Podcast appearances and mentions of joseph folkman

Workplace expectations are rapidly shifting to employees seek flexibility, purpose, and well-being, while organizations focus on performance, productivity, and culture. This episode will examine how companies can navigate these expectations to drive engagement and long-term success in a market that sometimes seeks to quiet the worker voice.    In this episode: Dr. Emi Barresi, Tom Bradshaw, Nic Krueger, Lee Crowson, Amanda Rea   I/O Job Hunt Course: https://www.seboc.com/job Visit us https://www.seboc.com/ Follow us on LinkedIn: https://bit.ly/sebocLI Join an open-mic event: https://www.seboc.com/events   References: Anand, A., Doll, J., & Ray, P. (2024). Drowning in silence: a scale development and validation of quiet quitting and quiet firing. International Journal of Organizational Analysis, 32(4), 721–743. https://doi.org/10.1108/IJOA-01-2023-3600   Arruda, William. “How Great Leaders Bring Core Values to Life.” Forbes, 11 Feb. 2025, www.forbes.com/sites/williamarruda/2025/02/11/how-great-leaders-bring-core-val ues-to-life/.   Bakker, A. B., & Demerouti, E. (2017). Job demands–resources theory: Taking stock and looking forward. Journal of Occupational Health Psychology, 22(3), 273–285. https://doi.org/10.1037/ocp0000056   Corbeanu, A., & Iliescu, D. (2023). The link between work engagement and job performance: A Meta-Analysis. Journal of Personnel Psychology, 22(3), 111–122. https://doi.org/10.1027/1866-5888/a000316   Deloitte. “Deloitte 2023 Global Human Capital Trends.” Deloitte Insights, 2023, www2.deloitte.com/us/en/insights/focus/human-capital-trends/2023/future-of-wor kforce-management.html.   Kim, W., Kim, J., Woo, H., Park, J., Jo, J., Park, S.-H., & Lim, S. Y. (2017). The relationship between work engagement and organizational commitment: proposing research agendas through a review of empirical literature. Human Resource Development Review, 16(4), 350–376. https://doi.org/10.1177/1534484317725967   Pflug, D. P. (2025). Human-Centric Leadership in the Digital Age. In Ironwill 360° Leadership (1st ed., Vol. 1, pp. 113–121). CRC Press. https://doi.org/10.1201/9781003518099-13   Zenger, Jack, and Joseph Folkman. “Quiet Quitting Is about Bad Bosses, Not Bad Employees.” Harvard Business Review, 31 Aug. 2022, hbr.org/2022/08/quiet-quitting-is-about-bad-bosses-not-bad-employees  

106. Let's Be Bold Today's episode is about being bold. Do you remember when you were young and you jumped and ran all day long? You didn't question whether you should do it, you just did it! You were bold and courageous. Somehow, we give away that gift of boldness as we grow older. We give away our power and become doubtful and fearful.  It isn't one big situation that causes that to shift. It is bit by bit over time. In this episode: How do we lose our boldness? Exploring examples of boldness. Questions to help you consider some bold actions that you might try What could you do that is bolder for you and it helps you gain some visibility? What does the research say about bold leaders? What do bold people do? How could you start being bolder? Resources Mentioned in the Podcast: "How Bold Leadership Can Help Or Hurt You" by Joseph Folkman "7 Things Really Bold People Do" by Kevin Daum "8 Ways to be Bold and Confident" by Hugo Huijer The Visibility Factor Podcast is brought to you in part by the Amplify You Program. Do you have limiting beliefs that are holding you back from the success that you want for you career and your life? This 12-month program is a powerful experience that Amplify You is a unique program that will help you learn how to articulate your value and demonstrate the talent that you have so you get the opportunities you deserve! Become a leader who uses your voice, makes an impact and has the career you deserve! If you are interested in learning more visit: https://susanmbarber.com/programs/  If you are interested in learning more, visit: susanmbarber.com/visibilitybreakthroughaccelerator/ Thank you for listening to The Visibility Factor Podcast Check out my website to order my book and view the videos/resources for The Visibility Factor book. As always, I encourage you to reach out! You can email me at hello@susanmbarber.com. You can also find me on social media everywhere – Facebook, LinkedIn, and of course on The Visibility Factor Podcast! I look forward to connecting with you! If you liked The Visibility Factor, I would be so grateful if you could subscribe and rate it where you listen to podcasts! It helps the podcast get in front of more people who can learn how to be visible too! Thank you to the team at Sheep Jam Productions for the amazing support of The Visibility Factor Podcast! 

Gaming is often dismissed as being purely recreational, but it's actually an highly effective tool for learning and team development.  Today, Alex Suchman joins me to dive into a topic that leaders often overlook. Alex is the CEO and Co-founder of Barometer XP, a Games-as-a-Service company committed to creating positive impact through play. Its holistic, human-focused approach leverages fun and creative challenges to help teams build healthy relationships, elevate diverse perspectives, foster change, and catalyze innovation. Alex is a woman on a mission to transform workplaces from the inside out.  I hope today's episode inspires you to leverage the creative power of play. Mentioned in this episode: - PMP: https://www.pmi.org/certifications/project-management-pmp - Association for Talent Development conference (ATD23): https://atdconference.td.org/ - DISC Assessment: https://institutesuccess.com/assessment/disc/ - Myers-Briggs Personality Type: https://www.themyersbriggs.com/ - Clifton StrengthsFinder Assessment: https://www.gallup.com/cliftonstrengths/en/254033/strengthsfinder.aspx - "Using the Stages of Team Development" by Judith Stein: https://hr.mit.edu/learning-topics/teams/articles/stages-development - "Research: Women are Better Leaders During a Crisis" by Jack Zenger and Joseph Folkman: https://hbr.org/2020/12/research-women-are-better-leaders-during-a-crisis - "An 'Epidemic' of Loneliness Threatens Health of Americans, Surgeon General Says" by Margaret Osborne: https://www.smithsonianmag.com/smart-news/an-epidemic-of-loneliness-threatenes-health-of-americans-surgeon-general-says-180982142/#:~:text=In%202021%2C%2049%20percent%20of,an%20almost%2070%20percent%20drop. Connect with Alex: - LinkedIn: https://www.linkedin.com/in/alexandrasuchman - Website: https://www.barometerxp.com/ - Instagram: https://www.instagram.com/alexbxpteams/ Ambition Unboxed Community: - Connect with other ambitious women in our FB Group at www.facebook.com/groups/ambitionunboxed. - Join the Ambition Unboxed Book Club at www.ambitionunboxed.com - Love this episode? Ambition Out Loud is community supported.  Your financial contribution partners in our mission to advance women in leadership by providing critical resources and support to mitigate the barriers women+ face as we rise. You can fuel our ambition at https://www.buymeacoffee.com/ambitionunboxed, and thank you!

Jack Zenger and Joseph Folkman with The Gottman Institute talk about how much praise is ideal in the workplace Episode 1041: The Workplace: The Ideal Praise-to-Criticism Ratio by Jack Zenger and Joseph Folkman with Gottman on Giving and Receiving Feedback at Work The Gottman Institute understands that the human family is in crisis, and that all individuals are capable of and deserve compassion. It is their mission to reach out to families in order to help create and maintain greater love and health in relationships. They are committed to an ongoing program of research that increases the understanding of relationships and adds to the development of interventions that have been carefully evaluated. It is their goal to make their services accessible to the broadest reach of people across race, religion, class, culture, sexual orientation, and ethnicity. Want to improve your marriage in 60 seconds or less? Over 40 years of research with thousands of couples has proven a simple fact: small things often can create big changes over time. Got a minute? Sign up for The Gottman Institute's Marriage Minute at http://OLDPodcast.com/marriage The original post is located here: https://www.gottman.com/blog/the-workplace-the-ideal-praise-to-criticism-ratio/ Visit Me Online at OLDPodcast.com  Interested in advertising on the show? Visit https://www.advertisecast.com/OptimalStartUpDaily Learn more about your ad choices. Visit megaphone.fm/adchoices

Jack Zenger and Joseph Folkman with The Gottman Institute talk about how much praise is ideal in the workplace Episode 1041: The Workplace: The Ideal Praise-to-Criticism Ratio by Jack Zenger and Joseph Folkman with Gottman on Giving and Receiving Feedback at Work The Gottman Institute understands that the human family is in crisis, and that all individuals are capable of and deserve compassion. It is their mission to reach out to families in order to help create and maintain greater love and health in relationships. They are committed to an ongoing program of research that increases the understanding of relationships and adds to the development of interventions that have been carefully evaluated. It is their goal to make their services accessible to the broadest reach of people across race, religion, class, culture, sexual orientation, and ethnicity. Want to improve your marriage in 60 seconds or less? Over 40 years of research with thousands of couples has proven a simple fact: small things often can create big changes over time. Got a minute? Sign up for The Gottman Institute's Marriage Minute at http://OLDPodcast.com/marriage The original post is located here: https://www.gottman.com/blog/the-workplace-the-ideal-praise-to-criticism-ratio/ Visit Me Online at OLDPodcast.com  Interested in advertising on the show? Visit https://www.advertisecast.com/OptimalStartUpDaily Learn more about your ad choices. Visit megaphone.fm/adchoices

Joseph Folkman for Forbes Careers stated, development plans fail because they are not driven by the individual. You might feel like work development plans are a waste of time because it is not turning into results like a promotion or pay increase. Learn how to draft and focus on your Growth Plan. It's about you and what you want. And you can have it. No Fluff, All Action. Let's Hack.

Quiet Quitting is a new name for an old behavior คือประโยคที่ Jack Zenger และ Joseph Folkman สองหัวเรือแห่งบริษัท Zenger/Folkman ซึ่งเป็นที่ปรึกษาด้าน leadership development ให้คำนิยาม ซึ่งค่อนข้างตรงกับคำกล่าวหนึ่งในภาษาไทยว่า “เหล้าเก่าในขวดใหม่” กล่าวคือ แท้จริงแล้วกระแส quiet quitting ที่ถูกพูดถึงอย่างกว้างขวางทั่วโลกในขณะนี้ไม่ใช่สิ่งใหม่ที่เพิ่งเกิดแต่อย่างใด หากแต่เป็นสิ่งที่มีมาอยู่ตลอดเพียงแต่ใช้คำใหม่ให้ดูโก้ดูทันสมัยขึ้นเท่านั้น เปรียบดั่งการเทเหล้าเก่าลงในขวดใหม่ก็เท่านั้นเอง แล้วสิ่งที่มีมาอยู่ตลอดที่ว่านี้คืออะไร วันนี้เรามาหาคำตอบไปพร้อมกัน A Cup of Culture ———– วัฒนธรรมองค์กร Corporate culture Organizational culture

Are you a business leader who finds it tough to maintain high energy and enthusiasm for all the projects? Do you feel that it is sometimes tough to deliver at the same level of efficiency? If you can relate to these situations, listen to the latest episode by Simerjeet Singh, “How to Keep your Energy and Enthusiasm high?” and understand that there is a well-curated system by following which you become an effective leader brimming with energy and enthusiasm. Simerjeet clarifies that ineffective leaders are not a myth. He refers to the study published in The Harward Business Review by Hack Zenger and Joseph Folkman, who did a 360-degree analysis of over 11000 leaders and analysed why a minimum of ten per cent are ineffective. The reason that topped the list was a lack of energy and enthusiasm. Simerjeet highlights that with a lack of enthusiasm and energy, you can be a good manager but not a leader. He warns that an ineffective leader considers new initiatives a burden, never volunteers and always fear being overwhelmed. The episode will provide actionable takeaways to become energetic and enthusiastic about your work. In addition, he asks some fundamental questions like the importance of prioritising self-care, why you should practise gratitude daily and should small victories be celebrated? Listen to the complete episode to understand that great leaders are dealers in hope. You will get clear pointers on how you can become a leader who can inspire people to give their best and enhance their productivity. Watch it on YouTube: https://youtu.be/XAQ8TCZ374A #Leadership #LeadershipExcellence #SimerjeetSingh #Energy #Enthusiasm #LeadershipSpeaker #EffectiveLeadership #LeadershipDevelopment Follow us on: https://linktr.ee/SimerjeetSingh

"Every single day in our role as leaders, we encounter situations where empathy would serve us and others well." Peter Margaritis There are dozens of remarkable leaders and scholars singing the praises of empathy in the workplace. For example, in his book, Geoff Colvin, the Fortune Magazine Senior Editor, argues that as workplaces evolve and leadership models change, the most important skill that leaders must possess is empathy. Similarly, an article published in the Harvard Business Review after a survey of 6000 leaders, Jack Singer and Joseph Folkman, revealed that women leaders were more decisive as compared to their male counterparts when it came to empathy. People use the terms sympathy and empathy in overlapping and interchangeable ways, but there's a distinct difference. Empathy is the ability to put yourself in someone else's shoes and feel what they feel, not what you think they feel. It involves grief and pain when and because someone else is feeling it. Every single day in our role as leaders, we encounter situations where empathy would serve us and others well. Sympathy, on the other hand, means understanding someone else's suffering. It is more cognitive and keeps a certain distance. Even if it is hard to show empathy, you must be vulnerable and authentic and put your ego aside. It's about making a human connection and not just pushing the conversation to a conclusion so you can get on with your day and get back to work. Being vulnerable is putting yourself out there for others to see. It takes courage, and it takes time. Being vulnerable is a sign of being human, authentic, genuine, and honest, and by being vulnerable, you create a stronger human connection.  To learn more and for the complete show notes, visit: petermargaritis.com Learn more about your ad choices. Visit megaphone.fm/adchoices

A company, business, or a team needs leaders to drive it towards a productive result. Therefore, leaders are essential for all lines of the field, especially since with good leadership, you can create a vision and make it a reality. But, of course, you don't have to be faultless to become a leader. All of us have quirks and fatal flaws that are inevitable. Sometimes these flaws may overshadow leadership strengths, but that doesn't end there. Building complementary skills for your abilities is the best way to dissolve any hindrance and make up for your shortcomings.  "Progress not perfection" is the best way to go. Making yourself indispensable and taking charge of who you are, what you do, and how you do it is one of the most proven paths in building trust from the people around you. You can go beyond the extra mile and develop your nature as a leader with these abilities. The best leaders come from those who have the drive, determination, and heart to compete and become the best version of themselves.  Today we will be sitting down with Joe Folkman, the co-founder and President of Zenger Folkman. Join us in this episode as we will have a conversation on how you can be a great leader by following the Zenger Folkman leadership competency model. Joe also shares how his research has shown that you don't have to be "perfect" to be extraordinary.   Highlights:  [3:24] How we can be great leaders and have a tremendous impact on the people we lead, even if we have gaps. [5:22] Joe's role in his corporation and what does he do? [10:00] It's your strengths that really help you succeed. [25:16] You don't have to be perfect to be a good leader. Progress not perfection. [25:49] The role of competitiveness in leadership and how a leader can use these competencies on their own? [26:45] On how the best leaders are both empathetic and competitive. [27:50] Figuring out who your enemy is and who you are competing against? [34:46] Addressing your fatal flaws. [39:52] Asking people to do hard things is a great formula for you to be inspired. [46:40] Joe's take on leadership trends and development for the next five to ten years. [55:50]  High level of trust is an important factor in leadership.   Resources Mentioned: The Extraordinary Leader Book by John H Zenger and Joseph Folkman- https://zengerfolkman.com/books/the-new-extraordinary-leader/ The Trifecta of Trust- https://zengerfolkman.com/webinars/trifecta-of-trust/ Zenger Folkman- https://zengerfolkman.com/   Profile Links Joe Folkman - https://zengerfolkman.com/joe-folkman/#:~:text=Measuring%20Leadership%20To%20Inspire%20Change,assessments%2C%20leadership%20and%20organizational%20development.

