The Leadership Podcast

When you are working in a highly regulated and restricted environment, it may be more challenging to come up with creative solutions, make decisions and work within a culture that feels flexible. However, this week, Jim and Jan discuss the unique leadership challenges in the public sector, and how to still thrive. Jim and Jan answer a few listener questions and concerns regarding problems that are unique to public sector organizations, and give personal examples of times they needed to think outside the box to move things along. ~~~~~ ~~~~~ The Leadership Podcast is proud to announce a new initiative with thoughtLEADERS to provide very short podcasts called "chalk talks." They're "bitesize" hacks on common (but challenging) leadership issues. You can only access the Chalk Talks by subscribing to our mailing list at The Leadership Podcast. ~~~~~ ~~~~~ Key Takeaways [2:22] Before we look at external threats, we must first look internally and see what we are able to control. [4:03] When bureaucracy bears down and feels constrictive, great leaders are creative in problem solving. [10:46] Challenge your assumptions and be open to a different way of doing things. Highly regulated complex systems are rarely air tight, so look for the gaps. [11:13] Be crystal clear about expectations, including who does what by when and what the consequences will be if someone fails to meet the expectations. [15:03] Try to talk with the union, find a common interests and see where you can work together to find a solution for the greater group. [16:43] Control what you can, and adapt and change around those you can't. By doing this, we influence for the good. [22:09] Your network is your insurance policy, and so is learning and growing within your company and industry. It is your personal responsibility to take lessons learned when you can. Strategic Partner Beyond the Uniform offers over 300 free episodes to help military Veterans succeed in their civilian career. This includes overviews of potential career paths, deep dives on necessary skills to succeed, and reviews of other free services that support the military Veteran community. You can find more info at BeyondTheUniform.org. Quotable Quotes "Remove some of your assumptions, challenge them and pressure test them." "Ultimately, the thing we all have is a choice." "Control what you can." "Invent your way out of a tight box." "Learn how to adapt and change." How to Deal with Stifling Bureaucracies Find the best boss, the industry doesn't matter Instagram: @WeStudyLeaders LinkedIn: @TheLeadershipPodcast Facebook: @westudyleaders Twitter: @westudyleaders Website: The Leadership Podcast info@theleadershippodcast.com

Safi Bahcall is a second-generation physicist and biotech entrepreneur. He graduated summa cum laude from Harvard, and has a PhD in physics from Stanford. Safi also co-founded a biotech company developing new drugs for cancer, and served as CEO for 13 years. He joins the show to talk about how leaders can implement the ideas in his book Loonshots: How to Nurture the Crazy Ideas That Win Wars, Cure Diseases, and Transform Industries (a book Bill Gates recently highlighted). He discusses why we must investigate failure, and the differences between structure and culture. ~~~~~ ~~~~~ The Leadership Podcast is proud to announce a new initiative with thoughtLEADERS to provide very short podcasts called "chalk talks." They're "bitesize" hacks on common (but challenging) leadership issues. You can only access the Chalk Talks by subscribing to our mailing list at The Leadership Podcast. ~~~~~ ~~~~~ Key Takeaways [3:39] Safi was hungry to learn about something other than culture as a leader and manager. He would see companies with so called great cultures not have sustainable success, and wanted to get to the root of what actually made a big difference. While working with President Obama's Council of Science and Technology, he found that small changes in structure rather than culture, created an environment for radical breakthrough. [9:12] Great leaders make time to study the history and historical references that can help them leverage ideas and concepts. For example, Vennevar Bush had one of the greatest impacts on the growth of science and technology from the World War II era, but he is not a large part of commonly talked about history. [15:24] Great leaders help bridge the gap between people in a group, and balance the delicate line between radical innovation and execution. [2010} Structure is made up of many small things and attributes that drive behavior, which in turn shapes the culture. Laying the foundation for a strong structure takes a while, and is not something that should be rushed into. [30:29] You want to nurture the Loonshots, or "crazy ideas" inside the company, because competitors may instead give it a try and find it works successfully for them. [32:08] Two pieces of advice Safi has for leaders: Be a gardener, not Moses. Focus on the balance within the structure, and help when there