We all tend toward one or the other. If you emphasize both, you share a skill with some of the best leaders. Interested in coaching or training on these topics for you or your team? We’d love to hear from you! Email Mike and Mark.
Was Socrates the original coach?
Plato’s “Meno” gives some clues on how Socrates used a coach approach–in some ways–and predicted the content of the bestseller “Crucial Conversations.” How can you use elements of the Socratic Method? Our “Crucial Conversations” resources can be found here. Or, interested in coaching or training on these topics for you or your team? We’d love to hear from you! Email …
“Declarative questions”–an oxymoron or a Jedi-level move for hiring, coaching & sales?
Instead of asking direct questions, you make confident, open-ended statements that invite response, insight or clarification. Isn’t that breaking the rules? No! And it has a particular set of advantages–tune in for more. Interested in coaching or training on these topics for you or your team? We’d love to hear from you! Email Mike and Mark. Spotify Apple Amazon
Dom Genova: How a creative survived a bureaucracy
Guest genius, Dom Genova, returns to explain how a creative entrepreneur survived a stifling culture to launch a successful car dealership that won awards for ethics. Dom’s success as a car dealer boiled down to ensuring his customers didn’t get taken advantage of by the car biz. Now he has a book to help others. Also check out Dom’s podcast …
Better at being better: Continuous improvement culture is a habit, not a finish line
We conclude our series on fostering a culture of continuous improvement by talking about how it needs to be … continuous! You need regular check-ins that look at progress through three different lenses. And there are pitfalls to avoid when you do that. Interested in coaching or training on these topics for you or your team? We’d love to hear …
Better at being better: Too many ideas? Not enough time? We can help.
In our ongoing series on developing a culture of continuous improvement, it’s time to start filtering all of those ideas you’ve collected. If you are overwhelmed, take a pruning lesson with this episode: There are many prioritization techniques and time management strategies, such as the Eisenhower Matrix and the MoSCoW method. Improve your strategic decision-making by focusing on high-impact activities …
Put your ego aside: Your people can help you “be better at being better”
In our series on developing a culture of continuous improvement–as Seth Godin says, “being better at being better”–it’s time to share how you FIND those improvements. How do you create an idea bucket … with a tap? Mike has lots of experience getting teams to share their ideas. Interested in coaching or training on these topics for you or your …
Want engaged employee? You need “Belonging and the Greater Good.”
The Gallup Q12, as it’s commonly called, is a set of 12 questions designed to measure employee engagement. Not satisfaction. Engagement. Why is that distinction important? Because satisfaction is surface-level—think free snacks in the breakroom—but engagement digs deeper. It’s about your team’s emotional connection to their work and their belief in the purpose of what they’re doing. These questions came …
Want engaged employees? You need to meet “Basic Human Needs.”
The Gallup Q12, as it’s commonly called, is a set of 12 questions designed to measure employee engagement. Not satisfaction. Engagement. Why is that distinction important? Because satisfaction is surface-level—think free snacks in the breakroom—but engagement digs deeper. It’s about your team’s emotional connection to their work and their belief in the purpose of what they’re doing. These questions came …
Want engaged employees? You need “Clarity and Resources.”
The Gallup Q12, as it’s commonly called, is a set of 12 questions designed to measure employee engagement. Not satisfaction. Engagement. Why is that distinction important? Because satisfaction is surface-level—think free snacks in the breakroom—but engagement digs deeper. It’s about your team’s emotional connection to their work and their belief in the purpose of what they’re doing. These questions came …