Jim Brown’s LinkedIn – http://bit.ly/2Fqs9LU 
Guest Kris Rudeegraap's LinkedIn - https://www.linkedin.com/in/rudeegraap/


Listen to more episodes: 

The OrgHealth Podcast - https://bit.ly/3hALFbH
Apple Podcasts – http://apple.co/2vwAY59
Google Podcasts – http://bit.ly/3ca0nT0 
Spotify – http://spoti.fi/36xgtlp 
Stitcher – http://bit.ly/2O6DCVo  

What you’ll learn:

• The “Ideal Team Player” model [01:53]
• What does it mean to be a Humble team member? [03:34]
• What does it mean to be a Hungry team member? [04:53]
• What does it mean to be a Smart team member? [05:24]
• How to apply the three traits to ourselves  [08:52]
• How to spot when one or more of the traits are missing [08:39]
• How to use Humble, Hungry, Smart in hiring [14:48]
• How to use Humble, Hungry, Smart in team development [19:33]

  - - - 

Let us know if you have follow-up questions about this episode or other leadership team and organizational health topics! We will plan them into future episodes. 

Subscribe for new episodes every Thursday. 

Connect with the hosts: 

Jim Brown’s LinkedIn – http://bit.ly/2Fqs9LU 

Margot Thompson’s LinkedIn – http://bit.ly/2FvFJh2 

Listen at: 

Apple Podcasts – http://apple.co/2vwAY59 

Google Podcasts – http://bit.ly/3ca0nT0  

Spotify – http://spoti.fi/36xgtlp  

Stitcher – http://bit.ly/2O6DCVo  

As always, you can listen to more and read more at www.orghealth.coach, subscribe to our email list, or follow us on social media.

What you’ll learn:

• Review the first 3 stages of tactical meetings [00:01:14]
• Introduction to Stage 4: Discussion [00:02:42]
• What to do with big topics that arise [00:02:56]
• What to do with decisions that are made [00:03:45]
• What to do if/when team dynamics issues arise [00:05:11]
• The closing stages: how to end the meeting well! [00:11:00]

Download a free tactical meeting scorecard template to fill and use for your leadership team at www.orghealth.coach/tools.

  - - - 

Let us know if you have follow-up questions about this episode or other leadership team and organizational health topics! We will plan them into future episodes. 

Subscribe for new episodes every Thursday. 

Connect with the hosts: 

Jim Brown’s LinkedIn – http://bit.ly/2Fqs9LU 

Margot Thompson’s LinkedIn – http://bit.ly/2FvFJh2 

Listen at: 

Apple Podcasts – http://apple.co/2vwAY59 

Google Podcasts – http://bit.ly/3ca0nT0  

Spotify – http://spoti.fi/36xgtlp  

Stitcher – http://bit.ly/2O6DCVo  

As always, you can listen to more and read more at www.orghealth.coach, subscribe to our email list, or follow us on social media.

What you’ll learn:

• What is a weekly tactical meeting? [00:00:57]
• What’s a thematic goal? [00:02:37]
• How do you run a tactical meeting? [00:04:17]
• What’s the “lightning round”? [00:05:07]
• How do you use the tactical meeting scoreboard? [00:05:41]
• How do you set the agenda for a tactical meeting? [00:08:20]

Download a free tactical meeting scorecard template to fill and use for your leadership team at www.orghealth.coach/tools.

  - - - 

Let us know if you have follow-up questions about this episode or other leadership team and organizational health topics! We will plan them into future episodes. 

Subscribe for new episodes every Thursday. 

Connect with the hosts:
Jim Brown’s LinkedIn – http://bit.ly/2Fqs9LU
Margot Thompson’s LinkedIn – http://bit.ly/2FvFJh2 

Listen at:
Apple Podcasts – http://apple.co/2vwAY59
Google Podcasts – http://bit.ly/3ca0nT0 
Spotify – http://spoti.fi/36xgtlp 
Stitcher – http://bit.ly/2O6DCVo  

As always, you can listen to more and read more at www.orghealth.coach, subscribe to our email list, or follow us on social media.

