Episodes
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Lee delves into the common issue of setting vague deadlines and lack of follow-through in business meetings. Lee challenges the practice of assigning generic due dates like "next Friday" or "end of the month," urging listeners to prioritise specific times for completing tasks. By emphasising the importance of committing to realistic deadlines and actively prioritising key activities, Lee highlights how this approach can lead to increased productivity and successful task completion.
KEY TAKEAWAYS
Prioritise specific deadlines: Instead of setting vague deadlines like "next Friday" or "end of the month," prioritise specific dates and times for completing actions to increase accountability and likelihood of completion.
Gain commitments: By asking individuals when realistically they will make time to complete an action, you can gain commitments and increase the chances of the task being done.
Avoid procrastination: Proactively scheduling specific times to complete tasks helps avoid procrastination and ensures that important actions are given the attention they deserve.
Major time on major things: Focus on spending major time on major tasks rather than major time on minor tasks to prioritise activities that will make the biggest impact on achieving goals.
Challenge and improve: Continuously observe and challenge the way deadlines are set and actions are prioritised to improve efficiency and effectiveness in completing tasks.
BEST MOMENTS
"When realistically are you going to make time to complete this action? That question provides a different answer."
"If somebody says to me that they didn't have time My response is you're telling me the action wasn't important enough."
"How can you spend major time on major things? and minor time on minor things and that is through prioritisation."
"Don't be lazy with setting your due dates. Be disciplined. You can do better."
"Saying you know how to do it is not doing it."
HOST BIO
You can contact Lee Houghton on 07813342194 [email protected] https://www.linkedin.com/in/lhoughton/
For the last 15 years, I have been a multi-sector internal or external business improvement consultant, building the improved capability of individuals, teams and businesses.
In my spare time, I enjoy spending time with my two young children Jack & India. I also enjoy listening to and reading business & personal development material.
Lee Houghton is “THE Business Problem Solver”, a Management Consultant, CX Specialist and Keynote Speaker.
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This episode delves into the importance of intent, intensity, and impact in achieving desired outcomes. Lee introduces the concept of the three I's - intent, intensity, and impact - as key factors in determining the success of actions and conversations. Listeners are encouraged to look inward, assess their approach, and strive for greater effectiveness in their interactions to achieve the desired impact.
KEY TAKEAWAYS
Intent, Intensity, and Impact: The three I's discussed in the podcast are crucial for achieving desired outcomes in business interactions.
Clarity of Intent: Having a clear purpose and motivation before taking action or engaging in conversations is essential for success.
Intensity and Frequency: Applying the right level of conviction and doing so consistently are key factors in making a significant impact.
Reflect and Learn: Analysing the gap between intentions and outcomes provides an opportunity for reflection, learning, and improvement.
Personal Responsibility: Emphasising the importance of taking ownership of one's intent, intensity, and frequency to drive impactful results.
BEST MOMENTS
"Are you really putting enough in? Do you have clarity of intent of all of your interactions, of all of your conversations, of all of your actions?"
"Intent is personal to us. Impact is what happens as a result of our intentions."
"If your intent is the motivation and purpose for your action and conversation, if you have that conversation or do that action and you do it with enough intensity, feeling, strength behind it..."
"So, intent is around motivation or purpose of your actions or conversations. Intensity is the level that you apply, I guess, of your conviction of your action, of your conversation."
"Often we look through the window at other people and think that actually they have not done what we expected them to do, so they are in the wrong. I believe it's down to the inputs that we put in..."
HOST BIO
You can contact Lee Houghton on 07813342194 [email protected] https://www.linkedin.com/in/lhoughton/
For the last 15 years, I have been a multi-sector internal or external business improvement consultant, building the improved capability of individuals, teams and businesses.
In my spare time, I enjoy spending time with my two young children Jack & India. I also enjoy listening to and reading business & personal development material.
Lee Houghton is “THE Business Problem Solver”, a Management Consultant, CX Specialist and Keynote Speaker.
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Missing episodes?
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Lee delves into the importance of not just doing tasks, but doing them well to make a real difference. He emphasises the four levels of performance: not doing it, doing it, doing it well, and doing it well to shift performance. Drawing parallels to driving a car, Lee explains how simply completing a task is not enough; it must be done with the aim of achieving a specific goal or destination. He challenges listeners to consider their internal motivations and the impact of their actions on reaching desired outcomes.
KEY TAKEAWAYS
Strive for Excellence: It's essential to aim for doing tasks well to shift performance and make a difference, rather than settling for just completing them.
Focus on Destination: Align behaviors and activities with the end goal or destination to ensure contributions count towards achieving it.
Internal Motivation: Understanding individual motivations and connecting them to the overall goal can drive better performance and results.
Continuous Improvement: Emphasise the importance of doing tasks well to drive continuous improvement and exceed limits set by oneself.
