Podcasts about team a leadership fable

Bonni Stachowiak: Teaching in Higher Ed Bonni is the host of the Teaching in Higher Ed podcast, Dean of Teaching and Learning and Professor of Business and Management at Vanguard University, and my life partner. Prior to her academic career, she was a human resources consultant and executive officer for a publicly traded company. Bonni is the author of The Productive Online and Offline Professor: A Practical Guide*. Listener Questions Josh asked about helpful practices for setting chat groups in the workplace, especially for remote workers. Lily was curious about the best way to structure a first session of a new innovation group and also how to help people engage. Nicole wondered how she might navigate a situation with a particular donor who is asking for more support than is typical. Resources Mentioned The Art of Gathering: How We Meet and Why It Matters* by Priya Parker The Five Dysfunctions of a Team: A Leadership Fable* by Patrick Lencioni Sunrise, Sunset from Fiddler on the Roof Related Episodes How to Create Meaningful Gatherings, with Priya Parker (episode 395) Transitioning to Remote Leadership, with Tammy Bjelland (episode 509) Transcend Leadership Struggles Through Your Strengths, with Lisa Cummings (episode 692) Discover More Activate your free membership for full access to the entire library of interviews since 2011, searchable by topic. To accelerate your learning, uncover more inside Coaching for Leaders Plus.

Leaders, including those in audiology, often overburden or underutilize their teams. This can lead to burnout, poor performance, and stagnation. Liz Wiseman, who became a leader at just 24 in a rapidly growing company, faced leadership challenges early in her career. Through observation and analysis, she discovered that the most effective leaders amplify their team's potential instead of stifling it. She calls this concept ‘Multiplier Leadership'. In this episode, Liz joins Kevin to explore the power of ‘Multiplier Leadership', how leaders can unlock their team's potential, and practical strategies for achieving success in audiology practices. Liz Wiseman is a leadership researcher, executive advisor, bestselling author, and speaker known for her work on organizational leadership and talent development. She is the CEO of the Wiseman Group, a leadership development firm. In this episode, Kevin and Liz will discuss: (00:00) Introduction (01:06) From Rookie to Leadership Expert (03:51) ‘Multiplier' vs ‘Diminisher': How Leadership Styles Impact Teams (05:18) Five Leadership Strategies Every Practice Needs (11:19) Why Burnout Is About Impact, Not Workload (14:49) What to Do When Your Boss Doesn't See Your Value (21:15) Creating a ‘User's Guide' to Improve Teamwork (23:27) Uncovering Team Talents to Elevate Your Audiology Practice (29:54) Accountability as the Key to Better Patient Care (33:49) How Leaders Can Inspire Teams Without Adding Stress (37:52) Empowering Your Team as a Practice Owner (40:25) Connecting with Liz Liz Wiseman is a leadership researcher, executive advisor, bestselling author, and speaker known for her work on organizational leadership and talent development. She is the CEO of the Wiseman Group, a leadership development firm, and has worked with top global companies across various industries. Liz is the author of bestselling books including Multipliers, Rookie Smarts, and Impact Players. Her insights have been featured in publications like the Harvard Business Review, and she frequently lectures at BYU and Stanford University. Connect with Liz: Liz's Website: https://thewisemangroup.com/  Liz's LinkedIn: https://www.linkedin.com/in/lizwiseman/  Resources Mentioned: Liz's Book, Multipliers: How the Best Leaders Make Everyone Smarter: https://www.amazon.com/Multipliers-Best-Leaders-Everyone-Smarter/dp/0061964395  Liz's Book, Rookie Smarts: Why Learning Beats Knowing in the New Game of Work: https://www.amazon.com/Rookie-Smarts-Learning-Beats-Knowing/dp/006232263X  The Five Dysfunctions of a Team: A Leadership Fable by Patrick M. Lencioni: https://www.amazon.com/Five-Dysfunctions-Team-Leadership-Fable/dp/0787960756  The Only Thing: If you're an audiologist and want to grow your practice – we've got a FREE, expert guide to help you achieve your goals. It's called The Only Thing.  This expert guide will show you how to increase new patient calls by 5 to 57 a month, schedule more new patients each week, help more people, and increase revenue. It's the best resource I know for growing your audiology practice. Get your copy for free at http://medpb.com/mastery

What does it take to transform a small garage startup into the world's largest online retailer of custom blinds? In this episode, Cody McLain sits down with Jay Steinfeld, the founder and former CEO of Blinds.com, to uncover the secrets behind his groundbreaking leadership philosophy—the Four E's: Evolve, Experiment, Express, and Enjoy.Jay shares how these principles shaped Blinds.com's journey from its humble beginnings to a $150 billion partnership with Home Depot, and why fostering a culture of continuous improvement, generosity, and experimentation was critical to its success.Discover how to build a thriving business culture, create meaningful customer experiences, and lead with authenticity—even in the face of adversity. Whether you're an entrepreneur, leader, or innovator, this episode is packed with actionable insights to help you achieve your own business breakthrough. ℹ️ About this GuestJay Steinfeld is an accomplished entrepreneur, author, and business leader who revolutionized the e-commerce industry as the founder and former CEO of Blinds.com, the world's largest online retailer of custom blinds. Launching the company from his garage in 1993, Jay built it into a market leader, culminating in its acquisition by Home Depot.A pioneer in business innovation, Jay is known for his leadership philosophy, “The Four E's: Evolve, Experiment, Express, and Enjoy,” which he detailed in his book Lead from the Core: The Four Principles for Profit and Prosperity. Beyond his entrepreneurial success, Jay is an Entrepreneur in Residence at Rice University, an advisor at UT Austin's Herb Kelleher Entrepreneurship Center, and a sought-after speaker on leadership, culture, and innovation.Through his work, Jay has inspired countless individuals and organizations to embrace continuous improvement, create impactful cultures, and lead with authenticity and generosity.WebsiteTwitterInstagramLinkedInListen on Apple PodcastListen on SpotifyDownload as an MP3 - https://bit.ly/4ghAMboLead from the Core By Jay Steinfeld 

Jonathan Lowenhar is the co-founder of Enjoy The Work, an executive coaching firm that helps founders become great CEOs. Over the past decade, Enjoy The Work has supported over 165 founders on their journey to becoming better leaders. In our conversation, we discuss:• The difference between being a founder and being a CEO• Common failure modes for startup CEOs and how to avoid them• The four key elements of an effective go-to-market strategy• A framework for evaluating potential acquisitions: the magic box paradigm• How to find and hire the best people• How to build a repeatable GTM machine• Why founders need to trust their intuition• Much more—Brought to you by:• Pendo—The only all-in-one product experience platform for any type of application• OneSchema—Import CSV data 10x faster• Vanta—Automate compliance. Simplify security—Find the transcript at: https://www.lennysnewsletter.com/p/how-a-great-founder-becomes-a-great-ceo-jonathan-lowenhar—Where to find Jonathan Lowenhar:• X: https://x.com/jlowenhar• LinkedIn: https://www.linkedin.com/in/jlowenhar/• Enjoy the Work: https://etw.live/lenny—Where to find Lenny:• Newsletter: https://www.lennysnewsletter.com• X: https://twitter.com/lennysan• LinkedIn: https://www.linkedin.com/in/lennyrachitsky/—In this episode, we cover:(00:00) Jonathan's background(02:56) Understanding the rhythm of well-run companies(09:20) The founder mode vs. manager mode debate(12:05) Common company failure modes(13:36) Common CEO failure modes(25:25) The magic box paradigm for selling your startup(43:07) Advice for founders on building relationships(49:28) Hiring and building an amazing team(57:11) Types of executives: architect, optimizer, scaler(59:45) Working backward in hiring(01:02:54) Four key components of a go-to-market strategy(01:15:01) Trusting founder intuition(01:19:12) Founder vs. CEO: different roles, different skills(01:20:52) Closing thoughts and lightning round—Referenced:• Founder mode memes: https://techcrunch.com/2024/09/04/those-founder-mode-memes-keep-coming/• Founder mode: https://paulgraham.com/foundermode.html• “Founder Mode” Is a Dangerous Red Herring: https://enjoythework.com/founder-mode-is-a-dangerous-red-herring/• Magic Box Paradigm: A Framework for Startup Acquisitions: https://www.amazon.com/Magic-Box-Paradigm-Framework-Acquisitions/dp/0692778047• Facebook Buys Instagram for $1 Billion: https://archive.nytimes.com/dealbook.nytimes.com/2012/04/09/facebook-buys-instagram-for-1-billion/• Chris Voss on X: https://x.com/fbinegotiator• Who: https://www.amazon.com/Who-Geoff-Smart/dp/0345504194• Brian Chesky on LinkedIn: https://www.linkedin.com/in/brianchesky/• Joe Gebbia on LinkedIn: https://www.linkedin.com/in/jgebbia/• Nathan Blecharczyk on LinkedIn: https://www.linkedin.com/in/blecharczyk/• 4 questions Shreyas Doshi wishes he'd asked himself sooner | Former PM leader at Stripe, Twitter, Google: https://www.lennysnewsletter.com/p/shreyas-doshi-live• Traction: How Any Startup Can Achieve Explosive Customer Growth: https://www.amazon.com/Traction-Startup-Achieve-Explosive-Customer/dp/1591848369• Adam Grant on LinkedIn: https://www.linkedin.com/in/adammgrant/• This will make you a better decision maker | Annie Duke (author of “Thinking in Bets” and “Quit,” former pro poker player): https://www.lennysnewsletter.com/p/making-better-decisions-annie-duke• How to identify your ideal customer profile (ICP): https://www.lennysnewsletter.com/p/how-to-identify-your-ideal-customer• How to get your marketing team to drive more impact: https://www.lennysnewsletter.com/p/how-to-get-your-marketing-team-to• The Five Dysfunctions of a Team: A Leadership Fable: https://www.amazon.com/Five-Dysfunctions-Team-Leadership-Fable/dp/0787960756• The Untethered Soul: The Journey Beyond Yourself: https://www.amazon.com/Untethered-Soul-Journey-Beyond-Yourself/dp/1572245379• Will & Harper on Netflix: https://www.netflix.com/title/81760197• Slow Horses on AppleTV+: https://tv.apple.com/us/show/slow-horses/umc.cmc.2szz3fdt71tl1ulnbp8utgq5o• Aura frames: https://auraframes.com/• Augie studio: https://augie.studio/• Harrah's Entertainment: https://en.wikipedia.org/wiki/Harrah%27s_Entertainment—Production and marketing by https://penname.co/. For inquiries about sponsoring the podcast, email podcast@lennyrachitsky.com.—Lenny may be an investor in the companies discussed. Get full access to Lenny's Newsletter at www.lennysnewsletter.com/subscribe

Philipp Anders ist heute der Host und bestimmt spontan die Themen. Zentrales Thema ist später das Buch The Five Dysfunctions of a Team: A Leadership Fable. Stellt euch auf eine wilde und ungeplante Folge ein. Gast: Marc Tönsing bzw. Philipp Anders

Avalanche is developing the world's first fusion microreactor, and it has $45M of investor backing from our friends at Congruent Ventures, Grantham, and Climate Capital. Brian has one of the more entertaining bios in climate tech. Here are snippets and a link: https://avalanchefusion.com/about/team/brian-riordan. He's an engineer hardwired to be “all-in”; he no dimmer switch and always chooses the red pill; wine-making, leather & wood workin', campin', bee keepin', farmin', salt-water lovin' father to four awesome kids who think he's an invulnerable jungle gym. In this episode, you'll learn these four important takeaways and much more. How they are reducing cost and regulatory hurdles often associated with conventional nuclear fission power The scale-up risks they avoid by building small The difference in transactional vs. authentic relationships Why you must get destroyed in the gym for mental health

Are your conversations holding back your team's potential? Douglas Squirrel shares with Kevin shares how improving conversations within teams can drastically enhance trust, reduce fear, and align business goals. Squirrel delves into the concept of "Agile Conversations," a term inspired by the agile methodology in software development but applicable across all business functions. He emphasizes the importance of practicing conversations, much like athletes train for their sports, and introduces the "Four R's" (Record, Reflect, Revise, Role-play) as a method for enhancing communication skills. Listen For 00:00 Introduction 02:10 Guest Introduction: Douglas Squirrel 03:12 The Journey from Coder to Conversation Expert 06:15 Discovering Chris Argyris' Work and Improving Conversations 07:45 Agile Conversations: Why "Agile"? 09:35 Conversations as the Key to Culture 12:00 The Power of Stories in Shaping Culture 14:00 The Gap Between Behavior and Belief 17:25 Practicing Conversations: The Four Rs 23:45 The Importance of Genuine Questions 27:05 The Five Conversations for Transforming Culture 33:00 Fun and Personal Interests: Squirrel's Story 34:00 Closing Meet Doug Doug's Story: Douglas Squirrel is the author of Squirrel's Tech Radar, Decoding Tech Talk, and Agile Conversations: Transform Your Conversations, Transform Your Culture, co-authored with Jeffrey Fredrick. He is the director of Squirrel Squared Limited. He has been coding for forty years and has led software teams for twenty. He uses the power of conversations to create dramatic productivity gains in technology organizations of all sizes. His experience includes growing software teams as a CTO in startups from fintech to biotech to music, and everything in between; consulting on product improvement at over 200 organizations in the UK, US, Australia, Africa, and Europe; and coaching a wide variety of leaders in improving their conversations, aligning to business goals, and creating productive conflict. He lives in Frogholt, England, in a timber-framed cottage built in the year 1450. https://douglassquirrel.com/  https://squirrelsquadron.com/  https://www.facebook.com/douglas.squirrel  https://www.linkedin.com/in/dsquirrel/  https://www.instagram.com/douglassquirrel/    Book Recommendations Agile Conversations: Transform Your Conversations, Transform Your Culture by Douglas Squirrel, Jeffrey Fredrick  Knowledge for Action: A Guide to Overcoming Barriers to Organizational Change by Chris Argyris  Riddley Walker by Russell Hoban The Five Dysfunctions of a Team: A Leadership Fable by Patrick M. Lencioni Like this? Crucial Conversations for Business Transformation with Richard Hawkes The Art of Conscious Conversation with Chuck Wisner Creating Better Leadership Conversations with Rose Fass Join Our Community If you want to view our live podcast episodes, hear about new releases, or chat with others who enjoy this podcast join one of our communities below. Join the Facebook Group Join the LinkedIn Group   Podcast Better! Sign up with Libsyn and get up to 2 months free! Use promo code: RLP   Leave a Review If you liked this conversation, we'd be thrilled if you'd let others know by leaving a review on Apple Podcasts. Here's a quick guide for posting a review. Review on Apple: https://remarkablepodcast.com/itunes   

You've got your daily team, the folks you work with every day, but then there's the executive squad. Patrick Lencioni's "Five Dysfunctions of a Team" says that should be your true loyalty, but how does that translate into practice? Nolan and Kelli talk about navigating those tricky waters and avoiding toxic team vibes when the big boss throws down some tough choices.Explore how HR pros can keep things from blowing up when the executive team calls the shots. *Email us your questions or topics for Kelli & Nolan: hrheretics@turpentine.coHR Heretics is a podcast from Turpentine.Support HR Heretics Sponsors:Planful empowers teams just like yours to unlock the secrets of successful workforce planning. Use data-driven insights to develop accurate forecasts, close hiring gaps, and adjust talent acquisition plans collaboratively based on costs today and into the future. ✍️ Go to https://planful.com/heretics to see how you can transform your HR strategy.Metaview is the AI assistant for interviewing. Metaview completely removes the need for recruiters and hiring managers to take notes during interviews—because their AI is designed to take world-class interview notes for you. Team builders at companies like Brex, Hellofresh, and Quora say Metaview has changed the game—see the magic for yourself: https://www.metaview.ai/heretics—KEEP UP WITH NOLAN, + KELLI ON LINKEDINNolan: https://www.linkedin.com/in/nolan-church/Kelli: https://www.linkedin.com/in/kellidragovich/—RELATED BOOK:The Five Dysfunctions of a Team: A Leadership Fable by Patrick M. Lencionihttps://www.amazon.com/Five-Dysfunctions-Team-Leadership-Fable/dp/0787960756—TIMESTAMPS:(00:00) Intro(00:13) The "First Team" Concept (01:09) Balancing Executive and Functional Teams (03:07) Importance of Organizational Alignment (05:58) Handling Team Disagreements with Executive Decisions (07:58) Sponsors: Planful | Metaview(10:02) Avoiding Toxic Leadership Behaviors (11:44) Explaining Decisions to Teams (13:52) Value of Transparency in Leadership (15:11) Addressing Team Members' Concerns (17:01) Managing Team Turnover and Succession Planning (18:06) Preventing and Addressing Team Toxicity(18:36) Wrap This is a public episode. If you would like to discuss this with other subscribers or get access to bonus episodes, visit hrheretics.substack.com

