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Leaders aren't born, they're made. This Monday show helps you discover leadership wisdom through insightful conversations. Independently produced weekly since 2011, Dr. Dave Stachowiak brings perspective from a thriving, global leadership academy, plus more than 15 years of leadership at Dale Carnegie. Bestselling authors, expert researchers, deep conversation, and regular dialogue with listeners have attracted 15 million downloads and the #1 search result for coaching on Apple Podcasts. Activate your FREE membership to search the entire episode library by topic at CoachingforLeaders.com

Coaching for Leaders Innovate Learning

    • Management
    • 5.0 • 1 Bewertung

Leaders aren't born, they're made. This Monday show helps you discover leadership wisdom through insightful conversations. Independently produced weekly since 2011, Dr. Dave Stachowiak brings perspective from a thriving, global leadership academy, plus more than 15 years of leadership at Dale Carnegie. Bestselling authors, expert researchers, deep conversation, and regular dialogue with listeners have attracted 15 million downloads and the #1 search result for coaching on Apple Podcasts. Activate your FREE membership to search the entire episode library by topic at CoachingforLeaders.com

    Transitioning to Remote Leadership, with Tammy Bjelland

    Transitioning to Remote Leadership, with Tammy Bjelland

    Tammy Bjelland: Workplaceless

    Tammy Bjelland is the Founder and CEO of Workplaceless, a training company that teaches remote workers, leaders, and companies how to work, lead, grow, and thrive in distributed environments. Workplaceless is a fully distributed company supporting enterprise, remote, and government clients such as Toyota, GitLab, and the US Department of Commerce.



    In this conversation, Tammy and I discuss how leaders can successful establish a mindset that helps them lead remote teams more successfully. We discuss how to take on a placeless mindset, explore the importance of shifting from how to why, and the best starting points for a communication charter.

    Key Points

    Five key principles of a Placeless mindset:



    Embrace location independence over physical presence.

    Empower autonomous work with flexible schedules.

    Impact productivity with asynchronous communication and collaboration.

    Be open and transparent.

    Trust your colleague and employees.





    Fear of losing control tends to keep organizations from being able to make useful shifts in mindset.

    Leaders and organizations that move beyond the “how” of remote work and focus first on the “why” will have more sustainable success.

    Beware of simply trying to replicate what happened in the office. The whole point of remote work is that it is not like the office.

    Establish a communication charter. This makes it clear what tools are best — and also how to intervene when things don’t work as anticipated.



    Resources Mentioned



    Placeless Mindset by Workplaceless

    Goplaceless by Workplaceless



    Related Episodes



    Start With Why, with Simon Sinek (episode 223)

    How to Balance Care and Accountability When Leading Remotely, with Jonathan Raymond (episode 464)

    How to Lead a Remote Team, with Susan Gerke (episode 465)



    Discover More

    Activate your free membership for full access to the entire library of interviews since 2011, searchable by topic.

    • 35 Min.
    How to Be More Inclusive, with Stefanie Johnson

    How to Be More Inclusive, with Stefanie Johnson

    Stefanie Johnson: Inclusify

    Stefanie Johnson is an author, professor, and keynote speaker who studies the intersection of leadership and diversity, focusing on how unconscious bias affects the evaluation of leaders and strategies that leaders can use to mitigate bias.



    Stefanie is an associate professor at the University of Colorado Boulder’s Leeds School of Business, teaching courses on leadership and inclusion. She is also a member of the Marshall Goldsmith 100 Coaches program and was selected for the 2020 Thinkers50 Radar List. She is a frequent contributor to Harvard Business Review and many other publications.



    In this conversation, Stefanie and I discuss her book Inclusify: The Power of Uniqueness and Belonging to Build Innovative Teams*. We look at how optimism may get in the way of building an inclusive workforce. Plus, Stefanie invites leaders to make public commitments and begin using metrics to track performance.

    Key Points



    Our two most basic human desires are to be unique and to belong.

    Leaders often end up with either cohesive teams of people who all act similarly or a lot of diverse individuals who don’t gel.

    Optimists intend well, but don’t initiate real change unless something triggers them to do so.

    Optimists should be more public with their commitment to be champions for uniqueness and belonging.

    Organizations and leaders should set metrics for diversity, just as they do for almost everything else.



