0:03:35	Welcome!	
0:03:42	Hello	
0:04:15	Thanks - glad to be here.	
0:07:22	Yup, pretty good first attempt! BTW, what is that spider web program you use to explore thoughts?	
0:08:04	Thank you, will take a look.	
0:10:08	Is this the one: https://simplemind.eu/	
0:10:19	Perfect!	
0:14:15	https://www.youtube.com/watch?v=aodjgkv65MM	
0:14:58	https://artpetty.com/2021/01/10/six-reasons-why-you-will-love-the-role-of-manager/	
0:16:09	https://artpetty.com/jam-session-archive/	
0:17:50	Dealing with superiors who don't support what you do despite a requirement	
0:18:01	When your strategy is not working, now what do you do	
0:18:10	Coaching employees who have reasonable accommodation(s) and are struggling to meet performance standards	
0:18:28	Employee that is not motivated, doesn't want to grow, get more engaged, take on more responsibility	
0:18:41	Giving challeging/tough feedback?	
0:19:00	Help the employee get out of their own way in try to develop.	
0:19:09	Employees with multiple personalities and poor communication skills.	
0:19:10	balancing whats on your own plate with training/developing	
0:19:13	Giving a 'smart' employee critical feedback	
0:19:26	When your lead is not going to be the mainstream	
0:19:28	but we've always done it this way not willing to change	
0:20:03	On a similar note, "been there done that"	
0:20:18	Currently dealing with a situation with a colleague who has been assigned to me to manage due to bullying from another colleague. Have to also try to understand the other side and work out who is right?	
0:20:30	The mainstream is more practical but your’s might out of the reality but you know that will work eventually	
0:20:40	Following a toxic (or counterproductive) boss - requires a whole new set of skills	
0:20:59	The challenge of remote work with new employees	
0:21:40	Yes, idea or plans	
0:22:24	Employees that wait for tasks to come to them rather than stepping out to get them, especially when they know what needs to be done.	
0:23:37	What makes feedback difficult?	
0:23:44	Because it's inherently confontrational	
0:23:48	don't want to hurt feelings or make them unproductive	
0:24:00	it's risky and awkward to let comeone know they aren't meeting expectations	
0:24:06	...without the right tools	
0:24:06	Dealing with defensiveness	
0:24:18	The 'smart' person has the assumption that they're perfect	
0:24:19	dealing with excuses	
0:24:21	Ruin or sour a relationship between those who you are managing.	
0:24:52	what have you done to navigate feedback conversations?	
0:25:10	1) Seek first to understand then be understood	
0:25:13	make sure the initial expectations are clear and understood	
0:25:13	This is about performance … not you as a person	
0:25:16	Gentle nudges or suggestions on what others might like to see	
0:25:27	Ask individual what they see as the barriers	
0:25:30	2) Crucial Conversations and Crucial Accountability --- seek the right answer, not to be right	
0:25:41	focus on facts, not you interpretation of the facts	
0:25:50	Yes, innovation is inevitably needed in the management all the time. New plans and practical rules will lead by you.	
0:26:04	I have to trust in order to receive the feedback and I struggle if it is purely to address a short term deliverable.  It also must have an associated example	
0:26:56	all directions	
0:26:58	How many directions should feedback flow in	
0:27:02	Only from my wife to me.	
0:27:10	Follow the goals	
0:27:40	Every which way but loose. :-)	
0:28:49	Thoughts on where the Losada ratio fits in? I try to make sure that I'm offering 5 genuinely positive things so that the 1 tough negative is taken seriously and they know it comes from a good place.	
0:31:01	If you have tried it how has BITQ worked in practice for you?	
0:31:05	I think the experience of shifting the focus forward vs. analyzing the past behavior is the ONLY way to go.	
0:32:34	Very specific positive feedback is critical. And I agree that shifting to the future is critical. Just be aware that it is way to easy to fall back to the past.	
0:34:17	not motivated employees	
0:34:52	What have you done to navigate unmotivated employees?	
