Correction Conversations | Live and Lead for Impact Podcast with Kirsten E Ross

EP 169 Mike Swigunski – Work and Travel With Ease

Mike Swigunski is a #1 bestselling author of Global Career: How to Work Anywhere and Travel Forever. He is a remote job and travel expert that has helped build multiple six, seven, and even eight-figure online businesses while traveling around the world to more than 85+ countries!

Learn the Delegation Strategies I’ve shared with THOUSANDS and get your team to do what you need! Grab a copy of my EBook, The Six Simple Steps to Great Delegation

DefeatTheDrama.com/DelegationSheet

Kirsten Ross Vogel is an author, podcast host and CEO of Focus Forward Coaching where we help leaders

defeat team drama
to 4X productivity,
wow their customers
and improve their bottom line
with simple, actionable strategies, systems, communication hacks and mindset shifts.

Ready for some individualized help for your leadership challenges? Grab a spot on my calendar and let’s discuss how I can help you transform your leadership and your team.

DefeattheDrama.com/Call

EP 168 3 Keys to More Productive Meetings

EP 168 3 Keys to More Productive Meetings

Excited –

Who here hates meetings?

Help you feel confident and empowered as a leader

My name is Kirsten Ross Vogel, author, HR Pro and CEO of Focus Forward Coaching where we help leaders who want to make a bigger, bolder impact

defeat team drama
4X productivity,
And improve their bottom line
with simple, actionable strategies, systems and mindset shifts.

Common Meeting Frustrations

Meetings Starting and Ending Late – LOOK AROUND AND CONSIDER THE TIME AND…..MONEY BEING WASTED!
People Not Attending or Not Prepared
Feeling Like You are Wasting Time
Unclear Objective ~ Why Am I Here?
Including Unnecessary People in the Meeting – HIGH JACK MTG, IRRELEVANT OR NOT FACT BASED OPINIONS
Dealing with Power Struggles and Undefined Roles
Texting/Emailing During Meetings!
Sidebar Conversations – OR BACKHALL AFTER THE FACT
No Follow Through / No Progress

INSTEAD

The Meeting Must have at Least 1 Goal
A Real Goal – sharing info, discussing, deciding, sharing ideas? –quick updates among team members or departments Not just someone said we should have meetings

A Meeting Must have the Key Players – if you need to make decisions but decision makers aren’t available – don’t have the meeting

A Series of Meetings Must Create Progress
Real Progress – if you decide in the meeting assign next steps – what will happen before the next meeting and who is accountable

Struggling with a Team or Family Business Challenge? Grab a spot on my calendar. You’ll get a Business Breakthrough in 15 minutes and we’ll talk next steps. DefeatTheDrama.com/call

Ep 167 Tara Murphy: Providing Hope and Resources to Struggling Parents

Tara is the mother of 2 children with autism and founder of the Parenting Frontier, a non-attorney advocacy which specializes in appropriate education for special education students.

Her legal struggle for her children provides hope and inspiration to many. Despite what others think Tara stands up for what she believes in.

Theparentingfrontier.com

Learn the Delegation Strategies I’ve shared with THOUSANDS and get your team to do what you need! Grab a copy of my EBook, The Six Simple Steps to Great Delegation

DefeatTheDrama.com/DelegationSheet

Kirsten Ross Vogel is an author, podcast host and CEO of Focus Forward Coaching where we help leaders

defeat team drama
to 4X productivity,
wow their customers
and improve their bottom line
with simple, actionable strategies, systems, communication hacks and mindset shifts.

Ready for some individualized help for your leadership challenges? Grab a spot on my calendar and let’s discuss how I can help you transform your leadership and your team.

DefeattheDrama.com/Call

EP 150 Isolation vs. Solitude

Isolation vs. Solitude Ep 150

Isolation

the process or fact of isolating or being isolated.

“the isolation of older people”

an instance of isolating something, especially a compound or microorganism.

plural noun: isolations

denoting a hospital or ward for patients with contagious or infectious diseases.

Done to you – not a choice – Often activated for the protection of others

an act or instance of isolating.

the state of being isolated.

the complete separation from others of a person suffering from contagious or infectious disease;quarantine.

to set or place apart; detach or separate so as to be alone.

Medicine/Medical . to keep (an infected person) from contact with noninfected persons; quarantine.

Chemistry , Bacteriology . to obtain (a substance or microorganism) in an uncombined or pure state.

a person, thing, or group that is set apart or isolated, as for purposes of study.

Psychology . a person, often shy or lacking in social skills, who avoids the company of others and has nofriends within a group.

Biology . an inbreeding population that is isolated from similar populations by physiological, behavioral,or geographic barriers.

Also called language isolate. Linguistics . a language with no demonstrable genetic relationship, asBasque.

something that has been isolated, as a by-product in a manufacturing process:

Solitude

the state of being or living alone; seclusion:to enjoy one’s solitude.

remoteness from habitations, as of a place; absence of human activity:

the state or situation of being alone.

“she savored her few hours of freedom and solitude”

A choice – positive connotation – something to savor…..look forward to – a way to invest in one’s self – find peace, calm become centered. Connect with nature.

Ultimately it really is about your state of mind. Solitude is about savoring, embracing, enjoying, your alone time.

When you find your quiet time will you call it isolation and feel alone or will you embrace the solitude and use it as a time to reflect, rejuvenate, rejoice?

I look forward to mine

Learn the Delegation Strategies I’ve shared with THOUSANDS and get your team to do what you need! Grab a copy of my EBook, The Six Simple Steps to Great Delegation

DefeatTheDrama.com/DelegationSheet

Kirsten Ross Vogel is an author, podcast host and CEO of Focus Forward Coaching where we help leaders

defeat team drama
to 4X productivity,
wow their customers
and improve their bottom line
with simple, actionable strategies, systems, communication hacks and mindset shifts.

