CMI Blog

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Happy Canada Day & 4th of July from cmi

By cmiadmin | Jun 29, 2021 | Comments Off

Happy Canada Day & 4th of July from cmi.

cmi Carefully Selects Keynote Speakers that Empower Organizations

We are grateful for our incredible speakers. They work hard to transform the world, one person at a time. Their inspiration and leadership shines in best-selling books, videos, blogs, podcasts and incredible keynotes that launch profound change for leaders, individuals and organizations. From all of us here at cmi, we wish everyone in North America a very Happy Canada Day and 4th of July. We've earned it this year for sure!!!   xoxo

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Chris-Bashinelli

Cultivating Connection Post-Covid

— Chris Bashinelli

ClintPulver

I Love it Here - "Undercover Millennial"

— Clint Pulver

Dan Thurmon Headshot-Casual-cropped

Stay Off Balance On Purpose

— Dan Thurmon

HeatherRYounger

The Art of Caring Leadership

— Heather R. Younger

JohnGucciFoley

Glad to Be Here

— John 'Gucci' Foley

MikeRayburn

Create Proactive Change for Peak Performance

— Mike Rayburn

MikeWalsh

Elevate Automation AND Your People

— Mike Walsh

PhilMJones

Change Your Words, Change Your World

— Phil M Jones

TimSanders

Getting Ahead of Post-Covid Burnout

— Tim Sanders

TyBennett

Create the Ninja Warrior Mindset

— Ty Bennett

VinhGiang

Improve Collaboration and Create Innovation

— Vinh Giang

 

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How Do You Prepare for Returning to Work Post-Covid by Dan Thurmon

By Dan Thurmon | Jun 23, 2021 | Comments Off

"It’s the stretching to what’s next, or what’s different that improves you, whether you plan it or not!"

Millions of people around the world are experiencing or will soon experience the reality of returning to a physical workplace. For some, this is a welcome and joyous, overdue event. And for others, quite the opposite is true.

Either way, as you reintegrate into work, or lead your staff to do so, I would wholeheartedly recommend that you do it with a very intentional, personal plan.

You’re not going back to work. You’re upgrading your workplace systems. You are bringing lessons and skills you’ve learned while away, which you may not even fully appreciate yet, back into a physical realm where you and your improved skills will intersect others and their personal improvements. Expect it!

For instance, I am now returning to stages, audiences, and in-person events, after many months away. And what I’m discovering is that rather than feeling that I’m relearning what was, I’m bringing so much more to the table. More content, more awareness, deeper understanding, more appreciation, more attention, and a style that is now imbued with a new confidence.

Look. The hard stuff you go through makes you stronger, a point I make about juggling. When I was working on four, my three ball juggling got better, and I never got the hang of four, until I tried five. It’s the stretching to what’s next, or what’s different that improves you, whether you plan it or not!

You’ve been stretched and improved by what you’ve been through. Own it. Claim it, with specificity. And step back in confidently, and curious for your enhancements. If you are leading others, have a conversation about what’s better now, and set an expectation that you’re about to experience new and profound breakthroughs as a result.

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The Best Advice Stephen Covey Ever Gave by Ty Bennett

By Ty Bennett | Jun 21, 2021 | Comments Off

It’s not about you - it’s about them!

What Is the best advice you have ever received?

Was it a coach telling you, “When you quit, you fail.”
Or maybe it was a friend who said, “It’s ok to say no.”
Or perhaps it was your Mom who told you to wear clean underwear.

In any case, advice from the right person at the right time can often change our perspective.

That is what happened to me the first time I met Dr. Stephen Covey.

The advice he gave me at first seemed specific but I have found it to be more general and has shaped my mindset.

When Stephen Covey found out I was writing a book he told me “Make sure you write the book for the reader, not the writer.”

Let that soak in.

It’s great advice for a writer and I have thought about it often as I have written my four books.

But the thought has more application when you think about it as a mindset.

It’s not about you - it’s about them!
The focus of an influencer is always on the audience.

If you are in sales – it’s about your customer or prospect.

