MGW #16 - “Drive Learning and Growth” with Elaine Lin Hering
Release Date: 06/28/2017
MGW #24 - How To Fire People
Mighty Good Work
MGW #24 - How To Fire People Welcome back to the newly relaunched Mighty Good Work with your hosts Aaron Schmookler, Co-founder and Trainer of The Yes Works and Kristin Adams, Co-director of Startup Grind and first time founder of ALL2. Last episode we discussed shifting both the thought process surrounding, dialogue about and facilitation of people quitting their jobs and this episode we are focused on the other side of that equation - how to fire people compassionately. While one might think that goes without saying, you’d be surprised what still occurs in the...
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MGW #23 - How to Retain Talent
Mighty Good Work
MGW #23 - How to Retain Talent Welcome to the Mighty Good Work relaunch. The focus hasn’t changed – this is still a podcast for people who want to make work a place worthy of the time we dedicate to it and for leaders and aspiring leaders who are committed to inspiring the same. We’ve tweaked the format, including a permanent new co-host, in the hopes of adding diversity of viewpoints, experience and topics for the benefit of our listeners. We are excited to share version 2.0 with you and on that note, let’s get started! In this episode we focus on shifting both the thought...
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MGW #22 - Putting Core Values to Work
Mighty Good Work
Here are some action items taken from the episode to help you put your company's core values to work: Step 1: To get your company values off the wall, and actually working in your organization from top to bottom, make sure INTEGRITY tops the list. Without integrity, your other values are just suggestions. Step 2: Define integrity. Don’t take for granted that everyone knows what it means. Many companies define integrity as, “do the right thing.” The problem with that is... people can and do argue all day about what the right thing is. A more practical definition for integrity is...
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MGW #21 - “Anxiety Free Workplace” with Bud Torcom
Mighty Good Work
GUEST: Bud Torcom https://mazamamedia.com/ Twitter: HIGHLIGHTS FROM OUR CONVERSATION: Bud Torcom’s Big Hairy Audacious Goal is an anxiety free workplace. I’ve wanted to treat people the way I want to be treated and work in the kind of workplace I’d want to be working in. As a digital marketing company, being in the office for normal business hours isn’t necessary. We’re on a constant, steady drip of the stress hormone, cortisol. OUr bodies did not evolve for a constant cortisol drip. Anxiety is making us sick. Bud’s not sure an...
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MGW #20 - “Dream Big. Perform Big” with Dan Ralphs_01
Mighty Good Work
GUEST: Dan Ralphs www.thedreamblog.com Twitter: @dreamtolead HIGHLIGHTS FROM OUR CONVERSATION: You can’t teach another person anything they don’t want to learn. They have to choose to learn it. If you can’t motivate people to choose to learn and grow, you won’t be very successful as a teacher… or as a leader. There’s a magic lever you can use to awaken that intrinsic motivation. It’s the question, “What’s the future for you? I’m an advocate for you.” Give them ownership of their future. We’re afraid of letting our people define success for...
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MGW #19 - You’re Doing Conflict Wrong
Mighty Good Work
There’s a lot out there about how to reduce conflict at work. A lot of the stuff out there is very good. This episode is about transforming conflict, and using it to your advantage. If conflict seems like something to avoid… If it seems like something you can win… Then, you’re doing it wrong. We’ve got a you can read. For those of you who don’t have time for well thought out articles, here’s your Mighty Good Work ADEPTability Skills Checklist: Slow Down Your primitive brain, and the fight or flight response is powerful, but it’s not the only game in...
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MGW #18 - Culture for Recruiting
Mighty Good Work
From THE YES WORKS, this is MIGHTY GOOD WORK. A podcast built on the stories of people and companies who are making good work happen. Whether it’s work as a place to be, work as a product or service, or work as a way to spend your life, we will be talking to those who are committed to excellence and who are succeeding in bringing Mighty Good Work into existence.
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MGW #17 - “Happy Side-Effects of Channel Partnership” with Jen Spencer
Mighty Good Work
GUEST: Jen Spencer Twitter: @JenSpencer HIGHLIGHTS FROM OUR CONVERSATION: Your partners are a natural extension of your sales, marketing, and customer success teams. And they should be treated as such. These relationships and their health starts at the top. Fear, uncertainty, and a lack of trust can erode the health of those partner relationships. What would help your partners be successful in the partnership. Give them access to all information and control that will help them succeed. Expose more to your partners than you may be inclined to. Alignment...
