What is the focus of the presentation?

The focus is on motivating language and its impact on leadership and organizational culture.

Who are the presenters?

The presenters are Jackie and Milton Mayfield.

What tool is introduced for audience interaction?

The tool introduced is called Mintometer.

What are the three components of motivating language discussed?

The three components are hands, heart, and spirit.

What is the purpose of motivating language?

The purpose is to improve organizational communication and stakeholder well-being.

What industries have tested motivating language?

Industries such as healthcare, manufacturing, and IT have tested motivating language.

What is the impact of motivating language on job satisfaction?

Motivating language significantly increases job satisfaction.

How is motivating language applied?

It's applied through understanding hands (direction giving), heart (empathetic language), and spirit (meaning-making).

Does motivating language work in written form?

Yes, it can be used in written communication as well as spoken.

What are some outcomes of effective motivating language?

Outcomes include improved performance, increased employee retention, job satisfaction, and enhanced self-efficacy.

Embracing Agility with Hands, Heart, and Spirit with Jacqueline & Milton Mayfield

01:04:19

https://www.youtube.com/watch?v=RsW7OTQ4n-k

Résumé

TLDRJackie and Milton Mayfield present a session on motivating language, emphasizing its role in enhancing leadership communication and fostering a positive organizational culture. They introduce an interactive tool, Mintometer, for audience engagement and delve into the three core components of motivating language: hands (clarifying work expectations and feedback), heart (building emotional bonds and empathy), and spirit (connecting personal values with organizational goals). The effectiveness of motivating language is highlighted across various industries like healthcare and manufacturing, demonstrating significant improvements in performance, employee retention, and job satisfaction. They stress the importance of leaders using all three dimensions to motivate and inspire teams, supported by peer-reviewed research and successful case studies. The session also addresses challenges in communication and the critical role of leaders in shaping workplace culture, providing action steps to implement these strategies effectively. The Mayfields conclude with practical advice for integrating motivating language into organizational practices, pointing to resources like their book and further training opportunities.

A retenir

🔑 Motive language involves hands, heart, spirit for effective leadership.
🛠️ Mintometer is a tool for interactive audience engagement.
🌎 Applicable across industries: healthcare, IT, manufacturing.
📈 Increases job satisfaction, retention, and engagement.
🤝 Enhances emotional bonds and empathy within teams.
🏢 Aligns personal and organizational goals for shared vision.
📚 Practical implementation advice provided for organizations.
📖 Available resources like the Mayfields' book for deeper learning.
⚙️ Can be applied in both written and spoken communication.
💡 Encourages continuous improvement and adaptability in leaders.

Chronologie

00:00:00 - 00:05:00
The presenters introduce themselves and express excitement for the session on 'motivating language' involving hands, heart, and spirit. Participants are prompted to access presentation slides via a website, Minty.com, using a specific code. Despite some technical limitations, participants can follow along and engage in most activities.
00:05:00 - 00:10:00
The presenters share their appreciation for the participants' diverse backgrounds in team leadership, aligning parts of the presentation accordingly. They emphasize the session's focus on creating a positive communication culture through motivating language, which intersects with agility and can be evaluated with tools from the Comparative Agility website.
00:10:00 - 00:15:00
Participants are asked to write down three words defining 'good leader communication.' The dominant themes include trust, clarity, honesty, transparency, and empathy. The discussion highlights how motivating language enhances workplace objectives, emotional connectivity, and listening, which aligns with these themes.
00:15:00 - 00:20:00
Motivating language is detailed as a powerful tool for improving organizational and stakeholder well-being, based on extensive research across multiple disciplines. Historical context is provided, referencing Jeremiah Sullivan's 1980s work. Its benefits extend to increased performance, retention, engagement, job satisfaction, and trust in leaders.
00:20:00 - 00:25:00
The importance of communication in co-creating work culture and motivation is underscored. Motivating language helps leaders and influencers induce various positive outcomes, offering a structured approach unlike typical vague communication advice. It is critical during change and when leaders face frequent interruptions.
00:25:00 - 00:30:00
Implementation of motivating language requires using all three types: hands, heart, and spirit, at suitable times. Leaders must also demonstrate behavioral integrity and active listening with acceptance. Follower perceptions ultimately determine the effectiveness of motivating language, necessitating alignment of words with actions.
00:30:00 - 00:35:00
Recent developments include peer motivating language, which enhances performance and job satisfaction among team members, sometimes substituting for leadership in collective cultures. Extensive testing confirms motivating language's applicability across diverse countries and industries, offering consistent positive results.
00:35:00 - 00:40:00
Motivating language encompasses direction-giving (hands), empathetic (heart), and meaning-making (spirit) language. Hands language clarifies work expectations through feedback, relevant information, goals, and rewards. Heart language, though less used, enhances trust and emotional bonds during changes and challenges.
00:40:00 - 00:45:00
Participants reflect on workplace events emotionally impacting staff, using those reflections to understand empathetic language's role. Examples highlight how it supports staff through praise, support during setbacks, and acknowledging personal life events, contributing to an inclusive and productive workplace.
00:45:00 - 00:50:00
Meaning-making language (spirit) connects individual values with organizational vision, especially vital during change. It is least used by leaders but fosters a shared cultural language and recognizes individual contributions. Leaders integrating storytelling and recognizing talents enhance cultural cohesion and motivation.
00:50:00 - 00:55:00
A case study of cytokinetics illustrates effective use of motivating language through a challenging situation, showing how strategic communication can transform setbacks into cohesion and progress. Workshops like Florida Hospital's demonstrate the benefits of integrating practical support systems to sustain motivating language.
00:55:00 - 01:04:19
Concluding recommendations for implementing motivating language include evaluating current practices, training, reinforcing usage, and continuing education through resources like books. Contact information for further inquiries is provided, emphasizing readiness for ongoing dialogue and support.

