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181 - Expressing Gratitude: Bob's Journey of Support and Healing
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- 181 - Expressing Gratitude: Bob's Journey of Support and Healing
Step into the world of Bob, a man whose life took an unexpected turn after a swift shove from an invisible force. His journey, filled with challenges and hurdles, led him to sell his beloved golf clubs and face the bleak diagnosis of cancer. But amidst the darkness, there was a glimmer of hope. Through love, prayers, and encouragement from listeners like you, Bob emerged victorious, cancer-free. Now, he stands before you, filled with gratitude, ready to share his story and relearn his skills. Join us as we delve into Bob's tale of resilience, and discover how planning backward from the future can lead to a meaningful career and legacy. But be warned, the twist in Bob's story will leave you wanting more...
Mon, 24 Jul 2023 - 08min - 180 - 094 Labrador Leadership | Dr. Gail Summerskill and Writing With Sofie
Best selling Amazon Author Dr. Gail Summerskill talks about her new book on writing titled Writing with Sofie. The professor and creative professional talks convincingly about the need to support those that are trying to improve their writing in the classroom or at the start of their first personal writing project.Sat, 23 May 2020 - 17min - 179 - Corona Months Not Weeks; The Work of the Pharmacist
Bob talks about research that shows the Corona Virus shutdown may have months remaining rather than weeks. He also shares a story of a pharmacist who is committed to do his duty
Fri, 10 Apr 2020 - 08min - 178 - 020 Watch Out For the Trouble Stress Brings to LeadersThe impact that stress can have on leaders, entrepreneurs, and their teams can be so great that it can let all the air out of the balloon. A recent survey showed that 40% of all workers say that their job is very stressful, 26% say they are very burned out. A quarter of people see their job as the number one stressor in their lives. Has life gotten more stressful? What can this mean for you in all the critical roles of your life?
Alex admits to having the most stressful job so far in her career, but she has found ways to manage it.
Stress is the harmful physical and emotional responses that occur when the requirements of job do not match the capabilities or the resources or the needs of the worker.
It can lead to poor health and injury. People blame a lack of balance between work life and personal life. Boundaries are important to achieving this, as we can't possibly keep monitoring all of our relationships while we are in one place or the other.
You need a support network at home and work. Friends and coworkers. People who tend to be social could have a bigger support network. Is this an advantage for extroverts? Alex suggests that introverts could have deeper relationships. In either event, they have to be people that are willing to help you.
And you need a relaxed and positive outlook. Bob mentions this is also physically evident by whether the corners of your mouth turn up or down. Type A personalities tend to be more stressed. Bob's list of Type A statements suggest that many of us can be susceptible to this. Maintaining the positive outlook can be tough for a Type A, as opposed to a Type B personality, or a Hearty Personality.
On the job, the stressors include, log hours, the workload, your bosses management style, your boss not communicating well with you, and a total lack of support. Environmental conditions can also take a tool, including the ergonomics of the work place.
Thu, 31 Dec 2015 - 25min - 177 - 029 Entrepreneur On Fire's John Lee Dumas Talks About Becoming A LeaderBob is proud to welcome Entrepreneur On Fire's John Lee Dumas! John takes time out from his hugely successful Fire Nation to share his thoughts on leadership in the service, in the corporate world, and as an entrepreneur. Are you Labsters ready to ignite?
Bob and John compare notes on their travels to Italy. Both are enamored with the country and the people. John also shares stories about his deep routes in New England and his home state of Maine. He talks of his great childhood in a small town there.
John answers the leadership question of whether leaders are born or made by saying that you can learn to be both a leader. He expands this though by saying that you can learn to be an entrepreneur as well. He talks about not being focussed squarely on business early in life, taking things as they came forward up until about the age of thirty. Our life experiences and what we learn bring us to both of those things.
In his four year stint in the Army, he was immediately commissioned as a second lieutenant out of ROTC at Providence College. His class was the first to be commissioned right after 9/11. He now focussed on his commitment to perfecting his craft for the sake of serving and protecting his first platoon of 16 men anf four tanks.
Transitioning out of the Army at age 26 was not without difficulty. The structure is missing. There was no passion yet. He followed in his father's footsteps into law school., but after a semester he knew it was not his passion. Leaving law school was such a difficult decision, but one made with great courage.
In the corporate world, John entered finance and was very excited about the prospects of a new career. This excitement lasted the better part of a year with great successes. This time however was followed by the financial crash. Many others were laid off, but John remained. He then though realized that this was not the place for him. He handed him his notice the same day.
The leader he remembers was an all-star, a hard worker, a family man, that was super successful who made a huge amount of money,
John would advise a new MBA today to find a place to be an apprentice. Look for someone that you want to become. Ask them to be an apprentice, to be a mentor. Find a situation that would allow you to learn from then. Today, apprenticeship seems to be a lost art. Bob emphasizes that this is one of the career critical conversations that people need to be prepared to have.
Entrepreneur On Fire
John on Twitter
John on Facebook
Creative LiveWed, 30 Dec 2015 - 24min - 176 - 048 What Men Can Learn From Women Who Are More Engaging Leaders
Bob and Alex talk about engaging your employees. Alex contends that a man's voice can be very soothing, but a woman's voice can be very nurturing. Bob says that the best bosses he has had through his career may have been women.
Survey results from Gallup say that women managers are more engaged at work. Female employees prefer female bosses. Because mirroring is an important leadership behavior, it can be inferred that female bosses have more engaged employees. They are more likely to help them set goals and give them meaningful feedback that is engaging and coaching.
Women are more likely to give reinforcement that is positive. They are also perceived to be more honest and ethical.
All of this leads to a more open dialog that makes you more approachable to your team.
Heather Huhman's article on engagement.Wed, 30 Dec 2015 - 17min - 175 - 057 Leaders Should Consider Being Late Is Not Really a CrimeBob and Alex talk about the proposition that being late shouldn't be seen as a fault, but rather as a sign of innate optimism. Bob recalls the song "Optimistic Thought" by Blues Traveller.
Alex produces a matrix of lateness. There are many factors that go into being late. One of these is the degree of how late you are. Some see ten minutes late to work as being a crime, while others don't care. Bob and Alex tend to agree they they don't care because they know the late employee is one who will be there going the distance late into the night to make something happen at the critical time.
Quote about being late
It has been put forth that people are hardwired to be late. At the root of this may be the idea that those people are late because they are trying to get more done. They can get more tasks done in the limited amount of time that they have. They are seen as "fundamentally hopeful".
Bob confesses that even though is sees folks that are late in this way, he himself always strives to be on time. He aggravates his family with the concept of "Bob Time" with which he loads in inordinate amounts of extra time to get somewhere "just in case".
Alex says the she personally is optimistic and hopeful by nature but that she is usually three to seven minutes late. She does say though that people that are intentionally late because they don;t care at all are not without blame here. She also mentions the cultural differences that exist where being late is even less critical.
Bob recounts a manager he worked for that was such a sticker for being on time that before his senior staff meeting he moved all the chairs that were not used out into the hall and locked the door. Any latecomers could not come in with out raising quite the ruckus.
There are also health factors that have been studied as directly related to optimism including length of life. Age, income level, education level and gender are all unrelated to the optimism of the individual.
Bob closes by encouraging leaders to shake off the idea that folks that are a few minutes late are uncaring while it may be a sign of optimism and creativity.
John Haltiwanger's article on tardiness and optimism can be found here.Wed, 30 Dec 2015 - 21min - 174 - Giving Back to the Community With Mark Smith
Bob talks to Mark Smith of Midas of Richmond. Here is an entrepreneur that gives back to the RVA in the biggest way through blood drives and food banks. He will give you a free oil change for a blood donation, a state inspection for a food bank donation, and still have his stores as the top performers nationwide (listen to find out just how much revenue this generates). His staff have the kind of customer service skills that make you want to just hang out there.
Tue, 29 Dec 2015 - 24min - 173 - 028 If Leaders Have to Have an Argument, They Need to Make Sure It is a Productive One
If a leader has to have a conversation that escalates into an argument, they need to know how to make it a productive one. Bob and Alex talk about approaches to be for effective at making that happen.
Alex starts with trying to nip it in the bud if it is at all possible. Bring the issue to the table on a timely basis in the most appropriate panel, particularly while the issue is fresh. This can keep the issue from snowballing onto something too big.
Bob reminds us that while stepping away from an argument may be an appropriate negotiation strategy, but it does send the message that you don't care about the issue enough to have the conversation. You may need to take some time for a cooling off period, or to do some "off line", and these may be productive. You want to be sure you let the other side talk.
Shari Alexander writes in an article that the conversation can be like a tennis match. You need to hear what the other side says. Otherwise, you end up in a position where you think whoever talks last, wins, or whoever talks the loudest wins. This calls for patience, often a skill that is in short supply. Alex says that it also provides an opportunity to check your body language.
Bob suggests that if the conversation starts with or comes to the point where you have to deliver an apology, you have to be careful how you craft it. The key point is to not deliver the "but". Apologize directly and "get to the period" at the end of the sentence.
Above all else, do not make it personal. If you do that, the gloves are off. On the other hand, if you are on the receiving end, you need to be ready to take it and keep the conversation moving forward.
The sign that it has become truly productive when there is enough trust that both sides speak frankly about what they really want. This is the core of integrative negotiation.
Mon, 28 Dec 2015 - 25min - 172 - 036 Why you Need to Understand the Body Language of LeadersLeaders need to not only aware of the message they send with their own body language but how to read the body language nuances of others. Bob and Alex start with the often discussed crossed arms and the message that they send.
Alex says another action she has problems with is the histrionics of waved arms. Bob freely admits that he was often kidded that he was like John Madden from the classic Lite Beer tastes great-less filling ad campaigns.
Clock watching is also a huge sign of disrespect. A modern day equivalent is the use of the phone during the conversation. To have someone look away and start thumbing through your Instagram feed. Alex says it's almost as bad as physically turning your back on someone while talking to them.
Bob points out a minor one is playing with your hair. Nodding is also on the list. In earlier episodes dealing with having difficult conversations, nodding was suggested as a good strategy for trying to convey empathy. This subtlety is acceptable, but "hard nodding' with your chin moving from the sky to your chest is way too distracting.
