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Like building a house, as a team leader, you have to build a firm foundation for your team. The starting point is communication, which will help to create psychological safety and a space for strong relationships. Alignment will be attainable as each member will know and understand their strengths and roles within the team, leading to execution on goals. When every team member feels like a valuable member of the team and brings their best, the highest levels of capacity and performance can be reached.
Dan Frey of GiANT Southeast outlines and discusses this Maximizing Team Performance tool to give you an understanding of how to create this type of synergy. Dan mentioned his "Creative" Voice. The importance of learning your Voice and the Voices of those on your team is vital to establish the communication, trust and relationships necessary to build a healhy, high performing team.
Your Team or entire organization can take the Team Performance Assessment to get a baseline of how your team is functioning in each of these five components: communication, relationships, alignment, execution and capacity. Sign up for a GiANT OS Pro account HERE to get access to this assessment and others.
If you'd like to work with Dan, feel free to reach out to him on LinkedIn.
Perhaps you are a coach or a consultant (or you would like to become one). You can become certified in the GiANT tools so you can add the tool Dan discussed in this episode and the many others we have walked through, to your coaching tool belt. We are accepting applications for our Certification program now. Sign up HERE.
If you would like to order any of the books mentioned in the podcast, feel free to go to Amazon to order single or small orders. If you would like order in bulk for a discount, fill out this form and we will connect you directly to our publisher.
We'd love to hear from you: your questions, your comments and your stories about leading.
Reach out to [email protected] -
On this episode, we are in a part 2 discussion with Skot Waldron about Influence and the concept of how to establish trust. Check out these tools as Tracy and Skot unpack these concepts.
This idea of being aware to observe your surroundings and watching and listening to the person on the other side of you is important when establishing trust. When you do, you can pick up on clues as to what a person needs from you. This will allow you to see what is most important to them. Is it Character, Chemistry, Competency or Credibility?
This is not manipulation. This is understanding others so you can bend and adjust to meet them where they are so that you can have a healthy relationship with them. Skot says, Influence is "I'm for you. Manipulation is "I'm for myself". Don't be a manipulator.
Three questions to ask to ask yourself in terms of walls of self-preservation:
1. What am I afraid of losing2. What am I trying to hide?
3. What am I trying to prove?
What walls do you need to be sure to come down yourself in order to establish trust with those around you.
Would you like to learn more about becoming a GiANT Coach, which we call "Guides"? Here is more information.
If you're ready to start getting access to world-class leadership development content for yourself or your team, then check out the Pro Subscription and start learning from the GiANT assessments and courses for the low price of $10 per month or $100 per year per user.
If you'd like to discuss your organization's specific needs so we can match you with one of our certified coaches, reach out here: [email protected]
We'd love to hear from you: your questions, your comments and your stories about leading.
Reach out to [email protected]
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Role Leadership v. Influence is something leaders may not be aware of and thinking about. The days of employees and teams having respect for or feeling compelled toward their leader just because of their role in title, is no longer the norm. Our Gen Z and Millennials, along with the newest Alpha Generation are wanting leaders who they believe are worthy of being followed because of their engagement with employees, their empathy, their ideas and strategies.
Skot Waldron outlines a tool to create self-awareness in leaders so they can determine what areas of trust they are strong in, and what areas need to be developed to make sure they are being a person of influence toward all Voices. The Influence Model gives four "C" words as a filter to see what areas a leader must become consciously unconsciously competent in so they can develop the trust needed to help move every team member forward and create an environment that thrives. The areas are: Character, Chemistry, Competency and Credibility.
If you know your leadership Voice (The 5 Voices) that you learned back in the earlier episodes, you will be able to quickly identify which areas are more natural to you and which areas you may need to work on. As you take inventory of these four C's, be open to taking ownership of the ones that may not be your strengths and then commit to developing these in yourself, even if they don't come natural, for good of everyone within your team.
Skot Waldron is passionate about giving people permission to be who they were designed to be. He works with leaders and teams around the world and help them develop their leadership brand. You can find Skot on his website or LinkedIn.
