Coaching for Leaders

The working world is very different than it was a generation ago, and all of us must adapt to be successful. Today, how promote yourself (and others) through intrapreneurship with Dan Schwabel, author of the New York Times bestseller Promote Yourself*. Dan Schawbel Author, Promote Yourself: The New Rules For Career Success* Author, Me 2.0: 4 Steps to Building Your Future* “Smart companies create a good internal culture, and then it becomes really easy for them to communicate to the outside world.” -Dan Schwabel Practical Action or Advice Bring reverse mentoring into your next mentorship conversation or program Ensure that senior leaders are engaged with you next initiative before proceeding   Thank you for supporting the Carnegie Coach podcast, a sister show to Coaching for Leaders A new, daily show hosted by Dave Stachowiak One principle each day from Dale Carnegie's library The show will air Tuesday, Wednesday, Thursday, and Friday. Less than 10 minutes per show! Nothing is changing with Coaching for Leaders Subscribe to Carnegie Coach on iTunes or Stitcher Feedback Join the conversation: http://coachingforleaders.com/163 Comments, questions, or feedback for future Q&A shows: http://coachingforleaders.com/feedback Next Q&A show is episode #165 on Networking Thank you to weekly update subscribers Bill Wild, David Campbell, Scott Greer, Bonnie Cronin, Paul Monteath, David Otto, John Ballentine, Armando Sanchez, Katrina Wallace, Barbara Etienne, Julia Martin, Liam McKey, Ali Qahtani, Jen Macmillan, Mattias Järnhäll, Andrew Easton, Drew Lickteig, Kenny Adair, James Austin, Ashley Lewis, Daniel Hauff, and Amy Hayes. 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 Thank you also to Barbara for leaving a written review on iTunes. If you've been listening to this show for a bit and feel like you can provide an honest review, kindly visit iTunes or Stitcher and leave a written review for the show. Thank you in advance!

Aaron Kent: Dale Carnegie Aaron was last on the show on episode #35: You Don’t Have to Be a Trainer to Know How to Hire One. Find Industry Overlap In the same world as you, but not in a competitive place with you Each party brings insight and resources that wouldn't be available to the other Focus on what you are best in the world at, and form alliances in other areas Aaron mentioned the book Good to Great by Jim Collins* Clear and Immediate Financial Value Overlap Identify where a win-win outcome can be that benefits both parties This doesn't necessarily mean a dollar for dollar match Be sure it's measurable Aaron mentioned How To Win Friends and Influence People by Dale Carnegie* Dave mentioned How To Stop Worrying and Start Living by Dale Carnegie* Dave mentioned The Quick and Easy Way To Effective Speaking by Dale Carnegie* Committing Resources to the Relationship and Sustaining it Over Time It's easy for an alliance to lose importance when it's not with a paying customer Think of an alliance partner like you would a paying client Dedicate a person or resource directly to the alliance Special Note The Carnegie Coach podcast mentioned in this episode was started in 2014 and ran for almost 200 episodes until it ended in 2016. Business changes at Dale Carnegie and my own departure from the organization resulted in the show sunsetting after two years. Discover More Activate your free membership for full access to the entire library of interviews since 2011, searchable by topic.

Bonni and I respond to questions from the Coaching for Leaders community on how to handle difficult conversations and more.   Guest: Bonni Stachowiak Teaching in Higher Ed Question from Leonardo I´m one of your fans, I listen your podcast every day and I see better results on my day job managing an emergency room in Brazilian Hospital. I'm a cardiologist and today I work as a manger also. I was listening the episode 143, about feedback, while I was driving to my job and I was thinking how difficult to me is receive a negative feedback. I think that what struggle in this situation is emotion and controlling the emotion to respond or give some excuse for that negative perception. When I give any feedback to my employees I saw this same problem. How do I train myself to be better on that? Episode #143: Accepting Feedback With Sheila Heen of Difficult Conversations Episode #107: Three Steps To Soliciting Feedback with Tom Henschel Lets Get Real Or Let's Not Play by Mahan Khalsa* Question from Dow Difficult Conversations: How to Discuss What Matters Most by Douglas Stone, Bruce Patton, Sheila Heen* The Dale Carnegie Course How to Win Friends and Influence People by Dale Carnegie* Positive Coaching by Jim Thompson* Question from Nathan I am not currently in a "leadership" position but I feel that I am being called to leadership and feel that leadership and coaching is something that I would enjoy long term. I wanted to ask what recommendations you would have to really start moving in this direction and to start developing those skills. I've been trying to read books and listen to podcast to get some insight but haven't really had the opportunity to hone these skills. I am looking at going to toastmasters to get some experience/training in public speaking to get started working on something I don't feel I'm strong in. Do you have any recommendations of things like Toastmasters that I can check out or any suggestions on steps I could take to improve my leadership and coaching skills? Toastmasters Junior Chamber International (Jaycees) Feedback Join the conversation: http://coachingforleaders.com/161 Comments, questions, or feedback for future Q&A shows: http://coachingforleaders.com/feedback Next Q&A show is episode #165 on Networking Thank you to weekly update subscribers Jane Stachowiak, Melissa Minneci, Nick Smith, Adam Trainque, Jared Weikum, Guto Nicolazzi, Susan Smith, Federico De Obeso, Eduardo Mifano, John Mihalyo, Neil, Marcus Wallace, Adriana Ramirez, Tim Hill, Richard Carter, Clayton Dumcum, Jared Gonzalez, M. Key, Chris Bazille, Aaron Saray, Scott Bray, Chris Bean, Carina Costa, Shaun Ng, Rodney Freeman, Dow Tippett, Tom Kennedy, Kevin Lease, Jennifer Hammonds, David Kane, Francisco Prezoto, Marcia Roberts, Sharon Sauro, and Jennifer Mueller. 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 Thank you also to David Wissore for leaving a written review on Stitcher and Eve Oliveira for leaving a written review on iTunes. If you've been listening to this show for a bit and feel like you can provide an honest review, kindly visit iTunes or Stitcher and leave a written review for the show. Thank you in advance!