Clarity and Alignment: Ensure clarity on expectations, behaviours, and performance goals to align everyone towards a common destination and purpose.
BEST MOMENTS
"Saying you know how to do it is not doing it."
"We want people to do it well, and we want them to do it well to shift performance, to make a difference, to make their contribution count."
"Are you and your teams focused on doing whatever it is that you're doing well and to shift performance, to make a difference, to achieve your destination and your goal."
"We've got to strive and aspire to do everything well to make a difference."
"Have I made you think differently in order to make you do differently to achieve a different result?"
HOST BIO
You can contact Lee Houghton on 07813342194 [email protected] https://www.linkedin.com/in/lhoughton/
For the last 15 years, I have been a multi-sector internal or external business improvement consultant, building the improved capability of individuals, teams and businesses.
In my spare time, I enjoy spending time with my two young children Jack & India. I also enjoy listening to and reading business & personal development material.
Lee Houghton is “THE Business Problem Solver”, a Management Consultant, CX Specialist and Keynote Speaker.
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In this episode of Business Problems Solved, Lee reflects on his recent completion of the London Marathon and shares five key takeaways that helped him achieve this milestone. Lee draws parallels between lessons from his marathon experience and their applicability in business settings, emphasising the significance of proper fueling, being in the moment, perseverance, support, and training to achieve success.
KEY TAKEAWAYS
Fuel Brain and Body Properly: Focus on providing the right fuel through food, thoughts, and sleep to ensure optimal performance.
Be Present in the Moment: Embrace each moment fully to enhance the experience and make better decisions.
Keep Moving Forward: Continuously take steps forward, overcoming obstacles and challenges along the way.
Support and Encouragement: Provide the right level of support and encouragement to foster accountability and motivation.
Train Properly: Ensure proper training and development to equip individuals with the skills and capabilities needed for success.
BEST MOMENTS
"I had a dream the night before the marathon, in the dream, I didn't complete the marathon. I just couldn't get to that distance. I couldn't do it."
"I really did enjoy running 26 miles in front of all those people. It was just an enjoyable experience because I was in the moment."
"Nobody comes to work to do a bad job, but are we helping them do the best job they can? And to do that, they need to fuel their brain and their body properly."
"What can we do to keep moving forward? Sometimes moving forward, I mean, suggests that if something's not working, we need to keep doing it."
"What can you do to ensure and encourage everybody that you're working with is fully trained and is able to do the job that they need to do every single day."
HOST BIO
You can contact Lee Houghton on 07813342194 [email protected] https://www.linkedin.com/in/lhoughton/
For the last 15 years, I have been a multi-sector internal or external business improvement consultant, building the improved capability of individuals, teams and businesses.
In my spare time, I enjoy spending time with my two young children Jack & India. I also enjoy listening to and reading business & personal development material.
Lee Houghton is “THE Business Problem Solver”, a Management Consultant, CX Specialist and Keynote Speaker.
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Lee reflects on his recent completion of the London Marathon and shares five key things that helped him achieve this milestone. Lee draws parallels between these lessons from his marathon experience and their applicability in business settings, emphasising the significance of proper fuelling, being in the moment, perseverance, support, and training to achieve success.
KEY TAKEAWAYS
Fuel Brain and Body Properly: Focus on providing the right fuel through food, thoughts, and sleep to ensure optimal performance.
Be Present in the Moment: Embrace each moment fully to enhance the experience and make better decisions.
Keep Moving Forward: Continuously take steps forward, overcoming obstacles and challenges along the way.
Support and Encouragement: Provide the right level of support and encouragement to foster accountability and motivation.
Train Properly: Ensure proper training and development to equip individuals with the skills and capabilities needed for success.
BEST MOMENTS
"I had a dream the night before the marathon, in the dream, I didn't complete the marathon. I just couldn't get to that distance. I couldn't do it."
"I really did enjoy running 26 miles in front of all those people. It was just an enjoyable experience because I was in the moment."
"Nobody comes to work to do a bad job, but are we helping them do the best job they can? And to do that, they need to fuel their brain and their body properly."
"What can we do to keep moving forward? Sometimes moving forward, I mean, suggests that if something's not working, we need to keep doing it."
"What can you do to ensure and encourage everybody that you're working with is fully trained and is able to do the job that they need to do every single day."
HOST BIO
You can contact Lee Houghton on 07813342194 [email protected] https://www.linkedin.com/in/lhoughton/
For the last 15 years, I have been a multi-sector internal or external business improvement consultant, building the improved capability of individuals, teams and businesses.
In my spare time, I enjoy spending time with my two young children Jack & India. I also enjoy listening to and reading business & personal development material.
Lee Houghton is “THE Business Problem Solver”, a Management Consultant, CX Specialist and Keynote Speaker.
