The Innovative Leader

Are you ready to start having those tough conversations as a leader? Or are you still trying to avoid the conflict that comes with them? As a leader, you must learn to be courageous enough to have tough conversations that are of much interest to an organization’s operations.

In this episode, Christy and David discuss the importance of having tough conversations within an organization. They explain the reasons, excuses, and doubts that envelop us as leaders and stop us from having the tough conversations that need to be had.

They also discuss why many leaders avoid tough conversations because they view them as conflict and how you can change your perspective. Listen in to learn why avoiding tough conversations is costing you more than not having them.

How do you as a leader set your people up for success? In this episode, Christy and David talk about how to make things clear and smoothen out the path for your team to reach their highest level of success as a leader.

They explain the importance of defining goals and clarifying roles as a leader to allow team members to work towards success.

Christy and David explain the different ways you can remove obstacles by reducing ambiguity and providing resources to help your team to work effectively. Listen in to learn how you can have your leaders’ back, champion for their credibility, and much more!

How do you understand emotional intelligence as a leader? Have you embraced it as a critical part of your 4.0 leadership? In this episode, Christy and David talk about the importance of emotional intelligence in leadership and how it improves communication effectiveness.

They explain why soft skills that make up emotional intelligence are way more critical than hard skills when hiring in an organization.

Christy and David explain why the higher you go in leadership the more you need to strengthen your emotional intelligence to lead successfully. Listen in to learn how to change your mindset and grow your emotional intelligence skills and much more!

In this episode, Christy and David talk about reverse mentoring and what it means in a 4.0 organization.

They discuss what it means, its difference from traditional mentoring, and why you should practice it as

a leader.

What is reverse mentoring? Reverse mentoring is about creating space for the younger and less-

seasoned people in an organization to mentor the older generation. It involves more topic-based

mentoring where you’re open to learning from the new people in the organization as a leader.

Why do reverse mentoring? Reverse mentoring allows you as the leader to equalize the relationship

between you and employees, which leads to better communication and a direct connection at all levels

of the organization. It also creates space for diversity and inclusion and its tangible value.

How to get started. To build a mentoring process, try a series of things like starting a presentation day,

having a challenge, practicing humble leadership, and even getting someone like a millennial summer

intern to help people in the organization learn.

Listen in to understand the value of practicing reverse mentoring for the organization. employees, and

you as the leader.

In this episode, Christy and David talk about lateral thinking in a 4.0 organizational environment. They discuss how lateral thinking shows up in leadership, why it matters over linear thinking, and how to exercise it. 

What is lateral thinking? Lateral thinking builds on traditional logical thinking. It brings creativity, problem-solving, and out-of-the-box thinking into traditional fact-based linear thinking. Lateral thinking takes the whole brain doing it with sometimes being about observation, exploring and examining, or breaking things down into pieces and looking to put them back together in a different way. 

Why does lateral thinking matter? The solutions to the complex problems need to be different, which requires lateral thinking. For you as a leader to innovate, you need lateral thinking. Lateral thinking draws in highly creative people.

How do you do lateral thinking? Practicing in different disciplines gives you different perspectives that you’ll be able to bring to different positions. Learn to ask questions and deconstruct as a leader to get better at lateral thinking. 

Listen in to learn the importance of exercising linear thinking as a leader to enable your team to have a voice, to see the bigger picture, and to find solutions. 

n this episode, Christy and David talk about curiosity development in an organization. They discuss what shuts curiosity down, why being curious as a leader is important, and what cultivates curiosity in an organization.

What shuts curiosity down. An organizational culture that is always right and isn’t open to new ideas works to only shuts down the curiosity. A culture that lacks innovation and creativity suppresses curiosity. Your ego and biases more often kill your ability to learn and to have a new perspective, blocking your curiosity.

Why you should be curious as a leader. As a leader in a 4.0 organization, you should be striving for curiosity, to not know, to be open, and to have questions as opposed to knowing and being competent. Curiosity supports your value and happiness.

Curiosity cultivation starts with you as the leader which allows the team to follow suit.

Listen in to learn more in-depth about curiosity and how you can cultivate a curious working environment as a leader.

How do you maximize your time? How do you get to do more done in less time? We’re living in the technological era where we have more tools and resources that we can utilize to make more use of our time.