Despite leading a talented team, Patrick Lencioni realized they struggled with innovation because he was the only one with the “invention” working genius. This pushed him to rethink his team's roles and align them with their strengths. The result? A surge in collaboration and creativity, proving the power of the Working Genius framework. In this episode, Patrick shares how to apply the Working Genius model to unlock your team's full potential and foster a culture of innovation and effectiveness. Patrick Lencioni is one of the founders of The Table Group and the pioneer of the organizational health movement. He is the author of 13 books, which have sold over 9 million copies and have been translated into more than 30 languages. In this episode, Hala and Patrick will discuss: - How to identify and leverage your team's natural strengths - The three phases of work for seamless execution - Strategies for filling “genius gaps” in your team - Why innovation often stalls and how to reignite it - The role of team maps in optimizing collaboration - Matching tasks to talents to prevent burnout - Balancing creativity with execution - The key to sustaining long-term innovation - How to make meetings more effective - And other topics…  Patrick Lencioni is one of the founders of The Table Group and the pioneer of the organizational health movement. He is the author of 13 books, which have sold over 9 million copies and have been translated into more than 30 languages. As President of The Table Group, Patrick dedicates his time to speaking and writing about leadership, teamwork, and organizational health. He also consults with executives and their teams. His classic book, The Five Dysfunctions of a Team, remains a national bestseller over twenty years after its release. His most recent book, The Six Types of Working Genius, was published in September 2022. Connect with Patrick: Patrick's LinkedIn: https://www.linkedin.com/in/patrick-lencioni-orghealth/ Patrick's Twitter: https://x.com/patricklencioni  Patrick's Instagram: https://www.instagram.com/patricklencioni_  Resources Mentioned: Take the Working Genius Assessment: youngandprofiting.co/work  The Table Group: https://www.tablegroup.com/   Patrick's Books:  The Six Types of Working Genius: A Better Way to Understand Your Gifts, Your Frustrations, and Your Team: https://www.amazon.com/Types-Working-Genius-Understand-Frustrations/dp/1637743297  The Five Dysfunctions of a Team: A Leadership Fable: https://www.amazon.com/Five-Dysfunctions-Team-Leadership-Fable/dp/0787960756  Patrick's Podcasts:  At The Table: https://podcasts.apple.com/us/podcast/at-the-table-with-patrick-lencioni/id1474171732  The Working Genius Podcast: https://podcasts.apple.com/us/podcast/the-working-genius-podcast-with-patrick-lencioni/id1553105854   The 3-Minute Reset: https://podcasts.apple.com/us/podcast/3-minute-reset-pat-lencioni-chris-stefanick/id1717490448  LinkedIn Secrets Masterclass, Have Job Security For Life: Use code ‘podcast' for 30% off at yapmedia.io/course.   Sponsored By: Shopify - Sign up for a one-dollar-per-month trial period at youngandprofiting.co/shopify  Mint Mobile - To get a new 3-month premium wireless plan for just 15 bucks a month, go to mintmobile.com/profiting.  Indeed - Get a $75 job credit at indeed.com/profiting  Found - Try Found for FREE at found.com/profiting Connecteam - Enjoy a 14-day free trial with no credit card needed. Open an account today at Connecteam.com   More About Young and Profiting Download Transcripts - youngandprofiting.com Get Sponsorship Deals - youngandprofiting.com/sponsorships Leave a Review - ratethispodcast.com/yap Watch Videos - youtube.com/c/YoungandProfiting   Follow Hala Taha LinkedIn - linkedin.com/in/htaha/ Instagram - instagram.com/yapwithhala/ TikTok - tiktok.com/@yapwithhala Twitter - twitter.com/yapwithhala   Learn more about YAP Media's Services - yapmedia.io/

For two decades, Patrick Lencioni bounced between excitement and frustration at work. Driven to understand the root of his frustration, he discovered that while there are six types of work, he only truly enjoyed two. This insight led to the creation of the Working Genius model. Recognizing its universal value, Patrick and his team developed an assessment to help individuals and teams identify their natural strengths and focus on the work that energizes them. In this episode, Patrick reveals how understanding your Working Genius can transform your approach to work, prevent burnout, and boost productivity.  Patrick Lencioni is one of the founders of The Table Group and the pioneer of the organizational health movement. He is the author of 13 books, which have sold over 9 million copies and have been translated into more than 30 languages. In this episode, Hala and Patrick will discuss: - Patrick's journey to discovering the Working Genius model - How to identify your natural talents and avoid burnout - The six types of work that determine job satisfaction - How understanding your team's genius can boost productivity - Why people get stuck in the wrong roles - The most entrepreneurial Working Geniuses - Why some tasks drain your energy - Aligning your job with your genius - Why diverse teams succeed - And other topics…  Patrick Lencioni is one of the founders of The Table Group and the pioneer of the organizational health movement. He is the author of 13 books, which have sold over 9 million copies and have been translated into more than 30 languages. As President of The Table Group, Patrick dedicates his time to speaking and writing about leadership, teamwork, and organizational health. He also consults with executives and their teams. His classic book, The Five Dysfunctions of a Team, remains a national bestseller over twenty years after its release. Connect with Patrick: Patrick's LinkedIn: https://www.linkedin.com/in/patrick-lencioni-orghealth/ Patrick's Twitter: https://x.com/patricklencioni  Patrick's Instagram: https://www.instagram.com/patricklencioni_  Resources Mentioned: Take the Working Genius Assessment: youngandprofiting.co/work  The Table Group: https://www.tablegroup.com/   Patrick's Books:  The Six Types of Working Genius: A Better Way to Understand Your Gifts, Your Frustrations, and Your Team: https://www.amazon.com/Types-Working-Genius-Understand-Frustrations/dp/1637743297  The Five Dysfunctions of a Team: A Leadership Fable: https://www.amazon.com/Five-Dysfunctions-Team-Leadership-Fable/dp/0787960756  Patrick's Podcasts:  At The Table: https://podcasts.apple.com/us/podcast/at-the-table-with-patrick-lencioni/id1474171732  The Working Genius Podcast: https://podcasts.apple.com/us/podcast/the-working-genius-podcast-with-patrick-lencioni/id1553105854   The 3-Minute Reset: https://podcasts.apple.com/us/podcast/3-minute-reset-pat-lencioni-chris-stefanick/id1717490448  LinkedIn Secrets Masterclass, Have Job Security For Life: Use code ‘podcast' for 30% off at yapmedia.io/course.   Sponsored By: Shopify - Sign up for a one-dollar-per-month trial period at youngandprofiting.co/shopify  Mint Mobile - To get a new 3-month premium wireless plan for just 15 bucks a month, go to mintmobile.com/profiting.  Indeed - Get a $75 job credit at indeed.com/profiting  Found - Try Found for FREE at found.com/profiting Connecteam - Enjoy a 14-day free trial with no credit card needed. Open an account today at Connecteam.com   More About Young and Profiting Download Transcripts - youngandprofiting.com Get Sponsorship Deals - youngandprofiting.com/sponsorships Leave a Review - ratethispodcast.com/yap Watch Videos - youtube.com/c/YoungandProfiting   Follow Hala Taha LinkedIn - linkedin.com/in/htaha/ Instagram - instagram.com/yapwithhala/ TikTok - tiktok.com/@yapwithhala Twitter - twitter.com/yapwithhala   Learn more about YAP Media's Services - yapmedia.io/

To bring specialists into teams with different skill sets takes good communication and a knowledge of the history of the team you're integrating. Doing this well means everyone can point their skills at solving problems.Ash Winter is an experienced software tester who has a particular interest in how teams and organisations work. Ash has been a software tester for over 15 years, and has experience as a consultant, helping organisations improve their testing processes.In his role he's seen a wide range of team structures and sizes, and he's particularly focused on the challenges and opportunities of being a specialist within a team.Three reasons to listenUnderstand the unique challenges and opportunities of being a specialist in a cross-functional teamExplore the impact of team history and dynamics on integrating new specialistsLearn about the evolving role of software testers and their influence in modern development teamsEpisode highlights[00:09:14] Testing teams[00:14:29] The problem with "embedding" into a team[00:16:30] The Spotify model[00:19:48] Communities of practice[00:22:57] Agile methodologies with multidisciplinary teams[00:28:05] The benefits of a coaching qualification[00:30:19] Ash's book recommendation[00:31:42] Takeaways from Dan and PiaLinksConnect with Ash via LinkedInTeam Topologies: Organizing Business and Technology Teams for Fast Flow, by Matthew Skelton & Pais ManuelThe Five Dysfunctions of a Team: A Leadership Fable, by Patrick LencioniThe Goal: A Process of Ongoing Improvement, by Eliyahu GoldrattThe Phoenix Project: A Novel about IT, DevOps, and Helping Your Business Win, by Gene KimLeave us a voice note

Summary   Lego faced financial trouble in the early 2000s due to the emergence of digital distractions. The new CEO, Jorgen Vig Knutstorp, embraced authenticity and refocused on Lego's core values. He introduced Lego Ideas and formed strategic partnerships with franchises like Star Wars and Harry Potter. Authenticity is crucial in leadership because consistency builds confidence, transparency transforms teams, and integrity inspires influence. Consistency cultivates confidence by being the same person in every situation. Transparency is about being open and honest, creating a predictable environment that fosters trust. Integrity is the backbone of authenticity, doing the right thing even when no one is watching.   Keywords   Lego, financial trouble, authenticity, core values, Lego Ideas, strategic partnerships, Star Wars, Harry Potter, consistency, confidence, transparency, trust, integrity, influence   Takeaways Authenticity is crucial in leadership because it builds trust and fosters a predictable and secure environment. Consistency cultivates confidence by being the same person in every situation. Transparency transforms teams by creating an open and honest environment where ideas and concerns can be shared. Integrity inspires influence by doing the right thing even when no one is watching. Sound Bites "Struggling with plummeting sales and a market that had moved on, Lego was teetering on the edge of financial ruin in the early 2000s." "His authentic approach revived that company and really transformed them into the global success story that they are today." "Consistency cultivates confidence." Books Mentioned Dare to Lead: Brave Work. Tough Conversations. Whole Hearts, by Brene Brown The Five Dysfunctions of a Team: A Leadership Fable, by Patrick M. Lencioni

Episode 108: H. Jackson Calame & 5 Dysfunctions of a Team: A Leadership Fable by Patrick Lencioni ABOUT JACKSON Jackson teaches visionary entrepreneurs how to unlock sustainable revenue growth and expand their legacy by becoming a Power Brand in their market. 96% of businesses fail within the first 10 years. Jackson teaches businesses, not only how to avoid failure, but how to win, by becoming a true leader in their market. Having worked in, launched, and scaled several successful startups in the b2b industry & SaaS space, servicing thousands of SMBs, Jackson has seen firsthand that even the best operators struggle and often fail. The problem begins with poorly managed growth, due to establishing a weak foundation, which inevitably leads to collapse. Jackson and his teams prepare business owners and executives to bridge their growth gaps. Collectively, we often fill the roles of COO, CMO, or CEO during this transformative process. Your key to success as growth occurs and operations shift, will require that you evolve. Developing an incredible culture, built around a clear vision dedicated to customer satisfaction, must be the focal point of a company's mission in order to ultimately thrive. Most operators think they are prepared for this. The truth is, you aren't. Personal growth will be necessary. Personnel shifts will occur. And in order for everyone to win, a business can only afford to have leaders who pull their own weight, who add value to the mission, not anchors who will hold you back. CONVERSATION HIGHLIGHTS Jackson story as a son of God. "...instead of...honoring or fostering the anger that existed in my dad's home, taking the choice to stand for the values that I learned about virtues from my mom's home." What he learned by convincing his dad to pay child support. The power of representing what you absolutely love. "There are so many ways that we react as leaders rather than allowing our people to step up and guide us." Being a student of life. The power of your impact on other people. The importance of a rally cry in the workplace. "...if I can't feel love in the way that I'm leading, then I need to take a step back." What it means to work in a championship culture. Do you have meetings that reinvigorate you? The MAIN QUESTION underlying my conversation with Jackson is, What lessons are you taking from your past trials and tribulations to instead create value and empowerment for yourself and others moving forward? FIND JACKSON Website: firstclassbusiness.io LinkedIn: linkedin.com/in/jacksoncalame Podcast: https://visionproslive.com/vision-pros-guest LinkedIn – Full Podcast Article: https://www.linkedin.com/pulse/episode-108-h-jackson-calame-5-dysfunctions-team-john-m--1cxse/?trackingId=j2xySK0LS%2FCHmh8%2BIaJOIg%3D%3D CHAPTERS 00:00 - The Book Leads Podcast – Jackson Calame 00:53 - Introduction & Bio 03:06 - Who are you today? Can you provide more information about your work? 07:10 - How did your path into your career look like, and what did it look like up until now? 21:40 - Jackson speaks on his faith. 32:29 - How does the work you're doing today reconcile to who you were as a child? 45:59 - What does leadership mean to you? 53:17 - Can you introduce us to the book we're discussing? 55:49 - What 5 Dysfunctions Of A Team means to Jackson's company including a poster designed to summarize its points. 01:17:56 - How Jackson would pitch the book's lessons to someone. 01:18:46 - What's in store for your own writing? 01:26:12 - What are you up to these days? (A way for guests to share and market their projects and work.) This series has become my Masterclass In Humanity. I'd love for you to join me and see what you take away from these conversations. Learn more about The Book Leads and listen to past episodes: Watch on YouTube Listen on Spotify Listen on Google Podcasts Listen on Apple Podcasts Read About The Book Leads – Blog Post For more great content, subscribe to my newsletter Last Week's Leadership Lessons, if you haven't already!

My leadership style focuses on being open and creating a work environment where team members feel like family, helping brandiD employees thrive both personally and professionally. The biggest leadership lessons come from the positive and negative examples of leaders in your own life. For me, my father's approach to running a family business emphasized kindness and treating team members with respect. Other leaders taught me the significance of autonomy and empowering employees to take ownership of their work, fostering innovation and confidence within the team. If you're developing your own leadership style, be sure to take time for self-reflection, learn from past experiences, and continually seek knowledge through books and podcasts like "The Business of You." Quotes “One of the reasons I think people start businesses, entrepreneurs launch things, besides the fact that there's a problem they're trying to solve. You know, we also get to create our work environment.” “Certainly one thing that's always been important to me, and I don't even think I was conscious of it at the beginning, actually, it's like just a friendliness, helpful nature. I think our whole team has that.” “I'm a very big proponent of being around positivity. I think life is short. I've said that in other episodes, and I don't have time for drama, I don't have time for negativity, I just want there to be as much positivity in my day to day life as possible.” “I would say my leadership style is I'm open, I want to know more than just what's going on in people's lives. Besides their work day and their crafts. I want people to work in their strengths, I want them to feel happy about being in the work environment that they're in, I don't want them to feel stressed. I think life carries enough stress around, it brings enough stress to all of us. So I want it to be just kind of a pleasant environment, but that is very innovative and cutting edge and where people can learn. And I want to foster people's ability to learn and, and grow personally and professionally. Those are all things that are very important to me. So I think my style is just very kind of open. And trusting.” “Good leaders welcome people on their team that are smarter than them and better than them and certain skill sets, I think that's a huge part of success.” “My ability to grow as a leader is so deeply tied into my personal growth that I've learned in more recent years, particularly around mindset, but knowing that my company isn't going to grow unless I personally grow to that level has been very eye opening.” “Take stock of people you've worked for, what did you like, what didn't you like, do the things you liked and don't do the things you don't like, you know, it's really that simple. “Read books about great leaders, it doesn't matter what industry they're from, or if they're political, or what it might be. But just reading their history and reading about their characteristics and their traits, also is very eye opening.” Links mentioned in this episode: The Five Dysfunctions of a Team: A Leadership Fable by Patrick M. Lencioni: https://a.co/d/fZIQdiP  

Education

Whether you are a leader or not, you have a part to play in the GROW model. You can contribute to creating a culture that people want to be a part of. Scott & Scott talk about practical credit union applications of the GROW model. And guess what? It's all built on trust.   In this episode we cover: What is the problem we are fixing with team building? What is the GROW model and how do we put it to action? Discomfort is a product of growth. How can we mitigate the discomfort? Trust destroying moments you will face and how to respond.     Links from show:   Develop your leadership and team building skills! Sign up for Vertex Live Nationwide here.   Take advantage of the G phase! Listen to Using CliftonStrengths to Build a High Performing Team   The Five Dysfunctions of a Team - A Leadership Fable by Patrick Lencioni   Get more info on our New Employee Bundle and other courses!   Subscribe to ServiStar Leadership Podcast on your favorite streaming service

