Podcasts about asking instead

Edgar Schein and Peter Schein: Humble Inquiry Edgar Schein is Professor Emeritus of MIT's Sloan School of Management. He is the recipient of the Distinguished Scholar Practitioner Award from the Academy of Management, the Lifetime Achievement Award from the International Leadership Association, and the Lifetime Achievement Award in Organization Development from the International OD Network. Peter Schein is COO of the Organizational Culture and Leadership Institute. He provides counsel to senior management on organizational development challenges facing private and public sector entities worldwide. He is a contributing author to the 5th edition of Organizational Culture and Leadership and co-author of Humble Leadership and The Corporate Culture Survival Guide. The pair co-founded the Organizational Culture and Leadership Institute and have written several books together, including two in the Humble Leadership series. They've recently released the second edition of Humble Inquiry: The Gentle Art of Asking Instead of Telling*. In this conversation, Edgar, Peter, and I explore the four relationship levels and invite leaders to move professional relationships from level 1 to level 2. A key entry point for this is to artfully reveal some of the things we tend to conceal. We discuss some practical steps to take — and the benefit for leaders and organizations. Key Points The four relationship levels: Level –1: Domination/exploitation Level 1: Transactional (professional distance) Level 2: Personal (openness and trust) Level 3: Intimacy We all conceal things. A useful way to build a relationship is for people to open up more of their concealed selves. A relationship is dance — improv if you will. We need to be willing to share the mic with the other party. Open-ended questions like, “What's different today?” can help people to show up in the way they want to. Traditionally, we expected the person with more status to take the first step. That doesn't necessarily need to be the case. Notice your own motivations, interventions, and contributions to the relationship. Resources Mentioned Humble Inquiry: The Gentle Art of Asking Instead of Telling* by Edgar Schein and Peter Schein The Organizational Culture and Leadership Institute Interview Notes Download my interview notes in PDF format (free membership required). Related Episodes The Path of Humble Leadership, with Edgar Schein and Peter Schein (episode 363) How to Ask Better Questions, with David Marquet (episode 454) Your Leadership Motive, with Patrick Lencioni (episode 505) Discover More Activate your free membership for full access to the entire library of interviews since 2011, searchable by topic.

This week, Stacey welcomes back Nuala Calnan and Lori Richter for another episode in the Risk Revolution series. In this episode, we discuss the importance of facilitation in the risk management process and how it leads to the success of a risk assessment. Joining in on this conversation is Tiff Baker, Senior Consultant from ValSource.   Resources in this episode: Humble Inquiry - The Gentle Art of Asking Instead of Telling Building Positive Relationships and Better Organizations, (2021) Edgar Schein The Surprising Power of Questions HBR Bias, Heuristics & Risk (Pt. 1) on Risk Revolution | IVT Bias, Heuristics & Risk (Pt. 2) on Risk Revolution | IVT   About Our Speakers Lori Richter Lori Richter is the Director of Risk Management at Ultragenyx. She holds a Bachelor of Science degree in Microbiology and over 21 years of experience working in the Pharmaceutical industry. Her areas of expertise include Quality Risk Management, Quality Systems, business continuity management, biotechnology manufacturing processes, and business process development. Prior to joining Ultragenyx, she was a consultant for 3 years working with many different companies, including cell and gene therapy as well as large and small molecule, building risk management programs and improvements to quality systems. Before becoming a consultant, she held previous roles such as a Site Risk Manager, leading the development of an Integrated Risk Management program focused on strategic risk and business continuity management. She was also a member of a Global Quality team responsible for the development and deployment of the Quality Risk Management (QRM) program across a global network. She has developed many QRM training modules and delivered training to FDA, Health Canada, and industry teams. Currently, she is an Instructor for the PDA Quality Risk Management Certificate Program. She was an author for TR 54-5, “Quality Risk Management for the Design, Qualification, and Operation of Manufacturing Systems” and a chapter author for the book “Principles of Parenteral Solution Validation”. Lori is pursuing a Ph.D. at Technological University Dublin. Nuala Calnan –  Nuala is a 25-year veteran of the pharmaceutical industry. Her work as a consultant, academic, author and commentator is directed toward the development of practical, patient-focused excellence and has included research for FDA(USA), HPRA(Ireland) patient safety and product quality in the manufacture and distribution of drugs. Nuala works with organizations on transforming organizational culture, delivering more effective end-to-end risk management, implementing knowledge excellence strategies, behavior-based good data governance and enhancing performance management through people. Nuala co-leads the ISPE Quality Culture Team and is a founding member of the ISPE/PQLI Task Team on Knowledge Management. She is also the Arnold F. Graves Scholar with the  Pharmaceutical Regulatory Science Team at TU Dublin, Ireland, where she leads a number of patient-focused regulatory science research projects at the Masters and Ph.D. levels.   Tiff Baker –  Tiff Baker, is a Senior Consultant at Valsource.  Tiff has been working full time in the QRM space for over ten years, and in micro roles within the industry prior to that.  She has implemented QRM programs for companies internationally, delivered risk training to industry and regulators alike, developed custom risk tools to meet client needs, and facilitated many risk assessments over the years.  She is a co-lead for the Parenteral Drug Association's Remote Audits and Inspections Task Force as well as an instructor for the PDA Training and Research Institute.  In addition, Tiff contributed as an author to ISPE's Baseline Guide 5 for Commissioning and Qualification to incorporate risk as well as several Points to Consider documents for the PDA.   Voices in Validation brings you the best in validation and compliance topics. Voices in Validation is brought to you by IVT Network, your expert source for life science regulatory knowledge. For more information on IVT Network, check out their website at http://ivtnetwork.com. 

