{"version":"1.0.0","segments":[{"startTime":0.0,"endTime":4.0,"body":"Coming up on the Leadership Growth Podcast."},{"startTime":4.0,"endTime":8.0,"body":"I do believe we can sometimes put way too much"},{"startTime":8.0,"endTime":12.0,"body":"importance and power in the hands of a leader, expecting"},{"startTime":12.0,"endTime":16.0,"body":"them to be able to do miracles all the time."},{"startTime":16.0,"endTime":20.0,"body":"It is a fact that a leader can have a disproportionate impact"},{"startTime":20.0,"endTime":24.0,"body":"on others, however, it's a fundamental attribution error"},{"startTime":24.0,"endTime":28.0,"body":"with the assumption that I can have more impact"},{"startTime":28.0,"endTime":32.0,"body":"than I really can. And we can use that"},{"startTime":32.0,"endTime":36.0,"body":"flawed thinking on leaders all the time and say"},{"startTime":36.0,"endTime":40.0,"body":"\"Oh, every sort of contingency, every sort of risk, every sort"},{"startTime":40.0,"endTime":44.0,"body":"of issue, obviously it's a leadership issue.\" And while leadership"},{"startTime":44.0,"endTime":48.0,"body":"can have a large impact, whoa,"},{"startTime":48.0,"endTime":52.0,"body":"it can be way overstated. And so the"},{"startTime":52.0,"endTime":56.0,"body":"processes and systems and the culture also needs to be looked at and"},{"startTime":56.0,"endTime":60.0,"body":"addressed as well."},{"startTime":60.0,"endTime":68.0,"body":"Hey everyone, welcome to another episode"},{"startTime":68.0,"endTime":72.0,"body":"of the Leadership Growth Podcast. I'm Daniel, joined"},{"startTime":72.0,"endTime":76.0,"body":"with my great brother Peter. We're here to take another"},{"startTime":76.0,"endTime":80.0,"body":"fun journey into the tools and ideas and topics"},{"startTime":80.0,"endTime":84.0,"body":"to help you elevate and strengthen your ability to be a great leader."},{"startTime":84.0,"endTime":88.0,"body":"So, Peter, you ready? Should we dive in? It is, it's great to be here"},{"startTime":88.0,"endTime":92.0,"body":"for another episode, thanks everybody for joining. You're in for a treat."},{"startTime":92.0,"endTime":96.0,"body":"Always good topics to chat about. So on that"},{"startTime":96.0,"endTime":100.0,"body":"note, Peter, insight of the week."},{"startTime":100.0,"endTime":104.0,"body":"[Music]"},{"startTime":104.0,"endTime":108.0,"body":"What is something that really stood out, maybe a gem, maybe a great idea that you heard"},{"startTime":108.0,"endTime":112.0,"body":"from somebody? You want to go first?"},{"startTime":112.0,"endTime":116.0,"body":"I'll go first. This last week I was working with"},{"startTime":116.0,"endTime":120.0,"body":"a group of leaders and one of the individuals shared"},{"startTime":120.0,"endTime":124.0,"body":"what I thought was a really good gem. It was a good idea as they were talking about"},{"startTime":124.0,"endTime":128.0,"body":"how to be more cohesive as a leadership team. And he said,"},{"startTime":128.0,"endTime":132.0,"body":"\"We need to be more focused on communicating with each other"},{"startTime":132.0,"endTime":136.0,"body":"and not about each other.\""},{"startTime":136.0,"endTime":140.0,"body":"I'll say it again, focus more on communicating with each other"},{"startTime":140.0,"endTime":144.0,"body":"and not about each other. They were trying to get away"},{"startTime":144.0,"endTime":148.0,"body":"from having these meetings after the meetings. The hallway"},{"startTime":148.0,"endTime":152.0,"body":"conversations, like let's just get it out while"},{"startTime":152.0,"endTime":156.0,"body":"we're together so we can actually have more effective communication."},{"startTime":156.0,"endTime":160.0,"body":"I thought it was really well put and I thought a gem that could be applicable to a lot"},{"startTime":160.0,"endTime":164.0,"body":"of different settings. What I will"},{"startTime":164.0,"endTime":168.0,"body":"often tell teams is if you have meetings"},{"startTime":168.0,"endTime":172.0,"body":"outside of meetings, you're not a team."},{"startTime":172.0,"endTime":176.0,"body":"You're not. Teams talk about"},{"startTime":176.0,"endTime":180.0,"body":"the real stuff together in meetings together."},{"startTime":180.0,"endTime":184.0,"body":"I'll say together again. Because it just, when you"},{"startTime":184.0,"endTime":188.0,"body":"start having all of these divisions, side"},{"startTime":188.0,"endTime":192.0,"body":"conversations, and I'm not talking different subjects"},{"startTime":192.0,"endTime":196.0,"body":"that make sense to have, no, about each other, uh-uh."},{"startTime":196.0,"endTime":200.0,"body":"What conversations happen in the meeting together?"},{"startTime":200.0,"endTime":204.0,"body":"It's so true. But it's not easy to shift"},{"startTime":204.0,"endTime":208.0,"body":"that pattern. And I think it requires every member of that team"},{"startTime":208.0,"endTime":212.0,"body":"to assess, is they're about to say something, especially if it is outside the meeting,"},{"startTime":212.0,"endTime":216.0,"body":"is this something that would have better said in the meeting?"},{"startTime":216.0,"endTime":220.0,"body":"So to break some of those habits, it can be hard,"},{"startTime":220.0,"endTime":224.0,"body":"especially if there are some personalities you might just not"},{"startTime":224.0,"endTime":228.0,"body":"mesh as well with. You might not understand where they're coming from."},{"startTime":228.0,"endTime":232.0,"body":"Maybe their background's a little bit different, uh, where"},{"startTime":232.0,"endTime":236.0,"body":"they're coming. So you try."},{"startTime":236.0,"endTime":240.0,"body":"But yeah, it's important. Those meetings after the meetings. Waste of cycles,"},{"startTime":240.0,"endTime":244.0,"body":"waste of energy. And it's really hard, especially"},{"startTime":244.0,"endTime":248.0,"body":"when you like make eye contact with somebody in the meeting or you see eye contact"},{"startTime":248.0,"endTime":252.0,"body":"being made and you know there's a lot of things just being exchanged."},{"startTime":252.0,"endTime":256.0,"body":"In that moment. And you're like, okay, yes, we all can connect"},{"startTime":256.0,"endTime":260.0,"body":"in different ways. However, if it is about"},{"startTime":260.0,"endTime":264.0,"body":"us together moving forward, bring it up now."},{"startTime":264.0,"endTime":268.0,"body":"Yeah. Yep. Okay."},{"startTime":268.0,"endTime":272.0,"body":"How about you? What's your insight, Daniel? Well, Peter,"},{"startTime":272.0,"endTime":276.0,"body":"here's my insight. So I was hearing Dr. Carmen"},{"startTime":276.0,"endTime":280.0,"body":"Simon, a lecturer at Stanford. She does a"},{"startTime":280.0,"endTime":284.0,"body":"lot of neuroscience research and she was"},{"startTime":284.0,"endTime":288.0,"body":"explaining how within 48 hours"},{"startTime":288.0,"endTime":292.0,"body":"we forget 90% of what we just heard."