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#eq #emotionalintelligence #leadershipskills #leadershipdevelopment #vision Today I talk about 5 reasons why emotional intelligence is important in leadership. I talk about how you need to have emotional information in order to make good decsions. That in order to connect to your vision and that of the company then you have to be connected to your emotions. And that according to leadership experts, Kouzes and Posner, "love is the secret ingredient of leadership." I also talk about relationships and inspiring others. For this Friday's podcast with writer Mark Staufer talking about abuse in a New Zealand boarding school: https://youtu.be/vFuQANOr5HM And last Friday's podcast with Dr Robin Youngson talking about his experiences of the medical system and its similarities to boarding: https://youtu.be/GNQHj6rKUZg Take care, Piers --- Piers is an author and a men's transformational coach and therapist who works mainly with trauma, boarding school issues, addictions and relationship problems. He also runs online men's groups for ex-boarders, retreats and a podcast called An Evolving Man. He is also the author of How to Survive and Thrive in Challenging Times. To purchase Piers first book: https://www.amazon.co.uk/How-Survive-Thrive-Challenging-Times/dp/B088T5L251/ref=sr_1_1?dchild=1&keywords=piers+cross&qid=1609869608&sr=8-1 For more videos please visit: http://youtube.com/pierscross For FB: https://www.facebook.com/pierscrosspublic For Piers' website and a free training How To Find Peace In Everyday Life: https://www.piers-cross.com/community Many blessings, Piers Cross http://piers-cross.com/
What happens when farmers become co-creators of innovation—not just end users? In this insightful episode, host Mark Jewell sits down with Margaret Oldham, Vice President of Innovation at AgLaunch, to explore how intentional leadership and farmer-driven solutions are reshaping the future of agriculture.Margaret shares her unique perspective from years in both corporate ag and the startup world, offering actionable insights for operators, visionaries, and anyone navigating change in a dynamic industry. You'll learn how AgLaunch's one-of-a-kind model is connecting startups with real farmers for real-time innovation—and how leaders at every level can grow more intentional, aligned, and impactful.Key Takeaways:
Drawing on the work of Kouzes and Posner and their excellent book, The Leadership Challenge, what are the 5 principles of a great leader?I discuss all 5 qualities and traits while linking that in to the UK.Why is it that we have so few good leaders in the UK?Over the past few decades there have been consistently poor leaders in charge.Today I talk about why I feel this is.I draw upon the work of Oliver Bullough and Butler to The World, and Warren Bennis' On Becoming a Leader.#leadership #greatleaders #UkleadersTake care,Piers--- Piers is an author and a men's transformational coach and therapist who works mainly with trauma, boarding school issues, addictions and relationship problems. He also runs online men's groups for ex-boarders, retreats and a podcast called An Evolving Man. He is also the author of How to Survive and Thrive in Challenging Times. To purchase Piers first book: https://www.amazon.co.uk/How-Survive-Thrive-Challenging-Times/dp/B088T5L251/ref=sr_1_1?dchild=1&keywords=piers+cross&qid=1609869608&sr=8-1 For more videos please visit: http://youtube.com/pierscross For FB: https://www.facebook.com/pierscrosspublic For Piers' website and a free training How To Find Peace In Everyday Life: https://www.piers-cross.com/community Many blessings, Piers Cross http://piers-cross.com/
In this insightful episode of Don't Waste the Chaos, we sit down with John Thomas, a seasoned leader and published author with over 25 years of experience in higher education, government administration, nonprofits, and organizational consulting. Currently a Consultant with the Organization Development team at Washington University in St. Louis, John has a remarkable track record in leadership coaching, team building, and employee engagement. From reducing vacancy fill times to transforming workplace cultures, John's leadership journey is full of practical lessons and inspiring stories. We explore his leadership philosophy, the role of emotional intelligence, and actionable strategies for leading through uncertainty. Plus, John introduces us to the key concepts of his book, Nobility, offering insights that you can start applying today. Whether you're leading a team, growing a business, or navigating personal growth, this episode is a goldmine of actionable wisdom. Tune in to Hear: The core principles of leadership every business owner should know How emotional intelligence can transform the way you lead your team Strategies for leading teams through uncertainty and change The role mentorship plays in developing strong, effective leaders Key takeaways from John's book, Nobility, and how they can help you lead with integrity and purpose Resources & Books Referenced [in Kerri's Amazon store]: Connect with John Thomas on LinkedIn https://www.linkedin.com/in/johnthomas2/ or on X @Coach_Tee Get your copy of Nobility by John Thomas: https://amzn.to/3YZU8eJ The Leadership Challenge by Kouzes & Posner: https://amzn.to/4fIw8T3 Join our weekly newsletter: HR and Operations insights for business professionals: https://www.saltandlightadvisors.com/contact Women looking to expand professionally and personally: https://www.saltandlightforwomen.com/contact Connect on IG: https://www.instagram.com/saltandlightadvisors https://www.instagram.com/saltandlightforwomen https://www.instagram.com/dontwastethechaos Check out Don't Waste the Chaos on YouTube: https://youtu.be/Ikyi0-jxcAI?si=7eR8I6YZll-lYI7i Visit our website: www.dontwastethechaos.com Don't Waste the Chaos, Embrace It!
Roben Graziadei, MA is the founder and president of Net Result$, LLC, and is a highly successful leadership consultant and speaker. In 2015 she branded Instinctology® and authored Instinctology®, A Leadership Method to Turn GUT Instincts into Concrete Action. Roben began her career as a Senior Consultant with FranklinCovey and was also a Principal of the The Tom Peters Group (Tom Peters, author of In Search of Excellence) where she taught The Leadership Challenge (by Kouzes and Posner) workshops. Having consulted with the C-Suite of many Fortune 500 companies and higher education institutions, Roben then trained over 500K people from the mailroom to the boardroom, helping to develop strong leaders and work units at all levels. In this episode, she shares valuable insights and actionable advice that can be of great benefit to leaders at every level.
Send us a textDr. David Reyes serves as the Talent & Leadership Development Manager at Southwest Airlines, overseeing the Leadership Development Programs strategy and execution. Before his work in Talent Development, he served in administration in higher education and continues to teach as an adjunct professor for Communication and Leadership classes. In 2021, David received his Doctorate of Education and studied the social responsibility and the efficacy of Leadership Educators and practitioners. David has been married to Madison for 8 years, and they have two children, Judah (3) and Nora (1 month).A Quote From This Episode"We should not be the sage on the stage but to be the guide on the side."Resources Mentioned in This EpisodeMindset by Carol DweckLearning Leadership by Kouzes and PosnerThe Fearless Organization: Creating Psychological Safety in the Workplace for Learning Innovation and Growth by EdmonsonAbout The International Leadership Association (ILA)The ILA was created in 1999 to bring together professionals interested in studying, practicing, and teaching leadership. Register for ILA's 26th Global Conference in Chicago, IL - November 7-10, 2024.About Scott J. AllenWebsiteWeekly Newsletter: The Leader's EdgeBlogMy Approach to HostingThe views of my guests do not constitute "truth." Nor do they reflect my personal views in some instances. However, they are views to consider, and I hope they help you clarify your perspective. Nothing can replace your reflection, research, and exploration of the topic.
In episode 2, of Season 5, after the Living Leadership segment, I provide a brief lecture on Kouzes and Posner's "The Leadership Challenge," during which I describe the fundamentals of leadership, the characteristics of admired leaders, and highlight the Five Practices (or behaviors) of Exemplary Leaders. In the Living Leadership Interview segment, I discuss leadership philosophy and Transformational Leadership with Dr. Sheldon Tate, the Executive Director of Recreation at George Mason University. Dr. Tate describes his life journey from being an African-American student at a Predominately White Institution (PWI) to completing his dissertation research study in a compelling, deliberative, and thoughtful way. And he details how mentors, listening to his inner voice, and being reflective and intentional were foundational to his development. He emphasizes that leadership is earned, not given - which is accomplished by building relationships, developing trust, and being values-driven. He cares deeply about the Five Leadership Practices and provides great examples for why titled leaders must Model the Way, Inspire a Shared Vision, Challenge the Process, Enable Others to Act, and Encourage the Heart. Dr. Tate also describes how his experience as an athlete and high level basketball referee allowed him to see what he is capable of and significantly impacted his perspective as a leader, a mentee, a husband, and a father. The conversation is high energy and lively; I hope you enjoy it! Send me your thoughts and let's keep the conversation going on Twitter (@TingleJK) or on LinkedIn.
What are the 5 basic components of great leadership? Last week I talked about why boarding school doesn't create good leaders drawing upon the work of Nick Duffell's Wounded Leaders and Kouzes and Posner's The Leadership Challenge: https://youtu.be/VNMQpTyO1h8 Today I wanted to explore the work of Warren Benis in his book on Becoming A Leader. What are the 5 key ingredients that all good leaders have? I also share some of the work of Simon Sinek in his book Leaders Eat Last. What helps you become a great leader? Warm regards, Piers #leadershipdevelopment #leadership #warrenbenis #simonsinek --- Piers is an author and a men's transformational coach and therapist who works mainly with trauma, boarding school issues, addictions and relationship problems. He also runs online men's groups for ex-boarders, retreats and a podcast called An Evolving Man. He is also the author of How to Survive and Thrive in Challenging Times. To purchase Piers first book: https://www.amazon.co.uk/How-Survive-Thrive-Challenging-Times/dp/B088T5L251/ref=sr_1_1?dchild=1&keywords=piers+cross&qid=1609869608&sr=8-1 For more videos please visit: http://youtube.com/pierscross For FB: https://www.facebook.com/pierscrosspublic For Piers' website and a free training How To Find Peace In Everyday Life: https://www.piers-cross.com/community Many blessings, Piers Cross http://piers-cross.com/
Bashing the boss is a favourite pastime for many employees. We don't want to be a boss that's worthy of this sort of treatment, so in this episode I take a look at some of the common reasons why people generally complain about their boss. Then we can do things differently and give them fewer things to complain about! Like the Show? Please Leave a Review! ✅ If you like this episode or the show in general, please take a few minutes to leave a review by clicking one of the links below. Your review really helps me to reach a wider audience of thoughtful leaders, so we can improve workplaces around the world. I appreciate you taking the time!
