Quick Hits

Why do different teams within the same organization have wildly different cultures?

This is a question that HR professionals talk about over cocktails at conferences. If culture is a top down thing, how can teams that have the same top leadership have such different team cultures?

 

Diane Helbig suggested that cultural change might be top down but mostly culture starts at the bottom. The people who are in the room together everyday decide what the culture will be. From there it is about whether leadership is effective or not.

 

Coach M J Tolan agreed that it is about leadership but having worked with teams all over the world, he believes that sometimes you have to bring someone in who might not be a great fit just to shake things up.

 

For me, culture is about who has the power on the time. I often tell leaders (business leaders and athletic coaches), If you don’t create a culture on purpose you will likely end up with one you don’t like.

 

Glady Baradaran helped us understand how to get teams with very different cultures to work together by having them start by understand what the other does and how their work impacts the other. Only then can you consider integrating the cultures.

 

Do you think team culture is top down or bottom up and what causes it to be so different across organizations?

 

Connect with the panelists:
Glady Baradaran: https://www.linkedin.com/in/glady-baradaran-msc-od-6238071a/

15 years of HR experience and a love for organizational development. Based in Canada.

 

Coach M J Tolan: https://www.linkedin.com/in/motivationalspeakertolan/

Speaker, author and entrepreneur with 35 years experience. He has lived in 12 countries and is the host of the podcast Mission I’m Possible.

 

Diane Helbig: https://www.linkedin.com/in/dhelbig/

Is the founder of Helbig Enterprises where they serve business owners and professionals who want to realize better out comes and greater happiness. She is an author and hosts the podcast Accelerate your Business Growth

 

Dr Robyn Odegaard: https://www.linkedin.com/in/robynodegaard/

Concierge High Performance Psychologist providing luxury level support to executives, entrepreneurs, celebrities, dignitaries and athletes as well as the Facilitator of the Quick Hits podcast

 

Want a summary of the Quick Hits I post every week, plus the links to the LinkedIn pages of each of the panelist to show up in your in-box every week? Just let me know where to send it: https://drrobynodegaard.com/quick-hits-notifications/

 

 

  #QuickHits are designed to exercise your brain by letting you listen in on an unscripted conversation to get other people's thoughts on pertinent subjects. If you would like to join a conversation or have a topic you would like to hear discussed, please message me. https://www.DrRobynOdegaard.com

 

#teamculture #organizationalculture #leadership

What makes something wrong?

We explored how something being wrong is shaped by various factors: upbringing, cultural norms, personal beliefs, bias and experiences.

 

Ethics certainly plays a role in decision-making and can highlight the importance of making the right choice, even if it may not always be easy or clear-cut.

 

Is there such a thing as a victimless crime?

 

We took a nuanced approach to the topic, acknowledging that what may be considered right or wrong can vary depending on the context and the individual's perspective.

 

Pascal Derrien brought up an interesting idea – you can be wrong due to a lack of knowledge. Does that make you any less wrong?

 

Ed Samuel shared that his son-in-law found a ladder on the road and questioning whether to keep it or call the police (he called the police), and his shock at encountering a co-ed changing room in the Netherlands.

 

The conversation demonstrates that while some things may be universally agreed upon as right or wrong, there are many grey areas that require careful consideration and an open mind.

 

In the end we ultimately concluded that while the end goal may be important, the means by which we achieve it also matters, and that there are consequences to our actions that we must be aware of.

 

The example Beth Hill Poulin gave was math. There is a right answer and everything else is wrong. But a teacher will also judge you on how you got your answer. You can get the right answer the wrong way and get partial credit for getting the wrong answer but getting there the right way.

 

What do you think makes something wrong - is it cultural norms, personal beliefs, or universal truths?

