Latest / The Business of Alignment - Powered by The E1B2 Collective / Tasteful Vulnerability

Transcript

Tasteful Vulnerability · The Business of Alignment - Powered by The E1B2 Collective

• 0:00
  I want to talk about change management for a second.
• 0:05
  Deion Sanders 21. Dual sport player at a high
• 0:12
  level. Primetime himself.
• 0:18
  For those that don't know, Deion Sanders has spent the last three
• 0:23
  years reshaping the HBCU community.
• 0:29
  Historical black universities. He's led a football team to
• 0:35
  back-to-back undefeated Seasons. He's helped the athletes make
• 0:41
  Incredible amounts of money with brand deals and exposure and
• 0:46
  he's done a lot and that needs to be respected.
• 0:54
  But something he's been doing recently with his new job at
• 0:56
  Colorado University, which is a step up.
• 1:00
  He's been communicating to all the current Colorado players
• 1:04
  saying. Change is coming.
• 1:08
  Change is coming. And what I don't think that he's
• 1:13
  doing or that what I don't think he's realizing he's doing, which
• 1:16
  he is probably doing. Is unfortunately I think for the
• 1:21
  first time in potentially his career he's publicly and
• 1:27
  objectively. Causing confusion anxiety.
• 1:38
  A nodder or weird sentiment within the minds of so many
• 1:43
  players that have never met Deion Sanders who who have never
• 1:48
  been around someone that charismatic but more importantly
• 1:51
  than even that he's creating a lot of different things.
• 1:54
  I agree because there's change that's inevitably going to be
• 1:57
  coming and he's not being transparent about what's
• 2:01
  actually going to be happening and he's not being consistent
• 2:04
  with the frequency of communicating.
• 2:06
  The variables of The change. He's just simply saying, change
• 2:10
  is coming. Great change is coming.
• 2:13
  What the hell does that? Even mean, if I'm one of the
• 2:15
  players there, What does that mean?
• 2:20
  Does that mean I'm going to lose my job?
• 2:21
  That's probably the first place. My mind goes.
• 2:24
  Does that mean the way that I work out?
• 2:26
  It's going to be different. Does that mean my relationships?
• 2:30
  And my connections in my exposure is going to be
• 2:32
  different. Does that mean I'm going to have
• 2:34
  to get used to? What, what what does that mean?
• 2:40
  something I've learned personally, if you like, but
• 2:42
  something I've also learned through Academia is at a very
• 2:46
  simple and basic Neuroscience level when you confuse the mind,
• 2:53
  You are literally creating a threat response to the level of
• 2:56
  times that it feels like or it or it's the equivalent of a
• 3:01
  physical pain. so anytime she's going to get irritable or
• 3:06
  jealous or angry or aggressive, It's really because the the
• 3:12
  points of views, the Frameworks, the paradigms, the perspectives
• 3:15
  that they're nor that they're used to hearing the things that
• 3:19
  they're familiar with causes a positive frequency within the
• 3:22
  mind, a positive state. A positive response that fuels
• 3:28
  energy, that fuels excitement, that fuels laughter, that fuels
• 3:31
  love that, fuels, happiness Clarity.
• 3:35
  Peace. That fuel strategy immediately
• 3:40
  when he keeps saying changes coming and not really defining
• 3:44
  what that means and not creating a frequency of the definitions.
• 3:48
  That will make everyone understanding.
• 3:50
  He's literally creating anxiety. In certain individuals are not
• 3:55
  going to say. I'm not going to make a blanket
• 3:57
  statement but so the reason why I bring this up is I believe as
• 4:03
  it pertains to change management.
• 4:05
  The number one thing we can do is provide as much context
• 4:09
  around that change as possible. And I just don't believe enough
• 4:13
  leaders really understand that and really will grasp that and
• 4:21
  do so and do so in different formats, right?
• 4:24
  So number one said, change is coming, great?
• 4:26
  All right, let's take any company today.
• 4:29
  Let's take Beyond brand, for example, my own kind.
• 4:35
  Change is coming. Okay.
• 4:37
  What does that mean? Well, I can get very granular
• 4:41
  Rasha. My partner changes coming
• 4:43
  because of some Family Matters here, personally that's going to
• 4:46
  take me, take my bang within limited a little bit changes.
• 4:50
  Coming, we're due to the financial climate, we're
• 4:53
  changing the service. All the way around changes
• 4:56
  changes coming because we're redoing our partnership model
• 4:58
  changes coming. We're redoing some decks changes
• 5:01
  coming. We are standing up a new program
• 5:03
  and changing around some categories changes coming.
• 5:07
  Um some of these moments and uncomfortability you're going to
• 5:10
  put us in a position where we're 90 days to four months out of
• 5:14
  potential Revenue changes coming mean, changes coming in many
• 5:18
  ways, right? But I'm explaining with that
• 5:20
  means I'm a warm defining. Rather what what the change is
• 5:24
  actually come objective? Then what I think you should do.
• 5:28
  And what I think that you know, Deion Sanders in this example
• 5:33
  probably could have been doing and what I have done is
