Podcast appearances and mentions of bob tiede

jesus christ leadership strengthen cru campus crusade bob tiede

Play Episode Listen Later May 14, 2024 27:56

[00:00:00] Andrea Buczynski: I don't mind doing some thought work by myself. But there's nothing like getting in a room with people who want to go to the same place, and to be able to put ideas out there, bat them around. And then it might be the same group of people, but it also might be a different group of people that comes in and says here's what it's going to take to do it. It resonates with me with the body of Christ that we all have a part to play and God's created us uniquely and we need others to bring the best out of each other. We build each other up when we're in that process. And the team that's working well together will be more brilliant than any individual player. Tommy Thomas: Our guest today is Andrea Buczynski. Andrea enjoyed a long and storied career with Cru. She took her undergraduate degree from Penn State. At Cru, she's known as a catalyst for transformation, seeking innovative solutions and addressing challenges and creating lasting impact. Her most recent leadership responsibility at Cru was Global Vice President for Leadership Development and Human Resources. Andrea, welcome to NextGen Nonprofit Leadership. [00:01:15] Andrea Buczynski: Thank you so much, Tommy. I'm glad to be here with you today. [00:01:18] Tommy Thomas: Yeah, people always want to know, how do we get these guests? And yours is a typical story. In my business, in the search business, anytime I'm looking for a CEO, at least one way to build the pool is to call a bunch of people, describe the job you've got and say, now if you were doing the search who would you get? And if you make eight or ten of those calls generally, you'll begin to see three- or four-people's names rise to the top and you might think I need to talk to these people. In your case, about a year ago, year and a half ago, I was interviewing your colleagues Barry and Dee Dee Rush and Bob Tiede. At the end of that conversation I said, now y'all been through this. It wasn't quite like a root canal. Who would you recommend? And your name came out of Barry and Dee Dee immediately. [00:02:04] Tommy Thomas: So then earlier this year, I was talking to our mutual friend, DeeDee Wilson, from InterVarsity and she says, who else have you got in the queue? And I began to tell her, and she says, you need to talk to Andrea. I said, okay. And then a little bit later, I was talking to Judy Douglas and Judy says who else are you interviewing? And I told her, and she says, have you spoke to Andrea yet? And I said no but that's probably a sign. I'm excited about this. Before we dig too deep into your professional background, I always like to know a little bit about somebody's childhood and maybe a few of the things that brought them to where they are today. [00:02:40] Tommy Thomas: Do you have a couple of particular remembrances of childhood? [00:02:44] Andrea Buczynski: I grew up in Northeastern Pennsylvania in a small town that was full of families who had immigrated to the U.S. which included my grandparents. And we grew up in what I'd call a front porch community, where everybody sat on the front porch and knew one another, and all of my grade school teachers lived within about five blocks of our home. And so, there was this sense of you're part of a community. If you actually did something naughty, chances are your mom would know about it before you got home. Somebody would be on the way or able to correct you. We also lived just a couple doors down from the church we went to, which was a big influence in my life. I'm the oldest of six. And so, growing up, sharing was a common struggle and was what made the family experience rich as it was. [00:03:43] Tommy Thomas: What was high school like in your town? [00:03:47] Andrea Buczynski: By the time I got to high school, we had a consolidated district. You went from that class of maybe 30 or 60 to class of, let's say 270, something like that. Andrea Buczynski: It was just a different experience. What I enjoyed a lot was the kinds of activities that you got to do stuff together. Glee Club, Choir, Band, Marching Band, Color Guard, where you're having to actually work together to accomplish a result. When I look back on it, there was a lot that I really enjoyed. So, like any high school, if you've got your cliques, you've got all your athletic teams and stuff like that, that makes for kind of a rich experience. [00:04:37] Tommy Thomas: So back then, what did you want to be when you grew up? [00:04:41] Andrea Buczynski: I don't know that it emerged right away, but when I was a junior in high school, I had a really awesome chemistry teacher. And it was known to be a tough class. And so, I was prepared for the challenge of it, but I was fascinated by the fact that you could figure out what things were made of and what they could do. And he had a really good way of showing films about the practical applications of the chemical reactions we were studying. And so, I found myself really leaning toward being a research chemist. And that's what was my intention when I headed to Penn State. [00:05:26] Tommy Thomas: Did you follow through with that? [00:05:29] Andrea Buczynski: Not so much. Somewhere in my college years, the Lord got a hold of my heart in a big way. And as I considered what I was going to do I think by that time I was already active in ministry with Cru. And I was just loving helping people walk with the Lord and come to know him personally. I was also doing individual study with my supervisor that got my, what do you call that? With your college advisor and realize what life in a chem lab would be like. And as much as I enjoyed it, the big aha I had about myself, Tommy, was that I'm an all-in kind of person, so whatever I'm pursuing I want to get to that problem. [00:06:20] Andrea Buczynski: I want to get to the solution. So, I'd find myself thinking about the chemistry while I was actually talking to people about other things at night. And I thought, whatever I have to do, I'm not going to have any bandwidth to do something on the side. If I was thinking I'm going to come home from work and do ministry, I'm not wired that way, so I realized it would be all in on something. And then the Lord began to speak to me through the gospel of Luke, follow me. And there you have it. [00:06:55] Tommy Thomas: What's something that people are always surprised to find out about you? [00:07:01] Andrea Buczynski: That I was maybe a church organist for seven years through high school and played the organ at the church down the street for me. And then at another one across the river. And yeah, I'm both organ and piano, I have a piano here. And so sometimes people are surprised by that, like the music theme that kind of runs through my life. ++++++++++++++++ [00:07:30] Tommy Thomas: So, you joined the Cru staff and sooner or later you had people reporting to you. What do you remember about that first, we'll call it management experience? [00:07:45] Andrea Buczynski: I'd say the first memory is being a little bit overwhelmed at thinking about what I was actually responsible for. And one of the beautiful things that happened was I ended up working with a guy who as we were leading the team together, who had been a rookie the year before. And he just looked at me at our first meeting and he goes, look, I know what it feels like to be new because I'm only a year further along. And he goes, so there's plenty of grace for it for you coming into this role. And we'll just take it one thing at a time, but I'm. I'm not going to sit here and say the bar is high and all that jazz. He goes, I understand what you're going through. And so when you have a colleague like that who's a brother in the Lord, who's looking at you with empathy and a lot of grace, it makes for a relatively easy transition. [00:08:49] Tommy Thomas: Would you have called him a mentor or a peer leader? [00:08:53] Andrea Buczynski: I'd say, we were roughly the same age, so it's more of a peer but what he demonstrated, I think, was just the kind of empathy and understanding of what a new leader goes through and made it just an easy transition. The first time I actually led a team by myself, Tommy, was when I took this role as Global Vice President. And so up until then, every role I had been in was a shared leadership. A partner kind of role and in that case when I stepped in, I was like wow, there's a lot more to this, when you're carrying that load by yourself and what made that somewhat daunting, are we doing the right things? Are we making decisions in the right places? What was helpful in that situation was I had a couple of guys on my team, Barry was one of them who would look at what needs to be done. And let's go be super supportive and big cheerleaders along the way. [00:10:02] Tommy Thomas: If I could back when you came onto that job, so you've been in there about a year or so, and I could have been invited to a staff meeting and we dismissed you and I asked your staff, what was the most exciting thing about working for you? What do you think they would have said? [00:10:21] Andrea Buczynski: We're headed somewhere. [00:10:23] Tommy Thomas: And what would have been the most daunting thing about working for you or challenging? [00:10:31] Andrea Buczynski: You remember when I said I'm all in on stuff, so if I'm like mentally engrossed in a problem-solving kind of thing both these guys could tell at a glance whether I could really hear something that they wanted to bring to my attention that day. So, I think, is Andrea able to engage on this thing right now and I got that feedback from that and I was surprised. But I thought, it's true, it was one of the better pieces of feedback that I got. I can tell if you're ready to engage, or if you have something else on your mind, that's going to eclipse what I'm talking to you about. [00:11:12] Tommy Thomas: As you've come through Cru, how have you learned to identify what's a good leadership role for you? [00:11:20] Andrea Buczynski: If you're familiar with Cru, placement when I came on staff was not a negotiable thing. When you were assigned, it made you, A, flexible, and B, adapting to different leadership styles or leadership situations. But the ones I enjoy the most are the ones where there's a really committed team. And that idea that together we're going somewhere and there's more that we can accomplish together than we can accomplish individually. One of my assignments was at the University of Wisconsin at Stevens Point, and you might recognize this name. Dick Bennett was the coach. He went on to coach at Madison, Wisconsin. But he was a strong believer. And when he talked about basketball, it was the pure, the whole team plays. There's not an individual star. And I love listening to him for that, just for that analogy, because I thought that is good teamwork. And I love that kind of situation where you're making the best out of each other's strengths and seeing who else you might need if the team itself was weak in it. [00:12:40] Andrea Buczynski: So, I like that. And I also like to have someone to report to who is both accessible and supportive, so if I have something I want it. Think about it, it's not going to take me a month to get a meeting. [00:12:54] Tommy Thomas: Yeah. At what point in your career did you begin to feel comfortable in your leadership skin? [00:13:03] Andrea Buczynski: I'd say the last five years. Okay. Later along the line than you might think. And at some of that, I think it's just because the scale of what you're looking at in global leadership development and HR in Cru is pretty extensive. And the number of stakeholders. And could feel off balance for a variety of reasons. Most of my experience on the ministry side was in the US so understanding the lay of the land on other continents and what the impact of decisions that we were considering would be in those places was not necessarily something I felt comfortable in until yeah, I would say maybe seven years ago, but in the last 10 for sure. [00:13:54] Tommy Thomas: Going back to your team. What's the most effective team building exercise that you found to use? [00:14:02] Andrea Buczynski: This might be pretty basic, but other than taking some time to hear one another's histories and life experiences, the process of team formation is one of the best team building things that I think you could do. And those would be simple things like how do we want to treat each other? What are norms? Developing team norms and then taking the team through some kind of strategic planning process. What is it that you know, from our current reality? Where do we want to head? So doing those processes are kind of work processes, but it's what enables a team to see the big picture of what needs to happen. They understand the rationale they're participating in the decision making around what are we going to do? And how are we going to do it? And who are we going to be to each other? [00:14:59] Andrea Buczynski: And then I would say from then, it's just the continuous improvement, let's evaluate how it went. It's always fun. We love assessments, try to find out a little more insight about who you are. And so, I won't discount those because they give insight. But when I think about what really helps a team gel, it is knowing that we're going to the same place, we've agreed on who's doing what, we know the processes we'll engage in, we know our obligations toward one another, those kinds of things make for a good team experience. [00:15:32] Tommy Thomas: What's the most ambitious project you've ever undertaken with your team? [00:15:42] Andrea Buczynski: That's a tough question because we've had some good ones along the way, but I will say the most recent restructure my team was responsible for designing a process to care for 680 staff whose jobs would be eliminated because we were taking a level of the organization out. So how would we care for those people in transition? What help would we provide in finding a new assignment? Because we didn't want to lose them. They were all great people. It's just that we were going into a different structure, and we needed to be able to evaluate the role that might be best for them. So, you can imagine if you have those folks, many of them serving overseas in international assignments, moving in a family, or the way something was going to be structured now isn't going to fit exactly what they were doing. So that one and thrown in with that was a global leadership conference to celebrate the past 10 years, all in one package. [00:16:52] Andrea Buczynski: So different parts of my team participated in that, but the people care part was a multinational task force. I think eight to 10 original participants grew into something around maybe 100 to 150, if you include the conference. [00:17:15] Tommy Thomas: Now, was this done face to face, or was this all through via zoom? This is probably a pandemic (ish) timeframe. [00:17:22] Andrea Buczynski: It was exactly. It was during the pandemic. And so, we did everything by zoom, even the Global Leadership Conference, three mornings, three hours each morning and working out a design that would somehow enable us to celebrate and to lament because all of us were in different situations and many people had lost family or friends. And then to anticipate what the Lord might want to do the next 10 years as we go forward. And it was an amazing time going, how do you do this in a relatively short amount of time? I think we had somewhere between 1,000 to 1,500 people participate online. Which was just an amazing thing. [00:18:09] Andrea Buczynski: I cried. I'm just watching people populate the chat high from this country, high from that country, coming in, in different languages. It gives me chills even thinking about it as I'm telling you about it, because it was such a work of God, how that, you know that team was different from the People Care Task Force. I had never led a conference planning team. And we got to a point where we had the design in place. And I didn't know what to do. And I got an email from one of my fellow VPs who said, there's a woman on my team who led the biggest staff conference in a certain part of the world. And I'd like to make her available to you. [00:18:58] Andrea Buczynski: And I called her that afternoon. And said I'm stuck. Like we have the design, and it turns out her husband was on my team, but I didn't realize he had program director experience. He was reporting to someone else on my team. And the two of them got on zoom with me and they said, let us look at what you have, and we'll come back with recommendations tomorrow. And the next day they came back, and they said, here's what needs to happen. And it said, the composition of the meetings needs to change. It needs to go to the production team now. And they said, do you really want us to lead this? And I was like, yes, I'm happy to be in the meeting, but I have no bandwidth. [00:19:41] Andrea Buczynski: Like to set an agenda for another set of meetings. And that was about four weeks out from the conference. Maybe three. And Tommy, it went off without a hitch. It was a beautiful experience of the provision of God, people operating in their giftedness. And all of this was happening. We had people on the team from Singapore, from Paris, the U.S. A couple of other places that I can't think of right now. But it was, that same kind of multinational over distance. How can we do this? Let's figure it out kind of situation. ++++++++++++++++++ [00:20:25] Tommy Thomas: Thinking about the pandemic and hopefully we're through it for the most part, from a leadership lesson perspective, what do you think maybe you and your team learned that's worth taking forward? [00:20:41] Andrea Buczynski: That's a great question. There's probably a couple of things. One is, Zoom showed us we were pretty reliant on face-to-face meetings to get anything done. And it slowed any kind of corrective action. If you're dependent on face to face, it takes six months to a year to plan a multinational meeting of any size and to get people there, budgets and all of that. Suddenly, we went, oh my goodness, there's another way to do this. We had to use Skype, but it was difficult in some cases and the efficiency of zoom was amazing. So, it changed the way we thought about how to do things. It gave people some bandwidth. If you didn't have little kids at home, it wasn't so hard for singles, the isolation was challenging. [00:21:45] Andrea Buczynski: And when you think about it changed, it actually affected my view of remote work and for whom will it be a challenge and for whom will it make life easier? In some ways. So, when you have some discretion about, how to use your time, I've never been one for, let's say, punching an office clock, although I like having an office, but it's my point of view has been if people are doing the work, I'm not going to count the hours that they're spending doing it. So, that was never a problem with me, but certain conditions for remote work. You have to have a place where you can be undistracted, or work without interruption. You just, all of those funny videos about kids or pets, coming into the meeting. You can live with them, but it's not good for an ongoing situation. [00:22:41] Andrea Buczynski: The other thing I would say was it actually prepared us for the kind of structure that we have now because we're more highly dependent on tools like zoom and then shared like a shared Google drive. Like, all those things have changed the way we get work done and the pandemic was like proof positive of that. Could we do work in a sort of asynchronous way and be together when we need to be together and move things forward? And then I'd say the third part would be there's nothing that replaces face to face contact. [00:23:18] Andrea Buczynski: So, I had a big birthday during the first year of the pandemic, and I'd been at home for two months by myself and I was sitting in this office, and I looked out the window and I could see people from my team emerging from cars. And what are they doing here? My assistant convened a birthday party. So, they were setting out chairs that were six feet apart from each other in the parking lot. And she went and got a couple dozen donuts. And they're singing happy birthday to me out in the parking lot of my condo complex. It was one of the kindest and most touching things looking at it, just, I'll never forget it. [00:24:02] Tommy Thomas: There's that fine line between nothing that can replace face to face contact with the economies that you get through technology. And I think that's a balance that we'll carry forward now that we've had to go through it. [00:24:18] Andrea Buczynski: Yeah, we're highly dependent on those economies right now. [00:24:21] Tommy Thomas: Yeah, you referenced Dick Bennett and basketball. One of my previous podcast guests was David Chadwick, who played for Dean Smith at Chapel Hill, and he wrote a book called It's How You Play the Game, the 12 Leadership Principles of Dean Smith, and one of his quotes was the concept of team may be Coach Smith's greatest contribution to basketball leadership and society. [00:24:47] Tommy Thomas: Obviously, you work with a lot of teams, and you may have already answered this, but how does that work? The concept of team impacted you. [00:24:57] Andrea Buczynski: I love it. I don't mind doing some thought work by myself. But there's nothing like getting in a room with people who want to go to the same place, and to be able to put ideas out there, bat them around. And then it might be the same group of people, but it also might be a different group of people that comes in and says here's what it's going to take to do it. I just look at it and go, when it resonates with me with the body of Christ that we, that we all have a part to play, and God's created us uniquely and we need others to bring the best out of each other. We build each other up when we're in that process. And the team that's working well together will be more brilliant than any individual player and that was Dick Bennett I'm sure that was Dean Smith when you and others other coaches who do team really well realize that, and you go the team can accomplish more than the individuals can accomplish when the team is leveraged to do their best. [00:26:06] Tommy Thomas: So, you would probably subscribe to this quote, A group is a bunch of people in an elevator. A team is a bunch of people in an elevator, but the elevator is broken. [00:26:21] Andrea Buczynski: Yes, teamwork will emerge pretty quickly in that case, right? [00:26:26] Tommy Thomas: Join us again next week as we continue this conversation with Andrea Buczynski. Andrea shares a bit about the empowering world of Arete - The Executive Women of Influence and the wisdom that emerges when high achieving women come together in a spirit of confidentiality, shared values, and ethical leadership. We'll also be discussing whether the availability and abundance separate from my shin has impacted organizational leadership and how she, as a non-digital native has learned to thrive in this environment. Links & Resources JobfitMatters Website Next Gen Nonprofit Leadership with Tommy Thomas The Perfect Search – What every board needs to know about hiring their next CEO Connect tthomas@jobfitmatters.com Follow Tommy on LinkedIn Listen to Next Gen Nonprofit Leadership with Tommy Thomas on: Apple Podcasts | Spotify

384: How Questions Strengthen Leadership with Bob Tiede

StaR Coach Show

Play Episode Listen Later Apr 3, 2024 38:30

Welcome to another great episode of the STaR Coach Show! Today's topic is a core concept of coaching: using inquiry to empower others to step into their talents and strengths. Join us to learn practical tools you can implement today!Bob Tiede is the co-author of the 3rd edition of Leading With Questions, a book filled with step-by-step guidance on the art of questioning and techniques for use with individuals, teams, and organizations. An author of six books, Bob is the content creator behind Leading With Questions, a blog of over 12 years and followed in over 200 countries, testifying to his creativity, innovation, and consistency in bringing content forward. He has been on staff at Cru (formerly Campus Crusade for Christ) for 53 years, working in several roles. Most recently, he marked the 20-year milestone on their US leadership development team. Bob is passionate about helping leaders build their confidence and competence through using coaching techniques with their teams and seeing incredible results. Bob has been married to his wife, Sherry, for 53 years, and they share four adult children and eight incredible grandchildren. Show Highlights:Leading With Questions, the book that changed Bob's leadership style foreverA leader is more than a “benevolent dictator.”The beginnings of Bob's blog and his “addiction to exposure”The pushback from leaders about leading with questionsBob's 30-second technique to teach anyone to lead with questionsLeading with questions maximizes opportunities, workable solutions, and teamwork.Leadership does NOT mean doing it all and having all the answers.The power of might instead of shouldBob's example of incredible success and transformation at Walt Disney World Laundry Services when leaders began leading with questionsResources:Connect with Bob Tiede: LinkedIn, Facebook, Leading With Questions blog, and Leading With Questions bookWork with Meg! Check out the STaR Coach Show Mentor Programs!Visit the STaR Coach Show YouTube Channel!