 

Connect with the panelists:

Pascal Derrien: https://www.linkedin.com/in/pascalderrien/

Ed Samuel: https://www.linkedin.com/in/edsamuel/

Beth Hill Poulin: https://www.linkedin.com/in/beth-hill-poulin/

 

Dr Robyn Odegaard: https://www.linkedin.com/in/robynodegaard/

Concierge High Performance Psychologist providing luxury level support to executives, entrepreneurs, celebrities, dignitaries and athletes as well as the Facilitator of the Quick Hits podcast

 

Want a summary of the Quick Hits I post every week, plus the links to the LinkedIn pages of each of the panelist to show up in your in-box every week? Just let me know where to send it: https://drrobynodegaard.com/quick-hits-notifications/

 

 #QuickHits are designed to exercise your brain by letting you listen in on an unscripted conversation to get other people's thoughts on pertinent subjects. If you would like to join a conversation or have a topic you would like to hear discussed, please message me. https://www.DrRobynOdegaard.com

 

#ethics #morality #values #culture #rightandwrong #decisionmaking #victimlesscrime #grayarea #culturalnorms #selfdefense #biasbeliefs #politicalbeliefs #faiths #education #experiences #complexity #teaching #binarythinking #endjustifiesmeans #culturaldifferences.ulturaldifferences.

Why does being unique sometimes allow us to stand out in a positive way and other times make us weird?

Dr Cole Galloway started us off by calling all the weirdos in the world to unite and that he feels like it is about fit more than anything else.

 

Kierra Caissey added that all of those words, unique, positive and weird are judgment words and bonus points to her for being able to bring in the reference to the Island of misfit toys from Rudolph the Red-nosed reindeer.

 

Leave it to the HR expert in the room, Justin Dorsey, to bring it back to culture and the realization if everyone is a great “fit” and no one is unique or thinks differently you end up with groupthink. He suggested cultural add rather than cultural fit.

 

Is it different if an individual person judges you and positive, unique or weird versus a group of people all deciding you don’t fit in with them?

 

What do you think? What makes the difference?

 

Connect with the panelists:

Dr Cole Galloway, PT, PhD: https://www.linkedin.com/in/cole-galloway-1ba715107/

Recovering academic working in social justice and disability, primarily with babies as the Founder at Go Baby Go

 

Kierra Caissey: https://www.linkedin.com/in/kierra-caissey-976a40163/

Utica College graduate with a degree in Psychology and a minor heath care ethics, She is a Residential Counselor at Open Sky Community Services, and Soccer Coach for FC Stars

 

Justin Dorsey: https://www.linkedin.com/in/justin-dorsey-sphr/

Lead HR consultant at Employer Flexible with a Passion for People.

 

Dr Robyn Odegaard: https://www.linkedin.com/in/robynodegaard/

Concierge High Performance Psychologist providing luxury level support to executives, entrepreneurs, celebrities, dignitaries and athletes as well as the Facilitator of the Quick Hits podcast

 

Want a summary of the Quick Hits I post every week, plus the links to the LinkedIn pages of each of the panelist to show up in your in-box every week? Just let me know where to send it: https://drrobynodegaard.com/quick-hits-notifications/

 

 

  #QuickHits are designed to exercise your brain by letting you listen in on an unscripted conversation to get other people's thoughts on pertinent subjects. If you would like to join a conversation or have a topic you would like to hear discussed, please message me. https://www.DrRobynOdegaard.com

 

#culturalfit #beweird #unique #positive

 

Does too much empathy in the workplace kill accountability?

Justin Dorsey started this conversation off right by sharing a personal story about a boss who was both empathic (I understand you are going through some stuff) and was able to balance it with just the right amount of accountability (and we need you things from you as far as your position here at work).

 

Then Kierra Caissey stunned us with a hard-hitting truth arguing that “sympathy kills accountability way before empathy ever could.” And following that up by putting coddling and sympathy in the same category.

 

Dr Cole Galloway followed up with the idea that robots can hold people to a task but they can’t do empathy (at least not yet). Then he said something I’m going to quote rather than try to summarize: “Empathy is part of that process but as Justin said, we also we need you we need you to do things and that's accountability but actually we need you to be whole and that's that empathy.”

