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Podcast title Lead with Levity
Website URL https://player.whooshkaa.com/s...
Description **New episodes starting Sept 16 with new episodes aired bi-weekly.** Lead with Levity is a show for progressive business leaders on the forefront of employee experience and workplace culture. Our goal is to shine a light on the power of levity at work through interviews, case studies, and new research. If you want to create an awesome workplace where interactions are light, enjoyable, and uplifting then this is the show for you. Extending research to workplace, Dr. Heather Walker sheds light on the power of levity at work. "Join me in my journey to find workplace solutions that improve work climate, culture, and support a positive employee experience. I talk to leaders across industries to find out what they do to improve their work environment through levity, better management, and survey insights." If you're ready to survey your workforce, get a copy of the show notes and other resources, go to www.leadwithlevity.com
Updated Thu, 05 Dec 2019 16:30:06 +0000
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Episodes

1. How to be a BADA$$ (without burning out)
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Description:
Is it possible to excel at work without being mentally and physically drained at the end of the day when we return to our family and friends? Listen in as we discuss short mindfulness practices that can both improve our productivity at work and energize us throughout the day.

Today we will be joined by Women’s Mindful Empowerment Coach and Psychotherapist, Shonda Moralis. She reveals:
The mental and physical benefits of mindfulness breaksHow to fit mindfulness breaks into your busy scheduleHow to bring mindfulness into the workplace

What's covered in this episode:
Introduction to Shonda MoralisWhat is Mindfulness Empowerment?5-minute mindfulness breaks can help us become more productive and efficientMindfulness is an intentional, daily practiceShonda’s advice on building up the skill of mindfulnessHow to handle mind wandering off during meditationHow to bring mindfulness into the workplaceWhat to do when you feel like you can’t set aside 5 minutes to practice mindfulnessTools that can remind you to meditateShonda’s advice to moms who come home mentally and physically exhausted after workHow to sprinkle your day with mindfulness breaks Shonda talks about her book launch for “Breathe, Empower, Achieve: 5-Minute Mindfulness for Busy Women”Bonus: Heather on practicing mindfulness and helping others when they are stressed out

Quotes
--- On mindfulness empowerment
“It’s this marriage between mindfulness – being able to calm ourselves and have insight and awareness – and empowerment i.e. allowing us to level up in our lives.”When we slow down just a notch, the pace of our day goes from feeling frantic and urgent to more calm and sustainable. We become more productive and more efficient. We’re not as stressed out so we can sustain our energy longer.We can’t control outside factors. But we can control our reaction to them.We can take a mindful break anytime, anywhere.The definition of mindfulness -- or the one I like to use -- is being aware of what’s happening in the moment with an attitude of kindness and curiosity and acceptance.
-- On dealing with the mind wandering off during meditation
Our mind will never stop wandering off. That’s what it’s designed to do. It’s about noticing when we wander off, where we wander off to, and then bringing our attention back.

Get Connected with Shonda Moralis: http://shondamoralis.net/

Resources Mentioned in the Episode
Breathe, Mama, Breathe: 5-Minute Mindfulness for Busy Moms by Shonda MoralisBreathe, Empower, Achieve: 5-Minute Mindfulness for Busy Women by Shonda MoralisSign up for Shonda’s email list and you’ll get resources like a free 5-minute guided meditation and a Mindfulog where you can track your meditation and mindful break practice.

Find us on social media
LinkedIn: https://www.linkedin.com/company/leadwithlevityFacebook: https://www.facebook.com/leadwithlevityInstagram: https://www.instagram.com/leadwithlevity/

About this Episode
Episode: 11Title: How to be a BADA$$ (without burning out)Release Date: November 25, 2019Guest: Shonda Moralis



2. How to Build Rapport with Anyone
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Description:
Have you ever really wanted to connect to someone but couldn’t get around the awkwardness? Join us as we discuss actionable tips on how you can approach that next conversation with a stranger at a networking event, your team, your supervisor, or family and friends.

Today we will be joined by Founder of People Formula and social psychologist, Robin Dreeke!

Former Head of the FBI’s Behavioral Analysis Unit, Robin Dreeke shares his experiences recruiting foreign spies for the FBI and reveals:
How to build rapport without coming off as creepy or suspiciousWhat to do when people have their guards upHis four pillars for making the entire conversation about the other person

TIME STAMPS
[04:20] Introduction to Robin Dreeke

[05:19] How long was Robin Dreeke with the FBI?

[05:35] What Robin Dreeke does as a behavioral analyst?

[06:47] Robin Dreeke on recruiting foreign spies for the FBI
What is the process of recruiting a foreign spy? [07:24]How do you get close to a foreign spy to recruit them? [09:30]Don’t the spies see you coming and have their guards up? [10:34]Two methodologies that intelligence services use - covert approach or the beacon approach [10:51]

[11:37] How do you build rapport in a way that doesn’t come off as creepy or suspicious?
Robin’s three anchorsHave a healthy and professional relationship [12:22] Have open and honest communication and transparency [10:35]Be an available resource for the success of others without expectation of reciprocity [12:49]Four pillars to making the entire conversation about the other personSeek their thoughts and opinions [13:17]Talk in terms of their priorities [13:21]Validate who they are without judging them [13:28]Empower them with choices [13:40]

[18:16] Lessons Robin learnt when he was ranked last out of all the second lieutenants in the Marine Corps
How to be a better leader — Make it about everyone else but yourself [18:23]The new car effect [19:14]

[19:56] Robin’s advice on how to build rapport at a networking event
Look for someone who’s smiling [20:31]Seek their thought or opinion about a third-party reference [20:44]



QUOTES
--- On behavioral analysis
Behavioral analysis throughout my entire career both inside and outside the FBI really came down to communication with people and leading.

— On leadership
Leadership (at least one aspect of it) is moving towards a goal with either one or a group of people.

— On recruiting foreign spies for the FBI
My job inside the FBI was to strategize how to recruit a foreign spy. And that requires a massive amount of behavioral analysis to come up with ways that strategize trust and strategize a strong, healthy relationship.

It [recruiting foreign spies] is basically trying to recruit individuals that are part of diplomatic establishments and embassies and missions that are pretending to be diplomats but, in reality, are special services or intelligence officers collecting intel from our country.

I call it (recruiting foreign spies) the toughest sales job in the world. My job was selling a product (American patriotism) to foreign Intelligence officers. Not only do I have a product they don’t want to buy, it’s illegal for me to actually walk up and try to sell it to them.

How do you recruit a foreign spy? You don’t. Basically every human being’s needs are exceptionally predictable. They will always act in their own best interest. My job was to figure out what they thought was in their best interest and offer my resources in terms of those things.

There are two methodologies that intelligence services will use. One will try to use a covert approach where they don’t know who they’re talking to.

As soon as any attempt at subterfuge or deception is even suspected, you don’t have trust. No trust, no relationship; and things blow up.

— On building rapport
Every human being is seeking to be affiliated and valued by the organizations they belong to.

Our ancient tribal brain wants to belong to meaningful groups and organizations and feel valued by those same organizations.

You cannot have that healthy relationship without open and honest communication and transparency.

You only give people that you value and want to affiliate with choices.

You can’t save the world, but you can make a difference one person at a time.

I’m that typical type A guy — naval academy, marine corps officer, FBI guy. If you’re going to use that kind of personality in a world where you’re selling a product no one wants to buy, you’re going to fail majestically.

If you’re born doing these things (being a good leader), you have no idea what you’re doing. You’re just being you. And if you’re not born doing these things, you’re trying to mimic behaviors of others.

When you give behaviors labels and meanings, you can recognize them so much faster and you can implement them and enhance them.

If you’re meeting a stranger, you don’t want to be intrusive and say, “Hey, tell me about yourself.” You don’t want to tell them about yourself because who cares. But you can seek their thought or opinion about a third-party reference.

[You’re at this networking event, who do you know to go up to and talk to?] The first thing I’m doing is I’m looking for someone who’s smiling because, if they’re smiling, they’re looking to engage because they’re displaying open, nonverbal communication.

Get Connected with Robin Dreeke

Resources Mentioned in the Episode:
Sizing People Up by Robin DreekeIt’s Not All About “Me”: The Top Ten Techniques for Building Quick Rapport with Anyone by Robin DreekeThe Code of Trust - An American Counterintelligence Expert’s Five Rules to Lead and Succeed by Robin DreekeThe People Formula Online Training Course


About this Episode
Episode: 10
Title: How to Build Rapport with Anyone
Release Date: November 11, 2019
Guest: Robin Dreeke
Organization: People Formula

Welcome to the Lead with Levity podcast. My goal is to interview a diverse set of leaders who are interested in making a big impact on the employee experience and willing to share their perspectives on levity at work.
Visit https://www.leadwithlevity.com if you’re interested in learning more about this concept or connect with us on social media to get updates on new shows.



3. 3 Ways to Accelerate Culture Change
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Description:
Culture is such a hot topic right now. If someone told you that your culture needs a reboot where would you begin? How long does it take to change a culture?