If you are a leader – it’s about the people you are leading.

If you are a teacher – it’s about your students.

If you are a parent – it’s about your children

If you are a speakers - it's about the people listening to you

Almost everyone has this backwards. They think being influential means they need to become polished or powerful. Influence, though, is all about the audience. Be it an audience of one or one thousand. When it’s about them, they get it, and we grow in their eyes.

By thinking out instead of in, by concentrating on others instead of on us, a tremendous transformation takes place. We go from inner-directed to outer- directed, from taker to giver, from self-centered to others-focused, from tight-fisted to generous, from short-sighted to farsighted, from selfish to selfless. We begin to see and act on behalf of others' needs ahead of our own; our thoughts are in terms of "we" instead of "me."

That’s what Stephen Covey taught me with what seemed to be a simple piece of advice. “Make sure you write the book for the reader, not the writer."

 

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How to Determine the Current Status of your Employees by Clint Pulver

By Clint Pulver | Jun 16, 2021 | Comments Off

The 3 Questions You Need to Ask Your Employees Right Now

So here’s kind of a sad story? One day a talented employee gets hired at a business, and she’s full of excitement about the future. But over the weeks and months that promise doesn’t pan out, and she starts to feel stuckFinally, she’s had enough—she hands in her notice. And on her last day, her manager invites her into his office, sits her down, and asks her a question that comes way too late. He asks her, What could we have done to keep you here?”

Tragic, right? I see it all the time, and it breaks my heart! The absolute worst moment you could ask an employee what they want in their life is at an exit interview. It’s like a hospital keeping its heart monitor in the morgue. The best companies we’ve worked with are checking their employee’s vitals all the time, before they get tired of their job. And they don’t just do it with stuffy performance reviews that are more about what the company wants than what the employee wants. They do it with a status interview. This is one of the best practices I’ve seen for consistently maintaining an accurate measure of how your employee is feeling and what they need to perform at their best. And it has three specific elements that might seem in conflict but aren’t: it’s informal, it’s in-the-moment, and it’s comprehensively planned and targeted.

The Status Interview

  • Informal
  • In-the-moment
  • Planned and targeted

Done well, a status interview is not about the company; it’s about the employee: the focus is on being an advocate, and asking what they need and what you can do for them. You need to get the information that will help you plan a route forward, and we’ve found that the most effective way to do that is with three very specific questions: “What can we do to keep you here?”“What’s getting in the way of you reaching your maximum success?”; and “How can I help you get where you want to go?”

The Status Interview Questions

1. “What can we do to keep you here?”

2. “What’s getting in the way of you reaching your maximum success?”

3. “How can I help you get where you want to go?” 

Each one of these questions achieves a different goal, and has to be approached in a specific way. Let’s take the first one: “What can we do to keep you here.”

This is how you acknowledge your employee’s value: that you appreciate what they bring every day. Set them at ease by pairing this question with some vocal praise, like, “Hey, you’re really important to this company, and I want to make sure that you’ve got what you need to be successful. What can we do to keep you here?

1. “What can we do to keep you here?”

  • Inspires loyalty and trust and value
  • Pair with vocal praise 

Asking this question before there’s a problem inspires loyalty and shows them they matter—and adding in that praise lets them know right away that this isn’t a conversation about a problem.

Then that next question shows your employee that you’re invested in boosting their skills and getting them to their goals: “What’s getting in the way of your maximum success?” Here’s what you’re really asking: What skills do you want to learn? How’s your schedule working out? Is anything going on with your health or your family that might be causing you stress? And, most importantly, what can I do as your manager to connect you with resources and get you past those obstacles?

2. “What’s getting in the way of you reaching your maximum success?”

  • Shows support for an employee’s goals
  • Pair with offers of help, training, or resources 
  • Then, you cap it off with the kicker: “How can I help you get where you want to go.”