 

Do you think empathy gets in the way of accountability?

 

Connect with the panelists:
Cole Galloway, PT, PhD: https://www.linkedin.com/in/cole-galloway-1ba715107/

Recovering academic working in social justice and disability, primarily with babies as the Founder at Go Baby Go

 

Kierra Caissey: https://www.linkedin.com/in/kierra-caissey-976a40163/

Utica College graduate with a degree in Psychology and a minor heath care ethics. She is a Residential Counselor at Open Sky Community Services, and Soccer Coach for FC Stars

 

Justin Dorsey: https://www.linkedin.com/in/justin-dorsey-sphr/

Lead HR consultant at Employer Flexible with a Passion for People.

 

Dr Robyn Odegaard: https://www.linkedin.com/in/robynodegaard/

Concierge High Performance Psychologist providing luxury level support to executives, entrepreneurs, celebrities, dignitaries and athletes as well as the Facilitator of the Quick Hits podcast

 

Want a summary of the Quick Hits I post every week, plus the links to the LinkedIn pages of each of the panelist to show up in your in-box every week? Just let me know where to send it: https://drrobynodegaard.com/quick-hits-notifications/

 

 

  #QuickHits are designed to exercise your brain by letting you listen in on an unscripted conversation to get other people's thoughts on pertinent subjects. If you would like to join a conversation or have a topic you would like to hear discussed, please message me. https://www.DrRobynOdegaard.com

 

#empathy #accountability #humanresources

 

What is accountability?

This conversation started off really slowly – in fact I deleted a chunk of it to get to the good stuff.

 

The first simple answer was – willingness to take responsibility.

 

But when I asked the question, “What causes a lack of accountability?” Then we were off to the races.

 

Towards the middle of the conversation, I felt like we had two working definitions that were in direct opposition to each other.

 

One was, “I’m accountable. I have the answers. The buck stops with me.”

 

The other was, “I have no idea what I’m doing or how to do it. I have an accountability partner to help me figure it out and make sure I do what I say I’m going to do.”

 

In the end there were two opposing thoughts – You can ONLY truly be accountable to yourself. And – you can absolutely be accountable to other people.

 

What does accountability mean to you?

 

Is it an internal thing that you don’t want to let yourself down?

 

Can it be an external thing where you are accountable to someone else either because you don’t want to let them down or because they have the authority to create consequences for you not doing something?

 

I’m not sure we really answered the question but we had a lot of fun trying to figure it out.

 

(There was a point where I got tongue-tied. I was going to edit it out but it was funny so, I left it.)

 

Thank you to Brandon Mahoney, Stewart Wiggins and Rick Alcantara for going on the merry-go-round of accountability with me.

 

 

Connect with the panelists:
Brandon Mahoney: https://www.linkedin.com/in/drstartup/

Stewart Wiggins: https://www.linkedin.com/in/stewart-wiggins/

Rick Alcantara: https://www.linkedin.com/in/rickalcantara/  

Dr Robyn Odegaard: https://www.linkedin.com/in/robynodegaard/

Concierge High Performance Psychologist providing luxury level support to executives, entrepreneurs, celebrities, dignitaries and athletes as well as the Facilitator of the Quick Hits podcast

 

Want a summary of the Quick Hits I post every week, plus the links to the LinkedIn pages of each of the panelist to show up in your in-box every week? Just let me know where to send it: https://drrobynodegaard.com/quick-hits-notifications/

  #QuickHits are designed to exercise your brain by letting you listen in on an unscripted conversation to get other people's thoughts on pertinent subjects. If you would like to join a conversation or have a topic you would like to hear discussed, please message me. https://www.DrRobynOdegaard.com

 

#accountability #accountabilitypartner #lackofaccountability

 

Does learning a valuable lesson through suffering make it worth it?

