The Self Development Podcast Warren Hammond & Stephen Gribben

This is a great, light-hearted way to profile people.  And Stephen always tells it so well it feels like it should be in a book.
Rhinos and Cattle - One is not good, and one is not bad. 
None of us are all one or the other – it’s a spectrum that can help us to understand ourselves and those around us – it can help to improve how we work with others.
Short description below - and scroll down for the first 10 minutes of the transcript.Loads more from Stephen on www.coachpro.onlineFull transcript available on www.rhinoconsulting.nl/podcastAny thoughts or suggestions - let us know at podcast@coachpro.onlineThe story is a little playful – you hear it and you immediately start putting yourself into one of the 2 camps – and then you start looking around you and doing the same.  Your whole family and team are suddenly full of horns and black spots.
The spectrum so colourfully described is also a useful way to characterise yourself and those around you – by labelling you and others you can start to manage the relationships around you better – you to them, and them to you. 
There are many other charts that allow you to profile people – but this one I found to be useful.  There are others too.
The second part is the learning to appreciate that a balance is needed.  Without a team that can covers all skills and viewpoints you will be weaker. By acknowledging the different type of animals around you, there is now an understanding that you should manage the different personalities better. In the future you can use this knowledge to build an optimum team.
This move from “seeing the differences and denying them” - to toleration – to appreciating them - to actively seeking out complementary skills - is a valuable skill to learn and consciously employ.
Lastly, it’s an important learning that can be applied to other spectrum and differences.  Gender, age, cognitive models, backgrounds, roles… there is a huge and important movement to diversity and inclusion.  It’s important that everyone understands and appreciates that
Those that are different are not be tolerated. They are to be appreciated and valued.  They are strengthening your team and improving results if you embrace the perspective they can offer.Those that are different- you were brought in to be different. Fitting in is a common and normal habit – it makes sense.  Find a way to fit in by being you. Keep your unique perspective. Be authentic – that’s the real value.Transcript (AI generated so forgive the typos)
Warren Hammond  02:13
Today, as always, interesting topic, the Rhino and Cattle model. Now, I'm going to be working really hard not to say too much in this because this is a story I have abused and abused so many times, Stephen, that it's going to be good to get it from the horse's mouth so to speak. So let's get into it. The Rhino and Cattle model? What is it?
 
Stephen Gribben  02:40
In essence, what it is is a Profiling framework. It'll help you to see yourself and understand others more as a process so that you can authentically connect, engage, understand and appreciate both yourself and others intelligently, rather than just see yourself or others through an emotional prism.
 
Warren Hammond  03:03
So I just thought it was a nice wildlife story, but already you've come up with lots and lots of four syllable words. So it's a profiling framework. So how I think about it, and you tell me which bits are right and which bits are nearly right, let's put it that way, this is a way of looking at yourself, looking at other people, and helping you to see the differences between them without it being good or bad.
 
Stephen Gribben  03:31
Yes it's to understand those differences, and accept those differences. Appreciate those differences, be okay with those differences and value them and expect them as opposed to seeing them and judging them on the basis of whether you like them or not, or whether you agree with them or not. So that

Satisfaction and loyalty – the holy grails for relationships – personal, professional, internal and external.
The two are mentioned in the same sentence all the time – like a double act in comedy, foods that complement each other or a famous sporting duo – but they’re not necessarily found together all the time .
Satisfaction is an attitude – Loyalty is the behaviour.  People may be satisfied but not loyal – and loyal people may not be always satisfied
One way I considered it was pizza delivery– I’m usually satisfied with any of them and will happily order for any of the 4 nearby – I’m not particularly loyal to any one brand. 
Someone shopping for a car may start at their favourite brand – Audi – and end up buying BMW.  But in their heads, they remain a loyal Audi customer and will go back to Audi first next time.
Stephen walks us through this model that looks at different components that make up Satisfaction and Loyalty.  Once you understand them you can manage them.  And then you can decide which relationships you want to build up into ones that are full of satisfaction and loyalty.
Any comments or thoughts: email us at podcast@coachpro.online
More great models at www.coachpro.online
Full transcript and blog:
https://rhinoconsulting.nl/episode-132-satisfaction-amp-loyalty Thanks for your support so far - please subscribe and share 
The first 15 minutes of the podcast is transcripted below - 
 
