594: Charles Duhigg - Asking Deeper Questions, Developing Listening Skills, The Matching Principle, The Harvard Study, and How to Unlock the Secret Language of Connection (Super Communicators)

The Learning Leader Show With Ryan Hawk

Player FM - Internet Radio Done Right

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הוסף לפני five שנים

תוכן מסופק על ידי Ryan Hawk. כל תוכן הפודקאסטים כולל פרקים, גרפיקה ותיאורי פודקאסטים מועלים ומסופקים ישירות על ידי Ryan Hawk או שותף פלטפורמת הפודקאסט שלהם. אם אתה מאמין שמישהו משתמש ביצירה שלך המוגנת בזכויות יוצרים ללא רשותך, אתה יכול לעקוב אחר התהליך המתואר כאן https://he.player.fm/legal.

State Secrets: Inside The Making Of The Electric State

1
Family Secrets: Chris Pratt & Millie Bobby Brown Share Stories From Set 22:08

לפני 24 ימים22:08

הפעל מאוחר יותר

רשימות

לייק

אהבתי

22:08

Host Francesca Amiker sits down with directors Joe and Anthony Russo, producer Angela Russo-Otstot, stars Millie Bobby Brown and Chris Pratt, and more to uncover how family was the key to building the emotional core of The Electric State . From the Russos’ own experiences growing up in a large Italian family to the film’s central relationship between Michelle and her robot brother Kid Cosmo, family relationships both on and off of the set were the key to bringing The Electric State to life. Listen to more from Netflix Podcasts . State Secrets: Inside the Making of The Electric State is produced by Netflix and Treefort Media.…

לפני שנה 46:21

MP3•בית הפרקים

Read our book, The Score That Matters https://amzn.to/3XxHi7p

Full show notes at www.LearningLeader.com

This episode is supported by Insight Global. Insight Global is a staffing company dedicated to empowering people. Please CLICK HERE for premier staffing and talent.

Ask deep questions – A deep question asks about someone’s values, beliefs, judgments, or experiences, rather than just facts.
- A deep question asks people to talk about how they feel.
- Asking a deep question should feel like sharing.
NASA listened to how people laughed and if they possessed a genuine matching quality. Not performative or inauthentic, but people who connect with others by matching their energy.
The 4 Rules of a learning conversation:
- Pay attention to what type of conversation is occurring
- Share your goals, ask what others are seeking
- Ask about others' feelings and share your own
- Explore if identities are important to this discussion
The How Do We Feel conversation: What can we learn about listening from Nicholas Epley? (Psychology Professor). (Everyone knows how to listen deeply. If a podcast or something is interesting, nobody struggles to listen). Epley didn’t teach them how to listen. He urged them to have more interesting and meaningful conversations. To talk about feelings. When we talk about feelings, something magical happens. Other people can’t help but listen to us.
Practical actions to take:
- Ask Deep Questions: Instead of sticking to surface-level topics, ask questions that invite people to share their values, beliefs, or significant experiences. For instance, if someone mentions they are a doctor, ask them what inspired them to pursue medicine.
- Prove You're Listening: Demonstrate that you are actively listening by asking follow-up questions or repeating back what the other person has said to ensure understanding.
- Match Emotional Tone: Pay attention to the other person's emotional state and match it appropriately. If someone is sharing something emotional, respond with empathy rather than attempting to offer solutions immediately.
- Understand the Social Identity: Be mindful of the social identities that might be important in a conversation. This awareness can enhance understanding and connection by showing respect for the experiences and viewpoints shaped by those identities.
Charles shared that understanding whether a conversation is emotional, social, or practical is crucial, especially in leadership and educational settings. Teachers, for instance, are taught to ask students if they want to be helped, heard, or hugged—a reminder that recognizing the intent behind communications is key to providing appropriate support and connection.
Time Stamps
01:06 Educational Choices and Parental Guidance
02:03 Reporting from Iraq: A Journalist's Perspective
03:41 The Bike Messenger Experience
05:47 The Harvard Study and Its Impact
09:23 Felix Sagala: The Art of Deep Communication
13:30 Mastering the Skills of Super Communication
20:25 Connecting with Strangers: Nicholas Epley's Experiment
21:20 Emotional Intelligence in Space: NASA's Challenge
24:51 The Matching Principle: Authentic vs. Fake
32:27 Insights from The Big Bang Theory Writers
35:36 The Art of Learning Conversations

628 פרקים

#Business #Ryan Hawk #MBA #Mindful Mondays #Careers

594: Charles Duhigg - Asking Deeper Questions, Developing Listening Skills, The Matching Principle, The Harvard Study, and How to Unlock the Secret Language of Connection (Super Communicators)

The Learning Leader Show With Ryan Hawk

78 subscribers

published לפני שנה

שתפו

MP3•בית הפרקים

Read our book, The Score That Matters https://amzn.to/3XxHi7p

Full show notes at www.LearningLeader.com

This episode is supported by Insight Global. Insight Global is a staffing company dedicated to empowering people. Please CLICK HERE for premier staffing and talent.

Ask deep questions – A deep question asks about someone’s values, beliefs, judgments, or experiences, rather than just facts.
- A deep question asks people to talk about how they feel.
- Asking a deep question should feel like sharing.
NASA listened to how people laughed and if they possessed a genuine matching quality. Not performative or inauthentic, but people who connect with others by matching their energy.
The 4 Rules of a learning conversation:
- Pay attention to what type of conversation is occurring
- Share your goals, ask what others are seeking
- Ask about others' feelings and share your own
- Explore if identities are important to this discussion
The How Do We Feel conversation: What can we learn about listening from Nicholas Epley? (Psychology Professor). (Everyone knows how to listen deeply. If a podcast or something is interesting, nobody struggles to listen). Epley didn’t teach them how to listen. He urged them to have more interesting and meaningful conversations. To talk about feelings. When we talk about feelings, something magical happens. Other people can’t help but listen to us.
Practical actions to take:
- Ask Deep Questions: Instead of sticking to surface-level topics, ask questions that invite people to share their values, beliefs, or significant experiences. For instance, if someone mentions they are a doctor, ask them what inspired them to pursue medicine.
- Prove You're Listening: Demonstrate that you are actively listening by asking follow-up questions or repeating back what the other person has said to ensure understanding.
- Match Emotional Tone: Pay attention to the other person's emotional state and match it appropriately. If someone is sharing something emotional, respond with empathy rather than attempting to offer solutions immediately.
- Understand the Social Identity: Be mindful of the social identities that might be important in a conversation. This awareness can enhance understanding and connection by showing respect for the experiences and viewpoints shaped by those identities.
Charles shared that understanding whether a conversation is emotional, social, or practical is crucial, especially in leadership and educational settings. Teachers, for instance, are taught to ask students if they want to be helped, heard, or hugged—a reminder that recognizing the intent behind communications is key to providing appropriate support and connection.
Time Stamps
01:06 Educational Choices and Parental Guidance
02:03 Reporting from Iraq: A Journalist's Perspective
03:41 The Bike Messenger Experience
05:47 The Harvard Study and Its Impact
09:23 Felix Sagala: The Art of Deep Communication
13:30 Mastering the Skills of Super Communication
20:25 Connecting with Strangers: Nicholas Epley's Experiment
21:20 Emotional Intelligence in Space: NASA's Challenge
24:51 The Matching Principle: Authentic vs. Fake
32:27 Insights from The Big Bang Theory Writers
35:36 The Art of Learning Conversations