Michael “Coop” Cooper: Innovators + Influencers Do you feel like you are playing whack-a-mole, constantly putting out fires in your organization? Are others and you clear on the real reason for most problems? In this conversation, I welcome Michael “Coop” Cooper from Innovators + Influencers to share a 5-step strategy that will help you define problems so it’s clear what to do next. 1. Describe the situation There’s a lot of information in the situation that people don’t talk about. This does not have to take as long as most people think it does. 2. Draft a problem statement The problem we’re trying to solve is… Find the simplest statement possible. 3. Ask “Why is that a problem?” (REPEAT) Be aware of the thud factor and the pause. 4. Is this the real problem? Involve someone else 5. Is this problem worth solving? Will it save you time or money? Will it make your company/department more competitive/productive? Will this solution make your work or life easier in the long-run? Does this solution or solving this problem actually align with your company goals? “If I were given an hour to save the world, I’d spend 59 minutes defining the problem and one minute solving it.” -Albert Einstein Discover More Activate your free membership for full access to the entire library of interviews since 2011, searchable by topic.

Guest: David Sparks Author, Presentations* MacSparky.com and MacPowerUsers.com David last appeared on episode #119 to help us get control of our email. Memorize the opening and the closing of your presentation Nail the beginning. Close strong. Utilize an effective remote A green laser shows better than a red one Keep the button options simple Dark the screen when you’re not referring to a slide Find one with an on/off switch David recommends the Kensington K72427AM Wireless Presenter* Tools to consider You need to learn to be self-sufficient Adapters Extension cord Duct tape Speakers for audio David’s final advice Think about your presentation as a story Your slides are not your script David and the folks of Apple have shared 11 free copies of David's book with our community. To enter to receive one, simply leave a comment at the link below with thoughts on one of two things: One thing you gained from this episode that you'll use for your next presentation day Something additional we didn't discuss that would also be valuable for presentation day success Feedback Join the conversation: http://coachingforleaders.com/159 Comments, questions, or feedback for future Q&A shows: http://coachingforleaders.com/feedback Next Q&A show is episode #161 of difficult conversations Thank you to weekly update subscribers Susie Soares, Andre Norbim, Geoff Jamieson, and Bronwyn Avard. 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 Thank you to El kamarda tapatio from Mexico for the very kind review on iTunes. If you've been listening to the show for a bit and can provide an honest, written review of the show, please submit it at http://coachingforleaders.com/itunes for iTunes users or http://coachingforleaders.com/stitcher for Stitcher users.

Chip Espinoza: Millennials at Work Who are the millennials? They were born between 1980-2002 range. These are many of our newer employees in organizations. “The millennials are the first generation that has not needed an authority figure to access information.” -Chip Espinoza There is a dynamic in the workforce of a generation that doesn’t know how to reach up working with a generation that doesn’t know how to reach down. The people with the most responsibility need to adapt first in an organization. -Chip Espinoza Ambiguity is the millennial kryptonite. -Chip Espinoza This generation is used to experiencing success and might not have run into failure much before. They also assume that everything is negotiable. Avoid getting caught up in defensiveness of a millennial who might be receiving positive feedback. Millennials are relationship oriented. Give feedback in a way that’s not formal. Maintain the strength of the relationship. Feedback must be timely. Have a conversation with them instead of a conversation about them. Build a relationship with people! Practical Action Have a conversation and build a relationship. How to Start Coaching Someone (episode 2) provides a 4-step model for doing this Discover More Activate your free membership for full access to the entire library of interviews since 2011, searchable by topic.

