Become The Leader

The employment world we live in will never be what it used to be. With fundamental shifts in culture, generations, and belief systems of employees, it is more critical now than ever before to create an engaged culture. A top-performing organization will outpace a good organization 20 to 1 in net profitability.

To achieve this, there are three key components to build a culture that will engage teams, inspire greatness and unlock the highest potential of a team. By mastering Alignment, Workflow and Feedback, we attract top talent to be a part of our teams and take our organizations to the highest levels.

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In this episode, Jody and Meghan discuss how to build rapport with another person, whether that is at a social networking event or it is over time through continuous interaction. Building rapport is about understanding and connecting with another person through a close and harmonious relationship. 

There are five key principles that help a person build rapport:

1. Empathy - the ability to understand and share feelings with another person

2. Authenticity - being genuine; being who you say you are

3. Similarities - finding a common ground; building a bridge between individuals

4. Shared Experiences - experiences shape individuals, and shared experiences create a sense of connection 

5. Physical Presence - the manner in which we present ourselves; paralanguage

Seeking to understand others before you seek to be understood allows for greater depth of both conversations and interactions. You want to be present in the moment, show a genuine interest in the other person, make eye contact, practice active listening, and be very intentional about the interaction.

When you enter into a conversation, you want to appear open and confident. Shake the other person’s hand, introduce yourself, and repeat their name back to them when they introduce themselves, like, “Meghan! It’s a pleasure to meet you, Meghan.” This reinforces your memory of their name, and it is hypnotic to use their name in the conversation. Be present and intentional with your words and actions.

Thanks for tuning in, and please feel free to drop any leadership or management topic suggestions in the comments. Become the kind of leader you would follow! 

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In today’s episode, Jody and Meghan discuss ethical codes. Whether you’re at work or at home, ethics remain the same. It is important that you create rules and systems that will keep you and your company in line with an ethical code of conduct. Ethics are not intended to restrict you; rather, ethics are meant to serve as encouragement for making good decisions. There are three variances of ethics that Jody and Meghan dive into:

Ethical Absolutism: the idea that there is an unchanging moral code that applies to everyone everywhere.

Ethical Relativism: ethics depend on the situation and are thus subject to change.

Ethical Legalism: ethics are based on compliance with a code of conduct.

Companies who follow an ethical system will always make more money in the long run than those who break ethics to make more money now. You almost always get caught when you’re unethical. Trust is gained in droplets and lost in buckets. You want to maintain credibility and trust, and ultimately, you should want to do what is right.

Thanks for tuning in, and please feel free to drop any leadership or management topic suggestions in the comments. Become the kind of leader you would follow! 

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In today’s episode, Jody and Meghan share tips on preparing for an executive-level interview. The higher the position within the company you are interviewing for, the greater the intensity and depth of the interview process will be. It is important to give a good first impression and answer questions in a professional manner.

A few takeaways from the podcast:

• Practice interviewing with another person ahead of time.

• Keep your answers honest, but not rehearsed.

• Innovation sets leaders apart.

• Never underestimate the power of a good, firm handshake.

• Thank each interviewer for their time.

• Dress for the position you want.

  
  

In the interview process, we are hiring the person and the potential that we believe they exhibit. Subtle formalities, body language, and professionalism will make a huge difference in the way that an interviewer will view your potential. Be intentional about each step of the interview process, and be sure to prepare ahead of time.

Executive-level interviews often seek to know these 3 main things:

1. What your style of leadership will be

2. What your plan for leading will be

3. What your legacy will be

   
   

Thanks for tuning in, and please feel free to drop any leadership or management topic suggestions in the comments. Become the kind of leader you would follow! 

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In this episode, Jody and Meghan discuss how to attract people to come work for your company. People are attracted to a job application based on its logical appeal, but they work for and stay at a company for emotional reasons. Ultimately, people work for people, not just for companies. If there is an emotional disconnect for an employee, it can slow their productivity, motivation, and even their desire to continue down the path they’re on.

People naturally want to make a difference in life, so if you can present the value that your company offers to an employee and articulate the mission that you stand for, you are much more likely to catch the attention of candidates that will strive for the same goals. You need to be able to describe what your company does and why it matters in a clear, concise manner. 

In order to attract top performers, you need to offer an exchange of value. What is the story that your company tells, and how can you draw potential employees into that story?

Thanks for tuning in, and please feel free to drop any leadership or management topic suggestions in the comments. Become the kind of leader you would follow! 

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In this episode, Jody and Meghan talk about the abominable monster known as “stress” and how to manage it.

Meghan explains that stress is anything that requires action or attention, and although stress may seem like a negative thing, it can actually benefit you by acting as a motivator. The key to stress management is not allowing the stressors in your life to build up so much that they become overwhelming, thus preventing you from accomplishing all that you are capable of. Also in this episode, Jody and Meghan discuss various coping strategies, both good and bad, as they relate to stress management. This process is very individualized, and you have to discover what works the best for you.

Jody recently wrote a course called Management 101, and Meghan collaborated with him to write a bonus section specifically about stress management. Management 101 is all about developing the potential of those who manage and lead others. In order to effectively manage others, you must first learn to manage yourself. Dealing with stress is a large part of business, which is why it is so important to address the stress head-on.

