Leadership is the most important ability of our times. This is the Podcast for leadership enthusiasts in Europe. The show is about Business, Live, Corporate-IT and entertainment. For successful leaders and for those who want to become successful leaders.
040 Disney Strategy
In this episode of Live it, Lead IT! I am going to be talking you through the Disney Strategy, a straightforward, effective tool based on three distinct stages to help you realise your dreams.“The Disney strategy says: Start with the dreamer phase. So dream, dream, dream!” Do you want an average life, or do you want to live your dream life? While it takes courage to reach for the stars, as soon as you start imagining what your ideal life looks like, you can work toward its realization. To achieve that life, you have to start with visualization – you cannot realise what you can’t imagine.So how do you go about dreaming up an image of your ideal life? My best advice to you is to head out into nature, void of any gadgets or other distractions, and let your imagination run wild. Often, when thinking about life goals, people believe that they are undeserving, or that their desires are unrealistic. Put all of these concerns to one side and imagine what you would love to be doing for the next five or ten years. Try to avoid overcompensation, where you only picture having those things that you don’t have now. For instance, time to spend on a beach in an exotic location. Ask yourself if it will really fulfil all your desires.Once you have a clear picture in your head, create a vision board. Preferably using a large sheet of paper, collect images, whether you print them off the internet or cut them out of magazines, to create a visual representation of your dream. Keep it somewhere visible where you can see it often.“The realization phase opens the world of opportunities!”Now that you have created a clear image of your dream life, you will need to start planning how to get from where you are to where you want to be. Treat this as a project plan and break down the steps you need to take you to realise your ideal life into smaller chunks. Don’t overcomplicate it and be sure to write it down.“What will I have when I live in that dream life? Think of the Consequences!”The third and final part of the strategy is to consider the consequences of realising your dream. You will need to ask yourself several questions to assess what the outcomes are of you living your ideal life. These include, ‘What will I have when I live my dream life’, these will include all the positives of you achieving your dream, which might include recognition in your industry or a larger wage; ‘What will I no longer have when I live that dream life’, which might include for example a boss that you need to answer to on the positive side; and ‘What might I miss when I achieve my dream life’, which for example might include less time with friends or loved ones. This latter question asks us to focus on the positive things we have in our current life.“Use Disney’s strategy to make a huge step in your life.”The beauty of the Disney strategy is the simplicity of the three phases. Be sure to spend most of your time focusing on the dream phase and try to expand your horizons as much as possible to ensure you are not limiting your ability to dream. Try reading books or studying others to explore new options. Dedicate a quarter of your time to the realisation phase as this is where you will see how you can move closer to your dream. Finally, spend the rest of your time on the consequences, as the final stage. Use the Disney Strategy to take a massive step in your life in the right direction, and, if you can please share the results with me.Happy dreaming till next time.Stay in lead!Olaf Kapinski
039 Projects: Agile or Waterfall?
“Can we do this Agile, please?” “No, we can’t!”
Still, so many IT-coworkers are (t)asked to do this project agile, rather than “classic”. I believe, this is the wrong approach: Use the right tool for the problem.
Today’s Episode will define the criteria which leads to use waterfall or agile methods executing a project:
* Complicated tasks shall be done using waterfall
* Complex projects best are approached the agile way
To give a very short differentiation here: Landing on the moon was complicated. A child’s birthday is complex.
This Year’s LeadershipStars Program will have a focus point on those methods. Mail me, if you are interested!
Stay in lead
038 You do not want to digitalize
I work with People responsible for IT and even in 2020 I hear statements like “Olaf, I shall digitalize, can you help?”
037 The first and most important Leadership-Tools
“Perhaps in your countless episodes, there is already this hidden theme somewhere: What do you think are the first “tools/methods” that a manager should learn, use and above all improve? “
That was the question on Xing, the German competitor of LinkedIn. I was surprised that I couldn’t come up with an episode right away, nor did I find anything exactly fitting in the archive. Over 280 episodes and still no such summary? Let’s go!
The first and most important management tools
I have formed four segments and now recommend something for each one.
The profession of a manager is rarely defined and certainly not uniformly described. This starts with the names of the hierarchy levels and does not end with the different understanding of goals.
Often it is a mixture of laziness and ignorance, which then says sentences like “Staff Meetings are done by HR for us.”
Prof. Dr. Fredmund Malik has laid the foundations here with “Leading Living Performing” and created a uniform and universally applicable management definition. I can only advise every manager to have read the book and do it again and again.
Anyone who takes on personnel responsibility changes careers. Away from the specialist to the manager. The new job is no longer about the specialist tasks, but about getting other people to do the right things for you. The new job is about people, no longer about the profession. If you don’t want or can’t do this, please leave the task to someone else! We already have enough bad managers.
To interact with other people, communication is necessary. Communication is a craft that needs to be learned. Good leaders have even mastered it.
There is a whole range of models for communication. Many theories, much structured knowledge. Managers want to make it their hobby, so to speak.
I teach some models in the LeadershipStars Program that I find very helpful. In the coming program, this area will be expanded again heavily.
