Review: Originals by Adam Grant

Throughout history, there have been extraordinary people who, in Wharton professor Adam Grant’s elegant phrase, “moved the world.” Grant calls these people “originals” because they are nonconformists who are unimpressed with the status quo and have the creativity and courage to forge and follow their own paths. As he explains in Originals: How Non-Conformists Move the World, originals can be inventors, entrepreneurs, authors and painters, leaders of political movements. Martin Luther King was an original. So was Leonardo Da Vinci, and so is Bill Gates.

Originals, however, are not just world-famous people who revolutionized their domains. Grant also tells the story of originals whose names would be unknown to most: Carmen Medina, the CIA employee who battled for years to finally incorporate the digital age into intelligence sharing; Rick Ludwin, the TV executive who, despite not working in the comedy department, championed a rejected sitcom by comedian Jerry Seinfeld; Ray Dalio, the billionaire founder of a company who encouraged employees to send him memos such as the one that begins, “Ray, you deserve a ‘D’ for your performance today … It was obvious to all of us that you did not prepare at all …”

In Originals, Grant not only offers stories of great accomplishments but also dissects exactly how these accomplishments were achieved. He debunks the idea that originals are great risk-takers. Most of America’s founding fathers were reluctant revolutionaries. Martin Luther King writes that he was pushed into service as leader of the Montgomery Bus Boycott before he had a chance to say “no.” Bill Gates eventually dropped out of college but only after first securing a leave of absence from the university and ensuring that his parents would support him. Originals, Grant argues, are more risk-mitigators than risk-takers.

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Join Us for a FREE webinar with Best-Selling Author and Business Leader, Patrick Lencioni

lencioniRegistration is now open for the FREE Patrick Lencioni webinar “How to Be the Ideal Team Player” presented by Soundview on Thursday, May 5th at 12:00 p.m. EDT.

Register today and get a FREE summary of Lencioni’s book, The Ideal Team Player.

Whether you’re a leader trying to create a culture around teamwork, a staffing professional looking to hire real team players, or a team player wanting to improve yourself, this webinar offers applicable tips for your career.

In this FREE Soundview Live webinar, How to Be the Ideal Team Player, Patrick Lencioni uses a fable to dissect the ins and outs of an ideal team player. Lencioni tells the story of Jeff Shanley, a leader desperate to save his uncle’s company by restoring its cultural commitment to teamwork. Jeff must crack the code on the virtues that real team players possess, and then build a culture of hiring and development around those virtues.

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You Will Learn:

  • The three indispensable virtues of an ideal team player
  • A practical framework and actionable tools for identifying, hiring, and developing ideal team players
  • How to improve your ability to lead and be an active team player

About the Speaker:

Patrick Lencioni is founder and president of The Table Group, a firm dedicated to helping leaders improve their organizations’ health since 1997. His principles have been embraced by leaders around the world and adopted by organizations of virtually every kind including multinational corporations, entrepreneurial ventures, professional sports teams, the military, nonprofits, schools, and churches.

Lencioni is the author of ten business books with over three million copies sold worldwide. His work has appeared in the Wall Street Journal, Harvard Business Review, Fortune, Bloomberg Businessweek, and USA Today.

How Great Leaders Change Their Minds to Change the World

As a leader, changing your mind has always been perceived as a weakness. Not anymore. In a world that’s changing fast, successful leaders realize that a genuine willingness to change their minds is the ultimate competitive advantage. Drawing on evidence from social science, history, politics and more, business consultant Al Pittampalli reveals why confidence, consistency and conviction are increasingly becoming liabilities — while humility, inconsistency and radical open-mindedness are powerful leadership assets.
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In Persuadable, you’ll learn why being persuadable yields accuracy, agility and growth. But Pittampalli doesn’t just explain why you should be persuadable. Distilling cutting edge research from cognitive and social psychology, he shows you precisely how by outlining seven key practices: consider the opposite, update your beliefs incrementally, kill your darlings, take the perspective of others, avoid being too persuadable, convert early and take on your own tribe.Through clear and compelling descriptions and stories, you’ll learn exactly how to practice the art of persuadability. Rife with actionable advice, Persuadable is an invaluable guide for today’s datadriven, results-oriented leader.

