Own it 5 steps - mceea - for upload
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Career and individual development start with Owning It. Here is a tool leaders can use to guide individuals through the process of preparing for that all important career or development conversation. This was a keynote I gave at a recent conference.
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Own it 5 steps - mceea - for upload
- 1. Own It! 5 Tips For Managing Your Career And Performance MCEEA State Conference – Ann Arbor, Michigan June 20, 2014 www.thetrugroup.com / Twitter: @trugroupscott / LinkedIn
- 2. Scott Patchin »Holland, MI »My mission »15+ years in HR / Leadership Dev »5 Years as an entrepreneur »Author (and soon to be again) Learn more – visit thetrugroup.com / Linkedin
- 3. What town do you live in? Text: 272230 + your answer to 22333
- 5. My Beliefs » Great conversations start with a question » Honest conversations: Foundation of great relationships » In great organizations, everyone leads » Motivation: Fear vs Love » Talent + Work » Individuals own development / organizations support » TRUST is a gift » All organizations have A, B, C players
- 6. Conversation #1: Tell me about yourself? (1 minute / person)
- 7. “Tell me about yourself?” What 1 word stood out for you in their answer? Text: 275427 + your answer to 22333
- 9. Tip #1: Own It
- 10. Tip #1: Own It It is time, in our society, when we thought it worthwhile to try a noble experiment: to stop giving the job-hunter a fish, half a fish, or no fish at all; and instead, teach him/her how to fish. Richard Nelson Bolles What Color Is Your Parachute? Year? 1978
- 11. Tip #1: Own It No fish for you. Learn to fish #career #ownit #buildyourparachute #hopeitopens @ParachuteBolles
- 12. Tip #2: Cultivate Self- Awareness
- 13. Tip #2: Self-Awareness »People cannot be ‘fixed’ »Change is a choice
- 14. IQ vs EQ (Emotional Quotient) »Self-Awareness »Self-Management »Social Awareness »Relationship Management
- 15. Jim’s Talent?
- 16. Talent »Gallup’s Definition: Thought, feeling or behavior that can be productively applied »Talents: 24 x 7 »Strength = Talent + Skill + Knowledge »Development is NOT about fixing weaknesses
- 17. Tip #3: Create a Target
- 18. “What do you want to be doing in 2- 5 years?” How do you REALLY want to answer that question? Text: 277416 + your answer to 22333
- 20. Target: Key Benefits • Easier for others to help • Basis for intermediate goals • Changes can be managed
- 21. Short Term: Next 12-18 months What challenges are you looking for? What do you want to do more of? Less of? Problems you see that you want to solve? Long Term: What do you want to be doing in 2-5 years?
- 22. Tip #4: Commit to Mastery
- 24. Tip #5: Find Partners
- 25. What is covered? What is needs work? Accountability Partner Coach / Questioner Listener _____________ Comforter/Encourager Challenger Expert/Mentor Connector
- 26. Tip #5.5: Hone the Habits
- 27. Tip #5.5: The Habits • 1x/year – This past year? Learnings? • 1x/year – This next year? Learnings? • 2x/year – How am I doing vs my goals? • Monthly networking • All the time – Learn about others
- 28. Final Steps – Stay Connected 1. C - - S - - T on business card. I will draw 1 winner to receive a packet of resources for developing yourself and your people and 1 hour of free coaching. I have a NO SPAM promise. 2. Links to all the resources I have talked about are at: thetrugroup.com/training-and-keynote-speaking/ownit
- 29. Own It! 5 Tips For Managing Your Career And Performance www.thetrugroup.com / Twitter: @trugroupscott / LinkedIn
- 30. About the Speaker – Scott Patchin Scott has a core belief that the habits leaders practice and the conversations they have with their people are the keys to their success. He launched his own leadership development company, The trU Group, in 2009 around the mission of working with leaders and organizations in transition so they achieve the excellence they desire. He has work experience manufacturing, healthcare, and banking/mortgage industries. He is an author, blogger, coach, and delivers a hands-on keynote. He resides in Michigan and has spoken nationally on leadership and individual development. Learn more: | LinkedIn | www.thetrugroup.com
Editor's Notes
- Preparation: 3x5 cards Handouts (75) Container for business cards Giveaway (Strengthsfinder book / Parker Palmer / Drucker Article / Coupon – 1 hour free coaching / Laminated trUYou worksheet and mo Computer Presentation on flash drive Business cards Presentation mouse Ting Sha bells