In this episode we interview Dr. Tait Shanafelt. Dr. Shanafelt is a Jeanie and Stewart Ritchie Professor of Medicine, Chief Wellness Officer, and associate dean at Stanford University School of Medicine. He is the co-author, with one of our former guests Steven Swenson, of “Mayo Clinic Strategies to Reduce Burnout”. He is credited for bringing physician-burnout to the forefront of healthcare discussion. He is a leader in the field of physician wellness and healthcare team efficiency. He has published numerous works in the field of physician well being and his studies in this area have been cited by CNN, USA Today, and The New York Times.We hope you enjoy this episode where we talk about his book, why wellness initiatives often fall flat, and how we can build a positive work environment. Welcome to leading the rounds Questions we asked: How has the pandemic changed the ideas you wrote into “Mayo Clinic Strategies to Reduce Burnout”? What systemic issues in healthcare wellbeing has the pandemic shined a light on? What were some of the processes that your team at Stanford implemented to fight the pandemic? Are financial constraints a valid argument for not prioritizing healthcare wellness? What makes a good wellness initiative? What would you say to a medical leader who is making excuses for not prioritizing physician wellness? Quotes: ”The culture of our organizations is the foundation of wellbeing and professional fulfillment.” "It's about organizational change, systems change, and culture change, not tips and tricks for personal resilience.” ”Our goal is to fix a broken work environment, not teach and train physicians to tolerate a broken work environment.” Ask your team, ”What do you need from your leaders that you're not currently getting? What have your leaders done that has been effective?” ”Probably the most important thing we can do [is] listening.”  ”When organizational wellness efforts are either lip service, or manifest as yoga and granola and learn how to practice mindfulness… they will fall flat.” ”Physicians have higher resilience than the general population.” ”Even physicians with the highest scores on resiliency… have high levels of burnout.” ”Our efforts are focused on improving the work environment.” ”The purpose of the leader is to accomplish the mission and attend to the welfare of the soldiers.” Book suggestions:Humble Inquiry: The Gentle Art of Asking Instead of Telling by Edgar ScheinGood to Great by Jim Collins Tribal Leadership by Dave Logan 

In this episode, we interview Dr. Edgar Schein and his son Peter about the second edition of their book Humble Inquiry:  The Gentle Art of Asking Instead of Telling. They share a little about the book and why they wrote the second edition. Ed and Peter describe why Humble Inquiry is not just a process but an “attitude”. Ed talks about the different levels of relationships and shares how Humble Inquiry can be leveraged to raise our levels of relationship.During the interview we also discuss the relationship and need for balance between Certainty and Clarity as well as Competition and Collaboration and how both relate to Telling and Humble Inquiry.  We close the interview with Ed sharing how leaders will benefit from applying Humble Inquiry every day.You probably already realize this episode is full of wisdom that can benefit everyone.  So, you can see, why it makes sense to listen now, can’t you?For full show notes and links, visit:https://www.missinglogic.com/new-podcastNEW:  Enrollment is now open to our NEW Self-Study Program, Caring for Others Without Neglecting YOU!  Click Here NOW to learn more and enroll!We would love to have you contribute to this podcast by submitting a question that we can feature in a future episode.  All you must do is email your question to  questions@missinglogic.com If you found value in this episode, please leave us a review on Apple Podcasts! 

Too often we are knowers instead of learners. Yet as knowers, we close down conversations, dis-incentivize sharing information or perspectives, and risk the health of our team and organization. To be a learner requires us to accept that we don’t know everything and, just as important, that our team members often know more than we do. When we cultivate a relationship based on caring and curiosity, we foster psychological safety and much more.   In this episode, I speak with father and son duo, Edgar and Peter Schein. Ed is Professor Emeritus of the Massachusetts Institute of Technology Sloan School of Management. He is one of the original scholar-practitioners in the fields of organizational psychology and organizational development. He may be best known for first expanding our understanding of organizational culture. His books, including Process Consultation, Organizational Culture and Leadership, Helping, Humble Consulting and Humble Leadership are translated and published worldwide and his consulting and coaching has transformed leadership since the 1970s. His latest work, Humble Inquiry 2nd Edition, co-authored with his son Peter, is an international best seller.    Peter is the co-founder and COO of OCLI.org. Prior to his role there, Peter was a strategy and corporate development executive at large and small technology companies in Silicon Valley. He is co-author of The Corporate Culture Survival Guide 3rd Edition, Humble Leadership, the 5th Edition of Organizational Culture and Leadership, and the 2nd Edition of Humble Inquiry.   The three of us talk about Humble Inquiry - what it is, why it’s important, and how to do it effectively. We talk about the humble component and the inquiry component, and how together, they are a magical combination that every manager and team can benefit from.   Get one of 10 signed copies of the book Humble Consulting if you’re a member of the Modern Manager community. This book is particularly focused at client-facing roles and consultants, but the lessons are applicable even beyond those. To get a copy, you need to be a member and one of the first 10 people to request it.  Join the Modern Manager community -- employees of government and nonpforit organizations get 20% off any membership level.   Subscribe to my newsletter to get episodes, articles and free mini-guides delivered to your inbox.    Read the related blog article: The Simple Brilliance of the “Humble Inquiry” Approach   KEEP UP WITH EDGAR AND PETER SCHEIN Website: www.ocli.org  LinkedIn:  https://www.linkedin.com/in/peteraschein/ Book: Humble Inquiry: The Gentle Art of Asking Instead of Telling    Key Takeaways: The “Humble Inquiry” approach is a way of reacting to situations at work by asking versus telling your team what to do.  Begin with the mindset that you can’t know everything therefore, have much to gain by caring about your team members and their perspectives. Foster a deep curiosity to learn from people around you.  Ask open ended questions without presuming to know the answer. Continue to ask questions that explore further instead of jumping to conclusions too early. Practice deep listening by focusing on their response without interjecting your own thoughts.  Reward people for being open by listening to and incorporating their ideas, and by thanking them for sharing even if you disagree.  If you respond with judgement, anger or dismissiveness, people may fear being open and honest with you again. This leads to destructive behavior, such as hiding mistakes and not mentioning problems, which is harmful to teams and organizations.  If your team gets stuck, shift from the content of your discussion into the process. Ask questions like “Are we making progress?” and “Are we relating to each other well?”  When we build trust and openness using Humble Inquiry, we build psychological safety which leads to positive, healthy workplaces.  Additional Resources: Episode 42: Deep Listening with Oscar Trimboli mamie@mamieks.com

