SHI(F)T Survey

WE NEED YOUR BRAIN

SHI(F)T

Turning Fecal Matter Into Feedback that Matters

Hi,
We’re VERY close to finishing our long-awaited e-book!

We have been working on this for more than two years, but we are finally going to wrap it up. We will be releasing in early January.
This e-book will be entirely focused on “Feedback and Growth.” It will include a PDF and audio recording, with everything we know about “FEEDBACK and GROWTH.”

WHAT WE TALK ABOUT:

  • The different types of feedback we use to generate professional growth
  • How to use/take advantage of harsh feedback to propel your career.

HOWEVER, we need your help! There is really only one thing we want to ask you.

What are your top two questions about Feedback and Growth that we absolutely NEED to answer in our e-book?

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About Shi(f)t:

SHI(F)T - Turning Fecal Matter Into Feedback that Matters

This e-book will build your emotional intelligence—Fast!

This e-book is a recipe for getting more traction for every interaction. Think about it—what if you could grow from feedback like Orville and Wilbur Wright, Oprah Winfrey, or Stephen Spielberg did/do? What if your colleagues, customers, and bosses eagerly anticipated having you lead high-impact projects/products? What if you could create such a powerful positioning in your company and industry to wipe out any competition? And you could do that no matter how humble or your position or paycheck?

This e-book provides the foundation for understanding and getting value from all feedback, even the hardest, smelliest, most challenging feedback. When you finish this brief – 30-page – PDF (or listen to the audio) you will have the tools you need to find your gifts wrapped in shi(f)t.

Want to know more? Click here for the first few sections:

Who’s That in Your Mirror?

Sitting around a U-shaped conference table in Tysons Corner, Virginia, each person introduced him or herself and shared their greatest leadership challenge, and the specific leadership breakthrough they’d like to have as a result of this retreat.

I went first, and then listened intently as we moved around the table. Frank was second. “I can’t seem to get my team to listen to each other. They interrupt each other all the time,” he shared.

For a little context – these were fifteen CEOs from the Washington, D.C. area whose products and services are changing the world. They inspired me, and I wanted to give them every ounce of information I could to help them better serve their customers.

After I wrote “better listeners” on the flip chart, we continued along. Roughly three people later, as another gentleman was sharing, Frank cut him off and started relating to something this guy was sharing.

As we all turned our attention to Frank, he said, “Oops, I didn’t mean to cut you off.” But then he kept on going.

I let Frank finish, knowing that by the end of the workshop, he would likely have his breakthrough: they don’t listen because he doesn’t listen.

The world on the outside is purely a mirror of the one inside of you.

As a result of Frank seeing himself reflected in his team’s behaviors, he discovered he needed to become a better listener. And he recognized that by shifting his own behavior, he would lead a positive shift in his team’s behavior.

Anytime you give your power away, you lose. If they are the problem, you have no power. When you can see that their actions or inactions are a direct reflection of your behaviors, you win.

Find out where you’re losing your power through. Click Here to get your copy of Engagement Cure: How to End Apathy Today. 15 questions that will revitalize your team and revolutionize your business.

Reset It or Forget It

Several years ago, I was in San Francisco for a conference. After the conference, the chief operating officer of a large hotel management company asked me for some advice.

“When I first came on board nine years ago, my team was highly motivated, enthusiastic, and dedicated. Today, they’re complacent. What do I do?”

When I asked her about her vision, she said, “To increase shareholder value.”

Knowing the research on motivation doesn’t exactly support “lining other people’s pockets,” I pressed her for a greater vision.

“To increase sales by…” she started. But I stopped her and asked, “What is the difference your team is making that has nothing to do with money?”

“Ohhhh,” she said, “Yeah, yeah – I understand what you’re looking for. We did that exercise… about nine years ago.”

As I sat looking at her, I wondered if she could see that she had forgotten to push the “reset” button on her vision. She needed to revisit and actively pursue her team’s real mission if she wanted an engaged and enthusiastic workforce.

As a result of realizing that she was the problem, she turned her problem of complacency into her power to rediscover her greater vision that was driving her organization.

Once reignited by her vision, her team naturally became excited, enthusiastic, and dedicated. While the problem was showing up in them, it was in her all along.

Your team members are awesome tools, capable of showing you what you’re doing, and who you’re being, what works really well, and what doesn’t work. Your opportunity is to see what they’re showing you about you.