Episode 75 - Change Management Summary In this episode, Scott and Mo discuss change management and its importance in the workplace. They highlight the need for leaders to encounter challenges, build resilience, and foster open communication. They emphasize the importance of recognizing opportunities and engaging employees in the change process. The hosts also encourage leaders to be proactive and continuously evaluate and refine their approach to change management. They conclude by emphasizing the need for leaders to be open to change and drive positive change within their organizations. 3 Ways to Deal with Change Management Focus on encountering challenges. Change can disrupt the status quo Change can create resistance among employees. If you're not encountering challenges, then you're not leading. Look for the unexpected Get out in front of challenges and be ready to work them out ResilienceWhat is going on in your company? How can you work amidst those challenges? How can you build that resilience within your team that is going to be vital for navigating change effectively? Be adaptable.Are you ready to adapt quickly to change? Are you ready to bounce back from the setbacks? BOOK: The Leadership Challenge: How to Make Extraordinary Things Happen in Organization, by Kouzes and Posner. “The only way you're going to get good is to get good”. Don't baby your people. Build resiliency in your team. Leaders think challenges are opportunities. Foster open communication. Open up - Be honest Allow team members to express within the team and to one another their concerns. Be part of expressing those concerns Change presents opportunities for innovation and for growth. How do you recognize opportunities? Focused on the things that can be used as a learning moment or a teaching moment. Focus on Engaging Employees. The “Buy-in” - John Maxwell's The 21 Irrefutable Laws of Leadership To be an effective leader, you need to create a buy-in of ownership for your people. Empower team members To contribute ideas Give those solutions Foster a sense of ownership Create commitment BOOK: Made in America, by Sam Walton Encourage Pro-activists Your people are only going to be proactive if you allow them to be proactive. Continuous evaluation and refinement of our approach to change is going to ensure ongoing success. QUESTIONS: What are the things that are worth evaluating in your business? What are your feedback mechanisms? Are you giving your people a way to tell you the things that are going good and bad? Do you have an open door policy? Are you making it better in your workplace? MO's Final Thoughts: You need to be the most open person in the room when it comes to change management. It is so easy for us as leaders to tell other people that they need to be open to change. When in reality, leaders, it's really us that's not open to change. Don't get upset with your people. Help them and redirect them to where they're supposed to be. Change is what you need to be about. Leaders are all about change. As we talk about encountering challenges, engaging employees, encouraging proactiveness, you know, who's in charge of all that? You are in charge of that as the leader. You're the person who is responsible both for the productivity of your company and specifically for your team. So leaders, remember, it's about embracing opportunity because that's going to bring you to growth and innovation and your people are going to jump onto that process. And when it comes to leadership, you are the one that drives those processes.Give your people the best opportunity to succeed. The way you do that is to get in front and be ready to deal with that change management. Amazon Book Link: The Leadership Challenge: How to Make Extraordinary Things Happen in Organization, Kouzes and Posner - https://a.co/d/aO2WW5M 21 Irrefutable Laws of Leadership, John Maxwell - https://a.co/d/72MPij0 Made in America, Sam Walton - https://a.co/d/aUgPpSs Special Thanks To: –––––––––––––––––––––––––––––– Work it out by LiQWYD https://soundcloud.com/liqwyd Creative Commons — Attribution 3.0 Unported — CC BY 3.0 Free Download / Stream: https://bit.ly/l_work-it-out Music promoted by Audio Library https://youtu.be/erSmdVocHO0 –––––––––––––––––––––––––––––
This spring I'm releasing bonus episodes of The Take Home. No new lectures on leadership, instead I'm sharing the amazing podcasts created by the students in my Leadership for Sport Professionals class. Today's bonus episode features "Beyond the Game" produced and created by Hannah Ritchie, Winston Hutchison, and Austin Kitchens. In the podcast, they interview Howard McMahan, an Assistant Athletic Director at Round Rock ISD and former high school football coach. In the show they discuss elements of Kouzes and Posner's "The Leadership Challenge" as well as Authentic and Adaptive theories of leadership. The episode is fun and creative and filled with great lessons about leading with humility, joy, and high expectations. I hope you enjoy! Music credits: Sport - Short (With Solo) by Lite Saturation // Metal Whistle by Pixabay // Wow by SergeQuadrado
Liderança é uma arte. E, na arte de Liderar, o instrumento do artista é seu próprio ser. Dominar a arte de liderar é dominar a si próprio. Em última instância, o processo de desenvolvimento da liderança é um processo de autodesenvolvimento. (Kouzes & Posner) --- Send in a voice message: https://podcasters.spotify.com/pod/show/cleysondellcorso/message
When we think about leadership we all have certain traits we think of; go getter, driven, gets the job done no matter what. But sometimes these traits allow for narcissistic people to thrive. How do we differentiate between narcissism and leadership and what are the qualities of a good leader? These questions and more discussed this week with our friend Lindsay Ruiz! To learn more about or connect with Lindsay, check her out on LinkedIn!Check out the resource Lindsay mentioned in todays episode here: Leadership Challenge.Kouzes & Posner (squarespace.com) Stay up to date with our episodes and happenings by following us on Facebook, Twitter, and Instagram, and please email any questions or feedback to TouchySubjectsPodcast@gmail.com or head to our website TouchySubjectsPodcast.com.If you or someone you know wants assistance please call the National Hotline at 1−800−799−7233 or visit https://www.thehotline.org or the National Sexual Assault Helpline at 1-800-656-4673 or RAINN.org.Music credits: Uplifting Summer by Alex_MakeMusic (2021) Licensed under a Pixabay License. http://pixabay.com/music/dance-uplifting-summer-10356/The views and opinions expressed in this podcast are the host's own and might not represent the official views and opinions of the agencies in which they represent.
Pre-order our new book, The Score That Matters https://amzn.to/47bhRto Full show notes at www.LearningLeader.com Dr. Barry Posner, author of The Leadership Challenge and The Truth About Leadership The 4 characteristics of leaders whom we would most choose to follow: Honest (trustworthy, they do what they say they're going to do) Competent (Smart, and constantly learning) Inspiring - Energetic, enthusiastic. Inspire means to breathe life in to... Forward-looking - They have a sense of the future. They share a compelling vision People all have values, but not everyone knows what they are. To know what our values are, we must be thoughtful and intentional about them and do the reflective work to understand what we value most. What is Kouzes and Posner's leadership theory? Their research, which they conducted over almost 20 years, suggested that leadership is not a position, but a collection of practices and behaviors. These practices serve as guidance for leaders to accomplish their achievements or “to get extraordinary things done. The Leadership Challenge – Leaders drive results and achieve goals. To face the obstacles of today and tomorrow, we need leaders at a high level. The Leadership Challenge gives everyone the tools and practices to Model the Way, Inspire a Shared Vision, Challenge the Process, Enable Others to Act, and Encourage the Hearts of those around them. "In the middle of responding to an audience question one of us was saying, “I don't know what you call something that's been the same for twenty-five years, but…,” and Ken Blanchard interrupted, exclaiming, 'I'd call it the truth.'" The Truth About Leadership The first truth is that You Make a Difference. The second truth is that Credibility Is the Foundation of Leadership. If people don't believe in you, they won't willingly follow you. The third truth is that Values Drive Commitment. People want to know what you stand for and believe in. The fourth truth is that Focusing on the Future Sets Leaders Apart. The capacity to imagine and articulate exciting future possibilities is a defining competence of leaders. You have to take the long-term perspective. You Can't Do It Alone is the fifth truth. Leadership is a team sport…What strengthens and sustains the relationship between leader and constituent is that leaders are obsessed with what is best for others, not what is best for themselves. Trust Rules is the sixth truth. Trust is the social glue that holds individuals and groups together. And the level of trust others have in you will determine the amount of influence you have. You have to earn your constituents' trust before they'll be willing to trust you. That means you have to give trust before you can get trust. The seventh truth is that Challenge Is the Crucible for Greatness. Great achievements don't happen when you keep things the same. Change invariably involves a challenge, and challenge tests you. Truth number eight reminds you that You Either Lead by Example or You Don't Lead at All. Leaders have to keep their promises and become role models for the values and actions they espouse. Truth number nine is that The Best Leaders Are the Best Learners. Leaders are constant improvement fanatics, and learning is the master skill of leadership. The tenth truth is that Leadership Is an Affair of the Heart. It could also be the first truth. Leaders are in love with their constituents, their customers and clients, and the mission that they are serving. Leaders make others feel important and are gracious in showing their appreciation. Love is the motivation that energizes leaders to give so much for others. You just won't work hard enough to become great if you aren't doing what you love. Credo = Beliefs (credibility) Leadership is a team sport. You can't do it alone. We are all community-made. The best leaders are the best learners. Challenge is the crucible for greatness. Life/Career advice: Remain curious Ask questions Volunteer
In episode 2, of Season 4, I provide a brief lecture on Kouzes and Posner's "The Leadership Challenge." During the lecture portion, I detail the fundamentals of leadership, describe the characteristics of admired leaders, and highlight the Five Practices (or behaviors) of Exemplary Leaders. In the Living Leadership Interview segment, I discuss leadership philosophy and Transformational Leadership with Dr. Jamie Thompson, a Trinity alumna, former captain of the Trinity women's golf team, and the current Interim Dean of Students at Trinity University. Jamie discusses why focusing on high expectations, ensuring team members have the freedom to experiment and take risks, and building trust are important behaviors for leaders. She cares deeply about the Five Leadership Practices and is a great example of what it means for a titled leader to Model the Way, Inspire a Shared Vision, Challenge the Process, Enable Others to Act, Encourage the Heart. Jamie also describes that great leaders start with a clear understanding of organizational values and that organization's with strong cultures review and reward results based on meeting expectations that are directly tied to mission, vision, and values. During our conversation, Jamie discussed Adam Grant's WorkLife podcast. I've left the link here and encourage you to give it a listen. Adam has conversations with some amazing thinkers and leaders and those lessons would be valuable additions to anyone's toolkit. https://podcasts.apple.com/us/podcast/worklife-with-adam-grant/id1346314086 Send me your thoughts and let's keep the conversation going on Twitter (@TingleJK) or on LinkedIn.
Jim Kouzes is the co-author of the award-winning, best-selling book The Leadership Challenge and more than a dozen other books on leadership including the 2021 book Everyday People, Extraordinary Leadership. He is also a Fellow of the Doerr Institute for New Leaders at Rice University. The Wall Street Journal named Jim one of the ten best executive educators in the U.S. and he has received the Distinguished Contribution to Workplace Learning and Performance Award from the American Society for Training and Development (ASTD) among many other professional honors.A Quote From this Episode"If you want those kinds of outcomes, both financial and emotional outcomes, engage in these behaviors more frequently...it's not rocket science."Resources Mentioned in This EpisodeBook: The Leadership Challenge - 7th Edition by Kouzes and PosnerBook: Everyday People, Extraordinary Leadership by Kouzes and Posner2023 World Happiness ReportBook: The Yin and the Yang of It All: Rock'n'Roll Memories from the Cusp as Told by a Mixed-Up, Mixed-Race Kid by FayeBook: The Good Life by Waldinger and SchultzAbout The International Leadership Association (ILA)The ILA was created in 1999 to bring together professionals interested in studying, practicing, and teaching leadership. Plan for ILA's 25th Global Conference in Vancouver, British Columbia, October 12-15, 2023.About The Boler College of Business at John Carroll UniversityBoler offers four MBA programs – 1 Year Flexible, Hybrid, Online, and Professional. Each MBA track offers flexible timelines and various class structure options (online, in-person, hybrid, asynchronous). Boler's tech core and international study tour opportunities set these MBA programs apart. Rankings highlighted in the intro are taken from CEO Magazine.The International Studying Leadership ConferenceISLC at Copenhagen Business School from December 10-12, 2023About Scott J. AllenWebsiteMy Approach to HostingThe views of my guests do not constitute "truth." Nor do they reflect my personal views in some instances. However, they are views to consider, and I hope they help you clarify your perspective. Nothing can replace your reflection, research, and exploration of the topic.