What you’ll learn:

• Are daily meetings really worth it? [00:47]
• How to do daily standup meetings well [04:29]
• Challenges encountered with daily standup meetings and how to overcome them [05:47]
• The purpose of daily meetings in the big picture [12:37]

  - - - 

Let us know if you have follow-up questions about this episode or other leadership team and organizational health topics! We will plan them into future episodes. 

Subscribe for new episodes every Thursday. 

Connect with the hosts:
Jim Brown’s LinkedIn – http://bit.ly/2Fqs9LU
Margot Thompson’s LinkedIn – http://bit.ly/2FvFJh2  

Listen at:
Apple Podcasts – http://apple.co/2vwAY59
Google Podcasts – http://bit.ly/3ca0nT0 
Spotify – http://spoti.fi/36xgtlp 
Stitcher – http://bit.ly/2O6DCVo  

 As always, you can listen to more and read more at www.orghealth.coach, subscribe to our email list, or follow us on social media.

What you’ll learn:

• The three meeting types [00:58]
• What should a strategic meeting look like? [02:49]
• How to prepare for a strategic meeting [06:23]
• The important roles that make this meeting work [07:43]
• Tips to remember during a strategic meeting [09:03]
• How to end the meeting well [10:08]
• Why the chair is a good champion [12:35]

  - - - 

Let us know if you have follow-up questions about this episode or other leadership team and organizational health topics! We will plan them into future episodes. 

Subscribe for new episodes every Thursday. 

Connect with the hosts:
Jim Brown’s LinkedIn – http://bit.ly/2Fqs9LU
Margot Thompson’s LinkedIn – http://bit.ly/2FvFJh2  

Listen at:
Apple Podcasts – http://apple.co/2vwAY59
Google Podcasts – http://bit.ly/3ca0nT0 
Spotify – http://spoti.fi/36xgtlp 
Stitcher – http://bit.ly/2O6DCVo  

As always, you can listen to more and read more at www.orghealth.coach, subscribe to our email list, or follow us on social media.

What you’ll learn:

• A common misconception about vulnerability [00:01:02]
• Where to begin with embracing vulnerability at the leadership level [00:03:01]
• Why a lack of vulnerability in leadership decreases effectiveness in our current corporate climate [00:04:42]
• A vulnerability exercise to do with your leadership team [00:08:04]
• Why it’s important for the whole leadership team to embrace vulnerability together — and how [00:10:18]
• The impact that embracing vulnerability can have on your team’s effectiveness [00:16:38]

  - - - 

Let us know if you have follow-up questions about this episode or other leadership team and organizational health topics! We will plan them into future episodes. 

Subscribe for new episodes every Thursday. 
 

Connect with the hosts: 

Jim Brown’s LinkedIn – http://bit.ly/2Fqs9LU
Margot Thompson’s LinkedIn – http://bit.ly/2FvFJh2 

Listen at: 

Apple Podcasts – http://apple.co/2vwAY59
Google Podcasts – http://bit.ly/3ca0nT0 
Spotify – http://spoti.fi/36xgtlp 
Stitcher – http://bit.ly/2O6DCVo  

As always, you can listen to more and read more at www.orghealth.coach, subscribe to our email list, or follow us on social media.

What you’ll learn:

• People-focus leaders in the C-suite don’t get the respect that analysis-focus leaders do, and they know it. It’s not a competence issue, but a wiring difference. [00:00:59-00:04:32]
• How can people-focus leaders communicate with analysis-focus leaders better, opening their eyes to see the insight being offered? [00:04:32-00:08:57]
• What could teams do together to improve communication and understanding both ways? [00:08:58-00:11:13]
• What’s one of the best ways to become better at communicating with a type that is different from you? [00:11:13-00:15:02]

  - - - 

Let us know if you have follow-up questions about this episode or other leadership team and organizational health topics! We will plan them into future episodes.