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This episode explores the importance of understanding and meeting the needs of others in conversations. Lee discusses the concept of the three H's - being heard, helped, or hugged - and how individuals typically seek one of these in interactions.
Drawing inspiration from Charles Dewick's book, "Super Communicators," Lee emphasises the significance of recognising what the speaker wants from a conversation to enhance connection. The episode concludes with a reminder to prioritise connection over mere technicalities in conversations.
KEY TAKEAWAYS
Three H's: The concept of "heard, helped, and hugged" can help tailor interactions to build more connection with others.
Understanding Identities: Showing different aspects of one's identity can influence the outcome of conversations and help in connecting with others.
Connection is Key: The most important aspect of conversations is how well one can connect with the other person, understanding their needs, and turning up in a way to provide that.
Vulnerability: Being more vulnerable and sharing more of oneself can lead to better connections and understanding in conversations.
Continuous Learning: Taking time to get to know people and understand their identities can enhance communication and connection in interactions.
BEST MOMENTS
"People, when they are in an interaction or a conversation with somebody, they typically want one of three things. They want to be heard, they want to be helped, or they want to be hooked."
"So if you as a speaker, if the person that's speaking wants to be heard, then you need the listener to actively listen and not interject."
"But dependent upon the conversation that I'm in, I show different parts of my identity."
"So how can you really connect with somebody if you only see one identity? But more importantly, how can you connect with people if you only share one identity?"
"The most important thing in your conversations is how well you can connect to the other person."
HOST BIO
You can contact Lee Houghton on 07813342194 [email protected] https://www.linkedin.com/in/lhoughton/
For the last 15 years, I have been a multi-sector internal or external business improvement consultant, building the improved capability of individuals, teams and businesses.
In my spare time, I enjoy spending time with my two young children Jack & India. I also enjoy listening to and reading business & personal development material.
Lee Houghton is “THE Business Problem Solver”, a Management Consultant, CX Specialist and Keynote Speaker.
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This episode delves into the practical application of the ICE model in coaching conversations to drive transformational change. Lee introduces a four-box model that focuses on the coachee's level of thinking and action, guiding leaders on how to navigate coaching sessions effectively. The episode offers a structured approach to coaching that aims to empower individuals to think differently and take meaningful action towards improvement.
KEY TAKEAWAYS
ICE Model: The ICE model consists of three steps - Intent, Conversation Starters, and Expected Outcome - which can be used to guide coaching conversations effectively.
Four Box Model: The Four Box Model helps in understanding the level of thinking and level of action of the coachee, guiding the coach on how to navigate through existing thoughts, new thoughts, transactional actions, and transformational actions.
Starting Point: It is recommended to start coaching conversations in the existing thoughts box (low thought, low action) to explore the current mindset of the coachee before progressing to new thoughts and actions.
Transitioning: Transitioning from existing thoughts to new thoughts and then to action is crucial in creating sustainable change and transformation in individuals.
Questioning Strategy: Using the right questions at each stage of the coaching process, from exploring existing thoughts to creating transformational actions, is key to guiding individuals towards personal growth and development.
BEST MOMENTS
"The reason why it's transformational action It's because it's based on new thoughts."
"Remember people protect what they build."
"And if you can create an internal change in people's minds, you're more likely to create a sustainable external change."
"So start by clarifying your intent. Understand a couple of conversation starters that keep you in that safe space of exploring the existing thoughts of your coachee."
"And really, it starts with understanding your intent, your expected outcome."
HOST BIO
You can contact Lee Houghton on 07813342194 [email protected] https://www.linkedin.com/in/lhoughton/
For the last 15 years, I have been a multi-sector internal or external business improvement consultant, building the improved capability of individuals, teams and businesses.
In my spare time, I enjoy spending time with my two young children Jack & India. I also enjoy listening to and reading business & personal development material.
Lee Houghton is “THE Business Problem Solver”, a Management Consultant, CX Specialist and Keynote Speaker.
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Lee delves into the art of coaching, specifically focusing on the role of an improvement coach. Host Lee Horton emphasises the importance of having a clear intent, using conversation starters, and defining expected outcomes before engaging in coaching sessions. He introduces the ICE model (Intent, Conversation Starter, Expected Outcome) as a mental framework for effective coaching. Lee shares personal experiences of learning from mistakes, highlighting the significance of actively listening to the coachee and adapting questions based on their responses.
KEY TAKEAWAYS
Clarity of Intent: Before coaching conversations, it is essential to have a clear intent in mind to guide the direction of the discussion.
Conversation Starters: Using a few well-thought-out questions as conversation starters can help initiate meaningful dialogue and exploration.
Expected Outcome: Reflecting on the expected outcome after the conversation can provide insights into the effectiveness of the questions asked and the overall intent.
Coaching Continuum: Understanding the coaching continuum, from pure thought to imposing ideas, can help in adapting the coaching style based on the desired outcome.
