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4 episodes with quiet leadership
3 episodes with quiet leadership
2 episodes with quiet leadership
5 episodes with quiet leadership
3 episodes with quiet leadership
2 episodes with quiet leadership
2 episodes with quiet leadership
In this podcast we go back to 2016 and the incoming Bayern Munich manager Carlo Ancelotti joined Hawksbee & Jacobs in the studio at talkSPORT. Carlo had just released his autobiography, Quiet Leadership. He talks candidly about working with John Terry, his calm persona and dealing with difficult football club owners! Hosted on Acast. See acast.com/privacy for more information.
Stereotypes like the "angry Black woman" or the "loud Black woman" create a tightrope walk for many Black women in leadership roles. These labels are especially daunting for introverted leaders whose quiet nature often stands at odds with these unfair assumptions. It often feels like a constant balancing act is required to maintain authenticity while managing perceptions. Discover strategies for introverted Black women to cultivate executive presence and confidence in spaces that often feel isolating.LET'S CONNECT!* Work with me 1:1 to land your executive promotion, increase your impact, hone your executive presence and increase your salary by $50-100k. Book your call here to get your Elite Executive Experience.**Leave the podcast a 5-star review and help other introverted women find us and join our community.***Join our community of introverted women leaders and get our weekly LeadHer Lowdown newsletter.****Want to improve your executive presence? Download MastHER Your Executive Presence email course here.****Connect with me on LinkedIn
In this Episode 68 of The Quiet Warrior Podcast, we sit down with Deborah Sugirthakumar - author, radio host, and advocate for mental health resilience and domestic violence prevention.Deborah shares her personal journey of overcoming adversity, breaking generational cycles of trauma, and raising a resilient family. Her insights into the power of empathy, accountability, and the quiet strength of introverts offer invaluable wisdom for parents, caregivers, and advocates alike.Deborah also discusses her book, Raising Resilient Families, which combines evidence-based research with practical tools for creating compassionate, respectful, and mentally healthy environments for children. Whether you're a parent, educator, or community leader, this conversation will inspire you to take meaningful steps toward fostering resilience and breaking harmful cycles.Who Should Listen:This episode is perfect for introverts, parents, educators, and advocates looking to:Foster resilience and mental well-being in their families and communities.Learn strategies for breaking cycles of trauma and creating safer environments.Understand how introverted strengths can lead to profound societal change.Gain practical tools and insights for conscious parenting and advocacy.Key Topics Discussed:The Role of Quiet Leadership in Advocacy: Why introverts possess unique strengths, such as deep listening and thoughtful action, that make them effective agents of change.Breaking Generational Cycles: Deborah's deeply personal journey of healing from trauma and her commitment to raising her son with empathy and accountability.Empowering Boys and Men: Addressing the stigma around male vulnerability and the importance of teaching boys emotional intelligence and respect.Creating Safer Families: Practical tips for fostering resilience and positive family dynamics while navigating the challenges of modern parenting.The Power of the Village: How collaboration, community, and shared values can transform individual efforts into widespread societal change.Resources Mentioned:Deborah's Book: Raising Resilient Families is available on Amazon, Booktopia, and directly through Deborah on Instagram or Facebook.Deborah's Radio Shows:Mindful Moments – An English-language program addressing mental health and societal change.Vaanisai Tamil Radio – Celebrating Tamil language and culture.Connect with Deborah:Instagram: @DeborahSugirthakumar Facebook: Deborah Sugirthakumar"Introverts bring calm to chaos, listen deeply, and reflect profoundly. These qualities make them powerful advocates for change, even in a world that often undervalues quiet strength." – Deborah SugirthakumarCall to Action:If you enjoyed this episode, please rate and review The Quiet Warrior Podcast on your listening app. Your support helps amplify stories like Deborah's and inspires more introverts and quiet achievers in our communities.Stay tuned for the next episode, and remember: quiet strength changes lives.This episode was edited by Aura House Productions
When you think of a leader, who comes to mind? Maybe someone bold and commanding? I used to think the same until I worked with a leader whose quiet, intentional style completely changed my perspective. In this episode, I'm sharing what I learned from their thoughtful approach, how listening, collaboration, and purposeful action can make just as much (if not more) of an impact as the loudest voice in the room.Let's rethink what it means to lead well. Here are the highlights(02:49) Defining Quiet Leadership(04:58) The Role of Quiet Leadership(06:44) Introverts and Extroverts in Leadership(11:54) Reflections on Leadership Styles(12:00) Fostering an Inclusive Workplace(14:42) The Importance of Self Awareness in LeadershipLinks:Thinking Fast and Slow, Daniel Kahnemann: https://amzn.eu/d/gHUkDdWTime to Think, Nancy Kline: https://amzn.eu/d/eLtbqXTQuiet Leadership, David Rock: https://amzn.eu/d/91WMNBzConnect with Ruth:Instagram LinkedIn WebsiteThis podcast is proudly produced by The Podcast Boutique
In this episode of the Quietly Visible podcast, host Carol Stewart speaks with Jodie Mears, a seasoned C-suite Executive Assistant, LinkedIn Top Voice, and co-host of The Crodie Files podcast. Jodie shares her journey as a confident introvert and her strategies for leveraging quiet leadership to create visibility and drive impact in the workplace. Jodie opens up about her unconventional career path, how she discovered the power of leading from the back, and why she's passionate about helping others embrace their strengths. From reframing the perception of administrative roles to managing up and building influence, Jodie offers relatable insights and actionable advice for introverted professionals looking to thrive. You'll also hear Jodie's “3-2-1 Networking Method,” a game-changing strategy for meaningful connections, and her take on why introversion is a strength, not a limitation. Whether you're an introverted leader or simply seeking inspiration, this episode will leave you motivated to step into your unique strengths. Find Jodie on LinkedIn and check out The Crodie Files podcast on Spotify and other platforms. Jodie's blogs on networking for introverts: The Hidden Cost of Staying Hidden-Why Administrative Assistants Must Build Their Personal Brand Embracing Your Quiet Strengths
Stille Führung? Sind Führungskräfte nicht Personen, die andere begeistern und mit ihren Bildern der Zukunft mitreißen, aktivieren und zu einem Team formen? Ja, das kann durchaus so sein. Nein, das muss nicht so sein. Susan Cain hat eine Wirklichkeit in Ergänzung zu den gängigen Vorstellungen über Führungspersonen ins Spiel gebracht, die ein neues Spielfeld eröffnet hat. Und das ist gut so. Peter Drucker, der Vater des modernen Managements hat schon länger darauf hingewiesen. Darum geht es in dieser Episode. Und die kann super spannend werden: Wer weiß, ob nicht so manches Führungstalent in unseren Reihen schlummert, das wir leicht übersehen hätten, wenn wir nicht von Quiet Leadership gehört hätten. Mehr Infos und Arbeitsblätter zur Vertiefung: https://der-leiterblog.de/einfach-leiten/ #Einfachleiten #DerLeiterpodcast #DerLeiterblog #vivakirchemannheim #Mannheim #leitung #führung #LotharKrauss
In this episode, our guest is Dr. Brian Clyne who is a Professor of Emergency Medicine at the Alpert Medical School of Brown Universitywhere he has served in numerous clinical, educational, and administrative leadership roles over the past 20 years. As Vice Chair for Education at ACT Leadership, Dr. Clyne develops and supports programs across the continuum of learners from undergraduates to faculty. In addition to medical education, Dr. Clyne's areas of interest include career development and physician leadership. He founded and directed Leadership in Healthcare, a master's level course for Alpert Medical School students. He is agraduate of the Brown University Executive Master's in Healthcare Leadership program and the ACTLeadership and Performance Coaching Certificate program. His coaching practice is focused on mid-career healthcare professionals seeking to expand their leadership capabilities to make a lasting impact.Talk to Your Pharmacist Podcast Interview - Dr. Brian Cyne and Hillary BlackburnHillary Blackburn and Brian Clyne discussed their experiences in healthcare leadership and career development, emphasizing the importance of transferable knowledge and skills, navigating career transitions, and addressing burnout. They also discussed the role of coaching in healthcare leadership development, highlighting the need for practical leadership skills beyond clinical expertise and the importance of selecting the right coach with industry background or experience in healthcare-related fields. Both speakers emphasized the transformative impact of coaching on personal and professional growth.Leadership and healthcare with Dr. Brian Clyne.Hillary Blackburn discusses work-life balance as a healthcare leader with two young children.Hillary Blackburn interviews Dr. Brian Clyne on The Talk to Your Pharmacist podcast.Leadership development and coaching in healthcare.Brian Clyne discusses his background in psychology and medicine, focusing on medical education and leadership development.Brian Clyne: Read Harvard Business Review, Good to Great, and David Rock's Quiet Leadership.Hillary Blackburn: Also read leadership books, including Good to Great and David Rock's Quiet Leadership.Leadership development and coaching.Hillary Blackburn and Brian Clyne discuss leadership development and coaching.Brian Clyne learned coaching skills through Act Leadership, a training organization.Brian Clyne shares his journey from directive to curious leadership, empowering others to find solutions.Hillary Blackburn asks about what sets Act program apart, offering guidance for choosing a coach.Brian Clyne emphasizes the importance of finding a coach with relevant industry experience.Clyne suggests asking a coach about their methodology and experience with your specific challenge.Coaching in healthcare, burnout, leadership, and career development.Hillary Blackburn and Brian Clyne discuss coaching in healthcare, common triggers, and leadership skills.Brian Clyne coaches newly transitioned leaders on goal setting, prioritization, and time management.He also helps individuals experiencing burnout by exploring their core values and setting boundaries.Burnout and career transitions are common challenges in healthcare.Burnout and career development in healthcare.Brian Clyne: Realize it's a marathon, not a sprint, and don't expect it to go according to plan.Brian Clyne: Emergency medicine has highest rates of burnout, and lack of control, uncertainty lead to it.Brian Clyne: Importance of networking, mentorship, and focus in career success.Hillary Blackburn: Struggling with imposter syndrome and seeking guidance from peers.Hillary Blackburn and Brian Clyne discuss career development and burnout in the pharmacy industry.Brian Clyne shares resources for coaches and pharmacists, including ACT Leadership and Brown University.Guest - Brian Clyne, MDHost - Hillary Blackburn, PharmD, MBAwww.hillaryblackburn.comhttps://www.linkedin.com/in/hillary-blackburn-67a92421/ @talktoyourpharmacist for Instagram and Facebook ★ Support this podcast on Patreon ★
Are you ready to challenge the misconception that leadership requires being loud, or always in the spotlight? The truth is, quiet leadership can be even more powerful, with authenticity at its core. If you're a naturally quiet person, know that this doesn't limit your potential—it enhances it. In this episode, I dive into the myths around loud and quiet leadership, showing how leaning into your natural tendencies can make you a more authentic, impactful leader. Join me to explore the unique and powerful techniques of quiet leadership and how in the end, the best leaders are those who embrace their true selves, and in your quietness lies the power to inspire greatness in others. I dive into: The strength of quiet leadership: debunking the myth that leaders need to be loud to be effective Understanding introversion/extroversion in quiet leadership Essential qualities of the quiet leader The biggest challenges and opportunities for quiet leaders How to nurture more calmness in your leadership The role of quiet leaders in team dynamics And more **Useful links** If you are ready to uplevel your career, get unstuck or you are simply ready to unlock those leadership time-management techniques then join us in my monthly career & leadership coaching program exclusively for women in tech: https://www.tonicollis.com/academy Catch the show notes, and more details about today's episode here: https://tonicollis.com/episode221 Check us out on Youtube. Join the Leading Women in Tech community in Slack where we discuss all-the-things for women's tech leadership, covering everything from early-career leadership to C-level executives.
In this episode, I dive into the often-overlooked strengths of introverted leaders in the Pharma and Biotech industry. I'm challenging the stereotype that extroversion is required for success and exploring how introverted women can use their deep thinking, empathy, and communication skills to excel in leadership roles without stepping too far outside their comfort zone.What you'll learn:How to embrace and leverage your introverted strengths to lead effectively.Strategies to build influence without being the loudest voice in the room.Tips for creating a leadership style that works for you and supports your personal growth.Mentioned in this episode:Episode 118: Your Leadership PhilosophyHead over to Your Worthy Career for full show notes.Design your unique career path in Pharma/Biotech and build the skills to get a new job, promotion, or upgrade to your role. Learn more about working with me in Beyond the Ceiling here.Melissa works with a limited number of clients 1-1. If you are looking for private support as a woman in Pharma/Biotech, click here.Love the podcast? Share your feedback by leaving us a review. Thank you!Connect on SocialsLinkedInInstagram
In this episode, I sit down with Clare Emma Wild, a certified coach specialising in Quiet Leaders. Clare shares her journey from leading senior teams and experiencing burnout to becoming a coach dedicated to empowering introverted, sensitive, and empathic individuals.Clare discusses the essence of Quiet Leadership – how it differs from traditional leadership styles and why it's valuable.She highlights the importance of staying true to oneself, leveraging unique strengths, and practising self-care.Clare also introduces her blend of mindset and somatic coaching tailored specifically for quieter personalities, explaining how this approach helps Quiet Leaders overcome challenges like people-pleasing and imposter syndrome. In this episode, you will learn: What ‘Quiet Leadership' is and who may fall under this “type” The impact of not being authentic to your leadership style Strengths of quiet leaders and ways to leverage them How quiet leaders can become more successful in the workplace The importance of activities that rejuvenate you and prevent burnout Quiet Leadership is powerful and it's not a style of leadership that we should be overlooking. So if this resonates with you at all, this is an episode for you! We would love to know what stood out for you the most in this episode. Please feel free to get in touch with myself or Clare on the links below. Also, if you know someone else would benefit from listening to this week's episode, please pass it on. - V.I.P Leaders is OPEN FOR ENROLMENT!If you want to become a Leader people actually want to follow - there's still time to register for my V.I.P Leaders programme that starts at the beginning of September! It's designed to give you everything you need without having to go look for or piece anything else together. If you want to find out more, you can see detailed information on the programme HERE. Resources Mentioned:How to say “no” confidently even when it feels scary - click hereV.I.P Leaders programme - find out more Connect with Clare:Website: calreemmawild.comLinkedIn: Dr Clare Emma WildFacebook: Clare Emma Wild Connect with Tash:Website: tashpieterse.comInstagram: @tash_pieterseLinkedIn: tashpieterse Are you enjoying the Lead With Less podcast? You can leave a review on Apple or Spotify, or submit a question in the Q&A section on Spotify and we'll get back to you!
Lee explores the key insights from Carlo Ancelotti's leadership book, "Quiet Leadership." He reflects on the importance of relationships, connection, and authenticity in leadership, drawing inspiration from Ancelotti's approach to managing world-class football teams. The episode highlights the three Cs to becoming a champion: capability of tasks, cultural fit, and contribution to the team. Listeners are encouraged to apply these principles to enhance their leadership skills and team performance. KEY TAKEAWAYS Importance of Relationships: Building strong relationships with team members, support staff, and superiors is crucial for effective leadership. Authentic Leadership Style: Being authentic in leadership, maintaining emotions, and connecting with individuals on a personal level can lead to success. Three C's to Becoming a Champion: Focus on capability of tasks, cultural fit within the team, and contribution to the team to create a high-performing team. Capability: Clarity of tasks, support, and learning opportunities are essential for individuals to be capable in their roles. Cultural Fit: Aligned values, supportive environment, and clarity of vision are key components for fitting into the team or organisation. Contribution to the Team: Clear roles and responsibilities, empowerment, and clarity of goals are crucial for making a valuable contribution to the team. BEST MOMENTS "He leads by understanding the person... around the importance of connection." "There's three Cs to being a champion... how capable are you to do the task?" "So how much of a contribution to the team do you make? How much of a contribution do each member of the team make?" "He would make a point of understanding the person, but then also leading in that way." "So the three Cs to being a champion are those three Cs... what you are doing for yourself to make sure that you are as capable as you can be." HOST BIO You can contact Lee Houghton on 07813342194 Lee@leehoughton.com https://www.linkedin.com/in/lhoughton/ For the last 15 years, I have been a multi-sector internal or external business improvement consultant, building the improved capability of individuals, teams and businesses. In my spare time, I enjoy spending time with my two young children Jack & India. I also enjoy listening to and reading business & personal development material. Lee Houghton is “THE Business Problem Solver”, a Management Consultant, CX Specialist and Keynote Speaker.
