The Self Development Podcast Titelbild

The Self Development Podcast

The Self Development Podcast

Von: Warren Hammond & Stephen Gribben
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Über diesen Titel

 ‘Asking better questions means better answers” - this is true for you and your teams - especially when things are unexpected. We are two men who met 15+ years ago - we‘ve been chatting ever since - either as professional coaches or as personal friends.Stephen Gribben, CEO of CoachPro with over 20+ years of executive coaching expertise, shares models and ways of thinking that will transform your perspective and next steps.Warren Hammond - over 20 years experience in growing and running sales organisations - asks most of the questions and learns to ask better ones every time.

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  • Episode 133: Rhinos and Cattle and Diversity

    Episode 133: Rhinos and Cattle and Diversity
    Jun 8 2021
    This is a great, light-hearted way to profile people. And Stephen always tells it so well it feels like it should be in a book.Rhinos and Cattle - One is not good, and one is not bad. None of us are all one or the other – it’s a spectrum that can help us to understand ourselves and those around us – it can help to improve how we work with others.Short description below - and scroll down for the first 10 minutes of the transcript.Loads more from Stephen on www.coachpro.onlineFull transcript available on www.rhinoconsulting.nl/podcastAny thoughts or suggestions - let us know at podcast@coachpro.onlineThe story is a little playful – you hear it and you immediately start putting yourself into one of the 2 camps – and then you start looking around you and doing the same. Your whole family and team are suddenly full of horns and black spots.The spectrum so colourfully described is also a useful way to characterise yourself and those around you – by labelling you and others you can start to manage the relationships around you better – you to them, and them to you. There are many other charts that allow you to profile people – but this one I found to be useful. There are others too.The second part is the learning to appreciate that a balance is needed. Without a team that can covers all skills and viewpoints you will be weaker. By acknowledging the different type of animals around you, there is now an understanding that you should manage the different personalities better. In the future you can use this knowledge to build an optimum team.This move from “seeing the differences and denying them” - to toleration – to appreciating them - to actively seeking out complementary skills - is a valuable skill to learn and consciously employ.Lastly, it’s an important learning that can be applied to other spectrum and differences. Gender, age, cognitive models, backgrounds, roles… there is a huge and important movement to diversity and inclusion. It’s important that everyone understands and appreciates thatThose that are different are not be tolerated. They are to be appreciated and valued. They are strengthening your team and improving results if you embrace the perspective they can offer.Those that are different- you were brought in to be different. Fitting in is a common and normal habit – it makes sense. Find a way to fit in by being you. Keep your unique perspective. Be authentic – that’s the real value.Transcript (AI generated so forgive the typos)Warren Hammond 02:13Today, as always, interesting topic, the Rhino and Cattle model. Now, I'm going to be working really hard not to say too much in this because this is a story I have abused and abused so many times, Stephen, that it's going to be good to get it from the horse's mouth so to speak. So let's get into it. The Rhino and Cattle model? What is it? Stephen Gribben 02:40In essence, what it is is a Profiling framework. It'll help you to see yourself and understand others more as a process so that you can authentically connect, engage, understand and appreciate both yourself and others intelligently, rather than just see yourself or others through an emotional prism. Warren Hammond 03:03So I just thought it was a nice wildlife story, but already you've come up with lots and lots of four syllable words. So it's a profiling framework. So how I think about it, and you tell me which bits are right and which bits are nearly right, let's put it that way, this is a way of looking at yourself, looking at other people, and helping you to see the differences between them without it being good or bad. Stephen Gribben 03:31Yes it's to understand those differences, and accept those differences. Appreciate those differences, be okay with those differences and value them and expect them as opposed to seeing them and judging them on the basis of whether you like them or not, or whether you agree with them or not. So that it gets beyond either asking people to be more like you, or feeling the pressure for you to have to be more like them. Warren Hammond 04:00And you use the word already 'intelligent'. We talk a lot about when you're thinking intelligently it is more complex and nuanced versus emotionally which tends to be binary, black and white, good or bad, hero or zero. This is part of that. Intelligently looking at somebody and seeing the many different shades of of skills in them. They're not good or bad. They are just different. Unique. Stephen Gribben 04:28Yeah, if you're going to have relationships and you're going to be of influence then you first have to connect. So you need to know where people are to be able to connect. What this allows you to do, even with this profiling we're going to use the caricatures of a rhinoceros and cattle. This isn't, then, to label people as either being Rhino or Cattle. But to understand if they are more Rhino or more Cattle, so that we can define more intelligently ...
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    1 Std. und 1 Min.
  • Episode 132: Satisfaction & Loyalty