Creating Ownership: Encouraging the coachee to navigate towards their chosen destination through their own thoughts and actions fosters real ownership and action.
BEST MOMENTS
"We manage things, we lead people and we coach the gaps."
"The reason why we are asking questions is for either for deep thought and exploration in the other person."
"Pure coaching is about letting the coachee navigate to the destination that they want to get to through their own pure thoughts."
"Pure coaching is not about you. Pure coaching is for the benefit of the other person."
"Remember what questions, how questions really open the mind."
HOST BIO
You can contact Lee Houghton on 07813342194 [email protected] https://www.linkedin.com/in/lhoughton/
For the last 15 years, I have been a multi-sector internal or external business improvement consultant, building the improved capability of individuals, teams and businesses.
In my spare time, I enjoy spending time with my two young children Jack & India. I also enjoy listening to and reading business & personal development material.
Lee Houghton is “THE Business Problem Solver”, a Management Consultant, CX Specialist and Keynote Speaker.
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Lee Horton delves into the concept that the best teams do not necessarily consist of the best thinkers, but rather create the best thinking environment. He emphasises the importance of leaders asking questions to empower and engage their teams, rather than providing all the answers. Lee discusses the significance of morning meetings or daily huddles in setting the tone for the day and encourages leaders to ask thought-provoking questions that stimulate critical thinking.
KEY TAKEAWAYS
Focus on Asking Questions: Instead of providing all the answers, leaders should focus on asking questions that stimulate thinking and empower their teams.
Encourage Reflection: Encouraging team members to reflect on past experiences and challenges by asking looking back questions can help identify areas for improvement.
Set Clear Expectations: Daily meetings should focus on setting priorities and activities for the day ahead, ensuring everyone is aligned on goals and expectations.
Create a Safe Environment: Leaders should create an open and safe environment where team members feel comfortable sharing their thoughts and ideas.
Drive Action: By asking forward-looking questions and setting clear actions, leaders can drive progress and ensure continuous improvement within the team.
BEST MOMENTS
"The best teams don't have to be full of the cleverest people. The best teams are the ones that create the best thinking."
"If you're always sought out for the answer, then you're not enabling, empowering your people and your teams."
"You could ask, what are the escalations from your area? Did anything get in the way of you or your team doing what you needed to yesterday or on the last shift?"
"So our aim as leaders is to really create thoughts in our people... the best teams create the best thinking."
"How do you create the best thinking in your people? I would absolutely love to know."
HOST BIO
You can contact Lee Houghton on 07813342194 [email protected] https://www.linkedin.com/in/lhoughton/
For the last 15 years, I have been a multi-sector internal or external business improvement consultant, building the improved capability of individuals, teams and businesses.
In my spare time, I enjoy spending time with my two young children Jack & India. I also enjoy listening to and reading business & personal development material.
Lee Houghton is “THE Business Problem Solver”, a Management Consultant, CX Specialist and Keynote Speaker.
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Join Lee as he talks about the art of coaching and the importance of asking great questions. Lee Horton emphasises the significance of thought-provoking questions that are succinct, open, relevant, timely, and free from bias and emotion. By exploring what makes a great question, Lee highlights the role of coaching in supporting performance and development opportunities for individuals.
KEY TAKEAWAYS
Coaching is essential in managing and leading people, as it involves asking thought-provoking questions to support performance and development opportunities.
A great question in coaching should be succinct, open, relevant, timely, unbiased, and devoid of excessive emotion.
Thought-provoking questions challenge the thoughts and minds of the recipient, typically framed as "what" and "how" questions rather than "why" questions.
The focus of a great question should be on benefiting the recipient by promoting their learning and growth, rather than serving the questioner's personal gain.
Effective coaching involves creating an environment with sufficient space and time for individuals to think and develop, ensuring the right level of honesty and transparency for meaningful conversations.
BEST MOMENTS
"We often say that coaching is how we all need to be... So we support performance and development opportunities by asking questions that create thoughts in the right environment with sufficient space and time for that person to think and develop."
"A question that is succinct and thought-provoking... You want to create the most thought-provoking question. And often, the more succinct it is, the more thought-provoking and wide it can be."
"What makes a great question? Well, it's got to be open, not closed... It's got to be relevant to the situation that you're in, especially in a work environment."
"The most thought-provoking question that I ask is, 'what else?'... So we can't coach in every single situation... we've got to manage things, lead people, but we coach the gaps."
"Great questions are thought provoking... We really want to develop people. We want to coach the gaps to develop and grow our people."
HOST BIO
You can contact Lee Houghton on 07813342194 [email protected] https://www.linkedin.com/in/lhoughton/
For the last 15 years, I have been a multi-sector internal or external business improvement consultant, building the improved capability of individuals, teams and businesses.
