rituals, habits and change

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Mike Cardus :: www.MikeCardus.com

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Welcome 2

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Welcome
Welcome
Thank you to our Program Sponsors 3

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11.17 – New Guidelines for Out-of-State-Travelers
11.18 – D&I Virtual Learning Series – Leading with D&I: A Panel Discussion
11.19 – 2019-2020 Annual Report to Members
12.1 – 2021 & Beyond: Manufacturing Sector Forecast with the U.S.
Chamber of Commerce

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Leadership:
Comparing Yourself
to Yesterday's
Version
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Preserve Eliminate
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Create
Accept

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self-
awareness—
knowing who
we are and
how others
see us.

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In a series of surveys, Eurich found that 95% of people
think they’re self-aware, but only 10-15% truly are.
She cites three reasons for this disconnect.
1.we naturally have blind spots.
2.We’re wired to operate on autopilot, unaware of how
we’re behaving, and why.
3.There’s also the feel-good effect: we’re happier
when we see ourselves in a more positive light.
She calls the last factor the “cult of self,” the idea that
we’ve become more self-absorbed as social media has
exploded in popularity.

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So how can we become more self-aware?
There are two aspects to address, internal and external self-
awareness.
1. Internal self-awareness is “an inward understanding of your values,
passions, aspirations ...
2. External self-awareness is about understanding yourself from the
outside in—that is, knowing how other people see you,” Eurich
in Insight.
Surprisingly, people who are externally self-aware don’t necessarily
tend to be internally self-aware. Research has shown there’s no
relationship between the two.

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How do I determine my values or hopes?
1. What are your best hopes?
2. What will your closest friend notice is different about you
when you realize these hopes?
3. On a scale of 1 – 10, with 10 being you can describe your
hopes and 1 being the opposite; where are you on this
scale?
4. What is currently happening that supports the # you
chose?
5. In your past, how have you been successful in making
tough choices? What is different about those times?
6. How are your hopes currently happening, even a little?
7. Can you share or describe your 2 to 3 hopes or areas of
progress?
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Goldsmith wheel of change

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What behaviors can you actively control?
A behavior I choose to create or add is …
… how will others notice this behavior change?
… how will I notice this behavior change?
A behavior I choose to preserve or enhance is …
A behavior I choose to eliminate is …
A behavior I choose to accept is …
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@gapingvoid
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Mike’s values/hopes
1.Increase work with current/past clients
and identify new/unique opportunities
for progress through strengthening
ODMC outreach and content.
2.Innovate and develop new or unique
ways to improve client condition and
support client to be seen as hero’s of
their work story.
3.Be the best Dad and Husband I can be,
through kindness – teamwork – doing my
best.
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What behaviors can you actively control?
A behavior I choose to create or add is …
A behavior I choose to preserve or enhance is …
A behavior I choose to eliminate is …
A behavior I choose to accept is …
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The progress happens through checking in on your effort and achievement.
This can happen in many ways, here are some ideas that I use with
leadership and team coaching:
•daily phone call – I call you every day at the same time and ask you to go
through your leadership behavior change list and share your scored effort.
•weekly coaching meeting – we meet or have a phone call every week,
during the call we review your scored effort and ask about what you wish
to amplify and dampen.
•accountable team meetings – your team chooses to make 15 minutes
per/week to share and discuss your scored effort.
•you and your manager or direct report – do this process together and
meet every day for 5 to 10 minutes to share scored effort and discuss the
day.
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What makes this process work?
1.you control what you wish to change and put effort into.
2.the daily practice taking 5 to 10 minutes to read and self-score your effort
on areas of leadership behavior change that are important to you.
3.knowing that someone besides you is going to ask you about your
leadership behavior change and scored progress keeps the effort and check-
in happening.
4.each behavior is something active that you can change, it does not depend
on someone else to do something for you or for someone else to change.
5.doing this as a team or with a peer creates a shared model and process,
having shared language for change helps to discuss and support small steps
that work.
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1.Did I do my best to follow the billing & project process?
2.Did I do my best to hold others accountable for following the billing & project process?
3.Did I do my best to set project deadlines?
4.Did I do my best to achieve project deadlines?
5.Did I do my best to hold myself accountable to work deadlines?
6.Did I do my best to see ‘our company’ as a thriving company?
7.Did I do my best to preserve my quality of work?
8.Did I do my best to be innovative?
9.Did I do my best to achieve & uphold quality standards?
10.Did I do my best to preserve a high trust, empowering office environment?
11.Did I do my best to support my teammates?
12.Did I do my best to accept that others hold me accountable?
13.Did I do my best to accept that others have different quality standards?
14.Did I do my best to accept that others have different goals & priorities?
15.Did I do my best to see conflict/ resolution as a point of progress?
16.Did I do my best to accept others feedback/ critique of my work?
17.Did I do my best to eliminate the belief that others feedback + challenges are all about me?
18.Did I do my best to eliminate ‘our company’ being a scrappy, struggling company?
19.Did I do my best to stop trying to be everything to everyone?
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Leadership:
Comparing Yourself
to Yesterday's
Version
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rituals, habits and change

rituals, habits and change

Mike Cardus

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