The Power of Reframing

Okay, do you tend to see the glass as half empty or half full?   Check out this week’s conversation, where Randy and I talk about the power of reframing and how our circle of people can help us see the world to our advantage!

Links mentioned in today’s show:

Career Mastery Kickstart
May Busch, Host of Career Mastery Kickstart
Leo’s books: The Power of Peers and What Anyone Can Do

James Orsini On Humans (1006)

James Orsini is the Chief Operating Officer for one of the largest independent social media digital advertising agencies, VaynerMedia in New York City. James has about 30 years experience in Social and Mobile Media, Advertising, Brand Management, Public Relations and on Wall Street.

Follow him on Twitter @JimmyThePencil.

 

Larry Senn On Culture (1004)

Dr. Larry Senn is a pioneer in the field of corporate culture. He founded Senn Delaney as a culture-shaping firm in 1978. Today, Senn Delaney is the oldest, most experienced organizational culture-shaping firm in the world.

Larry has authored many books including Up The Mood Elevator: Your Guide to Success Without Stress in 2012, Winning Teams, Winning Cultures in 2013, and most recently The Mood Elevator: Take Charge of Your Feelings, Become a Better You in 2017.

Find out more by visiting his company website at senndelaney.com or his book website at themoodelevator.com.

Christina L. Martini Speaks to the Power of Diverse Perspectives

Christina L. Martini is a partner with DLA Piper – a global law firm with lawyers in more than 40 countries.  Tina is Chair of the Chicago Intellectual Property Practice Group and serves as DLA Piper’s National Hiring Partner – Associate Recruiting.  She has received numerous professional accolades, including an “AV Preeminent” rating by Martindale-Hubbell.

In addition to Tina’s full-time practice and various leadership roles at the firm, she is a thought leader, author, columnist, and speaker.  Tina frequently shares her business and legal expertise on media outlets such as Bloomberg, Thomson ReutersWGN Plus RadioChicago Lawyer Magazine, Chicago Daily Law Bulletin, Huffington Post, and Fast Company, among others.

Next week’s guest is Scott Mordell, CEO of YPO.

Rep. Barton and Rep. Doyle Reflect on Civility

In the wake of this morning’s (6/14/2017) senseless shooting in Alexandria, Virginia, Representatives Joe Barton (R-TX) and Mike Doyle (D-PA) held a joint news conference on the congressional baseball practice shooting, updating reporters and assuring everyone that the annual game will go on as scheduled.  Their extemporaneous and poignant reflection is something that should give all pause.

Here are a few excerpts provided by CSPAN, along with a video of the press conference.  The full press conference is well worth watching.

Rep. Doyle: “IT SHOULDN’T TAKE AN INCIDENT LIKE THIS TO BRING US TOGETHER. I KNOW IN TIMES OF TRAGEDY WE AS AMERICANS DO THAT. BUT JOE AND I HAVE BEEN REFLECTING A LOT LATELY JUST ON HOW WE CAN STILL MAINTAIN OUR PRINCIPLES AND OUR LEGISLATIVE AGENDAS BUT IN A MORE CIVIL WAY.  AND WHEN THE LEADERSHIP OF THIS COUNTRY IS CIVIL TOWARDS ONE ANOTHER, MAYBE THE PUBLIC WILL START BEING CIVIL TOWARDS ONE ANOTHER, TOO. AND THE NEWS MEDIA WILL BE CIVIL TOWARDS MEMBERS OF CONGRESS AND THE PUBLIC.  AND WE CAN CHANGE THE MOOD IN THIS COUNTRY SO THAT PEOPLE DON’T GET FILLED UP WITH THIS KIND OF HATRED.”

