ethical issues in business

Michael Ainslie – Navigating Ethical Issues in Business – Why Doing What’s Right Ultimately Makes the Difference (AoL 169)

As we grow more successful, it can be easy for power to go to our heads. We can start to think we’re unstoppable. This is especially true on the grand scale when we see ethical issues in business headline the news.

One right now, for example, is the rehabilitation of the Boeing 737 Max line of aircraft. It has turned into an epic crisis in the last couple of years for them as they simply have not done well in addressing the issue. Nor did they really do a great job of mitigating it either. Whoever made the decision to cut corners and create the software which caused a couple flights to crash, obviously shouldn’t have cut those corners.

Another example was back in 2008 when Lehman Brothers had to file for bankruptcy. Out of all the things that went on that year, I still remember watching the news as the threat of that particular crisis grew more inevitable. When it finally did, the market plummeted… as well as the savings and lifestyles of many people who thought they had done things right.

Today’s guest, Michael Ainslie, was one of the group of people that had to make the decision to file for Chapter 11. Sure, making the decision was tough, but it was the right thing to do.

Being part of that board hasn’t been his only rodeo, however. He was also the CEO of the internationally known auction house Sotheby’s. Let’s just say they had a few things they had to deal with during his time there as well.

In his new book, A Nose for Trouble, he shares with us how he’s been able keep his head through all the adversity in his career.

In this chat, Andy and I get the chance to learn a few things you won’t hear on any other interview of his!

Enjoy!

SPECIFICALLY, YOU’LL FIND OUT MORE ABOUT:

  • If Michael wrote a screenplay for his life, where would the opening scene be? 9:42
  • As a first hand witness, how do highly successful board members end up in a orange jumpsuit in a prison? 14:38
  • What kind of people do these types of people hire as leadership for their companies? 16:29
  • How was Michael able to keep himself from being consumed by the power he’s had in his career? 20:38
  • How does he suggest executives balance the line between the what’s right and the needs of different stakeholders? 22:04
  • What can Xennials and younger generations of entrepreneurs learn from the mistakes of leaders who have gone before them? 27:06
  • What advice does he have to a company who’s trying to rebuild their brand and reputation if they’ve been dragged through the media? 32:38
  • What’s Michael looking forward to in 2020? 34:34
  • Who are his 3 top influencers are teachers who have helped him get to where he’s at today? 39:54
  • What’s a gift he loves to give others? 40:29
  • Is there a documentary that he’d recommend people watch? 40:26
  • What’s Michael’s favorite social custom? 42:02
  • How can someone be a difference maker in their community? 42:40

ITEMS and PEOPLE MENTIONED IN THIS EPISODE:

Michael Online: Website
Cohost: Andy Dix
Session Sponsor: Fizzle – A REAL entrepreneurship community with REAL advice!
Corning World Travel Fellowship
Sotheby’s
Lehman Brothers Bankruptcy
Elon Musk on Joe Rogan
Alex Heard – Chancellor at Vanderbilt U
Ron Daniel – Managing partner at McKinsey
J. Leslie Rollins and the Ohio Fellows Program
Fork Over Knives
Mort and Barbara Mandel Recreation Center

Right click here and save-as to download this episode to your computer.

SHOW NOTE EXTRAS:

Michael on the passing of Morton Mandel

Royal Poinciana Chapel New Garden

Michael’s interview with Bloomberg Radio

Interview with Kerry Lutz of the Financial Survival Network


Thanks for Listening!

Thanks so much for joining us again this week. Have some feedback you’d like to share? Leave a note in the comment section below!

If you enjoyed this episode, please share it using the social media buttons you see at the top of the post.

Also, please leave an honest review for The AoL Podcast on iTunes! Ratings and reviews are extremely helpful and greatly appreciated! They do matter in the rankings of the show, and we read each and every one of them.

If you have any questions feel free to email them over via the email mentioned in the show or by our contact form.