Fostering a healthy workplace creates an environment where the best, smartest ideas can flourish. What are the signs of a healthy workplace and how can leadership create an atmosphere where constructive debate leads to better results? A healthy organization minimizes the corporate politics that restrict innovation, promoting honest, yet difficult, conversations and debates centered on reaching the best ideas. Creating strategic alignment not only in your leadership teams but throughout your organization is an entry point, but it requires commitment at every level. But Who's Counting? hosts Dave Hartley and Missy Kelley welcomed Liz Hughes, Principal Consultant at The Table Group. Liz coaches executives to align their teams behaviorally and strategically, helping them achieve organizational clarity while building trust and understanding that improves team cohesion. The discussion also touched on strategies to improve meeting efficiency, recognizing obstacles to innovation and the following:How to establish vulnerability-based trust to cultivate an environment where your people are comfortable innovating and sharing ideasThe difference and benefits of tactical vs. strategic meetingsKey indicators of organizational healthWhy establishing trust is harder for remote teamsThe four disciplines of organizational health“Something that really can foster innovation is when you have a healthy, ideological culture of debate [and] robust dialogue [where] all ideas can be heard.” – Liz HughesResources to Count OnCheck out these additional resources for more insight into the conversation:Connect with Liz on LinkedInPurchase The Advantage: Why Organizational Health Trumps Everything Else in BusinessBuy The Five Dysfunctions of a Team: A Leadership Fable, sold hereOrder Patrick Lencioni's latest book, The Six Types of Working GeniusRead The Ideal Team Player: How to Recognize and Cultivate the Three Essential Virtues, sold hereCheck out The Motive: A Leadership Fable, sold hereRead The Truth About Employee Engagement: A Fable About Addressing the Three Root Causes of Job Misery, sold hereBuy Death By Meeting: A Leadership FableMake sure to never miss an episode by subscribing on Spotify, Pandora or Apple Podcasts and let us know what you think by rating and reviewing. Keep up with more Anders insights by visiting our website and following us on social media:Facebook | LinkedIn | Instagram | Twitter

Welcome to Compromising Positions! The tech podcast that asks non-cybersecurity professionals what we in the industry can do to make their lives easier and help make our organisations more prepared to face ever-changing human-centric cyber threats! This week we are joined by Dr David Burkus, one of the world's leading business thinkers and best-selling author of five books on the topic of business and leadership. Dr Burkus has worked with the leadership teams of some internationally known names such as PepsiCo, Adobe and NASA.In this episode, “It's a Wonderful Hack! Building a high-performance cybersecurity team“, we discuss the three elements of the “Team Culture Triad”: common understanding, psychological safety and prosocial purpose, and how these elements are the backbone of every successful team.We delve into how interpersonal trust is a reciprocal process, that trust needs to be met with respect and an open mind, and how we can build a culture that learns from mistakes and people feel safe to challenge at all levels in the business.We also discuss how being part of a team is more like chess than checkers. We can't treat all people like they have the same skills or ways of working, we're a team yes, but it's a team of individuals.And the “It's a Wonderful Life” test. A brilliant thought experiment to show the impact of your team's contributions, which may not always be tied to revenue.Key Takeaways:Try a Little Tenderness: Empathy is important, but it's not just about feeling someone else's pain. To truly collaborate effectively, you need to understand your teammates on a deeper level, including their unique strengths, weaknesses, and working styles. By achieving this common understanding, you can anticipate their responses and adjust your approach to optimize teamwork.Hey Boss, your Idea Sucks: When was the last time someone in your team challenged your decision? If it was a while ago, you might want to take a look if you're building a team that fosters psychological safety. Developing Pro-Social Purpose: A team that prioritizes collective success over individual gain fosters a collaborative environment. When team members are driven by a common purpose, they're more likely to support each other and work towards shared goals. This sense of purpose strengthens the team and empowers individuals to contribute their best work.It's a Wonderful Life: Imagine if your cybersecurity team didn't exist. What would the consequences be? While this exercise helps you identify potential negative impacts, it's equally important to consider the positive contributions your team makes.Links to everything we discussed in this episode can be found in the show notes and if you liked the show, please do leave us a review. Follow us on all good podcasting platforms and via our YouTube channel, and don't forget to share on LinkedIn and in your teams.It really helps us spread the word and get high-quality guests, on future episodes. We hope you enjoyed this episode - See you next time, keep secure, and don't forget to ask yourself, ‘Am I the compromising position here?' Keywords: cybersecurity, storytelling, psychology, networking, silos, purpose, psychological safety, leadershipShow NotesDr Burkus has an awe-inspiring career as an author. You can check out his books on AmazonThe importance of psychological safety by Amy EdmondsonMelina Palmer's episodeThe Five Dysfunctions of a Team: A Leadership Fable by Patrick M. LencioniThe beautiful Hyde Park Picture House Cinema in Leeds - GO NOWGet your Die Hard Christmas Advent Calendar at ETSYVote for us! European Cybersecurity Blogger Awards About dr David BurkusOne of the world's leading business thinkers, Dr. David Burkus' forward-thinking ideas and bestselling books are helping leaders build their best team ever.He is the bestselling author of five books about business and leadership. His books have won multiple awards and have been translated into dozens of languages. Since 2017, Burkus has been ranked multiple times as one of the world's top business thought leaders. His insights on leadership and teamwork have been featured in the Wall Street Journal, Harvard Business Review, USAToday, Fast Company, the Financial Times, Bloomberg BusinessWeek, CNN, the BBC, NPR, and CBS This Morning. A former business school professor, Burkus now works with leaders from organizations across all industries, including PepsiCo, Fidelity, Adobe, and NASA.LINKS FOR dr David BurkusDr Burkus' LinkedinDr Burkus' WebsiteDr Burkus' TikTok (No dancing unfortunately)

“What's the value-add for each and every interaction?”According to Daniel, this is a critical question every leader should ask about interactions with customers.But it doesn't just apply to customers. Leaders have four critical relationships to manage, and each one has different needs, concerns, and desired outcomes.Managing these four relationships can make leaders feel stretched in multiple directions at once. As Peter points out, a leader who is focused on addressing the boss' needs will still feel pulled toward direct reports, peers, and customers.It is possible to successfully navigate the different needs of each relationship–without being pulled apart in the process!Tune in to learn:What each relationship needs most from a leaderWhy taking the time to address peer needs and peer learning is so critical to collaborationThe biggest trap you can fall into if you don't treat each relationship uniquelyPlus, insight into why we don't remember everything, and memories about epic Koosh Ball battles.In this episode:1:29 – Insight of the Week8:36 – Memory Lane: Koosh Ball Mayhem11:50 – Topic: Four Critical Relationships Every Leader Needs to Manage32:40 – Lightning RoundResources:Stewart Leadership Insights:The Four Critical Relationships All Leaders Must Develop6 Tips for Creating Psychological Safety in the Workplace3 Human Needs to Retain Every EmployeeSix Keys to Successfully Working with Your Boss6 Ways to Become Aware of Your Leadership Blind SpotsKoosh Ball, WikipediaBrain Facts, Cleveland ClinicThe Five Dysfunctions of a Team: A Leadership Fable, by Patrick LencioniIf you liked this episode, please share it with a friend or colleague, or, better yet, leave a review to help other listeners find our show, and remember to subscribe so you never miss an episode. For more great content or to learn about how Stewart Leadership can help you grow your ability to lead effectively, please visit stewartleadership.com and follow us on LinkedIn, Instagram, and YouTube.

Blind spots—easy to see in others, but how do we recognize our own? Marisa Murray joins Kevin to explore strategies for uncovering and addressing blind spots. Murray outlines seven types of blind spots and shares examples. These include false assumptions, unhealthy detachment, differing views of success, outdated core beliefs, unconscious habits, triggers from past pain, and mismatched mindsets. She highlights the importance of recognizing how others perceive our actions versus our intentions. Murray suggests we move from feedback to impact statements to address blind spots. Listen For 00:00 Introduction 02:19 Marisa Murray's Latest Book on Leadership 06:50 The Concept of Blind Spots in Leadership and Life 08:22 Misinterpretation of Intentions and Impact 11:23 Types of Blind Spots: False Assumptions 13:04 Types of Blind Spots: Unhealthy Detachment 14:16 Types of Blind Spots: Different Views of Success 14:55 Types of Blind Spots: Outdated Core Beliefs 16:27 Types of Blind Spots: Unconscious Habits 17:16 Types of Blind Spots: Triggers from Past Pain 24:04 Gathering Feedback and Insights from Others 29:13 Small Changes for Big Impacts  Meet Marisa Marisa's Story: Marisa Murray P. Eng., MBA, PCC is the author of three Amazon Best Selling leadership development books: Work Smart: Your Formula for Unprecedented Professional Success, Iterate! How Turbulent Times Are Changing Leadership and How to Pivot, and her latest, Blind Spots: How Great Leaders Uncover Problems and Unlock Performance. She is also the co-author of the USA Today Bestseller: The Younger Self Letters: How Successful Leaders & Entrepreneurs Turned Trials Into Triumph (And How to Use Them to Your Advantage). Marisa is a leadership development expert and the CEO of Leaderley International, an organization dedicated to helping executives become better leaders in today's rapidly changing, highly complex world. Marisa leverages her over two decades of executive experience as a former Partner with Accenture and VP at Bell Canada in providing executive coaching, and leadership development services for organizations including Molson-Coors, Pratt & Whitney, and Queen's University. http://www.leaderley.com/ https://www.linkedin.com/in/murraymarisa/  Book Recommendations Blind Spots: How Great Leaders Uncover Problems and Unleash Performance by Marisa Murray Senior Leadership Teams: What It Takes to Make Them Great by Ruth Wageman, Debra A. Nunes, James A. Burruss, J. Richard Hackman The Five Dysfunctions of a Team: A Leadership Fable, by Patrick Lencioni

“Life is too short to spend time in an organization where you don't have trust.” Today, Johnny (@johnnypage13) and Matt (@mattverlaque) share their experiences from annual and quarterly planning sessions, emphasizing the need for constructive discussions rather than arguing to be 'right'. They discuss concepts like 'positive intent', 'Assume Positive Intent (API)', and how to comfortably get ideas challenged. They also offer valuable tips to facilitate such an environment and share the significance of relationship-building within a team to foster trust and improve decisions.You are now tuned into the SaaS Academy Podcast. Join Matt Verlaque and Johnny Page as they take you behind the scenes of what it takes to become a great SaaS Founder, addressing the challenges, victories, and essential lessons learned in the pursuit of growing a successful business!Timestamps:(1:23) - The importance of trust in decision making(2:53) - The role of vulnerability in innovation(5:55) - The power of healthy conflict(9:20) - The impact of emotional intelligence on team dynamics(11:34) - The value of constructive feedback(16:30) - The role of trust in building high-performing teams

Learn how to navigate complex organizational changes, empower teams, and optimize outcomes through strategic planning, stakeholder involvement, and fostering a culture of adaptability and growth. Gain practical strategies for driving meaningful change in your organization! Join Dave Salciccioli, Chief Strategy Officer at Singing River Dental Partners, as he shares invaluable insights on change leadership in Dental Service Organizations (DSOs). With extensive experience and a demonstrated history of strategic leadership, Dave leverages industry insights to foster growth and innovation. Also, his passion for coaching and consulting enables him to empower individuals and teams to thrive within the dynamic dental industry landscape, driving excellence and success beyond conventional boundaries. [00:59] From Pastoral Paths to Dental Transitions: A Journey of Strategy and Change Leadership [05:58] Frameworks and Curiosity in Organizational Diagnosis [11:17] Synthesizing Strategy: Organizational Alignment and Execution [16:34] Embracing Boredom: Sustaining Success in Organizational Growth [22:21] The Change Leadership Process: From Vision to Execution [31:51] A Must-Have Skill for Future Success Resources: Connect with Dave: LinkedIn: linkedin.com/in/dave-salciccioli   Mentioned in the episode: The Five Dysfunctions of a Team: A Leadership Fable: amazon.com/Five-Dysfunctions-Team-Leadership-Fable Leading change: amazon.com/Leading-Change-New-Preface-Author Change: How Organizations Achieve Hard-to-Imagine Results in Uncertain and Volatile Times: amazon.com/Change-Organizations-Hard-Imagine-Uncertain Accelerate: Building Strategic Agility for a Faster-Moving World: amazon.com/Accelerate-Building-Strategic-Agility-Faster-Moving Crossing the Chasm, 3rd Edition: Marketing and Selling Disruptive Products to Mainstream Customers: amazon.com/Crossing-Chasm-3rd-Disruptive-Mainstream

In the third episode of our empowering six-part series, "Rise Above Toxic Work Environments," we're joined by an anonymous guest who brings a decade-long experience in the sports and entertainment industry. This episode is a treasure trove of insights, stories, and actionable advice, all aimed at helping you navigate and rise above toxic work environments. Our guest begins by exploring the importance of understanding your happiness and how to lift yourself up when things get tough. She shares her own journey of rebuilding confidence after enduring a toxic workplace, offering strategies that can help you do the same. Finding a new job after a distressing experience can be daunting, but our guest provides practical steps on how to recover, start anew, and spot potential red flags in future workplaces. She candidly discusses why waiting for the 'perfect' job might not be the best approach and encourages you to seize opportunities as they come. She also addresses the paralyzing fear and anxiety that often accompany such experiences, reassuring you that it's okay to feel this way. This episode promises to leave you with a renewed sense of hope and the tools needed to rise above any toxic work environment. So, are you ready to reclaim your professional life?  Tune into this episode and let our guest's experiences and insights guide your path forward.  Don't just survive a toxic work environment - learn how to rise above it. Listen now!   Free Resource | Empower Your Career: Mastering the Art of Advocacy for Promotions and Raises: https://rb.gy/3qpump   Connect with Jahaan:  Learn more about working with Jahaan and see if it's the right fit for you: https://JahaanBlakeAppointmentScheduling.as.me/LetsTalk Join Jahaan's VIP Email List: https://bit.ly/3yccwAP  Instagram: https://www.instagram.com/jahaanblake/ Email: jblake@jahaanblake.com Website: https://jahaanblake.com/ LinkedIn: https://www.linkedin.com/in/jahaanblake/   Links: Book | Jerks at Work: Toxic Coworkers and What to Do About Them: http://tinyurl.com/9yv48sny  Book | The Five Dysfunctions of a Team: A Leadership Fable: http://tinyurl.com/mryshkh7    Music By:  Quanzaa   

In months with five weeks, host Paul Wirkus, MD, FAAP and guest Angelo Giardino, MD, FAAP hold a book club. This month they are discussing The Five Dysfunctions of a Team: A Leadership Fable by Patrick Lencioni.No credit available for this episode. See vcurb.com for additional episodes. 

