View from the C-Suite: Levers of Influence

🌱 This interview with Brian Burwell, the CEO of a major management consulting firm, is one of a series that compliments Eazl’s Advanced Management Training program. For students enrolled in the course, each one of these interviews aligns with a section of your learning experience. 🌱

This is Part 3 of a 6-part interview. View the rest of the series here:
Part 1:  Talent Development
Part 2: Productivity, Passion, & Focus

If you are interested in enrolling in the course, you can get 70% off of the retail price using this link 👉 http://bit.ly/eazlamt20


Notes from the interview:

  • When you need to make a recommendation, your style tends to be more linear.
  • It’s really important to understand where the audience is coming from in terms of how they process information.
  • When you’re informally advocating, you should be listening a lot more than talking.
  • When you are advocating, and you’re doing the talking, you are failing.
  • The most effective negotiations and advocates of a point ask a lot of questions.
  • You’re not going to get someone to change their mind in a single conversation.

 

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From Fast Company: How to Write Emails That Don’t Make People Silently Resent You

negativity bias email

“Research has shown that when we receive an email, we’re predisposed to view the tone of that message negatively–or at least more negatively than the sender intended it.

Given that everyone has this natural “negativity bias” against email, it’s important to pay close attention to your phrasing. For the most part, we use email either to remind people about things they said they’d do, or to ask them to do something for us. In the absence of social cues, this is a delicate task. With that in mind, here are a few tips for making your emails friendly and appealing—without running on too long or coming off as ingratiating.”

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View from the C-Suite: Productivity, Passion, and Focus

🌱 This interview with Brian Burwell, the CEO of a major management consulting firm, is one of a series that compliments Eazl’s Advanced Management Training program.

For students enrolled in the course, each one of these interviews aligns with a section of your learning experience. 🌱

This is part two of a 6-part interview. View part one on talent development here.
Notes from the interview:
  • One way to determine your focus is your passion for that particular thing.
  • You also have to follow your brain. You have to have the skill-set to be successful in that particular field.
  • You have to find where your energy comes from.
  • It’s very frustrating to have a passion and a set of skills and apply it to business where you can’t make money.
  • Think about: Is this a business where you can make money if you are good at it?
  • Brian has seen two general approaches to productivity: the “full monty” model and the “highly discriminatory” model
  • The highly discriminatory model: “I’m only going to do things that I’m uniquely qualified to do. I’m going to avoid things that are energy zappers.”
  • When you say “no” remember: There might be other people who enjoy doing those things.
  • You have to understand your biorhythms.

If you are interested in enrolling in the course, you can get 70% off of the retail price using this link 👉 http://bit.ly/eazlamt20

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View from the C-Suite: Brian Burwell on Talent Development

🌱 This interview with Brian Burwell, the CEO of a major management consulting firm, is one of a series that compliments Eazl’s Advanced Management Training program. For students enrolled in the course, each one of these interviews aligns with a section of your learning experience. 🌱

This is part one of a 6-part interview. Look for the additional footage over the next several weeks. Subscribe to get notified.

If you are interested in enrolling in the course, you can get 70% off of the retail price using this link 👉 http://bit.ly/eazlamt20

Key takeaways:

  • It’s equally important to develop employees’ talents as it is to find talented people.
  • The #1 quality a CEO needs to be successful is determination. If you don’t have that, you are going to fold.
  • Mindset is just as important as intellectual capability.
  • Find talent that has enough of a skill-set for you to work with.
  • You create safe spaces by the capabilities you help people develop and the situations you put them in.
  • As a leader, it’s part of your job to help people become fully developed human beings.

 

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NEW! Advanced Management Training 5.0 (Course Trailer)

This is the trailer for the new update of out Advanced Management Training program. You can claim a $10 coupon at this link: http://bit.ly/AMT-YT10.

This is an MBA in a box! You’ll learn hiring, mentorship, communication & persuasion, productivity hacks, negotiation & leadership skills, + more.

Course Description:
Similar to MIT’s Advanced Management Program for high potential managers (which costs $57,000), this course will develop a comprehensive suite of skills that you need in order to be a manager that delivers exceptional value to your team, organization, and the communities you serve.

*Learn recipes for handling common management challenges
*Communicate and persuade in the age of digital communication
*Win in negotiations while cultivating long-term relationships
*Maximize your personal productivity and handle time constraints
*Understand issues faced by managers from a macroeconomic perspective
*Transform your leadership style and develop your soft skills

Bandwidth Allocation (Productivity) in Theory and Practice

In this video, you’re going to learn about why maximum productivity is important.