What personal experiences shaped Sriram Kalyanaraman's approach to transformation? How can someone new to personal transformation begin their journey? What are some great resources, tips, and practises to transform oneself to become their best self? Awareness of our own mortality can sharpen our thoughts and desires, aligning us with our true selves. This concept, relevant from ancient Greek and Buddhist philosophies to modern thinkers like Steve Jobs, highlights the timeless nature of this insight. In this episode, discover Sriram Kalyanaraman's groundbreaking methods for inner peace and personal growth, and unlock your true potential through his insights and wisdom. Resource List - Amaidhi Website - https://www.amaidhi.com/ Dynamic Mind Practise - https://www.amaidhi.com/dynamic-mind-practice Application for Dynamic Mind Practise - https://play.google.com/store/apps/details?id=com.dynamicmindpractice.app&hl=en Quiet Leadership, Book by David Rock - https://amzn.in/d/01pk33gO The Inner Game of Tennis, Book by W. Timothy Gallwey - https://amzn.in/d/07C3WWEd The Inner Game of Work, Book by W. Timothy Gallwey - https://amzn.in/d/0h2urQM2 You Can Heal Your Life, Book by Louise Hay - https://amzn.in/d/00mi62CA The Tibetan Book of Living and Dying, Book by Sogyal Rinpoche - https://amzn.in/d/08pg43Q3 The Top 5 Regrets of Dying, Book by Bronnie Ware - https://amzn.in/d/0eywdFM6 The 7 Habits of Highly Effective People, Book by Stephen R Covey - https://amzn.in/d/034HHZHb The Boy, The Mole. The Fox and The Horse, Book by Charlie Mackesy - https://amzn.in/d/0bZrwDpm Collective Intelligence Study by MIT, Carnegie Mellon University, and Union College Researchers - https://www.sciencedaily.com/releases/2010/09/100930143339.htm#:~:text=A%20new%20study%20co%2Dauthored,and%20that%20the%20tendency%20to Buddhist Practise of Maranasati - https://en.wikipedia.org/wiki/Mara%E1%B9%87asati The GROW Model - https://lattice.com/library/everything-you-need-to-know-about-the-grow-coaching-model#:~:text=The%20name%20is%20an%20acronym,plans%20alongside%20their%20direct%20reports. What was Google's Project Oxygen? - https://www.linkedin.com/pulse/project-oxygen-what-can-we-learn-from-way-google-train-managers?utm_source=share&utm_medium=guest_desktop&utm_campaign=copy About Gita Bellin - https://gitabellin.com/gita-bellin/ About SparX by Mukesh Bansal SparX is a podcast where we delve into cutting-edge scientific research, stories from impact-makers and tools for unlocking the secrets to human potential and growth. We believe that entrepreneurship, fitness and the science of productivity is at the forefront of the India Story; the country is at the cusp of greatness and at SparX, we wish to make these tools accessible for every generation of Indians to be able to make the most of the opportunities around us. In a new episode every Sunday, our host Mukesh Bansal (Founder Myntra and Cult.fit) will talk to guests from all walks of life and also break down everything he's learnt about the science of impact over the course of his 20-year long career. This is the India Century, and we're enthusiastic to start this journey with you. Follow us on our Instagram: / sparxbymukeshbansal Also check out our website: https://www.sparxbymukeshbansal.com You can also listen to SparX on all audio platforms! Fasion | Outbreak | Courtesy EpidemicSound.com Built to Last: Book by Jim Collins: https://amzn.in/d/06UJQDXy The HP Way, Book by David Packard: https://amzn.in/d/09M92m6N
In our latest episode of the Women in Leadership Podcast, I'm thrilled to have Karen Grosz, creator of Canvas Creek Team Building and the author of Quiet Leadership, joins me to talk about the essence of true leadership, overcoming personal and professional challenges, and the power of positive self-description Karen shares an inspiring personal anecdote and discusses the significance of identifying one's passion and desires. She addresses rebounding from failures, introspection, and supporting oneself during times of change. From navigating personal and professional upheavals during the COVID-19 pandemic to overcoming high school insecurities, Karen's story is a powerful testament to resilience and self-discovery Let's transform the way we lead by embracing our true potential and supporting each other on this journey. Here are 3 key takeaways from this powerful episode: Challenge the Status Quo: True leaders have a unique perspective and aren't afraid to question the norm. Find mentors who align with your approach and style. Embrace Failure: Viewing failure as a transparent learning process helps not only in personal growth but also in empowering others. Karen's journey exemplifies resilience and the power of rebounding. Define Personal Goals: Especially for women, it's crucial to prioritize your passions and desires. Dropping negative self-descriptions and focusing on positive attributes can pave the way to clear, intentional goal-setting. RESOURCES: 3 Stages of the Customer Journey Podcast Episode Book in for an Authority Audit 5 Pillars to Build Visibility, Generate Leads and Enrol Clients with Ease Quiz Are You Ready to Launch Your Coaching Business Podcast? Take the Quiz Contact Karen: Website: canvascreekteams.com Linked In: in/karen-grosz/ Instagram: @canvascreekkarengrosz Email: Karend144@gmail.com A Personal Message from Annemarie Have you enjoyed listening to this podcast interview and want to know how you can create your very own podcast platform to so you become known as an influential voice in your industry? Access my free How to Create a Profitable Podcasting Masterclass, where I'll show you: Six Common Podcasting Myths that'll keep you stuck from creating your profitable podcast; Why focusing on technology (i.e. which microphone you should be using) is unwise and what you MUST focus on first if you want to start a profitable podcast. Sadly, SO many Change Makers and aspiring Thought Leaders miss these key steps and fail to generate the ROI/income they hope their podcast will generate; Three Changes in Consumer Behaviour you need to be aware of BEFORE you launch your podcast to help keep you focused on what's MOST important and/or no longer relevant; The NUMBER ONE reason why businesses fail to create a profitable podcast so you can avoid falling into the same trap; Three Podcast Profit Models that'll help you nurture listeners into leads and into paying customers, step-by-step. Go to: www.PodcastingWithPurpose.com/Masterclass YOUR SAY: What did you think about the message shared today? What action step will you take to turn this around? Go ahead and share. We'd love to hear from you! Please leave your comment in the box below, and remember to share and Like the show with your colleagues. Also, stop on by our Facebook page to say hello and to give us a shout out on Twitter – we promise to shout back! As always, we appreciate it. Learn more about your ad choices. Visit megaphone.fm/adchoices
Karen Grosz is the Owner of Canvas Creek Team Building, which hosts team-building events for various-sized teams. She is also a public speaker and the author of What's Next? and Quiet Leadership. With a history of avoiding corporate America's team-building events, Karen developed a method that harnesses the transformative power of creating art collaboratively. In this episode: If you've ever dreaded being roped into a team-building event at work, you're not alone. The prospect of forced bonding makes many people uncomfortable. What collaborative team-building methods can companies leverage to turn this apprehension into anticipation and engage their employees? As someone who used to call in sick on the day of a team-building event, Karen Grosz has developed a process that transforms uninspiring activities into engaging shared experiences. The approach involves collaborative art activities like painting in silence without instructions, which can reveal team dynamics and foster a cohesive culture. These methods can also strengthen adherence to systems and processes by working together to accomplish a common goal. Tune in to the latest episode of Systems Simplified as Adi Klevit hosts Karen Grosz, the Owner of Canvas Creek Team Building, to talk about her creative and collaborative team-building process. Karen shares how collaborative art fosters playfulness and camaraderie among team members, how to facilitate effective leadership, and how her “Happy Monday” videos create daily inspiration.
En una semana de fútbol aprovechemos para recomendar un libro con uno de los mejores del gremio. Aprendamos de sus lecciones sobre el manejo de talento, cuánto duran los técnicos en los equipos y por qué no es una profesión para los débiles de corazón.
In this episode, Gabi and Adebukola join me to preview Real Madrid's 2023/2024 season. A phenomenal season by all standards, the fans talk me through Madrid losing just once through out the season and Carlo's "quiet leadership." We also talk about the evolution of Vini Jr., Madrid without Kroos, Bellingham's growth and the future of Mbappe at the Santiago Bernabeu. Check out the time stamp below: 00:00 - 07:02 - Introduction 07:02 - 15:30 - Real Madrid's 2023/2024 Season: The Highs and Lows 15:30 - 30:35 - The Evolution of Vini Jr. 30:35 - 45:55 - Discussing Carlo Ancelotti's 'Structured Freedom' and 'Quiet Leadership' 45:55 - 1:00:45 - Remembering Toni Kroos 1:00:45 - 1:09:40 - All the Questions about Kylian Mbappe as a Real Madrid Player 1:09:40 - 1:16:40 - Jude Bellingham: The Rave of the Moment 1:16:40 - End - The Classic Five-a-Side Battle Don't forget to leave a rating where you get this podcast. Also follow us on X @The90MinsPlus.
After four incredible years and 175 episodes, we're bidding farewell to The Independent School Podcast. It has been an amazing journey filled with valuable insights, thoughtful conversations, and connections with passionate leaders in the school sector. Juliet would like to thank everyone who has played a part in it: the listeners, the guests and the wonderful team behind the scenes.But as one chapter closes, a new one begins! Juliet is thrilled to introduce The Quiet Leadership Revolution Podcast, co-hosted by her great friend and brilliant strategist, Lucy Gower.The new podcast extends beyond the independent school sector, offering universal insights for all leaders. Juliet and Lucy will be focusing on managing your time and energy, productivity, creative and strategic thinking, mindset and building your career confidence. Expect candid conversations, practical insights and a touch of humour as they share their experiences and what they have learnt along the way.Episode notesPlaylists for The Independent School Podcast: http://www.consultjuliet.co.uk/TISPplaylistsQuiet Leadership Revolution podcast:Listen on Apple PodcastsListen on SpotifyListen on Amazon MusicListen on the podcast websiteJoin Juliet's email list: www.consultjuliet.co.uk/signupThank you so much for listening to The Independent School Podcast. I would be grateful if you could spare a couple of minutes to send me some feedback here. This helps me make the podcast as helpful as possible to listeners. Thank you!
Claire Mactaggart amongst other things; has been a contributing writer for - one of Australia's most loved publications - Country Style magazine for 19 years. She's been a lynchpin in opening the eyes of everyday Australians to the the way of life, homes, gardens and businesses of rural and regional people and families - through countless beautiful stories. In this sense I think she's a trail blazer. She also a great example of quiet leadership. Claire is the most lovely person to meet. she's gently spoken, warm and polite - and these trails have not held her back - she's been able to achieve most of the things she has desired all while living 170-odd kms from the supermarket. She is mother to four girls, a beef producer with her husband Andrew, a board director for Beef Australia, the organisation behind, Beef Week, she's transported a disused church to her farm for renovation and her latest project was the six week transformation of a block of units and an old Queenslander at Cooee Bay near Yeppoon, QLD. This is a Manson Podcasting production brought to you with thanks to Rabobank Australia.
In this week's episode of the podcast, I'm going solo and sharing my thoughts on the impact of quiet leadership.This is my natural style of leadership and for a long time, I thought it was a flaw.Quiet leadership often has an underestimated impact. I want to shed some light on thecommon misconception of equating quiet leadership with low confidence, and why we need to recognise and appreciate the strengths of quiet leaders.Join me as I share what it means to be a quiet leader, the qualities surrounding this leadership style, and how you can take this superpower and make more of an impact than ever.Key takeaways include:● What quiet leadership actually is and how to know if you are a quiet leader● Why we have to stop mistaking quiet leadership as low confidence● How we can start to ensure that quiet leaders are not overlooked● The powerful ability to stay calm and steady under pressure● The superpower of creating safe spaces for people● How a lot of the strongest leaders are not the upfront superstars● The art of leading from the backFollow Joanna Howes and The Change Creators:website: https://www.thechangecreators.comlinkedin:https://www.linkedin.com/in/joannahowes/For Leadership and team coaching and training, you can message me at joanna.howes@thechangecreators.com and we can book a call. website: https://www.thechangecreators.com linkedin: https://www.linkedin.com/in/joannahowes/youtube: https://www.youtube.com/channel/UC2kZ-x8fDHKEVb222qpQ_NQ
We are back and in this week's episode, I speak with Karl Marsden, Chair of ContagiousCommunications.Have you ever struggled with negative self-talk? You're not alone. Karl shares why overcoming that negativity is the most important key to building resiliency as a leader. He shares valuable tips for how we as high-achieving leaders can overcome this bad habit and find more confidence in our own leadership abilities.Karl also delves into the true courage it takes to admit that you might not always be the best person for a job, even if you are the leader.Key takeaways include:● Courageous leadership starts with self-belief and belief in what you are doing● The art of quiet leadership● The mindset of loving work and how this can help you succeed● Why not rushing to climb the ladder could be the thing that sets you up for success as a leader● Recognising that you will make wrong decisions sometimes, but you will make the right ones even more● The power of surrounding yourself with good peopleKarl is an ex-media executive turned business performance and turnaround specialist with a specific interest in the SME sector. After nearly 20 years in the magazine & digital media sector, Karl left his corporate seat to become part of the founding management team at Shortlist Media Ltd a freemium-based media company.Follow Joanna Howes and The Change Creators:website: https://www.thechangecreators.comlinkedin:https://www.linkedin.com/in/joannahowes/For Leadership and team coaching and training, you can message me at joanna.howes@thechangecreators.com and we can book a call. website: https://www.thechangecreators.com linkedin: https://www.linkedin.com/in/joannahowes/youtube: https://www.youtube.com/channel/UC2kZ-x8fDHKEVb222qpQ_NQ
In This Episode, We Get Tactical About: Patrick Mahomes and How Not to Lead What is Quiet Leadership? Influence vs. Authority Leading By Example Active Listening Empathy Humility Conflict Resolution Adaptability Mentorship Inclusivity Consistency Collaboration Resources + Links: Our sponsor HairXT is a fast, natural and healthy hair growth supplement product made of high quality ingredients and minerals that do not contain the drugs, chemicals, sugar or excess Biotin that can create unwanted side effects. If you're looking for a safe, natural product that can help improve hair health and happiness, check out https://hairxt.com/ and use promo code HEALEY for 15% off of your order! Connect with Kristofor on Instagram | @team_healey Connect with Kristofor on Substack | https://kristoforhealey.substack.com How can Kristofor help you become an indispensable man? https://linktr.ee/krhealey Download a FREE COPY of Indispensable: A Tactical Plan for the Modern Man Buy your copy of the book, here! Shoot us a message on Instagram with your biggest takeaway @team_healey Show Notes: Quiet leadership refers to a leadership style that is subtle, unassuming, and focused on influence rather than overt authority. Quiet leaders often lead by example, exhibit strong interpersonal skills, and prioritize collaboration and team-building. Today we talk about how you can gain influence and build better teams through quiet leadership. Until Next Time…out of role!
Share your thoughts with us (click here)Can quiet strength make someone a great leader?In this episode, Clare Emma Wild uncovers the hidden world of leading quietly. Let's dig in together as we talk about leading with depth, kindness, and making a real difference.Find out how your own quiet strength can be a game-changer in how you lead others0:00 - Intro2:23 - Clare's journey working with Quiet Leaders8:51 - Why Quiet leaders are the best leaders?11:59 - How to use sensitivity in leadership21:31 - How do we know that imposter syndrome is holding us back25:09 - How can we catch ourselves with the imposter?29:50 - What do you mean by people pleasing?34:27 - Free resource: The not people-pleasing workbook35:33 - What is sensitive success to you?40:19 - OutroKnow more about Clare's work at:https://clareemmawild.comCheck out Clare's Freebie to stop people-pleasing in 5 simple steps:https://clareemmawild.com/resourcesConnect on her social media account:Facebook: Clare Emma Wild***
Episode 163 of the Leader of Learning Podcast features an interview with Alex Valencic (@alextvalencic), a professional learning coordinator in Freeport, Illinois. Alex joins us to delve into the world of professional development in education. We discuss the shift towards personalized and teacher-driven learning, sharing examples from Alex's district. The conversation also explores the importance of learning from and observing other teachers, as well as the unique challenges faced by introverted leaders. Alex's insights and personal experiences offer valuable perspectives on effective leadership and fostering an inclusive educational environment.Full show notes and more information about this episode can be found at https://leaderoflearning.com/episode163.Download my free guide “The Teacher's Guide to Becoming a School Leader” at https://leaderoflearning.com/guidePurchase “The Transformational Leader's Reflection Guide” at https://leaderoflearning.com/journalDownload my FREE eBook “Lead to Inspire Growth” at https://leaderoflearning.com/ebookEnroll in my free course “Unlock Your Leadership Potential” at https://leaderoflearning.com/freecourseSign up for my email newsletter at https://leaderoflearning.com/newsSUBSCRIBE ON YOUTUBE at https://youtube.com/drdankreiness to watch inspirational and educational videos about leadership and digital learningConsider Becoming an Official Sponsor - https://leaderoflearning.com/press-kitTalk Studio is my recording platform of choice for video, audio, and even live streaming. For more information about Talk Studio and to receive 20% off your first billing cycle on ANY paid plan you sign up for, visit https://leaderoflearning.com/melonGear that I use and love to recommend:Mirrorless camera (Sony zv-1) - https://amzn.to/3zdxKlRMain microphone (Shure SM7b) - https://amzn.to/3Mi5SzEBackup microphone (Shure MV7) - https://amzn.to/38M9VqvBudget microphone (Samson Q2u) - https://amzn.to/38MeukBAudio Interface (Focusrite Scarlett 2i2) - https://amzn.to/3xdocWqWireless lavalier microphone (AnkerWork M650) - https://amzn.to/3TUlsXNKey lights 2pk (Sokani P25) - https://amzn.to/3mcNq0XRing light (Neewer 18”) - https://amzn.to/3tfnB46Budget studio lights (Neewer Dimmable LED 2pk) - https://amzn.to/392g16iTo leave a rating and review on Apple Podcasts - https://podcasts.apple.com/us/podcast/leader-of-learning/id1243021772Android user? Leave a rating and review on Podchaser - https://www.podchaser.com/podcasts/leader-of-learning-532116Follow on Social Media:YouTube: https://youtube.com/drdankreinessTwitter: https://twitter.com/dr_kreinessInstagram: https://instagram.com/dr_kreinessTikTok: https://www.tiktok.com/@dr_kreinessLinkedIn: https://linkedin.com/in/dankreinessFacebook: https://facebook.com/drdankreinessThe Leader Of Learning Podcast is a proud member of the Teach Better Podcast Network. For more information and to find other great podcasts, visit https://teachbetter.com/podcasts/Music credits: https://www.purple-planet.com
WHAT YOU'LL LEARN ABOUT IN THIS EPISODE…How Adria's business and life have evolved since she was last on the show in April 2020Energetic differences between “pushing” and “calling yourself forward”The importance of understanding your neurotype and unmasking as a quiet leaderPathfinding versus planning and following the sparks ✨The revolutionary power of viewing your work from an animus perspective of co-creationQuiet leadership as a rebellion in itselfLINKSThe Quantum Coaching Academy (QCA) with thequantum.coach, Ashley GordonAdria Sophia on the webAdria Sophia on InstagramAdria Sophia's Rooted CollectiveAdria Sophia's Quiet Messenger podcastShare the Eff Perfect love with a fellow perfectionist, procrastinator, or people pleaser!And because we're in this together, be sure to take the Eff Perfect Pledge.And follow us on Instagram @effperfect!Shop the lookbook
In today's teaching, we will explore the story of Tola and Jair, two judges who led Israel during a time of peace and prosperity. Despite their lack of fanfare, these two men played an important role in God's plan for His people. We will learn from their example the importance of quiet leadership, the dangers of complacency, and the power of doing the next right thing.
