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6 Elements of Great Communication with Dianna Booher – Episode 203 of The Action Catalyst Podcast

Diana_Booher

Dianna Booher is the bestselling author of 47 books, published in 60 foreign-language editions, with nearly 4 million copies sold. Her personal development topics include leadership communication, executive presence, writing, and life balance. Her most popular titles include:

  • Creating Personal Presence: Look, Talk, Think, and Act Like a Leader
    • What MORE Can I Say? Why Communication Fails and What to Do About It
    • Communicate With Confidence: How to Say It Right, the First Time and Every Time
    • Speak With Confidence: Powerful Presentations That Inspire, Inform, and Persuade
  • Communicate Like A Leader: Connecting Strategically to Coach, Inspire, and Get Things Done

National media such as Good Morning America, USATodayThe Wall Street JournalInvestor’s Business Daily, Bloomberg, Forbes.com, FOX, CNN, NPR, Success, FastCompany.com, and Entrepreneur have interviewed her for opinions on critical workplace communication issues.

Keynotes, consulting, and training clients include IBM, Exxon Mobil, JP Morgan Chase, Lockheed Martin, Raytheon, BP, Chevron, Conoco-Phillips, PepsiCo, Novartis, Honeywell, Merrill Lynch, Department of the Navy, and NASA, just to name a few.

She has been inducted into the Speakers Hall of Fame by the National Speakers Association. Success Magazine has named her to its list of “21 Top Speakers for the 21st Century.” She also appears at #54 on the Richtopia “Top 200 Most Influential Authors in the World” list (2017).

Show Highlights:

A leader improves the situation beyond what it was when they took over. @diannabooher

A Leader improves the status quo. @diannabooher

People micromanage because of fear and misunderstanding. @diannabooher

Micromanaging is a sign that a leader hasn’t developed the necessary strategic perspective. @diannabooher

Leaders need to think strategically about the long-term effect of their actions. @diannabooher

The one question every leader must answer correctly: “What are you working on?” @diannabooher

On social media: have a strategy, choose your channels, be consistent and engage. @diannabooher

People have to take responsibility for their own career development. @diannabooher

Fire people to be fair. @diannabooher

Great communication must be clear. @rory_vaden

Great communication must be concise. @rory_vaden

Great communication is consistent. @rory_vaden

Great communication is strategic. @rory_vaden

Great communication is always straight forward. @rory_vaden

Great communication is servant minded. @rory_vaden

Learn more about Dianna and check out her book by visiting: communicatelikealeaderbook.com

The Action Catalyst is a weekly podcast hosted by Rory Vaden of Southwestern Consulting every Wednesday. The show is regularly in the Top 25 of Business News Podcasts, has listeners from all around the world and shares “insights and inspiration to help you take action.” Each week Rory shares ideas on how to increase your self-discipline and make better use of your time to help you achieve your goals in life. He also interviews special expert guests and thought leaders. Subscribe on iTunes and please leave a rating and review!

Values Driven Leadership with Dina Dwyer – Episode 186 of The Action Catalyst Podcast

Values

Behind the fancy job titles, the awards, the TV appearances, and the $1 billion-dollar-business that her company’s service brands do each year, Dina Dwyer-Owens equates her success to having a living by a proven Code of Values. Her first book Live RICH: How to build success in your company and your life with a proven Code of Values has connected with thousands of readers by offering a simple message that in a world of constant change, values can be ever-present. Now in Values, Inc., named one of the Top Ten Business Books from 2015 by Forbes, Dina aims to help inspire more hope for the future by taking the spotlight and shining it on those doing the things she loves to cheer about: living and leading with integrity.

Show Highlights:

 

  • Live R.I.C.H: Respect, Integrity, Customer Focus and Have fun in the process. @DinaDwyerOwens
  • People create the systems and then we coach those systems. @DinaDwyerOwens
  • We teach our principle and system to people. Franchising is our vehicle. @DinaDwyerOwens
  • Focus on re-earning your position every day in every way. @DinaDwyerOwens
  • Continuously strive to maximize customer loyalty. @DinaDwyerOwens
  • We always think about systems. If something isn’t working, there isn’t a system or something is broken.  @DinaDwyerOwens
  • Anytime there is a meeting of 3+ people, in the beginning we are reading our values. @DinaDwyerOwens
  • Values driven leadership is not for the faint of heart. @DinaDwyerOwens
  • Enforcing vision requires constant vigilance. @DinaDwyerOwens
  • The rewards of operating by values are too great to ignore. @DinaDwyerOwens
  • @rory_vaden shares steps to creating a company creed or set of values.

 

Download your free copy of the Create Your Culture workbook by visiting: dinadwyerowens.com

The Action Catalyst is a weekly podcast hosted by Rory Vaden of Southwestern Consulting every Wednesday. The show is regularly in the Top 25 of Business News Podcasts, has listeners from all around the world and shares “insights and inspiration to help you take action.” Each week Rory shares ideas on how to increase your self-discipline and make better use of your time to help you achieve your goals in life. He also interviews special expert guests and thought leaders. Subscribe on iTunes and please leave a rating and review!