},{"startTime":292.0,"endTime":296.0,"body":"90% within 48 hours? 48 hours, you go into a meeting,"},{"startTime":296.0,"endTime":300.0,"body":"you hear a presentation, 48 hours later, 90% of it"},{"startTime":300.0,"endTime":304.0,"body":"gone. Not there. That's kind of depressing."},{"startTime":304.0,"endTime":308.0,"body":"Oh, when I first heard that, I was like,"},{"startTime":308.0,"endTime":312.0,"body":"oh, when I first heard that. And you know, that's, it's similar"},{"startTime":312.0,"endTime":316.0,"body":"to what you hear in other ways, but you're like, well, that stinks."},{"startTime":316.0,"endTime":320.0,"body":"You know, all of the effort, however, this is what"},{"startTime":320.0,"endTime":324.0,"body":"I really liked how it was emphasized, that the 10% though"},{"startTime":324.0,"endTime":328.0,"body":"really matters. And you can actually craft your"},{"startTime":328.0,"endTime":332.0,"body":"presentations to be based around what the"},{"startTime":332.0,"endTime":336.0,"body":"10% is you want the people to remember. And you"},{"startTime":336.0,"endTime":340.0,"body":"emphasize that 10%. You repeat it, you build off"},{"startTime":340.0,"endTime":344.0,"body":"of it, and you actually need the 90%"},{"startTime":344.0,"endTime":348.0,"body":"so that people will focus on the 10%. It's kind of"},{"startTime":348.0,"endTime":352.0,"body":"this weird idea, if you just say, well, then just emphasize the 10%,"},{"startTime":352.0,"endTime":356.0,"body":"then they'll just remember less of the 10%. You need the"},{"startTime":356.0,"endTime":360.0,"body":"stuff around it to package it, to frame it up,"},{"startTime":360.0,"endTime":364.0,"body":"and you actually need to add a level of complexity to a certain degree"},{"startTime":364.0,"endTime":368.0,"body":"so that the brain is engaged and has to work a little bit"},{"startTime":368.0,"endTime":372.0,"body":"to go in and figure out, oh, that's the 10%, that's the stuff that"},{"startTime":372.0,"endTime":376.0,"body":"that's going to grab me as well. So"},{"startTime":376.0,"endTime":380.0,"body":"the 10%, identifying what it is, framing it up, repeating"},{"startTime":380.0,"endTime":384.0,"body":"it, and not getting overly depressed that they don't remember a 50%"},{"startTime":384.0,"endTime":388.0,"body":"or 40%. And the better you can connect"},{"startTime":388.0,"endTime":392.0,"body":"it to previous knowledge, the more likely it will turn into the"},{"startTime":392.0,"endTime":396.0,"body":"10% retained. That's how our brain is wired."},{"startTime":396.0,"endTime":400.0,"body":"It doesn't know what to do with just novel"},{"startTime":400.0,"endTime":404.0,"body":"concepts. The better you can connect it to a previously"},{"startTime":404.0,"endTime":408.0,"body":"established thought, it increases the sticky factor,"},{"startTime":408.0,"endTime":412.0,"body":"the stickiness of that thought. - Stickiness."},{"startTime":412.0,"endTime":416.0,"body":"Hence the knowing of your audience"},{"startTime":416.0,"endTime":420.0,"body":"so well, so you can like piggyback onto something"},{"startTime":420.0,"endTime":424.0,"body":"that they are... - Oh, it's true."},{"startTime":424.0,"endTime":428.0,"body":"Now, you know, the first thought I actually had when I heard that fact"},{"startTime":428.0,"endTime":432.0,"body":"was, wow, wouldn't that be cool if that happened to our inboxes?"},{"startTime":432.0,"endTime":436.0,"body":"Just after 48 hours, 90%, they just"},{"startTime":436.0,"endTime":440.0,"body":"get cleared. There you go, they're all taken care of."},{"startTime":440.0,"endTime":444.0,"body":"- So only the 10% of really important emails remain."},{"startTime":444.0,"endTime":448.0,"body":"Is that what you're saying? - Yeah, exactly. There you go."},{"startTime":448.0,"endTime":452.0,"body":"Apparently that's a new app we can create."},{"startTime":452.0,"endTime":456.0,"body":"It'll go through it and delete 90% of everything you have"},{"startTime":456.0,"endTime":460.0,"body":"in your inbox so it doesn't... Actually, that's probably a fair amount."},{"startTime":460.0,"endTime":464.0,"body":"- Yeah, when you think about it, how many of the messages"},{"startTime":464.0,"endTime":468.0,"body":"are you inundated if it's the fluff?"},{"startTime":468.0,"endTime":472.0,"body":"I'm not counting even all the promotional stuff that comes through and the marketing"},{"startTime":472.0,"endTime":476.0,"body":"sales stuff, but there's so many of those notices that"},{"startTime":476.0,"endTime":480.0,"body":"you're cc'd on or whatever that don't really require anything,"},{"startTime":480.0,"endTime":484.0,"body":"but it just fills things up."},{"startTime":484.0,"endTime":488.0,"body":"- Yeah, good point."},{"startTime":488.0,"endTime":492.0,"body":"Great insights. Good insights. Alright, next segment here. Are you ready?"},{"startTime":492.0,"endTime":496.0,"body":"- Memory lane. - Memory lane. You guessed it."},{"startTime":496.0,"endTime":504.0,"body":"Do you want to take us down memory lane, Peter?"},{"startTime":504.0,"endTime":508.0,"body":"- I'm happy to, as we were talking about sticky thoughts in our mind."},{"startTime":508.0,"endTime":512.0,"body":"It reminded me... - Good segue. That was really good."},{"startTime":512.0,"endTime":516.0,"body":"- Thank you. Reminded me growing up how Dad"},{"startTime":516.0,"endTime":520.0,"body":"always had this little candy bag. This candy"},{"startTime":520.0,"endTime":524.0,"body":"bag that he would take to his seminars. And he always"},{"startTime":524.0,"endTime":528.0,"body":"had these buckets full. In fact, it was the red and"},{"startTime":528.0,"endTime":532.0,"body":"white little mint candies, the butterscotch discs,"},{"startTime":532.0,"endTime":536.0,"body":"the brock peppermints, and there was the red and white"},{"startTime":536.0,"endTime":540.0,"body":"and the green and white, the little butterscotch discs, the little hard strawberry"},{"startTime":540.0,"endTime":544.0,"body":"wrapped ones, and then they evolved"},{"startTime":544.0,"endTime":548.0,"body":"into having more fun. You get some Snickers and Reeses"},{"startTime":548.0,"endTime":552.0,"body":"and everything. But he had this bag, and while"},{"startTime":552.0,"endTime":556.0,"body":"teaching, as people responded to an answer, got"},{"startTime":556.0,"endTime":560.0,"body":"engaged, he'd throw out candies. And it got people"},{"startTime":560.0,"endTime":564.0,"body":"just, they were excited. They were excited to answer. They were excited to"},{"startTime":564.0,"endTime":568.0,"body":"participate. And I thought that was so cool. Here's my dad heading off, and he's"},{"startTime":568.0,"endTime":572.0,"body":"just got bags full of candy to go to work. I'm like, \"How cool!\""},{"startTime":572.0,"endTime":576.0,"body":"He's the candy man! - Peter, I so remember"},{"startTime":576.0,"endTime":580.0,"body":"going in and Dad's packing for a trip, and I see this bag of candy"},{"startTime":580.0,"endTime":584.0,"body":"and I'm like, \"What are you taking all of this candy for?