Today's episode is brought to you by:Luchini and Mertz: Luchini and Mertz is known for their dedication to their clients and for their customer service. Their teams use cutting edge technology and efficient processes to ensure the work is completed in a timely fashion.Contact: Bobby Burkholder, Luchini and Mertzluchinimertz.com432-684-67282805 W. Kentucky Avenue

No Neutral Moments

Servant Leadership - The Calling of the Soulish Leader

Today's episode is brought to you by:Luchini and Mertz: Luchini & Mertz Land Surveying Co. is a resilient business on a mission to faithfully serve clients & empower employees – all the while, building lifelong relationships through the art, science and process of land surveying.Contact: Bobby Burkholder, Luchini and Mertzluchinimertz.com432-684-67282805 W. Kentucky Avenue, Midland, TX

The Leader as Shepherd

Read more about Tony and why he is running as well as his values on his website:https://tonygonzalesforcongress.com/

Interview: Tony Gonzales

Replay | Episode 39: Just Talking

In this week’s episode Patrick takes us on an inward journey into what holds us back from the personal pursuit of our dreams and ambitions. With a personal conviction that all of us are designed, called and gifted for more than we would dare even hope or imagine, Patrick attempts to push us to think and dream differently for our greatest inward joy and ultimate gift of service to others.

What Holds You Back

Leadership has to be holistic when we are dealing with people.The Doom Loop*Orientation PerspectivePerformanceBreak between Expectations and PerformanceMotivational Orientation (again)These movements out of The Doom Loop are no longer leaps and bounds but very small adjustments. Tiny improvements will yield exponential results.To move into Elite Performance (the hardest steps):A deep attention for Connective Communication (see episodes ); fight for connection; you are delivering perspective and addressing the unsaid; this pulls team members back into the big picture and this is ongoingConstantly reminding people about the greater cause and the strategy of what you're trying to accomplish; you must convey the cause and the strategy separate from just making moneyOrganizational leaders have to be deeply committed to the personal growth of the people under your care from the inside outObjectives have to be clear: where are we headed? Every employee should be on a personal improvement plan (PIP)You have to have a commitment to churn on this all the time.Referenced literature:*Jim Collins, Good to Great Simon Sinek, The Infinite GameJohn Maxwell, Everybody Communicates, Few ConnectToday's episode is brought to you by:Luchini and Mertz: Luchini and Mertz is known for their dedication to their clients and for their customer service. Their teams use cutting edge technology and efficient processes to ensure the work is completed in a timely fashion.Contact: Bobby Burkholder, Luchini and Mertzluchinimertz.com432-684-67282805 W. Kentucky Avenue, Midland, TX

Transformation Challenge: Part 5

www.noneutralmoments.com | check us out on Instagram for some visual references from this episode.The need of competence is the thing we spend the most time on but is of least importance.Orientation Stage: 30-90 days, maybe into two quarters; we give them our core values (which may be a representation of basic ethics), our vision, and our mission, some brief job expectations, some metrics, and then they begin.Performance Stage: it's rewards based and not development based; we haven't put anything much bigger in front of them. There can be a breakdown of expectations and performance. Today's episode is brought to you by:Luchini and Mertz: Luchini and Mertz is known for their dedication to their clients and for their customer service. Their teams use cutting edge technology and efficient processes to ensure the work is completed in a timely fashion.Contact: Bobby Burkholder, Luchini and Mertzluchinimertz.com432-684-67282805 W. Kentucky Avenue, Midland, TXThe Fidelis Wealth Management Group at Morgan Stanley in Midland, TX, who see it as their responsibility to help protect and grow their clients' wealth, giving clients the freedom to focus on what matters most. Morgan Stanley Smith Barney LLC.  Member SIPCContact: Phillip Knight, Fidelis Group at Morgan Stanley432-620-6079phillip.knight@morganstanley.com6 Desta Drive, Suite 1900, Midland, TX

Transformation Challenge: Part 4

5 Core Needs, Dr. Kathy Koch: celebratekids.comAs employers and leaders, we are leading five-part human beings. People spend 40% (conservatively), and we cannot only focus on their competencies. It does not take long for partners and employees to see what they think they deserve. The reason they are spiraling around is because we have not connected to them or communicated to them what we need them to see and we have not invested in them. The "Guard, Blame, Protect, Defend" Cycle (see Episode 51).Commensurate Effort: the employee gives you what they think you deserve. When we hire people, we have to treat people as human beings, not human doings. Their effort is a response of our effort towards them. The First 30 Days:  A new employee comes on board and they have an orientation. We communicate the mission and the vision, and we speak to the whole person. We orient to what we wish we were and what we think we are rather than what we are striving for. And then, within the first quarter, they realize that we are treating them as human doings instead of human beings. The Breakdown Point: performance and expectations begin to collide. Today's episode is brought to you by:Luchini and Mertz: Luchini and Mertz is known for their dedication to their clients and for their customer service. Their teams use cutting edge technology and efficient processes to ensure the work is completed in a timely fashion.Contact: Bobby Burkholder, Luchini and Mertzluchinimertz.com432-684-67282805 W. Kentucky Avenue, Midland, TX