628 פרקים

#Business #Ryan Hawk #MBA #Mindful Mondays #Careers

כל הפרקים

The Learning Leader Show With Ryan Hawk

1
628: Anthony Consigli - Digging Graves, Playing Football at Harvard, Learning From Failure, Taking Big Chances, & Growing a Business From $3 Million to $4 Billion 49:28

לפני 7 ימים49:28

49:28

Go to www.LearningLeader.com for full show notes The Learning Leader Show with Ryan Hawk Episode #625: Anthony Consigli - Digging Graves, Playing Football at Harvard, Learning From Failure, Taking Big Chances, & Growing a Business From $3 Million to $4 Billion Anthony's great-grandfather came from Italy and he was a stone mason. He had 6 sons. He gave each a trade. His grandfather had a business mind. Then WWII came. 4 brothers went and fought. His grandfather and blind uncle stayed back to run the business. He brought his son into it (Anthony’s dad) he was a heavy equipment operator. And did business leadership work after it. Hard Work: Born in 1967, 2nd oldest of 5 kids. Grew up in the 1970’s remembering his dad always working 2 jobs including Saturdays as a heavy equipment operator in construction with side jobs at night, his mom as a night nurse with his grandmother watching them during the day. Hard work and work ethic were drilled into them by their dad, grandfather, and uncles who all were in construction. All had stoic personalities. Anthony started working full-time in the Summer, Saturdays, and school vacations in the 7th grade when he was 12. Cleaning the mortar off bricks from demolished buildings so that they could be reused, then digging and covering graves by hand at a bunch of local cemeteries. Chopping wood and burning the rubber off electrical wire from demolished buildings so we could bring the copper to the scrap yard for cash. It was not your typical childhood but I can see now it gave me incredible life lessons at an early age that allowed me to flourish in business and be a strong leader. Anthony was a gravedigger -I was a big part of the business because it was a consistent revenue stream. Regardless of a recession, people were going to die. For that reason, his dad and grandfather never wanted to give it up. Anthony dug them by hand, year-round. When I was in high school I was in charge of laying out the graves to be dug for the recently deceased. As the Catholic Church was not known for great record keeping the coordinates were often confused. I would cut the sod, save it and then start digging; 7.5’ long, 4 foot wide, about 5.5’deep. I had to take 22 wheelbarrows of dirt and wheel them up a plank onto a truck as that was the displacement from the coffin and concrete box. One night the phone rang at the house. My dad yelled at me to tell me I had buried the body in the wrong place. He may have had a few expletives in there. The next morning, I spent the day digging a new hole, moving the box to the new grave, and then filling in both graves while the family watched. I tried blaming the priest but this was a losing battle. Lessons like this taught us accountability. Own it. Do what you say you are going to do and clean up your own messes. Dump Truck Story - When I was 14 I was helping to demolish the interiors of an old convent and we were throwing all the old cinder blocks into a dump truck. My grandfather didn’t have anyone available to go dump the truck so he showed me the different lever and buttons; the clutch, the PTO, and gears, and told me where to go dump the truck. I knew a little about how to drive standard but had never driven a dump truck so he told me to leave it in first gear. I drove down the Main Street of the town with a long line of traffic behind me as I was going about 5 miles per hour. I got to the dump site, got the truck in position, enacted the PTO let my foot off the clutch, and got the dump body to start raising. I remember being so proud of myself. Like I had made it as a man. All of a sudden the truck jerked up violently and before I knew what happened the truck cab was in the air and the truck was upright vertically. I had forgotten to open the tailgate so the load had shifted and flipped the truck. There were no cell phones so I walked about a mile back to the site very embarrassed to call my grandfather. Construction has no shortage of occasions to be humbled as there are so many changing dynamics at hand all the time. But at the same time, being thrown into situations like this gave me this incredible tolerance for risk. It was embarrassing but you could overcome that embarrassment. 1997 - Anthony became the CEO. $3m business at that time. Anthony pushed for bigger work. 25 people at the company then. 2024 - $3.4B 2,400 employees. What happened? One big thing is a concept/book called Raving Fans by Ken Blanchard. Construction at the time was low bid, hard knuckles, people flipping the table, throw staplers. It wasn’t friendly. It started to get more professional over time. “Raving fans makes sense to me. Apply how you treat people in hospitality to construction. We work hard on client service skills. Being really professional. There is so much repeat business. That was harder than I expected it to be. Clients were rewarding us work over and over again. We were nice people to deal with. Raving fans stayed with us. We’ve done a lot of jobs at Harvard or hospital systems. We’ve earned that reputation. I came into the business during a bad recession. That bruised me. I had to tell people I couldn’t pay them. I worried about where money would come from.” The significance of their logo? The arch… The Arch is our logo and helps support these values. The arch is from the oldest surviving picture of our great grandfather who was a simple, hardworking, stone mason building this big stone arch. The arch denotes teamwork as you can’t do it alone. It symbolizes forward progress, quality, and craft. All stuff we want to be associated with. Take Big Chances – We got through the first recession knowing we needed to be larger to be able to withstand the ups and downs of the economic cycle. We started taking some chances on some larger jobs with more demanding clients which was extremely stressful as we had no idea what we were doing. It was new territory. This is where all the humbling experiences as a kid like digging graves helped as it gave me the courage to take some risks. Failure isn’t final and you can push through mistakes. Football at Harvard - Learned more on the football field than in any classroom. Discipline to a process. All the players at Harvard are there for the love of the game. I was admitted to Harvard with OK grades, but I could snap a football and block. I was surprised at the time Harvard accepted me. Looking back on it now, I should have been shocked as I was a meathead. At the same time, I think my blue-collar work history in a small family business, my being an Eagle Scout, and generally smart kid all helped. Harvard changed me in good ways despite my best efforts not to let Harvard change me in bad ways. I had this perception of blue-blood kids walking around with ascots and monocles or hippies protesting every earthly transgression on the planet. But that is not what I found. I made the best friends of my life; incredible diversity with kids from every socio-economic strata you could think of. Our team had a kid who was in an LA street gang and a kid who worked summers second shift in a limestone mill outside of Pittsburgh yet at the same time had a kid who was fifth generation Harvard who was just a nice guy. Really smart but normal kids. As much as I didn’t want to change, I needed to change; be more open-minded, more curious, have better dressing and grooming habits, and manners. It meant being able to engage in meaningful conversation on heady topics; not Hulk Hogan and the WWF or how tough Chuck Norris was. I would always say that I didn’t learn much in the classroom at Harvard but that’s not fair. Liberal arts education is a bit under fire right now but it has served me well. I learned more through exposure to different people, other students smarter than me who were in random conversations and late-night debates. I learned more on the football field as I learned more about resilience, how to lose, and how to prepare. The liberal arts education gave me an appreciation for continued curiosity, learning, and study which may be a more important skill than any in a fast-changing world. It was the well-roundedness I needed. Leadership in Construction - Leadership means different things to different people. It can be easy in some settings. In football, all the players wanted to play. For a job site in South Boston, you walk onto a job site, you have 300-400 that don’t want to be there, some don’t speak English, then we get a union group, or an architect has other ideas, then traffic, weather, and things you can’t control. It’s hard for a leader to keep everybody working in the same direction. That’s a huge leadership task. I was thinking about that. A construction superintendent at 6 am is thinking about all of this stuff. What makes someone good at that job? Sense of urgency, align and motivate hundreds of people, great planners, organized. Had a former Marine Vietnam Seargent who was great. A gym teacher who’s awesome, he’s in NYC with a job several city blocks. High sense of urgency, detail-oriented, motivates and aligns people. We do personality testing, and we’ve got a lot of people who are lower A and just as successful as higher A personalities. Such team players. Can put a team together. We like people who have played sports. Hiking – About 12 years ago, Anthony, his brother, son, and a few guys went out to hike a 10,000-footer in Colorado. They met their guide who was this little, old dude who looked like he smoked pot fairly regularly. As they looked to get started, Anthony asked him for the trail map and he said he didn’t have one. “How do you know how to get to the top?" He pointed to the top of the mountain and said “It's right up there, we just need to keep going up." But when they were at the top, Anthony realized it was just an analogy for their business. We just needed to keep taking one more step up. ESOP - Consigli implemented an ESOP (Employee Stock Ownership Plan) to make the company entirely employee-owned, fostering a culture of accountability, shared responsibility, and pride among their teammates, where employees directly benefit from the company's success and feel a stronger sense of ownership in decision-making; essentially, it aimed to create a more engaged and motivated employee base by giving them a stake in the company's performance.…