Would you like to learn more about becoming a GiANT Coach, which we call "Guides"? Here is more information. And feel free to reach out to Tracy at [email protected]
Also, check out our new 5 Voices app in the Apple Store: Download Here
We'd love to hear from you: your questions, your comments and your stories about leading.
Reach out to [email protected]
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If you are wondering if it's possible to take the tools and resources you've heard about here on the podcast and implement organizational-wide, this episode is for you. Christina Chicoraske is the Director of Statewide Training for the State of Oklahoma in the US. She and her team have implemented GiANT tools, specifically the 5 Voices, into their culture with 32,500 employees. She speaks about their roll-out process, how they got buy-in from the organization leadership team, what winning looks like and how it's going now.
She uses in-person, webinar style and other virtual experiences in order to meet the needs of each employee. She understands that 70% of her people are very present-oriented, so she is sure to outline the vision of how this training would benefit them. That's how she was able to create energy and excitement so everyone could catch the reason and measurable outcomes behind the training.
Now, every new employee gets this training during onboarding. This is how Christina makes sure to keep the momentum going.
If you would like to reach out to Christina, feel free to contact her via LinkedIn HERE.
If you're ready to start getting access to world-class leadership development content for yourself or your team, then check out the Pro Subscription and start learning from the GiANT assessments and courses for the low price of $10 per month or $100 per year per user.
If you'd like to discuss your organization's specific needs so we can match you with one of our certified coaches, reach out here: [email protected]
We'd love to hear from you: your questions, your comments and your stories about leading.
Reach out to [email protected]
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What do I value most? Am I more concerned with me being heard or with my own rights or am I concerned with preserving the integrity of the organization and the relationships and trust within? If we take the intention of fighting for one another, then we won't use gossip and we won't stir up drama to protect ourselves. Instead we will go to the source of friction and we will work it out even though it is uncomfortable to address issues directly with the person.
If you'd like to connect with Todd of Overland Consulting, reach out to him here on LinkedIn.
Check out the visual Go to the source tool . If you use this tool with your team yourself, you will start to create the cultural norm of no gossip and go to the source. Once the team adheres to it, anyone new will quickly see that this is the standard.
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The most powerful way to start to transform your team is to have a GiANT OS Pro Subscription and start getting access to assessments and course for the low price of $10 per month or $100 per year per user.
Would you like to learn more about becoming a GiANT Coach, which we call a "Guide"? Here is more information. And feel free to reach out to Tracy at [email protected]
We certify people within their organizations in the GiANT content so they can share it with the rest of their people. We call these people "Catalysts". If you're interested in becoming a GiANT Catalyst, check out this website: https://podcast.giantos.com/store/catalyst
We'd love to hear from you: your questions, your comments and your stories around leading.
Reach out to [email protected]
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Kayla Kersey is a champion of Team Leadership and is an expert in team dynamics. She shares her wisdom about how to motivate and develop an under-performer.
She shares three helpful tools:
Role Clarity Tool
Performance Diagnostic Tool
Developing Others Tool
When faced with an employee who is unmotivated or not performing at the level you expect here are Kayla's thoughts:
People want to know what winning looks like for them. You as the leader have to make sure their role is clear? So first, have you trained them on this role? Second, do they have the competency to do the job? This will usually eliminate any apathy on the part of the employee because they understand how they are contributing to the team. Check out the GiANT Role Clarity Tool.
She gives a simple tool called the Performance Diagnostic Tool to help leaders determine if everything has been covered to know if that person should be developed or let go. Letting someone go is sometimes the most liberating thing you can do for someone.
If you determine that investing in and developing the employee is the best option going forward, Kayla shares the Developing Others tool. This will allow you to be intentional in making sure that person is up to speed on what it takes to succeed in their role.
If you'd like to reach out to Kayla to have her work with your team, contact her on LinkedIn
If you're ready to know more about your wiring, take the 5 Voices assessment. And then share it with your team so you can understand them more too: Take the Assessment HERE
If you have any questions about leadership that we can cover on future episode or just for Tracy in general, reach out at [email protected]. -
In this episode, Edy Herrera outlines what it means to be a GiANT Certified Coach. We call them Guides in our world. So if you've been listening to the podcast and you're interested in either becoming a coach or bringing a GiANT Guide into your organization, this episode is for you.
