Thought Revolution

We cannot necessarily change our environment, but we do have the power to shift our response to that environment by building resilience. In this episode, I had a lot of fun talking to Tracey Grove, author of the book, "Taming the Sabertooth: Resilient Leadership in a Stressful World." She shares 4 powerful insights that WILL help you increase your resilience. Some highlights from the conversation: In a rapidly changing environment, resilience is the key to long-term sustainability Resilience is a practice... it's a skill that you can GROW Learn how to communicate for engagement Leaders need to learn how to be an ally versus a hero To harness motivation, we need to control distractions The biggest thing we can nurture is our recovery... This interview will leave you with a LOT of new perspective. Tracey's guidance will easily lead to personal action. Tracey Grove is a high-performance coach specializing in leadership effectiveness and executive coaching. She founded Pure Symmetry in 2008 with the intention of helping people and organizations thrive. With over two decades of experience across both public and private sectors working on three continents, Tracey has benefited deeply from dealing with individual and interpersonal issues, communication challenges, and organizational shifts. You can find Tracey's book, "Taming the Sabertooth" at www.sabertoothbook.com. You can learn more about her by visiting her website at www.puresymmetry.com. You can also follow Tracey on social media: LinkedIn - www.linkedin.com/in/traceygrove Facebook - https://www.facebook.com/PureSymmetry Pinterest - https://www.pinterest.com/grove1399/inspiration/ Twitter - https://twitter.com/traceygrove

Every service that gets delivered comes down to the management of one thing: people's commitment to each other. Commitment-management is the ONLY thing that can be managed. The foundation of commitment is trust. And the best way to develop trust is by having a process that allows YOUR TEAM to SEE the work, SEE the performance, and SEE the culture MOVE. When leaders give trust freely through a processes designed to allow for team-based problem solving, they get bigger productivity and commitment in return. In this short segment, Chris connects the dots of the podcast season and reminds us that process, commitment and trust are wed. Everything Speaks... Everything is on Purpose... and Everything is your to manage, mismanage, or not manage. There is no excuse; just choice.

The two biggest factors that can stop a change initiative in its tracks are resistance and apathy. So how do we begin to surface what people are fearing so we can address it? In this episode, we talk about how to create a shared urgency in a way that helps leaders learn what the resistance sounds like. In doing so, leaders and project manager are better equipped to manage the change by planning training, early wins, and communication to address the fears. Listen and learn. You can download the tools shared in this podcast HERE or by visiting https://www.impactconsultancy.org/the-revolution-1/tackling-resistance-and-apathy-for-change

We all fall on a spectrum in terms of how we deal with change. Some of us are ready to jump in... others wait for evidence... and a few will NEVER go along with it. It turns out our patterns with change AND engagement can mirror each other. This episode explains a simple way to begin assessing your team's engagement and readiness for change. You can download my Engagement Tool that I share in the episode by clicking here or visiting https://www.impactconsultancy.org/the-revolution-1/managing-engagement-and-change

In order to intentionally and reliably scale culture, you need structure. It doesn't matter if you're scaling a "coaching culture" to a team of 10 people, you still need a "coaching structure" for those people to engage in a reliable experience... frequently... that creates the culture you intend. Scaling culture comes down to 2 truths in organizations: 1. Structure drives culture. It's a major driver. It drives a daily experience that informs how we act, interact, and think about how we work. 2. Culture needs to drive structure. We all have structure/systems/process in place, but do they create the explicit culture you want? If you take a close look at why your organization is having a hard time achieving its goals, you might find the root cause is because one of these is missing. Do you have a reliable way your organization approaches goal-setting, goal execution, and goal reflection? If so, does it drive how you operate? IF SO, are you operating the way YOU DESIGNED (innovative, responsive, strategic, etc.)? Listen in to find out more...

The connection between your leadership and your ability to drive your team's culture can be linked to your resilience. All of us have patterns of behavior that people respond to... we train others how to interact with us. Some patterns sabotage our ability to grow ourselves and our teams. Today's podcast focuses on limits to our leadership AND how that impacts how we are able or unable to drive team culture. You will learn some surprising truths about how your mind limits your growth... and you will learn how to overcome these limits and build resiliency as a leader. This is a MUST listen for any new leader, emerging leader, or seasoned leader that wants to grow their potential AND gain insight into driving team culture. Let us know your aha's. Learn more by visiting www.impactconsultancy.org or connect with Chris on LinkedIn

Want to run rapid tests of change but don't know how? Chris shares his process for experimentation. By the end of this podcast you'll know exactly how to run 3 types of experiments in the workplace. Here are some of the frameworks Chris introduces: - How to run a single-factor experiment to see cause-effect - How to run 3 types of experiments: - Learning Experiment - Exploratory Experiment - Predictive Experiment - The goal of running small, rapid experiments to create evidence for change (instead of meeting,planning and convincing people about the idea of changing things) Listen and let us know what "a-ha moments" you have. Learn more at www.impactconsultancy.org Follow Chris on LinkedIn www.linkedin.com/in/christian-anibarro-321451114 or on Facebook www.facebook.com/totallypossible/