\""},{"startTime":584.0,"endTime":588.0,"body":"And then eventually I was figuring out he would"},{"startTime":588.0,"endTime":592.0,"body":"throw it at people. Now, what was funny, I don't know if you recall"},{"startTime":592.0,"endTime":596.0,"body":"maybe you saw this too. So when I visited and saw"},{"startTime":596.0,"endTime":600.0,"body":"a couple of his seminars, and I saw him in action, and he would"},{"startTime":600.0,"endTime":604.0,"body":"sometimes huck these things. I mean,"},{"startTime":604.0,"endTime":608.0,"body":"or, you know, gentle lob appropriately."},{"startTime":608.0,"endTime":612.0,"body":"And people loved it, and their reactions, they just"},{"startTime":612.0,"endTime":616.0,"body":"well, ate it up. Ha. So anyway, however,"},{"startTime":616.0,"endTime":620.0,"body":"what he also found was as more focus on health"},{"startTime":620.0,"endTime":624.0,"body":"came about, people didn't always"},{"startTime":624.0,"endTime":628.0,"body":"eat the candy, but they treated it like a trophy."},{"startTime":628.0,"endTime":632.0,"body":"So like at the end of the day, they would have like these three or four or five pieces, and they were like,"},{"startTime":632.0,"endTime":636.0,"body":"\"Yeah, this is what I got. This is because I actively"},{"startTime":636.0,"endTime":640.0,"body":"participated and was rewarded.\" It works!"},{"startTime":640.0,"endTime":644.0,"body":"- It is. They would stack them up at the edge of their desk. You know, it's kind"},{"startTime":644.0,"endTime":648.0,"body":"of a status symbol. \"Hey, I was able to answer all these things.\""},{"startTime":648.0,"endTime":652.0,"body":"So it's all these things, and here we are adults, professionals."},{"startTime":652.0,"endTime":656.0,"body":"But yet there are little rewards that continue to make an impact."},{"startTime":656.0,"endTime":660.0,"body":"- Yeah. - You know, at the end of the day, we're just, we're all kids"},{"startTime":660.0,"endTime":664.0,"body":"in bigger bodies. There are some of those basics that just"},{"startTime":664.0,"endTime":668.0,"body":"never leave. - It's a fact. It's a fact."},{"startTime":668.0,"endTime":672.0,"body":"Reward recognition, that's a good one. - So there's the candy bag."},{"startTime":672.0,"endTime":676.0,"body":"And he was even a monogrammed little bag. He got one"},{"startTime":676.0,"endTime":680.0,"body":"over time. So anyway, that was fun"},{"startTime":680.0,"endTime":684.0,"body":"to think about. So those, for the listeners, think about"},{"startTime":684.0,"endTime":688.0,"body":"what are simple little ways that you can reward engagement,"},{"startTime":688.0,"endTime":692.0,"body":"involvement, activity. You're happy to do some training, things"},{"startTime":692.0,"endTime":696.0,"body":"like that. Hey, maybe consider a little candy bag or something like that."},{"startTime":696.0,"endTime":700.0,"body":"- And you know that when people got"},{"startTime":700.0,"endTime":704.0,"body":"something, they're going to be that much more likely to remember"},{"startTime":704.0,"endTime":708.0,"body":"the comment they made or the point that was being made."},{"startTime":708.0,"endTime":712.0,"body":"Because at this point, Peter, it connects to something they know,"},{"startTime":712.0,"endTime":716.0,"body":"an experience that's reinforcing it. And they are going to remember"},{"startTime":716.0,"endTime":720.0,"body":"that moment far more likely than simply"},{"startTime":720.0,"endTime":724.0,"body":"sitting and just watching another slide."},{"startTime":724.0,"endTime":728.0,"body":"- And just as another quick tangent on the candy,"},{"startTime":728.0,"endTime":732.0,"body":"if you ask Dad, what is the most popular candy?"},{"startTime":732.0,"endTime":736.0,"body":"Reese's Peanut Butter Cups. - Reese's Peanut Butter Cups."},{"startTime":736.0,"endTime":740.0,"body":"- Little gold foil, by far the most popular."},{"startTime":740.0,"endTime":744.0,"body":"So he always had to have like three times as many in the bag of that."},{"startTime":744.0,"endTime":748.0,"body":"- Yes, I remember that. That's great."},{"startTime":748.0,"endTime":752.0,"body":"All right, ready to dive into the topic at hand."},{"startTime":752.0,"endTime":756.0,"body":"- Let's do it. Let's talk leadership. - Today's topic is"},{"startTime":756.0,"endTime":760.0,"body":"we're going to be commenting and discussing a recent survey"},{"startTime":760.0,"endTime":764.0,"body":"that Boston Consulting Group came out after talking to"},{"startTime":764.0,"endTime":768.0,"body":"what it looks like 7,000 leaders across a hundred different markets."},{"startTime":768.0,"endTime":772.0,"body":"- So it's a look ahead. Trying to look at the crystal ball."},{"startTime":772.0,"endTime":776.0,"body":"- Correct. Top priorities. And what's interesting is they identified"},{"startTime":776.0,"endTime":780.0,"body":"four specific behaviors from these"},{"startTime":780.0,"endTime":784.0,"body":"survey results that we need to pay most attention to."},{"startTime":784.0,"endTime":788.0,"body":"And they also found so many of these priorities,"},{"startTime":788.0,"endTime":792.0,"body":"all come around to leadership"},{"startTime":792.0,"endTime":796.0,"body":"development and leadership behaviors, which was"},{"startTime":796.0,"endTime":800.0,"body":"just so interesting. They were saying the area"},{"startTime":800.0,"endTime":804.0,"body":"of highest need to act in 2024,"},{"startTime":804.0,"endTime":808.0,"body":"the year we're in now, all is around"},{"startTime":808.0,"endTime":812.0,"body":"leadership development and identification."},{"startTime":812.0,"endTime":816.0,"body":"So we need to look at leadership development and identifying the right leaders"},{"startTime":816.0,"endTime":820.0,"body":"to make it happen."},{"startTime":820.0,"endTime":824.0,"body":"- It really highlights the gap that presently exists"},{"startTime":824.0,"endTime":828.0,"body":"in most organizations. They need more"},{"startTime":828.0,"endTime":832.0,"body":"leaders. They need better leaders. And it's not"},{"startTime":832.0,"endTime":836.0,"body":"as we look through these, we're not going to find technical skill development"},{"startTime":836.0,"endTime":840.0,"body":"at the top of the list."},{"startTime":840.0,"endTime":844.0,"body":"- Yeah. So let's dive into this first one."},{"startTime":844.0,"endTime":848.0,"body":"They identified four specific areas to talk about. First, leadership"},{"startTime":848.0,"endTime":852.0,"body":"behaviors themselves. They were describing that"},{"startTime":852.0,"endTime":856.0,"body":"the number two topic that was"},{"startTime":856.0,"endTime":860.0,"body":"identified in the future importance ranking."},{"startTime":860.0,"endTime":864.0,"body":"So how important something is, is leadership behaviors."