And finally, don’t forget to subscribe to the show on CastboxiTunesStitcherPodBean, and/or Google Play Music. It’s absolutely free to do so.

A huge thank-you to you guys for joining us!

Cheers!

business culture

Connecting the What with the Why: How to Create Business Culture and Strategy the Right Way

“Everything rises and falls on leadership” is a phrase often heard in the startup and corporate arenas. As we’ve talked about in the past, leadership can be described by our influence on others. And with that influence automatically comes our business culture.

As creatives, we need to be aware of this culture that we’re building from the very beginning of launching our business.


Why is that?

Well, culture can be defined as a pattern of beliefs, behaviors, and values, encouraged or discouraged by people or processes over time.

So that means, whether we’re actively promoting a certain culture or not, one is being formed around the work we’re already doing.

So let’s talk a little bit about how we can get ahead of that culture as we’re scaling and growing our business.

It Starts with a Mission

Last week I had the opportunity to be part of a workshop called the Mission Roundtable. In this workshop, we focused on helping people in business find out what their personal and corporate missions were and then use that info to determine their values and vision. Once those were clear, we then set out to learn how we can create a unique strategy and culture for our business.

As you probably guessed, I was all about the part where we focused on determining our missions. This is something that I’ve thought about in quite a bit in the last year or so. In fact we recently had a guest on the podcast to discuss it.

Being part of this roundtable was not only clarifying for me, but also validated what I’ve been finding out.

For me, the reason I went into this research was fairly straight forward. As I’ve met more and more people in the entrepreneurial space, I’ve learned that many new entrepreneurs fail to learn how to connect who and what they’re about with the work that they’re doing.

The problem with this is that they’ll start doing one thing, realize they’re not being fulfilled, and then go on to try something else that might fulfill them.

Basically, they’re recreating a job for themselves.

Not only that, but many go hard core into this new role, go crazy with the grind, and come out the other end thinking “I’m more unhappy now than I was when I started!”.

Finding your own mission and being part of a company that reflects those qualities is an important foundation in doing meaningful work.

Vision and Values

Once we have our mission and have aligned it with our business (or the organization we’re a part of), then we can move onto the next step.

Determining what your vision and values are.

Now, I’m sure if you’re reading this post you know what both are. Your vision is simply where you want to be. And your values are the characteristics of yourself and your team as you get there.

If you’re like me, you’ve probably even written them down for yourself sometime in the past.

It’s possible what you haven’t done yet is to think of those values and your vision from the perspective of your personal and company mission. Even more, many of us might not even be fully using the vision or values we currently have in place.

If you’re not utilizing your current vision and values, why is that? Where’s the disconnect? If you’re not sure, it might be time to draw up a new vision and values to get you there. It might be as simple as the fact you might have a mission now, but the vision and values don’t fit that mission.

All of this should be aligned.

Strategy and Culture

Ok, now that we have those fundamental building blocks in place, it’s time to come back to our business culture and strategy.

Without vision, we can’t really develop a strategy. And without values, we’re going to have a heck of time developing a culture.

Now that we have those in place, though, we can now develop both.

Strategy

So first thing is strategy. Of course, when we’re developing a strategy for anything, we need to know what the rules of engagement are. We want to make sure the moves we’re making aren’t leaving anything on the table. We also want to make sure we’re being as efficient as possible. 

To do that, we need guidelines. 

Now that we have thought of our vision, we have these guidelines. 

We should also know 3 things:

  • What our company does.
  • Who the customer is.
  • What our customer values.

Once you know what those are, you can much more easily build your strategy.

  • Of course you want to begin with the end in mind, so what do you want to achieve in 3-5 years?
  • What options do you have to get there?
  • After choosing an option, what are your next steps? Reverse engineer from where you want to be from where you’re at.

Many make the mistake of not being clear with the answers to these questions, so while you might be taking action, you’re not actually getting anywhere because you haven’t clearly planned out what you want.

Culture

When it comes to building culture, for many creatives it’s seen as something that they can put on the back burner. What’s the point of building a culture when it’s perhaps just you and a few VA’s?

