Tag Archives: Ultimate Leadership Podcast

A New Leadership Paradigm with Steve Piersanti

A New Leadership Paradigm with Steve Piersanti

On this episode of The Ultimate Leadership Podcast, publisher and speaker Steve Piersanti shares his new leadership paradigm, an essential and timely change in today’s leadership environment.

On today’s podcast:

  • Leading to serve your people
  • Why you should your company as a network
  • Moving towards more egalitarian structures
  • Why transparency matters
  • The mindset of serving other purposes, not just yourself


Leaders should serve their people

Servant leadership is an important factor in today’s leadership environment.

Management expert Ken Blanchard emphasized that: “The world is in desperate need of a different leadership role model. People have been conditioned to think of leadership only in terms of power and control”.

We need to have leaders who lead by serving their people, rather than through power and control.

Organizing your company as a network

Rather than perceiving the organization as a pyramid, you should perceive it as a network.

People at every level of the organization should be making decisions, not just people at the top.

In their monthly staff meetings, any staff member can add an agenda or propose an initiative to change something. This keeps everyone engaged.

More egalitarian structures within your organization

If you want to move your organization into a more servant leadership model, you should change your systems and structures. You have to move from class systems to egalitarian structures.

Decision-making is important. If decisions are made by the people at the top and the staff doesn’t know how to push an initiative, then it’s a hierarchical system. You need to set up your decision-making so that everyone can enter into the process.

Many organizations have two compensation systems: one designed to pay executives as much as possible, and the other designed to control employee cost. You should have only one compensation system. Everyone should be on it and it should be transparent.

Transparency makes a big difference

The approach in many organizations is that information is restricted. In Steve’s company, information is shared broadly. Everyone knows the salaries of everyone else.

The more people know about the organization, the more trust there is going to be in it. The employees will raise more issues the managers might not have thought of.

The management team invites staff members to join them during their meetings and discussions.

A new way of planning

The traditional approach to change is: an outside consulting group will take the executives to a retreat for a few days, and they will craft the strategic plans.

The approach Steve uses: they will bring together 50 or 100 people representing their stakeholder groups in an interactive means of planning over a few days where everyone has a voice. The implementing is happening on the spot.

Leaders who serve their people

Steve doesn’t think that their approach can work for leaders who are only concerned about their own advancement or prestige.

It really only works when leaders are trying to serve others. There is a mindset that has to go underneath that. The mindset of having the purpose to serve other purposes, not just yourself.

How to Hone Your Presentation Skills w/ TEDx Director Tricia Brouk

How to Hone Your Presentation Skills w/ TEDx Director Tricia Brouk

TEDx Director Tricia Brouk shares useful tips on how to hone your presentation skills and give a killer TEDx performance.

On today’s podcast:

  • Fine-tuning your presentation skills
  • Steps to giving a killer presentation
  • Knowing who you are as a speaker
  • Finding an event where the theme resonates with you
  • Should you use PowerPoint slides during your talk?


Getting your story out

People want to know how to develop their presentation skills so that they can get to the TEDx stage.

When Tricia first started working with speakers they had a lot of amazing ideas to share. She wondered “How can I get these ideas on the stage so that more people can be moved by them”?

She takes the idea and helps the presenter get the story out.

First steps on the journey to becoming a TEDx speaker

You have to be sure that your idea is uniquely yours. You should watch other TED talks and events.

Find out if many people have already talked about this. If they have, find a new idea.

When you become a TEDx speaker you elevate your credibility immediately. You have to be ready to take responsibility for what will happen once you become a TEDx speaker.

How to engage your audience

A TEDx event is a theatrical show. The best way to prepare is to work on your script first. Write your script in a way that allows you to turn it into a conversation with the audience.

You should really focus on rehearsing. A lot of people think that if they rehearse they will sound like a robot. If you rehearse so that you know the script inside and out, when you get on to the stage you can be free to express your idea.

Previews are very important. Do your talk in front of multiple audiences before you take the TEDx stage so that you can have the greatest impact.

