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Create a Culture of Excellence

Lesson 12 of 12

Modify

 

Create a Culture of Excellence

Lesson 12 of 12

Modify

 

Lesson Info

Modify

And that brings us to the fifth M of Modify. Asking myself, diving into, really studying what one small change can I make next? And I always end this piece, I always end this section about momentum, offering you the four possible things that you could change. The four things you could change, but I'm only gonna focus on one. If you want bang for the buck, if you want a quick and easy win, if you wanna get momentum fast, start tracking your routines. I've been a fan of what I call the first five. When the alarm clock wakes up or the sunlight gently kisses your face, however you wake up in the morning, I call it the first five. Those first five hours, what are you doing? What's happening? What are you doing that's getting you engaged? What happens that pushes you back? How are you entering your day? Whether you're a morning person or not, you're still going through those five, first five hours. And when it comes to changing your routines, I've got some places you can start. A first place...

you could start is changing the routine of what you let yourself think you want to be known for. Starting early in the morning, sometimes people put that on a note card next to their bed and after they turn the alarm clock off, they read one more time what they wanna be known for. Maybe it's reaching out to a mentor and scheduling the next two or three mentor sessions, two or three mentor sessions with the same person, or two or three mentor sessions with two or three different people. Maybe the routine that you wanna change is to take a look at how you set milestones. I loved the example we had today of a longer term milestone and then almost, using the word, forcing, coming a little bit closer. So that way this is not something that I'll get to someday, this is something that I'm taking an action on today. Maybe the routine that you wanna change is deciding what to look for and acknowledge at the end of the day. The human brain was designed to look back on the day and remember what we didn't do. That's how it was designed. That's what makes you a great manager. That's what makes you a great parent. It's makes you a great friend, is you look back and you help someone do what they didn't do. So I'm almost asking you to take an unnatural approach and monitor for the wins. Maybe the routine that you wanna change, is your routine. And that is the first five, this idea of not just getting momentum but re-getting momentum, this idea of getting momentum and then sharing it. Ideally, you'll take the processes that we went through this afternoon when it comes to those five questions, when it comes to you thinking about what you want to be known for and how you can set yourself up to learn from your mentors, you could create those milestones going forward, can even start to set up monitors for the wins. Share this with someone tonight. Easy wins, acknowledge yourself. You deserve it. Little bit more of a stretch, find someone around you who, it looks like they're making progress and acknowledge them. So what I'd like to do is I'd like to turn to the audience. We have a couple of minutes for questions, for comments. I always love to know, hey, what part of this get momentum piece, is there a M that was more important or more interesting to you? I will turn and see if there's any comments or questions from the audience out there in the world. Thanks again for being here this afternoon. But let me just ask the audience, five Ms, momentum, you've got these words and questions, anything stand out that you know that you wanna implement tonight? Anything that you know you wanna go home and sit down with someone and talk about with at work tomorrow? Let's get some microphones out in here from a couple. We got, we're gonna go a little bit longer, folks. Give me two minutes. I saw a nod. We're gonna go one, two? Okay, great. Let's get the microphone over here. Rock and roll. Sure. So I loved the five Ms and I realize that, as you were talking, it rang so true that I don't celebrate. I don't celebrate the wins, and there are many wins, I just totally focus on what I didn't do and that's something I wanna change today. Like, because there's so much to celebrate and I don't wanna focus on what I didn't do. It sets me up, pushes me back. But if I can celebrate things, I think it like, leans me forward so much more. Two big options here. This is a pendulum swinging. I'm a big fan of, let's keep acknowledging what didn't get done, let's add what did. 