Asking Instead of Telling Dr. Ed Schein returns back to the podcast, along with his son Peter, to talk about the recently released Second Edition of their book Humble Inquiry, Second Edition: The Gentle Art of Asking Instead of Telling. It's a book about asking questions--for sure. But it's a remarkably good book about how to have conversations--real conversations--instead of two people talking at each other. Learn more about Ed, Peter, and their Organizational Culture and Leadership Institute at https://www.scheinocli.org/. Let's Stay In Touch! I hear from listeners almost every day and I love it! How about you and I connect on LinkedIn? Go to https://PeopleAndProjectsPodcast.com/LinkedIn and Follow me (I've maxed out the connections but if you Follow me, I'll Follow you back!) Thank you for joining me for this episode of The People and Projects Podcast! Talent Triangle: Leadership   Inspiring Advertising by Rafeal Krux Link: https://filmmusic.io/song/5515-inspiring-advertising- License: https://filmmusic.io/standard-license Inspiring Orchestra by Rafeal Krux Link: https://filmmusic.io/song/5671-inspiring-orchestra- License: https://filmmusic.io/standard-license

In this episode of the HR Leaders podcast, I'm joined by my guests Edgar and Peter Schein, Co-authors of the best selling book Humble Inquiry: The Gentle Art of Asking Instead of Telling. Thanks to UKG for supporting the show!Download their New Future of Work ebook and learn the Four Critical Success Drivers Businesses need successfully engage in the new world of work: http://bit.ly/New-World-E-BookEpisode highlights00:00 - Intro02:43 - The Schein family background05:01 - Peter, on working with his father06:00 - Ed, on working with his son, and why the world needs Humble Inquiry08:23 - Defining humble inquiry as a leadership style13:22 - How to become a humble leader21:31 - The challenges of adoption humble inquiry as a leadership style23:59 - New features of the methodology29:06 - Examples of the method in action34:38 - Diagnosis vs intervention37:40 - Defining "Personisation"40:24 - The impact of Humble Inquiry on a company's culture45:44 - At 93, what drives Ed to disrupt the workplace?53:12 - Parting advice from T.S. EliotIf you enjoyed the podcast be sure to subscribe for more content like this and visit our website to access resources mentioned: www.hrdleaders.com/podcast

In this episode of the Women in Agile podcast, Jessica Katz joins Leslie Morse for a conversation about how to best accept accountability when you’ve done harm to someone. They dance through a variety of examples, point to blindspots, and provide tips for how you can become more aware of when you’re doing harm and how best to repair relationships where you’ve caused harm. She also shares parts of her story for how she cultivated her skills to be able to do this work well. You can learn more about the Women in Agile podcast by visiting www.womeninagile.org/podcast About our GuestJessica Katz is a trainer, mentor and coach through Liberated Elephant. She is passionate about working with individuals, teams, leaders, and organizations to help people discover and nurture their authentic selves. With this knowledge, Jessica helps them uncover solutions that move them forward on their journey. Her methodology is informed by Agile values, principles, and practices.Follow Jessica on LinkedIn: https://www.linkedin.com/in/jeskatz/ Follow Jessica on Twitter: @ElephantTaming Reference(s)Book: Nonviolent Communication: A Language of Life by Marshall B. RosenburgBook: The Art & Science of Facilitation: How to Lead Effective Collaboration with Agile Teams by Marsha AckerBook: Humble Inquiry: The Gentle Art of Asking Instead of Telling by Edgar H. ScheinThe Women in Agile community champions inclusion and diversity of thought, regardless of gender, and this podcast is a platform to share new voices and stories with the Agile community and the business world, because we believe that everyone is better off when more, diverse ideas are shared.Podcast Library: www.solutionsiq.com/womeningile  Women in Agile Org Website: www.womeninagile.org Connect with us on social media!LinkedIn: www.linkedin.com/company/womeninagile/Instagram: www.instagram.com/womeninagile/Twitter: www.twitter.com/womeninagileorg Please take a moment to rate and review the Women in Agile podcast on your favorite podcasting platform. This is the best way to help us amplify the voices and wisdom of the talent women and allies in our community! Be sure to take a screenshot of your rating and review and post it on social media with the hashtag #womeninagile. This will get you entered to a monthly drawing for a goodie bag of Women In Agile Org swag!