Sarah Tavel is a General Partner at Benchmark and sits on the boards of Chainalysis, Hipcamp, Rekki, Cambly, and Medely. She is a founding member of All Raise, the nonprofit organization working to accelerate the success of women in the venture-capital and VC-backed startup ecosystem. Before Benchmark, Sarah was a partner at Greylock Partners. She joined Pinterest in 2012 as their first PM and launched their first search and recommendations features. She also led three acquisitions as she helped the company scale through a period of hypergrowth. In this episode, we discuss:Sarah's Hierarchy of Engagement framework for growing a consumer startup• The three levels of the Hierarchy of Engagement: core action, retention, and self-perpetuation• The importance of measuring cohorts and maintaining focus on the core action• Examples of core user actions from Pinterest and YouTubeSarah's Hierarchy of Marketplaces framework for building a marketplace startup• The three vectors of growth for dominating a marketplace• Advice on “tipping the marketplace” and ultimately dominating the market• The value of focusing on a constrained market• How to avoid disruption—This entire episode is brought to you by Gelt—Redefine your approach to taxes.—Find the full transcript at: https://www.lennyspodcast.com/the-hierarchy-of-engagement-sarah-tavel-benchmark-greylock-pinterest/—Where to find Sarah Tavel:• X: https://twitter.com/sarahtavel• LinkedIn: https://www.linkedin.com/in/sarahtavel/• Substack: https://www.sarahtavel.com/—Where to find Lenny:• Newsletter: https://www.lennysnewsletter.com• X: https://twitter.com/lennysan• LinkedIn: https://www.linkedin.com/in/lennyrachitsky/—In this episode, we cover:(00:00) Sarah's background(03:33) Framework 1: The Hierarchy of Engagement(06:03) Level 1: Core action(10:33) Level 2: Retention(14:00) Level 3: Self-perpetuation(19:32) The importance of focus(23:54) The challenge of anonymity(26:04) Advice for founders who want to increase retention(29:34) What founders often get wrong(31:43) Examples of core actions(37:37) Finding your North Star Metric(38:12) Who should use the Hierarchy of Engagement framework(38:54) The Hierarchy of Marketplaces framework(46:09) Level 1: Focus on a constrained opportunity(50:19) Sarah's “happy GMV” and “minimum viable happiness” concepts(54:47) Thumbtack: a counterexample to this approach(56:36) Signs you're ready to move to level 2(58:06) Level 2: Tipping the marketplace(01:04:15) Tipping loops(01:10:53) Not all markets are susceptible to tipping(01:15:55) The challenge of homogeneity in B2B marketplaces(01:20:29) Signs you're tipping successfully(01:21:43) Level 3: Dominating the market(01:28:29) The opportunity in underestimated markets(01:30:11) The challenges of chasing GMV and losing focus(01:36:36) Recognizing currents and momentum in the market(01:39:20) You can never rest on your laurels(01:41:03) How to apply these frameworks outside of marketplaces(01:42:57) Three ways to find marketplace opportunity(01:45:10 ) Lightning round—Referenced:• Hierarchy of Engagement, Expanded: https://sarahtavel.medium.com/the-hierarchy-of-engagement-expanded-648329d60804• Pinterest: https://www.pinterest.com/• Evernote: https://evernote.com/• Notion: https://www.notion.so/• Houseparty app: https://en.wikipedia.org/wiki/Houseparty_(app)• Clubhouse: https://www.clubhouse.com/• How to price your product | Naomi Ionita (Menlo Ventures): https://www.lennyspodcast.com/how-to-price-your-product-naomi-ionita-menlo-ventures/• TikTok: https://www.tiktok.com/• Lessons on building a viral consumer app: The story of Saturn: https://www.lennysnewsletter.com/p/lessons-on-building-a-viral-consumer• Saturn: https://www.joinsaturn.com/• What happened to Secret?: https://www.failory.com/cemetery/secret• How to determine your activation metric: https://www.lennysnewsletter.com/p/how-to-determine-your-activation• Shishir Mehrotra on LinkedIn: https://www.linkedin.com/in/shishirmehrotra/• The rituals of great teams | Shishir Mehrotra of Coda, YouTube, Microsoft: https://www.lennyspodcast.com/the-rituals-of-great-teams-shishir-mehrotra-coda-youtube-microsoft/• Engagement Hierarchy: Core Actions: https://sarahtavel.medium.com/engagement-hierarchy-core-actions-dd4f72042100• Choosing Your North Star Metric: https://www.lennysnewsletter.com/p/choosing-your-north-star-metric• Hierarchy of Marketplaces: https://sarahtavel.medium.com/the-hierarchy-of-marketplaces-introduction-and-level-1-983995aa218e• Mike Williams on LinkedIn: https://www.linkedin.com/in/yoroomie/• Everything Marketplaces: https://www.everythingmarketplaces.com/• Fabrice Grinda on LinkedIn: https://www.linkedin.com/in/fabricegrinda/• OLX: https://www.olx.com/• DoorDash Loves the 'Burbs as Much as You Do: https://www.wsj.com/articles/doordash-loves-the-burbs-as-much-as-you-do-11605618001• Thumbtack: https://www.thumbtack.com/• NPS: https://en.wikipedia.org/wiki/Net_promoter_score• Sean Ellis on LinkedIn: https://www.linkedin.com/in/seanellis/• Rekki: https://rekki.com/• Ronen Givon on LinkedIn: https://www.linkedin.com/in/ronen-givon-535b2514• Hipcamp: https://www.hipcamp.com/• Demand driving supply: The little-understood growth loop behind a surprising number of iconic billion-dollar companies: https://www.lennysnewsletter.com/p/demand-driving-supply-marketplaces• Inside the Revolution at Etsy: https://www.nytimes.com/2017/11/25/business/etsy-josh-silverman.html• Faire: https://www.faire.com/• Bill Gurley on LinkedIn: https://www.linkedin.com/in/billgurley/• Mechanical Turk: https://www.mturk.com/• Parker Conrad on LinkedIn: https://www.linkedin.com/in/parkerconrad/• Rippling: https://www.rippling.com/• “White Space” for Building a Marketplace: How to Find Your Competition's Vulnerabilities—and Capitalize: https://sarahtavel.medium.com/white-space-for-building-a-marketplace-how-to-find-your-competitions-vulnerabilities-and-79674aa4d399• Pachinko: https://www.amazon.com/Pachinko-National-Book-Award-Finalist/dp/1455563935• The Five Temptations of a CEO: https://www.amazon.com/Five-Temptations-CEO-Anniversary-Leadership/dp/0470267585• The Five Dysfunctions of a Team: A Leadership Fable: https://www.amazon.com/Five-Dysfunctions-Team-Leadership-Fable/dp/0787960756• Tesla: https://www.tesla.com/• Reid Hoffman on LinkedIn: https://www.linkedin.com/in/reidhoffman/—Production and marketing by https://penname.co/. For inquiries about sponsoring the podcast, email podcast@lennyrachitsky.com.—Lenny may be an investor in the companies discussed. Get full access to Lenny's Newsletter at www.lennysnewsletter.com/subscribe

This week, Justin Thatil is joined by two of his Agile colleagues, Mike Guiler and Mariano Oliveti, to discuss the tiredness and frustration that can sometimes be caused by following the Agile process. Some organizations can even be convinced that Agile did not work for them; how can this wound be healed?   Key Takeaways Some organizations are sure that Agile didn't work for them. Sometimes, these organizations tried some Agile ways but never started from the beginning. Was “moving faster” all the organization wanted? If you don't adapt the values and behaviors, Agile will not be guaranteed to speed up the process. First, the organization needs to change its culture. These organizations might need to consider that Agile is a process, a hard process. Today's transformations are different from what they were ten years ago. Benefits of Agile: Many organizations need help with accountability, while Agile proposes an excellent method to ensure it. Agile is a way of approaching organizations to figure out what they can do for them based on their current needs. Agile is the approach that assists an organization in transforming its culture into a long-lasting, durable one with self-managing teams that achieve the desired outcomes. Doing Agile vs. Being Agile: Doing Agile is about going through the motions and checking the boxes, but, for being Agile, it is critical to change the culture. There has to be a need for change in the Organization, otherwise, Agile would not work.   Mentioned in this Episode: The Five Dysfunctions of a Team: A Leadership Fable, by Patrick Lencioni   Overcoming the Five Dysfunctions of a Team: A Field Guide for Leaders, Managers, and Facilitators, by Patrick Lencioni   Want to Learn More or Get in Touch? Visit the website and catch up with all the episodes on AgileThought.com! Email your thoughts or suggestions to Podcast@AgileThought.com or Tweet @AgileThought using #AgileThoughtPodcast!  

Patrick Lencioni is a New York Times bestselling author and keynote speaker. He is the President of "The Table Group" and is the author of 13 books including"The Five Dysfunctions of a Team: A Leadership Fable."  He is the host of two podcasts, "At the Table with Patrick Lencioni" and "The Working Genius with Patrick Lencioni." Sign up for our Sports Spectrum Magazine and receive 15% off a 1-year subscription by using the code PODCAST15 http://SportsSpectrum.com/magazine 

Step into today's episode of Great Practice, Great Life with a conversation with Lori Pulvermacher, a Certified Practice Advisor, as she unravels her journey from growing up in a blue-collar family to becoming a beacon in the professional world. Lori's life story is a testament to a strong work ethic and the delicate balance between career and personal life. We tread into the challenges of coaching, discussing the art of nudging clients beyond their comfort zones, and the importance of maintaining a steadfast commitment to their goals. Lori's expertise lies in assisting lawyers with processes, team dynamics, and exit strategies - a niche she's carved out with proficiency. We delve into the art of communication, a necessity in the legal field, and its role in referral marketing. Lori shares insights into her three main areas of specialization: communication, conflict, and marketing, providing an interesting perspective on how these elements intertwine in the business world. Lastly, we spotlight strategic time management and the powerful tool of journaling. Lori guides us through techniques attorneys can use to prioritize their time and objectives and the value of journaling for self-awareness and professional development. Tune in as we discuss how to avoid burnout, schedule key appointments, and cultivate a successful life and practice. In this episode, you will hear: Lori Pulvermacher's journey from a blue-collar family to a professional beacon, her work ethic, and balancing her career with her personal life The challenges in coaching, especially nudging clients beyond their comfort zones, and the importance of setting and sticking to goals Her expertise in helping lawyers with processes, team dynamics, and exit strategies, with an emphasis on communication and its role in referral marketing The three main areas of specialization: communication, conflict, and marketing and how these intertwine in the business world Strategic time management techniques for attorneys and the power of journaling as a tool for self-awareness and professional development The significance of stepping away to recharge, cultivating passions outside of work, and prioritizing key appointments to avoid burnout and cultivate a successful life and practice Lori's reflections on her personal journey to balancing work and life, her commitment to her clients, and the importance of measuring progress to appreciate growth Follow and Review: We'd love for you to follow us if you haven't yet. Click that purple '+' in the top right corner of your Apple Podcasts app. We'd love it even more if you could drop a review or 5-star rating over on Apple Podcasts. Simply select “Ratings and Reviews” and “Write a Review” then a quick line with your favorite part of the episode. It only takes a second and it helps spread the word about the podcast. Supporting Resources: Lori Pulvermacher: Certified Practice Advisor: atticusadvantage.com/our-team/lori-pulvermacher Group Coaching Programs: atticusadvantage.com/what-we-do/coaching-growth-programs One-On-One Coaching Programs: atticusadvantage.com/what-we-do/tailored-coaching/one-on-one-coaching The Summit: atticusadvantage.com/the-summit DISC Assessment: atticusadvantage.com/disc-assessment My Great Life™ Planner: atticusadvantage.com/product/my-great-life-planner The Gratitude Journal: a.co/d/hTxzMoE Question a Day Journal for Kids: a.co/d/gtsfcDe The Five Dysfunctions of a Team: A Leadership Fable: a.co/d/35560Hu Episode Credits If you like this podcast and are thinking of creating your own, consider talking to my producer, Emerald City Productions. They helped me grow and produce the podcast you are listening to right now. Find out more at https://emeraldcitypro.com Let them know we sent you.

Mark Balasa shares the most important lessons learned on trust from his celebrated career in asset management. — YOU'LL LEARN — 1) How to build trust with anyone. 2) How trying to sound smart can hurt you. 3) The most important question to ask in any meeting. Subscribe or visit AwesomeAtYourJob.com/ep904 for clickable versions of the links below. — ABOUT MARK — Mark is the former founder and CIO of Balasa Dinverno & Foltz LLC, a wealth management firm. Mark has been a featured speaker on investment and technology topics with organizations such as Morningstar, the Financial Planning Association (FPA), Charles Schwab & Co., and Standard & Poor's. He has been quoted in publications such as The Wall Street Journal, The New York Times, Barron's, Smart Money, and BusinessWeek. Mark has been recognized as one of the top wealth managers in the country by organizations such as Robb Report Worth magazine, Medical Economics and Bloomberg. He previously sat on Blackrock's RIA Advisory Board, J.P. Morgan's RIA advisory board, PIMCO's advisory panel for RIAs, the advisory board for State Street Global Advisors, and the technology board for Charles Schwab & Co. Mark has written for INC. magazine website and publications for CCH. • Company: BVM Studio • Podcast: Is THIS for Kids? — RESOURCES MENTIONED IN THE SHOW — • Website: Morningstar • Book: Nudge: The Final Edition by Richard Thaler and Cass Sunstein • Book: Misbehaving: The Making of Behavioral Economics by Richard Thaler • Book: Thinking, Fast and Slow by Daniel Kahneman • Book: The Ideal Team Player: How to Recognize and Cultivate The Three Essential Virtues by Patrick Lencioni • Book: The Five Dysfunctions of a Team: A Leadership Fable by Patrick Lencioni • Past episode: 552: The Foundational Principle that Separates Good Leaders from Bad Ones with Pat Lencioni — THANK YOU SPONSORS! — • Dash Hudson. Manage your social media and stay up to speed with Dash Hudson's Social Media Trends Report. See Privacy Policy at https://art19.com/privacy and California Privacy Notice at https://art19.com/privacy#do-not-sell-my-info.

Are you ready to elevate your expertise and tackle the Certified Water Technologist (CWT) exam? Join us for an engaging episode that promises to supercharge your CWT study journey without adding additional stress! Trace Blackmore and Justin Reyes, Regional Manager at EAI Water, share their best advice for taking the CWT exam, unveiling a treasure trove of insights and expert strategies.  Tune in to discover: Behind-the-scenes insights into EAI's leadership team's CWT preparation. Managing time constraints and exam jitters for a stress-free test-taking experience. A sneak peek into the exam center setting and do's and don'ts for the test day. Unlocking your reference materials' potential for optimum preparation. Justin's empowering advice for confidence-boosting. Tailored testing strategies for technical degree holders. EAI's recognition and rewards for accomplished CWTs. Justin's personal recommendation: The Scaling UP! H2O CWT Prep Course. Trace and Justin's wisdom will steer you towards triumph as you embark on your mission to become a Certified Water Technologist. Scale up your knowledge today by tuning in to this career boosting episode.    Timestamps Trace Blackmore challenges you to get your Certified Water Technologist designation this year [1:00] Getting to know Justin Reyes, Regional Manager at EAI Water [6:00] Getting your Certified Water Technologist designation [13:00] Lighting Round Questions [41:30] Upcoming Events for Water Treatment Professionals [49:30] Periodic Water Table With James McDonald [51:05] Even more Events for Water Treatment Professionals [52:00]   Quotes “There's over 5,000 questions that could appear on your CWT Exam; everyone's test will be unique.” - Trace Blackmore “I enjoyed the CWT Prep Course and felt well prepared after taking it.” - Justin Reyes  “For your slow test takers, be careful. The clock never stops during the exam.”  - Justin Reyes  “Even if you don't pass it, it's a win because you are getting experience. You have a laser focused study approach when you retake it.” - Trace Blackmore “We believe in compensation. We encourage people to take the exam. We give employees a bonus for passing, and achieving, and becoming a CWT, and a merit increase or a pay raise too once they achieve it as well. As a company, we're putting our money where our mouth is by encouraging people to get their CWT and rewarding them as well.”  - Justin Reyes   Connect with Justin Reyes Phone: 909.841.7476 Email: jnreyes@eaiwater.com Website: eaiwater.com LinkedIn: in/justin-reyes-6118a7184/   Links Mentioned Episode 297 The Latest About Getting Your CWT (with Chris Golden) Episode 262 The One About Hiring the Best Water Treaters (with Chris Bellizzi) Episode 198 The One Where We Revisit The Entrepreneurial Operating System (with Mark Winters) Episode 146 The One Where We Bring EOS and Sales Together (with Adam Shapiro) Episode 85 The One With The Business Operating System (with Mike Paton) Episode 38 The One That Shows Us How To Run Our Business (with Mark Winters) The Rising Tide Mastermind Scaling UP! H2O Academy video courses Submit a Show Idea AWT (Association of Water Technologies)   2023 Events for Water Professionals Check out our Scaling UP! H2O Events Calendar where we've listed every event Water Treaters should be aware of by clicking HERE or using the dropdown menu.   Books Mentioned What the Heck Is EOS?: A Complete Guide for Employees in Companies Running on EOS by Gino Wickman The Five Dysfunctions of a Team: A Leadership Fable by Patrick Lencioni The Jack Reacher by Lee and Andrew Child   Periodic Water Table With James McDonald Today's topic is a little basic, but what is borate?  What is it used for?  What's its chemical formula?  Is there only one?  How are borate and borax related?  In what products is borate used?  What are typical dosages for borate?  How do you measure the level of borate within a system?  What are common pH levels maintained when using borate?  What could a high level of borate but a low level of nitrite indicate in a closed loop system?     

