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Marshall Goldsmith on Christmas Eve, 2019

by | Jun 29, 2020 | Coaching, executive presence, Leadership, Success

You may think I’m a good planner.  Not always true.  When my loved ones want a Christmas gift they send me digital links.  I select something.  Then on Christmas Eve I run around Nashville, TN to pick up my gifts.  It’s a long time habit.  Full of joy and occasional  last minute substitute gifts.

Apparently I’m not alone.

On December 24, 20198 I raced into a jewelry store at Green Hills Mall in Nashville to pick up a gift.

Marshall Goldsmith on Christmas Eve, 2019

Marshall Goldsmith was doing the same for his loved ones.

You may know Marshall as the best-selling author of “What Got You Here Won’t Get You There” (2007) or “Mojo” (2009) or “Triggers” (2015).  Or as one of the most influential executive coaches and leadership consultants of our time.  Or as a contributor of CoachSource, the largest global provider of executive coaches, where I serve as an engagement manager.

Or as another person racing around to find meaningful gifts for his loved ones.

We are not alone.

GREAT RESOURCES for the Road Ahead After this pandemic

by | Apr 15, 2020 | Business, Leadership, positive psychology, Resources, Success, talent

Hello friends,

There is plenty of nonsense from online extremists. I’m sick of it. You may be frustrated too.

One of my clients said, “I’m just paralyzed. I’ve submitted my PPP application to Wells Fargo because I trusted them to deliver. Now they say I should consider a new bank. I don’t know who to trust.”

Another client said, “We have adopted new norms for remote work. Everyone has a laptop with a secure virtual private network (VPN). But, people are late for meetings. WebEx doesn’t work. We get interrupted by crying children and barking dogs. Our deliverables are down 20% in 3 weeks.”

That’s why I want to give you these 6 great resources:

  1. As a species we have always adapted to aversive stimuli with resilience. 100 years ago over 600,000 people died as a result of the Spanish Flu Pandemic.  Our grandparents survived. 100 years from now we will have new global health protocols. You and I will not be alive, but our children will learn from our work today. Resilience defines us. We can adapt. Some great resources are at the Greater Good Science Center.
  2. Teams are stronger than individuals. They always have been stronger. Consider any project team, family team, virtual or direct team… Teams will always will be stronger because teams provide different perspectives, tension, innovation, results. Social isolation leads to anxiety and depression, and kills more people than cardio-vascular disease, obesity and smoking. Combined. Lately I have been calling at least 5 old friends every day. Physical isolation is critical. Social isolation occurs when we do not reach out to one another.  Some great free resources are here.  You can strengthen your teams today.
  3. Networks of teams are stronger than individuals. Networks look like spiderwebs or a map of your favorite highways. Networked organizational maps make it possible for anyone to be a leader. One good article on the road ahead using networks of teams is from McKinsey. It’s worth sharing with your teams.
  4. The road ahead is paved with new leaders, from many networks. Consider recent examples of healthcare leaders like your local physicians and nurses, or Dr. Anthony Fauci. Consider thousands of leaders in education who quickly migrated course content online and are encouraging songs across the physical distance. Leaders emerge when teams practice using OKRs. Objectives and Key Results (OKR) increase accountability and engagement, especially with over 50% of the workforce who are millennials. Recently, over 20% of the U.S. workforce has lost their job or is underemployed. Please share this link from my newest book with anyone in a career transition. For anyone interested in learning about OKR Leadership, please share this link to chapter 1 in audio or digital format.  You may be a great leader for your loved ones.
  5. We finally have a new language to describe our virtues and character strengths. Over 7 million people use the language of signature strengths to describe themselves or others “At your best.” For the past two years I have listed my signature strengths in my email signature as a small experiment.  I strongly recommend that you take the free VIA assessment here and practice developing your strengths daily.  When we leverage our strengths, then we are more capable of flourishing. The science and practice of character strengths has gained momentum during this pandemic, because people want to know, “What really works?”

Just thinking of you, today, at your best.