- Time:
- Poll Title: What town do you live in today? http://www.polleverywhere.com/free_text_polls/j3T1NQl8UkfAFz7
- Key point
- Time: 8 minutes Start: 10:14 4 minute conversation (time with watch) (look for smiles on faces, noise level) Debrief: Was that enough time to have a meaningful conversation? - - you have about 15 seconds to get their attention What did you choose to share? What did you notice about the person that talked with you? How did it leave you feeling? Information to share: Wall Street Journal article about impact talking about yourself, feeding, giving someone money has the same impact on the brain (same location lights up!) In Shifting Gears – I ask this question and listen, because your answer tells me something: Lead with title or talents? Lead with past, present, or future? Get stuck - - move forward Smile or not? This is the #1 interview question – I ask it to allow the person to relax (every book tells them this is what I will ask) – and where they start matters because it helps me learn more about them. Which leads me to Point #1:
- Time:
- Poll Title: When you asked the question "Tell me about yourself?" - What 1 word stood out for you in their answer? http://www.polleverywhere.com/free_text_polls/Q6AWX12eda0JrVX
- Time: 5 min Start: 10:22 Language But vs And Yeah, but . . . . Myth: It was not like this 10 years ago, we live in unprecedented times (quote from What Color is your parachute)
- Time: 5 min Start: 10:22 Language But vs And Yeah, but . . . . Myth: It was not like this 10 years ago, we live in unprecedented times (quote from What Color is your parachute)
- Time: 5 min Start: 10:22 Language But vs And Yeah, but . . . . Myth: It was not like this 10 years ago, we live in unprecedented times (quote from What Color is your parachute)
- Time: 15 minutes (5 lecture, 3 self work, 6 min conversation, 6 minute debrief) Start: 10:27 The next 4 slides: 5 min Leadership Development basics: IQ vs EQ Intelligent and able to work with others Late Peter Drucker - Knowledge worker and the charge to work WITH people Dale Carnegie – How to Win Friends and Influence People
- Time: 15 minutes (5 lecture, 3 self work, 6 min conversation, 6 minute debrief) Start: 10:27 The next 4 slides: 5 min Leadership Development basics: IQ vs EQ Intelligent and able to work with others Late Peter Drucker - Knowledge worker and the charge to work WITH people Dale Carnegie – How to Win Friends and Influence People
- Time: 5 min (including previous slide) Start – 10:27 Emotional Quotient (EQ) – Daniel Goleman Personal Competence: Self-Awareness / Self Management Social Competence: Social Awareness (Empathy, Org awareness, Service) / Relationship Management (Influence, Developing others, Change catalyst, Conflict Management, Teamwork) My coaching: Self-Awareness (intake and practice) – watch yourself in those situations. What do you notice? When does it happen? Who is there? Story about presence and CARING with Jeff Leeuw. Self-Management – Step 2!!!!!! Only then to we focus on external items (other people, our teams, etc. . . . )
- Time: 5 min (part of previous 2 slides) Start – 10:27 Here is an example. Anyone know Jim Dreyer? What did he accomplish? Tell his story - - What is Jim’s talent? (let them answer . . . ) Point to make: We often make the leap - - talent = title, talent = accomplishment That is so limiting and general. Accountant is so general . . . . .
- Time: 5 min (part of previous 2 slides) Start – 10:27 Gallup has done lots of research around this - - and their book Strengthsfinder 2.0 has been on the Top 5 business books for a decade. Some key points around talents The definition – Jim Dreyer probably has some great stories about how his talent was NOT productively applied. 24 x 7: Talents don’t show up in our big decisions, it is the thousands we make daily without thinking about them. We cannot turn them off! The formula – probably the #1 way I have conversations with people around development. Fixing weaknesses is not a good use of resources. Talent is wired into your brain, and leveraging it, building it into a strength is the focus. When we think about talents Achiever, Command, Connector, Input, Analytical, Woo, Relator, Question: What are some talents you see in yourself, maybe the people you work with?