Does your daughter think you're a good listener? ⁠Does she know how to be a good listener? We're both working on our listening skills (especially interrupting!) - which is why we did this topic! How empathy makes you a better listener Key steps to being a good listener Good things that happen when we listen effectively Resources: Active Listening, https://raisingchildren.net.au/pre-teens/communicating-relationships/communicating/active-listening 10 steps to effective listening, Dianne Schilling, Forbes,  https://www.forbes.com/sites/womensmedia/2012/11/09/10-steps-to-effective-listening/?sh=74ebab0d3891 Learning to Listen, Princeton University, https://umatter.princeton.edu/connecting/listening Listening Effectively, Raj Soin, Wright State University, http://www.wright.edu/~scott.williams/skills/listening.htm What Great Listeners Actually Do, Jack Zenger and Joseph Folkman, https://hbr.org/2016/07/what-great-listeners-actually-do Fred Rogers, Quotes by Fred Rogers, Good Read, GoodReads

[[:encoded, "Many people suffer from accountability apprehension. They feel that opening themselves up to scrutiny from others will leave them vulnerable, and – sometimes – even worry that this window into their successes and failures can hold them back in any business or workplace. While this may have been true years ago, the fact is that today's culture is one that is obsessed with personal growth, and looks favorably on individuals that take intentional measures to become better, more productive, more positive versions of themselves.nnJoseph Folkman, a behavioral statistician and a contributor to Forbes, says, “Personal accountability is a critical step toward improving leadership. When people are accountable for their own decisions, work, and results, the effectiveness of an organization can greatly increase.”nnHe conducted a study of 40,000 leaders and found incredible insights into the role accountability plays in the lives of highly successful and incredibly impactful leaders. If it works for these respected, successful individuals, the rest of us should definitely stand up and take note. nnAccountability Breeds TrustnnIn his study, Joseph Folkman found that, “the three pillars that build trust are positive relationships, knowledge, and consistency of leaders.” When we open ourselves up to the idea of being help accountable for our words and actions, we will become more reliable and consistent. We work to eliminate blind spots in our personal character, and thus mold ourselves into more trustworthy and dependable individuals. Knowledge is, after all, powerful, and gaining knowledge about ourselves and our habits is often best gained through outside voices speaking truth into our lives.nnDoes this sometimes mean being vulnerable and admitting mistakes? Absolutely. But would you rather be someone that can never right a wrong, or would you like to be known as the kind of person that is willing to be humble, and to learn and grow? Truly successful individuals know that growth and personal integrity are priceless, and are willing to do what it takes to level up these areas of their lives. nnAccountability Leads to Increased FlexibilitynnGoing back to the study that charted the information from 40,000 business leaders, it was discovered that the most effective leaders “were good at instituting change because they were effective at the following behaviors: accepting feedback, taking on challenges, innovating, spreading optimism, showing concern, and setting clear goals.”nnThe mark of a successful businessperson is often his or her ability to adapt when necessary. Failure to pivot well when needed can lead to business failure at a catastrophic level, whether that looks like an inability to implement change that employees require to maintain job satisfaction, or the inability to anticipate changing client needs in time to meet those needs before your competition does.nnAdaptability and flexibility are also a central skill set to upper-management personnel and high-performing executives. To work at that demanding level and maintain consistency, you need to be willing and able to change course easily when something isn't working. nnAccountability is For EveryonennThere is a reason that the personal coaching industry is a multi-billion-dollar industry. Accountability, mentorship, and personal coaching are all buzzwords that point to the same process: that of dedicating time and energy into turning weaknesses into strengths, and strengths into unstoppable energy forces in people's lives.nnInc. online says, “When people don't take accountability, things start to go awry, if they don't feel ownership, they go into spectator mode and watch as things fail. If they thought it would fail from the outset it's even worse; they go into I told you so mode, which nearly always becomes a self-fulfilling prSupport the show

[[:encoded, "Many people suffer from accountability apprehension. They feel that opening themselves up to scrutiny from others will leave them vulnerable, and – sometimes – even worry that this window into their successes and failures can hold them back in any business or workplace. While this may have been true years ago, the fact is that today's culture is one that is obsessed with personal growth, and looks favorably on individuals that take intentional measures to become better, more productive, more positive versions of themselves.nnJoseph Folkman, a behavioral statistician and a contributor to Forbes, says, “Personal accountability is a critical step toward improving leadership. When people are accountable for their own decisions, work, and results, the effectiveness of an organization can greatly increase.”nnHe conducted a study of 40,000 leaders and found incredible insights into the role accountability plays in the lives of highly successful and incredibly impactful leaders. If it works for these respected, successful individuals, the rest of us should definitely stand up and take note. nnAccountability Breeds TrustnnIn his study, Joseph Folkman found that, “the three pillars that build trust are positive relationships, knowledge, and consistency of leaders.” When we open ourselves up to the idea of being help accountable for our words and actions, we will become more reliable and consistent. We work to eliminate blind spots in our personal character, and thus mold ourselves into more trustworthy and dependable individuals. Knowledge is, after all, powerful, and gaining knowledge about ourselves and our habits is often best gained through outside voices speaking truth into our lives.nnDoes this sometimes mean being vulnerable and admitting mistakes? Absolutely. But would you rather be someone that can never right a wrong, or would you like to be known as the kind of person that is willing to be humble, and to learn and grow? Truly successful individuals know that growth and personal integrity are priceless, and are willing to do what it takes to level up these areas of their lives. nnAccountability Leads to Increased FlexibilitynnGoing back to the study that charted the information from 40,000 business leaders, it was discovered that the most effective leaders “were good at instituting change because they were effective at the following behaviors: accepting feedback, taking on challenges, innovating, spreading optimism, showing concern, and setting clear goals.”nnThe mark of a successful businessperson is often his or her ability to adapt when necessary. Failure to pivot well when needed can lead to business failure at a catastrophic level, whether that looks like an inability to implement change that employees require to maintain job satisfaction, or the inability to anticipate changing client needs in time to meet those needs before your competition does.nnAdaptability and flexibility are also a central skill set to upper-management personnel and high-performing executives. To work at that demanding level and maintain consistency, you need to be willing and able to change course easily when something isn't working. nnAccountability is For EveryonennThere is a reason that the personal coaching industry is a multi-billion-dollar industry. Accountability, mentorship, and personal coaching are all buzzwords that point to the same process: that of dedicating time and energy into turning weaknesses into strengths, and strengths into unstoppable energy forces in people's lives.nnInc. online says, “When people don't take accountability, things start to go awry, if they don't feel ownership, they go into spectator mode and watch as things fail. If they thought it would fail from the outset it's even worse; they go into I told you so mode, which nearly always becomes a self-fulfilling prSupport the show