Do you find yourself struggling with changing your behavior? Real learning is hard, but keeps you from making the same mistake again.   I wrote this article a few months ago: Sorry, I Don't Love Learning Have you seen this scene in the Matrix? I mentioned the book Outliers by Malcolm Gladwell* Practical Advice 1. Ensure that it’s something important for you to learn I mentioned the book Soar With Your Strengths by Donald Clifton and Paula Nelson* 2. Get comfortable with being uncomfortable “When you are tough on yourself, life is going to be infinitely easier on you.” -Zig Ziglar 3. Recognize that what you’ve been able to change your behavior on is really challenging for others “Every single time I get on a plane I’m really glad that the plane is not being flown by someone who just always loved planes.” -A teacher quoted in Building A Better Teacher by Elizabeth Green*. Feedback Join the conversation: http://coachingforleaders.com/157 Comments, questions, or feedback for future Q&A shows: http://coachingforleaders.com/feedback Next Q&A show is episode #161 Thank you to new weekly update subscribers Ian Collinson, Tom Loncar, Demetria Bilbrew, Tonya Richards, Andy Thomas, Elaine Su, Knhur Carrasquel, Tanja Ilijazovic, Simon K, Alberto Fernandes, Tammy Pazdro, and Ransom Bennett. 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 special thank you this week to Schwedenapfel from Germany and Kat_K and Australia for the kind review on iTunes. I'd be honored if you would take a moment to leave a written review about the show as well. Either visit http://coachingforleaders.com/itunes to leave a review on iTunes or http://coachingforleaders.com/stitcher to leave a review on Stitcher.

Mark Allen: Aha Moments In Talent Management Mark Allen is a professor at Pepperdine University and author of The Corporate University Handbook* and The Next Generation of Corporate Universities*. He just released his newest book, Aha Moments in Talent Management*. In this conversation, Mark and Dave discuss practical strategies that you can use to develop talent in your organization. Key Points “Having better people is the best source of competitive advantage, so attracting top talent is a top priority. Be willing to do whatever it takes to bring in top talent. Do not let your own policies prevent you from hiring exceptional people.” -Mark Allen Ask for the rationale for why rules are in place that are preventing talent acquisition “The job of manager requires specific skills and abilities. Promotion should be based on the ability to do the next job, not performance in the current job. Good performance should be rewarded appropriately, but promotion should not be a reward for past performance.” -Mark Allen Check out Google’s Quest to Build A Better Boss to learn more about Project Oxygen. “If you’re going to treat training and development as an investment, then you must be able to demonstrate a return on that investment. That means that every program should be designed to deliver a specific business result and should be held accountable for achieving that result.” -Mark Allen Mark referenced Donald Kirkpatrick’s four levels of evaluation “60-90% of everything that people learn in a training program never gets used on the job.” -Mark Allen “Begin with the end in mind.” -Stephen Covey Ask these two questions when planning your next talent development program: How will this improve at least one key business result? How will you measure it? Discover More Activate your free membership for full access to the entire library of interviews since 2011, searchable by topic.

Dave Stachowiak: Eight Types of Power A brief word from Power vs. Force* by David Hawkins In 1959, French & Raven identified several types of power in their research: 1. Reward power Giving something of value 2. Expert power Knowledge, competence, and experience 3. Referent power Personality and charisma to influence others 4. Legitimate We have the legitimate right to command given our position in the organization In 1975, Raven & Kruglanski added to the list... 5. Connection power Access to powerful people and organizations 6. Information power Access to information that other parties don’t have In 1989, Liberatore et al. added... 7. Group decision-making power The decisions an entire organization gets behind Finally, in 1991, Yukl & Falbe identified... 8. Persuasive power The ability to influence through logic and dialogue A brief word about force Coercive “power” is also cited in the research This is the force against will - to threaten punishment and deliver penalty Effective leaders have two directives when considering force: 1. Use it only as a last resort 2. To be certain, at least beyond a reasonable doubt, that it’s justified Discover More Activate your free membership for full access to the entire library of interviews since 2011, searchable by topic.

Bill Bliss, Success In the C-Suite, discusses the myths and stopping points of succession planning. He emphasizes the importance of investing time and money in developing leaders and recommends a multi-faceted approach including mentorship, experiential leadership, and coaching. Backup succession plans are necessary, and legacy leaders should develop interests outside the organization. Leaders must subordinate their pride and ego for organizational success. It's crucial to have a clear vision for the organization's future and identify necessary leadership skills.