Uncategorized

124: Co-Creation: The Power of the Collective! | Jake Jacobs

Jake Jacobs is the CEO and Founder of REAL TIME STRATEGIC CHANGE, a global consulting firm specializing in helping organizations create fast and lasting results. Jake is also a best-selling author of three books. The most recent release this year is called Leveraged: 8 Ways to Achieve Faster, Easier, Better Results.

In this episode Nikki and Jake discuss co-creation and its power to drive engagement and collaboration in workplaces that end up in producing excellent results.

Book Recommendations

Additional Resources

Learn more about the PeopleForward Network: www.peopleforwardnetwork.com

Truth You Can Act On 

1. Eliminate the Blame
Supporting Quote
Jake Jacobs: “In some ways, it feels like a lonely place. I think it feels like the kind of organization where you carry an extra burden where you have a heavier load than you rightfully deserve, where there is a lot of blame and finger pointing because I’m not in it with you, I’m in it against you. So that notion of ‘we’re counting on you,’ well, that’s okay when you say that to a group of people, but when you say that to an individual, the level of anxiety is high. The level of frustration is high. The level of performance is low. And so, I think you can tell organizations that are not collaborative because people are leaving. I don’t believe most people stick around for an uncollaborative organization. They don’t want to spend their life in a place that is lonely, frustrating, and filled with conflict because it’s an us versus them mentality instead of a we mentality.”

2. Collaborating Must Be a Practice
Supporting Quote
Jake Jacobs: “How you create the organization counts. If I take an autocratic approach to creating a collaborative organization, well, you’re stuck at the starting line. You’ve never gotten off the blocks. So, having that be an ongoing conversation in the organization that asks what does it look like to have the people do interviews with each other about what a collaborative organization looks like and what does that mean? What do my skills and my abilities and my behaviors need to look like? What mindsets do I need to adopt? So, it’s both something that individuals take responsibility for but also leadership takes responsibility.”

3. Think and Act: the Future Is Now
Supporting Quote
Jake Jacobs: “If I have some image of what that future looks like, some picture of what collaboration looks like, if I think and act as if that were true today, then my choices and my behavior shift immediately. If I want to have a more collaborative team and I say one of the things I’m going to do in that future is listen more. I’m going to ask more questions. I’m going to listen more, and I’m going to integrate people’s thinking. In the very next conversation I have with a team member, I need to reflect that behavior and ask those questions.”

Follow Gut+Science



Monday Fire Takeover: Addicted to Certainty with Ira Wolfe

Happy Monday! Every Monday we drop some #MondayFire to help you get excited about your week. This Monday Fire is brought to you by Ira Wolfe, a prolific business writer, podcaster, and thought leader. Listen as he talks through the dangers of being addicted to certainty and how we can overcome it.

Follow to get your Monday Fired up.

Follow Gut+Science



Monday Fire Takeover: Build a Bigger, Better Future for Your Team with Kate Volman

Happy Monday! Every Monday we drop some #MondayFire to help you get excited about your week. Today’s takeover is brought to you by Kate Volman. Your organization can only become the-best-version-of-itself to the extent their your people are becoming better-versions-of-themselves. In this segment, discover this simple, yet powerful way to help your people grow.

Follow to get your Monday Fired up.

Follow Gut+Science



 

115: Relationships Are Your Most Valuable Currency | Brian Mohr

Brian Mohr is the Co-founder of anthym, an interactive, patent-pending personal storytelling platform, leveraging the power of music to catalog some of the most meaningful and pivotal moments and memories in our lives. It’s mission? To help more people experience meaningful relationships, especially at work. 

Book Recommendations

Truth You Can Act On 

1. Vulnerability is the Core of Relationship Building
Supporting Quote
Brian Mohr: “I saw a quote on Twitter that said, ‘Vulnerability is the currency of human connection.’ To me, if I think about all the best relationships I have in my life, whether they’re with colleagues, friends, or family, there’s a real sense of knowingness between the two individuals, between the folks in the relationship, and I think that can only come from being willing to open up and share who you really are as an individual and vice versa.”