Edy is using his unique Voice and his passion for 1:1 and group coaching to create a business that suits his skillset and his love for people. He used his post-covid experience to propel him into finding his niche and coaching was it! He found his "Singleness of Purpose". His passion is building people up and mentoring.
Whether it's bringing one of our certified coaches into your entire organization or just a team or two, or even for 1:1 coaching to help you become a healthy leader, we want to answer your questions. To reach out to Edy Herrera , feel free to message him on LinkedIn or you can check out his website. Or to learn more about GiANT in general, check us out at https://www.giantworldwide.com.
Become an "Alfred".
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What inspires and motivates people? As leaders sometimes we think we know - things like pay and benefits. And yes, people want those things, but in actuality it takes really understanding and studying the people you lead to see what motivates each one specifically.
Lindel Fields uses a story about his daughter, a vacation, and the Axoloti fish she wanted to see at an aquarium to remind us that it may be even more simple than we think when it comes to inspire and motivating people.
He boils down leadership to becoming a leader who touches the heart.
Lindel gives three key things an employee needs from their leader and how you touch the heart:
1. Leaders have to provide proximity to those they lead - being available.
2. People want to know how they contribute to the organization - they want valuable work.
3. Appreciation - they need to hear that you are proud of them.
To reach out to Lindel Fields about working with your team or entire organization, send him a message on LinkedIn.
Would you like to learn more about becoming a GiANT Coach, which we call "Guides"? Here is more information. Once you watch the informational video, if you have additional questions, feel free to reach out to Tracy at [email protected]
We certify people within their organizations in the GiANT content so they can share it with the rest of their people. We call these people "Catalysts". If you're interested in becoming a GiANT Catalyst, check out this website: https://podcast.giantos.com/store/catalyst
We'd love to hear from you: your questions, your comments and your stories about leading.
Reach out to [email protected] -
Keith Glover of AHSG is back for another episode and he has the details of how their organization has implemented the GiANT tools and integrated the content into their organization. After three years of using GiANT, they now have trained everyone with a leadership role within their organization using Altitude Training or Toolkit sessions. They've done this with a mix of live-training and virtual training.
Keith mentions that because AHSG knows their people learn in different ways, they have introduced the GiANT leadership training through as many avenues as they can to make sure they meet the needs of the various styles of learning. They've purchased GiANT books like 100X Leader Book,The Peace Index and The Communication Code for their employees. They also facilitate workshops, Core Groups, and one-on-one coaching. They access the GiANT operating system for assessment and on-going learning through the courses, and have even brought in GiANT Founder, Jeremie Kubicek to kick of initiatives each year with keynote presentations.
They don't just give the information to their people in hopes that they will adopt it into their culture. They actually live out the tools from the top and integrate it into their every day language, making it a lifestyle there at AHSG.
If you'd like to introduce your people to the concepts of GiANT through our various books, you can get copies at Amazon. (If you're looking to buy in bulk of 25+ copies, reach out to Tracy at the email below and she is happy to help you get a bulk discount).
If your organization is looking for a powerful, transformational keynote speaker, then please reach out to [email protected]. She can check Steve Cockram or Jeremie Kubicek's calendar to find a date where one of them can come deliver a powerful message to your people. Check out Jeremie's website here. Check out Steve's website here.
We certify people within their organizations in the GiANT content so they can share it with the rest of their people. We call these people "Catalysts". If you're interested in becoming a GiANT Catalyst, check out this website: https://podcast.giantos.com/store/catalyst
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Does GiANT work? This is something we hear from potential clients often. It's one thing to learn leadership tools in theory; it's another to put them into practice within a team or organization in an every day work environment. Thousands of companies around the world are doing it every day, so we wanted you to hear from one.
