Midwest Meeting 11_19.pdf

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Better Than Yesterday - One Day At A Time!
November 6 & 7th, 2019
Midwest Meeting: Day 1

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Learning Goals
After our time together
• You will be empowered to establish more self-reliant teams
• Build a more self-reflective team by asking empowering questions to ditch the
drama
• Hold more effective Immersive Conversations
• Plan and execute on the most important items of your day

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Day 1 Agenda
Operating Principle: Trust and Accountability
• Self-Reflection
• Who are you as a leader right now?
• What prevents you or your team from getting the results you want?
• Mindsets
• Fixed and Growth
• Sympathy vs Empathy
• Ditch the drama!
• How does the ego create more work for you?
• Stick to the facts vs the ego’s story
• Ask WHY & empowering questions to develop personal accountability
• Managing vs Leading

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My Goal
“To build a team that collaborates, inspires one
another, respects one another and is open to the
possibility of what could be.”

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What Keeps You From Achieving Great Results?

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BUT FIRST…...
Recognition
Team Players Jessica, Mark, Margaret-Anna & Woody
Innovation Stephen
Nielsen Encyclopedia Molly
Super Saver Rob

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Everyday Leadership: Drew Dudley

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Journal Time
Write in your notebooks:
What do you want to improve on as a leader?
What do you want to gain in our time together?

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Picture Time!
Molly
Don't force -
invite on the
journey to
greatness

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Picture Time!
Jessica
We must work
through this
together

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Picture Time!
Rob
Support
development
and success by
bridging gaps.

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Picture Time!
Mark
The potential of a
new journey and
the challenges
associated with it.

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Picture Time!
Woody
Teamwork
makes the
Dreamwork

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Picture Time!
Margaret Anna
Listening is leading!!

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So what makes a great leader?

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YTD Results
17 MRs - 2.1 - 1.8
25% of MRs
26 MRs = 2.2+
They average a 2.7
43% are our backbone
17 MRs = 2.1 - 1.8
25% of MRs are in arms
reach of 2.2
13 MRs = 1.7 - 1.1
19% of MRs
10 MRs are on PIPs

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Weeks Below Mins
75% of our markets fell below mins in 2019
Average weeks below minimums 13 weeks
Louisville, Dayton and Cinci
This is our reality

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2020 Markets Concern

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Reality Based Leadership
“Your circumstances may not be negotiable, but
your suffering is.”
RealityBasedLeadership.com | @cywakeman

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Take a few minutes…
1. Write down when you’ve
had a fixed mindset.
2. Why did you choose this
mindset?
3. What could you have done
differently?
In your table groups discuss your
examples.
Mindsets

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“Your ego is not your amigo” Cy Wakeman
Ditch the
drama!

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Mindsets
Victim: It’s not my fault
Villian: It’s all your fault
Helpless: There’s nothing else I can do
Self-Reflection &
Accountability

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American Gothic
What’s the story?
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What’s The Story?
Why’s he so sad?

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What’s The Story?
Did you have the facts behind
these stories?
OR
Did you make assumptions?

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This
(An event - reality)
Example: Emergency
meeting is scheduled by me
That
(Storytelling)
Example: I have no time for this and
it’s bad news. I’m sure it’s another
re-org and I just got used to the last
one!

Do you lead with Empathy?
The team goes where the leader takes them....

● Fuels connection
● Opens communication
● Call to greatness
● Asks “How can we”
● We are there for them, and care
for them
● In the trenches with
you/inclusion
● Develops trust
● Drives disconnection
● Closes the door on communication
● Feeding the victimized mindset
● States “why we can’t”
● You are alone/ pitied/Isolation
● Breaks trust
EMPATHY looks like... SYMPATHY looks like...

● Let’s work through this together
● I can tell this has been
challenging for you
● I can understand how you feel, I
went through a similar situation
● Communication
● You are ALL Rockstars! You’ve
got this- let’s rally to deliver
● “ You are capable”
● How can we succeed? Share your
thoughts
● Genuine/heartfelt
● How are you going to get through
this?
● I’m so sorry
● “ You poor thing”
● Radio Silence
● Do the best you can
● Agreement that the work is “too
much”
● Disingenuous
EMPATHY sounds like... SYMPATHY sounds like...

How does Empathy tie into Crucial Conversations?
To succeed in crucial
conversations, we
must really care
about the interests
of others- not just
our own.

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Learning Through Experience

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Over Managing - Under Leading
The bottom line, you steal the employees personal responsibility and
sense of engagement
“Managers do things right; leaders do the right things”

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Personal accountability has 4 factors:
• Commitment
• Resilience
• Ownership
• Continuous learning
RealityBasedLeadership.com | @cywakeman

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Developing Personal Accountability With Our MRs
Anyone ever been asked...
• Why doesn’t anyone tell me anything?
• Why do things keep changing?
Redo so the individual takes control vs moving into learned helplessness
• Use “what” or “how” statements
• “what do we know for sure?”
• “what can we do to help?”

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More Examples
• What were your results?
• Did you succeed?
• Watch for the ego or suffering by choice
• “Did ok considering the traffic and weather.”
• Challenges don’t equal extra points!
• What happened?
• Listen for facts!
• Are they owning their behavior?
• How did that belief affect your behavior?
• Did you really know this for certain?
• How committed were you?
• What would you change in your response or behavior to ensure future success?
• What can you commit to in the future?

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Foster Independence - Visionary Mindset
Reframing with questions allows us to become the student vs the teacher
Build teams that are
• Authors of solutions
• Have personal responsibility
• Frees your precious time up!