In episode 2, of Season 3, I provide a brief lecture on Kouzes and Posner's "The Leadership Challenge." During the lecture portion, I detail the fundamentals of leadership, describe the characteristics of admired leaders, and highlight the Five Practices (or behaviors) of Exemplary Leaders. In the Living Leadership Interview segment, I discuss leadership philosophy and Transformational Leadership with Dr. Jamie Thompson, a Trinity alumna, former captain of the Trinity women's golf team, and the current Assistant Dean of Students and Director of Student Involvement at Trinity University. Jamie discusses why focusing on high expectations, ensuring team members have the freedoms to experiment and take risks, and building trust are important behaviors for leaders. She cares deeply about the Five Leadership Practices and is a great example of what it means for a titled leader to Model the Way, Inspire a Shared Vision, Challenge the Process, Enable Others to Act, Encourage the Heart. She describes that great leaders start with a clear understanding of organizational values and that organizations with strong cultures review and reward results based on meeting expectations - specifically achieving goals that are directly tied to mission, vision, and values. Send me your thoughts and let's keep the conversation going on Twitter (@TingleJK) or on LinkedIn.
Recent research shows that honesty is one of the most highly sought-after leadership characteristics. However, there are many situations in which we sometimes feel like we can't be as honest as we'd like to be. So in this episode, I take a look at some of the ways you can bring honesty to the table more often, because it's what people are looking for in their leaders! Like the Show? Please Leave a Review! ✅ If you like this episode or the show in general, please take a few minutes to leave a review by clicking one of the links below. Your review really helps me to reach a wider audience of thoughtful leaders, so we can improve workplaces around the world. I appreciate you taking the time!
In this episode I speak with Peggy, who completed her social work degree at the University of South Australia in 1994. She worked in NSW Health for over 27 years in a variety of social work and health manager roles. She is currently working for Queensland Health as a social worker in the Queensland Pelvic Mesh Service. She is passionate about supporting and developing social workers and encouraging them to look outside traditional social work roles for job opportunities. Links to resources mentioned in this week's episode: Kouzes and Posner's The Leadership Challenge - https://www.leadershipchallenge.com/research/five-practices.aspx Senate enquiry into Pelvic Mesh - https://www.aph.gov.au/Parliamentary_Business/Committees/Senate/Community_Affairs/MeshImplants/Report This episode's transcript can be viewed here: https://docs.google.com/document/d/1LU23OwGC2KhnUh1HP_M5DjuhxmD-4_8z1Z0JbRwneOI/edit?usp=sharing --- Send in a voice message: https://podcasters.spotify.com/pod/show/socialworkspotlight/message
1. The Diary of Anne Frank. 2. To kill a mockingbird - Harper Lee 3. The Leadership Challenge. - Kouzes and Posner 4. Rich dad, poor dad. - Robert Kiyosaki 5. Profiles in Courage by John F Kennedy.
50 million people in the US will change jobs this year, nearly a 30% turnover rate in the total workforce. HR pros agree that the first 90 days (maybe even less!) is major when it comes to starting a new job. But what's the best way to approach it? How can we score critical early wins, build influence fast, and take important first steps as you establish yourself in a new role? In Episode #1 of the JUST LEAD Podcast, Mark Q answers a listener question on how to crush it right away.ADDITIONAL RESOURCES: The First 90 Days: Proven Strategies For Getting Up To Speed Faster & Smarter by Michael D. Watkins "A Majority of US Workers Changing Jobs Are Seeing Real Wage Gains." - Pew Research Center The Leadership Challenge: How To Make Extraordinary Things Happen In Organizations by James M. Kouzes & Barry Z. Posner Everyday People, Extraordinary Leadership by James M. Kouzes & Barry Z. Posner “New Job? Here Are 8 Ways to Make A Great Impression in Your First Month" - Inc. Magazine "The Best Advice You Need When Starting A Job" - Inc. Magazine "3 Ways To Create A Good First Impression At Your New Job" - Fast Company "Tackle The First 90 Days of Your Next Role: A 5 Step Process for Success on the Job" - Harvard Business Review 30/60/90 Day Plan & Employee Onboarding Template - Asana "The First 90 Days: Set Up Your New Hire For Success" - IndeedCONNECT WITH US:Mark Q | InstagramJUST LEAD | InstagramJUST LEAD | FacebookJUST LEAD | TikTokJUST LEAD | YouTubeGOT A SITUATION? We want to help YOU lead through it. Tell us about it at hello@justlead.me
Sandra Stosz is the author of “Breaking Ice and Breaking Glass: Leading in Uncharted Waters.” Sandra is a retired U.S. Coast Guard Vice Admiral who served for over 40 years, including 12 years at sea. She often led all-male teams and was the first woman to lead a U.S. Armed Forces Service Academy. In this episode, Sandra shares with humility some of the leadership lessons she learned in the Coast Guard. She shares humorous stories, and reveals things she learned early that shaped her remarkable career, and why she baked cakes for her staff! https://bit.ly/TLP-313 Key Takeaways [1:36] Jim introduces Vice Admiral Sandra Stosz, Retired, tells of her background, and welcomes her to The Leadership Podcast. [2:08] Sandra's nephew Hunter Stosz is a Lieutenant in the Coast Guard, serving as the Combat Systems Officer on the Coast Guard National Security Cutter JAMES out of Charleston, S.C. Hunter was a cadet at the Coast Guard Academy when Sandra was the Superintendent. That was his leadership crucible! [3:01] Sandra's hobby is baking cakes! She would bring them into the office and give people a break to stop what they were doing and gather in the conference room to talk and laugh. [4:35] Sandra talks about the Coast Guard Academy, where she was Superintendent from 2011 to '15, and the Loy Institute for Leadership. She retired from the Coast Guard in 2018 but she is a trustee of the Loy Institute for Leadership, which is the Academy's agent for leadership development. [6:16] The Coast Guard Academy, like all the service academies, is a 200-week program, meaning four full years of school. A lot of the Academy's leadership development happens during the summer. Training is given through a framework called LEAD: Learn from theory, Experience through practice, Analyze using reflection, and Deepen understanding from mentoring. [7:09] It's a virtuous cycle of leader development. It starts with cadets learning in a classroom from Posner and Kouzes's Leadership Challenge for leadership theory. Then they put the cadets on the water for experiential leadership development through seamanship in sailing programs, and small boat practice, all on the water. The more senior cadets use a practicum that tells them how to instruct. [8:19] After a day on the water, the cadets analyze through reflection. They sit down and “hotwash” what happened; what they want to repeat next time, what they want to avoid next time, and what they learned. Then the cadets deepen their understanding through mentoring. Everybody who learns continues to mentor somebody else, making it a virtuous cycle. [8:48] Sandra shares a story of leadership learning. The cadets sailing a ship tacked suddenly without warning the cook in the galley, the only female cadet on board. Hotdogs flew all over the deck and what seemed funny to the cadets on deck upset the cook who felt laughed at and disrespected. Leadership also means inclusion and respect. [11:18] You can learn to lead through practical experience. The Coast Guard Academy collects data from performance reviews to measure leadership development over the four-year program. It's hard to measure leadership development over four years but they are on a mission to do that and they are getting closer every month. [12:15] The Coast Guard Academy LEAD framework is built upon the Coast Guard framework of leading self, leading others, and leading the organization. Cadets learn to lead themselves and lead others. They do not advance to leading the organization at the Academy. Sandra tells a story of a cadet who carelessly filled the fuel tank with water. He will never do that again, having learned by experience. [15:12] Officers in the Coast Guard learn to lead the organization, which is strategic. Sandra has seen senior leaders fall short and fail when they did not mature from tactical thinking to strategic thinking. Strategy is looking over the horizon to anticipate threats that might come over that horizon, and then adjust, adapt, and be agile. [16:15] At the organizational level, you face crises where the easy decisions and actions have been made at the lower levels; if it ends up in your hands, it is a big decision. You've got to be strategic and decisive. A lot of people aren't strategic or are not decisive. They haven't learned how to move from leading others to making decisions that affect the organization and how the organization relates to others. [17:59] Jim highly recommends Sandra's book. It addresses the balance between power and control. Sandra speaks of the responsibility of the individual and the team to find ways to power through crisis and adversity. There is leadership at all levels. It's not just about the top boss. Sandra mentions Extreme Ownership. [19:50] It is popular now to blame others for everything wrong so you don't have to own up to it. Sandra was thinking about that when she wrote her book. She was grateful when someone gave her a Serenity Prayer plaque at a difficult point in her career. She was trying to control everything and having trouble letting go of things she couldn't control. She carried that prayer to every duty station. [20:50] The balance between control and power reminds Sandra of Aristotle's Golden Mean, which is the balance between extremes. The most powerful thing you can do is release your control and give your power away. Giving power away empowers others. You don't lose anything by giving power away. You gain the respect and trust of those you empower. [22:12] Control originates from humility and power originates from hubris. Sandra explains why humility is hard to maintain as you advance in rank. The more senior she became, she tried hard to build trust and earn respect and not use her position of power. [23:59] Sandra shares a story on the paradox of control about giving away power. Her Captain gave his power to her, a young lieutenant, to give an important brief to a Commandant of the Coast Guard. She had never given a speech before! For the rest of her career, she worked to give her power away to younger officers. [27:26] Jan cites an Arthur Brooks article, “Being special vs. happy: What success addiction looks like and how to recover,” that discusses motivation and happiness. What would Sandra's advice be to her 27-year-old self? She would tell her younger self that prevention comes before response and remember the importance of establishing boundaries. [31:41] The four types of exhaustion or wellness are physical, emotional, mental, and spiritual. Don't allow yourself to be exhausted in all four of these areas at the same time! You can manage your wellness with a structure of boundaries built on a foundation of values. If you can't manage your wellness, you can't manage your team's wellness. [36:15] One of the chapters of Sandra's book is “There's no secret ingredient.” — Kung Fu Panda. Sandra sees 10 leadership lessons in Kung Fu Panda and Kung Fu Panda 2.