},{"startTime":864.0,"endTime":868.0,"body":"However, the number 15,"},{"startTime":868.0,"endTime":872.0,"body":"number 15 identified item in current capabilities"},{"startTime":872.0,"endTime":876.0,"body":"was leadership behaviors. So number two"},{"startTime":876.0,"endTime":880.0,"body":"in importance, but number 15 in actually being able to do"},{"startTime":880.0,"endTime":884.0,"body":"it. That is a very large"},{"startTime":884.0,"endTime":888.0,"body":"gap. Peter, is that consistent with what you're seeing?"},{"startTime":888.0,"endTime":892.0,"body":"What do you think of this? - Oh, there's a delta there."},{"startTime":892.0,"endTime":896.0,"body":"And it was fascinating when you look and you try and realize"},{"startTime":896.0,"endTime":900.0,"body":"where does development, where does leadership development fall in terms of priorities"},{"startTime":900.0,"endTime":904.0,"body":"and where does that match in terms of a budget line within most"},{"startTime":904.0,"endTime":908.0,"body":"organizations? How does that development occur? And admittedly"},{"startTime":908.0,"endTime":912.0,"body":"it's hard to quantify because there are so many"},{"startTime":912.0,"endTime":916.0,"body":"development opportunities that will come forward that don't fall straight"},{"startTime":916.0,"endTime":920.0,"body":"under an L\u0026D budget line. Because it's not every workshop"},{"startTime":920.0,"endTime":924.0,"body":"and course and other things, but that gap"},{"startTime":924.0,"endTime":928.0,"body":"that lack of leadership skills that are being"},{"startTime":928.0,"endTime":932.0,"body":"identified that are complained about by other leaders, it's"},{"startTime":932.0,"endTime":936.0,"body":"real. I'm finding that across clients I'm working with, across"},{"startTime":936.0,"endTime":940.0,"body":"organizations and industries. How can those"},{"startTime":940.0,"endTime":944.0,"body":"individuals improve? And what's really"},{"startTime":944.0,"endTime":948.0,"body":"eye-opening is when they realize there's no cavalry coming"},{"startTime":948.0,"endTime":952.0,"body":"in to save them. You know, how much of it"},{"startTime":952.0,"endTime":956.0,"body":"does fall on the leadership to do that"},{"startTime":956.0,"endTime":960.0,"body":"development, to do that coaching, to do that training."},{"startTime":960.0,"endTime":964.0,"body":"I was actually quite, I was happy"},{"startTime":964.0,"endTime":968.0,"body":"to see, I was with a group recently and they were complaining"},{"startTime":968.0,"endTime":972.0,"body":"a little bit about their direct reports and needing to have"},{"startTime":972.0,"endTime":976.0,"body":"more development there. And I asked the pointed question, whose"},{"startTime":976.0,"endTime":980.0,"body":"responsibility is it to develop these"},{"startTime":980.0,"endTime":984.0,"body":"leaders? And I was thrilled that they all raised their hands and pointed"},{"startTime":984.0,"endTime":988.0,"body":"at themselves, which was huge progress"},{"startTime":988.0,"endTime":992.0,"body":"because that's not always the case. Sometimes it's pointing straight over to HR"},{"startTime":992.0,"endTime":996.0,"body":"or the L\u0026D department or whatever it is. They're supposed to fix them."},{"startTime":996.0,"endTime":1000.0,"body":"No. So, long tangent there,"},{"startTime":1000.0,"endTime":1004.0,"body":"but man, the leadership behavior development's needed."},{"startTime":1004.0,"endTime":1008.0,"body":"And this assumption that it's somebody else's issue,"},{"startTime":1008.0,"endTime":1012.0,"body":"whether it's HR or training or all of these things."},{"startTime":1012.0,"endTime":1016.0,"body":"And yet the reality is 10% of development"},{"startTime":1016.0,"endTime":1020.0,"body":"is actually just that formal kind of training. And"},{"startTime":1020.0,"endTime":1024.0,"body":"it's not the 100% that we sometimes think about."},{"startTime":1024.0,"endTime":1028.0,"body":"And it's more like the 70%"},{"startTime":1028.0,"endTime":1032.0,"body":"of actual development happens on the job."},{"startTime":1032.0,"endTime":1036.0,"body":"And that's not the stuff that you need to throw tons of extra money into"},{"startTime":1036.0,"endTime":1040.0,"body":"necessarily. It's actually helping leaders know how to"},{"startTime":1040.0,"endTime":1044.0,"body":"build and strengthen other leaders and to pay attention"},{"startTime":1044.0,"endTime":1048.0,"body":"and to show with an example of how to have effective"},{"startTime":1048.0,"endTime":1052.0,"body":"conversations, how to be able to lead with"},{"startTime":1052.0,"endTime":1056.0,"body":"empathy and with a sincere desire to help and create"},{"startTime":1056.0,"endTime":1060.0,"body":"a difference and support others while being very"},{"startTime":1060.0,"endTime":1064.0,"body":"clear and providing clear feedback along the way"},{"startTime":1064.0,"endTime":1068.0,"body":"so that people know what success looks like and"},{"startTime":1068.0,"endTime":1072.0,"body":"get direction and reinforcement of the good, the bad, the ugly"},{"startTime":1072.0,"endTime":1076.0,"body":"in helpful ways so they can then act on it as well."},{"startTime":1076.0,"endTime":1080.0,"body":"That is what often"},{"startTime":1080.0,"endTime":1084.0,"body":"separates to describe and what creates such a"},{"startTime":1084.0,"endTime":1088.0,"body":"large gap because we believe it's important, but yet"},{"startTime":1088.0,"endTime":1092.0,"body":"we won't always then showcase it ourselves."},{"startTime":1092.0,"endTime":1096.0,"body":"So what I'm hearing you say Daniel is highlighting if"},{"startTime":1096.0,"endTime":1100.0,"body":"you have somebody on your team that has a leadership gap,"},{"startTime":1100.0,"endTime":1104.0,"body":"it is more effective. Let's say they need to work on their"},{"startTime":1104.0,"endTime":1108.0,"body":"listening skills to not hand them a book on listening"},{"startTime":1108.0,"endTime":1112.0,"body":"and say read this. But to better yet say"},{"startTime":1112.0,"endTime":1116.0,"body":"hey let's set a couple goals and as we"},{"startTime":1116.0,"endTime":1120.0,"body":"are coming out of team meetings let's meet and let's talk about what we observed."