Eye contact is huge. You don't want to stare them down with the crazy eyes, but sustained eye contact is an expression of strength and confidence. When you have to cut away, look to the side. Looking down is a sure sign of submission. Of course, rolling your eyes is completely unacceptable.
Frowning an scowling can become permanently associated with you. If the corners of your mouth are turned down, try to use a soft smile to be more approachable.
The handshake remains a key element of body language. Firm is important, but not crushing. Meet them with the same amount of pressure. While classically, men should wait for ladies to offer their hand, today offering the hand is more important.
Clenched fists are a sure sign of tension. Recognizing the appropriate personal space is important. In North America, proximity of about a foot and a half is acceptable. In other countries, a closer distance is not uncommon.
Travis Bradberry's article on Body LanguageMon, 28 Dec 2015 - 26min - 171 - 056 Lifting Your Team Out of MediocrityBob and Alex celebrate the Fourth of July by talking about the courage it takes to get your team out of the mire and inspire them. Times that are characterized by businesses sacrificing customer service for the sake of reducing costs call for leaders to transform their teams.
It has been suggested that this scenario has arisen because it takes a lot of energy to make things better. At the same time, people want to be liked. Also, sometimes you business attracts less ambitious people. As businesses try to increase profits, one handle that is all too easy to grasp and pull is to pay lower salaries. This of course drives your best team members out the door.
Leaders need to avoid having crises of confidence and overcome the difficulty of making good choices as one sits back in their comfort zone. Uncertainty over the market and the economy tends to keep you sitting back in that chair. At these times it can be useful to recount the passion you had during the startup of your business and create a story that will inspire your key employees and create engagement. It suffices to say that maintaining this outlook from the start will keep you from having to spend additional resources later to recover that engagement.
If you find yourself in this situation, it is critical that you create a plan in simple components that you can sell to your team. It's components must be measurable. You must be able to quantify success. The big payback is that you can then reward your key top performers and show them what they accomplished.
You can find James Kerr's article on Mediocre is the New Black.Mon, 28 Dec 2015 - 24min - 170 - 002 Setting Goals and Finding Out What Makes Them Stick
Bob and Alex talk about the nature of setting goals at the first of the year when we are also setting New Years resolutions. At the root of the discussion is SMART Goals. Smart goals are those which are: Specific, Measurable, Achievable, Relevant, and Time Bound. During this chat, they share what they each consider is a special goal to them.
Sun, 27 Dec 2015 - 29min - 169 - 001 Michael O’Neal of the Solopreneur Hour Talks About Leadership for Entrepreneurs
Bob welcomes Michael O'Neal of The Solopreneur Hour to talk about his journey to the levels of success in the online world that we find is much broader than podcasting! Michael talks about the best boss he worked for before becoming "proudly unemployable" and about why entrepreneurs, particular those in affiliate marketing, need to consider their leadership skills very carefully.
Sun, 27 Dec 2015 - 43min - 168 - 019 Maren Hogan Shares Her Leadership Journey from the Newsroom to Red Branch MediaMaren Hogan, CEO of Red Branch Media and publisher of Marenated, the blog at Red Branch, comes to Labrador Leadership to talk with Bob about leadership and her own leadership journey. Her own experiences as a chief marketing officer highlight her emerging leadership skills that have brought her to the top of Red Branch.
Maren continues the conversation started by her article of the introverts in the workplace. Red Brach Media considers the I's as the unsung heroes of the workplace and she wants to do anything to keep them comfortable and happy in the work place. She says they are great writers and speakers and leaders. The I comes from where you get recharged. You may not be this way when you are on stage.
Bob suggests that the Baby Boomers have a tough time as I's because they are also digital immigrants. even the Gen-Xer's after them can have troubled.
Open offices can cause problems for introverts so she has headphones for a while. They use Yammer as a chat platform, and many places that people can goo heads down.
Her background includes being a marketing officer for many companies while sitting on an exercise ball in her attic. Even as the CMO, she felt that her voice was not as heard. Starting Red Branch has seen much greater efficiencies by getting a space. She remembers visiting her Dad in a cube farm in Silicon Valley and was the model for her first space. It became too corporate and too straight laced, but it was a learning experience because now she knows what she doesn't want.
She empathizes with people who were tasked with leading her in her younger professional days, characterizing herself as someone who had to be hit with a two-by-four to learn anything. One of her first jobs out of college was in a newsroom. The deadlines there helped her learn what worked for her. She knows that others are long term thinkers that work better on longer term projects without those deadlines.
Her advice to a new MBA today would be to be humble. She remembers at a paper when another person was brought in over her to be editor, and this is where she learned that life is a great teacher of experience and that is to be expected.
Respect is tough to get today if you don't give it.
Reality Based Leadership by Cy Wakeman
Red Branch Media is headquartered in Omaha NE but has presence around the world.
@MarenHogen
Marenated
Articles by Maren mentioned here include these about introverts and leadership titles.
Sat, 26 Dec 2015 - 26min - 167 - 000 Labrador Leadership Introduction
Hosts Bob Nolley and Alex Mossa rollout the introductory episode of the Labrador Leadership Podcast. They discuss the goal of the show is to delivery informative discussions and interviews on simple leadership topics that will help people be the best leader they can be for their businesses, their teams, and for themselves.
In today's episode, they discuss the critical skill of managing expectations. This includes how to commit to doing something, the importance of committing to when it will be done, and how you will let your customer know that it is done.Sat, 26 Dec 2015 - 24min - 166 - 047 Questions We As Leaders Need to Ask Ourselves In Light of The NewsBob takes a timeout to talk about how we as leaders can frame our thoughts as they relate to the church shootings in Charleston, SC last week. The discussion steps over the often cited causes of racism and gun control and dips into the issues of ignorance and self-centeredness.
David Niose's article Anti-intellectualism is Killing America.
Ravi Chandra's article on No, Self-centeredness is Killing America.Fri, 25 Dec 2015 - 16min - 165 - 010 Crush the Critical Skill of Giving (and Receiving) Feedback!Bob and Alex are both snowed in and take the time to chat about assessments. Bob suggests that in the past we probably had a switch on the sides of out heads since we so freely create feedback. Getting better at this can be learned. There are good habits that should be reinforced, the most basic of which is not giving feedback only once a year. There should no surprises in annual performance reviews.
When giving feedback to an emotional person, consider waiting until another time...if the person is normally not this emotional. If they are normally highly emotional, you often have to walk them very diligently because no other time will be any better than the present.
There are also people that stand by the argument that they are blameless. Bob suggests that a very useful opening line is "Are you open for some feedback?" Even coming from a position of power, that request for permission can create an openness on their part to hear the message. Alex says that location is a key, pointing out that a glass walked conference room may be among the worst as others walk by noticing who;s in there. Bob says this can be used as earlier as coaching children by putting your "finger in the dirt".
As much as some leaders have to learn how to give feedback, a much broader segment including those leaders have to learn how to receive feedback. The use of assessment circles is an opportunity to practice recognizing how you feel and to observe how others react.
There is also an interesting discussion on the perception of whether or not busy people "multitasking" is a good thing. Being present, open, and connected is a key to having a great listening skills.
Thu, 24 Dec 2015 - 32min - 164 - 027 Why Emotional Intelligence is the Difference Maker for Leaders
Bob opens the box on a leader's perspective on emotional intelligence (EI of EQ). He shares the four components of EI and why it is so important.
Wed, 23 Dec 2015 - 24min - 163 - 046 Ten Things Young Entrepreneurs Need to Consider About Their LeadershipBob and Alex work through a list of suggested leadership tips for young entrepreneurs. There is no surprise that hard work is at the top of the list, but it is the second one that is grist for the mill.
Alex contends that it is difficult for folks to remain humble while trumpeting their successes. There are some young entrepreneurs that serve as their own PR people as well. It is important to maintain the proper tone.
Bob reminds us that it is important to know your own shortcomings. While the discussion of the importance of knowing your strengths is more prevalent, knowing the traits that are at the bottom of your stack is just as important.
This all leads to the benefits available of getting a coach or a mentor. These words are often used interchangeably, but they are different.
Finally, the discussion comes to what has been a key tent for the show: Don't make promises you can't keep.
See the article on the ten tips here.Wed, 23 Dec 2015 - 23min - 162 - 055 Q&A Show Live on Periscope!Bob takes the opportunity today to answer questions he has received about the show! And, for the first time, the actual recording of the Labrador Leadership Podcast is being broadcast live on Periscope!
Bob answers questions about why he chose to podcast, how he met Alex, the worst leadership situation he remembers, the most important leadership trait today, and, of course, what about the dog?
Wed, 23 Dec 2015 - 18min - 161 - 054 Leadership Learned From Directing the ChoirBob and Alex review some research during which executives are put in front of the choir with a baton and told to lead them. What they learned was that there is often a simultaneous need for leading like an introvert and an extrovert. There is the creation of a kind of ambidextrous leadership.
The executives were told to lead the choir, and the choir was told to stand up when they were inspired but to sit when they were not. What was learned was that having no musical training, the experts had to give some control to the experts, those being the choir.
Introverts tend to lead in the post-heroic style exemplified by contemplative and empathetic . Extroverts lead in the heroic style, tending to be more decisive and taking charge. This can make them the center of attention.
Karl Moore's article on this study of leadership in the arts.Mon, 21 Dec 2015 - 24min - 160 - 045 Leadership on Fathers Day | Bob and Robert Just Talk ShopBob is pleased to welcome his son Robert to the program! Bob and Robert talk a bit about what it's like for a Millennial to emerge from college and hit the job market today. Key points include the shear effort that is involved, usually fueled by a passion, and the interpersonal skills needed to develop the leadership they need.
Robert candidly shares his story of his work at Shockoe Atelier. He tells us how in got on board with them, how it filled his passion bucket, and what he learned about leading as an outsider in a family business.
Happy Fathers Day to all out there!
Shockoe Atelier can be found here.
Mon, 21 Dec 2015 - 19min - 159 - 044 Leadership on Fathers Day | Bob and his Dad Reflect on His Life in the Corporate WorldBob sits down with his Dad, Bob Nolley Jr., live from Surf City to talk about the path of his career through the corporate world path and what he learned that he wants to share with those walking the path today.