Introduction Welcome to Let’s Talk Family Enterprise, a podcast that explores the ideas, concepts and models that best serve Family Enterprise Advisors (FEAs) in supporting their clients. All views, information and opinions expressed during this podcast are solely those of the individuals involved and do not necessarily represent those of Family Enterprise Exchange or its employees.   Description Guest host Steve Legler speaks with Dr. Sharilyn Hale, President, Watermark Philanthropic Counsel, to learn ways that Canadian families are effectively using philanthropy to create meaningful multi-generational legacies.   Guest bio Dr. Sharilyn Hale helps those who give, give well. As President of Watermark Philanthropic Counsel, she enables philanthropists and their families to unearth and achieve their philanthropic goals, and helps social purpose organizations deepen their performance. She is a 21/64 advisor to support multi-generational philanthropic families, and in her recent doctoral research on family philanthropy governance in Canada she developed a framework that helps families approach their giving in a meaningful way that works. Find out more about Sharilyn here.   Key Takeaways [0:27] Guest host Steve Legler welcomes Dr. Sharilyn Hale, who shares a bit about her background and her doctoral work in family philanthropy. [3:43] Dr. Hale touches on how family philanthropy and governance intersect and how governance differs in corporate and family contexts. [6:03] Dr. Hale describes how philanthropy can serve as a bridge for discussion and a place for people to have a meaningful impact on the family operations. [8:24] Without cookie-cutter solutions, Dr. Hale shares some of her learning that advisors can put into practice to help families hone-in on what they hope to accomplish through their giving. She also touches on all of the different configurations a family can take and how it affects the discussions. [14:26] Dr. Hale talks about the aspects she observed in very successful family philanthropies, and it often begins with an eagerness by the head of the family to generate engagement from the people sitting around the table. [17:50] Dr. Hale shares a story of growing governance from one of the families in her doctoral research group, about how they engaged the children early on in philanthropic activities and the way it built a more sophisticated thought process on giving as the years passed. [22:00] Dr. Hale shares a personal experience about her daughter’s generosity and multi-generational giving. [24:13] Donor-advised funds are an emerging trend in Canada, Dr. Hale explains some of the different giving structures out there and why they could be chosen by a given family depending on what they can give and what objectives they set for their philanthropic venues. [28:00] Dr. Hale shares one of the key takeaways from her research with Canadian giving families. [28:47] Dr. Sharilyn Hale shares a book recommendation and her advice for advisors. [32:02] Steve thanks Dr. Hale for coming onto the podcast to share her experience and invites listeners to subscribe to the podcast. Share your thoughts with us at fea@family-enterprise-xchange.com   Mentioned in this episode Let’s Talk Family Enterprise podcast is brought to you by Family Enterprise Xchange.   Watermark Philanthropy Counsel The Giving Governance of Multi-Generational Families Humble Inquiry: The Gentle Art of Asking Instead of Telling, by Edgar H. Schein   More about Family Enterprise Xchange Family Enterprise Xchange FEX on Facebook FEX on Twitter FEX on LinkedIn

Leadership can be lonely, but only if you make it so. Offering fresh insights of the price to pay for being a leader, Dr. Tracey Jones interviews Dr. Ed Schein, the professor of Organization Studies Emeritus at the MIT Sloan School of Management, and his son, Peter Schein. Together they talk about their book, Humble Inquiry: The Gentle Art of Asking Instead of Telling, which they are re-releasing after seven years. Sometimes, many leaders feel like it’s only them against everything. However, now more than ever, leadership has evolved into a team sport. Ed and Peter dive deep into that by discussing how leaders need not have all the answers come from them alone—they can simply and humbly ask for it. Join in on this discussion to get a peek into Ed and Peter’s updated book, what to do with loneliness and wariness as a leader, and more.