If we can't or won't engage conflict, we can't lead effectively. It's as simple as that. Fortunately, managing ourselves in conflict can be learned, unlearned and re-learned as we use conflict as a powerful opportunity for growth and change. We wrapped up part 1 with a question from Trisha, how do we manage ourselves and stay open hearted even when the other person isn't? That's where we'll pick up in this episode. And we'll also explore the fascinating world of internal family systems and helping the organizations that we're leading develop more capacity for managing conflict. About Our Guests: Heidi De Jonge lives in Ontario, Canada and has been an ordained minister in the Christian Reformed Church for 17 years–serving as pastor for congregations, a seminary, a university and health care. She also works in the area of conflict transformation as a restorative practitioner with FaithCARE and a trainer with The Colossian Forum. Heidi received her doctorate in ministry from Western Theological Seminary in 2018, studying and writing about conflict as an opportunity for discipleship and transformation. She and her husband, Tim, have three daughters (Naomi, Samara and Zoe, 12 to 16) and a beloved husky-lab named Nevada. Brian Keepers has been an ordained pastor in the Reformed Church in America for 22 years. He has served three different congregations in the midwest, and he is currently serving as the lead pastor of Trinity Reformed Church in Orange City, IA. He is married to Tammy (24 years this August) and they have two daughters–Emma who is 20 and Abby who is 15 years old. They also have a granddaughter named Luna who is 2 1/2 years old. Brian loves art, reading, being outdoors, spending time with people, and getting to be “Poppy” to his granddaughter. He also loves to learn, especially at the intersection of theology, psychology and leadership. Resources & Links: The Five Dysfunctions of a Team: A Leadership Fable by Patrick Lencioni Christ the Center by Dietrich Bonhoeffer Crucial Conversations: Tools for Talking When Stakes Are High by Kerry Patterson, Joseph Grenny, et al. Fierce Conversations: Achieving Success at Work and in Life, One Conversation at a Time by Susan Scott. Leading Through Conflict: How Successful Leaders Transform Differences into Opportunities by Mark Gerzon.

In today's episode of Category Visionaries, we speak with Ian White, Founder, CEO & CTO of ChartHop, a people ops platform that's raised over $74 Million in funding. Topics discussed: Ian's background as a student of both computer science and theater, and as a startup founder  Building a new way of planning, managing, and supporting the people in an organization Differences between being a CTO and a CEO How ChartHop helps connect, visualize, and align people to empower organizations through insights, alignment, and action. Lessons from getting his first customer, people operations, and community building   Favorite book: The Five Dysfunctions of a Team: A Leadership Fable

Ashley Kinkead is the Founder and CEO of Private Label Mastery, a masterclass teaching new e-commerce entrepreneurs how to start and build their Amazon brand. In 2015, she left her “dead-end career” in corporate America to pursue freedom, income, schedule control, and family time. Ashley began her entrepreneurial journey selling used books on Amazon. Now she prides herself on working with more six and seven-figure Amazon sellers than any other woman in the e-commerce industry. Ashley is an Amazon expert, coach, and master trainer who's inspired thousands of novice business owners worldwide. In September 2022, she published a best-selling e-commerce book, Million Dollar E-com Secrets: How I Went From an Unfulfilling Corporate Job to a High-Income, Extraordinary Life on My Laptop. She is also the host of Private Label Mastery, a podcast offering advice on topics such as creating a profitable listing strategy and launching successful Amazon products. In this episode… When trying to grow a business successfully, you need to consider the problem you want to solve and the goals you want to achieve. Having a clear vision and mission helps with making goal-aligned decisions. However, if you intend to grow your brand to seven figures or more, Ashley Kinkead, a private label master, offers three proven strategies.  With brand building and generating sales in mind, focus on product differentiation. This strategy makes for product superiority and provides consumer alternatives. Ashley also recommends obtaining a brand registry to protect your brand content and intellectual property and manage your listings. It also provides the data needed for creating A+ content. Lastly, implement pay-per-click (PPC) to maximize clicks and target desired audiences.  In this episode of the eComm Breakthrough Podcast, Josh Hadley interviews Ashley Kinkead, Founder and CEO of Private Label Mastery, to discuss her entrepreneurial journey and how she launched over 15,000 Amazon products. Ashley shares strategies for increasing revenue, proven methods for differentiating products, and the two focus areas to concentrate on when building a brand. Resources mentioned in this episode: Josh Hadley on LinkedIn eComm Breakthrough Consulting eComm Breakthrough Podcast Email Josh Hadley: Josh@eCommBreakthrough.com Hadley Designs Hadley Designs on Amazon Ashley Kinkead on LinkedIn Private Label Mastery Million Dollar E-com Secrets: How I Went From an Unfulfilling Corporate Job to a High-Income, Extraordinary Life on My Laptop by Ashley Kinkead Free Copy of Ashley Kinkead's Book The Private Label Mastery Podcast Special Mention(s): Kevin King Michael E. Gerber on LinkedIn The E-myth Revisited: Why Most Small Businesses Don't Work and What to Do About It by Michael E. Gerber Roland Frasier on LinkedIn Prosper Conference Matt Altman on LinkedIn Destaney Wishon on LinkedIn George Meressa on LinkedIn Patrick Lencioni on LinkedIn The Five Dysfunctions of a Team: A Leadership Fable by Patrick Lencioni The Advantage: Why Organizational Health Trumps Everything Else in Business by Patrick Lencioni Jim Cockrum on LinkedIn Related Episode(s): “Kevin King's Wicked-Smart Tips for Building an Audience of Raving Fans” “Unlocking Entrepreneurial Greatness | Insider Secrets With E-Myth Author Michael Gerber” “Seven Acquisition Strategies to Scale to Eight Figures and Beyond” “The Ultimate Amazon Product Launch Strategy” “Skyrocket Your Organic Amazon Rankings | Proven PPC Strategies With Destaney Wishon”

If we can't or won't engage conflict, we can't lead effectively. It's as simple as that. Fortunately, managing ourselves in conflict can be learned, unlearned and re-learned as we use conflict as a powerful opportunity for growth and change. Conversation Overview: What is the goal of conflict? Mental models of conflict Formative experiences with conflict “Truth is not something in itself which rests for itself, but something that happens between two. Truth happens only in community.” Crucial conversations Growing our capacity to manage conflict Container conversations About Our Guests: Heidi De Jonge lives in Ontario, Canada and has been an ordained minister in the Christian Reformed Church for 17 years–serving as pastor for congregations, a seminary, a university and health care. She also works in the area of conflict transformation as a restorative practitioner with FaithCARE and a trainer with The Colossian Forum. Heidi received her doctorate in ministry from Western Theological Seminary in 2018, studying and writing about conflict as an opportunity for discipleship and transformation. She and her husband, Tim, have three daughters (Naomi, Samara and Zoe, 12 to 16) and a beloved husky-lab named Nevada. Brian Keepers has been an ordained pastor in the Reformed Church in America for 22 years. He has served three different congregations in the midwest, and he is currently serving as the lead pastor of Trinity Reformed Church in Orange City, IA. He is married to Tammy (24 years this August) and they have two daughters–Emma who is 20 and Abby who is 15 years old. They also have a granddaughter named Luna who is 2 1/2 years old. Brian loves art, reading, being outdoors, spending time with people, and getting to be “Poppy” to his granddaughter. He also loves to learn, especially at the intersection of theology, psychology and leadership. Resources & Links: The Five Dysfunctions of a Team: A Leadership Fable by Patrick Lencioni Christ the Center by Dietrich Bonhoeffer Crucial Conversations: Tools for Talking When Stakes Are High by Kerry Patterson, Joseph Grenny, et al. Fierce Conversations: Achieving Success at Work and in Life, One Conversation at a Time by Susan Scott. Leading Through Conflict: How Successful Leaders Transform Differences into Opportunities by Mark Gerzon.

In today's episode of Category Visionaries, we speak with Hanna Asmussen, CEO and Co-Founder of Localyze, an HR platform for talent mobility that's raised over $48 Million in funding, about why today's global economy needs a new way of connecting and hiring staff from all over the world. By taking care of every aspect of the administrative process for bringing in international staff, from up-to-date information about visa requirements, fully transparent tracking of the process, and the potential to scale up successful hires, Localyze is making the international hiring headache fade into memory. We also speak about Hannah's background in engineering and consultancy, why she's much happier in her role as CEO, competing with traditional immigration law firms  both in the marketplace and through the courts, and the personal experiences which inspired her to found Localyze. Topics Discussed: Hannah's career background as both a consultant and engineer, but why she's now most comfortable in her role as CEO How the complex nature of different legal systems across the world creates a real headache for employers in the hiring process Digitizing the immigration law industry, and how Localyze's disruption attracted competition from established market actors How Localyze leveraged chance encounters and existing networks to secure their first paying customers Hannah's personal experiences of moving across borders which inspired her to co-found Localyze to improve the process   Favorite book:  The Five Dysfunctions of a Team: A Leadership Fable

Marcylle and Deantha discuss Patrick Lencioni's book "The Five Dysfunctions of a Team: A Leadership Fable". Marcylle purchased this book (and more) for leaders in her organization and discussed it as team. This episode is a highlight of what you will find in the book and commentary of how this book influenced Marcylle and her leadership. The Five Dysfunctions of a Team: A Leadership Fable by Patrick Lencioni is a book to read... and read again! Check out Marcylle's website to see book recommendations by her guests: https://www.marcyllecombs.com/podcast

In this episode of the PowerShell Podcast, Glen leads us on the journey of his wide-ranging career, sharing stories about his beginnings in the Powershell world and addressing his brave decision to move across the globe for his dreams. He unravels the complex world of DevOps, recounts experiences from his first talk on “DevOps, Desktop, and Odd Socks,” and offers valuable insights into building effective mentoring relationships. At the heart of the episode is his take on driving cultural change within organizations and his compelling comparison of technical versus social skills in the tech industry. This episode encapsulates numerous nuggets of wisdom from Glen, adding value and insights for listeners at all stages of their tech career.   Bio: Glenn is a former Desktop Support Engineer turned DevOps advocate turned Software Engineer turned international public speaker turned Software Testing advocate. Currently at Hashicorp as a Senior Engineer on the Terraform Compliance team   Links:  Watch the PowerShell Podcast on YouTube: https://www.youtube.com/watch?v=kxbbWDi_GBQ PowerShell Weekly - https://psweekly.dowst.dev/ Beyond Pester 101: Applying testing principles to PowerShell by Glenn Sarti: https://www.youtube.com/watch?v=NrUxgSaFvtk Beyond Pester 102: Acceptance testing with PowerShell by Glenn Sarti: https://www.youtube.com/watch?v=L-1nXtaQ6YM Beyond Pester 103: Applying a Testing Mindset by Glenn Sarti - https://www.youtube.com/watch?v=dbb4Gm76-Ug The Five Dysfunctions of a Team: A Leadership Fable - https://www.amazon.com/Five-Dysfunctions-Team-Leadership-Fable/dp/0787960756 Sharing - What's In It For Me!?: https://www.youtube.com/watch?v=uKfgmoI2Pz0&pp=ygUKZ2xlbiBzYXJ0aQ%3D%3D  

On this episode of Gathering The Kings podcast, we're thrilled to introduce you to Kris Murray, the innovative force behind The Child Care Success Company. A revered coach and strategist in the childcare industry, Kris has successfully turned her enterprise into an 8-figure revenue machine. Acclaimed as one of the Top 50 Women Business Owners in America by Success Magazine, Kris's influence in the sector extends beyond her company to her empowering mastermind groups and inspiring retreats for child care center owners.In this episode, Kris reveals how she navigates the hurdles of imposter syndrome and the strategies she employs to build a solid team foundation. We explore the intricacies of service fulfillment and valuing the significant impact you can bring to clients. With her company recognized consecutively among the Inc. 5000 Fastest-Growing Private Companies in America, Kris shares the nuts and bolts of sustaining such remarkable growth. Don't miss out on the nuggets you will gain from this conversation, tune in now!During this episode, you will learn about;[01:21] Intro to Kris and her business[02:14] Kris explains the child car industry and the niches within the niche [04:34] What is the burning desire inside of Kris?[09:31] How Kris found her purpose[12:12] The entrepreneurial journey that Kris took to get her where she is today[14:54] A good business decision that Kris made[18:44] Kris explains the value that she gets from helping others[24:03] Kris talks about a bad decision that she has been able to learn from[29:46] What is Kris' decision - making process?[31:42] Kris' #1 KPI[34:04] Kris shares big news about her company[42:35] What advice would Kris give to the younger version of herself?[43:29] How to connect with Kris[44:53] Info on Gathering The Kings MastermindNotable Quotes"I've always been a giver, sometimes an over-giver." - Kris Murray"One of my mottos is 'win or learn.' We don't experience failure." - Kris Murray"We are one of the fastest-growing companies in America, and I want to keep that momentum going." - Kris Murray"Squeeze that lemon for all you can, and just thoroughly enjoy it." - Kris MurrayBooks and Resources Recommended:Hill, Napoleon. Think and Grow Rich. The Ralston Society, 1937.Think and Grow Rich: The Landmark Bestseller Now Revised and Updated for the 21st Century (Think and Grow Rich Series): Napoleon Hill, Arthur R. Pell: 9781585424337: Amazon.com: BooksLencioni, Patrick. The Five Dysfunctions of a Team: A Leadership Fable. Jossey-Bass, 2002.Amazon.com : 5 dysfunctions of a team bookLet's Connect!Kris Murray Info:Website: https://www.childcaresuccess.com/LinkedIn: https://www.linkedin.com/in/thekrismurray/Facebook:

In this episode, we're joined by Dr. Chuck DeGroat to talk about the natural reactivity we have to anxiety. We've talked a lot about fight and flight, conflict and distancing, but we don't always add two other instinctive reactions: freeze and fawn.  We may aspire to peace-making but we often settle for peace keeping and people-pleasing. When we can see our fawn response, we can stop hiding and courageously choose genuine connection instead. Conversation Overview:  Chuck's tweet that inspired this conversation How does the fawn response mimic healthy connection while also undermining it? How does the fawn response show up in leadership? How do we connect the fawn response to anxiety? What might we do instead of fawning? References:  Link to Chuck's Tweet Chuck Degroat Website https://twitter.com/chuckdegroat @chuckdegroat on Threads Janina Fisher  The Fifth Discipline: The art and practice of the learning organization Healing Developmental Trauma: How Early Trauma Affects Self-Regulation, Self-Image, and the Capacity for Relationship The Five Dysfunctions of a Team: A Leadership Fable

Amruta Beri: Code Optimization and Scope Creep, Common Anti-Patterns Scrum Masters Must be Aware of In this episode, Amruta shares her experience working with a team on a website migration project that involved adding client-specific features. Initially, the project started off well, but they soon realized that all the stories were heavily focused on technical aspects. After about four months, as the codebase grew, they faced challenges with introducing stories about code optimization without defined scope. The stories became too big, making it difficult to convince the engineers to prioritize and focus on one optimization at a time. The team started carrying stories from sprint to sprint, resulting in deviations from their original plan. Amruta provides tips such as presenting data to highlight time allocation, involving senior members to facilitate communication, and focusing on specific features instead of the entire scope. Featured Book of the Week: The Five Dysfunctions of a Team: A Leadership Fable by Patrick Lencioni In this segment, Amruta shares her favorite book, "Five Dysfunctions of a Team" by Lencioni. She highlights how relatable the story is for Scrum Masters, as many have experienced similar situations. The book emphasizes the significance of trust within a team, aligning closely with Agile principles. It explores the journey of a team's transformation, shedding light on the challenges and dynamics that teams commonly face. Amruta's summary showcases the book's relevance to Scrum Masters and its valuable insights into building successful teams through trust and collaboration.   [IMAGE HERE] Do you wish you had decades of experience? Learn from the Best Scrum Masters In The World, Today! The Tips from the Trenches - Scrum Master edition audiobook includes hours of audio interviews with SM's that have decades of experience: from Mike Cohn to Linda Rising, Christopher Avery, and many more. Super-experienced Scrum Masters share their hard-earned lessons with you. Learn those today, make your teams awesome!     About Amruta Beri Amruta is an Agile enthusiast, artist, and environmentalist. She loves quiz shows, travel and sports, and is an engineer at heart. You can link with Amruta Beri on LinkedIn and connect with Amruta Beri on Twitter.