Warren Hammond  00:56
Welcome back podcats, to another episode of our podcast. This one's a good one. I always say that, this one is a Loyalty and Satisfaction or Satisfaction and Loyalty. I'm always tempted to put in 'Customer' before that, it just seems to be one of those phrases that we always hear; Customer satisfaction and Customer loyalty, we spend ages talking about it. It's one of the key metrics for business success. That is covered and it's talked about, but also how we can take this into other areas of our lives. internal and external. So it's looking at the whole relationship. So it's good, there's a model, there's a six point guide at the end. So there's lots to take away. Any thoughts questions, give us a shout, podcast@coachpro.online or find us on LinkedIn. There is a full transcript available for these so please look that up. And on www.coachpro.online itself there's loads more models and frameworks that you can use. So let's get straight into it. I’ll be back at the end with some brief comments. Here comes the cheesy music.
Warren Hammond  02:11
So here we are. Normal call signs, Edinburgh, can you hear me?
Stephen Gribben  02:16
Loud and clear
Warren Hammond  02:17
Loud and clear? It's not a surprise anymore. But when we started this a year ago, all the zoom and the video conferencing, it felt that this was almost magic, it was almost wizardry, the fact that we could hear each other, even though we were countries apart now is the most normal thing in the world. Anyway, today, we're discussing satisfaction, and loyalty. Now I know I've got in my head while I think of loyalty and satisfaction. And I'm immediately thinking of customers and NPS etc. And I also know that I always think about these things too small. So let's go to Stephen and get a formal definition that we can kick ourselves off with. So how should we think about satisfaction and loyalty? What's the definition we should be using Stephen?
 
Stephen Gribben  03:08
Well, satisfaction is about attitude. And loyalty is about behaviour.
 
Stephen Gribben  03:16
Typically in relationships, whether that is as a customer relationship, or a personal relationship, or professional relationship, satisfaction is the attitude, how you feel and how you judge; loyalty's about behaviour, which is about what you then do.
 
Warren Hammond  03:34
That's a good definition. Because I do you think that sometimes we use satisfaction in a broader way. But that makes sense. And so this is an attitude, this is how you're feeling abou

What is the 3 Box Model?
Philosophies and religions both talk about the concept that we can decide how we feel about events – it’s our choice on how we react.  This model takes that concept and helps you to do precisely that.  It is a framework that allows you to consider everything that has happened, is happening and may happen and supports you in deciding how you are going to react and to use it.
The three box model is a framework where you can consciously frame what has, what is or will happen in your personal or professional life. Why this is important
We can spend so much time and energy trying to bury things, pretend things are different, that we are different and when we do this, all that time and energy doesn’t move us forward.  It doesn’t make us happier.  By taking control of what is in each box we get to choose what to spend our time on.  Important in that is the ‘we”. 
We take control.  Nobody else. We get to determine what we want. We choose what will take our energy, time and focus.
Will a particular situation work against you, be a constant battle to control or actually work for you?
You get to choose.This self determination is a key part of Self Development.
This model is a new tool in your mental tool box.  This can help you to prepare yourself for a better outcome – allow you to take more control over what is happening and what is going to happen next.  This means a more confident version of ‘You’. More authentic. A ‘You’ who is spending their energy better, leading to a more successful, happier version of you.  You get to channel issues and experiences so you get better returns and a higher self confidence
Stephen walks us through the model and the 3 boxes - Deny It - Fight it and Use it.
When Stephen first introduced me to this model there was an immediate impact - understanding the framework allowed me to make sense of some things that I was unable to nail down before.
Once we understand that there are 3 boxes with issues sitting within each it helps to make sense about some of the things that are working really well for us – and why we sometimes seem to struggle.  This understanding on its own is a confidence builder
Then there is the knowledge that the boxes remain where they are – but that issues can be moved from box to box.  And you can make that happen.  You can choose which issue is something you’re going to move up the chain and improve your own self confidence
As you get more comfortable with the model you get to think more strategically - Which situations work against you? Be a constant battle to control? Or actually work for you? Which situations is it time to move? Which do I need to acknowledge are there?
Some notes:
1 Naming – naming issues and situations is the start of objectifying them.  Once it is a a named object, it feels more controllable.  Visible. Manageable.
2 Acknowledge it – understand that it is in a box already.  Something you are already denying, fighting against or using.
3 Choose what you want to move.  There will always be something in each of the 3 boxes.  Some will remain where they are for a long time.  That’s ok – you’re choosing the order. Consciously.
4 One step at a time.  Don’t try to jump from Deny straight to Use it – ‘Fight It’ is a good staging post to get there.
5 Good things count too. Acknowledging and appreciating that good things live in the boxes too.  Don’t deny your own part in your successes.  Don’t fight against recognising your skills.  This will lead to a drop in your confidence and the Imposter syndrome.  Accept and Use what you did and let it fuel your next success.
Any thoughts or comments let us know at podcast@coachpro.online
Full Transcript at
https://rhinoconsulting.nl/episode-131-three-boxes-deny-fight-or-use-it First 10 minutes transcript below
 