The Learning Leader Show With Ryan Hawk

1
627: Jenny Wood - How To Go After What You Want and Get It (Wild Courage) 58:14

לפני 14 ימים58:14

58:14

Go to www.LearningLeader.com for full show notes Notes: Serendipity isn’t found. It’s made. Make your own luck. The best leaders create serendipity for their teams. A success mindset precedes success. From Jenny - In 2011, I was single and living in New York City. I spotted an attractive guy across the train from me. I wanted to talk to him, but I was too nervous. Then he got off the train. She met her future husband by chasing after him off a train in NYC. "I was letting life pass me by." She used some wild courage to approach him. What sits between you and the thing you want is fear. Who are your dynamic dozen? The 12 people you need to meet. Monday mini-festo. In 15 minutes, write the 2 things you did last week that you're proud of. Write 2 things you're excited about for this upcoming week. Focus on doing the work that helps the company be better. Solve problems. Read the VP email. Know your stuff. Get to know your boss's boss. Do it the right way by talking with your boss. Jenny's career at Google - First 11 years in sales, Go To Market, Operations. Own your Career project. She got 2,000 people to come to her first training. Used all resources within the company to do it. Use "for example." Don't speak in generalities. Role, Objective, Impact - ROI At work, say no to the small. Don’t reply all to the Happy Birthday emails. Don’t do the NAP work. NAP stands for “Not Actually Promotable” Work. Sign up for the projects that help make your company better. Carlye Kosiak is one of their best hires at Google. She had the courage to stand out. She was specific. Her resume indicated interest in “recipe tasting in pursuit of the perfect oatmeal raisin cookie." Personality popped off the page. She was weird, reckless, nosy, obsessed, brutal. Must be yourself. Don’t just be weird to play a role. Goal Setting framework - Rock, Chalk, Talk, Walk. Jenny's goal is to sell 15,000 books by the end of week 1 and hit the NY Times best seller list. If you sell 12,000 copies in week 1, how will you feel? "You ask such great questions." Don't play it cool. Play it hot. Don't decide to fit in. Stand out. Watermark your work. Put your name and picture on the deck. Let people know you made it. Lady Gaga – A group of students at NYU created a Facebook group called “Stefani Germanotta, you will never be famous." Have the courage to stand behind your work. Lady Gaga wanted to be a big star. Life and Career Advice - Performance reviews - Focus 75% of your time on your strengths. Say yes to 75% of the things asked of you. Start sentences with "YOU" instead of "I" - Focus on them. Build influence thru empathy.…

The Learning Leader Show With Ryan Hawk

1
626: Rob Kimbel - Living By Your Values, Caring For Your People, Taking The Back Seat, & Creating Opportunities That Improve Lives 1:18:31

לפני 21 ימים1:18:31

1:18:31

Go to www.LearningLeader.com for full show notes. The Learning Leader Show with Ryan Hawk This is brought to you by Insight Global . If you need to hire 1 person, hire a team of people, or transform your business through Talent or Technical Services, Insight Global's team of 30,000 people around the world have the hustle and grit to deliver. Go to www.InsightGlobal.com/LearningLeader Rob Kimbel is an owner of Kimbel Mechanical Systems, located in Fayetteville, AR. He joined KMS in 1993, and in 2001, at the age of 26, he became the CEO and grew what was then 3 local plumbers making a couple hundred thousand dollars a year into a national company with more than 750 employees and earning hundreds of millions in revenue per year. Rob is also a partner in multiple start-ups, real estate projects, and real estate funds that specialize in affordable housing across the United States. Rob is also a mentor and advisor to several local businesses and entrepreneurs in NW Arkansas. He has also served on the boards of Generations Bank, NWA Home Builders Association, and Beyond the Game, a non-profit organization serving the impoverished of the Dominican Republic. Notes: Betty Joe Drive… Lived in the hood. $200/month. Rob regularly takes his children to see where they lived. "I want to remind the kids where we came from." They started as a 3-person plumbing company. Rob was working for his dad, making $12-$14 an hour. Now, they do $260m in revenue and have 750 full-time employees. When Rob was 25 years old, his dad asked him to be the CEO. He initially said no. Strategic risk-taking as a cornerstone of growth: Rob navigates the industry challenge of balancing new work with workforce capacity by making bold hiring decisions—demonstrating a greater risk appetite than his father. "We are always hiring" reflects their proactive approach to scaling. Kimbel is good at growing people. They fail, and stick with them to grow. “Profits are the applause for growing our people.” How to be good? Show up, work hard, and finish the job . The bar is so low. The No Child Left Behind Act wasn’t great for the trades industry. They made it seem that every person needed to go to college. When every person shouldn’t do that. Some should go into the trades. There are high school grads who make $100K/year by their mid-20s at Kimbel. The Kimbel Purpose: Create opportunities to improve lives. Values - TEAM, Humility, Hunger, Grit, Integrity. TEAM- We willingly sacrifice for the good of the team. Row together. Humility - We never consider ourselves above anyone or anything. Take the back seat. Hunger - We choose to continually raise the bar. Never complacent. Integrity - We do the right thing, in all places, at all times. The how matters. Grit - We persevere, no matter the situation. Remember the why . Thank you notes – Each executive member writes at least one thank you note per week. This works as a forcing function for them to look for people doing great work and living by their values. Touch points - Senior leaders (30 people) reach out to 2 people per week to check on them. That’s 3,000 touches per year. Free from all, servant to all. Tattoos on Rob's forearms. I have made myself a servant. Free from work, I don’t care what society thinks. But I have a responsibility to be a steward. To be a servant to all. Rob works out like a psycho. Super hard. Why? Start with the end in mind. I want to hold Cheri on my shoulders when I'm 65. I want to ski with my kids when I'm 80. I like to compete. I want to win Spartan races. I like doing hard things. It also creates clarity in my mind throughout the day. Karomy messages me that she knows I'm running the stairs when she gets emails from me with lots of ideas. Marriage insights: "It must be intentional. We have fun together. We are genuine friends. We still have to work through stuff." Parenting philosophy shaped by observing other wealthy families: "It's critical that kids do hard work. They shouldn't start in an office. They should be out with the chickens. Be in the mess. Start at the bottom. Start in the ditch." Family-business boundary maintenance: "We get together every other weekend for family game night. We try not to have much business talk." Sold 70% of the business last July. What was the feeling the moment the money was wired? It was surreal. Want to honor Dad with 25 years of GRIT. Excellence defined: "It's continual learning. Wanting to get better. Think, what can I do better?" Creating a truth-telling culture: "Have to be willing to hear it and create a space where the truth is spoken." Life and career wisdom: "A career is not linear just like a marriage isn't. Have patience and live in the suck. Don't quit. There will be seasons of suck. Keep going."…

