Live and Lead for Impact with Kirsten E. Ross

EP 156 Help Your Team Hurdle the Challenges of Change

 

Thrilled you are here - 

Congratulate you on – being here – embracing change yourself – 

Ready to replace, eliminate and conquer the challenges you’ve faced with your teams.

 

Here’s the truth – to make your biggest, boldest impact in the world you need to get the most from your team you need a productive team

 

Breathe in the possibility and breathe out the doubt!  I’ve had the privilege of doing this work for almost 30 years and have been witness to the transformation of teams in all kinds of industries……Often leaders are so much closer than they realize……change can happen swiftly with intentional action

 

The saying – Sometimes we are the most frustrated when we are just 3 feet from the gold.



I don’t think there’s ever been a time when we humans were bombarded with so much change. And this last year….well, how many times did we hear, it’s unprecedented?

 

Here’s a little stat – see if you can wrap your brain around this.

 

Over 2.5 quintillion bytes of data are created every single day, and it's only going to grow from there. It’s estimated that 1.7MB of data are created every second for every person on earth.

 

I don’t know about you, but I can’t even begin to fathom how much data that is?  How much is a quintillion??

 

Clearly – change is a given – Before you start to feel stressed by this notion let’s stop to remember what our phones were like a few years ago.  Depending on your age, you can think back all the way to when phones had a dial and were attached to the wall.  A little farther back and an operator played an integral role in connecting you.

 

Look at all the change you’ve survived!

 

If you are old enough……you can recall a time when you had to go to the library to do research for a paper.  And if your topic was extra technical you might even have to go to the basement to work with a special librarian who’d retrieve the musty, dusty reference you required from a locked room.

 

Look at the change you’ve maneuvered.

 

Ask someone to switch from Coke to Pepsi and you’ll witness change aversion in action.



My Change Story – Moving 45 minutes away

 

We recently moved and I was shocked at my own response to change. I hadn’t anticipated it. I always look objectively at my own reactions to marvel, assess and take note.  I learn from my own experiences so that I can share with others.  

 

The move was only 45 minutes away but that required learning a new area, finding the grocery store I liked, testing out times and routes to work around traffic.  I no longer had routines in my home and, as an efficiency junkie I was struggling with decisions about where to keep things.  Where should each item find its home? 

 

I was tired and felt out of sorts.  I found myself exploring my new area in a tight circumference around my home.  No desire to expand my horizons until I had a good lay of the land close by.

 

It was unanticipated…..but this is what can happen when we move through change.



So, how can you help your team move through necessary change at work?  Here are some key strategies:




Give Grace  but don’t accommodate – 

 

  1. to expect that all will happily move towards change is setting yourself up for frustration as a leader – A realistic expectation is that people will be challenged….

  2. It is innately difficult for humans to undergo change – some will have an even tougher time.  Amygdala – Lizard brain function to keep all of life constant – doesn’t say no change – makes up reasons that feel like fact

    Not trying to turn you into a counselor and don’t expect to fully take on the role of helping them get to a place where it’s comfortable….BUT acknowledging it’s NORMAL will help both you and them…..

    So….acknowledge = empathize but move on -= the train is leaving…..

    Do they have any relevant concerns



Get Input – Example IT department – end users trying to give me all this input during the training

 

Veterans – For yourself OR to share with your leaders - you may see the end result – have higher level ideas immediately – new less experienced may take longer to get there…..let them go on the journey with you – takes a little extra time but can build buy in

 

Give them the chance to give input – don’t jump on ideas as wrong immediately – let it play out = help them take the journey to where you are = teach – 

 

Otherwise you may silence them – they will feel like their input has no value = And they DO have value -= new perspectives = make sure it’s not your challenge with change stopping you from considering alternative ideas

 

And……if you immediately think that idea is no good – is your Amygdala taking over?  

Reality check initial thoughts about new ideas.

 

See this often in family businesses when the next generation enters – there is conflict between old school and the new generation who wants to make a mark – but may be bringing new and great ideas learned from school, outside experience – which hopefully they have had

 

Communication Back – 

  • thank them for input – 
  • AND share at least general details about what was decided and why – if their input could not be used – ideas not implemented – were they considered?  Share that – share why they were not used or had to be tabled.