TMP Episode 146 - The Power of Asking Questions

True Man Podcast

Play Episode Listen Later Feb 22, 2024 58:50

What is the bread and butter of building strong relationships? If your answer asks powerful questions, you're in for a treat with this episode of the True Man Podcast. In today's topic, I converse with Bob Tiede, the CEO of leadingwithquestions.com, who unveils a crucial secret ingredient for successful communication: the art of asking powerful questions. This discussion will give listeners the insights and tools to foster a more engaging, innovative, and collaborative environment, whether guiding a team or nurturing personal relationships. #truemanpodcast #startyourcomebackstoryContact Bob Tiede:Website: https://leadingwithquestions.com/ LinkedIn: https://www.linkedin.com/in/bobtiede/ Facebook: https://www.facebook.com/LeadingWithQuestions/ Twitter: https://twitter.com/bobtiede Instagram: https://www.instagram.com/leadingwithquestionsContact Mike Van Pelt:Call: (864) 266- 2058Email: mike@truemanlifecoaching.comWebsite: https://www.truemanlifecoaching.comOrder Mike's latest collaboration book:Cracking The Rich Codehttps://www.truemanlifecoaching.comPre-order Mike's new book:True Man True Ways, A Roadmap of Discoveryhttps://www.mikevanpeltauthor.com/Wheel of Life:https://truemanlifecoaching.com/wheeloflife

god ceo success gospel coaching scripture wheel roadmap better man compre better husband bob tiede

Michael Marquardt & Bob Tiede – The Art of the Great Question

Play Episode Listen Later Feb 13, 2024 43:24

Tommy Thomas: [00:00:00] My guests today are Michael Marquardt and Bob Tiede. Michael is Professor Emeritus of Human and Organizational Learning at George Washington University, and the author of 27 books on the topics of leadership, global teams, and action learning. Bob Tiede is the CEO of leadingwithquestions.com, a blog followed by people in more than 190 countries. Tommy Thomas: He also serves on the U.S. leadership development team for Cru and is the author of five books, including Great Leaders Ask Questions. Some of our listeners will remember Bob from earlier episodes when we discussed leader development within Cru. Gentlemen, welcome to NextGen Nonprofit Leadership. Bob Tiede: Happy to be with you, Tommy. Tommy Thomas: Talking to the two of you today reminds me of an early experience with Nathan DiGesare, a musician and a videographer in Nashville. Nathan has recorded probably 200 videos for my company, so I've been in his house and his studio on countless occasions, but early in the relationship, we were doing some voiceovers at his house. We finished the work, and I noticed this Steinway Grand Piano sitting in the corner. So, I strolled over and sat down and did my best rendition of Bridge Over Troubled Water. And then I think I segued into Last Date by Floyd Kramer. Little did I know that Nathan had been trained at Indiana University and was a graduate of the Juilliard School of Music. And I'm not sure if I'd have known that if I'd have been so audacious to sit at his grand piano and play those songs. So, talking with you guys, yeah, I feel like here I am asking the questions and you two are the master of the great questions. So, this is going to be fun. Bob Tiede: We're looking forward to it. Tommy Thomas: How did the two of you get to know each other and begin collaborating? Michael Marquardt: Bob, I think you can tell that story. Bob Tiede: I will. In 2006, my wife loves to go to bookstores. She goes all over the bookstore. She knows when she's done, she'll find me still in the leadership section. And what I usually do is try to find two, or three books I've never seen before, find a chair, sit down, and peruse them to see if I'm going to buy one of them. In 2006, I found this book, the first edition of Leading with Questions by Dr. Michael Marquardt. Perusing only a few pages, I said, this one's going home and it was a page-turner. I had no idea. I love books. I eat books for breakfast. Probably every leadership book I've ever read there's been a morsel in there. I had no idea that this would change my leadership forever. Actually, set me on a new path. I was already on the U.S. leadership development team for Cru. I began to teach out of it. The response was just amazing. Fast forward, to 2012, I start a blog and I'm thinking when I start the blog, I don't want to do just another leadership blog. I want to because there are so many good ones, I'd be a small fish in a big ocean. So I asked the question, was there a niche of leadership I could blog on? And as soon as I had that question, it was like, Oh, it'd be something with this leading with questions. So I go to WordPress. I've never blogged before and WordPress guides you through. The first thing they ask is what do you want the blog to be called. In other words, let's search and see if the URL is available. On a lark and I smiled as I did it, I typed in the title of the book, leading with questions, thinking that certainly the author or publisher may have tied it up already, but it was available. And at the cheapest price, like 29 a year, so I grab it. I'm saying I had a little queasy feeling wondering this guy, this author, Dr. Michael Marquardt, how would he feel when he finds out there's a blog by the same title of his book? So, I decided I'd blog for several months, and get some content. Then I crafted, I thought a very diplomatic email to Dr. Michael Marquardt, sharing that his book had changed my leadership, thanking him for writing it, sharing that I'd start this blog, and might I have his permission to excerpt from his book, we'd include a link to Amazon for purchase, and I sent it off wondering. How will he respond? And within 24 hours, I had the most gracious response giving me carte blanche permission. Several years later, Dr. Marquardt was doing the second edition and wrote me, asking if I'd do an endorsement and if he could list leadingwithquestions.com as a recommended resource. It's yes! And probably a year after that, we were taking a group to D.C. I reached out to Dr. Michael Marquardt ahead of time, asking if he might be in town, and if would he be willing to speak. And if he would, I'd buy the second edition for everyone. And then I invited him, could he come an hour early to sign the books? And I did that rather selfishly because It would give me an hour with him and during that time I'm calling him Dr. Marquardt. He quickly says, Bob, it's Mike. Just call me Mike and I said, okay Mike, and we've been friends ever since and about two years ago Bob calls and says, Bob, it's time for a third edition. Would you be willing to co-author it with me? And I said, oh my goodness. Of course. But Mike, you have a PhD, and you teach at George Washington University. I have a Bachelor's and Mike said, but Bob, your blog has now been out there for 10 years. We need about 30 percent new content in a new edition. And you've already done the research. Summer of 2022, we worked together for about six weeks. Mike is brilliant. He knew what from the second edition he wanted to delete. There are 10 chapters in the book. I would share with him 10 times as much content as he would need. So, he would have a bunch of things he could pick and choose. But Mike did the heavy lifting. He knew what he wanted to delete. He knew where he wanted to add. And this has been such a gift for me to be the co-author and I'm so grateful to Mike for the opportunity. Tommy Thomas: Mike, what'd you think when you got that first email? Michael Marquardt: I was happy that that someone was interested in adding a blog to the whole history of getting people to use questions and so I was delighted with that, and we've had a great relationship for many years, and as Bob indicated, with all of his blogs with hundreds of people who are leaders around the world, and getting them to talk about what kind of questions they asked, I thought was just, would be just a tremendous addition to the third edition to have all these new people, and so I'm very pleased that the third edition is out. Bob's a co-author, and we have probably another 15 or 20 leaders with their questions that were not in the first two editions of the book. 7:10:00 Tommy Thomas: Mike, how did you discover this Art of the Great Question? Is there a story there? Michael Marquardt: There's a story. I became a professor at George Washington University. In 1994, I had worked globally as a consultant in areas of leadership and organizational change, and team building, and in 1994 I became a professor at George Washington University in their executive doctoral program, so we trained leaders from all over the world, and as a professor, a new professor, you are asked to identify what's the research area of interest for you in which you begin publishing and writing and work with doctoral students. And my interest was leadership. Great leaders. That was my focus. Who are the great leaders around the world? What makes them great leaders? And over the first several years as a professor, I wrote a number of books and articles on great leaders. And the one thing I discovered is that all great leaders ask great questions. And they became great leaders by asking great questions. Whether these were people I interviewed, hundreds of people all over the world in my various research efforts I go into an organization, a great organization that was considered one of the tops in its field. And I said, who are the leaders in this company? And they would identify, two or three individuals and what makes them such good leaders, whether they're hierarchical leaders, CEO, or people within the organization. And inevitably, it always came down to, they ask great questions. And so that kind of moved my area of research to more focus on the qualities of great leaders and particularly the questions they ask. And so over the past 15, almost close to 20 years that's been my area of keen interest and research. And I do a lot of work in a field called action learning and the primary, right. The element of action learning in a way it solves problems is using questions, but questions is the way that leadership is developed in a way of becoming great leaders. And so, I feel very fortunate that became my area of research as a professor and I met Bob Tiede along the way. Tommy Thomas: Litigators, journalists, and doctors are all taught to ask questions as part of their training. Why is it that business executives aren't taught that? I'll leave, I'll throw it to both of y'all. Michael Marquardt: Yeah. I think, lawyers are taught to ask questions, but they never ask a question that they already do not know the answer to. So they are open and great questions. Those are, they're always leading questions. A lawyer is taking a task if he ever asks a question for which he does not know the answer that's poor lawyer, lawyerly. Doctors are not trained to ask questions. They're very poor at asking questions. Although it's a very important part of their work to do a prognosis and to ask for information about the patient. But many of them are very uncomfortable in asking questions, or they ask the wrong questions, or in an ineffective way, or a discomforting way, etc. So, I agree that medical doctors could greatly benefit from getting a course and asking questions, but my wife happens to be a medical doctor, and I do not recall that she took any course on how to ask questions. I don't know of any physician or school that does that. But I think you bring up not only lawyers and doctors, but we realize now that every person in life has to ask questions. Every parent, the better questions parents ask, the better parents they are. The better questions social workers ask, the better social workers they are. The better questions that interviewers or newscasters. So all of life is your status in life your quality and being a leader in that profession is dependent upon the questions. And we know that the great newscaster Walter Cronkite in the past, they were great at asking questions, not only the words they used, but the comfort, but they all listened carefully too. And because great questions come from listening. Your premise is that doctors and lawyers are important for them to ask questions, but I think what Bob and I have discovered is that every person in every sector, and every profession will be better if they ask questions. Bob Tiede: Whenever I speak, and I'm privileged to speak many times and love it. But I always start my talk with a confession. I get up and say, I need to start with a confession. And my confession is that for most of my career, I was a benevolent dictator. Because I thought the job of a leader was to tell staff what to do. The job of a leader was to give direction. And I did not have that paradigm out of evil intent. It was just, that's what I thought the job of a leader was. I did say benevolent. I grew up in a home where I was taught to say please and thank you. So Tommy, if you'd been on my team, I don't think I ever would have said, Tommy, go do this. It'd been more like, Hey, Tommy, this week we're working on this. It'd really be great if you could please do this. And when you did it, I would have said, thank you, Tommy, at a staff meeting, Tommy, stand up. You all need to hear what Tommy did. It wasn't until I found that first edition of Mike's book, the first edition of leading with questions and reading that. And it is filled with stories just like the third edition of leaders, literally from around the globe. And they're using and as I read that first edition, I had only one question. Why hasn't anyone ever shared this paradigm with me before? It immediately made sense. I immediately saw that a leader who leads with questions would be so much more effective. When I'm speaking, another illustration I use is I have a picture of a big canoe with room for 15 participants and they all have oars. And I asked someone in the audience I said, you're the leader of this group. And as you can see, there are oars for everyone on your team. And you want to get that canoe across the lake as quickly as possible. How many would you like to have row with you? Of course, the answer is all of them. And I say, now, I know that's a silly question, but I'm going somewhere. And I go to the next slide, and there's a picture of the same team, but now they're gathered around a conference table, and there's an opportunity on the table. And I say, now, listen to this question carefully. If you're a leader like I used to be, who thinks your job is to figure out how to take advantage of the opportunity and then you'll tell them what to do? How many mental oars are in the water trying to figure out how to take advantage of the opportunity? The answer is one. Only yours. But a leader who leads with questions, who leans forward, perhaps, makes eye contact with the whole team and then says, hey gang, here's this opportunity. What do you all think we might do? Now, how many mental oars might be in the water? Maybe all of them. And I ask whoever I'm interacting with, what are the chances that you might hear an idea better than anything you were thinking? And they always say hi, yeah, it's not a guarantee, but hearing all those ideas, it's highly probable. And I say, imagine across the table, it's Sarah. And she shares a brilliant idea, and you're thinking, wow, that's so much better than anything I was thinking. And so you say, Sarah, love your idea. Sarah, would you be willing to lead our team in executing that? And then I say, now, how hard will Sarah work? A leader who leads with questions can be so much more effective. They're hearing more ideas and now they're empowering and involving their staff in the solution. It's hard. Whose idea is she executing? Her own. That's just some of the reasons that a leader who leads with questions can be so much more effective. They're hearing more ideas and now they're empowering and involving their staff in the solution. So when it comes to executing, they're executing something that they participated in creating, it works. 15:17 Tommy Thomas: Let's get up to a hundred thousand or so feet and ask the big question, what makes a great question? Michael Marquardt: There's no single right answer. I think a great question is usually not the very first question that's asked. A great question usually emerges if you're in reflection or interaction with other people. And you ask the best question you can at that point, and then there's conversation, dialogue, and based upon what you hear, you ask another question. Many of us go through life never experiencing a great question, but if we use the ability to really trust and care about what other people are thinking and saying, ask them questions, and build upon what they say and what you've heard. I think it's possible to quite normally or regularly have great questions in a problem-setting situation or environment. But great questions generally are those that stretch people. They get you outside the box. They get you looking at things from a different perspective. And that's why all the time, great questions emerge in a group with diverse thinkers. You have an engineer and a marketing person and a religious minister or whatever. Have a great question merged in that group than if they are all engineers or they're all marketing people. So, you can conditions environments in a group setting as well as within yourself that they can emerge. And so, we've all had great questions in our life and they've changed our lives, but they've been very infrequent because we don't get asked as many great questions as are available or should be asked in our lives. Bob, you may have some other thoughts. Bob Tiede: I agree with everything Mike has shared. Something that I've discovered is that some of the best questions are so simple and whenever I'm speaking again, I ask who here would like to learn to lead with questions in 30 seconds. Every hand goes up. And, of course, I say the reason I'm asking this is I sense from my audience is they'd like to learn to lead with questions, but so many times they imagine they'll have to get a master's degree in questionology. It's a nice idea, it'd be nice to be a brain surgeon, and make that kind of money. But, there are no courses for brain surgeons in 30 seconds. So, every hand goes up, I invite somebody from the audience to come up and when they come up, I say, I think I selected, John here because he has a photographic memory and whoever I brought up always shakes their head like I don't. And I say all you have to do is memorize my four favorite questions. And I've got a second hand on my watch and I say, here we go. My first favorite question is, what do you think? Second, what else? Third, what else? Fourth, what else? And I say, do you have them memorized? They always do. I say, share them with us. And they always successfully do it. And then I say, now, some of you look a little skeptical. Like you can't ask somebody, what do you think? What else? What else? What else? And I say not in that rapid fashion. But first of all, you're going to add a topic to what do you think? What do you think we ought to do about? There's going to be some topic. And when you ask, they're going to answer. Now I used to look at this like I asked a question, and they answered, that's complete. What I discovered is that people, when they're asked to give opinions and input, they instinctively roll out a safe answer. Their first answer, they're testing the waters. Now [00:19:00] they're doing this instinctively. But just to see how it's treated. So, Tommy, if I asked you, hey, what do you think about it? And you give me that first answer. I said Tommy, that's stupid. Everyone knows that you're sorry you answered. But when I say, wow, Tommy, that's good. Say more. What else? You relax and you'll give me more and then again, instead of moving on, when you pause, I'm likely to grab a pen and say, Tommy, I've got to take notes. This is pure gold. Please say more. What else? And what I've discovered is actually on the third and fourth question that I get to their gold nugget, their very best thought. And I realized we've all heard the story of the proverbial gold miner, the guy who mined for gold all his life, looking for the gold vein, never found it, finally quits. Somebody came along later and discovered the old miner was within six inches of the gold vein when he quit. Now, that's probably just a proverbial story, but I share, if you only ask people, what do you think? Get their first answer and move on. You're a bit like that gold miner. You got close, but it's what else is down there. And I'm not disagreeing with Mike at all. I'm saying another angle on asking a great question is the what else is where you hear more and discover that they've got some incredible things. You just had to help them dig a little to uncover some of those answers that you would not have gotten to if you only said, Hey, what do you think about. Get their first answer and then move on to just another technique to get their brilliance. Michael Marquardt: I teach people how to ask questions. I have an activity in which they work in pairs, and you ask seven questions. You're allowed seven questions. I give them the first question. What are you most proud of? And then based on your response, you get six more questions. And I tell the people the question. I said you have the opportunity to change the other person's life. In seven questions, in maybe seven to ten minutes, you can change the other person's life, because if you listen carefully to each question, the response to each of your questions, by the seventh question, you're going to have a question that will cause that other person to see something they never saw before or understand something they'd never considered before. So, they put very high expectations, and they're amazed how, gee, here's something I never knew. And in 10 minutes, we're the best of friends because great questions always build friendships. This person understood something or made a decision or an understanding that never considered before. Wow! I love that. Tommy Thomas: Anybody who listens to my podcast with much regularity, they would as some have gently pointed out that the biggest weakness I have is the lack of follow-up questions. So this is convicting at too many levels, but I guess it's good to be convicted by two aces. I will be more deliberate about that. Changing gears for a minute. Earlier in the week, I was talking with Matt Randerson, the Vice President of Growth and Operations at Barna organization. And we're doing a podcast on generational influences on the nonprofit sector. And so, I guess the question I have is. Have you observed any differences in the kind of questions you might ask the generations or how you would frame a question between a baby boomer and a Gen X or a millennial? Michael Marquardt: I have not. No, if you do, I've not noticed it. Of course, ask someone a question, a generation Z responds differently than a millennial or whatever age group, they are. And so, the first question may get a different response, but I think deep down, uh, a great question will have a positive, significant impact on any age person. Bob Tiede: I totally agree that, as Mike said, the answers, and their response may be different. But what I've discovered is that all people, regardless of their age, love to be listened to. And another thing I've shared from time to time is that when you meet a new person if you do 80 percent of the talking, they most likely will mistrust you. But if you meet a new person and you let them do 80 percent of the talking. Almost always they will leave that time trusting you and you can think, how is this, we instinctively think if I can only tell them all the great things about myself, they will love me. But when you monopolize the conversation, they tend to think, who is this person? But when you inquire and ask them questions where they do the talking and you're listening, they feel affirmed. There's a quote I love and that is that being listened to and being loved are so close to each other that for the average person, they cannot distinguish the difference. And it's not that they analyze it, but when somebody is listened to it feels good to them. It's wow, I like this person who's showing interest. And I think that goes across all generations. 24:51 Tommy Thomas: I know both of you guys work a lot with teams in his book, How You Play the Game, the 12 Leadership Principles of Dean Smith. David Chadwick, one of his players who played on the Final Four team said the concept of team may be Coach Smith's greatest contribution to basketball, leadership, and society. So y'all work with teams. How has the concept of a team impacted your life? Michael Marquardt: I think, organizations cannot succeed without teams, successful teams that work together. And unfortunately, most teams are dysfunctional. They're frustrating. People prefer not to be in that group. When they're in the group, they're looking at their phone, or they're cutting off people, or not listening, and so forth. And if they do participate, they participate to the extent that they can try to control what the group does. I know best what the problem is, and I know best what the strategy is. Most people who work in groups or teams, spend their energy trying to convince other people through statements and expertise and power that this is the problem. This is a strategy. This is what we should do. Great teams do just the opposite. Members of great teams do just the opposite. So, when I'm a member of a great team, I spend my energy trying to find out what you think. So, Tommy, what do you think? We should do this problem, or what are your experiences? Where should we be looking? What resources do you recommend? So, I spend my energy asking questions of other members of the group to give their perspectives. We tend, we hear what we ask for, and we reject or filter what we don't ask for. And so what do other members of the group do to me? If I've asked them questions, they say, Mike, what do you think? And so great teams are composed of individuals who spend their energy asking questions of other people. And that's a team. If you would stop worrying or wondering, did I recommend this? Or am I, do I have the power? You come up with something that no one, it's a team. And so great teams spend their time asking questions rather than making statements. Bob Tiede: I don't know what I could add to that. That is that is so well stated. They're not adding to it but one of the things I talk about the teams can do is question storming. We hear about brainstorming, but there's question-storming. And in one way to do question storming that's unique is you state here's the opportunity. Here's the problem. And I need everyone on the team to write down five questions that we should answer in order to know what to do about this. And the reason you have everybody write it down is generally on a team, you have your verbal processors who are the first to jump in, and then you sometimes have your more quiet people. Okay. It's already been said. I don't think I'll add to it. And you don't get input from them, but by having everybody write down their five questions, you get everybody involved. And then maybe you tell them ahead of time, as soon as everybody has their five, we're going to post them up here. And now the team gets up, looks at all the questions and you can. Put five check marks, five votes by the questions you think are most important to answer. And then once you've identified those, the leader says, okay, here's the first one. Who here will take responsibility to go find the answer to this? And the second one, the third one, but it's a way of creating a questioning culture that the way to find the best way forward is to ask questions. And then question storming is an activity, but having everybody write it to begin with is a way to involve some of your staff that might be quieter, who hesitate to give input after the verbal processors have jumped in and shared their thoughts. 29:17 Tommy Thomas: Good work. So, I want to close out with a little lightning round. I've tried to glean some questions from some of my favorite podcasters. And I listened to Alan Alda's podcast Clear and Vivid a lot. And one of his questions is if you're sitting beside a total stranger at a dinner party. How would you start a meaningful conversation? Michael Marquardt: As I indicated earlier, a great question to ask anyone is what are you most proud of? What is some great success you've had in life? To give people an opportunity, because that question will reveal many things about the stranger or the partner, because it shows what their values are, what they're proud of. It makes them feel good to talk about that. It may take a little while to reflect, but that's usually a great question does take some reflection. You don't, it's a great question. Don't respond right away. It's probably not a great question. It's almost a closed question. So, I have found that if I have the courage to do that and great questioners have courage, and that's why a lot of us don't ask questions. We no longer have, we don't have confidence in ourselves, or we're afraid of asking a tough question or a great question, so that's. That's one I might use. Bob, you might have a few others. Bob Tiede: Oh that's a brilliant one. I call these kind of questions platinum questions. And we all ask a lot of questions because we don't know the answer and there's nothing wrong with that. Which way to Walmart here? They know, and I need to know. And nothing wrong with that question, but a platinum question is a question that as they answer, they enjoy answering. It's not a gotcha question. [00:31:00] And they say, I've never thought about this before. And they enjoy answering. And one of my platinum questions I love to ask is, what would you say are the three to four events that have most shaped who you are today? And then, listening. And I'm sure there's more that in that category and another one, I'd love to hear just your story. And again, listening uh, it's important when you ask these kinds of questions. To follow with what I call the gift of silence. This isn't, when you ask this question they're not likely to begin talking at three seconds. And research shows the average person only waits three seconds after they ask a question for an answer. And if the other person doesn't answer, they just move on. But when you ask one of these questions, like Mike's question, keep comfortable eyesight, but give them time to think because it's likely going to take them 10, maybe [00:32:00] even 15 seconds before they start speaking, but then you're going to be the beneficiary of a great story. Tommy Thomas: If you could meet any historical figure and ask them one question, who would it be and what would you ask? Michael Marquardt: I'll answer that one first. I thought Bob would say Jesus. If you could have the opportunity of asking Jesus a question, that would be wonderful. I think any of the great religious leaders would be wonderful to ask questions and certainly some political leaders, some scientific leaders. Someone like Elon Musk. I wouldn't mind asking him a couple of questions right now. He's done some amazing things over the last few years so it would depend upon the person, and the type of question I'd ask, because I obviously would ask Jesus a very different question than I would ask Elon Musk or, President Macron from France, or whatever the case may be. But depending on where they're from, that's, because I try to say this person has some unique perspective or background, and I don't want to ask him a question that someone else could answer as well or better even what's unique about this person. If I ask that question, I'll get information I could get from nobody else. Bob Tiede: Yeah, that's not thinking that deeply. One of the questions I love to ask any leader that I meet is what are your favorite questions to ask and, learn from them in that way. Michael Marquardt: The question I often have is, have you ever been asked a great question? And if so, what was it and why was it a great question? And that again, we all have been asked great questions in our life and it changed their life. Those are great questions, but we don't recall those questions immediately, or sometimes you have to wait an hour a day. And that was like, I should have answered Tommy that way, but I didn't think of that. And I remember when my father asked me or my second-grade teacher or, someone along the line, but all of us have been asked great questions in our life. We don't maybe remember the question that was asked at the time, but it changed our career or changed our values, what we do, but what changed our lives was a question, not some person saying your dad or something, do this or that. Generally, all of us changed our lives significantly when we were asked a great question. Oftentimes when I signed my, signed our book, I say, may your life be filled with great questions. Because that's the greatest gift anyone could give to someone else is to ask that person a great question. So if your life has been filled with great questions, you have had a great life, no doubt about it. Bob Tiede: Mike's, what he just shared there reminds me of something. One of my books, I did an author, it says compiled by Bob, is 339 Questions Jesus Asked. I was sure that it was Matthew, Mark, Luke, and John who wrote those, I just compiled them. The thought was, Jesus wanted to see lives changed. But he knew, of course, he knew, he was God. But he knew that it would be far more powerful instead of saying, Tommy, let me tell you. Tommy, let me ask you. That then causes you to think. And you answered, he knew that your answer to his question had a greater chance of changing you than if him saying, let me tell you. And as I was hearing Mike there, just, share, it's yeah, asking, it's questions we've been asked that change us. Because as we were asked those questions, we focused on something that perhaps we, no other way would have focused or thought about, but then we answered, and we then thought it was our idea. And in some ways it was, but it was prompted by that question. Tommy Thomas: Last question. What do you understand about your life today that you didn't understand a year ago? Bob Tiede: Tommy, you do ask great questions. Michael Marquardt: I'm trying to think how my life has changed over the past year. And I'm retired. So, it doesn't change as much as others. But, my wife and I had a great trip to Norway a few months ago, and so I think the beauty of Norway and so it's raised a question. So I'm much more aware of and ask questions about nature and beauty and it happened to be a knitting cruise under the midnight sun was that and so I think that's maybe been one area that I have more questions about and am more appreciative of, and I spend being retired, I spend a couple hours every afternoon on our lake by our house and just enjoy the geese and the river and the water and so forth. Bob Tiede: As I'm reflecting on it again, through Mike's gift to me, inviting me to be the co-author of the third edition, it was released in April. And it has, again, multiplied my opportunities to speak. It's a credential that has been a complete gift. Wiley Publishing publishes premier business books. I think if I knocked on the door all by myself, I might not have gotten in or even been considered, but because Mike had the relationship and they had already said yes, they would love the third edition. I rode along in the back of the car and got to this destination. But that's probably been just a used change to have another credential that is so well known in the business community and the privilege because of Mike of being a co-author of a Wiley-published book. Michael Marquardt: May I just share one more thing. I know we're ending it. A lot of people say I'm not able to ask good questions. I don't know how to ask great questions. I always say that we're all blessed at birth to ask great questions, all children from the moment they're born. They subconsciously ask great questions that enable them to walk and talk within a couple of years because great questions cause change. And then they, [00:39:00] when they start articulating, start asking questions, the adults around them, discourage them from asking questions. I'm too busy Johnny, or that's a stupid question or whatever. Michael Marquardt: From age three to some people for the rest of their lives until they die, they never get comfortable and confident asking questions because of what their parents and teachers have done to discourage questions because it's the joy of every child, every three-year-old child. They love to ask questions. They all ask great questions. And then, and so what we try to do and Bob and I are both grandfathers and we consider our most important job in life is to undo the damage that our children do to our grandchildren, because our children do the same thing we did, to encourage questions. So when we see our grandchildren, we say Grandpa loves questions. You can ask Grandpa any question you want. Because the most important thing I can do for my grandchildren [00:40:00] is to keep that spirit, that love of asking questions alive. When they go into four and five and go into the elementary school. Bob Tiede: As Mike has shared that thought, it reminds me of one of my granddaughters, Claire, when she was two, I discovered a new way to connect with her. I would say, Claire, can I ask you a tough question? And that would draw her and she'd come sit on my lap and again, they were not tough questions, but they were fun questions. And then I'd say, now, Claire, it's your turn to ask Grandpa a tough question. And she would ask me questions and they were like, copycats sitting on a fence. If there are five copycats and one jumped off, how many are still there? And she would use that one over and over, but we would laugh. She is now a sophomore in high school. She is known by her teachers as the one who asks tough questions. They see her hand, okay. And she's not trying to get you a question, but they realized, wow, that is a powerful question. And she hopes now to become an attorney, but just something where, again, as Mike said, from little, we encouraged Claire to ask tough questions and affirmed her for asking questions. And I'm proud of all my grandkids for asking tough questions. Mike said, encouraging them to do some research showed that the average five-year-old asks almost 300 questions a day. The average college graduate only asks about 20. And it's a sad thing about our educational system that teachers will say to that five-year-old, Johnny, it's my job to ask the question. It's your job to answer. And so, they begin to realize school is about answering questions, not about asking. And where we could develop a skill that would change their lives forever by empowering them to ask questions. Tommy Thomas: You guys must've been looking at my notes because I had one of the questions that I did not ask was if it's true, if it's true that leaders are better when they lead with questions, why is it that so few do so I think y'all have I think y'all have given a full a full response to that question. Thanks so much for being a guest today and I will include links to your books in the show notes and encourage people. Mike's book changed Bob's life. Take a look at these books and if you're alone, in the leadership journey I think you'll be greatly blessed. So, thanks to everyone for listening today. Thanks, Bob and Mike for being my guests. Links & Resources JobfitMatters Website Next Gen Nonprofit Leadership with Tommy Thomas The Perfect Search – What every board needs to know about hiring their next CEO Michael Marquardt Leading with Questions: How Leaders Discover Powerful Answers by Knowing What and How to Ask by Michael J Marquardt & Bob Tiede Leading with Questions: How Leaders Find the Right Solutions by Knowing What to Ask by Michael J. Marquardt Now That's a Great Question by Bob Tiede Connect tthomas@jobfitmatters.com Follow Tommy on LinkedIn Follow Bob Tiede on LinkedIn Follow Bob Tiede on Facebook Listen to Next Gen Nonprofit Leadership with Tommy Thomas on: Apple Podcasts | Spotify | Stitcher | Google Podcasts