Knowing who you are as a speaker

It’s important to know who you are as a speaker. If you are not funny naturally, don’t do a funny talk. If you are very shy, you’re going to require more practice in front of an audience.

Find someone who can help you. They can get to know who you are and then place you in an environment that is comfortable, but also theatrical, o that you can wow your audience.

If you are a speaker who works really well from bullet points, don’t memorize the script word for word. If you prefer to memorize the script word for word, make sure you are speaking as a conversation, not reciting from a page.

Finding a theme that resonates with you

Tricia asks the speakers and the audience to look beyond what they normally see. We should look beyond what is possible and potentially change the world by changing what we see in front of us.

If you are going to take a TEDx stage, find an event where the theme resonates with you. You have to be clear on what kind of event you want to be involved in.

You have one opportunity to get a TEDx video on YouTube and if it’s not good quality, it’s going to break your heart. When you are searching out TEDx events, find out who the organizer is, what the theme is, and what the production value is.

Should you use PowerPoint slides during your talk?

Should a speaker use PowerPoint slides? It’s all personal preference, based on what your talk needs. If they serve your talk, use them.

The speakers should not look back at the screen if they are using slides. They should stay engaged with the audience. The moment you turn away from the audience, you break the contact.

How to Get a ROI from LOL

How to Have a ROI out of LOL

On this episode of The Ultimate Leadership Podcast, you meet best-selling author and one woman show June Cline who will let you in on her little secret: infusing humor in your workplace will bring in a tremendous return on investment.

On today’s podcast:

Is there really a place for humor in the workforce?

  • What is your comedic style?
  • How do we interact with people whose comedy style we are not comfortable with?
  • Do you have emotional bank accounts?
  • You have to know what feeds your soul
  • June’s happiness recipe


How to have ROI out of LOL

June uses the power of laughter in order to boost company morale.

She discovered that when we start laughing and lightening up we build better relationships and are able to accomplish more.

June helps organizations and leaders to understand that their humor matters.

There has to be humor in the workplace, or we will lose our sanity. We have to be able to laugh at the situation and at ourselves in particular.

June’s four comedic styles

June speaks about four comedic styles. They are like behavioral styles, and there is no right or wrong approach.

We all possess all four styles. Depending on the situation we will gravitate our default to one style more than the other.

The first style of humor is the crazy one. Crazies are people with a bizarre, out there humor. They are typically very outrageous, and oftentimes their humor is very physical.

The crazy comedic style is the most frequently encountered.

Understanding that each one of us has his own comedic style

How do we interact with people whose comedy style we are not comfortable with?

This is the question June is answering through her work. Her mission is to heighten awareness and help people be more understanding towards each other.

We all come with our preferred comedic style. We shouldn’t be put off by someone else’s style of humor, instead we should try to understand it.

There are times when people are using humor as a weapon and are really coming after you. When that happens, you can call them out and say “That was harsh. Is that how you intended that?”

And you can come right back at them with the same intensity of what you think you got from them. But again, it may just be their style.

Emotional bank accounts

The second comedic style is the caustic one. Etymologically, sarcasm means “to tear the flesh to the bone”.

Oftentimes we hide the truth behind sarcasm when we are at work. That can be a very detrimental way to use humor. Sometimes you can be cynical without realizing it.

Caustic people tend to be more cynical, insulting, maybe even a bit more hateful. They tease, they taunt. Sometimes they are considered bullies.

Finding out about the concept of emotional bank accounts changed June’s life. For every emotional negative hit, it takes 20 positive hits or more to bring that back to equal.

The caring and cerebral comedic styles

The third comedic style is the caring one. The carings use personal, usually harmless humor. Usually, they are poking fun at themselves. They are very optimistic and are taking responsibility for their humor.

The forth one is the cerebral one. The cerebrals are too erudite. June calls cerebral humor English humor. The more you make people think about what you’ve said, they will go down a rabbit hole, and they won’t stay with you for the punchline.

The cerebrals are much more factual, data-driven, and intellectual. Their humor is dry and satirical. They love the phrase “If it goes without saying, let it”.