Afficher plus

Carte mentale

Questions fréquemment posées

What is the focus of the presentation?
The focus is on motivating language and its impact on leadership and organizational culture.
Who are the presenters?
The presenters are Jackie and Milton Mayfield.
What tool is introduced for audience interaction?
The tool introduced is called Mintometer.
What are the three components of motivating language discussed?
The three components are hands, heart, and spirit.
What is the purpose of motivating language?
The purpose is to improve organizational communication and stakeholder well-being.
What industries have tested motivating language?
Industries such as healthcare, manufacturing, and IT have tested motivating language.
What is the impact of motivating language on job satisfaction?
Motivating language significantly increases job satisfaction.
How is motivating language applied?
It's applied through understanding hands (direction giving), heart (empathetic language), and spirit (meaning-making).
Does motivating language work in written form?
Yes, it can be used in written communication as well as spoken.
What are some outcomes of effective motivating language?
Outcomes include improved performance, increased employee retention, job satisfaction, and enhanced self-efficacy.

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Sous-titres

Défilement automatique:

00:00:15
hi hi everybody greetings
00:00:18
we're very happy to be here uh and we're
00:00:21
really excited
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to have this opportunity
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to talk with everybody about motivating
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language hands hearts and hand heart and
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spirit
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what we're going to do for the bulk of
00:00:33
the presentation is
00:00:35
we're going to ask you to
00:00:38
open up a new tab or pull out your
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tablet or phone
00:00:42
and go to a website called meantimer so
00:00:45
that way you can easily see our slides
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and also participate
00:00:50
now just in case anyone has trouble
00:00:52
doing that
00:00:53
i'm going to be doing a screen share
00:00:56
with you and we'll be going through the
00:00:58
slides through zoom uh you won't be able
00:01:02
to participate
00:01:03
in some of the exercises
00:01:06
but you should still get the majority of
00:01:08
it
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so without more do let me switch over to
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the screen share of the slides and then
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i'll give you a moment to log into
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mintometer and i'm going to give you a
00:01:21
code that you can log in with right if
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you see up on your screen
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you'll see the website up on the top
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that's
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minty.com
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m
00:01:34
e n
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t i
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dot com
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once you go to that website
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then just enter in the code
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57
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99
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29
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23
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and again please go to
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minty.commenti.com
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and use the code
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5799-2923
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and i see somebody's giving us a heart
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whoever that was i really appreciate
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that yes me too
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and uh we'll
00:02:15
we'll give just a moment to let
00:02:17
everybody have a chance to get over
00:02:19
there that that wants to go over there
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but again we're really proud to be here
00:02:25
we had a chance to look over
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uh some of your backgrounds and we're
00:02:30
really excited to be working with the
00:02:34
with people like you in charge of teams
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we tried to craft our presentation at
00:02:40
least a little bit