Both Bobs remember the great people that they both met during these years and realize that relationships of that quality and number probably don't happen as often today. Dad talks about just how important his mentor was to him as he started his career in public relations, a completely new field opening up as the Boomers returned home.
Dad, Happy Father's Day. Thank you for joining us on the program, and thank you for everything that came before.Sun, 20 Dec 2015 - 30min - 158 - 017 Communication Part 3: Learn How to Listen To Your Email in the 21st Century
The discussion of communication continues with the topic of listening in the 21st century. There are tactics we need to consider writing and emailing in the current day. The foremost of these is to seek brevity, but this runs counter to the idea that you would take more time in an effort to be clear.
Sat, 19 Dec 2015 - 26min - 157 - Create Your Most Authentic Leadership Style With Leadership Freak Dan Rockwell
http://labradorleadership.com/wp-content/uploads/2015/02/Roxkwell.jpeg ()Dan Rockwell is The Leadership Freak. A fanatic, not a basket case. Dan started in the non-profit world. Leadership has been a part of his life since youth. He went off to school for theological training, Bob and Dan agree that the first opportunities to develop your leadership skills are sports or scouting programs. These teach you you project management and life skills. During these years the key influencers for him were people who believed in him and gave him the time when growing up. Are leaders be born or made? Dan refers to John Maxwell saying that leaders can be made. The born part may not be genetic but rather from the development support that you receive in those wonder years. Teachers, neighbors, youth leaders, sports coaches are all important. As for servant leadership, Dan quotes Pat Lencioni who says that he's tired of hearing about servant leadership, that there is no other kind. Servant leaders are concerned with what is best for the people on the team and in the organization. Command and control leadership is too much about stress, pressure, and manipulation and getting them what you want done in a leader centric style. Coming into a problem, a servant leader thinks about how he can help rather than needing to solve the problem. Dan also talks about leadership in terms of the organizational environment.. They should think about the energy levels. Ask, "What can I do from a structural view or a rhythm to just create an environment of affirmation support and energy?" A simple starting point is stopping by at the end of the day to thank someone for their efforts. Bob and Dan then suggest that turning the pyramid upside starts an environment of the organization starting to support the line, serving them more. The servant is open and interested in the welfare of others and uses a coaching style, asking questions like "What's working for you?" or "How can I help?" Sometimes the employee thanks them for just asking. Executives reticence to get a coach to help them move forward with skills such as this may in part be an ego thing. We often assume the coach is the one that know everything, but really he is the one that brings out the best in others. Part of this leadership trail is taking time for self reflection. Harry Kramer book on values CEO of Baxter, big on authentic leadership...his future father in law invited him to MN to go a three day silent retreat. Journalling thoughts and being quiet.Mindfulness has a place somewhere...executives are not quite ready as a whole to meditate at the middle of the day, but this type of practice helps prepare them to leader better. Dan's advice to a newly minted MBA is this: It's not about you. It's about others. You step away from the spotlight and put your team on the spotlight. Books Dan is currently reading include http://www.amazon.com/gp/product/0804137382/ref=as_li_tl?ie=UTF8andcamp=1789andcreative=390957andcreativeASIN=0804137382andlinkCode=as2andtag=bobnolleycom-20andlinkId=MYSPYAN73NQYM5AN (Essentialism) and http://www.amazon.com/gp/product/1422184129/ref=as_li_tl?ie=UTF8andcamp=1789andcreative=390957andcreativeASIN=1422184129andlinkCode=as2andtag=bobnolleycom-20andlinkId=ZIY6I324AFKKCG7P (Act Like a Leader Think Like a Leader) Website: http://leadershipfreak.worpress.com (leadershipfreak.worpress.com) Email: dan@leadershipfreak.com Twitter: http://twitter.com/leadershipfreak (@leadershipfreak)
Thu, 01 Jun 2023 - 28min - 156 - 034 Leaders Need to Deal With the Toxic People in the OfficeHaving covered the problems with stress in the office, Bob and Alex talk abut the toxic behavior that some people bring to the workplace. Alex suggests that we need strategies to not let them effect your motivation and to go to work happy.
The constant complainer is a very common example of this.Bob suggests that being a positivist helps. A positivist is someone who is enthusiastic and goes out of their way to tell others you value their contributions and help others fit in. The complainer is at the other end of the spectrum. When they are constantly complaining, they want validation from you that their feelings are grounded in misery and rightly so. A positivist may want to support them in an effort to help them pull out of it, but you can be seen as being similar to them and as a colleague of complaint with them.
A second type of toxic person is the BFF who has trouble recognizing appropriate boundaries. You may welcome their out ward friendship when you are at the first day on the job and feel they are being very supportive. As time goes on though, they having frequent conversations about non-work issues, wanting to spend time together outside of work, more than the occasional happy hour. It ends up being up to you set the boundaries.
Finally, there is the issue of bullying on the workplace. Alex says that those with big personalities seem to feel they can steamroll a new employee or a younger employee. Recent research from this year says that 65% of workers dread going to work because of a co-worker. 55% says that they have indeed been bullied by a co-worker. Bob suggests that unmet needs are often at the root of this kind of behavior. To recover from this, it is important to step back and draw a breath. You may have to go to your manager if you need to, but always try to respond from the point of view of a business case rather than an emotional one. Granted that at some point it becomes impossible to keep it from being emotional, and at that time you will need to go to your manager, or to his manager if he is part of the problem.
Robin Madell's article on Toxic People at Work.
Sat, 19 Dec 2015 - 29min - 155 - 043 Leadership on Fathers Day | Alex and her Dad Reminisce About Life Growing Up With Mossa ConstructionAlex takes the opportunity to introduce us to her Dad Sylvio Mossa to celebrate Fathers Day! For listeners who want to get to know our cohost a little bit better, listen to Alex and her Dad talk reminisce about life in Greensboro, NC, and what it took to successfully start and build Mossa Construction.
Many thanks to Sylvio for joining us on the program.Sat, 19 Dec 2015 - 29min - 154 - 042 From McKinsey: The Key Points For Successful Transformation Are What We have Been talking About All Along
Bob discusses the results of a new study from McKinsey & Company on the behaviors that different the big companies that are successful in the major transformations and those that are not. The details can be over whelming, but they boil down to a few general strategies that we have talked about before:
* The importance of communication;
* The importance of leaders being actively involved;
* The importance of a positive attitude; and
* The importance of making sure you get the right people involved.
The summary of the McKinsey study can be found here.Fri, 18 Dec 2015 - 20min - 153 - 008 If Your Team Doesn’t Trust You, You Need to Think About This!
The establishing of an authentic sense of trust is critical to the success of any leader and entrepreneur. Bob and Alex talk bout why trust is really the secret word. After a sidebar into the history of Groucho Marx explaining the nature of the secret word, Bob says trust is wired into ethics, integrity, and confidence.
Thu, 17 Dec 2015 - 26min - 152 - 016 SIMULCAST | Labrador Leadership and Cool Things Entrepreneurs Do with Thom Singer
A big event in the form of a simulcast with Thom Singer of The Conference Catalyst and Cool Thing Entrepreneurs Do. Bob and Thom met through working in a couple of mastermind groups. Labrador Leadership and Cool Thing Entrepreneurs Do are both broadcasting this episode today.
Thu, 17 Dec 2015 - 29min - 151 - 041 Leadership Lessons From Game of Thrones
As the HBO series "Game of Thrones" wraps up its most recent season this past weekend, there is a lot being written about leadership lessons that can be learned from these tales. Bob and Alex raise their eyebrows at that contention but then enjoy a welcome "entertainment break" to talk about just how this popular tale may apply.
The lessons from these quotes will be familiar to followers of the show:
* "A Lannister pays his debts."
* "The man who passes the sentence should swing the sword."
* "Any man who must say 'I am the king' is no true king."
* "Chaos isn't a pit. Chaos is a ladder."
* "Winter is coming."
Gathered from Quora, you can find the post here.
Wed, 16 Dec 2015 - 24min - 150 - 025 Why Servant Leadership Matters and What You Can Learn From Leo
Bob talks about the concept of Servant Leadership and what the traits of good servant leaders are. He points out that many of these traits are among those considered important for all types of leaders, and how servant leadership can create the relationships that a great leader needs to foster.
Wed, 16 Dec 2015 - 23min - 149 - 053 Kate Erickson of Entrepreneur On Fire Shares How to Lead Through Building CommunityKate Erickson of Entrepreneur on Fire talks with Bob about her leadership journey from college life to retail banking to running one of the most successful online communities with the Future Nation and Entrepreneur On Fire. She and Bob talk about her recent adventure to the Phillipines for Tropical Think Tank and the mind changing community that she was immersed in.
Kate started her career in banking, but that only lasted until she returned to graduate school to study English literature. She had a passion for writing, and this was what moved her enough to declare a major. She had a professor that inspired her to find new ways to appreciate the work. She started to envision herself teaching in college. Bob recounts the moment his favorite teacher introduced him to the importance of critical thinking skills through writing a Tolkien paper.
As her most significant person in her past, Kate names Dr. Barton Thurber as encouraging her in a way that made her more confident as a writer and as a reader. While she no longer sees herself teaching any longer, she feels the community she builds at EOF allows her to impact that community's members the same way that a great professor encourages their students.
Just as any professor would have done though, Kate has written a book in The Fire Path. She calls this a step by step guide to growing your business. She breaks down each action so readers know actually what needs to be done.
Kate says she strives to be a better leader by immersing herself in the community rather than being above them. She enjoys A leader is one who knows the way, goes the way, and shows the way. She believes this from the heart and is the driver of what she does daily. She fully believes that being approachable is accomplished
Kate's advice to a new MBA? "Don't give up. Don't let fear or the imposter syndrome hold you back from achieving your potential."
Find Kate at EOFire.com. Read her book The Fire Path.Wed, 16 Dec 2015 - 21min - 148 - 033 Brad Wachter Talks to the Leadership Issues of Senior Living ManagementBob talks with Brad Wachter about the challenges leaders face in the senior living industry. As the population ages and many os us look for the next place for our parents, Brad's perspective on the complexities of good leadership show us just how difficult this can be.