June’s quest for a happiness recipe

You can see the comedic culture of the company, of the team. And it blows people’s minds. Your sense of humor the way you see it and the way other people do, it can be very different.

In her book, Happiness Recipe, together with her friend Sandy Weaver Carman, June interviewed thought leaders, internationally-known speakers, and other experts to find out what their happiness recipe is.

They discovered that a lot of people don’t know what makes them happy. It’s something people should be clear on.

The top three things that make June happy are freedom, excitement, and adventure. When she realized this, she understood why certain jobs or certain people don’t work for her.

Up Your Attitude: Six Secrets to Peak Performance

On the last episode for 2017 of The Ultimate Leadership Podcast, we bring you best-selling author and speaker Alan Zimmerman, who will introduce you his six secrets to peak performance. Find out why your attitude towards success matters, how to create your legacy, and how to achieve connective communication.

On today’s podcast:

  • The number one secret to success is your attitude
  • Figuring out your purpose
  • How to block out mind blinders
  • Whatever you do, perform with excellence
  • If you give people what they need, they will give you what you need
  • Asking brave questions


The number one secret to success is your attitude

One of the landmark pieces of research discovered that the number one secret to success is not education or IQ, it’s your attitude.

Most people have not yet figured out what happiness is to them. If you don’t know what happiness is to you, you will never find it. If you can’t define success for yourself, you can’t get it.

So many people say “I can’t help the way I feel” or “I’ve always been this way”. That is a lie. Attitudes are changeable and controllable.

One of Alan’s strategies is to see something positive in every situation. He doesn’t believe that life is totally good or bad, blank or white. Even a rotten situation has something positive in it.

It’s time to figure out your purpose

Alan’s second secret is purpose. How do you find one? Most people don’t give it much thought. They don’t go beyond thinking about getting a job and paying the mortgage. That’s survival, it’s not a purpose.

Purpose is a deeper driving force in life. When you have the purpose figured out, the amount of energy that comes with that is incredible.

In order to find your purpose, Alan suggests visualizing a three-legged stool. Each leg asks a question. When you answer all three questions you get to find your purpose.

The first question is: What are you good at? The second: What excites you? The third: What difference do you want to make?

Blocking mind blinders

Alan’s third secret is persistence. Two of his students made a research and found out that 92% of salespeople give up after the fourth no, but 60% of customers say no before they say yes.

You should refuse to use mind blinders. Mind blinders are small negative sentences that you tell yourself. When you tell yourself these kinds of things, you almost always fail.

If you catch yourself thinking or uttering a mind blinder, talk back to yourself “Stop it, just stop it” to neutralize its effect.

Whatever you do, perform with excellence

Alan’s forth secret is character. What can a person do to really build their character?

For years, we thought that character is old-fashioned and that it doesn’t fit with our society today anymore. The philosophy has been “Do whatever you want as long as you don’t get caught”.

Whatever you do, perform with excellence. Do your best, not just enough to get by. Always tell the truth.

If you have a blemish on your character, acknowledge it. Accept responsibility for it.

Knowing what the other person needs

Alan’s fifth secret is communication. Everywhere in the world, people are asking: “How do I get people to do what I want them to do?”

Alan uses the cooperation principle. To the degree you give other people what they need, they will give you what you need. You have to give the other person what they need before you get what you need. Most people have that backwards.

To achieve connective communication, a person must refrain from killer statements. Most of the time, these statements are used to shut people down.

Asking brave questions

Alan’s sixth secret is compassionate listening. This is accomplished by asking brave questions.

The average person is only tuned in to 25% of what is being said. Part of the problem is that a lot of our communication is functional communication, like “What time is dinner?”. It doesn’t build intimacy or teamwork. Brave questions go beyond the superficial. Who, what, where, why, how?

What are 3 ways we can serve our customers better? What are some values to instill in your corporate culture? What would you do differently? What was the highlight of your day?

People are very engaged with these kinds of questions. They listen better, they build connections.

The Key Recipe for Success with Danny Creed

The Key Recipe for Success with Danny Creed

On this episode of The Ultimate Leadership Podcast, you get to meet the best-selling author and business coach Danny Creed.

