Bobby Umar

Karen Vieth of InSync Training and Bradley Davis, BRMP of International Accreditors for Continuing Education & Training (IACET) get us beyond the basics. The virtual classroom isn't just about how to run fun activities anymore. It's about directing the conversation and making sure learning happens. Take a listen. #virtualclassroom #facilitation

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Another happy client book launch, Melissa Creede, P.Eng., CPCC, PCC, CPQC Beyond Your Inbox: Intentional Leadership in a Distracted World. If you are a leader or an up-and-coming leader who wants to lead more effectively (lead people, projects, towards a vision, or lead transformative change in your organization, your community or in the world), if want to be more strategic and intentional about where you’re heading, if you want to be invited to higher level meetings and be considered for higher level projects and roles, if you want to be more focused in your business, or if you want to work on complex systemic social change but you get derailed by day-to-day demands, 𝐭𝐡𝐞𝐧 𝐭𝐡𝐢𝐬 𝐛𝐨𝐨𝐤 𝐢𝐬 𝐟𝐨𝐫 𝐲𝐨𝐮. Grab your today: https://lnkd.in/eZyvzxUr

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How Harris lost the elections: Leadership Lessons from the Value Proposition Canvas This quote offers a compelling lens through which to understand the “Profile Map” from the Value Proposition Canvas, especially in the context of leadership and addressing constituent or customer needs. Kamala Harris’s response, “There is not a thing that comes to mind,” can be seen as a missed opportunity to connect with the public on areas where they feel change or improvement is needed. This approach translates well into lessons for leaders in companies who aim to understand and address the “Jobs to be Done,” “Pains,” and “Gains” that matter most to their customers and employees. 1. Jobs to be Done • Leadership Context: People expect leaders to identify with their priorities, like economic stability, healthcare, and safety. • Harris’s Response: By saying nothing came to mind, Harris may have seemed detached from these urgent “jobs” that matter to the public. • Lesson for Leaders: Leaders should clearly address the primary “jobs” their teams or customers need. Ignoring these priorities risks losing connection and trust. 2. Pains • Leadership Context: Leaders are expected to empathize with public “pains” such as inflation, healthcare costs, and other daily struggles. • Harris’s Response: Harris missed the chance to acknowledge public challenges, potentially alienating those looking for empathy and recognition. • Lesson for Leaders: Recognize and address the “pains” your stakeholders feel. Empathy builds loyalty and trust, while overlooking challenges can lead to disconnection. 3. Gains • Leadership Context: People seek progress and benefits, whether in quality of life or business improvements. • Harris’s Response: Without recognizing areas for improvement, her response lacked forward-looking optimism. • Lesson for Leaders: Clearly articulate how your efforts benefit stakeholders. This shows a commitment to their desired “gains” and reinforces trust. Conclusion for Business Leaders For leaders in any context—whether in politics, corporate settings, or startups—the “Profile Map” elements can serve as a critical reminder. Ignoring or failing to address the “Jobs to be Done,” “Pains,” and “Gains” of your audience can result in a disconnect that leaves people feeling unheard and disengaged. Leaders who effectively address these elements are more likely to cultivate loyalty and support, building a foundation of mutual trust and progress. #KamalaHarris #LeadershipInsights #LeadershipLessons #ValueProposition #StakeholderEngagement #StrategicThinking More information on the Profile map can be found here: https://lnkd.in/eX5Updqq

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“The VCR Method” is a GAME CHANGER! - says a fellow coaching client that benefited from this framework ---- Alright friends, it's Monday, it's a new week, I'm inspired, excited, and on a mission! Here's a quick coaching method that will help your clients go from stagnant to UNSTOPPABLE (while helping you become a better coach!) It's designed as a framework to help you shape your coaching sessions in a way that helps you position yourself as a leader, while taking a firm stand for your clients' success, and showing up your exceptional coaching skills. ---- The 1st Step: STOP Call Out the Problem that’s keeping the client from taking the suggested steps to achieve their goal This helps the client safely communicate what they are resisting, afraid of, or doubting about themselves or the process you are guiding them through The 2nd Step: Pause Help the client detach from the outcome they want and reassess the plan you have co-created with them. With a revised plan, you can both commit to moving forward. Detachment separates the client from expectations and provides clarity for critical thinking & vulnerability The 3rd Step: Play With resistance addressed, a plan co-created, and the client detached from the outcome [while still committed to their goals,] you can both move forward powerfully. It’s important that you’re in close proximity to the client for the first 2-3 steps they take. This will help them generate the momentum to develop the confidence to achieve their goal without becoming co-dependent to your presence. The 4th Step: Fast Forward Double down on what’s working and help the client increase their capacity for action and achievement. While your client is achieving milestones, they’re generating the confidence to set bigger goals. Repeat steps 1-3 to ensure they remain balanced while they pick up speed and generate momentum. The 5th Step: Reverse While holding your client accountable to their goals, go back to the notes you’ve collected regarding their resistances and pain points. Stay sharp for the client. They’ll be leaving things in their Blindspots while they advance forward. Keep their past challenges close so you can help them continue working through practices that help them transcend what’s held them back in the past Want help building a better coaching practice? Take Your Pick! Quarterly Group Programs 1:1 Mentoring Free Weekly Group Calls Let me know how that framework works out for you!