Most leaders want to coach their teams but they often lack time and practice. Today we introduce a coaching model to help get you started. GROW is a widely used coaching model that provides a solid structure to learn how to be coach. GROW is an acronym that stands for: · G for Goal setting: define the short- and long-term goals · R for Reality: explore the current situation · O for Options: identify and evaluate different action strategies · W for Will: what will you do and by when? In this episode I go over the model and provide you with 56 powerful questions for each stage of the coaching framework you can use to begin coaching your teams. Go to https://www.impactconsultancy.org/the-revolution-1/ep-42-56-coaching-questions-that-will-grow-your-team to get your FREE copy of Chris' 56 Coaching Questions Checklist PDF

Many people think leadership is about rank, power and privilege. Patricia Bravo offers a different point of view. She believes that true leadership is the willingness to place others’ needs above your own. On a deep level, we need to feel that we and our work are valued by others, particularly those in our group. Patricia share her 5 KEYS FOR EMPATHETIC LEADERSHIP on the podcast today for leaders everywhere to grow and be the leaders they wish they had. Highlights from the episode: - How you can be an empathetic leader even within a variety of complex work environments - Why your team members may be craving an empathetic leader, and how being empathetic in the workplace can increase productivity - How Patricia defines what empathy is, and what empathy is not -What you can do and what signs you can look for in identifying what kind of empathetic culture your team is looking for -How you can implement empathetic leadership throughout the hierarchy within a workplace Patricia equips leaders with Empathetic Leadership techniques that drive team member engagement and increase business results. She does this by consulting with organizations and leaders through her company Bravo For You, where she helps organizations develop leadership programs and facilitates workshops that accelerate leader capability. Patricia enjoys using her talent management experiences gleaned at Fortune 500 companies such as Starbucks to shape the leadership landscape of the future. She also teaches at UCLA Extension and is currently authoring a leadership book. A transplant who adopted the Pacific Northwest as home, she fuels her love of travel by exploring new destinations and spending time in Southern California enjoying the sunshine.

New leaders are gonna have ups & downs... but its the "down" moments where the growth happens; where the work is. The real challenge of growth for new leaders is knowing when you are relating to issues and events as PROBLEMS. There is another way to see the situation. The best leaders have figured it out. This episode is a rant... a call to new leaders to see things differently than they are used to and grow into greatness. Here are some of the frameworks Chris introduces: - What limits us is not our circumstances, but what we SAY about our circumstances - We don't say what we see. . . We tend to see what we say [in our minds] - We can't create new ways of seeing our situation (new possibilities) until we recognize that we are relating to the situation as a problem Listen and let us know what "a-ha moments" you have. Learn more at www.impactconsultancy.org. Follow Chris on LinkedIn www.linkedin.com/in/christian-anibarro-321451114 or on Facebookwww.facebook.com/totallypossible/

Transitions into significant new roles are the most challenging times in the professional lives of managers. Success or failure during the transition period is a strong predictor of overall success or failure in the job. On this episode we explain the STARS Leadership Assessment Model. First introduced by Michael Watkins in his book The First 90 Days, the STARS model is a simple way to assess the business situation you are entering as a new leader. STARS is an acronym that stands for Start-up, Turn-around, Accelerated Growth, Re-alignment, and Sustaining Success. We explain each one and help you understand this model so you can be thoughtful about your next transition, your next hire, or even to assess what environment you're leading in today.

If you’re a business leader, you have an ENEMY. Your enemy is BAD PROCESS, and it attacks everywhere—your meetings, your plans, your operations, your projects, your goals. You’re losing an enormous amount of time and energy dealing with BAD PROCESS. Your teams end up confused, frustrated and burned out because BAD PROCESS robs them of alignment, clarity and engagement. In the end, it feels like you spend more time reacting to issues than driving your business. But 80% of the impact we feel from BAD PROCESS isn't from work processes... it's actually from leadership processes There are 3 CORE Leadership Processes ALL leaders should make sure aren't being hijacked by BAD PROCESS Good people shouldn’t fail because of bad process. This episode will set you straight. You can learn more about EACH of the Leadership Processes talked about in the episode by visiting www.impactconsultancy.org

The simple, often overlooked fact is this: work gets done with and through people. There’s nothing more impactful on people, their work, and their performance, than trust. But a lot of us are getting it wrong. On this episode, Leadership Consultant and author Amy Leneker joins us for a fascinating look at how trust works in the workplace, how it’s changing, and what we can do to build it. Episode highlights: · Lack of trust is intangible, but creates tangible impacts (low performance, silos, work arounds, burn-out, etc.) · When trust goes down on a team, everything takes longer and costs increase. When everyone is checking up on everyone else, it can cost our team more time, more energy, and cuts at our potential to take risks and innovate. · There are 13 behaviors that you can adopt/expand on now that lead to greater trust for our teams, our relationships, and our organizations Amy Leneker is an optimistic, joy-seeking, recovering perfectionist. She is a sought-after leadership consultant and coach who is known for her trusted advice and her track record of delivering results. After spending two decades in the public sector climbing the career ladder to executive positions, Amy began a soul-searching, gut wrenching journey to get clear about what she really wanted to do and more importantly, who did she want to be? In stillness, she found the answers. Because of her ability to engage and energize audiences, Amy has had the opportunity to appear before hundreds of audiences as a keynote speaker and presenter. She has also designed and delivered training to thousands of leaders and practitioners. As the first person in her family to go to college, Amy believes in the power of education. She holds a Masters of Public Administration and teaches graduate level courses in leadership development. You can learn more about Amy and her work by visiting www.amyleneker.com You can download her leadership journal here Amy offers great insights, which you can get FREE by following her on LinkedIn