[37:26] Sandra shares a foundational story from serving on her first ship, an icebreaker sailing to Antarctica. She learned the Three Ps of Power: Personal, Professional, and Positional. Lean on the first two and go to the third only as a last resort. Your personal power is your EQ. Your professional power is your work ethic and values. Your positional power is your rank or leadership role. [39:44] Use your personal and professional power every day and you will build trust and earn respect. People will want to do their jobs because they feel like they're part of something bigger than themselves, they feel shared values, they know their purpose, they have pride and passion, and they want to end each day deeply content, satisfied, and feeling good about themselves, their work, and life. [41:12] Leadership is not all in a textbook. It's hard to learn it and hard to teach it. If you're trying to understand leadership and finding it not easy, your symptoms are normal. Jan shares a message with new listeners. Jan and Jim use the tagline, “We study leaders.” After interviewing 300 leaders, we're still learning. It will be our lifelong pursuit. [43:02] Sandra's advice for people in transition from one chapter of their life to the next: Watch out for becoming part of another “me” generation. The people who will be happiest, in the long run, will be are going to look at how they can contribute as part of a bigger purpose with values that they share. They're going to persevere. They're going to put in more than they take out. They're going to be contributors. [45:20] Sandra's last words are about life-long learning. She stayed for 40 years in the Coast Guard because it gave her opportunities to train, advance, and go to the Kellogg Business School, the National War College, and a Capstone program. She continues to read and develop herself. Life-long learning is key to your ability to succeed in a meaningful way. [47:06] Jan closes with a quote from Amelia Earhardt on the decision to act. Quotable Quotes “Every once in a while, you need a reason to laugh when you're at work and you're in a really tough job. I think the cakes helped build that camaraderie and that's one thing I like about in-person workplaces.” “We expect the cadets to make a mistake when they're learning how to lead themselves. It's trial and error. And this is the time when we give them leeway to fail and pick themselves up, and make mistakes, admit them, and try not to repeat them.” “I've seen senior leaders fall short and even fail if they keep on with the behaviors that made them successful while leading self and leading others and they move into leading the organization but don't mature to strategic thinking.” “Be strategic and be decisive. A lot of times, people … haven't learned how to move from leading others to making decisions that affect an organization, ... the programs, and how that organization relates to others. … Move up into the strategic decision-making realm.” “Type “A”s out there, hear me! You want to control everything and it can drive you crazy. And if you don't let it go it will burn you out.” “The most powerful thing you can do is to release your control and release your power and give your power away.” “The best leaders cultivate their humility, which is really hard to do as you advance up in the ranks. Whether it's the military or if it's a private sector, or public non-profit, the more senior you get, people are treating you a little differently up in the ranks.” “What you should be seeking is deep contentment and satisfaction. That comes with a different way of looking at life. It comes from balancing and this becomes the response.” “People never make good choices; they always have to learn from experience, right?” “So many people are in the leadership space and trying to teach leadership and it's not easy. … If you are trying to understand leadership, how to be a better leader, and finding it not easy, your symptoms are normal.” “The people who are going to be happiest, in the long run, … look to find out how they can contribute as part of a bigger purpose with values that they share. … They're going to persevere. They're going to put in more than they take out. They're going to be contributors.” “Lifelong learning is key to your ability to succeed in a meaningful way where you're meeting all of your objectives and you're staying motivated. Otherwise, you lose the meaning of life if you don't continue to focus on life-long learning.” Resources Mentioned Theleadershippodcast.com Sponsored by: Darley.com Vice Admiral Sandra L. Stosz Breaking Ice and Breaking Glass: Leading in Uncharted Waters U.S. Coast Guard U.S. Coast Guard Academy The U.S. Coast Guard National Security Cutter JAMES Loy Institute for Leadership Admiral James Loy The Leadership Challenge: How to Make Extraordinary Things Happen in Organizations, by James M. Kouzes and Barry Z. Posner Congressman Dan Crenshaw Kellogg School of Management National War College Coast Guard Capstone program Amelia Earhart What Got You Here Won't Get You There: How Successful People Become Even More Successful, by Marshall Goldsmith and Mark Reiter James Mattis Extreme Ownership: How U.S. Navy SEALs Lead and Win, by Jocko Willink and Leif Babin Aristotle Arthur Brooks, “Being special vs. happy: What success addiction looks like and how to recover” Boundaries: When to Say Yes, When to Say No-To Take Control of Your Life, by Dr. Henry Cloud and Dr. John Townsend 9/11 Bill Murray, “Army Training, Sir” Kung Fu Panda Kung Fu Panda 2 Senator Blutarsky Great Resignation
Lawandra Smith is a high recognized leader and certified master trainer with Kouzes & Posner's Leadership Challenge. For more than three decades Lawandra has been building her leadership legacy in the space of health and human services. She has developed countless leaders and continues to make impact in the world of leadership development.
Host: Brad McNutt | Released Monday, May 2, 2022 In this episode of The Book Club, Brad reviews a book that shows vivid examples of the embodiment of leadership! Episode Resources Purchase Christian Reflections on the Leadership Challenge here. We want to hear from you! Email: books@thelightnetwork.tv Voicemail: 903-26-LIGHT (903-265-4448) Subscription Links
Host: Brad McNutt | Released Monday, May 2, 2022 In this episode of The Book Club, Brad reviews a book that shows vivid examples of the embodiment of leadership! Episode Resources Purchase Christian Reflections on the Leadership Challenge here. We want to hear from you! Email: books@thelightnetwork.tv Voicemail: 903-26-LIGHT (903-265-4448) Subscription Links
Todays show is the first part of another brilliant conversation, this time with rugby coach Stuart Lancaster.Stuart is currently coaching Leinster Rugby and he's held leadership, management and coaching positions at many levels of the game including being the former England Rugby head coach. I've also worked with Stuart during my time at England Rugby and have coached against him during his time at Leeds and we discuss that time in both our lives later in this show. He's a wealth of knowledge around a whole host of topics and over the two shows we delve into leadership, joining new organisations, transitioning from one role to another, creating and maintaining cultures as well as a tonne and of references to books and resources that has helped Stuart continue his learning journey and we started with Stuart explaining where he sees culture sitting in the construction area of a high performance environment.Show Notes: Jim Collins Book ‘Good To Great' - https://amzn.to/38myPfxLeinster Rugby - https://www.leinsterrugby.ie/Leo Cullen - https://www.leinsterrugby.ie/staff/leo-cullen/Performance Clock - https://wgcoaching.com/the-performance-clock-the-most-important-concept-in-high-performance-sport/Kettlethorpe High School - https://kettlethorpehigh.co.uk/Andy Farrell - https://en.wikipedia.org/wiki/Andy_FarrellGraham Rowntree - https://en.wikipedia.org/wiki/Graham_RowntreeSocial Identity Theory - https://www.simplypsychology.org/social-identity-theory.htmlDaryl Powell - https://en.wikipedia.org/wiki/Daryl_PowellSimon Middleton - https://en.wikipedia.org/wiki/Simon_MiddletonEngland Saxons - https://en.wikipedia.org/wiki/England_A_national_rugby_union_teamGuy Easterby - https://www.leinsterrugby.ie/staff/guy-easterby/Robin McBride - https://www.leinsterrugby.ie/staff/john-fogarty/Stuart Hooper - https://en.wikipedia.org/wiki/Stuart_HooperPaul Sackey - https://en.wikipedia.org/wiki/Paul_SackeyRussell Earnshaw - https://en.wikipedia.org/wiki/Russell_EarnshawWayne Bennett - https://en.wikipedia.org/wiki/Wayne_Bennett_(rugby_league)Alastair Clarkson - https://en.wikipedia.org/wiki/Alastair_ClarksonFrancois Pienaar - https://en.wikipedia.org/wiki/Francois_PienaarEngland Cricket - https://www.ecb.co.uk/Queensland Reds - https://reds.rugby/Counties Manukau - https://en.wikipedia.org/wiki/Counties_Manukau_Rugby_Football_UnionSteve Jobs - https://en.wikipedia.org/wiki/Steve_JobsMatthew Syed Book 'Rebel Ideas' - https://amzn.to/3kaByvoDavid Brailsford - https://en.wikipedia.org/wiki/Dave_BrailsfordBritish Cycling - https://www.britishcycling.org.uk/Team Sky - https://www.ineosgrenadiers.com/article/team-sky-to-become-team-ineosMartin Glenn - https://www.thefa.com/news/2018/dec/13/martin-glenn-statement-131218Gareth Southgate - https://en.wikipedia.org/wiki/Gareth_SouthgateOther Book's That Stuart Recommends:Bill Walsh - 'The Score Takes Care Of Itself' - https://amzn.to/3vDNcV2John Wooden - 'Wooden On Leadership' - https://amzn.to/3vHutHZRic Charlesworth - 'World's Best' - https://amzn.to/3K76tDmJohn C. Maxwell - ‘Everyone Communicates, Few Connect' - https://amzn.to/3vKkm5aAlistair Brownlee - ‘Relentless' - https://amzn.to/3Lfhp3cJon Gordon - 'The Power Of Positive Leadership' - https://amzn.to/3rOswZ0Kevin Murray - 'Charismatic Leadership' - https://amzn.to/3vDNSK4Owen Eastwood - ‘Belonging' - https://amzn.to/3k796dOJames M. Kouzes & Barry Z. Posner - ‘Learning Leadership' - https://amzn.to/3MqokqvPatrick Lencioni 'The Five Dysfunctions Of A Team' - https://amzn.to/3EM4wekMore About Stuart Lancaster:Leinster Website Profile - https://www.leinsterrugby.ie/staff/stuart-lancaster/Website - https://www.stuartlancaster.com/leadershipWikipedia - https://en.wikipedia.org/wiki/Stuart_Lancaster_(rugby_union) LinkedIn - https://www.linkedin.com/in/stuart-lancaster-20a549143/?originalSubdomain=ukListen & Subscribe to The Ben Ryan Podcast:Ben's Website - http://benryan.co.uk/bio/Apple Podcasts - https://podcasts.apple.com/gb/podcast/the-ben-ryan-podcast/id1553400216Spotify - https://open.spotify.com/show/3iUL1eLA7HFKt5gxO7Uf4j?si=oN9YN6uFRSSGbO6kR01ONQAmazon Music - https://amzn.to/3shGDnOTuneIn - http://tun.in/pkdsmBen On Social:Follow me on Instagram - https://bit.ly/2Z5QSitFollow me on Twitter - https://bit.ly/3ph5W7oFollow me on LinkedIn - https://bit.ly/3ah8FtvRead about me - https://amzn.to/2NLu0Ck
In this episode, we dive into one of my favorite topics of developing a personal mission statement, values, and your leadership legacy! I hope these encourage and challenge you do go through the work of building out your own leadership profile. Check out these books to help with your work:Leaders Who Last by Dave KraftThe Advantage by Patrick LencioniLeading from the Inside Out by Samuel Lima The Leadership Challenge by Kouzes and Posner
Greetings, Summit Leaders. "Together, we are better." Unity in purpose is a beautiful blessing in knowing that you are never alone on your life and career journey. What makes where we are right now special is our perspective. When we see ourselves serving others along the way, our purpose in life and career begins to focus. You are a leader with purpose. Do not let kindness and truth leave you. Write them on the tablet of your heart as reminders of how to serve. As we practice this habit, we find favor. One small act of kindness can change your day. Choose joy on your journey and share it as you go today. Your influence can move ordinary people to extraordinary leaders. Today is an excellent time for us! The best is yet to be. What makes for a great place and time? People! I see Summit leaders focusing on five key attributes that impact performance outlined in the book - Everyday People, Extraordinary Leadership How to Make a Difference Regardless of Your Title, Role, or AuthorityJames M. Kouzes and Barry Z. Posner Model the way by their faithful walk. Inspire others through a shared vision for a brighter future. Challenge the familiar - seeking a better way. Enable others through collaboration. Encourage the heart through believing in each other. "Positive expectations create positive images in the mind, where positive futures for yourself and others are first constructed." Everyday People, Extraordinary Leadership I like "encouraging the heart" and "inspiring others through a shared vision." People strengthened me with their words, acts of kindness, and affirming feedback throughout my career. They modeled leadership that is part of who we are as a company. "When people believe that you have their interest at heart— that you care about them — they are more likely to be open to your influence." Everyday People, Extraordinary Leadership Joining a group with a purpose triggers my thinking about my purpose in life and career. Discovering purpose for life and career starts with a vision. Who am I, and what will I become? Seeking and finding the answers to these questions is an adventure that makes life and career fulfilling. What I love about being here in IBM is seeing the joy occurring in many people's lives when they connect with purpose. Outstanding leadership is a lifelong process. Be intentional and start now. Make service to others part of your growth plan. And let us not grow weary while doing good, for in due season we shall reap is we do not lose heart. Prioritize continuous learning and developing new skills. Identity and engage the conscientious leaders around you for insight and help. Together, we are better! Until the next time! Victory! Victory! Victory!