are blockages. [38:11] The term "LSE" means we should listen to the suck with curiosity. Every innovation sucks at first, and the great innovators are the ones who can take off their rejection hats, and investigate failure with curiosity. [42:42] Safi's challenge: Think about what it you are doing today that experts are telling you could never work. Realize there are no experts of the future. Strategic Partner Beyond the Uniform offers over 300 free episodes to help military Veterans succeed in their civilian career. This includes overviews of potential career paths, deep dives on necessary skills to succeed, and reviews of other free services that support the military Veteran community. You can find more info at BeyondTheUniform.org. Quotable Quotes "History doesn't repeat. People repeat." Every innovation will look ugly at first." "There are no experts of the future." "Listen to the suck with curiosity." Website | Twitter | Instagram | LinkedIn Loonshots The Treatment Vannevar Bush Dunbar's Number Gore Microsoft Arpanet Peter Thiel Friendster Judah Folkman

Rich Karlgaard is the publisher of Forbes magazine and author of Late Bloomers: The Power of Patience in a World Obsessed with Early Achievement, along with four acclaimed previous books. Rich talks about his own experience as a late bloomer, why our society is so focused on early achievement, and the misconceptions of early success when it comes to neuroscience. He also discusses the harm of agism, and how those who haven't bloomed fully can arrive at the intersection of using their native gifts, deepest passions, and abiding purpose. ~~~~~ ~~~~~ The Leadership Podcast is proud to announce a new initiative with thoughtLEADERS to provide very short podcasts called "chalk talks." They're "bitesize" hacks on common (but challenging) leadership issues. You can only access the Chalk Talks by subscribing to our mailing list at The Leadership Podcast. ~~~~~ ~~~~~ Key Takeaways [3:50] Rich describes his acceptance at Stanford as a fluke. After graduation, he worked as a security guard and dishwasher while his peers were getting great jobs and starting successful companies. He was honest and upfront with his workplace that he wanted to blossom but wasn't sure why he hadn't yet, and they gave him a shot to be the Technical Editor and Writer at the Nuclear Power Division. He took the job seriously and became seriously interested in nuclear engineering. [7:43] We are impatient for success, and have created a school system that puts pressure to get into elite colleges. The competition also starts at a much earlier age, leaving teens and young adults feeling overwhelmed and possibly depressed. [9:18] When our educational system is just a "conveyer belt to early success", it leaves us with unnecessary baggage and takes the focus off realizing our natural gifts. [13:12] Our cognition peaks depends on the ability. While speed and memory may hit their stride in the teens and 20's, our 30's open up a range of abilities such as leadership, executive skills, entrepreneurialism and compassion. In the 40's and beyond, we gain higher functions of wisdom to mentor and coach. [15:35] Lean into the person that you are becoming, not the person you were. [18:00] The Silicon Valley Myth may have us thinking that innovation only happens in the early to young achievers in their mid 20's, but there is a larger picture of many successful late bloomers. [21:38] It is useful to have a greater faith that convinces you that you are here for a reason. This assures you of self worth and separates you from self doubt. [23:44] Great leaders know when persevering is the most courageous thing to do, but also is open to know when quitting and focusing time and energy on something else is the best move. [29:01] Rich believes the greatest blooming happens because of a willingness to be brave and discover what we are good at and follow our curiosity. [32:17] A lot of successful leaders talk about their time in school, and how we can redefine education for people that learn in different ways. [34:07] Three ways Rich suggests we can take the pressure off early achievement: Start kids later in traditional school work, and focus more on fun and healthy play before the age of 7. Advocate for skill trade programs. They teach tangible skills, typically pay well and can even be a very attractive background for someone pursuing higher education. Gap years can help encourage travel and learning about new environments. Mandatory military or civilian service gives a sense of purpose, belonging, and duty to something bigger than ourselves. [37:38] Agism is a tragic loss of human talent, however responsibility goes both ways. It is up to organizations to provide more opportunities, including mentorship and coaching, and up to the applicants to network and see where they can add value. [47:16] Rich's challenge: move forward with self doubt. Find peer groups who you can talk about your plans, dreams and worries. Quotable Quotes "I literally felt my brain developing and opening up at age 26 and 27." "We need to learn how to quit when we can reallocate our time, treasure and purpose towards something better." "Lean into the person that you are becoming, not the person you were." Lee Kuan Yew Carol Dweck Stanford The Electric Power Research Institute Alden Mills Dan Pink The Silicon Valley Suicides MIT, MGH Research Says Not All Cognitive Abilities Decline As You Age Dave Duffield Tom Siegel C3 Fred Luddy VMware Reid Hoffman Intel