Today, I interview Tamara Herl whose getting up in front of a group of people to speak has always been hard for her. Tamara shares her compelling story of navigating through the challenges of finding her voice amidst family turmoil, societal expectations, and personal inhibitions.Tamara sheds light on the transformative potential of embracing one's unique brilliance, tapping into the language of nature, and using creativity as a powerful means of self-expression and empowerment.Tamara can now stand in front of an audience and speak about her passion. She has found that what works best for her is doing experiential processes with her audience, such as leading them in a guided meditation. That is where she really shines.__________________Tamara Herl is a licensed professional counselor and registered board-certified art therapist. She shows socially conscious entrepreneurs how to use art and nature to get Divine guidance when they feel stuck or confused so that they can make the kind of impact they are meant to.__________________Find Tamara here:https://www.thewilddivine.ushttps://thewilddivine.us/resourceshttps://facebook.com/tamara.herl.3/https://www.facebook.com/foresttherapyguidecoloradohttps://www.facebook.com/groups/640289957589385https://www.instagram.com/tamaraherl/https://twitter.com/TamaraHerlhttps://www.linkedin.com/in/tamara-herl-3164b68/https://www.youtube.com/channel/UCnfbD0LznBKd5iTPFY1MNUwhttps://www.pinterest.com/tamara_herl/__________________Support the showI'm Dr. Doreen Downing and I help people find their voice so they can speak without fear. Get the Free 7-Step Guide to Fearless Speaking https://www.doreen7steps.com.
Praveen coaches brilliant leaders in the tech world. But he feels like he is hiding. He feels like he's in a place of comfort as a coach. He feels that he's not really stepping up as a leader. I draw out a distinction that shifts everything for him, based on a 2,500 year old quote by Lao Tzu: "A leader is best when people barely know he exists, when his work is done, his aim fulfilled, they will say: we did it ourselves..." Love. Rich PS. For most of human history, it wasn't called coaching. It was called leadership. Download an FAQ for great leaders who want to be great coaches - with a handful of high-performing, high-fee clients. https://richlitvin.com/rules
Leadership with Nicole Smith. Nicole shares her leadership style. Quiet leadership is a conscious choice to lead with...
Are you a quiet leader or do you work with others who lead quietly? In the field of librarianship, it is thought that more than half of those in the profession are introverts. On this show, Jennifer Blair, Associate Professor and Head of User Services Librarian at Azusa Pacific University in California, talks about how quiet leaders can excel in promoting successful work environments and leading others in a way that is influential but doesn't change who they are.
In this new series of the MDTea Podcast, we are exploring the theme of kindness: in ourselves, with each other and within our teams. While the focus of this series takes us in a slightly different direction, the aim and core of the podcast is the same - to support teams working and learning together for the benefit of older adults. In this first episode, or prologue if you will... We will explore why we think this is such an important topic to cover, not just at this point in time working in healthcare post-covid, but always. As ever, we'll be providing you with the evidence bases where they exist, and best practice wisdom where it doesn't. Alongside this we will explore the influence of breathing exercises on our nervous system, walk you through the components of an approach to everyday Quiet Leadership. So grab yourself, and anyone else around you, a cup of tea, settle in, and enjoy.https://thehearingaidpodcasts.org.uk/mdteam-kindness/
Dee Poku Spalding creates spaces where women can be transactional and ask and receive without the pretense of five coffee chats. As the founder and CEO of The WIE Suite (Women, Inspiration, and Enterprise), a private membership club and peer learning platform for women in leadership, which I am a proud member of, Dee's mission is to redefine the way women and leaders achieve success for themselves and their companies by providing the community and tools for them to succeed at the highest levels. She is also the founder of the initiative Black Women Raise, which works to accelerate the ability of leading black female founders to raise growth capital, scale up and create pathways for the women behind them. Growing up between the UK and Ghana has influenced her humble and reserved leadership style, of which she has many lessons to share. Before founding The WIE Suite (and previously WIE Network), Dee worked in entertainment marketing at companies like Paramount and Focus Features. In this episode, we learn about Dee's meticulous planning skills, emphasizing the importance of self-awareness and considering one's emotional responses to external stimuli like social media when adjusting plans. Dee created The WIE Suite because she was missing a community to lean on, to challenge the scarcity mindset, and to help empower women to rise. We also discuss the wisdom gained from rejection and the learnings from being a quiet leader. Dee is one of Marie Claire's 50 Women Changing the World, a Crain's Notable Black Leader, won a Gold Anthem Award from the Webbys, is a CUP Catalyst Changemaker, a Harlem Fashion Week Cultural Icon and one of TRUE Africa's 100 Top Innovators. Dee serves on the Board of Directors of The Gotham Institute of Film and the Brooklyn Bridge Conservancy as well as the British Academy of Film & Television (BAFTA)'s DEI steering committee.
Mireya Solís, director of the Center for East Asian Policy Studies at Brookings, explains the significance of Japan hosting the G7 summit in Hiroshima, and how Tokyo centers its foreign policy on promoting a free and open Indo-Pacific region. “This is Japan's grand strategy,” Solís says, “this is really the roadmap that Japan has charted to achieve its security and prosperity.” Show notes and transcript: https://bit.ly/3VWzObg Dollar & Sense is part of the Brookings Podcast Network. Learn more at brookings.edu/podcasts, and send feedback to podcasts@brookings.edu.
Can introverts lead in a powerful way? Join David and his guest Ed Frauenheim as they discuss Quiet Leadership, especially for Introverted Men. Together, David and Ed explore the unique challenges faced by introverted men in leadership roles, and how they can leverage their natural strengths to become effective and respected leaders. Whether you're an introverted man looking to improve your leadership skills or someone interested in learning more about the topic, this episode is sure to provide valuable insights and practical tips. So sit back, relax, and enjoy Episode 115 of the Quiet and Strong podcast!Learn how to be an effective leader without changing your personality or compromising who you are. Get tips on communication strategies, developing authority, and how to make the most of your strengths. Don't miss this important conversation - listen now!- - -Ed Frauenheim is an author, speaker and consultant focused on masculinity, workplace culture and society. He has co-authored four books, including Reinventing Masculinity: The Liberating Power of Compassion and Connection. He and author Jennifer Kahnweiler have researched the intersection of gender and introversion, and created a program called "Now is the Time for Quiet Men and Women."Get Ed's Book:Reinventing Masculinity: The Liberating Power of Compassion and ConnectionWebsiteEd's Website: EdFrauenheim.comProgram Website: "Now is the Time for Quiet Men" Social Media: LinkedIn- - -Contact the Host of the Quiet and Strong Podcast:David Hall Author, Speaker, Educator, Podcaster quietandstrong.comGobio.link/quietandstrongdavid [at] quietandstrong.com Take the FREE Personality Assessment: Typefinder Personality Assessment Follow David on your favorite social platform: Twitter | Facebook | Instagram | LinkedIn Get David's book:Minding Your Time: Time Management, Productivity, and Success, Especially for Introverts You may also like:Quiet & Strong Merchandise
Hour 2 has Suns talk, Rush Hour Reboot, and a visit from NBA insider Shaun Powell.See omnystudio.com/listener for privacy information.
In this episode I talk about quiet leadership. A lot of times, we associate the word “leader” with someone who is outspoken and the loudest voice in the room.But, what many people don't realize is how many leaders there are that are quiet. They guide others through the actions more so than their words. Or they might not speak often, but when they do, it always has meaning attached to it.If you are someone who might not think of yourself as a leader because of that stereotype, this is definitely a helpful listen. Hopefully throughout this episode you will begin to see that even if you don't speak much, your impact can be felt greatly.A quote by Maya Angelou I always love is, “People will forget what you said, people will forget what you did, but people will never forget how you made them feel.” And after listening, you will see how this quote ties into the overall message of the episode. Tune in for more!
In this episode, CEO of Canvas Creek Team Building and author of “Quiet Leadership,” Karen Groez tells us her story of entrepreneurship. She helps leaders understand their power as they think about those moments of discovery in their lives. We can change the world with a whisper.Karen Groez, CEO Canvas Creek Team buildingConnect:Strategic Advisor Board: www.linkedin.com/company/strategic-advisor-boardShelby Jo Long: www.linkedin.com/in/shelby-jo-long-9a7b0620/Business Dynamics: wwwshelbyjolong.comKaren Groez: canvascreekteams.comKaren Groez linkedin: www.linkedin.com/in/karen-grosz
In this episode, CEO of Canvas Creek Team Building and author of “Quiet Leadership,” Karen Groez tells us her story of entrepreneurship. She helps leaders understand their power as they think about those moments of discovery in their lives. We can change the world with a whisper.Karen Groez, CEO of Canvas Creek Team buildingConnect:Strategic Advisor Board: www.linkedin.com/company/strategic-advisor-boardBusiness Dynamics: wwwshelbyjolong.comShelby Jo Long: https://www.linkedin.com/in/shelby-jo-long-9a7b0620/Dan GoodwinKaren Groez: https://canvascreekteams.comKarent Groez linkedin: https://www.linkedin.com/in/karen-grosz/
Jos Buttler is a professional cricketer and currently the best white-ball batsmen in the world. In the recent Indian Premier League, Jos enjoyed one of the best forms in history as he ended the 2022 season with an aggregate score of 863 runs in 17 games, earning himself the Most Valuable Player award. Jos was also part of the England team that won the infamous 2019 Cricket World Cup and made the run-out during the Super Over which sealed victory in the final. In this episode we speak to Jos about the underrated power of the introvert, how he learnt to juggle rejection, what his biggest failures have taught him and how journaling has transformed his mindset. - - - - - -Thank you to WHOOP for being our partner on this episode. WHOOP 4.0 is a personalised digital fitness &health coach that provides actionable feedback around training, sleep and recovery. Join us on our journey to unlocking higher levels of performance with WHOOP by going tojoin.whoop.com/HPP and get started for freeWatch all our episodes on YouTube : https://www.youtube.com/c/HighPerformancePodcast/videosFollow us on Instagram: https://www.instagram.com/highperformance/Follow us on Facebook: https://www.facebook.com/highperformancepodcastJoin our new Telegram: https://t.me/highperformance_circle See acast.com/privacy for privacy and opt-out information.
Power and Influence are two different ways to lead, one from the top-down and other from the bottom-up. As traditional power structures are being challenged and dismantled people are developing a real allergy to authoritarian, punishment-based leadership. In this vacuum there is a real opportunity to cultivate quiet leadership and inner confidence. Leading through influence, collaboration, and shared alignment are going to be critical skills for the future. Join returning guest Qiana Torres Flores as she shares her experience and expertise in cultivating inner strength.
Power and Influence are two different ways to lead, one from the top-down and other from the bottom-up. As traditional power structures are being challenged and dismantled people are developing a real allergy to authoritarian, punishment-based leadership. In this vacuum there is a real opportunity to cultivate quiet leadership and inner confidence. Leading through influence, collaboration, and shared alignment are going to be critical skills for the future. Join returning guest Qiana Torres Flores as she shares her experience and expertise in cultivating inner strength.
Power and Influence are two different ways to lead, one from the top-down and other from the bottom-up. As traditional power structures are being challenged and dismantled people are developing a real allergy to authoritarian, punishment-based leadership. In this vacuum there is a real opportunity to cultivate quiet leadership and inner confidence. Leading through influence, collaboration, and shared alignment are going to be critical skills for the future. Join returning guest Qiana Torres Flores as she shares her experience and expertise in cultivating inner strength.
Today I wanted to give you some tools to help you with your direct reports. I utilized “Quiet Leadership” from David Rock for this episode. A reminder that I offer a monthly job search Masterclass, held on the third Thursday of the month at 4:00 p.m. Eastern. The topic is different each month, and I jam-pack them full of content. To learn about the next webinar: https://mastercoachwebinars.carrd.com The idea of solutions-focused questions is that you are focusing not on the problem, but on the solution to the problem. There is no upside to placing blame; rather, you want to help your employee understand how they can do better next time. Focusing on problems is focusing on the past – leading us to try to change what can't be changed. Focusing on problems leads to blame, excuses, and justifications. Focusing on solutions creates energy in our minds. We address problems by analyzing the way forward, instead of their causes. Here are examples of questions: Why didn't you hit your targets? VS.What do you need to do next time to hit your targets? Why did this happen? VS.Why do you want to achieve here? Where did it all start to go wrong? VS.What do you need to do to move this forward? Why do you think you're not good at this? VS.How can you develop strength in this area? What's wrong with your team? VS.What does your team need to do to win? Why did you do that? VS.What do you want to do next? Who is responsible for this? VS.Who can achieve this? Why isn't this working? VS.What do we need to do to make this work? Notice how often I used the word “why” in the problem-focused questions – removing this work from our conversations with employees can be a great first step to focusing on solutions. Here's a quote from The Solutions Focus: “It is often easier to start something new than to stop something. Anything that is a habit is by definition difficult to stop. And, if change is encouraged by positive reinforcement, it is much easier to be aware of when you are taking the reinforceable action than to know when you are not doing whatever it is that you want to give up.” In a nutshell: Problems fade into the background as solutions develop. According to Quiet Leadership: “If you're worried that this sounds too easy, consider that being solutions-focused means taking responsibility for outcomes and taking action. It doesn't mean being lazy with the facts; in fact, it requires significant discipline and focus.” Here's your assignment: When you go into a conversation with someone, notice the number of times you choose to focus on problems versus the number of times you choose to focus on solutions, and keep a tally of your ratio. Do this for a week, and see if, simply by awareness, your ratio begins to change towards a solutions focus. Are you in the wrong job that chips away at you every day? The CareerSpring document and coaching program will help you find a job that uses your zone of genius, recognizes your value, and pays you what you're worth. If you're ready to take your job search to the next level by working with a highly experienced professional with a track record of client success, schedule a complimentary consult to learn more: https://calendly.com/lesaedwards/zoom-meetings2
HushLoudly host Jeri Bingham speaks with Chief Corporate Affairs & Engagement Officer for L’Oreal’s North America Zone and founder of its DEI think tank, Quiet Leaders. Matthew DiGirolamo is a communications leader who has dedicated his 20-year career to building brands, advancing the visions, and amplifying the impact of change-making organizations and individuals. Listen in […]
Notre invité : Paul Berloty est un entrepreneur à succès, qui a connu une ascension fulgurante grâce à la vente. Après des études en école de commerce, il se lance dans l'entreprenariat à Abidjan. Il vient avec l'ambition d'aider une société de laverie déjà implantée dans la capitale ivoirienne à développer son business. Un an après, la société se déploie partout dans le pays ! Paul revient ensuite en France et intègre Doctolib en tant que commercial et y fait ses armes. Il devient rapidement manager grâce à ses bons résultats et développe une équipe en France et en Allemagne. Une expérience qui changera radicalement son approche de la vente et durant laquelle lui vient l'idée de créer Modjo.Il s'engage ainsi dans l'aventure avec son collègue et ami Côme, puis sera rejoint par un troisième associé, Mathieu. À peine après leur arrivée sur le marché en 2019, Modjo suscite déjà l'intérêt de nombreux clients, dont SendinBlue, LegalStart et 360 Learnings. En à peine deux ans, Modjo s'est totalement transformé avec déjà plus d'une trentaine d'employés, une levée de fonds de 7 millions d'euros et plus de 150 clients, dont une grande partie dans le secteur de la tech.Dans cet épisode, Paul revient avec nous sur les dessous de ce succès entrepreneurial et commercial.Qu'allez vous apprendre ?Comment motiver ses commerciaux à aller chercher l'extra milesComment utiliser les outils de vente moderne pour booster ses équipesComment apprendre à ses commerciaux à vraiment utiliser la recommandation clientLa technique imparable pour susciter de l'intérêt lors d'un premier appel de prospectionLa question qui différencie les bons commerciaux des autresLes recommandations de l'invité :Ventes :“One call Closing” de Claude Whitacre, l'histoire d'une réussite hors du commun d'un vendeur d'aspirateur en porte à porte.Le Blog de Modjo, une mine d'informations et de conseils contre-intuitifs et renversants, appuyés sur les données Modjo.Management :“Super Bosses” par Sidney Fleckenstein, L'importance de donner un maximum de responsabilités à ses employées.“Quiet Leadership”, l'autobiographie de Carlo Ancelotti. Où l'art de manager différents profils en gardant son identité. Voir Acast.com/privacy pour les informations sur la vie privée et l'opt-out.