In my spare time, I enjoy spending time with my two young children Jack & India. I also enjoy listening to and reading business & personal development material.
Lee Houghton is “THE Business Problem Solver”, a Management Consultant, CX Specialist and Keynote Speaker.
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This episode delves into the crucial aspect of leadership buy-in in successful change initiatives. Lee talks about the importance of senior leaders actively engaging and supporting change efforts beyond just financial investment. Using the analogy of a glass ceiling and floor, Lee highlights the disconnect between leaders and employees, stressing the need for transparent communication and genuine connection at all levels of the organisation. By discussing the role of leaders in setting vision, expectations, and asking the right questions, Lee underscores the collective responsibility of all individuals in driving successful change.
KEY TAKEAWAYS
Leadership Buy-In: The importance of emotional, physical, and vocal buy-in from senior leaders in change initiatives is crucial for success.
Glass Ceiling and Glass Floor: The concept of a glass ceiling for employees looking up at leaders and a glass floor for leaders looking down, highlights the need for better connection and understanding between all levels of the organisation.
Role Modelling: Leaders need to set vision, and expectations, and check in on progress to ensure alignment and success in change initiatives.
Communication: Effective communication flowing both ways, from leaders to employees and vice versa, is essential for transparency and problem-solving.
Empowerment and Support: Leaders should empower employees to solve problems at their level while also providing support and guidance where needed to overcome obstacles.
BEST MOMENTS
"Change is for everybody, not everyone else."
"Leaders need to understand where they can support. What's the main blocker getting in the way of where it is that you're trying to get to?"
"Leaders need to check in against those expectations. Check-in each of the layers of the organisation to see that the right things are being spoken about at the right level."
"Leaders need to empower and enable our people to solve the problems at the right level. And we can only do that if we're clear and transparent and we've got clarity of priority."
"Leadership buy-in is often cited as a challenge, but we've all got a role in helping leaders buy into the change initiative."
HOST BIO
You can contact Lee Houghton on 07813342194 [email protected] https://www.linkedin.com/in/lhoughton/
For the last 15 years, I have been a multi-sector internal or external business improvement consultant, building the improved capability of individuals, teams and businesses.
In my spare time, I enjoy spending time with my two young children Jack & India. I also enjoy listening to and reading business & personal development material.
Lee Houghton is “THE Business Problem Solver”, a Management Consultant, CX Specialist and Keynote Speaker.
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This episode delves into the crucial aspect of role modelling within change teams. Lee, drawing from his 18 years of experience in change management, highlights the common failure of change teams to effectively role model the behaviours and strategies they advocate for others. By emphasising the importance of role modelling, Lee underscores the significance of change teams embodying the principles they aim to instil in leadership and operational teams. Through practical insights and real-world examples, Lee encourages change teams to prioritise self-improvement and consistent modelling of best practices to effectively support and guide others through change initiatives.
KEY TAKEAWAYS
Change teams often struggle with role modelling effective systems themselves, which can hinder their ability to support others effectively.
Role modelling what is expected of others is crucial for change teams to build credibility and trust with the teams they are supporting.
By continuously improving their own systems and practices, change teams can better empathise with the challenges faced by the teams they work with.
Change teams should prioritise developing their own operational excellence tools and techniques before assisting others to ensure they lead by example.
Encouraging a culture of continuous improvement within the change team can lead to better outcomes for the teams they support.
BEST MOMENTS
"Change teams seem to have a big challenge with role modelling."
"If we don't role model, if we don't do what we're suggesting that everybody else should do, then why the blooming heck should they do it?"
"Change teams historically are not the best at role modelling the things that they are expecting others to do."
"Change is for everybody and the people that should be the best at change are change people."
"We need to role model. We need to believe because it allows us to empathise."
HOST BIO
You can contact Lee Houghton on 07813342194 [email protected] https://www.linkedin.com/in/lhoughton/
For the last 15 years, I have been a multi-sector internal or external business improvement consultant, building the improved capability of individuals, teams and businesses.
In my spare time, I enjoy spending time with my two young children Jack & India. I also enjoy listening to and reading business & personal development material.
Lee Houghton is “THE Business Problem Solver”, a Management Consultant, CX Specialist and Keynote Speaker.
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Lee explores the concept of footprints leaving clues in our personal and professional journeys. Reflecting on his own diverse experiences, including DJing, owning a bouncy castle business, and self-publishing children's books, Lee highlights the valuable lessons learned from each endeavour. By exploring the footprints left behind by these experiences, Lee emphasises the importance of understanding and maximising the potential of one's team members.
KEY TAKEAWAYS
Reflect on past experiences to understand present actions and behaviours.
Consider the transferable skills gained from diverse past roles.
Explore how personal journeys can influence current approaches.
Recognise the importance of understanding team members' unique backgrounds.
Maximise potential by leveraging the footprints and clues left by individuals.