Liz Fosslien is the co-author and illustrator of No Hard Feelings: The Secret Power of Embracing Emotion at Work. She joins the show to talk about why embracing emotions at work doesn't always mean having emotional conversations. She shares what we are missing to bring a sense of safety and commitment to the workplace. Liz also talks about her work at Humu, an organization that builds behavioral change technology that helps organizations and individuals feel and act their best. ~~~~~ ~~~~~ The Leadership Podcast is proud to announce a new initiative with thoughtLEADERS to provide very short podcasts called "chalk talks." They're "bitesize" hacks on common (but challenging) leadership issues. You can only access the Chalk Talks by subscribing to our mailing list at The Leadership Podcast. ~~~~~ ~~~~~ Key Takeaways [4:54] Great managers and leaders take the time to ask personal questions of people on their team, and point out good ideas. This makes team members feel as though someone is invested in their long term goals, and they are more likely to share and feel committed. [8:28] A happy workplace boosts ROI, productivity, innovation and saves the cost of trying to replace and retrain when there is turnover. [10:28] No Hard Feelings gives the reader internal and external tools to first understand what type of culture they work in, and then from there come up with a plan to process emotions. It also helps provide a road map for when the environment is not very vulnerable or emotion based. [13:24] With so many generations blending together in the workplace, we can each learn something from each other. The younger generation can learn more emotional intelligence, and the older generation can learn to feel more comfortable expressing emotions. [16:29] Great leaders have conversations early on so issues can be flushed out rather than waiting until the heat of the moment. [17:12] There is more understanding and less defensiveness in making observations rather than character generalizations. [18:02] Humu works with organizations to run a diagnostic survey that helps them figure out small changes that will have a big impact on how people feel. For the next 6 months to a year after the survey, they send personal nudges to help keep everyone on track with their goals. They also provide handbooks so leaders can learn the best way to communicate with their team. [26:58] Feelings aren't facts. They are valid, but it may be based on an incorrect assumption or just our perspective. [31:45] A great workshop provides tactical advice with actionable steps that can be used in the future. [36:29] With remote work becoming a larger staple in our society, it is important for leaders to provide trust, transparency and documentation. Video chats are still important with our body language and voice tone being so important to what we really hear in a conversation. [43:23] Liz's challenge: Pay attention to your envy and jealousy. It may reveal your burning desire or heart's demands. Quotable Quotes "Small actions have a big impact on how we feel at work." "It makes no financial sense if once you finally have this personal organization, you're not making the time to feel welcome there." "Bringing emotion in the workplace is not always an invitation to talk about emotion." "Lean in to jealousy, and see what it may tell you." "Feelings aren't facts." National Affairs Humu Everybody Lies What Google Learned From It's Quest To Build the Perfect Team Gretchen Rubin #018: Is Your Company Culture Dysfunctional or Positive? LinkedIn | Website | No Hard Feelings

Former NFL player, performer, and author - Bo Eason - discusses the one-man play he wrote and performed, Runt of the Litter; and his new book, There's No Plan B for Your A-Game. Bo started his career as a top pick for the Houston Oilers and continued on with the San Francisco 49ers. He discusses how to stay focused despite obstacles and setbacks, the difference between dreams and fantasies, and why we should publicly declare our dreams in a big way. ~~~~~ ~~~~~ The Leadership Podcast is proud to announce a new initiative with thoughtLEADERS to provide very short podcasts called "chalk talks." They're "bitesize" hacks on common (but challenging) leadership issues. You can only access the Chalk Talks by subscribing to our mailing list at The Leadership Podcast. ~~~~~ ~~~~~ Key Takeaways [2:27] Besides being a successful speaker, performer and former NFL star, Bo is a family man with 3 kids and a wife of 20 years. [3:44] Bo wrote and performed a one-man play called Runt of the Litter that was inspired by his own experience being the smallest athlete as a young teen. His father reminded him that it was less about brawn and more about heart and that he would just have to be faster, smarter and out perform his larger opponents. [8:27] More options doesn't always mean a better life. The more options, the less mastery. Bo's new book out soon, No Plan B for Your A Game, explains that as soon as you have a Plan B or a fallback plan, that's going to be your plan. [11:29] When you declare your dreams publicly you have the ability to attract the right people to help you and keep you accountable. [18:29] It's important to surround yourself with people that respect your dreams rather than those with a mediocre mindset. [29:33] Bo's three steps for going after our dreams: Plan out the dream as detailed as possible. Stay focus and be ready to redirect when you are off course. Go public with it, and have others help you stay accountable. [41:28] Every day we have a choice to create habits and actions that support our dreams, or we can go with the "fast food" of life that just feels good in the moment. [43:52] Fantasties live in the head, while dreams live in action. It's not at all easy either, there will be obstacles and special occasions missed. [45:45] Bo's challenge: declare what you want to be the best in the world at. Quotable Quotes "We are really courageous, we just need to be reminded of who we are." "We are born to be the best." "We have two choices, the choice of discipline or the choice of regret." Walter Payton Runt of the Litter Website | Facebook | Twitter | YouTube | Instagram

Whether it's a team of 10 or 10,000, office politics matter. Jim and Jan talk about what office politics really is, how it's changed over the years, and how to build a foundation for relationships that work for you, not against you. They also discuss why not all gossip (and humor) is bad, the importance of playing to your strengths, and adhering to ethical judgement. ~~~~~ ~~~~~ The Leadership Podcast is proud to announce a new initiative with thoughtLEADERS to provide very short podcasts called "chalk talks." They're "bitesize" hacks on common (but challenging) leadership issues. You can only access the Chalk Talks by subscribing to our mailing list at The Leadership Podcast. ~~~~~ ~~~~~ Key Takeaways [2:33] Office politics can be thought of as devious and divisive in the business world. However, great leaders remember that we are in an environment of complex relations with many variables. [4:25] While the size of our organizations has grown over time and the flow of information is faster, human condition is still the same. [6:57] We can use the power we do have in ways to influence hopefully for the good, not just improve our status. [9:17] A few of the practical steps one can take to make sure they are creating a culture of a positive office environment: Play to your strengths, and invite others to do the same. Relationships are key, and strong relationships allow you navigate the political minefield better. Don't make assumptions. If you want to avoid the bloodless coup, you have to have relationships defend you when you aren't around. Don't get over sensitized to when others talk about you behind your back. There is such a good thing as good snickering. [11:59] We spend up to 100,000 hours in our career throughout our lifetime, so it's important to make them count. [15:36] Great leaders pay attention to what's going on around them, and aim for ethical judgment 100% of the time. [20:39] Give people the chance to explain what they are looking for in an outcome and what keeps them motivated. [22:47] You do not control your brand or reputation, that is determined by the people surrounding you. [24:29] Manage your integrity and hold yourself up to the highest version of your honesty and values. Quotable Quotes "If you want to be respected and trusted, you have to respect and trust others." "If something is tough, assumptions might be making it tougher than it needs to be." "Be careful about what you say about other people." "Manage your integrity." MASH The Compass Solution My Big Fat Greek Wedding TLP023: Unlocking The True Potential of Your Team Clayton Christiansen Instagram: @WeStudyLeaders Facebook: @westudyleaders Twitter: @westudyleaders info@theleadershippodcast.com