Review & Revise

  - Prep for hiccups and future change – most change happens in waves – it does and it SHOULD…

 

Change should include a checkup – how is it going – hiccups are opportunities for more tweaks – often organizations skip that step too – Communicate up front to create the expectation that it will not all be perfect – expectations equals easier to deal with  - 

AND something you can say to quiet those with louder amygdales



Provide opportunities for feedback AND ideas

 

Whining is easy

Pointing out problems is easy

Saying this will never work is easiest of all – 

 

Encourage or even require employees to provide solutions – if they see an issue, what ideas do they have to resolve it or make it better?



why decisions were made – 




Learn the Delegation Strategies I’ve shared with THOUSANDS and get your team to do what you need! Grab a copy of my EBook, The Six Simple Steps to Great Delegation

DefeatTheDrama.com/DelegationSheet

 

Kirsten Ross Vogel is an author, podcast host and CEO of Focus Forward Coaching where we help leaders 

 

  • defeat team drama 
  • to 4X productivity, 
  • wow their customers 
  • and improve their bottom line 
  • with simple, actionable strategies, systems, communication hacks and mindset shifts.



Ready for some individualized help for your leadership challenges?  Grab a spot on my calendar and let’s discuss how I can help you transform your leadership and your team.

DefeattheDrama.com/Call

Direct download: Help_Your_Team_Hurdle_the_Challenges_of_Change.mp3
Category:leadership -- posted at: 1:00am EST

Lyle Tard   Episode 157

 

Serviceispower.org/aboutus

Lyle is a 19 year military veteran who has been fighting to discover significance his entire life. In 2018, he founded IMPACT Servant Leadership because he realized that true success in life is gained through unlocking the significance in others through Servant Leadership principles teaching that "Leaders lead best when they Serve." 

 

Lyle was a military kid.  His life was dictated to him as he grew.  Then, he joined the military himself and was told what he should like, what he should do, who he should be.  

 

He now realizes how important it is to be who you were designed to be and wants to help others make their own impact.  His goal, help others become great servant leaders.  He gains inspiration from Dan Rockwell, Leadership Freak.

 

The biggest challenge he’s had to overcome is the same challenge he helps others overcome; selfishness.  Servant leadership requires something that is not innate to humans, selflessness.

 

He also shares that you should never be afraid to fail and quotes John Maxwell, “Failure is your fuel.”

 

Learn the Delegation Strategies I’ve shared with THOUSANDS and get your team to do what you need! Grab a copy of my EBook, The Six Simple Steps to Great Delegation

DefeatTheDrama.com/DelegationSheet

 

Kirsten Ross Vogel is an author, podcast host and CEO of Focus Forward Coaching where we help leaders 

 

  • defeat team drama 
  • to 4X productivity, 
  • wow their customers 
  • and improve their bottom line 
  • with simple, actionable strategies, systems, communication hacks and mindset shifts.
Direct download: 157_lyle_Tard.mp3
Category:leadership -- posted at: 3:01pm EST

EP 155 Susie Reynolds Reece

Susie is the founder and executive director of Suicide Prevention Allies a non profit that formed from community grass roots efforts geared at preventing suicide. Reece is no stranger to the desperate need for suicide prevention. Having dealt with major depression stemming from multiple traumas suffered during her early childhood. She shares her story of childhood trauma and losses to inspire others to speak about our most difficult human issues

Reece is a proud southern fried Asian A.K.A. Korean Arkansan style, published author, national speaker, and mental health advocate. As well as a seasoned suicide prevention strategist and consultant.

https://susiereece.org/

Learn the Delegation Strategies I’ve shared with THOUSANDS and get your team to do what you need! Grab a copy of my EBook, The Six Simple Steps to Great Delegation

DefeatTheDrama.com/DelegationSheet

 

Kirsten Ross Vogel is an author, podcast host and CEO of Focus Forward Coaching where we help leaders 

 

