AuthorRyan Hawk

Episode 206: Sam Walker – The Hidden Force That Creates The World’s Greatest Teams

Episode 206: Sam Walker – The Hidden Force That Creates The World’s Greatest Teams: Captains

Sam Walker is The Wall Street Journal’s deputy editor for enterprise, the unit that oversees the paper’s in-depth page-one features and investigative reporting projects. A former reporter, columnist, and sports editor, Walker founded the Journal’s prizewinning daily sports coverage in 2009. He is the author of Fantasyland, a bestselling account of his attempt to win America’s top fantasy baseball expert competition (of which he is a two-time champion). Walker attended the University of Michigan.

His most recent book is titled, The Captain Class: The Hidden Force That Creates The World’s Greatest Teams

Episode 206: Sam Walker – The Hidden Force That Creates The World’s Greatest Teams: Captains

Subscribe on Apple Podcasts  or Stitcher Radio

The Learning Leader Show

“Great captains have an unwavering commitment to defend their principles and speak truth to power.”

Show Notes:

  • The 7 Traits of Elite Captains:
    • Extreme doggedness and focus in competition, often to the point of madness
    • A tendency to play aggressively up to, and often beyond, the limits of the rules
    • A willingness to do thankless jobs in the shadow of more acclaimed teammates
    • A bias against making big speeches in favor of continuous practical communication
    • A talent for displaying their commitment and motivating teammates through aggressive nonverbal means
    • An unwavering commitment to defend their principles and speak truth to power
    • The presence of a “kill switch” for shutting off emotion when it’s not useful
  • Studying the moment when teams went from good to great
  • Why LeBron James is a unicorn
    • “His model of leadership is completely new.”
  • Relation to the business world — Some of the greatest leaders don’t think they deserve the title (job title or to be captain) — Tim Duncan & Yogi Berra
  • The rituals of Tim Duncan
    • Short conversations with each teammate
    • Great facial expressions
    • Effective messaging
    • Never giving big speeches
  • How to be a charismatic connector like Tim Duncan
  • Great captains (and leaders) are not “yes men.” They defend their principles and speak truth to power
  • Jack Lambert purposely left blood on his jersey as a message to his team — Great captains have a talent for displaying their commitment and motivating teammates through aggressive nonverbal means
  • The ability to develop “emotional maturity.” A measured approach
    • As Liz Wiseman said “Great leaders have a buffer between the stimulus and their response”
  • They are able to build resilience

“Great leaders have a bias against making big speeches in favor of continuous practical communication.”

Social Media:

More Learning:

Episode 078: Kat Cole – From Hooters Waitress To President of Cinnabon

Episode 071: Nate Boyer – Green Beret, Texas Football, The NFL

Episode 179: How To Sustain Excellence – The Best Answers From 178 Questions

Episode 107: Simon Sinek – Leadership: It Starts With Why

Episode edited by the great J Scott Donnell

The Learning Leader Show is supported by Rhone.  Use the code “Hawkfor 15% off.  Rhone… premium activewear engineered with principle, performance and progress for the modern man.  Rhone builds clothing around 3 main tenants: Cutting-edge Performance, Premium Comfort, and Simplistic Style.

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Episode 205: David Heinemeier Hansson – Falling In Love With Your Work & The Future Of Work: ReWork

Episode 205: David Heinemeier Hansson – Falling In Love With Your Work & The Future Of Work/ReWork

David “DHH” Heinemeier Hansson is the creator of Ruby on Rails, founder & CTO at Basecamp(formerly 37signals), best-selling author, Le Mans class-winning racing driver, public speaker, hobbyist photographer, and family man. He is the best selling author of ReWork and Remote: Office Note Required.  You can also read his wildly popular writings on Medium.com/@dhh

Photo from everydaycarry.com

Episode 205: David Heinemeier Hansson – Falling In Love With Your Work & The Future Of Work/ReWork

Subscribe on iTunes  or Stitcher Radio

The Learning Leader Show

“For me, it’s falling in love with the work itself.  The actual day to day work. I don’t have a need to think, “what’s next?” I’m thrilled to do the thing I’ve fallen in love with.”