    Episode 132: Satisfaction & Loyalty
    May 25 2021
    Satisfaction and loyalty – the holy grails for relationships – personal, professional, internal and external.The two are mentioned in the same sentence all the time – like a double act in comedy, foods that complement each other or a famous sporting duo – but they’re not necessarily found together all the time .Satisfaction is an attitude – Loyalty is the behaviour. People may be satisfied but not loyal – and loyal people may not be always satisfiedOne way I considered it was pizza delivery– I’m usually satisfied with any of them and will happily order for any of the 4 nearby – I’m not particularly loyal to any one brand. Someone shopping for a car may start at their favourite brand – Audi – and end up buying BMW. But in their heads, they remain a loyal Audi customer and will go back to Audi first next time.Stephen walks us through this model that looks at different components that make up Satisfaction and Loyalty. Once you understand them you can manage them. And then you can decide which relationships you want to build up into ones that are full of satisfaction and loyalty.Any comments or thoughts: email us at podcast@coachpro.onlineMore great models at www.coachpro.onlineFull transcript and blog:https://rhinoconsulting.nl/episode-132-satisfaction-amp-loyalty Thanks for your support so far - please subscribe and share The first 15 minutes of the podcast is transcripted below - Warren Hammond 00:56Welcome back podcats, to another episode of our podcast. This one's a good one. I always say that, this one is a Loyalty and Satisfaction or Satisfaction and Loyalty. I'm always tempted to put in 'Customer' before that, it just seems to be one of those phrases that we always hear; Customer satisfaction and Customer loyalty, we spend ages talking about it. It's one of the key metrics for business success. That is covered and it's talked about, but also how we can take this into other areas of our lives. internal and external. So it's looking at the whole relationship. So it's good, there's a model, there's a six point guide at the end. So there's lots to take away. Any thoughts questions, give us a shout, podcast@coachpro.online or find us on LinkedIn. There is a full transcript available for these so please look that up. And on www.coachpro.online itself there's loads more models and frameworks that you can use. So let's get straight into it. I’ll be back at the end with some brief comments. Here comes the cheesy music.Warren Hammond 02:11So here we are. Normal call signs, Edinburgh, can you hear me?Stephen Gribben 02:16Loud and clearWarren Hammond 02:17Loud and clear? It's not a surprise anymore. But when we started this a year ago, all the zoom and the video conferencing, it felt that this was almost magic, it was almost wizardry, the fact that we could hear each other, even though we were countries apart now is the most normal thing in the world. Anyway, today, we're discussing satisfaction, and loyalty. Now I know I've got in my head while I think of loyalty and satisfaction. And I'm immediately thinking of customers and NPS etc. And I also know that I always think about these things too small. So let's go to Stephen and get a formal definition that we can kick ourselves off with. So how should we think about satisfaction and loyalty? What's the definition we should be using Stephen? Stephen Gribben 03:08Well, satisfaction is about attitude. And loyalty is about behaviour. Stephen Gribben 03:16Typically in relationships, whether that is as a customer relationship, or a personal relationship, or professional relationship, satisfaction is the attitude, how you feel and how you judge; loyalty's about behaviour, which is about what you then do. Warren Hammond 03:34That's a good definition. Because I do you think that sometimes we use satisfaction in a broader way. But that makes sense. And so this is an attitude, this is how you're feeling about something. And loyalty is then how you're demonstrating that feeling that behaviour. Stephen Gribben 03:51Yeah, typically, this is used in the concept of customer and there's value in that. But you'll get customer satisfaction, which is based largely on your attitude of what's happened. But that doesn't necessarily always lead them to customer loyalty. So you'll get people who will say satisfaction versus loyalty, rather than satisfaction AND loyalty. And ideally, what you're looking for in a relationship is satisfaction and loyalty. Warren Hammond 04:19You're I mean, maybe it's because he's in the middle of the day. You know, we're not sitting in a pub with a beer or a glass of wine. Because if you were to talk about loyalty and satisfaction in a social setting, you do automatically think about relationships, but it seems very different when you think about customer relationships. But how you just said this is attitude and behaviour. Yeah, it's different relationships where both of these things are ...
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    56 Min.
  • Episode 131: 3 Box Model - Deny, Fight or Use it