The Learning Leader Show With Ryan Hawk

1
625: Melody Wilding - Effectively Managing Up, Designing Your 1:1s, Getting Paid What You're Worth, Creating The 1 Pagers, & Earning The Triple Win 1:01:48

לפני 28 ימים1:01:48

1:01:48

Go to www.LearningLeader.com for full show notes The Learning Leader Show with Ryan Hawk Notes: “I sensed something was terribly wrong when I dialed into the conference line at 8:00 a.m. and heard an unfamiliar voice. “Hi, Mel ody, I’m Janine. I’m with an external HR firm. Unfortunately, this call is to let you know that your employment has been terminated, effective immediately.” Managing up is not kissing up. Managing up is strategically navigating relationships with those who have more positional power than you, namely your boss. It’s a critical skill set for maneuvering through the complex web of power dynamics, conversations, and unspoken expectations that shape our daily work lives. The triple win – What is something you can do that is good for you, good for your boss, and good for the company? Focus on those issues and solving those problems, and good things will happen for you as you grow your career. Like Carly Fiorina. Run towards the fire. Solving those tough problems will help you, your boss, and your company Meeting with a CEO. Connect what you did with what matters. Adapt your communication to that. Have upward empathy. Put yourself in their shoes. What matters to them? Prior to the meeting, meet with their Chief of Staff. Anticipate objections and answer them before they are asked. Create a one-pager for your boss when they are doing your performance review. Highlight your wins. Remind them. Make it easy on them. Do what Lee Rivas told me to do. Every week, send an email with bullet points for all the things you did to help your boss and the company. For the one pagers - be proactive, start with wins, results and outcomes. it's not self-promoting; it's informing. Identify 1-3 key areas where you need their support. Help them become a trusted advisor or partner. Design your 1:1. Send them the topics to talk about so you can drive those discussions. Make their life easier. They have enough other things to worry about. Feedback can only happen after alignment, styles, ownership, boundaries... They go in order. Define your A B Cs Assumptions, Behaviors, Change you want to see The advancement conversation - Be open, and share what you want to do and how you can get there. My Dustyn Kim example and how I messed it up. The Money conversation - You don't get a raise just because time has passed. It has to be tied to results. Don't talk about the past and what you've done. Talk about what you can do to earn the company more. Don't do the "I deserve this" thing. Bosses hate that. Managing up is not kissing up. Managing up is strategically navigating relationships with those who have more positional power than you, namely your boss. It’s a critical skill set for maneuvering through the complex web of power dynamics, conversations, and unspoken expectations that shape our daily work lives. Everything changes when you understand the art and science of influencing others while keeping your own emotions and insecurities in check. “Managing up isn’t really about making your boss’s life easier. It’s about taking control of your own work experience.” 10 Key Conversations: The Alignment Conversation How can I get in my boss’s head to understand their needs, motivations, and goals? The Styles Conversation Will I earn more respect from my manager if I get to the point quickly, or should I try swapping stories and building rapport? The Ownership Conversation How can I solve the problems that make my job frustrating? How can I seize opportunities without stepping on toes? The Boundaries Conversation How do I say no and push back with tact when my manager saddles me with yet another task? The Feedback Conversation How can I respectfully and effectively give my manager feedback in order to improve processes and communication? The Networking Conversation How can I build other allies in the workplace? How can I turn day-to-day interactions into opportunities that open doors? The Visibility Conversation How can I effectively advocate for myself and show off my strengths? The Advancement Conversation What do I need to do to get to the next level? The Money Conversation When is the right time to negotiate salary? How can I make sure I am getting the compensation I deserve?…

The Learning Leader Show With Ryan Hawk

1
624: Chris Beresford-Hill - Writing Excellent Cold-Emails, Taking Responsibility of Your Career, Pushing Your Edges, Becoming Dave Matthews' Pen Pal, Building Culture, & Leading a Creative Agency 1:04:33

לפני 5 weeks1:04:33

1:04:33

Go to www.LearningLeader.com for full show notes This is brought to you by Insight Global . If you need to hire 1 person, hire a team of people, or transform your business through Talent or Technical Services, Insight Global's team of 30,000 people around the world have the hustle and grit to deliver. www.InsightGlobal.com/LearningLeader Chris Beresford-Hill is the Worldwide Chief Creative Officer at BBDO. Previously he spent 2 years as North America President and CCO of Ogilvy, where he helped bring the agency and its clients a new level of relevance. He brought Workday to the Super Bowl, led the team that brought in the Verizon account, and one of the biggest Super Bowl campaigns ever, “Can't B Broken,” featuring Beyonce, and created the most celebrated Super Bowl campaign of 2024, the social & influencer lead "Michael CeraVe," for CeraVe. Chris and his teams have won every award for creativity and effectiveness many times over. He has been included in ADWEEK Best Creatives, the ADWEEK 100, and Business Insider’s Most Creative People in Advertising. Notes: Cold Emails: Be specific in your praise and specific in your ask. The lame "Can I pick your brain" type emails get deleted and ignored because they aren't specific. You never need permission to take responsibility. Chris learned this from Ed Catmull’s book Creativity Inc .… And he’s embodied this his entire career. The people who build huge careers take ownership of their own and regularly solve problems and improve their clients' and colleagues' lives. Chris has done this since his early days as an intern. At any level taking on responsibility yourself, unasked, makes you stand out. Competence combined with insane follow-through. For some clients, it takes 50 ideas to get to the one that will work. Creating a culture where the team can share all of their bad ideas safely to get to the one great one. The creative process: Brain dump everything. Purge your brain of everything it has. When you think you're done, you're not. There's more. You have to get it all out. "A lot of creative people aren't fully aware of the process or the structure, they just feel it (Rick Rubin). "When you can see it lift off the page, you feel a sense of mastery over it." Chris's first Super Bowl commercial -- Emerald Nuts. He won it because he was both funny and added the fact that the product provided energy. Most people only covered one part, Chris did both. Push your edges - Chris is like Lionel Messi. He's always walking around in the office, asking questions, looking for ideas, being curious. Then he sees an opportunity and goes for it 100%. Chris has a standing reservation every week at the same restaurant where he meets with a mentor, mentee, or peer to deepen the important relationships in his life. That would be a good idea for us all to do. Chris was pen-pals with Dave Matthews for 8 years. Chris saw that they recorded at Bearsville studios and wrote a letter to Dave there. He also said, "Show up with gifts." He gave Dave a Beatles Bootlegged album. A leader takes what comes and then turns it into an opportunity. The formula is Competence + Insane Follow-Through. How to build relationships: Meet with people in person. Get drunk with them. Do hard work with them. Go through something bad with them. Laugh with them. I got hired from my internship by cold calling Mark Cuban to get him to approve of using his name in an ad. The best ideas are often bad in their first moments, or massively wrong, and then someone flips it or unlocks it. You have to stay on things and play around. I made my first ad by going through a garbage can to learn how to write a script and sending a bunch of Budweiser scripts to my boss. The art of finding an idea on the edge of possible, and the value of going over your skis when on the cusp of greatness - having a stomach for it. I’ve told a lie to keep things moving on every great campaign I was part of. I learned the best lesson in leadership when we lost our biggest account (Accenture). I put Danny Meyer's mentality into practice, and we took that moment to put the business and clients second and play for each other. Culture carried us. Culture is built by the stories we tell and the behaviors we highlight.…

The Learning Leader Show With Ryan Hawk

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623: Stu McLaren - Building Communities, Stories About Transformation, A World-Class Onboarding Process, & The Business Model of The Future 58:06

