Playbook For Performance

In today's podcast, we are discussing how to nurture our attitude during the holiday season. We explore the challenges that arise when our plans don't go as expected and provide strategies for maintaining resilience and a positive mindset. We also examine the importance of clear communication and honest conversations with loved ones. Join us as we uncover triggers, restore balance, and create a nurturing holiday experience. Don't Forget: Invite your friends. - Rising tide lifts all boats. - Grow together And that's it for this week. I hope these tips are helpful to you. Have a question for me? Please email me: at podcast@shawnacorden.com My mission is to make work fun again by building better leaders. Find out more on my website: https://linktr.ee/shawnacorden Contact us at shawna@shawnacorden.com for: - Leadership Coaching - Workshops - in-person/virtual - Consulting and Mentoring in building a coaching culture- External, Internal, and Leaders with Coaching Skills. Subscribe to the channel here: / @shawnacorden — Follow me here: Instagram: https://www.instagram.com/shawnacorden/ https://www.instagram.com/playbookfor... Facebook: http://www.facebook.com/TheJerkWhisperer Website: https://www.shawnacorden.com/ LinkedIn: http://www.linkedin.com/shawnacorden Looking for my books on Amazon? Here they are! https://a.co/d/bXFQLQKhttps://a.co/d/6DshQs8 Leave a five-star review to get a signed copy of my book. Screenshot it and email it to podcast@shawnacorden.com

In this episode of the Playbook for Performance podcast, we discuss strategies for enjoying the holiday season. We explore different desired outcomes for the holidays and how to eliminate obstacles that prevent us from achieving them. The episode emphasizes the importance of patience, relaxation, and self-care during this busy time. Listeners are encouraged to set boundaries, delegate tasks, and prioritize activities that bring joy and meaning to their holiday experience. Don't Forget: Invite your friends. - Rising tide lifts all boats. - Grow together And that's it for this week. I hope these tips are helpful to you. Have a question for me? Please email me: at podcast@shawnacorden.com My mission is to make work fun again by building better leaders. Find out more on my website: https://linktr.ee/shawnacorden Contact us at shawna@shawnacorden.com for: - Leadership Coaching - Workshops - in-person/virtual - Consulting and Mentoring in building a coaching culture- External, Internal, and Leaders with Coaching Skills. Subscribe to the channel here: / @shawnacorden — Follow me here: Instagram: https://www.instagram.com/shawnacorden/ https://www.instagram.com/playbookfor... Facebook: http://www.facebook.com/TheJerkWhisperer Website: https://www.shawnacorden.com/ LinkedIn: http://www.linkedin.com/shawnacorden Looking for my books on Amazon? Here they are! https://a.co/d/bXFQLQKhttps://a.co/d/6DshQs8 Leave a five-star review to get a signed copy of my book. Screenshot it and email it to podcast@shawnacorden.com

In today's podcast, I discuss how the DISC Personality assessment can help leaders understand their own style and the styles of their team members. By adapting their leadership style, leaders can effectively manage their teams. I also highlight the importance of change management exercises when a new leader takes over, as well as the impact of team member styles on team culture. Throughout the video, I provide insights and tips for leaders to navigate these dynamics and ensure productivity and success. Don't Forget: Invite your friends. - Rising tide lifts all boats. - Grow together And that's it for this week. I hope these tips are helpful to you. Have a question for me? Please email me: at podcast@shawnacorden.com My mission is to make work fun again by building better leaders. Find out more on my website: https://linktr.ee/shawnacorden Contact us at shawna@shawnacorden.com for: - Leadership Coaching - Workshops - in-person/virtual - Consulting and Mentoring in building a coaching culture- External, Internal, and Leaders with Coaching Skills. Subscribe to the channel here: / @shawnacorden — Follow me here: Instagram: https://www.instagram.com/shawnacorden/ https://www.instagram.com/playbookfor... Facebook: http://www.facebook.com/TheJerkWhisperer Website: https://www.shawnacorden.com/ LinkedIn: http://www.linkedin.com/shawnacorden Looking for my books on Amazon? Here they are! https://a.co/d/bXFQLQKhttps://a.co/d/6DshQs8 Leave a five-star review to get a signed copy of my book. Screenshot it and email it to...