In this episode, Christy and David talk about how you can maximize your time by simplifying, automating, and upskilling your tasks. They discuss how outsourcing and decentralization of tasks will allow you to get stuff off your plate and focus on your most important leadership tasks.
Listen in to learn how to automate mindless tasks with digital tools and resources so you can use your ‘mindless’ time doing more enjoyable hobbies. You will also learn the importance of upskilling in technology and also your human relational side of things like soft skills and emotional intelligence skills as a leader.

How are you as a leader communicating and engaging your team in 2021? Communication and engagement completely transformed in 2020, and you have to be more skillful to effectively do both as a leader in 2021.

In this episode, Christy and David talk about the importance of skillful and effective communication and emotionally intelligent leadership in organizations in 2021. They discuss the purpose of incorporating digital communication tools to better handle virtual and remote teams.

Listen in to learn how being emotionally intelligent as a leader allows you to create a safe environment for team engagement. 

What You Will Learn:

[1:30] The three leadership trends in 2021 considering the year 2020 was.

[5:30] The importance of being an effective communicator to lead virtual teams.

[7:07] How to curve out and be skilled in both face-to-face and virtual communication for effectiveness.

[10:41] How communication is moving towards responsive visual and verbal communication virtually and backing it up with documentation.

[15:01] How online communication tools have brought a collaborative aspect in organizations.

[17:55] How emotional intelligence allows you as a leader to create a safe environment for engagement as opposed to when you’re not. 

[24:34] How to exercise engagement during team meetings by having authentic conversations.

Quotes:

“The most important skill you’re going to need as a leader is the ability to communicate.”- David [5:42]

“You have to be engaged and you have to communicate and share your own ideas.”- David [17:48]

“When we’re not emotionally intelligent, that is what creates unsafe places for people to show up.”- Christy [18:57]

“If a leader is emotionally intelligent, you’re aware of others and what’s going on for them and you have a caring compassion for them.”- Christy [19:41]

“You’ve got to be able to communicate who you are, what your mindset is, what your desires are, to communicate effectively.”- David [22:21]

“If people aren’t engaging in your meetings, then you need to ask what you need to work on from a leadership standpoint to create that engagement.”- David [24:36]

“Sometimes the best thing you can do is either keep quiet or ask questions.”- David [27:21]

“Your job is not to solve the problems; your job is to clear the path so the team can solve problems.”- Christy [28:17]

Possible Actions to Take

Consider ways you can improve both one-on-one or virtual communication by utilizing digital tools like Microsoft Teams, Slack, Google Hangouts, etc.

Invite your team to have authentic conversations to allow engagement in team meetings.

Be emotionally intelligent by keeping quiet and asking your team members questions as a way of providing them with a safe environment.

Connect with Us:

Innovative Leader: www.innovativeleader.co

YouTube: https://www.youtube.com/channel/UC0qoeyPcIFWowUa0G9zrCfw

Christy Geiger: https://synergystrategies.com

https://www.linkedin.com/in/christygeiger/

David Phillips: https://wdavidphillips.com/

https://www.linkedin.com/in/wdavidphillips/

When was the last time you self-assessed yourself to find out your strengths? Maybe it’s high time you did it together with your team and share the results to help you function better as a leader. There are many assessment tools available that you can use to find out your strengths and weaknesses and that of your team.

In this episode, Christy and David talk about the different ways you can assess your strengths to function better as a leader. They explain how tools like online assessments work and how to use them to become aware of who you are and how to develop. 

Listen in to learn the importance of getting away to self-assess every few months to avoid distractions.  You will also learn why you have to understand patterns of challenges happening to you as a leader in order to solve them. 

What You Will Learn: 

• [1:44] The process of assessing your strengths, expanding your awareness of them, and developing a plan to grow those strengths.

• [3:51] Some of the tools you can use to assess and identify your strengths; Stand Out Strengths Assessment, StrengthsFinder Assessment, Enneagram, etc. 

• [5:46] How to use assessment tools as a reflection of who you are, where you are, and how to develop towards your strengths today.

• [9:38] Analyzing different types of assessment tools plus how to take an accurate assessment that shows your true authentic self.

• [16:49] The value of organizations’ using assessment tests they pay for; to better understand their employees’ strengths and weaknesses. 

• [21:48] How assessments help you function better as a leader by understanding how similar or different you are to your team.

• [24:00] How to evaluate yourself or engage a coach to understand what you need to change and how and why you do the things you do as a leader. 

• [29:30] Why you need to get away to get the chance to self-assess without any distractions. 