לפני 6 weeks58:06

58:06

Go to www.LearningLeader.com for full show notes This is brought to you by Insight Global . If you need to hire 1 person, hire a team of people, or transform your business through Talent or Technical Services, Insight Global's team of 30,000 people around the world have the hustle and grit to deliver. www.InsightGlobal.com/LearningLeader Stu McLaren helps leaders and all types of business owners transform their knowledge, expertise, and influence into recurring revenue by launching, growing, and scaling membership businesses. He’s the author of PREDICTABLE PROFITS - Transform Your Business from One-Off Sales to Recurring Revenue with Memberships and Subscriptions. Notes: People come for the content, they stay for the community. People want to feel a sense of belonging. This has been hard-wired in us from many years ago. We want to be part of a group. In the old days, this was the only way to survive. We have not outgrown that need and the feeling of being a part of something bigger than ourselves. Life advice: Listen to your gut instinct and embrace the unknown. You are not ever going to know how it’s going to pan out. You have to keep taking that next step. And I loved the story of the lengthy process of adopting his son Sam. The raw emotion in Stu’s eyes as he told that story was awesome. Watch this on YouTube and you can see. Take the next step. Keep going. You’re not going to know how it will go. Embrace that. And keep going. Cody Burch Story – In October, Cody’s dad was diagnosed with leukemia. Cody had been sitting with the idea of a membership. He saw the fear in his dad’s eyes that he was nervous about the financial part of it. “I wanted to take that financial fear away from him. Within a few weeks of launching my membership, I had a few hundred members, and I was making thousands of dollars per month." “The more we make, the more we can give. The more we make, the more we can help.” Stu says that all the time Create “super surprises” for your friends. Create an amazing experience for them. Online communities must be one of the three: Can I solve an ongoing problem? Weight loss, dog training Can you teach a skill? Can you make someone’s life easier? Provide teachers with lesson plans You don’t need a big platform to get started. Have founding members. Float the idea that you’re thinking of it. Momentum starts with movement. Get going. Pay close attention to onboarding. The first few days are EVERYTHING . His daughter’s new school was “the best school ever” because she met one friend on the first day. Help them build one meaningful relationship within the first few days. Connect them. Proactively do this. Sales is the most noble profession in the world. Everything must be sold. Stu learned from John Childers, but couldn’t do it like him. So he just told stories about transformation. People don’t care about the “stuff.” They care about the outcome. They care about the transformation. The objection matrix - Match every objection with a story of someone who had the same objection and overcame it. Use stories. The importance of building a membership around transformation, not just content. While many focus on delivering endless content. By focusing on helping people achieve meaningful outcomes, rather than overwhelming them with information, leaders can build stronger communities, improve retention, and deliver real value that keeps members coming back.…

The Learning Leader Show With Ryan Hawk

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622: Alex Hutchinson - Why We Seek Big Challenges, Adding Texture To Time, The Explorers Gene, Working Through Uncertainty, Tom Hanks, and Pushing The Limits of Human Performance 56:38

לפני 7 weeks56:38

56:38

Go to www.LearningLeader.com for full show notes. The Learning Leader Show With Ryan Hawk This is brought to you by Insight Global . If you need to hire 1 person, hire a team of people, or transform your business through Talent or Technical Services, Insight Global's team of 30,000 people around the world have the hustle and grit to deliver. www.InsightGlobal.com/LearningLeader Be optimistic in the face of uncertainty. We discover who we are by doing it. We learn who we are in practice, not in theory. The only way to fully know if you can do it, is to do the thing. Take action. Fail sometimes. Then keep going. The explore-exploit dilemma. Do we keep on the same path and stick to what we know works or do we go out into the unknown? Do we invest in R&D with no guarantee that it will pay off? This reminds me of Scott Galloway on episode #578, In order to do anything of significance in your life, you must take an uncomfortable risk.” The Hard is what makes it good. From Jimmy Dugan (Tom Hanks) in A League of Their Own . The HARD stuff adds texture to time. The effort needed is a source of meaning. Similar to the Ikea paradox. There is more meaning in the piece of furniture if you assemble it. We shouldn’t run away from the hard things (like Dottie Hinson was doing in A League of Their Own)> We should run towards them. The effort is where find a source of meaning. Opened with gratitude for him helping me with my first book, Welcome to Management . The beginnings of chapters/stories. What’s most important and what’s interesting? Use the best story you have. The beginning is super important. Time with Friction - “I don’t want it to be easier.” Challenge and complexity make it more meaningful. It’s less meaningful if it’s not challenging. Effort is a source of meaning. The Ikea Effect. A piece of furniture is worth more to you if you put it together. Why do you keep pushing your limits? What am I getting out of this? Is there some intrinsic pleasure? We are wired to explore, push our limits We are also wired to be lazy, to rest in between hunts. Dichotomy there. Some are nomadic and some settle. It’s useful to have both. Alex and his wife take their daughters with them on adventures. They earn a feeling like, “I can do anything.” Adding voluntary hardship to a child’s life can be helpful. If it’s a foregone conclusion, it’s not interesting. This is why people love live sports. We don’t know how it’s going to end. Uncertainty makes it interesting. The same is true for life. Uncertainty - We’re willing to pay a lot to not know the ending. The arc is important. “Bold beginning of uncertain outcomes.” Alex was shy and didn’t introduce himself to girls. “I would have had a better time if I wasn’t scared to ask someone out.” My first job getting rejected 60 times a day. Useful. His job as a newspaper intern having to go to people’s houses after their family member died in a car accident and talk with them. Made everything else seem easier. Quote to open the book: “To say that we should not change wines is heresy; the tongue becomes saturated, and after the third glass even the best bottle yields but an obtuse sensation.” – Jean Anthelme Brillat-Savarin Waffles – They are great. But if you have them every day, you lose the magic. A metaphor for life. Life/Career Advice: Be optimistic in the face of uncertainty. Have both the exploring and exploiting mindset. Explore widely. We discover who we are by doing it. Have to do the thing.…

The Learning Leader Show With Ryan Hawk

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621: Rachel Botsman - Being Comfortable with Uncertainty, Giving Trust Before It's Earned, Being on Time, Giving Great Keynotes, & How To Trust and Be Trusted 1:02:06