In this video, I discuss the importance of adapting your leadership style to meet the needs of your team members, peers, partners, and even your children. I emphasize that there is no good or bad personality type and that adapting your style doesn't mean compromising authenticity. I provide examples of how adapting your style can improve retention and create a more harmonious work environment. Additionally, I address common questions about authenticity, being a chameleon, and the workload of a leader. Join me as we explore the benefits of adapting your style and learn practical strategies for effective leadership. Don't Forget: Invite your friends. - Rising tide lifts all boats. - Grow together And that's it for this week. I hope these tips are helpful to you. Have a question for me? Please email me: at podcast@shawnacorden.com My mission is to make work fun again by building better leaders. Find out more on my website: https://linktr.ee/shawnacorden Contact us at shawna@shawnacorden.com for: - Leadership Coaching - Workshops - in-person/virtual - Consulting and Mentoring in building a coaching culture- External, Internal, and Leaders with Coaching Skills. Subscribe to the channel here: / @shawnacorden — Follow me here: Instagram: https://www.instagram.com/shawnacorden/ https://www.instagram.com/playbookfor... Facebook: http://www.facebook.com/TheJerkWhisperer Website: https://www.shawnacorden.com/ LinkedIn: http://www.linkedin.com/shawnacorden Looking for my books on Amazon? Here they are! https://a.co/d/bXFQLQK

Welcome back, folks. So, this is our last in the personality type series. As a reminder, if you're listening to this on your podcast platform, know that we have a YouTube channel and you can watch that. So let's get started. If you're just joining us, there are four different personality types. We're trying to help you understand the types so that you can adapt your own staff whether it be as a leader or as a peer, so that you can meet in the middle. There are four main personality types. I like to assign each of them an avatar and a sound bite or a mantra that helps you remember them. Today, we're doing a deep dive into the conscientious or the C personality type. So, as a leader, or a parent, how do you recognize if your subordinate or your child is conscientious? They can take a long time to make decisions. They tend to be reserved and will observe situations. They're very precise and tend to be more private. They don't share personal things readily and they are very systematic. So when I think of Legos, I think of the conscientious types. Don't Forget: Invite your friends. - Rising tide lifts all boats. - Grow together And that's it for this week. I hope these tips are helpful to you. Have a question for me? Please email me: at podcast@shawnacorden.com My mission is to make work fun again by building better leaders. Find out more on my website: https://linktr.ee/shawnacorden Contact us at shawna@shawnacorden.com for: - Leadership Coaching - Workshops - in-person/virtual - Consulting and Mentoring in building a coaching culture- External, Internal, and Leaders with Coaching Skills. Subscribe to the channel here: / @shawnacorden — Follow me here: Instagram: https://www.instagram.com/shawnacorden/ https://www.instagram.com/playbookfor... Facebook: http://www.facebook.com/TheJerkWhisperer Website: https://www.shawnacorden.com/ LinkedIn:

Personality types are gauged by a couple of different factors, whether people are more outgoing or more reserved. Whether they're more warm and accepting or questioning and skeptical. Based on how you answer those questions, we will plot you on a four-quadrant system and each quadrant has a style name, a soundbite, a mantra, and an avatar to help you remember. When I work with teams, the more that they can remember who's who and what they prefer, the more that they naturally adapt their style to me. Meet people in the middle so that we can compromise and get work done more efficiently, pleasantly, and with better lasting results. So, let's get into the details of the steadiness style. Their mantra is "get it right", and their avatar is Steve Jobs. The steadiness style is like peace and tranquility for everyone. They are the only ultimate team players. They are humble, patient, tactful, and are wonderful teammates. But they tend to be a little bit overly deferential. Oftentimes, what happens is they defer, and then they get resentful because they're like, how come nobody asked me what I think? Don't Forget: Invite your friends. - Rising tide lifts all boats. - Grow together And that's it for this week. I hope these tips are helpful to you. Have a question for me? Please email me: at podcast@shawnacorden.com My mission is to make work fun again by building better leaders. Find out more on my website: https://linktr.ee/shawnacorden Contact us at shawna@shawnacorden.com for: - Leadership Coaching - Workshops - in-person/virtual - Consulting and Mentoring in building a coaching culture- External, Internal, and Leaders with Coaching Skills. Subscribe to the channel here: / @shawnacorden — Follow me here: Instagram: https://www.instagram.com/shawnacorden/ https://www.instagram.com/playbookfor... Facebook: http://www.facebook.com/TheJerkWhisperer Website: https://www.shawnacorden.com/ LinkedIn:

Hey, welcome back everybody. I hope your week is going well, and I've found you in a very good place. This month’s theme is about coaching your staff according to their style, and today, we're going to do a deep dive into the “I” type or the Influence personality type. So, just a quick recap, if you haven't been with us the last couple of weeks, there are four major personality types, and I like to identify them all with a sound bite and an avatar because I think it makes it easier to remember. The avatar of this personality type Richard Branson, life is a party. How do we know the “I” style? Well, all of us disc facilitators make this joke that the “I” is lowercase “i” in the acronym DiSC because we need to tone these people down a little bit. They are very enthusiastic, outgoing, optimistic, high-spirited, and lively. So sometimes if you're a reserved person and you're around one of these colleagues, or if this is one of your children, you're kind of like not my thing. You might feel like they're unprofessional, or they can't possibly be getting work done because they are having fun, but they really are. Every team needs an “i” in their organization. They need someone who is enthusiastic about supporting one another. They are very socially oriented and that's the glue that keeps people together. Don't Forget: Invite your friends. - Rising tide lifts all boats. - Grow together And that's it for this week. I hope these tips are helpful to you. Have a question for me? Please email me: at podcast@shawnacorden.com My mission is to make work fun again by building better leaders. Find out more on my website: https://linktr.ee/shawnacorden Contact us at shawna@shawnacorden.com for: - Leadership Coaching - Workshops - in-person/virtual - Consulting and Mentoring in building a coaching culture- External, Internal, and Leaders with Coaching Skills. Subscribe to the channel here: / @shawnacorden — Follow me here: Instagram: https://www.instagram.com/shawnacorden/ https://www.instagram.com/playbookfor... Facebook:

Last week, I discussed the importance of understanding different personality styles and how they can improve communication and collaboration in the workplace. I also introduced the DISC personality assessment, which divides individuals into four quadrants based on their dominant traits. For today's podcast, we will talk about coaching the dominant team member. There's a reason that the "D" personality type is called the dominant style.They're firm, strong willed, and direct. They are not easily talked out of an idea once they have set their mind into something. They are results oriented. So if you're managing a D style, whether it be your child or staff member, we need to adapt our style in a very agile way to what they need and what's appropriate in that situation. It could be difficult to manage a D style because it's a demanding personality type. Don't Forget: Invite your friends. - Rising tide lifts all boats. - Grow together And that's it for this week. I hope these tips are helpful to you. Have a question for me? Please email me: at podcast@shawnacorden.com My mission is to make work fun again by building better leaders. Please find out more on my website: shawnacorden.com Contact us at shawna@shawnacorden.com for: - Leadership Coaching - Workshops - in-person/virtual - Consulting and Mentoring in building a coaching culture- External, Internal, and Leaders with Coaching Skills. MEET ME IN THE MIDDLE AMAZON LINK: https://www.amazon.com/Meet-Middle-Overcoming-Preventing-Polarization-ebook/dp/B0BSVPJ6CM?ref_=ast_author_dp Subscribe to my official Youtube Channel and watch the full episode of this podcast by clicking the link below. https://www.youtube.com/@shawnacorden

This month’s theme is about coaching your staff according to their style. In today's podcast, I am discussing the importance of understanding different personality styles and how they can improve communication and collaboration in the workplace. I introduce the DISC personality assessment, which divides individuals into four quadrants based on their dominant traits. We can create a more inclusive and productive work environment by recognizing and adapting to different styles. I also highlight the significance of emotional intelligence and how it impacts leadership. No specific action is requested from the viewers, but the information shared can help them enhance their communication skills. Don't Forget: Invite your friends. - Rising tide lifts all boats. - Grow together And that's it for this week. I hope these tips are helpful to you. Have a question for me? Please email me: at podcast@shawnacorden.com My mission is to make work fun again by building better leaders. Please find out more on my website: shawnacorden.com Contact us at shawna@shawnacorden.com for: - Leadership Coaching - Workshops - in-person/virtual - Consulting and Mentoring in building a coaching culture- External, Internal, and Leaders with Coaching Skills. MEET ME IN THE MIDDLE AMAZON LINK: https://www.amazon.com/Meet-Middle-Overcoming-Preventing-Polarization-ebook/dp/B0BSVPJ6CM?ref_=ast_author_dp Subscribe to my official Youtube Channel and watch the full episode of this podcast by clicking the link below. https://www.youtube.com/@shawnacorden