Brad brings his HR experience to the industry. It is here that leadership issues are often centered within a corporation. He was inspired by a college professor that did work with the FBI. He also remembers another professor that showed him the importance of HR topics and how they applied in the real world.
The two guys compare transcripts in their early academic careers. The comparison shows both starting poorly and finished strong.
As Brad talks about the senior living industry grows as the population ages. Brad was attracted by the fact that it is really a combination of three industries: health care, hospitality, and real estate. Another wrinkle Brad mentions that in senior living you are working where you customer is living. As an example, if you are a chef there, serving a bad meal results in more than a customer who would never return.
Bob suggests that working in the industry requires a special type of person. Brad agrees, saying that they need to have a certain compassion for those that they are serving. This is often an attraction to those that come to the industry. He has heard it called the "second paycheck", the first being the salary you earn and the second being the good feeling you generate in your work.
Brad started Senior Living Recruiters in 2008 but faced the severe economic downturn of the time. The industry was somewhat insulated from this and enabled him to create the successes there. The three overlapping industries may suggest that there would be a very narrow candidate pool for senior leaders, but prime candidates are those with previous senior living experience.
As for leadership traits, Brad says that empathy, servant leadership, and emotional intelligence are critical skills for folks in the business.
Senior Living Recruiters
Mon, 14 Dec 2015 - 29min - 147 - 024 The Two Things Leaders Need to Think About When Determining their Negotiation Tactics
Spring has sprung. Alex, thinking seasonally, sees a lot of people moving into new positions for the next challenges in their lives. As they negotiate new opportunities, Bob and Alex talk about the basis of negotiations.
Bob compares value claiming and value creation. Value claiming is about trying to win the biggest part of a fixed size pie, or any thing with no opportunity to create value. This is distributive bargaining. The other side is called integrative bargaining when there is an opportunity to create value. The good negotiator knows when he has to recognize when to use one approach over the other. This choice is tied to time urgency, risk, and the over all relationship.
In a team perspective, more often than not, we are trying to create win-win situations when you can create value for the firm. When there is not common interest, when there are two separate cultures, such as with a merger, there is a great likelihood for a breakdown in the conversation.
When value claiming, you are thinking your want it all and you start delivering ultimatums. They compare the experiences as oldest and youngest siblings.
To create value, focus on the problem rather than the person. Find metrics that can measure the good, with the numbers being much less emotional. When the emotions are piqued, your clarity suffers, impacting your ability to focus on the issues.
Bob suggests that there are two things you recall need to know--how much you care about the issue, and how much you care about the relationship with the other side. This is worth some thought because the answer drives at least in part your choice in strategies. An example: if you care about the relationship with the other side a great deal, but the issue is a small one for you you may want to yield and walk away. If you care about the other side and care about the issuer, thee may be an opportunity to try to create value for both sides.
Mon, 14 Dec 2015 - 26min - 146 - 052 The Most Important Habits of the Most Successful LeadersBob and Alex review a list of executives, entrepreneurs, and business leaders offerings of their most important habits. At the top of this list is how you craft your daily to do list and how you remember other people's names.
Bob reminds us that your daily to-do list is not the whole repository of all the things you have to get done. It is a plan for today.
Alex says that remembering names is important. Bob's strategy is to immediately say and use the name upon introduction. If it is within the context of a business meeting, do some research on LinkedIn or elsewhere so you can find out a little bit about them.
Bob cites one executive who says it is important to clear his email inbox to one page by the end of the day. Another says it is important to him to make a crazy personal statement each day, even if it just a loud pair of socks. Alex says that she makes sure she leaves her personal imprint on her work.
Bob cites another leader who says he has to avoid all carbs before noon. He does this because the morning is an important time and he feels they weigh him down. Alex totally takes the counter position.
The final two from the list that are discussed are paying attention to people not devices and talking constantly with you team.
Christine Desmarais' article on Inc. on the daily habit of highly successful people.Mon, 14 Dec 2015 - 24min - 145 - 032 Bob and Alex Look at the Ten Top Leadership Traits in the World of Project Management
Bob and Alex hangout over the weekend with family and friends on an analog basis. Back on the airwaves, they bring up what the top leadership traits might be like in the world of project management.
Bob says that it is one of the hottest job skill sets now. He has worked in that role in financial institutions, information technology, and education. The list of traits looks similar to the more general list of desirable leadership traits we have discussed.
Inspiring a shared vision is at the top of the PM skills. Bob notes that it is part of transformational leadership. Alex talks about the importance of not only creating a shared vision but selling it to the full project team.
Good communication is not enough...you have to be a great communicator. This is largely driven by the fact that a project team is at its roots a matrix organization. Alex talks about having the ability to give criticism with the appropriate information and tone, and Bob reminds her of the need to be able to receive that feedback. Empathy is on the skill list as well, and in this case it is needed by both sides. The leader needs to be empathetic in the way all leaders do, and the team member needs to be empathetic toward the challenges of the leader.
A project manager also has to be agile in team building skills. He has to able to build consensus among all the team members. To do this he needs a visible sense of competence, not only in leadership skills, but in the area of expertise in which the project is involved. Just as important is for your sense of integrity to be visible and valid. Your actions must align with your words.
And to cap this all off, a project manager needs massive problem solving skills. There are tools to help you do the project related calculations and scheduling, but you must be able to offer alternatives that you can quantify while trying to stay on time and on budget.
Finally, Bob says that you have to be cool under fire. He quotes Warren Bennis and his concept of crucible moments. As the late Stuart Scott said, you need to be "as cool as the other side of the pillow".Sat, 12 Dec 2015 - 25min - 144 - 015 Communication Part 2: Leading the Introverts and Being Led By Them
One of the most subtle but most important differences that leaders must take into consideration (if they are serious about being the best) is the attention they pay to handling different types of personalities. One dimension of this is the difference between the extroverts and the introverts.
Bob and Alex recount their experiences with the Myers-Briggs (MBTI). Alex is an ENTP. She says the P for Perceiving at the end of her type reflects her tendency to be open to communication and alternative ideas. Bob is an ENFJ. His J for judgmental is very strong (perhaps rooted in wanting to be a baseball umpire). The J is usually task oriented.
The letters at the front end though are just as important. The I is for introvert and E is for extrovert. This quality is not how you act, though...it is about how you recharge. Bob is a borderline E.
Companies that use the MBTI or other similar instrument often look for E's because they wrongly infer that they are more driven to results. He points out that the book by Susan Cain Quiet talks about how significant the contributions of the introvert can be. While the extroverts are driving forward at high volume in a hyperactive way of problem solving, the introvert is the one that is sitting back collecting the thoughts and synthesizing what they are hearing into a significant contribution.
The trend toward open architecture office space is troubling to the introverts. Alex suggests these people need their own head space. Organizations attempt to create a friendly environment can be totally overwhelming to the introvert. In her book Susan also suggests that in an open environment no real intimate working relationship develops because there is much less opportunity to have those more private intimate conversations.
The answer to this though is not setting all the introverts aside to their own space in a quiet room. Another example: as a group develops from the start and the extroverts are loudly setting up the team infrastructure and driving the development of the norms, the introverts are the ones doing the work.
As for the seat at the top, which type is more suitable? An introvert runs the risk of seeming aloof and unapproachable while they feel thoughtful and problem solving. On the positive side, the best manager for an extrovert may indeed be an introvert because they are more likely to give them the communication bandwidth they need to bring their solutions to the table.
Susan Cain and Quiet
Sample MBTI TestSat, 12 Dec 2015 - 26min - 143 - 007 Charlie Poznek of The Boomer Business Owner Makes the Case for Digital Immigration
Bob welcomes Charlie Poznek of The Boomer Business Owner. Charlie stresses the point that folks in the Boomer age range are Digital Immigrants rather than Generation Y and Millennials that are Digital Natives. Younger folks understand the technology because they have always been in it. The immigration is not rocket science, but it often seems that way due to things like the lingo.
Sat, 12 Dec 2015 - 28min - 142 - 014 Millennials as Leaders Face Their Own Set of ChallengesAfter looking at the challenges that Boomers face when communicating with Millennials, Bob and Alex discuss an article from Lindsey Pollak about Millennials who are leaders that manage boomers. Her first suggestion is to try and keep away from terms and phrases that will keep tagged as being young Awesome is a little prevalent for Bob. Absolutely is the word for Alex. Spiffy? They both are lost.
Podcasters will take out the um's and ah's, but Bob leaves them in for the authenticity and casual atmosphere of the world...dog barks are welcome. Alex says she'll stop and take a breath rather than drop an um or like. When she is listening to others, Alex counts them.
Her tip to get rid of it? Alex suggests consciously taking a breath...
The other point concerns communicating with them in the style with which the listener is most comfortable. Bob agrees that if you know their preference it will be well worth the effort to use that. If you're on a job search it may be useful to ask the gatekeeper what the hiring manager's preference is. Alex says we need to get the message out there quickly. Alex compares it to creative writing versus writing a press release.
Bob tries to write like he sounds, so if someone has heard him already, they can hear his voice in the message. But when you get shorter, the words that convey Bob's voice also gets edited out. Of course as Alex points out that face to face medium is so context rich that you cam make the communication even shorter, as well as get the chance to confirm understanding. It's takes practice...give yourself the time to figure it out. You want to me as effective as possible in the organization.
Lindsey Pollak's article.Thu, 10 Dec 2015 - 25min - 141 - 006 Bob and Alex Get Motivated!
Bob and Alex talk about the ways that managers use to motivate their teams. Sometimes money is used, but is that always the right answer? Another common mistake is leaders who don;t realize that the opposite of satisfaction is NOT dissatisfaction! The answers here will make you think about ways you can motivate your key employees...today
Thu, 10 Dec 2015 - 21min - 140 - 039 Leaders Know Their Power Comes From More Places Than the Org Chart
Bob and Alex talk about the five sources of power. The biggest lesson to take away os the realization that some power comes from your position, but more important power comes personally from you.