Joining Dan today is his colleague and collaborator, Sam Falco, to discuss whether or not Scrum Masters are expendable. Is it possible for things to be running so smoothly that you’re working yourself out of a job as a Scrum Master? Is there anything left for a Scrum Master to do once best practices become team culture, the team is self-sufficient, and the organization reaches a high level of performance? Why or why not should an organization keep a Scrum Master around? How does the role evolve over time? Tune in as Sam and Dan answer all of these questions and more on this week’s episode!   Key Takeaways Can or should a Scrum Master be trying to “work themselves out of a job”? The idea that they can work themselves out of a job is an inherently flawed concept as it arises from the common misconception that they’re only a team coach A Scrum Master can always serve an organization (as there is no such thing as 100% perfection; the goal post is constantly moving/evolving) Sports analogy: If a team is doing really well, you don’t fire the coach! The same goes for Scrum (you still need the Scrum Master to keep the team and organization at a high-level and help finetune their performance) Why is a Scrum Master necessary? To help the team and organization continually improve (there is no ultimate level of performance) What is perfect now, may change — there is no pinnacle; there is always room for improvement If you reach a plateau, more experiments need to be conducted and other areas need to be examined Even if everything seems perfect, it is important to stay on top of things and continue retrospectives, etc. Qualities of a high-performing Scrum Master that delivers continuous improvement and value to the team and organization: Help the entire organization embrace empiricism in what it’s doing; not just team development Make decisions based on sound data (through transparency, inspection, and adaptation) Teach about empiricism with the Product Owner, finding better ways to refine the product backlog, experiments to run, etc. Help the whole organization improve; not just the team Value outcomes rather than output Make sure that the whole organization is living the Agile values and Scrum principles Help the team and organization resolve problems themselves and remove impediments Don’t trade efficiencies for throughput (a bit of slack in efficiency is actually beneficial for higher throughput) Know that in any complex endeavor, there are many variables and you will never get everything correct; situations always change, so be sure to not be overly optimized and be willing to adjust and adapt How does a Scrum Master’s role evolve over time? Through innovation, experimentation, and creating new best practices Always have something to do, reevaluate, and ask yourself, “How can I be of service? How can I help? What can I do that’s useful?” Look at the overall system and figure out hidden/less obvious impediments Always find opportunities to further optimize within an organization Always find new ways to deliver value   Mentioned in this Episode: Live AgileThought Community Event: “Agile Heard Around the World” with Special Guests — Oct. 29th Peerfit Cynefin Framework The Age of Agile: How Smart Companies Are Transforming the Way Work Gets Done, by Stephen Denning The Goal: A Process of Ongoing Improvement, by Eliyahu M. Goldratt  and Jeff Cox Clean Language: Revealing Metaphors and Opening Minds, by Wendy Sullivan and Judy Rees  Humble Inquiry: The Gentle Art of Asking Instead of Telling, by Edgar Schein   Want to Learn More or Get in Touch? Visit the website and catch up with all the episodes on AgileThought.com! Email your thoughts or suggestions to Podcast@AgileThought.com or Tweet @AgileThought using #AgileThoughtPodcast!

The host of Spark It, Audrey Aimee, talks about the book, "Humble Inquiry: The Gentle Art of Asking Instead of Telling" by Edgar H. Schein.  The book focuses on how asking questions can create an essential space of psychological safety to promote information gathering conversations necessary to achieving excellence. 

Links: https://www.amazon.com/Coaching-Habit-Less-Change-Forever/dp/0978440749 (Book: The Coaching Habit by Michael Bungay Stanier ) https://www.amazon.com/Do-More-Great-Work-Busywork/dp/0761156445 (Book: Do More Great Work by Michael Bungay Stanier) https://www.amazon.com/Multipliers-Best-Leaders-Everyone-Smarter/dp/0061964395 (Book: Multipliers: How the Best Leaders Make Everyone Smarter by Liz Wisemen) https://www.amazon.com/Good-Great-Some-Companies-Others-ebook/dp/B0058DRUV6 (Book: Good to Great by Jim Collins) https://www.amazon.com/Helping-Offer-Give-Receive-Help/dp/1605098566 (Book: Helping: How to Offer, Give, and Receive Help by Edgar Schein) https://www.amazon.com/Humble-Inquiry-Gentle-Instead-Telling/dp/1609949811 (Book: Humble Inquiry: The Gentle Art of Asking Instead of Telling by Edgar Schein) https://www.amazon.com/Humble-Leadership-Power-Relationships-Openness/dp/1523095385 (Book: Humble Leadership by Edgar Schein) https://www.michaelbungaystanier.com (Michael's Be Courageous ebook) https://boxofcrayons.com/ (Michael's Website) The Coaching Habit For questions, comments and guest suggestions, contact the host, Andy Storch, at storch@advantageperformance.com

Links: Book: The Coaching Habit by Michael Bungay Stanier Book: Do More Great Work by Michael Bungay Stanier Book: Multipliers: How the Best Leaders Make Everyone Smarter by Liz Wisemen Book: Good to Great by Jim Collins Book: Helping: How to Offer, Give, and Receive Help by Edgar Schein Book: Humble Inquiry: The Gentle Art of Asking Instead of Telling by Edgar Schein Book: Humble Leadership by Edgar Schein Michael's Be Courageous ebook Michael's Website The Coaching Habit For questions, comments and guest suggestions, contact the host, Andy Storch, at storch@advantageperformance.com