Join us for episode 262 of Gathering The Kings Podcast, featuring our guest, Greg Davis, the CEO of Bigleaf Networks. Rising from a restaurant tragedy to tech titan, Greg pivoted his career with a unique twist, pouring his operational prowess into the tech space, laser-focused on human safety. With five high-impact tech ventures to his name, he's a powerhouse in business strategy and a master at rallying teams towards crystal-clear goals.Get ready to be blown away with Greg's fresh takes on universal business processes, strategic decision-making, and value creation. You'll get an insider's look into how he navigates large operations, leans into his gut instincts, and even the story behind "Hunger Rush", a nod to his family roots. Greg, the perfect blend of super-smart and super-relatable, will ignite your business thinking. So, brace yourself and hit that play button – this is a must-listen episode!During this episode, you will learn about;[01:13] Introduction to Greg Davis and his business[05:11] Greg's burning desire that keeps him pushing[10:43] A good decision that Greg has made in his career [18:39] Greg reflects on what causes bad decisions[23:57] Greg's decision making process[26:59] How and when to trust your gut to make decisions[29:43] One KPI Greg would track if he had to choose only one?[32:09] Greg's book recommendations[35:12] How Greg obsesses over work and family [38:29] What advice would Greg give to his younger self?[40:13] How to connect with Greg Davis[41:18] Info on Gathering The Kings MastermindNotable Quotes"Greed is compelling, and it's available all the time." - Greg Davis"My lesson to everyone else is: when the boat leaves the dock, you want to be on the dock waving." - Greg Davis"You can burn a lot of calories chasing things that don't necessarily make sense." - Greg Davis"Great ideas that you can't execute are a waste of time." - Greg Davis"I waited way too long to start making big-boy decisions in my life." - Greg Davis"There is a whole skillset that a woman has, especially in the way she thinks, that I don't have. That's the part I'm always trying to pick from." - Chaz Wolfe (Host)"Go be all that you're meant to be. Make bold decisions." - Chaz Wolfe (Host)Books and Resources Recommended:Bissinger, Buzz. Three Nights in August. Houghton Mifflin, 2005.Three Nights In August: Strategy, Heartbreak, and Joy Inside the Mind of a Manager: Bissinger, Buzz: 9780618710539: Amazon.com: BooksLencioni, Patrick. The Five Dysfunctions of a Team: A Leadership Fable. Jossey-Bass, 2002.The Five Dysfunctions of a Team: A Leadership Fable: Patrick M. Lencioni,Patrick Lencioni: 9788126522743: Amazon.com: BooksHorowitz, Ben. The Hard Thing About Hard Things: Building a Business When There Are No Easy Answers. HarperBusiness, 2014.

The Five Dysfunctions Of A TeamThe Five Dysfunctions Of A Team Full Book Introduction You might find it strange that, sometimes, companies armed with better and newer technology, stronger directors, and more capital than their competitors still fall behind in terms of revenue and customer growth. How can this be? The Five Dysfunctions of a Team: A Leadership Fable uses the story of a CEO rescuing a company to show us the dysfunctions that can hinder teamwork and performance and how overcoming them can set a company off to a brand-new start. Author : Patrick LencioniPatrick Lencioni is the president of the management consultancy The Table Group as well as a bestselling business writer and speaker devoted to the study of corporate and team management. He has consulted thousands of senior executives from Fortune 500 companies, high tech start-ups, universities and non-profit organizations. He has been named one of America's top five business speakers by The Wall Street Journal, as well as one of the “ten new gurus you should know” by Fortune Magazine. Overview | Chapter 1Hi, welcome to Bookey. Today we will unlock the book The Five Dysfunctions of a Team: A Leadership Fable. In today's competitive market, we often see companies equipped with cutting-edge technology, more capital and better talent still falling behind their competitors in terms of revenue and customer growth. Likewise, the imaginary, Silicon Valley-based software company presented in this book, DecisionTech Inc., boasts an accomplished, prestigious executive team and an impeccable business plan. Yet two years after its founding, the company is on the verge of bankruptcy. What has led to its failure? Can the company be revived and how? These and more questions are answered in this management tale. True to the literary tradition of the fable, the author uses the tribulations of fledgling CEO Kathryn Petersen, tasked with saving the company before it's too late, to explain the five dysfunctions that can make even the best teams ineffective, and how to overcome them. As such, the book can be of help to any company who find themselves reflected in the narrative. It shows that the process of building an outstanding team that can really make good use of the company resources, while not easy, is not too complicated either. All it takes is to direct everyone's energies towards the common goal, a result that can prove useful across any industry and market condition. Author Patrick Lencioni is a founder of the consultancy The Table Group. Since 1997, The Table Group has dedicated themselves to helping company leaders improve organizational performance and interdepartmental communication. A prolific speaker, Lencioni himself shares his thoughts on organizational management and leadership with over ten thousand people every year, and his deep insights into the difficulties of teamwork have led him to elaborate original solutions to common team dysfunctions. And now, let's begin to learn about the following five dysfunctions of teams and their solutions: Part One: The first dysfunction: without trust, there can be no teamwork; Part Two: The second dysfunction: fear of conflict lowers efficiency in problem solving; Part Three: The third dysfunction: lack of commitment, where team decisions are impossible to define; Part Four: The fourth dysfunction: avoidance of accountability, and a lack of pressure among coworkers; Part Five: The fifth dysfunction: inattention to results, when team performance is not prioritized.

Looking to gain inspiration and insights about success from real-life stories? Tune in to our latest episode featuring Benny Fisher, founder of Fisher Marketing LLC and The Big Fish Contractor Company. In this episode, Benny shares his journey of overcoming obstacles and building a thriving business.Benny's story is both inspiring and relatable, as he talks about working in car sales, struggling with addiction, and ultimately finding his way to entrepreneurship. Along the way, he learned valuable lessons about hiring and managing people, creating a positive customer experience, and investing in sales training. Benny also shares tips on how to visualize your goals and create a plan to achieve them, as well as advice on how to improve communication and resolve conflicts within your team.Whether you're an aspiring entrepreneur, a business owner, or simply looking for some motivation to overcome your own challenges, this episode is a must-listen. So grab a cup of coffee and tune in to learn from Benny's incredible journey of perseverance, growth, and success.KEY HIGHLIGHTS[01:23] Benny's background and personal info[04:15] The story behind The Big Fish Contractor Company[05:45] From working in the business to working on the business[08:25] The importance of being a visionary with a process[10:30] The power of the past, present, and future[16:15] Benny's process of visualizing success[18:45] How to get people to buy into your vision[23:27] The value of sharing knowledge with and helping others[24:48] Improving communication with emotional intelligence and leadership training[30:15] Allowing people to grow by testing the business[34:30] Benny's message for the rest of his life[35:25] How to connect with Benny NOTABLE QUOTES"I really wanted to sell like the way that we sell nowadays with a little bit more empathy and with a little more problem-solving." – Benny"Dreams without actions are just hallucinations." – Benny"I'm gonna be that person by starting being that person now, instead of the future." – Philip"Because you're doing more than just delegation, you're leading the team and everything, you're able to make more things happen, you're actually getting paid more." – Philip "I'm not a true leader until I've created a leader who's created a leader." – Benny"Lead and get other people and let them fail, and help build them back up as they do fail. And let them know that it's okay." – Philip"Forgive people. Love people. That's the key to letting go of the past. In that way, you have a clear mind in the present so can create a compelling vision for the future. And act like that future self back in the present." – BennyRESOURCES Books Rocket Fuel: The One Essential Combination That Will Get You More of What You Want from Your Business by Gino Wickman and Mark Winters: Rocket Fuel: The One Essential Combination That Will Get You More of What You Want from Your BusinessThe Five Dysfunctions of a Team: A Leadership Fable by Patrick Lencioni: The Five Dysfunctions of a Team: A Leadership FableBe Your Future Self Now: The Science of Intentional Transformation by Dr. Benjamin Hardy: Be Your Future Self Now: The Science of Intentional TransformationBenny FisherWebsite: https://bennyfisher.com/ Facebook: https://www.facebook.com/fisherbenny Instagram: https://www.instagram.com/bigfish.benny/ LinkedIn: https://www.linkedin.com/in/fisherbenny/ Tiktok: https://www.tiktok.com/@bennyfisher1PhilipInstagram: https://www.instagram.com/iamphilipsessions/?hl=enTikTok: https://www.tiktok.com/@philipsessionsLinkedin: https://www.linkedin.com/in/philip-sessions-b2986563/Facebook: https://www.facebook. Support the Show.

Weights & Biases 創業者であるLukas Biewaldさんをゲストに、MLOpsプラットフォーム、起業のきっかけ、GPT-4の活用例、多くの従業員の考えを合わせる方法、OKR運用、全社オフサイトイベントなどについて語っていただいたエピソードです。話したネタWhat is “Weights & Biases” as product?MLOps PlatformUse "Weights & Biases" for KaggleWhy did you start “Weights & Biases”? / Motivation?To make ML in production easierML doesn't give you errors; quietly failsIs there anything to find errors in ML?How do you think of a hype about generative AI?GPT-4 for code debuggingAny integration GPT-4 and "Weights & Biases"WandBot (Report, Discord)Which way do you use to improve documentation, fine tuning or few shots?Why "Weights & Biases" boost the business in Japan?How do you align your idea among employees?Goal setting and OKRHow long do you spend OKR?Blameless retrospectivesHow do you prioritize things?Fighting in goal planningBook: The Five Dysfunctions of a Team: A Leadership Fable, 20th Anniversary Edition翻訳書籍: あなたのチームは、機能してますか？How to build trust in company?A lot of trusts comes from by knowing each otherSlack channel for gratitudeCompany-wide of offsite eventPrograms of the eventWhat's the most amazing thing you have learned in management or entrepreneurship?AI Expo (東京ビッグサイト 1F, 8-36, 5月10-12日)Linkedin, Weights & BiasesSee Privacy Policy at https://art19.com/privacy and California Privacy Notice at https://art19.com/privacy#do-not-sell-my-info.

Brought to you by Miro—A collaborative visual platform where your best work comes to life | Dovetail—Bring your customer into every decision | Writer—Generative AI for the enterprise—Christina Wodtke is an author, Stanford University professor, and speaker who teaches strategies for building high-performing teams. She's also the author of Radical Focus, which some consider the de facto guide to OKRs. In today's episode, we dive into OKRs and how they can be used to help your team achieve better results. Christina shares her expertise on crafting OKRs, how she uses them in her personal life, and common mistakes you should avoid when you sit down to write your own. She discusses effective goal setting and outlines a systematic approach to achieving key results. Finally, Christina gives some specific tips on how to improve your storytelling and drawing skills and explains why it's smart to set ambitious goals.Find the full transcript here: https://www.lennyspodcast.com/the-ultimate-guide-to-okrs-christina-wodtke-stanford/Where to find Christina Wodtke:• Twitter: https://twitter.com/cwodtke• LinkedIn: https://www.linkedin.com/in/christinawodtke/• Website: https://eleganthack.com/Where to find Lenny:• Newsletter: https://www.lennysnewsletter.com• Twitter: https://twitter.com/lennysan• LinkedIn: https://www.linkedin.com/in/lennyrachitsky/Referenced:• Yahoo's peanut butter memo: https://www.wsj.com/articles/SB116379821933826657• The Five Dysfunctions of a Team: A Leadership Fable: https://www.amazon.com/Five-Dysfunctions-Team-Leadership-Fable/dp/0787960756/• Radical Focus: Achieving Your Most Important Goals with Objectives and Key Results: https://www.amazon.com/Radical-Focus-Achieving-Important-Objectives/dp/0996006087• Pencil Me In: https://www.amazon.com/Pencil-Me-Christina-Wodtke-ebook/dp/B075Z8J35G?• The Back of the Napkin: Solving Problems and Selling Ideas with Pictures: https://www.amazon.com/Back-Napkin-Expanded-Problems-Pictures/dp/1591842697/ref=sr_1_1• The Minto Pyramid Principle: https://www.barbaraminto.com/• Lane Shackleton's guest post on Lenny's Newsletter: https://www.lennysnewsletter.com/p/how-coda-builds-product• The Product Trio by Teresa Torres: https://www.producttalk.org/2021/05/product-trio/• Ken Norton's website: https://www.bringthedonuts.com/about/• The Fearless Organization: Creating Psychological Safety in the Workplace for Learning, Innovation, and Growth: https://www.amazon.com/Fearless-Organization-Psychological-Workplace-Innovation/dp/1119477247• The Overstory: https://www.amazon.com/Overstory-Novel-Richard-Powers/dp/039335668X/• Cloud Atlas: https://www.amazon.com/Cloud-Atlas-Novel-David-Mitchell/dp/0375507256• Black Panther: Wakanda Forever: https://www.imdb.com/title/tt9114286/• The Team That Managed Itself: A Story of Leadership: https://www.amazon.com/Team-that-Managed-Itself-Leadership-ebook/dp/B07ZG5Y689In this episode, we cover:(00:00) Christina's background(04:54) How Christina uses OKRs to manage her personal life(07:42) The purpose of OKRs(16:15) Mission, vision, roadmaps, and OKRs(20:57) How strategy ties in(22:39) Why OKRs should be kept simple, and the ideal way to express key results(23:45) The importance of customer satisfaction and why you need a qualitative researcher(24:58) Common mistakes people make when writing OKRs(26:14) An example of writing OKRs for an online magazine about interior design(29:28) The importance of repetition(33:17) The 5 whys(36:40) Why you should start OKRs with your best multi-disciplinary team(38:44) Christina's book, Radical Focus(40:26) The importance of storytelling and drawing (even badly!)(43:21) Tips to become a better storyteller(44:29) Using the Minto method for storytelling(46:02) The cadence of OKRs and the importance of celebrations(51:09) A different kind of approval process to get OKRs done more efficiently(53:01) Why the focus on learning is more important than grading(54:29) Why you should set ambitious goals(57:47) Where to start(1:00:48) The overemphasis of UX in product management education and the importance of business sense(1:03:01) Advice for people seeking a career in product management(1:05:44) Lightning roundProduction and marketing by https://penname.co/. For inquiries about sponsoring the podcast, email podcast@lennyrachitsky.com. Get full access to Lenny's Newsletter at www.lennysnewsletter.com/subscribe

