This podcast is for new and experienced leaders who are either leading others for the first time or going from leading a single team to leading other leaders. And in general, this is a podcast for any leader on the look for ways to quickly refine his or her leadership skills and grow professionally - and who needs to do it fast. Each episode is between 5-10 minutes, focuses on one precise topic, like “how to gain your team’s trust” for example, and takes a practical, hands-on perspective, all based on research and practice. You will finish each episode with a clear idea on how to develop a specific area of leadership, and a couple of quick and applicable tips and tricks to get going right off the bat. Talk soon!
Edoardo Binda Zane - EBZ Coaching
Links and resourcesHave your managers run this leadership testShare this guide on effective one-to-one meetingsFollow me on LinkedInOn FacebookOn YoutubeOn MediumOn Eventbrite___Music credits: https://bit.ly/2UhlonV
Links and resourcesFollow me on LinkedInOn FacebookOn YoutubeOn MediumOn Eventbrite___Music credits: https://bit.ly/2UhlonV
Links and resourcesFull guide: 11 ways to run effective one-to-one-meetingsFollow me on LinkedInOn FacebookOn YoutubeOn MediumOn Eventbrite___Music credits: https://bit.ly/2UhlonV
Links and resourcesFollow me on LinkedInOn FacebookOn YoutubeOn MediumOn Eventbrite___Music credits: https://bit.ly/2UhlonV
Links and resourcesHybrid time management full guideFollow me on LinkedInOn FacebookOn YoutubeOn MediumOn Eventbrite___Music credits: https://bit.ly/2UhlonV
Links and resourcesHybrid time management full guideFollow me on LinkedInOn FacebookOn YoutubeOn MediumOn Eventbrite___Music credits: https://bit.ly/2UhlonV
Links and resourcesHybrid time management full guideFollow me on LinkedInOn FacebookOn YoutubeOn MediumOn Eventbrite___Music credits: https://bit.ly/2UhlonV
Links and resourcesHybrid time management full guideTime management sheetFollow me on LinkedInOn FacebookOn YoutubeOn MediumOn Eventbrite___Music credits: https://bit.ly/2UhlonV
Links and resourcesFull guide: 11 ways to run effective one-to-one-meetingsFollow me on LinkedInOn FacebookOn YoutubeOn MediumOn Eventbrite___Music credits: https://bit.ly/2UhlonV
Links and resourcesFollow me on LinkedInOn FacebookOn YoutubeOn MediumOn Eventbrite___Music credits: https://bit.ly/2UhlonV
Links and resourcesFollow me on LinkedInOn FacebookOn YoutubeOn MediumOn EventbriteTake a look at my guide on how to give feedback constructively___Music credits: https://bit.ly/2UhlonV
Links and resourcesFollow me on LinkedInOn FacebookOn YoutubeOn MediumOn Eventbrite___Music credits: https://bit.ly/2UhlonV
Links and resourcesFollow me on LinkedInOn FacebookOn YoutubeOn MediumOn Eventbrite___Music credits: https://bit.ly/2UhlonV
Links and resourcesFollow me on LinkedInOn FacebookOn YoutubeOn MediumOn Eventbrite___Music credits: https://bit.ly/2UhlonV
Links and resourcesFollow me on LinkedInOn FacebookOn YoutubeOn MediumOn Eventbrite___Music credits: https://bit.ly/2UhlonV
Links and resourcesFollow me on LinkedInOn FacebookOn YoutubeOn MediumOn Eventbrite___Music credits: https://bit.ly/2UhlonV
Links and resourcesFollow me on LinkedInOn FacebookOn YoutubeOn MediumOn EventbriteTake a look at my guide on how to give feedback constructively___Music credits: https://bit.ly/2UhlonV
Links and resourcesFollow me on LinkedInOn FacebookOn YoutubeOn MediumOn Eventbrite___Music credits: https://bit.ly/2UhlonV
Links and resourcesFollow me on LinkedInOn FacebookOn YoutubeOn MediumOn Eventbrite___Music credits: https://bit.ly/2UhlonV
Links and resourcesFollow me on LinkedInOn FacebookOn YoutubeOn MediumOn Eventbrite___Music credits: https://bit.ly/2UhlonV
Links and resourcesFollow me on LinkedInOn FacebookOn YoutubeOn MediumOn Eventbrite___Music credits: https://bit.ly/2UhlonV
Links and resourcesFollow me on LinkedInOn FacebookOn YoutubeOn MediumOn Eventbrite___Music credits: https://bit.ly/2UhlonV
Links and resourcesFollow me on LinkedInOn FacebookOn YoutubeOn MediumOn Eventbrite___Music credits: https://bit.ly/2UhlonV
Links and resourcesFollow me on LinkedInOn FacebookOn YoutubeOn MediumOn Eventbrite___Music credits: https://bit.ly/2UhlonV
Links and resourcesFollow me on LinkedInOn FacebookOn YoutubeOn MediumOn Eventbrite___Music credits: https://bit.ly/2UhlonV
Links and resourcesFollow me on LinkedInOn FacebookOn YoutubeOn MediumOn Eventbrite___Music credits: https://bit.ly/2UhlonV
Links and resourcesFollow me on LinkedInOn FacebookOn YoutubeOn MediumOn Eventbrite___Music credits: https://bit.ly/2UhlonV
Links and resourcesFollow me on LinkedInOn FacebookOn YoutubeOn MediumOn Eventbrite___Music credits: https://bit.ly/2UhlonV
Links and resourcesFollow me on LinkedInOn FacebookOn YoutubeOn MediumOn Eventbrite___Music credits: https://bit.ly/2UhlonV