2. Vulnerability + Trust Inspires People
Supporting Quote
Brian Mohr: “Vulnerability is the currency of human connection. When we see, feel, or sense someone share more of who they are as human beings, we want to respond in kind. We don’t want them to feel alone, like they’re the only one out on the skinny branch sharing a personal story. We’ll often respond in kind, which then builds that vulnerability-based trust. That’s so critical. So I think at team meetings reserving time for people to share, maybe it’s a check-in, maybe it’s a story, but just something that is non-work-related that gives people a platform and an opportunity to talk more about what matters to them so that you really get to know them in a one-on-one setting.”

3. Take Time for Personal Conversation
Supporting Quote
Brian Mohr: “Integrate a focus on one or two team members at every meeting and opening up the meeting with a story, having one of those team members share, whether it’s a personal story, something that happened in their past, or from the weekend, or maybe it’s a business story about an experience they had with a particular client. It tends to encourage them to go more towards the personal and move away from the business stuff, because most of the meeting content will be business-focused. So, reserve that time for personal stories. That shows that you as a leader are interested in learning more about who your teammates are, not just what they do.”

4. The Happiest People Have the Deepest Relationships
Supporting Quote
Brian Mohr: “There’s this amazing Ted Talk titled “What Makes for a Good Life” delivered by Robert Waldinger, who’s the Executive Director of the Harvard Study of Adult Development. Over the course of 80 years, they’ve been running this longitudinal study, and what they’ve learned is no matter what level of affluence, wealth, materials, or success you’ve achieved in your life, the happiest people are those that have the best quality relationships in their lives. Don’t underestimate the power of building meaningful connections with our colleagues, given the amount of time we spend with them and work being such an important part of building a meaningful life, and having meaningful work, and part of meaningful work is actually having meaningful relationships with our colleagues.”

Monday Fire Takeover: Creating a Burnout-Proof Culture with Jason Cochran

Hello everyone! This is Jason Cochran with Dulead.

What if I told you that burnout is a disease. Not in a figurative sense…but in a literal, clinical sense.

If you’re like me when I first heard this – you’re probably shocked. Maybe even in denial. How, exactly, is burnout a disease?

Well, it’s listed in the ICD-11 which is the International Classification of Diseases 11th edition, and has its own code [QD85]. Here’s the actual definition: 

Burn-out is a syndrome conceptualized as resulting from chronic workplace stress that has not been successfully managed. It is characterized by three dimensions: 1) feelings of energy depletion or exhaustion; 2) increased mental distance from one’s job, or feelings of negativism or cynicism related to one’s job; and 3) reduced professional efficacy. 

The good news is that it’s preventable and treatable when organizations and people take the right steps!

Leaders, here are 6 things you can do to create a burnout-proof organizational culture: 

✅  Ensure sustainable workloads

✅  Offer autonomy in people’s work

✅  Frequent rewards and recognition for effort

✅  Establish psychological safety as an expectation for interactions

✅  Create fair practices

✅  Provide the why and purpose for your people and their role

In addition to organizational changes, here are some things people can do for themselves to prevent burnout:

  1. Determine the triggers: Is it the job, a co-worker, the profession, the leadership or something else that’s leading to burnout for you?
  2.  Evaluate your options. Discuss specific concerns with your supervisor. Maybe you can work together to change expectations or reach compromises or solutions. Try to set goals for what must get done and what can wait.
  3. Seek support. Whether you reach out to co-workers, friends or loved ones, support and collaboration might help you cope. If you have access to an employee assistance program, take advantage of relevant services.
  4. Try a relaxing activity. Explore programs that can help with stress such as yoga, meditation or tai chi.
  5. Get some exercise. Regular physical activity can help you to better deal with stress. It can also take your mind off work.
  6. Get some sleep. Sleep restores well-being and helps protect your health.
  7. Mindfulness. Mindfulness is the act of focusing on your breath flow and being intensely aware of what you’re sensing and feeling at every moment, without interpretation or judgment. In a job setting, this practice involves facing situations with openness and patience, and without judgment.

Here’s to your health and living a burnout-proof life!

Subscribe to Gut+Science