Danny will teach you his 13 foundational elements that are essential to your success as an entrepreneur.

On today’s podcast:

  • Danny Creed’s 13 foundational elements guaranteeing success
  • Becoming a master of self-discipline
  • Priority management
  • Saying no to interruptions
  • Learn the discipline of saying no


Danny’s 13 foundational elements

When he talks to people, what Danny talks about is from pure street fighting, real-world experience.

When it comes to success, Danny teaches 13 foundational elements. Without a solid foundation, your business will fall over.

Zig Zigler, one of Danny’s mentors, used to talk about a “foundational recipe” for success that doesn’t change no matter the environment or the business type.

First steps: being decisive and working hard

Decisiveness is nothing more than deciding if you want to be successful or not. If you’re happy with the way things are, stop whining. If you have a burning desire to become successful, then commit to it.

It’s not that we aim high and miss, it’s that we aim low and hit.

Danny’s mentors always said that 85% of success happens with 60 hours per week of work or more. You have to work with a vision and a plan.

If you are waiting for things to come to you, that is not going to happen. One of Danny’s biggest secrets is that he just outworks everybody else.

Mastering self-discipline

One of the hardest things leaders have to do is leading themselves.

Zig Zigler once said, “If you’re hard on yourself, life will be easy on you.” You have to have the willingness to do whatever it might take. You have to be a master of self-discipline.

For Danny, self-discipline is doing what you need to do when you need to do it, whether you want to or not. You do it because you know it’s essential to getting where you want.

Prioritizing your life

If anybody tries to sell you time management courses, run. It’s an outdated approach.

What we need to learn is priority management. We have to clearly understand what has the highest priority and consequences. Then we have to manage the time of getting those things done.

We have to set our priorities before we go to bed. Our minds will then work on them all night.

When we get up in the morning, we should start with the highest-priority task. We have to ask ourselves “What is the consequence of if I do this or not?”

The German philosopher Goethe said, “Things which matter most must never be at the mercy of things which matter least.”

Saying no to interruptions

Nowadays because of mobile devices things are moving very fast. Limited by speed, we have to work on priorities. We can’t do everything. People who think that multitasking works should know that it doesn’t.

The number 1 most required trait that headhunters are looking for in top candidates is the ability to complete a single task. Checking your phone all the time is an interruption addiction.

Single-mindedness is staying focused. You have to focus and get it down.

You have to learn the discipline of saying no. You are not saying no to the person, you are saying no to the interruption.

Risk-taking your way to success

At some point you have to tell yourself  “Enough planning, enough thinking, I have to step out and try it”.

People get comfortable and complacent. But that comfort is a detriment to your ultimate success as a leader.

Your best opportunities might be lost because you took too long to think about them. Now is the time to hone your skills.

What is the Future of Leadership Going To Look Like in 2018?

What is the Future of Leadership Going To Look Like in 2018?

On this episode of The Ultimate Leadership Podcast we learn from leadership expert Liz Wiseman why having the mindset of a rookie is beneficial for any professional, and how to avoid becoming a diminisher leader and disempowering your team.

On today’s podcast:

  • Why we tend to be at our best when we know the least
  • Diminisher vs multiplier leadership profiles
  • The mechanics of servant leadership
  • Becoming a diminisher leader while having the best intentions
  • What is the future of leadership going to look like?
  • Why fluid leadership makes sense


The mechanics of servant leadership

In time, Liz developed a deep understanding of followership. She came to understand what people need from their leaders and what happens when they receive poor leadership.

Being a new manager is a huge challenge. Liz understood that the leader’s mindset and talent affects the intelligence and the capability of their team.

Sometimes the smartest leaders have a dumbing down effect on their organization. They do all the thinking and heavy lifting for the group, and no one else around them gets to use their own intellect.

Multiplier vs diminisher leaders

In her book “Multipliers: How the Best Leaders Make Everyone Smarter”, Liz highlights two types of leaders: multipliers and diminishers.

Multiplier leaders amplify the intelligence of their team. Diminisher leaders tend to drain the energy and capability from the people around them.

