Talent Matters LLC

Project Managers make things happen across the country!?It is a business and country critical role!?Stay tuned for research insights we completed jointly with the Engineering Management Institute and participating firms on the incredibly powerful Harrison Assessment platform.

Connect “We must establish a personal connection with each other. Connection before content. Without relatedness, no work can occur.” ~ Peter Block

Next Reiding for me: Right Kind of Wrong by Amy Edmondson. I am excited that she is speaking this fall at ATD's OrgDev annual conference. Does your organization fail well? Here is what the free version of Gemini provided about the big ideas in the book. "Amy Edmondson's work on "failing well" emphasizes that failure is not something to be universally avoided, but rather something to be understood and learned from. Her concepts are particularly relevant in environments that require innovation and adaptation. Here are some of the core ideas: -Not all failures are equal: -Edmondson distinguishes between different types of failure: Preventable failures:?These are failures that result from errors or deviations from established procedures. Complex failures:?These arise from multiple interacting factors, often in complex systems. Intelligent failures:?These occur when exploring new territory, experimenting, and innovating. Intelligent failure is valuable: These failures provide valuable learning opportunities and are essential for innovation. They occur when well-designed experiments yield unexpected results. -Psychological safety is crucial: -Creating an environment where people feel safe to take risks, admit mistakes, and learn from failure is essential for fostering a culture of learning and innovation. Learning from failure requires deliberate effort: -It's not enough to simply experience failure. Organizations and individuals must actively analyze failures, identify root causes, and implement changes to prevent recurrence. -Distinguishing between mistakes and failures: Mistakes are deviations from known procedures, while failures are undesired outcomes, which can sometimes come from well designed experiments. The importance of context: -The way failure is perceived and handled varies depending on the context. In high-stakes environments, such as healthcare, the focus is on preventing preventable failures. In innovation-driven industries, the focus is on embracing intelligent failures. The role of leadership: -Leaders play a critical role in shaping the culture of failure. They must model a growth mindset, encourage open communication, and create a safe space for learning. -Focus on the learning process: Shifting the focus from blame to learning is essential for creating a culture where failure is seen as a valuable source of information. The necessity of experimentation: In complex and uncertain environments, experimentation is essential for finding new solutions. This inevitably leads to some failures, but it also leads to breakthroughs. The dangers of perfectionism: A culture of perfectionism can stifle innovation and prevent people from taking necessary risks. By understanding these ideas, individuals and organizations can create a more productive and innovative approach to failure."

20 minute read from Reid For coaches and leaders heavily involved in coaching. https://lnkd.in/gKJab4B

Friday read from Reid From Google Gemini the big ideas from The Thin Book on Trust by Charles Feldman. Almost done...recommend actually reading the book. From Google Gemini AI search, here are 10 big ideas from "The Thin Book of Trust" by Charles Feltman: Trust is a Choice:?It's an active decision we make based on our assessments of others. Four Distinctions of Trust:?Trust is built on four key assessments: 1-Sincerity:?Are they honest and authentic? 2-Reliability:?Can they be counted on to keep their promises? 3-Competence:?Do they have the skills and knowledge to do what they say they will? 4-Care:?Do they genuinely care about my well-being and interests? Trust is a Continuum:?It's not an all-or-nothing proposition. Trust levels can fluctuate and change over time. Building Trust Takes Time and Effort:?It's an ongoing process that requires consistent and intentional actions. Words and Actions Must Align:?Trust is eroded when words don't match actions. Trust is Essential for High-Performing Teams:?Trust fosters collaboration, open communication, and innovation. Broken Trust Can Be Repaired:?But it requires honest and open dialogue, and a commitment to rebuilding trust. Self-Awareness is Key:?Understanding how our own words and actions impact others' trust in us is crucial. Active Listening is Crucial:?Truly understanding others' perspectives is vital for building and maintaining trust. Trust is the Foundation of Strong Relationships:?In all areas of life, trust is essential for building and maintaining strong, fulfilling relationships. This is not an exhaustive list, but it captures some of the core principles outlined in "The Thin Book of Trust."

Starting third annual emerging leaders cohort with Manhard Consulting. After an amazing reception and orientation by company leaders, the next day day was focused on the "paradoxes of leadership". Kind of hidden in the back row are my two partners (session facilitators), Collin George and Luke Carter. https://lnkd.in/dAhJV_DM

The Real World Law of Constant Change From my Reiding this week and I'm pondering (as my dad would say) "The law of constant change is the fundamental law of our life that needs to be both understood and harnessed if we are to have a happy and successful life.?The Law states that everything in our life is in constant change, constantly in the process of becoming something else.?Nothing stays exactly as it is. ? Movement and change constitute the reality of our being. ? Our finances, our friendship's, our career , our life opportunities, our health, our children, our parents, our daily activities, our insights, all are forever changing and becoming something else.?To many this is a frightening and daunting phenomenon, as most of us crave stability, but stability is an illusion, and you and your circumstances will change whether you like it or not, whether you want them to or not, because they cannot and will not remain the same.?It is the law and nature of who we are as human beings having this extraordinary experience of living a life." Perry Zeus - Behavioral Coaching Institute. Our mission is to help develop highly adaptive organizations and leaders. Have a great weekend.

Next book up on my Reiding stack: https://lnkd.in/gRXpUm5A

Learn about how to quantify and systematically improve client experience with this introduction to Client Savvy's process. https://lnkd.in/dau6W_Wv

"If an ineffective manager can shift to an effective manage, there is the potential to improve employee performance by 25%, employee engagement by 52% and employee retention by 40%. A good manager has the potential to increase an employee's commitment to their job by 34%, the power to increase emotional commitment to the organization by 38%, and commitment to the team by an astounding 47%." How do you identify, develop, and support new leaders in your organization? Lets talk.