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towards some of your backgrounds but uh
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as amra said we will have a question
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answer session at the end so if you
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would like to have any
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uh specifics
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about
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uh how to apply motivating language to
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your specific situations please feel
00:03:01
free to ask us we will try and uh help
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out as much as possible and we like the
00:03:06
hard questions we learn from them jackie
00:03:09
likes the hard questions she learns from
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i like the easy ones no he's just
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kidding
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um
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and in all on seriousness
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we also were excited to see who composed
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the group for me it it brought
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back a lot of experiences because before
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i was a professor
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i worked as a project manager
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uh
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in product development in healthcare
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so i i see there are a lot of project
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managers here
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and uh
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i can relate very much to your
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experience
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well
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we're delighted to be here we're excited
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to be here
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and today
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to put it in one sentence
00:03:57
we're going to talk about how to create
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a positive communication culture and
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co-create it with the people that you
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work with and we're jackie and milton
00:04:09
mayfield
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we're going to talk ab technically
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about motivating language or hands heart
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and spirit and we set some goals for
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this session
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we would like you to come away
00:04:27
with a basic understanding of what
00:04:30
motivating language or ml is
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and also
00:04:37
in particular its value and how it
00:04:40
intersects with agility
00:04:45
and we also want you to be aware
00:04:49
and understand a little bit about the
00:04:50
tools that are available for evaluating
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and implementing ml and some of them are
00:04:56
on the comparative agility website right
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now and they're free
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and lastly we would like you to gain
00:05:07
some practice with ml concepts
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so
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here here we go
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uh
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right and
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we also want to be interactive and give
00:05:19
you a chance to think through some of
00:05:22
these ideas so to start this out
00:05:25
i want you to take one minute and write
00:05:27
down three words that describe
00:05:31
good leader communication
00:05:33
to you what good leader communication
00:05:35
means to you so write down three words
00:05:37
if you're on the mentee site and put
00:05:39
them up there
00:05:41
and don't edit it
00:05:43
just what comes to mind
00:05:47
good thank you okay and unfortunately
00:05:50
one of the uh downsides of minty is it
00:05:55
doesn't let the participants see
00:05:58
these
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word clouds when they come in you can
00:06:01
have a link at the end to see all of
00:06:03