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Who are you shining a light on? This is your chance to illuminate those Change Leaders making an impact and difference in your organizations and communities. Now is the time to give them the recognition they deserve. Sometimes, all it takes is a moment to recognize someone’s efforts to make a world of difference in their lives. To encourage them to keep going, the boost they need right now, and a powerful reminder that their work truly matters. Don’t Let Their Hard Work Go Unnoticed! Imagine the pride and gratitude they will feel when they learn that you believe in them and have taken the time to recognize their accomplishments. Your nomination could be the spark that ignites their passion to continue making a difference. Time is running out, don’t wait any longer! Nominate your change leader now and shine a light on their incredible work. Visit link to nominate a Change Leader now - https://lnkd.in/g_QGJRry “Change doesn’t come from a single person. It takes a community of Change Leaders, working together to create a brighter future.” #ChangeLeaderAwards #ChangeLeader #ChangeLeadership #ChangeManagement #ChangeLeaderAwards2024

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Are you looking to elevate your team-building retreats? Get a facilitator! As a facilitator, I focus on intentional design and meaningful activities to ensure your sessions are inspiring and fun. At a retreat I facilitated yesterday on a yacht(!), an employee shared how impactful professional facilitation can be. Unlike past experiences where sessions fell flat due to lack of structure, she said my approach involves thoughtful agenda design and activities that foster connection, She said she loves that there is always a clear purpose behind every activity. Process Design is the "science" of what I call the "art" of live, real-time meeting facilitation. Check out my recent insights on the blog at recipefortransformation. com. Looking for support with facilitation? Here are two ways I can help: 1. Engage my team for your next gathering or retreat. 2. Join my upcoming free "Ask Me Anything" Facilitation event on October 29th for valuable advice and insights. 10am PST/1pmEST. Link in comments. #Facilitation #TeamBuilding #OrganizationalCulture

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🌎 Today, a young professional from Canada asked me: "What does it take to be a successful leader?" While we often discuss leadership principles and share insights here, it's a good question to reflect on our personal definitions of effective leadership. So, what is your definition of a successful leader? My response highlighted the importance of self-awareness, a growth mindset, and a balanced approach that blends authenticity with professionalism. Successful leaders consistently connect with their team through curiosity and compassion. I invite you to share your thoughts below 👇. What qualities do you think define a successful leader? #Leadership #ProfessionalGrowth #Coaching

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Feel like an imposter in your coaching role? Join my livestream tomorrow and learn to build confidence and silence self-doubt with proven strategies and mentorship insights. Elevate your coaching confidence—tune in tomorrow! #IntrovertCoaches #QuietStrength #CoachingMentorship #PamDReaves

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 This is a great post. When I think of how this relates to our work around psychological safety the first thing that comes to mind is the degree of psychological safety needed for strategic vs process driven innovation. Although it’s not absolutely true, strategy requires a lot more willingness to suspend judgment when considering various paths forward. Process can often have components that are more predictable. In both cases the ability to innovate requires psychological safety, high standards and a process that includes planned experimentation. Smart risk taking is an art and a science.

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THIS. This is why I do what I do. To understand that while you did not put the program into your subconscious, it's our job to re-program. Our subconscious/habits/paradigms want to keep us 'safe' (whatever that is). So many nuances that impact the ability to achieve goals that we might think it's impossible. It is simple, just not easy. That repetition? Seems like it should be easy, but how often have we tried to instill a new habit - and failed. We didn't fail - we just stopped trying. It is exactly the same as when we learned how to drive a car. We wanted to drive. First time on the road with the instructor - probably not the best sample of our driving life. And yet - here we are, driving. Repetition. Over and over and over and over and over and over and over and over (I can keep this up...) Consider this - what is the last thing you wanted to learn that you were willing to put in the repetition? Now, let's see what that looks like for our BHAGs. What is the thing you want bad enough?