Unleashing the Power of Curiosity: How Bob Tiede Transforms Leadership with Questions. Part Two

Dominate Your Day

Play Episode Listen Later Feb 2, 2024 35:08

This is part two of my conversation with Bob Tiede. On this episode, Bob and I continue our conversation on Leading with Questions. We discuss the power of asking questions in leadership, how leading with questions can benefit leaders and organizations, the importance of asking simple questions to engage and empower others, as well as creating a questioning culture within organizations. Bob also shares practical strategies and techniques to improve listening skills and give space for others to contribute their thoughts. Episode Overview: Minute 5: The Gold Nugget Principle in Questions Minute 8: The 8 Second Rule in Asking Questions Minute 22: The Impact of Questions in Different Scenarios Find out more about Bob Tiede and his book Leading with Questions. You can follow him on LinkedIn To find out more about me and the work I do, please visit Dana Williams Consulting. You can also follow me on LinkedIn. Get The Strengths Journal™ - The first and only Gallup-certified daily planner that helps you actively use your strengths to dominate each day and ultimately transform your life.

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Unleashing the Power of Curiosity: How Bob Tiede Transforms Leadership with Questions. Part One

Dominate Your Day

Play Episode Listen Later Jan 26, 2024 35:50

This is part one of a two part episode with the wonderful and very accomplished leadership expert Bob Tiede. Bob shares his journey being in the workforce for over 52 years with CRU, the essential role of developing future leaders in any organisation and the power of leading with questions. He emphasizes how asking questions can foster team engagement, facilitate better decisions, and create a more inclusive and respectful work environment. He also discusses his book 'Leading with Questions' and the importance of having a strong online presence to remain relevant in today's digital era. Episode Overview: Minute 4: The Importance Of Leadership Development Minute 10: The Power of asking Questions Minute 20: The power of leading with Questions Look out for part two of this interview on net week's episode. Find out more about Bob Tiede and his books. You can also follow him on LinkedIn To find out more about my work, you can follow me on LinkedIn or visit Dana Williams Consulting where you can buy your copy of The Strengths Journalᵀᴹ . The only Gallup-Certified planner that guides you to live in your strengths everyday.

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Episode 369 Leading With Questions with Bob Tiede

The Lead Up Podcast

Play Episode Listen Later Jan 19, 2024 45:49

Leading people is undoubtedly difficult. It's your job to get people to do what you want, but no one likes being told what to do. So, how can you inspire people to work passionately, without making them feel forced? The answer: LEADING WITH QUESTIONS. Leading with the right questions allows you to put your team members in the driver's seat. This encourages their engagement and fosters a sense of ownership that inspires passionate work. On this episode of the Lead Up Podcast, Host Mike Harbour and special guest, Bob Tiede discuss how you can lead with questions and start getting the most out of your people! If you enjoyed this episode, be sure to leave a 5-star review on your streaming platform. Mike encourages you to reach out to him through: Mike@harbourresources.com, to let him know your thoughts on this episode & to share some topics you would like him to speak on in the future.

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506: Leading With Questions with Bob Tiede

Read to Lead Podcast

Play Episode Listen Later Dec 19, 2023 35:20

Easily the highlight of my career was the 13+ years I spent with WAY-FM Media Group from 2000 to 2013. My time there included having Dusty Rhodes as a colleague. Dusty recently reached out and introduced me to author Bob Tiede. Bob is the man behind the blog Leading With Questions, inspired by the book […] The post 506: Leading With Questions with Bob Tiede first appeared on Read to Lead Podcast.

Unlocking the Intersection of Leadership, Parenting and Curiosity with Bob Tiede

The Quarterback DadCast

Play Episode Play 46 sec Highlight Listen Later Nov 9, 2023 72:14 Transcription Available

What if just two simple words could lay the foundation for positive affirmations in your life? That's the powerful lesson we learned from our guest, Bob Tiede, a proud father and grandfather whose life is a testament to the power of effective communication, curiosity, leadership, and parenting. Bob has published six books and also created the blog www.leadingwithquestions.com, which is in its 11th year and followed by leaders in over 200 countries!As we navigate through his personal narrative, we gain profound insights into the realms of leadership and parenting. From heartwarming stories of his children's life journeys to the rich legacy of his parents, Bob's life story is full of wisdom. Bob shares a powerful story of World War 2 and the Normandy invasion that you also won't want to miss.Let's keep on the theme of questions. How do we foster positive conversations with our children? Why does curiosity hold the key to unlocking our true potential? How can we integrate humility and vulnerability into our leadership style? In this episode, we unravel the answers with Bob; we also highlight how a simple open-ended question can ignite meaningful dialogues, setting the stage for affirming conversations. As mentioned above, his blog, leadingwithquestions.com, fuels this exploration and offers resources to develop exceptional leadership skills. In closing, Bob's story shared profound insights and heartwarming moments, with the core message coming out clear and strong: Relationships are more important than everything! So, step in, join us for this life-affirming conversation with Bob Tiede, and embark on a transformative journey of leadership, parenting, and beyond!Please don't forget to leave us a review wherever you consume your podcasts! Please help us get more dads to listen weekly and become the ultimate leader of their homes!

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99: It's OK to Ask for Help!

iRetire4Him

Play Episode Listen Later Oct 23, 2023 44:23

MID-SEGMENT GUEST: Bob Tiede Ministry: Leading with Questions Part 3 of the 3-Part Conversations We Have to Have Series As we grow older, we're gonna need help! We all reach an age where we stop being able to do everything on our own. In your case, that might be now, soon, or further down the road. Either way, it's an important conversation to have. In this practical episode of the iRetire4Him Podcast, Jim and Bruce discuss experiences from their own lives. Bruce talks about the conversations he's currently having with his wife Judy about the help they now need and what help they might need in the future. Jim shares what he and wife Martha are living out now as the primary caregivers for his own 90 year-old parents. In both instances, they emphasize the fact that it's OK to ask for help! In the second segment of show 99, Bob Tiede gives a great explanation of when and why believers should retire. As the co-author of Leading with Questions and a team member of Leadership Devlopment at CRU, Bob often spends time with younger men, and he encourages other seniors to intentionally pour into the younger generations. Reach out to Bob if you'd be interested in coaching within CRU. If you have more questions and ideas about these conversations we've been having on the podcast lately, let us know! You can send us a message on the Retirement Reformation Facebook page or email Jim@iWork4Him.com. www.RetirementReformation.org

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TLP378: Leading with Questions with Bob Tiede

The Leadership Podcast

Play Episode Listen Later Sep 27, 2023 40:25

Bob Tiede, a 52-year Crew veteran and creator of Leadingwithquestions.com, a blog followed by leaders in over 200 countries for the past 11 years. Bob shares a life-changing event from his early days, driven by his grandmother's belief in his destiny. Bob discusses the underutilization of questions in leadership, emphasizing the power of curiosity and his four favorite questions. He highlights the value of pausing when asking questions and how leaders who embrace this approach can be significantly more effective. Bob also emphasizes the simplicity of asking questions and their role in fostering collaboration and innovative problem-solving. Lastly, he explores the importance of asking open-ended questions during change and shares a moving question from Cheryl Batchelder's book, inviting listeners to join his book ambassador team for a free signed copy of "Leading with Questions." Key Takeaways [02:08] Bob Tiede, a 52-year Crew (formerly Campus Crusade for Christ) veteran and the creator of Leadingwithquestions.com, a blog followed by leaders in 200 countries for 11 years. Bob shares about an event that changed his life. It began with his grandma's belief on the day he was born that he would "serve the Lord." This story, discovered at 22, still intrigues him. Another life-changing moment was joining a fraternity in his freshman year at the University of South Dakota, leading him to faith through Campus Crusade for Christ. [04:58] Bob discusses the underutilization of great questions in leadership. He shares that many leaders, including himself in the past, often saw leadership as telling people what to do rather than asking questions. This perspective changed when he discovered the book "Leading with Questions" by Dr. Michael Marquardt in 2006. Bob believes that leaders don't realize the value of questions because no one has shown them how effective questions can be. He introduces his four favorite questions, emphasizing their simplicity and power. Jim and Jan also discuss the fear of losing control when asking questions and the importance of embracing curiosity. [12:59] Now, the focus is on the power of leading with questions, a skill that can be learned in just 30 seconds. The conversation highlights the significance of pausing and patiently waiting for responses when asking questions. Research shows that people often rush after just 2 or 3 seconds of silence, missing out on deeper insights. Bob introduces the "eight-second rule" to emphasize the value of waiting for more meaningful answers. [15:36] Then, the conversation centers on the power of leaders who lead with questions. Bob explains that leaders who embrace this approach can be significantly more effective than those who simply give orders. He illustrates this with two questions: one about rowing a boat and another about leadership around a conference table. Leaders who ask questions and listen to their team's ideas create a collaborative atmosphere where better solutions emerge, and team members feel a sense of ownership. [20:03] Afterward, Bob discusses the power of asking questions and explains that it's not as difficult as people often think. Asking questions creates a collaborative atmosphere where team members feel valued and more ideas emerge. Bob also introduces two innovative problem-solving techniques: "guarantee failure brainstorming" and "question storming." Bob also highlights the power of using the word "might" in questions to make them more inviting and open-ended. [28:13] Bob discusses the challenges of clients undergoing significant change, particularly with new people taking on new roles. Bob emphasizes the importance of asking open-ended questions to better understand the situation. He suggests questions like "Can you please tell me more?" and "What's our destination?" to help leaders and clients gain clarity about their goals and current position. Bob also highlights the significance of having a clear destination and a well-defined plan to navigate change effectively. [33:12] Lastly, Bob shares a moving story about a question from Cheryl Batchelder's book, "Dare to Serve," which asks, "How well do you know your staff? Do you know the three or four events that have most shaped their lives?" This question led to a touching conversation with his colleague Neil. Bob encourages the audience to consider joining his book ambassador team to get a free signed copy of his latest book, "Leading with Questions." [39:39] Closing quote: Remember, judge a man by his questions rather than his answers. — Voltaire Quotable Quotes "The power of might is in your questioning. Take away the word should and put in might, which just makes it more inviting, more comfortable, more safe to give." "People support what they help create." "For leaders, so many of them have never seen the value of questions." "The longer the silence, the better the answer." "A leader who leads with questions will be ten times more effective than a leader who leads by telling." "What are the chances that a leader might hear an idea better than the one they had?" "When you empower your staff to go with their ideas, you're going to have his whole heart." "If you've never been asked that question before, how helpful will it be if I start talking again in two or three seconds?" Here are the books mentioned by Bob Resources Mentioned The Leadership Podcast | Sponsored by | Rafti Advisors. LLC | Self-Reliant Leadership. LLC | Bob Tiede Website | Bob Tiede LinkedIn | Bob Tiede Twitter |

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Bob Tiede: Ask Better Questions, episode 113

When You Love a Prodigal

Play Episode Listen Later Sep 26, 2023 44:48

Bob Tiede, ministry leader, author, wise question asker, caring and compassionate dad and granddad, has some great help for us today. I believe learning the best questions to ask—and how to ask them—will be one of the most helpful things we do in maintaining good relationships with our loved prodigals—and others you hope never become prodigals. Bob's Resources: Website and Blog: https://leadingwithquestions.com/ Bob's Free Ebooks: https://leadingwithquestions.com/books/ Buy Bob's New Book: http://bit.ly/3MKwHke Facebook: https://www.facebook.com/LeadingWithQuestions Judy's Resources: Join the Prayer for Prodigals community here: https://bit.ly/3uyhSWQ Sign up for Judy's monthly newsletter here: https://bit.ly/39TBlYt Purchase a copy of the When You Love a Prodigal book for you or a loved one here: https://amzn.to/3RuiUx9 Stay connected: Website: judydouglass.com/podcast Facebook: facebook.com/JudyDouglass417 Instagram: instagram.com/judydouglass417 Twitter: twitter.com/judydouglass417 Pinterest: https://www.pinterest.com/judyddouglass/ YouTube: https://bit.ly/3qzjAqY

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S03E06 How to be a Godly Leader

78:4

Play Episode Listen Later Sep 25, 2023 27:49

A good leader can accomplish great things. A bad leader will destroy everything he or she tries to build. So what does it take to be a godly leader? In this episode, we'll hear from three leaders about what they've learned from their times of leadership. John Nyquist 04:47 - 07:35 Maggie Bruehl 12:12 - 15:50 Jim Wunder 18:11 - 23:34 Please go to our website to see the resources we have for you.