• [30:55] Why a 90 days frame is the best rhythm to self-assess so you don’t overwhelm yourself with change. 

• [34:04] The practice and discipline of skill-building to make it substantial. 

Quotes:

1. “Assessment tools are really an inductive opportunity to assess and reflect how they fit us rather than feeling like an assessment is putting you in a box.”- Christy [6:50]

2. “Sometimes when we overuse a strength, it actually becomes a weakness.”- Christy [13:50]

3. “The assessments are great to expand our awareness, how we operate, communicate, and interact.”- Christy [14:13]

4. “We want to use the assessments to be a starting point for conversations to understand people better.”- Christy [19:58]

5. “If the same challenge is happening to you, its something with your leadership.”- Christy [28:45]

6. “Schedule that self-assessment every 100-90 days so that you can evaluate on the changes that you’re making.”- David [30:45]

7. “If it’s really an issue, it’s going to require work in order to upgrade it.”- Christy [34:52]

Connect with Us:

• YouTube: https://www.youtube.com/channel/UC0qoeyPcIFWowUa0G9zrCfw 

• Website: https://synergystrategies.com/podcast-master-dynamic-decision-making/ 

• Christy Geiger: https://www.linkedin.com/in/christygeiger/ 

• https://synergystrategies.com/ 

• David: https://wdavidphillips.com/ 

• Our Podcast Website: www.innovativeleader.co

In this episode of The Innovative Leader we explore 3 Questions to Discover the Next .... fill in the blank! Pivot. Great idea. Innovation. Activity. Etc. Whatever you are working on, these questions can help exercise that curiosity muscle to brainstorm and explore. It is important that we practice thinking broadly so we can see new opportunities and keep ourselves fresh and relevant!  In the podcast we will talk about the questions and some ideas to use them in your work and life! Let us know what insights you have and how you have or plan to use the questions!

3 Questions to Discover the Next ...

#1 Why?  Get to the root of things, discover the core motivation, be a child and dig deep! Watch out to not use this question to deflect or stall.

#2 What If?  Brainstorm possibilities; consider new variables, changing needs and times. What would happen in we did....?

#3 Why Not?  Discover and overcome limitations, consider what holds us back and cut off excuses, identify the goal and the greatest obstacle in the way so you can plan accordingly, do a reality check so you can plan and risk boldly but reasonably

We have noticed that not only has 2020 been this time of uncertainty and unknown, between COVID the United States elections and whatnot. But really, as we move into 2021, it seems like a lot of people maybe felt like 2021 provides fresh start. 

We talked about goal setting and planning for success in 2021 because a lot of times it's easy to not plan when we don't quite know's happening. So  we're holding off and waiting on planning. As people either have not planned and not quite implemented it or they're holding off on their plan we're noticing some static in the environment around things that are happening.

Today we wanted to talk about leadership in a frenetic time. What is it, and what do we need to do?

As we move to new year, Christy and David look at how to put together a roadmap for success in 2021.

• reflect & assess 
• set goals & mindset 
• design activity and measurable 

It would sure be nice to have a crystal ball and know what is coming in 2021! Today, Christy and David take a look at the possibilities that could be there for leaders in 2021. It's also the wrap-up podcast of the year!

Building on the current era of Industry 4.0 and Web 4.0, we frequently talk about 4.0 Leaders. This is a leader who has the skills to navigate the demands of this 4.0 era. Because we are really evolving from many years of productivity and production, we refer to this era and time period of leadership as the 2.0 leader.  Really the topic of leadership training and development was largely birthed during this time of the Second Industrial Revolution, which is why we say Leadership 2.0. The skills of the leaders at this time we about directing, orchestrating and being in charge. While there was a period of time where leaders have begun to embrace servant leadership, followership, the importance of the team, etc. (leadership 3.0), we are already tipping into leadership 4.0 which is a time that requires leaders to be must more flexible and curious. Progressive leaders understand these skills are essential, however in our work cultures often work places and many leaders are still very entrenched in the 2.0 leadership model. It creates conflict and frustration.  How do you navigate? Do you lower your standards, conform, regress, not care, quit? How do you lead well when others don’t see the same thing you do? That is the topic for today’s podcast. Listen in and share your thoughts on how changing times require us to lead differently.

