The Leader's Toolkit

Like building a house, as a team leader, you have to build a firm foundation for your team. The starting point is communication, which will help to create psychological safety and a space for strong relationships. Alignment will be attainable as each member will know and understand their strengths and roles within the team, leading to execution on goals. When every team member feels like a valuable member of the team and brings their best, the highest levels of capacity and performance can be reached. Dan Frey of GiANT Southeast outlines and discusses this Maximizing Team Performance tool to give you an understanding of how to create this type of synergy. Dan mentioned his "Creative" Voice. The importance of learning your Voice and the Voices of those on your team is vital to establish the communication, trust and relationships necessary to build a healhy, high performing team. Your Team or entire organization can take the Team Performance Assessment to get a baseline of how your team is functioning in each of these five components: communication, relationships, alignment, execution and capacity. Sign up for a GiANT OS Pro account HERE to get access to this assessment and others.If you'd like to work with Dan, feel free to reach out to him on LinkedIn.Perhaps you are a coach or a consultant (or you would like to become one). You can become certified in the GiANT tools so you can add the tool Dan discussed in this episode and the many others we have walked through, to your coaching tool belt. We are accepting applications for our Certification program now. Sign up HERE.If you would like to order any of the books mentioned in the podcast, feel free to go to Amazon to order single or small orders. If you would like order in bulk for a discount, fill out this form and we will connect you directly to our publisher.We'd love to hear from you: your questions, your comments and your stories about leading.Reach out to [email protected]

On this episode, we are in a part 2 discussion with Skot Waldron about Influence and the concept of how to establish trust. Check out  these tools as Tracy and Skot unpack these concepts. This idea of being aware to observe your surroundings and watching and listening to the person on the other side of you is important when establishing trust. When you do, you can pick up on clues as to what a person needs from you. This will allow you to see what is most important to them. Is it Character, Chemistry, Competency or Credibility?This is not manipulation. This is understanding others so you can bend and adjust to meet them where they are so that you can have a healthy relationship with them. Skot says, Influence is "I'm for you. Manipulation is "I'm for myself". Don't be a manipulator.Three questions to ask to ask yourself in terms of walls of self-preservation:1.  What am I afraid of losing2. What am I trying to hide?3. What am I trying to prove?What walls do you need to be sure to come down yourself in order to establish trust with those around you.Would you like to learn more about becoming a GiANT Coach, which we call "Guides"? Here is more information. If you're ready to start getting access to world-class leadership development content for yourself or your team, then check out the Pro Subscription and start learning from the GiANT assessments and courses for the low price of $10 per month or $100 per year per user.If you'd like to discuss your organization's specific needs so we can match you with one of our certified coaches, reach out here:  [email protected]'d love to hear from you: your questions, your comments and your stories about leading.Reach out to [email protected] 

Role Leadership v. Influence is something leaders may not be aware of and thinking about. The days of employees and teams having respect for or feeling compelled toward their leader just because of their role in title, is no longer the norm. Our Gen Z and Millennials, along with the newest Alpha Generation are wanting leaders who they believe are worthy of being followed because of their engagement with employees, their empathy, their ideas and strategies. Skot Waldron outlines a tool to create self-awareness in leaders so they can determine what areas of trust they are strong in, and what areas need to be developed to make sure they are being a person of influence toward all Voices. The Influence Model  gives four  "C" words as a filter to see what areas a leader must become consciously unconsciously competent in so they can develop the trust needed to help move every team member forward and create an environment that thrives. The areas are: Character, Chemistry, Competency and Credibility.  If you know your leadership Voice (The 5 Voices) that you learned back in the earlier episodes, you will be able to quickly identify which areas are more natural to you and which areas you may need to work on.  As you take inventory of these four C's, be open to taking ownership of the ones that may not be your strengths and then commit to developing these in yourself, even if they don't come natural, for good of everyone within your team.Skot Waldron is passionate about giving people permission to be who they were designed to be. He works with leaders and teams around the world and help them develop their leadership brand. You can find Skot on his website or LinkedIn. Would you like to learn more about becoming a GiANT Coach, which we call "Guides"? Here is more information.  And feel free to reach out to Tracy at [email protected], check out our new 5 Voices app in the Apple Store: Download HereWe'd love to hear from you: your questions, your comments and your stories about leading.Reach out to [email protected] 

