Permission to Speak – Leadership Blog – Kelly Vandever Interviews Sean Glaze
Permission to Speak
Video Blog & Podcast
Hosted by Leadership Communications Expert Kelly Vandever
Permission to Speak is the video blog and podcast that loiters at the intersections of leaders who want their people to speak up, technology that facilitates connections, and results that serve an organization’s higher purpose.
Our guest for this episode: Sean Glaze
– Wearing the same uniform or working for the same company doesn’t make you a great teammate
– Have to be willing to be bad long enough to get better because you do well what you do often
– Often we mean well, but we don’t have the experience or insight to know better
– Knowing the skills isn’t enough, you need interpersonal skills too
– Culture eats strategy for breakfast
– The X’s and O’s of strategy aren’t nearly as important as the Jimmy’s and the Joe’s who have to carry out those strategies.
– Talent’s essential, but it’s never sufficient
– Mirror moment = the person staring back at you is the one that’s responsible for making something better
– If we’re going to have a better team, we’re going to have to build better relationships
– Spending as much time making friends as they spent making free throws
– Not just enjoying the “ha-ha,” which are important, but what are some of those insights and “a-ha”s we can take away and apply so we’re better next week, next month and next year
– The 1st Commandment is “Have Fun and Stay Positive”
– Appreciate people for who they are and let them know that you grateful for their investment in your team’s mission
– What does it feel like to be my teammate?
– Another commandment is “Frequent Share Appreciation”
– Quote from the book, “A real thank you includes a ‘for’”
– “Good job” is unbelievably and painfully vague. Vague praise inspires vague efforts. Be specific with praise, thank you “for…” and the last step is to share the impact the action had on the team.
– “All accountability is the result of empathy.” There’s a shared accountability that is created when I as a leader and we as teammates can see how our actions have ripple effects on other people.
– Commandment, “Be Aware of and Encourage Others”
– Everybody comes to you team with a different set of circumstances
– The more interested you are in your people’s lives outside the workplace, the more investment you’re going to get from them at work if they know that you cared enough to ask
– We’re good people, we get focused on our to-do list, we sometimes forget to focus on the importance of the people we work with.
– People aren’t collaborating because they’re no relationship established
– The more comfortable I am with you, the more comfortable I am with sharing information or requesting help
– Care about them. Encourage them.
– Not criticism about what’s happened in the past, but encouragement about what’s coming ahead and realizing you have control over the next play.
– Intentionally build in different ways that people can work together with different people to get to know each other and build relationships.
– As a leader, be approachable. Be intentional about being approachable.
– Doesn’t matter if you have an open door policy. No one is going to walk through an open door if they know a fire-breathing dragon is on the other side.
– Sometimes you need to spend more time together, use techniques to spend time with your people individually with no intent other than to build a relationship and be there to help and support them
– Commandment “Stay Coachable”
– Portraying managers as servant leaders
– EGO = eliminating growth opportunities
– Be honest about where you are