This week moving to the end of November 2020, there are more states in the USA that have announced “shut down” and “closure” of gyms, restaurants, etc. It is difficult because most have not experiences a “relief” since COVID started and if they were “going out” might have just started to feel a little comfortable. With Thanksgiving next week and Christmas décor going up, here in the USA, people want to be in joyful and festive spirits but struggle when “restrictions” limit what they can do and enjoy. It is challenging AND as leaders, we have to be aware of these dynamics going on. To ask people how they are, give them a chance to acknowledge and name it and support them to find new solutions. We have to find new solutions. When we try to keep doing things the way we always have, but have new limitations, it is natural to feel discouraged. Encouragement is seeing what is possible. As leaders, we have the opportunity to help people find new possibilities personally and professionally. Be a light. It really matters.

In today’s episode we will look at how you can plan for yourself and spread that positivity to others.

·  Body -  physical ways to prepare and stay healthy

1. indoor workout – aps, jazzercise, yoga
2. water, supplements, sleep
3. energy, things that make you laugh
4. finances & budget, gifts (elving)

·  Mind - internal mental mindset and perspective to stay creative and curios

1. re-create traditions (grieve for ones you can’t do; shift to what you can do)
2. learn a new skills – goal, hobby, courses
3. create a virtual community to share and encourage
4. focus on others.... (what can you do to spread joy)

·  Spirit – heart emotion and energy

1. how to lift spirits – focus on creating HOPE
2. find ways to be with people - lift spirits ...
3. ask how people are doing & label and name (its ok to feel bummed... giving space to talk about it helps)

What are your ideas?!? SHARE and SPREAD your ideas to inspire others!

Thanks for tuning in! Like and follow the podcast, share a comment or review.

Welcome Leaders! Thank you for joining the Innovative Leader Podcast.
Each week we share thoughts for leaders to equip, inspire and transform how we lead in life and work.
Today we are looking at to topic of Dynamic Decision Making!

In the evolving world of Industry 4.0 complexity is increasing. Leaders have to continue to upgrade their skills.
While decisions making has always been a key skill for leadership, the new opportunity is to do it in a more dynamic way.
In today’s podcast, David and Christy, explore the skills of DYNAMIC Decision Making.

1. What it is

2. Why it's different than decision-making in the past

3. Ways to develop it.

Let us know your thoughts and strategies to become more dynamic as you lead!

Your hosts, Christy Geiger, Executive Leadership Coach, here with David Phillip, Leadership Consultant

Today David and I jump into a topic to provide some context of where the term Leadership 4.0 comes from. I am not familiar with anyone else really using that term, but we are using it to match the current status and changes that are happening and influencing leadership today. We are currently in what is known as Industry 4.0 and Web 4.0. These terms speak to the current evolution we are in regarding the Industrial Era and the Web. Our leadership is great affected by what is happening around us. If you think back to when factories and manufactures were growing, the demand for “managers” and “management training” grew. Now, we are in a very different season. Listen in to get some context on what has brought us to today and how that starts to affect HOW WE LEAD.

2020 has been a really interesting year with a lot of ups and downs and challenges and leaders are really being called to lead to their highest potential. So today we're talking about four things that are really critical and important for leaders to continue to grow and demonstrate strength as a leader.

1. The ability for rigorous self assessment and growth
2. The ability to have healthy accountability
3. The ability to have tough conversations.
4. The ability to be a compassionate listener while maintaining a clear direction

How do you leverage the next 90? In the Innovative Leader Podcast today, we are focusing on three keys to get and stay in action.

1)  Have Challenging Goals: The Good to Great concept of the BHAG

1. What goal will challenge us?
2. What activates you to drive or push forward?
3. What is so big you will not give up?
4. Why does this goal matter?
5. Where does it take us?
6. Why is it meaningful or significant?
7. How it activate my passion to get up and make it happen (internally motivating)?
8. Are you willing to fight for it? Does it scare you or make you nervous?

2) A Grit Mentality: mindset

1. Face your fears
2. Be disciplined to make it happen ..
3. Resilience (get up and do it again tomorrow = grind)
4. Consistency over time, regardless of feelings – emotional resilience
5. Resource: Angela Duckworth à Book: GRIT

3)  Consistent grind: activity

1. Commitment to execute the goal (focus)
2. The activity to work your plan
3. Have designed habits and rhythms that offer daily self-accountability
4. Block your time

 4)  Say no to distractions or interruptions

Having clear goals that get you excited to achieve them will take you closer to your vision. Ensure a daily mindset of GRIT and a plan so that your activity each day is GRIND that matters and moves the needle.   