Connect with the hosts:

Margot Thompson’s LinkedIn: http://bit.ly/2FvFJh2
Jim Brown’s LinkedIn: http://bit.ly/2Fqs9LU

As always, you can listen to more and read more at www.orghealth.coach, subscribe for email updates, or follow @orghealthcoach on social media.

What you’ll learn: 

• The MBTI is a tool we use with teams to identify and talk about the differences between people focus and analysis focus wiring. [00:02:51 - 00:02:14]
• How can analysis focus leaders develop some of the skills that people focus leaders have naturally? How can these leaders move towards connecting more with the “pulse of the people” and engaging with his or her team better? [00:02:16 - 00:06:14]
• What is the data that people focus leaders see that analysis focus leaders are almost always missing? [00:06:16 - 00:09:25]
• What should leadership teams do if they are entirely composed of analysis focus leaders? What are some possibilities for bringing the people focus perspective to the table? [00:09:16 - 00:14:41]

  - - - 

Let us know if you have follow-up questions about this episode or other leadership team and organizational health topics! We will plan them into future episodes.

Connect with the hosts:
Jim Brown’s LinkedIn: http://bit.ly/2Fqs9LU
Margot Thompson’s LinkedIn: http://bit.ly/2FvFJh2

As always, you can listen to more and read more at www.orghealth.coach, subscribe for email updates, or follow @orghealthcoach on social media.

The Problem of Imbalance

Leaders everywhere are facing a problem. They develop and are rewarded for select skills as they work their way up the ranks, focusing on their own personal achievement of goals. Now that they are in a leadership position, their role is no longer to be doers, their role is to lead people beneath them to do the work. 

This is a very different skillset. 

People in leadership are largely wired with an analysis focus, but when we are leading people it’s imperative that we learn from and value the perspective and way of seeing the world that those who are people-focused do naturally.

Introducing Analysis Focus and People Focus

• Differences  [00:02:51] 
• Similarities and Common Misconceptions   [00:08:56]
• Jim shares a personal story relating to how his own analysis focus.  [00:11:57]

 - - - 

Let us know if you have follow-up questions about this episode or other leadership team and organizational health topics! We will plan them into future episodes.

Connect with the hosts:

Jim Brown’s LinkedIn: http://bit.ly/2Fqs9LU
Margot Thompson’s LinkedIn: http://bit.ly/2FvFJh2

As always, you can listen to more and read more at www.orghealth.coach, subscribe for email updates, or follow @orghealthcoach on social media.

Example 1: Real-Time Permission 

§  A team member interrupts discussion in real time to point out positive behaviour and reinforce it for the whole group.

§  Helps reinforce what is and is not helpful/acceptable as difficult topics are discussed.

Example 2: Removing the Back Door

§  Once a decision has been made, it’s not acceptable to approach the leader later and present more information in order for the decision to be re-evaluated.

§  Helps reinforce that people need to come to meetings prepared and speak up while the discussion is happening so time can be used effectively.

Example 3: Silence Equals Disagreement

§  Assume that if people haven’t voiced their opinion, it’s not because they just agree with what’s being said—assume that they disagree and ask them to weigh in.

§  Helps reinforce that everyone needs to weigh in and keeps decisions from being made without everyone’s commitment.

Example 4: Roman Council

§  Call out the potential decision to be made, and everyone holds out their hands with a thumbs up (yes, go ahead), a thumbs down (no, I’m not committed to this), or thumbs sideways (I need to understand more before I can decide).

§  Gives opportunity for a quick visual gauge on the level of commitment to a direction, and can save meeting time.

