How to do you master business, leadership, management, and your career? Why are you procrastinating and not motivated (hint –you’ve hit a plateau!) I show you the three pillars of mastery, along with how to apply it. You’ll see why 99% of people struggle and make zero progress. It’s pretty obvious once I draw it out why it is. And eventually why eventually every single person hits rock bottom and crashes/burns. You’ll get high-level tools to help you avoid this.
You can get my free team building game that more than 3,000 people have used including many leading companies like Google, Amazon, E&Y, Oracle, Microsoft, and others. http://www.cardsagainstmundanity.com
Check out my individual and group coaching options at https://jasontreu.com/services. You can try it out with a single coaching session as well.
Maximize team performance (and all metrics) by getting people to care about each other. It trumps everything else. You can hire “b” players and be much farther ahead then if you have “A” players and people don’t care about each other.
The fastest way to increase revenue, profit, and satisfaction isn’t through training it’s through better relationships.
“The researchers found out what distinguished the ‘good’ teams from the dysfunctional one was how teammates treated one another. This was much more important than even if all the members were exceptionally bright.”
It starts with team building.
Get my free breakthrough game that 3,000 people and 50+ organizations (Google, Amazon, Microsoft, Oracle, PRSA Dallas, Interview Connections, etc.) are using, Cards Against Mundanity. It’s simple to play and comes with all the instructions. It takes five minutes to set up and delivers a huge ROI immediately afterward.
Here’s a testimonial from Google senior leaders on my workshop two weeks ago in NYC:“The workshop and game were excellent: the team was very appreciative of the event, and it kept coming up as one of the best experiences they’ve ever had. As a manager, that was great to hear. Throughout the following two days, we hosted some guests from other groups, and we asked them to answer random cards in front of the audience: some of their answers were surprisingly deep and instantly helped to establish trust between them and our teams.”
THE #1 question to ask your boss every single week is, “What is your single greatest priority this week?” How your boss answers it will help you prioritize and you can offer up suggestions. Think about it: Your boss will go to bat for you if you focus on helping them with their priorities. #management#leadership#careeradvise#successprinciples
Here is my presentation at the PRSA Dallas May Event, “The Secret to Strong Teamwork and Collaboration that Leads to Innovation, Engagement, and Happiness.” We also played my game, Cards Against Mundanity.
Feedback from the head of programming, Jennifer Little, for Dallas PRSA:
Overview of My Speaking Engagement at PRSA Dallas:
Collaboration is taking over the workplace. With employees spending more than half their time working together, teamwork is critical to organizational success and market leadership. However, according to Gallup, almost 70% of employees are disengaged and it’s costing U.S. businesses $550 billion every year.
After spending three years interviewing more than a thousand individuals, including leaders and teams in Fortune and Forbes Top 10 Workplaces, Jason Treu has discovered specific strategies and activities any organization can do to quickly increase engagement and performance as well as work better with internal and external teams.
Join us for the PRSA Dallas May luncheon to hear how teambuilding and strong group connections can lead to productivity, exciting innovation and job happiness. This session will help change and improve the way you work with any team and is ideal for any communication setting including agency, corporate, nonprofit, government and consultants.
We’ll cover together:
Why disengagement and lack of trust is killing team success
The “secret” strategies for building high performing and innovative teams
The simplest way to inspire others and work well in group settings
Specific activities you can do quickly make working in teams a positive experience
Tips for managers that need help engaging one team member or many
Jason Treu returns to Vroom Vroom Veer for episode #3 to talk about how to get people to like and trust each other at work, a fun game called “Cards Against Mundanity” and a little bit about self-awareness.
From Jason Treu’s website:
“You know those times when everything lines up perfectly and you want to pump your fist and yell, “YES!!!”? We all have those brief moments when we’re at our best. Everything flows powerfully and naturally. We’re like Michael Jordan shooting the ball into the hoop. Like Adele hitting that impossible note.
Most people reach that place infrequently at best. They spend their entire life searching for it, just to keep hitting dead ends. I’ve solved this. When you work with me, “peak state” becomes your normal state. I help top people like you smash through goals, build extraordinary relationships and become a leader who easily hits the high notes and makes the shots.”
Jason Treu Vroom Veer Stories
How to use “Card Against Mundanity” in a team building workshop to help people connect and create deeper relationships
Wanted to do a TEDx speech and wanted a topic with real impact; followed “grounded research”; let the data lead you to the conclusions rather than having a theory and prove or disprove it
Found project “Aristotle” which was Goggle’s attempt answer the question; How do we build the perfect team? How do we re-invent the company to increase everything across the board?
One key finding is that a team of ivy league super stars doesn’t make a high performance team
The #1 key factor required found universally in all high performing teams was “psychological safety” which includes 1) vulnerability, 2) caring; 3) sharing; knowing people on a deep personal level
People can throw out crazy ideas and questions; and those are not only supported; but the group actually wants and encourages team members to share them
Teams of average people with psychological safety consistently out perform teams of “superstars”
In traditional teams with “super stars” you may have 1 or 2 leaders generating all the ideas in a group of 10; when you have 10 “regular folks with psychological safety you are getting 10 people working in a true collaboration
Senior people in leadership roles have less self-awareness and almost always assume they are right; where as average people are more open to thinking they might be wrong
Google this: Harvard debate team lost to a team of prison inmates
People believe that trust leads to vulnerability; the opposite is true; sharing vulnerability leads to building trust
Once trust and friendships are established in teams, people are motivated and inspired to work harder to avoid disappointing their teammates and friends; they do this because they know their teammates care about them personally and professionally
Professor Arthur Aron 1997 asked the question: “How can we enable people to become fast friends?” 54 grad students played a question and answer game for 45 minutes; 30% said they made closer relationships than they ever had in their lives
No one questions a leader if they drive a company to earn $1 billion; no one asks the question; do your employees like each other
Part of the magic of the “game” is that the cards are random and it’s not a stranger or someone you don’t like asking the questions, it’s just a random card in a game, so the fight or flight mechanism is bypassed automatically and people feel safe to share
A highly developed skill can hide a lack of self-awareness; like a great sales person is really not a very good manager but they get by because of their high skill in sales; a person who is more self-aware and socially aware may not be a great manager but will be aware and open enough to learn from others what corrections need to be made
A leader with low self awareness asks for help to improve performance; the team says the boss doesn’t listen. What doesn’t work is just tell the boss that the team says he doesn’t listen; he will shut down. If you look for the pattern in the bosses history that supports the behavior; you can help the boss change that pattern is small easy ways.
