Self-Transformation happens throughout our lives. We transform by adopting new roles and assigning behaviors to those roles. As the roles become more important to us, the behaviors we exhibit become more aligned with the roles we have adopted. We have done this since we were kids and continue to do it our entire lives. By understanding the process we have always used to change, we can make a conscious effort to transform who we are and what we want to become.

There are four steps to this change process: 

First, people define themselves as a member of a distinct group.

Second, They learn the behaviors the correlate with that new role.

Third, they assign these behaviors to themselves.

Fourth, the behavior becomes more normal as the role they have adopted becomes more important to them.

We get to see examples from two different movies, Heartbreak Ridge and October Sky.

We not only see how this process works, but also get a hint on how to influence others and how we can bring people closer together so that they can work together.

For more information or to have me speak at your organization, please visit www.crucialtalks.com and contact me.

 

People are a company's biggest resource. Having the right people doing the right work maximizes potential. Jeffrey Davidson talks to us about people, about how teams are built, and what team members need to succeed.

One of the first things a leader needs to do is ask "What did I do well? What can I build upon? Where could I have done better?" This shows a vulnerability and builds a pattern of feedback that can:

1. Set an example and

2. Allow teams to learn

"As humans, we are social beings." We need to be able to learn to get better. We need to create chances to learn and build learning cultures.

Having trust and openness lets everyone learn from each other. Trust is one of the most important parts of a great team, not just their experience, age, or education.

"Everyone wakes up, looks in the mirror, and wants to do a good job today." They might make mistakes, but their intentions are good. If we can direct their intentions, we can get great results.

The secret to great teams is... Communication!

Communicate:

1. What's the meaning?

2. How do we design success?

Filter decisions and actions through those two things.

No matter what role you play, a shared goal can help people because it allows people to work toward success using their strengths. People will be able to ask themselves if what they are working on is in alignment with their greater goal.

We can also help our teams by providing feedback more regularly and personally with empathy. "Understand them and give them regular input."

There are seven questions people want to know in teams:

1. What's the purpose?

2. How do we know we're working on the right stuff?

3. When can we declare success?

4. How do we get stuff done? What are our tools and processes?

5. How do we work together?

6. How am I doing?

7. Is it real?

For more information from Jeffrey, please visit: www.greatteamsltd.com

He also has more information just for podcast listeners: www.greatteamsltd.com/more

To contact me with any questions, to have me speak to your organization, or for consulting opportunities, please feel free to reach out through www.crucialtalks.com

Everyone plays roles. In this episode, Rocky Romanella, author of Tighten the Lug Nuts the Principles of Balanced Leadership, Senior Partner at 3 Sixty Management Services, a former leader at UPS, and all-around good guy talks to us about the role of leaders in instilling a legacy of behavior.

Rocky's book can be found on Amazon: https://amzn.to/2QFdTXJ

This concept is important because the roles people play and behaviors people assign to those roles will guide what they do. The role important at the time is how people make sense of the world around them and then decide what to do.

We discuss vision, missions, and goals and the leader's role.

We provide three key questions leaders can ask themselves:

Who am I?

What do I stand for?

What won't I compromise?

Rocky explains his three principles to balanced leadership including, thinking like a customer, people feeling like valued contributors, and shared ownership.

Rocky can be reached at: 3sixtymanagementservices.com

His book, Tighten the Lug Nuts: The Principles of Balanced Leadership can be found at: https://amzn.to/2QFdTXJ

Please visit www.crucialtalks.com to contact me or book me to speak to your organization.

Mike Sedam interview Nichole Carlson about transformation.

Transformation is something we all need to do. One way to transform is to adopt a new role and live up to the behaviors of that role. In this episode, Nichole Carlson talks to us about her transformation as she left her comfort zone; traveled the world; was homeless, but happy; and then found success after she found happiness. She also talks about the need for trust in yourself and how to develop that trust.

Nichole can be reached at www.nicholecarlson.com or visit her facebook page: https://www.facebook.com/theNicholeCarlson/

Please visit www.crucialtalks.com for me to speak at your organization or if you would like more information.