Example 5: Fist-to-Five

§  Call out the potential decision to be made, everyone holds out their fists, and the leader counts, “One, two, SHOW”. Each team member displays: all five fingers (totally committed, go ahead), four fingers (okay to go ahead), three fingers (not in DISagreement, go ahead), and two fingers or one finger or a fist means there is not agreement and discussion needs to continue.

§  Gives more nuance than a simple “yes, no, maybe”; if everyone has 3s, 4s, or 5s, you might save meeting time because actually everyone is prepared to move forward on the decision.

Other conflict norms to consider:

§  What level/kind of emotional display is helpful and accepted in our discussions?

§  How should strong language be (or not be) used in our discussions?

§  When should a conversation include the whole team versus happen between only certain team members?

§  What body language/behaviour is NOT acceptable in our meetings during heated discussion?

- - -

Let us know if you have follow-up questions about this episode or other leadership team and organizational health topics! We will plan them into future episodes.

Listen at:
Apple Podcasts - apple.co/2vwAY59
Spotify - spoti.fi/36xgtlp
Stitcher - bit.ly/2O6DCVo

Connect with the hosts:
Jim Brown’s LinkedIn - http://bit.ly/2Fqs9LU
Margot Thompson’s LinkedIn - http://bit.ly/2FvFJh2

As always, you can listen to more and read more at www.orghealth.coach, subscribe for email updates, or follow us on social media.

What We Mean by Hoarding

§  Some people are wired to express themselves by talking more—sometimes these people hoard air-time.

§  Some people have an agenda of what they want to happen in the meeting—sometimes “hoarding” is in reference to control.

§  Some people hoard information simply because they don’t show up really committed to engage and share.

§  Some people hoard resources out of bias for their own department getting ahead.

The Collaboration Mindset

[00:04:30]  If we come from a collaboration mindset, we can begin the conversation by thinking about how this issue that we're talking about gets the best outcomes for the entire organization. One of the crucial keys to make this happen is that, as a leadership team, we create collective goals, goals that involve everybody. We're all equally responsible for this together.

[00:21:16] If we're really going to collaborate, we're going to draw other people's thoughts out. We're going to offer our ideas generously. We're going to notice body language that's impacting the team and call it out. We're going to make it be about the team rather than about ourselves.

Tips for moving away from hoarding and towards collaboration:

§  Talk less; ask more questions.

§  Extroverts: Invite the more introverted members to share, and prove to them that you value their opinions.

§  Introverts: Work on more assertively speaking up, and communicate to your team which behaviours shut you and others down.

§  Pay attention to body language — model good body language and call out negative body language in the meeting when it happens.

§  Share IN the meeting — don’t save your “zinger” point as a power play to use at the end of the discussion or later with your team leader!

§  Don’t leave it to the team leader to move everyone forward to more collaboration; take responsibility as a team member!


- - -

Let us know if you have follow-up questions about this episode or other leadership team and organizational health topics! We will plan them into future episodes.

Listen at:
Apple Podcasts - apple.co/2vwAY59
Spotify - spoti.fi/36xgtlp
Stitcher - bit.ly/2O6DCVo

Connect with the hosts:
Jim Brown’s LinkedIn - http://bit.ly/2Fqs9LU
Margot Thompson’s LinkedIn - http://bit.ly/2FvFJh2

As always, you can listen to more and read more at www.orghealth.coach, subscribe for email updates, or follow us on social media.

- - -

Let us know if you have follow-up questions about this episode or other leadership team and organizational health topics! We will plan them into future episodes.

Listen at:
Apple Podcasts - apple.co/2vwAY59
Spotify - spoti.fi/36xgtlp
Stitcher - bit.ly/2O6DCVo

Connect with the hosts:
Jim Brown’s LinkedIn - http://bit.ly/2Fqs9LU
Margot Thompson’s LinkedIn - http://bit.ly/2FvFJh2

As always, you can listen to more and read more at www.orghealth.coach, subscribe for email updates, or follow us on social media.