BEST MOMENTS
"I've had to delve deeper into my past and start to note down some of the things that I've carried with me, the footprints that I've left behind on my journey."
"I really think that my random journey is not actually that random. When you look at the footsteps that I have trodden, the clues that have been left behind, you see how I am."
"Footprints leave clues. What clues have your footprints left and what clues have the footprints of your people left? Have you tried to understand it? If not, why not?"
"I've learned something in every interaction that I've taken to developing the person that I am today."
"The communication from DJing, the understanding the customer from DJing, and the importance of really getting to know the customer."
HOST BIO
You can contact Lee Houghton on 07813342194 [email protected] https://www.linkedin.com/in/lhoughton/
For the last 15 years, I have been a multi-sector internal or external business improvement consultant, building the improved capability of individuals, teams and businesses.
In my spare time, I enjoy spending time with my two young children Jack & India. I also enjoy listening to and reading business & personal development material.
Lee Houghton is “THE Business Problem Solver”, a Management Consultant, CX Specialist and Keynote Speaker.
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Join Lee as he delves into the crucial role of rest in personal and professional growth. Drawing from his experience training for marathons, Lee highlights the necessity of rest periods for muscles to grow and strengthen. He parallels this concept with the workplace, emphasising the importance of downtime between meetings to allow for reflection, action, and progress. Through relatable analogies and thoughtful insights, Lee encourages listeners to consider how adequate rest can lead to enhanced performance and overall well-being.
KEY TAKEAWAYS
Rest is essential for growth: Just like muscles need rest to grow stronger after exercise, individuals and organizations require rest periods to reflect, recuperate, and progress effectively.
Back-to-back meetings hinder productivity: Constantly being in meetings without breaks can lead to fatigue and limit the opportunity to act on tasks and initiatives discussed during those meetings.
Reflection is key to personal and professional growth: Taking time to reflect, unpack thoughts, and work through challenges can lead to personal development and improved performance in the workplace.
Create space for action: Allocating time between meetings to work on action items and allowing individuals to physically rest and mentally unpack information can lead to better outcomes and growth.
Balance is crucial: Just as a balanced workout routine includes rest days, a balanced approach to work involves creating space for reflection, action, and personal growth to achieve optimal results.
BEST MOMENTS
"Rest and not just keep doing activities... I need to rest to be able to grow."
"Growth only occurs during rest... muscles need the opportunity for growth after being under tension."
"We treat everybody like a simple maths... we try to deal with everything in our heads."
"Actions need progressing, whether it's from you or whether you're the conduit to create activity."
"Are you giving yourself enough space and enough rest to grow personally?"
HOST BIO
You can contact Lee Houghton on 07813342194 [email protected] https://www.linkedin.com/in/lhoughton/
For the last 15 years, I have been a multi-sector internal or external business improvement consultant, building the improved capability of individuals, teams and businesses.
In my spare time, I enjoy spending time with my two young children Jack & India. I also enjoy listening to and reading business & personal development material.
Lee Houghton is “THE Business Problem Solver”, a Management Consultant, CX Specialist and Keynote Speaker.
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Lee talks about the concept of looking at people through a deeper lens to truly understand and engage with them. He discusses the importance of considering individuals as a whole person, comprising their thoughts, feelings, actions, and beliefs. By breaking down the person into these four components, Lee explores how leaders can effectively engage with their teams and drive positive change. The episode emphasises the significance of whole-person reflection, encouraging listeners to reflect on their own beliefs, thoughts, feelings, and actions to enhance personal growth and leadership effectiveness. T
KEY TAKEAWAYS
Consider the Whole Person: Break down individuals into four parts - head (thoughts), heart (feelings), hands (actions), and belief (spirit) to truly understand and engage them.
Engagement and Leadership: Use the four components (head, heart, hands, belief) to assess engagement and leadership effectiveness. Leadership can be seen as an input, while engagement is the output.
Whole Person Reflection: Encourage reflection on what has been learned, emotional journey, actions taken, and beliefs challenged to gain a deeper understanding of oneself and improve personal growth.
Individualised Approach: Treat each person as an individual by understanding them emotionally, physically, mentally, and spiritually to lead change initiatives effectively.
Continuous Improvement: Constantly evaluate and adjust leadership and engagement strategies by considering the whole person to collectively move forward towards shared goals.
BEST MOMENTS
"I often say that it's all about people. But that's really easy to say, but what do I actually mean by that?"
"Whole person reflection is something that we can all do each and every day. So we can tap into and really understand whether ourselves have, we're tapping into the whole of our person by looking at our belief, our head or our thoughts, our heart or our feelings, our hands or our actions."
"But the more I thought about it, it's not that easy to do because we need to consider people with different lenses on. And I think if we look at the whole person, heads, hands, hearts, and belief, or thoughts, feelings, actions and spirit."