In terms of impact, multipliers get virtually all of their team’s capabilities, whereas diminishers get less than half of them.

Multipliers have the assumption that people are smart, that they can figure things out on their own. Diminishers tend to have the assumption that no one is going to figure things out without them, that they are the smartest person in the room.

In terms of how they manage talent, diminishers tend to be acquirers of resources, whereas

multipliers tend to be utilizers of people’s genius.

When it comes to the environment they create, diminishers create stress, while multipliers create emotional and intellectual safety. Teams working under a multiplier feel safe to take risks, to think differently, and to make mistakes.

Diminishers tend to give directions, they are know-it-alls. Multipliers are challengers, they ask big questions, they invite people into new possibilities.

Diminishers tend to be decision-makers, whereas multipliers tend to be debate-makers. Diminishers tend to micromanage, while multipliers tend to be investors who give other people ownership.

Becoming a diminisher leader without realizing it

When she started her research, Liz thought that diminisher leaders had an ego problem. She saw narcissistical, tyrannical leaders.

In time she realized that most of the diminishing that’s happening in organizations, and even in our homes, is coming from really well-intended leaders who don’t have an ego problem. They have an awareness problem.

They don’t realize that people can end up diminishing others while holding the best of intentions.

Liz saw this in church organizations. The more noble intentions are, the more likely we are to end up diminishing.

What is the future of leadership going to look like?

A new model of leadership is emerging. Millennials are helping to lead the way.

A lot of millennials come to the workplace not aspiring to be leaders. They bring a bit of disdain for leadership that is in some ways extraordinarily helpful.

Liz sees the future of leadership going towards a very fluid model. Where there is a tide, a rise and fall movement.

In the fluid model of leadership, workers can step up and down several times every day. They can be strong and lead the team when necessary. Later they can step down and become followers.

Why we tend to be at our best when we know the least

People have a generally held belief that we get better with experience. Years of practice equates to mastery, and we think that we are better at something the more we know about it.

We are now working in a world where that perhaps is no longer true. Our technology has allowed our business cycles to spin very fast. Change is coming at us so rapidly, that best practices don’t matter so much anymore.

In the current environment, it’s not what you know that matters, but how fast you can learn. How quickly you can face a new problem.

We need to find ways to stay perpetual rookies, despite having years of mastery. We need to work with the same level of hunger and curiosity that we had when we were doing something for the very first time.

As leaders, we need to lead people in the dark. We might not know where we’re going, but we have to be able to recognize it when we get there.

The Gift of Adversity: Setbacks As Opportunities

The Gift of Adversity: Setbacks As Opportunities

Adversity is inescapable. We have an inner drive for comfort, and when we encounter something unpleasant or uncomfortable, our initial reaction is to reject it. We don’t want to deal with things we don’t like, so we try to push them away from us.

But what if the unpleasant is actually an opportunity? What if adversity is a gift? How could this be?

We turn to Marcus Aurelius Anderson, who conquered his worst nightmare. By overcoming what he thought was an unsurmountable obstacle, he has come to realize how much potential lies in the human spirit. His greatest adversity turned out to be a gift with lifelong value.

On today’s podcast:

  • How Marcus overcame paralysis from the neck down
  • The insights the experience gave him
  • How hard work must be combined with the right mindset to achieve success


It began with the military.

Not long after his uncle, a Vietnam veteran, passed away, Marcus wanted to honour his memory and service to his country. So he decided to join the military; specifically, in the infantry.

His professional background and skillset gave him, effectively, whatever choice of role in the military he wanted. But he wanted to be the best soldier he could be, and get into the midst of protecting his country. So he joined the infantry.

A childhood nightmare made manifest.

One day after training, he felt some numbness in his extremities. He explained it away to himself as a natural consequence of the physical stress of military exercises.

But the next day, he woke up and realized he was paralyzed from the neck down. He tried to get out of bed and he could only move his head a little.

As a child, he had nightmares of not being able to move his body. This was his worst fear, and it was happening to him, now. Luckily, military personnel were near his quarters and were able to get him immediate medical attention.

A terrible prognosis.