Wed, 09 Dec 2015 - 24min - 139 - 023 Frank Gustafson Looks Right Down the Barrel of LeadershipFrank Gustafson, recently named one of the top influencers among business podcasts and host of Lead Like a Marine and The Leader's Bookshelf sits down with Bob to share his experiences and compare notes on leadership.
He talks about his story of service. One of the key mantras in his life in that "It's all good." Whatever it was, no matter how stressful it was or how tough it was getting through it , it makes you what you are. Whether it was easy or tough or rewarding, it makes you who you are today. He loves to tell people he is "living the dream."
The number one trait that he sees on his 14 traits of Leading Like a Marine is compared to building the foundation of a new construction. He says that integrity is at the top of the list. If this is missing, the other 13 traits are just good ideas. Bob agrees and says that integrity is tightly bound to trust.
After serving in the Marines and jumping through the corporate world, he was glad to not have too difficult a transition. He recognizes though that many veterans today do have difficulty.
His first executive leadership job was in his 20s and there were two other people. They cam in only from a couple of hours a day and he did the rest. Everything. By having to do this, he learned a lot about what to do, and what not to do. The greatest days are the day you go to work and the day you leave. On that day you take all of the experience you have garnered.
Keeping the leadership conversation going is important. Without it, nothing happens, whether it be self, ;leadership, leading others, or follower ship. It is all about education and practice. This was the inspiring need for the Leaders Bookshelf. He did this for himself, reading a leadership book a week for a year.
Bob says that entrepreneurs on both sides of the Boomer divide have to focus on these skills. It is all about the relationship...not about title, or mailing list size, or subscriber base.
Lead like a Marine was a show set to talk more about leadership and less about transition. As he rolled this out though, it became a discussion of what veterans brought out the the service and entered the business world and how difficult the transition is. Frank says the process of leaving is difficult. Training could take as long as a year, but the transition out is only dine through five 8-hour days. He quotes John Maxwell saying, "We hire for what they know and fire for who they are." It is impossible for hiring managers to look a resume and see who they are.
Frank and Bob come to the conclusion that leaders don't have to be born, that leadership can be learned. He is currently working on a new course offering.
Frank on the web at One Bold Move.
Frank on TwitterWed, 09 Dec 2015 - 26min - 138 - 051 Some Help Finding Your True North as a Leader
Bob opens this episode with shout outs to folks that have supported the podcast with great ratings and reviews, and he thanks all who have joined the conversation by subscribing to our list.
In the episode, Bob shares a list of fourteen steps to follow in life and work that will help leaders keep their bearings on true north. This comes from the writings of former JPMorgan investment banker Jimmy Lee and his advice on steps for success.
The steps that he discusses are:
* Character is everything.
* Become known as a trustworthy person.
* Become great at your craft.
* Relationships matter. Learn how to build and maintain them.
* Develop good judgment and learn how to make the right decision.
* Learn how to resolve conflicts.
* Family comes first.
* Be crazy organized and prepared.
* Be the person everyone wants to work with.
* Develop great working habits.
* Learn how to win gracefully and pick yourself up when you lose.
* Treat everyone you meet with respect regardless of their walk of life.
* Be proud of your work.
* Dream big.
Bob also mentions a book by Bill George on the concept of True North.
Wed, 09 Dec 2015 - 20min - 137 - 022 Stress Recovery in the Workplace for Leaders and Workers AlikeBob and Alex hit the road to recovery after talking in episode 20 about how debilitating stress can be. Managing stress is a key skill in the leadership portfolio.
Bob makes the case that a little stress is needed and very productive in the workplace. A goal or a deadline does start your drive and your creativity to working to meet your goal. If it gets too high, you get tired, and if it gets really high to just totally burn out.
We all need to have skills that help us alleviate stress. Alex says that she walks along the East River, not only to get fresh air, not only to get some exercise, but to get to the dog park to look at puppies! This is a routine for her that helps her manage midday stress.
Bob says that people work in buildings that have a deep basement have a battle fighting the stress. He contends that a window makes a great deal of difference. You can also do something with your work place. Music and bright desk accessories and supplies and a bright note. Plants and pictures are a great improvement. And finally keeping clean and organized can be an uplift.
If you are in an open area, interruptions are a problem. Just getting up to stretch and walking to see someone in another department will help clear the mind.
Bob says he has been distracted by email notification. There is always something on your desktop blinking or chiming as if to say, "hey, me! I need some attention." Focus can take a real hit here.
Leaders taking a walk late in the day and just asking people what they are working on and how they are doing is engaging for them and a learning experience for you.
Mon, 07 Dec 2015 - 23min - 136 - 031 Bob Talks About Knowing Your Leadership Strengths and What He is Doing in the Lab
Bob talks about the three books has read that impacted his leadership skills and what you can learn from them. He also invites listeners to join him in the lab to talk about what is coming soon!Mon, 07 Dec 2015 - 15min - 135 - 050 Leadership Requires Getting a Great Start in the MorningBob and Alex finish up the First Fifty by focusing on the important of mood. They recall the dumps they put themselves in when talking about stress and realize that the start of the day has a lot to do with the mood you take forward.
Alex shares what her day looks like when she is on the air. She gives herself an hour between getting up and catching the train. Now that she has a puppy, she has a trigger to get up and take the dog outside, She gets back, feeds the dog and gets ready to go. She takes the G, M, and 6 trains, listening to podcasts along the way, to get to work at 9. The baristas at the Starbucks in the first floor of her building know what her order is and when to expect her.
When she gets to her desk, she says there may be some craziness on a busy week. The first task almost always is to check her email.
Bob says the early AM hours are prime time to him. He will get his own puppy out for business, get Jacquie out the door, and then get to work for anything that requires prime creativity. Only after that does the mail get the first look. On recording days, he trues to take care of his voice (no lecturing or yelling?) so that in the studio he has a better chance of sounding ok.
Alex confesses to being a little bit of a night owl when doing creative work. Bob says he gets an energy surge at about 8pm and he is productive then, but he guards against having to stay up too late into the night.
Alex shared a Huffington Post graphic that shows how many people are doing different activities at a give time of the day.Mon, 07 Dec 2015 - 20min - 134 - 005 Richard Rierson Brings a Dose of Leadership
Dr. Bob Nolley welcomes Richard Rierson from the Dose of Leadership Podcast. Richard looks at leadership from the perspectives of his careers in the corporate world and as a commercial airline pilot and a Marine. The two talk passionately about the "Four C's of Leadership" and how they permeate every aspect of our lives.
Sat, 05 Dec 2015 - 31min - 133 - 038 Sometimes It Comes Down to the Point Where Leaders Need a Bit More MoneyBob and Alex talk about the fact that in spite of all of our intentions and efforts focussed on becoming a better leader, sometimes we want to improve our financial gains. The path to that goal is simpler and less daunting than you may think.
The first piece of advice is to spend less. Even though you may think you have done all the belt tightening you can manage,
After that, the big piece of advice is to work harder. This seems no easier than spend less, because we start by thinking we have to spend more hours. What it really calls for their is a devoted effort, an effort that leads to a sense of accomplishment. When you can achieve this sense of accomplishment, it usually comes from bringing your A game, free of distractions of too much social media and aimless chatting. Bob calls it being enamored with the "possibility of the outcome".
If you need a stick to get to this point, set a deadline. This is not one of everyone on your team, but just for you.
To get to the point where these are effective for you, you have to being a true enthusiasm. "Enthusiasm", says Bob, quoting Robert DeNiro in "The Untouchables". When you generate this enthusiasm, your positivity will generate higher quality relationships with co-workers that will create an environment in which people will want to work with and for you.
Find work that fits your own strengths. Assign tasks to members of your team that fit their own strengths. You are probably not serving your team well if you are over committed to developing their weaknesses.
Become an expert in something. Expertise in some narrow niche can make your nearly indispensable in your organization. This is more than just learning a lot through osmosis from working there a long period of time. It is more about wanting to go out and learn more
In the end, all of these actions put you in a better position to ask for a raise.
John Treace's article on learning more money is here.
Brendon Burchard's The Millionaire Messenger.
Fri, 04 Dec 2015 - 22min - 132 - 013 Leaders Get Relaunched With Joel Boggess
Joel Boggess and his wife Dr. Pei Kang host The Relaunch Show, so named because it is a phase that people go through, after they have gone through different challenges. The story of their businesses, relationships, and their early failures is resonating with the listeners. Bob makes the point that people today are craving such real relationships. To relaunch you have to have resources (surround yourself with the best books and podcasts), relationships (the people that know you, like you, and are willing to help you), and routines (the rituals that make you sharpen your skills and be successful).
Fri, 04 Dec 2015 - 27min - 131 - 004 Alex Talks to Bob about The Big Rocks!
Bob recounts to Alex his prescription for the five things that students have to remember to do as well as they can in school. One of them is the late Stephen Covey's concept of the Big Rocks. Bob describes a great demonstration of the Big Rocks and ties it into the importance of the priorities you set daily.
Thu, 03 Dec 2015 - 25min - 130 - 012 Communication Part One–Talking to the MillennialsAttention spans have gotten much shorter since the Baby Boomers appeared on the scene. Because of this, we need to pay special attention to channel richness and the model of communication that we use. This includes the sender forward encoding the message, choosing the channel, sending into the medium, to be unencoded by the listener. The channel that gets used can vary in richness from the very un-rich data report up to a memo then an email then a phone call then a face to face conversations. Four different generations are in the work place together, collaborating, working, communicating with one another.
I Love Lucy, Cheers, and Family Guy average scene length is 38 seconds. I Love Lucy had about five big scenes a program. Modern Family has 33 scenes in the show. Research reveals we now have attention spans shorter than that of a goldfish.
So what strategies do we have in place to deal with this? Keep written communication brief. Keep oral communication to the point. Make sure your slide decks are filled with images and verbal hooks like alliteration.
Dave Yarin's article can be read here.Thu, 03 Dec 2015 - 24min - 129 - 021 Dave Yarin Comes to Talk About the Biggest Mistake Leaders Can Make–And About Your Concentration Span
Dave Yarin is a compliance and risk management consultant, and he shares a story of how good leaders can make horrible mistakes by ignoring the warning signs, and what they can do to prevent these mistakes.