Transformation Challenge: Part 3

www.noneutralmoments.com5 Core Needs, Dr. Kathy Koch:  celebratekids.comFor a visual of the graphic that Patrick references, check out our Instagram.You have to create a "we" culture that is worthy of personal investment. If all you say is "we pay people well and we give them good benefits", you will reinforce the cycle with your employees of what they "see, want, and think they deserve". Pay is what employees think you owe them, what they think they deserve. It is not the driver to get peak performance.Who stays early, who stays late, and who performs above and beyond?Early employees that are excited are usually these people, and then it starts to wear off.This can also be by people who want to be noticed, and if they aren't, they will go into protecting, blaming, and defending and spiral out of control.And the last group is the one motivated by the shared cause. It transcends pay.60% of the people you employ (and that's generous) will never give you more than 60% unless they have a reason to believe in you with how you are answering the questions relating to security, identity, belonging, purpose, and competence.An unmotivated employee can lead you to a few conclusions:They are not self-motivated and they don't want to be self-motivatedThey may be self-motivated but they haven't been connectively communicated with (see episodes 45 and 46) that encourages them in a way to excel and get betterThey may be very passionate about something outside of the office, but they don't bring that same passion into the officeAsk them: What are your dreams? What do you want to do? What do you do in your spare time?As leaders, we have to nurture the souls of people. When you find dreamers, you always find people who want to achieve more. How are you helping them get to where they want to go? It's not an HR matter - it's a human development matter. If you're really investing in people, you have to invest in their soul. The more you invest in people and develop them the more they will invest and develop for you.Today's episode is brought to you by:Luchini and Mertz: Luchini and Mertz is known for their dedication to their clients and for their customer service. Their teams use cutting edge technology and efficient processes to ensure the work is completed in a timely fashion.Contact: Bobby Burkholder, Luchini and Mertzluchinimertz.com

Transformation Challenge: Part 2

Connect or get more info on sponsorship opportunities:patrick@paytongroupllc.comFive Core Needs, by Dr. Kathy Koch, celebratekids.comIn order, from base to top:Security (who can I trust? not 'what')Identity (who am I?)Belonging (who wants me? not 'who needs me')Purpose (what am I here for?)Competence (what do I do well?)In your values clarification, the health of your soul is so important because otherwise you will misinterpret your purpose. Many of us build our lives on a competence we have mastered, only to have it taken away; when we build our lives on our competence, everything else is called into question."Leadership is influence, nothing more, nothing less." John MaxwellYour employees will filter what you say through their core needs before they will filter it through the professional obligations of the company.Responses:Positive | Response Rooted in Perspective: seeing the bigger picture and more than the obvious; if you have been shedding light, and if your vision and mission have been big enough to welcome change and welcome choice, they will see it in the perspective of safety that you have been given themFear | Response Rooted in Low Security: what they see, what they want, and what they think they deserve; if we haven't created a culture that is ready to shuffle the deck, this is the response you will get, and that's still on us as leaders. The vast majority of people you deal with automatically response to challenge, change, and choice with what they see, want, and think they deserve. Then comes guarding, protecting, defending, and blaming. It occurs internally and then makes moving forward even more difficult.SECURITY | Are you affirming trust and security with your people?IDENTITY | Are you helping people under your leadership understand their identity beyond a title on a card?BELONGING | Have you been clear about the desire that you want people there?PURPOSE | Are you encouraging a bigger purpose in life?COMPETENCE | Are you challenging people to improve upon their competencies?Today's episode is brought to you by:Luchini and Mertz: Luchini and Mertz is known for their dedication to their clients and for their customer service. Their teams use cutting edge technology and efficient processes to ensure the work is completed in a timely fashion.Contact: Bobby Burkholder, Luchini and Mertzluchinimertz.com432-684-67282805 W. Kentucky Avenue, Midland, TXThe Fidelis Wealth Management Group at Morgan Stanley in Midland, TX, who see it as their responsibility to help protect and grow their clients' wealth, giving clients the freedom to focus on what matters most. Morgan Stanley Smith Barney LLC.  Member SIPC.Contact: Phillip Knight, Fidelis Group at Morgan Stanley432-620-6079phillip.knight@morganstanley.com6 Desta Drive, Suite 1900, Midland, TX