Let us know what ideas you have and you do to help get traction on your goals!

After an unpredictable and ever changing year (2020), many leaders and business have found themselves adapting for the majority of the year. With the unknown of COVID and other challenges around us today, it can be tempting to wait until things settle down before really getting traction on goals. If anything is “normal” right now, it is CHANGE. Therefore, leaders need to embrace moving forward, while there is change and uncertainty. We are about to move into Q4 of 2020. It is a great time to dig in and get traction. Three months, twelve weeks or ninety days is a great amount of time to get traction for a key area.  It might be an area of business, an area for personal or professional growth or one from each! The mindset to take key steps now will help to set you up for a great 2021! It is not about waiting or preparing for 2021, it is about taking action in Q4 so that you are positioned and ready for 2021. Maybe it is taking time to build culture after a challenging culture year, maybe it is finishing some projects, maybe it is learning a skill, getting a certification, etc. Take this next 90 days and strategically move yourself forward. Today, in the podcast, we will talk about how to figure out what to focus on, how to get traction and who can provide accountability.

Often when we have challenges with a underperforming team member, we can quickly feel frustrated at the gap.

When team members are struggling in their role it can drain time and energy from the team. It limits productivity, progress and results. It takes organizational resources trying to get a team member up to speed.

We can feel exhausted considering how to get them to produce the results that we need from them.  (Note: Does that feel a little 2.0? Meaning, 2.0 leadership that looks at people as result producers or there are done?)

To have a high performing organization we need high performers, but try to trace that back to leadership and how leaders grow high performing organizations.

In today’s podcast, David Phillips and Christy Geiger are going to talk about three key steps in hiring great people who do a great job and created great organizations. Really, as leaders it is our job to cast clear direction and to set people up for success. When we are doing that well, we close performance gaps and set everyone up for greater success.

VUCA is an acronym that was developed out of the  leadership theories  by Warren Bennis and Burt Nanus in 1987.  The acronym is used to help describe and reflect on the volatility, uncertainty, complexity and ambiguity of general conditions and situations in the world “today”. While aspects of the VUCA world have been around for over 40 years, COVID brings a new level for leaders across the globe.

Times like these can cause a leader to feel like they need to wait or hang on for the ride, but really they are times when leaders need to upgrade their skills and navigate through. There are four skills we talk about today to support leaders to do this with greater ease and mastery. While the work is in developing the skills, the starting place is understanding a few places to start. Developing these skills will aid leaders to move through this season with greater calm and confidence. Not only does that matter for your health as a leader, but also the health of your followers.

The 4 skills:

1.  Comfort with VUCA vs. being uncomfortable (Getting frustrated or reacting shows a lack of comfort. Planning for Chaos and accepting uncertainty is a place to start. It builds grit.  A level head helps humans to adapt, stay cool and responsive under pressure. The skills you have been practicing in mindfulness will help here!

2.  Curiosity (The art of asking questions to size up what is different, new options and opportunities. It isn’t just about solutions, rather sizing up the situation.  Fear can cause shut down, but as we push through fear, we can see signs, patterns and gifts. Develop a spirit of wonder and humility.  Book referenced is: Humble Leadership.

3.  Clarity (As a leader, we must share the vision, opportunities and the goal. This is about pointing in the direction and instilling faith for followers to understand where “we” are going and “why” it is worth it.)

4.  Collaboration (It is not our job to tell them “how”. Brainstorms solutions for complex variables and innovative new ideas and ways to solve challenges. The collective wisdom of the group has greater answers then what any one leader could share. Movie referenced: Jumanji.

There are several versions of this adage: "What you celebrate gets repeat." Or, "What you reward gets repeated". Well here's another to consider: What you allow, you promote!

So the question is, what are you allowing to just happen in your organization? When you let other people do whatever they wish, you are implicitly promoting it. So we need to be aware of what's happening in our organization so that we can be sure that what's happening, is actually something we would be happen to promote.

Here are 3 Keys:

1. Make sure to communicate your vision throughout the organization.

2. Give clear expectations and watch out for ambiguity. Ambiguity is the enemy of clarity.

3. Follow up and and down avoid discussions that need to happen. When you follow up, it says that you care what someone does. It says that they matter. When you don't follow up, you may be avoiding conflict, allowing ambiguity, and letting go of leadership.