"How is your leadership building belief? How is your leadership challenging or making new thoughts? How is your leadership making people feel?"
"And when you reflect, think about you as the whole person and see if asking those questions creates any new thoughts, feelings, actions or beliefs."
HOST BIO
You can contact Lee Houghton on 07813342194 [email protected] https://www.linkedin.com/in/lhoughton/
For the last 15 years, I have been a multi-sector internal or external business improvement consultant, building the improved capability of individuals, teams and businesses.
In my spare time, I enjoy spending time with my two young children Jack & India. I also enjoy listening to and reading business & personal development material.
Lee Houghton is “THE Business Problem Solver”, a Management Consultant, CX Specialist and Keynote Speaker.
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In this episode, Lee discusses the importance of managing things, leading people, and coaching the gaps in a business setting. He stresses that while coaching is an effective way to develop employees, it is crucial to recognise when to manage situations and lead people instead. Lee highlights the need for clarity of vision, setting expectations, and role modelling when leading people. He also emphasises the importance of asking questions and providing challenges to close gaps and empower employees to take action.
KEY TAKEAWAYS
Coaching is an effective way to develop people and should be utilised in leadership.
Leadership should be situational and adapt to the specific needs and challenges at hand.
Managing things involves processes, performance, standards, health and safety, and quality.
Leading people requires setting a clear vision, direction, expectations, and role modelling.
Coaching the gaps involves asking questions, providing challenges, and empowering individuals to think and take action.
BEST MOMENTS
"We've got to be really, really careful that we cannot coach everything."
"Coaching is the optimal way to develop your people."
"We need to lead our people with clarity of vision, clarity of direction."
"We're not providing answers. We're providing questions."
"If we can coach the development of our people, it frees us up. It creates more time and capacity for us to spend more time with more people, to develop more people and develop them further."
HOST BIO
You can contact Lee Houghton on 07813342194 [email protected] https://www.linkedin.com/in/lhoughton/
For the last 15 years, I have been a multi-sector internal or external business improvement consultant, building the improved capability of individuals, teams and businesses.
In my spare time, I enjoy spending time with my two young children Jack & India. I also enjoy listening to and reading business & personal development material.
Lee Houghton is “THE Business Problem Solver”, a Management Consultant, CX Specialist and Keynote Speaker.
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Lee explores the difference between organisational habits and personal habits. He reflects on his previous discussions about individual habits and how they influence culture. Lee defines organisational habits as routines that occur automatically within an organisation, independent of specific individuals. He emphasises the importance of understanding and influencing both personal and organisational habits to shape the desired environment and achieve collective goals.
KEY TAKEAWAYS
Differentiating between organisational habits and personal habits is important. Organisational habits are routines that happen automatically within an organisation, while personal habits are individual routines.
Culture can be defined as the sum of all personal and organisational habits within an organisation.
Organisational habits are not necessarily driven by individuals and can include routines such as daily meetings and problem-solving processes.
Changing organisational habits can be achieved by changing personal habits, but it is essential to understand and identify the specific organisational habits that need to be influenced.
Consider both personal and organisational habits when shaping the environment and culture within a team, department, or business.
BEST MOMENTS
"Organisational habits, if we follow the same root as habits, so it's routine. It's a routine that happens automatically."
"There's a lot of habits or routines stacked on top of each other, but influenced by the environment they're in."
"There are organisational habits that we need to consider to allow everybody to move forward together."
"Organisational habits are the ones that provide structure and organisation to enable you to move forward together."
HOST BIO
You can contact Lee Houghton on 07813342194 [email protected] https://www.linkedin.com/in/lhoughton/
For the last 15 years, I have been a multi-sector internal or external business improvement consultant, building the improved capability of individuals, teams and businesses.
In my spare time, I enjoy spending time with my two young children Jack & India. I also enjoy listening to and reading business & personal development material.
Lee Houghton is “THE Business Problem Solver”, a Management Consultant, CX Specialist and Keynote Speaker.
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Lee explores the concept of instincts and habits. He delves into the idea of striving for perfection in human behaviour by encouraging individuals to do the right thing at the right time, every time. Lee discusses the differences between instincts and habits, highlighting that instincts are reactive and unconscious, while habits involve conscious awareness and practice. Overall, this thought-provoking episode challenges conventional thinking and offers practical insights for solving business problems.
KEY TAKEAWAYS
Instincts and habits are different. Instincts are automatic responses without conscious awareness, while habits have some conscious awareness.
Habits can be learned and practised, while instincts are often innate.
The goal should be to develop habits that become instinctive, enabling people to do the right thing at the right time, every time.
Developing organisational habits is challenging, but striving for organisational instincts can lead to more spontaneous and effective actions.
Creating clarity, and alignment, and providing space for practice and learning are essential in developing habits and potentially turning them into instincts.