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Transforming Leadership One Question at a Time with Bob Tiede

The Braintrust "Driving Change" Podcast

Play Episode Listen Later Sep 19, 2023 45:42

Meet Bob Tiede, a seasoned veteran of Cru for over four decades and a passionate advocate for the power of inquiry in leadership. As the author of "Great Leaders ASK Questions" and "Now That's a Great Question," and co-author of “Leading with Questions” 3rd Edition, as well as the brain behind the influential blog, "Leading with Questions," Bob has a wealth of knowledge to share. In this episode, Jeff and Bob explore the essence of effective leadership, emphasizing the indispensable role of questions. They discuss: The Art of Asking: Bob shares anecdotes and insights into how the right questions can unveil hidden potentials, encourage open dialogue, and break down barriers. Building a Curiosity-Driven Culture: Delving into organizational strategies, they touch upon the importance of cultivating an environment where questions are not just tolerated but encouraged, leading to a more innovative and adaptable workplace. The Dynamics of Teamwork: Bob and Jeff converse about the often underestimated power of questions in building trust, clarifying expectations, and driving team cohesion. Personal Growth through Inquiry: Reflecting on personal experiences, they underline the transformative power of self-questioning in personal and professional development. Listen in to understand how we can all harness the power of questions to influence decisions, enhance teamwork, and drive organizational success. To get free copies of Bob's ebooks, follow his blog, as well find out how to receive a free hard copy of his “Leading with Questions” 3rd Edition, follow the links below: https://leadingwithquestions.com/ From Bob's blog page above, if you click on “Contact,” fill in your contact information and ask Bob to send you the book ambassador information Bob will also send you a signed copy of “Leading with Questions.”

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Leading with Questions with Bob Tiede

Play Episode Listen Later Sep 6, 2023 37:57

business internet leadership growth coaching performance management delegating great questions voiceamerica bob tiede

Asking Great Questions with Bob Tiede

Out of the Comfort Zone

Play Episode Listen Later Sep 1, 2023 57:23

Questions are the most important tools in a leadership toolkit. Questions help you coach effectively as well as delegate, learn, innovate, engage, motivate, cope with uncertainty … well just about everything. What makes a great question? What sorts of questions should you be asking? How do you ask better questions? Listen in for advice from one of the best question askers.

Asking Great Questions with Bob Tiede

Out of the Comfort Zone

Play Episode Listen Later Sep 1, 2023 57:23

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The Absolute Power of Questions | Bob Tiede | Raw & Unscripted

Raw & Unscripted with Christopher Rausch

Play Episode Listen Later Aug 30, 2023 53:21

The Absolute Power of Questions | Bob Tiede | Raw & Unscripted w/Christopher Rausch Tuesdays @ 7pm (PST) / 10pm (EST)Learn critical questions to ask yourself for permanent and real growthGain insights for becoming a powerful leader personally and professionallyUnderstand why the TRUTH will really set you free and how to be ready for it!Please join me LIVE Tuesday, August 29th @ 7pm (PST) as I talk about my favorite subject in the area of personal growth - QUESTIONS! Videocast Replay Link: https://www.youtube.com/watch?v=htP-_4KWw6IMy incredible guest this week is the author of multiple books on the subject, Mr. Bob Tiede!! Together we'll dive deep into questions that create massive shifts in your life and the lives of those you lead. This will be a POWERFUL conversation for you to take notes and then action on! I promise! Please learn and discover more about Bob at https://leadingwithquestions.com/ and get his books a free digital downloads plus SO MUCH MORE!!! BONUS: We'll be interacting with you LIVE in the comments section with your thoughts and answering your questions!Missed any old episodes? https://bit.ly/2Njtvf9 and subscribe to the audio podcast at https://apple.co/3RHpNe8 or where you get podcasts!!!#Mindset #Breakthroughs #Questions #Answers #Leadership #Beliefs #Confidence #NoExcusesCoach #Raw&UNscripted #NoRegrets #Unstoppable #BobTiede For More Information please check out:www.NoExcusesCoach.comwww.Youtube.com/TheChristopherRausch

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Seeking First to Understand w/ Bob Tiede

Something Extra

Play Episode Listen Later Aug 24, 2023 47:23

“Leadership is not as much about knowing the right answers as it is about asking the right questions.” While all of our guests have wonderful insights into Something Extra, this might be one of our favorites. Join us for a special 250th episode as we hear from Bob Tiede on the importance of leading with questions and drawing out deep thoughts from your people.Guest Links:Bob's LinkedInCru WebsiteLeading with Questions Homepage"Leading with Questions: How Leaders Discover Powerful Answers By Knowing How and What to Ask" by Bob TiedeCredits: Lisa Nichols, Host; Jenny Heal, Executive Producer; Kendall Brewer, Leadership Programs; Joe Szynkowski, Marketing Support; Portside Media, Podcast Engineer

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Barry Corey: His Journey to Becoming the President of Biola University

UnstoppableYou Confidence Podcast

Play Episode Listen Later Aug 8, 2023 32:39

[00:00:00] Barry Corey: It was almost like every 10 years I entered this new stage, but when I turned 20 and was captivated by higher education and scholarship, became an English major, that was a decade where I would say I lived this adventure of scholarship thinking and writing and growing and finishing all my degrees during my twenties. And then when I hit 30, Bob Cooley said, why don't you come and work for me? And that was my decade of apprenticeship when I feel like I was to be the apprentice of a master. And I spent really the better part of my thirties learning at the feet of someone who is really good at what he did and cared enough to allow me to apprentice under him. Scholarship in my twenties, apprenticeship in my thirties, and then it hit my forties. It was leadership. +++++++++++++++++++ [00:00:50] Tommy Thomas: Our guest today is Barry Corey, the president of Biola University. My friendship with Barry goes back almost 17 years when I led the search that brought Barry to Biola. That was an interesting search in many ways, but I believe that's the only search I've conducted where a trustee at the place where the candidate worked encouraged me to recruit him to another place. But that's what happened. Barry was leading the Advancement Department at Gordon Conwell Seminary. When I launched the search, I sent the announcement to my good friend Joyce Godwin. Who, unbeknownst to me, was also a trustee at Gordon Conwell. And Joyce called me and told me of the excellent work that Barry was doing at Gordon Conwell and suggested that he'd make an outstanding president at Biola. So, Barry, I guess at some level we have Joyce Godwin to thank for this chapter of your life. [00:01:42] Barry Corey: If there's someone I want to thank, Joyce is a great one to do. [00:01:47] Tommy Thomas: Thank you for joining us today. Before I jump into this, you and I have discussed this before, and I think it was an interesting part of the search. I've done searches where the board kind of rubber-stamped the search committee's work, and I've done searches where it was like a Senate confirmation hearing. And I think yours go to the end of the Senate confirmation hearing. Maybe it's a little bit of humor. Maybe tell our listeners your recollections of that? [00:02:15] Barry Corey: Thank you for bringing that up. I don't have too much PTSD over that, I will say. When Biola University launched its search for the eighth president it was following the 25-year presidency of my predecessor, who was just an outstanding leader, Clyde Cook. And I think that meant that most of these trustees had never been through a search process before. The only ones that had would have been the ones that had been on there for 25 years or more. And to that, I will add that in then the 100-year history of Biola, 115-16 years now they had never hired from the outside. They always cultivated their presence from within. I was 45 years old, so I was rather young. I was at a seminary, not at a university. I came from a theological tradition that Biola needed to be thinking a little bit more about. I wasn't nationally known. There were just lots of reasons why their due diligence needed to be pretty carefully done. So, I saw it as, let's go through all the hard conversations before the decision so that after the decision, those questions don't come up. So, they left no stone unturned. And I actually think that's a good process for boards to go through, to think through in great detail prior to the conversation about making an offer. [00:03:36] Tommy Thomas: I totally agree. I thought they saw you in multiple venues. They saw you in the boardroom, they saw you at dinner and breakfast. And I just think it takes a while to get to know somebody. I'm a fan of that. I know it was probably a little bit painful at the moment, but I like that. I applaud boards that take that kind of due diligence. Before I dig into your professional career, take me back to your childhood and what was it like to grow up in the Corey family? [00:04:02] Barry Corey: I was one of two kids, the younger of two. My sister is a year and a half older than I am. And we grew up in a very love-filled home. My father was a Pentecostal preacher in a hardscrabble town outside of Boston, Massachusetts. And by the time I was six, he went into some kind of supervisory role over the denomination. We had a lot of love in our family. My father was, I don't know the best way to put it, a little bit more of a mystic than a cleric. He just had this way of seeing people. What they needed to be seen. And he would equate it as being prompted by God to love everyone he came in contact with, even if he wasn't loved back. And that's why probably his theme verse for his life was Matthew 10:40, where Jesus says, whoever receives you receives me and whoever sees me receives the one who sent me. So, there are a lot of awkward moments, Tommy, in my life when he would hug the Islamic gas station attendant. I would slink down in the backseat of the Pontiac Bonneville, or he would pray over the counter with the Armenian cobbler. Or one time he had the audacity to hold Ruben's face in his hand. Ruben was this Jewish furniture merchant, and he just told him he loved him. And all those moments were awkward to me. But later on in life, as I reflected back, he wasn't being weird. He was actually being receivable, which Jesus says in Matthew 10:40, we are to be. A little snapshot of my family. [00:05:30] Tommy Thomas: What was high school like for you and your sister? My parents did an unorthodox thing and allowed me to go to an all-boys Catholic preparatory school. [00:05:31] Barry Corey: High school years were pretty good. We were active in our youth group. My parents did an unorthodox thing and allowed me to go to an all-boys Catholic preparatory school called St. John's in Shrewsbury, Massachusetts. Had a great education there. The great contributions that Catholics have made to education and virtues and morals and the values that needed to be embedded in education. So that kind of set me on a bit of a trajectory to realize that faith-based education is a good thing. So, by the time I was thinking about going to college, I looked at a number of faith-based colleges and ended up at a midsize liberal arts college connected to our denomination in the middle of the country. [00:06:17] Tommy Thomas: How did you decide on your major or was it pretty determined? [00:06:22] Barry Corey: No, I went to be a Bible major, but I had as many stories as other students would say, I had a professor who saw something in me. I didn't see it myself. And he was an English professor. He said, hey, you seem to be a halfway decent writer. Why don't you take another class in composition and rhetoric and then in literature? And I ended up I think falling in love with literature as a major and I became an English major because of the professor who believed in me was an English professor. Now, if he was a physics professor, that might not have been the same case for me. Being an English major was good preparation for being a critical thinker, good writer, articulate speaker, problem solver, and team builder. But that was the reason why people would ask, what are you going to do with your English major? And I didn't really know. But, God makes crooked roads straight, and I see in retrospect how that major was so preparatory for how I can be a critical thinker, a good writer, an articulate speaker, a problem solver, and a team builder. So much is wrapped up in being a literature or English major that really pays dividends in all aspects of life, and I tell English majors this at Biola University today. +++++++++++++++++ [00:07:29] Tommy Thomas: How does an English major get into fundraising? [00:07:34] Barry Corey: I made a decision when I was 19 years old that this transformational experience I had at a Christian college if God so willed, I would enter that as a career and went on and pursued a master's degree in American Studies at Boston College, got hired by a former professor of mine who became the president of a small Christian college outside of Philadelphia, just where I cut my teeth on. Higher education administration. And part of it was a process of elimination. I didn't have an MBA, wasn't a business major. So, entering higher education through the finance channel was not an option. I didn't really think I had the scholarship aptitude to be a professor. I didn't actually think I was smart enough to be one. And I ruled out doing a Ph.D. in English Literature or American Literature. And so, I eliminated that, a few other things. Maybe by default the advancement side, I really enjoyed because it was articulating the vision of Christian higher education to those who would become investors to make it possible for students to attend. And I defaulted there, both at the school where I was working in Philadelphia, and then ended up being mentored by an extraordinary leader at Gordon Conwell Theological Seminary, and that was where I spent 16 years of my life. The first half of my first 16 years of my real serious post-doctoral career, I did a Ph.D. in Higher Education Administration at Boston College. I think that's probably what happened, and I started in fundraising at Gordon Conwell, but actually ended up as the Academic Dean of the Faculty and Vice President for Education. So, I got over the academic side, but in a rather unorthodox way. [00:09:32] Tommy Thomas: Thinking back to your first management job when you actually had to manage somebody, what do you remember? [00:09:41] Barry Corey: I think I probably learned through a lot of mistakes I made as a young leader. Kept a lot of notes on what I did right and what I did wrong and realize I probably wanted to treat people the way I wanted to be treated. To see my gifts, be honest with me about where I have shortcomings, and help me be more prepared for what's next. [00:10:03] Tommy Thomas: At what time did you, I guess in your career, did you become, I'm going to say comfortable in your professional skin or your professional voice? When did you realize that maybe I have the makings of a leader? [00:10:19] Barry Corey: I don't know. I think I wanted to be a decision-maker. I didn't know where that would lead me. Bob Cooley was a futurist, and he made a deal that if I started working at Gordon Conwell Seminary, even though I wasn't reporting to him, he would mentor me. And there were those that maybe saw some things in me, like I mentioned earlier, Tommy, that I didn't necessarily see in myself. I had three remarkable mentors, one being my father, who I mentioned earlier, one being Bob Cooley, the longtime president of Gordon Conwell Seminary, who was a futurist, and he made a deal that if I started working at Gordon Conwell Seminary, even though I wasn't reporting to him, he would mentor me. And he did that until the day he died, and Leighton Ford and I eulogized him at his funeral just two years ago in Charlottesville. For 30 years he had been my mentor. And then his successor was a guy named Walt Kaiser. Many know Walt Kaiser as one of the leading Old Testament theologians. Being mentored by good leaders was something that I sought out and something today I feel I have an obligation to give out. He became the president of Gordon Conwell and in a very different way, he mentored me also. So, I think being mentored by good leaders was something that I sought out and something today I feel I have an obligation to give out. [00:11:25] Tommy Thomas: So you say Dr. Cooley was a futurist. I remember hearing him speak at your inaugural inauguration. It was amazing. What does a futurist look like in his life? [00:11:39] Barry Corey: I think he could see things coming that others couldn't see. And he, I think, helped many of us look beyond the horizons of reality at what might be some new ways in which education is going to be delivered or boards are going to be governing, or faculty are going to be researching and teaching. He could just see things that we couldn't see. And he was a great help and he cared enough that he was willing to spend a lot of time with those under his tutelage, like me, and invest of himself. And if I look back at my own life, Tommy, because I know you're talking a lot about leadership here. It was almost like every 10 years I entered this new stage, but when I turned 20 and was captivated by higher education and scholarship, became an English major, that was a decade where I would say I lived this adventure of scholarship thinking and writing and growing and finishing all my degrees during my twenties. And then when I hit 30, Bob Cooley said, why don't you come and work for me? And that was my decade of apprenticeship when I feel like I was to be the apprentice of a master. And I spent really the better part of my thirties learning at the feet of someone who is really good at what he did and cared enough to allow me to apprentice under him. When I hit 30, Bob Cooley said, “Why don't you come and work for me?” And that was my decade of apprenticeship when I feel like I was to be the apprentice of a master. Scholarship in my twenties, apprenticeship in my thirties, and then it hit my forties. It was leadership. I became the academic dean at a seminary. And then a few years later became the president of Biola University when I was 45 and, I think the scholarship and the apprenticeship prepared me for the leadership that I was experiencing in my forties, starting new things. And I just felt God had paved the way through people who believed in me and took chances on me, even when I had stumbled along the way. And then when I hit my fifties, I thought, it's time for me to start paying it forward. Maybe it's the decade of mentorship from scholarship to apprenticeship, to leadership, to mentorship. Who am I investing in the rising generation so I can pay it forward for those who invested in me? They had nothing to gain by investing in me, and I had everything to gain. So now I'm in my 60s, and it's a new ship. ++++++++++++++++++ [00:14:01] Tommy Thomas: I know your time at Biola and Gordon Conwell, for the most part, people would say, man, Barry's been riding a crest, but I'm sure there have been times that tested your mettle. Can you take us into one of those, and how did you come out of it? [00:14:16] Barry Corey: I'm writing a book now on the burdens of leadership which are burdens that top leaders of organizations uniquely bear. And that organization could be a Fortune 500 company, it could be a military unit, it could be the senior partner of a law firm, it could be a pastor of a church, or president of a university, or an owner of a family business. But it's where you have on the organizational structure, that one box at the top that person occupies. And when I stepped into this role as a leader of an organization, Biola has about a thousand employees, 500 students, and a 200-plus million-dollar budget. It was far bigger than anything I had ever experienced before. And I just realized that though I had worked alongside leaders, and I'd heard them talk about burdens. I finally understood them, not just intellectually, but existentially. And so that's the long lead into your question, Tommy. And there have been some real burdens that I've had to bear in this role. One of them is just this burden of loneliness. You're never alone, but you're the only one in your organization that has no peer. And so, friendships are different. The ways in which you relate to people are different and wrestle through that sometimes through trial and error. I've had situations where I was the recipient of legal lawsuits and litigation and just those kinds of burdens that come with leadership. There's the burden of surprises that you don't see things coming and when COVID came it was not anticipated. And of the 3,141 counties in America, only one county, Los Angeles County, where we are, completely shuttered every college and university in the county for 18 months, and we just couldn't get around that. And that was a tough season for us, but leaders have to be able to say we're going to get through this. We're going to overcome it. I've had sleepless nights and stressful times, but you have to live in this balance of reality and hope and communicate that to your own constituents that there is hope without being Pollyanna-ish. But this is also the reality of where we are. And that's another burden we bear is communicating hope with reality to our communities. That we're going to get through this. We're going to be strong on the other side. But sometimes it's hard to even believe it yourself. [00:16:51] Tommy Thomas: You mentioned the loneliness factor and I'm thinking of the board-chair-president relationship. Does that relationship alleviate that or do you still have an isolation piece there? [00:17:04] Barry Corey: No, I think it does, Tommy. Thanks for asking that. There have been four board chairs since I've been at Biola University. And, on a related note, I've often joked to say I'm in my fourth presidency of the same institution because the institution changes during the times that you're there. Now that I've entered my 17th year at Biola there are challenges that I'm facing now that I didn't face then, but the board chair-president relationship is vital and every board chair is going to have a different definition of what that looks like. And I thank God we've had four great chairs that were the right chairs for the right season that we are in. This morning I just finished an over an hour-long conversation, one-on-one with our board chair. And every two weeks, we cover the ground, but some of it's small talk, some it's how you're doing, and some of it's preparing for board meetings and others are like, what are the stressful issues that you're dealing with right now and how can we help? So, I think those Presidents or CEOs that I know have less communication with their board chairs. I just think they're in a tougher place. And I would just say I'm just so thankful for the board chair that Biola has and our ability to just be in regular contact with each other. He also chairs the committee on the president. At Biola University, which is the care and feeding of the president. And to a certain degree, you have to be able to talk honestly about some of the challenges that you're facing, but I will say, Tommy, that the board chair is not like your spiritual accountability partner. There's got to be those, including your own spouse in your life where you just let it all hang out. These are the things that I'm struggling with and dealing with. And these are my own depravity and everything else. So that's really not what the board chair needs to be. You need to be honest enough about the stresses of work and sometimes the stresses of home. But I would be careful not to substitute that with your own spiritual, encouraging, accountable brother or sister. [00:19:10] Tommy Thomas: 16 years, four chairs. So do y'all have a four-year term limit on the chair or has it just turned out that way? [00:19:16] Barry Corey: It's turned out that way. I think six years, so I inherited the final two years of the previous chair, and we're in the first few years of the current chair. [00:19:30] Tommy Thomas: All right. Do you and your cabinet create the agenda for the board meeting or how do you do it at Biola? [00:19:39] Barry Corey: Yeah, as it relates to board meetings, we have board meetings three times a year and we've made some changes. I think there are some essential dimensions of a board meeting that we have really been helped by. This might not be true for every nonprofit, but it certainly is true for us. One is that we spend a lot of time on board education. An educated board is an effective board. So, when I started at Biola, there would be four one-day meetings a year. And it was just pretty much, get through the agenda, lots of show and tell if there's a crisis, how are we going to deal with it? And then, we're in Southern California. So, people who wanted to be on the road by four o'clock, so they didn't get in all the traffic. Now we have three, two-day meetings. And I think two-day meetings are so important because it allows some of the discussion happening one day to be reflected on overnight. A governing body is dealing with and responsible for two things. One is financial solvency and the other is missional fidelity. And sometimes with that gestation period or whatever, it's fermenting in your own mind overnight. It allows you to think about things and maybe not rush through issues as much. And so, we spent a lot of time on board education sessions and spent a lot of time on what are the major accomplishments that we need to make sure that the board as a governing body, not an administrative body, but a governing body is dealing with and the board ultimately is, in my mind, responsible for two things. One is financial solvency and the other is missional fidelity. Sometimes you have missional fidelity, but if you're not financially solvent, a lot of good that's going to do sometimes you get financial solvency, but if you're not missionally faithful, then you're a bit like a rudderless ship. So, everything in our board conversations ultimately comes down to that. How are we staying missionally faithful? Sometimes that means dealing with legal aspects that are happening in our culture, in our state in Washington. Legislation that's going through. We're in a pretty bright blue state here in California, and we're a conservative Christian university, and we have to operate differently in many ways than if we were a conservative Christian university in a more sympathetic state. So, the board is so key to helping us deal with these kinds of missional fidelity and fiscal solvency issues. [00:21:55] Tommy Thomas: Does your board get involved in the overall risk management of the university, or do you keep that at the cabinet level? [00:22:01] Barry Corey: On a micro way, we keep it within the administration on risk management. On a macro level, the board is intimately involved in this because there are certainly viable threats to our business model that would be considered under the category of risk management. And that could be, how are we operating within our budget and how are we stewarding our resources and our quasi-endowment for long-term sustainability? How are we anticipating legislation or legal action that might jeopardize our deeply held convictions? Those are all risk management issues. So at the macro level, the board is very involved in those conversations. But as it relates to should we have skateboards on campus? The board's not. [00:22:49] Tommy Thomas: All right. That's good. Okay. So would you say your board is, if the Carver model is on one end of the continuum and whatever might be on the other end of the continuum, where do y'all operate on that as a board? [00:23:06] Barry Corey: We are somewhat of a policy-driven board, but I think policy becomes a little bit of the fallback. Let's not spend so much time developing policy that we're not thinking about our own future. And so, we probably have a balance on our board between, do we have the right policies in place? And are we dreaming and thinking about what kind of board we need to be in the future and what kind of university we need to be in the future that doesn't lock us into a kind of strict board parameters that prohibit us from maybe letting our imaginations go and basically thinking about what a new wineskin looks like at Biola. And I've often thought about this, is maybe a bit of a tangent, Tommy, but I think it's germane. Boards and Presidents can make two historical mistakes: They can be nostalgic – this is the way we have always done it. They can be amnesic – they forget about their founding principles. And that is I think that there are one of two historical mistakes that presidents can make, and boards can make. They can be nostalgic. Basically saying, hey, the way we've always done things is in essence who we are, therefore we're going to keep on doing things the same way. And that can lead really to being irrelevant or maybe mistaking that your methods are synonymous with your mission. So being nostalgic can be a real detriment to future thinking leadership of a board and of a president. But another mistake that presidents and boards can make, it's not just being nostalgic, but it's being amnesic. And by amnesic, they forget about their founding principles. They forget about their values and virtues and why was the institution established in the first place, and going back to the founders' vision and trying to embody and encase that. I spent three days undercover at a well-known college that has been around for 177 years or so. And they do this well. They haven't wavered from their founding mission, and I think that's what's made them so strong today. Because I think colleges and universities need not to blend in, but stand out and they don't need to be indistinguishable. They need to be distinguishable. And part of that is like, why did we start in the first place? And how are boards and presidents talking about that founding vision and founding mission in a way that keeps the board focused on the distinctiveness of Biola University that our world needs more than ever before? +++++++++++++++++ [00:25:36] Tommy Thomas: What's the most creative thing y'all have done at Biola that worked? [00:25:41] Barry Corey: We took a chance a number of years ago of really expanding our cinema and media arts program. We're located close to Hollywood, and we thought, we need four things. We need students to come here and not go elsewhere where they're not going to get a solid Christian-based education. Two, we need a visionary dean that is the leader that will take us there so that it comes out of the industry. Three is we need faculty that have great experience in the industry but are committed to the virtues of Biola University. And four, we needed a studio building to encompass this. And, by God's grace, this is all happening. Our program is growing like crazy. It's now ranked in the top 20 by variety in the country. And we just got like far and away, our largest gift. More than twice what we've ever received in Biola's history. And that was to help us build this building. And we're now going to have a building as part of the Snyder School of Cinema and Media Arts, the Snyder family being the founding family of In-N-Out Burger, who many people know, located here in Southern California honoring the Snyder family and their commitment to not just to media but their commitment to innovation, to opportune entrepreneurship, and certainly the commitment to the gospel. [00:26:57] Tommy Thomas: What's the most dangerous behavior that you've observed that derailed leaders' careers? [00:27:06] Barry Corey: Let me think about that for a second. I certainly feel like where I try to protect myself is to try not to think too highly of myself, but more highly of the office that I hold. And I think that sense of equating your own self-worth with your position and again, the ego and can get wrapped up in that can be very unhealthy to leaders. And it often leads to slacking off on moral and ethical standards because you think you deserve something. So I think that is it. I even try to do small things, Tommy, like I try not to talk about my vice presidents or my faculty or my board chair. They're not mine. They're the university's faculty, the university's vice presidents, the university's board, and the university's board chair. I even try not to say, come to my office to somebody else, they come to the president's office. It's an office that I have been asked to steward during this season and be a good custodian of it. But when I start thinking it's mine, I just think, in my mind at least, unhealthy fruit can be born out of that. So that's one bit of advice I keep on reminding myself, that I am a steward of this office for the season that God has called me to it. And I will say a little story about that, we used to have this big portrait outside of our residence hall of my predecessor, Clyde Cook, 25 years, just a beloved president. And I'd walk down there sometimes. And I'd say, who's that? And they say, I don't know. And I don't say that to disparage my predecessor. I say that to remind myself that, four years after I'm gone, rotate through one class of students. No one's going to know who I am. So, live faithfully the years that you've been entrusted with. Do the best you can. Stay missionally faithful, be innovative, take some risks, but just realize that you and the title you hold are not synonymous. I've got a bookmark on my desk that says, imagine what you would try if you knew you couldn't fail. [00:29:14] Tommy Thomas: If it's true that most of us learn from our failures more than we learn from successes, why are most of us so afraid to fail? [00:29:24] Barry Corey: I think for the same reason I tell students, it's just because you fail doesn't mean you're a failure. And I've got a bookmark on my desk that says, imagine what you would try if you knew you couldn't fail. So I do think that there's a fine line. If everything you try doesn't work out, then it sounds like the board needs a new president. But I do think if you're so risk-averse, then you're not stewarding well the office that you've been called to hold. [00:29:51] Tommy Thomas: If you could go back and tell a younger version of yourself something, what would you tell him? [00:29:59] Barry Corey: Oh, you know what? I probably wouldn't tell him anything. I'm afraid if I told him something, then he might be more risk-averse. I'm just glad no older version of me told the younger version of me anything. Are there mistakes that I made that I wished I hadn't and things I would have avoided? Yeah, probably, but I like looking back at the crooked roads that I didn't see coming. And how Jesus and Isaiah say that God makes crooked roads straight and that which looks like it's twisting and turning when I'm going through it in the rearview mirror, it all seems to make sense. And I guess that's just providence. ++++++++++++++++++++++++ Next week will be the 100th episode of NextGen Nonprofit Leadership with Tommy Thomas. When I began the podcast, my podcast mentor told me that there was bad news and good news about early podcast episodes. The bad news is that the early episodes won't be very good. The good news is that you won't have very many listeners either. I agree that my part of the early podcast was not that good. It took me a while to get comfortable in front of the microphone and hear my voice in a recording. I'm so grateful to Bob Lonac, Jim Lowschieder, Holly Moore, Christine Talbot, David Dockery, and the other early guests who endeared my learning curve. I'm also grateful to Bob Tiede and his blog Leading with Questions. Bob has taught me so much about asking good interview questions. I do think the quality has improved a little. Hardly a week goes by that I don't receive an email from someone telling me how much they enjoyed a recent episode. Although our target audience is NextGen Leaders, I'm continually amazed at how many seasoned Board Chairs and CEOs tell me that they're regular listeners. So, thank you, both guests and listeners, for helping us make it to Episode 100. I'm looking forward to next week. Links and Resources JobfitMatters Website Next Gen Nonprofit Leadership with Tommy Thomas Biola University Biola University - About President Barry H. Corey Connect Tommy Thomas - tthomas@jobfitmatters.com Tommy's LinkedIn Profile Barry Corey's LinkedIn Profile