לפני 8 weeks1:02:06

1:02:06

Go to www.LearningLeader.com for full show notes. This is brought to you by Insight Global . If you need to hire 1 person, hire a team of people, or transform your business through Talent or Technical Services, Insight Global's team of 30,000 people around the world have the hustle and grit to deliver. www.InsightGlobal.com/LearningLeader Rachel Botsman has become an expert on trust in the modern world. She’s written three books: What’s Mine is Yours, Who Can You Trust, and How to Trust and Be Trusted. Her TED talks have amassed over 5 million views. And she teaches at Oxford University’s Business School where she created pioneering courses on trust in the digital age has become an expert on trust in the modern world. She’s written three books: What’s Mine is Yours, Who Can You Trust, and How to Trust and Be Trusted. Her TED talks have amassed over 5 million views. Notes: Trust is being comfortable with uncertainty . Capability and Character - Assholes are capable people with low character. Demonstrate the ability to take risks. Confidence in the unknown. Healthy challenge and push mentality. Trust willing – Lead with Trust. Make the trust wager. What’s the best way to earn someone’s trust? LEAD with trust. Trust them first. This also creates a highly attractive company or team. Don’t you want to attract highly trusting, capable people? The best way to do that is to lead with trust. Be more trust willing. Lead with Trust. Jim Collins story. Make the trust wager. You don't have to earn it, you got it. Willingness to be a beginner. Be curious. Look stupid at first. Those are good qualities in a leader. For keynote speaking: Share your expertise, but don't seek approval Share your stories, but don't look for validation Share your passion, but don't perform for the applause Don't sell from the stage. Don't show your book. Don't give your resume. Honor the present. If you’re running a meeting, start it on time. Honor the people who showed up on time. Leaders who are overscheduled… It’s usually their fault and it comes from ego. If you’ve hired a capable team, then you don’t have to be in every meeting. Also, if you’re always late, you aren’t reliable. And that becomes part of your reputation. That’s not something we want to be known for. How can people trust you if you're always late? They won't. You aren't reliable if you're always late. Reliability is a big part of your reputation. It can become the thing you're known for. That's bad. The power of consistency: Intensity makes a good story. Consistency makes progress. Consistency builds trust. Leaders who are overscheduled have a problem they've created for themselves. It's usually from ego. Interviewing leaders for jobs. High character is a must. We can teach capabilities later. Paul Simon's audiobook with Pushkin is awesome. Rachel's five principles for trust: Competence: Having the skills, knowledge, time, and resources to do what you say you'll do Reliability: Being dependable and consistent in your actions Integrity: Being honest about your intentions and motives, and ensuring your words and actions align Empathy: Caring about others' interests and how your actions affect them Consistent action: Earning trust through how you show up, set expectations, and deliver acts of caring Life/Career Advice: Don’t get boxed in too early and grow a career based on being able to tell people at parties that you work at a prestigious company. Look for great teams and great bosses. The industry doesn’t matter as much as the people. Culture is everything. People are everything. And then when you’re younger it’s helpful to be a generalist. Know a little about a lot of things. But as you get older, it’s useful to become a specialist at something. Become an expert. Go deep on a topic. This is similar to what Mike Maples Jr said on episode #619.…

The Learning Leader Show With Ryan Hawk

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620: Steve Magness - Defining Success on Your Terms, Setting Process Goals, Speaking Up in the Face of Fear, Winning The Inside Game, & Living a Meaningful Life 1:04:48

לפני 9 weeks1:04:48

1:04:48

Go to www.LearningLeader.com for full show notes. The Learning Leader Show With Ryan Hawk This is brought to you by Insight Global . If you need to hire 1 person, hire a team of people, or transform your business through Talent or Technical Services, Insight Global's team of 30,000 people around the world have the hustle and grit to deliver. Episode #620 with Steve Magness, author of Win The Inside Game Notes: Clearly define your purpose and what you want to do. For Steve, it’s: "Explore interesting ideas that will help people." "Those things will help me too. I'm curious about them." Defining that one sentence frees you up to say no to those things outside of your purpose and to focus on actions within that align with your purpose. Steve's Framework for Sustainable Excellence: Be - Clarity on who you are Do - Clairty in your pursuits Belong - Clarity on where and how you fit in Steve stood up as a whistleblower after earning his dream job at Nike, showing courage and sticking to his values and ethics. Why don't we speak up? We have a built in preservation system. We justify, rationalize, and avoid it because it minimizes the negative feeling in the short term. Don't play prevent defense. Give yourself the permission and freedom to fail. Diversify sense of self. Don't intertwine a sense of self with success or fear of failure. Diversify your sense of self—don’t intertwine your identity solely with success or the fear of failure. It’s not an all-or-nothing game. Outcomes matter, but they aren’t everything. Focus on process goals and let outcomes be a byproduct of good effort. Set your environment up to define what success means for you. Big achievements, like becoming a best-selling author, rarely feel as fulfilling as imagined. Success can be multi-dimensional and definitionally nuanced. The Power of Belonging When facing a challenge (like climbing a hill), it feels easier when you’re with others versus alone. We need each other. We share the load. Surround yourself with compounders. "We are built to belong." It is a mistake to make success or failure a virtue. It's not "I'm a failure." It's, "I failed at that thing." It's temporary. It's not who you are. In moments of stress (e.g., choking in sports like Simone Biles), your brain defaults to survival mode and shuts down higher-level functions. Strategies to overcome it: Narrow your focus: Break tasks into smaller, actionable steps. Create a personal definition of success to shift focus from fear. Try doing something unexpected or crazy to reset your perspective. To have a meaningful life we need to feel Coherent - Life adds up. You have a cohesive story. Significant - You matter and can make a difference. Directed - There’s a purpose to your life and pursuits. Belonging - Part of something bigger than you. “This book is for those who stood up, found courage, and stuck to their values and ethics.”…

The Learning Leader Show With Ryan Hawk

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619: Mike Maples Jr. - Practicing Reckless Optimism, Betting On Founders, Bill Gates Hiring Mike Sr at Microsoft, Being Overprepared, & What It Means To Do YOUR Best 1:07:57

לפני 10 weeks1:07:57

1:07:57

Go to www.LearningLeader.com for full show notes. The Learning Leader Show With Ryan Hawk This is brought to you by Insight Global . If you need to hire 1 person, hire a team of people, or transform your business through Talent or Technical Services, Insight Global's team of 30,000 people around the world have the hustle and grit to deliver. My Guest: Mike Maples Jr is a co-founding Partner at Floodgate. He has been on the Forbes Midas List eight times in the last decade and was recently profiled by Harvard Business School for his lifetime contributions to entrepreneurship. Some of his early investments include: Twitter, DemandForce, Twitch, and Applied Intuition. Mike is also the bestselling author of Pattern Breakers: Why Some Start-Ups Change the Future. Notes Chance favors the prepared mind. We are all visited by luck, but most of us don’t answer the door. We need to become a professional noticer. That is Mike’s favorite verb. Noticing. Most people don’t have prepared minds. Be intentional about noticing the world around you and being prepared for when luck visits you. Mike's dad died 7 days before we recorded. “He was a mentor, a friend, and one of the greatest inspirations of my life.” His advice: Do your best. There’s only one of you. Decide what to do with your gift of time, be intentional. Have gratitude for your time. Make the most of it. Don’t waste it trying to be someone else. Focus - Fishing competition when Mike was 5 or 6. Let’s find a good spot and stay there the entire time. While everyone else moved constantly, Mike and his dad stayed in their spot, caught a big carp, and won. Bill Gates begged Mike’s dad to “be the adult in the room” at Microsoft. Mike Sr would say to the people he led at Microsoft, "I want to know that you’re thinking about what you’re doing." He used a Socratic method. He was not prescriptive. Be proactive. Have an intentional strategy. Be intentional. Jonathan Livingston Seagull - The biggest limits in the world are the limits of your mind, your imagination, and your actions– not the limits of the world itself. Have to get over that voice in your head that says, “You’re not good enough.” We get told to be realistic or stay within the lines. Everybody is figuring it out as they go. Everyone is “winging it.” Only by being radically different can you make a radical difference. Great founders are like Patrick Mahomes and Steph Curry. You don’t know how they’re going to score, but you know they will. Practice Reckless Optimism – The world is built by Optimists. You need to be FOR something. Bet ON something, not against it. Mike sees himself as a co-conspirator more than an investor. There can’t be a recipe for a breakthrough because by definition breakthroughs haven’t happened yet. “Chance favors the prepared mind.” We are all visited by luck but most don’t answer the door. Chris Rock - Forming unexpected connections. Sam Beskind (Stanford basketball player where he played for Rob Ehsan) - Time management strategy. Stanford coaches had a one-pager with 3 keys to winning. Not 20. 3. If you have 20 keys, you have none. Nobody can remember all that. Life/Career Advice: Internalize what it means to do your best. Gratitude for your time. Avoid the trap of mimetic desire. The “T” of knowledge. Charlie Munger. Try to know what the best ideas that have ever existed in a wide range of fields. Then choose one field to know about more than anyone else in the world. Have one area where you are fanatically obsessed. For Mike, that’s startups.…

