Quick Hits

How much privacy/confidentiality should someone expect as an employee?

The short answer to this is (sadly) that you should assume there won’t be any confidentiality. Anything you say to anyone at work is likely to be repeated.

 

Atif Agha pointed out that on the record most organizations will only say, “yes, they worked here” if they are asked for employment information. But individuals within an organization are not nearly as decerning.

 

Christina Kelley added that anything you share publicly on social media is fair game for your co-workers to talk about openly. Outside of that people “should” be respectful of your privacy.

 

Brett Knopf wondered if it might be something worth talking about in an interview before you accept a job. (I wonder what that conversation would look like and if the information you got would even be correct)

 

Are we training leaders how to deal with things they are told in confidence? As a manager, if an employee tells me something that is HIPPA protected, do I have to keep that to myself or, because they told me as a member of management, is it now “public” knowledge within the company? (For example, is it okay for me to share with HR or other leaders?)

 

How much privacy or confidentiality do you expect if you share something with your boss?

Connect with the panelists:
Atif Agha: https://www.linkedin.com/in/atifagha/

Technology specialist doing data analytics and avid runner, based in Chicago

 

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

 

Brett Knopf: https://www.linkedin.com/in/brett-knopf-5849b48/

He is a Performance Coach and Business Strategist with over two decades of experience. He empowers leaders and teams to create environments that focus on collaboration, transparency, self-accountability and personal development.

 

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

AKA Mental MacGyver. My doctorate is in organizational business psychology with a concentration in sport and performance. I provide luxury level, high performance support and coaching to executives, founders, celebrities and athletes.

 

Want a summary of the Quick Hits plus the links to the LinkedIn pages of each of the panelist to show up in your in-box every week? 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.MentalMacGyver.com

 

How do you decide if you should work it out with someone or cut ties?

Rick Alcantara started us off by looking at it from a business perspective. If you aren’t getting what you need from a vendor or if a client isn’t paying their bills, it is pretty straightforward that it is time to go your separate ways.

 

Laura Agafitei wants to give people second chances. She will discuss what isn’t working and see if anything changes. Once she sees a pattern of things not happening the way she needs them to, that’s when she knows it’s time to move on.

 

Chelle Shapiro also likes to give people the benefit of the doubt and assume they are coming from a good place. And when it become clear that expectations can’t be met, that’s when she moves on.

 

I feel like it’s pretty clear in a professional setting if something isn’t working because it’s obvious when a contract isn’t being fulfilled. Personally, it’s a little more difficult. That said, I have gotten better at being willing to say, I’m not getting what I need here.

 

How do you decide when it’s time to cut ties and then how do you do it?

 

Connect with the panelists:
Chelle Shapiro: https://www.linkedin.com/in/chelleshapiro/

Marketing Strategist for Wellness Coaches & Consultants and recognized as one of the top 15 LinkedIn experts in New York city as well as the author of the book, Loving Yourself isn’t Selfish.

 

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

He does public relations, digital marketing and crisis communication at Rick Alcantara consulting

 

Laura Agafitei: https://www.linkedin.com/in/laura-agafitei/

Strategy and design Consultant for the health and wellness industry

 

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

AKA Mental MacGyver. My doctorate is in organizational business psychology with a concentration in sport and performance. I provide luxury level, high performance support and coaching to executives, founders, celebrities and athletes.

 

Want a summary of the Quick Hits plus the links to the LinkedIn pages of each of the panelist to show up in your in-box every week? 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.MentalMacGyver.com

 

Is there a difference between personal trust and trust in business?

We came up with several different kinds of business or organizational trust. Business to business. Person to business. Alexi brought up employee to business. And the I-don’t-have-a-choice-I-have-to-use-your-services “trust” that we might have with business like the cable company.

 

We didn’t talk about personal trust as much.

 

Tim Hawkes mentioned it a couple of times - There is something about feeling psychologically safe – “I know what to expect from you (person or business) and you deliver it every time.”

 

I suggested that I’m less surprised when an organization breaks my trust. But then Todd Karges mentioned churches and I realized, nope. The type of organization dictates what I expect from them.

 

Near the end of the conversation, I asked about the difference again and Tim responded that with a business you have some recourse. You can hire a lawyer if the breach is bad enough. If someone breaches your personal trust, there is very little you can do about it really.