After being rushed to hospital and examined, a disc rupture was discovered in his neck. Marcus was prepared for surgery.

He flatlined twice during the operation, but made it out. Unfortunately, the doctor told him he would never be able to walk again.

This plunged him into a deep depression. He thought about committing suicide, but couldn’t actualize it because of the paralysis. He raged at everyone he came across during his early recovery.

But mostly, he was furious at himself for what he felt was wasted time on tasks with no meaning to him.

“There’s got to be something here for me to learn.”

Marcus decided to try to just go with his new reality, to try to find something positive in what had happened to him. To see if, maybe, there was a silver lining to all this.

About a week later, after he changed his mindset, he started feeling movement in his fingers and his toes. He used that remarkable progress as a cornerstone, onto which he could build up the rest of his recovery.

It took three months before anything moved, and almost an entire year before he could walk with the aid of a walker. Eventually he was discharged from long-term care, and still needed occupational therapy to maintain his progress.

But he had done the impossible. He was walking when the experts said it was impossible. He had lived through and overcame his greatest nightmare.

Sharing his story to motivate others and to close the dark chapter.

Marcus wrote his book, “The Gift of Adversity” because he hoped that others suffering from major setbacks could take benefit from it. Even if only one person took any comfort or motivation from the book, that would’ve been enough to make Marcus feel that he had done his job.

Marcus also shared his story for catharsis. By putting his awful experience – and the profound growth he found as a result of it – down on paper, he found he could create closure for himself, and move on to the next chapter in his life.

“Nothing is worth having until you pay a price.”

Through his work as a Mindset Coach, Marcus shares the core insight from overcoming his greatest setback: that hard work must be underlined with the right mindset, and the right mindset needs hard work to drive it forward.

Human beings have remarkable potential. But we can’t draw on our tremendous reserves of strength unless we have something to push us forward, to challenge us.

And when you see that challenge, when you encounter that adversity – whether it’s a dissatisfied customer, an argument with a manufacturer, or a catastrophic injury – if you see it as an opportunity for learning, not as something to be avoided, you will grow. You will become stronger. You will find a way to overcome, and tap into your hidden potential

That’s the gift of adversity.

How to Use Video to Communicate Your Brand Online

How to Use Video to Communicate Your Brand Online

Businesses are increasingly getting into video as a medium to market themselves and their brands. Platforms like Facebook Live, YouTube, and Instagram allow you to broadcast live video streams to connect directly with your audience and create your own TV show.

But the questions are, “how do you make professional looking videos?”, “should I use freelancers or do everything myself?”, and “what tools do I need to get it done?”.

It’s time to bring back our resident video expert, Sheryl Plouffe, who loves questions about taking what you’re already doing and incorporating video.

On today’s podcast:

  • Simplified editing and workflow tips for authentic branding
  • The pros and cons of editing yourself
  • The pros and cons of outsourcing video editing
  • Sheryl’s app recommendations


Simplified editing and workflow tips for authentic branding

Sheryl dispels myths about the complexities and time constraints of video editing.

You can shoot and edit video on-the-go with your smartphone or tablet. This can be an incredibly effective use of time, enabling you to record, edit and share your content from anywhere.

For example, Sheryl edits video content on her phone during with her son’s hockey practice!

The pros and cons of editing video yourself

The pros:

  1. It’s faster – once you get used to the workflow and the process of editing becomes automatic, it gets really fast. Whereas with outsourcing, the turnaround time can be much longer.
  2. It’s affordable – this is the bootstrapped option
  3. You have complete control of the branding – you can, of course, instruct a freelancer or employee how you want your message to be communicated, but that’s much simpler when you are completely hands-on with the process.

The cons:

  1. The learning curve – you need to spend a little time getting up to speed on the processes
  2. It can take a little more time when you’re starting out

A tip for simplifying the editing process is to write and practice your script so that you record your 2-3 minute video in one take. This means you have much less editing to do.