Today, we will talk about the second essential skill for an effective leader, and that is adapting your style as a leader. This means making sure that you are addressing each and every person that you interact with in a way that they can hear the message you're trying to deliver and delivering it in a way that matches their personality essentially. What their preferences and tendencies are when it comes to receiving information, getting feedback, etc.. It is essential that we do that; otherwise, the message isn't heard. Don't Forget: Invite your friends. - Rising tide lifts all boats. - Grow together And that's it for this week. I hope these tips are helpful to you. Have a question for me? Please email me: at podcast@shawnacorden.com My mission is to make work fun again by building better leaders. Please find out more on my website: shawnacorden.com Contact us at shawna@shawnacorden.com for: - Leadership Coaching - Workshops - in-person/virtual - Consulting and Mentoring in building a coaching culture- External, Internal, and Leaders with Coaching Skills. MEET ME IN THE MIDDLE AMAZON LINK: https://www.amazon.com/Meet-Middle-Overcoming-Preventing-Polarization-ebook/dp/B0BSVPJ6CM?ref_=ast_author_dp Subscribe to my official Youtube Channel and watch the full episode of this podcast by clicking the link below. https://www.youtube.com/@shawnacorden

We are continuing the discussion about the essential skills for an effective leader. And today, we are talking about the first essential skill which is what leaders need to do when it comes to setting the vision. It is so important to know about vision because it's basically the leader's job to establish a clear expectation of where the team will go. It’s important for people to know and understand that employees want a clear plan. Clarity is essential for us to take one step after another to move forward. So as leaders, we need to say, here's the plan. And here's how I think we could get there. Don't Forget: Invite your friends. - Rising tide lifts all boats. - Grow together And that's it for this week. I hope these tips are helpful to you. Have a question for me? Please email me: at podcast@shawnacorden.com My mission is to make work fun again by building better leaders. Please find out more on my website: shawnacorden.com Contact us at shawna@shawnacorden.com for: - Leadership Coaching - Workshops - in-person/virtual - Consulting and Mentoring in building a coaching culture- External, Internal, and Leaders with Coaching Skills. MEET ME IN THE MIDDLE AMAZON LINK: https://www.amazon.com/Meet-Middle-Overcoming-Preventing-Polarization-ebook/dp/B0BSVPJ6CM?ref_=ast_author_dp Subscribe to my official Youtube Channel and watch the full episode of this podcast by clicking the link below. https://www.youtube.com/@shawnacorden

Hey everybody, welcome to another edition of the Playbook for Performance podcast. It's been a while since the last episode and we are working hard on some new changes to the website, our offers, and things like that. So today, I want to cover the essential skills of an effective leader. I've been doing some traveling lately and I've been running into people, hearing about the problems that they're experiencing with their teams, staff, etc. And so, what is it that makes an effective leader? I think there are three things that are essential for leaders to perform well. And I talk about this quite a bit. When it comes to what's going on for leaders today and the amount of change that we face regularly. - The first is setting the vision and being sure to articulate what the end state looks like. - There should also be clear expectations and agreements. - Lastly, ensure that once you know your employee has a value match, they're on board - Then look at capability and capacity. Don't Forget: Invite your friends. - Rising tide lifts all boats. - Grow together And that's it for this week. I hope these tips are helpful to you. Have a question for me? Please email me: at podcast@shawnacorden.com My mission is to make work fun again by building better leaders. Please find out more on my website: shawnacorden.com Contact us at shawna@shawnacorden.com for: - Leadership Coaching - Workshops - in-person/virtual - Consulting and Mentoring in building a coaching culture- External, Internal, and Leaders with Coaching Skills. MEET ME IN THE MIDDLE AMAZON LINK: https://www.amazon.com/Meet-Middle-Overcoming-Preventing-Polarization-ebook/dp/B0BSVPJ6CM?ref_=ast_author_dp Subscribe to my official Youtube Channel and watch the full episode of this podcast by clicking the link below. https://www.youtube.com/@shawnacorden