 

What do you think is the difference between personal trust and trusting a business?

 

Connect with the panelists:
Todd Karges: https://www.linkedin.com/in/toddkarges/

Has a background in project management and building agile development mindsets.  He is a transformation and change management practitioner and a leadership development coach.

 

Alexi Bracey: https://www.linkedin.com/in/alexi-bracey-34935a7/

Mission Happiness. Promoting happiness for no reason. Bouncing back after cancer and dementia prevention specialist.

 

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

 

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

AKA Mental MacGyver. My doctorate is in organizational business psychology with a concentration in sport and performance. I provide luxury level, high performance support and coaching to executives, founders, celebrities and athletes.

 

Want a summary of the Quick Hits plus the links to the LinkedIn pages of each of the panelist to show up in your in-box every week? 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.MentalMacGyver.com

 

 

 

How do you avoid analysis paralysis and using research to procrastinate?

If you enjoy learning and going down the rabbit trail to see what information leads to the next, it is easy to get lost in researching.

 

Brandon Mahoney avoids this by giving himself a deadline of when he has to be done with the research and start putting it into action.

 

Catherine Fitzgerald agreed that she has a lack of motivation unless she has a deadline.

 

Stewart Wiggins thought about it from the group aspect, how do you keep a group on task? Identify the problem and create a road map to solving it.

 

The challenge is wanting to know enough that you eliminate the risk of not making the perfect choice. And that is impossible. Sometimes you have to make a decision based on what you know and then adjust as you learn additional information by doing.

 

How do you decide when you know enough to stop researching and start doing?

 

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.

 

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

Co-Founder of Launch Point Labs, National venture firm where he is the expert in creating sales departments. He is known as Dr Startup

 

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

Induna Advisors – where he offers Fractional Chief Operating Officer services and Brings resources together to help scale your business.

 

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

AKA Mental MacGyver. My doctorate is in organizational business psychology with a concentration in sport and performance. I provide luxury level, high performance support and coaching to executives, founders, celebrities and athletes.

 

Want a summary of the Quick Hits plus the links to the LinkedIn pages of each of the panelist to show up in your in-box every week? 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.MentalMacGyver.com

 

What is common sense and how did you learn it?

Defining common sense is not as easy as you might think! But I do know that being told you have no common sense is meant as an insult.

 

Michael Davis started us off by saying that physical things, like not walking in front of a speeding car or touching a hot stove – that’s pretty easy to say it’s common sense. But moral and ethical things – that’s harder.

 

One thing for sure, we learn common sense by exhibiting a lack of common sense.

 

Kaitlyn Niechwiadowicz added that common sense is based on your environment. What comes easily to you or feel natural, you’re going to think is common sense. While someone who doesn’t have the same ability not feel like it’s not quite so obvious.

 

 Dr Bob Choat gave the example of someone in the Amazon jungle. For someone who has spent their whole life in the jungle, there are things that are simply common sense. But if you or I were to be dropped in, all our common sense becomes useless; and vice versa.

 

In that example it is clear that common sense is environmentally contextual.

 

What does common sense mean to you and how did you learn it?

 

Connect with the panelists:
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. Bob Choat: https://www.linkedin.com/in/bobchoat/

He has eight years military experience, worked with the LA PD, was a stage hypnotist, he is now an executive performance coach and is going back to school for another PhD. This time in physics 

 

Kaitlyn Niechwiadowicz: https://www.linkedin.com/in/kniechwiadowicz/

Senior Manager of Talent at Alkegen where she leads their global learning and talent management initiatives. She is passionate about helping individuals make an impact and exceed their potential.

 

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

AKA Mental MacGyver. My doctorate is in organizational business psychology with a concentration in sport and performance. I provide luxury level, high performance support and coaching to executives, founders, celebrities and athletes.

 

Want a summary of the Quick Hits plus the links to the LinkedIn pages of each of the panelist to show up in your in-box every week? 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.MentalMacGyver.com

 

How did you learn to delegate and what challenges have you had with it?

