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4 Keys to Make Habits Stick by Stacey Hanke

By Stacey Hanke | May 16, 2022 | Comments Off

 

Repetition creates automation. Getting better at anything requires deliberate practice.

Think about the hours one might spend at basketball practice, shooting hoops and mastering drills. These skills eventually become automatic. The same is true for you! We all want to be influential, but few deliberately practice communication skills until they stick.

When we practice, actions become habit and the brain no longer needs to get involved. The body can automatically complete an action while allowing your brain to focus on the strategic aspects of a conversation – not the delivery. Deliberate practice requires feedback for development to improve.

Think back to when you learned how to drive. Your parents taught you when to change gears, brake or accelerate – all while following the rules of the road. It was challenging and frustrating. Just when you got the hang of one thing, it was time to learn something new. Eventually, your practice paid off. Now, you just get in your car and drive.

Being an influential communicator doesn’t just happen. It requires deliberate practice coupled with ongoing feedback from someone you trust.

Four steps to grow your influence and have others act on what you have to say.

1. Break it Down

We’ve heard the saying “quality over quantity.” The same holds true for improving your influence skills. Start first by recording yourself in an upcoming interaction – whether it’s in-person or virtual. Immediately review the playback. Write down everything you see that needs improvement. Then, break it down into manageable pieces. Focus on one habit at a time. Repeated deliberate practice executed in short bursts at regular intervals is better than working on something all day. Practicing in short durations will reinforce your subconscious, creating permanent long-term habits.

2. Put in the Work

Learning something new requires repeated exposure. Studies show that some habits can be solidified with 7 hours’ worth of practice, while others can take up to 7,000. I promise you will see substantial changes in your daily interactions if you’re willing to put in the concentrated effort for each interaction. Set aside five minutes each morning and write down the skills you’re willing to commit to throughout the day. Carry it around with you as a reminder to remain focused in each conversation. You’ll be surprised how quickly your habits begin to change.

3. Get Clear

Goals partnered with practice become a powerful motivator, creating the momentum needed for ongoing improvement. It’s easier to stay motivated when we see ourselves getting better. We get comfortable being uncomfortable because we know change lies ahead. Get clear on what specifically you want to accomplish in the next 30 days. Focusing on 30 days at a time will create instant changes to your influence skills.

4. Seek Immediate Feedback

Practice makes permanent, so what you practice matters. Seeking immediate feedback is crucial to reinforcing what you’re doing and why. Don’t settle for “you did great.” Instead, ask for specific feedback on exactly what worked and what still needs work. Specific feedback helps you create a plan to immediately focus on skills in need of improvement. If you want to grow your influence, start by determining which communication skills need improvement.

Make the commitment today to take to your communication skills from good to influential. It’s worth the work!

Contact us about booking Stacey for your next event!

 

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Business Disruption That Wins by Phil M Jones

By Phil M Jones | May 02, 2022 | Comments Off

What did Uber look at? They looked at a process that sucked.

Learn more about Phil M Jones >

Uber disrupted an industry massively, yes? And they really made a dent.

Here's what they didn't invent. They didn't invent traveling by motorcar. They didn't invent traveling in the back of the motorcar.

They didn't even invent traveling in the back of the motorcar with somebody else driving who was paid to do so.

All of that stuff existed.

What did they look at? They looked at a process that sucked.

Does anybody remember ordering a Minicab? Let's see if the process, my experience, is anything like yours.

So, you need to get to the airport tomorrow morning. You need to be there for 9am. So, what you do is you call today to book the Minicab. It will take you about an hour to get there, so you ask it to be with you at 8 am.

Reasonable conversation happens, Minicab is booked. 8:02 am the next morning, where's the Minicab? It's not there, right? So, you're making a phone call through and what do they say?

What do they say, “It’s on its way!”

What did they say next? 8:17, it clearly wasn't around the corner, was it? Finally arrives. You get into the car after putting your own bag in the trunk.

You get into the car and the driver says, “What? Where are you going?”

I'm like, “I told you this yesterday!”

But you politely tell them anyway, right?

And then they say, “Which route do you want to take to get there?”

And you're like, “That's your job!

But anyhow, you still navigate them to be able to get there. Finally, you get to the destination, correct? Running a little later than anticipated.

They say, “That's $37.42.”