When we go through a tough time in life it’s hard to see what the point is supposed to be. But once we get to the other side of it there is often a lesson or a takeaway from it that we use for the rest of our lives.

 

But does that lesson make the suffering feel like it was worth it?

 

Brandon Mahoney’s first take was that no, the suffering wasn’t worth it if there was a way to have learned the lesson without it. (Of course there is no way to know if you could have learned the lesson without the suffering.)

 

Dr Jesse Carrie felt like suffering was worth it if it was necessary. But what makes it “necessary” is harder to quantify, particularly when you add in survivor bias.

 

Gary Fredricks followed up by saying success might be sweeter if you’ve failed before.

 

There is something behind that idea. I don’t think I would appreciate the relationship I have with Russ nearly as much if I hadn’t had some really awful ones before I met him.

 

Listen to the end to hear Gary share something he does that I said was mean and let us know if you agree with him or with me.

 

Connect with the panelists:
Dr Jesse Carrie: https://www.linkedin.com/in/jesse-carrie-70765036/

Gary Fredericks: https://www.linkedin.com/in/garyfredericks/

Brandon Mahoney: https://www.linkedin.com/in/drstartup/

Dr Robyn Odegaard: https://www.linkedin.com/in/robynodegaard/

Concierge High Performance Psychologist providing luxury level support to executives, entrepreneurs, celebrities, dignitaries and athletes as well as the Facilitator of the Quick Hits podcast

 

Want a summary of the Quick Hits I post every week, plus the links to the LinkedIn pages of each of the panelist to show up in your in-box every week? Just let me know where to send it: https://drrobynodegaard.com/quick-hits-notifications/

 

 #QuickHits are designed to exercise your brain by letting you listen in on an unscripted conversation to get other people's thoughts on pertinent subjects. If you would like to join a conversation or have a topic you would like to hear discussed, please message me. https://www.DrRobynOdegaard.com

 

#suffering #lessonslearned #learnthehardway

Is it a breach of confidentiality to give out a client’s name as a reference, even if they’ve given you permission?

I don’t think references are particularly useful to begin with. As I shared during this conversation, I had a situation where I got glowing references for someone and he was a crook.

 

So I’m unclear why they are even a thing (that includes for getting into grad school and the like).

 

But I wondered if other people had the same ideas and what they say when people do ask them for client names and contact information.

 

Does it matter what industry you’re in?

 

Jim Lee made the point that it might be okay for a dry cleaners or dentist (with permission of course). But for more personal services it’s never going to be a good idea.

 

Jesse Carrie shared that for lab equipment it’s nice to be able to ask someone who is actually using the software or hardware what their experience is. If it’s buggy or not worth the funds – that’s good to know.

 

When I asked what you say when someone asks you for references Abby McCloskey said they turn it around and explain that confidentiality it a priority at her firm and they would never share the information of the person asking for references and in the same way they can’t give out references.

 

It might not be quite as clear if someone has given you their permission but all of us kinda agreed that there are too many things that can go wrong so we don’t know it.

 

What do you think? Okay? Not okay? Depends on the industry?

 

Connect with the panelists:

Abby McCloskey: https://www.linkedin.com/in/abigail-mccloskey-cfp%C2%AE-clu%C2%AE-b8233a5/

Dr Jesse Carrie: https://www.linkedin.com/in/jesse-carrie-70765036/

James Lee: https://www.linkedin.com/in/jleeadvisor/

 

Dr Robyn Odegaard: https://www.linkedin.com/in/robynodegaard/

Concierge High Performance Psychologist providing luxury level support to executives, entrepreneurs, celebrities, dignitaries and athletes as well as the Facilitator of the Quick Hits podcast

 

Want a summary of the Quick Hits I post every week, plus the links to the LinkedIn pages of each of the panelist to show up in your in-box every week? Just let me know where to send it: https://drrobynodegaard.com/quick-hits-notifications/

 

 #QuickHits are designed to exercise your brain by letting you listen in on an unscripted conversation to get other people's thoughts on pertinent subjects. If you would like to join a conversation or have a topic you would like to hear discussed, please message me. https://www.DrRobynOdegaard.com

 

#references #bestpractice #financialservices

Let’s talk about quiet quitting.

