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Automatic TRANSCRIPT

I come to you as always from New Hampshire and I always start the show with a piece of Trivia about the state of New Hampshire. Did you know that the very first free republic library in the entire United States was established in Peterborough New Hampshire in eighteen. Thirty three the very first who knew. And that's why I share these Trivia facts. Today I am joined by Tabitha laser. Welcome Tabitha thank you for having me. I'm delighted to have have you today. You're not calling from an office. Where are you calling in from? Yeah so I'm actually camping with my children for Thanksgiving Week so so I'm out at Houston lakes campgrounds and calling you from the car parked right outside of our tent. Well well that's a unique one for me but welcome thank you so much for taking the time from your vacation to join us for those of you. Who Don't know Tabitha? Let me give you a little bit of her background. Tabitha laser is the author of organizational culture killers. She's also the CEO of Ta Laser Consulting and a multifaceted sedate professional with over twenty five years of leadership experience with government fortune five hundred and startup organizations. Now she shares. Here's her learnings on the journey to inspiring others to lead beyond their best. Welcome again Tabitha. Thank you I'm again N.. Very excited to be here and share some information with your listeners. Perfect so the title for our seven question interview is sustainable. Growth requires a strong foundation Dacian and culture that can withstand change scale efficiently and consistently deliver success. You're on the same page with me. I can't wait to you. See what you're going to share with us today. This is great and we'll do this in seven minutes was seven questions. Are you ready rapid fire. Here we go so Tabitha the WHO's your ideal client my ideal client as someone who's open to change and has the courage to. Oh except those things that aren't always easy to accept so the things that they don't have control of actually acknowledging that and getting the right stakeholders and place but really it's anybody it'd be a small business a middle sized business that government. I'm working with some countries actually to improve their Over all organizational culture foundation so it's early any size as long as they have the courage to do what's necessary to make the changes excellent so number two. What is the problem that you're actually solving for them? And I'm I'm thinking. More specifically of middle market companies. Not Whole country's yeah so the problem I generally solve is helping them. Identify the gaps in their current management system if they even have one most most middle management companies do but they don't always understand the gaps that were built inexpensively if they started small and grew quickly. So I helped him identified fighters gaps and then also understand their culture to know where there's opportunities for improvement perfect so the third question building on. That is what are the typical symptoms of this problem. That you see that they are talking about or that you see them experiencing. Yeah this is this is one if you talk about senior leaders and owners bringing me into work with them generally. It's what's wrong with our workforce what are they doing right eight. And it's usually pretty eye opening when I do a culture assessment and tied him with a gap assessment against their actual requirements. which often they don't even know what they they are? They might have three different versions just on their own. But it's what's wrong with our culture what's wrong with our people and it's rarely early. What are we doing wrong? We need to work on big difference so that built into my fourth question. What do you see the mistakes that these owners are making when they tried to address this on their own? Yeah so if you're trying to blame or point fingers of blame for your operational failures or inability to meet your expectations and you're trying nine point fingers of blame often what happens. Is You identify the symptoms right. I wrote something on this further lengthened just recently if I have a fever the favors symptom of my body's fighting something bad and illness or infection. It's very similar into senior leadership or anyone trying to point those fingers of blame to others may say oh. That's a bad manager. Oh that's bad employer. Oh it's about culture but by getting rid of that manager and not actually looking at the foundation which is the senior leadership or level organization station wide level by not identifying the actual root of the problem and just identifying symptoms. What you end up doing is basically putting that cold towel on your forehead right? You feel better. Fever may go down. You take some tylenol but ultimately you're still sick your organization still unhealthy not. You're not identifying. What all the deadly practices erotic? Aiding them you're just treating the symptoms perfect. It's absolutely true and symptoms are totally different from the underlying problems until you even acknowledged that they're they're the symptoms mean nothing. They're not gonNA help you until you knowledge is that there's something more behind them so building on that number five. What is one valuable free action that you can recommend to our listeners? So so that they can help start to solve this problem and therefore add more value to their own business. Yes so one thing discuss in my book is what I call Ecoles. It's operating and performance all inclusive leadership system. So it's a management system kind of on steroids but at the same time fit for purpose. So something they could do for free as you know. Look at the book and look at the high level gap assessment criteria and go through that and say where do we have gaps. Do we even talk about management of change. What is that the middle companies that aren't chemical or oil and gas? Don't even know what that is so go through that list and see if you have gaps if you do those are the big ticket items so then you can drill down further and that's free. I mean just in the book and go through it on your own and that's powerful because they can take immediate action on their own to diagnose where they're at and it's they can do they don't even need to hire you to do that to Suppo- I know that you told me that you have a free e book. How can people people find that right? So if they go to my website TA LASER DOT com there is something called the journey and the journey is to better to creating a better future and better leaders and if they commit to better on my website which is really a personal commitment. They get thirty minutes conversation with me if they want they can schedule it. And they also get the free e book so I'm giving a free consultation and a free e book to anyone who's interested if they have questions on the books if they have questions about their management system or gaps or leadership. I'm here to help and try to get others to join me on the journey to better the journey to better. That's excellent so my last question for you Timothy is. What's one question? I should have asked that. I didn't what would that question be in the answer. Please leases well. Yeah so question. I think needs to be asked more authentic is. Why is it so important to get our foundation right from the get go right and especially for the middle level companies? You've already grown. You've already got your management system in place or not right so you're arty kind of behind the ball a little bit if you don't have a really strong foundation in place and that's important if you imagine your organization as a building being built on a foundation and if that foundations on sand right and you don't have a very strong foundation as you grow which you want to grow quickly right you grow to the large organizations as you grow and as additional pressures are applied which happens as you grow if if you don't have a solid foundation that weight that pressure of growth is gonNA start causing cracks in the foundation just like a house just like a building and if you don't have a strong foundation built with those cracks you're gonNA end up putting a lot of resources and time into trying to to prepare those cracks right. It's also going to harm your culture which your culture is ultimately responsible for delivering success of any organization initiation. So if you're harming your culture and your out there applying all these resources that you are wasting time money effort on. Because she didn't do it right to begin with ultimately what's going to happen just like a building or the poor foundation is your organization's going to crumble. It's GONNA fail. That's not sustainable. You need to get it right now. The good thing a middle level company is that you're not so far behind the ball that it's almost impossible to fix your in a place right now. Where if you identify those gaps and really again have the courage to take the actions it's necessary to fix your foundations like pouring a new one you will be able to grow sustainably for ever if you put the right processes in place? That's great. Thank you so much for such valuable information. Today it's been a pleasure to have you on the three value growth podcasts. Thank you again. Thank thank you for having me if anybody has any questions. Please reach out. Perfect thank you. Thanks for checking out the three x value growth. podcast if you like what we're doing here head over items and subscribe leave us a review or rate us. It's very much appreciated. And if you'd like to learn more about the three x value growth model go to W._W._w.. Three X value growth dot com forward slash modeled for the P._D._f...