Tune in as we discuss practical ways to shift corporate culture. Today we will be joined by Founder and CEO of QuayFive, Kirsty Bashforth!

Kirsty Bashforth is founder and CEO of QuayFive Ltd, and 20+ year veteran of British Petroleum (BP). Kirsty shares her experiences helping BP shift its culture after the Macondo well oil leak in 2010.

A change management professional, Kirsty Bashforth reveals:
key questions for any CEO who wants a shift in company culture;factors that determine how long a culture change takes; and,three practical tips on changing company culture.

TIME STAMPS
[02:54] Introduction to Kirsty Bashforth

[04:23] The sort of companies Kirsty typically works with

[05:15] How Kirsty rose through the ranks at BP and helped change the company culture

[06:16] Kirsty’s first question to any CEO who says, “I need to change our culture. We have these values on the wall, and we’re not living up to them.”

[09:31] How long does it typically take to shift company culture?
Rule of thumb Kirsty uses -- For a proper shift, it takes three cycles of any process [11:16]Factors that affect how long it takes to shift company culture [12:17]

[12:37] Three practical tips for changing a culture
Align your culture with your strategy. [12:55]Treat culture as an equal partner with strategy. [13:13]Think behavioural economics, not traditional project management. [13:49]

[16:10] You’ll never get everybody as engaged as you’d like.

[17:17] Shifting big organisations depends on the operating model and ownership structure of the company.

[18:14] Kirsty’s biggest challenge when trying to work with different organisations

[20:26] Kirsty’s positive experiences with some leadership teams

[22:51] Cultural diversity in the workplace -- Some of the richer conversations Kirsty’s had about culture were when there were more geographic cultures in the room

QUOTES
--- On workplace culture
The workplace culture is people’s habits, behaviours, perceptions, assumptions that all add up to “the way things are done around here”.A lot of it [workplace culture] comes from the individuals. It’s not as simple as telling one of us to behave differently or to have a different habit.
--- On shifting company culture
The starting point for many who haven’t thought about this topic much is, it’s either the wrong words are on the wall [they think] or it’s because they are struggling with “something about our culture doesn’t seem to help where we need to go as a company.We can start off by assuming the problem [with the company culture] is those people over there. But when I try to help leadership teams really work out, it actually often starts with us.I never start with “this is what we need to do; this is how long it will take” because each situation, each context, each CEO, each team, each crisis or planned disruption is very different.I think it’s often all about the people. I think the only way a company can shift its culture is all of its behaviour shifts from the inside.“To get the organisation to shift, individuals have to shift.” Heather.There’s a third of people who like change, a third of people who are resistant to change, and a third in the middle who are passive. You’ll never get everybody, but the group in the middle are probably the most critical.The more geographic cultures that are in the room, the more time people take to try to understand what the other person is saying.
--- On time it takes to shift company culture
The longer people have had careers in that organisation, the harder those habits are to shift.Things can go quicker if a company is in complete crisis because people are willing to look at any topic and they’re much more open to looking in the mirror.Quick wins are excellent signals to get going, but they are NOT shifted habits.
--- Practical tips for changing company culture
An effective workplace culture is one that aligns with your strategy.If you’re going to have a long-term, effective work culture, treat culture as an equal partner with strategy.Everybody’s rationale, ambition, background, how they interpret data is all different. So, just giving people one instruction and assuming they’ll do the same thing is not how real culture shift works.Shift the system, not just focus on the behaviour you want.If you shift the system to embrace, embed, and draw in the cultural expectations, eventually the idea that you want will come.


RESOURCES MENTIONED


GET CONNECTED
Connect with Kirsty Bashforth
Website | LinkedIn | Twitter: @quayfiveltd


ABOUT THIS EPISODE
Episode: 9
Title: 3 Ways to Accelerate Culture Change
Release Date: October 28
Guest: Kirsty Bashforth
Organization: QuayFive Ltd


Visit https://www.leadwithlevity.com if you’re interested in learning more about this concept or connect with us on social media to get updates on new shows.



4. THINK. DO. SAY. Selling your message in a busy busy world
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Description:

"Bringing truth and trust back to marketing"

Today we will be joined by award-winning advertising professional and author, Ron Tite!

CEO of Church+State, Ron Tite notes that content creators are competing for the consumer’s time, and so he focuses on bringing only good advertising/authentic content to consumers.


Introduction

Welcome to the Lead with Levity podcast. My goal is to interview a diverse set of leaders who are interested in making a big impact on the employee experience and willing to share their perspectives on levity at work.

Today we will be joined by award-winning advertising professional and author, Ron Tite!