So today, in the podcast, we continue with our theme about making the leader's life easier. And today’s topic is masterminding. So, we got a little follow-up from last week when we were talking about group coaching. Masterminding is probably my favorite form of group coaching so much so that I used to have a business that exclusively focused on masterminds, and shout out to Christina. I hope you're doing well. So, for me, masterminding is the perfect entry point to one on one coaching. It's also the perfect place to go when you've graduated from one on one coaching. Now that seems like a dichotomy. So let me break it down So, what's the difference between teams and groups? Let's go ahead and get into it. Don't Forget: Invite your friends. - Rising tide lifts all boats. - Grow together And that's it for this week. I hope these tips are helpful to you. I'll be speaking at: ICF Converge- Orlando, August Have a question for me? Please email me: at podcast@shawnacorden.com My mission is to make work fun again by building better leaders. Please find out more on my website: shawnacorden.com Contact us at shawna@shawnacorden.com for: - Leadership Coaching - Workshops - in-person/virtual - Consulting and Mentoring in building a coaching culture- External, Internal, and Leaders with Coaching Skills. MEET ME IN THE MIDDLE AMAZON LINK: https://www.amazon.com/Meet-Middle-Overcoming-Preventing-Polarization-ebook/dp/B0BSVPJ6CM?ref_=ast_author_dp Subscribe to my official Youtube Channel and watch the full episode of this podcast by clicking the link below. https://www.youtube.com/@shawnacorden

In today’s podcast, we will talk about team and group coaching because we have emphasized so much executive coaching, where it's that one-on-one experience with a coach who works with you, gives you that time to think out loud, etc. Or we've been talking about the leader as a coach where they are exhibiting and practicing coaching skills with their subordinates. But it doesn't always have to be the leader. It can be someone acting in that capacity, practicing those coaching skills with teams and groups. So, what's the difference between teams and groups? Let's go ahead and get into it. Don't Forget: Invite your friends. - Rising tide lifts all boats. - Grow together And that's it for this week. I hope these tips are helpful to you. I'll be speaking at: ICF Converge- Orlando, August Have a question for me? Please email me: at podcast@shawnacorden.com My mission is to make work fun again by building better leaders. Please find out more on my website: shawnacorden.com Contact us at shawna@shawnacorden.com for: - Leadership Coaching - Workshops - in-person/virtual - Consulting and Mentoring in building a coaching culture- External, Internal, and Leaders with Coaching Skills. MEET ME IN THE MIDDLE AMAZON LINK: https://www.amazon.com/Meet-Middle-Overcoming-Preventing-Polarization-ebook/dp/B0BSVPJ6CM?ref_=ast_author_dp Subscribe to my official Youtube Channel and watch the full episode of this podcast by clicking the link below. https://www.youtube.com/@shawnacorden

To continue with this month's theme about making the leaders' life easier, we're going to talk about the applications of coaching. We've talked a little bit about the coaching conversation, and how it differs from performance management, but there are many ways you can use coaching that will really help you out. And again, make your life so much easier because instead of doing all the work or being the single brain for the entire staff, you will use that ask versus tell skill set to facilitate that. So let's get into it. Don't Forget: Invite your friends. - Rising tide lifts all boats. - Grow together And that's it for this week. I hope these tips are helpful to you. I'll be speaking at: ICF Converge- Orlando, August Have a question for me? Please email me: at podcast@shawnacorden.com My mission is to make work fun again by building better leaders. Please find out more on my website: shawnacorden.com Contact us at shawna@shawnacorden.com for: - Leadership Coaching - Workshops - in-person/virtual - Consulting and Mentoring in building a coaching culture- External, Internal, and Leaders with Coaching Skills. MEET ME IN THE MIDDLE AMAZON LINK: https://www.amazon.com/Meet-Middle-Overcoming-Preventing-Polarization-ebook/dp/B0BSVPJ6CM?ref_=ast_author_dp Subscribe to my official Youtube Channel and watch the full episode of this podcast by clicking the link below. https://www.youtube.com/@shawnacorden

