loader from loading.io

MGW #20 - “Dream Big. Perform Big” with Dan Ralphs_01

Mighty Good Work

Release Date: 10/04/2017

MGW #22 - Putting Core Values to Work show art 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...

info_outline
MGW #21 - “Anxiety Free Workplace” with Bud Torcom show art MGW #21 - “Anxiety Free Workplace” with Bud Torcom

Mighty Good Work

GUEST: Bud Torcom https://mazamamedia.com/ https://www.linkedin.com/in/budtorcom/ Twitter: @BudTorcom     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...

info_outline
MGW #20 - “Dream Big. Perform Big” with Dan Ralphs_01 show art MGW #20 - “Dream Big. Perform Big” with Dan Ralphs_01

Mighty Good Work

GUEST: Dan Ralphs www.thedreamblog.com Twitter: @dreamtolead https://www.linkedin.com/in/dan-ralphs/ 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...

info_outline
MGW #19 - You’re Doing Conflict Wrong show art 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 companion blog post 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...

info_outline
MGW #18 - Culture for Recruiting show art 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.

info_outline
MGW #17 - “Happy Side-Effects of Channel Partnership” with Jen Spencer show art MGW #17 - “Happy Side-Effects of Channel Partnership” with Jen Spencer

Mighty Good Work

GUEST: Jen Spencer https://www.allbound.com/ Twitter: @JenSpencer https://www.linkedin.com/in/jenspencer/ jspencer@allbound.com 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...

info_outline
MGW #16 - “Drive Learning and Growth” with Elaine Lin Hering show art MGW #16 - “Drive Learning and Growth” with Elaine Lin Hering

Mighty Good Work

GUEST: Elaine Lin Hering http://triadconsultinggroup.com/ https://www.linkedin.com/in/elainelinhering/ lin@diffcon.com   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...

info_outline
MGW #14 - “Thriving Business/ Product, Process, and People” with Eric Johnson show art 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_outline
MGW #13 - “The Employee Experience Advantage” with Jacob Morgan show art MGW #13 - “The Employee Experience Advantage” with Jacob Morgan

Mighty Good Work

GUEST: Jacob Morgan -- Founder of The Future Organization   https://thefutureorganization.com/ https://www.linkedin.com/in/jacobmorgan8/ Engagement efforts have failed. There’s a lot of investment in surveys and measurement, but the numbers -- and the practices that drive those numbers -- don’t change.   Engagement is a result of core workplace practices. It’s not affected long-term by perks. We know when perks are installed to manipulate us.   Employment day 1, everyone is engaged. Then, slowly, the organization breaks people down, and trains them to become disengaged....

info_outline
MGW #12: “Cultivating a Business Improviser’s Mindset” with Greg Towne and Aaron Schmookler show art MGW #12: “Cultivating a Business Improviser’s Mindset” with Greg Towne and Aaron Schmookler

Mighty Good Work

Today, a departure from our usual format. Instead of host, today I’m the guest on another podcast. The host of the “Go Time” podcast, Greg Towne of Greg Towne Training invited me to be his guest. I enjoyed the conversation so much that we’ve decided to share it with you.   Today, instead of the interviewer, I’m the interviewed. And I’ll be talking about what makes for effective training, why accountability is not a  burden, but a great grace, and the way having a kid has shaped my career.   Thanks to Greg and Go Time for having me on their show, and allowing us to...

info_outline
 
More Episodes

GUEST: Dan Ralphs

www.thedreamblog.com

Twitter: @dreamtolead

https://www.linkedin.com/in/dan-ralphs/


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 themselves. We can trust our employees a lot more than we do to define an ambitious success outcome.

 

People can and will be able to create a balance and synthesis of self-interest and company-interest. They can comprehend the interdependence.

 

As a leader, ask yourself… Do I diminish or increase those who report to me? Do you think of them as being as capable, well-intentioned, and hard-working as you are? If not, how does your communication to and about them reflect those beliefs?

 

Every company should have a dream manager. That may sound like a silly idea. It’s mutually transformative.

 

OUr brains are designed to help us survive. We’re programed to seek sameness and to resist change. So we get into routines, and then into stasis. We resist change and growth.

 

Dreams are those things that we want and that lie outside our comfort zone and that can be expressed in language.

 

Try this: Make a list of 100 Dreams. Then choose one you could accomplish in 12-18 months. And commit to that dream. Make it happen. Get someone to hold you accountable. Watch yourself expand and grow to make that accomplishment a reality.

 

Dreaming and executing on those dreams grow a capacity to perform that an employer benefits from.

 

Intense side-hustling employees are higher performers than those with no side hustle.

 

At Infusionsoft, the word “Dreamer” is akin to “Entrepreneur.” It’s someone with vision who brings vision into the world as reality.

 

Managers hold people accountable to their dreams and to the steps it takes to achieve them. We invite managers and team members to dream together. That amplified the results.

 

To create change, we need a community of people to believe in us even when maybe we don’t believe in ourselves.

 

There are two parts of dream making: Imagining. And, Executing. These are fundamental business skills. Most people are much stronger in one than in the other. And the capacity in the other can be learned and grown.

 

There’s great power in imagining possibilities -- and in aligning resources to support a desired possibility.

 

If this improbable thing were possible, then what would it take for us to get there?

 

Theoretically, it’s possible historically has turned into in actuality, it exists.

 

Having a Dream Manager is a recruiting draw. The greatest benefit to Infusionsoft, though, is the growth of our employees.

 

We want to see leaders recognize that part of their opportunity is to help those that they lead to aspire to bigger things, believe they’re capable of bigger things, and to put plans and actions into place to accomplish bigger things.

 

We can magnify those whom we lead.

 

Believe in people. When we believe in people, they are magnified and they accomplish more than they coul dhave without your belief buoying them up.


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.

 

www.TheYesWorks.com

 

Resources mentioned in today’s show:

 

Liz Wiseman’s book, Multipliers

Matthew Kelly’s book, The Dream Manager

www.learn.infusionsoft.com

www.Infusionsoft.com

www.thedreamblog.com and Dream School