Kim Cameron focuses his research on virtuousness in organizations (aka culture) and the relationship to performance. Kim talks about what exactly virtuous leadership is, the difference between positivity and virtue, the competing values framework, and why recognizing achievement is so important… and elusive. Kim also shares practical ways leaders can begin to implement the process in their own culture. ~~~~~ ~~~~~ The Leadership Podcast is proud to announce a new initiative with thoughtLEADERS to provide very short podcasts called "chalk talks." They're "bitesize" hacks on common (but challenging) leadership issues. You can only access the Chalk Talks by subscribing to our mailing list at The Leadership Podcast. ~~~~~ ~~~~~ Key Takeaways [1:58] Kim's past research on organizational virtuousness and the development of leadership excellence has been published in more than 130 academic articles and 15 scholarly books. [3:34] Why is seeing the importance of positive leadership is so elusive? Kim encounters many senior executives that know positive leadership is fine, but their focus is pulled instead to shareholder value, customer satisfaction, and profitability goals. Kim explains that by implementing positive and virtuous practices, they will create a significant positive impact on profitability, innovation, customer loyalty and employee engagement. [9:30] Most meeting agendas and time in leadership positions is spent filling the gap between difficult problems as opposed to celebrating all the wonderful things that happened, or the virtuous state. [13:27] There is still much research to be done, but a 5:1 ratio has emerged between positive practices and negatives in high performing organizations. For every 1 negative statement, 5 positive ones will keep an organization in high performance mode. 3:1 is too low and above 8:1 seems inauthentic and too "syrupy sweet". [18:48] A single negative holds a lot of power, but the results aren't always permanent. You can most often restore trust and relationships, however it takes an enormous balance of positive to negative, and often sacrifice to show that intentions are real. [20:38] The heliotropic effect states that humans innately have a tendency toward positive energy, or towards the light. Through conditioning, we've learned to not only ignore the positive, but to focus on the negative in order to keep us safe from harm. [30:07] It is not necessary to have a virtuous leader to create a culture of abundance, but Kim's research finds it to be much more efficient and sustainable. [37:10] Virtuous leaders understand it's not about using their team for their time and energy to create wealth. Instead, they uncover resources such as positive relational energy. [38:50] Positive energizers are high performers themselves, energize more than they extract, and also positively affect the performance of those around them. Positive energy is not personality or charisma, it's a set of behaviors that anyone can learn. They help others flourish without expecting anything in return. [43:41] Spirituality is an affinity to something bigger than oneself, and realizing it's not just all about us, and there are forces in the world we can't control. Quotable Quotes "The very best we can be, the highest aspiration, is the virtuous state." "Virtuous leaders can unlock potential." "I have 15 people that try to help me get better every day, and I've made the same covenant to them." "Spirituality simply helps us be more well rounded." "Things change remarkably and rapidly when a virtuous leader takes over." Kim Cameron Flow John Gottman Ep#27 Positivity & Performance Bad Is Stronger Than Good Markets, Bureaucracy, and Clans AstroBall How to Win Friends

Ori Brafman, multiple New York Times bestselling author, co-founder of the Fully Charged Institute, Distinguished Teaching Fellow and UC Berkeley and co-founder of Vegan.org, joins the show and talks about his latest book, Radical Inclusion. He examines the latest changes in the landscape of leadership, and explains the plasticity of thinking when it comes to the writing process, and why decentralized organizations work best. ~~~~~ ~~~~~ The Leadership Podcast is proud to announce a new initiative with thoughtLEADERS to provide very short podcasts called "chalk talks." They're "bitesize" hacks on common (but challenging) leadership issues. You can only access the Chalk Talks by subscribing to our mailing list at The Leadership Podcast. ~~~~~ ~~~~~ In addition, listen in to learn how 10 of you can apply to be selected to participate in the March 2020 Self-Reliant Leadership Crucible and Podcast Guest Reunion in Austin, Texas! It's an exclusive event only for past Crucible participants and Podcast Guests, so this is a very unique opportunity. If you want to be one of the ten lucky listeners who will get to attend this event… click on the link below to send in your submission. We will make our selection on Veterans Day (11/11/19) so get your submission in by November 8th, 2019. http://bit.ly/Lucky10Contest The only other way to participate is through corporate sponsorship. If that's of interest, please send a note to info@selfreliantleadership.com. ~~~~~ ~~~~~ Key Takeaways [5:53] Ori wrote The Starfish and The Spider in 2006, Sway in 2008, Click in 2019 and Chaos Imperative in 2013. Each of these books has a running theme on how people structure their organizations, and how seemingly small factors affect very large decisions and important long term relationships. [9:27] Ori saw very different cultures firsthand, going from Tel Aviv to El Paso, to Silicon Valley. [11:03] When we choose to surround ourselves with people of all different viewpoints and