Respectfully,
Doug Gray, PhD, PCC

CEO, Action Learning Associates, LLC
704.995.6647 mobile, 615.236.9845 office.  Calendar Me.
My top signature strengths: creativity, hope, perspective, honesty, zest

My new OKR Leadership book is available today… please help me promote it

by | Nov 19, 2019 | book review, Business, change, Leadership, Leadership Coach Nashville, leadership workshop, Managers, OKR Leadership Skills, organizational leadership, Resources, strengths, Success

Please help me promote my new leadership book!
Title: Objectives + Key Results (OKR) Leadership; How to apply Silicon Valley’s secret sauce to your career, team or organization.
Please forward this page to your friends and colleagues today.
Download Chapter 1 as my gift to you. It’s a big file, so the chapter and resources link is here.
Then write a review in your favorite social media platform.  Mention my title: Objectives + Key Results (OKR) Leadership; How to apply Silicon Valley’s secret sauce to your career, team or organization.
Please share these testimonials with your team or organization:
“Doug Gray makes the complex understandable. More important, he makes it doable.”
   Craig E. Aronoff, Ph.D., author, Chairman and co-founder, The Family Business Consulting Group, Inc.
“Doug builds on the OKR approach with practical and valuable guidance for individuals, teams and organizations. If you plan on implementing OKRs for your organization, you need this book.”
   John Mattox, PhD, author, Head of Talent Research, Metrics that Matter, Explorance
“Introducing the OKR framework has not only allowed us to align our company goals throughout the organization, but it has also provided an easy mechanism to give visibility into how we drive operational accountability.”
   Justin Jude, Acting President, LKQ Corp, North America
“Finally, a much needed leadership focus on the importance of clear objectives and specific, measurable results. This book will be useful not just for the present but throughout a practitioner’s career.“
   Dave Vance, PhD, author, Executive Director, Center for Talent Reporting
Invest in an OKR Leadership Workshop for your team or organization today. Programs are direct or virtual. See details at https://actionlearnin.wpengine.com/product/my-book-objectives-key-results-okr-leadership-how-to-apply-silicon-valleys-secret-sauce-to-your-career-team-or-organization/ and the OKR Leadership site here.
Learn about OKRs in the free course here.
Select a mutually convenient time for us to talk here.
Thank you in advance for your help.
Here’s to you, at your best!
Doug Gray, PhD, PCC . 615.236.9845

Proposals, feedback process, and why dogs are wiser than you.

by | Nov 30, 2018 | Business, change, Coaching, Leadership, Managers, money, Success, Uncategorized

THE PROCESS IS SPONSORED BY: Action-Learning.com

How to make your next proposal better than your last one.

Let’s face it, of all the skills you can bring to bear to help your clients, the limiting factor is your ability to get proposals signed. You need to make money. You want to share your genius with the world world. You need to get your proposal written and sold. You need to deliver value at each step of the sales process. Here are three great ways to write coaching proposals that sell. You can be smarter than your competitors.

  1. Less fluff, more value.  Your job is to add value and solve your client’s problems. Nothing else matters. Your model, framework, tactic or magical gifts do NOT provide value to your client. Your solution is the value. Stay focused on the results you can deliver.

2.  Fewer credentials, more results.  Congratulations, your certification/ degree is a huge accomplishment. But nobody understands what it means. Make sure more space is devoted to results than credentials.

3.  Make it easy to understand.  If your buyer has to exercise their brain to realize how good your proposal is, then you haven’t done the work required to make it great. Keep the structure simple.

The Feedback Process

EXPERT CONTRIBUTOR: Tom Stone

We all talk about feedback a lot. Most leaders think they do it well. But my opinion is that we simply don’t know how to give feedback well. The problem is our inability to give good feedback creates problems down the road.

A lack of feedback gives people unspoken approval for unacceptable behavior. This false approval encourages people to continue patterns of behavior that don’t help them or anyone else.

But it gets worse. Everyone in an organization is constantly evaluating competency. So a lack of feedback not only affects the person who needs to receive, but it also affects everybody else who knows that feedback should be given.