So, you hand them your credit card and they say, “Cash only.”

So, you rummage around in your bag finding the only cash you could find. You hand them a $50 bill and they say, “No change!”

So, Uber show up - create a process that is slightly more efficient for the consumer than that - and what did the Minicab companies do?

They say, “It's not fair. Just, not fair!”

And how well did that work out for them? Didn't work out too good did it?

They stomped their feet, they tried to push through legislation. They said every version of, “It's not fair.”

Yet still, who won? The consumer won. Not Uber. The consumer decides what level of service they're looking for. Not the company. The consumer decides.

And Uber won because they put the consumer first.

 

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Are You An Inclusive Leader? by Heather R Younger

By Heather Younger | Apr 26, 2022 | Comments Off

 

“We are trying to construct a more inclusive society. We are going to make a country in which no one is left out.” Franklin D. Roosevelt

Learn More About Heather R Younger >

My daughter had a tough middle school year. She agonized over how she felt left out of circles and discussions and events. I would often coach her to look past it all and realize that many of her classmates were going through similar things.

Her situation felt different. She told me that she felt like her classmates looked past and through her to talk to and include other people. She was really hurt, and so was her self-esteem. I supported her and told her to hang on a little longer since she would be graduating. Then, one weekend, she looked at one of her social media pages and noticed that one of those classmates had a birthday party that included mostly everyone from her class but excluded a few.

She was not invited. And although this was not a new occurrence, it still hurt.

I get it!

Everyone has the right to invite whomever they want to their parties. However, social media changes the impact in many ways because people can celebrate and exclude others in a more public way.

I can’t help but think about how Inclusion plays a similar role in the workplace.

Are there people inside your organization who feel passed over and looked through? Are there high-performing employees who have great things to say but don’t get a chance to say them?

How inclusive are you?

Do you make sure that unpopular voices have a seat at the table? Are they in the room but not really recognized as an important voice? Do you look through certain people to cater to those who look a certain way or speak a certain way?

Below are five considerations if you are striving to be a more inclusive leader:

1. LISTEN AND ACT

Who do you listen to? Do you consider the narrow view of just a few, or make sure you include people with varied backgrounds? Do you act upon the most common voices, or are you courageous enough to act upon the uncommon feedback?

Inclusive leaders both look for and listen to diverse perspectives and take certain actions to show that those perspectives are valued.

If you want to be a more inclusive leader, listen to everyone and commit to taking action on much of what you hear.

2. EXPAND YOUR CIRCLE

Who is in your inner circle? Leaders who take the time to ensure that their circle is only homogeneous in values and purpose and not based upon the same physical characteristics or background are simply more inclusive.

Some years ago, I had a diverse coaching client who recalled a time when her boss held a firm party and excluded her. She found out about it, because others in the office were talking about it and brought gifts back they received at the party. She felt like an outsider and did not understand why it happened. Her boss never gave her an explanation.

Was this type of behavior typical for this leader? Most likely, yes! We are often more comfortable with people who share our same lived experiences. But, unfortunately, when we surround ourselves with people like us, we create more blind spots and minimize our chances of creating more innovative teams.

Inclusive leaders go out of their way to include people who might challenge their thinking and bring innovative ideas to the table.

If you want to be a more inclusive leader, review and expand your inner circle.

3. COLLABORATE OFTEN

To collaborate means to admit that you alone don’t have the answers. Instead, the best solutions spring from the back and forth at the collaboration table.

If you want to be a more inclusive leader, dare to invite many different types of people to the table because that is when the fun begins!

4. AUDIT HIRING AND PROMOTION PRACTICES

Affinity bias is real. It is when we are inclined to include those around us who are like us. When hiring and promoting team members, this type of bias can be a barrier to real Inclusion. Audit your hiring and promotion practices and consistently ask yourself whether you are letting bias get in the way of including others who aren’t like you.

5. MONITOR THE LANGUAGE BEING USED

To be an inclusive leader, we must consider the language we use around those inside or outside our circle. To include also means to make someone feel welcome or like they are important. If we are or someone in our circle is using words that exclude, then we have a problem. Take the time to evaluate and research the right things to say and how to refer to certain situations and people in your space. So often, we or those around us initiate microaggressions against those in marginalized groups and harm them by our words.

