Global Leadership Summit 2013: Joseph Grenny

Wednesday, August 14, 2013

Day 2 of Leadership Summit started off with Joseph Grenny, Co-Founder of VitalSmarts and best-selling author. He spoke on mastering the skill of influence, the topic of his book: Influencer: The New Science of Leading Change.

Leadership is Intentional Influence.
Bad behavior can feel good or bad and good behavior can feel bad or good.
Your job as an influencer is to make the good stuff feel pleasurable and the bad stuff feel bad.
Influencers understand that people can change the way they feel about behavior and decisions (we can talk ourselves into anything).
Our ability as leaders is not just about motivating people but also acquiring the competence to do so.
People change when we put together a strategy that includes impulses, motivation, training, cues, and accomplices.
Don’t just teach principles connect them to values
Help people frame specific daily decisions in godly ways
Ability is a profound factor in influence…most people start on the right and move left – they start with skills and abilities and move towards motivation
Practice setting must approximate the real world
Small bites with consistent feedback and coaching is the best environment for increasing skill levels.
You want to change the world, learn how to change behavior

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Global Leadership Summit 2013: Mark Burnett

Tuesday, August 13, 2013

It was incredible to sit and listen to Bill Hybles have a conversation with Mark Burnett, four-time Emmy Award Winner and Executive Producer of Survivor, The Voice and The Bible among other shows.

In business, there are a lot of “No’s.” No just means “next opportunity.”
The Bible is a calling. When Jesus says to do something you get your #@% off the couch and do something
Stop playing defensively and start playing offensively. Stop apologizing. Be offensive.
Choose your companions before you choose your road
Hire the right people empower them and stay out of their way
Not everybody is the right body on the team
If someone pitched a show without a budget and a schedule I’d think they’re crazy, irresponsible, and they’d be fired tomorrow
The easiest thing to do is to waste money and overspend.
What we’re doing is fun but it’s not a game
Making Christian shows or movies doesn’t give you permission to make it crappy

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Global Leadership Summit 2013: Bob Goff

Tuesday, August 13, 2013

Founder and CEO of Restore International, Attorney, and Author of the incredible book Love Does. In his unique style Bob talked about how love takes action.

You don’t have to talk people into Jesus just lead them to Him
Stalkers know stuff about Jesus…but they don’t know Jesus
If you can answer these 2 questions you’ll lead well:
- Who are you?
- What do you want?
Love God, love people, and do stuff
If you do a bunch of stuff that Jesus made you to do you’ll be a leader
Your leadership needs to develop over time
You know how to do this stuff…just land the plane
Jesus sees who we are becoming (Peter you’re a rock…)
See people for who they’re becoming…not who they were
Build a start quitting list…build margin and you’ll be amazed what God will do
God’s ability to forgive us, isn’t limited by our ability to get it

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Global Leadership Summit 2013: Liz Wiseman

Monday, August 12, 2013

Liz Wiseman started the afternoon. Liz is the President of the Wiseman Group, a Silicon Valley leadership development firm. She is a former executive at Oracle Corporation, a Fortune 100 company. She is also a Wall Street Journal Best-selling Author. Check out her book Multipliers for yourself!

There is more intelligence in our organizations than we can see with our naked eyes and that we are putting to use.
Multiply the people around you, don’t multiply yourself.
There is a difference between pressure & stress.
The difference between the two is all about control. If you carry responsibility that you shouldn’t as a leader you feel pressure and your team feels stress.
Who’s a diminisher? They criticize, belittle, micromanage, didn’t acknowledge, wasted time, took control, punished.
- Working for them is exhausting and frustrating
- They believe that nobody is going to figure it out without them & their help / didn’t listen, controlling, didn’t delegate, selfish
- Got 48% capability out of their teams
- Love to hire and high talented people but not utilize them
- Tend to be tyrants / know it all / decision maker / micromanager
Who’s a multiplier? Encouraged, empowered, coached, challenged, freedom, trusted, asked questions, defined a goal, inspired…had vision, listen
- Working for them is exhausting but fun
- They believed you were smart and they’re going to figure it out
- Talent magnets, liberator, challenger, debate maker, investor
- Got 95% capability out of their teams
It’s possible to be over worked and underutilized
Kinds of Leaders:
- Big Idea Leader (new ideas every day)
- Always On (people tune out)
- Rescuer (enables, no on learns)
- Pace Setter (people disengage)
- Etc.

We don’t drift into better behavior

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Global Leadership Summit 2013: Patrick Lencioni

Monday, August 12, 2013

As always Patrick Lencioni delivered! He is consistently one of my favorite speakers on leadership. This year he spoke on ‘How to Lose Your Best People.” You can follow this link to get a copy of “The Three Signs of a Miserable Job,” his book that this talk was based on.

Leaders are CRO’s Chief Reminder Officer.
People need to be reminded more than they need to be instructed.
Studies show that people don’t leave their job based on what kind of job it is. It’s not about a good job or a bad job.
People leave their jobs because they’re miserable.
3 things that cause job misery
- #1 Anonymity: the people that we worked for didn’t know us and didn’t have an interest in getting to know us. People hate their jobs when their bosses don’t know anything about them…because they don’t feel like anyone cares about them. It’s your job as a leader to get to know your people and care about your people. Nobody wants to be anonymous. Good people don’t leave jobs where they’re known. Really good people want to work at a place where they’re known.
  - Sometimes we don’t do it because we’re busy
  - Sometimes we don’t do it because we’re embarrassed (because we haven’t done it before)
  - If you aren’t interested in people that’s fine, just get a job as an individual contributor you shouldn’t be managing or leading people.
  - If you’re in a job where you’re not getting this from your boss, give it to them, lead up, they’re probably not getting it from their boss.
#2 Irrelevance: If you don’t think that your job matters to someone you cannot love your work. You’ve got to remind them because they forget. If their job truly doesn’t matter then reorganize the job.
#3 Immeasurement: Everyone wants to be able to assess if they’re doing a good job. If they don’t know if they’re doing a good job they’ll eventually leave. There’s a higher job satisfaction among sales people because they know if they’re winning. People want to know if they’re winning:
- When we give others the ability to measure their performance we lose the power/control
Money is a satisfier these 3 things are motivators