"If people don't know they work in an environment where there's safety around mistakes, they'll never risk anything and they'll never trust you as a leader," Phillip Kane, Author and Caring Leadership Expert For over 40 years, caring leadership expert and author, Phillip Kane, has consulted with leaders across the globe. Inspiring leaders to embrace a mindset and practice that the way to lead people is by caring about them. Phillip does this by showing and teaching leaders that ROI, results, business practices, risk, and even innovation hinge on to caring leadership. Featured in leadership books such as colleagues, Kouzes and Posner's The Leadership Challenge, and contributor writer to Inc. Magazine, Phillip's soon-to-launch book, The Not So Subtle Art of Caring, is a collection of letters spanning over 20 years given to people about caring. "I still have your letters," and "You made life better," are some comments from people who've received a caring letter for the 20 years. In this episode, we cover: A key phrase to encourage and inspire Keeping dignity intact One phrase to use to re-frame risk and mistakes The most important word to use Applying grace - what does it mean, what does it look like, what does it do AND MORE! Listen. Be present. And Go Beyond! xoxo, Dr. Deb To connect with Phillip Kane, visit: Website: PhillipKaneAuthor.com Book: The Not So Subtle Art of Caring Twitter: @ThePhillipKane To connect with Dr. Deb Lindh, visit: Website - Dr. Deb Lindh Twitter - @DebraLindh Twitter- @PTSDandBeyond LinkedIn - Dr. Deb Lindh More on PTSD and Beyond: For further information about the PTSD and Beyond Podcast, global #PTSDandBeyond Twitter Chat (every MON @ 8 p.m. ET), and PTSDandBeyond.org, connect at: Hello@PTSDandBeyond.org Support PTSD and Beyond - Buy us a Ko-fi cuppa or support on Patreon!
In episode 2, of Season 2, I provide a brief lecture on Kouzes and Posner's "The Leadership Challenge." During the lecture portion, I detail the fundamentals of leadership, describe the characteristics of admired leaders, and highlight the Five Practices (or behaviors) of Exemplary Leaders. In the Rapid Fire Interview segment, I discuss leadership philosophy and Transformational Leadership with Jamie Thompson, a Trinity alumna, former college golf captain, and the current Assistant Dean of Students and Director of Student Involvement at Trinity University. Jamie's focuses on high expectations, ensuring team members have the freedoms to experiment and take risks, and building trust. She cares deeply about the Five Leadership Practices and is a great example of what it means for a titled leader to Model the Way, Inspire a Shared Vision, Challenge the Process, Enable Others to Act, Encourage the Heart. She describes that great leaders start with a clear understanding of organizational values and that organizations with strong cultures review and reward results based on meeting expectations - specifically achieving goals that are directly tied to mission, vision, and values. Send me your thoughts and let's keep the conversation going on Twitter (@TingleJK) or on LinkedIn. The first segment of each episode is geared specifically for his students and features a brief lecture on course readings, much of which is from the 9th edition of "Leadership: Theory and Practice" by Peter G. Northouse. The second segment is great for students and anyone else interested in the relationship between sports and leadership. The Rapid Fire Interview segment which features a conversation between Jacob and brings the leadership theories to life and aims to give listeners a peek behind the curtain of being a leader in the dynamic sports biz. The intro music is "Be My Guest" by Crowander. "My underground" by Distemper is the closing credits music. The music during the Rapid Fire segment is "Epic Cinematic" by Scott Holmes Music. The podcast cover photo was taken by Jacob near a housing estate in WC1, London, England.
Join Jessica and Darren Salquist, life and wellness coaches, as they discuss some practices to bring you closer to becoming an exemplary leader. Kouzes and Posner state " We have found that in the best organizations, everyone regardless of title or position is encouraged to act like a leader." Heck yes. We all can act like a leader and strive for the ability to model, inspire, challenge, enable and encourage each other. Listen to the podcast to get inside scoop on these practices. We want to thank all of our listeners and encourage you to share this podcast with others. We would love some topics you would like to hear more about. Thanks again and be well. If you would like to watch some of our videos, you can find us on YouTube, Instagram and Facebook: Next Level Wellness or @nextlevelpnw
Looking for ways to meet your leadership challenge? Tune in for this discussion on Kouzes and Posner's five practices of exemplary leadership with special guest Edward Condon, Executive Director of Region 9 Head Start Association and our host Dr. Sheryl White. Running a public or nonprofit organization means juggling the needs of many constituents as well as the myriad of tasks needed to operate any business organization. Meanwhile, organizations are experiencing enormous stress and additional uncertainty, budget restrictions, and increased poverty in families. How to achieve the extraordinary while overcoming the overwhelming will be discussed along with Konzes and Posner's five practices of exemplary leadership.
Looking for ways to meet your leadership challenge? Tune in for this discussion on Kouzes and Posner's five practices of exemplary leadership with special guest Edward Condon, Executive Director of Region 9 Head Start Association and our host Dr. Sheryl White. Running a public or nonprofit organization means juggling the needs of many constituents as well as the myriad of tasks needed to operate any business organization. Meanwhile, organizations are experiencing enormous stress and additional uncertainty, budget restrictions, and increased poverty in families. How to achieve the extraordinary while overcoming the overwhelming will be discussed along with Konzes and Posner's five practices of exemplary leadership.
Looking for ways to meet your leadership challenge? Tune in for this discussion on Kouzes and Posner's five practices of exemplary leadership with special guest Edward Condon, Executive Director of Region 9 Head Start Association and our host Dr. Sheryl White. Running a public or nonprofit organization means juggling the needs of many constituents as well as the myriad of tasks needed to operate any business organization. Meanwhile, organizations are experiencing enormous stress and additional uncertainty, budget restrictions, and increased poverty in families. How to achieve the extraordinary while overcoming the overwhelming will be discussed along with Konzes and Posner's five practices of exemplary leadership.
Looking for ways to meet your leadership challenge? Tune in for this discussion on Kouzes and Posner's five practices of exemplary leadership with special guest Edward Condon, Executive Director of Region 9 Head Start Association and our host Dr. Sheryl White. Running a public or nonprofit organization means juggling the needs of many constituents as well as the myriad of tasks needed to operate any business organization. Meanwhile, organizations are experiencing enormous stress and additional uncertainty, budget restrictions, and increased poverty in families. How to achieve the extraordinary while overcoming the overwhelming will be discussed along with Konzes and Posner's five practices of exemplary leadership.
Student Leadership University's mission is to develop and equip student leaders to think, dream, and lead. We strive to instill future tense thinking; character-driven decision making; ownership of biblical values; and a commitment to influence through service.Order Brent's new book Ten Steps to your Best LifeResources from this Episode:Winning the War in your Mind - Craig GroeschelLinchpin - Seth GodinThe Leadership Challenge - James M. Kouzes, Barry Z. PosnerThe 7 Habits of Highly Effective People - Stephen R. CoveyA Game Plan for Life - John WoodenServant Leadership in Action - Ken BlanchardShow Notes:Leaders are readers.Reading helps develop critical thinking skills that are applicable in every area of your life. Because, if you can't think critically, you'll never make wise decisions.Reading helps you expand your vocabulary and imagination.There is something amazing about taking a deep dive into the stories that are around us.There's a lot of content but few great storytellers.Benefits of Reading:The ability to engage perspectives from diverse mindsetsConstant development of critical thinking skillsServes as a catalyst for creativityExpands our vocabularyPrevents you from having a prideful heartGives an appreciation for the history of ideasThe Negatives of not Reading:When we read only things we agree with, it can create an echo-chamber of our ideas.You're less intelligent than those who make reading a life long habit.Jeff's Book:Winning the War in your Mind - Craig GroeschelWe often perceive ourselves based on what society sees as successful. What is often sold to us as success is not what is best for us. But our lives can be driven by our most powerful thoughts.Your thoughts are going to set you forwards or backwards, so we must work hard to keep our thoughts pure and praiseworthy.Who you become in the future is in part determined by what you think today.Brent's Books:Linchpin - Seth GodinHow you can become an essential ingredient to your organization.Don't endure your job, become essential in your job by balancing emotion and energy.If it doesn't ship, it doesn't count and done is better than perfect.Excellence does not equal perfection.Connect with SLU:Links:InstagramRegister for SLULearn more about The LIFT TourLearn more about YPSHostsBrent's InstagramBrent's TwitterJeff's InstagramJeff's Twitter
Exemplary Leadership and What the Pandemic Revealed (based on Kouzes and Posner's The Leadership Challenge) Tune in for this discussion on Kouzes and Posner's The Leadership Challenge's 5 practices of exemplary leadership and lessons learned leading through the pandemic. Host Dr. Sheryl White will discuss this topic with special guest Edward Condon, Executive Director of Region 9 Head Start Association. Mr. Condon is also a certified Leadership Challenge facilitator. You do not want to miss this episode of Leadership Matters: Informing Leaders. Inspiring Solutions!
Exemplary Leadership and What the Pandemic Revealed (based on Kouzes and Posner's The Leadership Challenge) Tune in for this discussion on Kouzes and Posner's The Leadership Challenge's 5 practices of exemplary leadership and lessons learned leading through the pandemic. Host Dr. Sheryl White will discuss this topic with special guest Edward Condon, Executive Director of Region 9 Head Start Association. Mr. Condon is also a certified Leadership Challenge facilitator. You do not want to miss this episode of Leadership Matters: Informing Leaders. Inspiring Solutions!
This week Kevin and Stewart sit down with Preston Poore, the author of Discipled Leader, a book that provides struggling, stuck, or merely surviving Christian business leaders with a framework to grow their influence through becoming a redemptive (i.e., change for the better), Christlike presence in the workplace and living a more fulfilling life.Dan Cathy, Chairman and CEO of Chick-fil-A, Inc., says of Discipled Leader, that "In our world, we like to ‘get things done' but seldom take time to mold the leaders of tomorrow. Preston Poore's new book combines spiritual insight with the nuts and bolts of solid leadership. In Discipled Leader, Preston offers readers practical guidance on how to apply timeless Christian principles to leadership. It's a must-read for every leader.”The conversation this week with Preston is enriching, challenging, insightful, and encouraging.// Show Notes //Discipled Leader: Inspiration from a Fortune 500 Executive for Transforming Your Workplace, by Preston Poore https://amzn.to/3i5jRg4The Leadership Challenge: How to Make Extraordinary Things Happen in Organizations, by James M. Kouzes and Barry Z. Posnerhttps://amzn.to/3CF6ivM
Five behaviours exhibited by the best leaders - how do you measure up?