“Grow… By Growing Everyone Around You.” In early 2017, Christine McHugh made a dramatic midlife career transition, leaving Starbucks Coffee after over 27 years to join a small start up, Tangelo Manual Therapy. During her tenure with Starbucks, she rose through the ranks from a part-time Barista to Vice President, reinventing herself at each transformational stage of the company while still staying true to her core. Christine has led teams across broad geographies, up to 100 people in size. Along the way, she learned that one of her top strengths is creating culture and developing people. On today’s episode, Christine shares her insights on developing new leaders. If you are new to a leadership role or are just seeking powerful perspectives, THIS EPISODE IS FOR YOU. You can learn more about Christine at https://www.christinemchughconsulting.com/ Christine often publishes leadership articles on LinkedIn. You can follow her on LinkedIn here

Most of us want to build teams made up of people that LOVE what they do and feel empowered to make things better. But This doesn't happen on it's own. Leaders are losing an enormous amount of time and energy reacting to dysfunctional team culture. And You might fall in this category. Your efforts can end up being sabotaged by your team’s culture, which can leave you feeling tense or anxious knowing you have to deal with it. Maybe exhausted or just doubting your self or your situation (IS IT WORTH IT… AM I UP TO IT…WHAT COULD I HAVE DONE DIFFERENT?) Here’s the deal, leaders that make a difference shouldn’t be burned out because of bad cultures. It’s not okay and it doesn’t have to be that way. This episode I walk you through how to use a process called Culture Mapping to steer your team's culture in the direction you want. If you want to learn more, take the FREE WEBINAR training by clicking HERE: https://events.genndi.com/replay/169105139238462095/b0176160c3/0/0 Don't forget to download the FREE TEAM CULTURE GUIDE too: https://docs.wixstatic.com/ugd/64746e_5550682090984564b6a4d8f68d569da6.pdf

Most of us want to build teams made up of people that love what they do and feel empowered to make things better. This doesn't happen on it's own. As a manager, YOU have immense power to influence the team culture. Today's podcast will talk you through how to model the change you want to see to drive the culture you want to lead in, and be a leader that builds great teams. Highlights from the episode: - You are the architect of your team's culture. If you haven't thought about it that way, it's not too late to start - In order to change a team culture, the team has to see you AS the cultural change you want. If you want a culture of accountability, your team needs to see you as accountable. If you want a culture of openness/coachability, then your team needs to see you as open to coaching. - 5 steps to effective change-modeling: 1. Determine the aspect of culture you want to drive (accountability, innovation, coachability) 2. Define 2-4 behaviors that people on the team would be doing to live the culture 3. Reflect on how your team sees you in relation to the behaviors. Confirm with them how accurate you are. 4. Act by committing to a 2-4 week period of actively engaging in the behaviors with your team. 5. Ask your team how they "see" you now... after 2-4 weeks of engaging in the behaviors. You are modeling the change. You are modeling being open to change. You are beginning to ramp up the change that everyone can engage in that will eventually shift your culture. Read more at https://www.impactconsultancy.org/the-revolution-1

All work teams have a culture that influences their performance. The question for managers: 1. Does that culture enhance or detract from your engagement and performance? 2. Are you designing/influencing the culture or is the culture impeding/influencing your performance? This episode delves into little known way to influence culture using "Laws." Some highlights from the episode: - Team laws are a more reliable way to influence culture than team values - Chris gives you 5 examples of team laws and several resources you can use to implement ones for your team - All change in habits needs to include high touch, high frequency, low risk practice. We go over a few examples of what that looks like. - Your 4 step method for introducing Team Laws at your workplace Listen and let us know what "a-ha moments" you have. Learn more at www.impactconsultancy.org

Managers can spend an unnecessary amount of time dealing with "HR" issues. It is draining and unpleasant. However, sometimes manager's have to face an even tougher scenario: The Toxic Employee. This episode delves into how managers can deal with this type of employee from a truly strengths-based perspective. The goal is that you be seen as a model of leadership by the rest of your team. Some highlights from the episode: - Disengaged employees feel disconnected from their mission. Toxic employees engage in behavior that is harmful to their team and other people. - Your job as a manager is to help them make a choice: Be for the team or exit gracefully - Use the 3-part team-based approach with Toxic Employees: Illuminate, Isolate, and Congregate - Always be clear in your communication what you are seeing/hearing, the impact you see/hear it is having, and the change you expect/propose Listen and let us know what "a-ha moments" you have. Learn more at www.impactconsultancy.org