While this perspective might seem ok when you’re first starting up, it can cause big issues in the long run.

However, because we’ve already developed our list of values, then getting an idea for what our culture is isn’t really too difficult.

Organizational Clarity

First thing? Let’s look at the big picture and get organizational clarity. Here’s a few things to consider:

  • What’s our brand and story say about us? When people think of what we’re doing, what comes to mind? How are we described?
  • What’s the structure of the team? If it isn’t formed yet, what will it be? Will there be a hierarchy? Will it be centralized with you in the center? Or will you be part of a decentralized team?
  • What roles are there and what is each person in charge of? The more defined this is from the get go, the less problems there will be down the line.
  • What’s our communication process?

Leadership Clarity

When it comes to leadership in our organization we need to lead by example. Do that and I think you’re at least halfway to being a great leader.

That said it also helps to make sure that our team can work autonomously. While we might want certain things done a specific way, it’s important that we don’t feel the need to constantly micromanage.

However, many times we aren’t always at the top. And in those instances, we have to be aware of where we fit and interact with those around us. 

John Maxwell addresses this in the 360 Degree Leader. In the book, he shows middle managers how to leverage their unique positions and become 360 degree leaders by exercising influence in all directions–up (to the boss), across (among their peers), and down (to those they lead). 

While he goes into much more detail, the gist is that we need to do a few things as a middle manager:

  • Follow our leaders humbly. (Without being a yes man.)
  • Inspire those around us (by example).
  • Manage our subordinates individually. (Never criticize in public.)
  • Influence Lovingly (Don’t have an ulterior motive.)

Relational Clarity

Finally, when it comes to where the rubber really meets the road, it’s all about relationships. Another book of John Maxwell’s (and a favorite of mine) is called Everyone Communicates, Few Connect. And really, the better our relationships with those around us are, the better the system works.

To make sure that we’re connecting with those around us in our work, it’s important to focus on a handful of principles here as well:

  • Define and pursue the same goals (teams with goals win, those that don’t lose)
  • Believe in something bigger than ourselves (believe you’re in it for the greater good!)
  • Collaborate rather than compromise
  • Develop strong relationships (care about others, they’ll care about you)
  • When necessary, engage in constructive conflict resolution.

Action Steps

So as you can see, it’s imperative that we do the work to zero in on what our personal and business missions are. Only when we have them can we build on those to develop our culture. When we have the culture we want, it’s so much easier to build and scale our businesses simply because those folks who don’t fit, normally filter themselves out before they start working with you. 

If they do fit the culture, then it’s so much easier to move forward and actually accomplish goals.

So, again, if you haven’t done so yet, start from the beginning and determine your own personal mission by checking out Uncover Your Personal Mission. From there, work out the other sections until you have an idea for how things are going to be handled differently by your current or future team.

business ownership

Jeff Gamble – Gaining Perspective through Business Ownership: How One Entrepreneur Survived the Ride of His Life (AoL 156)

Business ownership comes in many forms. The goal of this show has always been to expose the listener to as many ways to start earning 6 or 7 figures a year. In the last session, our guest, Chris Prefontaine, built his income generating machine through real estate investing. Then, in session 150, we had Corbett Barr on who told us about how he managed to make Fizzle from the knowledge he knew about monetizing traffic online.

In this session, I had the chance to speak with an influencer here in the Indianapolis area about his background in various businesses including multi-level marketing (MLM).

As you guys probably know, I’ve been a fan of properly ran MLM groups for years. For instance, way back in session 23 of the show, Laila and I had the opportunity to interview soon to be Amway Diamond Mark Nathan.

What he and today’s guest, Jeff Gamble, can tell you is that a large part of being successful in the network marketing arena is affiliating yourself with great people.

Pair this experience of his with traditional business and the result is someone that knows a lot about what it takes to be successful entrepreneur and leader.

But don’t think that this journey of his has been easy. He’s had more major setbacks than anyone I know.