CEO of Church+State, Ron Tite notes that content creators are competing for the consumer’s time, and so he focuses on bringing only good advertising/authentic content to consumers.

TIME STAMPS
[03:31] About Church+State

[05:15] Best techniques for internal marketing -- How to inspire employees to get on board

[09:05] Building trust by being authentic i.e. being honest and imperfect

[13:25] How corporate buzzwords can erode trust

[16:09] Ron talks about the dark side of marketing

[22:16] How can organizations compete for attention with a workforce that is used to having messaging that is targeted specifically for them?

[27:08] Viewing employees from a marketing perspective | What makes a great brand?
What do you firmly believe in? [27:43]What actions do you take to reinforce that belief? [29:45]The marketing message i.e. How do you then talk about it? [29:56]



QUOTES
--- On Church+State:
“The phrase “the separation of church and state” is typically applied to the relationship between advertising and content. We believe that, now, any ad can be a piece of content if it’s good enough, and any piece of content can be an ad if it’s authentic enough.”

“If you’re pumping out content for people to consume, you’re actually competing against Time Magazine. And so, as an individual, you should think the same way and apply the same process and standards to the work that you generate as Time Magazine does.”

“It doesn’t matter whether you’re a brand, a media company, or a person, we’re all just competing for time.”

---- On convincing employees to join you
“New behaviours are what lead to growth.”

“How do I motivate and inspire people to join me? That is based on what you think, what you do, and what you say. People need to know exactly what you believe in, they need to see that you follow that up with actions that reinforce that belief, and you need to talk about it in an honest and imperfect way.”

---- On being honest and imperfect
“There are two types of honesty. The first is the external honesty with your stakeholders --- You don’t lie to your customers and you don’t lie to your employees. The second one is more powerful, and that is being honest with yourself.”

“Authenticity is being comfortable with your imperfections. To get people to follow you, you need to build trust. And to get trust, you need to be authentic.”

“Our imperfections are not bugs, they’re features. And they make us who we are. And that’s what people buy and that’s what people trust.”

--- On the dark side of marketing
“At the heart of advertising and marketing is understanding that people need to buy things. They need to buy things for rational reasons, and they need to buy things for emotional reasons.”

“A perfect product is the product where someone says, “This is exactly what I need,” and it is exactly delivered at the time that they want or need it.”

“Truly effective advertising is to the right person at the right time with the exact product delivered with the right emotions that they exactly need in that moment.”

--- On personalization/customization
“Customization and personalization allow you to cut through [the noise]. There are two ways to do that. One is to have the data infrastructure that allows you to collect the relevant data. The second part is you need to empower your people and your people need to have a genuine desire to connect with another human being.”

“There are four buckets of the heavy data approach. One is you need to be able to collect the relevant data -- you have a process where people are filling out stuff OR you’re tracking things. The second is some process or tool to analyze that. The third part is you need to gather insight from that data. The last part is a process by which you can customize the stuff you’re talking about to match the insights you just gathered from the data.”

--- On employee experience from a marketing perspective
“Great brands are based on what they think, what they do, what they say.”

“Great leaders are based on what they think, what they do, what they say. You need to believe in something beyond the thing you sell.”

“What is your purpose? “To make the best product that we can make” is not purpose.”

“In 1970, Milton Friedman wrote a paper that the sole purpose of a corporation is to increase and maximise profits. Five weeks ago, The Business Roundtable decided that the corporation now has five constituents - its customers, its employees, its partners, its shareholders, and its community.”


Get Connected with Ron Tite

Other Links


Resources Mentioned in the Episode:
Think. Do. Say.: How to seize attention and build trust in a busy, busy world” by Ron Tite“Statement on the Purpose of a Corporation” The Business Roundtable“181 Top CEOs Have Realized Companies Need a Purpose Beyond Profit” Harvard Business Review

Visit https://www.leadwithlevity.com if you’re interested in learning more about this concept or connect with us on social media to get updates on new shows.


Episode: 8
Title: THINK. DO. SAY. Selling your message in a busy busy world
Guest: Ron Tite
Speaker. Author. CEO
Release Date: October 14, 2019


5. A bridge to JOY through restorative circles
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Description:
Today we will be graced by Austin’s beloved radio personality, author, motivational speaker, and business consultant extraordinaire -- Ms. Kimberly Holiday!


Lead with Levity Podcast Show Notes
Episode: 7
Release date: September 30, 2019
Title: A bridge to JOY through restorative circles
Guest: Kimberly “Lady Joy” Holiday
Radio Personality, Author, and Business Consultant (Austin, Texas)


Introduction

Welcome to the Lead with Levity podcast. My goal is to interview a diverse set of leaders who are interested in making a big impact on the employee experience and willing to share their perspectives on levity at work.