The Power of Questions - Guest Bob Tiede

Play Episode Listen Later Jul 2, 2023 41:11

“Successful people ask better questions, and as a result, they get better answers.” ― Anthony Robbins, Motivation Guru Guest Bob Tiede talks about the Power of questions in leadership, personal and professional life. The DrStem show & Podcast is a show created to Enrich, Educate, Empower, Inspire and Motivate listeners through stories of HOPE, TENACITY, FEELING THE FEAR AND DOING IT ANYWAY, SUCCESS , ENCOURAGEMENT And MORE. On the DrStem our Focus is on Information and Guests that will help you enjoy interviews and presentations on Becoming UnstoppableYOU Free and Fearless using Our Formula Rebuild Restore and Renew To Be a Guest e-mail us at drstemshow@gmail.com DrStem (Host) is a Motivational Speaker, Self-Love Coach and Trainer whose mission is to help individuals and organizations transform their lives and business for the better. She is a self-love coach whose passion is to help individuals pursue and live their best lives. Learn More about her programs at: www.drstemspeaks.com

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Leading with Questions - with Bob Tiede

Conversations with Phil Gerbyshak - Aligning your mindset, skill set and tool set for peak performance

Play Episode Listen Later Jun 15, 2023 31:28

If you're a leader, you should be leading with questions, posits author Bob Tiede. By the time we got done with our conversation, he'd convinced me of just how important - and just how simple - it is.Here are a few of the show notes from our conversation.Leading with questions is crucial for motivating employees. It's important to ask the right questions in the right way.Questions should be purposeful and respectful. They should aim to gather information, understand the status of a project, develop or coach employees, moderate meetings, resolve conflicts, build trust, give feedback, or help employees reflect on their activities.However, questions can also be used to apply pressure, demonstrate power, and spread fear. Managers should be aware of how they might unintentionally put pressure on their employees with their questioning techniques.Open-ended questions, which cannot be answered with a simple "yes" or "no", are recommended. They provide more information and give insight into the motives, needs, opinions, and fears of the person being questioned.The question "why" is open but should be used with care as it can put people on the defensive. Instead of asking "why", it's better to ask "what was your intention?" or "what can we learn from this?" or "how can we do it better in the future?"The Egyptian writer Naguib Mahfouz said, "You can tell whether a person is smart from their answers and you can tell whether a person is wise from their questions."This conversation emphasizes the importance of asking the right questions in leadership and how it can significantly impact employee motivation and project outcomes.Learn more from Bob Tiede at https://leadingwithquestions.com ★ Support this podcast ★ This is a public episode. If you'd like to discuss this with other subscribers or get access to bonus episodes, visit happyaf.substack.com/subscribe

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Bob Tiede, Director of Leadership Development at CRU shares about his book. S5E106

Afternoons With Mike PODCAST

Play Episode Listen Later Jun 14, 2023 52:48

Bob Tiede has been with CRU for over 52 years, and for almost the entire amount of time has been serving as the Director of Leadership Development. His book, "Leading with Questions," has been published for 11 years but the lessons are still as relevant and insightful. Most people do not get what they want, simply because they do not know how to ask the right questions. Sharing from his background and book, Bob Tiede gives tips on how to lead greatly.

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Christin McClave - Her Leadership Journey from Johnson & Johnson to Cardone Industries and beyond…

