David Koch, Football, LEE discussed on Leadership and Loyalty

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Top management thinker. Globally by thinkers fifty in addition to serving his clients Lee also serves on the board of Pacific seafood alleged seafood company North America. It has altered no less than fifteen popular leadership books and has been translated into ten languages. Ladies and gentlemen please put your hands together and help me welcome. This is a future great to be here doing wonderful. We've got a great day ahead of us. We love it so love to be able to do stuff like this with you so appreciate the opportunity where we like to start a show. Always show is in this world of influence and influences and thought leaders and all these silly titles. I always like to ask my guests who who's been a major influence in your life that we may or may not know somebody. We may not even suspect we may never have heard of. Who's been a really big impact on your life to two different people? One is Ken Blanchard Margie. Blanchard of course from one minute manager. Bill Wonderful Firm. They've been a great role model for my wife and I who co-founded offer twenty years ago. So they did. A great example of two equal partners not worn subordinate to the other and great thinkers and thought leaders and they're just the approach and how they serve others has really been an inspiration for us. Another person is a My kind of a mentor friend. End a publisher of many of my books getting David Koch will bestselling author in his own right and he always when asked me what I send him a draft he is? I think I was done and I was excited to. Kinda just finish up the book and he'd say Lee is that your best work and then it would always kind of create Paul Stink but he's just been a great friend and mentor and Inspiration for me. Also David Koch will so. It's interesting particularly with. David is because I I've always said real friends are not the people who pat on the back try. They don't own smoke. Machines are skirt. They own the truth right and they're always calling us to that higher level so I love the asked you that question. That is so cool. And we're in can I don't know why but can is? A great guy spoke on stage at Cannes last year event for Soviet leaders and is the real deal. Yeah absolutely and it's funny because offstage is an old man. Onstage turned it on like but we did some transformation and it's and I see that a lot with three kids I see. There's something particularly with a real go about stepping up to serve right so ugly. There's a whole new level of energy is quite fascinating. We find that the most gifted speakers really when they're up on stage they really their mindset. Is I'm out there to serve the audience and make sure they get the right experience on this versus. It's my performance right and Kim and Kevin Kennon bodies that absolutely so where a really wanted to go with. This conversation was a place because you had come association and we had talked about about leadership we talked about. Royalty obviously has the name of the show about wonderful Let's let's use it would superficially simple an I mean that unpublished because it's easier to grasp but this great depth to it and that's why I say superficially simple because you have this wonderful model a engagement where you talk about the three things that we as leaders need to do to engage mind but also separately to engage another three things that are separately to engage hearts right. I really wanted to make our show to be focused in on that today. A really want to look at that because I think okay is such a powerful pace looking at you know. Walk us through the three three then. We'll go back over okay. And that's great. I'm glad you chose to do that. Because it's it's really embodies kind of simplicity. I was telling me about pretty simple minded guy so we just tried to take leadership challenges and figure out what's the simplest solution between amd because we could create a graph of had engaged people as big as this wall behind me but the fact is the complexity gets in the way of execution so we try to boil down a symbol. Choose as you alluded to earlier. That a timely yet timeless so as we were looking back in two thousand four hundred what is it that makes organizations the best teams Kinda succeed? Really what is it that enables leaders to get? We call discretionary effort really get the people willingly give their their precious time and energy to go above and beyond and help a team. And so what my back on organizational psychology so? I believe that to be a great leader. If you really just love people and understand people you could be a great leader so our goals just understand that human dynamic so in that I would just did. Some research identified. Three core needs. That people need to be met at least the meat to engage people intellectually so it's a need for achievement autonomy mastery. And so if you meet those needs to engage people's mind intellectual engagement that on the other side there are three emotional needs need those needs. We engage people's hearts. We call it emotional engagement. So it's the need for a purpose. The needs intimacy and the need for appreciation together. So we get in Dade People's minds we get performance. We gave people's hearts and get passion together. We call it passionate performance which is really getting a strong and sustained intellectual and emotional commitment to do your work but at sounds Mumbo jumbo onto piled high indeed but so it's really passionate performance is nothing more than getting discretionary effort from your team. It can't be all about the Mike can be all about the heart. It's all about the mind becomes a sweatshop drive drive drive. It's all about the heart then it's just a party but it's balance of understanding the full cursor and meeting those needs to have a key is as a leader. We have to look past the employee to the person to identify those needs. Those needs are not the same. I might not have every person. The need for appreciation on the emotional side Had A client. This time said I can't believe it. I said this guy. These gift certificates to go. See this new the Dallas blooms which is great all these tools and blooms arboretum. He didn't realize the guy had allergies right. Like you have to understand the person to appreciate people in each of these six needs. I mentioned on either side. We have to make sure that we're meeting those in a way that's authentic to us is a leader not just like boilerplate and also in a way that be action meets. That