As leaders we often spend a great deal of time working with individuals or resources to improve outcomes we desire. But this can lead to getting "wrapped around the axle" or worse, "caught in the whirlwind."

When is it better to step back and fix the system or culture as opposed to tinkering with the bits and pieces?

This episode dives deeply into this question and helps leaders understand when they have a people or resource problem and when they have a systems and process problem, and how to deal with each.

Conversion is the strongest behavioral motivator. When people act out of love for a cause, the people, or organizational objectives, the results are the highest levels of individual and organizational performance. In addition, benefits such as trust, transparency, and humility also increase.

Last episode we talked about how to get your team to follow you. In this episode we talk about how to get them to follow you as committed members of the team, not just as compliant employees. Compliant is what you do when someone is watching. Committed is something you do when no one is watching.

As a leader, getting a team member to do what you want them to do can be excruciatingly difficult. Have you ever asked your team to do something and literally 10 minutes later when they have an opportunity to do that thing, they don't? It's as if they didn't even hear you!

Here are three steps you can take to get team members to comply with your instructions and requests.

Once team members comply, you as a leader can then take additional steps to get them to commit and convert.

In our last episode we talked about how trust is difficult to build and easily lost. But there is a case where trust is resilient and strong against events that in other cases would destroy it.

What kind of trust is this? How do you get it? How do you keep it? Listen for the answers!

Trust is to productivity as defensiveness is to stagnation. If you can create trust in your organization, you can direct all of your energy to achieving your objectives. Neglect the trust issue, and you'll find your time and energy going to everything BUT your objectives.

In this episode we talk about what trust is, how to get it, and how it can impact your organization's performance.

We end with how Trust underpins all of the principles of the SPORT model.

Just as defensiveness is the great productivity killer, the right kind of accountability is the great productivity and innovation enhancer. In this episode, learn the secret of eliminating your old toxic defensive culture and building your new peak performance accountability culture.

Accountability done well is the flip side of defensiveness. Learn how to change your culture from one of defensiveness to one of productive, multi-dimensional and directional accountability. Shifting behavior from defensive to accountable will change your culture to one that encourages ownership, engagement, passion, and focus.

Defensiveness is a productive and innovation killer. Unfortunately, it's a natural response for humans that has been deeply ingrained in us over eons of time as a survival mechanism. But in a fast-paced and competitive landscape, the defensiveness we employ actually kills the organization that provides our security and our survival.

In this episode we talk about some ways to eliminate defensiveness from your organization.