Wed, 02 Dec 2015 - 24min - 128 - 037 Skills a Leader Will Need in the First Days of Their NEXT JobBob talks about Quora and his venture through what he calls "Facebook for the intelligentsia". The discussion centers around things he saw there included a discussion around the best things you can do on the first ninety days on the job. First impressions are important, but there are strategies you can take before you ever get to day one.
Alex talks about her new jobs. On day one she always was there early and as ready as she thought you could be. She recalls a feeling of playing it safe, but she always went in trying to make sure her work ethic is evident. Bob concurs with all of this recognizing the emotional labor it takes to establish great relationships right from the start.
Bob also suggests to continue your habits from your job search. Do a deeper dive on the research on the company, and reach out to anyone you know at the company for a lunch or coffee to find out what's going on and what success looks like at the new job. You can also do a deeper research on the competitors if appropriate so that so you are in a much better position to add value during the early days.
The bottom line is all about being able to make a contribution as soon as you can. Start making relationships early, thinking about the long tail effects of how that may positively effect you at the end of the year.
You can start exploring Quora here.Wed, 02 Dec 2015 - 23min - 127 - 049 Todd Uterstaedt Talks About the Leadership Skill Shift When One Becomes a CEOBob welcomes Todd Uterstaedt of the From Founder to CEO podcast to talk about executive coaching. Leadership is not a one flavor concept and shift from being the founder of a business to becoming that business's CEO is a matter of degrees. Todd sees this as a matter of degrees and a journey for that person. They are used to doing things themselves to delegating key tasks to one another. Bob suggests this comes having a pride of authorship for the founder.
Entrepreneurship is at a record low according to Kauffman. Many founders are finding themselves as CEOs with a huge lack of the breadth of experiences needed for the CEO job. Todd calls leadership 'the sharing of a journey together."
Two common themes that CEO's struggle with include hiring and its subtleties and delegation which is a counter-intuitive concept for the entrepreneur. They need to be sure that their team members are using their God-given strengths.
Bob points that research reveals that 100% of CEOs would like to have coaching but only 65% are getting it. Todd says it used to be the result of a punitive action but now it is more of a perk. Most of this used to be delivered face-to-face, but now it is delivered virtually. Some things still need to be done in person, such as working on executive presence.
Bob says that the number one skill that CEOs work on with their coach is communication. Todd says we make assumptions about the skills that people have in their roles but that often there are gaping holes. It takes a while to develop an executive. There is also a demand for them to learn more about handling conflict. Empathy is also on the needs list as a key coaching need. Todd has seen this often confused with sympathy.
Todd suggests that CEOs developing their internal talent need to remember the phrase "Life is a debrief-able event." Shaping someone for the future is spending time with them and asking them questions about what they do well and where they thing their blindspots are. People enjoy learning, creating, and developing.
Todd's advice to a new MBA: "Know Thyself." Interview ten people that know them very well. Work on aligning their own self-image with the way they are seen by others.
Contact Todd on Twitter or at todd@FromFounder2CEO.com.
Wed, 02 Dec 2015 - 25min - 126 - Talmar Anderson, Leadership, and the Business Side of Business | Labrador Leadership Podcast 083Bob chats with Talmar Anderson, host of the Business Side of Business podcast, about the leadership challenges folks face in getting their new initiatives launched.
She started the Business Side of Business with the idea of getting business easier for people from the operations and management perspective, It is not intuitive and people always get stuck about trying to figure it out on their own.
She loves the art of the conversation and being able to help people through that medium. She was very excited to hear from listeners early in the game. However, she also has a blog at her website TalmarItUp.
Bob says that the crises of confidence that often derail start ups comes from the mountain of tasks that need to be accomplished. Talmar agrees that start up owners need to set small goals to help keep themselves on track.
Bob mentions his point that commitment management is the key to establishing successful relationships with your customers and clients. Talmar says she also focusses on consistency and the setting of expectations. List making is not moving forward. Managing commitments is.
Talmar mentions the importance of perspective and being sensitive to that in your business relationships. It can be a great differentiator
Her clients at TalmarItUp are in some phase of transitional growth, where they are adding staff or locations and need the infrastructure and business process to get it done. One of her services is titled the "Ass Kicking Muse" which helps them establish this change environment in ninety days.
Quote
"Business is not innate. It is a learned process."
Links in this episode
Talmar's website is TalmarItUp.com
The podcast website is The Business Side of Business and on Twitter at @bizsideofbiz.
You can find Talmar on Facebook, LinkedIn, and Twitter.
Thu, 29 Oct 2015 - 21min - 125 - Leadership Lessons From Brandon Stanton and Humans of New York | Labrador Leadership Podcast 082
Bob and Alex talk about the wildly popular photoblog Humans of New York and the leadership lessons to be learned from Brandon Stanton. His Facebook page has well over 15 million likes, but there are leadership lessons to be learned from his art and his approach as suggested by Henna Inam.
The ways in which Brandon connects with the people he photographs is rooted in the leadership traits that we have talked about and find to be super important.
HONY Leadership Skills
* Authentic connections
* Body Language
* Being Present
* Build Trust
* Importance of Stories
Listen to how Brandon connects with is subjects and why the authenticity that he brings to the engagement could also be the leadership skills that you need.
Links Mentioned in This Episode
Henna Inam's article.
Humans of New York blog.
Humans of New York on Facebook.Tue, 27 Oct 2015 - 19min - 124 - A Leadership Take On Plausible Deniability in College Basketball | Labrador Leadership Podcast 081Bob talks today about the leadership and the concept of plausible deniability. This is in light of the recent news out of the University of Louisville that recruits and players attended parties at which girls were available for sex that had been paid for by a team graduate assistance coach.
After setting the context for this item within the leadership discussion, Bob reports that subsequent coverage has moved toward whether or not head coach Rick Patino was aware of this or did his staff not tell him in order to have him keep plausible deniability.
Plausible deniability has been defined as the ability for persons (typically senior officials in a formal or informal chain of command) to deny knowledge of any actions committed by others (usually subordinates in an organizational hierarchy) because of a lack of evidence that can confirm their participation, even if they were personally involved in or at least willfully ignorant of the actions.
Leaders in organizations of any size should take care that their staff does not embrace this concept. It has the ability to crumble the entire organization.
Links Discussed in this Episode
ESPN's break of the story is here.
Rick Patino's response is here.
Pat Forde's interview on The Dan Patrick Show is here.
The book Breaking Cardinal Rules is here.
Thu, 22 Oct 2015 - 19min - 123 - The Biggest Leadership Lies You Need To Avoid| Labrador Leadership Podcast 080Bob and Alex review a list of the ten worst leadership lies. It is important to be aware of them and sensitive to them showing up in interactions on your team.
Bob reviews and discusses a list from Liz Ryan, Founder of Human Workplace.
The Top Ten Biggest Leadership Lies
* The boss is always right because they are the boss.
* If employees get too comfortable they won't deliver their best.
* Your team needs to be closely supervised.
* Carrots and sticks still work as the best motivation.
* Only tell your team what they need to know.
* Idle time is a big waste.
* The role is more important than the person.
* Continuous feedback keeps people sharp.
* You should set goals...and drive your team toward them.
* You need to be able to measure it to manage it.
Bob and Alex put their perspective on each of these and alert leaders to the traps they represent.
Liz Ryan's post in Forbes is here.Tue, 20 Oct 2015 - 19min - 122 - Project Management May Not Be For You | Labrador Leadership Podcast 079
Bob wraps up the discussion of project management and leadership be reviewing symptoms that may indicate you really don't want to work in this role.
Project Management May Be Tough For You If:
* You are not comfortable with change.
* You have difficulty handling tough conversations.
* You would rather deal with the tools than the people.
* You can't multitask.
* You have to be the smartest person in the room.
As the mini series of episodes on project management wraps up, it is no surprise to see that the traits and strengths of a good project manager align with the qualities of superior leadership.
Kiron Bondale's article can be found here.Thu, 15 Oct 2015 - 18min - 121 - Communication in Project Management | Labrador Leadership Podcast 078
Bob continues the leadership discussion in the context of project management with a look at the qualities of communication that are needed.
Tue, 13 Oct 2015 - 15min - 120 - Leadership in Project Management |Labrador Leadership Podcast 077
Bob talks about the comparison of core leadership skills and those that are needed in the realm of project management.
In an post for PM Times, Timothy Barry lists his take on the top ten qualities of a project manager. These are
* Inspiring a shared vision
* A good communicator
* Integrity
* Enthusiasm
* Empathy
* Competence
* Ability to delegate
* Being cool under pressure
* Team building Skills
* Problem solving skills
Bob's Take on the Project Management List
* It is not so much inspiring the shared vision as supporting it. In the project management role, you re rarely creating the vision as much as you are implementing it.
* Communications may be at the top of the list. Look for a future episode just on this.
* Competence is super important. This is why the PMP designation is so sought after.
* It is good to see that the universal leadership number one trait of empathy makes this list.
* Problem solving skills in the role of the project manager seems to deserve a spot higher than tenth.
Timothy Barry's article is here.Thu, 08 Oct 2015 - 17min - 119 - Marc Halpert On the Leadership Secrets of LinkedIn | Labrador Leadership Podcast 076Bob reconnects with high school and college friend Marc Halpert to catch up on life, his multipreneurship and the possibilities of LinkedIn.
Marc started his post college career to get an MBA and immediately moved north He started with Manufacturers Hanover, Manny Hanny, a banking name from the past. He was a multinational corporate lender in New York and Chicago. He came back east to jump into the corporate side in the treasury function. He ended up being the corporate Treasurer for AC Nielsen. During their acquisition, he declined the chance to move abroad and decided t was time to start his own business, and did so just weeks prior to to 9-11.
While this brought the end of that endeavor, Marc did resist returning to the corporate world and kept pushing the idea of developing and promoting electronic payments. This was at a time when folks were reticent to be paid by direct deposit. The recent events made businesses risk-averse, but one prospect he called on did suggest that he should focus on non-profits. He helped them accept member registrations and event fees electronically, and he started to make a huge number of contacts in this niche. It was at this time that he was made aware of a platform that would allow him to keep up with current prospects as well as those folks (like Bob) that were in the distant past. This was LinkedIn.