A leader is never out from under the microscope. Giving good feedback is one of the surest ways to encourage effective behavior and to demonstrate leadership competency. It is a skill that can be learned, and we can learn to teach it and demand it as part of our culture.

Feedback leads to learning.

The Leadership Wisdom of Dogs

EXPERT CONTRIBUTOR: Krissi Barr

The attributes, traits and characteristics that separate leaders from the rest of the pack can be clearly seen in the behavior of dogs: loyalty, perseverance, friendship, teamwork, honesty, bravery, ingenuity, playfulness, curiosity and an unflagging desire for more information.I call it the Fido Factor.

Faithful leaders earn the trust of their team and their customers by doing the right things and living up to their word.

Inspirational leaders move people to do the meaningful and the extraordinary.

Determined leaders combine perseverance with a dose of fearlessness to keep moving toward goals.

Observant leaders are committed to taking in as much information as possible in order to make the best decisions.

Get More Krissi:

Her book: https://www.amazon.com/Fido-Factor-Krissi-Barr/dp/0999165607

What the heck is The Process? 

Our Credo: (if you like these beliefs, then you’ll love us)

1.      Chaos in the marketplace for “professional coaching” can be reduced with outcome-based protocols.

2.      The strengths of professional coaches (e.g., integrity, fairness, collaboration, leadership, bravery) can be leveraged to co-create the future of professional coaching.

3.      Teams are stronger than individuals. Collaborative projects reduce individual risk and yield higher rewards.

4.      Expert leadership coaches and authors will contribute best practices and attract more users or followers.

FACT:

There are over 50,000 “professional coaches” in a $7B global industry that lacks professionalism.  Literally anyone with a business card can self-declare that they are a “professional coach.”

OPINION:

The result is chaos in the marketplace, unethical practices, and a market ripe for disruption and consolidation.

The Process is a community of expert leadership consultants and coaches.  Join us.

Your Next Steps (How you can help):

1.     Are you subscribed to the Process? If not, click here

2.     Forward this email to ALL the leadership consultants you know.

3.     Are you an expert?      Yes, you are.   Submit some expert content and share your genius with the world. Click here.
Thanks for being part of The Process,

Patrick E. McLean and Doug Gray

How Can Positive Psychology Help You Be A Better Leader?

by | Aug 3, 2018 | Business, change, Coaching, Leadership, Managers, organizational leadership, positive psychology, strengths, Success

You may have heard about Positive Psychology. But, you may not know “What it is? Why does it matter to you? How can it help you or your team?”

Here are some quick answers and 5 riveting videos for you to share.

1. Let’s start with “What is Positive Psychology?”

In simple terms, it is the art and science of well-being. Think of you “at your best.” Maximizing your strengths. Asking, “What would make my life more meaningful” or “How can my team flourish?”

2. Why does it matter to you?

Here are some of the benefits of Positive Psychology:

  • Enhanced individual and organization learning
  • Improved social relationships
  • Better workplace performance and productivity
  • Enhanced problem solving and creativity
  • Increased job satisfaction

(Fredrickson, 1998E; Lyubomirsky, King, & Diener, 2005)

3. Now, how can it help you or your team?

Positive Psychology is a vast science with countless applications. The most inclusive model to describe well-being is called PERMA.

PERMA Model

The PERMA Model was developed by my favorite psychologist, Martin Seligman. (We have met twice and discussed my research on positive psychology coaching.) I strongly recommend his seminal 2011 book, “Flourish”.

“PERMA” stands for the five essential elements that contribute to individual or team well-being. These are:

1. Positive Emotion (P)
For us to experience well-being, we need positive emotion in our lives. Any positive emotion such as gratitude, satisfaction, hope, curiosity, or love falls into this category. We each have subjective experiences of positive emotions.
I made a short video on Positive Emotion (P) for you. You can watch it here.

2. Engagement (E)
When we’re truly engaged in a situation, task, or project, we experience a state of flow. Time seems to stop, we lose our sense of self. We concentrate intensely on the present. We excel at challenging tasks. You can increase engagement for yourself and your team.
I made a short video on Engagement (E). You can watch it here.