As a new manager, what's your plan for the first 3 months? If you are supporting a new manager, how do you set them up for success? Too often we treat the shift into a leadership role as an "art form"... as something people should either know how to do ("that's why I hired them") or can easily adapt to. Too much is at stake to be lax about this. The success of your new manager, of the team, of your future successor, and your customer's experience ride on YOU performing your best. This episode is the capstone in a 3-part series. Episode 29 focused on the first 30 days. Episode 30 focused on the 2nd month. This episode walks through the 3rd month. Some highlights from the episode: - Focus on performance. Be clear what value the team creates and how you measure success - Manage the Lead. Define your Lead Measures and manage from them. Lead Measures are a manager's secret weapon. - Visualize Accomplishment. If you don't have a scoreboard, you don't have the opportunity for accountability. Build a reliable team experience of focusing on how you are moving the needle AND resolving obstacles - Commit to Accountability. Teach your team what a commitment looks like and give them a reliable method for tracking them against your goals. - Managers need systems to drive culture and have reliable structures to lead FROM. This is the foundation of establishing your management presence. Listen and let us know what "a-ha moments" you have. Learn more at www.impactconsultancy.org

In Episode 29, Chris shared a plan for the new manager's first 30 Days. In this episode, he shares the plan for days 30-60. As an individual contributor, you're expected to perform and improve your processes. As a manager, you're expected to drive the performance of others and improve systems. Very different. This episode Chris shares his take on the 2 most important elements to construct a plan around for the next 30 Days. Some highlights from the episode: - Build your SYSTEM to manage daily performance. This includes a way to make the team's work VISIBLE, make the team's work MOVE, make obstacles VISIBLE, and continuously align. - Declare the Culture. State the explicit culture you intend to create. Call out the 20% of behaviors that you believe will drive 80% of the performance - Leverage your system to drive the culture. Chris addresses how your system should drive results AND behavior. - The focus of the next 30 days is learning how to system-build. In the Knowledge Economy managers operate in, building systems to deal with constant change is the strongest leverage a manager has to drive performance. Listen and let us know what "a-ha moments" you have. Learn more at www.impactconsultancy.org.

As a new manager, what's your plan for the first 30 Days? If you are supporting a new manager, how do you set them up for success? Too often we treat the shift into a leadership role as an "art form"... as something people should either know how to do ("that's why I hired them") or can easily adapt to. Too much is at stake to be lax about this. The success of your new manager, of the team, of your future successor, and your customer's experience ride on YOU performing your best. This episode Chris shares his take on the 3 most important elements to construct a plan around for the 1st 30 Days. Some highlights from the episode: - Assess the Pains. New managers need to be given a method to learn the BIGGEST pain-points for their team, their boss, and on their own growth - Assess the Culture. What are the unwritten rules that the team operates from. How does that impact how people approach their work? This is huge because it sets a manager up to declare the culture they want. - Assess your People. Who are likely to support the culture you want to drive? Knowing your early adopters and influencers will help you understand who best to leverage changes. - Develop Systems. This is your 30-90 day plan. A system to see & alleviate pains (not fixes...systems)... A system to see & move performance... A system to plan & progress YOUR growth. - There should be a method or toolkit do each of the recommendations above. Connect with Chris if you want to learn what he uses/shares. Listen and let us know what "a-ha moments" you have. Learn more at www.impactconsultancy.org.

Being a new manager is hard. Life comes at you fast and the expectations to perform are high. It's also one of the most fun & rewarding experiences; being manager and leading a team. This episode Chris shares his thinking about being a new manager, including what his first experience was like. Some highlights from the episode: - There are 2 million people promoted into new management positions each year (in the U.S.). - 47% of new managers receive no training and tend to under perform, which impacts their leadership style moving forward - 2 million people leave their jobs each month largely because they don't feel valued, cared for or recognized by their leader. - New leaders deserve 4 major development opportunities to support their success, to enhance their team's success, and to give them a shot at loving what they do Listen and let us know what "a-ha moments" you have. Learn more at www.impactconsultancy.org.

Most of us are familiar with setting personal goals. Most of the goals we set tend to be accomplishment-based (I will run a marathon by June this year!). But there is another type of goal that few of us use that has immense power to expand how we operate. This episode introduces the Habit-Based Goal. People who use habit goals tend to build new routines that form the foundation for future success. Some highlights from the episode: - Accomplishment goals are one-time achievements. They help us break through our current state and achieve something new. Habit goals are ongoing. They help us operate in new ways so we can perform at new levels. - Building habits is crucial. We are already a collection of habits (how we eat our cereal, how we brush our teeth, how we fold our arms, how we wake up, how we sit in chairs, etc). Some habits have no impact on how we perform. . . others limit our ability to reach new heights. Current habits give us current performance. New habits give us new performance. - If you are leading a team, habit goals are key as a teaching tool for Personal and Professional Development goals. Setting accomplishment-based goals will help your staff achieve a new outcome ONCE. Setting habit goals will help teach them how to build new mindsets and operate in new ways. Listen and let us know what "a-ha moments" you have. Learn more at www.impactconsultancy.org.