[[:encoded, "Many people suffer from accountability apprehension. They feel that opening themselves up to scrutiny from others will leave them vulnerable, and – sometimes – even worry that this window into their successes and failures can hold them back in any business or workplace. While this may have been true years ago, the fact is that today's culture is one that is obsessed with personal growth, and looks favorably on individuals that take intentional measures to become better, more productive, more positive versions of themselves.nnJoseph Folkman, a behavioral statistician and a contributor to Forbes, says, “Personal accountability is a critical step toward improving leadership. When people are accountable for their own decisions, work, and results, the effectiveness of an organization can greatly increase.”nnHe conducted a study of 40,000 leaders and found incredible insights into the role accountability plays in the lives of highly successful and incredibly impactful leaders. If it works for these respected, successful individuals, the rest of us should definitely stand up and take note. nnAccountability Breeds TrustnnIn his study, Joseph Folkman found that, “the three pillars that build trust are positive relationships, knowledge, and consistency of leaders.” When we open ourselves up to the idea of being help accountable for our words and actions, we will become more reliable and consistent. We work to eliminate blind spots in our personal character, and thus mold ourselves into more trustworthy and dependable individuals. Knowledge is, after all, powerful, and gaining knowledge about ourselves and our habits is often best gained through outside voices speaking truth into our lives.nnDoes this sometimes mean being vulnerable and admitting mistakes? Absolutely. But would you rather be someone that can never right a wrong, or would you like to be known as the kind of person that is willing to be humble, and to learn and grow? Truly successful individuals know that growth and personal integrity are priceless, and are willing to do what it takes to level up these areas of their lives. nnAccountability Leads to Increased FlexibilitynnGoing back to the study that charted the information from 40,000 business leaders, it was discovered that the most effective leaders “were good at instituting change because they were effective at the following behaviors: accepting feedback, taking on challenges, innovating, spreading optimism, showing concern, and setting clear goals.”nnThe mark of a successful businessperson is often his or her ability to adapt when necessary. Failure to pivot well when needed can lead to business failure at a catastrophic level, whether that looks like an inability to implement change that employees require to maintain job satisfaction, or the inability to anticipate changing client needs in time to meet those needs before your competition does.nnAdaptability and flexibility are also a central skill set to upper-management personnel and high-performing executives. To work at that demanding level and maintain consistency, you need to be willing and able to change course easily when something isn't working. nnAccountability is For EveryonennThere is a reason that the personal coaching industry is a multi-billion-dollar industry. Accountability, mentorship, and personal coaching are all buzzwords that point to the same process: that of dedicating time and energy into turning weaknesses into strengths, and strengths into unstoppable energy forces in people's lives.nnInc. online says, “When people don't take accountability, things start to go awry, if they don't feel ownership, they go into spectator mode and watch as things fail. If they thought it would fail from the outset it's even worse; they go into I told you so mode, which nearly always becomes a self-fulfilling prSupport the show

Many people suffer from accountability apprehension. They feel that opening themselves up to scrutiny from others will leave them vulnerable, and – sometimes – even worry that this window into their successes and failures can hold them back in any business or workplace. While this may have been true years ago, the fact is that today's culture is one that is obsessed with personal growth, and looks favorably on individuals that take intentional measures to become better, more productive, more positive versions of themselves. Joseph Folkman, a behavioral statistician and a contributor to Forbes, says, “Personal accountability is a critical step toward improving leadership. When people are accountable for their own decisions, work, and results, the effectiveness of an organization can greatly increase.” He conducted a study of 40,000 leaders and found incredible insights into the role accountability plays in the lives of highly successful and incredibly impactful leaders. If it works for these respected, successful individuals, the rest of us should definitely stand up and take note. Accountability Breeds Trust In his study, Joseph Folkman found that, “the three pillars that build trust are positive relationships, knowledge, and consistency of leaders.” When we open ourselves up to the idea of being help accountable for our words and actions, we will become more reliable and consistent. We work to eliminate blind spots in our personal character, and thus mold ourselves into more trustworthy and dependable individuals. Knowledge is, after all, powerful, and gaining knowledge about ourselves and our habits is often best gained through outside voices speaking truth into our lives. Does this sometimes mean being vulnerable and admitting mistakes? Absolutely. But would you rather be someone that can never right a wrong, or would you like to be known as the kind of person that is willing to be humble, and to learn and grow? Truly successful individuals know that growth and personal integrity are priceless, and are willing to do what it takes to level up these areas of their lives. Accountability Leads to Increased Flexibility Going back to the study that charted the information from 40,000 business leaders, it was discovered that the most effective leaders “were good at instituting change because they were effective at the following behaviors: accepting feedback, taking on challenges, innovating, spreading optimism, showing concern, and setting clear goals.” The mark of a successful businessperson is often his or her ability to adapt when necessary. Failure to pivot well when needed can lead to business failure at a catastrophic level, whether that looks like an inability to implement change that employees require to maintain job satisfaction, or the inability to anticipate changing client needs in time to meet those needs before your competition does. Adaptability and flexibility are also a central skill set to upper-management personnel and high-performing executives. To work at that demanding level and maintain consistency, you need to be willing and able to change course easily when something isn't working. Accountability is For Everyone There is a reason that the personal coaching industry is a multi-billion-dollar industry. Accountability, mentorship, and personal coaching are all buzzwords that point to the same process: that of dedicating time and energy into turning weaknesses into strengths, and strengths into unstoppable energy forces in people's lives. Inc. online says, “When people don't take accountability, things start to go awry, if they don't feel ownership, they go into spectator mode and watch as things fail. If they thought it would fail from the outset it's even worse; they go into I told you so mode, which nearly always becomes a self-fulfilling prophecy.” We all need help becoming the best possible versions of ourselves. It isn't a sign of weakness or an admission of failure to bring people into your life that serve to lift you up and hold you to a certain standard. In fact, it is the exact opposite. Elite athletes have scores of people in their corner helping them be the best they can be. From nutritionists to trainers to mental toughness and manifestation coaches – the people that are the most effective athletes are also usually the most heavily supported. No one finds success in a vacuum. We need others around us that can help hold us accountable to the goals and standards we create. We are what we repeatedly focus on and do. Excellence is therefore more of a habit than it is an accidental achievement. If you want to perform at a high level, whether at work or in your personal life, you need to intentionally set out to be that way. It will not happen by accident. To review 4 different types of coaching options and decide which one might be of the most value to you, so you can achieve your goals and enjoy the kind of business and life you truly want, go to https://www.accountabilitycoach.com/coaching/. If you are getting value from any of Podcasts, please take a minute to leave me a short rating and review. I would really appreciate it, and love to hear from you. Aim for what you want each and every day! Anne Bachrach The Accountability Coach™ The Results Accelerator™ Take advantage of all the complimentary business tips and tools by joining the Free Silver Membership on https://www.accountabilitycoach.com/coaching-store/inner-circle-store/. To help you stay focused and on track to achieving your goals, check out these other high-value resources. - Subscribe to my YouTube channel with business success principles (https://www.youtube.com/annebachrach) - Subscribe to my high-value short business tips and resources Blog (https://www.accountabilitycoach.com/blog/) - Connect with me on Facebook https://www.facebook.com/TheAccountabilityCoach) - Connect with me on Linked-in thttps://www.linkedin.com/in/annebachrach) - Connect with me on Pinterest (https://pinterest.com/resultsrule/) - Connect with me on Instagram (https://www.instagram.com/annebachrach/) Go to https://www.accountabilitycoach.com to check out for yourself how I, as your Accountability Coach™, can help you get and stay focused on you highest payoff activities that put you in the highest probability position to achieve your professional and personal goals, so you can enjoy the kind of business and life you truly want and deserve. As an experienced accountability coach and author of 5 books, I help business professionals make more money, work less, and enjoy even better work life balance. Check out my proven business accelerator resources by going to https://www.accountabilitycoach.com/coaching-store/. Get your daily Accountability Minute shot of a single, simple, doable idea, so you can start your day off on the "right foot". You can find The Accountability Minute on https://www.accountabilitycoach.com/my-podcast/ as well as on most podcast platforms and in most English-speaking countries. Author of Excuses Don't Count; Results Rule, Live Life with No Regrets, No Excuses, and the Work Life Balance Emergency Kit, The Roadmap To Success with Stephen Covey and Ken Blanchard, and more.