Play Episode Listen Later Mar 28, 2023 29:50

[00:00:00] Christin McClave: I think first I would really want to understand the leader's background. The team, the person, on Shark Tank, they usually have one other person standing with them. And the Sharks are very interested in, where they came from, what their experiences are, how the two or three of them got together and the real dynamic of them working together. Our guest this week is Christin McClave. Christin is an accomplished senior executive advisor and board member with more than 20 years of success across the manufacturing, supply chain, consumer products, and automotive industries. She began her corporate career with Johnson & Johnson. Most recently she was Chief Operating Officer for their family business Cardona Industries – a 5,000-employee global sustainable manufacturer of parts for the automotive aftermarket. Kristen led Cardone's successful exit strategy in 2019. Since then, she's been coaching and consulting with various companies that need transformation and streamlined synergy with their people process and technology strategy. I believe people who've led successfully in the private sector, have a lot to offer nonprofit leaders. Christin is no exception. Christin, welcome to Next Gen Nonprofit Leadership. [00:01:23] Christin McClave: Thank you. I'm happy to be here. [00:01:27] Tommy Thomas: It's good to have you. People a lot of times will ask me, where do you find all these people? And our friend Christine at Talbot at World Vision suggested that I have you as a guest, and I'm really looking forward to this conversation. I like to start back somewhere toward the beginning. What's your most beloved memory of your childhood? [00:01:45] Christin McClave: Oh, wow. I'll tell you a little bit about my parents and then that'll give you some context to how I grew up. I grew up in the Philadelphia area. And my father grew up there as well and his family and eventually our family business was headquartered in Philadelphia. He went to Oral Roberts University in Oklahoma and met my mom there. They were both cheerleaders, and my mom is one of 12 who grew up on a farm in Arkansas, so we had a collision of cultures growing up, which was really wonderful. And I do believe it really set me up in a unique way to relate to a lot of different people across the country. And some of my best memories. every Thanksgiving probably until I was going to college, maybe a little bit before that, we would go to Tulsa, Oklahoma, which was where my grandparents eventually moved from Arkansas to Oklahoma. And a lot of my aunts and uncles lived there and I, as you can imagine, had, over 50 first cousins and we gathered every single year for Thanksgiving and just grew up together and did all kinds of amazing things with, just learning a whole different kind of way of life from our Philadelphia existence. My father is Italian, so our Italian American family in Philadelphia was a huge contrast from that. And they were both wonderful, right? The food and the vibrance and the city life that we had in Philadelphia. And then, being able to go and ride horses with my cousins and, collect the eggs from the chicken coop and build forts in the fields and do all kinds of things. My mom's family is really musical, so we would put on these shows for all the aunts and uncles and just had a really wonderful time every year, looking forward to that Thanksgiving experience. [00:03:56] Tommy Thomas: Maybe aside, or in addition to that, what do you think is the greatest gift your parents gave you? [00:04:02] Christin McClave: Oh, wow. There are a lot of them. I think the greatest gift they gave me really has to do with understanding my unique nature. I'm the girl in between two boys, so I have an older brother and a younger brother. And I can say that they really gave me a lot of room to explore my unique personality and capabilities. And I think, in a time where they could have said, you need to go here to college, or you need to do this and that. I think they recognized from a young age that I was pretty mature and pretty driven and focused and allowed me to have some freedom. In the context of this, I went to a Christian school. We went to church a couple of times a week. Like I definitely had a lot of structure around from a Christian cultural perspective. But there were a lot of my cousins in that big cousin group, and my brothers also went to Oral Roberts University, and I just, I was really challenged and said, I really do think I need to do something different. And they really could have forced me to do that. And I ended up at the University of Alabama, which was really different and it was the right place for me because I really felt like I needed to make my own way and figure out where I stood with my faith on my own, in, the context of a secular environment. And God really blessed that experience for me. [00:05:41] Tommy Thomas: What was the big challenge maybe of going to a secular school like that? Do you remember your freshman year and what the challenges were? [00:05:49] Christin McClave: Yeah, I think the major, I'll say the shock to my system in the first place was like being in an environment with around people who weren't all exactly like me, their parents had different ideas of why they were there or they had different ideas of why they were there. It wasn't focused on the spiritual aspect. And it was just a huge pool of students, the size compared to my little high school experience of 40 graduating with 45 kids going to, at that point I think, Alabama was probably 18,000. Now it's much, much bigger. And I went into the honors college, which kind of gave me a little bit more of a cocoon because it was a smaller group. But you just show up and everybody comes from different worlds, different backgrounds, different spiritual backgrounds. It was certainly in the Bible belt. You could certainly find Christian groups on campus and churches around and, a lot of people who grew up with, a Christian tradition in their family. So that in and of itself was a good stepping stone to getting out into the real world for me. But at the same time, it was a big shock in a lot of ways. Not only from a spiritual perspective and not having all those guardrails around me being in a Christian school and going to church all the time and youth group and being a leader in my youth group. But culturally for me, a lot of people are so surprised. I grew up in Philly, in the Northeast, and then heading down to the Deep South for college was a shock to a lot of people. Now it's very different. In Philly you talk to anybody whose kids are applying to colleges and all the kids, from the northeast are very interested in going to schools in the South, in the Midwest. And it's become much more ubiquitous as a college choice. [00:07:48] Tommy Thomas: Of all the places that one could have worked when you graduated, how did you pick Johnson & Johnson? [00:07:54] Christin McClave: Yeah, that's a really great story. I had been working at our family business from age 13 to 20 and every summer I would rotate to a different functional area and learn a different part of the business. Cardone was our family business and we manufactured automotive parts for the aftermarket and we put them through a remanufacturing process. It was actually recycling that we did in a different sort of way. And so, there was a lot to learn and a lot to be done. And I had a wonderful experience every summer that I worked there. But there was this inkling inside of me saying, are there women in leadership roles somewhere that I could go learn from and be mentored by and just see how they work in the world? Because we didn't really have that at our manufacturing automotive parts company, a very male-dominated environment. Which, I learned a lot through that as well for my future career. That was a really great experience. But I ended up calling my cousin, my third cousin. She had been at Johnson & Johnson. I needed to find an internship that was close to home. Going to school in Alabama, I wanted to find something so I could be home for the summer. So, I called her, and I just said, is there any way I could apply for an internship at J&J? I'd love to learn from you, get to know you, and let me know if there's anything available. So she helped me get an internship that summer. And she just was thrilled to be helping me with that. And that led to me getting a job offer. That was my junior summer. And I got a job offer about six months later to come back full-time after I graduated. [00:09:50] Tommy Thomas: What do you remember about your first management role when you actually had people reporting to you? [00:09:57] Christin McClave: Yeah, I was really excited about it, honestly. Some people don't find it, to be something to look forward to. I think from my observations being at Cardone for many years and seeing some good leaders, some leaders who you can tell, like the mantle was put on them and they didn't necessarily want to be doing it, but its just, sometimes you just have to do. So, I was excited to try my hand at managing people. I guess innately I felt like that was going to be one of my strengths. And I got the interns, that was my first management experience at J&J. They're all right, your first chance is you get the interns or the, we have co-ops too, up here in Philly, we've got kids that come over from a local university, and they come for six months. So, there's the three-month interns and the six-month co-ops. I really enjoyed it. I can say, you learn very quickly that you have to build trust with them. You've gotta find ways to get them focused and moving in the right direction. And then you start thinking, oh wow, I've been getting all these performance reviews myself, and now I've gotta figure out how to give them feedback and create measurable goals and find ways to motivate them. And a really big lesson I learned at J&J, it was one of their values for all of the younger people working there, they always said, we need people with can-do attitudes and people who take initiative. And so that was always something that I learned right away when I was acting in those respects. I got a lot of praise and opportunities and a lot of respect and promotions because that was really something I was like, oh, that's really important to them. And that's something I certainly, thrive in an environment where I can take initiative and go after things and come be creative and come up with new ideas. So that was really something that I really tried to bring to, managing these interns and co-ops and passing that along to them. [00:12:08] Tommy Thomas: Did you find at J&J, a group of women mentors and people that could take you on down the road? [00:12:14] Christin McClave: Yes, I did. My cousin Lisa, who's still at J&J, she's in her early sixties now. She's thinking about retirement in the next few years. But we are regularly having mentor conversations. And the cool thing is, I'm at the point where I can also give her some advice. It's almost like a circle, a reversal, a full circle of mentorship and coaching that she and I have. There are times when she calls me and asks me for advice now, which is really exciting. I can think of about five other women who were either in manager, director, or VP level roles at J&J back in the late ‘90s – early 2000's. They were trailblazers in so many ways. Two of them were sharing a job in a manager role, which was very unique, in the office world and all that we were dealing with. Now we get a lot more flexibility, but there was not a lot of flexibility with how they all had to present themselves. And a couple of them were having babies and trying to lead and be great mentors for me and I was ended up in the women's leadership program there and I came up through IT and in the IT leadership program. And it was just a wonderful place for me to learn, to get trained, mentored, and developed. I got so much really solid manager training when I first started there. And I hope young people today are getting that type of mentoring and training and coaching and development that I did. And I always say that's one huge benefit to going to a big company when you first start your career is to really, suck all of that in, take it all in, and really just be a sponge for what you can learn and grow and see. Now granted, we were in the office every day, so I'm not so sure how that's all translating in the same respect that it was when I was in the office versus being on a screen with your managers and leaders. And I think we have yet to find out, the impact of all of that. [00:14:33] Tommy Thomas: You've been through a lot of leadership roles, both at J&J and then in your family business. At what point did you begin to know yourself well enough to know what to look for in leadership? [00:14:45] Christin McClave: Yeah, I, oh boy. Every leadership role I've had has been so different. And I know just from the experience of having challenging roles and other roles where I was very supported as a leader by my either CEO or whatever the team surrounding me. And knowing that there are varying degrees of whether you can be successful or not, or what kind of support you need. And so I think, if I would choose what my next leadership role would be, the ideal situation for me is really having the trust and support and belief that whoever the leader is, if it's the CEO, if I'm the CEO, if I'm a C-level executive or just in some other leadership role, that there's solid support ahead of me in that, from a board perspective. Having that trust and relationship with the board is really important regardless of whatever role you're in a senior leadership role, it's important to really try to build some bridges and relationships with whatever board is in place. If it's the ownership in a family business, having that trust and being trusted by the board and the owner is really important. And them really trusting that you can make the right decisions about deciding who's on the team and who is giving you the autonomy to make those decisions. That's one thing in my career. Over time I have become so much better at like really understanding, talent, skillsets, and experience, and really combining all of the assessment of all of the talent, the different pieces of talent for leadership. And I have a pretty good track record at this point of being able to piece together a leadership team or really understand where the holes and gaps are, if it's the governance process because of my experience on a variety of boards, if it's the leadership team inside the company or the organization. And one of my passions is really around assembling a great leadership team or a great board and finding ways to build that out. That's one thing I really enjoy doing. So sometimes I come in and I know that things are not perfect, which they never are. Right? No organization is perfect, but one of my passions and something that I really enjoy doing is seeing where the holes in the gaps are and finding ways to help bolster the organization and help them find the right talent to bring to the table to be successful. [00:17:40] Tommy Thomas: It's been said that we probably learned most from our failures. If that's the case, why are most of us so afraid to fail? [00:17:47] Christin McClave: I think we have built these structures, and I'll use an example, these systems in our organizations such as the performance management process, right? I've built so many of those and or tweaked so many of those, or I've been building the technology to automate those things. And we're always striving for this perfect situation where, we have the corporate goals and then we're going to cascade them and we're going to have KPIs and everybody's going to put their goals in and their personal goals. And we've got a team goal, and we build these very complex systems and structures, which are extrinsically and intrinsically driving us to some type of perfect state. It's an equation, right? Then it's going to equal perfection. We all know that just has not ever happened one time in the world. We can say that across the board in nonprofit organizations, for-profit organizations, any type, churches, whatever it is, we know it never works. And so, I think the venture capital space, the entrepreneurial space they've done a much better job of highlighting failure and really using failure anecdotes and case studies to really show and normalize that it's okay to fail. And actually, you learn so much and we talk a lot about growth mindset. That's really what triggers the learning and the growing and the changing and it's our whole system. Even when you even look beyond organizations, you look at our government, and our economy and how much failure isn't really celebrated or recognized. And it should be. And I'm happy to see that we see a lot more out there, a lot more experiences and biographies and people interviewed about failure and it's really tough though. When you come through all of our systems like high school and college and you take the SATs and then you've got college and then you've got your master's and you're driving towards some sort of if I only do this, then that's going to equal a better outcome and it's just gonna keep building on it. And we all know there is failure and imperfectness in this world, and it's really an impossible thing to strive for and we can learn so much from our failures. [00:20:18] Tommy Thomas: So you mentioned the venture capital world. I'm a big fan of Bob Tiede's blog - Leading with Questions. Last week, he had a guest guy on there, and the guy talked about what if there was a nonprofit version of Shark Tank? And I thought, then that'd be a good question. What if there was a nonprofit version of something like Shark Tank and you were one of the judges, or you were one of the people that was going to be giving some early-stage investment capital? What questions would you want to be answered before opening your checkbook? [00:20:48] Christin McClave: Oh, that's a fun question. I think first of all I would really want to understand the leader's background. The team, the person, on Shark Tank, usually has one other person standing with them. And the Sharks are very interested in, where they came from, their experiences, how the two or the three of them got together and the real dynamic of them working together, and what skills maybe one brings to the table, the other one fills in the gaps. I'd like to really understand that and know that there's some experience they're building an organization. I think the other piece to that is really the passion, the drive. What is the problem or the issue founder or those co-founders are trying to solve and what's driving that? And is that passion or is that issue really going to still be driving them in five years or 10 years? Is it something, or is it, more of a short-term thing? The other piece, and I think this probably comes from my experience on nonprofit boards that are probably larger than this would be, but really understanding the percentage of the budget that would actually be going to the work, the problem solving, the issue resolution, and what percentage of the budget would really be, going to administration and or SG&A, or overhead, however you want to say it. And that may not be important for everybody, all investors, but for me it's the piece that I enjoy digging into from a financial perspective and from an accountability perspective with nonprofits that I either work with or talk to and just understanding, are they managing that equation or that ratio. And also, as they get larger, they will certainly have donors, investors, and fundraising questions around that in particular. And I think the third thing I would say is who is mentoring them? How do they have support built around them? If maybe they're an early-stage company, they probably don't have a board yet. But I think in the nonprofit context, it's really important to know those things and to make sure there are people that they've built into their feedback process. Maybe it's just a monthly advisor call if they have, or maybe an advisor or a few advisors meet with them on a regular basis because the challenge with a nonprofit, is really thinking through your revenue source. If your revenue is not coming from a product or a service, it's coming from the fundraising donation side of things. You've really got to build out some people in your network who can help you strategize about that and become good at that. And I'll say just from personal experience, that's part of why I haven't taken on a leadership role in a nonprofit yet in my career because I feel like you have to feel called to the issue or the problem at hand. If you're going to be in a senior role in a not-for-profit organization, you've really got to have a drive and a passion for that cause. And, number two, you've got to really understand the revenue source is very different in the nonprofit space. And you really have to think about okay, we're raising money for this cause rather than, hey, this product has this gross margin and this and that. It's a whole different mindset shift. And maybe someday I will, but for right now I'm in the for-profit space. But I love supporting and being a mentor and advisor in the nonprofit space and supporting them as much as I can. [00:24:47] Tommy Thomas: I would be remiss if I didn't ask you at least one question about your family business because it has been a part of the American automotive landscape for sure. And I'll start, maybe we'll go into it from a risk perspective. I read a quote from this guy, Frederick Wilcox says progress always involves risk. You can't steal second base and keep your foot on first. A company didn't achieve the size that Cardone did without taking some risk along the way. From your perspective, what's the biggest risk y'all took and lessons learned from it? [00:25:16] Christin McClave: Yeah, lots and lots of risks had to be taken for sure. The biggest risk that we took as a company and as a family was really moving production to Mexico. In the earlier 2000's we started that process and we had to make a decision, when you're going and talking to banks and giving your strategy about financing for different projects. We were the lone ranger in the space at the size we were and at our height we had about 6,000 employees. If you think about the sheer size of having to build production facilities or distribution facilities and spread that out outside of Philadelphia, we also had to think through our global competition. And at that time, we might have had one competitor, smaller competitor that was manufacturing in the US but pretty much most of our competition was overseas in Asia, China, and Mexico. And so, anytime we would approach the bank and talk about these projects they would always wonder why we weren't in Mexico or China. It was a huge risk when we took it. but over time, we really built a wonderful team in Mexico, and we were able to bring a lot of our cultural elements there. Our company was built on Christian values and the Mexican people are very religious and very devout people to their faith. God certainly planted that opportunity into our hands. Tommy Thomas: Our guest next week will be Lindy Black. Most recently the Associate US Director at The Navigators, her leadership abilities were recognized early by The Navigators. She was the first female on the executive leadership team and has played a significant role in leader development at The Navigators. Throughout the conversation, you'll hear the thread of listening and learning. Here she is responding to my question about the first time she led a staff team. [00:27:17] Lindy Black: My first team that I led had four men on it, and they were all older than me and they had more experience than me. So, the first tangible emotion that came to mind is I was nervous, and I felt insecure. Now, many years later, I read the best article on leading people who know more than you do. What I was learning in that early first management was that I needed to lean into the expertise and actually the greater knowledge of my teammates. And in doing that, not only was I learning, but it gave me an opportunity to affirm and encourage their development in what they were bringing. Links and Resources JobfitMatters Website Next Gen Nonprofit Leadership with Tommy Thomas Family Business Magazine - Christin Cardone McClave Philadelphia Business Journal - Christin McClave Connect Tommy Thomas - tthomas@jobfitmatters.com Tommy's LinkedIn Profile Christin McClave's LinkedIn Profile

Dee Dee & Barry Rush & Bob Tiede – Leader Development within Cru

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Play Episode Listen Later Nov 8, 2022 36:17

Show Notes 1:00 - Early in the episode Bob Tiede gives some context as to how Leader Development was done in Cru in the early days and how that has evolved and progressed to the Leader Development Model they use today. 7:00 – Barry talks about the size of the cohort and some of the details of how the cohort works, frequency of meetings, etc. 8:17 – Experiential Learning 11:00 – The 24-Hour Challenge Barry shares about what he learned from his Sunday School co-leader about developing training models 14:00 – As a direction setter, the leader must make sure that every person on his/her team can answer these three questions. What is the Mission What is my part in the Mission How do I do my part in the Mission 18:00 – How Bob Tiede recruited business executives from the private sector to be “coaches” for these emerging leaders 23:00 – Using Strength Finders to match the coach with the emerging leader 26:00 – The advantages of having a diverse cohort. Diversity in age, gender, ethnicity, area of work, etc. 28:00 – Lessons learned during / from the pandemic 32:00 – Dee Dee, Barry and Bob's wiliness to help people in other nonprofit organizations think through what this kind of Leader Development might look like in their organization Links and Resources JobfitMatters Website Next Gen Nonprofit Leadership with Tommy Thomas The Art of Virtue-Based Transformational Leadership - Mark McCloskey Connect Tommy Thomas - tthomas@jobfitmatters.com Tommy's LinkedIn Profile Tommy's Twitter Profile Barry Rush - barry.rush@cru.org Dee Dee Rush - deedee.rush@cru.org Bob Tiede - bob.tiede@cru.org

Dee Dee Rush, Barry Rush & Bob Tiede - Reflections on our Leadership Journey

president habits reflections rush leadership journey bob tiede

Play Episode Listen Later Oct 28, 2022 31:07

Show Notes 1:00 – Dee Dee, Barry and Bob share their remembrances of their first team leadership role 5:00 – Not every leadership role turns out as expected 7:00 – Bob shares his experience as the President of the Josh McDowell Ministry 10:00 – Bob, Dee Dee and Barry share their greatest challenge and how they responded 14:30 – Barry, Bob and Dee Dee share the most difficult decision they have had to make as ministry leaders 18:00 – Habits or traits that can derail successful leaders 29:00 – Great leaders ask questions. They don't think they need to have all the answers Links and Resources JobfitMatters Website Next Gen Nonprofit Leadership with Tommy Thomas Link to book Superbia - Dr. Steven Willing The Art of Virtue Based Transformational Leadership - Mark McCloskey Connect Tommy Thomas - tthomas@jobfitmatters.com Tommy's LinkedIn Profile Tommy's Twitter Profile Barry Rush - barry.rush@cru.org Dee Dee Rush - deedee.rush@cru.org Bob Tiede - bob.tiede@cru.org

#107 | Lead With Questions And Become A Better Listener In 8 Seconds | Bob Tiede

Lead To Succeed

Play Episode Listen Later Oct 11, 2022 44:47

Bob Tiede shows us how to lead with questions Bob's view is that leadership is not so much about knowing the right answers, as it is about asking the right questions. Bob explains how one book changed his approach as a leader, from being a benevolent teller and setting direction to becoming a leader that leads with questions. Now he has written numerous books on this topic. In this episode, he shares many examples, not by telling us, but by asking Callum and me for our views which made this a very interactive episode. Bob walks his talk! Very practical, simple, and highly effective techniques and tips for everyone. You are guaranteed to walk away with new ideas for immediate implementation. We discuss: How much speaking as opposed to listening should be your meeting objective? Learn how to lead with questions in 30 seconds How to be 10x more effective as a leader Why leading with questions is important for leaders of today and the future The 4 best questions to ask your team How to set the stage for an honest answer How Mike Abrashoff captained a navy vessel turning it around from lowest morale to the highest performing ship in the US Navy. ----more---- Connect with Bob here and access his many free e-books on leading with questions. ----more---- The podcast is brought to you by RJEN Specialists in delivering exponential B2B business growth Access Free Training To Grow Cash, Profits, and Revenues In Six Months Connect with the show hosts below. We welcome your views on our podcast and questions you might have for our podcast guests. Callum Jenkins Rebecca Jenkins

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Great Leaders Ask Great Questions

The Great Conversation

Play Episode Listen Later Oct 2, 2022 44:43

Are you a diminisher or a multiplier? Do you bring all the answers to the table, or do you help others solve problems? Do you believe you are the best voice in the room? Our guest learned the hard way, that he was a diminisher. He would take a great idea from his staff, acknowledge it, and then suggest how to make it better. After all, that is what great leaders do; make them better. Bob Tiede is prolific author, blogger, and trainer on how to develop leaders through questions. His book, Leading with Questions has been published in 190+ nations around the world. He has spoken with and met some of the greatest minds around this subject and he shares these stories twice a week on his free subscriber list. He calls himself a charter member of TA…Tellers Anonymous. And most of us are. We love talking about ourselves and jumping in the arena to help. But we forget the meaningful excavation that can occur with a genuine curiosity in another. through a series of questions. The excavation can produce a rich vein of gold but not if we are filling the hole we were digging with our dirt. One of the key takeaways from our conversation was the scorecard for a great leader. “Good leaders count their followers”, said Bob. “Great leaders measure the leaders they have developed.” Bob began this journey in a bookstore when he picked up Leading with Questions: How Leaders Find the Right Solutions by Knowing What to Ask by Michael J. Marquardt. It was a 2x4 over his head. He was suddenly self-aware. And to seek restitution he turned the book into a training class which was successful. And then he turned it into his first book. In my practice, we realize that most people start talking after getting an answer to a question. They have learned everything there is to know. But then they miss the answer behind the question. The answer they will never receive. The knowledge never gained. The wisdom never achieved. Listen to a man with a teller addiction tell his stories. This is not your average ted-talk version of The Great Conversation. You will need some time. But it is worth it. Enjoy.

great leaders great questions great conversations bob tiede michael j marquardt

Leading With Questions w/ Bob Teedy

Who Ya Know Show

Play Episode Listen Later Jul 13, 2022 27:59

In this episode, we invite Bob Tiede. Bob has been on the staff of Cru for 51 years - currently serving on the U.S. Leadership Development Team. Bob's blog: LeadingWithQuestions is celebrating its 10th anniversary and is followed by Leaders in over 190 Countries.What you will learn:- Bob's leadership development for Cru- His new book: Now That's A Great Question- Leading with questions in 30 seconds- Questions that job seekers should ask in an interview- Encouraging leaders to ask their staff about their life-changing events- How to discern when no and when yes- How to say no gracefullyMic Drop Moments