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Walking It Out:
Consider This...
Question “MR, what is one thing you need to be more productive?”
Answer “Better communication”
Question “What are 3 things you are willing to do to get that which you have
requested?”
Answer “Ask for regular updates. Call if there are pressing questions. Write down items
to discuss on 1:1 so nothing is missed”

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Common MR Concerns
Take the next 5 minutes...
Using the index cards on the table, write down 2 victim/villain mindsets MRs bring to
you on seperate cards.
Using accountability or empowering questions help the MR be their own problem
solver!

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Brene Brown website: https://brenebrown.com/downloads/

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Midwest SWOT Analysis 2020
STRENGTHS
THREATS
OPPORTUNITIES
WEAKNESSES

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Top Performer Review: Your Vote Matters!

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Top Performer Review: The Vote Belongs To You!
Together let’s deﬁne...
What a successful candidate looks like?
Who is interested?
Who has potential?

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Better Than Yesterday - One Day At A Time!
November 6 & 7th, 2019
Midwest Meeting: Day 2

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Recap From Yesterday
• Fixed Mindset vs Growth Mindset
• How to transition from victim mindset to personal accountability
• Stick to the facts vs the ego’s story
• Sympathy vs Empathy
• Ask WHY Qs
• Empowering questions
• SWOT
• Talent Review

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Day 2 Agenda
Operating Principle: Fewer, Faster, Bolder
• Mentoring
• How to develop our top talent
• Stretch assignments for these MRs
• Immersive file and holding powerful accountability conversations
• Prioritizing what matters most to execute days that dominate
• In your day
• In your week

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Mark: Mentoring

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Stretch Assignments - Utilizing Our Talent Wisely
Let’s have a brainstorming party

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How To Have Effective Immersive Care Convos:
Stephen’s One Sheet

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What’s My Animal
Pair up
Take two minutes to select one animal from the list to best describe your partner.
Two questions for you…
How many of you are eager to tell your partner the animal you’ve chosen?
How many are eager to ﬁnd out what animal your partner has chosen?

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Constructive Feedback
The goal: Lead conversation to personal accountability without putting them on the
defensive
Tools: Stick to the facts and use empowering questions
• What happened?
• What did you learn?
• What can you do differently?
• What does a great you look and act like in this situation?
Comment on behavior (I can see it, hear it, measure it)
High Velocity Coach
• Describe what you observed
• Ask/Describe Impact
• Clarify Expectation
• Acknowledge the individual’s value

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Let’s Chat Activity
You will be given a scenario
You each have a timesheet.
Review for 5 minutes and decide what items need to be addressed.
You will have 9 minutes to hold an immersive conversation.
Page

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Let’s Chat: Manager 1
The scenario: MR New Bee is been on week 15 on their new hire path. They are a single
Mom, money motivated and are struggling with technology. They are averaging a 1.7
sign average. Their attitude is amazing!
You will have 9 minutes to hold an immersive conversation with the room.
Woody and Stephen

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The scenario: MR Veteran has been with the company 3 years. They yo-yo back and
forth between a 1.8 and a 2.1. They just want to be left alone and fly under the radar.
Rob and Jessica

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The scenario: MR Average Joe. They have been with the company just over a year. They
started with a 2.8 sign average and have fell off a cliff the past two months and have a
1.0 sign average this month. You sense it’s a personal matter but they won’t divulge.
They are resistant to coaching and fall back on “I know what I need to do.”
You will have 9 minutes to hold an immersive conversation.
Margaret Anna and Angie

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The scenario: Checking out Charlie is disengaged. He doesn’t submit reports on time
and is late to meetings. He has a .9 sign average. He’s openly admitted he hates
working weekends.
Mark and Molly

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Building Days and Weeks That Dominate
In pairs of 3-4:
Answer this in the next nine minutes…
What are the 3 things you do each day to drive signs?
What are the top 2 things you complete each week to drive signs?
On an index card write down 1 roadblock that deters you from achieving your plan.
Pass the cards to the left.
With a marker draw a check if you too experience this roadblock.

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Stephen Covey:
Time Management
1. Important deadlines with high
urgency
2. Long-term development and
strategizing
3. Distractions with high urgency
“Time Suckers”
4. Activities with little to no value
Minimal Value - eliminate

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Building Days and Weeks That Dominate
• Pareto Principle
• Healthy Striving
• Batch Similar Tasks
• Our Friend Technology or is it foe?

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Pareto Principle
80% of your results comes from 20% of your actions
What’s your 20%?

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Perfectionism
Stop being a perfectionist
• Know when good is good
enough.

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Perfectionism
Example: What will people
think?
Healthy-Striving
Example: What can I improve?

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Batch Similar Tasks Together
When you have related work, batch them together.
Why this is important….Different tasks demand different types of thinking. By
batching related tasks together, your brain isn’t switching gears - which means you cut
out that time reorienting.

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Technology Friend or Foe?
At your table discuss how technology is good for building days and weeks that
dominate.

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Commitment To Your Plan
Walk the walk
Retrain that big beautiful brain
What’s Important, what’s ugent, can it wait?

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From here….
Readers are Leaders!
Once a month you will be asked to present on a book, article,
podcast, TED Talk, etc…..

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Fighting Fires
This little firetruck should sit on
your desk, somewhere visible in
your office so you can ask
yourself throughout the day...
Am I fighting a worthy fire?
Can this item wait?
Is this driving the right things?

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