Coaching for Leaders

Dan Schwabel: Promote Yourself “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 Discover More Activate your free membership for full access to the entire library of interviews since 2011, searchable by topic. To accelerate your learning, uncover more inside Coaching for Leaders Plus.

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 Stachowiak: Teaching in Higher Ed Bonni is the host of the Teaching in Higher Ed podcast, Dean of Teaching and Learning and Professor of Business and Management at Vanguard University, and my life partner. Prior to her academic career, she was a human resources consultant and executive officer for a publicly traded company. Bonni is the author of The Productive Online and Offline Professor: A Practical Guide*. 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) Discover More Activate your free membership for full access to the entire library of interviews since 2011, searchable by topic. To accelerate your learning, uncover more inside Coaching for Leaders Plus.

Michael "Coop" Cooper is an executive coach and founder of Innovators + Influencers, dedicated to helping creative entrepreneurs tackle their biggest challenges. In this engaging conversation, he reveals a powerful 5-step strategy to define and solve problems effectively. Coop emphasizes the importance of accurately identifying the real issues, using repeated questioning to dig deeper, and determining if a problem is worth solving. His insights offer a refreshing approach to enhance productivity and align solutions with company goals.

David Sparks: Presentations 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 Discover More Activate your free membership for full access to the entire library of interviews since 2011, searchable by topic. To accelerate your learning, uncover more inside Coaching for Leaders Plus.

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*. Discover More Activate your free membership for full access to the entire library of interviews since 2011, searchable by topic. To accelerate your learning, uncover more inside Coaching for Leaders Plus.

Bonni Stachowiak: Teaching in Higher Ed Bonni is the host of the Teaching in Higher Ed podcast, Dean of Teaching and Learning and Professor of Business and Management at Vanguard University, and my life partner. Prior to her academic career, she was a human resources consultant and executive officer for a publicly traded company. Bonni is the author of The Productive Online and Offline Professor: A Practical Guide*. Question from Gabriel I recommended episode #144: How We Do Things Around Here To Get Results Question from Torrey I would like to know if you have a group on book reads or know of any groups I can join to get advice about good reading for leadership? For example which of Peter Drucker's books should I read? Subscribe to Coaching for Leaders weekly update for a reader's guide to the 10 Leadership Books That Will Help You Get Better Results From Others Check out Dave's personal reading library on GoodReeds Dave recommended Leadership and Self-Deception by The Arbinger Institute* Dave and Bonni recommended The Essential Drucker by Peter Drucker* Bonni recommended The Four Agreements by Don Miguel Ruiz* Bonni recommended The Empowered Manager by Peter Block* Bonni recommended Difficult Conversations by Douglas Stone, Bruce Patton, Sheila Heen and Roger Fisher* Bonni recommended The Fifth Discipline by Peter Senge* Question from Busakorn I was wondering if you could advise a great book for selling skills? Bonni recommended Let’s Get Real or Let’s Not Play by Mahan Khalsa and Randy Illig Bonni recommended SPIN Selling by Neil Rackham* Question from Torrey I would like the partners to be motivated enough to complete their reporting and liquidations with a concern for quality and timing, and not have to constantly ask and remind them. I want them to WANT to complete their reporting and do a good job, but right now they do not seem too concerned about it. How can we motivate them to improve their performance? What's the “why” behind the “what?” On The Folly Of Rewarding A While Hoping For B by Steven Kerr Question from Anonymous I had decided a few weeks ago that my time with my company has expired and it was the moment to move on. I have a second interview coming and while the change scares me, I think it's needed. My health and marriage are affected so change should be good. My reason for leaving is because of people and I cannot figure out a way to deliver the message without sounding whiny. I don't want to burn any bridges at all but I also need to be firm and not allow my boss to convince me to stay. Do you have suggestions? - Bonni recommended Michael Hyatt's podcast on 7 Actions To Take Before You Quit Your Job Question from Armando Be intentional about what goes in and surround yourself with people who bring life to you Give yourself grace! Dave recommended episode #85: Ten Ways to Pick Yourself Up When You’re Beaten Down Dave's past article One Interaction That Enhances Performance In The Best Employees might be a helpful idea as well “If you act enthusiastic you’ll be enthusiastic.” -Dale Carnegie Question from Paola As a very structured person I am quite good organized when it comes to clear and specific tasks. But to be honest I feel kind of lost when I have to do projects or strategic work with no clear way, structure or tasks. Can you provide some ideas on that? Dave recommended Basecamp for project management - Dave uses and recommends MindNode (Mac*) (iPhone and iPad*) for mind mapping - Bonni’s question to stakeholders: “When this is done, what will success look like?” Discover More Activate your free membership for full access to the entire library of interviews since 2011, searchable by topic. To accelerate your learning, uncover more inside Coaching for Leaders Plus.

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.