Don’t just work hard. Do the hard work.

work

Working hard is not the key to success; it’s merely the price of admission. 

Hard work alone isn’t enough to bring you everything you want. 

Because if you’re working hard at the wrong things then they won’t take you to where you want to go. 

You have to work hard at the right things if you want to achieve your desired destination. 

Which introduces a second element to the equation. 

Because not only do you have to work hard, you also have to work hard at the right things. 

So what are the right things?

 Actually it’s usually pretty simple to identify them. 

Typically the right things, the best things, the most significant things you can do to achieve your goal are often the things you know need to be done but you most don’t want to do. 

They are the things that nobody likes to do. 

If you’re trying to build muscle, it means doing pull ups or leg day. 

If you’re trying to lose weight, it means cutting your alcohol, carbs, or sugar intake. 

If you’re in sales, it is prospecting. 

If you’re trying to get out of debt, it’s making and following a budget.  

In other words, it’s not enough to just work hard.  

You have to do the hard work. 

You have to do the things you don’t want to do. 

You have to do the things that other people aren’t willing to do. 

You have to do the things that you know are good for you, but they are hard. 

You don’t do them because the goal is to make life as hard as possible. 

Quite the contrary, you do them because they ultimately make life easier.

But that path is predicated on the unpopular truth that the shortest most guaranteed path to a more productive life is to do the hardest parts of things as soon as possible!

You don’t just work hard. You do the hard work. 

And if you that… 

If you work hard…

And you also do the hard work…

Then you will start to find that eventually things get easier and easier. 

5 Steps to Create Transformational Team Unity

Unity

A team is a group of people held together by a unifying set of beliefs.  

But what those beliefs are, unfortunately all too often are unspoken.

Typically, people gather with people who they are like or who believe what they believe.

Yet there is some nearly mystical power that comes about as the inspiring byproduct of when a team takes the time the codify their beliefs.

At Southwestern Consulting, we’ve walked many of our clients through this and we call this “The Creed Conversation”.

We first discovered the power of this activity by realizing the need to apply an age-old part of Southwestern’s culture around positive self-talk to our Southwestern Consulting team as a whole. We realized we had not yet taken the time to write out our shared philosophies at Southwestern Consulting. It ended up being one of the most transformational pivot points in the history of our own company.

It’s so simple to do, that virtually any team at anytime can have a “Creed Conversation.” Many companies have a formal “mission statement” or “values” but this process takes it a step further by empowering collaboration and most importantly assimilating it into the regular course of our workflow.

All you need is an audio recorder, someone who can type, a group of some of your key leaders and a facilitator. Then follow a few steps:

1.Set the Stage – Explain to everyone that despite being a team for x amount of time, it dawned on you that you have never created, as a team, a list of the principles that you all believe in. While you may have a company mission statement or something, it’s not nearly as powerful as something created by the team of people who do the work every day. Tell them the goal is simply to document a list of shared philosophies of the team. It can also be a good idea to play for the Simon Sinek’s famous Ted talk “Start With Why.” 

2.Ask the Questions – Start the audio recording (so you have it for future reference) and then simply ask the group (best if done in person with less than 20 people) a series of open-ended questions just to get them thinking in the right direction. Write down EVERYthing everyone says in the random order that it comes out. If possible it’s best to do it on a word document on an overhead projector so everyone can see it start to take shape and come alive. Here’s some sample questions you can ask: 

  • What do we know to be true about the way we do business?
  • Why do we work so hard at this business?
  • What philosophies do we have that are un-compromisable?
  • How do we want to treat our clients and each other?
  • How do we want to be remembered as a team?
  • What do we want to be known for?
  • What do we want people to think when they think of us?
  • What are we most proud of in the way we do business?

You can ask any question in this vein and you can’t really go wrong. The only way you can mess this up is by taking too much control of the conversation and providing all the answers yourself. This is for the team to come up with, and you are a team member so you can contribute, but let them speak and create it.

3.Organize and Edit – Once all has been captured now it’s time to assimilate and edit. It helps to have someone with some decent writing skills here to guide this step. What the writer will want to do is first copy and paste similar statements or philosophies together into paragraphs without altering any of the statements as they were initially said. You’ll notice that many themes probably kept getting repeated during the exercise and that’s a good thing but here’s where we’re going to manage that.

After that, the writer is going to have the challenging role of reducing many of the paragraphs down to one sentence each based on the recurring themes so there is 1 sentence per theme. The key here though is to try and preserve the actual semantics used by the people in the group as much as possible. Try to grab key phrases, repeatable mantras, or colorful language from the group but without being too repetitious.

 Then the last and hardest part will be to edit and massage all of these ideas into simple, concise, powerful, active sentences. Don’t say “we strive to do the best we can for our customers whenever possible.” Instead say, “we always do the right thing.”

Once you have all of the statements complete, next you will want to write an opening paragraph that pulls in some of the corporate vision, values, and mission statement. And then write a short closing paragraph that is a unifying and rallying call to action to live out and execute all of the philosophies that were just listed. Oh…and all of this at most has to fit onto one page.