In this episode, Juliet speaks with Fiona Alexander, Co-founder of a strategic consultancy and advocacy firm, and Professor at the American University. Fiona's career led her to negotiating with government bodies and the United Nations (UN) and then would recover on the plane and at home. Fiona was reportedly an extrovert, and this discovery in having introvert preferences is a relatively new discovery. She now advices on technology policy, both DC, Europe and UN broadbased issues. Fiona never really knew what she wanted to do, and with a love of history and involvement in policy, she majored in International Studies. With her customer service skills she started to work on a computer helpdesk and this peaked her interest in technology. Juliet and Fiona discuss women in technology, women in cyber, mentoring, education, and careers. Find something that you are intrigued enough that you will keep learning about. If you are a parent, a carer, a teacher of in education and are curious as to opportunities within tech aside from what you know, perhaps curious about being an advocate for tech policy, this is a must episode to listen to. p.s. the thumping is Fiona's lovely dog with a bone. The human side to conversations. Connect with Fiona on LinkedIn. Before you go: If you liked this episode, please rate the show and leave a review wherever you listen to your podcasts to help this to reach a wider audience. The aim is to support introverts and quiet leaders, or those who wish to learn about quiet leadership. Thank you! Join the Quiet Leadership group on LinkedIn to connect with other introverted and quiet leaders. You can connect with Juliet here: LinkedIn at https://www.linkedin.com/in/juliet-morris/ Website: https://opensquareconsulting.com
In this episode, Juliet speaks with Clint Hankinson, Head of Marketing at Emory Solutions. A self-proclaimed shy introvert, Clint is an entrepreneur, a creative, a marketer, and a passionate networker. Clint's career has been centred within the technology industry, in a world of fast pace, emotion and big personalities. He is a believer than when used properly life is better. His father encouraged him to explore and go start something if what you want isn't available, and you'll hear in this podcast, the connection with this and how he started his own venture. Courage, curiousity, be intentional and connect. Connect with Clint on LinkedIn. Before you go: If you liked this episode, please rate the show and leave a review wherever you listen to your podcasts to help this to reach a wider audience. The aim is to support introverts and quiet leaders, or those who wish to learn about quiet leadership. Thank you! Join the Quiet Leadership group on LinkedIn to connect with other introverted and quiet leaders. You can connect with Juliet here: LinkedIn at https://www.linkedin.com/in/juliet-morris/ Website: https://opensquareconsulting.com If you have a question or wish to join the show, e-mail Juliet at juliet@opensquareconsulting.com About Juliet Juliet helps shape the futures of professionals, teams, and businesses. Her mission is to liberate a million leaders and their dreams and change the world of work.
James Lott Jr talks about 5 books he recieved from a friend in business: Quiet Leadership by David Rock, The Answer to how is yes by Peter Block, Authentic Happiness by Martin E.P. Seligman , Drive by Daniel H Pink, Gender Equality and Sustainable Development by Melissa Leach
In this episode, Juliet speaks with Lisseth Russa, Director of Workforce Development at Goodwill Industries of Central Florida. From timid and shy to a successful career in workforce development, Lisseth is leading with passion and purpose, being a spokesperson and helping those that need it most. Her mentors over the years have said 'you need to do this, and that' and she decided to follow her passion and be herself. Being herself, being an introverted leader, is not a bad theme. Lisseth's purpose is helping, serving, others. At Goodwill she manages a large team who provide tools and support that help people overcome barriers to employment and find meaningful work with youth programs, disability and veteran services to enable individuals to get back on their feet, secure employment and develop their careers. A spokesperson and advocate of being yourself, leaning into your strengths and do more of what you are good at. Connect with Lisseth on LinkedIn. Before you go: If you liked this episode, please rate the show and leave a review wherever you listen to your podcasts to help this to reach a wider audience. The aim is to support introverts and quiet leaders, or those who wish to learn about quiet leadership. Thank you! Join the Quiet Leadership group on LinkedIn to connect with other introverted and quiet leaders. You can connect with Juliet here: LinkedIn at https://www.linkedin.com/in/juliet-morris/ Website: https://opensquareconsulting.com If you have a question or wish to join the show, e-mail Juliet at juliet@opensquareconsulting.com About Juliet Juliet helps shape the futures of professionals, teams, and businesses. Her mission is to liberate a million leaders and their dreams and change the world of work.
I was thrilled my friend Orpheus Crutchfield found time in his hectic travel schedule to talk about leadership. He is a connector of people, a deeply loyal friend, a persistent pursuer of doing good in the world, and in great demand as he travels the world helping independent schools work towards equity and inclusion. In this episode, Orpheus explores how a childhood experience helped him discover the power – and value – of his quiet leadership. Listen to Orpheus describe his first teaching job at a prestigious all boys school in San Francisco and how, among other things, the friendships he developed there allowed him to continue showing up despite being the first Black man to teach in the school's history. We discuss why Orpheus has spent 25 years since focused on diversifying independent schools and how empowering others to tap into their own leadership enables him to stay in the dance. Connect with Orpheus Crutchfield: >>>Connect with Strategenius on LinkedIn - https://www.linkedin.com/company/strat-genius/ >>>Find out more about Orpheus' Company Stretegenius - https://www.strategenius.org/ >>>Connect with Strategenius on Facebook - https://www.facebook.com/Strat%C3%A9Genius-515805195173270 >>>Follow Strategenius on Instagram – @strategeniusllc - https://www.instagram.com/strategeniusllc/ Connect with Anne Roche: >>> Visit Anne's Website - https://annerochecoaching.com/ >>> Follow Anne in Instagram - https://www.instagram.com/annerochecoaching/ >>> Connect with Anne on LinkedIn - https://www.linkedin.com/in/annerochecoaching/ Resources: Camp Mendocino - https://www.campmendocino.org/ Multicultural Alliance - https://nmcalliance.org/ Brewster Ely - https://www.congress.gov/congressional-record/2016/04/29/extensions-of-remarks-section/article/E641-3
The Front Porch Sessions Podcast Thoughts On series presents Billy & Christi's thoughts on a variety of subjects, personal to professional. The Thoughts On series is designed to offer advice that hopefully inspires you to live your best life and reach your full potential. Extroverts get a lot of attention in organizations, but what about the introverts? For several years, Christi has been a featured speaker at the Presidential Leadership Institute on the topic of Quiet Leaders and, more recently, has taken her topic on the road. In this Thoughts On episode, Christi shares some of her knowledge about quiet leaders including why they matter and shouldn't be overlooked in any organization.
In this episode of the Unseen Leadership podcast, Chandler Vannoy and Mike Kelsey are joined by Sandra McCracken who is a prolific songwriter, modern day hymn writer, and record producer. She is also an author of her new book Send Out Your Light. During their conversation, they discuss how a song can connect people, that leadership can take on different forms based on personality types, and the two sides of ego and that challenge that causes. QUOTES FROM EPISODE 72: "I was pretty shy as a kid, and I didn't want to be upfront. Songwriting was a way by which I could contribute and put words to something we all shared and then it could become communal.""No matter what field you are in, we are all creative.""There are all these ways we express the creativity of God - for me it is songwriting.""We have a shared human experience because this is God's world and He has made things in a way that He can speak to us through these things in the same way.""Leadership can actually be a quiet thing. You don't have to be some big personality that wants to be upfront all the time.""Leadership that reflects your personality type could take a lot of different forms.""The way we manage our pride and humility is the biggest challenge of working together in groups and a team.""If you are starting something new, you can expect that growth is going to be uncomfortable sometimes." RESOURCES MENTIONED Send Out Your Light by Sandra McCracken Hearing the Call by Nicholas Wolterstorff Lament for a Son by Nicholas Wolterstorff Hearing God by Dallas Willard This Episode's Sponsor: Our sponsor, BELAY, is offering all our podcast listeners a free download of their resource, ‘5 Ways A Church Bookkeeper Can Transform Your Day,' which shares the five most positive changes that will come out of hiring a bookkeeper for your church. Just text LIFEWAY to 55123 or visit belaysolutions.com/lifeway to download it for free today!
Today: How silence holds the key. Find out how executive presence works and what it means for you. Your turn: We'd love to hear from you. Use the "Message" button on the Anchor app to share a story, question, or feedback related to this episode. Or email us at joe@connectioncounselor.com Learn more: Details about the book, online course, YouTube tutorials and more can be found at www.connectioncounselor.com/executive-presence-place Music: Earning Happiness by John Bartmann is licensed under a CC0 1.0 Universal License --- Send in a voice message: https://anchor.fm/executivepresence/message
Brad Chan is the CEO of Banna Property Group - a 3rd generation family business involved in property investment and development. The Chan family have regularly made an appearance on BRW's Rich 200 since the 1980's. The group typically own and internally manage neighbourhood shopping centres around Sydney, and also have a portfolio of pubs and other commercial properties.Brad Chan established the Banna Property Group in 2009 to manage their own assets and the company has gradually grown to a team of 17 staff with diverse skills in property, operations and marketing. He has a Bachelor in Applied Science (Land Economics), Post-Graduate Diploma in Finance and Investment, Masters in Real Estate, Masters of Town Planning and is a Member of the Australian Institute of Company Directors.Brad was President of the Haymarket Chamber of Commerce for five years, former President of the Australian Asian Association of Bennelong and is currently Chairman of a Montessori pre-school. He is an Advisory Board Member to an education startup at Muru-D, Telstra's incubator and is currently establishing a co-working space in Chinatown as a social venture. He was recently involved in establishing the Banna Foundation, the family group's philanthropic arm.=======================================The Professional Development Forum (PDF) was established to help diverse young professionals find fulfilment in the modern workplace. We believe that everyone, not the elite few, should have access to the knowledge, mindset and network to develop themselves.We believe that by becoming the best version of ourselves, we lead a happier, more fulfilling life and inspire those around us to do the same.We do this by running events that aims to inform, connect and inspire, and share what we learnt with our community.Please check out our upcoming events:http://www.professionaldevelopmentforum.org/events
Sarah Carlson is one of those people who make things happen, quietly leading on social justice and housing issues. She chairs the commissioners on the CDA. She is active on the Chaska Human Rights Commission. She is active with the League of Women Voters. She volunteers with Launch Ministries. She forgot to mention her work with the Historical Society and she was one of the original founders of the "Blessed Bee Thrift Shop." Sarah was fun to talk to because she is passionate and smart. We are a better community because of her commitment to doing good work. --- Send in a voice message: https://anchor.fm/greg-anderson29/message
FULL SHOW NOTES with links on BalancingCultures.com/episode-44/ ….. Episode 44: The Power of Introverts - Quiet Leadership & Thriving in an Extrovert's World ….. I've always been told I'm an extrovert. I'm a podcast host. I'm the one who stood up at the end of birth class and said “I need mom friends”. I'm the teacher who volunteers to teach sex ed and yells vagina to break the ice. Even back in high school I loved being on stage for plays and at university, I was the editor of the student humor magazine. But, over the last year and a half, with pandemic inflicted solitude, I have found more and more opportunities to embrace my introvert side. It was always there, none of us are 100% Extrovert, but I had been convinced that my extrovert side was more valuable. However, despite the world showing favor to the loud and social, we need people from both sides of the spectrum. In this episode, you'll hear from Faris Khalifeh who encourages us to see the benefits in the balance and the power of quiet leadership. Show notes are on balancingcultures.com and while you're there: sign up for the newsletter and find links to support with buymeacoffee and patreon. --- Send in a voice message: https://anchor.fm/balancingcultures/message
Listen in full here: https://bit.ly/3ib7boJMatt catches up with Professor Christopher Brady, the co-author of Carlo Ancelotti's Quiet Leadership book, about his time at Everton, the shock nature of his departure and why Real Madrid is such a pull for him.
In this episode of Conversations with Quiet Leaders, Juliet speaks with Firas Alragom, Leadership & Executive Coach. Firas, a former Director of IT with over 20 years experience in corporate IT and operations and leadership. He now leverages his experiences to help other leaders to work and live with calm and clarity. A self-classified introvert, Firas shares his experiences of being an introvert and being quiet within the corporate world, with his family and coaching. Firas talks about: how he recognise that the ability to listen was a strength that he learned that there was a different leadership style that others see him as an outgoing and they are surprised he prefers smaller groups and time for himself where he was recognised for an award for the best communicator and team player, which still surprises him today overthinking turns into rabbit holes, and where he shares personal stories of his daughters selective mutism and living through a war. Connect with Firas on LinkedIn: https://www.linkedin.com/in/firasr/ and www.firasalragom.com Before you go: If you liked this episode, please do rate the show, and leave a review wherever you listen to your podcasts to help this to reach a wider audience. Connect with Juliet on LinkedIn at https://www.linkedin.com/in/juliet-morris/ Join the Quiet Leadership group on LinkedIn to continue the conversation and support Juliet's research. Do you have a question, an insight or would you like to be a guest on the show? Please message Juliet or email juliet@opensquareconsulting.com Thank you for listening.
In this episode of Conversations with Quiet Leaders, Juliet speaks with Gary Roberts, co-director of Earthwild Partnership. Gary has significant experience in charity, third sector and consultancy management and has a keen interest in the natural world, conservation, environmental and third sector issues. His experience and passion for conservation and sustainability was fuelled by his late father and having the opportunity to spend time with Sir David Attenborough. A professed quiet leader, here Gary describes how his career has been unplanned and focussed on his passion to set up Earthwild Partnership, with co-director Sibel Lami. Gary talks about: - the Butterfly Conservation - meeting Geoffrey Smith and Sir David Attenborough - Quiet leadership is diverse - the right to have a voice - his passion to support women into business - courage, comfort zones and more! Connect with Gary on LinkedIn: https://www.linkedin.com/in/gary-roberts-bbab233a/ and https://www.earthwildpartnership.com Before you go: If you liked this episode, please do rate the show, and leave a review wherever you listen to your podcasts to help this to reach a wider audience. Connect with Juliet on LinkedIn at https://www.linkedin.com/in/juliet-morris/ Join the Quiet Leadership group on LinkedIn to continue the conversation and support Juliet's research. If you have a question, an insight or wish to recommend a guest, please message Juliet / email juliet@opensquareconsulting.com Thank you for listening.
Do you feel that your quieter nature is holding you back to achieving success as a leader?As a child Lynn was very shy, she's usually quiet and didn’t enjoy the spotlight in front of class at school.However, she has not let any of that hold her back as over time she learnt to get comfortable being uncomfortable and realised that what makes her different makes her valuable.Lynn believes that true diversity is about the pursuit of intellectual diversity, beyond gender, culture or race.In this session, Lynn will reflect on her leadership journey and how her quiet nature is her strength, conquering leadership challenges and rise up the corporate ladder.------------------------The Professional Development Forum (PDF) was established to help diverse young professionals find fulfilment in the modern workplace.We believe that everyone, not the elite few, should have access to the knowledge, mindset and network to develop themselves.We believe that by becoming the best version of ourselves, we lead a happier, more fulfilling life and inspire those around us to do the same.We do this by running events that aims to inform, connect and inspire, and share what we learnt with our community.Check out our upcoming events on Eventbrite: https://www.eventbrite.com.au/o/profe...Our Website: http://www.professionaldevelopmentfor...LinkedIn: https://www.linkedin.com/company/prof...Facebook: https://www.facebook.com/Professional...Twitter: https://twitter.com/profdevforumApple iTunes: https://apple.co/2O2rnZWGoogle Podcasts: https://bit.ly/2BilzIKSpotify: https://spoti.fi/3iC2H8xYouTube Channel: https://www.youtube.com/channel/UCa_1...
Art and science, indeed, can become one. Daria’s journey tells us that. This heartwarming conversation with Philipa Daria Filip traces back the strokes of that interesting moment of discovery of her art. It also dances us to the intricate details of how her artistry has been married to her world of science and philosophy of living sustainably. Her moment of truth was that long journey from Poland to Paris—almost like an exposure trip to her unlived childhood days captured in countless photographs in an attempt to vividly store its beauty intangible memory—that went straight to a vernissage. But Daria’s art and science started even way back. Although Paris, and its beauty and promise of sustainable living, is the cradle of Daria’s art, her motivation to marry art and science transcends beyond her artistry and this city. It is actually about her philosophy. Inspired by David Rocks' Quiet Leadership, she lives by the lesson that we don't learn on a linear curve; it's more parabolic. We have to focus our attention to make the space to make mistakes until we hit the curve. More like in art. Coming from the logical corner—from studying and practicing engineering to teaching math and physics, and coming from a family who did the same—Daria found herself grabbing the camera and pouring out all her artistic side into it as her way of expression. But not only that. It is also her way of communicating details and of teaching science to the public eye. She has brought all these things together and calls it art is science and science is art. To Daria, we can use common knowledge to understand the foundational principles (in math, science). And by slowing down and paying attention to the details—not doing shortcuts—we get so much more and higher quality understanding. In a way, sustainable learning. Beyond Daria’s mind for details, she leaves an important trick to muster: Know when to focus on the detail and when to be a master of the subject to be able to appreciate and teach it. Know when to pull back and look at the big picture and how all pieces fit together. Not being a specialist in anything and trying to work and teach on it is equally dangerous as being a specialist in just one thing. And above all, Daria inspires listeners to apply artistry to life: “Do not be afraid to try something new. Let it flow. Do not be afraid to take a chance.” Links mention in the podcast Daria Filip Website Support me on Patreon and receive great gifts! Powerful Wintering routines to consolidate your mind with your body – CHECK HERE! Podcast Highlights With art, I've never felt so refreshed and rejuvenated. It further bolstered this concept of arts and science and how it impacts life. - Philipa Daria Filip The symbol of the delta, which means change, appears everywhere in science. We can use the common knowledge to really understand the foundational principles. By slowing down and really paying attention to the details, not doing shortcuts, you get so much more and higher quality understanding. - Philipa Daria Filip The trick of life is knowing which quote to follow when. When do we need to focus on the detail and be a master of a subject to be able to appreciate and teach it and when to pull back and look at the big picture and how all pieces fit together. Not being a specialist in anything and trying to work and teach on it is equally dangerous as being a specialist in just one thing. - Philipa Daria Filip Do not think that you have to choose one or the other. Just dabble in your art or artistry and however, it shows itself. See how that makes you go about your day to day life. You can find ways to combine it. - Alexandra Kreis Do not be afraid to try something new. Let it flow. Do not be afraid to take a chance. - Philipa Daria Filip Guest Bio Philipa Daria Filip is a teacher at the American School of Paris. Born in Toronto, Canada and to parents who emigrated to Canada from Poland/Ukraine after WWII, Daria had always longed to revisit her roots and explore Europe. She grew up in a family with an inclination to science—her mother always wanted her to be an engineer. She worked for three years in Western Canada and at the University of Waterloo and had a lot of experience working in industrial plants and factories. But in 1998, she switched to teaching math and science in high school and since then taught in different schools until she found her way to the American School of Paris.