Inclusive leaders monitor for this and tweak and adjust along the way.

________________________________

Someone once told me that “diversity is being invited to the party, and Inclusion is asking them to dance.”
So, let’s all commit to being the kind of leaders who ask many people to dance!

 

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The 5 Attributes of Today's Leader by Clint Pulver

By Clint Pulver | Apr 19, 2022 | Comments Off

“You’re either the number one reason why people
are staying, or you’re the number one reason why they are leaving.” - Clint Pulver

So often, organizations wonder why their turnover rate is high. But the truth of the matter is, as a leader, you’re either the number one reason your people stay, or you’re
the number one reason why your people are leaving.

Roughly 60% of the employees interviewed by Clint’s Undercover Millennial research program were currently looking for new employment. How do you get your employees to love their job and want to stay and grow with your company?

The diagnosis is with you – the leader.

Employees are not quitting companies—they’re quitting bosses.

The answer to employee turnover is easier than you think and is why Clint Pulver’s keynote and book, “I Love It Here,” are resonating with so many companies and audiences – the diagnosis begins with your leadership.

From the thousands of millennials and younger workers interviewed with the Undercover Millennial program - what they loved or didn’t love about their job - the most prominent answer for being satisfied was that they, “loved their boss.” Although there are many leadership styles Clint has identified from his program, the Mentor-Manager is the top proven way for leaders to engage with their employees.

The top 5 attributes of this style of leadership are:

  • One-on-one coaching, focusing on personal growth
  • Shifting the focus to the employee and their personal and professional goals
  • Helping the employee establish their path, values and purpose—both within the company and outside of it
  • Putting focus on the people within the ship, instead of just where the ship is headed.
  • Standing next to others and walking the path with them.

“Great mentors have the ability to communicate a person’s
potential and worth to the point that the person begins to see it in themselves.”

With this in mind, never underestimate the power of a Mentor
Manager, and your ability to move people—both physically and mentally.

Learn more about why Clint’s message is inspiring and moving people to action, young and old. His years of research, proven application and incredible strategies for engaging employees are at the core of his bestselling book, “I Love It Here,” his Mentor-Management keynote message and his drum experience. You don’t want to miss it! 

Learn more about Clint Pulver

Think Before You Act by Stacey Hanke

By Stacey Hanke | Apr 11, 2022 | Comments Off

 

Thinking before you act reminds you to remain calm, even in challenging situations.

We have heard the old saying “think before you speak;” but have you ever heard “think before you act?”

Our actions are always under surveillance. Someone is always watching what we do.

What message do your actions convey?

Is your behavior consistent Monday to Monday, or do people wonder which version of you they’ll get when they interact with you?

Influence isn’t one-dimensional. It’s sights, sounds and how we make others feel. You’re always under surveillance. Everything you do and say either enhances or jeopardize your influence.

It’s easy when stakes are high to try and ‘turn on’ our A-game, but then we tend to get lazy in casual conversations.

This inconsistency leaves others wondering… who we really are. It damages our reputation, credibility and our ability to influence others to willingly act on what we have to say.

The idea of turning on your personality in one place versus another is exhausting. It’s a charade no one can keep up with. You must be believable.

What if you had that high stakes presentation and you nailed it.

Everything you practiced was performed perfectly. But then, after the presentation, you ran into a co-worker in the hallway, and you resorted to your old habits.

Which person – do you think your co-worker is going to believe?
There are three reasons leaders must demonstrate consistency in all they do.

1. Practice what you preach.

Hypocritical actions are reputation killers yet fail to practice what they preach.

It’s the executive who says employee contributions matter but then fails to get to know their staff.

It’s the manager that demands everyone put away their phones before a staff meeting yet are seen distracted on their own device.

Accountability matters. You must act in the same way you expect others to. Trust is not built from a “do as I say, not as I do” approach.

2. Think before you act.

How many times have you overreacted in a moment of frustration?

Maybe you’re frustrated with the poor service at a local coffee shop and decided to speak up in a way that doesn’t reflect patience or respect.

Have you ever stopped to consider who is watching your reaction

Maybe it’s the prospect you’re meeting with next week, or the investor researching your firm. Perhaps it’s the employee you’re trying to recruit or the executive you want to partner with.

You’re always under surveillance. Someone is always watching.