• 5:36
  explained. To those that are listening.
• 5:38
  And this case the employees and in his case, the the seat, the
• 5:42
  team members and the athletes, explain how that changes making
• 5:46
  you personally feel as a leader, how's the change making you
• 5:50
  feel? How is it change?
• 5:52
  Making you feel day-to-day? What are your purse personal
• 5:56
  perspectives around the change? What keeps you up at night about
• 5:59
  the change? What are your honest opinions
• 6:03
  about to change? That's coming because it's going
• 6:05
  to be changed for you too. and then, from there, Hold space for
• 6:12
  everyone else to explain how the changes, impacting them, or the
• 6:16
  perspective, the perspective of what they heard of the
• 6:20
  inevitable change coming. Have space for people to kind of
• 6:24
  end about that. Hold Fireside Chats.
• 6:26
  Hold a one-on-one conversations. Right.
• 6:31
  Give people an opportunity to be transparent.
• 6:33
  Honest. Whole team meetings.
• 6:37
  The little more email Communications understand the
• 6:40
  communication preferences of each and every person of a team
• 6:44
  of seven or eight talking to my directors out there.
• 6:48
  My managers, And administer the change management communication
• 6:54
  to each one in their own preference.
• 6:55
  So for instance, My wife, when it comes to serious matter,
• 7:01
  change management. Probably texting one in person
• 7:08
  too. And I have my strategy of why
• 7:11
  it's based on making her feel comfortable.
• 7:13
  You want to make every employee feel comfortable, correct.
• 7:16
  Change manager with Russia is long in-depth.
• 7:19
  Email follow it up with a phone call.
• 7:23
  Change management. Rob is slack first. texting or
• 7:29
  email second and then hop actually slack first and
• 7:32
  immediately to video call And I could go on down the list of
• 7:37
  family members, friends colleagues, Partners employees,
• 7:40
  Etc. The point is If you're going to
• 7:43
  communicate the change, if we're going to share, how the change
• 7:45
  to making you feel, if you're going to hold space for everyone
• 7:48
  else to tell you personally, as a leader, how the changes and
• 7:50
  never will be going to make them feel and what they're feeling
• 7:54
  already. At least hold space in a way
• 7:57
  that makes them feel comfortable.
• 8:00
  And then I think once you do that it's the frequency of it.
• 8:04
  How many times have you had? Are you having the 101?
• 8:06
  How many times are you checking it?
• 8:10
  Put them on the hot seat in a positive way and ask them
• 8:13
  directly, what can you share with me about how I can help you
• 8:18
  personally go through this change as positively as
• 8:22
  gracefully as possible? I shout out to Chris over at
• 8:25
  Benny, he did that beautifully with a lot of the situations
• 8:28
  that were happening there. Shout out to.
• 8:36
  She shout out to Donny and the way that he did that at fit to
• 8:38
  go years ago. There is a way to make change
• 8:43
  peaceful. There's a way to make change,
• 8:46
  contextual 21, individuals points of views.
• 8:49
  There's a way to make change. Somewhat Pleasant.
• 8:53
  There's a way to make change. Honest fair.
• 9:01
  Consistent. Caring.
• 9:09
  You want to give people an, you know, opportunities to ask
• 9:12
  questions. Want to leave the door open.
• 9:18
  You want to provide as much context as much in as much
• 9:20
  feedback as you can when you get it in real time, Anyone that
• 9:28
  knows me. I stand on that.
• 9:31
  We were going through an investment.
• 9:33
  We were trying to get 25k at any moment.
• 9:37
  If I felt that things were at Jeopardy in a way that I felt
• 9:40
  was productive, contextual and not alarming, I will communicate
• 9:49
  to everyone involved immediately when anything change and I
• 9:52
  wanted to do that because I wanted to show them that it is
• 9:54
  okay to be vulnerable and and reactive if you need to share
• 9:59
  thoughts perspectives. It is okay to tell the truth.
• 10:04
  Honestly, when the truth decides to hit you, I want to build that
• 10:08
  transparency in that love, and that, and that ability within
• 10:11
  the teams that I build with the team that I work with it.
• 10:19
  What's up? When it comes to change.
• 10:26
  And now I'm looping this background to Dion when it comes
• 10:30
  to change. Tell those kids that call at a
• 10:33
  Colorado with, they're actually getting involved in what they're
• 10:35
  getting into. Tell the position players, how
• 10:40
  it's going to change them individually?
• 10:42
  Tell them how it's going to change.
• 10:44
  Preparation wise. Tell him how it's going to
• 10:46
  change familywize. Tell him tell him how it's going
• 10:48
  to change. Notoriety wise, attention, wise
• 10:52
  culture wise, tell them how it's going to change in every little
• 10:54
  component. Allow them to entertain and
• 10:57
  educate you about what Colorado's about.
• 11:02
  You explain to them how things may be changing in your mind and
• 11:06
  what you're afraid of. Vulnerability is a skill.
• 11:15
  That comes natural. But it's something that is hard
• 11:19
  to perfect. Yeah, just a few thoughts.
• 11:27
  Hope you enjoy.