    Resources Mentioned



    Inclusify: The Power of Uniqueness and Belonging to Build Innovative Teams* by Stefanie Johnson

    Inclusify Card Games by Stefanie Johnson



    Book Notes

    Download my interview notes in PDF format (free membership required).

    Related Episodes



    How to Make Inclusion Happen, with Deepa Purushothaman (episode 307)

    How to Lead Meetings That Get Results, with Mamie Kanfer Stewart (episode 358)

    How to Support Women of Color, with Minda Harts (episode 506)



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    Activate your free membership for full access to the entire library of interviews since 2011, searchable by topic.

    • 38 Min.
    How to Change Your Behavior, with BJ Fogg

    How to Change Your Behavior, with BJ Fogg

    BJ Fogg: Tiny Habits

    BJ Fogg is a behavior scientist, with deep experience in innovation and teaching. He's directed a research lab at Stanford University for over 20 years. He trains innovators to create solutions that influence behavior for good in the areas of health, sustainability, financial wellbeing, learning, productivity, and more.



    He is an expert in behavior change, from habit formation to company culture change. Fortune Magazine named him a "New Guru You Should Know" for his insights about mobile and social networks. His is the author of the New York Times bestseller Tiny Habits: The Small Changes That Change Everything*.



    In this conversation, BJ and I discuss why new information alone doesn’t tend to lead to the behavior change most of us want. Instead, we explore BJ’s research and a key, 3-step process that will help all of us to create habits that stick. Plus, he points out that habits are even more about emotion than they are about repetition.

    Key Points



    Information does not lead to action.

    It’s a myth that it takes 21 or 66 days to create a habit. Repetition doesn't create habits. Emotions create habits.

    People change best by feeling good, not by feeling bad. The feeling of success is what wires in the habit.

    A garden is a useful analogy for habits. There is a season for every habit — and they often are not permanent.

    Create a tiny habit through an ABC process: anchor moment, a tiny behavior, and instant celebration.

    Avoid raising the bar on the tiny behavior. Do more if you want to, but don’t change the standard.



    Resources Mentioned



    Tiny Habits: The Small Changes That Change Everything* by BJ Fogg

    BJ’s website



    Interview Notes

    Download my interview notes in PDF format (free membership required).

    Related Episodes



    How to Manage Your Inner Critic, with Tara Mohr (episode 232)

    Six Tactics for Extraordinary Performance, with Morten Hansen (episode 337)

    Tie Leadership Development to Business Results, with Mark Allen (episode 435)



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    Activate your free membership for full access to the entire library of interviews since 2011, searchable by topic.

    • 39 Min.
    How to Support Women of Color, with Minda Harts

    How to Support Women of Color, with Minda Harts

    Minda Harts: The Memo

    Minda Harts is the founder and CEO of The Memo and an advocate for women of color in the workplace. She is a sought-after speaker and thought-leader, frequently speaking on topics of advancing women of color, leadership, diversity, and entrepreneurship. In 2018, Minda was named as one of 25 Emerging Innovators by American Express. Minda has been a featured speaker at TEDx Harlem, Nike, Levi's, Twitch, Bloomberg, Google, LinkedIn, SXSW, and many other places.



    She is an adjunct assistant professor of public service at NYU’s Robert F. Wagner Graduate School of Public Service. She also hosts Secure the Seat, a weekly career podcast for women of color. She's the author of the bestselling book The Memo: What Women of Color Need to Know to Secure a Seat at the Table*.



    In this conversation, Minda and I discuss the motivation for her work and the reality that recent events have been for women of color in the workplace. Minda shares some of the common obstacles that, good intentions aside, keep white folks from supporting women of color in their careers. Plus, we highlight some of the key offenses white leaders tend to make and how all of us can do better.

    Key Points



    While many leaders notice and consider the events of the day, the news often hits in a personal way for women of color.

    When asked, women of color tend to report that it’s white men who are showing up as sponsors and mentors.

    A key trigger point for women of color is to be described as “articulate.”

    The word “women” tends to be used as a one-size-fits-all. Be mindful that women don’t all experience the workplace in the same way.

    One key action white leaders can take to be a better success partner is ensuring the voices of women of color show up on diversity panels and as speakers.



    Resources Mentioned



    The Memo: What Women of Color Need to Know to Secure a Seat at the Table* by Minda Harts

    Minda’s website



    Book Notes

    Download my interview notes in PDF format (free membership required).