Even if you’re not interested in getting involved with an MLM company, let his story be one of inspiration to you in whatever you’re pursuing.

Enjoy!

SPECIFICALLY, YOU’LL FIND OUT MORE ABOUT:

  • How was Jeff initially exposed to the multi-level marketing industry? 9:14
  • What life event made him change his perspective and look at other ways of making income? 16:02
  • When it comes to network marketing, what kind of benefits does Jeff believe associates get? 44:14
  • What are some things that people should consider when getting started with a MLM company? 53:21
  • What’s Jeff looking forward to in the not too distant future? 58:57
  • Who are three influential people who have help get him to where he’s at today? 1:01:39
  • What job or business would Jeff like to try out for a day? 1:01:49
  • What’s the smallest decision he’s made that’s had the most impact in his life? 1:02:05
  • Is there something that every high school student should know? 1:02:25
  • What’s the secret to achieving personal freedom? 1:02:45

ITEMS and PEOPLE MENTIONED IN THIS EPISODE:

Right click here and save-as to download this episode to your computer.

SHOW NOTE EXTRAS:

How to Fix Your Credit:

John Maxwell’s Law of Leadership #20 – Explosive Growth

Going Executive Director Show Episode 78

Jeff Working Out and Getting Max Gainz!


Thanks for Listening!

Thanks so much for joining us again this week. Have some feedback you’d like to share? Leave a note in the comment section below!

If you enjoyed this episode, please share it using the social media buttons you see at the top of the post.

Also, please leave an honest review for The AoL Podcast on iTunes! Ratings and reviews are extremely helpful and greatly appreciated! They do matter in the rankings of the show, and we read each and every one of them.

If you have any questions feel free to email them over via the email mentioned in the show or by our contact form.

And finally, don’t forget to subscribe to the show on CastboxiTunesStitcherPodBean, and/or Google Play Music. It’s absolutely free to do so.

A huge thank-you to you guys for joining us!

Cheers!

team culture

5 Ingredients in Developing a Strong Team Culture

This morning I had the opportunity to go to the Next Level Indiana Fund Summit. It was an event where members of the capital venture arena addressed what the scene looks like here in Indiana. These members included government officials, representatives from the various funds, and entrepreneurs who had successfully built their businesses through funding. As I listened to these talks, a particular concept came up to me again and again. Each organization had a strong team culture.

What’s a Strong Team Culture Look Like?

When you think of a team culture, you might think of a particular sports team. I’ve written about various examples of sports teams with great cultures in the past. Duke Basketball, Duke Football, and the Colts are recent examples.

From these examples, we can see that culture is made up of certain parts. A culture has values, beliefs, attitudes and the certain behaviors that are important to the team. We can also see that if culture isn’t intentionally defined from the start, it will likely be defined by the weakest link.

If we let it get this far, then that’s when we feel we have to implement all kinds of precise rules, processes, and systems.  When this happens, members of the team feel like their personal perspective doesn’t matter. It demotivates your A-Team members. That becomes a much bigger problem REAL quick!

Essentially this is what we saw with the Colts when Ryan Grigson was General Manager. While he might have been a great talent scout and brought in a few good assets to the team, unfortunately, he didn’t set the right culture. Therefore, when then coach Chuck Pagano had to do his job, he practically had to babysit the players for every play. Unfortunately, he wasn’t too great at being a micro-manager and we ended up with plays like this. As a result, over time there was an overall feeling of distrust between the players, coaching staff, and the front office.

When Chris Ballard came in to take the reigns, he knew this had to change. So, from the very get-go, he started to define the new culture of the team. Add in Frank Reich last season, and you have a team of high trust, where the effective players believe in each other, the organization, and where it’s going.

Building a Strong Culture

So now that we have a bit of an idea of what a bad culture can yield vs a good culture, how do we build a strong one?

A good example of building a strong culture can, again, be seen in this recent post about the Duke football team.

But if I was to summarize that particular post, there’s a few takeaways that we need to have.

