A summary of things you should know about No-Drama Leadership according to Marlene Chism: Introduction In this episode Marlene Chism takes a deep dive into her book, No-Drama Leadership, whereRead More
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]]>In this episode Marlene Chism takes a deep dive into her book, No-Drama Leadership, where she discusses how enlightened leaders transform culture in the workplace.
In her book Chism provides you with the practical skills to become a more enlightened leader through real-time examples, case studies, and checklists from some of the most successful leaders in the world. The goal of the book is to teach you how to improve your leadership effectiveness, establish accountability in any workplace, communicate strategically, and increase employee engagement.
This book is perfect for entrepreneurs who manage a team of employees and are having trouble keeping their emotions aside when it comes to making hasty leadership decisions.
We start to work as leaders with the environment to change the identity of those even in the first level (Supervisors, new leaders) so that they more easily identified with being a leader. I think another differentiator is that I am a female writing about leadership, not from a feminine perspective, but rather from a universal perspective. At the core, leadership is as much about a way of being and not just a way of doing, especially in the world in which we are living today.
You can jump in to any chapter but I have designed it where it all works together and so there are a lot of different ways for a reader to engage with this book.
I want the readers to have the understanding that if today’s leadership, if it’s about anything, it’s about alignment.
The book is divided into three sections. The sections are The Will to Be, The Eyes to See, and The Power to Create.
In The Will to Be, the first section, I’m making the statement that the enlightened leader has the will to be aligned, aware, and accountable. In this section I talk a lot about will verses willingness, desire and so on because what I have learned is that you can’t want something for someone that they don’t want for themselves. If there is no desire to be a certain way, if a leader does not claim their values, there’s really nothing to align to. So alignment, awareness, and accountability all work together. Alignment being a major component that threads throughout the entire book with the understanding that before alignment comes clarity. I make the framework for awareness in a way that is really easy to grasp and divided it into four different types of awareness. The four types are self-awareness, other awareness, cultural awareness, and spiritual awareness. I make a big distinguish in this book between responsibility and accountability with the understanding that, until there’s real ownership, accountability just serves as a way for people to cheat and skew the numbers. When people truly accept ownership through responsibility, accountability becomes a wonderful tool to course correct quickly.
In section two, Eyes to See, the idea is that enlightened leaders have a sixth sense about how to see things and so they see communication differently. These leaders are very committed to their communication, they see it as a critical skill and they see it as a strategy understanding that from the bigger perspective it’s better to get along with people and be upfront about your intentions.
The last section is The Power to Create and the understanding here is that enlightened leaders see themselves as co-creators or creators. Enlightened leaders see other people that way as well so they work collectively to create the right environment, the right engagement, and the right empowerment.
NOTE: That was just a summary. To get the full deep dive, play the audio clip at 06:22
“If the company sees the employ as a cog in the wheel the employ sees the company as a paycheck.” – Marlene Chism
I am a consultant, an international speaker, and the author of three books which two have been commercially published, STOP Workplace Drama and No-Drama Leadership.
The inspiration came from my first book, STOP Workplace Drama, and the success of it. I was inspired to write this book for the upper level executives and business owners, not only for their own development but to see from the mountaintop why we need to change the definition of leadership.
The Power of Full Engagement by Jim Loehr and Tony Schwartz
Buy No-Drama Leadership by Marlene Chism on Amazon today
Visit MarleneChism.com to learn more about Marlene and her book
Follow Marlene Chism on Facebook and Twitter
Download the full transcript here (coming soon)
Listen on iTunes, Stitcher , and SoundCloud
Related books:
The Discomfort Zone by Marcia Reynolds
The Front-Line Leader by Chris Van Gorder
The Top Ten Mistakes Leaders Make by Hans Finzel
Relevant advice and tips:
5 Characteristics of A Great Leader
What did you like and not like about this episode? Fill out this one minute survey here.
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]]>A summary of things you should know about Widgets according to Rodd Wagner: Introduction In this episode Rodd Wagner shares an in-depth preview of his book, Widgets, where he discussesRead More
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]]>In this episode Rodd Wagner shares an in-depth preview of his book, Widgets, where he discusses 12 rules for managing employees as if they’re real people.