Joining Dan Neumann today is return guest — and his colleague at AgileThought — Sam Falco! Sam is an Agile Coach and Certified Scrum Professional with an extensive background leading Agile development teams.   In today’s episode, they will be discussing coaching around resistance. Sam began developing this topic a couple of years back when he had seen some books and articles about overcoming resistance and how to defeat resistance. It had always struck him as kind of psychologically violent, very prescriptive, and not too collaborative. When he thought about his own experiences with resistance — both when he resisted some sort of change and his experiences coaching change — he discovered that it should not be thought as something to be overcome, but instead, as a useful red flag.   Sam further explains what coaching around resistance is, how to get people to talk about their emotions when they’re resistant, how to become an effective coach for leading changes or a transformation, and how to build the skills that are key to coaching around resistance. They also discuss the different levels of relationship that are important when coaching around resistance, the different types of inquiry you can apply in your coaching, and overall, what you should keep in mind while coaching.   Key Takeaways What is resistance? A natural reaction to an emotional process of adapting to difficult change What is coaching around resistance? It is when you act with empathy and help others to — not overcome or defeat something — but to work past what is blocking them Treating the underlying cause rather than ignoring it or bandaging over it How do you get people to talk about emotion (in regards to resistance)? Use humble inquiry (which is asking for information in the least biased, least threatening way which helps to build trust) Access your ignorance Ask in a neutral way Sam’s advice for being an effective coach for leading change or a transformation: Consider the relationship you have with this person (the four levels of relationship that Edgar Schein identifies are: ‘minus one’ relationship, transactional relationship, personal relationship, or intimate relationship) with the goal being ‘personal’ Have honesty about the mutual problem or the experience that is happening Honor commitments and promises Find that level of comfort where you both trust each other to be open and truthful Share information (which can help foster that personal relationship) Use relationship/team building exercises such as The Line Journey or Personal Maps Model the behavior you’re expecting from them Build a rapport so they’re open, transparent, and willing to share the true challenges that they may have Live by Scrum values (which helps to build the relationship to the right level) Use humble inquiry to build trust Use diagnostic inquiry, confrontational inquiry, and process-oriented inquiry at your discretion How to coach around resistance: Make sure to ask more questions Leave more space for the other person to talk Go beyond the mechanics; which includes the values of Scrum How do you build these skills? Start by trying them on/practicing with someone who you already have a good, trusting, personal relationship with   Mentioned in this Episode: Sam Falco (LinkedIn) Paul R. Lawrence Flawless Consulting: A Guide to Getting Your Expertise Used, by Peter Block Humble Inquiry: The Gentle Art of Asking Instead of Telling, by Edgar H. Schein Humble Consulting: How to Provide Real Help Faster, by Edgar H. Schein The Journey Line Exercise Mind Map Personal Map Managing for Happiness: Games, Tools, and Practices to Motivate Any Team, by Jurgen Appelo The Four Forms of Inquiry Scrum Values The Situation Behavior Impact Framework (SBI Model)Agile Coaches’ Corner Ep. 27: “Deep Drive on Scrum Values with Sam Falco” Nimble: A Coaching Guide for Responsive Facilitation, by Rebecca Sutherns   Sam Falco’s Book Pick: The Professional Product Owner: Leveraging Scrum as a Competitive Advantage, by Don McGreal and Ralph Jocham   Want to Learn More or Get in Touch? Visit the website and catch up with all the episodes on AgileThought.com! Email your thoughts or suggestions to Podcast@AgileThought.com or Tweet @AgileThought using #AgileThoughtPodcast!

Joining Dan Neumann today is one of his AgileThought colleagues, Quincy Jordan.   Quincy is a Principal Transformation Consultant and has been with AgileThought for about one year now. Previous to that, he has served as a Principal Consultant and Agile Coach at SCRUMstudy.com for over six years. Quincy’s mission is to help companies and people who are ineffective in their own mission by assisting them in transforming from what they are to what they desire to be.   In today’s episode, Quincy explains what exactly a community or practice is, what it can be used for, and why it can be so beneficial to an organization. He also gives his tips on how to effectively use a community of practice as well as how to get it started and incentivize others to show up.   Key Takeaways What is a community of practice? A group or body of individuals that have a common interest or practice As a group, they come together to finetune their craft Can be formal or informal It is not mandatory and is open to anyone (you only need an interest to show up) What can communities of practice be used for? A mechanism for transformation within a company or organization Knowledge transfer across teams Improve and transform the culture Bring teams together and improve communication throughout an organization Quincy’s tips on how to effectively use a community of practice: Invite in guest speakers from another community of practice It will only be as effective as it is supported (a sponsor or team is key) How to get a community started and incentivize others to show up: Food — seriously! Led by a team (also known as “champions”); not an individual As a “champion,” you gain high visibility within the organization Be conscious of timing — make it convenient for people to show up Get a sponsor on board to help with some of the organizational hurdles Find a suitable location Establish a clear purpose (every time the community meets) Key Learnings: Lead your community of practice as a team; not an individual Use your community or practice as a mechanism for transformation Remember that it can only be as effective as it is supported, so be sure to find a sponsor and establish a core team of support Establish a clear purpose at the beginning of every “meeting” to keep the goal in mind   Mentioned in this Episode: Quincy Jordan A Guide to the Scrum Body of Knowledge, by SCRUMstudy SCRUMstudy.com Quincy’s Recent LinkedIn Post Humble Inquiry: The Gentle Art of Asking Instead of Telling, by Edgar H. Schein   Quincy Jordan’s Book Pick What Every Body Is Saying: An Ex-FBI Agent's Guide to Speed-Reading People, by Joe Navarro with Marvin Karlins   Want to Learn More or Get in Touch? Visit the website and catch up with all the episodes on AgileThought.com! Email your thoughts or suggestions to Podcast@AgileThought.com or Tweet @AgileThought using #AgileThoughtPodcast!