Our guest is Keith Glover and he is a true people developer who seeks to serve his people day in and day out and make the culture at AHSG an environment of learning, where everyone is encouraged and equipped to grow. Headquartered in Edmond, Oklahoma and with five offices around the country, AHSG is a nationwide, diversified healthcare staffing platform that serves over 2,500 endpoints across health systems, hospitals, and outpatient clinics in all 50 states.
93% of the program participants stated that their expectations were exceeded or mostly met.94% were Very Satisfied or Satisfied with the overall programSome comments were:One positive outcome is being able to understand myself and habits more throughout this experience. I have had some pretty big ah-ha moments throughout the process that have helped me became a more aware leader. Knowing my teams 5 voices has helped tremendously with effective communication.It's helped me present myself in a way that is more approachable to my team. To be open to suggestions and be in collaboration to improve outcomes.I am more attuned to becoming a liberating leader and the role that challenging my staff must play in that process. Supporting my team comes naturally to me. I'm now actively working to ensure that team members are adequately challenged and can develop and grow more within and beyond their current roles.I have connected with other leaders in the organization, outside of my department, where I wouldn't have done that previously. I have recognized the areas I need to improve as a leader and am taking action to work on those. I've had more positive interactions with my employees, and have received positive feedback from them about my leadership!I have become more self-aware and self-reflective. I was really impacted by the Developing Others content and realized that I need to be more patient in walking others through new skill-building. Additionally, the support challenge matrix helped me realize that I may be sheltering new peers from challenges and that really robs them of opportunity to grow.Helps me better recognize why people communicate the way they do, and how I need to look for the ways other people are motivated/encouraged/discouraged, rather than assuming they think like me.The 70/30 principle has profoundly transformed my approach to work. Although I was introduced to it a few years back, a recent podcast on the topic truly reshaped my viewpoint. Now, rather than approaching tasks, I'm less inclined towards (my 30%) with dread, I give myself grace and embrace them with patience and eagerness for the learning opportunity they present. This shift in perspective energizes me rather than sapping my strength. It has also enabled me to guide my team in reevaluating their approaches to daunting tasks. I've become more attuned to assessing my team's workload balance, ensuring it aligns with the 70/30 principle. If/when imbalances arise, we strategize together to restore equilibrium, fostering success and ongoing learning.
You can can hear Keith's love and passion for developing his own leadership skills and the leadership of people in his care. Listen as he shares why it's important and the plan forward to help every employee become the healthiest leader that can be. And it has started at the top and is lived out even in the difficult time of the company's journey.
If you would like to ask Keith questions about how he and AHS have integrated the GiANT tools into their culture, feel free to reach out to him on LinkedIn.
You'll hear the practical ways AHS is using GiANT in the next episode, but for now, look what the emplyees are saying about what the content has done for them. -
If you've never been called out, you've probably witnessed it. It's embarrassing, deflating and degrading. There's a better way. Our guest, Julliette Odhiambo, introduces us to the concept of calling someone up, instead of calling them out. A supportive and honoring approach to challenge someone we lead means that when a mistake is made, or if motivation is required, we do it in a caring way where our mindset is to develop them into great employees and future (or present) leaders. We do this in a way that fights for their highest good.
Julliette Odhiambo focuses on leading young people and she sees the results of calling up. People rise to the level of your belief in them. It doesn't mean we shy away from challenge or from difficult conversations, but it does mean we do it in a way that allows them to grow and learn all with the respect and value they deserve. Not only does Juliette say that we don't shy away from challenging conversations, but she says great leadership leans into these conversations in order to help the person mature and grow. It would be unkind to let them get by with behavior that is not to the standard you know they should be.
Juliette shares the Dr. Cecil Murray quote that says "Speak without offending; listen without being defensive; and always leave the other person with their dignity." The goal is to continue to value the person. She also brings up a tool from previous episodes, The 5 Circles of influence to highlight the importance of living out this tool with every group of people we encounter, including ourselves.
Juliette is a leadership development coach. If you'd like to contact her about working with you as an individual leader or with your team or organization, feel free to reach out directly to her on LinkedIn.
To find helpful resources in regards to this episode: Episode 21 Resources
If you're ready to start getting access to world-class leadership development content for yourself or your team, then check out the Pro Subscription and start learning from the GiANT assessments and courses for the low price of $10 per month or $100 per year per user.
