Culture Evolves

Culture alignment is the single best predictor of career success. When a human is aligned with the culture of their employer, team or tribe, they care more, they feel at home, they are family, and they perform at high levels. As circumstances in healthy growing companies change, culture evolves. Family businesses, small companies, startups may begin as a loyalty culture to a culture of owed-respect. When a company is growing, has more resources and puts a premium on growth, culture evolves from owed-respect to earned-respect, from a loyalty culture to a performance culture. In living, breathing, healthy companies, culture evolves. I was reminded of this during the ConnectPreneur Conference last week where I had the opportunity to sit down for a fireside chat with Dan Berger, the dynamic founder and CEO of Social Tables, one of DC's most healthy growing companies. I first met Don in 2011 and I was one of the first Angel Investors to stroke him a check. I sat on his board and for a while, he was a member of my peer advisory group. In one of our coaching sessions Dan, and I discussed a methodology to define and get team buy-in to a well-defined, intentional corporate culture. Dan was wrestling with...

Design Thinking For CEOs

What do I mean by Design Thinking for CEOs? Let's break that down. What is Design Thinking? According to Wikipedia: Design thinking is a method for the practical, creative resolution of problems using the strategies designers use during the process of designing. Design thinking has also been developed as an approach to resolve issues outside of professional design practice, such as in business and social contexts. The reason I add the CEO qualifier as in Design Thinking for CEOs is many people who run businesses believe Design Thinking is for Software Developers or Product Managers or Interior Decorators and not for them. Design Thinking for CEOs or anyone is a way of thinking. It's constantly asking, "Why am I doing it this way?" It's constantly asking, "Is there a better way?" Everyone benefits from design thinking. Look at something as simple as a water fountain. Water fountains have changed very little in the last 100 years. Yet culture and habits have changed. Due to the emerging emphasis on health (drinking more water) and the environment protection have changed human habits so that many of us walk around with water bottles. In fact, some of us don't walk around with water bottles because 3 years ago...

Critical Leadership Traits

What can I say about Leadership Traits? I've worked for leaders, been a leader and coached leaders for over 40 years. In that time, I've recognized certain leadership traits are common to the majority of great leaders. That's my subjective observation. In my coaching practice, I use personality assessment tools to help me, coach, understand my clients, and to help them understand themselves and their teams. I compiled a list of all company leaders/ CEOs with whom I've administered a personality assessment in order to objectively determine which leadership traits are most common. The leaders in this survey all run companies ranging from $1 million in revenue to $40 million. Most Personality Assesment tools measure Dominance, Extraversion, Patience, and Formality. Good tools, like Predictive Index, and Ngenio's MPO realize that these traits fall on a spectrum. For instance, in the case of formality, which measures things like precision, attention to detail and rules following. Some people are extremely rigid and precise while others are extremely flexible, and others still may just be slightly precise. For instance, in the case of the Predictive Index the spectrum looks like this: Low -3 -2 -1 Trait +1 +2 +3 High Agreeable Agreeable Humble Unselfish A Independent Resolute Forceful Assertive Amenable Accepting Peaceable Dominance Competitive Autonomous Aggressive Acquiescent Collaborative Caring Self—starting Venturesome Controlling Compliant Pleasing Attentive Resourceful Innovative Self-reliant Accommodating Modest Supportive Inventive Directing Confrontational Obliging Willing Cooperative Determined Challenging Unyielding Reserved Private Imaginative Quiet B Sociable Simulating Expressive Outgoing Standoffish Reserved Sincere Extraversion Persuasive Enthusiastic Gregarious Separate Unpretentious Introspective Talkative Socially poised Enticing Reticent Ruminant Contemplative Open Compelling Outspoken Isolated Insightful Candid Encouraging Eloquent Influential Reclusive Pensive Reflective Eager Animated Convincing Impatient Zealous High-strung Tense C Relaxed Deliberate Extremely steady Steady Volatile Hurried Quick Patience Stable Measured Placid Edgy Intense Hasty Calm Unhurried Habitual Impulsive Fast-paced Prompt Cool Peaceful Easygoing Urgent Abrupt Ready Composed Serene Even-tempered Rushed Rapid Restless Collected Unruffled Mellow Flexibility Spontaneous Familiar Casual D Conservative Precise Dutiful Conforming Unstructured Unworried Uninhibited Formality Thorough Careful Inflexible Extemporaneous Undaunted Easy Respectful Cautious Structured Instinctive Unconcerned Facile Loyal Exacting Strict Impulsive Carefree Flexible Diligent Proper Vigilant Improvising Unfussy Pliable Serious Rigorous Correct What patterns emerge from evaluating my database. Most of the leaders I work with are...

