0:01:07	I can hear you and see the screen
0:01:12	I can see the screen
0:03:13	check on both!
0:04:14	art@artpetty.com
0:04:42	yep coming up
0:05:20	Hi everyone!
0:05:56	Next Jam session: https://artpetty.mykajabi.com/leadership-caffeine-jam-session-16
0:05:57	So far so good! Just got another Covid booster this morning, so expecting some effects from that.
0:06:23	Ha ha.
0:06:35	I didn't have any effects when I got mine
0:07:20	Hi Linda. Where are you based with USAID? A very good friend of mine is in Bangladesh.
0:07:21	Yes, I love them!!!
0:07:57	Marc, I am in Washington In the DDI Bureau
0:08:29	I am in the greater Cleveland, Ohio area
0:08:41	DDI? Sorry all the TLA’s are sometimes baffling. :-)
0:08:42	Philly suburbs
0:08:52	I am in the greater Dallas area.
0:08:55	Hello from Northern VA
0:08:57	But right now I am Teleworking in my Airstream in Longs, SC
0:09:00	SE WA state
0:09:08	I’m in Orlando. Our second weekend of winter is coming.
0:09:10	I am from Nashville, TN
0:09:30	In "sunny" California--dealing with storms and floods
0:09:40	That’s why we have freezers.
0:10:10	you are already muted!
0:11:40	art@artpetty.com
0:12:54	https://artpetty.com/jam-session-archive/
0:15:00	Hi Wally - Love your Three Star Leadership site.
0:18:20	Sometimes people are afraid to be themselves, so I would argue you could become more authentic this year.
0:18:55	Instead of authentic self - how about being our best self?
0:20:28	For leaders you've encounter on your journey who generated great results with/through others, what did/do they do?
0:20:51	Empower others to do their best, which means allow them to fail and learn.
0:20:55	they were transparent with their communications and made me feel like I was contributing directly to the product/software/company
0:21:05	Generated trust
0:21:06	My favorite leaders always connected with me early on in our relationships.
0:21:08	Actually listening and engaging their teams - recognizing everyone's contribution
0:21:10	autonomy
0:21:11	Trust yes!
0:21:12	She will say that she does not know something
0:21:15	listened to me
0:21:24	Communications
0:21:30	Included, and empowered me, to "fix the issues" we were working on.  Then kept it simple of measure what you want to manage
0:21:30	inspire
0:21:33	They generated trust. Some instilled fear, but balanced with moving toward trust
0:21:41	Assigned challenging and interesting projects to me.
0:21:46	I was a systems engineer with way to much to do. He helped me prioritize what I needed to do, what I could delegate to others, and what we could hold off on to see if it really needed to be done.
0:21:47	The challenge you are discussing is the knowing doing gap.  While we know what we should be doing, we tend not to execute
0:21:51	Knew what was being done, were honest, good at regular checking, let their people do stuff
0:21:53	they made me feel supported
0:21:58	demonstrated understanding of the issues at hand
0:21:59	Will roll up their sleeves and jump in to the work
0:22:08	Told us what the goal was and then let us know how each of us contributed when we reached it.
0:22:15	I feel like my favorite leaders believed in me and my skills.
0:22:19	inspire
0:22:25	clear communications
0:22:28	had a vision and communicated it to the team
0:22:30	trust
0:22:34	Cared about the work and how it was done
0:22:37	Provided accolades when they were deserved, but never pandered. Also, honestly provided areas for improvement with the assumption that I was mature enough to accept constructive criticism.
0:22:38	Goal communication and how we can help in reaching the goal
0:22:41	Humble. Recognized others
0:22:44	clarity
0:24:29	The push out of the comfort zone - that's the fear part, but moving toward trust
0:26:20	Job shadow.
0:27:34	What are the big people/culture/structural/strategic issues you are facing?
0:27:54	intergenerational values
0:28:26	A boss that does not do any work or express the vision of the team
0:29:39	Love the Hero one!!
0:30:27	I like the Hero one, we are implementing that one
0:30:46	Eliminate the drama.
0:30:50	Suire
0:30:57	we actually have "hero awards" in our company.  Public acknowledge ment
0:31:07	We have Kudos program to recognize folks across the organization
0:31:18	in our org, they are called STAR award
0:31:38	We developed a citywide award points system; you can provide kudos privately or by public citywide to encourage folks, based on our core values.
0:32:39	Employees can also accumulate points that get small items, but the beauty is in the recognition.  It's immediate and employees love it!
0:33:08	Need to embrace our role of having people leave our team for other positions within the company even if we may not be able to hire a replacement, which means continuing to improve our processes so that the team does not become overwhelmed when under staffed.
0:34:18	Sometimes called BEHAGs
0:34:56	I mean BHAGs
0:35:47	@Dave sounds like Craig Groeschel
0:37:36	I first learned it from TJ Rodgers.  Jim Collins has written about it, as well
0:38:59	what are your big goals?
0:39:38	We are launching a major program on Innovation.  We misunderstand innovation and make it more complex than we need.  Our project is how we help our clients innovate
0:40:07	Complete the transformation of our Marketing Operations organization from regional, in country, to centralized shared service
0:40:39	Institute a Risk Management program.
0:40:59	I will finally codify a single Standards system for our Drafting Department by June
0:41:26	One possibility: To identify by the close of 2023 a worldwide knowledge management system compatible with our existing CRM and ERP systems
0:41:27	I would appreciate that
0:43:45	What's a crucible moment in your career that has altered your sense of "leadership" identity? How did it affect you?
0:44:38	Major conflict with my PhD advisor
0:45:13	Helped me to manage strong personalities
0:45:22	Being a part of developing a true Dream Team.
0:45:50	Being told that I was no longer the right person for a product line manager role, when I had grown it from $1.5M to $22M. Turned out to be a great protection and opportunity, thought it took me several months to get there.
0:46:01	Going to work for a global organization that is 10x larger than any previous company I have worked for
0:46:02	Helping my now wife through a very deep depression
0:46:06	switching my mindset to giving each minute purpose. Time is truly the most precious commodity.
0:46:46	Being fired from an executive role, then on reflection learning "they" were right and it freed me to do what I really wanted to do
0:48:00	How did this moment in your life change you?
0:48:12	What can you take from this experience to help you better define the leader you aspire to be?
0:50:31	I ask leaders what's the legacy you want to leave?  And do you know what legacy you're actually going to leave.
0:52:13	Aspirational Leadership Self....better name?
0:52:32	Just posting the questions :)
0:52:52	art@artpetty.com
0:55:19	Better name?