Rising Tide Leadership Podcast Dr. MO

Episode 75 - Change Management Summary
 
In this episode, Scott and Mo discuss change management and its importance in the workplace. They highlight the need for leaders to encounter challenges, build resilience, and foster open communication. They emphasize the importance of recognizing opportunities and engaging employees in the change process. The hosts also encourage leaders to be proactive and continuously evaluate and refine their approach to change management. They conclude by emphasizing the need for leaders to be open to change and drive positive change within their organizations.
3 Ways to Deal with Change Management
 
Focus on encountering challenges. 
Change can disrupt the status quo 
Change can create resistance among employees. If you're not encountering challenges, then you're not leading. 

Look for the unexpected
Get out in front of challenges and be ready to work them out
ResilienceWhat is going on in your company?
How can you work amidst those challenges? 
How can you build that resilience within your team that is going to be vital for navigating change effectively? 

Be adaptable.Are you ready to adapt quickly to change? 
Are you ready to bounce back from the setbacks? 

 
BOOK: The Leadership Challenge: How to Make Extraordinary Things Happen in Organization, by Kouzes and Posner. 
 
“The only way you're going to get good is to get good”. 
Don't baby your people. 
Build resiliency in your team. 
Leaders think challenges are opportunities.
Foster open communication. Open up - Be honest
Allow team members to express within the team and to one another their concerns. 
Be part of expressing those concerns 

Change presents opportunities for innovation and for growth. 
 
How do you recognize opportunities? 
Focused on the things that can be used as a learning moment or a teaching moment. 
Focus on Engaging Employees.
The “Buy-in” - John Maxwell's The 21 Irrefutable Laws of Leadership
To be an effective leader, you need to create a buy-in of ownership for your people. Empower team members To contribute ideas
Give those solutions 
Foster a sense of ownership
Create commitment


 
BOOK: Made in America, by Sam Walton
 
Encourage Pro-activists 
Your people are only going to be proactive if you allow them to be proactive. 
Continuous evaluation and refinement of our approach to change is going to ensure ongoing success. 
 
QUESTIONS: 
What are the things that are worth evaluating in your business? 
What are your feedback mechanisms? 
Are you giving your people a way to tell you the things that are going good and bad?
Do you have an open door policy? 
Are you making it better in your workplace? 
 
MO’s Final Thoughts:
You need to be the most open person in the room when it comes to change management. It is so easy for us as leaders to tell other people that they need to be open to change. When in reality, leaders, it's really us that's not open to change. Don't get upset with your people. Help them and redirect them to where they're supposed to be. Change is what you need to be about. Leaders are all about change. 
 
As we talk about encountering challenges, engaging employees, encouraging proactiveness, you know, who's in charge of all that? You are in charge of that as the leader. You're the person who is responsible both for the productivity of your company and specifically for your team. So leaders, remember, it's about embracing opportunity because that's going to bring you to growth and innovation and your people are going to jump onto that process. And when it comes to leadership, you are the one that drives those processes.Give your people the best opportunity to succeed. The way you do that  is to get in front and be ready to deal with that change management.
Amazon Book Link:
The Leadership Challenge: How to Make Extraordinary Things Happen in Organization, Kouzes and Posner - https://a.co/d/aO2WW5M 
 
21 Irrefutable Laws of Leadership, John Maxwel

Episode 74 - Leaders Create a Clear Vision 
 
A clear vision does more than just set a destination. It inspires, motivates, and provides a sense of purpose essential for any team's success. 
Point 1: Articulate the Vision Clearly and Passionately
 
Not just about what the goals are but why they matter. 
Use inspiring and relatable language, ensuring that every team member can see how their work contributes to the bigger picture.
Make the vision feel tangible, so every individual understands their role.
 
Making it Make Sense:

Embrace Simplicity. 

Articulate ideas in the simplest terms possible. 
Boil down complex concepts into their essence. 
Engage in Active Listening.
Communication is a two-way street. 
Listen to the team's feedback. 

Adapt to your audience. 

Every team member has a unique background, learning style, and perspective. 
Point 2: Align the Vision with Team Values and Goals
 
The vision should be in harmony with the team's values and goals. 
Engage the team in discussions about the vision, incorporating feedback and making adjustments.
When people feel they have a stake in the vision, their commitment and motivation skyrockets.
 