The Learning Leader Show With Ryan Hawk

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618: Chase Jarvis - Never Play It Safe, Work Your Creativity Muscle, Trust Your Intuition, Tell Great Jokes, & Become a Transformational Leader 1:00:18

לפני 11 weeks1:00:18

1:00:18

Go to www.LearningLeader.com for full show notes of The Learning Leader Show Sign up for "Mindful Monday" (it's free) - https://ryanhawk.kit.com/profile My guest for episode #618 is Chase Jarvis. Chase is a photographer, director, artist, and entrepreneur. He was the CEO of an online education platform called Creative Live from 2014 to 2022. He’s earned countless awards for his photography and creative work including a Pulitzer Prize for a New York Times story he contributed to called “Snow Fall.” He’s also the author of multiple books including Creative Calling and Never Play It Safe. Notes: Opening Joke: "What has 52 teeth and holds back a monster?" We are all wildly creative. It is trained out of us as we grow older. Creativity is foundational to all human beings. It’s on us to tap into our creativity and get it out of us to help solve problems, to create optionality, and to be innovative. Regardless of your job, becoming more creative will make you better at it. Play infinite games with transformational people. It seems like when we give to others, genuinely try to help them, and have a service orientation, good things happen to all. There are transactional people and transformational leaders. Let’s strive to be transformative and play the long game with high-character people. Transactional leaders are infuriating. Transformational leaders are inspiring. “A bird sitting on a tree is never afraid of the branch breaking, because its trust is not on the branch, but on its own wings.” Believe in yourself and your ability to bounce back if the thing doesn’t go your way. Set up a series of experiments. Not all of them will work. You’ll be better for having tried, and tried again, and then again. We learn from both our successes and our failures. Initially, Chase planned to attend medical school after graduating from undergrad. A few weeks before his graduation, his grandfather died and left all his photography equipment to his grandson. “Security is mostly superstition. It does not exist in nature, nor do the children of men as a whole experience it. Avoiding danger is no safer in the long run than outright exposure. Life is either a daring adventure or nothing.” - Helen Keller "Safety is an illusion. It does not exist in nature, so why then do we seek it? "Playing it safe is about fear. And fear is only optimized for survival--not creativity, happiness, joy, connection, harmony, fulfillment, or any of the gifts you have to give or receive in this life." Intuition is everything. What if we started paying attention to that? "I don't know why they call us founders. I didn't find anything. I built that shit. We are builders." There are 7 basic levers for life: Attention Time – NYU Professor James Carse. Finite and infinite games. Treat life like an infinite game. What’s the difference between systems and schedules? (why are systems better?) Intuition – The benefits of compounding trust. Chase's wife Kate. First met on a beach just after high school. Sparks were present, but no fire. “ She had a special quality I couldn’t quite place.” Went to college 1,500 miles apart. All along it was your intuition that kept you on notice. How do you know when it’s your intuition speaking? Why is playing it safe the riskiest thing we can do Constraints - What can we learn about constraints from Stefan Sagmeister? Play - What can we learn about play from Novak Djokovic? Failure - Melissa Arnot Reid – Replaces the word “fail” with the word “live” – Instead of saying “I’m afraid to fail. She says I’m afraid to live.” Practice - Purposeful practice. Anders Ericsson Keynote speaking - Don't be a robot. Have fun. Let it rip. Results are better in a better state of mind. Do tiny experiments when the stakes are low.…

The Learning Leader Show With Ryan Hawk

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617: Adam Galinsky - How To Inspire Others, Build a Team, Speak Up For Yourself, Thrive Through Adversity, & Become Their Favorite Boss 55:36

לפני 12 weeks55:36

55:36

Go to www.LearningLeader.com for full show notes for episode #617 with Adam Galinsky Notes: 10 Words - “We are not going down. We are going to Philly.” The composure of pilot Tammy Jo Shults after the side of her airplane exploded. Leadership is needed most when things go bad. How do you respond when adversity strikes? Those are the moments when we must be prepared to share the vision and help our team stay the course. EMTs asked, "How did you get through security? You have nerves of steel. You don't even have an elevated heart rate." The 1992 cockpit study of pilots. Did more errors happen at the beginning or the end of a 19-hour flight? You’d assume the end because of exhaustion. However, more errors happen at the beginning of the flight because the crews don’t know each other yet. How does this translate to your team? It’s imperative to genuinely care and get to know the people on your team. Host barbeque parties, ask questions, and genuinely LEARN about the people you’re leading. Those aren’t soft skills, those are essential skills. What did Adam learn from his parents? The idea of Kaizen, is a Japanese business philosophy that promotes continuous improvement through small, incremental changes. Kaizen means "good change," "change for the better," or "improvement." Transactional leaders are infuriating. Transformational leaders are inspiring. Great leader exercise: "Tell me about a leader that inspired you..." What qualities do they possess? "Courage, Optimism, Generous." Inspire - the universal path for leading yourself and others Build habits - floss teeth before brushing. Write thank you notes. Moments of Greatness -- Elks basketball Team thank you notes - Rob Kimbel Columbia football coach -- "Who can I yell at?" Need to know who can handle it. Ron Ullery -- Share the vision early. 1:1 conversation, bring your leaders in. Adam did not get tenure when most thought he deserved it. They messed up by not sharing the vision until after, but then they made it better by sharing and showing him love. He then turned down Harvard to stay at Northwestern because of it. Vision - Big picture. Put context for behavior. Why is consistency important? The Great Gatsby and his dad. Greenlights. When you're thinking about trying to persuade others, you persuade yourself. Parenting -- When you flip out, they do too. We set the tone.…

The Learning Leader Show With Ryan Hawk

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616: Bob Stoops- Building a Winning Culture, Connecting With People, Creating a Coaching Forest, Caring For Your Team, & Winning Championships 52:06