Accountability is one of the most powerful tools at our disposal when we're trying to accomplish BIG things. This is also an area leaders really struggle. This episode introduces a tool and routine to build Personal Accountability for yourself and your team. Some highlights from the episode: - Improving the work, IS the work. This mindset will push you to consider what goals you are working towards, instead of just focusing on what needs to be done. - Building Personal Accountability into your management routine creates the opportunity to build relationship and rapport - Using the LMS tool and meeting is an accountability tool, focusing tool, and coaching tool for YOU as a team leader - Download your LMS Personal Accountability Guide at https://docs.wixstatic.com/ugd/64746e_fd1c52bd45c549b9b349dcf392f725b0.pdf Listen and let us know what "a-ha moments" you have. Learn more at www.impactconsultancy.org.

Ever wonder how some leaders are accomplish so much? This episode offers a truly powerful framework for your time. Some highlights from the episode: - The amount of time you have isn't as important as your intention with your time - Leading on purpose means having a design for your time. It's like having a budget, but instead you choose how to spend your time! - Context is EVERYTHING! Frame your calendar by Theme. Chris uses: 1)Go Time, 2)Plan Time, 3)Charge Time. - Plant examples of activities AND accomplishments within each theme to clarify your time choice - Check out our Blog Post to help you frame your accomplishments https://www.impactconsultancy.org/the-revolution-1/the-practice-of-being-effective-in-a-fast-paced-world - Download Chris's guide to build YOUR Ideal Week https://docs.wixstatic.com/ugd/64746e_b6cf7719578a4e5aa16865eda6c0a263.pptx?dn=Pod%2025%20Templates.pptx Listen and let us know what "a-ha moments" you have. Learn more at www.impactconsultancy.org.

I'm kicking off a series on growing your personal effectiveness. I have a BUSY life (consulting, vlogging, blogging, podcasting, training, being an awesome husband, world-class dad, and entertaining a fun social life). I also have a SUCCESSFUL life (growing business, tight family, dear friends, and the BEST marriage ever). This episode I begin to share my secrets starting with mindset and practices. Some highlights from the episode: - Being productive is about HOW MUCH we can do with our time. Being effective is about HOW IMPACTFUL we are with our time. - 3 mindsets: 1)What is my relationship to TIME? 2)What is the most important ACTION to focus on now? 3)What do I expect to ACCOMPLISH? - Special Offer: Download these tools and see what difference it makes for your week to put them into action https://docs.wixstatic.com/ugd/64746e_4749409d6ea041909bdb410e30af67a1.pdf Listen and let us know what "a-ha moments" you have. Learn more at www.impactconsultancy.org.

This week Chris interviews Andy Scheffer, Director of Facilities & Maintenance at Seattle Parks and Recreation. Some highlights from the episode: - Starting out as a new leader I had access to data & our outcomes, but I couldn't see how the process was performing or the issues - We had a reporting system, but it was hard to sufficiently get my staff's attention using it - It became imperative to see the Work in Process, Priorities, and Issues... DAILY - Today we meet face to face. . . in front of a visual board. . .and go over 40 projects in 15 minutes. - Managing this way gives more of my team responsibility and builds leadership. I NOW have a routine to build their leadership. - There is a BIG difference between having data & making the process speak! Listen and let us know what "a-ha moments" you have. Learn more at www.impactconsultancy.org. Follow Chris on LinkedIn www.linkedin.com/in/christian-anibarro-321451114 or on Facebook www.facebook.com/thoughtrevolutionpodcast

How do you drive certain mindsets for yourself? Your leaders? Your team? This episode offers a framework for building mindsets that you can apply today. Some highlights from the episode: - Three components for expanding mindset: PASSION, PATIENCE, PROCESS - Without a passion for what you're doing, it is hard to build a mindset because you won't have a love for what you are creating - Expect to deploy patience when it comes to building ANYTHING that matters. - Loving the process is the key to building/expanding a mindset. It's more important than achieving the goal. It's what gives us our way of being. - You MUST surround yourself with others who have a passion for something and love the process of creating it. Without them, building mindset is harder. Listen and let us know what "a-ha moments" you have. Learn more at www.impactconsultancy.org. Follow Chris on LinkedIn www.linkedin.com/in/christian-anibarro-321451114 or on Facebook www.facebook.com/thoughtrevolutionpodcast

What does taking Total Responsibility look like? What difference would it make for your team if everyone, everyday embraced total responsibility? Today Chris shares his journey to understand and teach this concept. Some highlights from the episode: - The key to taking total responsibility is being conscious of the narrative you choose to see each situation - Total responsibility is not the same as cause-effect, where we understand the reasons for why something happens. Instead we accept that something just happened and take responsibility for making it right or moving it forward. - To really nurture this mindset with teams requires you have a system to systematically teach it. . . to show others that they ARE powerful enough to take responsibility Listen and let us know what "a-ha moments" you have. Learn more at www.impactconsultancy.org. Follow Chris on LinkedIn www.linkedin.com/in/christian-anibarro-321451114 or on Facebook www.facebook.com/thoughtrevolutionpodcast