0:35:04	Sell your idea first	
0:35:08	address how the behavior affects team performance	
0:35:09	Ask why, a lot to get an understanding where they are. And really listen.	
0:35:14	Explore other projects/work within the company and secondments	
0:35:27	Be clear on the expectations of the role....I think it is critical they know the expectations of the role.	
0:35:45	Open the leading plan	
0:36:00	Agree	
0:36:07	Agree too	
0:36:14	There are a lot of potential reasons. Specific work, culture, etc.	
0:38:50	My team works in a client service role.  Client is not good at providing context of bigger picture of ask, even if we ask.  This has been very demotivating to team.  Any suggestions in that situation?	
0:40:02	If you know the field/market of your client, you may be able to research the impact that they have and drive that back to what you are providing them.	
0:40:21	You are talking about the business efficiency or the quality of the client services?	
0:40:34	Thank you	
0:41:41	Unsupportive superiors	
0:42:17	Oh my. I was just trying to fill a gap.	
0:42:29	What have you done to work successfully with challenging/unsupportive superiors?	
0:42:32	The level of the management	
0:42:43	Failed miserably	
0:43:04	We have a senior manager who is nonchalant = useless!	
0:43:10	How about one where a supervisor gives you a task where you are setup to fail.	
0:43:34	I was just stuck...no real options. No sponsors.	
0:44:16	superiors resented my being there	
0:46:19	What else can you do?	
0:46:46	I tried to show a problem existed that needed to be solved	
0:46:58	Recognition	
0:47:16	Put a bug in their ear to make it their idea	
0:47:41	There could be a mentor that has a better understanding of bigger situation that could offer ideas and help navigate.	
0:48:49	What do you do when the strategy isn't working?	
0:49:11	they need a fail fast mentality	
0:49:43	Give a backup plan	
0:50:05	We need to be detached and be willing to adjust or pivot. Consult, decide, act, reflect, repeat.	
0:51:04	https://www.amazon.com/Good-Strategy-Bad-Difference-Matters/dp/0307886239	
0:53:15	https://www.amazon.com/Escape-Velocity-Free-Companys-Future/dp/0062040898	
0:53:34	the difference between fix and growth mindset	
0:53:37	Employees getting out of there own way to develop?	
0:54:02	yes, with the right thought pattern	
0:54:11	Is there other competition?	
0:54:26	Perhaps, but with small steps.	
0:55:00	how do we help people get out of their own way to develop?	
0:55:19	Give support for their personal goal to match your’s	
0:55:23	force them	
0:55:50	One is to help them future proof, even if they want to stay in the same role. No role stays the same forever.	
0:55:52	Challenge thru expanding option	
0:57:30	sorry, got sidetrack on work related questions	
0:57:52	Are they plan to be royal to your desire?	
0:59:02	Thank you either way!	
0:59:06	Mediating	
0:59:32	Mediating between two individuals?	
0:59:54	Tough	
0:59:59	Get both sides of the story before making any decisions	
1:00:23	It's hard to know which to believe though if both are compelling?	
1:00:32	I have 1 office rule respect...show how both violate this and make them figure it out	
1:00:34	Make them competing each other	
1:01:04	use the "debate process" and have them describe the other persons position.	
1:02:09	make them solve it	
1:02:27	Need to know and understand the context of the situation	
1:03:10	Sometimes you can't make them solve it themselves if they have reached an impasse.	
1:03:54	My solution may be much worse than the options they come up with!! :-) :-)	
1:03:57	have them decide which one to fire	
1:03:58	help them find common ground	
1:04:07	What can each party do to help the other person	
1:05:16	many times people will perceive an injustice has occurred. People want justice.	
1:05:34	Agree @Marc	
1:05:36	Love the discussion.	
1:05:39	Did you like the format?	
1:05:42	Thanks Art. Liked the change. Should do it from time to time.	
1:05:50	Thanks. I enjoyed this format and got a lot from it.	
1:05:50	Thanks, nice	
1:06:03	Really valuable, thanks from London!	
1:07:15	https://artpetty.mykajabi.com/leadership-caffeine-jam-session-20