What really matters to you? In this episode of ICommunicate, Mark discusses how to utilize the different types of self-awareness to unlock a deeper understanding of ourselves and our relationships, ultimately enhancing our ability to lead and motivate. Segment 1: Everything starts with self-awareness. Yet, most companies don’t value developing that skill in employees nearly as much as they should. What are the two types of self-awareness, and how do they play into our daily lives? Segment 2: The awareness we have about ourselves and how people see us ultimately shapes how effective we are at motivating ourselves and others. What type of self-awareness persona do you embody, and what should you be striving for? Segment 3: It’s one thing to be aware of our values, but another thing to consistently model them. How can we optimize our schedules to ensure that we’re comfortable with the processes involved in our work and personal lives? How can developing awareness around our daily schedules lead to more time to explore our passions outside of work? Segment 4: When we think back on times where we had a problem with somebody, we can reflect on ways those conversations could have ended better. What’s the importance of recognizing why we’re disagreeing with somebody? How can developing awareness around our relationships prevent problems down the line?
In this episode of ICommunicate, Mark Altman, Director of Learning and Development at MindsetGo, discusses the steps to impactful conversations with individuals or teams that are frustrated. Learn to help people shift their mindset, embrace different perspectives, and see their role in change. Segment 1: Navigating through a conversation with somebody who is especially frustrated is a tall task without the right toolkit. What should we keep in mind when we’re in these situations? How can we turn somebody’s frustration into motivation and clarity? Segment 2: A team that’s plagued with resignation mindsets leads to a culture where frustration is contagious. What is a resignation mindset, and what steps can we take to avoid it? What strategies can we use to identify the root cause of problems, and why is it essential for leaders to know? Segment 3: What we say in a conversation with somebody who is frustrated could be the deciding factor in whether or not they resolve their problem. How can we help our team draw conclusions about where their feelings are coming from? How can we guide our peers towards understanding different perspectives? Segment 4: As leaders, we play a pivotal role in the wellbeing of our team, and must be on the lookout for signs of frustration. What results should we strive for when having conversations with our team about what’s holding them back?
Have you ever worried about making the wrong decision? In this episode of ICommunicate, Mark discusses the factors that influence our decision-making process as well as how our choices affect our confidence. Segment 1: Despite what we’re inclined to believe, the consequences of our decisions are not always black and white. What is decidophobia and how is it affecting us on a daily basis? How can we reevaluate our decision-making process to ensure that it’s emotionally intelligent? Segment 2: Whether or not we’re willing to admit it, our emotions play a huge role in our decision-making process. How can we recognize and influence the effect that our emotions have when we’re making important decisions? What other factors contribute to the choices we make? Segment 3: When it comes to hiring a new employee, we often struggle in narrowing down a candidate that fulfills all of our desires. What questions can we ask to see what their values are? What factors do we need to look out for that may hinder our decision-making process? Segment 4: When we feel like the people around us are questioning our decisions, it can be detrimental to our confidence. How can we regain confidence in ourselves and the choices we make? What does it mean to “face it ‘til you make it”?
In this episode of ICommunicate, MindsetGo Founder Mark Altman is joined by Joseph Lyman to discuss ways to communicate leadership changes effectively and how to develop an authentic narrative that positively impacts all levels of an organization. Segment 1: Whether a leader is arriving at or leaving a company, it’s up to us to control the flow of communication to keep narratives in check. How can we properly address the concerns of our teams when there is a change in leadership? What questions should we expect to hear from team members during this period of transition? Segment 2: If we keep our employees in the dark about why there was a change in leadership, what’s to stop them from constructing their own narratives? How transparent should we be in communicating this change? What should the result of these conversations be? Segment 3: Having discussions with our team members about leadership change can be difficult, given the questions and concerns that will need to be addressed, but we don’t have to go in blind. How can we prepare for these conversations so that the transition phase is smoother? How can these conversations contribute to a more vulnerable workplace culture? Segment 4: Both in and out of the workplace, we’ve adopted this expectation that loyalty is black and white -- you’re either with me or against me. How has this perception of loyalty changed workplace culture? What does it mean when somebody “has our back”?
In this episode of ICommunicate, Yuisa Perez, senior director of human resources at the Family Health Center of Worcester, joins Mark to discuss the growing challenges around human resources and workplace culture in an era where diversity is seen as more of a necessity than ever. Segment 1: Human resources often turns out to be a thankless job, but it’s one that’s essential to developing and supporting a community within the workplace. What role does human resources play within a company? What does HR notice about the culture of our workplace that we may not be aware of? Segment 2: Now more than ever, companies are striving to make the workplace more diverse. How can a variety of backgrounds benefit the culture and productivity of a company? What are our fears around inviting a diverse workplace, and how can we address them? Segment 3: It goes without saying that diversity often presents itself as a touchy subject, where people tend to feel tense and awkward expressing their thoughts on the subject. How can we start conversations around this topic and provide a platform where people feel safe and comfortable talking about it? How do we establish a sense of belonging within a community? Segment 4: Whether or not we’re willing to admit it, people’s experiences heavily vary depending on their cultural background and ethnicity. What aspects of the workplace does the HR department look to develop that a CEO may ignore? Where does inclusivity fit into the grand scheme of our company?