What makes a true leader? A true leader wants nothing more than to make people stand on their own, as leaders in their own right. Instead of showing us off their brilliance, a true leader reflects our own light back to us, so that we may see ourselves anew. If you're an introvert, you have just as many unique and valuable qualities that can be very helpful to be a great leader. Listen in as I explain further why quiet leadership can succeed, what a true leader should be and how to show up as the expert in your field even when your full confidence isn't there yet. Connect with Emilee: Introverts Empowered Facebook Group: - https://www.facebook.com/groups/625294244814332/?ref=share Instagram - https://www.instagram.com/emileekfry
Hey everybody. Today I want to talk about soak time in the context of personal growth. Soak time is one of the most important components of experiencing true growth. Many people consume information, whether reading books, watching YouTube, listening to podcasts or attending courses. But the soak time is where you transform the information you have consumed and learn how to apply it in the workplace. It's the step that happens between learning something new and putting that newly acquired knowledge into action.On a previous podcast with Dr. Johanna Pagonis, we talked a lot about why most leadership training fails. One of those reasons is the lack of time given for reflection. That time for reflection, or soak time, is so important. Without it, we quickly forget the concepts we have consumed. But when we reflect, we create new brain maps that become part of how we think, act and live our lives. In these moments we are rewiring our brains. Again, reflection is the link between learning and doing.We still have to act. We have to act upon what we learn, and reflect on, to strengthen the new maps in our brains. The action we take after the soak time is what exercises and strengthens the new muscle. So, all of it is important. They are three legs of the same stool: learning, reflecting and doing something with it. Those are the three components of personal growth.For the rest of this podcast, I want to give you examples of this from my own personal growth experience. I will share some quotes from a book, and then share my personal reflections on the concepts and maybe even some examples of how I have put the concepts into action. I'm going to use one of the most inspirational books I read in 2020 as an example: Quiet Leadership by Dr. David Rock. Sometimes when a book inspires me it doesn't have the same effect on my peers but Quiet Leadership did. My friend Marty told me it was one of the best books he ever read. So, you might want to check it out if you are not familiar with his work.So here goes:Quote#1To take any kind of committed action people need to think things through for themselves.People experience a degree of inertia around thinking for themselves due to the energy required. The act of having an aha moment gives off the kind of energy needed for people to become motivated and willing to take action. So much truth there. You can tell someone what they should think or do but it rarely has a lastly effect if it even works at all. When people think for themselves, they create new maps in their brain. When it is their idea, they are more likely to buy in to it. You know, that's actually how adults learn. They learn by connecting concepts that already exist in their brain, which is different than how children learn. Children have more empty space in their brains that can be filled with new ideas. But not adults. Adults make connections to what they already know. That's why they need time to reflect but also the space to come up with their own ideas, or their own connections. It's how they learn.When that connection is made, their brain is filled with energy. I've felt that energy many times in life when learning new wisdom. Those moments where you think, “I wish I knew that 20 years ago”. That energy is inspirational, motivational. It just feels great.That energy can be transformed into actions that make meaningful change in an organization or in an individual's life. Or both. But the energy quickly dissipates if you don't do anything with it, or strengthen the new map. Getting people to make a commitment when they experience that energy means they are more likely to act upon it.When I read that statement, I reflected on times I would tell people what they should do to improve and they would usually respond back with excuses of why they couldn't change. I thought about how I could get better with my communications. I thought about asking more “what can you do?” type questions instead of entertaining the barriers they face. During this reflection I made commitments to myself on taking action. One, get better at letting the other person come up with all the potential solutions to their problem. Two, get better at letting go. By letting go, I mean hold back that part of me that wants to say “but” or “you should also consider” or anything else that is more about my idea than theirs.So, here's another one: Quote #2When we are trying to help a colleague think anything through, we make the unconscious assumption that the other persons brain works the same as ours. We then tell people what we would do and are convinced it's what they should do. Boy that one hit me hard. My brain doesn't work like everyone else's. Part of me wants to say I wish it did, but that isn't true. People think differently than me for good reason. That quote made me think of a bible verse:Romans 12-4For just as each of us has one body with many members, and these members do not all have the same function, so in Christ we, though many, form one body, and each member belongs to all the others. We have different gifts, according to the grace given to each of us.Some people are very analytical. Some are contemplative. Some are detail oriented and others are focused on the big picture. And all of us, together, are what make a beautiful world. People don't think the way I think. They don't think about the things I think about. Everyone has different desires, passions and deal with life challenges in very different ways. We should celebrate out different we are, but we also need to respect that we are not all wired the same way.This made me reflect on how one method of communicating a concept may be the perfect inspiration for someone, if their brain works similar to mine. But for another brain, my communication can totally suck.I committed to taking action with this concept by learning multiple ways to communicate the same idea. The methods that aren't so inspirational to me can be the perfect form of communication for someone else. None of us think the same way, and I must be agile, and flexible enough, to expand my level of influence with people. How many ways can I come up with to communicate the same idea? The more the better, the greater my outreach, the greater my influence.Quote#3New habits take time but not that much. It doesn't take long to create new habits. What's hard is trying to uncreate them. This time of year, a lot of people are making resolutions and trying to quit something……and it's hard. But Dr. Rock is so right about creating new habits. It's so much easier to start something, than it is to quit something. Our brains are filled with hard wired information and changing the way we behave is just as hard as the wiring in our brain. But doing something new is relatively easy.So, I kinda suck at diet. I'm not a big fast-food eater, but I'm definitely one of those people who cleans my plate. I suck at portion control. I've been cleaning my plate for 40+ years! Leaving some food on the plate is hard for me.This year I started jogging. I've done minor weight lifting on and off again for years, went on walks, bike rides, but never was a jogger. But last year I decided to start a new habit: jogging. It blows my mind how easy it was to not just start jogging but to turn it into a habit. I don't dread it. But trying not to clean my plate feels dreadful. Now maybe you don't relate to the example I just gave. It's the concept that matters. Your reflection would most likely be very different than mine. The concept is that it is a lot easier to start something new than it is to quit something old.And here's why that matters: I am still making progress toward the overall goal which is to be in better shape, lose weight and have more energy. I see the progress in that goal. I've dropped two pant sizes and don't feel as out of breath when I'm teaching all day. I'm still cleaning the plate but working towards my goal with measurable progress. I've experienced so much more success by starting something new that works toward my goal instead of trying to quit something I've been doing forever that works against my goal.The same thing could be applied to the work environment. If we have been pointing out at-risk behavior or regulatory violations for years, it's a deeply engrained habit that is hard to stop. We are trained to look for what is wrong, especially in safety performance. But if we can start a new habit of finding out why the at-risk behavior makes sense to people, then we are on the path towards developing a learning culture. We are headed in the direction of systems thinking.We will still find ourselves telling people that they need to put their safety glasses on, or they're not using fall protection correctly; but if we can start a new habit of just asking them why the behavior makes sense, then we will be closer to that organizational culture we want to see.And here is the best part of all: when we create new habits, we weaken old ones that don't serve us as well. When we create a new habit of talking to our people and learning why their behavior makes sense, we slowly stop judging at-risk behavior and we move the needle toward systems thinking. It's a process, a long process, but it does work over time. Starting something new instead of trying to stop something old is much more successful when trying to change. Instead of trying so hard to change the habits of our people, we need to get better at helping them develop new habits. That is where the cultural shift will occur.Ok so, moving on. Here's the next quote from Quiet Leadership:Qoute#4We have an unspoken conspiracy about not wanting to make anyone else uncomfortable, physically, mentally or emotionally. We'd much rather leave the status quo as it is. It's almost on the level of a cultural taboo. How true is that? Have you ever been in a meeting and someone said “don't push too hard” or “don't rock the boat”? We live in a society where we spend more time tip toeing around so we don't offend someone instead of teaching people how to get good at being uncomfortable.Great change is uncomfortable….to the point that it can trigger a fight or flight response in people. This made me reflect on positive feedback in organizational performance. Positive feedback is severely lacking in our work cultures. There are tons of studies backing up this fact. Our own culture assessment work over the past 20 years shows the same thing. People spend most of their work lives hearing about what they did wrong instead of reinforcement for what they did right.But even though all the scientific evidence shows that positive feedback is essential to behavior reinforcement, I continually watch people and entire organizations struggle with the concept.Deep down we all know the saying about the carrot and stick, or catching more flies with honey; yet we still spend the majority of our time telling people what they did wrong instead of reinforcing what they did right. People are so habitual in identifying bad behavior that it can actually be uncomfortable for them to give deep sincere feedback. For years I have conducted various positive feedback exercises in classes and watched people struggle with it. I see it even in the volume of their voice projection. When pointing out people's bad behavior they tend to speak loudly and sit forward. But during my positive feedback exercises, they tend to slump down in their chair and speak in a softer voice. It's taking them out of their comfort zone.I want people to get excited when they give positive feedback, to sing it out loud. But they typically don't because it's not comfortable. This made me reflect on the importance of showing a little empathy to people when they try a new concept. To reassure them that no one starts out as an expert. But at the same time, let them know that the uncomfortable feeling isn't just normal, it's the signal that you are on the right path. If it feels uncomfortable, you are doing it right. You are on the right path toward significant change. Recently I heard someone say, “we should be in a constant state of holy crap can I pull this off”. We need to get great at feeling uncomfortable.Next quote:Qoute#5When you listen to people, unless you consciously choose a certain way to listen, you will listen to prove your existing theories about the person. Listen to people as though they have all the tools they need to be successful, and could simply benefit from exploring their thoughts and ideas out loud. So much truth in this. I know I am biased as we all are. There have been times in my life I have listened to people while mentally documenting how what they are saying is backing up my bias about them. Sometimes it can be hard to not see people as inferior when in reality everyone has the ability to grow and mature just like I do. I'm sure people in my life have thought that I would never get it, or never understand. Instead of listening for confirmation biases, can we listen for potential? Can we help people think better?Just yesterday I caught myself doing this the wrong way. A friend was telling me how “all jobs suck” in her chosen career. So, I started by giving advice in the form of a question. I was proving my existing theories about her, that she just isn't seeing the answer, and I know it. So of course, when I gave my advice, she explained why it was actually terrible advice. She works for a government run agency. I suggested private industry and she explained how she had actually been down that road and the pay was worse than the government run agency she is with now. Yep, my existing theories were wrong.When I caught myself, becoming aware that I was doing it wrong, I changed gears. I asked, “What is the best job you could have in your industry?” Her eyes lit up and then she started talking about what type of job would be better than what she currently has.You see, she does have all the tools she needs to be successful. When thinking that way, the conversation wasn't just more productive, it was more passionate as well. I could see her eyes get bigger when talking about what she thought was the best job in her chosen career, vs. her body language when telling her what I thought she should do.Lesson learned: Believe that they have all the information they need. We just need to help them think it through, instead of telling them what they should do.For the next quote from Dr. Rock, I want to share something that can help us all move from reflection to hard wiring new concepts in our brain.Qoute#6Applying any kind of physical activity to an insight strengthens the circuits holding it in place. Talking, writing, reading, drawing, filing. This has been so true in my own life. Back in the 90's when I was reading Tony Robbins and Wayne Dyer books; they felt transformational in the moment while I was reading them. But I really didn't know how to grow at the time. I would read a book but I didn't take any notes. I didn't even highlight anything. I just consumed the information. I felt amazing while I was reading, but struggled to remember any of it. 30 years later I can't even remember what was in those books. I should probably go back and re-read them.But now that I know how to grow, I can easily share concepts with someone about a book I read 6 or 7 years ago. The major difference is not only the reflection time I give myself, but the physical act of writing my thoughts down. Maybe I'm typing on laptop, or thumbing things down in a note on my phone; but that physical activity is what strengthens the circuits in my brain. I see it working when I can quote a book that I read years ago. The concepts have become part of who I am.So, in summary, consuming information is never enough. Whether it's attending a class, or reading a book, or listening to a podcast; we need time to reflect on what we are learning. Otherwise, we will forget it as fast as we learn it.Reflection is the link between learning and doing. If we don't reflect on what we are learning, if we don't take the time to see the concepts at play in our life experience, then it will show in the quality of our actions.We need that soak time. We need to teach others why this lack of reflection is a major reason that training doesn't achieve the results we want. People need time to reflect.We also need to incorporate some sort of physical activity with this reflection time, so we can strengthen these new neural pathways in our brains. Write something down, draw a picture, do something physical to strengthen the circuitry. I hope you all have a great new year, filled with intentional growth that becomes part of who you are and shows up in the form of changed behavior. Learn, reflect, write, commit and act. These are the steps of personal growth.www.leaderthink.com
Welcome to Episode 259 of the podcast and this episode features the journey of Robert Kittridge. I have known Robert when I joined the John Maxwell team and he was part of the welcome that makes that team so special. Robert has been on a journey of self-discovery and creating his true inner alignment. His word of the year is FOCUS and I believe that will become evident during the conversation.Robert shares insights around:- Inner Alignment- Inner Authority- Quiet Leadership- The Power of Being Present.There is gold in this podcast for leaders at all levels.Connect with Robert on Linkedin: https://www.linkedin.com/in/bobkittridge/The Focus Point Solution Website is: https://www.focuspointsolution.com/In today's disruptive world, good leadership skills will always stand you in great stead. If you are looking to build better leadership skills, check out The Todays Leader website at todaysleader.com.auOur website showcases our Podcast and our magazine and we are pleased to say our masterminds are now available Supported by our network sites, Today's Leader is a collective mindset For the leaders and entrepreneurs of today, forging the path of success for tomorrow.The mindset to make a difference and the ability to create an impact.Think & Grow Business Hosts our Today's Leader Masterminds. TAGB where we focus on personal, professional, and business growth. Book your free 30-minute discovery call at https://thinkandgrowbusiness.com.au/book-your-free-discovery-call/The Coach Curl Academy has over 75 programs to help you build a better you. Join for just $1 for the first month. The Academy equips you and enhances your mindset, leadership, and business. Check it out at thecoachcurlacademy.comYou are standing Stronger, Braver, and Wiser. Don't forget the golden rule – Don t be an A-Hole
Praveen coaches brilliant leaders in the tech world. But he feels like he is hiding. He feels like he's in a place of comfort as a coach. He feels that he's not really stepping up as a leader. I draw out a distinction that shifts everything for him, based on a 2,500 year old quote by Lao Tzu: "A leader is best when people barely know he exists, when his work is done, his aim fulfilled, they will say: we did it ourselves..." Love. Rich PS. After you've listened to this episode, get in touch. Let me know your single biggest insight – and how you'll apply it. https://richlitvin.com/contact/ For most of human history, it wasn’t called coaching. It was called leadership. If you’d like to learn more about our community of extraordinary top performers, go to: https://richlitvin.com/ Read my Playbook for coaching in Challenging Times. I wrote it for you. You were born for this moment. And we've got your back. http://richlitvin.com/playbook Join Serve, Lead, Serve – my pop-up Facebook group to support coaches, at this moment in time. I'm there most days, coaching, teaching and supporting our community. https://www.facebook.com/groups/211350630184649/
Kevin Starling leveraged His quiet leadership and built a solid reputation within the Team Rubicon Sawyer community and in the Wildland fire program. Hailing from Durango, Colorado, Kevin’s life is built around service within the Northwest Territory. As a Chainsaw instructor, his eagerness to mentor new sawyers is evident by the smiles on his students faces and the skills developed out in the field. Always eager to help, Kevin represents himself, and Team Rubicon in service to communities and Greyshirts.
Spencer Dinwiddie is eager to capture the assymetrical value proposition of blockchain! Kayne teaches intro course on Government and Currency, Kyrie Irving thinks players should start their own league, would the Kyrie League be a better platform for player voices, would sitting out the NBA restart amplify or diminish player voices, the current partnership between players and NBA owners, quiet leadership from LeBron (working behind the scenes?), how Joe Tsai balances social issues and business decisions, Pistons hire Troy Weaver as new GM
In this episode, Jan and RJ sit down and dive into the journey of Centivax senior scientist Jack Wang. Jack talks about his childhood, moving to the United States in 2008, and all of the cultural/language barriers that he encountered along the way. Eventually, he saw an opportunity to work as an antibody engineer in the biotech field with a company called Distributed Bio. He soon realized this was the only way to connect the gap between basic science and clinical research in order to make a difference in other people's lives. The rest is history in the making. - Check out Distributed Bio Here: https://www.distributedbio.com/ Look at the NEWEST initiative (Including COVID-19 Research) HERE: https://www.centivax.com - If you want to support us, there are three ways to do so. One is to donate to the cause at www.patreon.com/theapexpodcast! All of the donations we receive continue to support our ability to provide you with the highest quality creative content, guests, and explore new ways to connect with you! Want to know who we have lined up on our guest list before anyone else? Even a small donation of a THREE DOLLARS a month gets you an OFFICIAL “The Apex” sticker and access to the behind the scenes realm of Apex Communications. A FIVE-dollar donation earns you a THANK YOU from Jan and RJ live on an episode of The Apex and a 10% off discount code for Envision Clothing Company! The second way you can help is by REPPING the fact that you're an #ApexChaser! Visit our merch line that is proudly partnered with Envision Clothing Company! The final one is completely FREE. All we ask is if you learned something from this episode or know of someone that needs to hear our message. Share it with them! Use This Link to Share!: https://podfollow.com/the-apex-podcast-1 Social Media Links Follow us on social media: Twitter (Jan): @_theapexpodcast Twitter (RJ): @docholliday92 Instagram: @Apex_Communications_Network Website: https://www.chasetheapex.com Know someone who would be a good guest? Email our Co-Host RJ Holliday at RJ@chasetheapex.com
Professor Christopher Brady, the co-author of Carlo Ancelotti's Quiet Leadership book, joined Matt for today's chat.Chris speaks about his love for the Toffees and how he followed the team from the south.We also talk about Ancelotti's time at Everton, his decision to take the job and how Carlo will fare with the Toffees post-pandemic.
