The Remarkable Leadership Podcast

You’ve likely heard of the Law of Attraction. In short, the basic idea is that our thoughts turn into things eventually. The idea is that we are like human magnets – always attracting something. Not everyone agrees with this principle and the principle often leaves out an important part – the fact that thinking alone, while an important part of the attraction process, leaves out the harder part – action and work. This short episode isn’t meant to leave out the action part, but rather to illuminate the first part – either to remind or influence or encourage you. Tweet it out: The law of attraction is real – get your thoughts right, and couple it with action – and you will change your circumstances and results. @KevinEikenberry From This Episode: Sign up to receive emails when we release a new Remarkable TV episode here.

Do you ask for ideas? Not just give permission to share ideas, but really invite new ideas. When Karin Hurt and David Dye worked with organizations, they noticed a pattern. Management thought their teams were not speaking up, and employees felt their ideas were not heard. This is all about culture. Karin and David join Kevin to discuss this pattern and their research leading to their latest book, Courageous Cultures: How to Build Teams of Micro-Innovators, Problem Solvers, and Customer Advocates. They found that across industries and countries, people hold on to negative experiences. So, leaders not only need to create a culture of trust, but they need to be clear of what ideas they want and how those ideas lead to organizational success. This episode is brought to you by… From Manager to Remarkable Leader, Kevin’s Flagship workshop based on his proven leadership model. Additional Leadership Resources Book Recommendations: Courageous Cultures by Karin Hurt and David Dye Tartine Bread (Artisan Bread Cookbook, Best Bread Recipes, Sourdough Book) by Chad Robertson and Eric Wolfinger The Fearless Organization: Creating Psychological Safety in the Workplace for Learning, Innovation, and Growth by Amy C. Edmondson Connect with Karin Hurt and David Dye: Book Website | Karin Hurt’s LinkedIn | David Dye’s LinkedIn | Let’s Grow Leader’s Twitter | David Dye’s Twitter | Let’s Grow Leaders’ Facebook Page Related Podcast Episodes: Answering the Culture Question with Eric Stutzman. Creating Culture – Lessons from Chick-fil-a with Steve Robinson. Turning Culture into Competitive Advantage with Jeff Grimshaw. Innovation is Everybody’s Business with Tamara Ghandour. Subscribe to the Podcast Don’t miss an episode! Subscribe to this podcast through the options below. iTunes Stitcher TuneIn Soundcloud RSS Or your favorite podcast app. Join Our Facebook Group Join our Facebook community to network with like-minded leaders, ask us questions, suggest guests and more. We welcome your wealth of experience and hope you will join us in sharing it with others on their leadership journey. You can join the group here: facebook.com/groups/RemarkableLeadershipPodcast/

When we give feedback, it is with the hope that the person on the receiving end will take action on that feedback. But giving feedback isn’t a one-and-done action. It’s a journey that has many steps along the way. So before we (or should I say ‘they’) get to action, we must realize the emotions they will go through after hearing the feedback. Once you understand the emotions, there are four steps you can take to help others apply your feedback. Tweet it out: Effective feedback isn’t a hit and run – it is a journey. If you want to get to the destination you have to travel with the other person. @KevinEikenberry From This Episode: You can view all of the videos in this series here on our YouTube channel. If you’d like to receive my daily email and get a short, inspiring message each day, you can learn more and sign up here.

The Industrial Age. Workers came into the factories and were told what jobs to do and how to do them. And for the time, this worked. However, we know the world and our work has changed, yet many leaders still operate under this model. I guess that’s why only 23% of the leaders are deemed effective. Alain Hunkins is the author of Cracking the Leadership Code: Three Secrets to Building Strong Leaders. He joins Kevin to talk leadership mindset and observations he has made from firsthand experiences leading leadership trainings for tens of thousands of leaders within hundreds of companies. Leaders need to understand what drives their team and sometimes this involves a difficult conversation. Success comes when you have a quality relationship and trust. This episode is brought to you by… 13 Days to Remarkable Leadership, a free leadership video series based on Kevin’s book, Remarkable Leadership. Additional Leadership Resources Book Recommendations: Cracking the Leadership Code: Three Secrets to Building Strong Leaders by Alain Hunkins The Cut Out Girl: A Story of War and Family, Lost and Found by Bart Van Es Connect with Alain Hunkins: Website | Book Website | LinkedIn | Twitter | Facebook Related Podcast Episodes: Learning Leadership with Jim Kouzes. The Most Powerful Leadership Model in the World with Jon Gordon. How to be Great at Work with Morten Hansen. Connect First with Melanie Katzman. Subscribe to the Podcast Don’t miss an episode! Subscribe to this podcast through the options below. iTunes Stitcher TuneIn Soundcloud RSS Or your favorite podcast app. Join Our Facebook Group Join our Facebook community to network with like-minded leaders, ask us questions, suggest guests and more. We welcome your wealth of experience and hope you will join us in sharing it with others on their leadership journey. You can join the group here: facebook.com/groups/RemarkableLeadershipPodcast/

This is the third in a series of videos on feedback. You can watch the previous videos from the links below. In this episode, we talk about how to get others to accept the feedback you are giving – leading them to action. Tweet it out: Before people can apply the feedback you give them, help them accept it as valid and useful. Before that happens, application is unlikely. @KevinEikenberry From This Episode: Watch the episode, Getting Your Feedback Understood, here. Watch the episode, Without This, Feedback Can’t Help, here. Sign up to receive our email updates about new Remarkable TV episodes here.