These three gentlemen were a great panel to have this discussion. Simon Coles is a CEO and founder of a foundation. Ed Samuel is a Career Coach and Jim Tam is a Principal Client Director.

 

At the start of the conversation it seemed that all three of them agreed that quiet quitting has been around for a long time, it just has a label now and that, for the most part it was the fault of the leadership if their people weren’t motivated to do a great job.

 

Jim made the observation that quiet quitting only really applies to white collar workers. In the trades we don’t see this push back of people “only” working the hours they are scheduled and doing the job as expected.

 

But in the white-collar world there is this idea that we should go above and beyond or we aren’t performing.

 

Is quiet quitting measured by what the average worker can output in a set time or by what you as an individual can do?

 

If I am capable of doing more in an eight-hour shift, am I required to do it or be considered a quiet quitter?

Simon believes that as an employer he owns that excess and that it is reasonable to expect someone who is young without a lot of life responsibility to work more hours. (This same idea came up when we talked about someone holding two full-time work-from-home jobs)

 

Jim disagreed.

 

You will have to listen to the end of the conversation to hear their thoughts on that topic. Then I would like to know;

 

Do you agree or disagree and what are your thoughts on Quiet Quitting?

 

Connect with the panelists:
Jim Tam: https://www.linkedin.com/in/jimtam/

Is a Principal Client Director with Korn Ferry’s Digital group where he advises organizations on how to improve their sales effectiveness through using world-class sales methodology and technology. He is based in Dallas.

 

Ed Samuel: https://www.linkedin.com/in/edsamuel/

Is a career coach at Sam Nova where he helps mid to senior leaders get to a better place, whether they are working or in transition.

 

Simon Coles: https://www.linkedin.com/in/sjcoles/

CEO at Amphora Research Systems where they free scientists from the tyranny of paper. He is also the founder of Better Conversations Foundation.

Dr Robyn Odegaard: https://www.linkedin.com/in/robynodegaard/

Concierge High Performance Psychologist providing luxury level support to executives, entrepreneurs, celebrities, dignitaries and athletes as well as the Facilitator of the Quick Hits podcast

 

Want a summary of the Quick Hits I post every week, plus the links to the LinkedIn pages of each of the panelist to show up in your in-box every week? Just let me know where to send it: https://drrobynodegaard.com/quick-hits-notifications/

 

 

  #QuickHits are designed to exercise your brain by letting you listen in on an unscripted conversation to get other people's thoughts on pertinent subjects. If you would like to join a conversation or have a topic you would like to hear discussed, please message me. https://www.DrRobynOdegaard.com

 

#QuietQuitting #ActYourWage

 

 

How much responsibility do we have for the way our tone is interpreted when we speak?

Catherine Fitzgerald started our conversation out by saying she felt like there is some responsibility on both sides of a conversation for being aware of tone, sharing that her neurodiverse son doesn’t do as well with using and understanding social cues as others might.

 

Kevin Wash added that the tone of our voice is a major player in communication – get loud and people will shut down. Whisper and they will come closer to hear you. And then there are cultural differences. In northern Europe a few words said pointedly is good enough. Other cultures are more flowery in the way they communicate.

 

Tim Hawkes started out by saying no we weren’t responsible for our tone and that the listener needed to adjust but then straightway talked himself into a 50/50 split of responsibility. But in addition to that there is the idea that if he is feeling good and confident then someone’s tone doesn’t matter very much. He can just brush it off.

 

But if he’s not in a great place, their tone might cause him to crumble further.

 

I feel like this is one of those situations where it might not be your fault but it is your problem. If you’re tone puts someone off and you need to communicate with them, you need to do something about that.

