FREE WEBINAR: How to Deal With People Who Drive You Crazy featuring Dr. Mark Goulston

FREE WEBINAR:

How to Deal With People Who Drive You Crazy: An Interactive Converstion with Dr. Mark Goulston

Date: Thursday, March 31st
Time: 12:00 PM EDT

Register today and receive a free summary of Dr. Goulston’s book, Just Listen !

 

Let’s face it, we all know people who are irrational. No matter how hard you try to reason with them, it never works. So what’s the solution? How do you talk to someone who’s out of control? Dr. Mark Goulston has the knowledge and experience to help you find answers to these questions to ensure a more pleasant work environment.

In this Soundview Live webinar, How to Deal with People Who Drive You Crazy, Dr. Mark Goulston brings his communication magic to the most difficult group of all: the downright irrational. The key to handling irrational people is to learn to lean into the crazy – to empathize with it.

What You’ll Learn:

  • Why people act the way they do
  • How instinctive responses can exacerbate the situation – and what to do instead
  • How to transform yourself from a threat into an ally
  • When to confront a problem and when to walk away

Everything Connects: How to Transform and Lead in the Age of Creativity, Innovation and Sustainability

The constant cascade of new technologies and social changes is creating a more empowered population. Workforces are increasingly dispersed, demanding of self-expression and quite possibly disengaged. Within this topsy-turvy context, leaders must spark creativity, drive innovation and ensure sustainability.

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What are the remedies? The newest problems of the world find solutions in the oldest and timeless practices such as mindfulness, authenticity and perseverance –– because Everything Connects. Everything Connects is a kaleidoscopic view of the way humans –– by being able to think out of the box –– have been able to achieve greatness for themselves, their organizations and the world at large. It is your step-by-step guide for working with yourself and others for meaningful success.

Part philosophy, part business and part history, Everything Connects offers the wisdom of 2,500-year-old Eastern philosophies and the interconnected insights of Leonardo da Vinci. Couple that with Fortune 100 corporate cross pollination for creativity and startup thinking for how to adapt with ease, and you’ll quickly discover that Everything Connects.

This isn’t just a quick fix for your next financial quarter; this is how you succeed in the long run. It is a systemization of the best practices of spirituality and entrepreneurship –– loaded with knowledge, humor and humanity.

 

Guest Blog: Creating a Positively (or Negatively) Contagious Culture

Today’s Guest Blogger is author, Anese Cavanaugh. Anese discusses how we can “show up” and use the Super 7 to support our cultivation.

When we talk about creating culture, it’s easy to get sucked into an “outside-in” approach. “What will we do? What are the things we’ll put in place to create an awesome culture?” Free lunches, cool rooftops, foosball tables, karaoke night, field trips, trust building, organizational values roundtables, and other initiatives are all created with the best of intentions. Some of the initiatives are effective and inspiring; while others fall flat, feeling like something being “done to” people or a “box being checked”.

Regardless how many things we do to create an awesome culture, if we’re missing the fundamentals, we’ll only get so far.

We have to look at the being of culture… not just the doing.

In order to bring people along and have them feel invested and engaged, we have to ask questions like, “How do we want to show up? What will we stand for? Who will we have to be to cultivate and nourish the culture we want?” And then we want to invite each other into the conversation.

These questions give us a couple of great places to look.

First, who will YOU be as a leader? How will you show up in order to create the kind of culture you desire?

It all counts.

People often think that culture is up to “the other guy”, “the leadership team”, or the infamous “they”. While these “guys” all play a role in impacting culture, what’s even more accurate and powerful is that each person in an organization (or any system) creates the culture – we emanate the culture we want (or don’t want) to be a part of.

Who the leader is being creates culture, who you are creates the culture, the janitor, the CEO, and everyone else has their own unique stamp on culture creation. We can’t help it. We’re human. We create culture together simply by how we show up.

It starts with how we decide to show up everyday, how we regard others, how accountable we are for our actions, if we walk our talk, what we tolerate, how honest we are, our intentions, our energy, and our presence with others. We are our best bet at creating what we want. And we’re contagious. We set the tone.