Thinking before you act reminds you to remain calm, even in challenging situations.

Next time you feel frustrated, save yourself the embarrassing foot-in-mouth moment by thinking before you act.

3. Seek honesty.

Even the very best require continual coaching to get better. Every successful athlete seeks the honest feedback of a coach to improve.

Unfortunately, the higher up the corporate ladder most leaders climb, the less likely they are to receive honest feedback.

Eventually, everyone glosses over the hard truth needed to really improve. No matter how impressive your title is, you need coaching to improve.

Get yourself a professional coach or mentor. They will help you really understand how others perceive you.

Coaching is necessary to become consistent. It helps you fine tune every aspect of your communication skills so you can treat every conversation like a high stakes interaction.

Think before you act to remain consistent in everything you do.

When you communicate with consistency Monday to Monday, you’ll enhance the way you do business, build stronger relationships, and move your listeners to act.

Contact us about booking Stacey for your next event!

 

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Diana Kander Joins the cmi Family!

By Diana Kander | Apr 10, 2022 | Comments Off

 

Diana demonstrates why curiosity is your greatest asset to drive constant innovation and help your company thrive

A highly sought-after keynote speaker, innovation consultant and New York Times bestselling author, Diana demonstrates why curiosity is your greatest asset to drive constant innovation. She teaches you how to challenge your own assumptions and ask thought-provoking questions. A serial entrepreneur who entered the United States as a refugee at the age of 8, she has launched and sold millions of dollars’ worth of products and services.

Diana delivers an engaging and captivating program that walks leaders and teams through specific ways to boost innovation and ultimately future-proof the organization.

“Diana delivered an on-point message about entrepreneurship and innovation which was a perfect complement to our program and was one of the highlights for our more than 400 attendees. Not only was Diana’s talk anchored in data and evidence, it also included plenty of relevant personal anecdotes as well as a dose of humor. In addition, she helped us structure a reaction panel for her talk which made every one of her points come through that much stronger for our audience.” Grupo Guayacan, Inc

Diana knows how to build a business from the ground up. Her first book, All In Startup, has been used by over 100 universities in their innovation courses and countless large organizations to help their employees think more like entrepreneurs. Her second book, The Curiosity Muscle walks readers through a methodology to keep curiosity alive and thriving inside of an organization, ultimately, future-proofing the business.

Diana’s most-popular programs, delivered in person or virtually, include:

Why Curiosity is the Ultimate Competitive Advantage

This keynote explains exactly why most companies reaching the peak of their potential lose their curiosity and crash into irrelevance. From how we develop blind spots about our business, to the pitfalls of feeling like an expert, this thought-provoking, engaging program reveals the smokescreens obscuring imminent threats to long-term viability. It walks you through specific ways to boost innovation, uncover customer needs, solve problems, create new value for customers, and increase employee engagement. Most importantly, Diana demonstrates why curiosity is your greatest asset to drive constant innovation and help your company thrive and compete on more than price alone — ultimately, future-proofing your business.

ROI & Key Outcomes:
  • How you can institutionalize curiosity, ask better questions to stay competitive and relevant to your customers and drive growth
  • How you can dramatically reduce the risk of new ideas and create a more innovative culture that leads to results
  • How to determine pitfalls within your organization and avoid falling into the “expert trap"

Ideal Audiences:
For All Company Meetings

Increasing the Speed of Innovation

The pace of change in today’s economy requires innovative, value-adding ideas to come from all parts of your organization – whether they are internal improvements or new sources of revenue. The way managers were traditionally trained stifles innovation and forces out-of-the-box thinkers out of the company. This interactive presentation outlines the must-have skill sets to effectively lead your employees. Diana will provide the framework for how your organization – and the people within it – can flourish in this hyper-competitive world.

ROI & Key Outcomes:

  • Learn new skill sets required of the innovative leader
  • Avoid common pitfalls of innovative leadership
  • Create an internal culture of innovation so that every employee is a resource to the effort

Ideal Audiences:
For Executives & Managers

How to Compete on Value Instead of Price

This presentation teaches a methodology used by both entrepreneurs and established organizations to continuously create new value for their customers. You will learn the key questions you must ask in order to uncover value-creating opportunities, as well as precisely how to ask them to effectively yield useful insights. Questions like: are you competing on price or value with your customers? If your focus is on value (which it should be), are you missing some key blindspots in your product or service? Are you measuring true data about the health of your project or just relying on vanity metrics that are concealing what’s really going on?