01:12 – Marcus’ Superpower: Helping Engineers Become Good Bosses 02:30 – Bosses Who Don’t Wanna Boss: Ending Up in Management The Peter Principle (https://en.wikipedia.org/wiki/Peter_principle) 10:37 – Are there people who just aren’t cut out for management or leadership? 14:20 – Applying Rationality to Organizations 20:23 – Alignment Not Agreement 24:52 – Is there a safe way to try and fail at management? Trying on Hats Ruby For Good (https://rubyforgood.org/) 31:16 – What does “BOSS” mean? Outliers: The Story of Success by Malcolm Gladwell (https://www.amazon.com/gp/product/0316017930/ref=as_li_qf_asin_il_tl?ie=UTF8&tag=therubyrep-20&creative=9325&linkCode=as2&creativeASIN=0316017930&linkId=0e148f2c493dbfd36e294137d6ba6651) 36:03 – The Up/Down of the Hierarchy Metaphors We Live By (https://www.amazon.com/gp/product/0226468011/ref=as_li_qf_asin_il_tl?ie=UTF8&tag=therubyrep-20&creative=9325&linkCode=as2&creativeASIN=0226468011&linkId=fe51e9159155a6387c1d742001413d5f) Humble Inquiry: The Gentle Art of Asking Instead of Telling by Edgar H. Schein (https://www.amazon.com/gp/product/1609949811/ref=as_li_qf_asin_il_tl?ie=UTF8&tag=therubyrep-20&creative=9325&linkCode=as2&creativeASIN=1609949811&linkId=35044b8aa35b0f47b24a48915323ceca) 36:03 – What are the skills that good managers have? How do you know if you’re doing a good job? Managing Humans: Biting and Humorous Tales of a Software Engineering Manager by Michael Lopp (https://www.amazon.com/gp/product/1484221575/ref=as_li_qf_asin_il_tl?ie=UTF8&tag=therubyrep-20&creative=9325&linkCode=as2&creativeASIN=1484221575&linkId=ea061ab737b69a99cce64192a3f874b0) Managing the Unmanageable: Rules, Tools, and Insights for Managing Software People and Teams by Mickey W. Mantle and Ron Lichty (https://www.amazon.com/gp/product/032182203X/ref=as_li_qf_asin_il_tl?ie=UTF8&tag=therubyrep-20&creative=9325&linkCode=as2&creativeASIN=032182203X&linkId=0257878e2a490afedc2e7518787a93a1) 53:26 – Giving and Receiving Feedback and Support, Reinforcing Behavior, and Focusing Attention Reflections: Jamey: Management vs. leadership. Sam: “I need this from you,” vs. “Why didn’t you do this?” Jess: When we react to something, it’s rarely about the thing we think we’re reacting to. Career narratives by Will Larson (https://lethain.com/career-narratives/) Additionally, management is like being on stage and you can be uncomfortable in your own role. Marcus: Listening to others is critical and impactful. Also, letting people taste and see what it’s like to be in management and leadership without the commitment. This episode was brought to you by @therubyrep (https://twitter.com/therubyrep) of DevReps, LLC (http://www.devreps.com/). To pledge your support and to join our awesome Slack community, visit patreon.com/greaterthancode (https://www.patreon.com/greaterthancode). To make a one-time donation so that we can continue to bring you more content and transcripts like this, please do so at paypal.me/devreps (https://www.paypal.me/devreps). You will also get an invitation to our Slack community this way as well. Amazon links may be affiliate links, which means you’re supporting the show when you purchase our recommendations. Thanks! Special Guest: Marcus Blankenship.

In this month's CMS Book Club, Dr. Roxane Gardner leads the CMS team in a discussion of Edgar Schein's "Humble Inquiry: The Gentle Art of Asking Instead of Telling." Enjoy!