},{"startTime":1120.0,"endTime":1124.0,"body":"Those conversations are just tremendously"},{"startTime":1124.0,"endTime":1128.0,"body":"impactful. And I take"},{"startTime":1128.0,"endTime":1132.0,"body":"issue with leadership behaviors a little bit and"},{"startTime":1132.0,"endTime":1136.0,"body":"they address it sort of a little later on, but"},{"startTime":1136.0,"endTime":1140.0,"body":"and I don't know what you think of this Peter, but I do believe"},{"startTime":1140.0,"endTime":1144.0,"body":"we can sometimes put way too much importance"},{"startTime":1144.0,"endTime":1148.0,"body":"and power in the hands of a leader expecting them to be able to"},{"startTime":1148.0,"endTime":1152.0,"body":"do miracles all the time. It is a fact that"},{"startTime":1152.0,"endTime":1156.0,"body":"a leader can have a disproportionate impact on others. However"},{"startTime":1156.0,"endTime":1160.0,"body":"it's a fundamental attribution error with the assumption that"},{"startTime":1160.0,"endTime":1164.0,"body":"I can have more impact than I really can"},{"startTime":1164.0,"endTime":1168.0,"body":"and we can use that flawed"},{"startTime":1168.0,"endTime":1172.0,"body":"thinking on leaders all the time and say oh every sort of"},{"startTime":1172.0,"endTime":1176.0,"body":"contingency, every sort of risk, every sort of issue, obviously"},{"startTime":1176.0,"endTime":1180.0,"body":"it's a leadership issue. And while leadership can have a large"},{"startTime":1180.0,"endTime":1184.0,"body":"impact, whoa, it can be way overstated."},{"startTime":1184.0,"endTime":1190.0,"body":"And so the processes and systems and the culture also needs to be looked at"},{"startTime":1190.0,"endTime":1194.0,"body":"and addressed as well. Yeah there are those who are"},{"startTime":1194.0,"endTime":1198.0,"body":"listening to this now and there is the conscientiousness in"},{"startTime":1198.0,"endTime":1202.0,"body":"them that they are now looking in the mirror saying oh"},{"startTime":1202.0,"endTime":1206.0,"body":"I need to do so much more to develop my people."},{"startTime":1206.0,"endTime":1210.0,"body":"And yes, sure you can try"},{"startTime":1210.0,"endTime":1214.0,"body":"but don't have these expectations that you can fix everything. Then there are other leaders"},{"startTime":1214.0,"endTime":1218.0,"body":"who really do need to be hearing this, who are probably not listening"},{"startTime":1218.0,"endTime":1222.0,"body":"to this, oblivious. And so that is one of the challenges"},{"startTime":1222.0,"endTime":1226.0,"body":"of talking about this is you don't want people taking it too much"},{"startTime":1226.0,"endTime":1230.0,"body":"to heart where they're now beating themselves up because they didn't correct all of the"},{"startTime":1230.0,"endTime":1234.0,"body":"behaviors that might be problematic in their team. Give yourself some"},{"startTime":1234.0,"endTime":1238.0,"body":"grace, you can only change so much, but"},{"startTime":1238.0,"endTime":1242.0,"body":"are you putting some of those things in place to increase"},{"startTime":1242.0,"endTime":1246.0,"body":"the likelihood that leadership behaviors can be improved? And some"},{"startTime":1246.0,"endTime":1250.0,"body":"of those important ones are just having conversations."},{"startTime":1250.0,"endTime":1254.0,"body":"You're reminding me, it's a bit of a spectrum of"},{"startTime":1254.0,"endTime":1258.0,"body":"conscientiousness. Say that again."},{"startTime":1258.0,"endTime":1262.0,"body":"That was powerful. Say that again. A spectrum of conscientiousness."},{"startTime":1262.0,"endTime":1266.0,"body":"Because sometimes we forget as we're"},{"startTime":1266.0,"endTime":1270.0,"body":"speaking to leaders, they're not all as conscientious"},{"startTime":1270.0,"endTime":1274.0,"body":"as we would like or committed"},{"startTime":1274.0,"endTime":1278.0,"body":"or as focused or as engaged, other words there that go"},{"startTime":1278.0,"endTime":1282.0,"body":"along with it. But as you think of the highly conscientious"},{"startTime":1282.0,"endTime":1286.0,"body":"those are the folks who care and they care so much"},{"startTime":1286.0,"endTime":1290.0,"body":"that they will push themselves and they will overestimate their own ability to influence"},{"startTime":1290.0,"endTime":1294.0,"body":"and to then tackle great problems or"},{"startTime":1294.0,"endTime":1298.0,"body":"really complex problems that are really bigger than any one person. They'll keep going at it"},{"startTime":1298.0,"endTime":1302.0,"body":"and you're like, \"Hey, that's noble, that's wonderful, chill out"},{"startTime":1302.0,"endTime":1306.0,"body":"a little, cut yourself some slack.\" So"},{"startTime":1306.0,"endTime":1310.0,"body":"lovely people often model examples that we want to look at."},{"startTime":1310.0,"endTime":1314.0,"body":"And then you have this second group along this kind of spectrum of conscientiousness."},{"startTime":1314.0,"endTime":1318.0,"body":"And this other group, oftentimes they are the well-intentioned"},{"startTime":1318.0,"endTime":1322.0,"body":"but sometimes forgetful. They need"},{"startTime":1322.0,"endTime":1326.0,"body":"more frequent reminders. Subtle"},{"startTime":1326.0,"endTime":1330.0,"body":"kicks, not physical kicks, but little reminders"},{"startTime":1330.0,"endTime":1334.0,"body":"to be able to help them. And more training, more ideas."},{"startTime":1334.0,"endTime":1338.0,"body":"And they may have gone to a training last year"},{"startTime":1338.0,"endTime":1342.0,"body":"and they were good for a short time,"},{"startTime":1342.0,"endTime":1346.0,"body":"and then they're like, they forget or they get involved in other stuff."},{"startTime":1346.0,"endTime":1350.0,"body":"That's kind of the middle ground. There's conscientiousness"},{"startTime":1350.0,"endTime":1354.0,"body":"within them, it just has to be rekindled frequently."},{"startTime":1354.0,"endTime":1358.0,"body":"Yeah, it's inconsistent conscientiousness."},{"startTime":1358.0,"endTime":1362.0,"body":"Yes. And then there's the third group along the"},{"startTime":1362.0,"endTime":1366.0,"body":"spectrum of conscientiousness. And they are the folks who don't"},{"startTime":1366.0,"endTime":1370.0,"body":"care. They can have an absence of empathy"},{"startTime":1370.0,"endTime":1374.0,"body":"toward others. Or perhaps they could be so"},{"startTime":1374.0,"endTime":1378.0,"body":"task-focused. And those are the folks that you have to"},{"startTime":1378.0,"endTime":1382.0,"body":"wonder, should they be a leader? Because they"},{"startTime":1382.0,"endTime":1386.0,"body":"may be amazing individual contributors. Experts"},{"startTime":1386.0,"endTime":1390.0,"body":"in their field, experts in their craft,"},{"startTime":1390.0,"endTime":1394.0,"body":"but maybe they should not be"},{"startTime":1394.0,"endTime":1398.0,"body":"leading others. And we've"},{"startTime":1398.0,"endTime":1402.0,"body":"been asked to coach folks like this. And there is a low success"},{"startTime":1402.0,"endTime":1406.0,"body":"rate regardless of who is coaching, regardless of the situation,"},{"startTime":1406.0,"endTime":1410.0,"body":"because fundamentally there are other aspects in play, especially"},{"startTime":1410.0,"endTime":1414.0,"body":"their conscientiousness, not as high. So anyway,"},{"startTime":1414.0,"endTime":1418.0,"body":"there you go, the spectrum. So as any of us are actively trying to develop"},{"startTime":1418.0,"endTime":1422.0,"body":"ourselves or others, you can be reflecting how conscientious is"},{"startTime":1422.0,"endTime":1426.0,"body":"the person that I'm working with and to adjust"},{"startTime":1426.0,"endTime":1430.0,"body":"to what you're doing to meet that. I think that's a great"},{"startTime":1430.0,"endTime":1434.0,"body":"way to frame it up and I'd even add another spectrum"},{"startTime":1434.0,"endTime":1438.0,"body":"as you're looking at it. And that's that spectrum of what is"},{"startTime":1438.0,"endTime":1442.0,"body":"motivating the individual. Is it individual achievement"},{"startTime":1442.0,"endTime":1446.0,"body":"or is it mission achievement? Because there are some who are"},{"startTime":1446.0,"endTime":1450.0,"body":"very motivated by the individual accolades that they get. They want to have"},{"startTime":1450.0,"endTime":1454.0,"body":"that spotlight. They want to be able to be the one who is recognized"},{"startTime":1454.0,"endTime":1458.0,"body":"for all the great work they're doing. And on the other end of that spectrum"},{"startTime":1458.0,"endTime":1462.0,"body":"you have the individuals who they couldn't, they don't care."