We certify people within their organizations in the GiANT content so they can share it with the rest of their people. We call these people "Catalysts". If you're interested in becoming a GiANT Catalyst, check out this website: https://podcast.giantos.com/store/catalyst
We'd love to hear from you: your questions, your comments and your stories about leading.
Reach out to [email protected] -
The Developing Others tool is used to train up someone in a new expertise or skill. A wise leader is intentional in transferring their knowledge. Roz Hobley gives us the steps on how to apprentice someone:
Phase 1 - unconscious incompetence - "I do, you watch"
Phase 2 - conscious competence - "I do, you help" Watch out for the Pit of Despair!
Phase 3 - conscious competence - "You do, I help"
Phase 4 - unconscious competence - "You do, I watch"
This process takes time, vision and encouragement! There is long-term payout for this type of intentional leadership.
Check out the visual tool here.
Roz is part of GiANT London but she works with clients all over the world. To reach out to Roz Hobley, contact her on LinkedIn.
Would you like to learn more about becoming a GiANT Coach, which we call "Guides"? Here is more information. And feel free to reach out to Tracy at [email protected]
We certify people within their organizations in the GiANT content so they can share it with the rest of their people. We call these people "Catalysts". If you're interested in becoming a GiANT Catalyst, check out this website: https://podcast.giantos.com/store/catalyst
We'd love to hear from you: your questions, your comments and your stories about leading.
Reach out to [email protected]
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This episode centers around The Core of a Leader. Rich Webb details the three areas of awareness leaders must focus on: IQ, EQ, and PQ. The question is: do you know what it's like to be on the other side of you? Just like an athlete develops their Core strength, a leader must develop the core of their leadership. Are there areas in you that need strengthened? Because we don't always know what it's like to be on the other side of ourselves, we must get feedback. Of course this takes psychological safety. People must be able to trust that they can be honest without any risk of consequence. So take a look in the mirror, be honest with yourself and get feedback. Now take action and make the changes necessary.
What about you? Which of these needs work - EQ, IQ or PQ? Take a look at The Core tool and other tools referenced in this episode.
Rich listed a lot of facts and data around the importance of bolstering our Core as a leader. Check that data out here.
You can find Rich Webb at his website: Performance Ninja. Take a look around and feel free to reach out to him on the chat bot in the bottom right corner. -
Thoughts drive actions, that drive habits, which result in outcomes.
How you think about yourself impacts your actions. Are you secure, confident and humble as a leader? Do you know what you're good at and the value you can add to your team? And are you passing that mindset onto your people so they can reach their potential too?
How you think about your team determines how you lead your team. Don't limit your ability to lead them by not believing in them. As a leader we need to believe in the best of everyone we're leading and we have to see their potential and call them up in that.
The beauty of thoughts is that they are a choice. Your mindset is a muscle. The more you build it, the stronger it becomes. So, think about how you think.
If someone on your team continues to have a negative mindset or attitude, a healthy leader must have the difficult conversation of calling them up on that behavior. Listen to this episode in its entirety to see how Kevin handles those conversations.
If you would like to reach out to Kevin DeShazo for questions or to help your organization or team with performance and strategy, check out his LinkedIn profile HERE. If you're in the sports world, you'll want to check out what he has to offer coaches and teams: bebetterleaders.com
Want to order Kevin's book, Keep Chopping Wood, check it out on Amazon.
Would you like to learn more about becoming a GiANT Coach, which we call "Guides"? Here is more information.
We certify people within their organizations in the GiANT content so they can share it with the rest of their people. We call these people "Catalysts". If you're interested in becoming a GiANT Catalyst, check out this website: https://podcast.giantos.com/store/catalyst
We'd love to hear from you: your questions, your comments and your stories about leading.
Reach out to [email protected] -
What would have to happen for every person on a team to become relationally intelligent? The Communication Code book and tool will transform the way you communicate with those that you work with and those at home.