Bonnie Sussman-Versace started us off by talking about giving someone else the gift of doing the thing you really enjoy or that you feel you are really good at rather than seeing it as handing off grunt work. That opens the door to the mindset that delegating isn’t a horrible thing.

 

Dave Roberts went next and shared a story about a boss and mentor he had as an addictions counselor which highlighted that being able to delegate starts with creating a team around you who you trust and being willing to share leadership with them.

 

Gary Fredericks added that he was predisposed to delegating because he doesn’t like getting involved in the details. What he had to learn about delegation was the follow up. Delegation isn’t just handing something off to someone. You also have to give parameters and expectations and then make sure the task doesn’t get lost.

 

I followed up with the question – If I don’t believe someone will do a job well, is that me not trusting them or them not being trustable?

 

How did you learn to delegate. What part of it has been a struggle?

 

Connect with the panelists:
Dave Roberts: https://www.linkedin.com/in/david-roberts-56690513/

Teacher, co-author of the book When the Psychology Professor Met the Minister and a bereavement support specialist

 

Bonnie Sussman-Versace: https://www.linkedin.com/in/bversace/

Re-imaginer at FOCUSED. Where she specializes in developing leaders, building positive and productive workplace cultures, and improving individual, team and enterprise-wide performance

 

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

CEO of On Point Partners where they provide back-office services for small businesses

 

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

AKA Mental MacGyver. My doctorate is in organizational business psychology with a concentration in sport and performance. I provide luxury level, high performance support and coaching to executives, founders, celebrities and athletes.

 

Want a summary of the Quick Hits plus the links to the LinkedIn pages of each of the panelist to show up in your in-box every week? 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.MentalMacGyver.com

 

What are the most important skills someone needs to succeed in the business world?

When I asked this question, I was a little bit concerned that everyone was just going to agree that being good at communication was the top skill and that would be that. But it wasn’t even on the list of things these three guys brought to the discussion.

 

Mark Iorio started us off by saying resourcefulness was a top skill. The ability to be open-minded and take on new ideas and solutions.

 

Ian Hendry agreed saying that keeping your child-like creativity was a must. Being able to use things in non-traditional ways. His second thing was being resilient, able to keep going in the face of adversity.

 

Pascal Derrien said having the intent and being intentional about success leads to attaining it. Is that a skill? Depends how you define it. But it certainly important.

 

 I then asked if these things were skills you could learn or if they were things you had to be born with. That turned out to be a much more difficult question to answer. You’ll have to listen to the conversation to see what the panelists thought.

 

What do you think are the key skills to being successful in business and are they born or learned?

 

Connect with the panelists:
Pascal Derrien: https://www.linkedin.com/in/pascalderrien/

CEO of the nonprofit Migraine Ireland and an avid athlete

 

Ian Hendry: https://www.linkedin.com/in/ian-robert-hendry/

Owner of Elevated Elements where he helps businesses upgrade their lighting correctly the first time to reduced their electrical bill and get the best ROI

 

Mark Iorio: https://www.linkedin.com/in/ioriomark/

Team Building and Culture Alignment Consultant, TV Host on RVNTV, Go-Giver

 

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

Known as the Mental MacGyver. My doctorate is in organizational business psychology with a concentration in sport and performance. I provide luxury level, high performance support and coaching to executives, founders, celebrities and athletes. MentalMacGyver.com

 

Want a summary of the Quick Hits plus the links to the LinkedIn pages of each of the panelist to show up in your in-box every week? 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

 

At work, what makes a leader a bully vs having high expectations and creating accountability?

Elissa Hecker started us off with a story about how a new boss ruined an organization by being directive rather than mentoring. She found that scolding rather than teaching when mistakes happen is a difference between accountability and bullying.

 

Jim Tam agreed adding that intent is also part of it. If your goal is to make yourself look good by pointing out that other people aren’t meeting expectations, that is bullying.

 

Bo Short pointed out that mandate is a management style, not a good one. That my-way-or-the-highway style if often used by people who lack confidence.

 

We then got into the conversation about whether someone who is a bully at work is also a bully at home and vice versa.

 

Where do you draw the link between having expectations/holding people accountable and bullying?

 

Contact the panelists:
Elissa D. Hecker: https://www.linkedin.com/in/elissa-d-hecker-48467711/

She is the Go-To General Counsel, Collaborative Partner, and Creative Problem Solver, for businesses and the Entertainment and Arts industries.