לפני 13 weeks52:06

52:06

Full show notes at www.LearningLeader.com Mindful Monday is the best way to start your week. Sign up for free here: https://ryanhawk.kit.com/profile Bob Stoops was inducted into the College Football Hall of Fame as a coach in 2021. He was the head football coach at the University of Oklahoma from 1999 to 2016. He led the Sooners to a 191-48 record over his career. His 2000/2001 team won the national championship. He earned the National Coach of the Year award the same season. Since 2020, Stoops has been a head coach in the XFL, winning an XFL Championship in 2023 with the Arlington Renegades. He played college football at the University of Iowa, earning team MVP his senior year as a defensive back. Notes: Coaches Bob has worked for: Hayden Fry at Iowa, Bill Snyder at Kansas State, and Steve Spurrier at Florida. He's w orked for some amazing coaches. Relationships are everything. You must connect with people. You must be authentic. Learn from other coaches, but you have to be yourself Sherri Coale: “One of my favorite things about him is he’s the busiest man on the planet but never appeared that way. That’s a skill and an art. That fascinates me.” What makes a great head coach? They relate to people. They care about them. They can motivate and influence by clearly sharing the vision of the program and inspiring others to get on board. They are decisive people. Most importantly, they know how to connect with people. All leadership is a people business. If you can’t connect with others, you’ll probably struggle. Creating a “coaches forest” (beyond a tree) - Mike Stoops, Mark Mangino, Mike Leach, Bo Pelini, Kevin Sumlin, Kevin Wilson, Lincoln Riley, and more. How has Bob prepared so many guys to be successful head coaches? Hiring – “I always tried to hire people smarter than me.” A lot of people say this, but not all do this. Coach Stoops looked for people who had a track record of performance… And then he used his gut instincts after he spent time with him. He paid attention to how they treated his secretary, how they treated the waiter at lunch… Some call those the little things, but they were very important to Coach Stoops The overarching theme of the entire conversation was the simplicity of how Coach Stoops built his program. He didn’t try to overcomplicate anything. He knew he wanted coaches who were accomplished, high-character people. And he wanted tough players who loved football. Their offenses may have looked exotic but they didn’t have a ton of plays installed. They focused on what they did and then practiced it relentlessly so that they would execute better than their opponents. I think there’s something beautiful in the simplicity with how he’s built his program and the results speak for themselves. Great players want to be coached - Jeremiah Smith, Adrian Peterson. What he looked for in players: They have to LOVE football. Need to be tough and physical. Someone like Dan Cody. From Oklahoma, was skinny, and nobody on the staff wanted to give him a scholarship, but Coach Stoops did, and he turned out to be a great player. Liked to keep local guys home. Off-season workouts create the culture of the team. "We won because we outworked everyone." The attitude of the national championship team - "They were tired of being kicked around." And "I shared with them the history of Oklahoma and let them know the way it should be. When we started, they were a losing team." Josh Heupel - The most valuable recruit ever for Coach Stoops. Mike Leach was a 1 of 1. An original. He seemed relaxed and casual, but he was also very demanding that they do it right. He was also focused on just a few plays instead of trying to do everything. FOCUS. Do what we do Wife Carol - Impressive leader at Mary Kay. Won a pink Cadillac 16 years in a row. National Sales Director. Life/Career Advice - Go hard, be tough, be true to yourself, enjoy the struggle, and look forward to the fight. Nothing great happens without going through struggles first.…

The Learning Leader Show With Ryan Hawk

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615: Brad Thor - The Art & Science of Storytelling, Creating Surprise, Billions, Ray Donavon, & The Willingness (& Ability) To Break The Rules 1:03:13

לפני 14 weeks1:03:13

1:03:13

Go to www.LearningLeader.com for full show notes and all episodes of The Learning Leader Show Notes: Brad Thor best selling author of 22 thrillers... Excellence as a leader… What has Brad seen from the military leaders he’s studied: Empathy - Understand what it’s like from their perspective. LISTEN - Care for your people. Actually LISTEN to them and be there. Creativity. Innovate, and think of new creative ways to solve problems. Effective storytelling - Don’t start with the weather. Leave out the parts people skip. Don’t be boring. This same advice is useful for leaders when communicating with your team. Put yourself in their shoes. How can you most effectively share your message without being boring. The more entertaining it is, the more likely they’ll remember it. Effective storytellers - Plotters (outlines, Dan Brown), Pantsers (write by the seat of your pants). Brad is a pantser. Take the first 4 ideas and throw them out. You need the element of surprise. Create surprise. Be comfortable breaking the rules. Loves Ray Donavon and Billions for the element of surprise "No joy in the writer, no joy in the reader." "No surprise in the writer, no surprise in the reader." Brad has served as a member of the Department of Homeland Security’s Analytic Red Cell Unit. Excellence as a leader (McChrystal) - Empathy, Listen, Creativity. PBL - Problem-Based Learning. John Bettis (country singer). How do you recharge your battery? International travel. Immerse yourself in another culture. Loves politics. Ran for President. Advice for writers – “Gotta Keep Writing” Mary Higgins Clark did it for 2 hours each morning before her family woke up. Whatever it is we want to be great at, we have to get the reps. Consistency beats intensity. 00:53 The Art of Storytelling 04:13 Elements of Effective Storytelling 08:26 The Importance of Surprise in Storytelling 11:33 Writing Process and Challenges 20:43 Research and Realism in Writing 27:04 Leadership Lessons from Writing 30:59 The Importance of Open-Mindedness 32:01 Pre-Publishing Feedback Process 35:09 Homeland Security and the Red Cell Unit 39:05 Maintaining Creative Energy 42:38 Political Ambitions and Leadership 50:57 Advice for Aspiring Writers 54:36 The Benefits of Reading Fiction for Leaders 56:43 Conclusion and Final Thoughts…

The Learning Leader Show With Ryan Hawk

1
614: David Yeager PhD - The Science of Motivating Young People: A Groundbreaking Approach To Leading The Next Generation (Author of 10 to 25) 54:36

לפני 15 weeks54:36

54:36

Go to www.LearningLeader.com for full show notes. The Learning Leader Show with Ryan Hawk This is brought to you by Insight Global . If you need to hire 1 person, hire a team of people, or transform your business through Talent or Technical Services, Insight Global's team of 30,000 people around the world have the hustle and grit to deliver. Notes: The Pete and Leona story - What will people say about you at your funeral? "They changed my life and the lives of my entire family." Tough love out of 100% care for you. Be tough AND supportive. Don't lower your standards. High standards. High support. 10 to 25 - Find the right trigger for motivation. Find out what they care about. They need meaning and significance. They want status and earned respect. Are children less afraid of their parents now than they used to be? Dan Gilbert calls this the "illusion of moral decline." It's been happening for 75 years. The Parental Nagging Study - A common tactic adults use to get teens to “pay attention.” Research shows that nagging triggers the emotional part of a teen’s brain, shutting down their ability to think logically. They’re not ignoring you on purpose—they’re simply wired to tune out. A better way? Speak calmly and neutrally to engage the part of their brain that handles planning and decision-making. This opens the door to real conversation. Satya Nadella’s Model, Coach, Care philosophy at Microsoft. This is the opposite of Jack Welch’s rank and yank style at GE. Remember, the stack ranking methodology limited innovation and stopped people from taking any type of risk. We want to model the right behavior, coach others, and ensure they know we care for them so they feel the support they need to take risks, sometimes fail, get back up, and work to innovate. Theory X = Rank and yank. It stifled innovation for fear of failure and getting fired. Theory Y = No stack rankings. Built on connecting leaders with their people. Still high standards and demanding. Followed the "Model, Coach, Care" methodology. This is what's happening today at Microsoft. Be a place where people want to work. The Mentor's Dilemma - Stef Okamoto - honest, direct, and supportive. The "mentor's dilemma" refers to the challenge of balancing honest, critical feedback to young people while still maintaining their motivation and self-esteem, as this age group can be particularly sensitive to perceived criticism and may easily feel discouraged or disrespected if not approached carefully; essentially, it's the struggle between pushing someone to improve and potentially damaging their confidence by being too harsh. The mentor mindset: A mentor mindset can be adopted by using practices such as validating young people's perspectives, asking them questions, and holding them to high standards. Questioning – Kate, a mom of two who lives in Chicago, whose oldest son was a sophomore came home one night from a party drunk and high. Kate responded with a combination of yelling and prosecuting… She instigated an interrogation and not a two-way conversation. Instead of interrogating, get curious. They had a reason for what they did. Figure out why. What's your plan? Ask questions to get them to own their thinking and share it with you. Advice - Don’t accept some perceived path. Be reliable, show up, do the work, and ask for more work. Add surplus value. Whatever you’re being paid, focus on delivering 10x more value. Find a way to do that and your employer will beg to give you a raise and promote you.…

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594: Charles Duhigg - Asking Deeper Questions, Developing Listening Skills, The Matching Principle, The Harvard Study, and How to Unlock the Secret Language of Connection (Super Communicators)