IN THIS SUMMARY, YOU WILL LEARN:

  • Why persuadability is especially suited for today’s business environment.
  • The seven practices of persuadability and strategies for using them.
  • Why it’s often better to persuade your own tribe before you try to convert others

Review: Extreme Ownership By Jocko Willink, Leif Babin

Transporting military leadership lessons to the business world is not new, as demonstrated by the continuing popularity with managers of The Art of War, a 2000-year-old Chinese treatise on warfare. However, it may be difficult to find a more compelling, tension-filled yet clearly applicable business text than Jocko Willink and Leif Babin’s book, Extreme Ownership.

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Former Navy SEAL officers Willink and Babin, who now run a leadership consultancy called Echelon Front, built on the lessons of their battlefield experiences, base Extreme Ownership on the battle of Ramadi, a major 2006 offensive by allied forces to purge the Al-Qaeda presence in this large Iraqi city. Ramadi is a city of 400,000 people, and the battle was therefore a difficult and deadly streetby-street, building-by-building conquest in which “every piece of trash [was] a potential IED [improvised exploding device], every window, door, balcony and rooftop a potential enemy firing position,” the authors write.

Each chapter in the book begins with a scene from the battle (the authors note that they have taken extra precautions to prevent any specific tactics, techniques and procedures from being revealed in the book, and in fact, the book was cleared by military authorities).

After the narrative of the battlefield event is completed, the authors then provide the core principle to be learned from the event. The authors then, in what is one of the most valuable sections of each chapter, demonstrate how the lesson learned is applied to a real-world business case.

For example, the title of the book is Extreme Ownership, and this refers to one of the authors’ key leadership principles: leaders must take complete — even “extreme” — ownership for anything and everything that happens in the unit or organization that they lead. The chapter begins……..(click here to read the full review)

 

FREE WEBINAR: Why Motivating People Doesn’t Work featuring Susan Fowler

Join us for this FREE webinar!

Why Motivating People Doesn’t Work
Date: Thursday, April 14th
Time: 12:00 PM ET
Speaker: Susan Fowler

Register today and get a FREE summary of Susan Fowler’s book, Why Motivating People Doesn’t Work…And What Does

If you are being held accountable for motivating people, hear this: Motivating people doesn’t work. According to researcher and bestselling author, Susan Fowler, it is time you consider trading in outdated methods of motivation for leadership practices based on the compelling science of motivation.

In this Soundview Live webinar, Why Motivating People Doesn’t Work, Susan Fowler lays out a globally tested model, course of action, and alternative approach to replace outdated methods of motivation. Learn how you can facilitate people’s shift to the type of motivation that promotes sustainable performance, high-quality productivity, long-term employee engagement, and flourishing.

What You’ll Learn:

  • The role motivation plays in employee engagement (or disengagement)
  • Six reasons people are motivated—and why some are optimal (leading to engaged employees) and others are suboptimal (leading to disengagement)
  • A cutting-edge leadership practice that facilitates people’s optimal motivation

 

Register today and get a FREE summary of Susan Fowler’s book, Why Motivating People Doesn’t Work…And What Does

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.

Register Today: How to Create a Positively Contagious Work Culture

IF YOU GO:
How to Create a Positively Contagious Work Culture
Date: March 3, 2016
Time: 12:00 PM ET
Speaker: Anese Cavanaugh

You are about to enter a new era of leadership. With more competition, more connectedness, and more opportunities than ever before, this exciting new era demands a workplace culture that is collaborative, productive, energized, and contagious.

In this Soundview Live webinar, How to Create a Positively Contagious Work Culture, Anese Cavanaugh offers helpful transformative tools and exercises for improving collaborations, opening communications, and implementing changes. You’ll discover the best methods for handling the toughest challenges, from hiring and firing to strategizing and organizing.

Soundview Live events are FREE to subscribers. Check out our list of upcoming events!

How to Win Over and Over

Multimillionaire Larry Weidel is a winner. He helped build up a financial-services company that today boasts 100,000 representatives. He produces videos on career success, leadership and sales, and shares podcasts, articles and other resources on his Weidel on Winning website. He holds weekly coaching calls for more than a thousand leaders across the U.S. and Canada. In his book, Serial Winner, Weidel argues that anyone can be a winner — and not just a winner but a serial winner, the type of person who wins over and over. For Weidel, the keys to winning consistently are encapsulated in the five steps of his “cycle of winning.”

 

The Cycle of Winning

The first step in the cycle is, “Don’t hesitate; decide.” Winners, he writes, take action. They may make a plan but then quickly move from planning to implementation. And they are not bullied into thinking they are inadequate or give in to feelings of inferiority. For example, Weidel rejects the myth that……….

 

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