Warren Hammond  01:07
Welcome back Podcats to another conversation with me Warren, and CEO of CoachPro Stephen Gribben

What is Value?  We sometimes define value by what it isn’t – cost, the price tag – but what is it? The definition Stephen introduces here is:  Value is how you define importance or worth.
Importantly – Value is in the eye of the beholder. It’s what the other person thinks that determines the value. Not you or your effort, time and money.
So think about everything you are doing.  Should it be valued? Is it considered by others as valuable?  And importantly - And everything happening to you.  Do you appreciate and recognise its value?
In this conversation we discuss the value of being aware of what is valuable that you do for others and for yourself; and what others do for you.  And once that is appreciated, we discuss the Value Creation Model - Stephen walks us through some steps that we sometimes use but should always use to ensure our Value lands with maximum impact.
If there is a disconnect between the assessment of value one of the parties will end up feeling undervalued, commoditised, taken for granted.  Disappointed.  And they will leave – taking their importance and value with them – which is why it is so important that you acknowledge the value from those around you.  If you are blind to the value that others are bringing all around you – they’ll soon pack up and go. And the value goes with them. 
What this model does is makes sure your Value lands with maximum impact.  This model works to ensure that the other party is clear in the importance and worth of your product, service, relationship, time, advice… everything.  So you feel valued, important, worthy.  An important note to add here – the other party can be ‘you’.  This can be an internal exercise.  
What the VCM does is allow your value to land with impact.  It’ll help you to light up the eye of the beholder.  It helps you to demonstrate your value in such a way that the other party is no doubt that your service, product, relationship, activity is of importance and of worth to them.  Which is great for sales, for commitment, for partnerships.
Once this model is understood it can be used to help build more value for everything you do.  If you cannot identify the value in the things you do – then stop.  If you can – use the model to ensure that the value is felt.  By you, by your friends, your family, colleagues and partners.
Full transcript available on rhinoconsulting.nl.  More models and frameworks can be found on CoachPro.online. Any thoughts, questions, suggestions - let us know on LinkedIn or email us at podcast@coachpro.online.
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This podcast episode features a key tool in the Self Development toolbox - Questions. Questions allow you to take control and give guidance on where you are going to end up. Better Questions, bigger questions generate better thinking.  That thinking leads to better results and bigger outcomes.  Choose to be the one asking the questions and choose which questions are asked.
Welcome to this episode on Questions. This is a little bit bigger, as usual, than I thought it was going to be. I'll give you a clue. When I asked Stephen for the definition of a Question, he said, It is to elicit a challenge or to inspire a response.  Immediately that helped me to move into a higher gear. We get taught at a young age, we see it in the classroom and we see it in our careers that the person who's asking the Question is controlling the conversation, is controlling the room. So don't you want to be the one asking the Questions? To the room and to yourself. So there is that element of control.
Also this idea that Questions determine the thinking, which determines the results. So if you're not getting the results you want, dont question the thinking. Go back to your original Question. And this also takes us on to the idea that the bigger Question, gets you bigger results, bigger outcomes, more powerful. The basic idea to first of all, be aware of this, and how can you do this better? How can you manage this? And how can you use this to your benefit? How can you help this knowledge of how questions can work and their impact, they can have, how can you use this and turn it to your advantage? We spend a lot of time on this. Stephen goes through lots of different examples of questions, type of questions you can ask. And the sort of impact they can have.
Questions are at the heart of so many of the different conversations we've had and so you'll see so many things that we touched on before coming back. I've genuinely had this one resonating my head ever since we did it. I hope you enjoy this one too. Any thoughts or questions, please get in contact podcast@coachpro.online. Check out the CoachPro.online website. Loads of information on there. Please take a look at that.
Full transcript on https://rhinoconsulting.nl/podcast-entries/betterquestions
Any thoughts? Any questions, any feedback? Do let us know.
Thanks for sharing, subscribing and liking - it all helps.
 