1. Single Team Vision

The first thing we need to realize is that while a team might have many voices, it has one mission and one vision. This means that the vision is a team effort – including the leadership. When they act and do things a particular way, the team will take notice and start to do what they see leadership doing.

Meaning, if the leadership wants the team to put in the hard work, they’ll have to put in work first.

Remember there’s no such thing as leading from behind.

2. Abundant Belief

The next thing we should notice is that a winning team believes that it is a winning team. This means that the leaders believe in the team, the team believes in each other and the leadership, and even more so, each individual on the team believes in themselves.

3. Appreciation of Ourselves and the Team

Many times, we leaders have a hard time appreciating our own little wins. Reason often is that we’re so focused on accomplishing the vision that the little wins we have along the way, don’t really count. They’re what’s supposed to happen. We might feel a little bit of satisfaction, but that’s about it.

However, when something doesn’t go quite the way we want it, that’s when we usually get somewhat emotional. And it’s because of this tendency that many of us tend to get sucked up into a downward emotional spiral.

That being the case, as leaders, we need to so gratitude towards our own accomplishments as well as those of our team members. If you need help with this, there’s a few resources I’d recommend. The first is the Five Minute Journal. If you’re not familiar with this journal, it’s an actual daily journal that helps you appreciate the things that went right during the day. That way you can get in the habit of appreciating what’s going right for you personally. If a hands on version isn’t your style, there’s an app for both iOS and Android.

Then, there’s the 5 Love Languages. And while many think this is for romantic relationships, there’s actually an edition for the workplace. This book is useful when you’re trying to learn how to show your appreciation of those in your immediate circle.

And last but not least is the John Maxwell book called the 25 Ways to Win with People. If you’re familiar with his book called Winning with People, then you’ll want to grab this whenever you need a refresher.

4. Active Participation in Team Discussions

One of the things I’ve noticed with winning teams is that all members of the team have a chance to input their thoughts on what’s going on. As a leader, it’s your job to help the members of your team feel that they’re welcome to offer their input. Of course the best way to get them to do this is to ask more questions. And when they respond, actually pay attention and get clarity on what they’re saying.


When we pay attention to the members of our team, we can bring out the best in them.

5. Live with Intention

As with all things, we need to keep focus on the fundamentals. So, it’s important that we keep our vision in front of us. If you work with your team in person, put the vision somewhere where people are constantly reminded of it. For example, the Colts have done this by issuing a shirt that reads 1-0 – meaning do what you can do now to put yourself in a position to win the next game.

With this focus on fundamentals, it’s easier for leadership to develop and uphold a particular standard of work ethic.

Action Steps

Ideally, the best time to start working on a team culture is when you’re new to a position. It was always so much easier for me to set the expectations of a classroom on the first day as opposed to week 5 or later.

However, if you do find yourself in a situation where you need to develop a culture for a team you’ve been leading for awhile, then there’s no better time than now to get started.

Of course, you’ll have to use a little bit of change management to successfully move the team from where they are to where they need to be.

So, a possible suggestion of this is to give them the new vision and let members of the team help you figure out the details in how that’s going to be accomplished. Then once you have the details in place, work on the expectations. How are you going to do things and how will they do what they need to get done? And then after that is determined, work with them on figuring out a process of accountability. What happens when they don’t get a certain task done a certain way and on time?

Using this type of communication will certainly help your team form and develop a new culture.

personal motivation

Andy Dix – Be the Best Version of You: The Importance of Understanding Our Own Personal Motivation (AoL 154)

Having the knowledge about different personalities is a bit of a super power. When you know someone’s personality and personal motivation, you can understand what makes them tick. However, a lot of people simply don’t have this knowledge. They get frustrated when other people don’t act the way they do or don’t set an importance on various things like they do.

Today’s guest, Andy Dix, helps individuals and teams figure out what motivates them through the Reiss Motivation Profile.

As a leader, it’s important that not only do we know the makeup of any one person, but we also understand how others are going to engage with them.