needs that particular I so these are very simple. Yes very easy very obvious but desperately important for us to pay attention to which is that the research the PR people are unique people. Subjective when we come up with a right answer for For Solution you know the example. You get which I think is great which is Which is the recognition of people? The the appreciation of people in my book fiercely. Low wanted things I talked about was that there was a company that were in the northwest and Tech Company and they rewarded. Everybody who did really great in sales by giving them season tickets to The seahawks great wonderful except the two people studying in the bar. One of them is somewhat knew. Isn't it great? That's a lot of money while they really appreciate it really recognizes. Meanwhile the other guys go on. It sucks why. I don't like football. I don't like football at all so this is not a good gift. This is not a good option for me and I think that so often we we. We don't bother to find out what the person is. I'm being a good boss because I do. This is my on my back for myself but did I above find out who the human was. No that is a problem absolutely. And that's and these these needs. They spanned generations and cultures and geographies. So for example. If I'm managing a baby boomer. I know that person's need for treatment. It's huge generally speaking. That's big I wanNA. I WanNa make sure meeting that. Need of managing the lineal. I WANNA make sure. There's plenty of research from Daniel. Paint talks about how those three key needs the need for mastery autonomy and appreciation right. So so it's really and I don't. I hate the pain of broad picture of generation but it does help us see. It's all about understanding. What is it important to that person? We all have those six needs. Let me be clear about that. We all have but we have to understand how each person likes to have that need met for me right so Again as an important point one everybody comes to is again back to this subjectivity. Because you can go away from this show and go okay. These are the sixers. Meet these three and these three. I'm rocking it. But the subjectivity is. What does that mean to that person? What does achievement mean to me? Most is what it means to you. Or what have you go? Well I got I got it under a million in sales and I go treatment to me well achievement to me is that I got these three notes back from my clients. Who Said thank you for this and for wonderful so's my need for. Achievement is recognised. You'll need his youth thinking on the loser. I'm thinking you're right so she's the thing. I think it's really. I think. The leaders fail so often to recognize the subjectivity. And so again I want to just put it forward because what you said is so important these three in the three but remember those labels on a box. That's an intensive box are incredibly subjective and use a leader to be a great leader. Go to shut up and ask questions and listen. Listen we and we believe that's probably the most powerful yet under utilized leadership tool is just listening. We joke to tell some we make a nice living out of going to companies and just listening Borland and an an. They're like magic. They tell you all this stuff. It's not me there's a pent up need people wanna be heard and maybe there was somebody. That wasn't listening and so they're willing to tell somebody but it's very powerful. You could ask the right questions. Just listening Keys listened with the intent to understand. Don't listen with the intent to respond and we find that a lot. You know we're talking. We're talking a- do interviews just like you do is oftentimes. I find myself okay. I'm not barely listening to the response. And I'm I'm landed at my next follow up question and at the same thing happens in any any interaction life or we could be thinking about G. I gotta be my dry cleaning. All kinds of stuff goes on but really the gifted people give their leaders. Really listen to understand. They're watching the whole person. The reading non verbals. They're comfortable with silence. They're letting the person processing answered and not just like jumping in. I'm not great about that myself. I I tend to talk fast Someone does give me a quick response. I repeat the question. How stupid of me. I was very condescending to them as if they didn't understand the question. I just I need to be quiet. You know what it's like. Count The fiving ahead with silence. It sounds like it feels like fifty seconds five seconds so just letting people respond giving them some space in air and then really listening. It sounds against some simple but really very few people really know how to listen with the intent to understand and then that's made powerful from a leadership perspective. Like I really get who you are. I get where you're coming from. I get your motivations now. I can really manage you and lead you more effectively but really. It's a fairly rare rare skill that people have developed. It is so let's let's walk through the these three and three for a minute because I want you to be able to show without viewers and listeners. What each of the means I mean. We've just touched on Wannabe teachers achievement. The he might think it's one hundred million dollars for me might be to get three notes back. We also touched on appreciation. That if you give the person show tickets to the to the flowers shown versus allergic or you give him football tickets and they'd hate football. This is not smoke. So let's you know. I think we've given some good examples. Walker Sir some lists walk through those. So let's talk about autonomy because again these. These are definitely outlined in fiercely loyal. But I wanNA hear from you because I think that it's again each one of these is grossly misunderstood right. That's why I said superficially simple very depths. So let's talk about autonomy does autonomy means in your research and your work. What does it mean to the employee? And what does it need to mean to the employer to the lease term shirt? So if you think about if you think achievement is like the what aligning on what we have to do. What's important to us autonomous kind of the how so people generally want some control over their work. Even in the lowest level jobs we can give people kind of boundaries say within those boundaries. You figure out how to get your job done best. On Toyota's a great example of that they get about over a million suggestions in some research over three million suggestions from employees prior year.

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