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Celebrating Better Conversations Week! It can be difficult to start a difficult conversation...especially when you suspect that the person is dealing with mental health challenges that are impacting their responses and behaviours. Your leaders need to feel confident, capable, and empowered to initiate a supportive conversation when necessary with one of their team members. To start, read and share this document on What Not To Say. https://lnkd.in/g42b8FkK Want to empower your leaders? Let's Talk https://lnkd.in/g6s287h #mentalhealth #difficultconversations #leadership #HR

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Values The following is a condensed excerpt from my upcoming book, “What’s Next- How to Make Your Next Chapter Your Best Chapter.    Our values are our unconditional beliefs about how we commit to live, demonstrated, and made credible, by our consistent conduct over time. Two words in this definition deepen and differentiate their true strength. These are unconditional and commit. Unconditional, in the context of your values, means that you cannot behave situationally or conditionally. You must live your values, no matter the situation or other peoples’ conduct or expectations. For example, you cannot claim respect as your value but respect only those who respect you in return. You cannot respect only people you like or people with whom you agree on important topics or people whose lifestyle you deem acceptable. This can be challenging. Why, you may wonder, would you respect someone who does not respect you? Or someone whose worldview is diametrically opposite to yours? Or a drug addict who defecates on your front lawn? The easy answer is this: You don’t have to. But if you don’t, or can’t, or won’t, you must acknowledge that respect is not one of your values. Instead, understand that respect is your conditional choice based on circumstances and on your judgement as to whether or not another person deserves your respect. If, though, respect is one of your core values, you must rise above another’s conduct or the situation that you deem to be disrespectful of you. You must look at others from a higher level. You may condemn the act, but you may not condemn the actor. When you encounter people whose values radically conflict with yours, you’ll experience a hard truth: Living your values can be challenging. When the conflict involves family members, friends, or close co-workers, the challenge will feel even tougher. That is why you must reflect long and hard before choosing and declaring your values. If you wish your values to truly serve you, you must remain consciously aware of them every day. When you are not conscious of them, you open the door to your hard-wired instincts – your shadow values - avoidance of discomfort and instant gratification. You’ll discover once again that those instincts can quickly override your values and cause you to behave in unintended ways. As you proclaim your values, think of yourself as the product you want others to trust. If you don’t live your values, why would anyone trust you? Do this—in writing with pen and paper  ·       Write down the names and the meanings of your values. ·       List the specific behavioral characteristics that you see as vital to demonstrating the ways you live your listed values.   This list is your starting point. More to follow.

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New Global Credential: Project Management Professional (PMP)® from the Project Management Institute! Unexpected, welcomed, and highly motivating -a new journey begins.

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Confident Vulnerability is a concept we shared in The Art and Science of Culture: The Power of Seeing What's Hidden (https://lnkd.in/gEMZKUnN). Through research and practical experience, we've expanded the concept to help you develop these two fundamental aspects of effective leaders within your organizations. Read more in our latest blog post: https://lnkd.in/e2RxTgKK

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On Complexity ... Complexity is not something that most can handle with grace; and it takes some work to get there. Jennifer Garvey Berger wrote some years back on some classic traps we encounter as soon as we deal with complexity. 5 Mindtraps: 1. Trapped by simple stories. Your desire for a simple story blinds you to a real one. 'Leaders who put too much faith in their heroic tales of the past and project simplistic versions of the future can be alluring - and ruinous. To escape we need to find our way out of simple stories and back into our complex real ones.' 2. Trapped by rightness. Just because it feels right doesn't make it right. 'When leaders believe they are right in a complex world, they become dangerous, because they ignore data that might show them they are wrong; they don't listen well to those around them; and they get trapped in a world they have created rather than the one that exists.' 3. Trapped by agreement. Longing for alignment robs you of good ideas. 'Too much agreement, while pleasant, makes us follow a narrow path rather than expanding our solution space.' 4. Trapped by control. Trying to take charge strips you of influence. 'When we care about big, complex, intertwined issues, leadership requires the counterintuitive move of letting go of control in order to focus on creating the conditions for good things to happen - often with outcomes better than we had originally imagined.' 5. Trapped by ego. Shackled to who you are now, you can't reach for who you'll be next. 'Though we rarely admit it to ourselves or others, we also spend quite a lot of our energy protecting our seemingly fragile ego....When we try to defend our egos rather than grow and change, we end up perfectly designed for a world that happened already, instead of growing better able to handle the world that is coming next.' What is your 'classic' pitfall ? 🥇 For those interested in this work (covering a part of adult development / ego development / vertical leadership development), I have a spare copy I am happy to give away. The first person to DM me gets it for free in the mail.

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