Many people suffer from accountability apprehension. They feel that opening themselves up to scrutiny from others will leave them vulnerable, and – sometimes – even worry that this window into their successes and failures can hold them back in any business or workplace. While this may have been true years ago, the fact is that today's culture is one that is obsessed with personal growth, and looks favorably on individuals that take intentional measures to become better, more productive, more positive versions of themselves. Joseph Folkman, a behavioral statistician and a contributor to Forbes, says, “Personal accountability is a critical step toward improving leadership. When people are accountable for their own decisions, work, and results, the effectiveness of an organization can greatly increase.” He conducted a study of 40,000 leaders and found incredible insights into the role accountability plays in the lives of highly successful and incredibly impactful leaders. If it works for these respected, successful individuals, the rest of us should definitely stand up and take note. Accountability Breeds Trust In his study, Joseph Folkman found that, “the three pillars that build trust are positive relationships, knowledge, and consistency of leaders.” When we open ourselves up to the idea of being help accountable for our words and actions, we will become more reliable and consistent. We work to eliminate blind spots in our personal character, and thus mold ourselves into more trustworthy and dependable individuals. Knowledge is, after all, powerful, and gaining knowledge about ourselves and our habits is often best gained through outside voices speaking truth into our lives. Does this sometimes mean being vulnerable and admitting mistakes? Absolutely. But would you rather be someone that can never right a wrong, or would you like to be known as the kind of person that is willing to be humble, and to learn and grow? Truly successful individuals know that growth and personal integrity are priceless, and are willing to do what it takes to level up these areas of their lives. Accountability Leads to Increased Flexibility Going back to the study that charted the information from 40,000 business leaders, it was discovered that the most effective leaders “were good at instituting change because they were effective at the following behaviors: accepting feedback, taking on challenges, innovating, spreading optimism, showing concern, and setting clear goals.” The mark of a successful businessperson is often his or her ability to adapt when necessary. Failure to pivot well when needed can lead to business failure at a catastrophic level, whether that looks like an inability to implement change that employees require to maintain job satisfaction, or the inability to anticipate changing client needs in time to meet those needs before your competition does. Adaptability and flexibility are also a central skill set to upper-management personnel and high-performing executives. To work at that demanding level and maintain consistency, you need to be willing and able to change course easily when something isn't working. Accountability is For Everyone There is a reason that the personal coaching industry is a multi-billion-dollar industry. Accountability, mentorship, and personal coaching are all buzzwords that point to the same process: that of dedicating time and energy into turning weaknesses into strengths, and strengths into unstoppable energy forces in people's lives. Inc. online says, “When people don't take accountability, things start to go awry, if they don't feel ownership, they go into spectator mode and watch as things fail. If they thought it would fail from the outset it's even worse; they go into I told you so mode, which nearly always becomes a self-fulfilling prophecy.” We all need help becoming the best possible versions of ourselves. It isn't a sign of weakness or an admission of failure to bring people into your life that serve to lift you up and hold you to a certain standard. In fact, it is the exact opposite. Elite athletes have scores of people in their corner helping them be the best they can be. From nutritionists to trainers to mental toughness and manifestation coaches – the people that are the most effective athletes are also usually the most heavily supported. No one finds success in a vacuum. We need others around us that can help hold us accountable to the goals and standards we create. We are what we repeatedly focus on and do. Excellence is therefore more of a habit than it is an accidental achievement. If you want to perform at a high level, whether at work or in your personal life, you need to intentionally set out to be that way. It will not happen by accident. To review 4 different types of coaching options and decide which one might be of the most value to you, so you can achieve your goals and enjoy the kind of business and life you truly want, go to https://www.accountabilitycoach.com/coaching/. If you are getting value from any of Podcasts, please take a minute to leave me a short rating and review. I would really appreciate it, and love to hear from you. Aim for what you want each and every day! Anne Bachrach The Accountability Coach™ The Results Accelerator™ Take advantage of all the complimentary business tips and tools by joining the Free Silver Membership on https://www.accountabilitycoach.com/coaching-store/inner-circle-store/. To help you stay focused and on track to achieving your goals, check out these other high-value resources. - Subscribe to my YouTube channel with business success principles (https://www.youtube.com/annebachrach) - Subscribe to my high-value short business tips and resources Blog (https://www.accountabilitycoach.com/blog/) - Connect with me on Facebook https://www.facebook.com/TheAccountabilityCoach) - Connect with me on Linked-in thttps://www.linkedin.com/in/annebachrach) - Connect with me on Pinterest (https://pinterest.com/resultsrule/) - Connect with me on Instagram (https://www.instagram.com/annebachrach/) Go to https://www.accountabilitycoach.com to check out for yourself how I, as your Accountability Coach™, can help you get and stay focused on you highest payoff activities that put you in the highest probability position to achieve your professional and personal goals, so you can enjoy the kind of business and life you truly want and deserve. As an experienced accountability coach and author of 5 books, I help business professionals make more money, work less, and enjoy even better work life balance. Check out my proven business accelerator resources by going to https://www.accountabilitycoach.com/coaching-store/. Get your daily Accountability Minute shot of a single, simple, doable idea, so you can start your day off on the "right foot". You can find The Accountability Minute on https://www.accountabilitycoach.com/my-podcast/ as well as on most podcast platforms and in most English-speaking countries. Author of Excuses Don't Count; Results Rule, Live Life with No Regrets, No Excuses, and the Work Life Balance Emergency Kit, The Roadmap To Success with Stephen Covey and Ken Blanchard, and more.