Exemplary Leadership and What the Pandemic Revealed (based on Kouzes and Posner's The Leadership Challenge) Tune in for this discussion on Kouzes and Posner's The Leadership Challenge's 5 practices of exemplary leadership and lessons learned leading through the pandemic. Host Dr. Sheryl White will discuss this topic with special guest Edward Condon, Executive Director of Region 9 Head Start Association. Mr. Condon is also a certified Leadership Challenge facilitator. You do not want to miss this episode of Leadership Matters: Informing Leaders. Inspiring Solutions!
Exemplary Leadership and What the Pandemic Revealed (based on Kouzes and Posner's The Leadership Challenge) Tune in for this discussion on Kouzes and Posner's The Leadership Challenge's 5 practices of exemplary leadership and lessons learned leading through the pandemic. Host Dr. Sheryl White will discuss this topic with special guest Edward Condon, Executive Director of Region 9 Head Start Association. Mr. Condon is also a certified Leadership Challenge facilitator. You do not want to miss this episode of Leadership Matters: Informing Leaders. Inspiring Solutions!
Join the discussion on Facebook!Full Transcript:Jonathan:Welcome to the Tooth and Coin podcast, where we talk about your adventure of being a dental practice owner. In these episodes, we're going to be talking about problems that you will likely face as a practice owner, as well as give an idea about actionable solutions that you can take so that you can get past this problem in your practice. Some of these concepts are really big ones. Some of them are very specific. But we hope that these episodes help you along with your journey.Jonathan:Now, a very important piece for you to understand is that this is not paid financial advice. This is not paid tax or legal advice. We are not your financial advisors. We are not your CPAs. This is two CPAs talking about informational and educational content to help you along with your journey, a very important piece for you to understand.Jonathan:Another thing you need to know is if you enjoy today's content, join us on the Facebook group. So we've got a Facebook group that is active with dentists that is going to have content talking about what we're talking about today to continue the discussion. Agree with us. Don't agree with us. Have a story to tell. Have something to share. Join us in the Facebook group. If you go to Facebook and you search for Tooth and Coin podcast, click on it to join it and be able to join us there.Jonathan:Finally, if you need some more help, we're developing a list of resources that are going to be centering it around our topics of discussion to be able to help you a little bit more than what the content is doing. So if you'd like access to that whenever it becomes ready, all you have to do is text the word toothandcoin T-O-O-T-H-A-N-D-C-O-I-N to 33444. Again, that's toothandcoin, all one word, no spaces, to 33444. Reply with your email address, and we'll email you instructions on how to get into the Facebook group, as well as add you to the list to be able to send you those resources when they're available. If they're available, we'll go ahead and send them to you as well. So onto today's episode. Hope you enjoy it.Jonathan:Hello, ambitious dentists. Welcome to another episode of the Tooth and Coin podcast. This is episode number five, which is a really good one. We're really excited about it. One of the things that if you've listened into one of the 120 episodes of the Start Your Dental Practice podcast, one of the things that I said that people needed in order to be able to be a business owner is leadership skills. It's one of the things that I always say this is not something that is usually inherent in a lot of people, is having leadership skills. You may believe that you have some leadership skills, and you may not be afraid of leading, but leadership skills are definitely something that once you get to a certain size of a company, it adapts, it evolves, and it becomes even more important.Jonathan:I find that a lot of people think that they may be really good leaders, but they're going off of that gut feeling of how it feels to just kind of push people along and try to go in a certain direction, because they know where they want to go. But that doesn't necessarily mean that you're doing that great of a job of leading everyone. So that's the reason that I said leadership skills are one of the things that is the hardest to come by whenever you become a practice owner to actually have and have to be inherent to actually just understand and know about.Jonathan:So one of the things that I always tell the people, I get a question like, "I am in dental school. What do I need to focus on in order to be able to be ready for practice ownership whenever I get out?", that's one of the things, is leadership. It's not, "Oh, you have to understand exactly how assets equal liabilities and owner's equity." The balance sheet is not super important compared to understanding leadership. So today's episode is going to be about leadership. I'm going to be interviewing Joseph about this. Joseph has a lot of experience with leadership in different programs and lectures on this topic and is someone who's very knowledgeable about leadership in small business. So Joseph, walk us through ... I mean, did I do a good job of teeing up that leadership is important? Tell us your take on leadership.Joseph:Yeah. I think that whenever we talk about the things that we do as a firm, one of the things that we're always constantly hitting on is that dentists spend 10,000 hours or 15,000 hours learning to do dentistry and zero hours learning how to run a business. I think to kind of piggyback on that, leadership's just something that is inherent in owning a business. It's a very difficult thing to understand how to do it and how to do it correctly. I think that's one of the biggest things that dentists can continue to work on, especially earlier in their career, is being that good leader of the office.Joseph:To be fair to dentists, it's really most of the people that are out there that are running businesses. They've got kind of their own what they would call style, and they just think that everybody needs to learn their style and this is exactly how we're going to do it, and we're going to move on. So I think that it's imperative that any business owner knows leadership, studies leadership, understands leadership. I think that that's one of the things that we can hopefully shed some light on today.Jonathan:So in keeping with the theme and the patterns of our episodes, why would it be a problem for a small business owner to not understand or take leadership seriously?Joseph:I think a couple of different things. Number one is that if you don't lead people well, they'll leave. People don't want to just work for money. They want to work for a higher purpose. They want to do work that matters, if I want to kind of pull a key phrase that's out there, and they need to be continually reminded of that, that what we're doing is work that matters and this is why. If you have a whole bunch of turnover, you're going to have a lot higher cost to go along with things, and things aren't going to run very smoothly. If your front office isn't running smoothly, if your chairside stuff isn't running smoothly, then you're going to lose out on opportunities to do well and to help more people and to service more people in your community and to be able to realize the financial dreams that you had whenever you started a business. I mean, leadership is key to making sure that you're able to meet your own goals and to do all of those things that you want to do with inside the practice.Jonathan:One of the things that I've noticed as I've consciously tried to sharpen my leadership skills and do better at leadership is that when I do that, it's not just the leadership of my employees that gets better. It's also the leadership of our clients and potential clients and my family. There's a whole lot of other pieces that go along with it, that leadership is not just about the small business. It helps out in a lot of different ways. So cool. I would probably just highlight a big problem is that a lot of people, you don't get to be a leader until you're leading.Jonathan:I mean, it goes back to one of our first episodes, saying, "You're not an owner until you're an owner." You don't own the business until you own the business. You kind of learn by doing, right? So it's hard to be self-reflective if you've never done it before. So walk us through it. Talk us through a framework for leadership. Talk us through how someone who has started hearing the podcast and understands, "Okay, I understand why I need leadership. Listen to these really smart, good-looking guys, and go with what they said, believe what they said." So talk us through that.Joseph:So when I was in college, Jonathan, I went to a small school and was in a couple of different organizations. I felt like I was a good leader. I just said, "Get out of the way. I'll show you how it's done. Give me all the work, and I'll do all of it. I'm not going to let you do anything. Look at all these great results that I'm producing for my organization." When I was 19 years old, I got selected to take part in a really elite leadership program for college juniors and seniors, sophomores, juniors, and seniors. That really opened my eyes to there's a whole lot more to this than "working hard" or getting the job done. I think that's probably one of the traps that a lot of entrepreneurs fall into. It's just like, "If I just work hard enough, everything will be okay. If I just try hard enough, if I just do all of these different things, get out of the way, and I'm going to show you how to do it."Joseph:So what I was introduced to at an early age that just really was ... I guess they call it an aha moment, right? The light bulb went off. But there was a couple of guys named Kouzes and Posner that wrote the five principles of exemplary leadership or the five practices of exemplary leadership. As we went through this exercise, just light bulbs started going off about my own shortcomings inside of leadership. So if it's okay with you, I'd love to go through these and maybe just kind of bounce some ideas off of you and get some thoughts from you on this, Jonathan. Does that sound like a good idea?Jonathan:Yeah, yeah.Joseph:So the first thing that really hit me, whenever you go out and study or look at leaders, is they have a tendency to have just incredible vision. They can see where things are going. But it's not about just me telling you what the vision is. One of the things that leaders do is that they inspire what's called a shared vision. So not only am I going to inspire you, not only are we going to have vision, it's not going to be my vision or your vision. It's going to be our shared vision. So whenever I say that, inspire a shared vision, I mean, one of the things that immediately comes to mind is what we're trying to do at Tooth and Coin inside of our CPA practice. As a shared vision, we want to be the CPAs from the time that they enter practice ownership until the time they retire. That's something that we can all get behind. I mean, what are your thoughts whenever I talk about inspiring a shared vision, Jonathan? What are some things that kind of stand out to you?Jonathan:Yeah. I mean, originally, that's one of the things that I think is a big pitfall about having a shared vision, is that entrepreneurship, there's a saying that it's kind of lonely at the top whenever you don't really have ... I mean, it's kind of just in your head. I think for dentists, they can usually sometimes think that the vision is, "I've got to get more patients in. I've got to do dentistry. That's my vision, is what my dental practice is." It's more than that, like you stated. People want to be paid for their efforts, but that only lasts for so long, and that shared vision is how you start your team, basically. You're surrounding yourself with people that are trying to do the same thing that you're doing.Jonathan:One of the really big analogies that people use in terms of teamwork is they talk about sports teams. If you're on a football team, your shared vision usually isn't that you're going to create some more social good in the world or you're going to bring a lot of spirit to the school. It's that you're going to win a football game. You have a vision of, "We're going to win. We're going to go to our state championship this year. That's what our vision is, and we're going to work towards that as a team to get to that point." It's not anything other than that.Jonathan:Whenever you're in business, you sometimes think that state championship is just the business is successful. In reality, it has to be something much more nebulous. It has to be a bit more impactful to the people that are surrounded, because what does that mean to be successful, and how do we define what that success is so that we can boil it down into a better vision of, "Okay, the practice is successful. Yes. But the reason it's successful is because it's doing what we want in our community. It's helping the people that we want to reach into our community. It's providing security and happiness to the people that are involved in our community." Maybe there's a certain types of procedures that you prefer to do over other people or other services.Jonathan:One of the things that I've stated before that is a dental moment that's helped me is before I got Invisalign, I would get really bad headaches. I found that whenever I finally got my teeth straightened, I didn't have as bad of headaches anymore. It helped a lot. So that's something that that practice owner did for me that if someone is to surround themselves with, "Hey, we're going to help people. We are a health organization that's going to help" and is very specific in the way that it's going to go about doing that, then that makes it much easier for people to get onboard and be a part of that team so that they can start moving forward towards that state championship, so to speak.Joseph:Yeah, absolutely. So we've got to have a shared vision. We've got to be able to be on the same page with all of that. The second thing that we've got to do is we've got to be able to enable others to act, or you might call that process delegation. So if a dentist starts a practice, they're not going to be able to answer the phone, schedule appointments, file claims, verify insurance, collect payment, do fillings, do x-rays, do hygiene. They're not going to be able to do all of it. That was one of the things that I know you and I have talked about this internally, is we try to figure out and bring staff along and to delegate some responsibility