  • defeat team drama 
  • to 4X productivity, 
  • wow their customers 
  • and improve their bottom line 
  • with simple, actionable strategies, systems, communication hacks and mindset shifts.
Direct download: 155_sussie_reece.mp3
Category:leadership -- posted at: 1:00am EST

EP 154 3 Keys to Retaining Your Rockstars – OR The Triple A Method




You Can NOT compensate your way out of a bad work environment….you can for a period but….it’s a downward spiral and eventually your rock star will be recruited away either for more money  - after all, in the end they were only with you for money – they loved what you were up to but the environment was intolerable……

 

Or….they’ll be recruited away for a better opportunity – maybe even for less money…..



  1. Key Foundational Assumptions – You’ll hear me say this over and over – all 

 

  • Feel like they are doing a good job
  • Known, Acknowledged, Appreciated
  • Feel like their life is part of something bigger than themselves

 

Here’s the Triple A Method (AAA)



Appreciation

 

  • See them
  • Thank them
  • Give them special attention – too often I see leaders worried about employees feeling bad if they aren’t getting recognition.   PLEASE do NOT design your recognition program in a way that minimizes discomfort for your non-performers…..Do that and guess who is feeling uncomfortable.  Yes, of course, your rockstars!  Who work hard and then feel invisible.

    You want an environment where authentic praise and recognition is abundant.  If an employee desires to have more recognition help them strategize about how they can modify their work or behavior to EARN what they desire.

 

Accountability

 

Take one quick minute to visualize your lowest performing employee – I know you know who they are – now visualize what your business, office, department would run like if everyone performed at their same level – Yes, this is where I get the uncomfortable laughs……

 

what would happen?

 

Guess who is picking up the slack for their poor performance  - Assuring that what you just envisioned DOES NOT happen….Likely YOU – And….Your Rock Stars – and they are building resentment and beginning to burn out – and guess who has more opportunity out in the world

 

  • Your Rockstars are jumping up and down at least figuratively and possibly literally when they see you hold people accountable
  • When your leadership style lacks accountability your rockstars are likely part of the formula that sustains the business - the ones picking up the slack
  • Too often rockstars are held to a higher standard – Here’s what I see far too often – A leader starts thinking…..hmmmmmmm…I haven’t had any correction conversations with people in a while – well guess who’s easiest to talk to – the Rockstar who appreciates constructive feedback BUT – if you start talking to them too often about the miniscule thing they did wrong while you let the low performers slide – they will start to build frustration, resentment and more….and you’ll have them walking out the door.



Your high performing employees will leap for joy if you start holding people accountable! You don’t need to start everyone on a discipline path.  Just hit a reset. Put everyone on notice that these are the expectations and you need everyone the team to hit the bar you set.  If some continue to fall short, and they will until they realize you are serious, you’ll sit down individually to communicate the gap you are seeing and create a plan for improvement.  If the issues continue then start to walk the discipline path.

 

Advancement

 

High performing employees love to achieve. Give them plenty of opportunities to Advance as they work for you – Otherwise their motivation to grow can have them walking out the door.  If you lead a smaller, flat organization, Don’t worry, there are ways beyond a promotion to help someone advance.  



  • Advance Skills – what skills could take them to the next level? What skills would they love to learn? What skills will they need in the next position?  Map it out and help them build those skills
  • Advance Coaching or Mentoring Opportunities – align them with  a personal resource that can elevate their work and life game.  Rockstars have high aspirations and coaching and mentoring can help them gain clarity and overcome personal barriers to achieving.
  • Advance Chance to Train Others – Finding these opportunities can create a real win win – Your Rockstars have mad skills and will feel honored that you trust them to share their knowledge with others.  A little caution here, however……I encourage you to give a monetary bonus or some other compensation to reward them if they’ll be doing a lot of training.  Resentments can build if they perceive you are benefiting from their skill without rewarding them.
  • Advance chance to Shadow
  • Advance chance to meet leaders in your organization – Or network with industry leaders outside the organization =- in other words, networking.  Pay for their membership, give them time to attend and pay for some events.
  • Advance chance to Represent the Organization – Events, Booths 
  • Advance in the company - Promotion