What makes a Good Leader with Bob Tiede

Work From Your Happy Place with Belinda Ellsworth

Play Episode Listen Later Jun 30, 2022 40:01

Bob Tiede is an accomplished leadership expert, author, and blogger who has served on the leadership team of Cru for fifty years.Bob Tiede has been helping people work from their happy place for a decade. His Leading with Questions approach teaches leaders to be "serial askers" instead of "serial teller." By doing so, leaders discover barriers to progress and workflow issues while fostering a healthier, more productive workplace. Thanks, as always, for your time. Ten years ago, Bob Tiede stumbled upon the book that changed his life: Power Questions by Jerold Pans and Andrew Sobel. After reading about the value of asking questions, and thinking about his 40 years as a leader, he had an epiphany: He had spent his entire professional life as a benevolent dictator, “telling” instead of asking in his personal and professional life.Eager to share his knowledge, Bob started a blog, Leading with Questions (see the press kit here). Nine years and more than one thousand blog posts later, Bob has connected thousands of leaders, and published four eBooks (translated into several languages that he gives away for free. His salt-of-the-earth, generous, no-nonsense style has enabled him to forge connections with people worldwide, from all walks of life, and to be a change agent for the good of leaders anywhere and everywhere.Bob is a graduate of the University of South Dakota who has amassed a following from top-tier leaders and others as a plain-speaking change-agent, reminding leaders to focus on asking questions instead of feeling like they need to have all the answers.Bob grew up on a farm in a close-knit family and became involved at a young age in the Christian student movement that is now Cru.  Episode Summary - Just because someone has been in the workplace for many years, it doesn't mean they are a good leader. Even getting a promotion doesn't necessarily make them an excellent leader.In order to become a great leader, you need to acquire good leadership skills; leadership is not about just delegating tasks. A good leader impacts their company's performance as a whole by expertly encouraging their team to perform at their optimum strength. A good leader knows how to value and motivate every team member to be their best. That ensures employees who are happy, productive, and well connected with the company's objective. In this episode, Bob Tiede shares some valuable tips on how you can develop your leadership skills by asking better questions. “A good leader knows the strengths of every team member.” Snapshot of the Key Points from the Episode:[02:06] Bob shares his background story and discusses the importance of developing next-generation leaders.[04:43] Bob shares tips on becoming a great leader.[08:03] Bob talks about his “8-second” rule for improving your listening skills.[11:58] Bob talks about the skillsets that have helped him succeed.[14:57] Bob shares three ways to have productive team meetings.[21:07] Bob talks about his most outstanding accomplishment.[23:20] An ongoing challenge that Bob is working on and how he is trying to navigate through it.[25:41] What does working from your happy place mean to Bob?[27:30] The importance of networking for leaders and how to master your networking skills.[31:34] Bob shares two stories about a Navy Captain and Walt Disney on how they turned around their performance by asking good questions. How to Connect with Bob Tiede:Website - https://leadingwithquestions.com/Facebook - https://www.facebook.com/LeadingWithQuestions/Twitter - https://twitter.com/bobtiedeLinkedIn - https://www.linkedin.com/in/bobtiede/Instagram - https://www.instagram.com/leadingwithquestions/About the Host -Belinda Ellsworth is a Speaker, Trainer, Best-Selling Author, and PodcasterShe has been a professional speaker, mover, and shaker for more than 25 years. Having built three successful companies, she has helped thousands of entrepreneurs make better decisions, create successful systems, and build business strategies using her "Four Pillars of Success" system.Belinda has always had a passion and zest for life with the skill for turning dreams into reality. Over the last 20 years, she has been expertly building her speaking and consulting business, Step Into Success. How to Connect with Belinda:Facebook - https://www.facebook.com/stepintosuccessLinkedIn - https://www.linkedin.com/in/belindaellsworthInstagram - https://www.instagram.com/stepintosuccess/Website - www.workfromyourhappyplace.com

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Lead with Questions … Like Jesus (Interview w/ Bob Tiede)

Christianity in Business

Play Episode Listen Later Jun 27, 2022 36:50

On this episode, Bob Tiede shares why leaders who lead with questions are 10x more effective than those who lead by telling. He also explains how Jesus used this approach during his ministry. Bob Tiede is an accomplished leadership expert, author, and blogger who has served on the leadership team of Cru for fifty years. Bob is a graduate of the University of South Dakota who has amassed a following from top-tier leaders and others as a plain-speaking change-agent, reminding leaders to focus on asking questions instead of feeling like they need to have all the answers. Bob grew up on a farm in a close-knit family and became involved at a young age in the Christian student movement that is now Cru. His new free ebook & audiobook, Now That's a Great Question, is available at www.LeadingWithQuestions.com. Christianity in Business is the show that helps Christian business leaders to integrate biblical values into business. | Entrepreneurship | Marketing | Nonprofit | Church | Author | Startups | Marketplace | Ministry | Business as Mission | Faith and Work | Faith | Success | Leadership | www.ChristianityInBusiness.com

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Lead with Questions … Like Jesus (Interview w/ Bob Tiede)

Christianity in Business

Play Episode Listen Later Jun 27, 2022 36:50

jesus christ university business marketing leadership christianity ministry entrepreneurship productivity marketplace south dakota like jesus cru great questions w bob christian business bob tiede mission faith work faith success leadership

Episode 221: Bob Tiede

Be Brave at Work

Play Episode Listen Later Jun 9, 2022 22:42

Join us on Be Brave at Work as we speak with Bob Tiede. Bob is an accomplished leadership expert, author, and blogger who has served on the leadership team of Cru for fifty years. Bob is a graduate of the University of South Dakota who has amassed a following from top-tier leaders and others as a plain-speaking change-agent, reminding leaders to focus on asking questions instead of feeling like they need to have all the answers. Bob grew up on a farm in a close-knit family and became involved at a young age in the Christian student movement that is now Cru. Links of Interest LinkedIn Twitter Facebook Blog Books A special thank you to our sponsor, Cabot Risk Strategies. For more information, please visit them at CabotRisk.com Please click the button to subscribe so you don't miss any episodes and leave a review if your favorite podcast app has that ability. Thank you! More information about Ed, visit Excellius.com © 2022 Ed Evarts

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Do you feel pressure to have all the right answers? How to ask the RIGHT questions in Job Interviews, Team Meetings and Business Negotiations To Save Time And Get Better Results With Special Guest Bob Tiede

Courage Queen- Christian Entrepreneur, Sales Confidence, Faith & Growth, Devotionals for Women

Play Episode Play 42 sec Highlight Listen Later May 30, 2022 57:18

Our guest this week is Bob Tiede, who has been on the staff of Cru (formerly known as Campus Crusade for Christ) for 51 years. He serves on the U.S. Leadership Development Team. His Blog: LeadingWithQuestions.com is now in its 10th year and followed by leaders in over 190 countries. Bob and I discuss the importance of asking the right questions to build meaningful relationships, questions for advancing in your career, mentoring the next generation of leaders and so much more. This conversation is a breath of fresh air with Bob that will leave you with buckets of wisdom to enhance your life in countless ways. Connect with Bob:LeadingWithQuestions.comhttps://www.linkedin.com/in/bobtiede/https://www.facebook.com/LeadingWithQuestions/https://twitter.com/bobtiedehttps://www.instagram.com/leadingwithquestions/Check out Bobs free eBook and audiobook: 'Now That's a Great Question" - you can download free @ LeadingWithQuestions.com/books Key points referenced: -"Telling Creates Resistance! Asking Creates Relationships!"-Proverbs 20:5 from King Solomon: "A person's thoughts are like water in a deep well, but someone with insight can draw them out!"

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How to Lead with Questions | Bob Tiede

Moving Forward Leadership: Inspire | Mentor | Lead

Play Episode Listen Later May 18, 2022 40:50

“Leadership is not as much about knowing the right answers as it is about asking the right questions,” is Bob Tiede's motto. But that wasn't always the case, according to Bob; he was a “benevolent dictator,” a “serial teller” in his professional life for decades. But that all changed in 2006, when he stumbled upon a book that exhorted readers to “lead with questions” instead of “telling with kindness.” He started a blog on the topic, and after 15 posts, ran out of material. He searched for similar-minded bloggers, and to his delight, the first five he contacted all agreed to let him share their content on his own site. He soon discovered that “a leader who leads with questions will often be ten times more effective than a leader who only leads by telling!” Bob Tiede has been on the staff of Cru for 48 years. He currently serves on the U.S. Leadership Development Team and is passionate about seeing leaders grow and multiply their effectiveness. He is committed to helping leaders shift their paradigm from the pressure of having to have all the right answers to simply having a few of the right questions. In 2006, while browsing in a bookstore, he came across Leading With Questions by Michael Marquardt. He only had to peruse a few pages before declaring, “This is a keeper.” He then launched Leading With Questions—a blog with a companion ebook, Great Leaders Ask Questions—with the goal of changing forever how he and others look at leadership. Bob and his wife, Sherry, live in Plano, TX, and are blessed with 4 incredible children and 6 remarkable grandchildren. Topics During this interview Bob and I discuss the following topics: How he came to the idea of leading with questionsWhy leading with questions is more effective than leading with the answersHow to ask effective questions to inspire teams membersLeadership lessons from a US Navy Captain For the complete show notes be sure to check out our website: https://leaddontboss.com/219

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Episode 373 - Leading With Questions with Bob Tiede

200churches Podcast: Ministry Encouragement for Pastors of Small Churches

Play Episode Listen Later Mar 24, 2022 52:49

Bob Tiede has been working with CRU (formerly Campus Crusade for Christ) for almost 50 years! He is an exceptional leader who, for the last 9 years, has been the content creator for the website LeadingWithQuestions.com. At Bob's site, you can download his four books for FREE! They give you all kinds of great leadership fodder to help you as a leader lead with questions instead of simply telling people what to do.When you tell people what to do, your ideas are the only ones in play, but when you lead with questions you quickly mine the entire collaborative brain of the group - for the BEST ideas.You're going to love this very helpful, very practical, and extremely actionable episode - enjoy!

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Creating a Coaching Culture in Cru with Bob Tiede #327

Professional Christian Coaching Today

Play Episode Listen Later Jan 4, 2022 35:09

Great coaches ask great questions, and so do great leaders. In fact, knowing what questions to ask, how to ask them, and how long to wait for an answer will yield better results than knowing all the right answers. Join today's guest, Bob Tiede, author of Leading with Questions, as he shares invaluable insights on creating a coaching culture within Cru. You'll walk away knowing: · The “8 Second Rule” for asking great questions · How to make your team 10 times more effective · The best way to help others feel loved About Bob Tiede Bob has been on the Staff of Cru for 50 years. He serves on the U.S. Leadership Development Team. Bob's blog LeadingWithQuestions.com recently marked its 9th Anniversary and is followed by Leaders in over 190 Countries. Bob is also the author of 4 popular books including "Great Leaders ASK Questions" & "Now That's a Great Question." Bob and his wife Sherry live in Plano, Texas and are blessed with 4 - now adult and married children and 7 (soon 8) remarkable Grandchildren!" Get FREE access to all of Bob's book and resources at www.LeadingWithQuestions.com

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Building Workplaces Fit for Humans with David Brendel and Ryan Stelzer

talk land mind white house humans definition workplaces obama administration chris voss international coach federation icf professional certified coach pcc brendel stelzer warren berger beautiful questions bob tiede presidential management fellow

Play Episode Listen Later Dec 22, 2021 41:08

Unfortunately, many organizations have the mindset that their people are just numbers, data points for financial game. And in the short term, that may work. Ryan Stelzer and David Brendel join Kevin to discuss not only why we need to build workspaces fit for humans (think long term success), but some suggestions on how we get there. Key Points David and Ryan discuss the global nature of unfit workplaces. The importance of psychological safety in the workplace and what it means. Definition and examples of active inquiry. Meet David and Ryan Names: David Brendel and Ryan Stelzer Their Story: Authors of Think, Talk, Create: Building Workplaces Fit for Humans and co-founders of Strategy of Mind, an executive coaching and management consulting firm rooted in non-traditional business subjects like philosophy, psychology, and cognitive science. They help individuals, and the organizations they work for, perform better. Worth Mentioning: Prior to his work in consulting, Ryan served at The White House as a Presidential Management Fellow during the Obama Administration, where his team was responsible for improving and sustaining high levels of performance across federal agencies. David is a Professional Certified Coach (PCC) of the International Coach Federation (ICF). He is an expert in applying cognitive psychology and leadership techniques in executive coaching and corporate training programs. https://www.strategyofmind.com/think-talk-create-book https://twitter.com/drdavidbrendel https://twitter.com/ryanjstelzer https://twitter.com/strategymindLLC https://www.amazon.com/Ryan-Stelzer/e/B093CNSR6J?ref=sr_ntt_srch_lnk_1&qid=1638389170&sr=1-1 This episode is brought to you by… Future of Work Newsletter, a free weekly e-newsletter. It's full of articles and resources to help you, your team and your organization be more successful in the ever-changing remote work environment. Book Recommendations Think Talk Create: Building Workplaces Fit For Humans by David Brendel and Ryan Stelzer Never Split the Difference: Negotiating As If Your Life Depended On It by Chris Voss and Tahl Raz The Lay of the Land by Richard Ford Salem's Lot by Stephen King Related Podcast Episodes Leading with Questions with Bob Tiede. Beautiful Questions with Warren Berger.

QLE Ep. 063 – Everything Rises and Falls on Leadership ft. Bob Tiede from Cru

The Quick Lube Expert Podcast

Play Episode Listen Later Dec 9, 2021 45:30

Kevin Davis meets with Bob Tiede, a Leadership Development Team Member with Cru, about what it takes to be a leader and how leading with questions and listening are key aspects to being a great leader. You can contact Bob Tiede via email at: bob.tiede@cru.org You can find out more information about Cru by visiting: www.cru.org. Also check out LeadingWithQuestions.com and click on the “Resources” tab to find the free eBooks discussed in the podcast. ----- To learn more about how Quick Lube Expert can help you, visit: www.quicklubeexpert.com To learn more about what M. Kevin Davis has to offer, visit: www.mkevindavis.com Sign up for your FREE Discovery Assessment at: www.quicklubeexpert.com/discovery-signup To learn more about Phillips 66 Lubricants and Kendall Motor Oil, visit: www.phillips66lubricants.com, and www.kendallmotoroil.com Find out more about the Phillips 66 Shield High Mileage Booster: www.shieldbooster.com Find out more about the Kendall GT-1 High Mileage Booster: www.kendallhmb.com

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Ep. #10: Bob Tiede: How Gen Z can learn to lead with questions.

The GenZ Show with James McLamb

Play Episode Listen Later Oct 12, 2021 56:29

Bob Tiede joins The GenZ Show to share how important asking questions is to become a leader people will want to follow. He challenges youth today to learn to lead with questions and develop deeper relationships with those they lead. Bob is passionate about helping leaders shift their paradigm from the pressure of having to have all the correct answers to simply having a few of the right questions. Bob teaches that leadership is about meaningfully involving others in reaching the destination. In other words, leadership is about the team. It's not about doing it by yourself. But it's about involving others. To connect with Bob Tiede: https://leadingwithquestions.com/ Facebook: @LeadingWithQuestions Instagram: @leadingwithquestions LinkedIn: @bobtiede To learn more about Generation Ziglar: www.generationziglar.com

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ML236: Bob Tiede (Leader & Author)

Master Leadership

Play Episode Listen Later Sep 24, 2021 34:18

Bob Tiede is passionate about helping leaders shift their paradigm from the pressure of having to have all the right answers to simply having a few of the right questions. He has been on the staff of Cru for 50 years and currently serve on the U.S. Leadership Development Team.Here's what you can expect to find on www.LeadingWithQuestions.com:•Curated wisdom from leaders around the globe•Ideas to help you multiply your effectiveness times ten•Leadership book recommendations•Interviews with thought leaders, authors, and pastorsAt Leading With Questions, you are invited to join the growing league of leaders who are shifting their focus from having all the answers to asking the right questions.More Info: LeadingWithQuestions.comSponsors:Leading Consciously with Dr. Jean Latting: www.leadingconsciously.com/pathfindersMaster Your Travel: North CyprusCreate Your Own Branded APP with Passion IO: Click HereSupport Our Show: Click HereSupport this show http://supporter.acast.com/masterleadership. See acast.com/privacy for privacy and opt-out information.

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What Makes a Good Leader

Monetization Nation Podcast

Play Episode Listen Later Sep 4, 2021 25:52

Bob Tiede is an expert at asking great questions and teaching other people to ask great questions. Bob has a blog called Leading with Questions, where he just celebrated his ninth anniversary. The blog is followed by leaders in more than 190 different countries. Bob is also the author of four very popular books: Now That's a Great Question, 339 Questions Jesus Asked, Great Leaders Ask Questions, and the Little Book of Big Leading with Questions Quotes. In today's episode we'll be discussing the best strategies to become a good leader in our businesses by asking questions. What makes a good leader? In 1997, Navy Captain D. Michael Abrashoff, took over command of the USS Benfold, one of America's warships. Morale on that ship was the lowest in the Navy at that time and 18 months after Abrashoff took over as captain, morale was the highest in the Navy. His key strategy to solve this problem was to listen.

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Better Leadership Through Better Questions | Bob Tiede

Build a Vibrant Culture Podcast

Play Episode Listen Later Jul 21, 2021 41:42

This week on the Vibrant Leadership podcast, we are excited to talk with leadership and question expert Bob Tiede. Bob has been on the staff of Cru for over 50 years and has served on the US Leadership Development Team. His blog, LeadingWithQuestions.com, is in its 9th year and is followed by leaders in over 190 countries. Bob is also the author of multiple books on leadership and questioning. He is a popular resource for leaders in all areas who are looking to find simple ways to become more successful by connecting with and better understanding their teams.Great leaders involve others in meaningful ways to reach a destination. The more you hear from your team the more opportunities arise for collaboration and the better the outcomes become. Bob understands this and details several simple ways you can begin to utilize techniques that elicit valuable responses from your teams, including: How to find the strengths of your team How to become a good questioner in 30 seconds The connection between bull riding and being a good listener The difference between, “how was your day?” and “tell me about your day.” And much more… Be sure to listen all the way through to hear the greatest question Nicole has ever been asked. This is an episode you don't want to miss!

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Leading with Great Questions featuring Bob Tiede

Todd Duncan's High Trust TODAY Podcast

Play Episode Listen Later Jul 13, 2021 38:06

Bob Tiede joins Todd Duncan on this episode to discuss his new book called Leading with Questions. This was released in April as part of the 9th Anniversary Celebration of LeadingWithQuestions.com ---- Get your ticket for Todd Duncan's Irrefutable! toddduncan.com/irrefutable-livestream/ Explode your business in 2021 with my new e-book, The 5 Irrefutable Principles of High-Performance Mortgage and Real Estate Practices! Download your free copy today! toddduncan.com/5-tips-to-unlock-…aign=2021_podcast Sign up for a complimentary High Trust Coaching consultation: toddduncan.com/coaching/?utm_sou…aign=2021_podcast

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Great Leaders Ask the Right Questions to Make the Best Decisions

Culture of Value

Play Episode Listen Later Jun 2, 2021 62:05

"Great Leaders Ask Questions," "Now That's a Great Question," and "339 Questions Jesus Asked" are fantastic books authored by our guest, Bob Tiede, Director of Global Operations Leadership Development for Cru. Bob reminds us that "Leadership is not as much about knowing all the answers as asking the right questions." Just listen to some of the simple questions great leaders have asked that have given insights to improve teams, cut costs, improve efficiencies, reduce turnover, and change cultures. Is it worth your time to listen? We'll let you be the judge of that.