In today’s podcast, we will be discussing the difference between using a coach approach as a leader or as a parent versus performance management. I know it's kind of tricky. We got a couple of emails about it so I want to get into it. Let's start from the very beginning. When talking about a coach approach, we're talking about using this methodology where you, as a leader, instead of having to do all the work yourself, be the brain that powers ten sets of hands. You set the vision, you make it very clear to people, and then what you do is you ask. So instead of telling them how to do it, you're going to ask them how they think it can best be accomplished. You empower them and give them some ideas. You partner with them in order for them to continue to own it, to innovate, and to continue to follow through until it's complete. So, for those of you who are parents, this is the same thing that we need to do with our children. Don't Forget: Invite your friends. - Rising tide lifts all boats. - Grow together And that's it for this week. I hope these tips are helpful to you. I'll be speaking at: ICF Converge- Orlando, August Have a question for me? Please email me: at podcast@shawnacorden.com My mission is to make work fun again by building better leaders. Please find out more on my website: shawnacorden.com Contact us at shawna@shawnacorden.com for: - Leadership Coaching - Workshops - in-person/virtual - Consulting and Mentoring in building a coaching culture- External, Internal, and Leaders with Coaching Skills. MEET ME IN THE MIDDLE AMAZON LINK: https://www.amazon.com/Meet-Middle-Overcoming-Preventing-Polarization-ebook/dp/B0BSVPJ6CM?ref_=ast_author_dp Subscribe to my official Youtube Channel and watch the full episode of this podcast by clicking the link below. https://www.youtube.com/@shawnacorden

One of the follow-up questions that I got from the last podcast was, can you go into more detail about how I do that coaching conversation as a leader? And so what I want to do today is to give you an e- outline of what that conversation looks like and a couple of things not to do. But do recognize like the full training on this is, you know, two days. And then if you want to be a professional coach, you know, credentialed by the ICF, etc. We're talking hundreds of hours of training, but, for the purposes of today's podcast, what we're trying to help you with is this idea of I'm a leader, I am letting go of my death grip on my employees, I'm tired of being a micromanager, I'm tired of command and control, I'm tired of doing all the work. I want my employees to step up and I'm willing to give it the benefit of the doubt that they will step up and that I'm going to resist my urge to tell them what to do and advise them all the time. And I'm just going to embrace curiosity. Don't Forget: Invite your friends. - Rising tide lifts all boats. - Grow together And that's it for this week. I hope these tips are helpful to you. I'll be speaking at: ICF Converge- Orlando, August Have a question for me? Please email me: at podcast@shawnacorden.com My mission is to make work fun again by building better leaders. Please find out more on my website: shawnacorden.com Contact us at shawna@shawnacorden.com for: - Leadership Coaching - Workshops - in-person/virtual - Consulting and Mentoring in building a coaching culture- External, Internal, and Leaders with Coaching Skills. MEET ME IN THE MIDDLE AMAZON LINK: https://www.amazon.com/Meet-Middle-Overcoming-Preventing-Polarization-ebook/dp/B0BSVPJ6CM?ref_=ast_author_dp Subscribe to my official Youtube Channel and watch the full episode of this podcast by clicking the link below. https://www.youtube.com/@shawnacorden

Today, we will talk about a common frustration among my clients which is this idea of why I am working so hard. It's this idea that as a leader, you feel like you need to do everything in your power to control the results of what your organization is producing. However, there are more efficient ways to go about it. So I like to call that process command and control. It's this idea that I'm responsible for getting this to the organization, whatever it might be. It might be cutting costs, producing revenue, improving employee engagement, and improving customer satisfaction. It could be any of those categories. And in that process, you decide, okay, I own a quarter of this deliverable. Some of my peers own some of it too, and so I know what we need to do; here's my vision for what it's going to look like, how we're going to do it, and then you dictate to your people how we're going to accomplish this goal. Well, what do you think that does to your staff It doesn't motivate them because nobody likes to be told what to do. All kinds of research show that our brains shut down; the creative part of us shuts down when we are forced to do something we're told to do. And we are not naturally motivated to embellish, amplify, or add to it; we're in compliance mode, and compliance mode, unless we're internally motivated, is temporary. I'll be speaking at: ICF Converge- Orlando, August Have a question for me? Please email me: at podcast@shawnacorden.com My mission is to make work fun again by building better leaders. Please find out more on my website: shawnacorden.com Contact us at shawna@shawnacorden.com for: - Leadership Coaching - Workshops - in-person/virtual - Consulting and Mentoring in building a coaching culture- External, Internal, and Leaders with Coaching Skills. MEET ME IN THE MIDDLE AMAZON LINK: https://www.amazon.com/Meet-Middle-Overcoming-Preventing-Polarization-ebook/dp/B0BSVPJ6CM?ref_=ast_author_dp Subscribe to my official Youtube Channel and watch the full episode of this podcast by clicking the link below. https://www.youtube.com/@shawnacorden