Erin Shrimpton is a chartered organizational psychologist and a LinkedIn Learning Instructor. Erin has a passion for shaping culture that is true to the brand it represents and strategy it supports. In this episode, Erin shares what she's  learned about the workplace experience, and how culture is created and influenced by the behavior leaders model. Listen in for a dynamic conversation regarding the psychological aspects of how the environment, and connections truly shape culture.   https://bit.ly/TLP-349   Key Takeaways   [2:25] Erin was recommended to Jan and Jim by Dean Karrel, another LinkedIn Learning instructor. Jan and Erin have an Irish connection. Jan took students to study abroad in Dublin, Belfast, and Galway to compare and contrast the business and cultural environments between the U.S. and Ireland. Erin was born in Ireland and is based there. [3:41] Erin loves the Beatles! Particularly, The White Album. Erin considers that everybody has some sort of connection with the Beatles. [6:05] Erin talks about changing the experience to change the culture. Recent neuroscience research shows that much of the way we behave is shaped by our experiences. Our experience shapes the pathways in our brains, so much more than we knew before. Apply that to what we experience every day in the workplace. [7:21] Who owns the experiences we have at work? The CEO and senior leaders, HR, IT, Facilities, your manager, and your colleagues. Your colleagues are a large part of your experience. You may be powerless to change the direction of the organization, but you can change your experience with your colleagues. If you're a great team leader, you can empower them to change their experience, every day. [9:01] Empowering your team to have great experiences may not change the wider culture but when you work together to change the little things about how you interact with each other, you start to catalyze change, because other teams are looking at you. This changes the culture from the ground up. [9:35] Jan refers to a recent NY Times article on assessing job satisfaction and why employees leave. A big factor is that the values the employees have are not the same as the values of the organization. When that happens, Jan tells clients there are three choices: they can work to change things, they can accept things, or they can seek employment elsewhere. [10:34] Erin's first “port of call” in a similar case is always to examine and see what you can change. There are a lot of things within your control when working in teams. If even your great experiences with colleagues cannot protect you against a toxic culture, Erin encourages people to find another route for employment. That's only after Erin has investigated with them how else they could change things there. [12:41] In the remote world, it is too early to tell how culture is being affected when people don't see each other between meetings. Erin is pleased to see organizations getting together outside of their working context for the connection's sake. [13:22] Erin sees two big issues with remote work: We're losing opportunities to watch other people role-model examples and more importantly, we're losing the opportunity to connect with people in an unstructured, water-cooler-type way. Erin sees the second issue as being damaging to our well-being and mental health. The first issue is detrimental to the organization, the second is a societal issue. [14:37] Research says that when we've got autonomy over our working day, the outcomes for our work and our mental health are much better, but we need to make sure we are connecting in person, as we can, as well. Use intention to create “impromptu” moments. Networking is essential. [17:08] Erin tells how some younger people (after working virtually) react to one of her in-person workshops with everyone in the room together. They find it nice to be in a group and have banter. But most young people are electing to work remotely. Are they finding moments of connection elsewhere and are they satisfied with that? If they are, do we need to rethink office work? [18:29] Erin sees local people going out to lunch with friends, even going for a swim, and then heading back to their home office for the afternoon. They are getting connections in their neighborhoods, which is good societally but presents a challenge to organizations seeking to create cohesiveness among their employees. Realize that it takes an effort to create connections with people. [20:53] Erin tells leaders we are facing two issues at the moment: revolutionizing the way we work and working out how to keep our teams connected. Erin asks them “Can one issue solve the other? Can you ask your team to solve together one thing that's bothering them now?” When they feel real autonomy to do that, they get going with it and start that meaningful connection, whether it is local or remote. [23:11] Erin teaches a LinkedIn Learning class, “Use an Entrepreneurial Mindset to Find Success and Fulfilment at Work.” Erin has been intrigued by entrepreneurial thinking since she was a child. When she went into psychology she studied what makes work better for people. Then she assisted in a startup, Innocent Drinks. Everyone there was encouraged to think entrepreneurially. Erin learned how to do it. [24:14] When Erin went into other organizations and coached organizations for culture change, she noticed entrepreneurial people everywhere. Entrepreneurs aren't just people who start businesses; entrepreneurs are people who think in a certain way about making something better. She also noticed that entrepreneurs absolutely have to find a way to motivate themselves that is not financially driven. [24:49] For most entrepreneurs, their “fortune” is a very long way away, so they have to motivate themselves to get up and find work every day that fulfills them that day. That's what Erin saw in the entrepreneurial thinks she found at work in various organizations. They are able to find an intrinsic reward in their day-to-day work. [25:17] Being people who are able to find the intrinsic reward in the daily activities of their work, who are able to tolerate the uncertainty of our working lives, and who look with vision into the future are the three main elements Erin talks about in her LinkedIn Learning course. It is a mindset that can be learned. Most people don't want to start companies but they can find this entrepreneurial mindset helpful. [26:27] To learn a mindset, adopt the behaviors and the habits. As a leader, be a role model of the habits you want others to adopt. Erin asks leaders, "How are you getting people to solve these problems with you?” To change their behavior, people need to feel some responsibility for the outcome. Jan quotes an old Irish mentor of his, Bud Ahern, who said, “People support what they help create.” [28:26] Erin shares information about Innocent Drinks, a very innovative brand for its time. Instead of printing “Use By” on the lid, they put “Enjoy By.” They didn't think about the rules as they were, but about how they could change things. Erin has taken that with her, ever since. [29:18] Thinking about “how it could be” leads to innovation and creativity. But we are accustomed to operating by rules. We have to have some rules and heuristics because otherwise we would become overwhelmed with the world. Tune in to notice the set of rules by which you operate. Do you need them? How could things be different? Where do you stop breaking the rules, though? [31:01] It is hard as a leader to encourage rule-breaking but not too much. She compares the rules we used to have for our daily work to our rules for this more flexible environment. We have to learn how to be flexible with the rules and use a bit of deep thought about where the line is drawn and whether to break this rule or not. For leaders, it comes back to role modeling and sometimes admitting fallibility. [32:13] A leader may need to explain, “I took this risk. I probably went a step too far and here's why, and here's the learning I had from it.” It's a bit of trial and error. You're not always going to get it right as a leader but it's worth that risk. [33:13] We need to be more forgiving as people adjust to what could be our new normal. There is an ongoing level of discomfort we all feel in this transition and we're not articulating it enough. In 2019, we really had a very different life as a global culture. We don't know how the future will play out and that's uncomfortable. Having compassion for this discomfort can go a long way for leaders with their teams. [34:34] Active listening, taking a team member out for coffee, asking people how they are doing, all go so far. Jan cites past guest Margaret Heffernan who said before the pandemic, we were all about efficiency. The pandemic showed us we weren't very adaptable. Today, businesses are still trying to be efficient while adapting to the needs of the people who run the business. We need negotiation skills. [35:31] A psychological contract with your employer is about the expectations you have going into a job and the expectations your employer has for your performance. You have an unwritten psychological contract but over time the contract gets breached because the expectations of the employee and the employer don't match. This can lead to disengagement, or it can be managed by good communication. [36:31] If you joined a new organization in 2019, your employment expectations then are much different than your expectations today. We need to be having more open conversations about how our expectations have changed around our working lives, including what employers are expecting of their people. The team needs to understand what the expectations are and how they've changed. [37:54] Even knowing about it, Erin also falls into the trap of mismatched or misunderstood expectations. She will find herself frustrated and then recognize she has an expectation about something that may not be realistic. The first step is to become aware of your expectations. Then find the language and the forum to have those conversations with your manager or colleagues. [39:24] In the negotiation we are having about the new ways of working you need to get granular about things like managing your boundaries around your working lives. When it is OK to text or email? These details are what make up our day-to-day experiences. Give people permission to disagree or “fight.” It's encouraged to avoid the dysfunction of complacency. People need to challenge each other. [40:56] Erin's Closing thoughts: “Take time out to reflect because we are all so overwhelmed and busy … and so many … things … require a deep reflection and tuning in to what's going on for us and …  to what's going on for our teams.” [42:12] Closing quote: Remember, “Progress is impossible without change, and those who cannot change their minds cannot change anything.” — George Bernard Shaw   Quotable Quotes “I always think that everybody has a connection with the Beatles in some way, shape, or form.” “The field of neuroscience has progressed so much in the last 20 years when I did my undergrad in psychology. What we know now is so much of the way we behave is shaped by our experience.” “If you think about what is the best definition of culture, it's ‘How we do things around here.' So. how do we learn about how to do things? We watch, and we experience what everybody else is doing, don't we?” “One of the things that people often get frustrated with about culture is that they feel completely disempowered to do anything about it. … If you're thinking ‘There's nothing I can do,' that may be true in some context, … but you can change the experience.” “If you work in what you might define as a toxic culture, working with great colleagues helps you to kind of buffer against that. But there certainly comes a point, and … this is really important, … where you have to be brave and say to yourself, … this is not good for me.” “As a psychologist, I am all for the flexibility, the autonomy, that we are now enjoying with the new hybrid way of working. … I think it is really great for most of us.” “Other research says that when we've got autonomy over our working day, the outcome for our work is so much better and for our mental health, but … we need to make sure we are connecting in person, as and when we can, as well.” “Connection doesn't happen just because you put people in an office. It happens when they're working on something meaningful. So that's the thing to focus on.” “Entrepreneurs aren't just people who start businesses; entrepreneurs are people who think in a certain way about making something better.” “A world that affords us flexibility means that we also have to be flexible in it. We have to learn how to be flexible.”   Resources Mentioned Theleadershippodcast.com Sponsored by: Darley.com Rafti Advisors. LLC Self-Reliant Leadership. LLC Paul Darley Audrey Darley Welch Dean Karrel Erin Shrimpton ErinShrimpton.com The Beatles (The White Album) Yesterday (movie) Chris Farley Interviews Paul McCartney “Why is assessing job satisfaction so hard?” NY Times Innocent Drinks Management Science Margaret Heffernan The Five Dysfunctions of a Team: A Leadership Fable, by Patrick Lencioni