},{"startTime":1462.0,"endTime":1466.0,"body":"If they're ever in the spotlight or not, they are fully"},{"startTime":1466.0,"endTime":1470.0,"body":"invested in just helping that team, that organization"},{"startTime":1470.0,"endTime":1474.0,"body":"accomplish its established mission."},{"startTime":1474.0,"endTime":1478.0,"body":"And so when you're looking at these two together of that"},{"startTime":1478.0,"endTime":1482.0,"body":"spectrum of conscientiousness with that spectrum of motivation,"},{"startTime":1482.0,"endTime":1486.0,"body":"then you can really help describe some folks."},{"startTime":1486.0,"endTime":1490.0,"body":"Oh, that's a fantastic, I'm picturing all"},{"startTime":1490.0,"endTime":1494.0,"body":"sorts of great diagrams here. This is a great segue into,"},{"startTime":1494.0,"endTime":1498.0,"body":"I'm going to jump around, the last one that they mentioned in the survey, is"},{"startTime":1498.0,"endTime":1502.0,"body":"emotional intelligence. And there has so much been written"},{"startTime":1502.0,"endTime":1506.0,"body":"said about emotional intelligence and what it comes down to"},{"startTime":1506.0,"endTime":1510.0,"body":"is how do you manage your own reactions"},{"startTime":1510.0,"endTime":1514.0,"body":"so that you can show up and work with others"},{"startTime":1514.0,"endTime":1518.0,"body":"and that others want to work with you. There's a rapport"},{"startTime":1518.0,"endTime":1522.0,"body":"and what was very clear is that the research continues"},{"startTime":1522.0,"endTime":1526.0,"body":"to build on that when you are"},{"startTime":1526.0,"endTime":1530.0,"body":"elevating in your career, the higher you go, the more"},{"startTime":1530.0,"endTime":1534.0,"body":"important emotional intelligence is as a skill"},{"startTime":1534.0,"endTime":1538.0,"body":"set. The technical aspects become less,"},{"startTime":1538.0,"endTime":1542.0,"body":"emotional intelligence becomes more, and one way"},{"startTime":1542.0,"endTime":1546.0,"body":"of framing it up is the technical ability can often"},{"startTime":1546.0,"endTime":1550.0,"body":"get you a seat at the initial leadership table."},{"startTime":1550.0,"endTime":1554.0,"body":"However, if you want to stay at that leadership table or advance,"},{"startTime":1554.0,"endTime":1558.0,"body":"you need to then work on your emotional intelligence"},{"startTime":1558.0,"endTime":1562.0,"body":"and that is the critical skill that often"},{"startTime":1562.0,"endTime":1566.0,"body":"separates bad leaders from really good ones."},{"startTime":1566.0,"endTime":1570.0,"body":"And it would even help you get an opportunity"},{"startTime":1570.0,"endTime":1574.0,"body":"for higher levels of executive roles."},{"startTime":1574.0,"endTime":1578.0,"body":"And that part you're sharing of, it really helps"},{"startTime":1578.0,"endTime":1582.0,"body":"you stay at the table. That's where the advancement"},{"startTime":1582.0,"endTime":1586.0,"body":"occurs. And in the article they really highlighted that"},{"startTime":1586.0,"endTime":1590.0,"body":"ability of self-awareness. How do you"},{"startTime":1590.0,"endTime":1594.0,"body":"regulate or understand how emotions interact with you"},{"startTime":1594.0,"endTime":1598.0,"body":"but then how you communicate that and how you even are able to"},{"startTime":1598.0,"endTime":1602.0,"body":"have metacognition, your ability to think about how"},{"startTime":1602.0,"endTime":1606.0,"body":"you think and recognize that your way of thinking"},{"startTime":1606.0,"endTime":1610.0,"body":"most likely is different than how other people"},{"startTime":1610.0,"endTime":1614.0,"body":"are thinking. And then have the patience to unpack that,"},{"startTime":1614.0,"endTime":1618.0,"body":"to engage in those conversations together without being so"},{"startTime":1618.0,"endTime":1622.0,"body":"task-driven that you're steamrolling"},{"startTime":1622.0,"endTime":1626.0,"body":"people on the way. -Yeah. So, we've got leadership"},{"startTime":1626.0,"endTime":1630.0,"body":"behaviors, emotional intelligence, and the other two."},{"startTime":1630.0,"endTime":1634.0,"body":"The next one really is around organization development"},{"startTime":1634.0,"endTime":1638.0,"body":"which I really appreciate how they frame this up"},{"startTime":1638.0,"endTime":1642.0,"body":"because it's looking at what I said earlier,"},{"startTime":1642.0,"endTime":1646.0,"body":"not overestimating leadership ability, but recognizing"},{"startTime":1646.0,"endTime":1650.0,"body":"what are the processes and systems and the organization design"},{"startTime":1650.0,"endTime":1654.0,"body":"itself and being able to then"},{"startTime":1654.0,"endTime":1658.0,"body":"organize the function,"},{"startTime":1658.0,"endTime":1662.0,"body":"organize what needs to get done, and then"},{"startTime":1662.0,"endTime":1666.0,"body":"recruit and bring on and perform"},{"startTime":1666.0,"endTime":1670.0,"body":"in effective ways. And that coupling"},{"startTime":1670.0,"endTime":1674.0,"body":"in the right approach is a magical, magical thing."},{"startTime":1674.0,"endTime":1678.0,"body":"We were in a meeting earlier with a client"},{"startTime":1678.0,"endTime":1682.0,"body":"and I was mentioning how you can take a leader who makes great decisions"},{"startTime":1682.0,"endTime":1686.0,"body":"and put that same leader into a dysfunctional environment"},{"startTime":1686.0,"endTime":1690.0,"body":"or one that is based in fear or not aligned around"},{"startTime":1690.0,"endTime":1694.0,"body":"key decision making and that same leader will begin to make"},{"startTime":1694.0,"endTime":1698.0,"body":"poor decisions. And we see it time and time again"},{"startTime":1698.0,"endTime":1702.0,"body":"and so looking at the bigger organization development and the organization"},{"startTime":1702.0,"endTime":1706.0,"body":"design is critical. Yeah. And what you're"},{"startTime":1706.0,"endTime":1710.0,"body":"really highlighting is this is not boxology."