Thanks for tuning in, and please feel free to drop any leadership or management topic suggestions in the comments. Become the kind of leader you would follow! 

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In this episode, Jody and Meghan talk about what transparency means in business and how it applies to both leadership and individual employees.

Meghan defines company transparency as “disclosing all relevant information to those who can use it to make informed decisions.” Not every person within your organization needs to know the details of everything that is going on. Instead, they need to know information that pertains to their department or role within the organization. 

Many organizations that lack transparency didn’t set out with that intention. Sometimes companies lose sight of what they are doing (the means) because they’re too focused on the end result, which can cause people to cut corners and do questionable things. When you give up being transparent, you become unethical. It is significantly easier to lose trust than it is to gain it. Transparency leads to accountability, and thus, you maintain more trust within the community by being transparent.

Thanks for tuning in, and please feel free to drop any leadership or management topic suggestions in the comments. Become the kind of leader you would follow! 

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On this episode, Jody and Meghan discuss how to effectively communicate and listen to each other through:

• Nonverbal cues, such as eye contact, posture, body language, etc.

• Various communication channels, whether that means in person, written, or through another person

• Being intentional about how you say something and not just what you say

• Incorporating active listening skills during meetings, casual conversations, and the like

• Setting clear expectations about how you want people to communicate and when it is appropriate

  
  

Quick Summary:

There are different mediums of communication, so you must choose the medium that is most appropriate for the context of your message, and be intentional about how it is delivered. If you are passing along the information through layers of people, your message can change. This highlights the importance of regular and clear communication to ensure that everyone is on the same page. Set clear expectations for your people when assigning tasks, scheduling one-on-ones, planning meetings, etc. In order to communicate effectively, you must also know how to listen effectively. Be receptive to feedback from your people, and make adjustments in your communication style when necessary.

The five deadliest words in time management… “Have you got a minute?” On average, interruptions consume about 28% of the workday, and it can take even longer to regain focus. Although an open-door policy seems like a good idea for employees to communicate with you, it is much more effective to schedule out a time when they can approach you. If you don't set boundaries for when people can discuss things with you, you will quickly run out of time throughout the day to do actual work.

For more information about the material that Jody and Meghan discussed, you can reference Chapter 4 of "Yay! I'm a Supervisor! Now What?" by Jody Holland.

Thanks for tuning in, and please feel free to drop any leadership or management topic suggestions in the comments. Become the kind of leader you would follow!

Follow me on social media!

• Facebook: @thejodyholland
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There are 5 key areas of the face that reveal who a person is at their core. From how we make decisions, to how we evaluate ourselves, to how we write the story of our lives, learning how the physical structure of the face reveals the inner person can be fascinating. By learning how to read a person, you learn how to adjust yourself and your communication style to what they need. 

Check out this episode of Become The Leader and then check out the course that goes with this program at:

https://www.jodyholland.com/offers/nX26fL92/checkout

Each of us strives to build the kind of business we are proud of. One of the distinguishing characteristics that make that work, or that holds us back, is how we plan for changes with our people. In this episode, I discuss what it takes to create a legacy in your business by planning for the people changes that happen. 

Learn about talent management/mapping and succession planning.

Check out more great content at:

www.jodyholland.com

YouTube.com/thejodyholland

Problem-solving has 5 key steps. They are...

1. S - State the need
2. O - Open up discussion and brainstorming
3. L - Let go of what doesn't work?
   Is it legal?
   Is it moral?
   Is it ethical?
   Is it likely to work?
4. V - Vet and assign responsibilities and timelines
5. E - Eyes wide open... you have to evaluate everything 

There are a number of people that are critical to your success. One of the keys is surrounding yourself with greatness. 

Find your friend group - A group of people that will build you up, support your dreams, and help you succeed.

Each of us is conditioned to see what people do more than what they say they meant by what they did. 

Misaligned Attribution is the theory that we judge ourselves based on our intentions and others based on their actions.

No matter what situation you are in, the next move is yours.

Check out www.jodyholland.com for more great content!

Napoleon Hill outlined the 13 causes of success in his book, Think and Grow Rich, published in 1937.

We are going through a few of the keys to success in this podcast with a strong focus on how to create an unwavering faith in yourself and your dream, as well as learning to visualize. 

True visualization is the acceptance of an end result as if it has already come to pass.

Check out this episode, originally recorded on The Chat.

Also check out more great content at: JodyHolland.com 

Throughout our lives, we are called to face challenges, overcome obstacles, and find our path to success. In this episode of Become The Leader, originally recorded on KGNC and News Channel 10-2 in Amarillo, we discuss the four primary aspects of the journey every person goes through to become the hero of their own story.

1. Everything is Normal
2. The Shakeup happens
3. The hero is refined, typically with the help of a guide, mentor, or coach
4. The hero comes back to the world with new wisdom, new powers, or a new way to conquer life.

When we embrace that we were always meant to be the hero of our own story, we find the fulfillment we desire in life.