Today we will be graced by Austin’s beloved radio personality, author, motivational speaker, and business consultant extraordinaire -- Ms. Kimberly Holiday!

Kimberly Holiday, otherwise known to most as LadyJoy, is the on air personality for KAZI 88.7 FM’s The Juice and Jam Morning Show, but she wears many hats.
As the owner of The Mobile Nanny Staffing Agency, she’s able to fulfill her personal commitment to child and family advocacy.As a published author and motivational speaker, Ms. Holiday’s inspirational messages cross domestic and international boundaries.

She has a heart to serve others by modeling the potential to live with joy regardless of life’s circumstances. Her smile is her logo and #Gotjoy is her brand!

TIME STAMPS
[04:13] The story behind the #GotJoy brand

[05:44] How do you bring the concept of #GotJoy into the work you do? | Bonus: Why Kimberly's called Lady Joy

[08:19] Lady Joy talks about healing circles

[10:00] Is there a place for healing circles in the corporate setting?

[12:48] When is the best time for an organization to do healing circles?

[14:55] Kimberly talks about her experience with sexual molestation and her healing

[16:24] Addressing emotional literacy through healing circles


[16:58] Healing circles are a conduit to get you through a place of healing to a place of joy

[17:43] Kimberly explains emotional literacy

[19:27] The impact of emotional literacy on the workplace

[21:32] Is there a link between joy and levity? | Kimberly talks about changeableness

[22:55] How would you incorporate levity into what you do?

[24:09] Have you done any of the [learning] circles with adults?

[25:45] Kimberly talks about mental wellness


QUOTES
--- On Levity
"Levity involves quality interactions, and there's a certain level of realness that has to occur between people for them to get to that point." Heather Walker

"Levity to me almost feels fluid, like liquid gold that can seep into every single nook, cranny and crevice, and it can reach places that humor and strategy and business meetings cannot reach."

"When we talk about levity, we're not saying you have to have fun all the time, be all smiles all the time. Sometimes, things are not okay. It's not about pretending, it's about being real and authentic and being able to share that with other people so that you can get the support you need and work in the most healthy environment possible." Heather Walker

---- On healing, healing circles, and modeling joy
"Everything we do, everything we say, and the way we interpret things are filtered through our own emotions and experiences. And oftentimes, we miscommunicate because of the filters that the things go through."

"The healing that is done is not when you're holding the talking piece, it's when you have your heart open to listen to others."

"I believe allowing yourself to safely release hurt and pain is your access to joy."

"I'm not just talking about modeling joy IN SPITE OF life's circumstances. Modeling joy while having mental illness, modeling joy while having labels, and still being able to live the life that you want to have."

--- On emotional literacy
"Just like how we have to learn how to read, we also have to learn how to read and understand our own emotions."

"The best way to address emotional literacy is through the restorative circles."

"It's really important for us to acknowledge that emotions have been with us since birth and they're going to be with us till we die. They were given to us for a reason -- to tell us messages."

--- On being authentic
"Masks are heavy, they're exhausting. You have to put on a different one for each group you're with.”

“I'm challenging us all to take off the masks that we've been wearing because that is how we will really access our true joy."

Get Connected with Kimberly Holiday

Resources Mentioned in the Episode:
Watch out for Kimberly Holiday’s book series “Women of Wonder”.

Visit https://www.leadwithlevity.com if you’re interested in learning more about this concept or connect with us on social media to get updates on new shows.



6. Lessons from World Cup Champions
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Description:
“What differentiates a successful leader from the rest?" Guest Dr. John Gillis, Jr.


Episode: 6
Title: Lessons from World Cup Champions
Release date: September 16, 2019
Guest: John Gillis, Jr. Ed.D. (President and CEO of Leadership X in Austin, Texas)

Introduction
Welcome to the Lead with Levity podcast. My goal is to help leaders build healthy work environments through advice, tools, and connection they get from this podcast. I’m excited about today’s guest--Dr. John Gillis Jr.

He co-authored the best-seller Powerhouse: 13 Teamwork Tactics that Build Excellence and Unrivaled Success.He built a futuristic, yet surprisingly accurate personality-based business simulation for executive development program called the “Leadership Xperience.”He’s a Program Director for The Conference Board.He serves on the Board of Wonders and Worries, a mental health organization that provides support for children and teens when their parents get sick.And he’s built up credibility over the years through his consulting work at well known firms like Accenture, IBM, and First Order Consulting.

What can I say? This guy is amazing.