},{"startTime":1710.0,"endTime":1714.0,"body":"It's not looking at this saying immediately we need to just restructure the org chart."},{"startTime":1714.0,"endTime":1718.0,"body":"No, it's looking and saying are we clear on our strategy?"},{"startTime":1718.0,"endTime":1722.0,"body":"How are those clearly connected with our processes, with our systems?"},{"startTime":1722.0,"endTime":1726.0,"body":"And then we start to look at more of what is the appropriate structure"},{"startTime":1726.0,"endTime":1730.0,"body":"and the people in the right seats to be able to do that."},{"startTime":1730.0,"endTime":1734.0,"body":"And that's absolutely key. The boxology."},{"startTime":1734.0,"endTime":1738.0,"body":"Sticks and boxes. It's such a temptation for"},{"startTime":1738.0,"endTime":1742.0,"body":"leaders to go, oh, I'm just going to reorganize and shift things around."},{"startTime":1742.0,"endTime":1746.0,"body":"It is, and I'm just going to say it,"},{"startTime":1746.0,"endTime":1750.0,"body":"it's a fairly easy way of doing quick action."},{"startTime":1750.0,"endTime":1754.0,"body":"However, it may not be the right thing to do."},{"startTime":1754.0,"endTime":1758.0,"body":"Yeah. In some ways it's"},{"startTime":1758.0,"endTime":1762.0,"body":"where you're confusing activity with results."},{"startTime":1762.0,"endTime":1766.0,"body":"You're feeling like you're making change, you're feeling like you're making progress, but"},{"startTime":1766.0,"endTime":1770.0,"body":"have you really taken the time to make sure and assess that is this"},{"startTime":1770.0,"endTime":1774.0,"body":"change going to have the impact you need? But to do that,"},{"startTime":1774.0,"endTime":1778.0,"body":"you have to pull up out of the weeds, out of the technical, out of the"},{"startTime":1778.0,"endTime":1782.0,"body":"day-to-day, out of the firefighting, which is so hard."},{"startTime":1782.0,"endTime":1786.0,"body":"Which is so hard. I don't care what level you're at to be able to pull up"},{"startTime":1786.0,"endTime":1790.0,"body":"and do that. So it does. It's intentionally carving out something that's not"},{"startTime":1790.0,"endTime":1794.0,"body":"going to happen. It does. It's intentionally carving out some time to"},{"startTime":1794.0,"endTime":1798.0,"body":"do that. And so all of these involve intentionality."},{"startTime":1798.0,"endTime":1802.0,"body":"All of these four that we're getting into in Change Managements, the fourth that we'll start to"},{"startTime":1802.0,"endTime":1806.0,"body":"talk about, none of these are improved by"},{"startTime":1806.0,"endTime":1810.0,"body":"accident. I mean, in order to"},{"startTime":1810.0,"endTime":1814.0,"body":"develop leaders, you intentionally have to look at it. To build your emotional intelligence, you"},{"startTime":1814.0,"endTime":1818.0,"body":"intentionally have to be able to do some self-appraisal and assessment of"},{"startTime":1818.0,"endTime":1822.0,"body":"what do I need to build and improve. To change and improve your"},{"startTime":1822.0,"endTime":1826.0,"body":"org design, that just doesn't happen by accident. You have to intentionally"},{"startTime":1826.0,"endTime":1830.0,"body":"carve out and examine, look at what needs to change and why."},{"startTime":1830.0,"endTime":1834.0,"body":"And then finally, from a Change Management perspective, to do it well,"},{"startTime":1834.0,"endTime":1838.0,"body":"it doesn't just happen on its own."},{"startTime":1838.0,"endTime":1842.0,"body":"That's fantastic. And you've already begun diving into that"},{"startTime":1842.0,"endTime":1846.0,"body":"fourth area of Change Management. What is"},{"startTime":1846.0,"endTime":1850.0,"body":"so vital, and they were talking about this in the study as well,"},{"startTime":1850.0,"endTime":1854.0,"body":"is inevitably every change becomes personal."},{"startTime":1854.0,"endTime":1858.0,"body":"And when we think of organizational level changes or"},{"startTime":1858.0,"endTime":1862.0,"body":"team level changes, inevitably it's personal."},{"startTime":1862.0,"endTime":1866.0,"body":"And how do we respect and acknowledge the personal motivations,"},{"startTime":1866.0,"endTime":1870.0,"body":"the personal changes, the personal challenges,"},{"startTime":1870.0,"endTime":1874.0,"body":"and allow people time to process, to ask"},{"startTime":1874.0,"endTime":1878.0,"body":"questions, to keep working through this. And the"},{"startTime":1878.0,"endTime":1882.0,"body":"study used a great metaphor of that building of muscle."},{"startTime":1882.0,"endTime":1886.0,"body":"And that Change Management is a muscle that if it's not"},{"startTime":1886.0,"endTime":1890.0,"body":"actively used, it may need to have"},{"startTime":1890.0,"endTime":1894.0,"body":"some exercise to keep it functioning. So"},{"startTime":1894.0,"endTime":1898.0,"body":"you need to keep it going, and the more you exercise that muscle of"},{"startTime":1898.0,"endTime":1902.0,"body":"Change Management, the better you can be for yourself and"},{"startTime":1902.0,"endTime":1906.0,"body":"for others, remembering that it's personal and that it takes"},{"startTime":1906.0,"endTime":1910.0,"body":"some time and process to work through things. But critical"},{"startTime":1910.0,"endTime":1914.0,"body":"for this year as a key priority."},{"startTime":1914.0,"endTime":1918.0,"body":"To pull back on the thread you were talking on the neuroscience"},{"startTime":1918.0,"endTime":1922.0,"body":"of how we forget 90% of what we're hearing in 48"},{"startTime":1922.0,"endTime":1926.0,"body":"hours, and as people are coping with"},{"startTime":1926.0,"endTime":1930.0,"body":"change, and they hear news and information,"},{"startTime":1930.0,"endTime":1934.0,"body":"there's also a way in which people cope with that. We pay"},{"startTime":1934.0,"endTime":1938.0,"body":"attention to information that is radically different"},{"startTime":1938.0,"endTime":1942.0,"body":"than our way of thinking."},{"startTime":1942.0,"endTime":1946.0,"body":"It's highlighted. And we either have that choice of,"},{"startTime":1946.0,"endTime":1950.0,"body":"okay, do I integrate that and assimilate that into what, how I'm"},{"startTime":1950.0,"endTime":1954.0,"body":"thinking, or do I block and ignore of what's"},{"startTime":1954.0,"endTime":1958.0,"body":"going on. And I think when we're talking change and looking at how"},{"startTime":1958.0,"endTime":1962.0,"body":"change is personal, if that connection is not made and that"},{"startTime":1962.0,"endTime":1966.0,"body":"question is not answered about really what this"},{"startTime":1966.0,"endTime":1970.0,"body":"change is going to do for you at an individual level, you"},{"startTime":1970.0,"endTime":1974.0,"body":"run the risk of people just mentally blocking out that change because"},{"startTime":1974.0,"endTime":1978.0,"body":"they don't know what to do with it, or it becomes a fixation"},{"startTime":1978.0,"endTime":1982.0,"body":"where all they're doing is thinking about it. And all of the worst case"},{"startTime":1982.0,"endTime":1986.0,"body":"scenarios that happen."