We’re joined once again with special guest, Sam Owens from SamsCareerTalk.com.
Topics covered
1:06 – What are the habits of good and bad people managers?
Get a sneak-peek into an intervention I think Sam and Brittany have for my “woodpecker” ways. Are you a woodpecker manager, or maybe the “Aligner”?
Click here for more examples of great people managers and here for bad managers.
9:00 – Most common new manager mistakes
12:15 – How to manage your manager
16:07 – How to become a better storyteller at work
Check out Episode 20 for the top 9 tools we recommend every manager, from first-time managers to experienced executives, use in their first 90 days to get off to a quick start.
This podcast is taken from an 8-part series we filmed on the BEAR Model, to answer the call from our more visual leaders. Check out the entire series here.
Part 6 – What to do when you hate your job
Leadership is intentional influence. But unless you understand the core of why humans do what we do, you won’t be able to influence. The core, or the seeds that produce the fruits of how we feel, the actions we take, and results we get are the beliefs we choose to think in our mind. Change how people think, and you’re on your way to influence, including how you lead yourself. Leaders focus on 3 types of beliefs:
Beliefs about yourself
Beliefs about others
Believes about what the past was, the present is, and future can be
See the current and future BEAR model for someone who thinks, “I HATE my job!”. Starting at minute 8, we’ll use this example to learn how to reprogram your brain by:
1. Redirecting your brain: are you using the power of your reticular activating system (RAS) to make your dreams a reality? 2. Thinking new thoughts: create new beliefs by asking great questions or laddering up/bridging your thoughts.
For more details on how to ladder-up your thoughts, listen to episode #6
Part 7 (starts at 15:15) – The #1 reason why employees leave companies is NOT what YOU think…
Want to know the real reason employees leave?
And no, it’s not technically the manager. It’s not even the pay.
After thousands of real life exit interviews from my experience at a fortune 100 company with 130,000 employees, the real reason is NOT what YOU think, it’s what THEY are thinking in their own brain.
They leave because of their BELIEFS about their manager, or their BELIEFS about any aspect of the job that makes them feel an emotion they don’t like…so they want to leave to feel better, thinking that changing the circumstance is the best alternative.
See the current and future BEAR model for Sarah, a Senior Leader who wanted to quit, and how we helped her to not only feel better but also stay engaged.
If you have any items from one of your current or future BEAR models that you want us to run (one Belief from your thought download, an Emotion, Action or Result), contact us or schedule a free coaching session with a certified coach.
We can leave you completely anonymous, but still address the struggle you want to solve or result you want to reach.
And no, it’s not technically the manager. It’s not even the pay.
After thousands of real life exit interviews from my experience at a fortune 100 company with 130,000 employees, along with 15 years of research, we’ll share the real reason…so you know how to retain your top talent.
The real reason is NOT what YOU think, it’s what THEY are thinking in their own brain.
They leave because of their BELIEFS about their manager, or their BELIEFS about any aspect of the job that makes them feel an emotion they don’t like…so they want to leave to feel better, thinking that changing the circumstance is the best alternative.
The BEAR model works every time!
How Sarah (the employee in the example) BEARs Up
Note: you should only have one BELIEF and one Emotion is each BEAR model. Image above combines multiple separate BEAR models into one view for illustration purposes only.
What do you think is the most
impactful action you can take to immediately improve how you manage people?
If I could share only one tip,
this is it!
Holding consistent, reoccurring weekly one-on-ones or O3s with each of your employees is by far the single most important action to improve the relationship and communication with your employees, and is the foundation or step 1 for all other items we’ll discuss.
Whether you call it an O3, one-on-one meeting, 1:1, 1-2-1, 1-on-1, or check-in, we’re talking about conversations where it’s just you as the manager, and one of your employees.
If your calendar doesn’t currently have scheduled, weekly one-one-ones with your employees, this episode is a must!
Learn WHY we believe this, and the step-by-step plan for HOW you can set them up.
We’ll also review the 5 topics to cover in each O3.
Enter your e-mail below to immediately get access to the FREE GUIDE, How To Roll Out One-on-Ones or O3s to learn the 5 topics to cover in each O3, learn WHY O3s are so impactful, and HOW to roll them out with a sample introductory e-mail you can send to your team.
TIP: sign up for our weekly BEAR Up & Go Lead e-mail to consistently get freebies like this guide.
This Episode’s Challenge: Send out the O3 launch e-mail to your team, followed up by discussing it in your next team meeting
Common knowledge is not always common practice. Commit now to take the actions as we describe them and you’ll be blown away by how quickly you’ll become the leader you were meant to be…the leader your team deserves and will want to work for.
BEAR Up & Go Lead by rolling out your O3s!
PS: watch the last portion to see how this same tip applies in your home…
Have you ever wanted to become a better influencer?
Leadership is intentional influence. The capacity to have an effect on or change how someone thinks, feels or acts.
Learn what the social and behavioral sciences teach us about improving influence, combined with examples of what works in the real world.
Leave with the tips you can use immediately to become a better influencer.
Ep 2: #BearUpAndGoLead Action
Take one situation where you’re trying to influence someone and post your response to these questions on our Instagram site:
What is the situation and what are you trying to influence?
Do they want to change? Is it worth it to them?
How is it to their benefit that they change or what’s in it for them?
How can you bridge the gap between where they are at versus where you’re helping them go? How will you show how your idea, that they may not care about yet, is tied to something they do care about?
How can you use positive peer pressure or the example of others?
Most importantly, how are you going to help them think differently…differently about themselves, about others, the problem or opportunity, and what the future can be?
Do they have the knowledge and skills to do it? Is it a motivation gap, an ability gap, or both?
How will you best set up the environment and system that makes it easier for them to follow? How can they be rewarded and held accountable by the system?
Soon, this site and the podcast will shut down as I refocus on sharing the content directly on LinkedIn through posts, videos and articles. Connect with me (Joe Nabrotzky) on LinkedIn to continue the conversation.