TIME STAMPS
[00:56] Where John Gillis gets the time and energy to achieve it all[01:55] John Gillis describes his brand in a nutshell[03:36] When do companies need John the most?[05:54] John talks about how his typical process in helping organizations[08:27] What are the top issues that keep a team from sustaining success and growth?[11:52] What differentiates a successful leader from the rest?[13:35] What one needs to do to get to a point where they can successfully lead a team?[17:09] If you could give the Best in Class Lead with Levity Award today to a company, who would you name?[19:57] What’s on the horizon for John Gillis?[22:45] If levity could fix one problem out there in the world, what would it be? “If we could have levity with our governments in the United States and across the world, we could have collaborative, forward-thinking conversations to make the world a better place.”

Contact John Gillis
You can learn more about Dr. Gillis and the resources he mentioned by following these links:
Website | LinkedIn | TwitterReceive the weekly Leadership XpressionsGet a copy of Powerhouse today! http://amzn.com/1626346380Email: Gillis@LeadershipX.com

Quotes
“To be effective at being a facilitator, a consultant, an MC, you need to have the diverse experiences.”“High-performing, successful companies continue to invest in their teamwork, their leadership, and their people.”“Every organization culture is different. You can’t pick an out-of-the-box solution.”“What differentiates a successful leader from the rest?Setting expectationsDeveloping each individual on the teamInspiring the team members.”“Each leader is going to lead differently.”“Each leader is going to lead differently based on their personality trait.”“Different situations are going to require different types of leadership.”“Regardless of what leadership role you’re in, there are specific competencies you need to develop as a leader – self-awareness, self-regulation, networking skills, knowledge etc.”“If we could have levity with our governments in the United States and across the world, we could have collaborative, forward-thinking conversations to make the world a better place.”

Visit www.leadwithlevity.com if you’re interested in learning more about this concept or email info@leadwithlevity.com if you’d like to collaborate on a future podcast episode.


7. "Checking the box" and other leadership errors
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“Creating an environment where levity is a big component of it, where people can be their more authentic selves, is going to increase the likelihood that you keep the people that you want to keep within your organization.” Guest Dr. Robert Patterson

Lead with Levity Podcast Show Notes

Introduction

Dr. Robert Patterson is a licensed psychologist and senior consultant at Collarelli, Meyer, and Associates, a midwest management consulting firm with a global reach. They’ve been in business since 1975 serving the Fortune 500, nonprofits, and even some family owned businesses. Dr. Patterson is passionate about building leadership capacity and supercharging high performing teams. He’s currently an external consultant, but he also has several years of experience working in a governmental setting supporting training and professional development for employees at the Department of Veteran Affairs. He’s a well traveled, cultured professional with an eye on factors that support business success.


TIME STAMPS
[11:35] Robert Patterson talks about his dissertation on personality-type factors and situational factors that might predict resistance to change
[13:45] What kind of consulting Robert does at CMA
[15:04] Do you ever work with smaller companies or startups?
[16:39] Do small startups tend to mess up hiring because they are in rush mode?
[21:47] Robert talks about the possible implications of the freelance workforce
[25:05] What differentiates great leaders from the rest?
[26:27] Agility in meeting your team’s and other stakeholder’s needs.
[27:36] Vulnerability – understanding you don’t have the right answers all the time.
[29:36] In terms of diversity, equity and inclusion, what are the trends and what do you wish people will do differently?
[32:09] Inclusion is not just checking X number of boxes
[38:20] From a diversity and inclusion standpoint, is there a place for levity in the workplace?
[45:01] If levity could fix one problem in the world, what would it be?