BEST MOMENTS
"I want to maybe just go a little bit deeper on this in terms of habits and aspirationally as leaders of people and as leaders of change."
"Maybe doing the right thing at the right time, every time, is our striving for perfection, like we do in the improvement world."
"Maybe habits are more reactive and maybe instincts are more proactive at a point, maybe."
"We should be trying to create organisational instincts so that if anything happens, if anything occurs, we all do the right thing at the right time every time."
"Habitual suggests routine. Instinct suggests spontaneity. And if we truly want people to do the right thing at the right time, every time, then we need to create more spontaneity."
HOST BIO
You can contact Lee Houghton on 07813342194 [email protected] https://www.linkedin.com/in/lhoughton/
For the last 15 years, I have been a multi-sector internal or external business improvement consultant, building the improved capability of individuals, teams and businesses.
In my spare time, I enjoy spending time with my two young children Jack & India. I also enjoy listening to and reading business & personal development material.
Lee Houghton is “THE Business Problem Solver”, a Management Consultant, CX Specialist and Keynote Speaker.
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Lee explores the importance of effectively engaging the hearts and senses of people when leading and implementing change. He emphasises the power of words, pictures, and emotions in creating a strong connection with individuals. Lee highlights the significance of creating a vision that resonates with people and involves them in the process, as it increases their level of commitment and engagement. He shares personal experiences, such as his running journey, to illustrate the impact of words and motivation on taking positive action.
KEY TAKEAWAYS
Engaging the hearts of people is crucial when leading and implementing change.
Different people resonate with different things, so it's important to use a combination of words, pictures, and emotions to create a meaningful impact.
Creating a vision picture without accompanying words may only engage a portion of the audience while using both words and visuals can engage more people.
Involving people in the creation process can increase their level of engagement and buy-in.
Tapping into the senses of people, such as what they see and hear, can help create a strong feeling that motivates positive action.
BEST MOMENTS
"When we are delivering change, when we're leading people, it's really important that we recognise that everybody is different."
"People will forget what you've said, people will forget what you did, but people will never forget how you make them feel."
"If you create a vision picture, without the words, it'll only engage a number of your people."
"You either involve them in the creation of something... Then they're going to feel something about it."
"The best way to create a positive action towards a destination is to create a feeling, a strong enough feeling that makes it compelling to do something."
HOST BIO
You can contact Lee Houghton on 07813342194 [email protected] https://www.linkedin.com/in/lhoughton/
For the last 15 years, I have been a multi-sector internal or external business improvement consultant, building the improved capability of individuals, teams and businesses.
In my spare time, I enjoy spending time with my two young children Jack & India. I also enjoy listening to and reading business & personal development material.
Lee Houghton is “THE Business Problem Solver”, a Management Consultant, CX Specialist and Keynote Speaker.
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Lee discusses the parallels between his marathon training journey and running a business. He shares his experiences and lessons learned from his training, emphasising the importance of paying attention to the small details and not sweating the unimportant stuff. Lee also talks about the value of seeking guidance and feedback from experienced individuals to understand what truly matters.
KEY TAKEAWAYS
The importance of sweating the small stuff: Paying attention to the small details is crucial for achieving success, whether it's in personal goals or in business.
Clarity is essential: Having a clear understanding of the direction, purpose, and destination is crucial for making progress and focusing on the important tasks.
Conscious effort leads to improvement: By consciously putting effort into the important tasks, individuals can continuously improve and achieve their goals.
Consistency is key: Consistently applying oneself and working on the small things over time is necessary for long-term success.
Seek guidance and learn from others: Recognise the importance of seeking advice and learning from those who have experience in the field to gain a deeper understanding of what is important and how to improve.
BEST MOMENTS
"Don't sweat the unimportant stuff, not don't sweat the small stuff, because I think the small stuff is really, really important."
"It's the small stuff that's going to help us achieve. Whether that's personal goals, like the marathon or ultramarathon, or whether that's in business today, tomorrow."
"80% of your successes, 80% of your progress, 80% of your improvements are going to be delivered by the small things, by understanding the small things."
"You can only really understand the small stuff, which is the important stuff, if you're conscious about it. If you're conscious about doing, when you're doing and the activities that we're talking about."
"I am training, I am progressing, I am getting there, but it's only by working on the small things, and that's what's gonna allow me to achieve what I've set out to achieve."
HOST BIO
You can contact Lee Houghton on 07813342194 [email protected] https://www.linkedin.com/in/lhoughton/
For the last 15 years, I have been a multi-sector internal or external business improvement consultant, building the improved capability of individuals, teams and businesses.
In my spare time, I enjoy spending time with my two young children Jack & India. I also enjoy listening to and reading business & personal development material.
Lee Houghton is “THE Business Problem Solver”, a Management Consultant, CX Specialist and Keynote Speaker.
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