If you don’t have much knowledge about how personalities and motivations work, this is a great conversation to start at!

So, join Harrison and I as we learn why Andy chose to work in this field, what he’s learned, and why he started his The Hopeful Hoosier Podcast.

Enjoy!

SPECIFICALLY, YOU’LL FIND OUT MORE ABOUT:

  • How’d Andy get into what he’s doing today? 8:40
  • What’s the Reiss Motivational Profile and how does he incorporate in his work? 13:01
  • Has he been surprised by the profile results of any one person or people? 16:13
  • Does the Motivational Profile prove the truth of “natural born” leaders and entrepreneurs? 25:12
  • What motivated Andy to start his podcast “Hopeful Hoosier”? 27:12
  • What kind of things is he looking forward to the rest of this year? 36:43
  • Who are Andy’s top three people he’s been influenced by? 38:13
  • One thing under $100 that has changed his life? 40:08
  • Is there advice out that he hears adults giving kids that he’d call BS on? 40:43
  • What does Andy do when he becomes overwhelmed or unfocused? 41:39
  • How can someone be a difference maker in their community? 42:35

ITEMS and PEOPLE MENTIONED IN THIS EPISODE:

Right click here and save-as to download this episode to your computer.

SHOW NOTE EXTRAS:

Andy Interviewed by Engel Jones:

Steven Reiss on his book The 16 Strivings for God

Andy’s Webinar on Using the Science of Motivation Within an Organization

NPR’s Talk of the Nation: The Art and Science of Motivation


Thanks for Listening!

Thanks so much for joining us again this week. Have some feedback you’d like to share? Leave a note in the comment section below!

If you enjoyed this episode, please share it using the social media buttons you see at the top of the post.

Also, please leave an honest review for The AoL Podcast on iTunes! Ratings and reviews are extremely helpful and greatly appreciated! They do matter in the rankings of the show, and we read each and every one of them.

If you have any questions feel free to email them over via the email mentioned in the show or by our contact form.

And finally, don’t forget to subscribe to the show on CastboxiTunesStitcherPodBean, and/or Google Play Music. It’s absolutely free to do so.

A huge thank-you to you guys for joining us!

Cheers!

self growth

How Self Growth and Your Filtering Process Affect Your Life and Business

They always say, you attract who you are. When I was at the start of my self growth journey, I really didn’t know what this meant. I remember exactly where I was when I first realized it though. I was in grad school. And, interesting to me, it wasn’t too long before I realized that not everyone is looking to climb a mountain in their career.

Up until that point, I thought just about everyone worked like I did.

I couldn’t have been further from the truth.

What I’ve realized since then is that there are different personalities, different motivators, and even different needs that we have to consider when we’re interacting with other people.

Because of this, we have to be aware of where we are on this personal journey so we can understand how they see us.

The better we can use this power, the easier it is to get what we want in the long run.

Or as Zig Zigler said, “If you help enough people get what they want, then you automatically get what you want”.

Here’s a few things to think about…

You Attract Who You Are

Recently, I was listening to a lesson that fellow John Maxwell Team member and future guest of the AoL Podcast, Jeff Gamble, was talking about on his FB Live show “Going Executive Director”. 

In the video, he was talking about how people tend to attract others like themselves. 

Here’s the thing. Jeff might have been using the MLM world as a reference, but it’s true across the board. And it’s especially true in life and business.

For example, when I was in college 10+ years ago, I was pretty insecure about my future. Like many engineering students, even though I liked having a good time, I learned to prioritize studying. I never had time to party.

Many of the friends I had in college were that same type, especially early on. 

After I changed majors, I felt more at ease and because of that, I started attracting new friends who didn’t fit this previous mold. They were confident in where they were going. And because of this, I started to see that I had decent control over my own future.

It was during this time that I started getting involved in clubs and other organizations on campus. Interestingly, I started to understand that not everyone is wired the same way I am. And like Jeff was talking about, I started to understand that not only are there different personalities, but different people have different needs.