The pros and cons of outsourcing video production

The pros:

  1. If you’re not tech savvy, it can be a better use of your time to outsource

The cons:

  1. You have to find the right person to work with who understands your brand and how you want to communicate yourself
  2. Turnaround times are longer – editors have other clients, so your work can take up to a week to produce
  3. Costs – you obviously have to consider the budget for content creation

Sheryl encourages us to consider what kind of content we are creating. If we are making long-form, sales page content that is highly scripted, you may want to outsource the editing to ensure you get it looking professional.

But for in-the-moment, authentic 2-3 minute videos you are making on a daily or weekly basis, it can be better to do it yourself for all the reasons mentioned above.

Sheryl’s app recommendations

Sheryl suggests a couple of apps that can make editing video yourself simple.

  • Video Shop for iPhone and iPad
  • Video Leap – for green screen technology right on your phone
  • Camtasia Studio – for desktop video editing
  • Fuse – companion app to Camtasia for easy file sharing

If you are looking to outsource, Sheryl recommends contacting your local school or college to see if there are students looking for video editing work.

Freelance marketplaces like Upwork and Fiverr are other great places to source video editors.

Connect with Sheryl

Join Sheryl’s Facebook Group, Personal Brand Breakthrough for a community full of resources and tips to using video to communicate your brand online.

How to identify future trends and turn disruption and change into opportunity

How to Identify Future Trends and Turn Disruption and Change into Opportunity

On today’s podcast, we’re joined by the world’s leading futurist on global trends and innovations, and author of The Anticipatory Organization: Turn disruption and change into opportunity and advantage, Daniel Burrus.

Daniel will be sharing his extensive knowledge to help you understand how trends can be predicted, and how to utilize these trends to develop your business.

On today’s podcast:

  • What is the Anticipatory Organization model?
  • The biggest missing competency of any organization
  • Understanding the different types of trends
  • How do you identify the next trend?
  • Learning to embrace disruption


What is The Anticipatory Organization Model?

The Anticipatory Organization Model provides a framework for identifying certainties in the market and for leaping ahead of your competition with much lower risk.

Developed by today’s guest Daniel Burrus, it is used by some of the largest companies in the world and has seen outstanding results. 

The biggest missing competency of any organization

Many organizations believe that agility is the most important competency for an organization to possess. Daniel believes that reacting to problems and digital disruptions, no matter how agile you or your organization are, is no longer good enough.

The world is moving at a technology driven pace which is exponential in its rate. So organizations need a way to identify the direction in which technology is moving.

By using the methodology that Daniel teaches in his book, organizations can see disruptions before they disrupt.

This foresight allows you to identify the problems that you or your customer are going to have before they happen, and pre-solve them. What’s more, it gives you the ability to see game-changing opportunities upon which you can base your own innovations with low risk.

Understanding the different types of trends

Most of us don’t spend much time looking at trends, and when we do the difficulty is identifying which ones will happen.

Daniel believes there are only really two types of trend and that once you understand their characteristics you’ll be better placed to predict which will happen.

  1. Hard Trends.

Hard trends are based on future facts. They provide you with certainty in a seemingly uncertain world, and a business strategy based on certainty is low risk.

  1. Soft Trends.

Soft trends are based on an assumption. Often business leaders believe that assumption is a fact and treat it as such. As a result, soft trends carry higher risk.

How do you identify the next trend?

Predicting everything is not realistic so organizations need to be agile and able to react fast to the unseen.

The new competency that Daniel has identified is how much you can see and pre-act on before the future event. With the pace of change ever increasing it’s better to get ahead of it than to languish behind it.

Daniel teaches that it’s easier than you might think to identify trends. Particularly in the case of hard trends which tend to fall within very clear identifiable categories.

  1. Demographics.

As an example, in the US  there are 78 million baby boomers and it’s a hard trend that they’re going to get older. With this hard trend comes the opportunity to identify the problems this will cause and pre-solve them, creating business opportunities in the process. These baby boomers will get older, when they do what will their needs be and how can you solve them before the problems arise.

  1.  Technology.

Technology is amazingly predictable. We have 4G wireless, you’ve heard about 5G wireless so can you predict what is coming next? 6G. The same applies to storing information on the cloud, it’s a hard trend that will continue to grow.