Is your team coming to you with problems or ideas? How are you taking responsibility for generating continuous idea sharing? Today, Chris introduces a simple method for teaching teams how to generate ideas that has a BIG impact. The goal is to drive your culture; one that is based on DAILY TEAM-BASED PROBLEM-SOLVING & EXPERIMENTATION. Some highlights from the episode: - You can't improve what you can't see. The foundation of improvement is being able to see your process AND your problems. - There will always be more problems than you have capacity to solve. Do you have a way to prioritize your most pressing issues? - Ideation can be taught. This is the job of a leader. But leaders need systems to teach. Chris shares his simple system to teach Ideation. Listen and let us know what "a-ha moments" you have. Learn more at www.impactconsultancy.org. Follow Chris on LinkedIn www.linkedin.com/in/christian-anibarro-321451114 or on Facebook www.facebook.com/thoughtrevolutionpodcast/

This episode explores the difference between Leadership & Management. Chris poses that management DOES NOT need leadership, but leadership NEEDS management. What does he mean? Listen in to find out! Some highlights from the episode: - Leadership is a creating a future that otherwise would NOT have happened. 1. It's always about the FUTURE. 2. That future is CREATED. 3. That future is CHOSEN. - Most of us, most of the time just live into the next moment without choosing it. That's existing. - When you choose a future and have a big goal, you are creating an imbalance for you AND your team. You have to let go of being "balanced" or for things to go back to being "normal." Instead you have to redefine what your new "normal" is and "choose" it. Listen and let us know what "a-ha moments" you have. Learn more at www.impactconsultancy.org. Follow Chris on LinkedIn www.linkedin.com/in/christian-anibarro-321451114 or on Facebook www.facebook.com/thoughtrevolutionpodcast

Do your commitments determine your reality? Or does your reality (circumstances) determine your commitments? Breaking through limits starts by being clear on what holds us back. This episode offers a foundation for a life with new limits. . . or none! Some highlights from the episode: - Leadership is a CHOICE, and it requires a continual re-choosing. - Comfort is a default. It requires no effort on our part. - When we don't exercise leadership effectively in ONE AREA of our lives, it has an impact on other areas. - The foundation of being leader and breaking limits starts with commitment. It doesn't end here, but it starts here. Most of us haven't declared for ourselves what we're committed to, so exercising leadership is hard and can be ineffective. Listen and let us know what "a-ha moments" you have. Learn more at www.impactconsultancy.org. Follow Chris on LinkedIn www.linkedin.com/in/christian-anibarro-321451114 or on Facebook www.facebook.com/thoughtrevolutionpodcast

Every day we are creating our legacy. . . leaving an impact on our team and co-workers. Is it by design or default? Exercising leadership starts with choosing what we are committed to. . . choosing what we want for our day, our career, our lives. Some highlights from the episode: - Choosing your legacy doesn't have to be hard. It isn't something discovered, it's something you create/choose. - We already create an impact whether we know it or not, whether we like it or not. Choosing is more fun. - Are we clear how we will know if we're having the impact we intend? It's not as hard as you think. - Leadership is amplified or eroded by our systems. Install your systems (4 Keys, 4 Disciplines) to amplify your leadership. Listen and let us know what "a-ha moments" you have. Learn more at www.impactconsultancy.org. Follow Chris on LinkedIn www.linkedin.com/in/christian-anibarro-321451114 or on Facebook www.facebook.com/thoughtrevolutionpodcast/

Are you producing the outcomes you expect? Today Chris interviews Cindy McMahon from the City of Seattle to explore how she applied the 4 Disciplines of Daily Management with her team and the impact it had on their performance. Some highlights from the episode: - How this team made very "invisible work", visible - How to be data-driven without beating people with numbers and graphs - Cindy's team went from a 10% on-time rate to 96% on-time rate in just 3 months. . . without adding more resources. Just a better process to create better results. - The key to results: Focusing on how to MANAGE THE PROCESS, which is usually the "hidden process" Listen and let us know what "a-ha moments" you have. Learn more at www.impactconsultancy.org. Follow Chris on LinkedIn www.linkedin.com/in/christian-anibarro-321451114 or on Facebook www.facebook.com/thoughtrevolutionpodcast/

Are you becoming the team you were meant to be? It's not easy, but it's possible! Today Chris interviews Adrienne Easter from the City of Seattle to explore how she is applying the 4 Disciplines of Daily Management and the impact it is having on her team and their performance. Some highlights from the episode: - Seeing hidden work = Freeing hidden capacity. - The key to continuous team alignment is SEEING the work. . . together. - Adrienne's team went from a 16% on-time rate to 82% on-time rate WITHOUT having to engage in large scale improvement workshops, forming committees, or death by meeting. Just a daily commitment to making the work visible, making it move, making obstacles visible. . . and holding fast & focused meetings to align & improve. Listen and let us know what "a-ha moments" you have. Learn more at www.impactconsultancy.org. Follow Chris on LinkedIn www.linkedin.com/in/christian-anibarro-321451114 or on Facebook www.facebook.com/thoughtrevolutionpodcast/

In this episode, Chris muses about 2 team mindsets: - A team trying to "Not Fail" - And a team trying to "Succeed" The episode holds an insight designed to help you see where you or your team may be stuck and have your performance limited. Listen and let us know what "a-ha moments" you have. Learn more at www.impactconsultancy.org. Follow Chris on LinkedIn www.linkedin.com/in/christian-anibarro-321451114 or on Facebook www.facebook.com/totallypossible/