Links and resourcesFollow me on LinkedInOn FacebookOn YoutubeOn MediumOn Eventbrite___Music credits: https://bit.ly/2UhlonV
Links and resourcesFollow me on LinkedInOn FacebookOn YoutubeOn MediumOn Eventbrite___Music credits: https://bit.ly/2UhlonV
Links and resourcesRakesh's Website: https://www.sprintdoctor.io/ Follow me on LinkedInOn FacebookOn YoutubeOn MediumOn Eventbrite___Music credits: https://bit.ly/2UhlonV
What motivates you to do your job? seeing your team grow?seeing yourself develop professionally?money and fame? whatever it is, take a moment to reflect on it. And I'm not saying it “just because” - there is a real reason behind it. This one, to be clear. What do you think? Links and resourcesFollow me on LinkedInOn FacebookOn YoutubeOn MediumOn Eventbrite___Music credits: https://bit.ly/2UhlonV
IF remote communication is always formal and IF your job as a leader is to build a solid relationship and rapport with your team, THEN you need to figure out a way to make informal chats, healthy banter, friendly exchanges a part of your week. This is how you could go about it (and not miss out on an opportunity). What do you think? Links and resourcesFollow me on LinkedInOn FacebookOn YoutubeOn MediumOn Eventbrite___Music credits: https://bit.ly/2UhlonV
To motivate your team on a regular basis you need a few elements. More important than that, you need to apply them in a certain way. You can work on gaining their trust, on allowing more control over their work and on making them feel competent… but it's not enough. It's not just about what you do. It's also about working on two areas in parallel. Here is what I mean. (if you actually want to drive your team's performance, that is…) Thoughts? Links and resourcesFollow me on LinkedInOn FacebookOn YoutubeOn MediumOn Eventbrite___Music credits: https://bit.ly/2UhlonV
To feel motivated at work, people need three things: a manager they trusta sense of control on their worka feeling of being competentAnd on this last one… how can you make someone feel competent about their job every time Better said… how can you make them still feel motivated when they've done a bad job? 2 ways: these. Links and resourcesFollow me on LinkedInOn FacebookOn YoutubeOn MediumOn Eventbrite___Music credits: https://bit.ly/2UhlonV
“My team isn't there yet, this stuff is too advanced” Says every manager at some point. To that, let's remember one thing… It's your job as a manager to develop your team. So if a method or technique is too advanced, don't think of it in terms of your team being too far from it. Instead, put it back on yourself and ask: “how can I get my team to that level?” Here is how. Thoughts? Links and resourcesFollow me on LinkedInOn FacebookOn YoutubeOn MediumOn Eventbrite___Music credits: https://bit.ly/2UhlonV
You want your team to get to a result? Stop telling them what to do. Instead, ask them how they want to get there. It's subtle, but totally different. And we react to a choice much differently than to an imposition. Here is why. Links and resourcesFollow me on LinkedInOn FacebookOn YoutubeOn MediumOn Eventbrite___Music credits: https://bit.ly/2UhlonV
There is only one way to use rewards.To use them to train your team and help them develop that is.You need to separate them from the results, and give them as a gesture of appreciation.Here is what I mean, and that's the only way they will work in the long run.Thoughts?Links and resourcesFollow me on LinkedInOn FacebookOn YoutubeOn MediumOn Eventbrite___Music credits: https://bit.ly/2UhlonV
Links and resourcesFollow me on LinkedInOn FacebookOn YoutubeOn MediumOn Eventbrite___Music credits: https://bit.ly/2UhlonV
Rewards don't work the way you think. They drive the behaviour you want from your team, but only in the short term. In the long term, take the reward away and the behaviour will disappear. In other words, rewards are not a sustainable way to grow your team professionally. Here's why. Thoughts? Links and resourcesFollow me on LinkedInOn FacebookOn YoutubeOn MediumOn Eventbrite___Music credits: https://bit.ly/2UhlonV
Trust is one key component of management and leadership, and is one of the two triggers that will make sure your team will be present and listen (no matter what).Trust is built on three key qualities:1 - Ability 2 - Integrity3 - BenevolenceAbility means being able to do your job as a manager.Integrity means working according to a set of principles your team agrees with and respectsBenevolence means personally caring for your team's personal and professional growth.Where are you with each one? Links and resourcesFollow me on LinkedInOn FacebookOn YoutubeOn MediumOn Eventbrite___Music credits: https://bit.ly/2UhlonV