 As a leader and a mentor, your job is to connect your people to their dreams, even if those dreams have nothing to do with their work. Asking an employee how you can help them get anywhere they want to go in life demonstrates to them that you are their advocateShowing support for an employee’s personal projects actively taps into their excitement. It will re-engage that person, so they can bring that energy and incorporate it into their work. And the beauty of knowing what your employee wants is that you can play to those strengths, and find opportunities within the company to that will move them further toward those dreams.

 3. “How can I help you get where you want to go?”

  • Demonstrates advocacy
  • Pair with help in finding opportunity

But there’s one more critical element to the status interview that you cannot forget—and that’s a relationship that can bear the weight of truth. Your employees need to know that they can tell you what they’re really feeling without risking any anger or retribution from you. You can’t create that kind of strength and confidence just in that moment—you build it over time, through all those little daily deposits of trust that you’re making with your people. It’s true that some employees will never tell you the complete truth, but even then, I promise you that it will have so much meaning that you at least asked, and that you asked authentically and with open intentions. Just remember that this is not your moment to criticize or bring up performance issues. This is support—a check-up, a heart monitor. You’re looking to create that healthy stability, and you’re taking action if you spot any sign that things aren’t great.

So today I want you to look at your schedule for the month ahead, and slot in time for a status interview with every one of your employees. Ask those three questions, pair them with praise, and figure out how you can support their dreams now, even if it seems like everything’s fine. Because an employee’s last day on the job is absolutely the wrong time to find out what could have done to keep them in your company.

 

Clint-Pulver-Undercover-Millenial-Speaker

Three Things Leaders Must Know about Automation by Mike Walsh

By Mike Walsh | Jun 14, 2021 | Comments Off

The real question is: how do we make sure the future of work fits the world we want to live in?

Futurist and best-selling author of The Algorithmic Leader, Mike Walsh explains that there are three things leaders need to know about automation:

1. Automation redefines the capabilities of your workforce
Rather than replacing people, automation offers the chance to reimagine work roles. When a lawyer uses AI to read trust documents and contracts, or a financial advisor leverages an algorithm to create a personalized financial plan - they haven't made themselves obsolete. Quite the contrary. They have merely shifted the boundary of what human-shaped work should be. Enhancing capabilities through better tools rather than squeezing more effort out of your workforce - is the most sustainable way of achieving productivity gains.

2. There is a difference between complexity and ambiguity
Organizations are decision-making machines, but not all decisions are born equal. Some decisions are complex but inherently suitable for automation because they follow well-defined rules. Other decisions may appear simple but involve a high degree of ambiguity that requires human judgment. In this video, I discuss the difference between 1st, 2nd, and 3rd order decisions - and the role that AI and automation can play in each.

3. Automation is the start, not the endpoint of your journey
Deterministic automation is a powerful tool in getting your digital transformation started. The exercise of mapping your processes, linking your enterprise systems, and unlocking more insights about your operations will not only increase your internal clock speed, it will provide contextual data for more sophisticated machine learning tools to optimize and enhance your business. By all means, go for the quick wins offered by automation, but don't stop short of the real prize that comes with reinventing yourself as an AI-powered organization.

READ FULL ARTICLE 

 

Mike-Walsh-Futurist-Speaker

1/10th of 1/10th of 1% by John “Gucci” Foley

By John "Gucci" Foley | Jun 09, 2021 | Comments Off

"Leaders Must Consider Their People First"

How do you lead through change and inspire your teams to not only improve performance, but to reach and sustain excellence by being in the 1/10th of 1/10th of 1%?

John “Gucci” Foley knows what it takes to be excellent - to be the best of the best - to work with precision, teamwork - and always with a Glad to Be Here® mindset. His Blue Angels gold helmet is a symbol of excellence and teamwork, one that he shares during every presentation to inspire audiences to reach for the stratosphere.

John explains that the gold helmet represents what it takes to go beyond the 1%. Out of the hundreds of thousands of pilots, only six people get to wear this helmet at any given time - only 1/10th of 1/10th of 1% of all the pilots in the world.

John says that in order to lead through change, leaders must consider their people first. A stunning Blue Angels airshow is only as good as all of the people combining their expertise and working with precision as a team.