Contact Dr. Robert Patterson
Resources Mentioned in the Episode
Quotes
“If you look at organizations that function well, a big component of that is that there are people who want to be there.”“The employee comment box – having it there but not doing anything with it is almost worse than not having anything at all.”“A big part of our business is helping organizations identify the people that are going to be the right fit for both the role they’re looking for and the culture of the organization.”“What makes a great leader in organization A may or may not make for a great leader in organization B.”“In addition to the culture, you have to be comfortable adapting to the needs of the organization and the team that you serve.”“Before you can become agile, the other component is vulnerability – understanding you don’t have the right answers all the time and that’s okay.”“Agility, vulnerability, openness, authenticity… Those components make up that 10% that really differentiates leaders once you get to a certain level in the organization.” – Heather Walker“It [inclusion] is a lot more than just checking the box – I have brought in X number of this type of person.”“With some companies, inclusion is surface level and just mere membership as opposed to actually bringing that person in and embracing all of those different perspectives that they bring to the table.” – Heather Walker“When I think of inclusive environments, oftentimes people will stop at more of those physical characteristics – “We need more women,” “We need more African Americans,” “We need more Latinos.”“Inclusion means bringing in not only different types of people when it comes to their physical characteristics but also bringing in diversity of thought and perspective.”“If you’re an organization that moves very slowly, then if you bring in people who score extremely highly on assessments of flexibility, creativity, innovation, they’re not going to stay.”“Inclusion is giving people a voice, providing some sense of psychological safety that they can share their ideas without fear of being reprimanded or mocked, and then providing that support system to really do so.”“It (levity) is a way to take what would otherwise be a serious situation into a lighter situation in order to calm some nerves or release some tension.”“When you put an inclusion lens on top of it (levity), it’s making sure that the way you express your levity… doesn’t cause others to feel like they’re outsiders.”“It’s important, if you’re creating that type of environment (of levity), that the environment you create doesn’t cause others to feel like they’re outsiders.”“It’s really important that we find ways to bring people into the fold as opposed to using all of our inside jokes to keep them out.” – Heather Walker“One of the most basic requirements for fostering an inclusive environment is psychological safety – can I do or say something that may be a bit different or wrong without feeling as if I’m going to get in trouble or be made fun of?”“It is the environment or the culture that you create that causes people to want to work for you.”“Creating an environment where levity is a big component of it, where people can be their more authentic selves, is going to increase the likelihood that you keep the people that you want to keep within your organization.”

About this Episode
Guest: Robert Patterson, Ph.D. (Senior Consultant)
Organization: Collarelli, Meyer & Associate (St. Louis, Denver, and Kansas City)
Episode: 4
Title: “Checking the box” and other leadership errors
Release Date: September 16, 2019

Visit https://www.leadwithlevity.com if you’re interested in learning more about this concept or email info@leadwithlevity.com if you’d like to collaborate on a future podcast episode.


8. Can I be HUMAN with YOU?
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Description:
Jennifer McDonnell specializes in organizational development and she brings an interesting perspective to the conversation through her work in retail, higher education, pharmaceuticals, and housing.


Lead with Levity Podcast Show Notes

Episode: 5
Title: Can I be HUMAN with YOU?
Release date: September 16, 2019
Guest: Jennifer McDonnell (Senior Organizational Development Specialist of Senior Living Services, Brentwood, Missouri)

Jennifer McDonnell specializes in organizational development and she brings an interesting perspective to the conversation through her work in retail, higher education, pharmaceuticals, and housing.

Jennifer currently supports Lutheran Senior Services, a large faith-based non-profit that is spread out across 21 locations in Missouri and Illinois. Lutheran Senior Services has provided housing and assisted living services in the community for 160 years!

Time Stamps

[01:44] Who is an organizational development specialist?

[03:14] About Lutheran Senior Services

[04:00] With Lutheran Senior Services being so spread out, how do you maintain an overarching culture?

[07:40] What Lutheran Senior Services does to manage employee experience

[11:04] Out of the different ways data is collected at Lutheran, what do you think pays off the most?

[13:11] Taking care of your staff so they can take care of your clients

[16:05] What is the biggest people factor that keeps you and your team up at night?

[19:25] What attracts workers to Lutheran Senior Services?

[23:07] Is levity good or bad for business?

[24:43] Is there a place for levity at Lutheran Senior Services? If so, what would that look like, and what barriers would you have to overcome to get started?

[26:53] What’s the best part of the culture at Lutheran Senior Services?

[31:10] If levity could fix one problem out there in the world, what would it be?

QUOTES
· When I think about the development that we do with our leaders, I spend a lot of time talking about having those conversations that open up that leader-employee relationship, this piece of lightness like, “Oh, I can talk to you, and it’s not all about work production.”

· Levity is good for business. When we bring all these people into the workplace with different experiences, levity says, “Oh I can still be human with you. I can still laugh with you.” It builds trust, and when you trust someone, it’s like, “I want to work for you. And I know you want the best for me.”

· Sometimes as a leader, you have to give up a little bit of your vulnerability to allow people to feel safe to be human with you.

· [on overcoming barriers to levity in the workplace] We would have to knock down some cultural barriers within the workplace to say, “Hey, figure out three things you want to share with your employees and be transparent about as a person.”

· To take care of folks, to change diapers, to be at the beck and call of another human can be tough. Our nurses show up to work every day, and I can’t help but think It’s because they have that joy.

GET CONNECTED
Lutheran Senior Services: Website | YouTube | Facebook | Twitter

Visit www.leadwithlevity.com if you’re interested in learning more about this concept.