 

This video is an excerpt from the Maximizing Your Personal Productivity section of our Advanced Management Training.

Advanced Management Training is an MBA in a box! You’ll learn hiring, mentorship, communication & persuasion, productivity hacks, negotiation & leadership skills, + more.

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New Course Published: The Essentials of Giving and Receiving Feedback

Learn How to Give Constructive Feedback, Build Effective Teams, and Continuously Improve

*Get $5 off the course*

In this course, you’ll develop communication skills, learn specific feedback methods, and see examples of leading group meetings, giving performance reviews, giving real-time constructive feedback, creating a collaborative team culture, and implementing systems that lead to continuous performance improvements.
• Learn to Be a Better Leader with Great Feedback Skills
• How to build trust and between people in a professional setting
• Communication skills for giving effective feedback
• Specific feedback methods and examples of them in action
• Building towards continuous feedback culture (e.g. people operations and analytics)

Master One of the Most Important Skills for Great Managers and Founders
Your ability to give, receive, and use feedback is one of the most critical skills in business and in life–and that’s borne out by research. According to research published in the Harvard Business Review in 2016, internal trust is the #1 predictor of team effectiveness. This course on feedback and team communication is relevant to all professionals–for senior managers, shift leaders, new team members, startup teams, and freelancers.

Communication Can Only Create Positive Change If It’s Done Well
Ideal for a professionals in all industries, organizational structures and sizes, and geographies, in this course you’ll learn how to build trust, how to work with a variety of personalities, how the world’s leading companies attract and retain top talent, when and how to use information that you’re receiving in the form of feedback, and a lot more.

This interactive training series starts with a section on building trust within teams, offering specific, actionable strategies that you can start using right away. This section includes a variety of tools–from formal psychology analyses to fun, collaborative games taught at comedy schools to foster on-stage communication. You’ll learn what these tools are, how to use them, why to use them, and specific step-by-step methods for building team trust.

In section two, you’ll learn communication skills that will help you, your team, and/or your partners and clients exchange feedback to improve outcomes. You’ll learn what good feedback looks and sounds like, what growth-oriented communications are, how to solicit feedback, and how to steer conversations so that you can be a stronger leader or manager. These communication skills are 100% necessary if productive feedback is going to be possible.

In section three you’ll learn specific forms of feedback e.g. how to use group feedback sessions effectively, how to use digital mediums (e.g. messaging apps or email) for feedback, how to be a good coach or mentor, how to lead performance reviews and performance improvement talks, and more. You’ll get specific step-by-step methods for implementing these strategies so that you’re supported with an easy-to-follow structure as you build your skills in this area.

Then, in section four, you’ll see the feedback methods you’ve learned put into action with examples and role-playing exercises performed on screen. This will enable you to see what you’ve learned in action so that you have a learning reference available to you any time you need it.

In the final section, you’ll learn the foundational principles of people operations and people analytics. You’ll start to build your knowledge of continuous feedback methodologies which have proven to be the most effective and rapid prescription for improving performance in a fast-changing world. These methodologies are being used at top firms like Google, Proctor and Gamble, and others.

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From U.S. News: 5 Terrible Workplace Policies That Good Companies Don’t Have

 terrible workplace policies

“Workplace policies are supposed to serve the needs of the business – which include attracting and retaining great employees. And yet some truly terrible policies have stuck around for decades, despite fairly sweeping changes in work culture. These policies are often rooted in outdated work norms and a lack of trust from managers toward employees – which is one reason why good companies and good employees don’t want anything to do with them.

Here are five of the worst workplace policies that good companies jettisoned long ago but which lesser companies continue to cling to.”

terrible workplace policies

From Inc.: Why You Should Encourage Your Employees to Develop an Entrepreneurial Mindset

entrepreneurial mindset

“Fostering an entrepreneurial spirit in the workplace – even if it means letting employees take on side projects – is the ultimate growth hack.

It might seem counter-intuitive to encourage your employees to take on side projects. After all, business owners want their staff to be 100% invested in the job they’re being paid for.

But at O2E Brands, we’ve learned there are huge benefits to nurturing an employee’s entrepreneurial mindset. It ignites their innovative spirit, and it encourages them to take risks that push our business forward.

Here’s how you can develop a successful entrepreneurial mindset among your employees.”

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