This Episode’s Focus on Strengths Today's episode features Marcus Sheridan, also known as The Sales Lion. Marcus is a marketing and sales guru. He's best known for his concept "They Ask, You Answer." He has definitely given us a kick in the pants when it comes to making helpful video content and making an "answers" page for our customers. As a professional speaker, he's also delving into area like: individual strengths, personal success, and true fulfillment. He's such a likable guy, and you'll love him on his show The Balance if you dig the ideas they explore on fulfillment. If you're curious about how he's become so good at interacting with clients and prospects, listen in. This episode is especially perfect for marketing and sales people. Lisa and Marcus also get a kick out of their mutual love of the word "dang." Yes, it's a southern thang. Lisa is from Austin, Texas and Marcus is from Heathsville, Virginia, so they had a laugh about their vernacular. And don't worry, neither one will drop a "bless your heart" phrase on you when they're actually trying to tell you that your marketing or strengths based leadership efforts are terrible.   What You’ll Learn In This Episode How to tap into your personal strengths. Marcus tells us that he has done this from a young age. He's accomplished this by being self-aware at all times, and by tuning into his audience's reactions (whether it be one person or a whole audience). Signs to look for: Is the person leaning forward because he is interested, or back because he's bored? Is he looking up because he's having a reflective moment (which should be your goal), or is he looking down because he's only listening and not thinking? If he is smiling at you, this is good, but if he's looking at you blankly, he may just be trying to stay awake!   The art of the question. Our job as communicators is to help our audience discover an insight, before we even say it. This can only occur if we ask the right questions. Listen for Marcus' mention of the mirror of life, and see how people are really reacting to you. If you present things in the correct way, your audience will feel like "it" (whatever that is), is their idea. They won't conclude that you forced them into compliance with your idea. Besides Marcus being a great listener in a human-to-human way, he's also excellent at tuning into customers. You'll see his living proof of "they ask you answer" in the way he adds value on his website and how he shows up in helpful video content.   Prioritization. It's important to prioritize everything in your life, based on what brings you the most energy. Using your strengths will often bring you energy. To find out what your strengths are, grab the book StrengthsFinder 2.0 and use your code in the back of the book. Peak states in life when you're (in the flow) are times when you are gaining energy, not spending it. Learn to love what you are, and know what you aren't. For example, Marcus put his family first and his business second. the helps him to know exactly what he should say NO to. You may have to walk away from opportunities, even when they are attractive, if they don't fit in with your priorities. There was a time when Marcus failed to say no to a great opportunity in San Francisco, California. It turned out to be four days of speaking all day, seeing no Silicon Valley sights, and missing his family. And, people were eating while he was speaking, instead of listening. This was an "ah ha" moment, when he decided to never let money or ambition supercede his priorities - family and self-care.   How To Chase Fulfillment In order to feel true fulfillment, you must move toward something rather than running away from it. Explore your career. It's very much like a hiking trail. You can't tell where it's going to go; you need to keep walking to see. If an idea seems seeded in you, explore it. See what it grows into, and play with it. Get in the sandbox. For example, even Marcus has given himself a  3-5 year on-ramp to play in a career transition. Keep an eye on Marcus. He's living proof of how this works as he authentically shares his exploration into the topic of life, family, and fulfillment - and how they intersect.   Resources of the EpisodeYou can reach Marcus through his website or Twitter. To listen to his amazing podcasts, click here. Lisa particularly loves The Mad Marketing show. He also does the Hubcast Podcast, One Last Tool on sales and marketing tools. And The Balance show we mentioned earlier. How does he keep up with all of this? The man is an animal (a very kind one). Marcus' book is They Ask You Answer: A Revolutionary Approach to Inbound Sales, Content Marketing, and Today's Digital Consumer. Books mentioned in this podcast include: A selection of Jim Rohn's books - Leading an Inspired Life, My Philosophy For Successful Living, The Art of Exceptional Living (a cd). Jim Rohn was a huge inspiration to both Marcus and Lisa when they were first digging into personal development. In fact, Lisa used to drive around listening to Jim Rohn and Zig Ziglar tapes (yeah, cassette tapes back in the day). Edgar Schein's Humble Inquiry: The Gentle Art of Asking Instead of Telling Jim Collins' Good to Great: Why Some Companies Make the Leap...And Others Don't Subscribe To Lead Through StrengthsTo subscribe and review, here are your links for listening in iTunes and Stitcher Radio. You can also stream any episode right from this website. Subscribing is a great way to never miss an episode. Let the app notify you each week when the latest episode gets published.   Go Live Your TalentsRemember, using your strengths every day at work makes you a stronger performer. If you place a lopsided focused on fixing your team’s weaknesses, you’re choosing the path of most resistance. Go claim your talents and share them with the world!

Permission to Speak Podcast. Hosted by Leadership Communications Expert Kelly Vandever. Episode #27 - Bob Fritz. Permission to Speak is the video blog and podcast that loiters at the intersections of leaders who want their people to speak up, technology that facilitates connections, and results that serve an organization’s higher purpose. Topics covered in this episode include: - Bob was with Eastman Kodak when they developed digital photography and when they resisted the digital photography that they’d developed - Discussing the undiscussable examples - Why people resist discussing the undiscussable - Chris Argyris - Organizational defensive routines - Examples of middle managers who left Eastman Kodak because their voices weren’t being heard about digital photography and they left and went to places like Apple where they became quite successful - It’s a natural human process to resist change so we introduce processes and processes that allow us to have those uncomfortable discussions - Leaders can create the kind of environments that make it OK to discuss the undiscussable - Alan Mulally, CEO of Ford Example of encouraging employees to bring forward bad news, something previously discouraged in the Ford culture - Anne Mulcahy at Xerox, instead of giving her ideas first, she said “I really need to understand your ideas” - Rather than winning the argument, make it a goal to understand - 2-minute platform, each person gets 2-3 minutes to present their view, everyone had to listen and can only ask clarifying questions. - Get agreement up front about how the communications will take place, and holding people to what they agree to - Questions leaders can ask instead of “does everyone agree,” is “What’s going to be the most challenging part to execute this plan?” Give people permission to speak up. - Another question example, “We’re 6 months into executing the strategic plan, it went horribly wrong. What happened?” Forces people to look into the areas that did not get openly discussed. - One-on-one and peer to peer feedback - Those organizations with peer to peer feedback are more productive than those who don’t - Think about your thinking – double loop learning, what is it about what I think that makes me think it - Feedback needs to be given because we have a genuine compassion for the person to help them get better - To receive feedback, ask yourself, “Will I allow myself to be vulnerable to hear what I need to hear? Will I be curious?” - Give the feedback in the a way that’s non-judgmental - We need to build learning organizations - We have to practice and be forgiving - When you finally get to the point where you’re willing to discuss the undiscussable, it usually turns out better than you think it will - See differences as opportunities for learning - Edgar Schein, Humble Inquiry: The Art of Asking Instead of Telling - Change our approach, instead of spending our time telling, go in with genuine curiosity and the objective to learn - 63% of forecasted gains are achieved on strategy - Only 32% of IT projects succeed - These ideas that work in business in building relationships work in our personal lives too

Listen to the audio-only version of the ALiEM Google Hangout featuring Dr. Edgar Schein's "Humble Inquiry: The Gentle Art of Asking Instead of Telling" in our Bookclub series. "Humble Inquiry" explores alternate methods of interacting with others that helps us learn and generate new ideas, and how it relates to medical careers and situations.

Security expert Terry Blevins shares techniques for controlling your emotions in volatile situations and stressed relationships. Recommended Resources: Humble: The Gentle Art of Asking Instead of Telling Inquiry by Edgar...