In his book Wagner provides important and actionable insights into the behavioral drivers of employee engagement – what motivates them, how they think, how they learn, how they act. The goal of the book is to teach you how to use reciprocity as a key motivator in employee performance, adapt new employees to the work environment, and become the best manager you can be.
This book is perfect for entrepreneurs who want to run an organization with a determination to engage, motivate, and positively affect employees as well as people in general.
I think two things make Widgets different. One is that I questioned all the assumptions because so many things had changed. This is not just another engagement book, I really took stock using research, trends, friend’s research, and powerful stories to really help a leader, manager, or entrepreneur understand where we are right now. I think the other thing that makes it different is that I did begin my career as a police reporter so my writing style is not that of a typical business book. I call it as I see it.
I would suggest starting with the first two chapters that lay the foundation but from there if people want to jump around it’s not a problem at all. Actually, in the case of this book, at the very beginning we give the reader a web address where they can take the self-assessment that emerged from the research that was used to write the book.
The most important point that I tell leaders who I am advising is that your employees motivation is in your hands, not because you control them but because people are so reciprocal. I guarantee that if you follow the twelve new rules of engagement they will do for your company what you need them to do.
There are twelve central chapters, one about each of the new rules. And then there are two chapters at the beginning of those twelve rules and two chapters at the end. The first two chapters start by framing human nature and our current situation.
The number one rule is get inside their heads, individualize and understand that person to figure out where they are right now.
The second rule is to make them fearless, don’t freak them out or have them so consumed by what’s going to be happening with the business that they can’t do their job.
Third rule is to make money a non-issue. Make sure that you are paying them competitively and generously so that it takes money off the table and they can concentrate on their jobs.
The fourth rule is to help them thrive. Make sure that what you are doing at the company is not burning them out.
The fifth rule is to be cool. This is not a rule that would have come up ten years ago but people want to work for a cool company and have an enjoyable time at work.
Sixth rule is to be boldly transparent and tell people everything you can possibly tell them. We live in an age of social media and they are going to find out anyway so you should be the one to tell them.
Number seven is to not kill the meaning. People come to your company because there is something about your organization that they already find meaningful.
Number eight is to see their future. We are future oriented people and you need to be as deliberate about where your employees will be in five years as where you want your company to be in five years.
Rule number nine is to magnify their success. Help your employee know when they’ve done a good job. Rule ten is to unite them and set up the conditions where they can be a solid team. Number eleven is let them lead. And the last rule is to take it to extremes.
The second to the last chapter of the book is a cautionary tale about all the dumb things that get done in an employee engagement work and how they can backfire on you.
And the final chapter is about what I call the Profitable Pursuit of Happiness. There are a lot of people in the engagement industry that say don’t make your people happy, just make them engaged by which they really mean shut up and get back to work. This is something employees won’t put up with.
If you want people to work as hard as they can for the company they are going to expect happiness in the bargain. (highlight to share)
NOTE: That was just a summary. To get the full deep dive, play the audio clip at 06:58
“It’s not that corporations are bad and people are good. Corporations are powerful and people are reciprocal. How an enterprise wields its power determines how its employees will deliver.” – Rodd Wagner
I began my career as a newspaper reporter covering police and the courts and so I developed a very direct business writing style. I was frustrated by the way I saw my newspaper at the time being managed and so I went to business school and got a MBA. From there I migrated to a couple research jobs on the business side of media companies and eventually joined Gallup where I was a principle for twelve years. I’ve been a practice leader at BI World Wide for the past three years during which my colleagues and I have been doing the research that lead to the book, Widgets.
The Good Jobs Strategy by Zeynep Ton
Buy Widgets by Rodd Wagner on Amazon today
Visit WidgetsTheBook.com to learn more about Rodd and his book
Follow Rodd Wagner on Twitter
Download the full transcript here (coming soon)
Listen on iTunes, Stitcher , and SoundCloud
Related books:
Make It Matter by Scott Mautz
Managing Whole People by Mark Herbert
The Hidden Leader by Scott Edinger
Relevant advice and tips:
5 Characteristics of A Great Leader
What did you like and not like about this episode? Fill out this one minute survey here.
The post A Preview of Widgets with Rodd Wagner appeared first on The Entrepreneurs Library.
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