them but i'm going to go over the ones
00:06:05
that if you want to you can look on the
00:06:07
screencast and you can see what i'm
00:06:10
seeing but i'm going to go over
00:06:12
very briefly some of these and talk
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about
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how they relate to motivating language
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because what we have what we have on the
00:06:20
screen are trust clear objectives
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another one that's clear honest
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transparency
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feedback clarity praise honesty
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listening
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taking uh people with you information
00:06:33
transparency uh to be honest it sounds
00:06:36
like uh you you've you've been reading
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stuff about motivating language already
00:06:42
because
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uh motivating language
00:06:45
gives you a way to make uh workplace
00:06:48
objectives clear to make sure that the
00:06:51
people you're leading have a a strong
00:06:55
understanding of what you expect them a
00:06:57
clear understanding of what you expect
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them it also
00:07:03
helps you to uh as someone said taking
00:07:06
people with you i think that uh what
00:07:08
they mean what you mean by that is that
00:07:10
it helps uh
00:07:12
you help your people know why they're
00:07:15
doing what they're doing how what
00:07:17
they're doing connects with the
00:07:19
organization's overall vision and
00:07:21
mission as well as the individual
00:07:25
motives and goal and their personal
00:07:27
goals
00:07:28
uh also in addition and someone said
00:07:31
empathy uh motivating language helps you
00:07:34
build
00:07:35
that emotional connection helps you deal
00:07:38
with emotions in the workplace in a way
00:07:41
that helps improve
00:07:43
outcomes for the organization and
00:07:46
the follower and and several of you
00:07:48
talked about honesty and listening those
00:07:50
are things we talk about because you
00:07:52
have to be honest you have to listen to
00:07:55
your follower in order to make
00:07:57
motivating language work
00:07:59
so good so good i'm glad that uh or i
00:08:02
hope that this this talk on motivating
00:08:04
language will help you put these ideas
00:08:07
in practice give you a road map to see
00:08:09
how to use them and with that i'm going
00:08:11
to move i'm going to turn it back over
00:08:13
to jackie
00:08:14
to talk about motivating language itself
00:08:18
i'm really impressed because it sounds
00:08:20
like
00:08:21
most of you are already or all of you
00:08:25
are already on the journey to grow your
00:08:28
motivating language and
00:08:31
that's what we're going to do today
00:08:33
we're going to move
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hopefully we're going to advance on that
00:08:37
journey
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and
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i'm going to begin
00:08:42
by giving a brief overview of what
00:08:45
motivating language is
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and
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to sum it up it's a
00:08:54
gives you a powerful tool
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to improve stakeholder and
00:08:58
organizational well-being
00:09:01
well that's a mouthful so let's let's
00:09:04
break this down a little bit
00:09:07
i'm going to give a little bit of
00:09:08
background about motivating language
00:09:13
starting with jeremiah sullivan's work
00:09:16
in the 1980s
00:09:18
researchers around the world
00:09:21
have been
00:09:23
studying motivating language working
00:09:25
with training and development and
00:09:27
motivating language
00:09:29
for the past 30 years we have a we have
00:09:31
a quite a
00:09:32
oppressive database and suffice it to
00:09:35
say the theory and
00:09:38
the uh way that it's expressed are all
00:09:41
based on solid research in management
00:09:44
psychology communication anthropology
00:09:49
uh rhetoric
00:09:50
even
00:09:52
and
00:09:55
i want to start with why is this
00:09:57
motivation
00:09:59
motivating language matter why should we
00:10:01
use hands
00:10:02
heart and spirit
00:10:04
well let's get down to a few basic
00:10:06
things that sometimes just get ignored
00:10:08
or it's assumed
00:10:11
work
00:10:13
is communication and communication is
00:10:15
work we can't get anything done
00:10:18
in an organization
00:10:20
without communication they call it they
00:10:24
they co-create each other the same is
00:10:26
true about culture and culture is the
00:10:29
heart of agility
00:10:31
communication constructs culture and
00:10:33
culture constructs communication
00:10:37
and
00:10:38
the other important thing that we
00:10:40
sometimes ignore is
00:10:42
the way someone communicates
00:10:46
mo actually motivates and inspires
00:10:49
people
00:10:51
and
00:10:52
it's tied to a variety of meaningful
00:10:55
outcomes which we'll talk about in a
00:10:57
minute in this particular session
00:11:00
we're going to focus on motivating
00:11:02
language for leaders
00:11:05
there are there's also
00:11:06
motivating language for team members
00:11:09
from
00:11:10
the very top to many but we're going to
00:11:13
focus here
00:11:15
on
00:11:16
leadership
00:11:17
and when i say leadership i'm not
00:11:19
talking about somebody with a big desk
00:11:22
and a
00:11:22
big title i mean that might happen but
00:11:25
i'm talking about leaders as anyone
00:11:29
who influences an organization
00:11:32
what other people do and particularly
00:11:34
during times of change
00:11:39
motivating language
00:11:41
was developed
00:11:43
because
00:11:45
oftentimes we assume things about
00:11:48
communication and we don't explore its
00:11:51
power
00:11:52
we get this vague advice
00:11:55
be open
00:11:57
be transparent but what does that really
00:11:59
mean
00:12:00
and motivating language
00:12:03
articulates that and gives
00:12:05
a compass
00:12:06
that leaders can follow and this becomes
00:12:09
very important because as those of you
00:12:12
and i know many of you have already been
00:12:14
in leadership positions
00:12:16
no
00:12:16
you get interrupted about every five or
00:12:20
six minutes if you're lucky
00:12:22
and priorities change you have to you
00:12:25
have to deal with a lot of shifting
00:12:27
landscape
00:12:29
and as a result you don't always have
00:12:32
the time
00:12:33
to reflect
00:12:34
what's the right thing to say or or how
00:12:37
should i listen well
00:12:39
in in
00:12:40
in this setting
00:12:42
motivating language gives you
00:12:44
that template
00:12:47
and in reality
00:12:48
when we look at
00:12:51
leader communication
00:12:53
most of the time
00:12:54
leaders rely on the tried and true stuff
00:12:57
they teach in b-school for example or
00:12:59
professional
00:13:01
communication classes
00:13:04
and that's not to say that it's not
00:13:07
important
00:13:08
to to spell out what people need to do
00:13:12
but
00:13:13
communications power goes much further
00:13:16
than that
00:13:17
it goes into
00:13:20
bonding with people
00:13:22
in being inclusive of people and most
00:13:25
importantly
00:13:27
tying all the stakeholders together
00:13:30
in sharing the same vision
00:13:32
and motivating language
00:13:34
gives that power
00:13:37
uh to give you a little background and
00:13:39
we'll go over
00:13:41
some of the
00:13:43
outcomes that motivating language has
00:13:46
uncovered in just a minute
00:13:49
motivating language is also uh been
00:13:54
tested and
00:13:55
very rigorously
00:13:57
statistically evaluated and and and
00:14:01
it
00:14:02
in a number of countries in a number of
00:14:04
languages
00:14:08
okay and i'm going to ask y'all to do me
00:14:11
a
00:14:12
favor sorry to interrupt but we just had
00:14:14
a a little bit of an internet event we
00:14:16
have problems we've been having problems
00:14:18
with the internet
00:14:19
just to make sure that people are still
00:14:21
connected uh could somebody give us a
00:14:24
heart
00:14:27
okay thank oh i really appreciate that
00:14:30
yeah
00:14:31
and sorry we had some technical
00:14:33
difficulties right before we showed up
00:14:35
we're still having some technical
00:14:37
difficulties if you would not mind just
00:14:39
when we go to new slide give us a heart
00:14:42
so that we know we're still connected
00:14:43
sorry we're down to one computer and so
00:14:46
we can only see the the uh slideshow on
00:14:49
our computer we can't tell if we're
00:14:51
actually connected or not but if you
00:14:53
give us hearts like say this is not us
00:14:55
trying to beg for hearts but instead
00:14:57
this is us to make sure we're still
00:14:59
connected we apologize for this but we
00:15:01
we wanted y'all to get the most you can
00:15:04
out of this stock and we really
00:15:05
appreciate it yes thank you very much
00:15:08
we've benefited from
00:15:10
living in the country we're about ready
00:15:12
to move back to the city next month
00:15:15
but uh unfortunately
00:15:18
our internet services can be sort of
00:15:20
flaky sometimes
00:15:23
so let's get back to han's heart and
00:15:25
spirit of motivating language to be
00:15:29
more specific
00:15:31
and how
00:15:33
what type of outcomes
00:15:35
does it improve what does it grow
00:15:41
and
00:15:43
these outcomes aren't just for the
00:15:45
organization but they matter let's face
00:15:48
it most organizations even on ngos
00:15:52
not-for-profits they have to show
00:15:54
results
00:15:56
in order to maintain their assistance
00:15:58
and the other side of this is
00:16:01
the people doing that work feel good
00:16:04
when they perform well
00:16:06
and motivating language increases
00:16:08
performance
00:16:11
it has a
00:16:12
substantial impact on retention
00:16:15
keeping
00:16:17
that organizational knowledge within the
00:16:20
oregon
00:16:21
organization itself and
00:16:23
you know well
00:16:24
worldwide there's there's been a problem
00:16:27
with that
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it's not on the screen
00:16:30
we've tested it for engagement in india
00:16:33
and the united states and and that's
00:16:36
very positive and significant connection
00:16:42
okay let's talk about
00:16:44
what's good
00:16:45
for the work for people who are doing
00:16:47
the work and job satisfaction has a very
00:16:51
robust relationship with motivating
00:16:54
language in fact i'll use practical
00:16:57
statistics here
00:16:59
even though i know most of you know a
00:17:00
lot more than that
00:17:02
if you increase
00:17:04
your motivating language use by just 10
00:17:09
you can expect job satisfaction to go up
00:17:11
by 5
00:17:12
that's a 50
00:17:14
increase
00:17:18
self-efficacy
00:17:20
that a feeling
00:17:22
of confidence when we
00:17:24
perform a task and by the way which is
00:17:27
very
00:17:28
strongly tied to performance itself
00:17:31
motivating language has a lovely and
00:17:34
positive relationship with self-efficacy
00:17:38
here comes a big one
00:17:40
we just did a study with a colleague on
00:17:44
psychological safety
00:17:47
and found amazing results about
00:17:49
motivating language and it was
00:17:52
the united states and india
00:17:54
motivating language has
00:17:56
a compelling
00:17:59
of effect
00:18:01
on some
00:18:02
and positive one of course on
00:18:04
psychological
00:18:05
safety the feeling
00:18:06
that
00:18:08
we can learn and experiment even make
00:18:10
mistakes and learn from them
00:18:16
and
00:18:17
relatedly on creativity and innovation
00:18:20
in an organization
00:18:22
i want to add
00:18:24
uh some
00:18:25
one other that matters especially for
00:18:27
those of you that are
00:18:29
currently in leadership positions
00:18:32
and you want to gain the trust of your
00:18:34
followers
00:18:35
one thing that really sort of
00:18:37
blew us away
00:18:39
was a shark bro
00:18:41
charo and others
00:18:43
did some research a while back
00:18:45
and found out
00:18:48
that
00:18:50
high leader motivating language
00:18:54
has a
00:18:58
in terms of statistics it's way
00:19:01
up there in strength
00:19:03
on on how well
00:19:06
followers
00:19:08
believe the the leader is competent and
00:19:10
trust the leader
00:19:14
with high motivating language
00:19:16
you can expect a 70
00:19:19
increase in perceived leader
00:19:22
competence right and also i want to
00:19:25
emphasize these results while mainly
00:19:28
have been found out in the u.s in india
00:19:31
there have
00:19:32
been studies and training using
00:19:34
motivating language around the world uh
00:19:37
we've seen
00:19:38
similar or the same kinds of results in
00:19:41
japan
00:19:43
poland
00:19:44
mexico mexico
00:19:46
korea france
00:19:48
germany
00:19:51
uh many places in the middle east
00:19:54
uh so
00:19:56
uh
00:19:57
you can expect to see the same we expect
00:19:59
to see the same kind of results
00:20:00
regardless of what country or culture
00:20:05
this is embedded in we we do know that
00:20:07
you do have to make some changes to
00:20:10
motivating language use but uh those are
00:20:12
more specifics for what we're talking
00:20:14
about today it should work very well
00:20:17
apply very well wherever you are it's
00:20:19
it's very transferable
00:20:21
especially if you're working
00:20:23
multi-national in the global
00:20:25
organization yes
00:20:29
so there are three parts to motivating
00:20:31
language and we're going to explore
00:20:34
these parts experientially so i'm just
00:20:36
going to give them to you really quickly
00:20:38
and we'll get back into them
00:20:43
there's the hands
00:20:46
and that's direction giving language
00:20:50
there's the heart and that's empathetic
00:20:53
language
00:20:55
and there's the spirit
00:20:56
and that's meaning making language and
00:21:00
they comprise the majority of leader of
00:21:03
follower communication
00:21:09
there are few implementation
00:21:11
requirements for motivating language if
00:21:13
you really want it to work and they
00:21:16
include
00:21:18
you need to use all three types for
00:21:20
maximum effect no not in the same
00:21:23
sentence
00:21:24
or even in the same conversation
00:21:28
but
00:21:29
ultimately
00:21:30
if you want to tap into motivating
00:21:33
language's power
00:21:35
you need to call on those three
00:21:37
dimensions in different appropriate
00:21:41
points in time
00:21:42
and secondly and this is super important
00:21:46
we have to walk the talk we have to have
00:21:50
behavioral integrity
00:21:53
in other words
00:21:54