'Cause what I don't want anyone to do is to think, oh let me stop acknowledging what's not working and just look at how great and beautiful every, 'cause we'll miss something over here. So I'm a big fan, the change we're gonna make is we're gonna add some kind of force of the outside, where you have a process you come back to, a post-it in the refrigerator so that when you open it, it says, what'd you do well today? So you close it again. I love it, I love it. Thank you. So I, I mean the routine part is definitely a struggle. So like as an entrepreneur where my days are so different from day to day. I struggle finding my rhythm 'cause it might be, you know, going to the gym first thing or it might be meeting with this person and so, what do you recommend for like, anchor things in those first five hours so that you can have some routine when there's so many different things in flux? I meet the person at the gym. Oh, no way, right? Meet the person, go to the gym. No, ask for help. Ask for help. No, seriously. 'Cause what I'll do is, I can't change a lot, that's why that 30/30 Rule is so important. Maybe the thing that you do is you start practicing the 30/30. Let's just say for the next 29 days, you're in it, sister. You're in it, right? You're catching up to everything. When it comes to time management, when people say the word time management, I need to be a better time manager, they're really saying one of three things, which I don't think anybody ever knows they really mean. They're either saying, I need to catch up, I'm so out of control, I need to keep up because it's coming at me so fast, I need to get ahead because I'm always feeling behind. See the 30/30 Rule, all that does... Here's the good news and bad news about the 30/30 Rule, the good news, intuitively, every single one of you thinks the 30/30 is a good idea. Yes or yes? The bad news? You won't know for a month if I'm wrong. (chuckles) But seriously, you start tonight and you just carve out 30 minutes. In 30 days, you'll be going to the gym and meeting the person. I love it. But give yourself that runway. Give yourself that leeway. Keith in Brooklyn, hey brother, see you in New York City, over here. How do you balance implementing milestones for employees but still encourage them to create their own? Dive into their known-for. And by the way, the vocabulary, that might not be, what's your known-for? People are gonna go, "What are you on?" But finding out what is it that people are driven by, what's their natural drive? So for me, I might take a look at what they're already, at they're already doing, that's in line with your milestones and their milestones. And look, let's not forget the value of a well-laid one-to-one meeting plan. If you're a manager and you've got a team, you've got to be meeting with those folks one-to-one, I would say every 10 days. So it might be a Monday, and then the following Thursday, and then the following Tuesday. Can you get 30 of those in in a year? A lotta people would try to do the weekly, every Tuesday we're gonna, and it's just, it's too hard sometimes. Anyone ever work in an organization where they had a lotta one-to-one scheduled but they didn't go to their one-to-ones? Yeah, me too. So how do I play with that? So I would say, how quickly can you turn your milestones into their known-for, and how quickly can you acknowledge what they're already doing that's in line where where the organization's going? A lot more that we could talk about. Email me anytime, let's connect on LinkedIn. Get momentum. Creating a culture of excellence, it starts with you. It starts with you willing to look in the mirror, to telling yourself that you deserve the more that you wanna step into, and then advertising that. Start with your known-for, and move through the five M's. CreativeLive, thank you for being here in studio today. For those of you who joined us on video, thank you for being here. So much more that we could continue talking about. I hope we get to stay in touch. Let's call it a show. Thank you, everybody.

Class Description

As a leader, it’s up to you to create a culture of excellence at work—to make team members strive to reach their full potential, to be productive and efficient while also being innovative and imaginative. But while creating such a culture might be at the top of your to-do list, how do you actually achieve such a lofty goal?

This course will give you the skills you need to become the leader you’ve always wanted to be—a leader who people feel is worth following. The key is to build momentum both in work and life, commit to action, and follow your curiosity.

In this class, you’ll learn how to:

  • Ask questions that improve workplace morale and engage others in achieving success.
  • Stay focused on your commitments.
  • Build a workflow process that keeps you in the game for the long term.
  • Use curiosity as a competitive advantage.
  • Meet and learn from new mentors.
  • Create specific targets and meaningful milestones.
  • Celebrate accomplishments.

Reviews

Sylvie Leroy
 

Worthwhile and interesting. Lots of great ideas to implement. No waste of time during all the course. Thank you!