Start with Your Needs

In the video, Jeff talks about Maslow’s Hierarchy of Needs and Tony Robbins’ 6 Human Needs. It’s uncanny how similar they are:

self growth

Early on in college, my esteem took a beating. It seemed like no matter what I tried, I just couldn’t be the student I was used to being in high school.

What I later realized is that I just had no idea how to study. And once I figured that out when I changed majors, I’d put in the needed work to fix that. As a result my confidence rose and I allowed myself to venture out and do other things. Interestingly enough, I started trying to connect with other students around me by becoming part of different organizations (that’s the next level of needs!)

So, here’s my question for you. Where do you fall? Do you have the basics figured out? Do you have safety figured out? How significant do you feel?

If you’re still in search of those, as Jeff was saying, you’re going to attract those people into your life – either as friends or as clients.

Setting Up Your Business for Success by Filtering

That being the case, as a business owner, you might not necessarily want to attract those who are in your own situation.

This is where the importance of setting up a filter comes into place. 

A filter is nothing more than a system used to qualify potential matches. Most businesses should use a filter when they’re trying to fit people to certain roles.

Here’s a few examples of where filters could be used:

Recruiting In Direct Sales

For example, if you’re affiliated with an MLM company like Jeff was talking about, then you’ll want to filter the right people in. You’re looking for people who want to learn about the system and how to leverage it properly to grow their own business. What you’re not looking for is people who are naturally not coachable and rebel about everything. You want to surround yourself with other students of the craft.

As a Consultant

Likewise, if you’re a consultant, then you’ll want to use a filter to see if someone really wants to achieve a new version of whatever you’re helping them with. You’ll need to learn how to ask them qualifying questions about themselves, their business, and what they’re looking to achieve.

As a Doctor

Another example, let’s say you’re a doctor. You’d need to filter people based on their needs on whether or not you can help them. If you misdiagnose someone and give them bad advice on their next step, there’s a good chance you might be sued for malpractice.

In an Everyday Situation

Or here’s a final example. Let’s say you’re actually in HR for a company. Do you think you should hire people like yourself to fill in jobs in the company, or should you hire people who fit the characteristics of the role that needs to be filled. Obviously, you want to hire to the role and to do that, you’ll need a filter to find out if they fit. Otherwise, you’ll hire someone and they’ll either quit or be fired.

Action Steps

So, I hope those examples give you a bit of an idea of the importance of a filter in your business and perhaps in your life as well. My trajectory changed completely for the next 10 years after college. If it wasn’t for the input I received those years, I wouldn’t have started on my current path.

And because of that, I wouldn’t have been able to eventually realize that these people had used a filter on me – whether consciously or subconsciously.

So don’t throw people at the wall and see what sticks. Otherwise, you’ll get more people like yourself. If you’re trying to become a new version of yourself, that might not be ok.

Instead, learn to consciously use filters in your day to day life. If someone isn’t going in the direction you are and doesn’t have the same standards that you want, then there’s a good chance they’re going to be a drag on your life and your business.

order from chaos

Making Order From Chaos – Understanding the Roles of Containers and Expanders on Your Team

It’s interesting how the universe works. This morning as I was watching the local news, and heard that several people have mysteriously died recently in the Dominican Republic – one of which was Barbara Corcoran’s brother.


If that name doesn’t ring a bell, she’s been one of the more prominent sharks on Shark Tank over the years.

As I was learning more about the loss of her brother, I ran across this tweet:

She goes on to talk about this further in her post on LinkedIn: There are Only Two Kinds of People

What’s ironic is that this is something that I’ve been thinking about quite a bit recently.

The Study of People Using Assessments

In my studies over the years regarding human and organizational behavior, I’ve come to appreciate personality tests. And one thing I’ve come to realize is that there are all kinds of ways to explain how a person ticks.

Some use academic means to assess the subject (Reiss Motivation Profile) while others are more widely used simply because they’re more well known and the information seems easier to convey (Myers-Briggs, DISC).