At some point, you will notice your team is not listening to you. And that despite your best efforts. So what to do? 1 - use authority and anger, which may work but is not sustainable 2 - manipulate people, which may be sustainable but is unethical and requires insane work to be done well 3 - know how to motivate and to earn your team's trust, which also requires work and effort, but is ethical and will work sustainably I've been working on these topics for the past few months and put together a structure for you to refer to, I'll be sharing it with you one week at a time for a while - and if I said I wasn't excited about the topics that I'll bring out, I'd probably be lying! :-) Thoughts? Links and resourcesFollow me on LinkedInOn FacebookOn YoutubeOn MediumOn Eventbrite___Music credits: https://bit.ly/2UhlonV
Remote communication is not a “variation” of face-to-face communication. It has a different subject, different channels, different attention level and it's always formalised. If that's true then, we can't expect to behave exactly the same way as we do in person. We need a wholly different set of skills and tools! I've put together some of them in this video series already. Thoughts? Links and resourcesFollow me on LinkedInOn FacebookOn YoutubeOn MediumOn Eventbrite___Music credits: https://bit.ly/2UhlonV
All remote conversations are formalThe time is arranged in advance, and so is the duration, the participants and the topicAnd if everything is formalised, then it means that the interaction will also be formalised.Or, in other words, it means there is much less room for spontaneous, improvised interactions.While those have no effect on bringing a project forward, for example, they matter to how people work together.So what to do as a manager?Arrange for a moment, for a weekly ritual that - formalised as it may be - you dedicate precisely to just talking to your team. A one-to-one basically.That alone can do a lot.Thoughts?Links and resourcesFollow me on LinkedInOn FacebookOn YoutubeOn MediumOn Eventbrite___Music credits: https://bit.ly/2UhlonV
Join me and my guest, Mara Lapi for an all-round discussion on leadership and leadership development!Links and resourcesFollow me on LinkedInOn FacebookOn YoutubeOn MediumOn Eventbrite___Music credits: https://bit.ly/2UhlonV
When you are face-to-face, you can talk via gestures, body language, intonation, emotions, words… When you are remote, all those channels get either cut off completely or cut by about 80% Or, in other words, you have less channels to rely on, and all of them are a lot thinner than what you're used to. This is why even a couple of elements like upgrading your equipment or displaying more emotions can do so much more. It's all about optimising how you work with the little you have. Thoughts? Links and resourcesFollow me on LinkedInOn FacebookOn YoutubeOn MediumOn Eventbrite___Music credits: https://bit.ly/2UhlonV
Remote communication implies going into battle with a set of very successful algorithms. Algorithms whose only function is to grab the attention of the person you are talking to - and to keep it. If it's war then, better be prepared. There's actually a lot you can do to trigger other people's attention. I'm giving a few indications in the video, but there are three actions that you can actually start taking right now that will allow you to get others to listen to you more in any call: 1 - get a new camera 2 - conciseness 3 - displaying 20% more emotions. Thoughts? Links and resourcesFollow me on LinkedInOn FacebookOn YoutubeOn MediumOn Eventbrite___Music credits: https://bit.ly/2UhlonV
What's the difference between in-person and remote communication?Seriously, does remote communication have any tips or tricks?Yes and no - what it does have for sure are 4 difference that you should be aware of for your next team meetingThoughts?Links and resourcesFollow me on LinkedInOn FacebookOn YoutubeOn MediumOn Eventbrite___Music credits: https://bit.ly/2UhlonV
What drives people to remain in a team right now? Is it work flexibility options? Is it their direct managers? Is it learning opportunities? I asked this question over LinkedIn some time ago, here is the outcome I got. Thoughts? Links and resourcesFollow me on LinkedInOn FacebookOn YoutubeOn MediumOn Eventbrite___Music credits: https://bit.ly/2UhlonV
Communicating remotely is hard work, and hard work can be dispersive - or overwhelming.But, there are a few little tips that can make you speed up your progress and make it all easier.Three key areas you can't forget if you want to get better at remote communication and re-connect with your team (and encourage them to stay with you as well)Here they are.What do you think?Links and resourcesRemote CommunicationFollow me on LinkedInOn FacebookOn YoutubeOn MediumOn Eventbrite___Music credits: https://bit.ly/2UhlonV
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