Rep. Barton: “IT’S A DIFFERENT CLIMATE TODAY THAN IT WAS IN 1985 WHEN I FIRST GOT ELECTED AND PART OF IT IS TECHNOLOGY AND THE ATTACK POLITICS AND THE 15-SECOND ATTACK ADS AND THINGS LIKE THAT.  MEMBERS ARE NOT LOOKED AT AS PEOPLE ANYMORE. WE’RE KIND OF LOOKED AT AS, I DON’T WANT TO SAY TARGETS, BUT PEOPLE THINK THEY CAN COME TO OUR TOWN HALL MEETINGS AND SAY JUST THE MOST OBNOXIOUS THINGS AND WE NOT FEEL IT PERSONALLY. I CAN ASSURE YOU, EVERY MEMBER OF CONGRESS IS A PERSON. HE HAS FAMILY.”

Here’s where we can all take Kouzes and Posner’s advice to model the way.

 

Who You Surround Yourself with Matters (No Matter Where You Live)!

Here’s an excerpt from The Power of Peers: How the Company You Keep Drives Leadership, Growth & Success that explains why who surround yourself matters, no matter where you live or what language you speak.

“In 1976, anthropologist Edward T. Hall created a framework for examining cultures across a spectrum of what he called high-context and low-context communication.  Think of a high-context culture as a tightly knit group of insiders. Here, there’s a higher level of mutual understanding and, more often than not, less need for specific explanation when communicating complex ideas.  In a low-context culture, cultural norms can be more divergent, and conveying anything complex requires more specific explanation.

“High-context cultures tend to be more collectivist, cooperative, and team oriented, and they hold a deep respect for history and tradition. These cultures are more commonly found in Asia and the Middle East. Lower-context cultures tend to be more competitive, individualistic, and task oriented, with a future orientation and a larger appetite for change. Switzerland, Germany, the U.S., and the U.K. are considered lower-context cultures.

“Richard Dool, a former CEO, Fortune 500 executive, and professor at (now Rutgers University), supports Hall’s findings, explaining that, based on his experience, the dynamics in Germany, the UK, and France are all very different, but they’re all still Western or lower context.  ‘They’re more individualistic than others. Now, if you look at the higher-context cultures like India, Japan, and China, they are all very different as well, but peer influence, peer respect, and peer relationships are a common theme. And I would argue they matter even more,’  Dool said.

“This concept of peer respect and peer support is deeply ingrained in high-context cultures— much more so than in the U.S.  The degree and the manifestation of peer support and the way it is leveraged can be very different, but the concepts and the foundation are the same no matter where you live in the world.”

Food for thought as we celebrate the Year of the Peer!

 

LinkedIn’s Pat Wadors Talks About Finding the Right People

Pat Wadors is the Chief Human Resources Officer at LinkedIn. Since 2013, in addition to hiring, retaining and inspiring top talent, Pat is responsible for all employee-related HR programs, including compensation and benefits, and performance management. She came to LinkedIn from Plantronics, where she was Senior Vice President of Human Resources.  From August 2011 until August 2012, Pat also served as the HR Executive Advisor to Twitter. Previously, Pat held senior leadership positions at Yahoo!, Align Technologies, Applied Materials, Merck Pharmaceutical, Viacom International, and Calvin Klein Cosmetics. She holds a BS in Business Administration from Ramapo College, with a major in Human Resources Management and a minor in Psychology.

Next week’s guest Larry Robertson, Founder, Lighthouse Consulting.

UConn Women’s Basketball: 9,923 #AndCounting

Friday night, I was on a Delta flight from JFK to San Diego, where I took advantage of the free satellite tv to watch the women’s college basketball semi-final games from the Final Four in Dallas.  I was especially interested in the second game between Mississippi State and the University of Connecticut.   UConn has become even more famous this year for having won 111 consecutive basketball games.  And after losing three seniors, who were the top three picks in the WNBA last year, this would have been a rebuilding year for any other program in America; yet, UConn was back to the Final Four – streak intact and on the doorstep of winning its fifth straight national title.