Key Strategies of Motivation
1. Be Transparent: 
Share the vision with your team, including potential roadblocks. This will build trust and prepare them mentally for the challenges ahead.
2. Celebrate Small Wins: 
Acknowledging and celebrating the progress made can boost morale and keep everyone motivated.
3. Keep the Mission Front and Center: 
Regularly remind your team of the bigger picture. Why are you doing what you're doing? What impact will it have on the world? This can help to reignite passion and commitment, even when the going gets tough.
 
Point 3: Keep the Vision at the Forefront
Consistently remind your team of the vision, celebrating progress towards it and recalibrating when necessary. 
Helps to maintain momentum, even when challenges arise. 
Provides the resilience teams need to push through obstacles. 
 
BOOK: "Making Vision Stick" by Andy Stanley's
 
vision needs to be reiterated across various platforms and mediums—team meetings, emails, company newsletters, and one-on-one conversations. 
Weave the vision into the fabric of the organization's communication so that it remains top of mind.
Demonstrate its relevance to each team member's daily work, connecting the dots between the work individuals do and the broader vision of the organization. 
 
Practical Ways to Keep Vision at the Forefront: 

Understand the vision yourself. 


Before you can convince anyone of anything, you need to be a believer.


Dive deep into the why behind your company's goals. 


 Communicate effectively and often. 


Communication is key in any relationship.


Find opportunities to remind your superiors of the original vision in your regular reports, meetings, or casual conversations. 


Use real-life examples to highlight how current projects or decisions align with that vision.


Be a bridge. 

Use your unique position to bridge this gap. 
Share feedback from your team and customers that reinforce the vision.
Show how the day-to-day work contributes to the grand goal.
Lead by example. 
Actions speak louder than words. 
Show your commitment to the vision 

Mo’s Final Thoughts:
 
Mo: Leaders create and sustain a clear vision. Make sure that you have a clear vision. If it’s a mist in the pulpit, it is a fog in the pew. Align your vision with the values and goals and help your team understand them. You always have to keep the vision at the forefront. Every day, get up and do something that will get you closer to the goal.   
 
Amazon Book Link:
21 Irrefutable Laws of Leadership, John Maxwell - https://a.co/d/72MPij0 
Making Vision Stick, Andy Stanley - https://a.co/d/cuevuOo 
 
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Episode 73: Special Guest - Dr. Lem Usita
 
Summary:
In this episode of the Rising Tide Leadership Podcast, host Mo interviews Dr. Lem Usita, an entrepreneur and leadership expert. They discuss Dr. Lem's leadership experience and how he defines leadership. They also explore the obstacles he has faced in his leadership roles and how he overcame them. Dr. Lem shares his early influences and the catalyst for his intentional leadership development. He emphasizes the importance of mentorship and surrounding oneself with a supportive team. The episode concludes with Dr. Lem's recommended reading list and his final thoughts on leadership.
 
Takeaways:
Leadership is not easy and comes with challenges and obstacles that must be faced and overcome.
Surrounding oneself with a supportive team and mentors is crucial for personal and professional growth.
Leadership development requires self-reflection and a willingness to address weaknesses and areas for improvement.
Reading books on leadership and learning from other leaders can provide valuable insights and strategies for effective leadership.

Facing Obstacles:
Every leadership role has its dark side.
Organizational culture. Sometimes you jump into a role and there were other people in that role before you
Others tell you how to do things
Lack of resources
Inherit problems

It’s a cop out to blame the organization for the obstacles. As the leader, it's my responsibility to lead the organization no matter what situation they're in. 
I need to know what my weaknesses are and I need to shore up my weaknesses in order to lead this organization. 
The responsibility is on the leader.
 
“If I am not leading well or if I don't lead these folks well, it impacts their family, it impacts their kids. And it might even impact the generation.”

When you start thinking and reading and researching and studying leadership, then you're able to:Change your behavior
Change your practices
Change your habits 


Every leader can teach you those two things:Things that you want to do
Things you don't want to do


Surround yourself with people:Mentors
Those who walk alongside you 
Business resourcesCPA, Attorney, etc 


 
Lem’s Final Thoughts: 
Lead out of who you are. You lead out of your personality, you lead out of your history, you lead out of your family sculpture, family of origin stuff, you lead out of your trauma and pain, you lead out of your weaknesses, and you lead out of your strengths. And if you're not doing the work of getting to know yourself, you're not growing your effectiveness as a leader, you just aren't. And so it takes courage and humility to do this work—to become better because it's facing yourself and making some huge changes and that takes courage and humility to lead yourself so that you can lead and be effective as a leader. 
 