Leading change isn't just about changing processes and systems. The most misunderstood variable is the POWER OF CONTEXT. Here are some of the frameworks Chris introduces: - What limits us is not our circumstances, but what we SAY about our circumstances - We don't say what we see. . . We tend to see what we say [in our minds] - We can't create new ways of seeing our situation (new possibilities) with our teams until we "complete the past" - Leaders need to master keeping the drumbeat of possibility steady. One way is to see when we are losing our sense of possibility. Chris calls this the "Danger Zone" and explains how to see it & remove it. Listen and let us know what "a-ha moments" you have. Learn more at www.impactconsultancy.org. Follow Chris on LinkedIn www.linkedin.com/in/christian-anibarro-321451114 or on Facebook www.facebook.com/totallypossible/

Principles are the cornerstone of performance. Here's why: 1. Principles govern, with some predictability, what the outcome will be for our performance. 2. Principles provide the reason, the purpose, the "why" we do what we do . . . because they lead to certain consequences. In this episode, Chris helps you get clear on principles and how they govern performance. Here are some of the frameworks Chris introduces: - Values govern behavior. Principles govern consequence. - You must define how your people live the principles AND anchor them to your systems - Strong leaders build systems. Watch this short video on "Culture Mapping" to help you assess your team https://youtu.be/7p0sfqtW20Y What were your "aha" moments? Learn more at www.impactconsultancy.org. Follow Chris on LinkedIn www.linkedin.com/in/christian-anibarro-321451114 or on Facebook www.facebook.com/totallypossible/

Today Chris shares his framework for high performance-- a focus on consciously designing and driving team culture. If you've struggled with your team's culture, this episode will breakdown how to create the culture you want. Some highlights from the episode: - Most teams focus on WHAT is needed to achieve a result. The key to consistent and sustainable results requires a focus on HOW to achieve results. - A focus on behavior, not results is the game. Being able to quantify how you achieved a result is a powerful determinant of future performance. - Leaders declare the culture, describe how people live it, then leverage systems to drive those behaviors. Listen and let us know what "a-ha moments" you have. Learn more at www.impactconsultancy.org. Follow Chris on LinkedIn www.linkedin.com/in/christian-anibarro-321451114 or on Facebook www.facebook.com/thoughtrevolutionpodcast/

I can't wait to share how to create compelling team engagement AND build continuous accountability with your strategic goals. It's not only possible, you can take action to make it happen NOW. Some highlights from the episode: - We don't say what we see. . . we see what we say [is possible]. If what we say/think is impossible, then all we see is 'impossibility.' Think from a possibility-based mindset. - Scoreboards, NOT dashboards, are the key to goal engagement. Chris breaks down the difference. - Building continuous accountability requires continuous routines and attention on consciously creating impact. Chris introduces a routine to make that happen. Listen and let us know what "a-ha moments" you have. Learn more at www.impactconsultancy.org. Follow Chris on LinkedIn www.linkedin.com/in/christian-anibarro-321451114 or on Facebook www.facebook.com/thoughtrevolutionpodcast/

One of the biggest mistakes we make when working on goals is managing to results. The secret to achieving goals is managing the process. Chris introduces Lead Measures and breaks down how they work and why you need to leverage them. Some secrets in today's podcast sauce: - 20% of what we do creates 80% of our results. Do you know what are the highest leverage actions you should be taking to achieve your goal? - Stop measuring your outcomes. You can't change them. Start measuring your Lead Measures. . . you can influence them. - Your workplan is useless...for some goals. Lead measures give you a way to test what works and what doesn't...quickly. Listen and let us know what "a-ha moments" you have. Learn more at www.impactconsultancy.org. Follow Chris on LinkedIn www.linkedin.com/in/christian-anibarro-321451114 or on Facebook https://www.facebook.com/thoughtrevolutionpodcast/ ij8nvqrs

Executing strategic priorities in the midst of daily emergencies is challenging. The urgent activity needed to keep things running day-to-day can devour all the time and energy required to invest in your strategy for tomorrow. This leaves some teams with unfinished goals and projects at the end of the year despite all the effort they make to juggle multiple and often competing priorities. In this episode Chris introduces the 4 Keys to Strategy Execution: 1. Focus on the Breakthrough 2. Leverage the Lead 3. Track the Lead 4. Initiate Continuous Accountability Learn more at www.impactconsultancy.org. Follow Chris on LinkedIn www.linkedin.com/in/christian-anibarro-321451114 or on Facebook www.facebook.com/totallypossible/

Extraordinary leaders are developed in the process of creating extraordinary results. Chris breaks down how traditional approaches to leadership aren't reliable and offers a new way of growing leaders. Here are some of the highlights from the episode: - Most leadership programs teach ABOUT leadership. That doesn't work well because leadership is an as-lived experience so it requires an as-lived (on-the-field) approach - Leadership starts with knowing what you are committed to. It also requires we know WHO WE NEED TO BE to fulfill that commitment. - Leadership is less about what we KNOW and more about how we SEE what's possible for ourselves, our team and our future. From this paradigm, it's not our circumstances that stop us. Instead our difficulty seeing possibility constrains our ability to effectively lead. Learn more at www.impactconsultancy.org. Follow Chris on LinkedIn www.linkedin.com/in/christian-anibarro-321451114 or on Facebook www.facebook.com/totallypossible

