Claim OwnershipIt's Not Personal
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© Copyright 2023 Seth Rigoletti and Ken Grady
Description
It’s not personal: a podcast about making work more human.
How do we onboard, engage, communicate, and lead in the 21st century of work?
A podcast that talks about technology, in person work as well as remote work, retention, and the power of connection.
How do we onboard, engage, communicate, and lead in the 21st century of work?
A podcast that talks about technology, in person work as well as remote work, retention, and the power of connection.
25 Episodes
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In this final episode of season 2, Ken and Seth discuss the value of touching into our own ambition and our relationship to it. Perhaps you have something inside of you that wants to be expressed, and it's important that you take the time and the energy to express that thing. Toxic ambition is about thinking that you're inherently a better human being than someone else. Positive ambition is in believing that we can be better at who we are and how we do things. It takes ambition to achieve great things in this world, and we need solid leaders who are willing to do this work collaboratively and with humility. Read more about us at https://www.itsnotpersonal.net/episodes or https://sethrigoletti.com/its-not-personal/
In this episode, Ken and Seth talk about the value of feedback and how it can change your life. The three types of feedback that are most common are appreciation, coaching, and evaluation. It's so important to be clear on what you want to hear and how you want to hear it. Thanks for the Feedback, by Douglas Stone and Sheila Heen. The gift of feedback is when you can be specific and help the receiver understand themselves a little more. Find out more at https://www.itsnotpersonal.net/ or at https://sethrigoletti.com/
What if you could manage your worry and the worry of your team more effectively by both planning and trusting that you will figure it out? The ability of leaders to meet the worries and concerns of their teams with compassion and a sense of purpose makes the difference between a team that is built on self trust or one that's based on fear and control. Ken and Seth talk about how leaders can learn to trust themselves and build trust in their teams by doing a better job of managing their own worries and concerns. Self trust and trust in your teams are the two most important components of a good culture. As usual, Ken and Seth talk about how vulnerability is the path forward to this.
We can train ourselves to be more comfortable with discomfort and get more out of our own experiences and the experiences of those around us. Being a leader means being uncomfortable most of the time. If you are avoiding that discomfort or if you're trying to manage your team away from discomfort, then you're going to create problems for yourself and others. In this episode, Ken and Seth dive deep into the ways that leaders can lean into change and discomfort with their teams and their organizations.
In this episode Ken and Seth talk about the value of accepting that a career does not have to follow a straight path. Perhaps, it's even better if it doesn't. Ken shares how many of the successful people he works with in IT don't even have a computer science background. As a leader, you can provoke your team to think different about their own career path and how they might be able to support people to discover their talents. Whenever we think that careers have to go in a specific direction, we might be limiting ourselves from seeing opportunities as they appear.
In this episode, Ken and Seth talk about the importance of treating your teams, your employees, and your managers like adults so that they behave like adults. When we treat people like children, they tend to behave like children. When asked why he's willing to let his team decide whether to work remotely or come into the office, he says, "I have a fundamental principle, I only hire adults." Ken and Seth share their perspective on what it takes to build a culture of adults and cultivate an organization that's mature and responsible.
How do you feel about conflict? What does it mean to be a "tough boss?" How do we hold ourselves accountable and why?It's important to bring feedback to people that removes the personal out of it. Why? It's because when we feel judged, we tend to shut down. Even so, it's crucial that leaders see the people who worked for them. The more you see them, the easier it is to motivate them and to help them improve how they develop. Being a "tough boss" isn't about being a jerk, rather it's about being clear, direct, and honest.
Can we find the fun and the spontaneity in our work? What would it look like if people were willing to use a little playfulness in their job? Ken shares how he uses humor and playfulness with his group, and how these things help to create engagement and develop relationships. Sometimes little things like turning presentation slides into a game of finding little hidden jokes for his Executive Leadership Team.The more confident the organization is, the safer that they feel, the easier it will be to have fun and express ideas with honesty and humanity. Any job, no matter how great it is, can become monotonous or boring if it doesn't have some spontaneity and joy.
Can we be in competition with each other while also wanting each other to be successful? Want does it take to create a culture that celebrates the pursuit of excellence without the pursuit of the ego? In this episode, Ken and Seth talk about the value of healthy competition in an organization and the negativity of unhealthy competition. When your sense of success is dependent on the idea that your victory has to come at someone else's cost. As leaders, it's important to recognize that you get the behaviors that you incentivize and if you reward ego-driven, competitive behavior, you will get a culture where people feel like enemies, not rivals. Learn how to foster a collaborative environment and culture as a leader, and what it takes to encourage rivalries without creating enemies.