This is our last in the series on business planning, and I hope you found it super helpful. As a recap, we started with the values for your company, team, and yourself. It's about how you're going to make decisions. Who is it that you're really serving, and then what is the vision? What do you want it to look like? Who are you serving? How are you serving them? All of those things are put together and then translating that vision into what we call a work breakdown structure. That’s putting work into individuals. You're going to break those into individual tasks that you can write on a post-it note and then sequence those tasks along the continuum of a year and then focus on 90 days at a time. Today, we're going to talk about focusing on tracking those 90-day increments. If you don't track it, it will just go in a drawer, and people will ignore it. Then a year from now or whatever it is, you're going to go, well, how come we didn't get what we wanted done? How come we're still in the same place we were? Well, it's because you didn't track it. So let's get into that. Don't Forget: Invite your friends. - Rising tide lifts all boats. - Grow together And that's it for this week. I hope these tips are helpful to you. I'll be speaking at: SHRM - Las Vegas. June ICF Converge- Orlando, August Have a question for me? Please email me: at podcast@shawnacorden.com My mission is to make work fun again by building better leaders. Please find out more on my website: shawnacorden.com Contact us at shawna@shawnacorden.com for: - Leadership Coaching - Workshops - in-person/virtual - Consulting and Mentoring in building a coaching culture- External, Internal, and Leaders with Coaching Skills. MEET ME IN THE MIDDLE AMAZON LINK: https://www.amazon.com/Meet-Middle-Overcoming-Preventing-Polarization-ebook/dp/B0BSVPJ6CM?ref_=ast_author_dp Subscribe to my official Youtube Channel and watch the full episode of this podcast by clicking the link below. https://www.youtube.com/@shawnacorden Podcast Episode "CELEBRATE" link https://podcasts.apple.com/ph/podcast/celebrate/id1582661308?i=1000607318525

Hi folks, welcome back. Thanks for your patience with us. I know you were eagerly awaiting step five in the business planning process, but I took a little holiday over to the ranch, had some golf and some sun, and it was great. So I'm eager to get back to you and ensure you can progress on your journey with business planning. So what we're going to do is we're going to do a quick review of the business planning process. Today, we're going to talk about taking that work breakdown structure and recap what that means down to 90-day increments. So let's get started. So why 90 days? Why not 120 days? Etc. Well, people, in general, will not be able to do that. They're not overwhelmed by 90 days. If you think about a school calendar, it's often arranged in terms that are 12 weeks long. If you think about the seasons of the year, generally 12 or 13 weeks, people can organize their thoughts around it pretty easily. It's a very reasonable time to make progress. It's a lot easier to distinguish aspirations from behaviors. So what do I mean when I say that? Well, an aspiration is really where you want to go with the process. It's your vision. It's different. You can take several behaviors that will add up to that over time. And sometimes, people will confuse that goal or that aspiration or that vision with the actual behaviors that are required to fulfill that vision. Don't Forget: Invite your friends - Rising tide lifts all boats. - Grow together And that's it for this week. I hope these tips are helpful to you. I'll be speaking at: SHRM - Las Vegas. June ICF Converge- Orlando, August Have a question for me? Please email me: at podcast@shawnacorden.com My mission is to make work fun again by building better leaders. Please find out more on my website: shawnacorden.com Contact us at shawna@shawnacorden.com for: - Leadership Coaching - Workshops - in-person/virtual - Consulting and Mentoring in building a coaching culture- External, Internal, and Leaders with Coaching Skills. MEET ME IN THE MIDDLE AMAZON LINK: https://www.amazon.com/Meet-Middle-Overcoming-Preventing-Polarization-ebook/dp/B0BSVPJ6CM?ref_=ast_author_dp Subscribe to my Youtube Channel to watch the full episode of this podcast https://www.youtube.com/@shawnacorden