 

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.

 

Bo Short: https://www.linkedin.com/in/boshort/

Currently a Speaker/Mentor/Author. Previously a CEO & President in both privately held & publicly traded companies in the consumer products & tech sectors.

 

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

Known as the Mental MacGyver. My doctorate is in organizational business psychology with a concentration in sport and performance. I provide luxury level, high performance support and coaching to executives, founders, celebrities and athletes.

 

Want a summary of the Quick Hits plus the links to the LinkedIn pages of each of the panelist to show up in your in-box every week? 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.MentalMacGyver.com

How did you learn to advocate for yourself?

Lisa McDonald started us off strong: “It’s not boasting. It’s telling your story.” She learned to advocate for herself by getting out of an abusive relationship. She suggests rather than saying, “I'm great in this” say, “here's how I serve someone else.” This is self-advocating because as you're demonstrating how your value impacts other people.

 

Glady Baradaran went next saying you can have both. “You can be caring, compassionate, loving, supportive. And at the same time, do self-care and advocate for yourself.”

 

Diane Helbig added that once we know how to advocate for ourselves, we are then in a position to teach other people how to do it. She also asked the question, does there need to be an event, a breaking point if you will, that causes us to say, “no more” and then advocating for ourselves gets easier?

 

There also has to be a part of you that decides, “I don't care if you think I'm difficult. I've decided that your opinion does not matter enough for me to subvert my needs to make you happy.”

 

This was such a great conversation. What can you add? How did you learn to stand up for yourself?

 

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

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

 

Lisa McDonald: https://www.linkedin.com/in/lisa-k-mcdonald-executive-career-coach/

Founder of Career Polish where she is an specializes in career management and executive presence.

 

Diane Helbig: 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/

Known as the Mental MacGyver. My doctorate is in organizational business psychology with a concentration in sport and performance. I provide luxury level, high performance support and coaching to executives, founders, celebrities and athletes. Mental MacGyver.com

 

Want a summary of the Quick Hits plus the links to the LinkedIn pages of each of the panelist to show up in your in-box every week? 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

 

What do you do if you have to work with someone who isn’t doing their job?

In this conversation it was clear that we had very different life experiences. How you answer this question differs depending on whether you are in academia, the military or the business world.

 

Wayne Buckhanan started us off by saying if you are stuck under someone not doing their job, you match their level of incompetence. It it’s a peer, box them off so they can’t do too much damage and do the best you can.

 

Lauren Schieffer disagreed saying you never let someone else’s incompetence drag you down with them. Always bring your best. For a peer, she would suggest trying to level them up.

 

Stewart Wiggins said that someone who is a bad boss doesn’t know they are a bad boss (do you agree with that?) and that you have to help them understand they are not meeting the needs of the team. If you’re the leader, you have to find ways to get them to tell you what’s going on. And if it’s a peer – your options are limited to, deal with it, use peer pressure, tell on them or leave.

 

When I was younger, I used to just take on someone else’s work if they weren’t doing it. Now I am much more likely to draw a line and say, are you going to be responsible or are you out?

 

We didn’t even get to get into what to do about someone who is just there for the paycheck and is actively trying to avoid working.

 

What do you do if you have to work with someone who isn’t doing their job?

 

Connect with the panelists:
Lauren Schieffer: https://www.linkedin.com/in/laurenannschieffer/

Known as The Colonel’s daughter. She is a certified speaking professional doing keynotes and training focusing on significant leadership. Based in Kansas City.

 

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

Induna Advisors – where he offers Fractional Chief Operating Officer services and Brings resources together to help scale your business.

 

Dr. Wayne Buckhanan: https://www.linkedin.com/in/waynebuckhanan/

Recovering university professor Geek who loves people and teaching. Trainer working with human development professionals. 

 

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

Known as the Mental MacGyver. My doctorate is in organizational business psychology with a concentration in sport and performance. I provide luxury level, high performance support and coaching to executives, founders, celebrities and athletes.

 

Want a summary of the Quick Hits plus the links to the LinkedIn pages of each of the panelist to show up in your in-box every week? 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.MentalMacGyver.com