In this episode, we talk about how the culture of a company impacts everything in the business. There are 3 primary components to building a culture. They are creating Alignment, developing Workflow, and implementing a great Feedback system.

This episode was originally recorded as a part of a radio show that Jody does every Wednesday. The Chat is on KGNC 710 AM and streaming on News Channel 10-2. 

In this episode, we dive into what drives people to want to engage, perform, and give their discretionary effort at work. Without a great culture, we don't keep people. After all, people work for people, not for companies.

The drama triangle is an explanation of the 3 primary components, or root causes of drama in any aspect of our lives. 

The three areas that cause drama are when we try to play...

• The Hero - To get past playing the hero, we have to respect another person's ability to do the job and care enough to spend the time helping them find their path to success. If we do things for them, they don't grow.
• The Victim - To get past playing the victim, we have to be vulnerable enough to accept our role in the situation we find ourselves in. We then have to focus on our next steps and actually solving our problems. After all, nobody knows more about the problems a person has than the person themselves.
• The Villain - To get past being the villain, we have to flex our emotional intelligence muscles and feel empathetically for the other person. By focusing on seeing the world from their perspective, we are able to see the pathway to drive past the limitations they are experiencing. 

In the end, each of the three areas of the drama triangle is the result of staying focused on what is wrong with "those other people" instead of stepping back from the situation and learning a little perspective.

Make sure to check out www.jodyholland.com for more great content and find us on all social medias under the handle @thejodyholland

We discuss the various responses you will get from followers based on the way you lead. There are different perspectives on leadership based on the generation you are from.

Our job is to deliver the product/service on time, with the right quality, and at a competitive price, while making a profit.

1. Map the time and resources required
   
2. Never stop searching for cost-effective strategies
   
3. Managers are measured by the output of their teams
   
4. Open and honest communication allows for better decision-making
   
5. Meet on purpose and with purpose
   
6. Focus on better ways to make decisions
   
7. Learn to think in contingencies
   
8. The team culture  is critical in retaining your people
   
9. Rules make things work
   
10. Hire the best

In Patrick Lencioni's book, The Motive, he talks about the difference between reward-centered and responsibility-centered leaders. There are 5 things responsibility-centered leaders do that reward-centered leaders don't pay enough attention to at work. 

1. Develop your team and never stop focusing on the development of the team. The greatest companies understand the personal growth can never stop because it determines the growth and success of the team as a whole. 
2. Manage your subordinates and ensure they manage their subordinates. We have to play an active role in managing our people to ensure they have the greatest chance of success.
3. Have difficult conversations to address wrong behaviors and wrong outcomes. It isn't the person you hired wrong that will destroy your company. It is the person you should have already fired that will.
4. Run great meetings. Too many people dread meetings and, therefore, check out mentally at the start of the meeting. You have to set standards and expectations before the meetings begin in order to have great meetings that engage your teams.
5. Communicate constantly and continuously. What is important needs repeating. Not only is it worth it to repeat yourself on important things like values, but it is also required. 

You can find Pat Lencioni's book at: https://www.tablegroup.com/product/themotive/ 

There are 5 aspects to developing emotional intelligence. They are as follows...

1. Self Awareness - This is an understanding of the stories we tell ourselves and how those stories are creating our emotional experiences.
2. Self Regulation - This is an understanding of the stimulus-response model. Each of us creates labels for the experiences we have. When something happens (stimulus), we determine the label or meaning of the stimulus. The meaning, or label, that we give to the stimulus determines our response. Our ability to control the labels will determine our ability to self-regulate. There are 3 questions one must ask to gain control over emotional regulation. 1) What would I have to believe in order to feel ______________ (what you want to feel)? 2) If I wanted to believe that, could I? 3) Do I want to?
3. Motivation - Can I develop the cognitive skills to override emotional states and act even when the feeling is not present? Can I use goal-directed behaviors to stimulate the right/desired emotions?
4. Empathy - Can I understand the perspectives of others without automatically judging their perspectives? Can I evaluate the world from outside of my own perspective?
5. Social Skills - Can I develop an understanding of the different expectations of behaviors (norms) that are associated with the various roles I might play or others might play? Can I consistently demonstrate appropriate behaviors in a variety of settings? Can I read the non-verbal reactions of others in a variety of settings and respond accordingly?

In this episode of Become The Leader, Jody and Meghan discuss on what imposter syndrome is and what are the ways for people to overcome feeling like an imposter. 

Have a question for the hosts? Email us at leaders@jodyholland.com

How do you view yourself when you are looking in the mirror? Do you see a positive or negative image? In this episode of Become The Leader, Meghan and Jody discuss on few things you can try when it comes to developing a positive self image. We hope you enjoy the episode.

Have a question for the hosts? Email us at leaders@jodyholland.com

Why is having positive self worth a difficult thing to have in the present day? In this episode of Become The Leader, Jody and Meghan discuss practical tips and tricks to help you obtain the self worth that will help you find success in your life. 

Have a question? Email me us at leaders@jodyholland.com

Welcome to the Become The Leader Podcast! This is the podcast that will help you become the leader you would follow. Be sure to subscribe to the podcast to listen to the new episodes the come out weekly.