Below an excerpt from the transcript:
So today, as always, is a great topic: Questions. Now Questions is something we talked about pretty regularly, it came up a lot in the solution focused one, we spoke a lot about it there. And even in our tagline is we talk about the importance of questions. So this one's probably way overdue. So as always, let's get started. You always make the subject a lot more interesting than it sounds when we start. If we say to people, we're going to talk about questions, people aren't going to understand how deep and wide and important this is going to be. So let's start with the first question. What is a question? Lets start there. What is a question? What's the definition of a question, Stephen?
Stephen Gribben  04:34
Technically a question is a method to elicit challenge or inspire a response.
Warren Hammond  04:42
elicit a challenge or inspire a response. Okay. So you've already made it bigger. Just not just to get an answer. It's to elicit a challenge or inspire a response. Okay.
Stephen Gribben  04:56
It could be to get an answer, but it's a powerful method to elicit challenge or to inspire a response. So it's a method of communication. It's a strategy of influence. It's a demonstration of your value. And it can be a catalyst for greater impact and outcomes. So a question is to get an answer. But it can be used to communicate, to influence to demonstrate, and also to make things happen.
Warren Hammond  05:27
But even just using words like challenge and inspire in the definition, this is a weapon. This is a useful tool. And I don't think of question

So what's interesting about this episode, from the start, is the difference between Solution and Problem. So it's easy to think they're 2 sides of the same coin - if you're solution minded, you're a problem fixer. But right from the start, Stephen explains that fixing a problem is taking something, let's say from a minus three back to zero.  Whereas Solution Focus is taking a situation which is a minus three, but building something better. A sort of a 'don't waste a good crisis' approach. When there's a problem going on, when there's something that needs to be fixed, you can just repair it, patch it up, take it all back to base level, or you can use this as an opportunity to make something better.
As with all these things, it's so simple when it's been pointed out to you.  With all of these Self Development podcasts that we're doing, the first thing is just being aware about the difference between them. And there will be times that you've done this and that I've done it, and there'll be times that maybe you should have done it. But it's good to understand the difference between it. And as always, there's a simple four point checklist on how to set yourself up so that you can go into as many situations as possible, focus on the solution.
This is about choosing to do it consciously, making the decision that this is the time and the place for the solution focus tool to come out of the toolbox. And using the checklist, just makes it easier for you to do better and better every time. Solution focus is a key leadership trait. This is something they're going to impress and motivate your team. I enjoyed this and I hope you enjoy this one too.
Anything you want to add, let us know, podcast@coachpro.online. I'm working on some transcripts as well at the moment which will be online. And we're writing blogs around this to do check out the different websites, Coachpro.online. There's lots of good videos and all the models are explained there. And I've got Rhinoconsulting.nl. So check us out, see the transcripts, see different blogs around the subjects that we discuss. Look at the different models on coachpro.online.

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