This document appears to be notes from a leadership workshop presented by Simon Vetter on May 7, 2012 in San Diego. The workshop discusses improving behaviors to enhance credibility and visibility. It encourages participants to get feedback on strengths and areas for improvement, identify one behavior to change, and create a plan with stakeholders to assess and measure the change over at least six months using feedforward instead of feedback. The key takeaways are committing to change, getting support from others, and following up consistently to achieve lasting behavioral change.

1. May 7, 2012, Accounting Day, San Diego
Simon Vetter

2. Have you checked in yet?

4. } Apply a proven process to help you and the
people around you get even better
} Improve behaviors that will enhance your
personal credibility and visibility
} Practice the feedforward tool

5. Simon Vetter 12. 5. 8. 5

6.
Simon Vetter 12. 5. 8. 6

7. 1. You see yourself as well-informed/smart,
others think you are a “know-it-all”.
2. Do you see yourself as a hard-worker, while
others think you are a workaholic?
3. Being driven and determined is a strengths;
too much of it becomes stubborn.
4. You think you are detail-oriented, others
perceive you as a micro-manager.
5. I am very talkative and sociable, others
think I talk too much and don’t listen.
Simon Vetter 12. 5. 8. 7

8. I think I am… Others see me …
§ driven, determined and § impatient and
goal-oriented stubborn
§ Confident § Arrogant
§ Smart § “know-it-all”
§ Humorous, fun § Sarcastic, cynical
We judge ourselves on our intentions.
We judge others on their behaviors.

9. ”Half of the leaders that I
have met don’t need to learn
what to do – they need to
learn what to stop.”
Peter Drucker
Simon Vetter 12. 5. 8. 9

10. A. Pick ONE behavior you want to
improve that will help you personally
and in business?
B. Write down two reasons why do you
want to change.
(what benefits will you get from
changing the behavior?)
Simon Vetter 12. 5. 8. 10

11. Simon Vetter 12. 5. 8. 11

12. Assess Plan Follow up Measure
& Change
Simon Vetter 12. 5. 8. 12

13. 1. Elicit feedback from co-workers, friends,
family about your perceived strengths and
areas for improvement.
2. Use a 360 tool or behavioral assessment to
get anonymous feedback.
Simon Vetter 12. 5. 8. 13

14. Create a plan and determine
1. Key behaviors you want to change
2. Stakeholders: people in your life that you
can ask to help and will benefit from your
change
3.
Simon Vetter 12. 5. 8. 14

15. 1. Work on your behavior for at least 6 months
and keep involving your stakeholders.
2. Try feedforward instead of feedback.
3. Focus on the future, not the past.
“The most significant indicator for behavioral
change is follow up and feedback from co-
workers.”
-- Marshall Goldsmith
Simon Vetter 12. 5. 8. 15

16. 1. Use a mini-survey: Ask your stakeholders
how they have perceived your behavioral
change.
2. Scale from -3 to +3 ( 0 - no change
+3 - significant positive change)
Simon Vetter 12. 5. 8. 16

17. past NOW future
Feedback: Feedforward:
Input or data about the Ideas or suggestions for
past. We cannot change the future.
the past, we can learn Let others help you
from it. change.
Simon Vetter 12. 5. 8. 17

18. } Try Feedforward instead of Feedback
} Apply Three Rules
1. Listen without judgment
2. Take notes
3. The only response is
“Thank you”

19. What does it take to achieve a positive,
lasting change in behavior?
1. Commitment and willingness to change
2. Interaction and support from co-workers
3. Follow up, follow up, follow up
Simon Vetter 12. 5. 8. 19

20. 1. Make a commitment to yourself
2. Write down what you want to change
3. Make a commitment to others
4. Focus on the future – focus on one thing
5. Stick to it
Simon Vetter 12. 5. 8. 20

22. Tel: +1 858 793-6279
simon@simonvetter.com
www.simonvetter.com