4.Represent for Approval – Now that it’s all been synthesized by the writer/editor, the next step is to send it back out to the team for final suggestions and feedback. At this stage it’s a good idea to even send it out to the team at large (who wasn’t included in the initial meeting).

Invite the team to discuss this in their smaller teams and within their departments to get reactions from people all throughout the organization. Give everyone an opportunity to suggest additions or changes.

It’s a chance to get everyone’s feedback and input. Work on the edits until everyone agrees and you can formally vote on it and ratify it as a part of your continuing corporate culture. (It should be a living document that can be edited later as necessary with unanimous vote.)

5. Put it in Use – The key to making a creed work is making sure it doesn’t just end up in a drawer somewhere with other corporate jargon that never gets looked at. It needs to come alive and be referred to early and often. Here are some of the best ways to get it in use:

  • Read it out loud at the start of every meeting (there are many fun ways you can vary this up.)
  • Refer to it whenever you have a difficult decision to make.
  • Make it be the first thing you show to recruits and new hires and explain that it is the predominant criteria for being hired or getting promoted.
  • Cite elements of it whenever you roll out a new change for the company.
  • Ask people to cite it whenever they see something that is a real-life illustration of a principle that is documented in the creed.
  • Ask people to cite it whenever they see something in the company that needs to be improved or challenged.
  • Include elements of the Creed on walls, trophies, certificates, and anywhere else it makes sense.
  • Consider creating awards in your company for people who exemplify specific lines of the Creed.i)“Initiate” new people by inviting them to read it out loud (or part of it) their first day on the job.
  • Make it a part of your personal affirmations that you read every morning.

A Creed can be a synthesizing and rallying time for your entire team.

There is something tremendously powerful about having a documented, agreed upon, and declared set of values that govern the behaviors of members.

It can turn losers into winners.

It can turn doubters into believers.

It can turn pacifists into activists

If you create a Creed, you will create a culture. 

7 Communication Tips That Make Great Leaders

 communication

A great leader is a great communicator. 

Yet communication, especially in the sense of public oratory, is in many ways a lost art form among today’s leaders. 

It’s rare that we have a leader that delivers the kind of speech that touches our spirit and inspires us to be better. 

Too often, leaders ride the credence of their position rather than the articulation of their passion when communicating to their teams. 

Here’s 7 practical things leaders can do in their public presentations that will make them more effective with their followers:

1. Tell stories – Your slides are boring. Your numbers are numbing. So instead, tell stories about specific team members or specific customers where things are being done right. That will keep us engaged and listening. 

2. Be Vulnerable – We barely know you. We barely see you. And then you stand on stage in your stodgy suits and tell us facts. What we’d rather hear about is some of your own blunders, some of your own fears, and some of your transparent mistakes. Humanize yourself by connecting with us through “real” feelings you have. 

3. Build Leaders – The fastest way to make us love you is when you celebrate and lift up the other people in our organization that we all respect and love. It helps us trust you when you recognize the people who look after us and when you show that you know who the people are that do the work around here. If you’re really savvy, you’ll build up your leaders in front of us which will make them feel like a million bucks and bond us all together as a team and reinforce our conviction in leadership as a whole. 

4. Show Appreciation – We know you get pressure by the board, our investors or whoever it is that you answer to about hitting our numbers and we expect that some of that pressure will roll down to us. But what would really make us feel awesome – and want to work harder for you – is if you simply said “thank you.” If you can just find some way to let us know that you notice how hard we are all working and that you appreciate the sacrifices we do make, that will go a long way. 

5. Reinforce Principles – Yes we know that if we were good employees we would all have our core values and principles memorized word for word, but hey we forget and let’s be honest we’d rather spend our free brain capacity playing fantasy football and hanging out with our families. So if there is a principle you want to empower us to operate the company by, please talk about it and give examples of how we could execute it. Or better yet, in your explanation of certain decisions or changes that are being made, connect the justification for why back to our core principles. That helps us understand that you really do take them seriously and that we all should too. 

6. Promote Vision – Most of all we need you to remind us why we are all here. Talk to us about what you believe. Tell us how what we do is important and how our individual roles all add up to something greater and more important. And tell us where we are going as a team. We want to be excited about what is ahead and we want to be in on the big picture. 

7. Compel Greatness – Finally, charge us up with a challenge. Send us off on a high. Invite us to accomplish something great. We want to be a part of something big. Show us how we can be. Let us know what you see, what you believe in and what is coming in the future. 

We’re here because we still see the value in what we all do. Be the leader we want to believe in. The better you are at communicating, the easier it is for us to get behind all that you’re talking about. 

Believe in us and we will believe in you. 

Rory Vaden: Three ways you can tell if you’re being lied to

being lied toTake the number 5,000, which is the total of advertising messages marketing experts say we are exposed to every day. Add to it the number of Facebook posts you see, the number of tweets or sentences you read and the number of opinions you hear from friends, colleagues or the voice on TV.

Multiply the result by the fact that many people are communicating to advance propaganda, provide entertainment or simply seek personal attention, and it all adds up to one scary reality:

We are more at risk of being lied to than ever before.

Read the full article at Tennessean.com!