This episode of 'Conversations with Thought Leaders' is with Author and Founder of the Quietly Powerful movement, Megumi Miki. Quietly Powerful builds on various work on introversion and quiet leadership by authors such as Susan Cain's Quiet, Laurie Helgoe's Introvert Power and David Rock's Quiet Leadership, Megumi's own reserach into Quietly Powerful Leadership, as well as theories on self-efficacy, power and rank, personality traits, developmental models from process oriented psychology. This conversation was recorded as part of an online webinar held on Wednesday 6th May 2020, and attended by people from all around the world. An audio recording of the full 1 hour conversation will also shortly be made available as a separate Podcast.
Welcome to the first podcast of Love-Driven Builder! Today we're going to talk about introversion, how it relates to the project management and take a look at some Bible verses that hopefully will inspire your day. --- Send in a voice message: https://podcasters.spotify.com/pod/show/philip526/message
Matt is joined in the studio by Micky, Paul and debutant Patric Ridge for our latest chat about the Toffees. We discuss Ancelotti's start to life at Everton, the full-back situation on both flanks and preview Watford. In Part 2, there's a segment from Matt's conversation with Professor Christopher Brady, who co-wrote the Quiet Leadership book Ancelotti.
Matt talks to Professor Christopher Brady, the co-author of Carlo Ancelotti's Quiet Leadership book.
If you are an introvert or are wondering what it means to be an introvert and want to learn about Quiet Leadership, be guided here by expert Faris Khalifeh. Discover the strengths and myths of introverts. You will also learn how to manage your energy in an extroverted world. This episode is also very powerful for any leader leading introverts in their team as you will gain a great understanding of 50% of your work force needs to perform at their peak. Find out how to close the gap between extroverts and introverts at work and also why the work environment matters. Begin to understand yourself, your coworker, and your team better so everyone can have peak energy and performance at work. If you are an introverted leader or entrepreneur and you have been challenged by the demands of an extroverted work place or of building your business, tune in to receive ideas from an exceptional, introverted leader in the Quiet Leadership space. To learn more about or get in contact with Faris Khalifeh go here: http://www.fariskhalifeh.com/
Professor Chris Brady is the Professor of Management Studies and the Director of the Centre for Sports Business at Salford Business School. Prior to that he was Deputy Dean at Cass Business School in the City of London, and is considered a world expert in the art of management and leadership. Throughout his career, Chris has authored many books on a wide range of different subjects and is a close collaborator with a number of top flight football managers, but most recently co-authored Quiet Leadership with Carlo Ancelotti, a hugely interesting, first-hand, insight into Ancelotti's success in the game as a manager at the top level.In this episode of Ramble Meets... Luke spends an hour with Chris ruminating on the skills needed to be a successful manager in the modern game, discovers just how unique and difficult a role being a top level football manager can be, and hears about the training behaviours of both Zlatan Ibrahimovic and Cristiano Ronaldo.Search ‘Football Ramble’ on social media to find us, and email us here: show@thefootballramble.comThis is a re-release of a Ramble Meets... from 24th April 2017. Previously only available to acast+ subscribers. Enjoy!***Please take the time to rate and review us on iTunes or wherever you get your pods. It means a great deal to the show and will make it easier for other potential listeners to find us. Thanks!*** See acast.com/privacy for privacy and opt-out information.
Gettysburg is featured in the Navy movie list. In this film, Martin Sheen plays General Robert E. Lee. In this episode of LEADERSHIP, we share a clip from our full interview with Martin Sheen. In this clip, Martin describes Lee's self-effacing, quiet leadership. Martin also demonstrates his knack for accents and impressions.
God will push us beyond our comfort zone, but He will never push you to not be yourself. We look at the story of Naomi and Ruth today as an example of quiet but powerful leadership. In the body of believers, God will push you to change, but you will never grow out of being an “eye” or a “toe” or whatever your calling is. Epic Every Day is available on Radio Public, Apple Podcasts, Google Podcasts, Sticher and YouTube. Like us on Facebook: https://www.facebook.com/EEDCast/ Twitter: @AKindOfLying @ElizFrerichs @EEDCast EpicEveryDayNow.com Liz’s book: Tales From A Spacious Place Music by: Nu Skiffle Brigade used under creative commons license
Introvert, extrovert, ambivert: how real are these labels? And how can we use them to do a better job of making space for more types of people—without pigeonholing anyone? We’re joined this week by Rachel Robertson, a designer and UX lead at Shopify. We first heard about Rachel when we stumbled on an article she wrote called “An Introvert’s Guide to Collaboration.” In it, she talks about how she used to carve out work she could do independently—but realized this was keeping her from growing, because she wasn’t exposing herself to different perspectives that could improve her work. > I love when people share their experiences and their perspectives… and I always benefit so much from that. So there was a point in time recently where I wanted to participate more in that conversation, and not just be a consumer of everyone else’s points of view. > —Rachel Robertson, UX lead at Shopify We ask Rachel more about her experience as an introverted person, how that’s changed her approach to leading a team, and what companies can do to make themselves more inclusive to people like her. Also in this episode, we: Discuss the mixed feelings people had about these introvert/extrovert lounge signs at Confab, a conference Sara recently attended. Look at the roots of the seemingly innocuous term “grandfather clause” Give a big fuck yeah to deleting apps, consider the Time Well Spent movement, and promise to really actually close the Twitter tab this time (any second now) Sponsors This episode of NYG is brought to you by: Shopify, a leading global commerce platform that’s building a world-class team to define the future of entrepreneurship. Visit shopify.com/careers to see what they’re talking about. WordPress—the place to build your personal blog, business site, or anything else you want on the web. WordPress helps others find you, remember you, and connect with you. Harvest, makers of awesome software to help you track your time, manage your projects, and get paid. Try it free, then use code NOYOUGO to get 50% off your first paid month. Transcript Katel LeDû [Ad spot] Finding the right job is hard work. Good thing there’s Shopify. Shopify is on a mission to make commerce better for everyone—and they’re looking for impactful, ambitious, and passionate people to help them do it. If you want to be part of a diverse team that loves solving problems—and help entrepreneurs around the world start and grow their businesses—then you should check out Shopify. Visit shopify.com/careers for all the info [music fades in, plays alone for 12 seconds, fades out]. Jenn Lukas Welcome to No, You Go, the show about being ambitious—and sticking together. I’m Jenn Lukas. KL I’m Katel LeDû. Sara Wachter-Boettcher And I’m Sara Wachter-Boettcher. We’ve got tons in store on today’s show: we’re going to check in on our vocab swaps; we’re going to share our Fuck Yeah of the Week; and of course we’re going to hear from a great guest. This week we are joined by designer Rachel Robertson who’s here to chat with us about how she learned to collaborate as an introvert, and what that taught her about leading teams with a range of different needs. So, speaking of being an introvert or an extrovert, I was at a conference just this past week and they had these really interesting signs outside the lounges. So they had these two lounges where you could kind of chill out between sessions or if you wanted to skip out on a session, and one of them was labeled “The Introvert Lounge” and one was labeled “The Extrovert Lounge.” And it was pretty neat, I’d never seen something like that where they specifically labeled one to be, you know, where you could do quiet stuff or you can be doing work or checking email. And the other one where you could have a conference call or plays games or chat with people. And one of the things that happened after that conference was that … a tweet went viral of a photo of this and there was like such a divided conversation about whether this was good or bad. The people that thought it was good were like, “Oh my gosh, this is how humans work.” And the people who thought it was bad were like, “This feels kind of like… judgy to people who are extroverts, or judgy to people who are introverts.” Or it feels like, “I don’t want to be labeled as one or the other,” and it really got me thinking I feel like introvert and extrovert has been this like really common discussion just in the past year or two, and I’ve always felt kind of weirded out by the language even though like probably most people would be like, “Sara, you’re an extrovert.” Like, “Sara, c’mon like you’re—you’re an extrovert. It’s pretty obvious. Just own it.” And I agree with that, but I also feel like there’s something weird about having that as an identity versus like being like, ok, sometimes I feel extroverted and I want to do extroverted things, and other times I don’t. And like, you know, sure I trend more to one side more than some people. But, I don’t know, I guess I’ve always felt like that was a way that we try to like put people into boxes and so, I don’t know, I’m curious: do you identify as an introvert or an extrovert, and what does that mean to you? KL I definitely—I identify as an introvert based on I think the one thing that I have read routinely about, you know, sort of what defines an introvert and that is—or this is the part I relate to the most—which is that I recoup my energy by being alone and having downtime and sort of if I am in heavy social situations, I—I need to sort of like have that recuperation time. But I also feel like I’m extremely social in a lot of situations and when I go to a party I like to chat with a lot of people and I don’t—I don’t necessarily feel inhibited in terms of meeting new people or like talking to folks but, I don’t know, so I think I have—like now that you’re saying that I feel like I’ve felt sort of torn about it and I feel uneasy because I don’t know if I do fit squarely in one of those boxes. Yeah, so, I don’t know, that brings up an interesting question. [3:50] JL I liked a lot of the comments on this Twitter thread that brought up, you know, where do—where do ambiverts fit in? And I was like, “Huh, I haven’t heard that phrase before.” And so the ambivert is mix of extrovert and introvert and I was like, “Oh. Thank you,” because people when they see me I think, similar feeling, they assume I’m an extrovert. And that’s maybe just because like I’ve been in social situations, I do public speaking. But, the same way as you can tell like, I don’t really mind the public speaking but I get really tired afterwards, and I just like—there’s times where I can get a mix of like the energy from being around people, but I also want to like go to my hotel room, order room service, and just hide. And so there’s definitely a big mix of things. It’s weird to me when I hear that idea of like, “I need to recuperate by downtime,” I can’t imagine any other way. Like I can’t imagine not having downtime. Like the idea that someone doesn’t, like… is that really like a thing that people don’t want downtime? SWB Yeah, I guess I feel like this is why I think that the concepts of introversion and extroversion are super helpful, but the identity labels are not always as helpful, because I think humans need downtime, and there’s—there’s differences in how much and when, but absolutely, like I consider myself fairly extroverted in a lot of scenarios, but I also need to hide in my room sometimes, and I also get to a point where I feel very tired after a lot of social interactions. I just think that that is true for all humans at some point and the points obviously differ, but there’s been this attempt to, again, right, like it’s convenient to give people a label and be like, “You’re this and you’re that,” and I think that the reality is just so much more nuanced. And I think that that’s one of the things that—it’s like step one is just recognizing, like, people have differences, and step two is recognizing that those differences almost always fall on whole spectrums and people don’t have the same experiences. And that seems to be a harder shift to get people to—to sort of take seriously. JL Yeah. I really liked that they were addressing this at conference. KL Yeah! JL But I didn’t love the versus vibe. And that’s the thing that I feel like all these things—like we had to do one of those Myers Briggs personality tests at work one time—and all that ends up with I feel like is people judging you. And it just felt like it was one of those things you’re supposed to do so you can work well together with people— [6:21] KL And like know more about yourself. JL Yes. KL Whatever but yeah. JL Which in an ideal world, if you can get that to work, is great. However, it doesn’t always work. KL Yeah. JL And that’s the part that I think is tough. KL It’s almost like—I get the—I think I get the thing that they were trying to do but, you know, obviously hindsight and looking back on it and being like, “I would’ve done this differently.” I mean it’s almost like saying, ok this room is going to be like chill—a chill vibe and quiet—and you can come in here and just like do your thing, and listen to music or whatever. And then this room is going to be games. And so there’s obviously going to be an element of, you know, getting to know people in a social—like interaction. That kinda feels more like you get the idea without having to be like, “I’m a this.” JL You didn’t tell me there were games. KL Yeah [laughs]. SWB So—so, speaking though of like hindsight and like, oh gosh. Huge shout-out to Confab, the content strategy conference that I was at, and, specifically, to Tenessa Gemelke, who runs the event. She’s sort of like the director of all things Confab, and after this tweet blew up—you know, it’s like retweeted 4,000 times and there’s this like huge debate happening in the thread— she talked a little about, oh, you know, “I learned a lot from reading these comments.” And one of the things that she said was that when they designed this she was really imagining it like the—the copy underneath each of these signs is, like, punching up. So she sees herself as being super extroverted and one of the things it said on the lounge copy was like—on the introvert lounge was where you can “hide from extroverts.” And she thought that was funny because as somebody who identifies as extroverted, she was like, “Oh, you know, this is—this is punching up. This is not making fun of people who might feel uncomfortable with it.” And she realized that that wasn’t the case for everybody. And—and I think that, you know, I think that the intention makes a ton of sense, and I bet that they’re going to do something similar again but I’m confident they’re going to have some slightly different labels. And, you know, I liken this a lot to the same kind of stuff I’ve talked about with when it comes to user experience design. Right? Like professional work where… it’s so much more helpful usually to ask people what they want to do than it is to get people to define who they are, because defining who you are is really fraught and almost always if you try to make people define who they are by like selecting this category or that category, there are going to be people who do not fit the boxes. And I think that that’s the same here. And I happen to feel comfortable using both rooms, right? Like I used one room when I was doing quiet things and then I used another room when I saw a bunch of my friends in there and we were going to play Apples to Apples, and that was fucking great, but I don’t know that everybody would feel comfortable that way. [9:04] JL Yeah. I mean I would sit, generally, in the quiet car on an Amtrak train, but sometimes I’ll walk over to the cafe car and get some train wine, you know? KL Oh look at you! [Laughs] JL It just—it just depends a little bit. However, I don’t necessarily want to be put into the same group as the other riders that I’m riding with on an Amtrak train because I don’t think that necessarily we would fit into the same sort of focus group labels just because we ride on the same kind of train on the Amtrak. SWB Well, uh right, again, like I go to the quiet car all the time on Amtrak because I want to do some work and I don’t want to be bothered randos and that’s great but that doesn’t mean that I identify as “quiet person.” JL Doesn’t mean that you can’t have an Amtrak hot dog. SWB I don’t eat rail dogs [laughs]. But you know what I mean? Like if I tried to say, “No, I’m a quiet person.” You would all laugh at me. I am not a quiet person. But I’m a capable of being quiet during a train journey because I’ve chosen to be in a quiet environment. KL You know who’s not capable? A lot of people [laughter]. And I have very often appointed myself as the Quiet Car Patrol. So, just, you know, I’m very fun to ride the train with. SWB I prefer Quiet Car Vigilante [laughter]. You have to, like, mete out justice in the quiet car. KL [Laughs] It’s so true. SWB The worst I had was somebody who was watching YouTube videos with no headphones. JL In the quiet car?!? SWB Yes. JL Shame. [10:29] SWB Extreme shame. I know. Listeners, I love all of you, except for the ones who are doing anything without headphones in the quiet car. So, I think we all are kind of on the same page that like we have varying degrees of introversion and extroversion and like fitting neatly into one box or the other is maybe not always helpful or even possible but I still think it’s so interesting to kind of talk about those different facets of people and I think a lot of business culture has really been like designed with the idea that more extroversion is the ideal. That like, that is the best way to be, and that if you’re less like that, you should try to be more like that. And so one of the things I was really excited about when we talked to Rachel, our guest today, was that she was kind of pushing back against some of that. That it’s not like there’s one better way to be, it’s that we haven’t necessarily optimized workplace environments so that more people can be successful in them. And so I’m super interested in talking about these concepts—even if they don’t perfectly fit—because I think that that’s so valuable to start to look at, like, well what do we change in the way that we operate our companies? Or what do we change in the way that we run meetings so that they become places where like more of us can, I don’t know, not be miserable— KL And thrive. SWB Totally. That’s probably a better answer than not be miserable. KL I totally agree. I can’t wait to hear from Rachel. Should we do it? SWB Let’s do it. Our sponsors SWB [music fades in, plays alone for four seconds, fades out]. [Ad spot] Hey, all! Let’s talk about our sponsors for a sec. So this week we are sponsored by WordPress. WordPress is the place we turn whenever we want to launch a new website. It’s even how we built noyougoshow.com. WordPress is great because you don’t need to do coding or design; you can choose from a ton of gorgeous themes; and if you get stuck, their customer support team is there 24/7. WordPress also has powerful ecommerce options: anything from a simple buy button to a whole online store. And plans start at just four dollars a month. Start building your website today. Go to wordpress.com/noyougo for 15% off any new plan purchase. That’s wordpress.com/noyougo for 15% your brand-new website. Next up: do you need to track time on client projects? Send invoices for your work? Or manage profitability and projections? Then you should check out Harvest. Harvest takes the pain out of time tracking by making it part of you and your team’s workflow. In fact, you can even integrate Harvest with other tools you might use like Basecamp, Slack, or Trello. Harvest also makes it easier to get paid. I like that. You can use their automatic tools to create invoices, and instead of writing all of those awkward emails that would follow up on those invoices that are unpaid, Harvest can do that for you. You can even take online payments. Try it for free at getharvest.com and get 50% your first paid month with the code noyougo. That’s getharvest.com, offer code: noyougo [music fades in, plays along for four seconds, fades out]. [13:28] Interview: Rachel Robertson SWB Rachel Robertson is a UX lead at Shopify—which is, full disclosure, as you probably already know, a sponsor of ours that we’ve had for quite some time. But that’s not actually why we wanted to talk with Rachel today. The reason we wanted to talk with Rachel is that we stumbled on this awesome article that she wrote called “An Introvert’s Guide to Collaboration.” In that article she talks about how she used to carve out work that she could do independently. And then she realized that it was preventing her from growing because she wasn’t seeing new perspectives and learning from other people as much as she wanted to be. So we’re going to talk today about what she did to change that, and how that realization has shifted the work that she does as a designer and also the work she does as a leader. Rachel, thank you so much for being on the show today. Rachel Robertson Thanks for having me. SWB So let’s start with this article. What was it that made you realize that you needed to get better at collaboration? Or find a way for collaboration to work for you? RR There wasn’t this like ah-ha moment, but I realized that I wasn’t having as much impact as I could have if I was working more collaboratively. At the time, as I mention in the article, like Shopify was