Are you focused on what you need to get done or what you need to accomplish? One is based on productivity, the other based on effectivity. Chris shows you how to teach your team to come FROM purpose and the habits needed to hard wire this mindset. Here are some of the highlights from the episode: - Shift your mindset from "I got this much done today" to "I produced this result today." - How to re-write your daily calendar using Accomplishment Statements. - 3 steps to begin practicing coming FROM purpose you can apply now Learn more at www.impactconsultancy.org. Follow Chris on LinkedIn www.linkedin.com/in/christian-anibarro-321451114 or on Facebook www.facebook.com/totallypossible

Do you have a continuous improvement mindset? High performing teams have an ability to adapt to change. Chris explores a pervasive mindset that keeps us stuck and offers a new way to thinking about work. Here are some of the highlights from the episode: - Most of us operate from the mindset that "doing the work is the work." This is not wrong, it's just limiting. - Consider the mindset "Improving the work IS the work" as the foundation for team adaptivity. - Goals are what we strive for, while mindsets are where we "come from." This is important because goals live in the future, while mindsets live in the present as ways of BEING. . . which means we can start RIGHT NOW. - Hard wiring a new mindset requires you have a SYSTEM to create a daily experience with your team. . . like the 4 Disciplines Learn more at www.impactconsultancy.org. Follow Chris on LinkedIn www.linkedin.com/in/christian-anibarro-321451114 or on Facebook https://www.facebook.com/totallypossible/

Building a culture of high performance starts with your ability to SEE your performance. Chris breaks down the 5 biggest team performance-blockers, and how he teaches teams to deal with them to boost their outcomes. Here are the 5 performance-blockers Chris introduces: - Too much Work-in-Process- Too much WIP is the leading indicator that your workflow is congested! How well are you able to see your WIP? - Unplanned Work- Staff spend up to 35% of their week doing unplanned work. Are you tracking it? - Dependencies- Are you managing these effectively or are they managing you? - Conflicting Priorities- How are you making conflicting demands visible. . . or are you? - Neglected Work- Is work falling through the cracks? Learn how to end that. Listen and let us know what "a-ha moments" you have. Learn more at www.impactconsultancy.org. Follow Chris on LinkedIn www.linkedin.com/in/christian-anibarro-321451114 or on Facebook https://www.facebook.com/totallypossible/

Are you spending more time managing crisis instead of being strategic? Chris shares the 4 Disciplines of Daily Management. This is a MUST LISTEN for any manager. By the end of this podcast you'll know what steps to take to begin freeing up your time and to build a team culture that is predictive instead of reactive. Here are some of the frameworks Chris introduces: - Make the Work VISIBLE- When teams see the work together, they can learn and act together. - Make the Work MOVE- We want teams to see work-in-process, unplanned work, dependencies, conflicting priorities, and bottlenecks - Make your Obstacles VISIBLE- See them quickly and while they are small. . . before they are a crisis - Initiate a Cadence of CONTINUOUS ALIGNMENT- Create frequent, fast&focused check-ins to integrate What were your "aha" moments? Learn more at www.impactconsultancy.org. Follow Chris on LinkedIn www.linkedin.com/in/christian-anibarro-321451114 or on Facebook https://www.facebook.com/totallypossible/

Struggle to manage change? Chris shares his process for moving resistant teams. By the end of this podcast you'll know exactly how to boost adoption for change efforts. Here are some of the frameworks Chris introduces: - People don't do what you SAY. They do what they BELIEVE. What is your process to surface and tap into their beliefs? -Stop talking and start listening! What is your process to listen? - Most of us aren't starting from "Why" the change is necessary, we start from "What" the change is or "How" it will be enacted. This is almost always the wrong starting point. - Most leaders who start from "Why" are coming from the WRONG WHY. Learn how to create a compelling "Why." Listen and let us know what "a-ha moments" you have. Learn more at www.impactconsultancy.org. Follow Chris on LinkedIn www.linkedin.com/in/christian-anibarro-321451114 or on Facebook https://www.facebook.com/totallypossible/

In this episode Chris walks you through how to improve your team's performance. He specifically focuses on how to improve your skill to manage for results. By the end of this podcast you will know the mindset and frameworks to boost performance. Here are some of the frameworks Chris introduces: - Focus on what you create vs. what you do! - If you focus on team capacity as a resource issue, you'll always be seeking more resources. But if you focus on team capacity as a process issue, you may discover that HOW you structure your work is tying up your team's capacity to perform. - Realize that anytime you create someTHING for someONE, there is a process. So how much clarity do you posses on what create? On the process to create it? And how well do you manage that process? What were your "aha" moments? Learn more at www.impactconsultancy.org. Follow on Chris on LinkedIn www.linkedin.com/in/christian-anibarro-321451114 or Facebook https://www.facebook.com/totallypossible/