    Episode 131: 3 Box Model - Deny, Fight or Use it
    May 11 2021
    What is the 3 Box Model?Philosophies and religions both talk about the concept that we can decide how we feel about events – it’s our choice on how we react. This model takes that concept and helps you to do precisely that. It is a framework that allows you to consider everything that has happened, is happening and may happen and supports you in deciding how you are going to react and to use it.The three box model is a framework where you can consciously frame what has, what is or will happen in your personal or professional life. Why this is importantWe can spend so much time and energy trying to bury things, pretend things are different, that we are different and when we do this, all that time and energy doesn’t move us forward. It doesn’t make us happier. By taking control of what is in each box we get to choose what to spend our time on. Important in that is the ‘we”. We take control. Nobody else. We get to determine what we want. We choose what will take our energy, time and focus.Will a particular situation work against you, be a constant battle to control or actually work for you?You get to choose.This self determination is a key part of Self Development.This model is a new tool in your mental tool box. This can help you to prepare yourself for a better outcome – allow you to take more control over what is happening and what is going to happen next. This means a more confident version of ‘You’. More authentic. A ‘You’ who is spending their energy better, leading to a more successful, happier version of you. You get to channel issues and experiences so you get better returns and a higher self confidenceStephen walks us through the model and the 3 boxes - Deny It - Fight it and Use it.When Stephen first introduced me to this model there was an immediate impact - understanding the framework allowed me to make sense of some things that I was unable to nail down before.Once we understand that there are 3 boxes with issues sitting within each it helps to make sense about some of the things that are working really well for us – and why we sometimes seem to struggle. This understanding on its own is a confidence builderThen there is the knowledge that the boxes remain where they are – but that issues can be moved from box to box. And you can make that happen. You can choose which issue is something you’re going to move up the chain and improve your own self confidenceAs you get more comfortable with the model you get to think more strategically - Which situations work against you? Be a constant battle to control? Or actually work for you? Which situations is it time to move? Which do I need to acknowledge are there?Some notes:1 Naming – naming issues and situations is the start of objectifying them. Once it is a a named object, it feels more controllable. Visible. Manageable.2 Acknowledge it – understand that it is in a box already. Something you are already denying, fighting against or using.3 Choose what you want to move. There will always be something in each of the 3 boxes. Some will remain where they are for a long time. That’s ok – you’re choosing the order. Consciously.4 One step at a time. Don’t try to jump from Deny straight to Use it – ‘Fight It’ is a good staging post to get there.5 Good things count too. Acknowledging and appreciating that good things live in the boxes too. Don’t deny your own part in your successes. Don’t fight against recognising your skills. This will lead to a drop in your confidence and the Imposter syndrome. Accept and Use what you did and let it fuel your next success.Any thoughts or comments let us know at podcast@coachpro.onlineFull Transcript athttps://rhinoconsulting.nl/episode-131-three-boxes-deny-fight-or-use-it First 10 minutes transcript below Warren Hammond 01:07Welcome back Podcats to another conversation with me Warren, and CEO of CoachPro Stephen Gribben. Now, this is a good one. This one is about The Three Boxes. That's the best way for me to describe it, you hear me struggling to try and come up with a decent description later. But in my head is just the three box model. Very powerful. For one it's a simple model, which we all know is always useful. This can change how you look at anything that's ever happened to you and everything that's going to happen to you. So it's an important part of the optimal appraisal process, and the whole self-development. We have the choices. The choice of whether we're going to spend energy fighting these things, or denying these things, or using these things. Not going to say too much, you'll quickly see how simple this model is but how profound its influence can be. You'll enjoy this one. There's lots of good stuff in it. Warren Hammond 02:07As always, there'll be some notes, we're doing a full transcript now. So you can read along, if that helps. Blogs, there's the models on the different websites. So get involved, ...
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    50 Min.
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