- Time: 1 min Start – 10:44 Story: First year I had a client, senior leader that was pegged for a potential President role in the distant future. Our first meeting I asked to see his priorities or something around what his responsibilities were, he had kind of an idea, but it was not clear. When asked “Would it be valuable to have a conversation around a basic job description/scorecard?” – he answered a quick YES! People need a target / goal Share Study during downturn about what motivates people. Managers – a kind word People – Progress/getting work done
- Time:
- Poll Title: When asked the question "What do you want to be doing in 2-5 years?" - How do you really want to answer that question? http://www.polleverywhere.com/free_text_polls/vqmTvN8rLUdHq8X
- Time: 4 min Start – 10:45 Story: One of the things I do in my work is to coach. Part of the intake process for coaching is setting some goals. What would be a desired outcome of our time together? I think of one coaching assignment around someone ‘respected, but did not care about their people’ Intake: After interviewing direct reports, peers, and their leader – the goal was that one year from now people would see this person as someone that cared about and used their opinions. Intermediate goals – listen more and develop a habit of weekly check-ins with their people (via phone mostly)
- Time: 4 min Start – 10:49 Give you a chance to answer ONE short term career question: Pick one, and jot down an answer. (give them 1 minute) Ask people to share their answer – use it as a chance to ask questions to help them refine their answers. Points: SMART acronym for setting goals Celebrate when you complete it
- Time: 4 min Start – 10:53 One of the joys of my job is to watch Mastery: Earl the butcher Rich – the guy doing body work on my car Lisa – 20 year veteran of title going through a $100M loan portfolio John – Leading a 300 person steel construction division Mike – Sales professional What does it mean to achieve Mastery? Story – advice from my friend on raising kids – Help them find something they are good at. Example: Kids being told they were the TOP of the class / Being told (Leadership lesson here - - out of scope for today. Good things happen when we feel we are good at something AND when we are actually good at something. Daniel Pink: Motivation - - Flow, Purpose, Mastery Light side of mastery
- Time: 4 min Start – 10:57
- Time: 5 minutes Start – 11:01 Groups facilitate: When I say the word Network - - - what word jumps into your mind? Remember my story – when I lost my job my friend quipped . . . . . Questions for you: How many of you are on LinkedIn? How many of you have a Facebook profile? How many of you attend at least 1 event outside your work? 3 Friends at work - - 96% more likely to have a satisfying life Bowling Alone by Robert Putnam - - if you are a loner and a smoker and your goal is a longer life. Keep smoking and get some friends Network is around 150 people / 3-5 really close friends - - social media has not changed that. Key statements: Not everyone in your network is the same. Everyone has a role, and you have to understand those roles to best utilize the assets you have in your network. Detroitnet.org: Dave Phillips and Bob Waltenspiel – built an information job networking group to 4200 person LinkedIn group that has helped 400+ people land jobs in the last 10 years. As a HOBBY!!!!! If you lose your job and you do not network – you are 3 months behind.
- Time: 10 minutes Start – 11:06 Write the names of your top six people in your network
- Time: 2 minutes Start – 11:16 Groups facilitate: When I say the word Network - - - what word jumps into your mind? I am taken back to the title Over history – preparing people for turbulent times generally does not start when we are in those moments, it starts before. How many people in here have military training? How do you get ready for conflicts/war? Answer: Drill / practice What is the ultimate test? Combat Anyone from Pittsburgh? Super bowl 2009. Who caught the winning pass? (Santonio Holmes from Ben Roethenberger) When asked about the pass and the seemingly awesome catch – we practice that route every day, and I know where he is going to throw it and he knows where I am going to be.
- Time: 2 minutes Start – 11:16 Groups facilitate: When I say the word Network - - - what word jumps into your mind? I am taken back to the title Over history – preparing people for turbulent times generally does not start when we are in those moments, it starts before. How many people in here have military training? How do you get ready for conflicts/war? Answer: Drill / practice What is the ultimate test? Combat Anyone from Pittsburgh? Super bowl 2009. Who caught the winning pass? (Santonio Holmes from Ben Roethenberger) When asked about the pass and the seemingly awesome catch – we practice that route every day, and I know where he is going to throw it and he knows where I am going to be.