If you are wondering if it's possible to take the tools and resources you've heard about here on the podcast and implement organizational-wide, this episode is for you. Christina Chicoraske is the Director of Statewide Training for the State of Oklahoma in the US. She and her team have implemented GiANT tools, specifically the 5 Voices, into their culture with 32,500 employees. She speaks about their roll-out process, how they got buy-in from the organization leadership team, what winning looks like and how it's going now.She uses in-person, webinar style and other virtual experiences in order to meet the needs of each employee. She understands that 70% of her people are very present-oriented, so she is sure to outline the vision of how this training would benefit them. That's how she was able to create energy and excitement so everyone could catch the reason and measurable outcomes behind the training. Now, every new employee gets this training during onboarding. This is how Christina makes sure to keep the momentum going. If you would like to reach out to Christina, feel free to contact her via LinkedIn HERE.If you're ready to start getting access to world-class leadership development content for yourself or your team, then check out the Pro Subscription and start learning from the GiANT assessments and courses for the low price of $10 per month or $100 per year per user.If you'd like to discuss your organization's specific needs so we can match you with one of our certified coaches, reach out here:  [email protected]'d love to hear from you: your questions, your comments and your stories about leading.Reach out to [email protected] 

What do I value most? Am I more concerned with me being heard or with my own rights or am I concerned with preserving the integrity of the organization and the relationships and trust within? If we take the intention of fighting for one another, then we won't use gossip and we won't stir up drama to protect ourselves. Instead we will go to the source of friction and we will work it out  even though it is uncomfortable to address issues directly with the person. If you'd like to connect with Todd of Overland Consulting, reach out to him here on LinkedIn. Check out the visual  Go to the source tool   . If you use this tool with your team yourself, you will start to create the cultural norm of no gossip and go to the source. Once the team adheres to it, anyone new will quickly see that this is the standard. _______________________________________________________________________________________________________________The most powerful way to start to transform your team is to have a GiANT OS  Pro Subscription and start getting access to assessments and course for the low price of $10 per month or $100 per year per user.Would you like to learn more about becoming a GiANT Coach, which we call a "Guide"? Here is more information.  And feel free to reach out to Tracy at [email protected] certify people within their organizations in the GiANT content so they can share it with the rest of their people. We call these people "Catalysts". If you're interested in becoming a GiANT Catalyst, check out this website: https://podcast.giantos.com/store/catalystWe'd love to hear from you: your questions, your comments and your stories around leading.Reach out to [email protected] 

Kayla Kersey is a champion of Team Leadership and is an expert in team dynamics. She shares her wisdom about how to motivate and develop an under-performer. She shares three helpful tools:Role Clarity ToolPerformance Diagnostic ToolDeveloping Others ToolWhen faced with an employee who is unmotivated or not performing at the level you expect here are Kayla's thoughts:People want to know what winning looks like for them. You as the leader have to make sure their role is clear? So first, have you trained them on this role? Second, do they have the competency to do the job? This will usually eliminate any apathy on the part of the employee because they understand how they are contributing to the team. Check out the GiANT Role Clarity Tool. She gives a simple tool called the Performance Diagnostic Tool to help leaders determine if everything has been covered to know if that person should be developed or let go. Letting someone go is sometimes the most liberating thing you can do for someone.If you determine that investing in and developing the employee is the best option going forward, Kayla shares the Developing Others tool. This will allow you to be intentional in making sure that person is up to speed on what it takes to succeed in their role. If you'd like to reach out to Kayla to have her work with your team, contact her on LinkedInIf you're ready to know more about your wiring, take the 5 Voices assessment. And then share it with your team so you can understand them more too: Take the Assessment HEREIf you have any questions about leadership that we can cover on future episode or just for Tracy in general, reach out at [email protected].

In this episode, Edy Herrera outlines what it means to be a GiANT Certified Coach. We call them Guides in our world. So if you've been listening to the podcast and you're interested in either becoming a coach or bringing a GiANT Guide into your organization, this episode is for you.Edy is using his unique Voice and his passion for 1:1 and group coaching to create a business that suits his skillset and his love for people. He used his post-covid experience to propel him into finding his niche and coaching was it! He found his "Singleness of Purpose". His passion is building people up and mentoring.Whether it's bringing one of our certified coaches into your entire organization or just a team or two, or even for 1:1 coaching to help you become a healthy leader, we want to answer your questions. To reach out to Edy Herrera , feel free to message him on LinkedIn or you can check out his website.  Or to learn more about GiANT in general, check us out at https://www.giantworldwide.com.Become an "Alfred". 

What inspires and motivates people? As leaders sometimes we think we know - things like pay and benefits. And yes, people want those things, but in actuality it takes really understanding and studying the people you lead to see what motivates each one specifically.  Lindel Fields uses a story about his daughter, a vacation, and the Axoloti fish she wanted to see at an aquarium to remind us that it may be even more simple than we think when it comes to  inspire and motivating people.He boils down leadership to becoming a leader who touches the heart. Lindel gives three key things an employee needs from their leader and how you touch the heart:1.  Leaders have to provide proximity to those they lead - being available.2. People want to know how they contribute to the organization - they want valuable work.3. Appreciation - they need to hear that you are proud of them.To reach out to Lindel Fields about working with your team or entire organization, send him a message on LinkedIn.Would you like to learn more about becoming a GiANT Coach, which we call "Guides"? Here is more information.  Once you watch the informational video, if you have additional questions, feel free to reach out to Tracy at [email protected] certify people within their organizations in the GiANT content so they can share it with the rest of their people. We call these people "Catalysts". If you're interested in becoming a GiANT Catalyst, check out this website: https://podcast.giantos.com/store/catalystWe'd love to hear from you: your questions, your comments and your stories about leading.Reach out to [email protected]