ROI & Key Outcomes:

  • Change the way you solicit feedback from customers to make it more actionable
  • Learn the key customer questions that will uncover value-creating opportunities.
  • Learn detailed examples to improve curiosity, creativity and leadership skills

Ideal Audiences:
For Sales Meetings

Diana is captivating and thought-provoking and provides provides highly tailored presentations – audiences leave with real world examples and takeaways to ensure success.

To learn more about creating a lasting impact at your next event, connect with us here.

 

 

Win Business through The Power of Storytelling by Ty Bennett

By Ty Bennett | Apr 05, 2022 | Comments Off
Watch video for Ty Sander's keynote where he shares more on storytelling with 3 ways to bring the audience into the story.

"Decide what differentiates you? What do you want your client to know or believe about you?"

 

Last week I was in Kentucky speaking to Realtors for Berkshire Hathaway. I was sharing The Power of Storytelling and the first question they asked was how do you tell a story that differentiates you but comes across the right way?

In other words, how do you sell yourself without bragging?

This is a crucial story as an influencer for each of us to master - so let me give you the formula.

Step 1. Decide what differentiates you? What do you want your client to know or believe about you?
Examples - You have integrity. You possess unique market knowledge. etc…
Keep in mind that you can’t differentiate yourself by putting down the competition. Promote what you love instead of bashing what you hate.

Step 2. Determine where you learned or developed this quality or skill. Who taught it to you? Where did you learn this lesson? Or who/what is a great example of this?
Don’t be the hero of your own story. Determine where this quality came from and build the story around that person or experience - making them the hero.

Step 3. Apply that to yourself.
Use a simple line such as: "And as we work together you can count on me to operate with integrity because that is how my parents raised me. "

I was coaching a financial advisor named Walker. As he went through this formula he developed a story that sounded like this:

A few months into my first job out of college our employer took us to an extreme team building experience. It was amazing. We were divided into platoons (teams) and each platoon was led by a former Navy Seal. Our leader was a mountain of a man that looked the part of a Navy Seal. The first thing he said to us was this: "If we are going to win, we are going to win as a team. Which means everyone here needs to commit to this - You are going to do the right thing even when nobody is watching. You have to make decisions for the team and not just for yourself. If we can commit to this, there is no stopping us."
I share that with you because this concept resonated with me and it is a commitment I have tried to live by as I do business. So, as we work together I want you to know that you can count on me doing the right thing even when nobody is watching. I am in it so we both win.

This simple formula allows you to build a specific story that we can each use in the influence process. It will allow us to sell ourselves without bragging and win business through The Power of Storytelling.

 

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Diversity and An Inclusive Culture by Heather R Younger

By Heather Younger | Mar 21, 2022 | Comments Off

 

"Organizations that want to bear great fruit include the voices of all employees and enlist them in the change that they're looking to do." 

Learn More About Heather R Younger >

Let’s talk about diversity, equity, inclusion and belonging - and in the context of your “Why?” Understanding why you are embarking on the journey is just as important as understanding any of the steps after that.

What I want to talk to you about today is using the voice of your employees to really gauge the proper direction of your organization. What often happens in organizations is that the leaders talk amongst themselves and maybe to the level right below. But, organizations that want to bear great fruit include the voices of all employees and enlist them in the change that they're looking to do.

1. DO A CULTURAL AUDIT OR DEI SURVEY
So, have you done a cultural audit or a Diversity, Equity Inclusion and Belonging survey recently? You want to do that because you want to be able to listen in aggregate and gather the themes that are important to the employees of your organization and use that as a way to drive everything forward. Then, you can move forward to create a strategic plan.

2. CREATE A STRATEGIC PLAN
Right now, you don't know what you don't know. And so, if you're consistently committing to using the voices of your employees as a barometer for whether you are in the right place or not - also as an information hub, to make you smarter on this journey - you are going to garner a lot more success in the process.

Remember, creating a diverse and inclusive culture is a journey.

Focus on the next best step understanding that you are on the road to success. And, you want to be focused on improvement, not perfection.