Amazon Book Link:
Power vs. Force: The Hidden Determinants of Human Behavior, Daivd Hawkins. - https://a.co/d/03N27ma 
 
Unreasonable Hospitality: The Remarkable Power of Giving People More than They Expect, Will Guidara - https://a.co/d/eyo9HqM 
 
Blue Ocean Strategy, Expanded Edition: How to Create Uncontested Market Space and Mak e the Competition Irrelevant, Roger Wayne, W. Chan Kim, Renee Mauborgne - https://a.co/d/hYOjpmg

48 Laws of Power, Robert Greene - https://a.co/d/eP3VELJ 
 
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Episode 72 - Three Pillars of Emotional Intelligence
 
EQ - navigating the complex inner interpersonal dynamics, inspiring, motivating teams and making really sound decisions that are based on emotional awareness. 
 
Three Pillars of Emotional Intelligence:
Self -awareness
Empathy
Relationship management
 
Self-Awareness:
Leaders are self -aware. involves understanding emotions, strengths, weaknesses, values, goals.
recognize different triggers, biases, limitations to regulate their emotions effectively and make more and better informed decisions.

Leadership is not really about who you're supervising, more of a matter of how you are getting better. listening to other men and women who are smarter or wiser
you can't start the self -awareness process on your own 

 
QUESTION: Are you self -aware? 
Reach out to other people
Ask them, “Am I self -aware?” 
 
Empathy
Leaders are empathetic. attuned to emotions and perspectives of their team members
fosters trust, collaboration, and effective communication 
creates a supportive work environment where individuals feel valued and understood.

Leaders have to live in the feelings and emotions realm
A leader that doesn't care is not going to be a leader for long. 
 
BOOK: 21 Irrefutable Laws of Leadership, John Maxwell 
Your people need to know that you care about them before you can lead them. 
 
QUESTION: What kind of vulnerability do you have with your people? 
QUESTION: Who are the people in your life that can speak into your life and do it freely?
 
The last thing that you should ask your people at the end of every meeting or every conversation with them is, how can I help?that is your job⸺ to help other people to solve problems. 
Metaphor: When sitting across from somebody I supervise, what does it take for me to move to their side of the table? 

 
Leaders are Relational 
 
Relationship management involves leveraging your own self -awareness and empathy to cultivate a positive relationship with each of the people on your team.More influence with others Emotionally intelligent leader excels at:Conflict resolution. Prioritize open communication, constructive feedback, empower team members to succeed. 
Foster a culture of trust, loyalty, and productivity within their organizations.

Relationship Management SkillsCommunicating clearly 
Listening actively
Cooperation
Stay away from social pressure 
Do conflict in a constructive manner. 
Seek help when needed




 
BOOK: Emotional Intelligence 2 .0, _____
 
QUESTION: What does it take for you to express your feelings to others? 
 
ASSESSMENTS:  
Gallup Strengths Finder. 
DISC Profile
 
Leaders need to know themselves and be self -aware of both their strengths, and their personality 
MO’s Final Thoughts
The key differentiator is a genuine commitment to continuous self -improvement. It's about you getting better, not about making your people better. You're not there to work on your people. Work on yourself. The emotionally intelligent leader is going to be humble enough to acknowledge his or her own shortcomings and actively seek feedback from others. Invest time and effort into developing these emotional intelligence skills. Read the books. Hang out with the right people. Take the assessments. Practice it. Seek out people that can help you. Those who prioritize their own growth, are going to be the ones that set a positive example for their teams. And they're going to create a culture that values emotional intelligence at all levels of the organization.
 
Amazon Book Link:
21 Irrefutable Laws of Leadership, John Maxwell - https://rb.gy/1cysf8 
Emotional Intelligence 2.0, - https://rb.gy/jfp53n 
 
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Episode 71: Leading in the Remote
 
Culture is amplified
Culture is the heartbeat of any organization
Remote work doesn't mean sacrificing the heartbeat - the key lies in intentional cultivation
Define culture clearly and consistently, communicate it across all channels, and align hiring practice 
Bad news needs to be delivered in person
Keep it personal and personable
 
ARTICLE: “The Telephone is the Instrument of the Devil”, Marika Ehrenkrona
 
BOOK: Telecommunications: Yesterday and Today, Peter Anderson 
 
We need to embrace new communication no matter what it is
 
QUESTION: Am I embracing the changes in culture and am I using that to shape the culture of my own team?
 
