Leadership Answer Man | For Leaders Managers Entrepreneurs & Influencers with Dr. Hans Finzel show

Leadership Answer Man | For Leaders Managers Entrepreneurs & Influencers with Dr. Hans Finzel

Summary: This is a podcast for every leader and manager. If you are concerned about maximizing your impact by learning key new leadership skills, you have found the right source. Whether you are a seasoned leader or just starting out, I provide practical leadership tips that you can use this week. This podcast is based on over 25 years of real world leadership in the trenches with real people! Hosted on Acast. See acast.com/privacy for more information.

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  • Artist: Hans Finzel
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Podcasts:

 45: Millennials in Leadership: An Interview with Patrick Kelley | File Type: audio/mpeg | Duration: 27:27

Today I want to talk with a millennial about millennials in leadership. I get a big kick out of listeners in that age group. After all, they are going to take over the world so we should be pouring our wisdom into them and listening to them as well.Among the answers I received regarding pain points in leadership, I received this great question:If you please, would you consider sharing a podcast with some leadership advice for millennial striving to demonstrate the value they have to offer and coaching on how to best work through conflict in the workplace? I see so many individuals who are uncomfortable when dealing with conflict and think that with a little help and guidance, we can overcome that which makes us uncomfortable and move forward to positive solutions.Thank you for your willingness to share your experiences and grooming those who are itching to influence the world around them! Hosted on Acast. See acast.com/privacy for more information.

 44: Resistance is Futile | File Type: audio/mpeg | Duration: 25:55

Leaders make things happen. People try to stop us. That is the reality of the way the world works. In order to be a leader, you must enact change. That is the only way things get better, no matter how much people don’t like it. We take people to the future by moving them from the comfortable to the uncomfortable. People try to resist us…but resistance is futile!In this episode I cover:Go through the list of reasons for change in this episode and ask yourself, “Are we experiencing any of these?” Describe them.Build your rationale list for why you as a group really need some changes.“For any student of history, change is a law of life. Any attempt to contain it guarantees an explosion down the road; the more rigid the adherence to the status quo, the more violent the ultimate outcome will be.” Henry Kissinger Hosted on Acast. See acast.com/privacy for more information.

 43: The Buy In Curve | File Type: audio/mpeg | Duration: 20:34

This episode is based on Chapter 14 of my book Change is Like a Slinky.In this episode I cover:The five different types of people on the change curveHow each of these groups thinksHow you should approach each group, and how to get them on board with your idea for change.Whenever someone has a great idea and pitches it to others, the idea can either be received well, or shot down as it comes out of your moth. It is quite likely that you have been a person with an idea that was killed right away, as well as one that has killed an idea before it was off the ground. Hosted on Acast. See acast.com/privacy for more information.

 42: Emotional Intelligence Reloaded | File Type: audio/mpeg | Duration: 33:57

Emotional Intelligence is known as one of the “soft skills” of work and leadership, which include things like being able to connect with people, to look them in the eye when speaking, or to be able to walk into a crowded room and connect with others without shying away into the corner. Traditionally when being evaluated for a job managers tend to look for hard skills such as experience performing a task, where you went to school, etc.Henry recently worked on a project with his team, trying to increase their emotional intelligence. They started by reading 2 books on emotional intelligence (see the list at the bottom), took the Mayer-Salovey-Caruso Emotional Intelligence Test (MSCEIT), talked about the process, and then looked at the changes in themselves at the end of the three month period. Hosted on Acast. See acast.com/privacy for more information.

 41: The Awesome Power of Affirmation | File Type: audio/mpeg | Duration: 21:18

This episode continues my periodic series on the chapters of my book “The Top Ten Mistakes Leaders Make.” I am so excited that the audiobook version is coming out soon. A lot of people have asked for this so they can listen to the book while they are driving, or working out, or making dinner.In this episode I cover:Everyone thrives on affirmation and praise.We wildly underestimate the power of the tiniest personal touch of kindness.Learn to read the varying levels of affirmation your people need.Everyone needs praise, in fact we thrive on it. Human beings are not like the Energizer bunny that just keeps going and going, we need to have our tanks replenished, with praise and positive affirmation. Hosted on Acast. See acast.com/privacy for more information.