perspectives, we get what Ori calls the "ping pong of ideas", serving them back and forth to each other. Ori found the creative tension of picking writing partners with different views from his own helped make the content richer. [20:23] The more distributed an organization is, the more powerful. People can organize around a common cause without having a top-down hierarchy, and can regenerate if one sector falls short. [25:58] When we try to control too much as a leader, we miss out people making a difference by their own contribution. [27:15] Radical inclusion is about creating a sense of belonging, and an attachment and understanding of the organization's narrative. [34:58] Providing people with more organization in a structure isn't always the answer. Often times, we need to look at things from a systems approach. [38:58] Ori feels one of the best ways to fix the divide is to organize in a way where we have radical inclusion, be clear on who makes the decisions, and what the expected outcomes and consequences are in these human interactions. He started to bridge together UC Berkeley and the army with these very same principals. [51:40] Great leaders energize people, and raise others up around them. Quotable Quotes "Hold your views lightly." "There will be atrophy in organization if it's overly dependent on a single person." "Information does not change behavior." "It's about the human interaction in the same room. I trust in that." "We can't do it alone, we have to do it with each other." "A leader's job is to improve the energy of those around them." Maxwell Air Force Base Albert Einstein Medical Center General Dempsey Drops Mic Starfish Leadership Fully Charged Institute UC Berkeley's Haas School of Business Vegan.org LinkedIn | Website | Radical Inclusion | Amazon Author Page

Horst Schulze is Founder and Chairman Emeritus of the Capella Hotel Group, and Co-founder & Former COO of The Ritz-Carlton Hotel Company, and author of EXCELLENCE WINS: A No-Nonsense Guide to Becoming the Best in a World of Compromise. From age 14, his visionary and disruptive principles have reshaped the concepts of excellence, service, and competitive advantage, transcending hospitality and across industries. ~~~~~ ~~~~~ The Leadership Podcast is proud to announce a new initiative with thoughtLEADERS to provide very short podcasts called "chalk talks." They're "bitesize" hacks on common (but challenging) leadership issues. You can only access the Chalk Talks by subscribing to our mailing list at The Leadership Podcast. In addition, listen in to learn how 10 of you can apply to be selected to participate in the March 2020 Self-Reliant Leadership Crucible and Podcast Guest Reunion in Austin, Texas! It's an exclusive event only for past Crucible participants and Podcast Guests, so this is a very unique opportunity. If you want to be one of the ten lucky listeners who will get to attend this event… click on the link below to send in your submission. We will make our selection on Veterans Day (11/11/19) so get your submission in by November 8th, 2019. http://bit.ly/Lucky10Contest The only other way to participate is through corporate sponsorship. If that's of interest, please send a note to info@selfreliantleadership.com. ~~~~~ ~~~~~ Key Takeaways [2:51] Horst left home at the age of 14 to go work in a hotel, as he had a passion for the industry at a young age. He lived inside the hotel, and a Maitre d showed him what it meant to set a standard of excellence and respect no matter the job title or status. [6:05] Horst wrote an essay in school based on the ethos that the hotel is made up of "ladies and gentlemen that serve ladies and gentlemen". This reflected his idea that every individual in an organization is worthy of respect and the chance to contribute to the larger version of excellence. [9:33] At the Ritz Carlton, Horst and his team believed in empowering all workers to make decisions that would serve the purpose of keeping the customer at all costs. They could even spend up to $2,000 to do so, and Horst found this initial cost at the start saved money and loyal customers over time. [14:27] Great leaders measure excellence and adapt around their findings. Horst consistently examined the Ritz Carlton with employee and guest satisfaction rates to see what was working, and what they could do better. [16:51] When we create processes under one objective and make sure everyone involved understands, it creates actions that are aligned with the purpose. [20:06] The little things that show people you care go a long way. At the Ritz Carlton, Horst made sure his employees were properly selected and trained, and showed guests they were focused on making their experience one of a kind. [25:56] Vision is so important, and people will be more on board when they are part of the dream and find purpose when they are part of the objective. [28:44] There is a difference in keeping with tradition and being stubborn with non negotiables. Horst puts decisions under the lens of it being good for all