Explainer white-board video for my corporate team building workshop and game, Cards Against Mundanity. More 5000+ people have played including organizations such as Amazon, Google, Worldwide Express, Microsoft, Oracle, PRSA, Chambers of Commerces, and many others. Clients see 20%+ increase in trust, team closeness & engagement in 90 minutes. That translates into double-digit increases in their key metrics. You’ll see your team performance skyrocket immediately after the workshop.
Kate Stott, Director of Enterprise Operations at WorldWide Express
“Getting to work with Jason was a game-changer. I thought my team was close before playing Jason’s Cards Against Mundanity, but seeing how much they bonded during the hour we spent playing was amazing. I cannot stress enough – ANY relationship will be strengthened by playing this game. I’ve played with family members, friends and coworkers in other departments and the results speak for themselves. Beyond that, Jason has continued to offer his insights & suggestions on how I can better navigate difficult situations in the workplace. I’m a better leader with a higher functioning team after my time with Jason.”
Google senior leader, Albert Grazi (head of the video solutions group)
“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.”
Getting to work with Jason was a game-changer. I thought my team was close before playing Jason’s Cards Against Mundanity, but seeing how much they bonded during the hour we spent playing was amazing. I cannot stress enough – ANY relationship will be strengthened by playing this game. I’ve played with family members, friends and coworkers in other departments and the results speak for themselves. Beyond that, Jason has continued to offer his insights & suggestions on how I can better navigate difficult situations in the workplace. I’m a better leader with a higher functioning team after my time with Jason.
Maximize the potential and performance of your team by learning how to build a high-performing team straight from executive coach and best-selling author @jasontreu. Don’t miss this amazing episode on #leadership on Stop Riding the Pine. It’s his 2nd time on the podcast.
According to the Small Business Administration (SBA), about 33 percent of all businesses will fail during their first two years. This is why it’s important that business owners are guided by principles to reach company goals every day. We asked the experts to share the business philosophy they live by that helps them stay focused as decision makers.
Only 10 percent to 15 percent of leaders are self-aware, but 95 percent believe that they are. If you don’t understand your blind spots, patterns, emotions and how those affect others, you’ll make many mistakes, lose clients and have poor employee retention. Self-aware leaders deal with conflict much better and enter into difficult conversations on a regular basis. They let their ego cloud their decisions much less often. They seek to understand first by listening vs. trying to tell others why they are right. Self-aware leaders are vulnerable, and they share with others, which builds deep relationships much quicker.
Here is one I really liked:
3. ‘The single biggest problem in communication is the illusion that it took place.’ — George Bernard Shaw
Every month, Dr. JP Pawliw-Fry surveys more than 30,000 people in the workplace through the Kellogg School of Management’s Executive Education program to narrow in on the traits and qualities that differentiate the top from the poor performers. He found the best leaders never avoid the hard part of a conversation. Most of us will omit the last 8 percent of a difficult discussion, assuming the other person understood what was implied. This creates tension and frustration when nothing changes since the two didn’t fully understand each other. For everyone to work at maximum efficiency, it’s crucial to finish up that last 8 percent of the tough conversations.
Are you their friend or enemy? You are in one or the other camp (whether you like it or not). You have to earn the right to get in their inner circle. It’s how our brains are wired.
To fast-track biz success, you’ve got to build high level of trust quickly. You do that not by pitching them, but getting to know them personally. You need to create the feeling (in 5 mins or less) that you’ve known the person forever. You do that by leading with vulnerability and opening them up.
Why? Because belonging is our DNA. Everyone wants it and they can never get enough of it. People want to open up and share, it’s just most people don’t care & don’t want to listen. People don’t want to hide behind their mask. So be the person that allows them to take it off.
How? Ask them deep personal questions the first time you meet them. Uncomfortable? Yes, but the research proves it works. The other way is slow and doesn’t work.
What questions (here are two examples):
1) What’s the most important lesson you’ve learned in the last year? Why?
2) What’s a setback that turned into a blessing in disguise? Why was it?
You can also get my team building game (cardsagainstMundanity.com) for free and play it with them. Use two questions that you both answer. It will take you 3-4 minutes.
Do the opposite of the other 99% and you’ll skyrocket your results.
Try it and see how it works. You’ll be surprised how easy it is.
One top three biggest complaints I’ve received from hundreds of senior executives is employees don’t think like a CEO (enterprise-or company-wide. They think in a silo (narrow in scope & impact) and view the company from their team/group perspective. This doesn’t foster a contribution mindset nor problem-solving in a top-down/across-an-organization fashion.
Turn the table around. The CEO doesn’t just think about your group. They have to take into consideration all of them. Why shouldn’t you? Imagine how much more strategic you’ll be?
This IS the way to fast-track your career.
Also, many senior leaders don’t do this either. The ones that do really stand out and accomplish the most.
Here are some ways to up-level your thinking:
-Understand the company you work for and the business you are in (sales-driven, manufacturing, etc.)
-How the company makes money (end-to-end)
-Who the end customer is
-How what you do every day fits into the strategy of the company
-Goals, challenges and opportunities to each group (and how you can help them).This requires you to meet with people 1:1.
-Goals, challenges and opportunity of your colleagues
-You also need to understand the culture and how things really get done.
If you were “CEO” for the day, what would you do/change?
Start thinking like a CEO not like an employee. You’ll see a significant shift in how many people view, your success and fulfillment and cash in your pocket.