Many people suffer from accountability apprehension. They feel that opening themselves up to scrutiny from others will leave them vulnerable, and – sometimes – even worry that this window into their successes and failures can hold them back in any business or workplace. While this may have been true years ago, the fact is that today's culture is one that is obsessed with personal growth, and looks favorably on individuals that take intentional measures to become better, more productive, more positive versions of themselves. Joseph Folkman, a behavioral statistician and a contributor to Forbes, says, “Personal accountability is a critical step toward improving leadership. When people are accountable for their own decisions, work, and results, the effectiveness of an organization can greatly increase.” He conducted a study of 40,000 leaders and found incredible insights into the role accountability plays in the lives of highly successful and incredibly impactful leaders. If it works for these respected, successful individuals, the rest of us should definitely stand up and take note. Accountability Breeds Trust In his study, Joseph Folkman found that, “the three pillars that build trust are positive relationships, knowledge, and consistency of leaders.” When we open ourselves up to the idea of being help accountable for our words and actions, we will become more reliable and consistent. We work to eliminate blind spots in our personal character, and thus mold ourselves into more trustworthy and dependable individuals. Knowledge is, after all, powerful, and gaining knowledge about ourselves and our habits is often best gained through outside voices speaking truth into our lives. Does this sometimes mean being vulnerable and admitting mistakes? Absolutely. But would you rather be someone that can never right a wrong, or would you like to be known as the kind of person that is willing to be humble, and to learn and grow? Truly successful individuals know that growth and personal integrity are priceless, and are willing to do what it takes to level up these areas of their lives. Accountability Leads to Increased Flexibility Going back to the study that charted the information from 40,000 business leaders, it was discovered that the most effective leaders “were good at instituting change because they were effective at the following behaviors: accepting feedback, taking on challenges, innovating, spreading optimism, showing concern, and setting clear goals.” The mark of a successful businessperson is often his or her ability to adapt when necessary. Failure to pivot well when needed can lead to business failure at a catastrophic level, whether that looks like an inability to implement change that employees require to maintain job satisfaction, or the inability to anticipate changing client needs in time to meet those needs before your competition does. Adaptability and flexibility are also a central skill set to upper-management personnel and high-performing executives. To work at that demanding level and maintain consistency, you need to be willing and able to change course easily when something isn't working. Accountability is For Everyone There is a reason that the personal coaching industry is a multi-billion-dollar industry. Accountability, mentorship, and personal coaching are all buzzwords that point to the same process: that of dedicating time and energy into turning weaknesses into strengths, and strengths into unstoppable energy forces in people's lives. Inc. online says, “When people don't take accountability, things start to go awry, if they don't feel ownership, they go into spectator mode and watch as things fail. If they thought it would fail from the outset it's even worse; they go into I told you so mode, which nearly always becomes a self-fulfilling prophecy.” We all need help becoming the best possible versions of ourselves. It isn't a sign of weakness or an admission of failure to bring people into your life that serve to lift you up and hold you to a certain standard. In fact, it is the exact opposite. Elite athletes have scores of people in their corner helping them be the best they can be. From nutritionists to trainers to mental toughness and manifestation coaches – the people that are the most effective athletes are also usually the most heavily supported. No one finds success in a vacuum. We need others around us that can help hold us accountable to the goals and standards we create. We are what we repeatedly focus on and do. Excellence is therefore more of a habit than it is an accidental achievement. If you want to perform at a high level, whether at work or in your personal life, you need to intentionally set out to be that way. It will not happen by accident. To review 4 different types of coaching options and decide which one might be of the most value to you, so you can achieve your goals and enjoy the kind of business and life you truly want, go to https://www.accountabilitycoach.com/coaching/. If you are getting value from any of Podcasts, please take a minute to leave me a short rating and review. I would really appreciate it, and love to hear from you. Aim for what you want each and every day! Anne Bachrach The Accountability Coach™ The Results Accelerator™ Take advantage of all the complimentary business tips and tools by joining the Free Silver Membership on https://www.accountabilitycoach.com/coaching-store/inner-circle-store/. To help you stay focused and on track to achieving your goals, check out these other high-value resources. - Subscribe to my YouTube channel with business success principles (https://www.youtube.com/annebachrach) - Subscribe to my high-value short business tips and resources Blog (https://www.accountabilitycoach.com/blog/) - Connect with me on Facebook https://www.facebook.com/TheAccountabilityCoach) - Connect with me on Linked-in thttps://www.linkedin.com/in/annebachrach) - Connect with me on Pinterest (https://pinterest.com/resultsrule/) - Connect with me on Instagram (https://www.instagram.com/annebachrach/) Go to https://www.accountabilitycoach.com to check out for yourself how I, as your Accountability Coach™, can help you get and stay focused on you highest payoff activities that put you in the highest probability position to achieve your professional and personal goals, so you can enjoy the kind of business and life you truly want and deserve. As an experienced accountability coach and author of 5 books, I help business professionals make more money, work less, and enjoy even better work life balance. Check out my proven business accelerator resources by going to https://www.accountabilitycoach.com/coaching-store/. Get your daily Accountability Minute shot of a single, simple, doable idea, so you can start your day off on the "right foot". You can find The Accountability Minute on https://www.accountabilitycoach.com/my-podcast/ as well as on most podcast platforms and in most English-speaking countries. Author of Excuses Don't Count; Results Rule, Live Life with No Regrets, No Excuses, and the Work Life Balance Emergency Kit, The Roadmap To Success with Stephen Covey and Ken Blanchard, and more.

With billions of dollars flowing through the global economy, and the competition among companies both large and small, everyone is looking for an edge. Every good manager in every company seeks to motivate team members. He or she wants a high performing team. So managers work to give criticism or should we say "constructive feedback" to employees. Many also praise them. In fact, corrective feedback and praise for a job well done are both needed, but research has shown that an ideal ratio of praise to criticism exists. In the highest performing teams, employees receive over 5 times the amount of positive comment to negative comments. The same researchers also looked at marriages. They discovered the couples that were least likely to divorce shared positive comments more than negative comments. I know, big shock! But amazingly, the positive to negative comment ratio was nearly the same as the workplace --  5 positives to each negative.* This sounds like a very practical understanding of the impact of focusing on whatever is admirable. Another nuance of the word, is whatever is of good report.  When people focus on positive comments, it improves their performance. I'm sure it helps their overall attitude as well! And sharing positive comments also nurtures the marriage relationship. So now you know the secret: 5 positives for each negative. Here's my challenge for you today. Give at least 5 positive comments to other people before you make a single negative comment. *Jack Zenger and Joseph Folkman, "The Ideal Praise-to-Criticism Ratio," Harvard Business Review, March 15, 2013,  https://hbr.org/2013/03/the-ideal-praise-to-criticism Please provide feedback and suggestions at: https://www.sparkingfaith.com/feedback/ Bumper music “Landing Place” performed by Mark July, used under license from Shutterstock.

Bienvenido a otro episodio de "Líderes Imperfectos: ideas para gestionar a otros, y uno mismo". La cosa hoy va de algo que nos afecta a todos, seamos directores, managers o becarios, y es la comunicación... y concretamente el feedbackSi me acompañas, sabrás:Qué es la técnica Sandwich y por qué es mala idea usarlaCómo saber si estás manipulando a tu interlocutor. Cuál es la relación entre feedback, rendimiento y motivación. El principio fundamental para una cultura de comunicación positiva en tu empresaY qué tiene que ver el feedback con una cuenta corriente... Estaremos encantados de recibir tus comentarios y feedback en podcast@intiva.es, y si tienes curiosidad por saber cómo formamos a managers en todo el mundo en feedback y otras habilidades eres bienvenid@ en www.intiva.es Nota:Your Employees Want the Negative Feedback You Hate to Give, Jack Zenger and Joseph Folkman. Harvard Business Review 2014

In this episode, we are joined by Dr. Jack Zenger and Dr. Joseph Folkman, co-founders of Zenger|Folkman. We learn how they work with clients to help them become better leaders. We learn about their research and how it is done using hard data and statistical analysis with logical explanations and actionable application. Lastly, we talk in-depth about a recent report that was published in the Harvard Business Review that goes into why Women are better leaders during a crisis.  zengerfolkman.com

In this episode, we are joined by Dr. Jack Zenger and Dr. Joseph Folkman, founders of Zenger|Folkman. Jack and Joseph help leaders become effective bosses, encouraging these leaders to think about their company's vision and brand image when making behavioral changes. Jack and Joseph emphasize that effective leaders improve their strengths instead of trying to change their weaknesses. Lastly, Jack and Joseph share their insights on this common question: Are leaders born or made?