Up until recently, I’ve mainly used variations of the DISC profile to understand where people are coming from. Heck, I know the model so well that, when I’m waiting out in public, I’ll simply pass the time watching people and guessing their personality based on their personal style and how they’re interacting with others.

Here’s the kicker: most personality tests such as DISC are great if you’re checking to see how people react to a certain situation. I can tell what a person’s primary “personality” by how they respond to tasks and people.

If they’re given a task, will they try to do it or pass it off? Likewise, if they’re around others, will they try to be friends with them all or will they chill with a select group that they know well?

However, if you really want to know a person, you need to know what their Why is. Why do they approach certain situations in certain ways? This is what the Reiss Motivation Profile can help us with.

Instead of saying “they act this way around people/tasks” it instead helps us understand  “this is Why they act this way around people/tasks”.

Containers vs Expanders: Order vs Chaos

In conversing with upcoming guest of the AoL Podcast, Andy Dix, about Reiss Profile assessment, I’ve come to a realization. There are people who thrive in chaos and there are those who thrive with order.

Based on the results of my Reiss assessment, I like to think I’m somewhere in the middle. I like to make connections in chaos and help others apply that knowledge to their lives and/or business.

But I’m definitely more on the order side of things than the chaos side.

In other words, I’m more of a Container than an Expander.


Containers are detail oriented, like to keep on top of things, and like to create systems.

Expanders love ideas and action, thrive in chaos, and are 100% all out all the time.

Leveraging this Knowledge as a Leader

Generally speaking birds of a feather, flock together. Containers will naturally gravitate towards other Containers. Expanders will group with other Expanders.

Why?


Well, it’s human nature to see others from our own perspective.

Truth is, if let alone in the workplace, these individuals have the potential to drive each other crazy if made to work together without proper leadership. Containers might think Expanders are careless. Expanders might start believing that Containers aren’t moving forward fast enough.

If you compare them side by side, you might be right.

But as we’ve found out, they’re not the same. We’re comparing apples and oranges. So to avoid that frustration on your team and network, let’s tie this all together.

The Expander Leader

Let’s say that you’re an Expander – you’re constantly taking action. If you’re not making waves and meeting new people, you’re not happy.

That’s great and all, but if all your doing is planting seeds… who’s harvesting them? If all you’re doing is making the meal, who’s cleaning things up?

That’s where the Container comes in. Containers can make sense of the work you’re doing. They can help you be more efficient. And they can clean up after you if needed.

These are the types of individuals you’d want as part of your advisory team – your inner circle.

However, that being the case, you also need other Expanders. You can’t do all the things that need to be done in the field. So having other Expanders around will allow you to take more territory and explore new opportunities twice as fast.

The Container Leader

Likewise, if you’re a Container like myself, you’ll want at least one or two inner circle members to be Expanders.

Why?

If all you have is a group of Containers trying to make sense of things, you might get stuck in a loop of improvement. You’ll overthink things more than you need to.

With the addition of Expanders on your team, you can turn to them and ask “Hey, can you take this idea out to the market and see if this is something people want?”. Or, you can ask them “Hey, who do you know that could help us with…?”.

Because they love taking action, they’ll either find out the information themselves or, better yet, share the task with other Expanders in your network.

Action Steps

So to me, it’s fairly understandable why Barbara is so adamant about this topic. When paired together, Containers and Expanders can do amazing things!

With this knowledge, you can now determine whether you’re a Container or an Expander.

Then, it might be good to do an inventory of your team. What skill sets do your team members currently have? Which do you need?

Is your organization currently lead by Expanders? Then I’d imagine you need some Containers to make sense of things. There’s a good chance you’re making quite a lot of waves!

Is your startup made up of Containers? You’ll need to find some Expanders. You’ll naturally want to work on the product or service, but you need those Expanders to test it out in the market and get that feedback you need to make your company more relative to the outside world.

Either way you look at it, find and leverage those that compliment yourself.