Train Your Business Team Like the Navy SEALs w/ Jason Treu on the B2B Revenue Podcast. http://b2brevexec.libsyn.com/train-your-business-team-like-the-navy-seals-w-jason-treu
If you want to be a good leader, take accountability for finding the potential in people and developing it.
I recently interviewed Jason Treu, an executive coach who focuses on leadership.
I learned that if you want to proactively reach your team, it’s better to look at someone’s behavior pattern like a computer program. Objectively.
That’s exactly what the Navy SEALs do. They ask these questions:
– What were our intended results?
– What were the actual results?
– What went well?
– What didn’t go well?
– What did we learn from this?
– What can we implement moving forward?
It is not emotional. It’s looking at a situation objectively. They don’t place blame. It’s not about failure.
Even if everything went right, the mentality is to discover what they can get better.
It’s neither good nor bad. It’s a computer program. You have the choice to be right or you have a choice to be happy, successful, and fulfilled because the pattern that was successful then, is now sabotaging your success and eventually will crater it.
Re-training yourself to approach problems in this way is “part science, and part art.” But it can result in huge payoffs for the individual and the company.
Listen to the to the podcast link in the first comment below.
“Our Phoenix PRSA Chapter had the honor of hosting Jason at a recent member luncheon and to say we were impressed would be an understatement. His discussion on great leaders and team building was not only interesting and engaging, our opportunity to play his “Cards Against Mundanity” game was a literal revelation for many of us in the group. For, what might be the first time ever, members continued to stay and talk long after the event was over. Keep in mind this was a luncheon, in the middle of the work day, and people stuck around!
If you are ever looking for a keynote speaker Jason should be high on your list. He’s an expert in his field. He’s worked with some of the biggest companies out there, and his methods work!
We’d love to have him back anytime!” — Rachel Brockway, President, PRSA Phoenix
Great insight into why Kobe Bryant alto ego “superhero” creation was his secret for success. You use this exact process too. Working with clients on a brand new process that incorporates this.
Their success exploded (5-10x in weeks) because they suspended belief in what they can’t do to take a leap of faith and instantly overcome their fears and biggest hurdles.
It’s a way to crush your blindspots, hurdles and anything holding you back. You use your authentic self to rise to its ultimate peak to produce the success and evidence you need.
100% success rate.
Read what Kobe did and what they are doing. You can copy this process. Will work for you in minutes after you apply it.
“Kobe harnessed that mindset to prepare for one of the greatest players he ever encountered: Allen Iverson. He became obsessed w/ AI, going so far as to study the hunting techniques of great white sharks:
‘Working harder wasn’t enough.
I had to study this man maniacally.
I obsessively read every article and book I could find about AI. I obsessively watched every game he had played. I obsessively studied his every success, & his every struggle. I obsessively searched for any weakness I could find.
I searched the world for musings to add to my AI Musecage.
This led me to study how great whites sharks hunt seals off the coast of South Africa.
The patience. The timing. The angles. On Feb 20, 2000, in Philadelphia, PJ gave me the assignment of guarding AI at the start of the 2nd half. No one knew how much this challenge meant to me.
I wanted him to feel the frustration I felt.
I wanted everyone who laughed at the 41 & 10 he put on me to choke on their laughter’”
“Stop trying to borrow wisdom and think for yourself. Face your difficulties and think and think and think and solve your problems yourself. Suffering and difficulties provide opportunities to become better. Success is never giving up.”
Toyota engineer Taiichi Ohno advice to those wanting to understand their manufacturing model and processes.
Employees often hold back sharing information even when they believe what have to say could be very important for the organization/customer and/or themselves. This epidemic of silence is caused by four main reasons: not wanting to be seen in a bad light, causing issues, damaging work relationships and sense of futility (ie it won’t really matter).
Recent studies every single employee interviewee failed to speak up on an at least issue they believed had significant organizational consequences on key metrics, morale, bullying and employee retention.
One employee I spoke with said, “I can’t afford to lose my job so I’d rather stay silent and not make what I believe would be a significant improvement. The downside risk is too high for me.” That comment is what I hear in 90% of the organizations.
The bottom line implications are significant and it’s not improving.
“Why would I want to change jobs and go to another CPG company. Things won’t be much better. Silence ensures I don’t create issues for myself.” This senior manager is in a Fortune/Forbes Top 10 Workplace.
Just surpassed 60,000 copies sold with my book, Social Wealth. Never thought when I launched it would do this well. It took 13 months to write, edit and publish (along w/ one content update in 2017).
Good things are never easy to do. You have to be willing to put in blood, sweat and tears in order to make it happen. Anyone can if they are determined, focused and passionate about what they want to accomplish.
You see all these “become a successful author” programs. They can help especially on the marketing side. But YOU have to do the research, soul searching, courageous writing and all the pain-staking, back-breaking steps…if you want to have a good/great book.
Why do something half-ass? Sure it’s quicker, but the impact is low. Most people have a lot more they can put into their books.
Share your greatness with the world in whatever you do. It’s not easy, but you can do it.
Hiring very talented isn’t enough. In fact, it’s probably a waste of time and money. Here’s why. The interviewing process is expensive both in costs and people’s time. Then an organization places that expensive employee in a low performing workplace to waste away or underperform to their capabilities.
Employees have to be in workplaces where they are ABLE and WILLING to use their talents. That’s how you maximize employee performance and engagement.
Unfortunately that’s pretty rare. I’ve observed 200+ employee teams over the last two years to collect data and see how many of them are really operating at peak performance.
Here are a few data points to back that up (and much more out there):
70% of employees are disengaged
Only 16% of emoloyees are at peak performance
70% of teams are dysfunctional
86% of executives cite poor communication and collaboration as a reason for missed deliverables, KPIs, sales and other key metrics
Only 28 % of managers are skilled in engaging and managing employees effectively
75% of employees quit because of poor managers
Trust is at an all-time low in the workplace
There are less than 10% of those workplaces that create the environment for employees to excel. The above data shows you how bad the situation is.
Is yours one of them or not? If you can’t answer immediately and with certainty, you most likely have significant room for improvement.
Make it a company priority in 2019. You’ll crush your competitors and metrics if you do.
Because you can fix all the challenges above for pennies on the dollars. It’s much cheaper than any other growth.
If you don’t, your competitors will. Nokia didn’t believe it. IBM didn’t believe it. Blockbuster didn’t either. It’s too late when you figure it out. The damage is done. Get ahead of the curve and act now with urgency.
Hiring talented people isn’t enough. It’s not even tablestakes anymore. Organizations must do better if they want to be leaders.
Experience is the best teacher is completely WRONG. Here is why.
That means the older you get, you would naturally get better. We know that’s not true.
EVALUATED experience is the best teacher.
Why? Because reflection turns information into actionable insight that creates growth and change.
For example: What did I learn? How can it help me? How can I put that information to use?
Start asking yourself the right questions to exponentially grow your leadership, management and career. It’s through the questioning and knowledge seeking that we get to peak performance.