growing quite a bit, and I knew that in order to have the impact that I wanted to have and, you know, be a good role model for more women joining the team, that I needed to start collaborating. Some things that I realized was that it’s really important to understand the people who you’re working with and for them to understand you, and to like be the person to help facilitate that inclusion in the team, and to work actively with each other. SWB You know it’s interesting because as somebody who thinks of themselves as introverted and finds it difficult to kind of be more, I don’t know, I guess assertive or vocal in situations, it puts you in sort of a vulnerable position to have to tell other people what you need. How did you get to a place where you felt comfortable doing that? RR Authenticity is something that’s really important at Shopify, and so people are encouraged and supported to be their authentic self. And, you know, to be your authentic self, you have to really be honest about what your true needs are and who you are. So I felt like the environment already kind of optimized for helping me feel comfortable doing that. But my challenge was more about how I typically tend to stay in my own head and internalize, and in a lot of cases, again, I think it’s just a personality thing, I tend to overlook my own needs. So I need to be really intentional about not doing that in order to sort of like participate in this culture that I work in. SWB Yeah, so, let’s talk a little bit about what those are, because I know you mentioned in the article that you started doing this thing where you created like a blueprint for yourself to kind of help people understand where you’re coming from or what you need. Can you talk a little bit about that? Like, what is it that you need? And sort of like, how did you … articulate that or formalize that in a way that other people could use? [16:26] RR The blueprint exercise is basically just an activity that a team can do. It’s a practical review of outlining who you are as an individual, what your preferences are, any work quirks that you have. And I think this was actually a method that—I mean I didn’t invent this, I probably found out about this idea from someone who found out about it from someone else. But as someone who is on the quieter side and has sometimes struggled to kind of like break into conversations or kind of like build a rapport really quickly with people, this method resonated with me because it was something structured and specific that I could do that communicated sort of like what I bring to the team, to my teammates. But also it’s really important if you’re working with people to understand them and that they understand you. So bringing them into the activity as well. SWB Yeah. So, tell us more. So, you mentioned that it’s a structured activity. For people who haven’t read the article yet, we’re going to link it in the show notes. But can you tell a bit more? Like what goes into that blueprint? What are the different pieces to that activity and sort of what does it reveal about you and about your team? RR Yeah, so I had down things like, “What is your superpower and your work quirks?” So by that I mean preferred methods of learning or, you know, your communication style, anything that you can think of really. Skills and interests. People’s backgrounds because that’s always interesting I think. And what people can come to talk to me or whoever is filling the blueprint out about, which kind of reveals the things that they feel they really bring to the team. A fun fact about me is that I have a bachelor of fine arts in contemporary dance, specializing in choreography, and that I had this little dance troupe for a while. And it’s just, you know, kind of like a little humanizing fact about myself that’s a point of interest. SWB And what kinds of stuff did you end up learning about your teammates this way? RR You pick up the things that are unique about everyone, but also make the connections over things that you have in common. So, you know, there’s kind of—it’s nice to see that diversity in the team, but also the things that you have in common. And then a big one is kind of the fear of public speaking and the nervousness of being around the center of attention. That one’s pretty common in my team. SWB And yet here you are being interviewed for a podcast today. RR Yes, I know [laughs]. [19:00] SWB How are you feeling about that? RR It’s exciting. I mean I am—I am nervous, not too nervous, but it’s exciting because right now something that I’m excited about in my professional growth is, I’m trying to practice feeling a bit more comfortable exposing myself to a broader audience than, you know, just my day-to-day team. So it’s a bit scary, but also I’m motivated to do it because I’m trying to grow in this area. SWB Yeah that’s really interesting. So as somebody who’s not necessarily very introverted, it’s—it’s interesting for me to listen to people who talk about, you know, wanting to kind of like keep things more to themselves and being more likely to kind of retreat internally, and yet simultaneously having that desire to get out in front of people and to be able to talk about things. So how do those things come together for you? What makes you want to share the things you know and sort of talk more publicly? RR I guess if we’re talking about introversion I should probably define a little bit about what that means to me. So for me it’s, you know, aspects of being more internal and in my own head and really needing to be alone a lot of the time, and drawing my energy back from being alone. But I don’t see it as something that I’m trying to get over or deal with. I think it’s just, you know, part of who I am and it is being my authentic self. I try to stay in tune with what is motivating me, and things that motivate me are, like, personal growth and having an impact, and I love when people share their experiences and their perspectives—like reading about it, listening to it—and I always benefit so much from that. So there was a point in time recently where I wanted to participate more in that conversation, and not just be a consumer of everyone else’s points of view. SWB What I’m really struck by in what you’re talking about is that you realize that there’s is sort of like a benefit, frankly, to the world of people who are more introverted feeling comfortable kind of stepping out of their comfort zone a little bit and speaking up. And so I’m curious, how can workplaces, and also, like, society in general, do a better job of supporting folks who aren’t naturally extroverted, but still have tons of goodness to share? RR I guess just in society in general, like, characteristics of people who are more extroverted tend to be maybe looked up to a bit more or rewarded a bit more. And I think that’s because people who are extroverted tend to be a bit more open and think on the fly, and like open about their thoughts on the fly. And there’s this perception of trust almost because of that openness. Whereas if you’re a bit a more introverted, it can sometimes come across as you’re holding things back. So for me personally, I always think about trying to manage that perception or just be aware of it. [22:04] KL As I’ve been listening to you talk about all of the things that you’ve done and all of the steps you’ve taken, it makes me feel… like I really wish I would’ve known some of this or just thought to kind of like explore it a little bit more, especially when I made my last career change, which was coming to A Book Apart. And the main reason for that is because I went from, you know, working in a sort of a traditional organization, a traditional company, where it was lots of people and, you know, teams and structures that I was really used to, and then all of a sudden I was remote. And I was working with, you know, a team of people who I never saw. So I really—like thinking back on that, and even today I think it’s still a challenge—the struggle of, you know, collaborating with people that you don’t see when it’s easier for me to just do the work on my own. I think, like, I’m looking back on that, and I think it was—that’s why some of that felt harder, because I also had to get over this like physical boundary. So I guess I’m just thinking, I feel like this could be part of an onboarding exercise where you talk about a blueprint or that type of thing. So I think, I don’t know, I think it could be a really nice way to kind of get folks to talk about, you know, where their strengths are and where their weaknesses are so that there’s—it feels like there’s more support. RR Yeah definitely. I think the format of things, too. Sort of practicing a bit more mindfulness and inclusion in the format of things. I mean, I’ll give examples in the workplace. Like meetings are a big one. Often these are kind of set up, there’s a room with a lot of people, and it’s, you know, maybe not moderated. And if you’re more comfortable speaking up, and a bit louder, it might not necessarily be the best format for people who are a bit quieter, right? So, yeah, I think there’s a lot to do with format and just being mindful of different peoples’—like the way that they think or how they communicate. SWB Yeah, you know, as somebody who typically speaks up in meetings or conversations—I mean, it depends a little bit on the audience, but I tend to be, you know, one of the people who’s comfortable kind of jumping in—I think it didn’t used to occur to me that that wasn’t true for everybody, or that they needed different things to feel comfortable doing that. And I really I feel like I really started to learn about that a few years ago when I got more interested in things like facilitation. And so as you were speaking I was thinking about some of the tools I use when I’m facilitating, and so, you know, for example making sure that some of the activities that we do if I’m facilitating a workshop are activities where people have a chance to kind of like jot down ideas or collect their thoughts individually before they’re supposed to pipe up as a group, you know? Or there are other techniques like that give people different modes of participating. Like sometimes it’s they can add stickies to a wall and then their ideas definitely get up on the wall, and, you know, and then we can talk about them. Sometimes it’s having those few minutes to write something down before it’s time to take input from everybody. But I started thinking a lot about, you know, what are the ways that we can structure these kinds of sessions so that more people feel like they can take part in them? And also so that, you know, it’s not just the loudest voices that get heard—because I can assure you, the loudest voices are not [chuckling] necessarily like the smartest or best voices in all scenarios. [25:44] RR Yeah. Like I always appreciate going into meetings where there’s going to be ideation or sharing ideas to get a bit of context ahead of time from whoever’s running it. Agendas actually really help. SWB So that brings me to something that I noticed in your article and I would love to hear more about. So there was a picture you included of something that was called inclusion pyramids that you have in meeting rooms around Shopify. Can you tell our listeners what those are and where they come from and what they’re for? RR Yeah, sure. So they’re paper pyramids that are located in all the meeting rooms at Shopify and in some common spaces, and on each side there’s a little tip about making an inclusive meeting. And so this was—we have a diversity and inclusion team, and they developed these pyramids, these paper pyramids, as just as a friendly reminder to be mindful of fostering inclusive meetings. And they’re kind of passive, right? Like they’re—the way they’re used is that they’re there. In different meeting rooms there’s different messages on the different pyramids. And the way I use it, personally, is, you know, like I noticed just in the course of meeting I, you know, I’ll glance at them and there’s a few that over time have stuck with me, that I try to be mindful of during meetings, whether I’m running the meeting or just participating. SWB What are the ones that have stuck with you? RR Yeah, so, there’s about, I think, two or three. The first one is about how meetings aren’t for everyone. They’re not everyone’s jam. And it’s really important to seek input and get feedback from people who were quieter during the meeting. Another one is around being mindful of people if they’re joining remotely into a meeting. We have really sensitive microphones in the office here and so trying to avoid typing or having side conversations during the meetings. Those are the—the two that are always at the front of my mind. And then of course like another one—the other one is if people get interrupted, you know, being intentional about bringing that conversation back to the person’s point or to the person. SWB Yeah. That’s so important. I mean I think also about the way that sometimes people will get, you know, like their point will kind of get trampled over or ignored or whatever and then somebody will bring it up again a few minutes later and it’ll get attributed to a different person and sort of making sure that you’re giving people credit for their ideas, too, and that you’re, you know, you’re identifying where they came from. That kind of thing I think about a lot. RR Yeah. Yeah, it can happen especially if—if the conversations are getting pretty lively or vibrant, right? SWB Yeah and I think a lot of times it happens without people realizing that that’s what they’re doing, or without any sort of like malicious intent. And then I think sometimes it happens for other reasons that are more complicated, like I remember reading about the Obama White House, they—the women who worked there did this like amplification strategy, because they felt like they couldn’t get their ideas heard. And so they would specifically seek out each other’s ideas and amplify them and say like, “Oh I really liked what so and so said about blah blah blah,” to like make sure it was ingrained in people that these ideas were coming from the women, which I thought was super interesting. And I think, you know, it’s indicative of what was going on in that culture that that was a problem they were having. But yeah, I think using all of these techniques to kind of look at how do we think about things like meetings, how do we think about our workplace culture to make sure that people with different perspectives can be heard. Because you mentioned something earlier about, you know, like you’re not trying to change who you are. You’re not trying to stop being introverted. And I think that’s really important, because I feel like that’s what a lot of advice about how to succeed at work is, is like, “Oh! You should just become a different person!” As opposed to looking at like, oh actually we should figure out how to play to the strengths of lots of different types of people. [29:46] RR Oh yeah. Yeah. I’ve read the books that have that message [both laugh]. SWB So I think we have a lot of listeners who would also identify as being introverted and would also, you know, love to be more collaborative, but don’t necessarily work for companies where they feel like that’s easy to do or where like maybe, you know, you mentioned that you felt like the culture really supported that there. What advice would you give to somebody who’s just kind of just trying to figure out where to start, or isn’t sure that they feel safe speaking up about what their needs are? RR Mm hmm. Yeah. I—I think my advice would really be to first identify like what is behind that struggle. Like what is actually going on there? Is is that you haven’t been communicating what your needs are, or have you tried different ways of approaching that? Are there different people that you can talk to in your organization to like get your needs heard or get support from? And then of course there’s other situations perhaps where the support just really isn’t there from the company or the organization, and I haven’t been in that situation, but if it were me I would probably think about trying to find a place that is more supportive. SWB Yeah, I mean, I think it’s not that easy necessarily for everybody, and not necessarily in all industries, but something I think a lot about is, like, when I’ve seen friends who’ve been in clearly toxic work environments, it’s really easy to blame yourself or to think, like, you must be doing something wrong. You must be the one who’s problematic, or whatever. And I think it’s helpful, even if you don’t necessarily have a plan to go somewhere else, but it’s helpful to be able to just see it clearly and to be able to say like, “Wait. No, no, no, no, no, no. The problem isn’t me. The problem isn’t that I’m an introvert. The problem is that this place is doing these specific things that are preventing me from feeling safe and successful here.” You know, I think even just that knowledge can be empowering. [31:46] RR Yeah definitely it’s like the first step, right? You have to know what is actually going on, what is the case, and then think about different courses of action from there. SWB So. Ok, so, now that you’ve kind of gone down this path of figuring out how to work more collaboratively and to have more of a public presence while also being true to yourself, how has that shifted sort of like what you want to do next in your career or with your goals? RR I think I just want to do more of that. Like I want to keep getting better at it. As I mentioned, the big one for me is working on getting a bit more comfortable with things like public speaking, and, you know, putting myself out there, whether it’s writing an article or, you know, speaking to you lovely ladies here. SWB So, I think that that’s great. I would love to hear you speak and write more, because that article you wrote about collaboration was really valuable to me, even though I don’t work at a, you know, a traditional company where I have a lot of teammates. I work with different people all the time, and it was really useful for me to think a little bit more clearly about, what are some of the assumptions I might have going into meetings? And sort of challenge those assumptions a bit. So, thank you for that. I’m looking forward to what else you have to say. Where can our listeners find out more about what you’re working on and what you’re interested in? RR Yeah, so people can check out things that I’m writing about on ux.shopify.com, along with all of my other brilliant colleagues on the UX team. SWB Well, that’s great! Thank you so much for being here today and we have really enjoyed talking with you. RR Thank you [music fades in, plays alone for four seconds, fades out]. Vocab Swaps JL Hey, so in Season 2 we introduced the vocab swap, which was just our chance to look at some of the language that we use in, you know, our everyday lives. Things that maybe you were like, “Ugh I wish there was something else I could say in this instance.” You know, like “kill two birds for the price of one”? That’s not what you say at all [laughter]. SWB What—I have a series of questions! [Laughter] KL Is that like Payless BOGO? SWB Why are we killing birds and— [34:04] JL This is why I need you to tell me how to swap my vocabulary! KL Why are we killing birds and— SWB We’re not killing birds. JL Ok. So instead what we’re really trying to do here is find better things than what I’m currently saying right now. So, does anyone have any others besides killing birds for a vocab swap so that we can talk about this week? SWB I have one that I came across just recently that I just never thought about, which is so true for so many of these. And that is the term “grandfather clause.” So a grandfather clause, as you have probably heard in your life, is some kind of policy that is old and outdated and most people don’t have that policy, but because you had it before a certain time you get to keep it, right? And the term actually comes from after the Civil War, during Reconstruction in the South, in the 1890s. A bunch of Southern states started enacting things like poll taxes and literacy tests. And so of course those were designed to keep black people who had just recently been granted the right to vote from actually being able to vote. So the problem for the people who were enacting this legislation was that if you had poll taxes and literacy tests, that would also disenfranchise a lot of poor white voters, who were often illiterate as well. And so that meant that that would cause an uproar. So what they did to ensure that they could keep black people from voting without keeping white people from voting was enact this thing they called a grandfather clause. And that meant that if you or your family had had the right to vote prior to 1867, you could vote, even if you couldn’t pass the tests. So the 15th amendment was passed in 1870 and that’s when former slaves were given suffrage. So that means that in 1867, of course, no black people could vote. And in 1867, all of these white people could vote without passing any tests or paying taxes. And so the result is that white people ended up being grandfathered in, and black people had to follow the new rules. So that was declared unconstitutional in 1915 for reasons that I hope are pretty clear, but we still hear that word a lot. KL I’ve even worked at jobs where like I, you know, I miss some arbitrary cutoff and like the—the pensions weren’t available to me because I hadn’t been, you know, quote/unquote “grandfathered in.” SWB And so it’s like a term that we don’t really think about because you’re—you’re like, “Ok! Grandfathered in: that’s meaningless, right? Like that’s not—that’s not sensitive language.” But I think the history of that is super problematic, and I have found myself, you know, questioning using that phrase and sort of like questioning how common that phrase just sort of slips in in weird places. So, I don’t know, do you have any fun ideas for [chuckling] different ways to talk about grandfather clauses? [36:47] JL I really like legacy. So legacy policy or legacy clause or legacy rule. I think legacy pretty much describes what a lot of these instances are. KL Yeah and I think in some contexts you could say, you know, this is a historic rule or a historic guideline that we’re working with or whatever. I mean, I think then in some cases it’s