While I enjoyed the streak as much as any UConn fan, I was far more impressed by the team culture that makes such a streak possible – one that doesn’t measure itself against its opponents so much as set its own standard of excellence.  One that inspires a relentless commitment to getting better each and every day.  I’m not sure when it started, but the hashtag #AndCounting took on a life of its own once UConn broke its own record (90) for consecutive NCAA basketball wins (men or women), and with each win thereafter, it was always noted, for example, as 100 #AndCounting, etc.

The prevailing thinking across the country, and especially for UConn fans, was that this team showed no signs of losing, and if they didn’t lose this year, everything points to their being even better next year.  ESPN’s Kara Lawson speculated that because of this, 200 consecutive wins wasn’t out of the question.   But as head coach Geno Auriemma warned everyone time and time again, all streaks come to an end.  Unfortunately for UConn, it ended on Friday night with a buzzer beater in overtime.

The winning streak and program’s 11 national championships are great headlines, but they aren’t the story.  The story and the lessons the coaching staff and these young women have to teach all of us lie in the team’s culture.  The streak that I believe matters most to the coaching staff, and should matter most to the players, is the number of consecutive days they add to perpetuating a winning culture and honoring the players who came before them.  In fairness, during many interviews I watched throughout the season, the players talked about this quite a bit.  They don’t focus on the result; they focus on what makes the result possible.

To that end, I’ve created a new UConn streak.  Let’s call it the UConn culture streak.  I’ll mark its beginning as January 31, 1990 – the day the UConn women’s basketball team played its first game at the then new Gampel Pavilion.  The following year, the team would advance to its first Final Four, and in 1995, go on to win its first national championship.  The rest is history.  As of today, its culture streak is 9,923 days #AndCounting.   Congratulations to UConn on a wonderful season and for showing all of us what commitment to excellence and teamwork is all about.

 

 

Are You Inspiring Leaders or Creating Ringleaders?

One could argue that the most recent findings of the Edelman Trust Barometer suggest that our peers have never mattered more than they do today.  The growing influence of our peers has been evident since Edelman reported that trust shifted from authorities to peers in 2005 and, a year later, revealed that “a person like me emerged as a credible spokesperson.”  According to the 2017 installment, we trust our peers as credible spokespersons as much as we trust academic and technical experts.  Consider also that employees now trust one another more than they trust their CEO or other senior executives.  This is powerful information for business leaders  – especially those who understand how much culture matters to leading a healthy organization.  Harnessing the power of peers properly can mean the difference between inspiring employees who want to be leaders and those who seek relevance by being ringleaders.  Let me explain.

Several years ago, Paola Schifino, principal at Florida-based advertising and branding agency Schifino Lee, told me a story about her daughter’s soccer team I’ll never forget.   Turns out, there was a girl who wasn’t very happy with the way the coach was leading the team.  This girl shared her feelings with her teammates in an effort to build support for her point of view, which then triggered a groundswell of negativity.   Upon learning what was happening, Paola gently offered the girl a piece of advice.  She said, “Be a leader not a ringleader!”

I’m not sure I can recall hearing a sentence that was so short, yet communicated so much.   We’ve all come across ringleaders in organizations where we’ve worked, right?  Peers wield enormous power when it comes to influencing their fellow employees.   It’s power that can be a force for good (leader) or one that can breed negativity (ringleader).

What do you do to recognize and leverage the power of peers in your organization?  How do you approach inspiring leaders as opposed to perpetuating a culture that breeds ringleaders?

Laura Goodrich: Work With Others and Get More Of What You Focus On

Laura Goodrich is an internationally recognized expert in workplace dynamics and relationships. Her global perspective on business and change has earned her the reputation as a “team fixer” and as someone who can create positive outcomes in any workplace situation.  Laura is also a popular keynote speaker and the award-winning author and producer of the book and film Seeing Red Cars: Driving Yourself, Your Team and Your Organization to a Positive Future.

Next week’s guest: Linda Darling-Hammond, Emeritus Professor, Stanford Graduate School of Education and Faculty Director, Stanford Center for Opportunity Policy in Education.