Transformation Challenge, Part 1

We rarely take the time for perspective, which requires either populist sages on the stage or it requires guides on the side.Find a way to listen, and seek to understand.Where there is uncertainty, there is fear.See episodes 45: Connective Communication Part 1 and 46: Connective Communication, Part 2 Quotes and References:“The significant problems we face cannot be solved at the same level of thinking we were at when we created them.” Albert Einstein"The words of the wise heard in quiet are better than the shouting of a ruler among fools." Ecclesiastes 9:17 (ESV)"There is one whose rah words are like sword thrusts, but the tongue of the wise brings healing." Proverbs 12:18 (ESV)"A fool takes no pleasure in understanding, but only in expressing his opinion." Proverbs 18:2 (ESV) Today's episode is brought to you by:The Fidelis Wealth Management Group at Morgan Stanley in Midland, TX, who see it as their responsibility to help protect and grow their clients' wealth, giving clients the freedom to focus on what matters most. Morgan Stanley Smith Barney LLC.  Member SIPC.Contact: Phillip Knight, Fidelis Group at Morgan Stanley432-620-6079phillip.knight@morganstanley.com6 Desta Drive, Suite 1900, Midland, TX

Sages or Guides

Apple Podcasts:The Tim Ferriss Show, Episode 438, Interview with George RavelingGoogle Podcasts:The Tim Ferriss Show, Episode 438, Interview with George Raveling

Tim Ferriss Interviews George Raveling

Travis Stice, CEO and Director, Diamondback Energy

Travis Stice Interview

4. Without connective communication, what people see, what they want, or what they think they deserve will become the primary perspective. You have to give a proper, broad based point of view. If you do not connectively communicate, they [your employees] will always assume money is more important than they are to you. Without connective communication, security is always called into question, due to the idea that something damaging is not being shared. Connective communication is always breeding security and fighting for trust. It is always better than an assumed, uninformed story.  5. Without connective communication, based upon an assumed perspective, people will start protecting their turf, defending their agendas, and place the blame on you. Connective communication pulls the team back from the spin of isolation.  6. Without connective communication, little circles of safety will pop up to fill the void of lack of security. This audience will reinforce their narrative and perspective.  7. Without connective communication, there’s an assumed divide between those who matter and those who don’t: the “us” and “them”. In our arrogance, we may birth or deepen this divide. Sometimes our communication sounds very corporate rather than trying to connect with those actually doing the work. This can be called the “Tenth Floor Syndrome”. It’s just as important in good times as bad times.  8. Without connective communication, the just cause/why/big purpose is called into question as nothing more than a motivational or manipulative trick.  9. Connective communication must occur repeatedly. You can’t measure it, but you’ll feel it.  Connective communication understands if you have a bigger purpose.  References:Simon Sinek, “just cause”, The Infinite GameSimon Sinek, “circle of safety”, Leaders Eat LastJim Collins, “doom loop”,  Good to Great

Connective Communication, Part 2

Connective Communication answers questions and even understands the questions before they're asked. Bring clarity, bring details, and bring data.In times of stress and uncertainty, if there is a void of information, people will fill it.Connective communication reaches into the feelings of those you are seeking to lead.My communication must:provide security; give them someone to trustclarify corporate and personal identityreinforce belonging; communicate the want to be with peoplereinforce the purposeguide people to their competenciesPart 1:Without connection when you are transmitting information, communication has not taken place. Connective communication moves beyond the employee/employer connection of production and reward.Without connective communication, perspective is left to the imagination. Connective communication grants perspective and answers the why. When your employee goes home to tell their spouse or family what you said, will it be accurate?Without connective communication, security is called into question. Connective communication breathes security and establishes trust. Your employees and team members know whether you're telling the whole story.Additional references in this episode:Brene BrownJohn Maxwell: "Everyone communicates, but not everyone connects."Dr. Kathy Koch, 5 Core Needs; celebratekids.comSimon Sinek: The Infinite Game; Start with WhySteven CoveyToday's episode is brought to you by:Luchini and Mertz: Luchini and Mertz is known for their dedication to their clients and for their customer service. Their teams use cutting edge technology and efficient processes to ensure the work is completed in a timely fashion.Contact: Bobby Burkholder, Luchini and Mertzluchinimertz.com432-684-67282805 W. Kentucky Avenue, Midland, TXThe Fidelis Wealth Management Group at Morgan Stanley in Midland, TX, who see it as their responsibility to help protect and grow their clients' wealth, giving clients the freedom to focus on what matters most. Morgan Stanley Smith Barney LLC.  Member SIPC.Contact: Phillip Knight, Fidelis Group at Morgan Stanley432-620-6079phillip.knight@morganstanley.com6 Desta Drive, Suite 1900, Midland, TX

Connective Communication, Part 1

Covering topics ranging from the five key categories of the Ideal Life, Servant Leadership, personal growth and interesting topics, and maybe even a little social commentary is thrown in as well!

hubhopper

No Neutral Moments

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