EP77: Are Your Correction Conversations Igniting Change?

DTD Episode 77 Show Notes
Are Your Correction Conversations Igniting Change?

Click to download the Show Notes for Defeat the Drama Podcast Episode 77

This episode is sponsored by Pillar Social Media. They create, manage and grow brands on the social web. They’ve done some great work for me! Check them out at PillarSocialMedia.com

When your team member is employing stay stuck strategies where is their focus?

During a leadership training participants had a big aha moment. It certainly wasn’t on the success of the organization!

Busting Stay Stuck Strategies Episodes: #34, #35, #36, #37

Need a comprehensive program to help you defeat drama in your organization?

Join the Defeat the Drama, Delight Your Customers and Improve Your Bottom Line Boot Camp

A Surefire 7 Step System to Get your Team Doing what you Need, Loving what they Do & Directing Focus where it Should Be

You Will Learn To:

Gain Clarityabout what you sell, how it should feel and why do you do what you do?
2. Generate Actions Aligned with Business Objectives
3. Empower Your Team to take Targeted Actionwith Tenacity
4. Identify and Remove Barriers to Team Productivity
5. Drive Focused Employee Correction Conversations
6. Hire Well
7. Establish Harmony and Productivity

Kirsten will personally walk you through the required transformation step by step via video. Each module is available 24/7 and includes an Action Guide to walk you through implementation. You will also have access to exclusive office hours with Kirsten.

Click to get your discount exclusively for Podcast listeners: http://www.defeatthedrama.com/podcastdiscount

EP32: Shift Your Mindset to Create Guilt-Free Correction Conversations

DTD Episode 32 Show Notes

Shift Your Mindset to Create
Guilt-Free Correction Conversations

Click to download the Show Notes for Defeat the Drama Podcast Episode 32

You have the right and the duty to lead. Too often leaders feel bad for their teams and choose to hide from the drama, hide from what’s going wrong rather than addressing it through good correction conversations.

Are you a leader who lets things go and then explodes? If this is you you know that without consistent follow through and consequences nothing actually changes. Your team rides out the storm and then it’s back to business as usual.

Or, perhaps you just keep it all in and feel overwhelmed, frustrated and resentful as you try to fix and swoop in to fix. Perhaps you’ve resigned yourself to the belief that if you want it done right you have to do it yourself.

Many of the clients I’ve worked with have had fear, anxiety, heart to serve that stands in the way of holding their team accountable – Avoiding correction causes drama and you get less work done!

A couple of situations I’ve helped clients through:

X-ray tech let certification drop
Office manager in bankruptcy and possibly stealing but the owner didn’t want to put any controls in place. Didn’t want her to think he didn’t trust her.

Correction Conversations:

Seeks to tweak the performance of an employee
Catalyst to Change
Can be part of

– Discipline

– Performance Improvement

– Performance Management

– Or Ad Hoc

The New Mindset

I Want You to Be Successful
I Will Define What Success Is
I Will Communicate that Definition to You
You Will Have a Choice
I Hope You Choose Well

Related Episodes:

Episode 26 5 Keys to Igniting Great Correction Conversations

Episode 28 5 Keys to a Life of Healthy Boundaries

If you enjoyed, I would really appreciate a review on iTunes and Stitcher

EP26: 5 Keys to Igniting Great Correction Conversations

DTD Episode 26 Show Notes
5 Keys to Igniting a Great Correction Conversation

Click to download the Show Notes for Defeat the Drama Podcast Episode 25Maintain Control: You have two main objectives under this category. Maintain control of the feel of the meeting and of the topics. Keep it Calm and don’t let your meeting get high jacked. For you, deep breaths, know your intentions are good and stay focused on pulling the topics back to your agenda. Employees engaging in stay stuck strategies will use a variety of techniques to avoid the conversation you have in mind. I always visualize an expressway with off ramps. You want to stay on the expressway and they will keep trying to veer you towards an exit. No matter what they do or say, bring it back to the topic at hand. Use phrases like, “It’s really important that we use our time effectively here. I need to spell out some next steps for you.” Or, “we aren’t here to talk about that right now. I will make a note to look into that later. For now, we are here to talk about you.”

State Your Desire for Their Success: An employee who wishes to stay stuck will often assume that you are just out to get them when you initiate a correction conversation of any kind. Help to put them at ease. You might not be successful but at least give it a try. Assure them that you are on their side. You want them to be successful. You are hoping that they hear your message today. You will outline a plan to help them be successful. You hope that they hear you today, take the appropriate action and achieve.

Define Success: As a leader, you get to define what actions and behaviors create success in your business. Often employees desire to define success themselves. They want to design their day, show up when it’s convenient, work or not as they’d like, all while maintaining their job. Don’t let that happen. Be firm and let the employee know exactly what is required to be successful in their job. Outline where they are falling short.

Lay out a Plan: Come with a plan prepared. What is the definition of success. Where is the employee falling short and what must they do to achieve success. Outline the exact path they can take to achieve success. If it’s an attitude they can choose to shift that immediately. If it’s aptitude, then outline the process they will go through to gain the necessary skills. Is it a class or should the shadow a fellow employee? Are there some practice sessions to do online or is it just a matter of reviewing the documentation in your procedures manual?

Document the plan ahead of time and bring it to the meeting to share in detail. Provide them with a copy and ask if they have questions. Offer your support and assure them that you are there if they have questions. Then release the action to them.

Let Go! Your employees have free will and so do you. If you give them the opportunity to be successful and they utilize their free will to make the right choice – GREAT! If they don’t, you have free will too. Do what’s right for your business, yourself and your customers.

If you enjoyed, I would really appreciate a review on iTunes and Stitcher