concerned. If it is under the umbrella of serving everyone, then it there is no compromise. However, if it doesn't serve everyone, then be willing to adapt. [28:44] Great leaders question everything. [38:35] Give employees purpose, don't just think of them as a way to perform a function. [39:02] Millenials have been asking what's in it for them, younger generations may have just been too afraid to ask. Quotable Quotes "In life no matter what you do, you define yourself by how you do it." "It's not society that defines you. You define yourself." "The vision creates the passion." "Purpose is the directive of what you do, and how you do it." "Once you figure out what's good for everybody, it's the moral thing to do." Ritz Carlton Capella Hotels Website | Excellence Wins

Lynda Jackson is a world renowned speaking coach, and has had a hand in transforming the speaking ability of Prime Ministers, Actors and Executives. Lynda says leaders need to communicate more effectively, and shares examples of clients overcoming their fear of public speaking, and the importance of connecting with the audience. She also discusses how her clients get over anxiety, what makes a talk memorable, and why preparation is critical. ~~~~~ ~~~~~ The Leadership Podcast is proud to announce a new initiative with thoughtLEADERS to provide very short podcasts called "chalk talks." They're "bitesize" hacks on common (but challenging) leadership issues. You can only access the Chalk Talks by subscribing to our mailing list at The Leadership Podcast. In addition, listen in to learn how 10 of you can apply to be selected to participate in the March 2020 Self-Reliant Leadership Crucible and Podcast Guest Reunion in Austin, Texas! It's an exclusive event only for past Crucible participants and Podcast Guests, so this is a very unique opportunity. If you want to be one of the ten lucky listeners who will get to attend this event… click on the link below to send in your submission. We will make our selection on Veterans Day (11/11/19) so get your submission in by November 8th, 2019. http://bit.ly/Lucky10Contest The only other way to participate is through corporate sponsorship. If that's of interest, please send a note to info@selfreliantleadership.com. ~~~~~ ~~~~~ Key Takeaways [4:07] Communication is one of the most important aspects of being a great leader. In order to lead, one must be able to connect with their followers, and properly convey their message. [6:56] Three examples that Lynda gives for great speakers to study: Mary Robinson, Steve Jobs, and Nelson Mandela. [8:10] Even more than worrying about if we are authentic in public speaking, we should focus more on the goal of the talk and how the audience can connect with us and get our message. [12:02] Great speakers make it about the audience more than they make it about themselves. They are focused on the audience and how they can transfer the information inside their head to benefit, help, teach or inspire those listening. [13:31] Public speaking can be a large room, or it can also be just a sales call or pitch meeting. It is a different way of speaking than a conversation, and Lynda works with her clients to make sure they are able to connect with the client. [19:23] Our speech patterns now reflect our ultra sensitive environment and desire to seek approval from others. One example is up talk, where statements have a rising intonation at the end as though you are asking a question. [19:23] Approval is different than respect. Great leaders know their self worth and are secure in their own value, and it translates into how they communicate. [22:58] Every word matters. Be succinct. [25:02] It's fine to share your story, but make it for the benefit of your audience. [29:36] Preparation is key. Before each talk Lynda encourages her clients to prepare an outline and list three major points to talk about, as well as the goal they want out of the event or meeting. [36:43] Storytelling can be powerful, but it is just one piece of the puzzle. [40:41] Public speakers have the opportunity to inspire the audience, or to strike a chord of emotion. [41:52] Everybody has a story to tell, and it's important to share that story for the sake of the audience rather than for yourself. [42:02] You don't have to be a stand up comedian, or joke writer to make people laugh and feel humor during your public speaking. Quotable Quotes "Every performance should have a goal." "If a leader does not communicate well, how do they lead? "When you are a great public speaker you can not afford to be beholden to the approval of your audience." "The less word spoken the more words remembered." "We earn respect from the audience." "If we all did the things we are capable of, we would astound ourselves." - Thomas Edison TLP157: Agility – perspectives from the former Director of the National Security Agency (NSA) and Commander of US Cyber Command TLP047: Insights on How Individual Self Awareness Affects Team Performance Website | Facebook | LinkedIn | Twitter | Instagram