Jeremie gives the five "C's" within the Communication Code:
Care
Celebrate
Clarify
Collaborate
Critique
Each personality or Voice tends to use a certain code. Once you know the other person's code, communication becomes much more successful between the two of you. It creates healthy two-way communication. Pro tip: it's okay to ask the other person what they are wanting from a conversation. We can help one another communicate in a way where we can hear them and also feel heard ourselves.
Many organizations are using this book as a Book Club read or a company-wide learning opportunity. You can get copies at Amazon. (If you're looking to buy in bulk of 25+ copies, reach out to Tracy at the email below and she is happy to help you get a discount).
If your organization is looking for a powerful, transformational keynote speaker, then please reach out to [email protected]. She can check Steve or Jeremie's calendar to find a date where one of them can come deliver a powerful message to your people. Check out Jeremie's website here. Check out Steve's website here.
We certify people within their organizations in the GiANT content so they can share it with the rest of their people. We call these people "Catalysts". If you're interested in becoming a GiANT Catalyst, check out this website: https://podcast.giantos.com/store/catalyst
We'd love to hear from you: your questions, your comments and your stories about leading.
Reach out to [email protected]
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Imagine a world where you get to work in your natural strengths most of the time. To be energized and fulfilled according to your skillset and your natural strengths would be a dream come true. Chris Ediger introduces us to the 70:30 Principle. This gives leaders insight for understanding why they are sometimes drained within their job and at other times energized. It gives a practical framework to adjust to be able to have a healthy balance.
Chris gives a great exercise to try. On one side of a piece of paper write down a list of your natural strengths - those things that bring you energy and are your "sweet spots". On the other side of the page, write down those things that are draining - those things that you have to really work at, that are not natural to you. Now take inventory of how much of your work day is spent on each. The goal is to spend about 70% of your time in your strengths and unconscious competencies, with only about 30% in those things that are not natural to you. Now, don't go and quit your job if this is off balance. Instead, start making a plan as to how you can start making adjustments to get in a place where you are working in the areas that most suit you. It may be that if you work on a team, you all will be able to do this exercise together and move around responsibilities to make sure each member's strengths are really being maximized.
Chris Ediger mentioned that he loves working with craft breweries. If you are in that industry and would like to reach out to Chris, you can find him on LinkedIn.
To find helpful resources in regards to this episode: Episode 16 Resources
The most powerful way to start to transform your team is to have a GiANT OS Pro Subscription and start getting access to assessments and course for the low price of $10 per month or $100 per year per user.
Would you like to learn more about becoming a GiANT Coach, which we call a "Guide"? Here is more information. And feel free to reach out to Tracy at [email protected]
We certify people within their organizations in the GiANT content so they can share it with the rest of their people. We call these people "Catalysts". If you're interested in becoming a GiANT Catalyst, check out this website: https://podcast.giantos.com/store/catalyst
We'd love to hear from you: your questions, your comments and your stories about leading.
Reach out to [email protected]
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On this episode, we continue our conversation and discovery of The 5 Circles of Influence Tool. This is a great self-reflection tool. Are you intentional in every area of influence in your life? From yourself, to your family, your team, your organization as a whole and your community. Leaders can't be compartmentalized. We must be sure to live out our values in every area of impact that we have.
Our guest, Annree Wogan, shares her perspective on how this tool has opened her eyes to her own areas of growth. She now shares this tool with her many clients in the BioTech industry and other industries she focuses on.
Connect with Annree Wogan through her personal LinkedIn or her LinkedIn Business profile, or feel free to email her at [email protected].
To find helpful resources in regards to this episode: Episode 15 Resources
Annree mentioned the Altitude Training Course. That course as well as many other courses and assessments are found on the Pro version of GiANT OS. If you're ready to get started on these courses for yourself or your team, then check out the Pro Subscription and get immediate access at the low price of $10 per month or $100 per year per user.
Would you like to learn more about becoming a GiANT Coach, which we call "Guides"? Here is more information. And feel free to reach out to Tracy at [email protected] if you have any questions or would like to set up a demo.