David Sturt is an executive vice president at the O.C. Tanner Company and author of “Great Work: How To Make A Difference People Love.” He has been a driving force and voice of business publishing and management sciences throughout his entire career. In this episode, he joins Jack Zenger and Joseph Folkman to discuss his research … Continued The post Bonus Episode- Doing Great Work with David Sturt appeared first on ZENGER FOLKMAN.

Josh Bersin is the founder and CEO of Bersin & Associates, a leading industry research and advisory firm in enterprise learning and talent management. In this episode, he joins Jack Zenger and Joseph Folkman to discuss his research on bold leadership. Download the eBook of the full interview here. Sign up for our Newsletter for … Continued The post Bonus Episode- Bold Leadership, with Josh Bersin appeared first on ZENGER FOLKMAN.

En este episodio te traslado las 7 características principales que tienen las personas super productivas, y es el resultado de un estudio realizado por Jack Zenger y Joseph Folkman, de la empresa Zenger / Folkman. Realizaron una investigación con 7.000 personas, que fueron valoradas por sus respectivos jefes, en lo que a productividad se refiere, y clasificados en 48 comportamientos específicos. Por lo que pudieron identificar qué comportamientos se corresponden directamente con los más altos niveles de productividad. Y aquí te comparto los que determinaron como el top 10 de máxima productividad, de 7.000 profesionales, que no es poco. Listados con brevedad son los siguientes: Establecen metas ambiciosas Muestran consistencia Tienen conocimientos y experiencia técnica Dirigidos y enfocados a resultados Se anticipan y resuelven los problemas Toman la iniciativa Son colaborativos En el episodio entro más en detalle en cada uno de ellos, así como te sugiero qué puedes hacer para implementarlo en tu desempeño diario. En el episodio te menciono estos dos libros: Los 7 hábitos de la gente altamente efectiva, de Stephen R. Covey (https://amzn.to/311fnyq) Cuaderno de trabajo de: Los 7 hábitos de la gente altamente efectiva, de Stephen R. Covey (https://amzn.to/2FnhWn3)   Compárteme tus reflexiones Me encantaría que me compartieras tus reflexiones sobre este episodio ¡juntos podemos aprender mucho más! Puedes escribirme en este link: https://www.desdelatrinchera.com/contactame/   Bájate el eBook gratis Y no lo olvides, si quieres multiplicar tus resultados, ve a desdelatrinchera.com/x100/ y descárgate gratis el ebook donde te muestro más de 100 acciones que te ayudarán a mejorar en el área profesional y personal.   Más contenidos para mejorar tus resultados Este episodio de Código Emprendedor, ha llegado a ti gracias a DesdeLaTrinchera.com, donde podrás encontrar muchas más técnicas, estrategias y trucos, para mejorar tus habilidades profesionales y llevar tu negocio mucho más lejos.

In the third podcast in this collection focusing on providing practical support and assistance for those working in the legal ecosystem during this time of extreme change, we discussed what to do right now if you are faced with a changed or changing role, the need to retrain, upskill and, perhaps even having to find a new role in a different place, today or in 6 or 12 months from now. We spoke with international recruitment guru Katherine Mountford, Principal at KM Talent. Katherine has worked in different roles and started her own business so she has, quite literally, been there and done the sorts of things we cover in this podcast. Thank you so much Katherine – loved the practical, positive, common sense tips on moving forward in a time of change! P.S. If you would like to read the article referred to in this podcast, you will find it here: John H. Zenger, Joseph Folkman and Scott Edinger, “Making Yourself Indispensable,” HBR, (October 2011).

Crina and Kirsten are both just back from fabulous adventures and share their amazing experiences with listeners before they launch into this shows meaty topic! Both women are deeply committed to leadership – fostering those talents and skills in themselves and others – especially women.This show is for EVERYONE. Our hosts believe we all lead from where we are. They discuss the leadership capabilities surveyed in a Harvard Business Review article by Jack Zenger and Joseph Folkman, ​Women Score Higher than Men in Most Leadership Skills​. What a great backdrop – that women are perceived by their co-workers having the highest rated leadership capabilities – for us to discuss leadership qualities and consider which ones we have and which ones we want to develop in ourselves.Our hosts encourage each other and the listener to see themselves as a leader and to develop those capabilities.Articles of Interest:https://hbr.org/2019/06/research-women-score-higher-than-men-in-most-leadership-skills

Dzisiaj ponownie sięgnąłem do artykułu Harvard Business Review, w którym autorzy Jack Zenger and Joseph Folkman przedstawiają wyniki swoich badań, dotyczących tego co pomaga liderom budować zaufanie. Blog: https://nowoczesnylider.pl/trzy-elementy-pomagajace-zbudowac-zaufanie Muzyka: https://youtu.be/RH1gC45vlMc