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MGW #16 - “Drive Learning and Growth” with Elaine Lin Hering
Mighty Good Work
GUEST: Elaine Lin Hering Across industries, people say that feedback conversations are their most difficult conversations -- both giving and receiving. ONe the receiving end, it’s triggering. On the giving end, you may cause a trigger in the receiver, and you don’t know how it’s being received. Three kinds of feedback: Positive feedback: appreciation Coaching: guidance for improved effectiveness Evaluation: Tracking against expectations In order to learn and thrive and do good work, we need all three kinds of feedback.Feedback is: solicited and...
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MGW #14 - “Thriving Business/ Product, Process, and People” with Eric Johnson
Mighty Good Work
GUEST: Eric Johnson -- CFO of Nintex Nintex is a leader in workflow and content automation. Making more time in workflow for what really matters. The Eric Johnson approach: When I make a commitment, I deliver on that commitment. That builds respect and trust. Caring about people, and hold a mark of high integrity. And look for creating benefit for everyone. If you’re great to work with, and you do great work, life goes pretty well. We’ve never taken venture capital to fund operations. How are we achieving excellence, growth and recognition? It’s a...
info_outlineGUEST: Elaine Lin Hering
http://triadconsultinggroup.com/
https://www.linkedin.com/in/elainelinhering/
Across industries, people say that feedback conversations are their most difficult conversations -- both giving and receiving.
ONe the receiving end, it’s triggering. On the giving end, you may cause a trigger in the receiver, and you don’t know how it’s being received.
Three kinds of feedback:
- Positive feedback: appreciation
- Coaching: guidance for improved effectiveness
- Evaluation: Tracking against expectations
In order to learn and thrive and do good work, we need all three kinds of feedback.
Feedback is:
- solicited and unsolicited
- Verbal and non-verbal
When receiving feedback, people often feel judged.
When feedback is non-verbal, it’s especially hard to interpret.
Principles of Improvisation:
- Everything is an offer.
- We are meaning making machines.
- Be specific.
- Yes, And. “Tell me more about that.”
Skills for giving feedback is half the equation. Receiving feedback is an equally important set of skills.
We reject feedback for three reasons:
- Truth trigger: You’re wrong. You have incomplete data.
- Relationship trigger: I don’t like or trust you and your motivations.
- Identity trigger: That’s not me. That’s not who I want to be. I don’t want to face the possibility that this describes me or my behavior.
Build awareness as a feedback giver and receiver of the above triggers.
As a giver of feedback, notice and unpack the labels you’re using in giving feedback -- and Be Specific. Specificity can help get around the truth trigger by helping people to be clear that we’re talking about the same thing.
As a receiver of feedback… take some time away and assess the feedback away from the stress of the confrontation.
Don’t use vague or uncertain terms that require interpretation, and that will inevitably get different interpretations from different people. “Be more man-like.”
Describe behavior and describe impact instead.
When receiving feedback, observe your first reaction, and then you can choose your response.
Human beings think in labels. It’s our job as givers (and even as receivers) to translate those labels into useful information.
How can you frame the feedback to be in the self-interest of the feedback receiver. How will it benefit that person to make the change you’re suggesting?
As a receiver, if 90% of the feedback someone gives you is off and irrelevant, focus on the 10% that can serve you.
Feedback is information exchange and it’s the fuel and driver for getting stuff done. So, ask yourself, how is feedback going on our team? How painful is it? How effective is it?
We need a mindset shift: Feedback isn’t the “F” word. It’s an opportunity for improvement and accelerated growth.
Neglecting to give feedback insulates people from the reality of their behavior, of the reality of the impact of that behavior. If you aren’t giving me feedback, you’re cheating me out of the opportunity to learn and grow.
There is no learning without feedback.
If you’re giving people feedback, and it’s not working. 1) Look at how you’re having the conversation. 2) Give meta-feedback. “We’ve had this conversation before. There’s a problem here with your making adjustments based on feedback.”
It’s critical to discuss the impact, the results, the consequences of behavior.
As feedback givers, we will never be free of bias. We can work to filter it out. And as feedback receivers, our job is to try to filter through that bias as well.
Your host on Mighty Good Work is Aaron Schmookler.
https://www.linkedin.com/in/schmookler/
And, we’re The Yes Works -- Helping to make work good for people, and make people good for work.
Resources mentioned in today’s show:
Getting to Yes: Negotiating Agreement Without Giving In, by Roger Fisher and William Ury
Difficult Conversations: How to Discuss What Matters Most, by Douglas Stone
Thanks for the Feedback: The Science and Art of Receiving Feedback Well…, by Douglas Stone and Sheila Heen
HR West, A Professional Conference for HR folks in Northern California