9. Excuse me, there's something in your teeth
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Description:
Psychological Associates specializes in selection, development and retention of top talent. They use assessments to raise self-awareness and to create a base for emotional intelligence as well as behavioral change at a level that permeates the organization. Guest: Dr. Patricia Bagsby


Lead with Levity Podcast Show Notes

Episode: 3
Title: Excuse me, there’s something in your tooth
Release date: September 16, 2019
Guest: Patricia Bagsby, Ph.D. (Vice President of Organizational Consulting, Psychological Associates in St. Louis, Missouri)

Introduction

Welcome to the Lead with Levity podcast. My goal is to interview a diverse set of leaders who are interested in making a big impact on the employee experience and willing to share their perspectives on levity at work.

Dr. Bagsby is an organizational psychologist and top executive at Psychological Associates, a Saint Louis based consulting firm that’s been in business for 60 years. Psychological Associates specializes in selection, development and retention of top talent. They use assessments to raise self-awareness and to create a base for emotional intelligence as well as behavioral change at a level that permeates the organization. Dr. Bagsby doesn’t just lead this organization, she leads with excellence. She recently made Workforce Magazine’s 2019 list of Game Changers.

Levity is about connection.


Time Stamps
[02:14] About Psychological Associates[02:39] Who is Psychological Associates’ target customer?[03:18] How do people reach out to Psychological Associates for assistance?[03:58] The leadership philosophy at Psychological Associates[04:51] Psychological Associates has seen it all – from the superstar leader to the complete trainwreck.[06:37] How do you walk someone through a hard trainwreck year?[08:15] Psych Associates’ assessments are about where you can get better[09:40] A leader who checks all the boxes and is really rocking it, what differentiates them from the rest?[10:29] The top interpersonal issues Psych Associates has noticed in leaders[14:07] Brief explanation of the Q4 Dimensional Model of Behavior[17:45] How closely related is the Q4 model to personality?[18:10] Shifting the focus from personality to behavior[20:50] Combining personality assessments with the Q4 model[22:21] Patricia Bagsby on working in a company where everything was serious all the time[24:21] Do you think levity is good for business?[25:15] Answer[26:07] If you could give the Best in Class Lead with Levity Award today to a company, who would you name?[29:10] If levity could fix 1 problem out there in the world, what would it be?“I see it as reducing the defensiveness so you can have that conversation – giving you a door into a dialogue that maybe never would have happened.”

Quotes
“Absolutely get the job done.”“Results are important, but relationships are equally important.”“If I’m making a tough decision or even an exciting, new direction, I think about it from both sides – what’s the result side of it and what’s the people side of it?”“You can see someone who’s a superstar have a trainwreck day or a trainwreck year.”“There’s no magic pill that makes you this phenomenal leader overnight. It’s committing to understanding the reality and, then, really working towards a better version of you.”“Finding the right relief to the culture of the organization or industry that you are in is very important.”


Contact Information

Psychological Associates:
To learn more about Psychological Associates and the resources mentioned check out:


Upcoming Psychological Associates event:

Levity:
Visit https://www.leadwithlevity.com if you’re interested in learning more about this concept or email info@leadwithlevity.com if you’d like to collaborate on a future podcast episode.
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10. Do I have to be a clown?
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Managers are often expected to drive the culture. Are they concerned that allowing a little levity might also mean that they have to "bring the fun"? If so, what impact might that have on their reputations? Is the responsibility on employees or management?

Join me as I reflect on these questions, sharing personal stories about the Office Olympics and Team Star Wars.


11. Why Levity?
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Description:
Some lead with hope. Others lead with fear. I lead with levity. If you want your employees to care as much about your business as you do, then you should care about levity too.

Allow me to introduce myself, my research on this topic, and why I care so much about cultivating levity at work.

TIME STAMPS
[01:15] What is an organizational psychologist?

[02:04] Why I started Lead with Levity podcast

[03:30] How this all started

[05:46] Employee engagement – What gets someone to the point of disengagement?

[07:25] Digging into the concept of fun

[09:23] What is levity?
Levity is considered an uplifting and/or pleasurable dynamic between two or more individuals that lacks tension and anxiety.

[13:47] Three components of levity
- Buoyancy: an interaction that is organic in its origin and requires minimal effort.
- Amusement: a pleasurable interaction that incorporates playful exchanges.
- Edification: is an interaction that’s psychologically uplifting in that it celebrates achievements or corrects behavior in a manner that’s easily absorbed and appreciated by the recipient.

Connect with Heather Walker

Books Mentioned in the Episode
The Levity Effect: Why It Pays to Lighten Up by Adrian Gostick, Scott Christopher