This super power can be used for good or bad. Sincerely dig into this idea collaboratively as a team — or even better an organization – and you can create whatever culture you wish.

In addition to showing up, you want to consider what kind of structures, principles, and agreements you have in place to support you and your organization in creating the most healthy and positive container to grow that culture in.

In Contagious Culture I talk about 7 very useful components to consider when setting yourself up for success (or not) in creating a healthy culture. I call these the “Super 7 of Cultural Health”.

Without knowing too much about each of these, I’ll bet you can already start to assess which one’s you and your organization are strong in and which need some TLC.

The Super 7:

  1. Shared values, vision, and purpose
  2. The intention of contribution and service
  3. Safety to show up, speak the truth, and take risks
  4. Curiosity and vulnerability
  5. Accountability and ownership
  6. Reciprocity
  7. Conscious measurement and rewards

When you have these 7 humming (or at least sincerely in process) you build trust, amplify positive energy, and create an environment where people can show up authentically and powerfully at work. Ready? Go. Be. Do.

 

About the Author

Anese Cavanaugh is the author of Contagious Culture: Show Up, Set the Tone, and Intentionally Create an Organization That Thrives. She’s also the creator of the IEP Method® (Intentional Energetic Presence®), a framework for helping people create positive impact.

 

What are the five stages in the evolution of leadership?

For most leaders today, complexity is outpacing their personal and collective development. Most leaders are in over their heads, whether they know it or not. The most successful organizations over time are the best led. While this has always been true, today escalating global complexity puts leadership effectiveness at a premium. Mastering Leadership involves developing the effectiveness of leaders — individually and collectively — and turning that leadership into a competitive advantage. This comprehensive roadmap for optimal leadership features the first fully integrated Universal Model of Leadership — one that integrates the best theory and research in the fields of Leadership and Organizational Development over the last half century, the five stages in the evolution of leadership — Egocentric, Reactive, Creative, Integral and Unitive — along with the organizational structures and cultures that develop at each of these stages, six leadership practices for evolving your leadership capability at a faster pace and more.

Mastering Leadership provides a systemic approach for developing your senior leaders and the leadership system of your organization. By more meaningfully deploying all of who you are every day, individually and collectively, you will achieve a leadership legacy consistent with your highest aspirations.

Review: The Challenger Customer by Brent Adamson and Matthew Dixon

In The Challenger Sale, Brent Adamson and Matthew Dixon offered a new B2B sales process through which the best salespeople — known as Challengers — broke through by offering customers unique insights into their problems, tailoring their offerings to specific customer needs, and taking control of the sale rather than being pushed around by customer objections or demands.

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Further research by Adamson and Dixon and their colleagues at the consultancy CEB (formerly Corporate Executive Board) revealed that The Challenger Sale had not gone far enough. The book had laid out a method for breaking through to individuals in the customer organization. However, B2B purchasing is now done by committee and not by individuals. Their new book, The Challenger Customer, co-authored with fellow CEB consultants Pat Spenner and Nick Toman, describes the challenges and solutions for selling to a group of buyers with different goals and priorities.

Click here to read the full review.

 

Join Best-Selling Author Tim Sanders for an Interactive Webinar

IF YOU GO:
The Secret Weapon to Sales Success
Date: Tuesday, March 22nd
Time: 12:00 PM ET
Speaker: Tim Sanders

Click here to register

In this Soundview Live webinar, The Secret Weapon to Sales Success, Tim Sanders introduces “dealstorming,” a term for a structured, scalable, repeatable process that can break through any sales deadlock. This “Swiss Army knife for today’s toughest sales challenges” promises to fix the broken parts of the brainstorming process and reinvigorate account management for today’s increasingly complicated sales environment.

What You’ll Learn:

  • Utilize the seven-step Dealstorming process to gain positive results
  • Drive sales innovation by combining the wisdom and creativity of everyone who has a stake in the sale.
  • Collaborate with people from non-sales areas of your company, making it easier for them to own the execution and delivery after the deal is done.
  • Apply strategies that will lead to game-changing deals and long-term B2B relationships.

