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

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.

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 to increase employee engagement? New science for practitioners

Recently I was asked to speak at the Human Resource conference for the State of Tennessee.  They wanted four sessions on “How to increase employee engagement.”

The content and videos are located here.

Here is the session description:

Studies continue to show that employee engagement in the workplace remains low- around the 30% range.  Low levels of employee engagement have a negative impact on achieving organizational goals, and create a workplace that does not encourage high performance.  During this session, we will answer the three key questions of employee engagement:  1) What do we know from evidence-based science?  2) How can I apply that science to increase my personal level of engagement?   3) How can I improve the engagement levels of others?  This course introduces a new model based on positive psychology practices, called the AD-FIT%TM model, that you can apply immediately.

This course provides leaders at all levels with an introduction into the science and practice of employee engagement.  Any manager or leader with a growth mindset can apply this course content to lead individual, group or organizational change in your business.  This content has been distributed to thousands of leaders in governments, private and nonprofit organizations, as well as individuals.

The content of this course is gleaned from thousands of our leadership consulting clients since 1997, and the presenter’s dissertation research on positive psychology.

The goal of this course is to introduce leaders like you to world-class techniques so that you gain competitive advantage.

Learning objectives:

  • Recognize key variables that influence employee engagement
  • Discover how to measure employee engagement
  • Identify how to increase individual employee engagement
  • Identify how to develop organizational employee engagement

Please contact us for the handout before viewing the video section of this course.

The content and videos are located here.

Action leads to learning.  What are you waiting for?

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

Primal Quest 2006, Utah, Team Action-Learning.com, podium finish

For 10+ years I led wilderness expeditions and teaching groups and providing individual leadership coaching for Outward Bound Schools in 3 countries. Each expedition was a microcosm of values and behavior. The photo above represents an extension of those skills.

 

In 2006, I raced on a 10-day expeditionary adventure race, called Primal Quest. Our team of four traveled continuously together, over 600 miles, mountain biking, trail running, climbing, rappelling, canyoneering, kayaking, and river swimming through the wilderness near Moab, Utah. We finished and were featured on CBS Sports. Hence, the image reminds me of a good team experience.

 

Our primary team goal was to cross the finish line, and our secondary goal was to remain good friends. We accomplished each goal.

 

Now let me pose a leadership coaching question:  How do you measure excellence for your team?

 

     Team Action-Learning.com included Doug Gray (captain), Bill Jordan (hoss), Jennifer Rinderle (sparkplug) and Steve Deis (lead navigator).

 

In 2004 we finished Primal Quest Washington.

 

In 2008 we finished Primal Quest Montana.  Then we rested.  Because we were tired.

 

What are you waiting for?

We all need coaching at times.  Call Doug Gray, PCC, at 615.905.1892 today.

Download this list of services and investment levels now: