WEBVTT 1 00:00:18.705 --> 00:00:21.005 Hey, it's Rachel, your modern mentor. 2 00:00:21.505 --> 00:00:24.125 I'm the founder of Lead Above Noise, where we help leaders 3 00:00:24.725 --> 00:00:27.205 activate performance and engagement without burning out. 4 00:00:27.705 --> 00:00:30.085 We do offsites, boot camps, workshops, 5 00:00:30.085 --> 00:00:31.765 and keynotes, whatever you need. 6 00:00:32.065 --> 00:00:33.645 And if your organization could use a 7 00:00:33.645 --> 00:00:34.965 boost, I'd love to pop in. 8 00:00:35.055 --> 00:00:36.085 Shoot me a note at 9 00:00:36.085 --> 00:00:39.285 rachel@leadabovenoise.com so we can explore. 10 00:00:39.985 --> 00:00:42.605 And if you have any thoughts on the show, let me know 11 00:00:42.605 --> 00:00:43.805 with a rating or review. 12 00:00:44.305 --> 00:00:49.215 All feedback is helpful and I'm all ears, okay, onto today. 13 00:00:50.035 --> 00:00:51.455 So I was one of those kids, 14 00:00:51.675 --> 00:00:54.495 and I know I'm not alone here, who would come home 15 00:00:54.725 --> 00:00:56.295 with the 98 on the test, 16 00:00:56.555 --> 00:00:58.695 and my parents immediately wanted to know 17 00:00:58.695 --> 00:01:00.175 what happened to the other two points. 18 00:01:00.835 --> 00:01:04.615 Can you relate? The thing is my parents were great, really, 19 00:01:05.075 --> 00:01:06.815 and they were joking mostly. 20 00:01:07.715 --> 00:01:09.575 But the truth is the human eye 21 00:01:09.595 --> 00:01:11.735 and mind are drawn to what's wrong 22 00:01:11.795 --> 00:01:14.855 or what's missing over what's right and what's working. 23 00:01:15.755 --> 00:01:18.695 You know when your boss says 10 amazing things about you, 24 00:01:18.795 --> 00:01:22.055 and one piece of here's something you can work on feedback, 25 00:01:22.675 --> 00:01:25.655 we all know which of those 11 things takes up the most real 26 00:01:25.655 --> 00:01:26.655 estate in your brain. 27 00:01:27.395 --> 00:01:29.375 I'm sure there's an evolutionary reason for this, 28 00:01:29.375 --> 00:01:31.535 something about saving ourselves from the 29 00:01:31.535 --> 00:01:32.815 saber tooth tiger and all. 30 00:01:33.635 --> 00:01:36.575 But given that saber-tooth tiger sightings in the workplace 31 00:01:36.605 --> 00:01:38.135 have been pretty low this year, 32 00:01:38.785 --> 00:01:41.175 don't we all wish we could focus just a little 33 00:01:41.175 --> 00:01:42.295 more on the positives? 34 00:01:42.965 --> 00:01:45.985 And the good news is this isn't just about protecting 35 00:01:45.985 --> 00:01:46.985 ourselves emotionally. 36 00:01:47.495 --> 00:01:49.905 It's actually a really strong problem solving approach. 37 00:01:50.845 --> 00:01:53.185 The craft of appreciative inquiry, 38 00:01:53.405 --> 00:01:57.425 or as I sometimes call it the other AI, has been around 39 00:01:57.485 --> 00:01:59.865 for years and it's something I use a lot 40 00:01:59.865 --> 00:02:02.745 with clients when we're trying to activate stronger results, 41 00:02:03.245 --> 00:02:05.185 we dive deep not into what's broken, 42 00:02:05.405 --> 00:02:06.985 but into what's already working, 43 00:02:07.525 --> 00:02:09.945 and we explore what those things have to teach us. 44 00:02:11.085 --> 00:02:14.225 So today, let's talk about how you might use this mindset 45 00:02:14.405 --> 00:02:16.665 or approach to make wonderful things happen 46 00:02:16.725 --> 00:02:18.185 for you and your workplace. 47 00:02:19.635 --> 00:02:22.185 Let's start with the basics of appreciative inquiry. 48 00:02:22.895 --> 00:02:24.785 Like what does it look like in practice? 49 00:02:25.525 --> 00:02:28.225 It actually follows a structured five phase process 50 00:02:28.535 --> 00:02:30.265 that helps organizations unlock 51 00:02:30.505 --> 00:02:31.865 their strengths and build on them. 52 00:02:32.845 --> 00:02:34.305 We start with define. 53 00:02:34.815 --> 00:02:37.025 Instead of jumping into problem solving mode, 54 00:02:37.325 --> 00:02:38.985 we take a step back and decide 55 00:02:39.095 --> 00:02:41.025 what do we actually wanna create more of? 56 00:02:41.455 --> 00:02:43.305 Like if you're struggling with low engagement, 57 00:02:43.305 --> 00:02:45.585 rather than asking how do we fix engagement, 58 00:02:45.925 --> 00:02:49.185 we reframe the question to how can we build a culture 59 00:02:49.315 --> 00:02:51.305 where people feel excited to contribute? 60 00:02:51.965 --> 00:02:53.095 This is where we begin. 61 00:02:53.845 --> 00:02:55.415 Then we move to discover, 62 00:02:56.035 --> 00:02:58.335 and here's where we dig into what's already working. 63 00:02:58.985 --> 00:03:02.165 We look for stories and examples and moments of success. 64 00:03:02.515 --> 00:03:03.925 Even tiny ones are fine, 65 00:03:04.515 --> 00:03:07.405 that give us clues about what's driving positive outcomes. 66 00:03:07.935 --> 00:03:09.965 Maybe it's a leader who makes people feel heard, 67 00:03:10.145 --> 00:03:12.485 or a process that makes collaboration easier, 68 00:03:12.945 --> 00:03:14.725 or a team dynamic that just clicks 69 00:03:15.255 --> 00:03:18.285 these insights become the foundation for the next phase, 70 00:03:18.695 --> 00:03:19.965 which is dream. 71 00:03:20.785 --> 00:03:22.165 And here's where we get creative. 72 00:03:22.835 --> 00:03:24.925 Imagine if everything was working at its 73 00:03:24.925 --> 00:03:26.525 best, what would that look like? 74 00:03:26.955 --> 00:03:29.525 What would people be saying and how would work feel? 75 00:03:30.205 --> 00:03:31.965 I once led a team through this exercise 76 00:03:31.985 --> 00:03:34.885 and someone describe their ideal workplace as a place 77 00:03:34.885 --> 00:03:36.565 where meetings feel energizing 78 00:03:36.585 --> 00:03:39.725 and clarifying rather than draining and soul sucking. 79 00:03:40.115 --> 00:03:42.805 That vision helped us build a strategy to rethink 80 00:03:42.825 --> 00:03:44.125 how meetings were designed. 81 00:03:45.325 --> 00:03:47.645 Speaking of which next up is design. 82 00:03:48.385 --> 00:03:51.365 We take the best of what we discover and what we dreamed up, 83 00:03:51.625 --> 00:03:54.365 and we map out tangible ways to bring them to life. 84 00:03:54.975 --> 00:03:56.765 Maybe it's a new way of running meetings 85 00:03:56.945 --> 00:03:58.925 or a shift in our communication norms, 86 00:03:59.105 --> 00:04:01.645 or a simple change in how recognition happens. 87 00:04:02.275 --> 00:04:04.205 This is where the ideas start to become real. 88 00:04:05.215 --> 00:04:08.595 And finally, we deliver. Here's where we bring it to life. 89 00:04:08.995 --> 00:04:12.155 Appreciative inquiry isn't about launching a big initiative 90 00:04:12.155 --> 00:04:13.275 and hoping it works, 91 00:04:13.495 --> 00:04:16.435 but it's about running small experiments, testing 92 00:04:16.465 --> 00:04:18.675 what sticks, and making adjustments along the way. 93 00:04:19.055 --> 00:04:20.355 You know, being agile. 94 00:04:24.385 --> 00:04:27.605 So let's talk about some ways that you might apply a bit 95 00:04:27.605 --> 00:04:30.205 of an appreciative inquiry mindset in your workplace. 96 00:04:30.795 --> 00:04:33.485 Here are a handful of practices that you might play with. 97 00:04:34.495 --> 00:04:38.645 First. Start meetings with wins. I mean, super quick. 98 00:04:39.095 --> 00:04:40.685 Spend five minutes at the beginning 99 00:04:40.685 --> 00:04:42.765 of a meeting just shouting out a few 100 00:04:42.765 --> 00:04:43.845 things that went well this week. 101 00:04:44.115 --> 00:04:45.725 Something that delivered a result 102 00:04:45.745 --> 00:04:48.285 or taught you something new or just felt fresh and fun. 103 00:04:49.155 --> 00:04:51.485 Even infuse a little gratitude into it. 104 00:04:51.675 --> 00:04:54.365 Getting people into the mindset of looking for wins 105 00:04:54.875 --> 00:04:57.245 puts us all in a collective mindset of winning, 106 00:04:57.855 --> 00:04:59.765 which kind of makes us winners. 107 00:05:00.935 --> 00:05:03.185 Next, focus on finding your right spots. 108 00:05:04.045 --> 00:05:06.985 We spend so much time fixing weaknesses that we forget 109 00:05:06.985 --> 00:05:08.065 to harness our strengths. 110 00:05:08.725 --> 00:05:11.625 One of my clients right now is a chief technology officer, 111 00:05:12.165 --> 00:05:14.505 and he is frustrated with the varying degrees 112 00:05:14.525 --> 00:05:16.625 of successful collaboration he's seeing 113 00:05:16.625 --> 00:05:18.705 between his engineers and his architects. 114 00:05:19.495 --> 00:05:21.105 He's tried a bunch of interventions, 115 00:05:21.445 --> 00:05:22.985 but the work that we'll be doing together, 116 00:05:23.805 --> 00:05:24.945 I'm gonna spend time with some 117 00:05:24.945 --> 00:05:27.105 of the most successful collaborators on his team 118 00:05:27.405 --> 00:05:30.225 to get under the hood of why it works when it works. 119 00:05:31.055 --> 00:05:34.385 From there, we turn specifics into more general principles 120 00:05:34.655 --> 00:05:36.105 that will ultimately get shared 121 00:05:36.125 --> 00:05:37.745 and practiced by the rest of the team. 122 00:05:38.895 --> 00:05:41.665 Granted, if it comes naturally to them, it may be hard 123 00:05:41.665 --> 00:05:43.785 for them to articulate exactly what they're doing 124 00:05:43.785 --> 00:05:46.105 to make it work, but my job is to push 125 00:05:46.245 --> 00:05:48.185 and probe until we hit insight 126 00:05:48.525 --> 00:05:51.585 and you can do the same Next try. 127 00:05:51.825 --> 00:05:52.945 Flipping the problem statement. 128 00:05:53.815 --> 00:05:55.585 I've worked with teams on this as they try 129 00:05:55.585 --> 00:05:57.485 to problem solve low employee engagement. 130 00:05:58.035 --> 00:06:00.005 They tend to come at it with questions like, 131 00:06:00.265 --> 00:06:01.765 why are people so disengaged? 132 00:06:01.905 --> 00:06:04.205 Or what problems do we most need to solve? 133 00:06:05.185 --> 00:06:06.845 But sometimes the simple flip 134 00:06:06.945 --> 00:06:09.805 to something like when we have all felt motivated 135 00:06:09.805 --> 00:06:11.925 and connected, what was happening in those moments? 136 00:06:12.515 --> 00:06:14.045 What has made work feel good? 137 00:06:14.495 --> 00:06:16.365 These questions can really shift the 138 00:06:16.365 --> 00:06:17.525 energy of the conversation. 139 00:06:18.305 --> 00:06:21.165 It may sound silly, but try it with something really simple 140 00:06:21.835 --> 00:06:23.885 like, I did this recently when I had a 141 00:06:23.885 --> 00:06:24.925 bad workout at the gym. 142 00:06:25.355 --> 00:06:27.645 When that happens, I tend to beat myself up. 143 00:06:28.065 --> 00:06:29.685 But this time I managed to pause 144 00:06:30.065 --> 00:06:33.805 and to ask myself when I last did this particular workout 145 00:06:33.805 --> 00:06:36.005 and it felt good, what was different? 146 00:06:36.665 --> 00:06:38.525 And I realized there was a little bit 147 00:06:38.525 --> 00:06:40.085 of a nutritional thing at play here. 148 00:06:40.745 --> 00:06:43.565 So a few days later when I had the same workout planned, 149 00:06:43.995 --> 00:06:45.525 well, you know where this one's going. 150 00:06:46.165 --> 00:06:49.205 I ate the thing I knew my body needed and the game changed. 151 00:06:50.075 --> 00:06:52.765 It's about pulling your brain out of that negative zone 152 00:06:52.865 --> 00:06:54.845 and moving it into the realm of solutions. 153 00:06:55.585 --> 00:06:57.965 And finally, focus on creating together. 154 00:06:58.875 --> 00:07:00.405 Chances are you've heard me talk 155 00:07:00.405 --> 00:07:03.045 before about the power of co-created solutions. 156 00:07:03.645 --> 00:07:06.325 I just believe in this, so I'm gonna bang this drum again. 157 00:07:06.725 --> 00:07:09.765 Appreciative inquiry is participatory by nature. 158 00:07:10.705 --> 00:07:12.285 Unlike traditional problem solving 159 00:07:12.295 --> 00:07:13.885 where leaders diagnose issues 160 00:07:13.905 --> 00:07:15.085 and prescribe solutions, 161 00:07:15.745 --> 00:07:18.965 the other AI thrives on broad participation. 162 00:07:19.665 --> 00:07:22.325 The design phase isn't about a single person deciding 163 00:07:22.505 --> 00:07:23.685 how to build on strengths. 164 00:07:23.995 --> 00:07:25.365 It's about collaborating with those 165 00:07:25.365 --> 00:07:27.125 who experience success firsthand. 166 00:07:27.585 --> 00:07:29.485 To shape the best path forward. 167 00:07:29.965 --> 00:07:32.645 Dreaming is about imagining the best possible future. 168 00:07:33.225 --> 00:07:35.885 And when we create it together, we ensure bits 169 00:07:35.885 --> 00:07:37.325 of the best come from all of us. 170 00:07:38.695 --> 00:07:40.195 So back to my technology client. 171 00:07:40.785 --> 00:07:42.915 I'll be interviewing team members one at a time, 172 00:07:43.295 --> 00:07:45.115 but when it comes to designing the way forward, 173 00:07:45.625 --> 00:07:47.355 I'll pull them all into a room together. 174 00:07:48.345 --> 00:07:50.555 I'll present back all the pieces they've told me are 175 00:07:50.555 --> 00:07:52.675 working, and I'll invite them all 176 00:07:52.675 --> 00:07:55.075 to choose their favorite elements, the bits 177 00:07:55.075 --> 00:07:56.435 and pieces that serve each of them 178 00:07:56.815 --> 00:07:59.075 to bake into the final solution we land on. 179 00:07:59.695 --> 00:08:02.275 So when all is said and done, everyone's contributed 180 00:08:02.455 --> 00:08:04.195 and there's a shared sense of ownership. 181 00:08:05.415 --> 00:08:07.935 I hope you're feeling inspired to find a challenge 182 00:08:07.995 --> 00:08:10.135 and attack it with goodness and positivity. 183 00:08:10.955 --> 00:08:12.895 If you try it or you have other ideas 184 00:08:12.915 --> 00:08:14.695 to share, I'd love to hear from you. 185 00:08:15.185 --> 00:08:18.695 Shoot me a note anytime at rachel@leadabovenoise.com. 186 00:08:19.545 --> 00:08:21.805 And if your organization needs a boost, whether it's 187 00:08:21.805 --> 00:08:24.285 through a workshop, a keynote, a pulse check, let's talk. 188 00:08:25.185 --> 00:08:27.405 You can find me@leadabovenoise.com. 189 00:08:27.865 --> 00:08:29.805 And if you're loving the show, don't forget 190 00:08:29.805 --> 00:08:32.285 to follow Modern Mentor on Apple Podcasts, Spotify, 191 00:08:32.545 --> 00:08:35.445 or wherever you listen to podcasts and leave a review. 192 00:08:36.145 --> 00:08:38.965 Thanks so much for listening and have a successful week. 193 00:08:39.305 --> 00:08:41.405 Modern Mentor is a quick and Dirty Tips podcast. 194 00:08:42.075 --> 00:08:44.005 It's audio engineered by Dan Fand. 195 00:08:44.465 --> 00:08:46.885 Our director of podcasts is Brandon Getches. 196 00:08:47.265 --> 00:08:49.645 Our podcast and advertising operations specialist 197 00:08:49.705 --> 00:08:50.925 is Morgan Christensen. 198 00:08:51.465 --> 00:08:54.045 Our digital operations specialist is Holly Hutchings. 199 00:08:54.425 --> 00:08:57.165 Our marketing and publicity associate is Davina Tomlin, 200 00:08:57.425 --> 00:08:59.485 and our marketing contractor is Nathaniel Hoops.