  1. Government Regulation.

When a new law is passed we instinctively look at all of the things about it that we don’t like. Daniel suggests that you should be looking at the things you do like. Look for the areas of these new laws that will cause issues for others and create a service that will solve this. Using this method of identification you can Innovate with low risk.

Learning to embrace disruptions

Many leaders are afraid of disruptions. This is due to previous experiences of disruptions that have hit hard and messed things up. Disruption can mess up your career, products, services, customers, and people do not like this kind of disruption.

Leaders often believe that no one likes change which causes fear of disruption. This is not always true since not all change is negative.

So what’s the bad kind of change? It’s the kind that catches you by surprise.  

According to Daniel most of the time, these changes could have been predicted. There are ways that you can see these things coming and Daniel’s book has a methodology that allows you to do just that.

Leadership in a Multi-Generational Workforce

Leadership in a Multi-Generational Workforce

On today’s podcast, we’re joined by Jen Roberts. The President and Founder of Difference Consulting, the resident expert in the field of employee engagement and motivating employees.

Jen says things are rapidly changing in the workplace and leadership in organizations has to respond and adapt to attract and retain multi-generational talent.

Within today’s podcast, we look at the way employees needs have changed and how leaders can create open communication environments for their teams to reach their highest potential.  

On today’s podcast:

  • Organisational Landscape of 2018
  • Millennials in the Workplace
  • The Ideal Working Environment to Drive Engagement
  • Outdated Common Business Practices
  • New Business Practices Leaders Can Embrace Within the Organisation
  • Engaging and Retaining Top Talent in a Multi-Generational Workforce


Organisational Landscape of 2018

We are entering a critical time where good talent within an organization is essential, as we are impending a global talent shortage, particularly in industries where there is highly skilled labor such as Cyber Security and Engineering.

There is going to be a challenge amongst leaders in organizations if they are not willing to adapt to attract and retain talent.

There’s going to be a lot going on in the next 5-10 years when technology is changing at neck-breaking speed. Plus there will be challenges that come with a multi-generational workforce.

Millennials in the Workplace

Millennial talent is the largest demographic in the workforce, comprising for 75% of the workplace by 2030.

Organizations need to be leveraging their talent and making sure they are prepared to go into leadership positions.

Although there is a pre-conception that millennials are lazy, they are actually willing to work hard. But they also want to work smarter with by leveraging technology.

The Ideal Working Environment to Drive Engagement

Millennials, in particular, are looking for meaningful work, where they are making a valuable contribution to the success of the organization.

Jen says a much more flexible working environment with a humane work environment will help retain talent and encourage people to reach their full potential.

Management also needs to be much more hands-on with transparent communication, giving their employees real autonomy to go and do their best at work.

Outdated Common Business Practices

As opposed to the hierarchical command and control approach, people are now looking for open and continuous communication where you can flow between ‘levels’.

Annual performance reviews are going out of date, as successful leaders create a dialogue between the individuals working in their teams to help them adapt and make changes there in the moment and celebrate successes they are achieving as well.

Jen says we are entering a time where working is going to become much more results-based rather than fixed and ridged.

New Business Practices Leaders Can Embrace Within the Organization

Setting a strategic vision for the organization allows your employees the autonomy to actually accomplish their work in a way that suits them and get the results you’re looking for.

Leaders can focus on fostering continuous feedback and really creating that environment for open communication, through engagement surveys, mobile apps, team meetings and implementing development programmes.

Engaging and Retaining Top Talent in a Multi-Generational Workforce

People are no longer attracted to companies for salary and benefits, people really want to work for organizations who consider their human needs and will set them up for success.

Leaders in organizations need to work on rethinking and rewriting positions for organizational agility, leveraging the internal team, not always specific to promotion.

The Best Way to Find Jen

Visit our website: www.differenceconsulting.com and schedule a complimentary discovery call, which is the first step in their process, to really take a look at how leaders can get started. It’s great way for Difference Consulting to find the next steps for leaders, who can further this by entering into the next phase of the process.

The next phase is to hold a more detailed Difference Consulting discovery conversation and schedule a strategy day.