Sunday, January 30, 2022

A New Era - How Can I Best Serve?

We're So Excited About Our 2022 Update
For those who have been clients over the years, there is a thing you’re very familiar with…my passion for sharing information to improve all aspects of life. It’s common to hear me say at the beginning of just about every training or presentation. “I just love this topic, it’s one of my favorites or it’s one of THE most important…” 

No matter which one, they all share 1 common thread. They’re all human behavior related - how to become aware of it and how to improve it. Whether it’s emotional intelligence or creative and innovative thinking, all professional development…in fact everything in business and in life is about behavior and the elements of the human experience that generate it. The variety of professional development topics on the market just address it through a variety of lens. 
Consider these examples of business activities through the simple view of behavior: 
- people management (or human capital management) is really human behavior management 
- building great teams is really about cultivating the behaviors that create the results of a great team. 
- creating an innovative culture is really about fostering the thinking and behaviors that lead to effective ideation & collaboration 
- dealing with difficult employees is really about how to deal with their counterproductive behaviors and what that’s producing 
- performance management is behavior management 
- when hiring - you’re looking for skills - a skill is a mastered behavior 
- when interviewing - you’re assessing the interviewee’s behaviors and your perception of what those behaviors represent and are communicating to you. 

I could go on, but I’m sure you get the point. 

So, as I was contemplating how to best serve my clients in the new year, it occurred to me that I’d never formally created a class around that one common thread. Though I’ve written 2 executive briefing books addressing it, Show Me The Money & The Human Quotient, they are usually offered as compliments to the variety of topics in my portfolio, but not on their own. (Those books can also be found on Amazon or Barnes & Noble). 

Then it occurred to me - that 1 common thread is really the critical, underlying foundation to all other topics…and that in fact offering all the topics I do without it is like putting the cart before the horse and even filling up the cart…with still no horse. 

Additionally, I’m coming upon my 25th year in business, and as I’ve worked with thousands of folks around the globe - both in-person and virtually - the same recurring issue comes up that I can just no longer ignore. 

What’s the issue? It’s that common thread…leaders/decision-makers fundamentally do not know how to effectively work with human behavior - even surprisingly - folks in HR. It’s a huge knowledge gap that continually causes so many avoidable employee performance issues which wastes tremendous amounts of money, time and opportunities (to which I devoted 2 LinkedIn Learning courses).

What do I mean “work with human behavior?” Effectively working with human behavior comprises 3 abilities: 
> notice it - pay attention to it (it’s amazing how much is ignored or minimized) 
> measure it to see and understand its broad impact (what I call “the ripple effect”) 
> and here’s the biggy… financially calculate the value or cost of it. 

Because many leaders are not skilled at all 3, here's what typically happens… ​​
-They see people, not behavior 
-They don't take negative behavior seriously - it's overlooked or highly tolerated 
-They don't know what to do when they see it 
-They don't see/understand the human, team, organization, client or customer impact and cost 
-They don't know how to financially calculate that impact/cost 
-And because of everything above, they don't have a timely response.

Also, it causes talent to be undervalued, unappreciated and under compensated. So what does talent do?...they leave…”great resignation” anyone? I’ve even seen very talented people let go or perpetually not promoted not because they weren’t contributing value, but because of something personal or an unexplainable bias. 

So, it became clear to me that the best way for me to serve this year is to finally teach folks how to read behavior, measure and financially calculate its value and cost. That's what our Masterclass will do.

Our Mantra: Read It - Map it - Measure It

One thing of which I am firmly convinced - the key reason destructive behavior in the workplace is left unaddressed and tolerated is because decision-makers (HR included) are not aware of the financial cost because they don’t know how to measure and calculate it. The one exception…turnover…but by then it’s too late, the short-term and perhaps even long-term damage has been done. 

So, I’m excited to announce that I am adding to my offerings a signature masterclass (which also serves as a perfect complement to my LinkedIn Learning Courses). 

Finally, the horse has arrived! 

Its content is an essential foundation to any other training and development plan and therefore a critical resource in every professional toolkit. Bottom line - it’s for any leader at any level. 

Masterclass Overview 
The masterclass is designed to help you construct a relevant case-study, using a real-time scenario. You can use yourself or another situation. As you build the case study you'll be learning to...
> move your leaders/managers from an employee mindset to a business partner mindset 
> see the big picture of an employee’s performance/behavior by mapping their ripple effect (this is pretty eye-opening) - whether its contributed value or costs incurred. 
> financially calculate that contribution or the cost. This part really shocks folks. When they see situations translated into concrete $, it’s mind-blowing. I have some great case studies. 

For example, just this past week, after 1 session, a client was able to save $100,000! And another, recognized a win due to a new hire. The brilliance of that hire enabled her to regain and redeploy $30,000 of a grant. Another client gained the courage to let go of a severely disgruntled team member (when she saw the "ripple effect" numbers - they were just to hard too ignore, the negative impact and cost was clear). And in our working together, she learned there was no need for a replacement. The gain - $50k!

So, let me close with 2 questions: 
 > As a manager, can you calculate the big picture impact of an underperforming, or dysfunctional team member? ...or the value of a high-contributing team member?
> If you lead leaders – do you know how to calculate the cost of a harmful manager? 

If your answer is no, here is the reality. Everyday that passes in which you’re not able to do that and make an informed decision about it, you are definitely losing money or taking talent for granted - it’s costing you. That's called opportunity cost.

I highly encourage you to take the Masterclass or at least enroll in one of our 45 min. previews. Your future self will thank you! Learn more here.  Or if you know it's something you need but want to chat first, email me to schedule a time:

Final note: Our goal is to help folks be distinct leaders. If you become part of our community, take our masterclass and work with our smart management blueprint, you will be positioned like no other. This is a compilation of our best work and insights over the past 24 years with amazing case studies to prove it!

No comments:

Post a Comment