Keith Glover of AHSG is back for another episode and he has the details of how their organization has implemented the GiANT tools and integrated the content into their organization. After three years of using GiANT, they now have trained everyone with a leadership role within their organization using Altitude Training or Toolkit sessions. They've done this with a mix of live-training and virtual training. Keith mentions that because AHSG knows their people learn in different ways, they have introduced the GiANT leadership training through as many avenues as they can to make sure they meet the needs of the various styles of learning. They've purchased GiANT books like 100X Leader Book,The Peace Index and The Communication Code for their employees. They also facilitate workshops, Core Groups, and one-on-one coaching. They access the GiANT operating system for assessment and on-going learning through the courses, and have even brought in GiANT Founder, Jeremie Kubicek to kick of initiatives each year with keynote presentations. They don't just give the information to their people in hopes that they will adopt it into their culture. They actually live out the tools from the top and integrate it into their every day language, making it a lifestyle there at AHSG.If you'd like to introduce your people to the concepts of GiANT through our various books, you can get copies at Amazon. (If you're looking to buy in bulk of 25+ copies, reach out to Tracy at the email below and she is happy to help you get a bulk discount).If your organization is looking for a powerful, transformational keynote speaker, then please reach out to [email protected]. She can check Steve Cockram or Jeremie Kubicek's calendar to find a date where one of them can come deliver a powerful message to your people.  Check out Jeremie's website here. Check out Steve's website here.We certify people within their organizations in the GiANT content so they can share it with the rest of their people. We call these people "Catalysts". If you're interested in becoming a GiANT Catalyst, check out this website: https://podcast.giantos.com/store/catalyst 

Does GiANT work? This is something we hear from potential clients often. It's one thing to learn leadership tools in theory; it's another to put them into practice within a team or organization in an every day work environment. Thousands of companies around the world are doing it every day, so we wanted you to hear from one. Our guest is Keith Glover and he is a true people developer who seeks to serve  his people day in and day out and make the culture at AHSG an environment of learning, where everyone is encouraged and equipped to grow. Headquartered in Edmond, Oklahoma and with five offices around the country, AHSG is a nationwide, diversified healthcare staffing platform that serves over 2,500 endpoints across health systems, hospitals, and outpatient clinics in all 50 states.You can can hear Keith's love and passion for developing his own leadership skills and the leadership of people in his care. Listen as he shares why it's important and the plan forward to help every employee become the healthiest leader that can be. And it has started at the top and is lived out even in the difficult time of the company's journey.If you would like to ask Keith questions about how he and AHS have integrated the GiANT tools into their culture, feel free to reach out to him on LinkedIn.You'll hear the practical ways AHS is using GiANT in the next episode, but for now, look what the emplyees are saying about what the content has done for them.93% of the program participants stated that their expectations were exceeded or mostly met.94% were Very Satisfied or Satisfied with the overall programSome comments were:One positive outcome is being able to understand myself and habits more throughout this experience. I have had some pretty big ah-ha moments throughout the process that have helped me became a more aware leader. Knowing my teams 5 voices has helped tremendously with effective communication.It's helped me present myself in a way that is more approachable to my team. To be open to suggestions and be in collaboration to improve outcomes.I am more attuned to becoming a liberating leader and the role that challenging my staff must play in that process. Supporting my team comes naturally to me. I'm now actively working to ensure that team members are adequately challenged and can develop and grow more within and beyond their current roles.I have connected with other leaders in the organization, outside of my department, where I wouldn't have done that previously. I have recognized the areas I need to improve as a leader and am taking action to work on those. I've had more positive interactions with my employees, and have received positive feedback from them about my leadership!I have become more self-aware and self-reflective. I was really impacted by the Developing Others content and realized that I need to be more patient in walking others through new skill-building. Additionally, the support challenge matrix helped me realize that I may be sheltering new peers from challenges and that really robs them of opportunity to grow.Helps me better recognize why people communicate the way they do, and how I need to look for the ways other people are motivated/encouraged/discouraged, rather than assuming they think like me.The 70/30 principle has profoundly transformed my approach to work. Although I was introduced to it a few years back, a recent podcast on the topic truly reshaped my viewpoint. Now, rather than approaching tasks, I'm less inclined towards (my 30%) with dread, I give myself grace and embrace them with patience and eagerness for the learning opportunity they present. This shift in perspective energizes me rather than sapping my strength. It has also enabled me to guide my team in reevaluating their approaches to daunting tasks. I've become more attuned to assessing my team's workload balance, ensuring it aligns with the 70/30 principle. If/when imbalances arise, we strategize together to restore equilibrium, fostering success and ongoing learning.