 

This ten minutes flew by in a blink and in the end Tim made the point that we are, in the very least, responsible for being aware of our tone.

 

If we are responsible for how the other person receives it… That is a question I would love for you the listener to answer in the comments.

 

Connect with the panelists:
Catherine Fitzgerald: https://www.linkedin.com/in/catherine-a-fitzgerald/

Is a writer, speaker, certified coach, and founder of Brass Tacks with Heart-executive coaching.  She helps founders, owners, and C-Suite Executives and their teams to build businesses that fuel their lives, not consume them.

 

Tim Hawkes: https://www.linkedin.com/in/timhawkes/

Managing Director of Unlimited Potential. Mental engineer and executive coach focusing on logical and practical solutions to challenging problems.  He is in the UK

 

Kevin Wash: https://www.linkedin.com/in/kevin-wash-23b90915/

Coach, mentor, author, trainer, and speaker running a consultancy business specializing in sales for international property development. Based in Spain

 

Dr Robyn Odegaard: https://www.linkedin.com/in/robynodegaard/

Concierge High Performance Psychologist providing luxury level support to executives, entrepreneurs, celebrities, dignitaries and athletes as well as the Facilitator of the Quick Hits podcast

 

Want a summary of the Quick Hits I post every week, plus the links to the LinkedIn pages of each of the panelist to show up in your in-box every week? Just let me know where to send it: https://drrobynodegaard.com/quick-hits-notifications/

 

 

  #QuickHits are designed to exercise your brain by letting you listen in on an unscripted conversation to get other people's thoughts on pertinent subjects. If you would like to join a conversation or have a topic you would like to hear discussed, please message me. https://www.DrRobynOdegaard.com

 

#Tone #communication #responsibility

What determines if something is right or wrong?

Oh man was this a challenging conversation!

 

I went into it thinking that as long as you weren’t hurting anyone, everything is pretty much fine.

 

Then Michael Davis brought up the idea of self defense (you know how widely laws in the US vary on that topic) and I had to rethink my entire criteria.

 

Christina Kelly asked a great question. When someone says, “That’s not right.” Why not? What makes it not right?

 

And what information or data are we asking for when we ask why not?

 

Are religious texts the final authority? Which religion(s) and why that one?

 

Camille Diaz gave us a great example – is running a red light wrong? What if the light is broken and it’s 2am? What if you need to rush your child to the hospital? Why is it different if it’s the middle of the afternoon and you just aren’t paying attention and crash into someone?

 

I love Quick Hits like this one that there is no firm, “this IS the answer.”

 

What do you think? What makes something right or wrong and is the answer ALWAYS the same?

 

 

Connect with the panelists:

Christina Kelley: https://www.linkedin.com/in/christina-kelley-3a098514/

Works for Today Media helping customers reach their target audience through digital, print and events

 

Camille Diaz: https://www.linkedin.com/in/camillediaz/

She is an Optimization Coach. creating custom systems and processes you’ll love so you can do it, stick to it, and get lasting results.

 

Michael Davis: https://www.linkedin.com/in/michaeldavisspeakingcpr/

Founder of Speaking CPR where he helps business leaders and speakers improve their presentations and speeches

 

Dr Robyn Odegaard: https://www.linkedin.com/in/robynodegaard/

Concierge High Performance Psychologist providing luxury level support to executives, entrepreneurs, celebrities, dignitaries and athletes as well as the Facilitator of the Quick Hits podcast

 

Want a summary of the Quick Hits I post every week, plus the links to the LinkedIn pages of each of the panelist to show up in your in-box every week? Just let me know where to send it: https://drrobynodegaard.com/quick-hits-notifications/

 

 

  #QuickHits are designed to exercise your brain by letting you listen in on an unscripted conversation to get other people's thoughts on pertinent subjects. If you would like to join a conversation or have a topic you would like to hear discussed, please message me. https://www.DrRobynOdegaard.com

 

#yougotthatright #religion #couldntbemorewrong