Your organization is only as good as your people. To be better than the best, you must create a culture of excellence and caring. When you challenge your people to achieve and sustain excellence within this type of environment, your organization’s excellence will grow and ultimately become the the 1/10th of 1/10th of 1%.

 

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The Ripple Effect by Chris Bashinelli

By Chris Bashinelli | Jun 07, 2021 | Comments Off

"Working with students and educators gives us the ability to affect change on a profound level."

What’s most inspiring to me about working with educational groups is the “ripple effect.” Working with students and educators gives us the ability to affect change on a profound level. Student's minds are malleable and still open to new ideas. The older we get, we sometimes get fixed in our ways, unwilling to look at the same problem from a new angle. Students however, are often willing to take a much more fresh and open approach to learning and problem-solving. In this way, they teach us much about adaptability and understanding.
 
When we can introduce new and positive ideas into young minds, the ripple effect of that learning can have a more profound impact than we could ever imagine. Because that change happens at an early time, it has the ability to influence a student’s direction for the rest of their lives, and all of the people they encounter throughout their life. This change can positively impact one’s career, family life and even an entire community. 
 
Educators are like farmers - the seeds they plant have the ability to have inspiring benefits down the line, which we may not be able to see right now. It’s a ripple effect because the ideas the teachers and educators present to their students have the potential not only to impact their student's lives directly, but all of the people they encounter throughout the course of their life. In this way, a single workshop, story, video, lesson or even a single idea is like a stone being dropped into a lake. Although we can only see the immediate waves of change that result from that stone, the positive ripple effect can extend beyond even the limits of our imagination. 
 
My hope with these educational workshops is that we can bring an accessible approach to inclusion and diversity that helps us not only accept, but truly appreciate each of our cultures as a way to celebrate our shared humanity. I hope we can bring an easy to understand approach to mental health that gives students and educators the tools they need to reduce stress and increase peace. Finally, I hope the workshops remind us of our own deepest truths, so that we have the courage to share them with the world.
 
I look forward to meeting you soon,
Chris
 

Chris-Bashinelli-National-Geographic

Simple Ways to Foster a Culture of Mastery by Mike Rayburn

By Mike Rayburn | Jun 01, 2021 | Comments Off

You and your teams are closer to mastery than you think. Here are some simple steps that will raise the level of performance in your organization considerably and will cost you nothing.

Consider this…

  • Most people know what they need to do, and just don’t do it.
  • Most people have the tools they need, and just don’t use them.
  • Most people know that toxic thoughts sabotage success, but do nothing to change them.
  • Most people look for the cool new philosophy and the latest tactic when mastery is always about a relentless focus on fundamentals.
  • Most people are surrounded by others in your organization who are experts at what they need to learn, and just don’t ask.
  • Most people are experts at something others need to learn, and just don’t share.
  • Most people are content with the level of acceptable, good enough, or what’s required, and quit far short of personal best.

So, how do groups and individuals become masters?

First, DON’T BE LIKE MOST PEOPLE!

True masters are different; they swim not just against the tide but above it. This is a mindset you can inspire, creating a culture of Outliers. Mastery is a higher calling.

Masters know that real success comes long after it would have been prudent to quit after the “smart people” have all given up. An Olympic gold medalist was asked how he became good enough to win? He said, “Well, on mornings when I felt good I worked hard. And then on mornings when I didn’t feel good, I worked hard.” ‘Nuff said.

So… the most simple step toward mastery? Don’t be like most people!

  • Do the thing you know you need to but just haven't.
  • Fully use the tools you have right there in front of you (many of my clients have this challenge)
  • Bravely refuse to entertain toxic thoughts
  • Always, intentionally and always focus on fundamentals
  • Create opportunities for your people to share best practices
  • And, most importantly, get everyone to make what I call “The Virtuoso Decision,” to become a virtuoso, to pursue mastery and personal best beyond what’s required.

Begin creating your culture of mastery today!

 

Mike-Rayburn-Keynote-Speaker

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