 

How Great Companies Fuel Innovation Through Diversity

Today’s workforce is more diverse than ever before. But despite new perspectives and talents, the promise of increased innovation rarely materializes. Why are so few businesses seeing results? Studies show that diverse teams are more creative than homogeneous ones –– but only when they are managed effectively.

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The secret is to minimize conflict while maximizing the informational diversity found in varied values and experiences. To do this, both leaders and team members need a high level of cultural intelligence(CQ). Drawing on success stories from groundbreaking companies, Driven by Difference identifies the management practices necessary to guide multicultural teams to innovation, including how to create an optimal environment, build trust, fuse differing perspectives, align goals and expectations, generate fresh ideas, consider the various audiences when selecting and selling an idea, and design and test for different users. Cultural differences can lead to gridlock, or they can catalyze innovation and growth. Driven by Difference offers a research-based plan to turn diversity’s potential into economic reality.

Review: Above the Line by Urban Meyer

At the end of the 2010 football season, University of Florida football coach Urban Meyer was at the top of his game. In only six seasons at Florida, he had already won two championships. And more championships were predicted.

Then Meyer stunned the college football world by announcing that he was stepping down as coach for personal reasons — a catch-all reason given by those in positions of authority looking for a discreet escape hatch. However, the catch-all phrase was right on target for Meyer that year. He was indeed leaving the program for personal reasons. His personal health. His personal relationships. His personal priorities.

In 2012, Urban Meyer returned to coaching at Ohio State University, the team for whom he had rooted as a boy growing up in Ashtabula, Ohio. He had not lost his desire to win, the competitive drive that had been instilled in him by his supportive but no-holds-barred father. (His father rewarded his son with a special dinner when, as a boy, Meyer got into his first fight, protecting his sister.) Meyer was also as intense as he had always been about his expectations of hard work and commitment to the team. There was, however, a new focus on life balance and a greater sense of priority…..

Featured Book Review: Unfinished Business by Anne-Marie Slaughter

For many years, women were expected to make a choice: career or family. It was impossible, they were told, to have both. A woman could not devote the kind of time and commitment needed to climb the ladder of success while at the same time giving birth and taking care of children. Eventually, feminists began to fight back, rejecting the forced choice. It was possible, they declared, to build a successful career while still nurturing a family. It was possible, they eventually declared, to have it all.

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In 2008, Anne-Marie Slaughter, author of a powerful new book on women, men and work called Unfinished Business, believed the mantra. It was indeed possible, under the right circumstances, to have it all, and she was proof. Slaughter had a very high-profile job as dean of the Woodrow Wilson School of Public and International Affairs at Princeton University. She also had a family, including a husband who was a tenured professor of politics and international affairs at Princeton, and two sons, ages nine and 11. With the support and participation of her husband, Slaughter was able to thrive in her position while still leaving the office at 6 p.m.

In 2009, Slaughter was tapped by Secretary of State Hillary Clinton to become the first female director of policy planning. The position was, of course, Washington-based. In accepting it, Slaughter began a commuter existence, spending the week in Washington, then returning home on Friday nights to spend the weekend with her family. Once again, it seemed that she had it all. But not exactly……..

Review: Why Should Anyone Work Here?

In their newest book, Why Should Anyone Work Here?, Rob Goffee and Gareth Jones turn their attention from leaders to the organizations themselves. Traditionally, companies have sought employees who fit in well with their cultures. Goffee and Jones argue, however, that today organizations need to adapt to their employees, and not the other way around. To attract the best and brightest, companies have to be prepared to be more flexible and accommodating.

Six Imperatives

In Why Should Anyone Work Here?, the authors lay out six imperatives for companies to become what they term DREAMS organizations (the acronym is taken from the first initial of each imperative: difference, radical honesty, extra value, authentic, meaning and simple rules). The first imperative, difference, is not the same as diversity, which is often focused on traditional categories of people, such as race, age or gender. For difference, organizations must let people be their unique selves. This means that organizations must accommodate and encourage different perspectives, habits, world views and assumptions.

At the end of each chapter focused on the imperatives, the authors list a series of action steps. One of the action steps related to…

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