Show Notes:

  • Common themes of leaders who sustain excellence:
    • “For me it’s falling in love with the work itself…”
    • Being excited to do the actual work everyday… The actual day to day work
  • “I don’t have a need to think “What’s Next?” — “I’m thrilled to do the thing I’ve fallen in love with.”
  • How did he become DHH?
  • What percentage of your job do you love and what percent do you dislike?
    • DHH works to minimize the parts he doesn’t like
    • Managing others is low on his list of what he loves.
  • “The thought that you can’t be innovative if you aren’t in the same room is bullshit.” — You can do that remotely, in fact better in most cases.
  • DHH shares why the open office concept is horrible for creative people who like to “get shit done.”
  • Remote work gives peace, tranquility, quality
  • Commuting to work can be a wasteful, drain on your life
  • The future of work — More remote work, more contractors, less full time employees
  • “The office is something you choose to have, you don’t need to have it.”
  • “The Day I Became A Millionaire”
    • What DHH learned that day… What changed? What didn’t
    • “The things that brought happiness were the things I was already doing. I love writing, programming, reading.”
    • Will a certain amount of money ever be enough? Ray Kroc said “No.”
  • “The human condition does not end because you get rich.”  You’ll still have problems.
  • Best advice to give to people early in their careers?
    • “Be careful what you wish for.  Managing other people is not in my top 5 things I like to do.”
    • “Prove you can execute.  That’s the way to get to the executive level. Just simply make shit happen, you get shit done.”
    • You have to weigh shipping vs quality
    • Take measured risks, and don’t be afraid to make mistakes

“Prove you can execute. That’s the way to get to the executive level. You have to make things happen.”

Social Media:

More Learning:

Episode 078: Kat Cole – From Hooters Waitress To President of Cinnabon

Episode 071: Nate Boyer – Green Beret, Texas Football, The NFL

Episode 179: How To Sustain Excellence – The Best Answers From 178 Questions

Episode 107: Simon Sinek – Leadership: It Starts With Why

Episode edited by the great J Scott Donnell

The Learning Leader Show is supported by Rhone.  Use the code “Hawkfor 15% off.  Rhone… premium activewear engineered with principle, performance and progress for the modern man.  Rhone builds clothing around 3 main tenants: Cutting-edge Performance, Premium Comfort, and Simplistic Style.

CONTINUE

Episode 204: Dr. Tasha Eurich – How To Become More Self-Aware

Episode 204: Dr. Tasha Eurich – How To Become More Self-Aware

**Note — If you want to hear a little “inside baseball” talk, then listen to the very end after the Rhone sponsor read…**

Dr. Tasha Eurich is an organizational psychologist, researcher, and New York Times best-selling author. She uses the principles of psychology to help individuals become more self-aware and successful, and companies to grow and thrive. She has been named a “Top 100 Thought Leader” by Trust Across America, a “Leader to Watch” by the American Management Association, and one of Denver Business Journal‘s “40 Under 40.” Her 2014 TEDxMileHigh talk has been viewed more than one million times.

Tasha’s first book, Bankable Leadership, debuted on the New York Times bestseller list in 2013, and has since become a popular resource for managers and executives who don’t want to choose between making their employees happy and producing bottom-line results for their business. Her second book, INSIGHT, delves into the connection between our self-awareness—what she calls the meta-skill of the twenty-first century—and our performance and success, both in and out of the workplace. Fortune calls it a “sprawling exploration of the psychic frailty that leads to self-delusion and self-aggrandizement, and—importantly—a compassionate, helpful guide for avoiding that path (or reversing it).”

Episode 204: Dr. Tasha Eurich – How To Become More Self-Aware

Subscribe on iTunes  or Stitcher Radio

The Learning Leader Show

“Great leaders go out of their way to build a culture where it’s safe to tell the truth.”

In This Episode, You Will Learn:

  • Common themes of leaders who sustain excellence:
    • Self Awareness – “I scientifically studied this.”
    • “People who work on their Self-Awareness are happier, get more promotions, and lead better lives”
  • It’s become a national sport to point out that someone is self-aware — “I wanted to do the research behind this to truly learn about it”
  • 95% of people think they’re self aware — But only 10%-15% are actually self aware
  • It’s vitally important to regularly question your assumptions to become more aware
    • Don’t wait for a life event or someone else to tell you to do this. You must work on it daily.  The gains will be incremental (The Compound Effect)
  • “We cannot own other people’s journeys, we must own ours.”
    • You will work with people who lack awareness. Don’t put it on yourself to fix it.
  • Tasha previously worked within a company in the “Wendy Rhoades” role from Billions
  • The Mary Tyler Moore Show — Her boss — Picture a “laugh track” behind what someone says to help deal with their lack of awareness
  • Practical ways leaders build self-aware teams and organizations
    • Alan Mulally story of how he gained self-awareness despite starting with very little of it
    • “It shows that anyone can become self-aware”
  • A great leader goes out of their way to build a culture where people can tell the truth.”
  • It’s vital that the leader is vulnerable — shares weaknesses and mistakes made
  • Implementing a Business Process Review on a weekly basis
    • Doing this at home with family as well — Every Sunday, each family member provides updates
  • The Speed of Trust — Why everything is much faster when built upon the foundation of trust
    • Pixar is the model of Trust.  Ed Catmull shares how they built this.  No leaks to the press.
  • The “Selfie Syndrome” — “There is a direct impact on social media & narcissism”
    • “Resist the pull of the cult of self”
  • How to promote your own work you’re proud of without becoming a self-promoter? — It’s about the work and positively impacting people.
  • Mindfulness practice = Doesn’t always have to involve meditation.
    • “Actively noticing the present”
  • Take the Self Awareness Quiz: insight-quiz.com

“Mindfulness = Actively noticing the present. What we’re thinking, feeling, and doing without judgement or reaction.”

Continue Learning:

You may also like these episodes:

Episode 078: Kat Cole – From Hooters Waitress To President of Cinnabon

Episode 071: Nate Boyer – Green Beret, Texas Football, The NFL

Episode 179: How To Sustain Excellence – The Best Answers From 178 Questions

Episode 107: Simon Sinek – Leadership: It Starts With Why

Did you enjoy the podcast?

If you enjoyed hearing Tasha Eurich on the show, please don’t hesitate to send me a note on Twitter or email me.

Episode edited by the great J Scott Donnell

The Learning Leader Show is supported by Rhone.  Use the code “Hawkfor 15% off.  Rhone… premium activewear engineered with principle, performance and progress for the modern man.  Rhone builds clothing around 3 main tenants: Cutting-edge Performance, Premium Comfort, and Simplistic Style.

CONTINUE

Episode 203: Todd Rovak – Emotional Intelligence, Trust, Authenticity, Hiring The Right People

Episode 203: Todd Rovak – Emotional Intelligence, Trust, Authenticity, Hiring The Right People

 Todd Rovak is Managing Partner and Chief Executive Officer at Fahrenheit 212, and Chief Executive Officer of Capgemini Consulting North America. He is the architect behind the unique theory, capabilities and talent that drive the company’s innovation process. He oversees F212’s ability to predictably unlock growth on behalf of both Fortune 500 companies and institutional investors, and is responsible for the commercial impact of the company’s work.

Since joining Fahrenheit 212 in 2009, Todd has developed successful innovation pipelines across a wide array of industries, including financial services, payments, utilities, media, consumer electronics, CPG, technology and retail. His impressive track record led to Todd quickly becoming the firm’s youngest partner in 2011, and later taking on the role of Strategy Practice Lead. In 2013, Todd was named Managing Partner and is now tasked with leading the firm’s evolution and scale.

After graduating from the University of Pennsylvania summa cum laude and a Ben Franklin Scholar, Todd joined Goldman Sachs & Co. in a strategy role for the Investment Management Division. He then obtained his MBA from Harvard Business School before joining real estate private equity firm Tishman Speyer.

Episode 203: Todd Rovak – Emotional Intelligence, Trust, Authenticity, Hiring The Right People

Subscribe on iTunes  or Stitcher Radio

The Learning Leader Show

“As a manager, you are responsible for the success of people.”

In This Episode, You Will Learn:

  • Common themes of leaders who sustain excellence:
    • They know why they’re there
    • “They always have their eye on the why”
    • “They think about success often”
    • They understand their strengths and weaknesses
    • “Surround yourself with people who compliment your strengths/weaknesses”
  • How did Todd make a quick ascent to CEO?
    • There must be an opportunity and then you “must go like hell when that happens”
    • “I love the outcome, I love the impact we have”
    • “When coming up through the company, I always kept an eye on the overall strategy”
    • “Don’t focus on getting credit for the project.”
    • “Make sure your personal goals and company goals are aligned.”
  • How he does two separate CEO roles? — “Must surround yourself with people you trust”
    • “A strong WE”
  • Calendar/Time Management
    • All meetings are 15 minutes in length — This forces people to get to the point immediately
    • Week unfolds:
      • Front load all staff meetings by 1:00 Monday. Must be done by Monday afternoon — “What are the goals for the week?”
      • Having a chief of staff is important
      • Todd is an introvert and does not do back to back meetings all day.  Needs 30 minutes breaks every 3 meetings to think
      • “You said an important word… And that word is THINK”
  • “As a manager you are responsible for the success of people.” — Management means you have a responsibility for them
    • Must give feedback.  Feedback is a gift.  It’s generous to give feedback.
  • “There’s nothing easier than sharing credit.”
  • “Management is around understanding the differences in people, and getting the best out of them”
  • “Leadership is about painting a vision”
    • Lead with trust
    • Todd’s story of his first client engagement – FAILED… How his boss responded with trust was powerful — “I trust you”
  • When managing through a crisis… BE:
    • Clear
    • Calm
    • Credible
  • How sketch comedy can help you be a better leader
    • Bring your whole self to your job
    • Build emotional intelligence
  • Paying employees to take a class that has nothing to do with work (Learn a second language, guitar lessons, etc)
  • Hiring process:
    • “What are the first 5 things you read everyday?” — “Okay, now tell me the real answer. I want to learn about you, not what you think I want to hear”
      • “I want to hear them defend or support an argument.  It doesn’t matter what it’s about
  • Books to read: The Enders Game — Incredible story about getting the best out of people and creating teams
  • To be a Learning Leader? — “A process of building.  It’s a thing you do.”
    • “Time is a really expensive leader.” “Must always evolve and pick up lessons”

“What are the first five things you read everyday?” — Interview question Todd asks

Continue Learning:

You may also like these episodes:

Episode 078: Kat Cole – From Hooters Waitress To President of Cinnabon

Episode 071: Nate Boyer – Green Beret, Texas Football, The NFL

Episode 179: How To Sustain Excellence – The Best Answers From 178 Questions

Episode 107: Simon Sinek – Leadership: It Starts With Why

Did you enjoy the podcast?

If you enjoyed hearing Todd Rovak on the show, please don’t hesitate to send me a note on Twitter or email me.

Episode edited by the great J Scott Donnell

The Learning Leader Show is supported by Rhone.  Use the code “Hawkfor 15% off.  Rhone… premium activewear engineered with principle, performance and progress for the modern man.  Rhone builds clothing around 3 main tenants: Cutting-edge Performance, Premium Comfort, and Simplistic Style.

CONTINUE

Getting To Know You

“People Won’t Care How Much You Know Until They Know How Much You Care.”

When starting a new leadership role, it’s important to learn as much as much as possible about my team.  Before working to implement new plans and processes, my team needs to know that I care more about them as people than as an “FTE” or an “Employee.”  They are people who have hobbies, desires, and families to support outside of work.  I urge them to bring their whole selves to work and this “Getting To Know You” exercise helps do that.  I email this to each member of the team, ask them to fill it out, and then I fill one out for them.  I keep all of their answers in a Google Sheet and refer to it often.

In addition to doing this when I’m the new leader, I do it on a yearly basis. Teams change, new people join, etc…  The document evolves and is updated with new, more interesting questions as I go… I’d love to get your thoughts and additional questions to add to it.  Email me: Ryan@LearningLeader.com to discuss.

Here it is…

Name:

Mailing address:

Years of employment with the company:

Education and School(s):

What do you hope I do as a leader?

What do you want to change about our current processes?

What is your most important tool for figuring out what our clients want?

What would you like to be known for?

What inspires you?

What are your career goals?

Other than your family, what are you most grateful for?

What would your five closest friends say are your best qualities? (If you’re unsure, ask them):

What well-known people would you like to have dinner with?

What is the best piece of advice you’ve ever received?

What is your dream job?

What is your biggest fear?

What are your hobbies?

If you were asked to give a commencement speech, what would the title be?

What are some questions you ask to help truly understand how someone thinks?

Who do you admire most?

What book or books have impacted you the most?

What is your favorite quote?

What is your favorite documentary (or movie)?

What are your family member names & birth dates?

If you could be ANYWHERE in the world, where would you be right now? Who would you be with? And what would you be doing?

CONTINUE