How fast are you going? How fast should you be going? Do you even know where you are going? Kevin is joined by Alan Willett, author of Lead with Speed: Fire Up Your Team, Power Your Engines of Development, and Make Your Organization Soar. Many organizations would say they need to be faster, whether that’s features added, products to market, or customer response. Alan suggests our speed needs to be relevant to the value. You can go as fast as you want, yet if you aren’t accomplishing your goals or are just fixing problems, are you moving forward? Sometimes it’s not about working harder/faster, it’s about doing something different. This episode is brought to you by... From Manager to Remarkable Leader, Kevin's Flagship workshop based on his proven leadership model. Additional Leadership Resources Book Recommendations: Lead with Speed: Fire Up Your Team, Power Your Engines of Development, and Make Your Organization Soar by Alan Willett Columbus Day (Expeditionary Force) Book 1 in the Series by Craig Alanson Black Box Thinking: Why Most People Never Learn from Their Mistakes - But Some Do by Matthew Syed Connect with Alan Willett: Website | LinkedIn | Twitter Related Podcast Episodes: Change Starts Within You with Cortney McDermott. Leading Clarity with Brad Deutser. Agility with Leo Tilman and General Charles Jacoby. The Innovation Stack with Jim McKelvey. Subscribe to the Podcast Don’t miss an episode! Subscribe to this podcast through the options below. iTunes Stitcher TuneIn Soundcloud RSS Or your favorite podcast app.

Last week I talked about the first step in giving effective feedback. You can watch that episode here. In this episode, I am talking about the second step. But before I do that, let's review the four steps again: Feedback must be heard. Feedback must be understood. Feedback must be accepted. Feedback must be applied. To help you apply step #2 above, I am giving you six simple and easily implemented ideas in this episode. From This Episode: Start your Monday off positively with my weekly e-newsletter, Unleashing Your Remarkable Potential. Learn more and subscribe here. Watch the video of this episode.

Your face is how you feel about yourself and how you project to the world. Maya Hu-Chan is the author of SAVING FACE: How to Preserve Dignity and Build Trust. She sits down with Kevin to talk about the role face plays in leadership through stories and examples. Whether we are working face-to-face or remote, local or global, leaders need to understand the concept of “saving face” to create and build relationships for organizational success. When team members feel psychologically safe, they perform better. Key Points Honoring face, saving face, and losing face. Psychological safety. Triple A Model. Additional Leadership Resources Saving Face: How to Preserve Dignity and Build Trust by Maya Hu-Chan Designing Your Life: How to Build a Well-Lived, Joyful Life by Bill Burnett and Dale Evans http://mayahuchan.com/ Related Podcast Episodes Connect First with Melanie Katzman. Being the Leader You Want to Be with Amy Jen Su. The New Global Manager with Melissa Lamson. All You Have to Do Is Ask with Wayne Baker. Subscribe to the Podcast Don’t miss an episode! Subscribe to this podcast through the options below. iTunes Stitcher TuneIn Soundcloud RSS Or your favorite podcast app.

There are tons of tips out there for delivering feedback. The problem is that tips are only tactics until we start with the basics. First, we must understand the goal of feedback which is that the other person will take action on that feedback. And then, we have to ensure that the feedback is actually heard. In today’s episode, I am giving you four invaluable tips to help you ensure that your feedback is heard so that it can be acted upon. Additional Resources Watch the video

How do you give feedback? Maybe the better question is, how do you receive feedback? Steve Herz believes we need to create the environment for the give and take. Once we can accept feedback and take action to improve ourselves, giving feedback is easier and more accepting. Steve is the author of DON’T TAKE YES FOR AN ANSWER: Using Authority, Warmth, and Energy to Get Exceptional Results. Steve and Kevin discuss the AWE model and the “soft skills” we don’t focus on or dedicate resources to building. Yet, these skills help us become more confidence-inspiring and more respected, leading to more trust in your team. Steve shares examples of the model in action and how this now plays out in our current work environment. Key Points In this episode, Steve discusses: Feedback. The AWE model - authority, warmth, and energy. Additional Leadership Resources Book Recommendations: Don't Take Yes for an Answer: Using Authority, Warmth, and Energy to Get Exceptional Results by Steve Herz Range: Why Generalists Triumph in a Specialized World by David Epstein Connect with Steve Herz: Website | LinkedIn | Twitter | Instagram | Facebook Related Podcast Episodes: The Power of Deliberate Practice with Robert Pool. Influence Redefined with Stacey Hanke. Key Lessons from Top Episodes of 2019. This episode is brought to you by... Unleashing Your Remarkable Potential, Kevin's free weekly e-newsletter. It's full of articles and resources to help you become a more confident and successful leader. Sign up at https://remarkablepodcast.com/UYRP  Subscribe to the Podcast Don’t miss an episode! Subscribe to this podcast through the options below. iTunes Stitcher TuneIn Soundcloud RSS Or your favorite podcast app.