3. Positive Relationships (R)
Humans are social beings and good relationships are core to our well-being. You can develop meaningful, positive relationships with others. We can measure fMRI images that describe the quality of your relationships. We can develop better relationships and accelerate behavioral or performance outcomes. (That was my dissertation research.) Curious about the details?
I made a short video on Positive Relationships (R). You can watch it here.

4. Meaning (M)
Meaning results when we serve a cause bigger than ourselves. Your meaningful outcome may be quantitative (e.g., earn $100k/year or give away 15% of earnings per year). Your meaningful outcome may be qualitative (e.g., care for your loved ones or serve humanity in some way.) We all need meaning in our lives to develop well-being.
I made a short video on Meaning (M) for you. You can watch it here.

5. Accomplishment/Achievement (A)
Many of us strive to master a skill, achieve a goal, or win some competitive event. Achievement defines us. Or not. Accomplishment is another element that contributes to our ability to flourish.
For specific details, I made a short video on Accomplishment/Achievement (A). You can watch it here.

Now that you understand the PERMA model, I hope you will use it to increase your well-being and help your teams flourish.

P.S. Let me know how you are flourishing?

P.P.S. Let me know if you like this long-form email or if you prefer the shorter ones?

Action leads to learning.  What are you waiting for?

To contact Doug Gray, CEO, PCC, call 615.236.1892 or contact us here.  Today.

Positive Psychology Coaching Protocols: Introducing the AD-FIT% Model TM

by | Oct 7, 2017 | Business, change, Coaching, Leadership, Leadership Coach Nashville, organizational leadership, Personal Development, positive psychology, Resources, strengths, Success, talent assessment

Protocols abound in finance for security and risk mitigation.  Thankfully.

Protocols abound in healthcare for efficacy and efficiency.  Thankfully.

Protocols are not yet adopted by coaches, but they need to be adopted ASAP. 

For details on my dissertation research of global executive coaching and leader outcomes, using positive psychology protocols, contact us here.  For certification programs using the AD-FIT coaching protocols, see the products for internal managers here, see the products for external coaches and consultants here.

We trademarked the following model because our clients asked us, “What works?”

Positive Psychology Coaching Protocols:

The AD-FITTM Model

Assess coachee’s signature strengths:

___________________________

___________________________

___________________________

___________________________

___________________________

Assess Mindset:  To what extent is the leader/ coachee willing to change?

(Fixed mindset 0-20%, 20-40%, 60-80%, 80-100% growth mindset)

Define a meaningful goal or outcome for the leader/ coachee. (A measurable performance or behavior)

Focus on the leader/ coachee’s agenda. (“I’m a little concerned about…”)

Intervention or possible action for the leader/ coachee. (“Have you considered…”)

Takeaways or next step for the leader/ coachee. (Model accountability and change.)

% of adherence to this model? (0-20%, 20-40%, 60-80%, 80-100%)

Understanding of Positive Psychology Coaching (PPC) protocols:

Introduction to Positive Psychology

Positive Psychology (PP) may be operationally defined as the science of well-being and optimal functioning.  The phrase “positive psychology” was coined by Maslow (1954) and is rooted in humanistic psychology.  Recent research in PP has defined five clusters of scientific findings, the PERMA model, that describe positive emotions, engagement, relationships, meaning, and accomplishments (Seligman, 2011).  The construct of signature strengths can be assessed using the Values in Action (VIA-72) questionnaire (Seligman & Peterson, 2011).  The construct of Psychological Capital (PsyCap) can be defined as a dynamic, higher-order construct comprised of hope, efficacy, resilience and optimism (Luthans, Youssef-Morgan & Avolio, 2015).

Introduction to Positive Psychology Coaching

This Positive Psychology Coaching (PPC) program was designed in response to a perceived need for development of business leaders actively engaged in professional coaching.  The confidential relationship between coaches and coachees will be maintained throughout this research. Autonomy and mastery are critical aspects of professional coaching relationships, and will be maintained throughout this research.