Learn the Delegation Strategies I’ve shared with THOUSANDS and get your team to do what you need! Grab a copy of my EBook, The Six Simple Steps to Great Delegation

DefeatTheDrama.com/DelegationSheet

 

Kirsten Ross Vogel is an author, podcast host and CEO of Focus Forward Coaching where we help leaders 

 

  • defeat team drama 
  • to 4X productivity, 
  • wow their customers 
  • and improve their bottom line 
  • with simple, actionable strategies, systems, communication hacks and mindset shifts.



Ready for some individualized help for your leadership challenges?  Grab a spot on my calendar and let’s discuss how I can help you transform your leadership and your team.

DefeattheDrama.com/Call

Direct download: Eps_154_Retain_Your_Rockstars.mp3
Category:leadership -- posted at: 1:00am EST

Phillip Andrew Barbb



www.PhillipAndrew.co



Phillip Andrew is an Emmy-Nominated Los Angeles-based television producer who has been asked to speak around the country educating and encouraging High School and College Students through high energy entertainment and unforgettable storytelling.







Learn the Delegation Strategies I’ve shared with THOUSANDS and get your team to do what you need! Grab a copy of my EBook, The Six Simple Steps to Great Delegation

DefeatTheDrama.com/DelegationSheet

 

Kirsten Ross Vogel is an author, podcast host and CEO of Focus Forward Coaching where we help leaders 

 

  • defeat team drama 
  • to 4X productivity, 
  • wow their customers 
  • and improve their bottom line 
  • with simple, actionable strategies, systems, communication hacks and mindset shifts.

 

Direct download: 153_Phillip_Andrew.mp3
Category:leadership -- posted at: 1:00am EST

Episode 152

 

Life Lessons from My Random, Radical Tree 




Recently, I was gazing into my backyard and noticed this large tree that has grown through a decorative garden barrel. And as I looked out at it it brings to mind some life lessons. You see, I remember when that tree was very small. It grew from the seeds of a nearby tree. The first few summers I would think, "I need to pull that out of there. Then as it grew, "I need to get the shears and cut that out of there." The thing is....I never did either. And NOW...it's this big full grown tree that would require a chain saw to take it down.



My first thought....."Oh my gosh I'm getting old! You have to be to see a tree grow like that!



Then I think...WOW does time fly!



But then the life lesson hits: How often do we intend to use that simple solution to take care of an issue but then put it off too long while the problem becomes bigger?



Yep....that's what I've done. And I guarantee there were other issues I intended to address but didn't. Lesson today....Don't put off what you can simply solve. At some point, time may create an emergency that will require your focus at an inconvenient time.



BUT…..then a second thought hit me and I was grateful for that tree.  You see, I believe that I actually chose well.  My kids got my time when we were in our backyard.  We played in the pool, talked, laughed and enjoyed.  Yes, I didn’t keep up with the gardening back there but man did we make some great memories!

 

Yes, time does march on. Be intentional about how you use it. Trees grow and so do your kids! 

 

 

 

Learn the Delegation Strategies I’ve shared with THOUSANDS and get your team to do what you need! Grab a copy of my EBook, The Six Simple Steps to Great Delegation

DefeatTheDrama.com/DelegationSheet

 

Kirsten Ross Vogel is an author, podcast host and CEO of Focus Forward Coaching where we help leaders 

 

  • defeat team drama 
  • to 4X productivity, 
  • wow their customers 
  • and improve their bottom line 
  • with simple, actionable strategies, systems, communication hacks and mindset shifts.
Direct download: 152_Life_lessons_from_my_random_radical_tree.mp3
Category:leadership -- posted at: 1:00am EST

Ep 151: Kevin Eastman

 

Kevin was in the U.S. Airforce with over 20 years of service including stints as a drill instructor and a recruiter. He is also the author of the book Don't Gamble on Life Improvement Until You Shift the Odds. Kevin has faced many obstacles and has been fortunate enough to overcome them. Now he is on a mission to help others do the same, by simplifying those obstacles. He believes the simpler things are made to appear the easier they are to understand and overcome.

