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Kindle Notes & Highlights
the culture of a business is shaped by the lowest level of acceptable behavior.
“Without execution, ‘vision’ is just another word for hallucination.”
When you believe in someone, truly and deeply, you light a fire in them. You can believe someone into success.”
“Belief Is Transferable,”
other people have a right to know where they’re going, and why.
People need purpose and direction and for that to happen the business must have purpose and direction.”
PILLAR 2: LEADERS SHAPE CULTURE THROUGH PURPOSE AND DIRECTION
“Purpose and direction are communicated through your mission and vision statement, and that’s what shapes your culture.”
“Starting an outside search without giving your people a chance to apply first is a real gut punch.”
LEADERS ARE AWARE OF THE ECHO OF THEIR VOICE
when leaders are unaware of the echo of their own voices, people stop sharing concerns with them. Team members know that if they say something, the leader could get upset or go into a tailspin, so they keep their mouths shut. But by paying attention to their reaction, a leader can create an environment where team members are comfortable bringing up anything, both positive and negative.
LEADERS MODEL THEIR BUSINESS AS A TRAINING ORGANIZATION
“Businesses need to grow to stay relevant. For that to happen the people who work there have to be developed.
if you don’t train and develop your people, someone else will.”
“Leading a training organization means that you empower other people to teach the things that you don’t know.
Marty introduced me to something called a “Stay Interview.” The idea is that instead of only doing an Exit Interview, when people are on their way out the door, you can interview them while they’re still with you.
Marty’s Stay Interview questions are: What makes you stay with Warren Construction? What would be some reasons you might want to leave? What’s the biggest frustration you have inside the organization
right now? What do you expect from me...
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PILLAR 5: MANAGERS NEED A CHECKLIST
THE TEN PRACTICES OF TOP-PERFORMING MANAGERS 1. Is an effective coach and mentor 2. Leads with a team vision statement 3. Practices empowerment
Communicates effectively 5. Is KPI focused and accountable 6. Discusses performance and career development 7. Keeps a learning mindset 8. Collaborates with other business units 9. Embraces continual process improvement 10. Praises performance publicly
The study participants who reported high levels of stress were more likely to die prematurely, but only if another factor was true as well. That factor is belief. The people who were stressed and also believed that stress affects health were 43 percent more likely to die prematurely than those who were stressed but not did not hold that same belief.1
Stress won’t kill you unless you believe it will.
negative belief is every bit as transferable—maybe even more so—as positive belief.
try adding “because.”
Leaders Shape Culture through Purpose and Direction.
Why we believe in them (belief-because) 2. What they need to work on (actionable feedback) 3. Why we’re confident that they can successfully incorporate the feedback we just provided
Numbers 1 and 3 are the Sphere. Number 2 is the Center.
A vision statement should answer the following questions: 1. What does the business aspire to become? What mindset and what behaviors do you want your team to have? How do you want to take care of customers? Employees? Your community? 2. How do you win? Winning is defined by the business reaching its aspirational goals.
Sometimes, the easiest way is first identifying what it means to lose. By making a list of how you lose, the opposite is how you win.
each department needs its own vision statement.
Staying present also inspires your team to do the same.
The team thought they needed to activate around something that was just an idea.
A crucial part to becoming a training organization, no matter what industry you’re in, is to document your businesses’ systems and processes, especially where there’s an opportunity for friction.
“Hire for ETHER”
I would provide everyone with the final exam on the very first day.
How your team thinks about things (their mindset) affects how they feel about things. How they think and feel impacts how they act, their behavior.
When a manager is invested in the success of a direct report the message is, “You have opportunity here.”
To write a team vision statement, start by defining what you want the department to become three, four, or five years from now. Be sure to outline what winning looks like and consider the behaviors that are needed from the team to make that happen.
It helps to hold a group brainstorming session on questions such as, “What do we want to accomplish?” “How do we win?” “What do we want to become?”
Andon cord.
the company encourages team members to spend up to $2,000 to solve a guest’s issue, without management approval. By the way, that’s $2,000 per incident, not per quarter, or per year. Per incident. Notice how they don’t “allow” team members this latitude, they “encourage” it. “Allowing” is policy based. “Encouraging” is empowerment based.
Another measure of empowerment is whether team members feel comfortable speaking up. Are they willing to share opinions and respectfully challenge the status quo? Do the people closest to the customer have a voice in the business and does their voice matter?
“The single biggest problem with communication is the illusion that it has taken place.”
Why do you think we have this new process? 2. How do you imagine it will improve our current process? 3. What might be the most difficult part of the new process to implement?
What are the primary reasons we’re missing the target? 2. What actions will be taken to get back on target? 3. By what date will we be back on target?
Top-performing managers have frequent one-on-ones with people on their team.
comparing the individual’s ranking against the top 15 percent in the same role.
if your organization is smaller, you can use the top 15 percent in the industry.
How do we not only do our job, but master it? How do we strive for excellence?