    Related Episodes



    Use Power for Good and Not Evil, with Dacher Keltner (episode 254)

    What You Gain By Sponsoring People, with Julia Taylor Kennedy (episode 398)

    Journey Towards Diversity and Inclusion, with Willie Jackson (episode 441)



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    Activate your free membership for full access to the entire library of interviews since 2011, searchable by topic.

    • 39 Min.
    Your Leadership Motive, with Patrick Lencioni

    Your Leadership Motive, with Patrick Lencioni

    Patrick Lencioni: The Motive

    Pat is one of the founders of The Table Group and is the pioneer of the organizational health movement. He is the author of 11 books, which have sold over 6 million copies and been translated into more than 30 languages.



    As President of the Table Group, Pat spends his time speaking and writing about leadership, teamwork, and organizational health and consulting with executives and their teams. He is the author of The Motive: Why So Many Leaders Abdicate Their Most Important Responsibilities*.



    In this conversation, Pat and I discuss the distinction between reward-centered leaders and service-orientated leaders. We explore the five omissions that reward-centered leaders tend to make and how to avoid these omissions. Plus, Pat introduces his Working Genius model.

    Key Points

    When leaders are motivated by personal reward, they will avoid the unpleasant situations and activities that leadership requires. -Patrick Lencioni

    5 Omissions of Reward-Centered Leaders:



    Developing the leadership team

    Managing subordinates (and making them manage theirs)

    Having difficult or uncomfortable conversations

    Running great team meetings

    Communicating constantly and repetitively to employees



    Many of the reward-focused CEOs I’ve known will attempt to justify their abdication of managing their people by saying, ‘I hire experienced executives and I trust them. They shouldn’t need me to manage them.’ Of course, this is inane. Managing someone is not a punitive activity, nor a sign of distrust. -Patrick Lencioni

    Resources Mentioned



    The Motive: Why So Many Leaders Abdicate Their Most Important Responsibilities* by Patrick Lencioni

    Working Genius assessment (use code COACHING for 50% off)



    Interview Notes

    Download my interview notes in PDF format (free membership required).

    Related Episodes



    How to Create an Unstoppable Culture, with Ginger Hardage (episode 350)

    How to Lead Meetings That Get Results, with Mamie Kanfer Stewart (episode 358)

    Three Stories to Tell During Uncertainty, with David Hutchens (episode 486)



    Discover More

    Activate your free membership for full access to the entire library of interviews since 2011, searchable by topic.

    • 39 Min.
    How to Support Belonging, with Julia Taylor Kennedy

    How to Support Belonging, with Julia Taylor Kennedy

    Julia Taylor Kennedy: Coqual

    Julia Taylor Kennedy is an Executive Vice President at Coqual, driving cutting-edge research into the issues impacting today's professional workforce. She led The Sponsor Dividend research and co-authored Disabilities and Inclusion, Mission Critical: Unlocking the Value of Veterans in the Workforce, and The Power of the Purse: Engaging Women for Healthy Outcomes.



    She has spoken at the United Nations, the Carnegie Council for Ethics and International Affairs, the Conference Board — and many other places — and she’s been featured in The Washington Post, CBS News, Forbes, Time, and Harvard Business Review. Coqual recently released a new report, titled, The Power of Belonging: What It Is and Why It Matters in Today’s Workplace.

    Key Points



    A slight uptick in belonging leads to a sizable increase in engagement/loyalty.

    White men and women have the highest belonging scores. Black and Asian women have the lowest.

    Organizations can move beyond espousing support by setting clear metrics and also inviting in external stakeholders for accountability.

    Senior leaders set the tone for what the organization does (or does not do) to support belonging.

    While there is not yet enough action from white, straight leaders, there is movement in espoused support and concern for belonging.



    Resources Mentioned



    The Power of Belonging by Coqual

    How to Be an Antiracist* by Ibram X. Kendi

    White Fragility: Why It's So Hard for White People to Talk About Racism* by Robin DiAngelo



    Related Episodes



    What You Gain By Sponsoring People, with Julia Taylor Kennedy (episode 398)

    Journey Towards Diversity and Inclusion, with Willie Jackson (episode 441)

    Changed My Mind (Dave’s Journal)

    Making the Most of Mentoring (audio course)



    Discover More

    Activate your free membership for full access to the entire library of interviews since 2011, searchable by topic.

    • 37 Min.

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