and to pass work down and to basically enable others to act. We kind of have this own self-thought that, "It is only me. I'm the only one that's good enough to do this job." So the second thing inside of exemplary leadership is we've got to enable others to act. I think that goes kind of a long ways. I mean, any thoughts on that, whenever you're delegating, enabling others to act?Jonathan:Yeah. So, I mean, making sure that people can do the jobs that you've assigned them to do is really important. So whenever you're talking about enabling others to act, are you just saying that people have to be able to move towards that vision in their own way? Fill that out for me. Talk to me more about that.Joseph:Yeah. So, I mean, everybody needs some guidelines and some guideposts, or you could call them bumpers in the lane of bowling or whatever. But they need to be able to have a little bit of autonomy to come up with the best way that they have to do the job. Nobody wants to be a robot. It's really about giving them some guidelines and giving them some guideposts. But what you want is you want to make sure that people have ownership in their position and that we're hiring human beings with real brains that have the real desire to want to do a good job. So we've got to give them some space in order to do that. Now, certainly, there's certain ways that you want to have things done. You want to have some uniformity in a lot of things that you do. But in a big picture understanding, you can't do it all, and you need to be able to enable others to act and enable others to help.Jonathan:I think dentists are pretty good about that. I think that naturally, a lot of dentists are pretty good about that, because they're used to, "Here's your role. Here's your role. Here's your role." The dentist doesn't want to be doing the [inaudible 00:14:28]. They're going to let the hygienist do that. They're going to be able to do the pieces that go along with that. So yeah, I get that.Joseph:Yeah. So first thing we talked about inspire a shared vision. Second thing we talked about is enable others to act, and the third thing is that we've got to do what's called encourage the heart. We've got to give people some feedback in how they're doing, and a lot of times, this is something that's absent inside of our business and absent inside of our organizations, is just taking the time to say, "Thank you. Thank you for being here. Thank you for doing a good job. You did a really good job with this." We've got to encourage the heart, in a way, because, again, we're dealing with human beings that are on our team that we're leading. We've got to help them see all of the good that they're doing. "Hey, did you notice that Ms. Jones that was in, did you see the before and after pics on that? Man, look at what we did together. Nice job helping us out with that." So I think that's another big thing, is we've got to encourage people. We've got to encourage the heart.Jonathan:Yeah. One of the things that comes to mind with that is Tom Shoes. If you remember, the Tom Shoes is you buy a pair of shoes, and then they're going to give another pair of shoes to someone in an impoverished country as a way to do social good. So not only are you buying a pair of shoes, you're buying someone else a pair of shoes. You're doing good by buying these shoes. When Tom Shoes came out, it had this massive success, because they shared their vision with their customers, not just the people that were working with them.Jonathan:I've seen dental practices do this, too. So a really good example of this is we had a client that said, "Hey, we're going to do a bonus program for our fluoride." They had a really low fluoride percentage. They're like, "Hey, Jonathan, we've been trying to figure this out. [inaudible 00:16:11], the data consultant on it said to do this." They tried this, and it worked, was they said, "Okay, for every fluoride that we do over the next quarter, we're going to give $5 to this charity." It was a charity that the team had came up with, or I can't remember if the team came up with it or the doctor came up with it. But it was a charity that everybody wanted to help out with. So they said, "Okay, we're going to do these $25 fluoride ... We're actually going to offer them to patients."Jonathan:So they let the employees have more of a reason than just, "Hey, it's your job to offer fluoride to patients," have a reason to do it. They ended up getting something like, I don't know, $2,000 they ended up raising for this charity that was a big help to the charity. So it actually did something. Them doing the fluoride actually did something. An added benefit to that was once that incentive was over, the team had basically self-trained themselves on how to offer fluoride.Joseph:That's awesome. That's awesome. I like it. So we talked about inspire a shared vision, enable others to act, encourage the heart. The fourth piece of exemplary leadership is model the way. So one of the things that you'll hear a lot about in the leadership world is they'll talk about tone at the top. They'll talk about what kind of example are you leaving for your employees? So if you're constantly 15 minutes late to the office, you should expect your staff to be 15 minutes late. If you're on time, if you're early for stuff, if you present yourself in a very professional way, if you watch your language, if you keep things in a very professional way, you're modeling the behavior you want from your team members.Joseph:I think modeling the way is a really, really important thing, and it's not about being a prideful thing, "Everybody's got to be like me" kind of thing. But it's about how are you going to act in front of the patient? How are you going to treat that patient? Are you going to belittle your patient? Well, you should expect your staff to belittle the patient. Are you going to use their last name whenever you address them? Are you going to address them with respect? Are you going to call them. "Mr. Rucker, thank you for coming in today"? Are you going to be grateful? Are you going to be gracious? What is it that you're modeling for your staff in order to present the tone and present the kind of culture that you want at your office? I mean, are you going to belittle one of your team members in front of a patient in a way that's going to be very disrespectful and it's going to make them upset? Then you should expect your team to do that.Jonathan:I'm sure there's a lot of people that are nodding their heads and have seen that in the past, where you've had a boss that acted in a certain way. Then you look at and around you, and even though there might be some contempt about how the boss is handling the situations, that's kind of how all the situations got handled after that point. I've had bosses that lashed out at employees and would yell and scream and curse. Honestly, after I left those work environments, it was hard for me to kind of not think about things in that way, because the person that I had modeled in my mind as being the boss, that's how they reacted to those situations.Jonathan:So I had a lot of times I pulled myself away and thought, "No, Jonathan, you're a calm, collected guy. You're not a hothead. You don't have to act that way just because the other person acted that way. Doesn't mean it was right." That's something that even I have struggled with in the past to reconcile, because all these patterns are learned behaviors. So setting the tone at the top makes complete and utter sense. So yeah, that's a great one.Joseph:Yeah. Another thing is what are you going to tolerate? Whenever it comes to different stuff, how are you going to address things? Are you going to have the courage to address the things that you need to address? Those are all tough things. I think we could probably spend a whole podcast, Jonathan, talking about having crucial conversations and addressing things and what do you address and what do you not address and what's the best way to do that? So I think we should probably save that for another topic, but modeling the way is a big, huge piece of leadership.Jonathan:It reminds me a lot of just the culture conversation of businesses. What is the culture of the company? Even when you said, "How do you address people?," I mean, there are a lot of different ways you can address people. You can be incredibly professional and have that be done in multiple different ways. You be incredibly professional and be casual. You can be incredibly professional and be very manneristic, so Mr. and Mrs., making sure who it is. There's a lot of different ways you can do it, and all those little things are going to permeate throughout the business. They're going to create the culture of the company and the culture of the practice.Jonathan:That's one of the reasons why a lot of people sometimes tend to lean towards ... When I say a lot of people. I'm not saying the majority. I'm saying there's a lot of people out there that their ideal way of going into practice ownership is through a startup process, because they don't want to go into another culture and try and reshape that culture based off of their personality and style. So yeah, I definitely think we could probably have a whole episode about culture, and that's definitely a part of it.Joseph:For sure.Jonathan:So you want to go to the next piece?Joseph:Yeah. So the last piece is to challenge the process. We give you all kind of just cliches that are out there. If you keep doing what you're doing, you keep getting what you're getting. What's the definition of insanity? Doing the same thing over and over again and expecting different results. Insert your own cliche for doing things. We talk about Saly a lot in the accounting world, right? Who's Saly again, Jonathan?Jonathan:Same as last year. She's only got one L in her name, but she's [inaudible 00:21:52].Joseph:Yeah. So number five is to challenge the process. If we keep doing what we're doing, we're going to keep getting what we're getting. So as you get a chance to look at all of the different things that you're doing, are you doing things exactly the same way year after year? Are you having problems with your scheduling? All right. So if we keep having the same different pieces, do we have a lot of no-shows? If we have no-shows that are taken up time on the schedule, what are we going to do differently? What are we going to challenge the process, and how are we going to handle this in a different way? Is it because we're confirming appointments? Well, maybe we need to have a different system of confirming appointments. Maybe we've got all kinds of different stuff that we can try.Joseph:So one of the great things about being a business owner is that you get a chance to try all kinds of different things. If you don't challenge the process, if you just keep doing the same thing over and over again, you're going to continue to beat your head against the wall. So number five is challenge the process. What are your thoughts on that, Jonathan?Jonathan:I think that of all the leadership traits that I have that I enjoy versus the ones that I'm not as good at, challenging the process is the one that kind of is the reason our business got created, was because every CPA firm that I was a part of, I was building up and breaking down every process that we had, because I'm to a fault a person who likes the most efficient way of doing things. If it's not the most efficient way of doing things, then I'm probably going to space out real quick whenever I'm a part of that process. Joseph, you can amen that.Jonathan:So one of the things that I get a lot of eye-rolls about from our team is where I decide to add in a new app to our software stack, because we're always trying to find a better way of doing it. There comes a point where that can be detrimental, but yeah, you've got to be able to keep adapting and moving, or else your business model could end up going to the wayside. If someone else figures out a better way to do it than you that's substantially better, you've accidentally inherited some business risk. In dentistry, you'll probably be fine, but it's a danger to your business.Jonathan:So yeah, definitely challenge the process. I don't know how many times I've heard from so many owners throughout the country that the reason that this is a problem for us is because it's our patient base or it's our software or it's because of this insurance that we take or it's because ... There's a reason behind why this doesn't work for them. Yeah, sometimes it takes 5, 6, 7, 8, 9, 10, 12, 13, 15, 20 different ways until you finally figure out the way to do it the best way, but you've got to keep trying. You've got to keep challenging the process to see if you can make it better and do better at the end. The purpose of doing that is to meet that shared vision. There's a reason you're trying to do that. It's not just because you're trying to add two cents a dollar to your bottom line. It's because you're trying to meet that shared vision. That's how you get the buy-in from the team to be able to do that. So I'd love to hear your insights to challenging the process, working in our firm.Joseph:Yeah. So you mentioned that this is probably your biggest strength in this list, and this list isn't you have to get all of these right 100% of the time. It's really a guide work and a framework for you to determine your own style and to move forward and to help your practice move forward. You mentioned challenge the process as being your best one. That's probably the one that I don't do well at all. It's like, "Man, I've got this tried and true way of doing things. I know it. I don't have to learn a new process. I can just crank through as much as I possibly can. I've been using this same Excel file for this many years, and it's just bam, bam, bam, bam, bam."Joseph:So I think, interestingly enough, if this is what you would call your area of strength, it's definitely my area of weakness, is to challenge that process. It's not that I don't want to get better. I want to get better, too, but I don't want to take the time learning a new software, a new app, a new work process, a new workflow, all of those different things. I guess I've just been scarred over the years. I used to really good at this early in my career, like all these challenges and stuff. So I'd come up with all these different gadgets, all these different ways of doing things and spend all this time on it. Then it just wouldn't work. I'd be like, "Well, see, we should've just done it the same as last year," right?Joseph:So, anyways, I think that's why we complement each other well. When we look at this list, Jonathan, what would you say is your biggest challenge? I mentioned that the challenge process is my biggest weakness