Leadership Versus Management

I had the good fortune to sit down with Jonathon Abermen, Managing Director of Amplifier Ventures, to discuss leadership versus management. Below is the audio of the interview which was broadcast April 27, 2018, on WFED, Fed Radio 1500. Press the little play button to hear the interview: [sc_embed_player fileurl="https://drivenforward.com/wp-content/uploads/2018/04/WFED_Leadership_versus_management.mp3"] Transcript of Leadership Versus Management Interview ABERMAN: Glen, thanks for joining us. HELLMAN: Thank you for having me. ABERMAN: Leadership. I think a lot of people think they know what it is, but what is leadership? HELLMAN: So, probably the best way to sum it up is the difference between leadership and management. Management is how you take care of two-year-old children or less. You put up gates, you give them systems, you protect them, but you don’t do anything that’s not under your control. Leadership is, if you haven’t taken your 17-year-old and led them, when they’re out in the car alone, on a Friday night, at ten o’clock, you have failed. You can’t manage 17-year-old when they’re not in your view. Leadership is creating an environment around your team where they behave the way you would want them to if you were there. Leadership scales, management fails. Subscribe to the What’s Working in Washington podcast on...

Leaf Branch Root Coaching

Leaf Branch Root, it's a method to coach, empower, and learn to trust your team. Lately, in my coaching, I encounter the micromanager who say they don't want to micromanage and inevitably this is a trust issue. It's part hero issue, I must save the day...

Milan Trolley Problem

The Trolley Problem

The Trolley Problem is an exercise in ethics, evolution, and neuroscience. In this presentation, I explain the trolley problem. You can find the script below.   For email subscribers, the video can be found by linking here. The Script: Let's talk about rationality. If I offered you folks a $5.00 bill in return for a $1 bill, would any of you make that trade with me? Would you give me $1 for five? <Everyone in audience nods heads> Okay, good! That's math, it's good, it's a good utilitarian trade so we got that one knocked-off. Let's make that trade a little more difficult. Now, this is called the trolley problem. There's a trolley going down a track and if it continues uninterrupted there are five people tied to the track who will die if the trolley proceeds. Yet, there's a hero, a possible hero who can save those people. It's one of you. You are sitting at a switch and if you push that switch you can make the trolley move to a side track. Unfortunately for another individual, somebody you don't know you, don't know any of these people, you don't know if they're good, you don't know if they're bad you don't if they’re the next savior of the world,...

Intentional Leadership – Leading Through Neuroscience

What is Intentional Leadership? It's understanding how people really make decisions and modeling the behavior that instills confidence in your followers. Intentional Leadership is developing a leadership checklist of values and being true to those values. The Intentional Leadership Video is a 40-minute video of the keynote I gave at the StarWest Leadership Summit, October 2017.  If you can't see the video, you can link to it here. Intentional Leadership - The Neuroscience of Leadership  Outline of the Presentation: Intro - What is the Difference between Management and Leadership and why is that important The Reptilian Brain - Humans Make Rational Decisions Irrational The Reptilian Brain's Influence on Choosing Leaders A Construct for Modeling Leadership Behaviors and Values Creating a Leadership Canvas/Check List Summary If you'd like to explore how you can become a better leader, schedule a complimentary, no-obligation, online coaching session by pressing that little button below. if (window.attachEvent) { window.attachEvent('onload', loadSoeJs); } else { if (window.onload){ if (typeof isSeoFunctionLoaded == 'undefined') {isSeoFunctionLoaded = false;}if(!isSeoFunctionLoaded){var curronload = window.onload; var newonload = function (evt) { curronload(evt); loadSoeJs(evt); }; window.onload = newonload; isSeoFunctionLoaded = true;}} else { window.onload = loadSoeJs; }}function loadSoeJs() { var head = document.getElementsByTagName('head').item(0); var js = document.createElement('script'); js.setAttribute('type', 'text/javascript'); js.setAttribute('src',...