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  • The culture you create determines the results you enjoy.
  • You can have the seeds of a great organization but a bad culture and fail.
  • If you grow a great culture, you’ll grow a great business.

trust

5 Needs Of A High Trust, High Performance Team

People act out of an unmet need.
People do not do things to hurt you, they do things to get a need met.

1.  Need to Be Respect

Does my supervisor trust me and treat me with respect?
We need people skills to build trust.

2.  Need To Learn And Grow

Do I have an opportunity to increase my knowledge and develop new skills?
We need coaching skills to help people grow.

3. Need To Be An Insider

Does my leader value my contribution and care about my well being?
We need listening skills to help people feel connected.

4.  Need For Meaning

Does the mission of my organization make me feel proud?
We need team skill to increase commitment.

5.  Need To Be A Part Of A Winning Team

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4 Skills of A High Trust High Performance Leader:

  • People Skills
  • Coaching Skills
  • Listening Skills
  • Team Building Skills

What do you do to develop these skills?

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thinkbiggerOut-In-Out Principle:

Out:

  • Look out and see what needs to be changed.
  • See the blind spots of your organization.
  • When your emotionally invested in a project your vision is fuzzy.
  • You can’t read the label when you’re in the bottle.
  • You can’t change what you don’t see

In:

  • You can’t squeeze a grapefruit idea into a pea-sized brain.
  • If you want to do big things, you first have to be a big person.
  • If you can become a great person, you’ll do great things.
  • Concentrate on being a big person.

Out:

  • Act out the strategy.
  • Action is what separates winders from losers.
  • If you want to have a great organization, you need to be a great leader.
  • You teach what you know but you produce who you are.

What are you going to do today to improve yourself?

  • You get from yourself, what you demand from yourself.
  • Continue to demand more from you.
  • You always give up mentally before you give up physically.
  • Live in an excuse-free zone.
  • Success is not based on need but on seed.
  • Sow the seeds of determination and stick-to-it-ness.

www.kentjuian.com

E + R = O

  • Events + Response = Outcome.
  • Your events do not equal your outcome.
  • Your response equals your outcomes.
  • The only thing you can control is your response.
  • Become bigger so you become better.
  • Your outcomes are based on your response.

2 questions that help you take control:

What can I do to make it a little bit better?

How can I improve this situation today?

  • Your decisions control your destiny
  • You have made your life.
  • You can make different decisions and change your life.
  • Your response to the events determine your outcomes.
  • Your execution determines your outcomes.
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managementleadership

Myths Of Leadership

1.  If I’m not at the top, I can’t lead.

  • Build relationships with others to gain influence naturally.
  • Leadership is about valuing people, caring about them and getting permission to lead them.
  • People follow you, because they want to.
  • Every level of a company depends on leadership from someone.

2. When I get to the top, I will lead.

  • Being a leader is a lifetime process.
  • When the opportunity arises then it’s too late to prepare

3. When I get to the top I won’t be limited.

  • As you move up, your responsibility increases.
  • As a leader: Connect with people, find a common ground and empower them to succeed.
  • When you go up, the pressure is greater and your decisions have more impact.

Mangers vs Leaders

  • Managers make people feel stupid and lazy, but leaders free people to be smart and motivated.
  • Managers use titles to demand respect and require submission but leaders inspire respect by being productive and showing the way.
  • Managers set goals for other, but leaders help others set their own goals.
  • Managers impose accountability, but leaders give ownership.
  • Managers please their higher-ups, but leaders serve their team
  • Managers keep people from making mistakes, but leaders allow people to learn from their mistakes.
  • Managers promote themselves, but a leader promotes others.
  • Managers browbeat people, but a leader motivates people to make meaning.

What will you do to develop your team?

Goal Set 101

Monday Mojo

 

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