in this list, but between inspire shared vision, enable others to act, encourage the heart, model the way, challenge the process, what would you say is probably your most difficult piece in this list?Jonathan:It changes. It's fluid. I think of ones that have been challenges. So initially, inspiring a shared vision, we talked about one of the challenges at the beginning is that you're trying to build something successful. That's what you think the vision might be. I went along with that, too. I made that mistake when I started the business, until we became much more purposeful in the way that we did leadership inside the firm. So at one point, it was that. I feel like we're in a better space than that now. So at one point, that was it.Jonathan:The thing I think I've always been pretty good at, enables others to add, but there have been times where ... I tell my employees this all the time. If I'm handing something off to you, I have to hand it all off to you, because if I'm even touching it, I have to be a part of all of it. I can't just pass over a piece. It has to be all or nothing. So in a way, at one time, I probably wasn't great at it, because probably it was too of a min-max, or what's it called wherever you ... Micromanage people. But I think I've gotten better at that.Jonathan:Encouraging the heart, another one that I think we could probably do a little bit better at that now, but I feel like I do an okay job of that. Modeling the way, we're a virtual company, so we don't see each other every day. Sometimes whenever you've had a hard day or not slept in a few nights because you've got a newborn at home, you come into a meeting, and you're a little tired or something like that. Yeah, sometimes that can be hard to do, too. But I feel like over the time that I've had in this industry, as well as in this specific business that you're never going to be perfect at all of them. So you have to have to give yourself some grace in these things. But you have to be aware that you're working towards doing a better job. That's what I try to do every day, is I just try to be better. I try to be better while allowing myself to not be perfect.Jonathan:So I feel like I have minor weaknesses in all of them, but I would definitely say that my strength would probably ... See, with the one that I said I had the strength in, I said I had maybe to a fault that sometimes I like to challenge it too much, because maybe I'm trying to make something more efficient, and it ends up wasting everybody's time because we look at an app that we end up not implementing because it ends up being only a fraction of a second better or something like that or even be worse off than the other solution. So you're going to have your pros and cons to all of these. It's just you have to try and do as good of a job as you can on the ones that you can and then allow yourself the grace on the ones that you don't. So what about you? Where do you feel like the ones that are ... You mentioned that your weakness was your biggest strength.Joseph:I always like to be a cheerleader. I figured out a long time ago that it's very easy to be the worst part of somebody's day. The person at the drive-through does something bad, you can yell at them, and that five second encounter will be the worst part of their day. So I kind of flipped that on its head, and I said, "How can I try to be the best part of somebody's day?" So mine is encourage the heart. I really like to get a chance to tell people in a sincere way ... It's got to be honest, and it's got to be sincere. It's not just a Johnny good job kind of thing. It's got to be one of those things where it's honest and sincere and it means something and it's not handed out all day, every day. "Hey, congratulations for showing up to work on time today." Well, you're supposed to show up to work on time today. But you can say at the end of the week [crosstalk 00:30:15].Jonathan:[crosstalk 00:30:15].Joseph:Yeah. "I made it through another" ... Yeah. But you can say, "I really appreciate your dependability as an employee. I always know that I can count on you." That's honest, and that's sincere. "The other day, whenever you helped Ms. Jones out, she was having the pain with whatever, and you walked her through that and helped out with that. That really meant a lot. Thank you for putting our patient's mind at ease and helping them out." Having that kind of honest, sincere appreciation for your team members, that's one of the things that I really like a lot kind of to do. I don't know. It was a challenge that I figured out several years ago. I want to be the best part of somebody's day, because it's just so easy to be the worst part of somebody's day.Jonathan:I definitely agree with that statement. So cool. So is there anything else you wanted to add in terms of leadership? Leadership is a big topic, everybody. I mean, this is not a 30-minute thing that you're going to listen to that. "Now I'm ready to lead that Fortune 500 company. I'm ready to be the CEO." While I would love for that to have been the case with what we shared today, that's not going to be the case. But this is a really good framework to start, to start conceptualizing and looking internally on the ways that you're going to be able to impact the lives of your people inside of your practice, not just your employees, again, your patients and your community and your family and everything like that. So Joseph, is there anything else you wanted to add in terms of this topic?Joseph:Yeah, no, I think he nailed it on all of these things. This is a framework. This was the first framework I was introduced to, is learning how to be a leader. It's been very impactful for me, and I'm just glad that we got a chance to share it with our audience today. You're not going to be perfect at any of them. Leadership is a process. You've got to continue to learn and grow and learn as much stuff as you can about leadership and continue to challenge. Going back to challenge the process, challenge the process of how you're leading your team and continually seek out knowledge on that.Joseph:I mean, as you mentioned, we could spend hours and hours and hours talking through different leadership models and theories and all the different experiences that we've had in our life. I'd like for this to just kind of be a beginning, a beginning, the conversation with you about leading, having these five core principles according to Kouzes and Posner about exemplary leadership. Again, inspire a shared vision. It's not my vision. It's not your vision. It's our vision. We want to enable others to act. We want to encourage the heart. We want to be able to help people understand that they're doing a good job. We want to model the way, set the tone at the top, and we want to challenge the process. Saly is not always our friend.Jonathan:Perfect. Well, guys, thanks so much for listening to another episode of the Tooth and Coin podcast. This is episode number five. It's about leadership, where we talked about the problem being that if you don't take leadership seriously, your business just won't be as effective as it should be. It can cause a lot of issues and even cost you a lot of money in the long run. We've shared a framework that you can use and adapt to help conceptualize on how to do these and gain these skills in leadership and maybe even do some planning on how to impact your business on your own.Jonathan:If any of these topics have resonated with you, if you have stories to share about bad bosses, people who've done bad leadership in the past, that can be a really powerful tool to be able to share with people to see how to not do the stuff. One of the best ways to learn how to do something is to learn how to not do it. So if you have any stories about that, feel free to share them in the Facebook group, in the Tooth and Coin Facebook group. Thanks again for listening in to the Tooth and Coin podcast, and we will see you next time.Joseph:Bye, guys.Jonathan:That's it for today, guys. I hope you enjoyed this episode of the Tooth and Coin podcast. If you are going to be a practice owner or a new practice owner and you're interested in CPA services, head on over to toothandcoin.com, where you can check out more about our CPA services. We help out around 250 offices around the country. I would love to be able to have the discussion about how we could help your new practice. We do specialize in new practice owners, so people that are about to be an owner of a practice they're acquiring, about to be an owner of a practice they are starting up, or have become an owner in the past five years. That is our specialty. We'd love to be able to talk to you about how we could help you in your services with your tax and accounting services.Jonathan:If you enjoy today's episode, again, go to the Facebook group. Talk to us about what we've talked about, join in on the discussion, and let's create an environment where we can talk about some of these things so that we can all help each other get through these things together so that this adventure of business ownership is more fun, more productive, and better in the long term. Lastly, if you want access to those resources that we are currently building, just text the word toothandcoin to 33444. That's toothandcoin, no spaces, T-O-O-T-H-A-N-D-C-O-I-N to 33444. Apply with your email address. We'll send you the instructions in the Facebook group. We'll send you the resources when they're available, and we will see you next week.
In episode 8, the final episode of Season 1, he lectures on Kouzes and Posner's "The Leadership Challenge." He details the fundamentals of leadership, describes the characteristics of admired leaders, and highlights the Five Practices (or behaviors) of Exemplary Leaders. In the Rapid Fire Interview segment, Jacob discusses leadership philosophy and the Transformational Leadership with Jamie Thompson, a Trinity alumna, former college golf captain, and currently serves as Trinity's Assistant Dean of Students and Director of Student Involvement. Jamie's focuses on high expectations, ensuring team members have the freedoms to experiment and take risks, and building trust. She cares deeply about the Five Leadership Practices and is a great example of what it means for a titled leader to Model the Way, Inspire a Shared Vision, Challenge the Process, Enable Others to Act, Encourage the Heart. She describes that great leaders start with a clear understanding of organizational values and that organizations with strong cultures review and reward results based on meeting expectations - specifically achieving goals that are directly tied to mission, vision, and values. Let Jacob know your thoughts at @TingleJK.
Exemplary Leadership and What the Pandemic Revealed (based on Kouzes and Posner's The Leadership Challenge) Tune in for this discussion on Kouzes and Posner's The Leadership Challenge's 5 practices of exemplary leadership and lessons learned leading through the pandemic. Host Dr. Sheryl White will discuss this topic with special guest Edward Condon, Executive Director of Region 9 Head Start Association. Mr. Condon is also a certified Leadership Challenge facilitator. You do not want to miss this episode of Leadership Matters: Informing Leaders. Inspiring Solutions!
Exemplary Leadership and What the Pandemic Revealed (based on Kouzes and Posner's The Leadership Challenge) Tune in for this discussion on Kouzes and Posner's The Leadership Challenge's 5 practices of exemplary leadership and lessons learned leading through the pandemic. Host Dr. Sheryl White will discuss this topic with special guest Edward Condon, Executive Director of Region 9 Head Start Association. Mr. Condon is also a certified Leadership Challenge facilitator. You do not want to miss this episode of Leadership Matters: Informing Leaders. Inspiring Solutions!
Looking for ways to meet your leadership challenge? Tune in for this discussion on Kouzes and Posner's five practices of exemplary leadership with special guest Edward Condon, Executive Director of Region 9 Head Start Association and our host Dr. Sheryl White. Running a public or nonprofit organization means juggling the needs of many constituents as well as the myriad of tasks needed to operate any business organization. Meanwhile, organizations are experiencing enormous stress and additional uncertainty, budget restrictions, and increased poverty in families. How to achieve the extraordinary while overcoming the overwhelming will be discussed along with Konzes and Posner's five practices of exemplary leadership.
Looking for ways to meet your leadership challenge? Tune in for this discussion on Kouzes and Posner's five practices of exemplary leadership with special guest Edward Condon, Executive Director of Region 9 Head Start Association and our host Dr. Sheryl White. Running a public or nonprofit organization means juggling the needs of many constituents as well as the myriad of tasks needed to operate any business organization. Meanwhile, organizations are experiencing enormous stress and additional uncertainty, budget restrictions, and increased poverty in families. How to achieve the extraordinary while overcoming the overwhelming will be discussed along with Konzes and Posner's five practices of exemplary leadership.
Looking for ways to meet your leadership challenge? Tune in for this discussion on Kouzes and Posner's five practices of exemplary leadership with special guest Edward Condon, Executive Director of Region 9 Head Start Association and our host Dr. Sheryl White. Running a public or nonprofit organization means juggling the needs of many constituents as well as the myriad of tasks needed to operate any business organization. Meanwhile, organizations are experiencing enormous stress and additional uncertainty, budget restrictions, and increased poverty in families. How to achieve the extraordinary while overcoming the overwhelming will be discussed along with Konzes and Posner's five practices of exemplary leadership.
Looking for ways to meet your leadership challenge? Tune in for this discussion on Kouzes and Posner's five practices of exemplary leadership with special guest Edward Condon, Executive Director of Region 9 Head Start Association and our host Dr. Sheryl White. Running a public or nonprofit organization means juggling the needs of many constituents as well as the myriad of tasks needed to operate any business organization. Meanwhile, organizations are experiencing enormous stress and additional uncertainty, budget restrictions, and increased poverty in families. How to achieve the extraordinary while overcoming the overwhelming will be discussed along with Konzes and Posner's five practices of exemplary leadership.
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