},{"startTime":1986.0,"endTime":1990.0,"body":"Are you speaking from experience, Peter?"},{"startTime":1990.0,"endTime":1994.0,"body":"Have you seen that happen? Oh, man."},{"startTime":1994.0,"endTime":1998.0,"body":"All of the different scenarios and times. And it can be changed both"},{"startTime":1998.0,"endTime":2002.0,"body":"at a professional and a personal level. You just see"},{"startTime":2002.0,"endTime":2006.0,"body":"that. When you stop and think, our brains are amazing"},{"startTime":2006.0,"endTime":2010.0,"body":"at their ability to generate worst case scenarios."},{"startTime":2010.0,"endTime":2014.0,"body":"And to head down these tangents of what could"},{"startTime":2014.0,"endTime":2018.0,"body":"happen. So it's looking at that personal nature of"},{"startTime":2018.0,"endTime":2022.0,"body":"change, answering those questions, getting the input so that you're"},{"startTime":2022.0,"endTime":2026.0,"body":"doing the process properly. Yeah. Without completely disrupting"},{"startTime":2026.0,"endTime":2030.0,"body":"the entire operational template of an organization."},{"startTime":2030.0,"endTime":2034.0,"body":"Okay, so let's wrap up. As"},{"startTime":2034.0,"endTime":2038.0,"body":"we often do, let's do the lightning round question."},{"startTime":2042.0,"endTime":2046.0,"body":"So the question, Peter, is what is the one thing"},{"startTime":2046.0,"endTime":2050.0,"body":"that people need to keep in mind to then be"},{"startTime":2050.0,"endTime":2054.0,"body":"a successful leader this year?"},{"startTime":2054.0,"endTime":2058.0,"body":"What would you say? What's the one thing out of all the, because we've been talking about leadership behaviors,"},{"startTime":2058.0,"endTime":2062.0,"body":"change management, organization development, emotional"},{"startTime":2062.0,"endTime":2066.0,"body":"intelligence. What's the one thing that leaders need to"},{"startTime":2066.0,"endTime":2070.0,"body":"pay attention to, to be able to help them be effective as they are"},{"startTime":2070.0,"endTime":2074.0,"body":"prioritizing activities this year? I'd say the most"},{"startTime":2074.0,"endTime":2078.0,"body":"important thing that a leader needs to do to be effective is to"},{"startTime":2078.0,"endTime":2082.0,"body":"carve out space and time to be intentional about how"},{"startTime":2082.0,"endTime":2086.0,"body":"they're doing what they're doing. Not just going through and letting the"},{"startTime":2086.0,"endTime":2090.0,"body":"day rule itself, but how do you"},{"startTime":2090.0,"endTime":2094.0,"body":"actually make that time to think how I'm doing"},{"startTime":2094.0,"endTime":2098.0,"body":"what I'm going to do? Am I intentionally going to put attention"},{"startTime":2098.0,"endTime":2102.0,"body":"here or here and when I'm doing this, that means I'm"},{"startTime":2102.0,"endTime":2106.0,"body":"saying no to that. Where you're able to get ahead"},{"startTime":2106.0,"endTime":2110.0,"body":"of the firefighting a little bit. I think that's the most important thing a leader can"},{"startTime":2110.0,"endTime":2114.0,"body":"do because then you actually have the bandwidth to think about what it is"},{"startTime":2114.0,"endTime":2118.0,"body":"you can do."},{"startTime":2118.0,"endTime":2122.0,"body":"Yeah, well said, well said. Okay, Daniel."},{"startTime":2122.0,"endTime":2126.0,"body":"I'm going to pull on the"},{"startTime":2126.0,"endTime":2130.0,"body":"thread. I know you love org design. I know that's"},{"startTime":2130.0,"endTime":2134.0,"body":"something when we start talking that topic. So what is the one"},{"startTime":2134.0,"endTime":2138.0,"body":"one thing you recommend for a leader"},{"startTime":2138.0,"endTime":2142.0,"body":"to do to be effective at performing"},{"startTime":2142.0,"endTime":2146.0,"body":"successful organizational design and development? Yeah."},{"startTime":2146.0,"endTime":2150.0,"body":"So here's the thing. Do not overestimate your ability"},{"startTime":2150.0,"endTime":2154.0,"body":"to change everything as a single leader."},{"startTime":2154.0,"endTime":2158.0,"body":"People can overestimate a leader's ability so much"},{"startTime":2158.0,"endTime":2162.0,"body":"and it can get them into trouble because they over promise"},{"startTime":2162.0,"endTime":2166.0,"body":"or they hold others to highly unrealistic expectations."},{"startTime":2166.0,"endTime":2170.0,"body":"We are to strive for excellence, yes."},{"startTime":2170.0,"endTime":2174.0,"body":"What is also needed is to pay attention"},{"startTime":2174.0,"endTime":2178.0,"body":"and to focus on what is the work itself and"},{"startTime":2178.0,"endTime":2182.0,"body":"to guide and direct and design around that work"},{"startTime":2182.0,"endTime":2186.0,"body":"and to streamline the work to make it as less"},{"startTime":2186.0,"endTime":2190.0,"body":"of bottlenecks and to clarify decision-making rights"},{"startTime":2190.0,"endTime":2194.0,"body":"as much as possible so that leaders can then"},{"startTime":2194.0,"endTime":2198.0,"body":"and all employees, the workforce can then work within"},{"startTime":2198.0,"endTime":2202.0,"body":"the work itself. That, that is what"},{"startTime":2202.0,"endTime":2206.0,"body":"we need to be able to focus on more. That's great advice."},{"startTime":2206.0,"endTime":2210.0,"body":"So I'm hearing do not advise the leader to act like a bulldozer."},{"startTime":2210.0,"endTime":2214.0,"body":"Just get things to change."},{"startTime":2214.0,"endTime":2218.0,"body":"That method might not be the most effective. A little more subtle,"},{"startTime":2218.0,"endTime":2222.0,"body":"a lot more work for sure. Okay Peter, it's been fun."},{"startTime":2222.0,"endTime":2226.0,"body":"Thanks for another episode. Hey, thanks for chatting."},{"startTime":2226.0,"endTime":2230.0,"body":"And for those who are wanting to be sure they don't miss another episode,"},{"startTime":2230.0,"endTime":2234.0,"body":"be sure and subscribe so you can always get the latest episodes."},{"startTime":2234.0,"endTime":2238.0,"body":"Absolutely. Well, take care Peter. I'll see you again"},{"startTime":2238.0,"endTime":2242.0,"body":"and all of our listeners, see you all again sometime soon."},{"startTime":2242.0,"endTime":2246.0,"body":"All the best."},{"startTime":2246.0,"endTime":2250.0,"body":"If you liked this episode, please share it with a friend or colleague or better yet,"},{"startTime":2250.0,"endTime":2254.0,"body":"leave a review to help other listeners find our show."},{"startTime":2254.0,"endTime":2258.0,"body":"And remember to subscribe so you never miss an episode."},{"startTime":2258.0,"endTime":2262.0,"body":"For more great content or to learn about how Stewart Leadership can help you grow your ability"},{"startTime":2262.0,"endTime":2266.0,"body":"to lead effectively, please visit strewleadership.com."}]}