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Episode 26 Leading with Excellence with Bob Tiede

Embrace Your Strengths

Play Episode Listen Later Apr 14, 2021 46:53

Bob’s Top 5 ClfitonStrengths are: MAXIMIZER, STRATEGIC,ACHIEVER, COMMUNICATION, & ARRANGER Bob Tiede grew up in South Dakota, and graduated from the University of South Dakota in 1971. He has now been on the staff of Cru for 50 years, serving with Cru Campus, Josh McDowell Ministry, Global Operations Leadership Development, and U.S. Leadership Development. Developing the next generation of leaders for Cru is Bob’s focus. Bob’s role on Cru’s Leadership Development team is to recruit outstanding leaders from business, education, government, and medicine to coach Cru leaders every other week via Zoom. Bob started his blog, LeadingWithQuestions.com, along with Twitter, LinkedIn, and Facebook profiles, as a way to better connect with his target audience: Cru’s emerging leaders who are 20- and 30-something. Today, his blog provides a continued source of new tools (new questions) for all of Cru’s Coaches and Leaders and is viewed by leaders in more than 190 countries. Bob is also the author of 4 very popular books - all of which can be downloaded for free @ LeadingWithQuestions.com/resources Bob and his wife, Sherry, are proud parents of 4 adult children and super proud grandparents of seven incredible grandchildren - all of whom love to ak their Papa Bob questions! Link to take the CliftonStrengths Assessment Coaching and Workshops with Barbara Culwell Subscribe & Leave a Review on Embrace Your Strengths

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Great Leaders Ask Great Questions

Create, Build, Manage

Play Episode Listen Later Apr 4, 2021 39:13

My guest on Create, Build and Manage this week is Bob Tiede! Bob currently serves with the US Leadership Development team at Cru and recruits outstanding leaders from business, education, government and medicine. He also has a blog, Leading with Questions. On the show, we talk about how great leaders ask questions - stop telling and asking!www.leadingwithquestions.comConnect with Scott Miller on Facebook, Instagram and Twitter @scottmillerceo. On LinkedIn @scottmillermedia

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S02E07 First Steps

78:4

Play Episode Listen Later Feb 22, 2021 34:33

Is God calling you to make a difference in this world? Have you ever tried to serve Him, but when you did, it all fell apart? Well, don't give up. You'll be amazed at how "in control" God is in every situation. Don Mansfield 3:14 – 10:03 Bob Tiede 12:14– 16:38 David & Lynda Pendleton 18:29 - 24:03 Please go to our website for Show Notes and Resources https://legacy.cru.org/en/podcasts/season-2.html

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Great Leaders Ask Questions And So Much More…

iWork4Him Podcast

Play Episode Listen Later Nov 30, 2020 27:43

Are you a leader in any way? Are you a teller or are you a question asker? I tend to be a lecturer! Today our guest is Bob Tiede who has made a profession of leading with questions because Great Leaders ask Questions…did you know that Jesus asked a ton of Questions…Bob even counted them … Continue reading Great Leaders Ask Questions And So Much More… The post Great Leaders Ask Questions And So Much More… appeared first on iWork4Him Podcast.

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Great Leaders Ask Questions And So Much More…

iWork4Him

Play Episode Listen Later Nov 30, 2020 27:44

jesus christ great leaders bob tiede

Becoming and Better Asker and Listener with Bob Tiede, #59

Follower of One : Missions For The Rest Of Us

Play Episode Listen Later Nov 28, 2020 39:47

In this week's episode of the Follower of One Podcast, Mike speaks with Bob Tiede. Bob is a Leadership Development expert with over 49 years of experience with Cru Global and currently works as the Director of Global Operations Leadership Development for Cru as well as an international blogger on his website - Leadingwithquestions.com. Please welcome him to the community! Episode Breakdown 00:50 - Meet Bob Tiede 2:25 - Leadingwithquestions.com 3:25 - How Bob joined the Cru team 9:00 - Bob's advice on being more spiritual in your daily life 13:10 - Bob's Published Books 19:25 - Bob's Confession 23:10 - How to become a better "Asker" 29:25 - Bob's advice for Christians during this time 30:50 - Bob's Story 34:40 - The Importance of Listening Asking Questions and Listening This is a theme in today's podcast with Bob. Understanding one another is the most important thing we can aspire to do and the way to accomplish that goal is foreshadowed in this title! However, this isn't easy for everyone. Some are shyer than others and sometimes we get in our way of really getting to know one another. Bob has several books on the topic (we will link below), it all starts and ends with questions and answers. Now, let us ask YOU a few questions - What have you done recently to get to know your co-workers? How do you listen? What is stopping you from making that first step? Let us know and tune in to Bob's books and blog so we can help you get there! Taking Opportunities We have been through a lot in 2020. I know it sounds like a broken record but we, as a society, and better yet, as a faith, have never been more tested together than we are now. It matters that we are still here and healthy. It is time to not lose sight of the bigger picture and start taking opportunities that are given to us. How can we spread the word of God? What situations have we been ignoring that can blossom growth in our relationships and our everyday work? These are the questions we need to be asking ourselves because we all miss 100 percent of the shots we don't take! Let's grab these open doors while we see them and make the most of our situation while we still can. Sometimes during adversity, we make the greatest strides to our goals! Interview Quote "If you want to connect with people, if you want to see change take place - you ask them questions and let them discover their own answers" Connect with Bob Bob's LinkedIn Cru Website Bob's Blog Download all of Bob's Books here Connect With Follower Of One Join us over in our Online Community, get social with us; Facebook, Instagram, Twitter, and LinkedIn and subscribe to our YouTube channel. Listen to our podcast on your way to work and subscribe using your favorite podcast app. Be a part of our next Marketplace Mission Trip!

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The Silence Of Friends Job 2:13

Follower of One : Missions For The Rest Of Us

Play Episode Listen Later Nov 11, 2020 5:29

Mission Trip Day 8 - Listen - Job's friends came and spent 7 days with him without saying a word. Often that's the best comfort we can be. Often there are no words. Everything we say results in more pain. There's nothing that can be fixed. Listening is a ministry. When we listen to someone else, we send the message that they're important. We tell them anything that belongs to us is less important than whatever they want to say or do. Listening requires silence, and it also requires questions. Sometimes, we need to ask questions. Jesus asked 339 questions. A friend named Bob Tiede wrote a small book that contains the 339 questions Jesus asked. When we ask to learn, not to cross-examine or to make a point, we also send the message the other person is important. Click here to get your own free copy of this book or any of Bob's other books: https://leadingwithquestions.com/resources/ Today, be quiet. Listen. Trust God. Ask a question if you must. Sometimes all you need to do is pause and the other person will keep going. Don't interrupt. After a couple of seconds of silence, then ask, "What else would you say about that?" or "Tell me more." Ask God to give you ideas as you listen for ways to serve others. Those ideas may be Jesus talking. Listen for his ideas and for the Holy Spirit to nudge you to serve others so that Jesus becomes visible. And don't forget to check out our online community. Go to community.followerofone.org and join us. Members of Follower of One can be the friends you need to help you integrate your faith daily.

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Better questions made easy with Bob Tiede

Communication On Point

Play Episode Listen Later Jul 23, 2020 41:15

Few skills are move valuable to leaders than asking good questions. In this episode, leadership development expert Bob Tiede shares simple tools anyone can use to improve question skills in just one minute. Bob is the author of "Now That's a Great Question" and host of the website leadingwithquestions.com. Communication On Point is a podcast designed to bring insights that help leaders grow their impact through better communication. It's hosted by Dean Heffta, founder of the leadership development firm Clarus Results. Contact Dean at dean@clarusresults.com or learn more at www.clarusresults.com.

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Audiolibro: Esa sí es una gran pregunta.

Business Coaching School

Play Episode Listen Later Apr 25, 2020 181:55

Bob Tiede comparte con la comunidad Business Coaching School su último libro en formato audiolibro. ¡Qué lo disfruten!

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All You Have to Do is Ask with Dr. Wayne Baker

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Play Episode Listen Later Apr 22, 2020 31:02

Dr. Wayne Baker has found that most people are willing to help, and most people don't ask for what they need. This may be because we believe that others can help us, or it will make us appear weak. Wayne is a professor at the University of Michigan and the author of All You Have To Do Is Ask. Kevin and Wayne discuss the importance of asking both personally and professionally. Research shows that when we can ask for help, we are less frustrated at work (or home). We can find opportunities and talent. Further, it can make our teams more successful. He shares a four-step process of asking, starting with what is your goal? Leaders should be a chief help seeker and by working to change behaviors you can change your culture. He also shares thoughts on asking in communicating in a remote world. In this episode, Wayne discusses 1. The reciprocity ring. 2. The law of giving and receiving. 3. SMART criteria. This episode is brought to you by... Unleashing Your Remarkable Potential, Kevin's free weekly e-newsletter. It's full of articles and resources to help you become a more confident and successful leader. You can learn more at https://remarkablepodcast.com/UYRP Additional Leadership Resources Book Recommendations: All You Have to Do is Ask by Dr. Wayne Baker Old Man's War Series: (Old Man's War, The Ghost Brigades, The Last Colony, Zoe's Tale, The Human Division, The End of All Things) by John Scalzi Connect with Dr. Wayne Baker: Website How to Connect Meaningfully in a Virtual Meeting Chief Help Seeker Related Podcast Episodes: Leading with Questions with Bob Tiede. Beautiful Questions with Warren Berger. The Connectors Advantage with Michelle Tillis Lederman. Networking for People Who Hate Networking with Devora Zack.

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Episode 67: Bob Tiede

Linch With A Leader

Play Episode Listen Later Jan 20, 2020 65:25

Episode 67 of Linch with a Leader features Mike's conversation with author, blogger & leader, Bob Tiede. Bob has worked for CRU (Campus Crusade for Christ) for over 48 years and is currently on the US Development Leadership Team. HIs passion for leadership has led him to become a thought leader in leading by asking questions. He is most known for his work - Now that's a great Question.Mike and Bob talk about their faith and also how to lead by asking questions!

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Episode 67: Bob Tiede

Linch With A Leader

Play Episode Listen Later Jan 20, 2020 65:25

The art of asking a great question with Bob Tiede

The Whole Person Podcast with Evan Herrman

Play Episode Listen Later Jan 13, 2020 83:10

In this episode, Bob and I talk about the importance of asking great questions and how that can further careers or relationships. We will talk about the steps that it takes to ask great questions to help others and one's self to find a deeper truth. www.thewholepersonpodcast.com

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The Connector Manager with Jaime Roca

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Play Episode Listen Later Sep 25, 2019 32:51

Less than 20% of employees believe their managers understand what they do day-to-day. Given this, how do managers become more impactful with their team? Jaime Roca is Senior Vice President at Gartner, managing the global Research & Advisory team, and is the co-author The Connector Manager: Why Some Leaders Build Exceptional Talent - and Others Don't. He and his colleagues surveyed over 9000 managers and employees to find out what the best managers do to coach and develop talent in today's environment. Jaime shares with Kevin the types (or approaches) to coaching and what they found to be most and least effective. Additional Leadership Resources Book Recommendations: The Connector Manager: Why Some Leaders Build Exceptional Talent by Jaime Roca Prediction Machines: The Simple Economics of Artificial Intelligence by Ajay Agrawal, Joshua Gans, Avi Goldfarb The Connectors Advantage with Michelle Tillis Lederman. Beautiful Questions with Warren Berger. The Feedback Revolution with Margie Mauldin. The Master Coach with Gregg Thompson. Leading with Questions with Bob Tiede. Learn more about Connector Manager. For interactive tools and insights, visit gartner.com/connector-manager. Sign up for our free video training series, 13 Days to Remarkable Leadership. Get your free copy of my inspiring e-book, 101 Ways to Unleash Your Potential.

#14 - How CURIOSITY Will Grow Your Leadership and Revenues (Part 2 with Leadership Coach Bob Tiede)

Inspiring Growth

Play Episode Listen Later Jul 26, 2019 44:20

What do you think makes a great leader? HINT: It's not knowing all the answers. If you want to be effective at leading with questions, this 2 part podcast with Bob Tiede author of Now That's a Great Question and Great Leaders Ask Questions is an inspiring place to begin your journey. In today's Podcast you will discover 6 great strategies to grow as leader and grow the bottom line of your organization : ++ The single most powerful question you can ask to grow your organization. ++ Play the ASK DON'T TELL GAME: How to turn declarative statements into productive questions. ++ 3 Important coaching questions ++ Good Question to ask when faced with a new opportunity. ++ Some would say Jesus was one of the best communicators in world history. You’ll discover the two things Jesus did to earn him that title. ++ Discover how to solve problems and attack challenges with question storming. _________ Get your FREE copy of Now That's a Great Question at www.InspiringGrowth.biz. CLICK ON FREE STUFF. _________ JOIN THE COMMUNITY: Send me a voice message: https://anchor.fm/inspiringgrowth/message Support this podcast: https://anchor.fm/inspiringgrowth/support _____ --- This episode is sponsored by · Anchor: The easiest way to make a podcast. https://anchor.fm/app --- Send in a voice message: https://anchor.fm/inspiringgrowth/message

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73: Now That's a Great Question

Coaching For Potential Podcast

Play Episode Listen Later Jul 21, 2019 34:57

73: Now That's a Great Question - do you know what makes a great question? Bob Tiede we have the master of questions Bob Tiede. On Leading with Questions.com he shows you how to discover what is a great question. Learn how to help your team discover those "aha" moments so you can become a master of asking questions. He also had 3 free e-books on his website as a gift for listening. Visit his website and expand your influence with the power of questions.

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#13 - How CURIOSITY Will Grow Your Leadership and Revenues (Part 1 with Leadership Coach Bob Tiede)

Inspiring Growth

Play Episode Listen Later Jul 17, 2019 42:31

What do you think makes a great leader? Knowing all the answers - or could it possibly be curiosity? If you want to be effective at leading with questions, this 2 part podcast with Bob Tiede author of Now That's a Great Question and Great Leaders Ask Questions is an inspiring place to begin your journey. ++ Discover the secret to leading with questions in 30 seconds. ++ Hear the story of how a Navy Captain changed the entire culture of 300 crew members simply by asking 3 questions. ++ INSIGHT: Telling creates resistance, asking creates relationships. ++ How managers at Disney laundry services reduced turnover from 85% to less than 5% annually by asking 2 simple questions. ++ The single post motivating question a leader can ask to increase motivation and engagement from staff. _________ Get your FREE copy of Now That's a Great Question at www.InspiringGrowth.biz. CLICK ON FREE STUFF. _________ JOIN THE COMMUNITY: Send me a voice message: https://anchor.fm/inspiringgrowth/message Support this podcast: https://anchor.fm/inspiringgrowth/support ______ --- This episode is sponsored by · Anchor: The easiest way to make a podcast. https://anchor.fm/app --- Send in a voice message: https://anchor.fm/inspiringgrowth/message

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72: Great Leaders Ask Questions

Coaching For Potential Podcast

Play Episode Listen Later Jul 14, 2019 37:24

72: Great Leaders Ask Questions - as a coach your most powerful tool is the power of questions. On this weeks podcast we have the master of questions Bob Tiede. On Leading with Questions.com he shows you how to use the power of questions. He also had 3 free e-books on his website as a gift for listening. Visit his website and expand your influence with the power of questions.

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Women Taking The Lead with Kim Gravel and Leading With Questions with Bob Tiede

Take The Lead

Play Episode Listen Later May 31, 2019 60:51

A lot of times, women were taught to be seen and not be heard. The strength and leadership in women were not always celebrated. Kim Gravel, a veteran television host, entrepreneur, public speaker, and leader, talks about the message she’s trying to convey through her clothing line and being a leader. Kim believes the message of women taking the lead comes in many forms because we have a sphere of influence anywhere. She shares why QVC is the most amazing place to connect and to launch a business especially if you have a message. Many people think a leader’s job is to simply tell the staff what to do and to express appreciation for work well done. However, the way to be an effective leader is to lead with questions, taking advantage of the opportunity to listen to what your people say. Bob Tiede, a blogger and part of the Development Leadership Team at Cru, shares his passion for helping leaders lead with a question. Bob explains why it is vital for leaders to engage, ask, and listen to what people think and feel. Love the show? Subscribe, rate, review, and share!Here’s How »Join the Take The Lead community today:DrDianeHamilton.comDr. Diane Hamilton FacebookDr. Diane Hamilton TwitterDr. Diane Hamilton LinkedInDr. Diane Hamilton YouTubeDr. Diane Hamilton Instagram

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#4: Bob Tiede on Leading With Questions

Mental Mastery

Play Episode Listen Later Jul 5, 2018 60:38

On today’s show, I’m joined by Bob Tiede, Director of Leadership Development at CRU and author of the popular leadership blog LeadingWithQuestions.com, which is followed by leaders all over the world! On this episode, he shared why leading with questions is so important as well as some of his favorite questions to improve social relationships, influence, and our own lives. Check out my blog maxweigand.com for the shownotes and a free ebook on mastering willpower and discipline! Sign up here for a FREE coaching session with me to learn how I can help you master your habits and achieve your goals! Connect with Bob: Blog: leadingwithquestions.com Free Ebooks

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Episode #30 / Leading with Questions with Bob Tiede

Fitness and Faith Podcast

Play Episode Listen Later Mar 7, 2018

Your Working Life with Caroline Dowd-Higgins

Bob Tiede

Play Episode Listen Later May 2, 2017 19:57

Bob Tiede serves on the US Leadership Development Team at Cru and authored, "Great Leaders Ask Questions – a Fortune 100 List."

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Bob Tiede - Great Leaders ask Questions - Developing the next generation of leaders at CRU

Influential Entrepreneurs with Mike Saunders, MBA

Play Episode Listen Later Apr 21, 2017 20:07

Bob Tiede grew up in South Dakota and graduated from the University of South Dakota in 1971. He has now been on the staff of Cru for 46 years serving with Cru Campus, Josh McDowell Ministry, Global Operations Leadership Development and U.S. Leadership Development. Developing the next generation of leaders for Cru is Bob’s focus. Bob says, “In 15-20 years almost all of our current Cru leaders will no longer be leading. In their places will be the leaders we are now developing. If we fail now - Cru does not fail today or tomorrow - but may fail 15-20 years from now! History is filled with the stories of companies and organizations which were once vital but no longer exist. A closer study reveals that in many cases there was no intentional effort to develop their next generation of leaders.”Bob’s role on Cru’s Leadership Development team is to recruit outstanding leaders from business, education, government & medicine, military and non-profits to coach Cru leaders every other week via SKYPE video. Bob started his blog LeadingWithQuestions.com, along with Twitter, LinkedIn, Facebook and Google+ profiles, as a way to better connect with his target audience: Cru’s emerging leaders who are 20 and 30-something. Today, his blog provides a continued source of new tools (new questions) for all of Cru’s Coaches and Leaders and is viewed by leaders in more than 170 countries. Bob and his wife, Sherry, are proud parents of 4 adult children and super proud grandparents of six incredible grandchildren - all of whom love to ask their Papa Bob questions!Learn more: www.LeadingWithQuestions.comInfluential Influencers with Mike Saundershttp://businessinnovatorsradio.com/influential-entrepreneurs-with-mike-saunders/

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Bob Tiede - Great Leaders ask Questions - Developing the next generation of leaders at CRU

Influential Entrepreneurs with Mike Saunders, MBA

Play Episode Listen Later Apr 21, 2017 20:07

Leading with Questions with Bob Tiede

Play Episode Listen Later Mar 22, 2017 33:40

Does a leader need to know all the answers and tell others what to do? Bob Tiede, the brain child behind leadingwithquestions.com, would argue that there is value in that and leaders (and their teams) are more successful when one leads with questions. Kevin and Bob discuss how to strengthen your skills to lead by asking

Jim and Ross Ask Questions

iWork4Him Podcast

Play Episode Listen Later Nov 10, 2016 36:19

Great questions, in fact, as Jim and Ross Harrop interviewed Bob Tiede about his book, Great Leaders Ask Questions. The trio discussed what sorts of questions a leader should be asking, why this discourse is important, and what inspired Bob to delve into this idea. Tune in to find out the kinds of questions you … Continue reading Jim and Ross Ask Questions The post Jim and Ross Ask Questions appeared first on iWork4Him Podcast.

Fast Leader Show | Real-life stories of failure and triumph

085: Bob Tiede: I didn’t think my heart was wrong

Play Episode Listen Later Sep 7, 2016 27:51

Bob Tiede had an Executive Vice President volunteer to fund raise for the organization he worked for. After two years he resigned. Shortly after that Bob learned the reason he resigned. It was because Bob was a benevolent teller. Listen to Bob’s story of how he learned a new way to move onward and upward faster.

Your Working Life with Caroline Dowd-Higgins

Bob Tiede

Play Episode Listen Later May 27, 2016 19:57