In today's episode of The Sales Evangelist, we discuss the immediate steps you can take to begin growing your influence.  Whether you are in sales or not, everyone, at one time or another, needs to increase their influence. I'm reminded of a coworker of mine who really knew how to connect with people. Tom had that ability to influence others. He just understood people and prospects and he knew how to speak to them. He could point out potential problems before they became problems. As such, when he spoke, his clients listened. He was respected. My guest today, Stacey Hanke, is here to talk about how we, like Tom, can grow our influence. [00:01] Stacey is the author of two books, a Certified Speaking Professional, and CEO of StaceyHanke, Inc. Stacey and her team work with directors, to C-Suite, and with sales professionals to make them more aware of the level of influence they really have versus they level of influence they believe they have. They accomplish this with keynotes, with mentoring, and through workshops. They increase awareness by giving practical how-to advice so their clients know how to use both verbal and non-verbal methods of influence every day of the week. [03:25] INFLUENCE: WHAT IT IS AND WHAT IT ISN'T Stacey has worked with a lot of individuals and organizations over the past 16 years. And though she sees it happen quite often, Stacey believes that influence is not something that you should turn on and off. For example, you've got a high stakes phone conversation, meeting or sales pitch and you decide to ‘turn it on.'  There's nothing authentic about that. There's no integrity to it. [04:46] Influence is when your verbal and non-verbal communication remain consistent at all times and in all situations. It is congruent with your priorities and purposes. Influence is having the ability to move people to take action long after the interaction has occurred.   It takes discipline and hard work. It is hard because we often get caught up with worrying about how we are perceived. Will they like me? Am I going to say the right thing? Switch your thinking. What is important to my client? What is their experience with the topic? Why is this conversation happening? To really drive home the value of your product or your service – whatever you're trying to influence the person to act on – it first has to resonate with the client. [05:36] So, be genuine. Stacey recently helped a client to realize that he was putting more time into marketing materials and PowerPoint slides than into the actual delivery of the product. It is not the experience his clients were looking for. [06:46] FEEDBACK: WHY YOU NEED IT. As a sales rep, one of the first steps to increase your influence is to ask for real feedback. You have to plan for it and ask for it. Ask someone who you can count on to tell you the truth to listen to you as you practice. Ask them to listen, pay attention and give you feedback. When you can prepare in this way, the person providing the feedback is more likely to be direct and constructive with their comments. We don't need to be told how great we are. We have to figure out our weaknesses in order to grow. It takes discipline to handle feedback and even more discipline to act on it. Don't sabotage yourself by asking a subordinate or someone who is likely to tell you what you want to hear, instead of what you need to hear. Put your pride aside. Strive for honest answers. [07:39] Stacey has encountered many in her workshops who are hesitant to pursue feedback. She attributes this to the stigma that surrounds feedback as meaning you've done something wrong. Feedback instead means that you are already doing well. You wouldn't be in the position you are in if you didn't know what you were doing. Feedback provides opportunity to become even better. It encourages constant growth. [09:41] LEADERSHIP In a study conducted by Joseph Folkman of over 51,000 leaders, it was realized that leaders who frequently ask for feedback rank in the top 86% for leadership effectiveness. On the other hand, leaders who rank in the bottom 15% for leadership effectiveness are in the bottom 10% when it comes to asking for feedback. [10:20] So how does this translate to working with a prospect? Stacey reaches out to her clients every three or six months to find out what has been working for them during that time. She frequently asks her clients why they continue to work with her team. What keeps them coming back? Then she flips the coin. What can her team do to make things easier? How can they provide more value on a long-term basis?  This allows the client to tell you how best to upsell them by letting you know what other services they might want or need. Your clients can disappear at any point but if you deliver the value that you promise and you truly care about your clients, then the ability to upsell based on their feedback provides a service to them. [11:31] Being influential is not the same as being manipulative. The more you practice asking for, setting up, receiving, and dealing with feedback, the more you'll start to crave it. It sounds crazy but sometimes the feedback is completely different from how you felt during the conversation or how you thought you came across. Sometimes feedback can be harsh. But the toughest feedback often comes during periods of growth or transition. You might hate it at the time but it will help you grow. [13:42] GET COMFORTABLE WITH BECOMING UNCOMFORTABLE Feedback can be hard to embrace if it requires a change that takes us out of our comfort zone.  Make feedback common practice. You can apply it to everything in life. The more uncomfortable you get, the faster you grow. Once you get over the hurdles, once you stop hitting your knees every time, you will start to see improvement. Staying in our comfort zone only makes us lazy. Resting on our laurels or believing that we already know everything comes across in our performance. When you are feeling strong and landing deals, Stacey says that is the time to feel uncomfortable. Work hard even when times aren't tough. Imagine going to the gym only when you want to lose weight. It isn't going to last. It is too painful. Instead, be consistent to get consistent results. [17:09] Talk to your clients like you would talk to a friend. They don't need somebody pushing a product down their throat. They want someone who is trying to meet their needs so ask how you can do that for them. What is the best way to communicate with them? How frequently do they want to hear from you? When can you call or email them next? To have more influence from a personal standpoint, try seeing yourself as your audience does. Record yourself on your phone. The level of awareness that develops from observing your own verbal and non-verbal cues can be truly eye-opening. Everything about our behavior translates into the experience that people have with us. Influence doesn't happen during the conversation. It happens after the fact. Focus on your thoughts. [20:26] NO EYES? NO TALK. Focus your eyes on a single point and practice as if you are speaking to individuals there. When you focus your eyes, you become focused in your thoughts.  When you lose focus on the point, you will find that you also lose your train of thought. Make every interaction purposeful. When you are trying to connect with someone, only speak to them when you can see their eyes. Make it a meaningful conversation. Anytime you need to look away, stop talking. It creates trust. Without trust, nothing else matters. You save time when you stay focused and speak less. [22:30] Many of us forget that the people we are trying to influence may not be as excited about our years of experience or about our product as we are. If you only have two or five minutes with a client, think about how to provide the greatest value in the shortest time. Make it memorable for them. They don't have to say ‘yes' today but you can increase their interest today. Let them know how to reach you tomorrow. [24:31] CONSISTENCY If you want to use social media to increase your influence, be sure to be consistent among the platforms. Stacey cites the common problem of using cellphones to send emails, namely, that disclaimer at the bottom to ‘please forgive any grammatical errors.' Why would you ask a potential client to do that? Influence comes through with everything we do. Be sure your messages are consistent. Don't bash other companies. Remember that your tone of voice does not convey to the written word. Avoid the risk of coming across as unprofessional.   Think before you post. Your reputation is on everything that you do. You choose the reputation that you want people to have of you. [25:28] “IMMEDIATE STEPS YOU CAN TAKE TO BEGIN GROWING YOUR INFLUENCE” EPISODE RESOURCES Connect with Stacey and check out her available resources at staceyhankeinc.com.  This episode is brought to you in part by prospect.io, a powerful sales automation platform that allows you to build highly personalized, cold email campaigns. To learn more, go to prospect.io/tse. It will help you with your outbound to expand your outreach. It allows you to set it and forget it. Your prospecting will never ever be the same. Previously known as TSE Hustler's League, our TSE Certified Sales Program offers modules that you can engage on your own schedule as well as opportunities to engage with other sellers in other industries. This episode is brought to you in part by mailtag.io, a Chrome browser extension for Gmail that allows you to track and schedule your emails. It's super easy, it's helpful, and I recommend that you try it out. You'll receive real-time alerts anyone opens an email or clicks a link. I hope you enjoyed the show today as much as I did. If so, please consider leaving us a rating on Apple Podcast, Google Podcast, Stitcher, or wherever you consume this content and share it with someone else who might benefit from our message. It helps others find our message and improves our visibility. If you haven't already done so, subscribe to the podcast so you won't miss a single episode, and share with your friends! Audio provided by Free SFX and Bensound.

According to Forbes.com contributor Joseph Folkman, inspiration and motivation top the list of what employees crave from their leaders. But people who lead are falling dramatically short in delivering. One possible reason – their approach may not come from a place of authenticity. Folk man offers these six styles. Find the one that naturally suites you.

Jack Zenger, Joseph Folkman escriben este grandioso articulo para la revista Harvard Business Review. Los líderes desconocemos acciones que son "defectos fatales", no se trata de debilidades que pueden ser detectadas por medio de una encuesta de retroalimentación o pruebas de desempeño; más bien se refiere a aquellas debilidades de liderazgo que se desconocen y que producen la no acción o falta de acción en ciertas situaciones. Los autores determinan que la manera de resolver estos "defectos fatales" es 1. Ser autoconscientes 2. Tener un cajero de la verdad 3. Ser honesto y reconocer "falla fatal" y tomar acción Si quieres leer el artículo original https://hbr.org/2018/02/most-leaders-know-their-strengths-but-are-oblivious-to-their-weaknesses Conoce más de Henry Vicente www.pensarbien.com Facebook https://www.facebook.com/SoyHenryVicente Twitter https://twitter.com/SoyHenryVicente Podcast Pensamientos de Cambio En IVOOX http://bit.ly/2oqBWI7 En Itunes http://apple.co/2oqDHot Mis pasiones creativas https://www.pinterest.com/SoyHenryVicente/ https://www.instagram.com/soyhenryvicente Otros proyectos https://www.facebook.com/influenciadoresdelcambio/ https://www.facebook.com/pdcambio/ Empresario https://www.facebook.com/kiutguatemala/ Facilitador Independiente de procesos de aprendizaje para: http://agentedecambio.com/

Tony begins weekly podcasts by sharing some of the great content he reads each week. This week's podcast is written by CEO, Jack Zenger and President, Joseph Folkman of Zenger/Folkman Consultancy. This article was shared in Harvard Business Review on July 14, 2016. 

Jack Zenger and Joseph Folkman have administered thousands of 360-degree assessments through their consulting firm, Zenger/Folkman. This has given them a wealth of information about who benefits from criticism, and how to deliver it.

Who Cares about Vision? The word "vision" is inevitably used with "leadership" -- how important is it really? Guests include Joseph Folkman, Ph.D., president of Zenger Folkman. Joe's latest book The Inspiring Leaders: Unlocking the Secrets of How Extra...Read more ›

Who Cares about Vision? The word "vision" is inevitably used with "leadership" -- how important is it really? Guests include Joseph Folkman, Ph.D., president of Zenger Folkman. Joe's latest book The Inspiring Leaders: Unlocking the Secrets of How Extra...Read more ›