actually a special case, and that’s how people are talking about it, which feels a little like, let’s actually call it what it is if it is a special case. SWB Right, or like you’re being granted an exception of some sort, yeah. Yeah. And it’s like such a little thing, and I bet most people don’t think that much about it when they say it, and also like you think like how often does that even come up? But it comes up surprisingly often in anything contractual, and I was actually a little bit bummed that that wasn’t something that I knew about, that I didn’t know like sort of the provenance of that language. And now that I know it just makes me think about how many historical terms come from places that I don’t really want to replicate. KL Totally. I feel like ever since we started this, I’ll find myself saying something and I’m like, “Is that what I really mean?” And, “Maybe I should explore that. Like, am I using it correctly?” So I’m glad that we’re doing this. SWB And I mean, you know, I don’t think it’s like—I don’t think anybody can be perfect with language. I think there is no such thing, right? Because context shifts all the time and audience shifts all the time, and if you are talking to people with different cultural backgrounds, expectations shift. But I do think that there’s something that’s so valuable about taking that moment and being like, is this just a thing people say without thinking? Or is this what I actually mean? Like, what am I communicating with this phrase, and am I communicating some things that might have consequences that I don’t intend? KL Yeah. A little bit more awareness and just I think it’s never a bad thing if you take a pause and think about what you’re saying. SWB I think a lot about habits and how powerful habits are, and I think that you can obviously learn a habit to—to trade one word for another. But, even broader than that, I think you can learn the habit of being more intentional with language, and so I think for me just talking about it on the show and like recording that and sending that out to the world gives me a really good reminder to check in with myself and take it seriously and to not brush that off. And I feel like that has been really good for me, and I hope that that’s good for some of our listeners too. KL I think so too. I was just going to say, “Fuck yeah,” because this feels like a Fuck Yeah. But we haven’t even gotten to that yet. [39:22] JL But we can! Fuck Yeah of the Week KL What is our Fuck Yeah of the Week? JL Our Fuck Yeah this week is fuck yeah to deleting apps from my phone. KL Oh boy! JL Yeah. See ya, apps! I’ve gone a little bit like clean-house wild recently because I have been like following some of the news that’s been like happening along in 2018 about this while time well spent movement which was originally coined by the people doing humanetech.com maybe a little bit co-opted by Facebook now. But there’s a bunch of companies that are sort of embracing this movement. So there was just recently Instagram was reporting that they are going to start showing you through their usage insights, the time spent on their app. So you can see how much time you are spending on Instagram. And Google just released some time management tools to their new Android P system, and Facebook and other apps are doing similar. So the thing is this whole idea of like, looking at, like, what is technology doing to us? Are we spending not just really too much time, but what kind of time are we spending with our apps? And do we know how much time we’re spending on our phones? SWB And I think like a lot of us just don’t know, because you see these stats about like number of times people look at their phone in a day or whatever and it’s like hundreds and hundreds and hundreds of times, and you do it without thinking. But I also, you know, I’m a big fan of cleaning house in my apps every once in awhile. It’s like a little—like my little Marie Kondo exercise. I got a new phone recently and I totally deleted a bunch of apps. I kind of went through and I was like, “Am I actually using these? How many of these are tracking data?” You know I had turned off a lot of that data tracking, but there’s this huge amount of stuff that’s being tracked. I deleted Facebook long, long ago because it’s super creepy and it’s a time suck. However, they—they also own Instagram, so I’m not sure that the tracking situation is any better for me now. But I do really appreciate any effort to kind of get people to kind of take stock of how technology has changed our lives and whether they’re happy with that. And if you know anything about me, you know I don’t go around like lauding big tech companies very much, and I don’t want to do that here because I think that like a lot of this is sort of like kind of a—a shallow response to a lot of negative press tech has had this year. But I do really think that, like, being able to take stock of what you’re getting from it and—and, like, have there been consequences to all the good things that you’ve gotten from technology? Right? Because there’s obviously a ton of good stuff I can say, like, about keeping in touch with friends and family and like being able to have instant access to like pictures of my nieces, which is pretty great for me. But then it’s like, what are the negatives that I often don’t take stock of? [42:08] JL Yeah it’s interesting, so I was like reading a bunch about this whole idea of like digital wellbeing, and how we can change it so that it’s—we’re just spending more time doing the things that we really like. So like, you know, once I deleted more things from my phone then what was left were the things that like maybe I enjoy more, like my Breaker podcasting app, you know? Or I do still have Instagram on my phone, but like again, I’m trying to figure out how to make that work in my life right now to like, I don’t know, where I’m not like hating myself after I’m like, “What did I just do?” So like the other morning, somehow, we got my son to daycare like really fast and I had like some extra time and I was just like scrolling in my kitchen, drinking coffee, like looking at Facebook. And I’m in this like just like local neighborhood group and there was just like—there was this thread and it was just like—it was about the Kendrick Lamar concert recently, [laughter] and I just couldn’t stop reading it. There was like 426 comments and I was like, the stupidity of some of like the people posting on this were just like—I was like—I just needed popcorn. Like I was just going through it, but then next thing I know it was 20 minutes! And I’m like reading through all these like stupid comments and I was like, “What am I doing?” And I was like, “How did this benefit me?” SWB I mean it’s—it’s kind of like watching crap TV, right? Where it’s like, it’s not—look: if you need a little mindless time, that’s ok. Everybody—everybody has their limit and needs some mindless time, and you are a busy mom of a young toddler and you got him to daycare and you had a little window of time. Like what are you supposed to do? Pick up Tolstoy? Like I don’t— JL But that’s like, you know, I could’ve—I could’ve walked to work in that time, which like I have been doing a little more of, or like I could’ve just like sat outside for a little bit and not looked at a screen. So that’s the thing I do think—and not to say that that’s not other people’s like mindless time or that I don’t watch like TV sometimes but, you know, it’s weird the other day like my husband was commenting about the fact that like, we like got a new couch last year and it’s not as comfortable as our old couch. And he’s like, “God this couch is just not comfortable.” I was like, “Yeah, but we don’t watch as much TV.” [Laughter] KL That’s such a good point. Yeah! JL So it’s like, if it’s just not there, like, you just won’t do it. So if I delete these apps, then like maybe I won’t spend as much time on my phone. SWB Totally! I guess I just mean, like, it’s cool if having some mindless time looking at an app sometimes is sort of, you know, like what you need at the end of a difficult day or just like it’s fine like I don’t want to shame anybody for wanting to— KL Yeah. [44:40] SWB—kind of— KL Or like just how you are going to spend 20 minutes at that moment. It’s fine. SWB Right. I mean like it’s just like when I watch House Hunters International on a plane [laughter] where like I just need to zone out and enjoy some me time. But I think it’s also a question of, like, when is that what you’re doing, and when is it that you’re just kind of like mindlessly wasting time and—and actually coming away from the experience feeling really unsatisfied? And—or just having that be, like, the default behavior. And so you know like, “Oh I’m not doing anything else so I guess I should watch crappy TV.” “I’m not doing anything else, so I guess I should play with my phone.” And, like, trying to be more aware of that. KL Yeah. I recently, like in the last couple of months, a friend of mine had told me about this app called Moment, which basically just tracks entire usage of your phone. So it tracks every app usage, every time you pick up your phone, every time you make a phone call, every—like every time you do anything on your phone. And I used it for like 36 hours and I was like, I [laughs] looked at it several times and I was just like, “I’m not ready to face this.” Like, I just can’t. However, it was part of an exercise I was doing to kind of figure out where I was spending my time in a day because I was kind of like, “I’m working so much.” And like maybe I could be a little bit more, you know, constructive, or like sort of package my time a little bit better so that I feel productive but also have some free time and like don’t feel guilty about it or whatever. And though I stopped using the app, I made a decision which has benefited me way more than using the app, and that is to not look at email while I’m in bed, and that I’m only allowed to start looking at email once I sit down at my desk for the day. And that was a huge shift and it has like improved my life, like, levels and levels. JL That’s awesome. I mean this goes back to our episode of Shannah, you know, we were talking about financial planning and like looking at a budget because until you make a budget, you don’t really know where your money is being spent. So I think until you use an app like that or start like thinking about his stuff, you don’t really—you can’t really tell how much time you’re spending on certain websites or certain apps. SWB And I think just like figuring out how much money you spend eating out or whatever, if you haven’t really been tracking it, you’re going to underestimate it. Like, I’m sure I would underestimate how much I use my phone, and I can definitely say, “Yeah, but it’s all this work stuff.” Right? It’s like, “Well, you know, like I have conference and then I’m in between meetings where I have to travel to them, so I’m like on Slack on my phone.” And it’s like yeah, that’s true but like, that’s some bullshit [laughs]. Like you—that’s not counting a lot of other stuff you’re doing. Especially I noticed something I do that I’m going to try to stop doing is like, I will go and kind of like mindlessly scroll Twitter and then like not tweet, and like consider tweeting a bunch of times and then not tweet. And like, I don’t have to tweet. That’s, like… the goal isn’t even that I need to tweet more. It’s just that, like, I want to be more intentional about when I want to part of that and when I’m not part of that, and mindlessly scrolling it, except for like it being a good way to sometimes get some headlines really quickly, like you get a sense of what’s happening in the world. You don’t need to do that for an hour and a half. You can like do that in five minutes. And if I’m not going to be actually like communicating with people and making connection and like contributing ideas, then like I should fucking close tab. But sometimes I am also that person who’s like, “I gotta get off Twitter.” And I close the tab and then like literally 30 seconds later I open a new tab of Twitter without realizing it! [48:21] KL My favorite is like, and then I’ll just like pick up my phone and look at it and I’m like [laughing], “What am I doing?!” JL Well that’s it for this week’s episode of No, You Go, the show about being ambitious—and sticking together. No, You Go is recorded in our home city of Philadelphia and produced by Steph Colbourn. Our theme music is by The Diaphone. Thanks to Rachel Robertson for being our guest today. If you like what you’ve been hearing, make sure you subscribe and rate us on your lovely app which you can use to listen to this podcast [laughs]. We all do. And it really is awesome because your support helps us spread the word. And we will be back next week so we will see you then [music fades in, plays alone for 30 seconds, fades out to end].
After writing the best seller “Your Brain at Work” as well as “Quiet Leadership” and “Coaching with the Brain in Mind,” a textbook, we asked David what motivates good employees, when to give feedback, and how to approach performance management in the modern workplace.
What are your biggest strengths? Do you know what your core personal values are? How about your personality type? These are questions that we must take seriously if we're going to make our unique and gentle impact on the world. This is the advice of Faris Khalifeh; coach, entrepreneur, and all round inspiring guy. I was fortunate to be able to chat with Faris about all manner of things including: How to become more self-aware (identify tools to help you grow) The myths of introverts, sales, and business (stop looking at your "weaknesses" and build on your amazing strengths) The different types of coaching that he does and what suits him most as an INFP How introverts and extroverts can make the best of their differences in communication preferences (learn your own preferences so that you can work with others and as a part of a thriving team) Why building on strengths is better than fixating on weaknesses What he would say to his younger self if he could impart some advice His book recommendations for introverts and sensitive gentle rebels Faris Khalifeh is the founder of Quiet Leadership where he helps the 40% of executives to embrace their gifts and use them to lead with confidence. He is driven by the knowledge that loudness doesn't equate to strong leadership, and the soft-spoken, gentle individuals can make amazing leaders. In this interview, Faris helps us to see what that might look like for you. Over to You What were your main takeaways from this conversation? I'd love to hear what you thought, as well as any follow up questions you have. Please leave them in the comments below. Links The Quiet Leadership Facebook Community The Introverted Leader (Jennifer Kahnweiler) StrengthsFinder 2.0: A New and Upgraded Edition of the Online Test from Gallup's Now Discover Your Strengths Becoming a Sustaining Member of the Gentle Rebel Podcast (get bonus extras):
Dr David Rock is the Director of the NeuroLeadership Institute and has written several books, including Your Brain at Work, Quiet Leadership, and Coaching with the Brain in Mind. He blogs for several organizations including The Harvard Business Review and Fortune. Dr. Rock grew up in Australia and had a driving curiosity to figure out how things work, and we're thankful that he turned that drive towards how the brain works in the context of human relationships and leadership. This episode dives into why repressing emotions is simply a bad strategy, and this science underpins the movement that is happening today in which men are opening up instead of shutting down. You can find out more about Dr. Rock at davidrock.net and find his books on Amazon or other major booksellers.
What does leadership look like in emergency medicine? Based on the inspirational best-seller by Susan Cain, this presentation will take a close look at introverted and extroverted leadership in emergency medicine. The presenters will discuss and debate different types of leadership. They will speak to emotional intelligence, self-awareness and genuine leadership focusing on expectations of the ED and the hospital community. Find out who you are as a leader and recognize the beauty of different types of leadership.
In today’s episode, my guest, Jeff Woodcock, shares his major life lessons learned in education that has helped to guide his journey and acsent into leadership. Jeff’s philosophical stance is that quality leadership is all about unlocking excellence within others and it’s through this process that we continually put ourselves in a position to grow and develop our own skills. In our conversation, we delve into the powerful role that sport and physical activity have played in his life and the core values gained from these areas that transcend sport itself and apply to his current leadership position and the work that he does. In this conversation, we unpack what critical self-reflection means and share valuable tools and strategies that any educator can put into practice in order to ensure constant growth. Jeff is wise beyond his years and has many gems of insight that he shares in today’s episode. About Jeff Jeff Woodcock is the Elementary School Assistant Principal at the KAUST School in Saudi Arabia. He is in his tenth year as an educator at international schools, previously working at Bonn International School in Germany. He has received a Certificate of International School Teaching from his participation in the TTC and completed a Master’s of Science through the TTC and Buffalo State University. Jeff has served in the role of chair for his school's accreditation process with the Primary Years Programme and CIS/NEASC. Other previous roles include Activities Director and Professional Development Coordinator. He is dedicated to facilitating learning through an inquiry-based and student-centered approach. He is the administrator and a contributor to the inquiry blog inquiringminds.me. Connect with Jeff Twitter: @jdotwdot Themes Discussed: Quiet Leadership, Self-Reflection, Empowerment, Physical Activity & Sport, Core Values, Gratitude, Self-Awareness, Purpose & Meaning
The comedy writer and performer, Barry Cryer, joins Aasmah Mir and Kate Silverton. James Young has always been a keen gamer. When, in 2012, he lost two limbs after he was hit by a train, James thought he'd never pick up a games controller again. He explains how he is now at the centre of one of the biggest projects in the gaming world - the creation of a high tech prosthetic arm. JP Devlin meets Carlo Ancelotti to talk about football - and cheese. John Ahern describes life on the road with his family, travelling from the North Pole to African Desert in a rickety campervan. And Pixie Lott shares her Inheritance Tracks - Love Come Down performed by Evelyn Champagne King, and Something Inside So Strong, by Labi Siffre. Bodyhack: Metal Gear Man BBC Three Documentary is available on BBC iplayer. Quiet Leadership by Carlo Ancelotti is published by Penguin. On The Road With Kids: One Family. 30 Countries. No Turning Back, by John Ahern, is out now. Producer: Louise Corley Editor: Karen Dalziel.
Brain and neuroscience are now coming together to provide an inside look at what is effective in leadership development. Our guest today has been called a neurotransmitter of linking up neuroscience with leadership and business practices. David Rock is one of the thought leaders in the global coaching profession. The coaching system he developed in the mid-90's has been taught to over 10,000 professionals worldwide. He is the founder of Results Coaching Systems, which is helping global organizations such as EDS, AIG and NASA build coaching cultures. He is the author of three books, recently ‘Quiet Leadership' and the soon to be released ‘Coaching with the Brain in Mind'. David is also the founder of the NeuroLeadership Summit, a global initiative bringing neuroscientists and leadership experts together to build a new science of leadership development. He is collaborating closely with several senior neuroscientists on research.
I've been reading a book called Quiet Leadership by David Rock. It really isn't a book that is written for teens, but it has been fascinating to notice how the book reinforces what we have been saying about the importance of thought. Today's discussion focuses on the science of what is actually going on in your brain when you are thinking.
Brain and neuroscience are now coming together to provide an inside look at what is effective in leadership development. Our guest today has been called a neurotransmitter of linking up neuroscience with leadership and business practices. David Rock is one of the thought leaders in the global coaching profession. The coaching system he developed in the mid-90's has been taught to over 10,000 professionals worldwide. He is the founder of Results Coaching Systems, which is helping global organizations such as EDS, AIG and NASA build coaching cultures. He is the author of three books, recently ‘Quiet Leadership' and the soon to be released ‘Coaching with the Brain in Mind'. David is also the founder of the NeuroLeadership Summit, a global initiative bringing neuroscientists and leadership experts together to build a new science of leadership development. He is collaborating closely with several senior neuroscientists on research.
Brain and neuroscience are now coming together to provide an inside look at what is effective in leadership development. Our guest today has been called a neurotransmitter of linking up neuroscience with leadership and business practices. David Rock is one of the thought leaders in the global coaching profession. The coaching system he developed in the mid-90's has been taught to over 10,000 professionals worldwide. He is the founder of Results Coaching Systems, which is helping global organizations such as EDS, AIG and NASA build coaching cultures. He is the author of three books, recently ‘Quiet Leadership' and the soon to be released ‘Coaching with the Brain in Mind'. David is also the founder of the NeuroLeadership Summit, a global initiative bringing neuroscientists and leadership experts together to build a new science of leadership development. He is collaborating closely with several senior neuroscientists on research.
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