Communication is appreciated 
 
Communication is the lifeblood of remote teams
Beyond these tools, it's about fostering an environment where open dialogue is encouraged, where every team member feels heard and valued
Do not blur the boundaries of the people that you supervise. Respect the boundaries of the people you are leading

 
BOOK: Boundaries, Henry Cloud
 
It is your job to set boundaries in your own life and help the people that you supervise do the same.
 
Clarity is achieved 
 
You as a leader need to be proactive in addressing issues and provide clear guidelines
Create channels for reporting misconduct
Promoting empathy, and understanding among the team members can prevent misunderstandings. 
Create a virtual workspace where everyone feels safe, supported, and empowered to do their best work
It's up to you to be communicative - clarity begins with you. 
“If it is a mist in the pulpit, it is a fog in the pew” - If it’s not clear, it is your fault.
 
QUESTION: Do you know your strengths? Do you know what you're good at? Do you know your personality? Do you know who's extroverted and introverted? 
 
Good clarity breeds a great team 
Have clarity and to bring clarity to your teams 
 
MO’s Final Thoughts:
Leadership is not about commanding from the top, but it's about empowering from within. If you want to empower your people in the remote world, you can do so. Stop complaining. Leaders need to learn how to lead in the remote. Leaders, the culture is up to you, the communication is up to you, the clarity is up to you. And when you take full responsibility for those, you are going to start building an incredible team and people are going to want to be on your team.
 
Amazon Book Link:
Boundaries, Henry Cloud - https://rb.gy/724kik 
 
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Episode 70: Leaders Take Care
 
Point 1: Address the Need for Wellbeing
 
70% of Americans feel that the nation doesn't care for them, and 38% are considering moving abroad due to concerns about their human rights. (American Psychological Association)
Gallup's "State of the Global Workplace" report reveals that 57% of U.S and Canadian workers experience regular stress, impacting their performance and satisfaction. 
Leaders need to understand the real costs of workplace stress.
Leaders set goals. 
Writing out goals solidifies them. 
Point 2: Promote Wellbeing in Your Team Culture
 
Leaders should always be promoting wellbeing within their organizations. Foster a culture of empathy and support, 
Provide resources and programs to help employees manage stress 
Recognize employees who are happy and healthy are more engaged and likely to perform at their best.

When it comes to work life balance, you as the leader have to lead the way. Take care of your people and take care of yourself. 

 
BOOK: (Walsh, Bill; Jamison, Steve; Walsh, Craig. The Score Takes Care of Itself: My Philosophy of Leadership (pp. 215-216). Penguin Publishing Group. Kindle Edition)
 
QUESTIONS:
Are you practicing that self care right now?
What do you need to do to change so that you are better ready to serve those who follow you?
 
Unhealthy Workplace:
You need to get out
Start making an extra strategy now
Or you will be in the exact same spot
If the people above you are not taking care of your well-being now, they are not going to do so in the future. 
Don't be the problem. How do you know whether you are doing things the right way or not? 
Ask the people that you are leading.

 Perception vs. Reality:
People say they want to take care of themself, but don’t do it. 
Have a standard for yourself. 
 
Point 3: Make Wellbeing a Priority Now
 
Leaders must know the importance of making wellbeing a top priority. 
Collaborate and develop strategies and policies that prioritize employees' wellbeing.
Find strategies to help people feel better about what they do. 
 
Practical Tips:
You need to take a day off. step away from your phone and anything else that distracts you from letting your mind rest. 
if you don't, you are never going to be fully replenished your energy level. 

 
ARTICLE: Productivity Tips – Be More Productive With Less Effort, Brian Tracy
 
BOOK: “How I Raised Myself from Failure to Success in Selling”, by Frank Betcher. 
Self Organization Day
 
“A rising tide lifts all boats”.
 
MO’s Final Thoughts:
Make this the time in your life you put forth a plan to take care of your well-being. Then invite those around you to be part of the process. When you do this, you will have a friend for life. 
 
Amazon Book Link:
The Score Takes Care of Itself: My Philosophy of Leadership, by Bill Walsh, Dick Hill, Craig Walsk, Steve Jamison - https://a.co/d/3jmnubU 
 
How I Raised Myself from Failure to Success in Selling, by Frank Betcher. - https://a.co/d/7FPwhs8 
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Work it out by LiQWYD https://soundcloud.com/liqwyd 
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