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Susan Scott Leadership Forum Follow Up

KEY POINTS FROM SUSAN SCOTT’S PRESENTATION

More than 175 people participated in this event featuring Susan Scott of Fierce Conversations. Following are just some highlights from the November seminar:

• The major idea is to engage in the model with the mental frame of:  “I want to be different when this conversation is over. I want you to influence me.”
• Remember:  it’s difficult to hold others accountable...accountability is a personal choice. We need to hold people ABLE and then see what happens.
• You may want to change your mental model: don’t wait for your leaders to do this or change the culture. You are the leader; you are the culture. You make things happen, or not.

Beach Ball Model

• When engaged in a beach ball conversation, it is important that you recognize that everyone is standing on a different colored ‘stripe.’
• It is really important to see the differences in people’s “stripes.”
• When the beach ball structure and sequencing is spelled out and in place it is easy to get ‘deep’ with one another.
• Keep the conversation open and honest.
• Ask questions first, and think through the solutions.
• It is valuable to receive very diverse insight and perspectives.
• This format is great for conference calls—it better assures that people will be engaged and participate, rather than put on mute multitasking. Asking everyone for their thoughts and recommendations and do not take “I DON’T KNOW” for an answer.
• It is powerful and positive to say, “Thank you.” Individuals often forget to do this.
• Most of the time, what we need (the skills, the intelligence, etc) is in the room when a meeting is convened—if we invite the right people and are really open to their perspectives.  Tap into what is available first before going outside.

ADDITIONAL REFERENCE MATERIAL

Looking for more about the value of conversations? Here’s a select bibliography of resources to choose from!

Crucial Conversations: Tools for Talking When Stakes are High by Kerry Patterson, Joseph Grenny, Ron McMillan, and Al Switzler

Conversations: Strategies for Teaching, Learning, and Evaluating by Regie Routman

Difficult Conversations by Douglas Stone, Bruce Patton, Sheila Heen, and Roger Fisher

Naked Conversations: How Blogs are Changing the Way Businesses Talk with Customers by Robert Scoble and Shel Israel

Join the Conversation: How to Engage Marketing-Weary Consumers with the Power of Community, Dialogue, and Partnership by Joseph Jaffe

How to Have That Difficult Conversation You've Been Avoiding: With Your Spouse, Adult Child, Boss, Coworker, Best Friend, Parent, or Someone You're Dating by Dr. Henry Cloud and Dr. John Townsend

The Art of Civilized Conversation: A Guide to Expressing Yourself With Style and Grace by Margaret Shepherd

Conversation Strategies: Pair and Group Activities for Developing Communicative Competence by David Kehe, Peggy Dustin Kehe, and Andrew Toos

Compelling Conversations by Thomasina Piercy

Other Resources:

Visit Susan Scott’s website: www.fierceinc.com and consider signing up for the free newsletter, available on the website.

LEADERSHIP FORUM DESCRIPTION

PHRPS’ annual Leadership Forum provides opportunities for individuals to learn and discuss business topics while fostering professional relationships with colleagues in the region. Conducted by highly acclaimed thought-leaders and educators, the local venue of the forum is a cost-effective, continuous learning program to keep current on relevant and vital leadership practices.

PARTICIPANT SURVEY SUMMARY

Our surveys proved that many attendees came away with new ideas and a great understanding that, as one respondent wrote, “the conversation is the relationship.” Overall, 69% of respondents rated the 2007 Leadership Forum as “excellent,” specifically citing the beach ball conversation.

When asked to what extent the program objectives were achieved, respondents said:

1. Acquire tools and methods to engineer an intelligent and spirited conversation  -           1%        2%       32%     65%
2. Learn one new idea/behavior to use in an important business conversation        -           1%        1%       18%     80%
3. Meet one new individual to add to your professional network                                   3%        4%       8.6%     19%     61%

Just a sample of the responses for learnings and insights included:

• conversation vs. communication, critical distinction;
• conference call etiquette, steps of opening a meeting;
• listening, clarifying, reflections, action commitments;
• to have open honest conversations, focus on relationship; and
• helped me define both current issues and what is needed to advance organization.

Respondents also gave Susan the highest ratings and regard. 99% ranked her as a “4” or “5” as a presenter. Phrases like “fantastic,” “nice job,” and “excellent” were used to describe the overall program.

As we try to plan future forums and other PHRPS events, we plan to look closely at the responses to the last two questions about other topics related to the 2007 Leadership Forum and other issues that you’d like to see covered. The responses featured:

• more on communication tools;
• conflict management, effectively handling difficult conversations;
• talent management;
• how to empower people, other than ask for cooperation;
• creating opportunities for development is small or medium sized ‘growing’ organizations;
• what and how organizations are preparing their ‘boomers’ for retirement;
• executive coaching—it’s growth, importance; and
• how to manage a virtual team more effectively.