Culture is basically just a set of behaviors and expectations that we have for the people in our organization. In this episode, Ken and Seth talk about how you can influence culture and motivate change even in a hybrid situation. When we are aware of the anxiety that we have about whether our teams are actually doing the work, we can get much clearer about the ways that we want to measure and hold people accountable. What do you do to measure success in a culture that believes that you've hired the right people for the right position. The goal is to create a resilient culture and to do that leaders must model behavior that shows self-trust and trust of others without ignoring what isn't working for the team.
What is a leader's job when you get right down to it? Is it just to have meetings and make decisions? Or is it about helping other people be successful? Yes, there are other things that you're expected to do, but your role as a people-leader (no matter what you do for the company) is to help people be successful. Ken and Seth talk about how leaders can see themselves as having the power to lift others up to see themselves as being more successful and to grow.
Leadership isn't always about position power. Often times it's about the ability to influence beyond your sphere of control. In this episode, Ken and Seth talk about the various ways that a leader can influence a culture and bring along peers and management so as to see different perspectives. The more aware you are of what you're trying to say and how people's emotions work, the easier it is to make an impact. Find out more at www.intsnotpersonal.net
This episode is the culmination of the various topics that we've talked about throughout these podcasts, which ultimately leads to a workplace that's more human and more open. When we make it okay for people to surface problems or concerns, then we make it an environment for them to engage with and work through problems or issues that they may have. The greater the psychological safety, the greater the trust. Ken and Seth talk about the norms and expectations that we can create in a team or an organization that allows us to use difficult conversations to become better. Find out more at https://www.itsnotpersonal.net/ or at https://sethrigoletti.com/
What does it take to turn a group of people into a team? There’s a difference between having a group of individuals that work and communicates well together, versus having a group of individuals who have to coordinate and collaborate on a project. In this episode, we talk about how to create a culture of teamwork, trust, and shared purpose. What could we learn about collaborative teamwork from a Jazz band? We all know what the goal is, but we all might interpret how to contribute in our own ways. Find out more about Ken and Seth at https://www.itsnotpersonal.net/ or at https://sethrigoletti.com/its-not-personal/
We all feel self-doubt in our work and especially as leaders, but it's important to recognize that it's never helpful. Self-doubt fundamentally questions the value of who you are, whereas doubt of our ability can sometimes be helpful, doubting that you're enough gets in the way. Whenever we put our value as a human being in doubt, we make it harder for others to trust and work with us. Listen in as Ken and Seth discuss the various ways that we try to hide our weaknesses in order to stay safe, and the power of accepting ourselves fully for who we are. To find out more about Ken and Seth, go to https://www.itsnotpersonal.net/ or https://sethrigoletti.com/
What is different between being sorry and being accountable? Listen to Ken talk about the advice he gives his team about sorry. When we apologize too often, we forget to be accountable for our own actions and instead feel responsible for other people's feelings. Be aware of how you use "Sorry" and the impact it has on those around you. It can steal authority, create a sense of blame, and a distance in the relationship. For more information, you can check us out at itsnotpersonal.net or sethrigoletti.com
The power of story in communication, influence, and collaboration. Ken shares a little bit about how he's used storytelling in his own work as a CIO, and together we talk about how humans are able to better understand information when it's in story form. Just knowing the data isn't enough. We can also learn how we see ourselves as characters in our own stories, and how difficult it is to see clearly when you're stuck in a victim, villain, hero framework.We have to put the information within a framework of a story if we want people to be able to absorb it and understand it. For more information, check us out at itsnotpersonal.net or sethrigoletti.com
The difference between waiting for someone to finish speaking and actually listening to what they're saying. When we listen to someone, really listen to them, we give them our whole presence, which can not only build trust, but also help solve relationship conflict.Ken and Seth discuss the value of listening with the intent to understand rather than to be understood. How listening can broaden our understanding of a problem and open us up to diverse solutions. Open your heart and your mind. More information at itsnotpersonal.net or sethrigoletti.com
What's the impact on a team when you're willing to have a gratitude practice at work? Invite people to be vulnerable and human, while also being grateful for the opportunities that we have. Appreciation and gratitude for your peers and your team can be so helpful in creating space for people to feel more like themselves. Show up for each other in a way that's authentic and respectful. What if you just let people know how much you appreciate them for what they do. It's amazing the impact we can have on each other when we take the time to recognize and be grateful for those with whom we work. Check us out at It's Not Personal website or at sethrigolett.comIf you enjoyed this podcast, you can help us out by subscribing, leaving a comment, or sharing us on social media.
What does it mean to respect someone? How powerful is it to a culture and company when we take the time to give people their "due regard." When we respect other people's point of view and experience, we have an opportunity to learn more about them and about how the world can be perceived. In this podcast we talk about the various ways that we can use respect as a tool to connect, build trust, and make space for others. What assumptions and barriers are we bringing to a conversation and an interaction with our colleagues? How do those assumptions get in the way of giving people their due regard. Find out more at https://www.itsnotpersonal.net/ or https://sethrigoletti.com/
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