 

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Top 10 Work Skills for the Workplace

By cmiadmin | Mar 08, 2022 | Comments Off

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50% of all employees will need to reskill by 2025

World Economic Forum reports that 50% of all employees will need to reskill by 2025, with 40% of workers requiring reskilling of 6 months or less. This astounding percentage has accelerated since the pandemic and signifies that leaders must develop a plan for their employees – establishing skill gaps, creating a vision roadmap and determining resources required for them to reskill or upskill.

So, what are the very top list of skills leaders need for their workforce? Critical thinking and problem-solving are at the top list of skills — emerging skills such as active learning, resilience, stress tolerance and flexibility are also expanding. More granular data tracking for specialized skills needed comes from LinkedIn with titles such as project manager, digital marketing and human computer interaction. 

THE TOP 10 SKILLS FOR THE WORKPLACE FOR BY 2025

cmi top 10 job skills

Our cmi roster of experts and thought leaders will prepare your leaders and teams for the necessary changes that are ahead.

CEO, bestselling author and DEI expert, Heather R Younger’s
programs provide a roadmap for navigating change, building resilience, confidence and methodologies to elicit feedback and unlock change and growth.

Tim Sanders, Upwork’s VP of Customer Insights, has deep experience in digital transformation, remote work management and agility-through-change. He is also an expert on innovating faster through cross-disciplinary collaboration and connection of silos and a work-life expert on employee burnout.

Prepare your employees for reskilling by inspiring them to rethink change. Mike Rayburn, the master of change and author of the What If? Experience will excite and entertain your business teams and leaders to initiate more possibilities and innovation for your organization and customers.

In today’s virtual, in-person and hybrid world communicating with influence is harder and more critical than it’s ever been. Stacey Hanke, a CEO and communications expert, prepares leaders and teams to consistently achieve communicative results and move people to action for increased profits and long-term relationships.


ABOUT cmi

  • cmi is a global meeting industry leader that brings together world-class keynote speakers with extraordinary clients from around the globe.
  • Our management frees our speakers up from the day to day aspects of their speaking business so they can focus on providing you with the very best presentation.
  • With our exceptional event coordination and attention to detail, when one of our speakers arrives at your event, you can bank on their and our full and undivided attention.

 

How To Keep OTHERS Up At Night by Mike Rayburn

By Mike Rayburn | Feb 21, 2022 | Comments Off

 

A Secretary of Defense for the US was once asked a very revealing question: 

“What keeps you up at night?”

That’s important to know, right? What are our weaknesses, what are the threats? 

His answer completely rocked me.

He said, “Nothing. I keep others up at night.” 

What a revolutionary mindset! 

In essence, the safest, most successful approach is to be the one to whom others react, rather than vice versa. 

For my business clients it made me think of the many different approaches and mindsets they each have toward change. Most tell me they are managing change, embracing change, or adapting to change, with entire trainings and programs centered around those. 

These are noble aspirations… if the best you hope to do is survive. 

If, instead you want to thrive, to grow, to profit, to lead, I am inviting you to elevate to a new mindset.

It’s time for you to stop managing change, and start to create change… to lead change. 

I want you to be the ones who define the curve, rather than follow it.

Imagine the transformation you could create if all the time, money and effort you spend teaching your teams how to react to change, you instead spend teaching them to proactively create change - to discover, create and act on new opportunities pre-emptively?

You’d be unstoppable. 

This is the essence of the “What IF Mindset.” 

Yes, sometimes the unexpected happens and we must respond by managing, embracing or adapting. Please recognize, though, these are all reactive postures and we want to move back to proactive change quickly. 

To do this I want you to leverage an interesting phenomenon: When you boldly create and lead change, your response to outside change naturally strengthens, evolves, and in many cases becomes unnecessary. 

In essence, the best defense is a good offense. 

How do we create change? By constantly asking “What if we could that? What if we didn’t do that?” By adopting the “What IF Mindset” for innovation, creativity, radical problem solving, you harness your team’s sense of purpose.

You are surrounded right now by opportunities that you’re missing. From billion-dollar innovations that change the world, to simple productivity changes which supercharge your bottom line.

Together, let’s discover and act on those opportunities by elevating your organizational mindset to one of creating and leading change.

 

Mike-Rayburn-Keynote-Speaker

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