 40: How to Be an Awesome Delegator, Part 2 | File Type: audio/mpeg | Duration: 28:03

This is part 2 on how to be a great delegator! This is such an important topic that I just had to stretch it into 2 episodes so I could make sure I really cover it well.Delegation is really an issue of respect, and how much we respect those that are “under” us on our team. With responsibility comes the authority to do a job. If you respect people, you will give them authority with responsibility. Even if you have difficulty respecting the people you work with, you can still set a good example for them by being respectful, and allowing their responses that do not come from a place of respect show their true colors. Hosted on Acast. See acast.com/privacy for more information.

 39: How to Be An Awesome Delegator - Part 1 | File Type: audio/mpeg | Duration: 21:05

This podcast is based on my book “Top Ten Mistakes Leaders Make,” specifically Chapter 6: Dirty Delegation, Refusing to Relax and Let Go.”The important concepts to take from this chapter:Overmanaging is one of the great cardinal sins of poor leadership.Nothing frustrates those who work for you more than sloppy delegation with too many strings attached.Delegation should match each worker’s follow-through ability.A perfect example of “Dirty Delegation” comes from my own career. I asked my Communications Director Ted to put together a print ad campaign for our ministry. At the same time I met with a brand consultant, who said that print ads were their specialty. After Ted and his team did weeks of research and work developing a campaign, I had to tell him that we were going with the concept of the consultant. I never bothered to tell him he was competing, I just gave him the project, then took it right back from him. You can only imagine how Ted felt.“I’d rather get ten men to do the job than to do the job of ten men.” —D. L. Moody Hosted on Acast. See acast.com/privacy for more information.

 38: Paperwork and Peoplework | File Type: audio/mpeg | Duration: 32:49

Are you “people oriented” or “task oriented”? This week I am going to address this topic as it appears in my book “The Top Ten Mistakes Leaders Make.”We all fight the battle of paperwork, especially today with all the different ways that people can reachus via phone, text, E-mail, instant message, and more, and all right on our smart phones that are with us wherever we go. The problem is that leadership is about “people work”which I am going to address from Chapter 2 of my book.What I cover in this episode:The greater the leadership role, the less time there seems to be for people.The greater the leadership role, the more important “peoplework” is.People are opportunities, not interruptions.Only through association is there transformation. Hosted on Acast. See acast.com/privacy for more information.

 37: Building Consensus From the Inside Out | File Type: audio/mpeg | Duration: 26:16

This is the second in a series on how to lead change effectively. If you have not listened to the first in this series that is okay because these episodes stand on their own as individual lessons that build on the theme of orchestrating change.Without Consensus, change is Dead on ArrivalIn order to orchestrate big change in your organization, you must first start with your inner circle of leaders and stake holders. If you don’t you risk catching them by surprise and alienating them because they were not at least consulted and told what was going on, what you are planning to do.“Move to maestro from macho in the way we are thinking.” Warren Bennis Hosted on Acast. See acast.com/privacy for more information.

 36: Women in Leadership: Kathrine Lee Interview Part 2 | File Type: audio/mpeg | Duration: 29:37

This is the second episode with guest blogger and amazing leader, Kathrine Lee. Today she shares, "Women in leadership. I am asked about this topic quite a bit. I am not writing this from a political perspective, a position of hierarchy, and certainly not from a religious one. I am simply responding from my experience, my respect for men and love of women.To discuss this topic, we first have to ask a question, “What is a leader?” The definition includes words & phrases like: a person who guides or directs a group; authoritativeness, influence, command, effectiveness; sway, clout; one who goes before or with to show the way; to guide in direction, course, action or opinion..." Hosted on Acast. See acast.com/privacy for more information.