The goals of this PPC program include: (a) assessing and developing individual character strengths using validated strengths-based assessments, (b) adhering to a structured evidence-based protocol for positive psychology coaching, (c) developing a strengths-based goal attainment process customized for each leader (coachee), (d) measuring Goal Attainment Scaling (GAS) by evaluating adherence to three goals that are personally meaningful and relate to business outcomes for the leader (coachee), (e) modeling action planning and accountability in each coaching session by evaluating adherence to the coaching protocols, (f) quantitatively and qualitatively measuring the effect of positive psychology coaching on coachee outcomes.

Coaching engagement goals

The goals for each coaching engagement will be defined by each client (coachee) and customized with their professional coach.  Each coachee will be encouraged to define three goals that are personally meaningful, relate to business outcomes, and can be measured using the goal attainment scale (GAS).  Representative examples of coaching engagement goals may include (a) driving retention and organizational performance through tactical execution, (b) developing strategic thinking and planning, (c) developing leadership capability in key areas to leader success, (d) aligning and integrating current role with desired future role, (e) developing executive presence, (f) aligning operations with other business sectors to drive shared accountability and measurable impact on business outcomes.

Coaching engagement outcomes    

The outcomes of each coaching engagement are typically described by knowledge, skills and abilities (KSAs.)  Examples of knowledge outcomes for the coaching engagement may include (a) aligning the leader’s role with organizational vision, mission, and values, (b) defining how the leader’s role expectations affect collaboration with others, (c) understanding the strengths and values that describe each leader “at their best” and incorporating those strengths into regular vocabulary, and (d) defining key actions essential to reinforce business outcomes.

Examples of the skills outcomes of the coaching engagement may include (a) building capacity to manage resources and the productivity of others, (b) developing strategies for managing energy and time to improve productivity, (c) communicating the leader’s vision and key messages in an impactful manner, (d) developing skills in written messaging that focus on strength-based leadership, (e) modeling self-awareness by incorporating signature strengths into leadership and management activities, (f) applying conflict resolution skills to reach mutually beneficial and positive outcomes, (g) demonstrating effective active listening skills, (h) accurately reading a situation and projecting confidence, decisiveness, assertiveness and poise under pressure, (i) modeling collaborative leadership skills by creating actions plans that include partnering with other leaders, supporting performance goals, building key alliances, and implementing business outcomes.

Examples of the abilities outcomes of the coaching engagement may include (a) fostering innovation, (b) directing initiatives that build alliances and mutual respect, (c) communicating across business sectors by translating key messages between different groups, (d) leading alignment with others using strategic thinking, (e) enhancing problem solving ability to approach common issues/concerns with extraordinary thinking to foster innovation.

Possible activities for PPC engagements

The following list of evidence-based activities is a descriptive resource and is not intended to be prescriptive for any professional coaching or consulting engagement.

  1. Encourage your coachee to take a validated assessment such as the Values in Action (VIA-72) assessment or the Psychological Capital (PSQ-12) assessment
  2. Conduct a strengths-based interview of your coachee using results from the Values in Action (VIA-72) assessment
  3. Conduct a strengths-based interview of your coachee using results from the Psychological Capital (PSQ-12) assessment
  4. Encourage your coachee to describe their best leadership story (“At my best story”) using results from a validated positive psychology assessment
  5. Encourage your coachee to determine three performance or behavioral goals, that are personally meaningful, that relate to business outcomes
  6. Measure achievement of those three business-related goals using the goal attainment scale (GAS)
  7. Encourage your coachee to develop a gratitude journal
  8. Encourage your coachee to document “Three Good Things” for a day or a week, and note any contributing variables or patterns
  9. Invite your coachee to practice multiple acts of kindness toward others, especially within 24 hours
  10. Conduct a Best Future Self activity or guided meditation activity
  11. Encourage your coachee to document the quantity and quality of physical activity, emotional shifts and cognitive energy, for at least 24 hours

My bias/  The bottom line:

The art and science of professional coaching requires that professional coaches adhere to the AD-FITTM protocol model.

See details in the products section.

For details on assessment, interventions, certification, training, or research contact us today.