Mindset Mondays with DTK – Episode 1! Welcome to Mindset Mondays with DTK!This is the first in a year-long series of weekly facebook live broadcasts crafted to provide the opportunity for growth-minded folk (or those who wish to be) to play with new ideas, new possibilities, and new mindsets.Joining the Mindset Mondays facebook group (facebook.com/groups/MindsetMondays)…
“Schedule two one-on-one conversations. In the first, ask only these three questions: What are you getting from me that you want more of? What are you getting from me that you want less of? What are you not getting from me that you want? In response, you only ask clarifying questions — no explaining or defending! In the second conversation, communicate what you heard and map out the changes and actions to which you are committing.”
Most managers understand the importance of collecting feedback on their performance and the organization in general from employees. Sixteen Forbes Coaches Council members offered their best tactics for eliciting genuine, honest feedback from your employees.
“Be painfully specific about what you do, for whom you do it and why they like having it done for them. If you’re not specific, people don’t know how to connect with you or how to help you, let alone hire you! Most importantly, remember, as Mike Wien of the Specific Edge Institute says, ‘Specific does not mean exclusive.’”
Networking is crucial for career building. Taking the wrong approach when meeting people can leave a negative impression, or worse — none at all. Read what 11 experts from Forbes Coaches Council say about what they see is key to a good networking pitch, including being concise, connecting emotions, doing research and demonstrating empathy.
“Know the difference between the Dip and a Hole. Read Seth Godin’s The Dip: A Little Book That Teaches You When to Quit (and When to Stick). Before a pivot, it’s important to know whether you’re approaching/experiencing a natural part of the cycle (“the dip”) or facing a dead end. Knowing the difference is what makes pivoting/quitting a strategy rather than a tactic.”
Knowing when to stay the course and when to evolve is key to your business’s relevance in the current market. See how other members of Forbes Coaches Council suggest how to decide when it’s time to evolve.
“Being Curious: If you want people to respond, be curious about them, what they do, what they care about, what’s important to them. Ask questions. You’ll learn how you can connect them and how you can help them grow their business. Why? Being listened to feels so much like being loved that people can scarcely tell the difference. And you model that for them, and 90% of the time they’ll get curious about you. Try it!”
Networking is a skill, and like all skills, it is something that is learned and developed. While it may seem like there are many “natural” networkers out there, understand that they became this way over time. See how other members of Forbes Coaches Council suggest how to better develop your networking skills.
Tune in to David’s appearance on Exit Coach Radio with Bill Black on July 22, 2016. Exit Coach Radio is the Business Owner Information Station for Business Succession, exit Planning and Business Continuity.
- I hear that the term “Work-Life Balance” makes you crazy. What is it that gets you so riled up?
- You talk a lot about how entrepreneurs get caught up in chasing the wrong markers or measures… You believe there’s too much focus on top-line? And maybe even too much focus on the bottom-line?
- What’s the methodology you use as the foundation for your work?
“Meet Your Saboteurs; Get In Alignment With Them: Take the free online Saboteur Assessment (from Positive Intelligence author Shirzad Chamine). Review the results. Now, get to what your internal negative voices are saying, their origin and how normal it is to have them. Yes, they’re normal. And no, they will not go away, but we can learn to deal with them.”
Everyone battles their inner critic at some point or another, but those of us who succumb to this voice end up believing it. See how other members of Forbes Coaches Council suggest how to be less critical and more affirming in our lives.
“Replace the Negative Thoughts: We don’t overcome negative thought patterns, we replace them. For most of us, those negative thought patterns are well-worn neural pathways.”
Four simple steps:
1. Notice when you have started the pattern.
2. Acknowledge that its a pattern you want to change.
3. Articulate what you want to be different.
4. Choose a different behavior — one that serves your goals.
You view the world through your mental attitude. If that attitude is predominantly negative, it can impact everything, including health, career, family, and more. Furthermore, negative thinking can have a spiraling effect that attracts more negative thinking. Luckily, we can slowly train ourselves over time on how to think by implementing simple techniques.
“By nature, people hate being wrong or admitting failure. Ironically, listeners lean in to a storyteller when s/he shares a failure. It makes the storyteller, the speaker, the brand more human, more accessible. When the listener is engaged, share the learning that comes from the failure. Next comes the redemption: When faced with the same situation, a different action was taken.”
Branding is all about storytelling. This includes being authentic, building tension, sharing your failures and successes, and much more. If you don’t know what makes a good story, how can you create a brand that people notice?
“Come From A Place Of Collaboration: The weakness isn’t in asking for feedback; it’s failing to accept it, truly hear it, and be willing to integrate it. Here’s an example of how to seek feedback on a specific issue: Explain the situation as you see it. Then say, ‘Here are the two or three solutions I see, I’m leaning towards this one, and here’s why. I’d like your input on my view of the situation, the options I’ve identified, and my choice.’ Then listen.”
It’s not always easy to ask for employee feedback, especially if you don’t have an effective method for doing so. If your voice says one thing, but your body language says the opposite, for instance, employees may not be inclined to be honest with you.
Most employees want to be heard. In fact, giving them the opportunity to contribute will help them invest personal stake in the company. But how do you do it in a way that develops rapport and gains you respect?