We certify people within their organizations in the GiANT content so they can share it with the rest of their people. We call these people "Catalysts". If you're interested in becoming a GiANT Catalyst, check out this website: https://podcast.giantos.com/store/catalyst
We'd love to hear from you: your questions, your comments and your stories about leading.
Reach out to [email protected] -
The 5 Circles of Influence are: self, family, team, organization and community. Many of us can be intentional in one or two of these areas when we take the time and effort, but it is very difficult to become intentional in all five. Jon Sakarias Liknes and Johan Haugstad of Norway open up about how they are using this tool in their own lives and to help teams get healthy.
Johan gives a great tip using the acronym HALT. Be sure to listen and learn about what this stands for and how he is better able to take responsibility for himself using this reminder.
If you are in Scandinavia and are ready for a leadership coach for yourself, your team or your entire organization, please feel free to reach out directly to Jon and Johan here. Also, connect with them on LinkedIn: Jon Sakarias Liknes and Johan Haugstad.
Johan mentioned his Voice order and that of his wife. Here's the link for you to take the assessment: Take the 5 Voices Assessment
To find helpful resources in regards to this episode: Episode 14 Resources
If you're ready to start getting access to world-class leadership development content for yourself or your team, then check out the Pro Subscription and start getting access to assessments and course for the low price of $10 per month or $100 per year per user.
Would you like to learn more about becoming a GiANT Coach, which we call "Guides"? Here is more information. And feel free to reach out to Tracy at [email protected]
We certify people within their organizations in the GiANT content so they can share it with the rest of their people. We call these people "Catalysts". If you're interested in becoming a GiANT Catalyst, check out this website: https://podcast.giantos.com/store/catalyst
We'd love to hear from you: your questions, your comments and your stories about leading.
Reach out to [email protected]
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On this episode, Steve Cockram gives the details of he Guardian, Connector and Pioneer Voices. He highlights each one giving their strengths and things to watch out for. Listen particularly to how he describes the power of relational capital between the different Voices and how important trust is when working with various Voices on a team.
I mentioned Jeremie and Steve's podcast called The GiANT Leadership Podcast. You can check that out here. Also, Steve Cockram and Jeremie Kubicek have written an entire book around the 5 Voices. You can pick up your copy at Amazon. (If you're looking to buy in bulk of 25+ copies, reach out to Tracy at the email below and she is happy to help you get a discount).
If your organization is looking for a powerful, transformational keynote speaker, then please reach out to [email protected]. She can check Steve or Jeremie's calendar to see if they are available to deliver a powerful message to your people.
Would you like to learn more about becoming a GiANT Coach, which we call "Guides"? Here is more information. And feel free to reach out to Tracy at [email protected]
We certify people within their organizations in the GiANT content so they can share it with the rest of their people. We call these people "Catalysts". If you're interested in becoming a GiANT Catalyst, check out this website: https://podcast.giantos.com/store/catalyst
We'd love to hear from you: your questions, your comments and your stories about leading.
Reach out to [email protected] -
If you've been confused by or abused by a personality training or assessment in the past, Steve Cockram (the co-founder of GiANT) clears the air and gives a fresh perspective through the lens of the 5 Voices. Listen as he describes each of the five and shares the strengths of each one. See if you can identify with at least one.
Take the free 5 Voices assessment or upgrade to the full Pro results: Take the 5 Voices Assessment
And did you know that whether you choose the free version or the Pro ($10 per month per user) version, you can add the members of your team or entire organization to the account so you can see the Voice make-up of that group of people. It's easy! Once you establish your account, just go to the bottom left corner and "Add Members". Put in each users email address and they will receve a login with the ability to take the asesssment).
To find helpful resources in regards to this episode: Episode 12 Resources
Check out the Pro Subscription and start getting access to assessments and course for the low price of $10 per month or $100 per year per user.
Would you like to learn more about becoming a GiANT Coach, which we call "Guides"? Here is more information.
We certify people within their organizations in the GiANT content so they can share it with the rest of their people. We call these people "Catalysts". If you're interested in becoming a GiANT Catalyst, check out: https://podcast.giantos.com/store/catalyst
We'd love to hear from you: your questions, your comments and your stories about leading.
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