Sarah Diegnan is ChartHop's VP of Customer Experience, after leading implementations at Acuity Brands, Opower and Oracle, she brings operational excellence to creating and delivering a world class customer experience for all ChartHop's customers. She is an expert in leading a customer journey, partnering with customers from the first moments of onboarding through successful execution of all account goals, making sure customers are getting the most out of CharterHop. In addition to her SaaS experience, Sarah was a practicing structural engineer at Skidmore, Owings and Merrill, and worked for the commercial real estate developer, Tishman Speyer.   Questions   Can you share a little bit about your journey, how you got to where you are today? What catalyst got you into the customer experience journey? And just a little bit about who you are in your own words? Could you tell us a little bit about your company ChartHop and what is the service or product that you provide? What is your view on the customer journey through an HR lens. And how do you think EX impacts customer outcomes, the ins and outs of a customer health score? Are there any emerging trends that you've seen in the CX space, in the employee experience space that you think organization should really be paying greater attention to or tapping into as we embark on our new year? Could you share with us what's the one online resource, tool, website or app that you absolutely can't live without in your business? Now could you also share with us maybe one or two books that have had a great impact on you, it could be a book that you read a very long time ago, or even one that you read quite recently, but it surely has created an impact maybe had great value in your leadership delivery and you just really would love to share it with us. Could you share with our listeners what's the one thing that's going on in your life right now that you're really excited about? Either something you're working on to develop yourself or your people. Where can listeners find you online? In times of adversity or challenge, do you have a quote or saying that you tend to revert to, it kind of helps to get you back on track or get you back refocused if for any reason you get derailed.   Highlights   Sarah's Journey   Me: Now, we always like to give our guests an opportunity to share with us in their own words, a little bit about their journey, how you got to where you are today? What catalyst got you into the customer experience journey? And just a little bit about who you are in your own words?   Sarah shared that sometimes she likes to say that she has a bit of a meandering path to where she is today. But she thinks that's actually something that is common amongst customer experience professionals is it takes a lot of different skill sets and she thinks you can build those at a lot of different areas. And so, she started her career as a structural engineer, was something that she always wanted to be when she was a little kid, people would ask, what do you want to do, and she wanted to design buildings, she wanted to design skyscrapers.   And so, that is what she did, she set out to do it, and she went to school, she went to engineering school, and she loved it, she really did. And she thinks architecture and buildings will always have a very, very special place in her heart. However, what she started realizing when she hit about year 4, year 5, being a structural engineer is that it's a very narrow piece of a we'll call it building lifecycle, very, very narrow.   And she had the fortune to work with a project manager who was representing the owner, and she really had purview of the whole project, sort of end and all the pieces coming together to build these amazing buildings. And she had lunch with her and said, “I would like to do your job, can you tell me how to do it?” And one of the first things she said was, “Well, I went to business school, because you need to learn the business side of the business or of buildings.” She was like, great. So, she did that, she went to business school and coming out of business school, she thought working in real estate development was the place for her.   She did that for a couple years, and again, realized it was still a little too narrow in a lot of ways. And living in the Bay Area, it's really easy to get the start-up itch, you sort of look around, and tech is everywhere. And she had the fortune of literally running into a friend, running in Golden Gate Park in San Francisco. And she said, “You need to talk to my sister. She is at a start-up and they're selling commercial lighting controls and they need an engineer who understands buildings, building operators, engineers.” And she said, “You know what, I know that person, that person is me.” And that was her very first job. We called it project operations and this was a long time ago. But it was customer experience.   It was the start of customer experience, and it was sort of the start of her journey to where she is today. ChartHop is her fourth start-up and throughout her career, she's sort of grown into taking on more and more teams and have gotten to a point today where she leads all of customer experience at ChartHop, and that includes professional services, their customer success team, their technical support team, and their account management slash renewals team.   So, sort of a crazy story how she got here, but the reality is, it's working with customers that she loves. It's the project management and the operational piece and she's sort of grown that throughout the years as an engineer, as a real estate professional and now as a tech professional.   About ChartHop and What Service or Product Does ChartHop Provide?   Me: Amazing. So, Sarah, you are at a company called ChartHop and for those of our listeners that don't know what ChartHop does, could you tell us a little bit about your company and what is the service or product that you provide?   Sarah stated that it's a great question, she's happy to talk a little bit about it. So, ChartHop is really transforming the way companies think about managing and supporting their people. So, what that means is, they can take people data from all your different systems, so your HR system, your talent acquisition, system equity, and put it all in one place.   And the thing that makes ChartHop really special is that it's not just for HR professionals, or it's not just for the CEO, it is truly for every single person at the company, your individual contributors, all the way through to your CEO. And the reason why that's so important is because what you're doing is you're creating a very transparent organization; you're creating a one stop shop for everybody in the organization to get all the information that they need.   If you're an individual contributor, it's really all the information that you need to understand and navigate the organization, or someone in her role, it gives her the ability to look in one place to understand everybody in her organization, where might they be on a vesting schedule? How long have they been at ChartHop? What has their performance look like over the years?   And so, it's, it's really designed to create a transparent organization. It's designed to make sure that leadership is making good decisions, especially when we start thinking about DEIB in the workplace. And one of the key attributes is really, it's for everyone at a company, not just the HR team.   Views on the Customer Journey – How Does EX Impact Customer Outcomes – Ins and Outs of a Customer Health Score   Me: So, HR plays a very important role in an organization. And I'd love for you to maybe take a few minutes and discuss with us your view on the customer journey through an HR lens. And how do you think EX impacts customer outcomes, the ins and outs of a customer health score?   Sarah shared thar those are all great questions. And she thinks part of what attracted her to ChartHop was this sort of, she'll call it intersection of HR and or employee experience and customer experience. Like most people that are listening to this podcast, if you're managing and leading a customer experience team, it probably means that you are leading a pretty big team. When you're talking about services in an organization, it's human capital. If robots could do our jobs, if a health score, which she'll get into in a minute, was just two plus two is four, we wouldn't be here.   And so, you have to take care of your people and she thinks that's first and foremost why EX and CX are in a lot of ways the same thing, and they influence each other. She thinks time and time again, we've learned that happy employees, employees that understand the mission, employees that are driven by that mission, are going to be your highest producers, and they're going to be the most productive.   And if you think about putting that motivated, high performer on a call with your customer, that's infectious, absolutely infectious. That motivation and that desire to drive value with the customer is going to translate every single time. And so, it is so important as CX leaders to really be thinking about that. And really thinking about how to engage your team, not just in, “Hey, these are the metrics, we need to hit as a company,” or “Hey, this is what you need to do with your customers.” But really investing time, investing professional development, and really thinking about the employee experience, because it is going to translate.   She also thinks one of the interesting things she's been able to do at ChartHop is really work closely with head of HR and think about how the employee experience is truly also how we think about a customer journey. If you think about those magic moments for a customer journey, there's onboarding and implementation, you have to nail that, you have to have customers coming out of that phase of the journey, and just feeling so excited and so pumped that they bought ChartHop and that they're using ChartHop, that's the same thing you want your employees to feel when they're coming out of onboarding, internal onboarding, you want them to feel so excited, you want them to feel so empowered. You want them to understand what they're doing at ChartHop.   And so, you can really see the overlap, and this is something she's worked really closely with their head of HR at ChartHop to make sure that they are tracking together so to speak. When you start thinking about driving adoption for customer journey, that is the exact same as working with someone on your team on what their professional development is. You chart out someone's professional development the exact same way you're going to chart out a customer's objective planning with you.   And so, really thinking about all of those things and making sure that they're aligned. And one of the questions asked also was to talk a little bit about health score. She thinks health scores are absolutely fascinating. And also, just really where you get to sort of like, leave your fingerprint, your true unique fingerprint on how you think about your customer base. She mentioned this before, two plus two is four, that's great and she's sure all the professionals out there could put together a really, really smart mathematical equation to take you to the number of support tickets, bugs, time to launch, outcome of a use case and sort of put a number together and come out with a magic number at the other end.   But that doesn't really capture everything that goes into customer health. It is truly an art and a science. And she thinks science is really important, it is important to calculate that number, that magic number that says, “Hey, if they're above 80%, they're happy, below 80% they're yellow, below 30% they're red.”   Great, so we have a stoplight. But what is the customer saying to you on the phone? What is the customer bringing to you in your weekly calls? What is the customer saying during quarterly business reviews?   That's going to be a different level of understanding of how happy that customer is.   And one example that she gives a lot to her team is just thinking through if you have a customer who is really excited about working with you on beta features, or alpha features, and it's like, “Hey, I want to be there, I want to test it with you.” Then if you're basing their health solely on sort of like number of bugs, it's not going to look pretty.   But if that customer is signing up for it, and excited about it, then there's a different overlay that you need to put on that customer. And so, she really truly thinks it's an art and a science of how you think about health score.   And again, just to sort of come full circle, it's the same exact thing with employees.   You can't just look at one dimension, humans are multi dimension, and you have to look at a lot of different factors to really assess. Is this person a flight risk or are you going to keep them for another couple of years. And so, it's really thinking about things both from just a pure human perspective and from a numbers.   Me: Brilliant, awesome, thank you for sharing all of that Sarah, great insights and nuggets as it relates to HR customer experience, the health score, integrating all of that looking at the human dimension is so, so important if you really want to create a strong culture.   Trends Emerging in 2023 as it Relates to Customer Experience and Employee Experience   Me: Now, you've been in the customer experience space for quite some time. And I just wanted to know, as we exit one calendar year and jump into another, are there any emerging trends that you've seen in the CX space, in the employee experience space that you think organizations should really be paying greater attention to or tapping into as we embark on our new year?   Sarah shared that this is such a great question. And something she's been definitely thinking a lot about, especially as she's sure most people are doing this too, going into planning, going into next year's fiscal planning. She thinks it's a couple of things. And she's used this word before, and so she doesn't want to overuse it, but it's relevant, is transparency.   If she thinks about the CX organization and just employees in general, they're sort of demanding, she thinks that's the right word. They're demanding more transparency.   We've seen a lot about pay transparency and really posting pay scales. And that ripples through all parts of the organization, it's not just pay, it's truly transparency in who reports to who and what are people working on and what deals are closing. And so, she thinks that's a really big trend that folks need to take a step back and make sure that they're being as transparent as possible with their employees.   She thinks that also leads true because of the remote environment. She knows a lot of companies ChartHop is one of them, they're still remote and so really focusing on transparency to her also means focusing on communication, sort of overly communicating with your employees, making sure they truly understand what we're all doing right, what direction are we pointed at, what is our mission? What should we be thinking about day in and day out.   And she thinks that that actually also is something that she's thinking about with their customers. Transparency with their customers looks a little bit different but it's something that she's continuing to see and think about.   Every one again, this goes back to sort of the human nature, like humans have different ways of learning and that is something that she's hearing customers really sort of demand again, use that word demand from us right now, as customer success professionals is customers want to learn how they want to learn.   And what she means by that is she actually truly spoke to a customer this morning, that was like, “Hey, your CSMs are great. But I sort of want to figure some of the stuff out myself. I want to read a help article.” She has other customers say to her, “I want more videos. I want more in app communication.”   And she sort of feels like all of that is about communication, all of that is about transparency, all of that is about sort of meeting people where they are. And so, she thinks that's a big trend to be thinking about as you're thinking through your customer journey for your specific product is all the different ways to communicate with your customer. And a not be annoying.   So not to be annoying, but just sort of meet the customer where they're at, like, “Hey, if you want to read something, here's the link to the doc, if you want to see a step by step video, here's driving to you're learning centre.” And so, that's a big trend that she's seeing right now is customers really wanting to choose their path and sort of choose how they want to learn about your product.   Me: It's interesting you said that because I actually attended a Customer Success Conference in Washington in October, and I sat in a session where they spoke about community and more organizations building out their community pages on their websites where if you do have an issue, you don't actually have to get in touch with the company because the community can help you because other people have had similar issues, and I thought that was so brilliant that if we could really get more of that.   When I think about my own devices, like even my Apple computer or my phone, if there's something wrong or something I'm not sure about, I automatically go to Google. And usually, Google populates based on the SEO, the Apple community comes up like in the first two or three resolution options that Google provides you with and 9 out of 10 times someone else has had that issue, and the answer is right there waiting for you. So, I totally get when they say they want to have the opportunity to be able to fix it on their own.   Sarah shared that she loves that. She thinks community is so important. She also thinks that that's where you get really cool thought Leadership. You get folks that are using your product in ways that you had no idea, you're like, wow, she would get on the phone with customers and be like, “Wow, that was super clever. I never thought about doing it that way.” And so, she loves the concept of a community, and we can all learn from our peers in so many ways. She loves that.   App, Website or Tool that Sarah Absolutely Can't Live Without in Her Business   When asked about an online resource that she can't live without in her business, Sarah stated that that's such a great question. So, first and foremost, she do have to say it is that again, she mentioned this a couple moments ago is that part of her job description is leading a large team, it's just always what it's like in a customer experience organization. So, to be totally true, ChartHop has really changed how she manage teams. And so, she'd say that's tool number one. Even at some point, if she were to leave, she would definitely advocate for that platform. It helps her navigate so many things with her team that it's so important.   She thinks number two, is video conferencing. She knows that there is Zoom fatigue in the world, she truly appreciates it, and she feels it. But being face to face with your customer is priceless. It is so hard to pick up on tone in an email, it's so hard to really convey what you're trying to say without having that face to face and with so much less travel, that is so critical. You have to put a face to a name, that's how you build relationships and build rapport.   And then the last one she's going to say, which goes back to her very nerdy engineering days because she at her core, she is an engineer is really Excel or Google Sheets. She uses Excel all the time, it's what she needs to run her business.   Me: Brilliant, brilliant Excel is a very powerful tool.   Sarah agreed absolutely, people don't get as jazzed about it, but she does, it's truly her go to.   Books that Have Had the Biggest Impact on Sarah   When asked about books that have had an impact, Sarah shared that she has one in mind that she read probably about 8 years ago, and she recently reread it, because their CEO loves it as well. And so, he had all the executive team read it, it's called The Five Dysfunctions of a Team: A Leadership Fable, the title of it is so great. It's by Patrick Lencioni. It's so great, because it's transferable both from a leadership team perspective, but also from a CX perspective.   And so, what she means by that is, the whole concept of the book is that there is a first team, and your first team is not who you think it is, a lot of people think that your first team are the people that report to you. And the concept is that that's not actually true. Your first team are your peers in the organization and the reason why it's your peers is because together you are a matrix. You're a matrix organization, and together, you all need to work to reach the ultimate company goal, not your own goal, it's not like “How does Sara reach her goals across customer experience?” No, no, no, it's how do we, as an executive team work together to reach our goals as a company?   And so, it's really this concept of you have to have a common goal number one, and like, your team goal can't outshine the common goal. And the reason why she likes it for customer experience, as well and it's something that she drives with her leadership team, is they are a matrix environment, they have four separate teams that report to her, but together, these four teams need to work together for the one common goal of creating the absolute best customer experience for their customers.   And so, if that is what we're keeping in mind, if truly every single day we show up and say our goal is to provide the best customer experience to our customers, then the right thing to do is very easy, or who does what becomes very clear. And so, it's a book that really resonates with her, and she recommends, it's a very quick read. And she recommends it as both a CX professional, but also just as you're continuing to sort of move up the ladder as you think about working across teams as well sort of cross functionally, it's an absolute great read.   Me: Very nice. So, we'll definitely have the link to that book in the show notes of this episode. While you were explaining what the book was about in summary, especially the example you gave off, one person's goal should not outshine the overall goal of the company. I thought of football, I guess because we're in World Cup season now. And I said to myself, one person's goal cannot outshine the overall team's goal, which is to win the game.   Sarah agreed, exactly. So, she coaches her two boys' soccer team. They call it Soccer, Football. There are some really great football soccer commercials happening now by the way.   And it's so true, it's something that she really talks to the kids about from a young age, both when you score a goal and when the team scores against you, it's not the goalie's fault, it went through every single player before it got to the goalie. And same concept, the person who scores it touched a lot of feet before it got to that person that eventually put the ball on the back of the net. So, you are exactly right. She is a sports nerd. Same concept, so she loves it.   Me: That just popped in my mind a while ago, I was like wow, it's such a simple statement. But it's so profound and you everybody kind of has that mindset in an organization, I think the employee and the customer experience can be phenomenal.   What Sarah is Really Excited About Now!   When asked about something she's really excited about, Sarah shared that that's a really great question. So, she'll give two answers. Personally, what she's working on, she's a member of an organization, it's a women's networking organization. And they meet once a month with a peer group, is actually interesting, this is now becoming a theme, a peer group. So, other women who are at her same level and sort of going through sort of the same things and they're all in the same macro environment.   And so, even if maybe some of them are not customer experience professionals, they're marketing professionals, most are in the start-up environment. But it's something that she's really embracing. And each month they meet and we all bring to the table something that they're facing or something that they're thinking about or challenge that they're going through with the company, and really working on being reflective, that is something that she's working on is, when you are in it every day with customers, you sort of create this world where you're sort of go, go, go, go go.   And she thinks that a little bit more reflection is always really good. And so, that is something that professionally she's working on is sort of taking those, it's only two hours once a month, but really taking the time to reflect like, sort of prepare for those meetings and sort of reflect on herself.   And then for her team, this might sound a little funny, but she's actually right now, hiring a new leader for the for the customer success team. And she's so excited to partner with this new leader because the customer success managers at ChartHop are absolutely phenomenal, truly phenomenal. And she's excited to get a leader in seat that is really going to work with them, both from a professional development standpoint, and also just a process perspective but really dive in and take that team to the next level. And so, that's really her focus is just finding and hiring such an amazing leader for an amazing team.   Where Can We Find Sarah Online   LinkedIn – Sarah Diegnan   Quote or Saying that During Times of Adversity Sarah Uses   When asked about a quote or saying that she tends to revert to, Sarah stated yes, that's a good one. One of the things she thinks about is, and the folks out there listening, and the customer experience org can sort of relate to this is that some days you show up and you have a list of things to do and none of those things get done. Because at the end of the day, we are going to follow the lead of our customers, and so, if a customer needs to talk to her, she's going to drop everything to talk to that customer and she's sure every single person that's listening does the same exact thing.   And so, in the moments when she's thinking to herself, “Wow, I am buried. Like, how am I going to get all of this done?” She goes back to something that her mom would always say to her, “It'll all get done, Sarah, it will all get done.” And it's something that she thinks about a lot. How it all gets done is sort of in the background, it's truly just believing in yourself, and believing that you're going to figure it out and having that confidence that as her mom would say, “It's all going get done, Sarah, it's all going to get done.”   Me: Thank you so much for sharing Sarah, for taking time out of your very busy schedule to hop on this podcast, have this great conversation, give our listeners greater insights as to what they can do, what they can improve on, what are some of the emerging trends that you've seen, the fact that we need to be more transparent, we need to be more collaborative. Some of the different applications that you've used and are continuing to use to enhance your work that you do daily to improve your productivity as well as to get your job done. And of course, working towards the overall goal which is to create that magical experience for your customers at ChartHop.   Please connect with us on Twitter @navigatingcx and also join our Private Facebook Community – Navigating the Customer Experience and listen to our FB Lives weekly with a new guest   Grab the Freebie on Our Website – TOP 10 Online Business Resources for Small Business Owners   Links The Five Dysfunctions of a Team: A Leadership Fable by Patrick Lencioni   The ABC's of a Fantastic Customer Experience   Do you want to pivot your online customer experience and build loyalty - get a copy of “The ABC's of a Fantastic Customer Experience.”   The ABC's of a Fantastic Customer Experience provides 26 easy to follow steps and techniques that helps your business to achieve success and build brand loyalty. This Guide to Limitless, Happy and Loyal Customers will help you to strengthen your service delivery, enhance your knowledge and appreciation of the customer experience and provide tips and practical strategies that you can start implementing immediately! This book will develop your customer service skills and sharpen your attention to detail when serving others. Master your customer experience and develop those knock your socks off techniques that will lead to lifetime customers. Your customers will only want to work with your business and it will be your brand differentiator. It will lead to recruiters to seek you out by providing practical examples on how to deliver a winning customer service experience!

Greta Lundgaard has been integral to the leadership development within the language profession. Leaders do not come fully formed, becoming a leader takes time and conscientious effort. Greta's vision, focus and ability to deliver are the strengths on which she draws but because she knows her strengths, she also knows that she can't do it all by herself. The power of a team is always stronger than one person. Visit the Language Lounge on Twitter - https://twitter.com/langloungepod Connect with Michelle - https://twitter.com/michelleolah Have a comment or question? Leave a voicemail at (207) 888-9819 or email podcast@waysidepublishing.com Produced by Wayside Publishing - https://waysidepublishing.com Watch this episode on YouTube - https://www.youtube.com/wayside Mentions: The single biggest problem with communication is the illusion that it has taken place. - George Bernard Shaw Clifton Strengths Finder The 5 Dysfunctions of a Team: A Leadership Fable by Patrick Lencioni LILL Marty Abbott Theories in Second Language Acquisition: An Introduction by Bill VanPatten Children and Languages Making the Match: New Languages for Young Learners, Grades K-8 by Helena I. Curtain and Carol Ann A. Dahlberg Teachers Handbook: Contextualized Language Instruction by Judith L. Shrum High5 - Strengths Test: https://high5test.com/ LILL: Leadership Initiative for Language Leadership Assessment for Learning Understanding by Design by Grant Wiggins and Jay McTighe Dr. James Wussow - Plano TX Dr. MK McChristian - Academic Coordinator at Dallas ISD MetroPlex Foreign Language Supervisors (MFLS) Wayside Leading the Way to Proficiency https://www.waysidepublishing.com/teaching-resources/professional-development Bio: A former German teacher and World Languages Curriculum Coordinator for the Plano Independent School District in Texas, Greta Lundgaard now works with schools and school districts as a world language consultant.  She has served as the president of the Texas Association for Language Supervision (TALS), the Southwest Conference on Language Teaching (SWCOLT) and the National Association of District Supervisors of Foreign Languages (NADSFL).  

In this episode of We Are Vineyard, Jay talks with Christian Weber about accepting Jesus into her heart at an AG church as a child, the freedom she felt when she walked into a youth group at the Sugar Land Vineyard, and the deep, lasting relationships she developed in that youth group. Christian shares about how she found herself planning events in the nonprofit sector as a teenager, and some of the things the Lord has spoken to her about a call to administration as a life of ministry. They discuss the importance of church staffs pursuing training in team dynamics and emotional awareness, and drop some Easter eggs about the 2023 National Conference coming up next summer in Colorado. Christian Weber is the Events Director and Executive Admin for the National Director. She grew up in the Houston area and started attending the Sugar Land Vineyard church as a teenager, where she first heard the phrases “the now and not yet” and “kingdom theology.”. Through her involvement in that youth group, the Holy Spirit captured her heart and she knew she found a home in the Vineyard. In 2005, Christian began working for Bert Waggoner, National Director for Vineyard USA at the time, as Events Director and Exec Admin, and she has continued to serve in this role for Phil Strout's tenure as National Director through to today. Jesus has given her a heart for the Vineyard and the pastors and leaders she gets to serve. Christian and her husband, Ben, met and married at the Sugar Land Vineyard where he was on staff as the Youth Pastor for about 8 years before becoming an attorney. They have three awesome children, Chloe, Atticus, and Ivy. When they aren't acting as a car service for said kids, they really enjoy concerts and great food! Show Notes: Vineyard USA suggested reading for September Alpha Booklet “Why Jesus” by Nicky Gumbel https://bit.ly/3MlFmHD Emotionally Focused https://www.emotionallyfocused.org The Five Dysfunctions of a Team: A Leadership Fable by Patrick Lencioni https://amzn.to/3Tn1UK7 The Advantage: Why Organizational Health Trumps Everything Else in Business by Patrick Lencioni https://amzn.to/3rVnbPp Andy Stanley: Trust Vs. Suspicion podcast https://andystanley.com/podcast/trust-vs-suspicion/ Emotionally Healthy Discipleship: Moving from Shallow Christianity to Deep Discipleship by Peter Scazzero https://amzn.to/3evEeV6 The Emotionally Healthy Leader: How Transforming Your Inner Life Will Deeply Transform Your Church, Team and the World by Peter Scazzero https://amzn.to/3eC9W2X Socials: @vineyardusa Vineyardusa.org

Discussed in this Episode: What is the role of an executive team? Executive team evolving as your business evolves Topics of conversation Meeting decorum Avoiding blindspots What is the Role of an Executive Team?Jack talks about the various types of people who should be a part of your executive team. These people are typically department heads or leaders in their specific area of the business. While it may be uncommon for law firms to have an executive team, they can be powerful tools to keep each other accountable and moving forward in the same direction.Executive Team Evolving as Your Business EvolvesIt can be lonely at the top. Installing an executive team will not only allow you share the burdens, but also workshop ideas and celebrate the victories together. Even if your organization is only 7-10 people, an executive team will ensure that nothing slips through the cracks. Topics of Conversation“Every executive team meeting, you want to cover at least the main KPIs of your organization”. Revisiting your primary objectives is a great way to make sure that you're on track or to course correct if needed. Sharing personal or KPI victories is a great way to start the meeting on a positive note. Sending out potential topics of conversation beforehand can give the team time to prepare. Meeting DecorumNot everyone on your executive team is going to be the same personality or have the same primary topics of discussion. If your meeting contains both lawyers and non-laywers, you must learn each other's communication styles and give space for your team. Not just try to win the debate. If you're the CEO, delegating responsibility is important. It may not be in your best interest to be in charge of the agenda. You should be an active participant as well.Avoiding BlindspotsAs your organization scales up, the probability of dysfuction or systematic problems increases. Putting systems in place to continually check the health of your business is crucial to thriving. If you're noticing consistent patterns of poor performance, the best thing you can do as an executive team is to avoid blaming the single person and look at the bigger picture together.You can reach Jack at:jack@zindalaw.com512-246-2224Links:Traction: Get a Grip on Your BusinessScaling up: How a Few Companies Make it… and Why the Rest Don'tThe Five Dysfunctions of a Team: A Leadership Fable