What kind of answers do you get when you ask your child how their day was at school? Does good sound familiar? How about what they did at school today? Does nothing much sound familiar? In this episode of ICommunicate, Mark discusses how to approach questions differently, set realistic expectations, and create psychological safety for children and adults to share their truths and create open lines of dialogue. Segment 1: As parents, prying information from our children as to how their day went often feels like pulling teeth. How can we reframe our approach to talking with our kids about their day so that they are more engaged in the conversation? How should we react to our children when they tell us about any conflict that they were in with a teacher or student? Segment 2: What we often fail to realize as parents when speaking to our kids is that we have quite a bit in common. What kind of experiences should we be sharing with our kids that encourage them to speak up about their day? How can we create expectations with our children to guide the flow of conversation? Segment 3: When trying to gauge how our child is performing in school, we’re often treated to generic answers that prevent further dialogue. What questions should we be asking that make our kids feel comfortable enough to open up about their performance in school? Segment 4: One of the hardest things to do as a child is to engage their parents with things that they’re interested in. What topics should we be discussing with our kids? How can we make conversations enjoyable for both parties without our involvement feeling forced?
Are you comfortable asking for feedback? How about advocating for what you want and need from your boss? In this episode of ICommunicate, Mark Altman and Joseph Lyman discuss the benefits of initiating feedback, how to know if it’s safe, and how to determine if it’s authentic when managing up and sideways in the workplace. Segment 1: When we have expectations that aren’t being met, we’re inclined to believe that people will eventually learn to read our minds to satisfy our wants and needs. How can we start conversations with our peers and leaders about communicating feedback? How can we develop communication skills even when they’re not innate to us? Segment 2: When we finally gain the courage to ask for feedback from our leaders and they give it to us, we’re inclined to think that they’re only doing so out of guilt. Is this a reasonable expectation, or are there more factors that play into it? What’s the mindset of a leader when it comes to delivering feedback? Segment 3: Giving and receiving feedback sounds easy enough at its surface, but what happens when our expectations about feedback aren’t lining up with those of our peers and leaders? What communication skills can we use to ensure that our expectations are aligned? Segment 4: Understandably enough, it’s difficult to start up conversations around feedback, especially if we feel like we don’t have permission to. What gives us the green light to initiate discussions around feedback?
In this episode of ICommunicate, Mark discusses how to discern, break down, and address feedback by asking questions and using emotionally intelligent communication to solve problems. He also discusses managing expectations within a team and providing an atmosphere where team members feel comfortable to initiate honest feedback. Segment 1: It takes an incredible amount of emotional intelligence to create a workplace culture where people feel comfortable giving and receiving feedback. What processes can we use to encourage 360 feedback? Segment 2: When expectations and priorities within our teams aren’t clear, it may be because we’re not asking the right questions or inviting enough feedback. How can we become more approachable leaders and inspire our teams to be open and honest with us? What questions should we be asking to uncover how members of our team truly feel about us? Segment 3: When a problem arises and we react before asking questions, we risk missing out on valuable information and making the problem worse. When should we be having one on one meetings, and how can we make them more productive? Segment 4: If we inspire a workplace culture of open and honest communication, odds are that we’ll be faced with some constructive feedback that we’ll need to work through. How should we be reacting to feedback, and what steps can we take to address it?
Are you doing what you want to do and are passionate about, or what you feel like you have to do and are resigned to your fate? In this episode of ICommunicate, Mark discusses how to discover and act on your passion in relationships, the workplace, and your career.
Segment 1: Whether we’re towards the end of high school or deep into our professional career, it’s not uncommon to find ourselves at a crossroads when it comes to deciphering our passion. How can we determine where our passion lies? How can leisurely activities help us develop skills that may benefit our professional lives?
Segment 2: Today it feels harder than ever to stay engaged with our work, especially given the fact that Covid has hindered several workplace factors that would otherwise serve as intrinsic motivators. What are some factors in and out of the workplace that may be hindering our ability to love what we do?
Segment 3: Whether we realize it or not, the criticism that we direct towards our kids or colleagues create expectations that they inevitably fall into. How should we be communicating feedback with people who look up to us? How do the expectations of college students affect their professional development?
ICommunicate Radio Show #136: Read Between The Lines Part 2 by MindsetGo Podcast