1. Creating Our Common Wealth Supporting the Growth of Others
June 13, 2017

2. Purpose
To learn mindsets, tools and skills that are essential to helping people develop
In a way that is hands on, practical and fun
So that you have increased capacity to support the growth of others, no matter who they are

3. Whose Development Might You Support?
Think of two people whose growth you’d like to support (friend, co-worker, client, boss, child, partner, subordinate)
For each person, think about what you see in them that motivates you.
What possibilities do you envision for them?
Share with a partner

4. Your Role as a Catalyst for Growth
Actions
Tools
Select the right person
Connect talent to opportunity
Motivate the person
Commitment/Compliance Continuum, Prime for Growth Mindset, GROW Model
Set clear expectations & establish accountability
Requests & Promises, delegation
Support their development
Weekly 1:1s, performance feedback, acknowledgment

5. Connect Talent to Opportunity
“A recurring pattern of thought, feeling, and/or behavior that can be productively applied.”
Opportunity
“A set of circumstances that makes it possible to do something.”

6. Commitment-Compliance Continuum
Genuine Compliance
"What a great idea! What can I do to help you?”
Formal Compliance
”Of course I'll do what’s required. I will follow the rules exactly, no more, no less."
Grudging Compliance
"I wouldn’t want to lose my job, so I’ll do as little as I can get away with."
Non-Compliance
"Right. Ask me about it again next month."
Commitment
"Wow! Where do we start? Who else do I know who can help us?”
Compliance
Malicious Compliance
"You want compliance? Fine. I’ll find the opportunities where compliance will really screw things up!”
Adapted from Peter Senge, The Fifth Discipline

7. Moving Toward Commitment
True Commitment:
True commitment arises only from free choice
Commitment creates a ripple effect
To Build Commitment and Improve Compliance:
Be committed yourself, and show it (contagious)
Tell the truth (builds relationship of trust)
Give enough of the big picture (enables initiative)
Where possible, make a request (clear request)
Listen for the answer, seek a promise

8. Growth Mindset Improve Developing skills
Performing better than you did before
I’m getting better, improving my skills
Neuroleadership Institute

9. Fixed Mindset Prove Demonstrating skills Performing better than others
Gotta show them how good I am!
Neuroleadership Institute

10. Practicing a Growth Mindset
Do Less
Do More
Praise success
Praise progress
Focus only on results
Focus on results and growth
Ask what has been done
Ask what has been learned
Set goals with little challenge
Set goals that are a stretch
Neuroleadership Institute

12. Purpose of Delegation that Develops & Delivers
To distribute work
In a way that …
So that
Tasks are successfully accomplished by the people whose task it is
People grow and develop their capacities
We accomplish more than any one person can do

13. Baselining Delegation
Identify a specific situation where you assigned someone a task.
In pairs, simulate what you said when you delegated the task.
Check: Partner briefs back what they understood.

14. Requests & Promises Strong Requests are Clear & Complete:
Question, not a statement
Will you vs. Can you
Specific
Promises:
Yes No
Commitment to Commit
Counteroffer

15. Paired Exercise Return to your delegation example:
Where were you on the commitment-compliance continuum?
How strong was your request?
How strong was the promise you received?
What could you have done differently?

16. Responsibilities of Requester and Receiver
Responsible for making strong request, clear & complete
Listening fully to the response
Jointly responsible for ensuring clarity of promise
Establish information flows to track progress
Assess the delivered result and give feedback
Receiver:
Jointly responsible for ensuring that the request is fully understood, that it is clear and complete
Make a promise, or don’t, but be clear
Communicate progress along the way
Deliver the accomplished result and report completion
Both take 100% responsibility!

17. Delegation That Develops & Delivers: Key Points
Important Qualities:
Meaning (connects to purpose and meaning)
Reliable (task accomplished)
Visible (you know it’s on track along the way)
Sustainable (building capacity, relationship, the monkey)
Builds:
Ownership, Engagement, and Energy

18. Weekly 1:1’s Create Trust & Safety
Thanks for taking the time to talk.
You had a great week last week, overcoming your challenges and meeting your numbers. I appreciate your effort—it contributed to the team meeting its goals!
Purpose: Big Picture (WIIFT) & Specific
I’d like to do our weekly 1:1. What’s on your agenda today?
Past & Present: Actions & Reflection
What outcomes are you working towards? (include longer range goals)
What % have you completed?
What challenges have you overcome or are currently faced with?
What’s been working for you?
Future: Next Steps
Anything you need to do differently going forward?
What would it take to reach 100% this week?
What support do you need in order to do that?
© Way To Go! 2016

19. Engagement through Acknowledgment
General
Great job!
Specific (focus on effort)
You took the time to get to the bottom of things and made it a priority, even when you were busy.
Impact
That saved both me and the team a lot of time and frustration, and allowed us to meet our goals.
© Way To Go! 2016

20. Am I Inadvertently Thwarting Growth?
Get in groups of three.
Brainstorm all the ways your growth has been thwarted by someone who was trying to support you.
Debrief as whole group.
Now, here’s the challenge: Each person pick one way you could be thwarting someone else’s growth: What will you do instead?