zulma Monsalve, and Dan Cooke for subscribing to my weekly update this past week. A special than you to Linda for the very kind iTunes review! If this show has been valuable to you as well, please leave a written review on iTunes or Stitcher by visiting http://coachingforleaders.com/itunes or http://coachingforleaders.com/stitcher

 132: How Improve The Quality Of Your Connectedness with Jennifer Deal of the Center for Creative Leadership | File Type: audio/mpeg | Duration: 38:09

Being connected is great, right until it’s not. How to improve the quality of your connectedness with an expert from the Center for Creative Leadership. Guest: Jennifer Deal, Ph.D Center for Creative Leadership Author, Always On, Never Done: Dont Blame The Smartphone Center for Creative Leadership works to help improve leadership. Many people said that staying so connected really started when they received their smartphone. On average, people in the survey were connected to the workplace 72 hours a week, or 13.5 hours a day. Personal tasks done during the workday were accounted for in the research (even people that don’t work these kind of hours still do personal tasks at work) One of the biggest complaints was the number of meetings required in organizations. A major issue is being invited to meetings and then people realizing that they weren’t really needed. Setting clear agendas is key. Be explicit why each person is needed. Another major complaint was too many people making decisions. Be explicit about who has decision-making authority and who needs to be checked with. The intentional use of ambiguity as a management tool is also a challenge. Sometimes people don’t make a decision so they don’t have responsibility for it, so they leave it in ambiguity. Clear agendas and outcomes help prevent this. This leads to crisis mode later on. What Jennifer does differently because of this research She still answers emails early in the morning and late at night. Setting better boundaries about having done enough work today. Being very specific on agendas for meetings. She turns down a lot of meetings that aren’t as high value as the other things she needs to be doing. Check out the Center for Creative Leadership for more resources Also see episode #128, Four Practices For Leading An Effective Meeting What have you seen a leader do to encourage quality connections to the workplace? Feedback On this topic: http://coachingforleaders.com/132 Comments, questions, or feedback: http://coachingforleaders.com/feedback or (949) 38-LEARN The next question and answer show is episode #135 and the topic is training! Submit your questions now on the feedback page or record audio here. Thank you to Jamie Lavery, Marcel Froio, Davinder Singh, Stefan Gostic, Danielle Chen, Antoine Meyer, Patrick Ebright, Paola Lopez Zanardo, Nathan Kam, Michael Cadrette, Slava Barber, Jae Washington, and Rick Tempestini for subscribing to my weekly update this past week. “To be nobody but yourself in a world which is doing its best, night and day, to make you everybody else means to fight the hardest battle which any human being can fight; and never stop fighting.” - e.e. cummings

 131: How To Control Your Emotions and Take The Next Step | File Type: audio/mpeg | Duration: 36:16

Bonni and I respond to community questions on taking the next step in difficult situations. First question from Khrist and a few suggestions from us: Recognize your hot buttons or trigger point Avoid handling things in the midst of anger and emotion, if you can avoid them (for example, dont send emails when angry) Instead, write out your thoughts just for yourself Get input from others who are not as close to the situation Start with questions and not accusations/assumptions Sometimes a bit of expressed anger or frustration is OK, assuming it is genuine Consider what you are really able to do or not do Give yourself grace too - none of us are perfect at handling these situations In fact, we discover the most from imperfect situations Book recommendation: Daring Greatly by Brene Brown* Book recommendation: Difficult Conversations* Video recommendation: Brene Browns first and second TED talks Past podcast recommendation: How to Lead When Someone is Driving You Nuts [episode #48] Second question from Huzefa and a few suggestions from us: What is it you want about being an entrepreneur and could you achieve it without the risk? Three elements youd need to be successful: Skill in the field Passion for the work Market of customers who will pay what you are worth Could you do a test-run or two on a small client project that would prove your model and lessen risk? Book recommendation: Empowered manager by Peter Block* Book recommendation: Business Model Generation* Book recommendation: Business Plan In A Day by Rhonda Abrams* Feedback On this topic: http://coachingforleaders.com/131 General comments, questions, or feedback: http://coachingforleaders.com/feedback The next question and answer show is episode #135 and the topic for questions is training. Record your questions at this link. Here are a few common questions weve heard to get you thinking: How can I maximize the training Im doing for others? Whats the best way to train someone? How do I benefit most from the training program Im going through right now? What can my organization do to measure training results? How do I design a training program? And many more - anything related to training is fair game! Apologies that some of the graphics aren’t working perfectly on the weekly update emails and podcast apps - I’m looking into it and it will get resolved soon! Thank you to Andy Crick, Dan Dwyer, Robert Lee, Dave Wargo, Phoung Nguyen, Roger Sowada, Joe Huenecke, Jackie Gilbrook, Kevin Sun, Petr Skacilik, Sarma Malladi, Yvon Lachapelle, Natalie Alten, Claire Tozer, Gina Wiener, Moniva Thielking, and Eric Rogers. A special thank you to Huzefa this week for the kind written review on iTunes. If this show has been valuable to you as well, please leave a written review on iTunes or Stitcher by visiting http://coachingforleaders.com/itunes or http://coachingforleaders.com/stitcher

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