 

Kevin is motivated by sharing his personal experience, in order to help others. He has overcome bad relationships, low self confidence, and repeating the same mistakes over and over. He believes an obstacle is only as large as you make it in your head. Perception is a key aspect to his success. He mentors and coaches others to see problems as they are rather than what we think they are.

 

Kevin mentors many younger people. He gives them the tools they need to be successful young adults. He believes you are never too old to be mentored. He always tells people “ it is not too late and you are not too old.” In order to accomplish a goal you have to be willing to go over, under, around, or even through, any obstacle in your way. 

 

 

A link to Kevin’s book:

https://www.amazon.com/Dont-Gamble-Improvement-Until-Shift-ebook/dp/B078RXTHSP

 

A link to Kevin’s website:

https://kevineeastman.com/

 

http://defeatthedrama.com/

 

http://podcast.defeatthedrama.com/

 

Learn the Delegation Strategies I’ve shared with THOUSANDS and get your team to do what you need! Grab a copy of my EBook, The Six Simple Steps to Great Delegation

DefeatTheDrama.com/DelegationSheet

Kirsten Ross Vogel is an author, podcast host and CEO of Focus Forward Coaching where we help leaders 

 

  • defeat team drama 
  • to 4X productivity, 
  • wow their customers 
  • and improve their bottom line 
  • with simple, actionable strategies, systems, communication hacks and mindset shifts.
Direct download: 151_kevin_eastman.mp3
Category:leadership -- posted at: 1:00am EST

Isolation vs. Solitude  Ep 150



Isolation

 

the process or fact of isolating or being isolated.

"the isolation of older people"

  • an instance of isolating something, especially a compound or microorganism.

plural noun: isolations

  • denoting a hospital or ward for patients with contagious or infectious diseases.

 

 

Done to you – not a choice – Often activated for the protection of others





  1. an act or instance of isolating.
  1. the state of being isolated.
  1. the complete separation from others of a person suffering from contagious or infectious disease;quarantine.



  1. to set or place apart; detach or separate so as to be alone.
  1. Medicine/Medical . to keep (an infected person) from contact with noninfected persons; quarantine.
  1. Chemistry Bacteriology . to obtain (a substance or microorganism) in an uncombined or pure state.



  1. a person, thing, or group that is set apart or isolated, as for purposes of study.
  1. Psychology . a person, often shy or lacking in social skills, who avoids the company of others and has nofriends within a group.
  1. Biology . an inbreeding population that is isolated from similar populations by physiological, behavioral,or geographic barriers.
  1. Also called language isolate. Linguistics . a language with no demonstrable genetic relationship, asBasque.
  1. something that has been isolated, as a by-product in a manufacturing process:





Solitude

 

  1. the state of being or living alone; seclusion:to enjoy one's solitude.
  1. remoteness from habitations, as of a place; absence of human activity:



the state or situation of being alone.

"she savored her few hours of freedom and solitude"




A choice – positive connotation – something to savor…..look forward to – a way to invest in one’s self – find peace, calm become centered.  Connect with nature.  

 

Ultimately it really is about your state of mind.  Solitude is about savoring, embracing, enjoying, your alone time. 

 

When you find your quiet time will you call it isolation and feel alone or will you embrace the solitude and use it as a time to reflect, rejuvenate, rejoice? 

 

I look forward to mine




Learn the Delegation Strategies I’ve shared with THOUSANDS and get your team to do what you need! Grab a copy of my EBook, The Six Simple Steps to Great Delegation

DefeatTheDrama.com/DelegationSheet

 

Kirsten Ross Vogel is an author, podcast host and CEO of Focus Forward Coaching where we help leaders 

 

  • defeat team drama 
  • to 4X productivity, 
  • wow their customers 
  • and improve their bottom line 
  • with simple, actionable strategies, systems, communication hacks and mindset shifts.

 

Direct download: Isolation_vs_Solitude.mp3
Category:leadership -- posted at: 2:00am EST

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