He started taking a lot of classes on LinkedIn and started to realize that he knew more that many people that were teaching classes about it. As a favor to an acquaintance he visited their accounting firm and gave a great presentation on the topic, after which his friend came up and handed him an envelope with an honorarium that was unexpected. On the train home he opened the envelope and looked at the check was was very pleasantly surprised. This was the moment he recognized he could be a multi-preneur.
Of all of these businesses the LinkedIn work attracts him most because it allows him to connect with people that are doing fascinating work that don't quite know how to express themselves. When they tell him about a great business opportunity they were able to land through LinkedIn, it is quite rewarding. He works with pre millennial generations that are very successful but they can't easily talk about themselves.
In this interview, Marc talks about the need to be flexible in choosing your channel of communication. He also says it is critical to ask for help and more importantly to appropriately show gratitude when it is given.
Marc says that the CEOs need LinkedIn because they can never know how their next great customer will ever find them. He also says job seekers need LinkedIn because recruiters need their profile to complement their resume. Their resume represents their past while their LinkedIn profile is about their present and what they want to do in their future.
Marc's post on Reflections on His Business Anniversary
Marc's website is Connect2Collaborate.comTue, 06 Oct 2015 - 30min - 118 - Found That New Job? Things a New Leader Does Not Do | Labrador Leadership Podcast 075Having spent time discussing getting yourself through finding yourself on the street and working through a job search, Bob talks today about the things you as a leader absolutely don't want to do your first few days on the job.
At time you should be thinking about ways to build your brand in the workplace. Be visible, start to network, and consider these things:
* Don't eat lunch in your office. Get out and connect.
* Don't multitask during meetings. It is easily seen as disrespectful.
* Don't sit back and wait for direction.
* Don't be silent. Ask thoughtful questions.
William Arruda's article can be found here.Thu, 01 Oct 2015 - 15min - 117 - Want in the Leadership Game? How to Let Your Boss Know | Labrador Leadership Podcast 074Many folks that want to move up to the next level in the leadership game continue doing a great job but never get the call. Bob talks to day about actions you can take to get noticed. Liz Ryan in Forbes wrote about about some tactics here that can show you can be a leader.
The biggest mistake can be hiding behind the precept that if they wanted you they would ask you, that it is nice to be asked. Well, indeed it is nice to be asked, but a leader will be more quickly seen when they step out of the box to take action that exhibits the core leadership skills. Don't wait until you become aware that there is an imminent opening. Start well before that.
Look Like a Leader Ready to Step Up
* Learn what the goals are of your team and your larger unit. You may know what your own goals are, but a great question to ask is how they fit into the bigger picture.
* Observe carefully to learn what a supervisor in your unit does. Don't ask...watch. This will put you in a position to say that you have some knowledge as to what the job requires.
* Set and reach your own goals. These are not the ones you've been given they you have investigated the "fit" of (although you better meet these), but rather stretch goals that you set yourself.
* Take on a leader-like project. Liz's article talks about taking on producing a manual or an FAQ wiki. One I really like to see is leading a brown bag session where you gather folks once a month to talk about technical issues of the job (like how we might improve processes) or reading a business book together about soft skills.
Take on a couple of these and you start to look like a leader not only to your boss but also to those around you.
Leave a comment below to add your suggestions as well! (Isn't contributing like that a leader type of action?)
Liz Ryan's article can be found here.Tue, 29 Sep 2015 - 15min - 116 - Leading as an Entrepreneur is About Hard Work and Networking| Labrador Leadership Podcast 073
Today Bob talks with an entrepreneur who has realized that the key is hard work, networking, and taking action. Samuel Anderson joins Labrador Leadership to talk about his journey from sleeping in an insurance office to running three successful businesses, including his own consulting firm.
Samuel Anderson met his business partner at Longwood College. He know he wanted to be a business owner, but at the time the classroom just wasn't a source of fulfillment for him. He left college to pursue his business dreams, and at the time no one in his inner circle was supporting this. He lived in a spare room in an insurance company . He was a factory worker, a waiter, and a painter, all the time remembering the advice that to find out what you want to do, start with doing something you hate.
His first real job was as an intern at the Boys and Girls Clubs. He was then a mental health worker in the field. He knew he would have o work harder then everyone else because he would be competing against everyone entering the field with masters degrees.
If you need inspiration to figure out what you want to do, work at something you hate. That will inspire you faster than anything.
Sam's advice to a newly minted MBA: Hire people that are smarter than you.
He is currently in business with Jeremy Demaio in a company called Cycul. The company provides laundry and dry cleaning services featuring home delivery and pick up. The key to success he says is getting started. People today are willing to outsource tasks that are mundane and repetitive as laundry. Universities are a target market for Cycul.
Other businesses he has underway involve bubble soccer and consulting. These along with Cycul have been so successful he has been able to leave his corporate project manager job and chase these initiatives full time. In serving his clientele he has come to realize that time is the most valuable resource that they have.
The universe has a way of getting out of your way when you are determined.
Sam can be found here:
mrpreneur.org
About me
Richmond Bubble Soccer
mrpreneur tv
Cycul
Thu, 24 Sep 2015 - 23min - 115 - The Cost of Rebuilding Lost Honesty of Past Leadership| Labrador Leadership Podcast 072
Recovering from acts of dishonesty from the previous administration and leadership team calls for special tactics and communication. Bob and Alex talk about these and the challenges that you face.
Bob suggests that if the sum total of your power comes from external sources previously discussed like your position (your box on the org chart) rather than from internal sources (such as your referential power), and you seek more wealth and more power, your team and employees see this as dishonest. The leader that follows a predecessor that has failed in this way needs to work in a way to slowly rebuild the trust. You cannot expect employees to take you at your word.
Strategies For Rebuilding Honesty
* Don't take sides on the guilt of those that came before you.
* Beware of the increased use of the rumor mill.
* Do not take it personally when your team is frustrated.
* Temper honesty with consideration.
Kathleen Listman's article on rebuilding honesty is here.Tue, 22 Sep 2015 - 16min - 114 - Leadership at Amazon and the Conflict of Values and Action in the Face of Success | Labrador Leadership Podcast 071
In the aftermath of the New York Times article on the work culture at retailing giant Amazon, Bob talks bout the details of the article, Amazon's Fourteen Leadership Points, and CEO Jeff Bezos' response to the article. There is also a rebuttal post to the NYT article from a current employee.
The article paints a picture of a work culture that attempts and accomplishes great things. Hiring the best and the brightest and remaining customer focussed has allowed them to accomplish or pursue the Kindle launch, drone delivery, and fulfillment in urban areas within a matter of hours.
The cost though is severe. The work culture calls for 80 hours a week as the norm, according to the article. There are also former employees who suffered cancer, miscarriages, and bereavements, and who generally felt they were penalized for not being able to work during those times.
Bezos emailed the Amazonians the day after publication saying that the article did not sound like the Amazon he knew and encouraging employees with issues to contact him or Human Resources. There is also a LinkedIn post from an employee refuting the New York Times article.
Bob summarizes his thoughts my citing the call for secret feedback and the annual 360 evaluations as symptoms of a counter-productive culture. He also mentions that an organization of Amazon's size growing at the pace at which it is places a stress on the ability to develop qualified leaders. Not being able to accomplish this can create these symptoms.
Links to Articles Mentioned
New York Times article
Jeff Bezos' email reply
Amazon's Fourteen Leadership Principles
An employee's rebuttalThu, 17 Sep 2015 - 25min - 113 - A Leader’s Communication Upgrade Can’t Sacrifice Approachability and Authenticity | Labrador Leadership Podcast 070Tue, 15 Sep 2015 - 16min
- 112 - Audrey Lecker Brings The Proof That Leadership Needs the Liberal Arts | Labrador Leadership Podcast 069In episode 59 Bob and Alex talked about how leaders could serve their teams well by giving a long hard look at liberal arts majors. The source of that discussion was an article written by Dell intern Audrey Lecker. Today she and Bob talk about this, China, and The Hustle.
As the summer wraps up, she has completed her internship at Dell and is returning to College Station and Texas A&M for her senior year. She worked for the digital marketing technology department.
Audrey also discusses:
* Working at Columbia Records for three years in music video talent management;
* Traveling to China to study abroad as her first experience in a foreign country;
* Majoring in film with a minor in photography;
* Networking and exhibiting leadership by being able to connect in the moment; and
* Hustle, as in always being working.
She also shares her strategy for hitting the wall, of The Dip. You have to take time to stop and reconnect for the sake of yourself and your key relationship.
Her advice to undergrads coming into the market is to not follow your dreams but follow your skill set. Following the skill set will create successes for you and allow you to feel good, and empower you to feel some success. Chase your dreams on the weekend.
The original article discussed on the show is here.
You can find Audrey on LinkedIn, Twitter, and her blog.Thu, 10 Sep 2015 - 21min - 111 - Michael Wieser Shows Leaders Why They Need Counsel | Episode 67 of the Labrador Leadership Podcast
Those of us with senior leadership responsibilities have our heads down every day executing tactics to pursue a strategy. Michael Wieser reminds us that sometimes we need the advice of counsel.
Thu, 03 Sep 2015 - 32min - 110 - Productivity Hacks That Are Great Shots in the Arms of All Leaders | Episode 066 of the Labrador Leadership Podcast
Leadership is in part all about being productive with a high level of efficiency. Doing the important things early in the day is generally a key. This is a big part of getting off to a good start. "Eating the frog first" is the addressing of the most urgent or the most difficult item you have to face.
Tue, 01 Sep 2015 - 19min - 109 - 065 Leadership Skills and the Trip Back to SchoolThe fact that leadership skills are needed not just on the job but in every part of our lives is evident this time of year as children and adults alike head back to school. Bob talks about what it takes to be successful both for the high school student heading to college and the working adult heading to school, perhaps for the first time.
The jump off to the discussion is an article in the New York Times found here. This is the advice that recent college students give to incoming freshman attending college straight from high school.
The strategies for working adult students are a bit different. Bob talks about the factors that differentiate a student that successfully graduates and one that doesn't quite do as well as they want.