* Communication Styles
* Schulz von Thun’s “Four Page Model”
* Much of the neurolinguistic programming is directly usable
You are interested in interpersonal communication. Selling, arguing, convincing, all just communication.
But there are three tools that I consider fundamental and say that every manager must know, be able and use them:
One on One
Regular discussions with the employees.
The only way to get permanently better employees
They are still the biggest item on the calendar for many people and just as often there are complaints about poor meetings.
In addition, each profession has its own specialist knowledge and methods. How your field is to be organized is probably already exhaustively described in several papers. For my IT department, ITIL is always being used.
However, all managers want to be professionals in project management. Here is the standard PRINCE2.
Again and again I can only recommend that you build your own area of responsibility along established standards. Understanding these and adapting them to your own needs is the fastest way to success.
The third specialist tool is to align the organization with the goals to be achieved.
I have already published a lot about this.
Stay in the lead
Your OLAF KAPINSKI
036 Digital Tools
"Do tech gadgets make us more or less productive?!"
Today we will discuss whether digital tools make us more or less productive at the workplace. This is a very interesting topic, because it is a bit heretical. All of these tech gadgets that are very nice and very fancy and very expensive can maybe reduce our productivity in the workplace.
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"The more devices you have, the less focus you have on what you want!"
Think about your average office environment: you have the person working there, they have their laptop or phone and the purpose of these devices is to connect us and to allow us to do our work. Unfortunately these are designed to get our attention. The more devices you have, the less focus you have on what you want. If you have a notification blinking up on your laptop every two seconds about an email or about a calendar meeting that’s for tomorrow, or next week, you cannot focus on the important tasks. In order to be a modern individual in the Western world, you have to be able to switch your attention quickly. It’s something that we adapted to as we are no longer working on farms and doing the same tasks over and over again. We need to be able to think quickly and adapt. However it’s this very act of adaptation that’s allowed you to become quick and to handle all of these digital tools that has made you less productive at certain other tasks.
"Your brain gets used to patterns!"
Why has this become so widespread? Your brain gets used to patterns. If the majority of time you’re required to have a very short attention span so you can jump for one after another or one topic to another, it’s going to be very difficult for you to sit down and switch your mind back into that long, slow, continual process of doing a very long task. It’s hard to switch between these different types of attention spans that you need. What’s the solution? The solution is having a little bit of order in your life We spoke a lot about is good. Have a designated time to check your digital tools so you’re not a slave to the device. It gives you that discipline. As leaders we need to reduce the amount of tools that people need to play with. If you’re responsible for a team of people, you need to understand that this can affect your concentration. As a manager you should be setting the example. If you have designated a time to do something, then stick to it and do only that specific activity!
Stay in lead!OLAF KAPINSKI 🙂
035 Trust them or control them?
Today’s topic should be an important lesson for any manager. Your employees are neither robots nor slaves. You hired your employee for their brain. As a manager you usually have ideas of what you want to achieve, but if I need to deep dive into how to achieve this then you can do this yourself!
"Your employees are neither robots nor slaves!"
When you tell your employees exactly what you want step by step, there is no space for their creativity; you also block all of their good ideas. Many managers out there complain about that. They’re still stuck in the daily business, and they are quite big when it comes to control. So control has lots of negative things. I do understand why we need to control from time to time. But control doesn’t feel good on your side! I hate to be controlled. Control is also a lot of effort. Instead, if we as managers assess the delivery of our employees and give constructive feedback consistently, after a while trust develops on both sides. I think it’s a very innovative style of leadership. If you think back 50, 60, or 70 years, you didn’t really need creativity as a worker. I have spoken many times about how the world is changing. Lots of consumer and offering markets have opened up! That means we have higher competition. The emphasis is on speed and innovation.
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"Control the important stuff, not the easy stuff!"
Now let’s go back to delegation and into control and trust. If I rely on my own brain, then I can only produce the stuff out of my own genius brain while ignoring all of the other brains in the company. I believe this is not the right approach for the majority of industries which are left in Europe. Control the important stuff, not the easy stuff. Lots of people just control the easy numbers. And the easy numbers are just not really related to the real outcome. If I give you this task out of the blue and the next morning I say, “Can you tell me this? Can you tell me what happened?” I would just ruin trust this way.
"You control everything that is business critical!"
This is this is not a fire and forget process. This is a permanent process of you handing over responsibility and decisions to your employees step by step by step. I call this management. You must understand which of your employees you can handle a little bit more responsibility. You control everything that is business critical. Don’t waste your time with controlling rubbish. Usually the real success is not really in the numbers so make sure that you control the right things and let go of the right things!
Stay in lead!OLAF KAPINSKI 🙂
Great Podcast with a different view on daily business
I am already a fan of "Leben führen" but Live it - Lead It put another light on the same topics. More direct and concrete. Hopefully more to come.
Hear it love it
Great i simply love it
Leadership at it’s best!
I am already a fan of Olaf‘s German podcast „Leben führen“.
The English version puts another light on the same topics as in the beginning of the German version. There are years between them and you can greatly benefit from Olaf‘s growth in that time.
You can literally feel his passion for people.
For me it‘s the best podcast for leadership!