 35: Women in Leadership - Kathrine Lee Interview - Part 1 | File Type: audio/mpeg | Duration: 29:13

A Guest Blog with Kathrine Lee, The Ultimate SourceA few years ago when Oprah launched her new network, OWN, she ran a contest for anyone whose dream was to have their own TV show. The grand prize was a contract with her network. Because I had the privilege of being on her show a couple of times, I was encouraged to audition.At first, I was excited and it made sense. If I was a leader and wanted to create change in the world around me, what better platform than having your own TV show connected to Oprah? But something was unsettled in me. I couldn’t figure out why I had such great hesitation and deep conviction that this was not the direction to go.Then it hit me. I don’t want to be famous, I want to have influence. Now, I know you can be famous and have influence too but, for me, there was a distinct difference in the way I wanted to go about making an impact on the world around me.Let me share the definitions to each word. In them the distinction becomes clear. Hosted on Acast. See acast.com/privacy for more information.

 34: Create Urgency For Change | File Type: audio/mpeg | Duration: 26:12

Change is great when you are in charge of it, but not so much when it is thrust upon us. In this episode I want to discuss how leaders manage a major change initiative, get others to see the vision, and recruit them to help you lead the change into fruition.“A Change imposed is a change opposed.”-Spencer Johnson from Who Moved my Cheese?Today we are talking about urgency for change and the human nature of making this happen. Change often seems difficult, but not changing can be even riskier. We need to change so we can improve. You have to watch out for the condition that I like to call “The hardening of the Categories” that prevents us from staying lean, flexible, pliable, and open to change. Hosted on Acast. See acast.com/privacy for more information.

 33: Top-Down Leadership | File Type: audio/mpeg | Duration: 27:12

Good News! After many requests, we are working on producing my best selling book “Top Ten Mistakes Leaders Make” into an audio book, which should be out sometime later this year. To celebrate, I will be reading from some of the chapters of the book here on the podcast. In fact for this episode, I will be reading from Chapter One.What I cover in the podcast this week:A reading of the first chapter of “Top Ten Mistakes Leaders Make” which deals with the most common leadership style, the top-down attitude.Why this leadership style is so prevalent, and why it is so ineffective.The development of new, more effective styles of leadership over the last 40 years.An explanation of Servant Leadership, which is what I teach my students, along with the greatest example of this style in Jesus Christ. Hosted on Acast. See acast.com/privacy for more information.

 32: How Do I Know It is Time To Move On? | File Type: audio/mpeg | Duration: 19:58

OK, I am so confused. I love parts of my job but there are some that I just hate. Some weeks I am ready to hang in there, but more weeks I am ready to move on. I feel beat down. I have lost hope most weeks. I just don’t know whether to hang in there or start looking for work somewhere else. What I cover in the podcast this week: A common question, “How do I know when it is time to move on?” (Many people struggle with this every time there are setbacks and discouragement’s).The Grass is greener syndrome.Ten Signs that It is Time to Go.Necessary Endings. “An unfulfilled vocation drains the color from a man’s entire existence.” Honore de Balzac Hosted on Acast. See acast.com/privacy for more information.

 31: Emotional Intelligence – An Interview with Dr. Henry Deneen | File Type: audio/mpeg | Duration: 26:12

Thoughts from Henry Deneen:In determining fitness for hiring, or incompetency once hired, many employers focus on the so-called hard skills, including indicators such as aggressiveness, follow-through, speed, being fast and persistent. While these are important issues in hiring, training, and equipping employees, they are by no means the only or even the most important factors. Incorporation of so-called soft skills may be of equal importance in determining the types of people to seek to represent an organization. These skills are defined as creativity, listening skills, team skills, being open to criticism, and being team players as well as areas of “Personal Competence” (self-awareness, self-management) and “Social Competence” (Social Awareness, Relationship Management) and constitute an individual’s emotional intelligence (EI). It is possible that “people can improve their EI and make lasting gains that have a profoundly positive impact upon their lives. Hosted on Acast. See acast.com/privacy for more information.

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