Five Success Factor For Adult Students
* Go to class. Even after the worst day at the office ever, go to class.
* Connect with your professor. Make sure they know who you are. Participate and contribute.
* Your education is a Big Rock. Listen to Episode 4 to hear what this means...it's important.
* Have a conversation with your support group. Most importantly these are your friends and family.
* Come up with a cinematic answer to the question "Where will I work?"
Thu, 27 Aug 2015 - 22min - 108 - 064 Thomas O’Grady of Life Unsettled Talks About the Economy, Selling Gum, and Why the Boomers are in Trouble
Bob welcomes Thomas O'Grady, Host of the Life Unsettled podcast, a self professed entrepreneur at heart, tells his story from being a child chewing gum tycoon to understanding just why there is so much individual struggle in the current economy.
After he graduated from Berkeley with his PhD in mathematics, he went to an interview at GM with no expectations. He surprisingly landed a great job during research with unlimited computer support and a career for his wife and an assignment asking him to do whatever you want. He later went to Chase to manage the automotive division. He was told there that there was no way that the division would ever be profitable, so he went out and made it profitable. Bob points out that opportunities such as these don;t fall out of the sky, that they are indeed the result of ongoing hard work.
The one leader he has worked with that was an inspiration to him was Lee Iacocca. He was known at the time to have a bit of a temper. When he met him as a potential consultant, Thomas told him that he talked straight whether he wanted to hear the message or not. Iacocca stood up and shook his hand saying it was about time he found someone that wouldn't be a yes man to him.
Thomas says the current economy is one in which the structure has changed and companies and individuals need to adjust. He argues the country has transformed including how it looks at unemployment and the speed at which businesses expand. The rules have changed as companies reduce costs by reducing hours and seeking a younger less costly work force. Small businesses are the segment that seem to be experiencing real growth.
Finally, while in the service he did intelligence work and was recognized for successfully cracking Russian codes. He also intimates that he has been asked to do more throughout his career.
Thomas' hit podcast Life Unsettled focuses on the challenges that Baby Boomers and others have shifting to later phases of their lives. He quotes Dave Ramsey when he mentions that 97% of people age 65 and over cannot write a check for $600.00.
His advice to a new MBA just hitting the street now? Start setting aside for retirement now.
Thomas can be reached at Life Unsettled.
Thomas on TwitterTue, 25 Aug 2015 - 27min - 107 - 063 Leaders Need to Keep Toxic People At Arms Length From Their Team…and Themselves
Effective leadership can be undermined by the presence of toxic people within their organization and on their team. Leaders have to be able to recognize these folks and keep them away. Bob and Alex talk about what these people look like.
Thu, 20 Aug 2015 - 18min - 106 - 062 Leaders Be Warned: Office Policies Can Kill Your Team Faster Than Layoffs
Bob and Alex discuss an article from Travis Bradberry on office policies that can kill the momentum of a team if not the organization.
Some of the worst policies in place include:
* Absurd internet access policies
* Email restrictions
* Harsh restrictions to leave and time off
* Forced performance rankings
* Banning cell phones
* Dress codes, and believe it or not
* Restrictions on bathroom breaks.
Travis Bradberry's article on office policies.Tue, 18 Aug 2015 - 24min - 105 - 061 Leaders Be Aware–Most People Quit Their Bosses, Not Their Jobs
Bob and Alex talk about the worst type of leadership, the type that is so bad that people actually quit them, rather than quitting the job itself.
Reasons set forth in Travis Bradberry's article of quitting your boss include:
* not keeping your commitments
* not caring about your people
* not rewarding good work
* promoting the wrong people
* not developing people skills and strengths
* not letting people pursue their passions
* not intellectually challenging them not helping them be creative
Dr. Bradberry's article can be found here.Thu, 13 Aug 2015 - 25min - 104 - 060 Alex Mossa Talks About the Leadership It Takes To Make a Pivot
Co host Alex Mossa gives a frank interview on her thoughts on making the decision to leave her current full time job and free-lance in her passion.
Tue, 11 Aug 2015 - 24min - 103 - 059 Why Leaders Should Consider Candidates With a Liberal Arts Degree
Bob and Alex talk about what a liberal arts degree brings to your team and how leaders should expect them to be key contributors.
They show up as great team members through:
* Knowing the importance of "doing your homework";
* Being able to identify their audience;
* Being willing to offer their opinion;
* Knowing how to craft a compelling story; and
* Having the hustle and the networking knowhow.
Audrey Lecker's article can be read here.Thu, 06 Aug 2015 - 25min - 102 - 058 Leadership Skills Are Brought to the Forefront in Your Personal Life When You Lose Your Job
Bob talks about the circumstances surrounding folks that have just lost their jobs and are out on the street. They will hopefully have support from may areas, but their are some key things they need to be doing as well.
Tue, 04 Aug 2015 - 27min - 101 - 040 Moving From Being a Good Leader to Being a Great LeaderThu, 11 Jun 2015 - 20min
- 100 - 018 Leaders Know How To Listen During the Important Conversations
Bob and Alex talk about the traditional aspects of listening and how that is critical for leadership communication skills. Leaders consider this a Top Three competency. Following up on listening in the digital age of the 21st century, they discuss a post from John Keyser on a framework for this skill.
Sat, 24 Jan 2015 - 24min - 99 - New Directives from the CDC and Tara Burgio of ATI Shifts Production
Bob updates a directive from the CDC for protecting infrastructure workers who may not have been able to avoid contact. He also reports on ATI Decorative Laminates President Tara Burgio moving production to serve hospitals and law enforcement.
Thu, 09 Apr 2020 - 05min - 98 - Using Power in the Time of Corona
Bob updates the state of the Eastern U.S and talks about opportunities when using power during COVID-19.Wed, 08 Apr 2020 - 06min - 97 - 093 Labrador Leadership | Molly Tolton of Valentine Properties Talks About the RVA’s Scotts Addition
Molly Snider of the Coolest Women in the RVA chats about the expansion and hip factor of Scotts Addition. She talks about what it takes to manage one of the premier properties in midtown.
Tue, 07 Apr 2020 - 11min - 96 - Company Communications in the Age of the Corona PandemicMon, 06 Apr 2020 - 08min
- 95 - Those Who Cannot Work From Home
A recap of the comments from the Surgeon General and thoughts about people who cannot work from home.
Mon, 06 Apr 2020 - 07min - 94 - Leadership in the new normal of the Corona VirusSun, 05 Apr 2020 - 08min
- 93 - 092 Labrador Leadership | Suzanne Rosenhammer Talks Leadership, Career, and Growth in the Tech World in the RVA
Bob kicks off the Coolest Women in the RVA series with a special visit from Suzanne Rosenhammer. They talk leadership and career in the tech world of the RVA.
Thu, 06 Feb 2020 - 17min - 92 - 091 Labrador Leadership Podcast–Matthew Shapiro
Matthew Shapiro of 6Wheels Consulting is a leader in the disability community. In this episode he and Bob talk abut his work lobbying from the state legislature to the streets on behalf os the disabled.
Sun, 26 Jan 2020 - 17min - 91 - Critical Thinking | Labrador Leadership Podcast 090Tue, 23 Oct 2018 - 15min
- 90 - Inclusion and How to Avoid Bias in the Workplace | Labrador Leadership Podcast 089
Bob talks about strategies we can take to improve eliminating biases in building and leading our teams.
Sat, 06 Oct 2018 - 15min - 89 - Humble Leadership is at the Core of Transformations | Labrador Leadership Podcast 088
Bob welcomes Megan Morris to the show! They discuss the concept of humble leadership and how it can trigger behaviors that will improve results for your team.
Tue, 25 Sep 2018 - 26min - 88 - Does Leadership Look Different therough the Lens of a Startup? | Labrador Leadership Podcast 087
Bob talks about how leaders of a startup may have a different perspective on what leadership actions are most important.
Sun, 23 Sep 2018 - 16min - 87 - Five Great Places for Leadership | Labrador Leadership Podcast 086
Bob and Alex talk about a list of the top five companies that are know for leadership development. GE, no surprise, is at the top of that list. But there are also important points to consider if you are not in one of these larger corporations, not the least of which is whether or not there are leadership development activities going on there. Bob contends that one of the most important activities is that of assessment, a data driven review of wheat one's strengths and weaknesses are. Self awareness is at the top of the list, and that characteristic is at the core of emotional intelligence.
Tue, 19 Sep 2017 - 22min - 85 - Season Two Begins With a Tribute to the Leadership of Pat Summitt | Labrador Leadership Podcast 084
Bob kicks of the second season of the podcast with a welcome and a tribute to the leadership of Lady Vols basketball coach Pat Summitt who passed away this summer.
Summit was the winningest coach man or woman at the division one level. She took over the team in 1976 at the age of 22. She went on to win eight national titles, appear in 18 Final Fours, and 1,098 games.
More important numbers include the number of ladies that wore the orange as players she coached: 161. Of these, 48 became coaches of their own programs.
Summitt's Take on Leadership
Even though she had the "death ray stare" that intimidated some, she exhibited the traits of a transformational leader. She showed individual consideration for her players in spite of the tough love by realizing the unique value each had. She encouraged intellectual stimulation by asking her players to be innovative and try new things.
She was inspirational and charismatic as she encouraged the Lady Vols to be positive in their attitude and believe in themselves. She also preached commitment and dedication, preparing for what comes next, and goal setting.
It's all about perception -- and if teammates find you the least bit inconsistent, moody, unpredictable, indecisive or emotionally unreliable, then they balk and the whole team is destabilized.
Most young people are all the things I just listed, and [she] was no different. If there is a single ingredient in leadership, it's emotional maturity.
Over the next two seasons, I intentionally did everything I could to break [her] down. Why? Because until she completely surrendered herself and her ego, she wasn't going to become the reliable leader we needed. A willingness to do whatever it is that needs to be done regardless of self-interest is the hallmark of a mature leader.
Notes
Entrepreneur's Leadership Lessons from Pat Summitt
Washington Post's article on Summitt's single ingredient of leadership
Dr. Joyce Russell's column on Leadership Lesson's from Summitt
Pat Summitt's Book Sum It UpTue, 23 Aug 2016 - 17min
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