our actions have to match our words and
00:21:57
we ran some data and found that
00:22:00
if a leader
00:22:02
doesn't do that it does not walk the
00:22:04
talk
00:22:06
sadly and i hope this has never happened
00:22:09
to you and never will
00:22:10
um
00:22:12
followers can be demotivated
00:22:18
and this is a really important
00:22:20
implementation requirement
00:22:24
the leader has to listen with attention
00:22:27
and acceptance
00:22:29
when i say attention i know
00:22:32
many of you probably attended effective
00:22:35
listening seminars and listening
00:22:37
actively asking the right questions and
00:22:41
then establishing eye contact if you can
00:22:44
even zoom
00:22:45
and
00:22:46
uh
00:22:48
and summarizing but there's more to it
00:22:50
than that
00:22:52
it's accepting your follower as a person
00:22:55
of consequence
00:22:57
no matter what they say now if you have
00:23:00
a psycho killer that says they're gonna
00:23:02
go out and commit a crime i advise you
00:23:05
call the police but in any other type of
00:23:08
situation
00:23:10
you don't have to agree with what your
00:23:12
follower
00:23:14
has to say
00:23:15
but they need to feel like
00:23:17
you're listening with inclusiveness and
00:23:19
that you accept them with respect
00:23:24
and lastly and you'll see this from the
00:23:28
scale that's posted on the comparative
00:23:30
agility website
00:23:32
what really matters with motivating
00:23:34
languages
00:23:37
it's not your intentions
00:23:39
follower perceptions have the final way
00:23:42
this isn't a one-way street where you
00:23:44
megaphone something
00:23:46
um followers have to perceive
00:23:49
what you meant to say and that's how the
00:23:52
scale is constructed
00:23:58
now that i've said all that and focused
00:24:00
on leader communication
00:24:03
let's tell you about some exciting
00:24:05
developments that have happened with
00:24:07
motivating language recently in
00:24:10
particular
00:24:11
and the first one
00:24:14
is pure ml and dr doreen honkay
00:24:18
uh is responsible for the majority of
00:24:22
the work in this and what pure ml or pml
00:24:26
refers to is
00:24:27
motivating language between
00:24:30
team members with without a leader being
00:24:34
present
00:24:35
and what we found out and particularly
00:24:38
her
00:24:39
and she did tests in the united states
00:24:42
as well as in india
00:24:44
with large data sets
00:24:47
is that
00:24:48
peer motivating language between team
00:24:52
members increases performance and job
00:24:54
satisfaction
00:24:56
and in more collective cultures such as
00:24:59
the one in india
00:25:01
um
00:25:02
it even can serve as a substitute for
00:25:05
leadership not
00:25:07
on
00:25:08
denigrating what a leader does
00:25:11
but
00:25:12
the team members begin to self
00:25:14
lead which is which is an admirable goal
00:25:20
and
00:25:21
that
00:25:22
if you're interested in finding out more
00:25:25
about pure ml and some of the positive
00:25:27
results we've seen
00:25:29
shoot me an email and i'll connect you
00:25:32
with dr honky
00:25:33
at the end of i'll give my email address
00:25:37
at the end of this talk
00:25:42
an expansion of countries tested milton
00:25:44
already mentioned quite a few of these
00:25:46
and we have turkey in there and taiwan
00:25:50
it's not all
00:25:52
anglo countries
00:25:54
uh yeah we have we have
00:25:56
anglo countries like united states and
00:25:59
canada and australia and new zealand but
00:26:02
we also have more diverse countries uh
00:26:06
in the mid east in in uh
00:26:10
the far east
00:26:12
and so we we've gotten a lot of
00:26:15
consistency there in our results right
00:26:17
and we've also tested across most every
00:26:20
industry imaginable starting out in
00:26:24
health care but also in
00:26:26
manufacturing in it settings
00:26:29
uh matter of fact we've done several
00:26:31
very broad-based
00:26:33
uh studies
00:26:35
across like i said most of the major
00:26:37
industrial groups and we've the results
00:26:40
have been consistent across all of those
00:26:43
industries and at all levels of
00:26:46
organization it seems to work the same
00:26:47
whether it's a
00:26:49
frontline person who's just started in
00:26:51
the job or somebody in the high levels
00:26:54
of an organization that has 20 years of
00:26:57
experience or if it's a small
00:26:58
organization or a large or a medium size
00:27:02
it sounds like we're investigating all
00:27:04
the time well we are that's it you know
00:27:05
we just what we do we spend about 30
00:27:08
years investigating this so we have a
00:27:10
lot of data so um
00:27:14
there you go
00:27:15
and we've also found that it can be used
00:27:18
in writing
00:27:19
and not just speaking
00:27:22
it can be used
00:27:24
with it with groups a leader talking to
00:27:27
money
00:27:29
not just diabetically one-on-one and it
00:27:32
works really well virtually and and that
00:27:35
becomes very important especially during
00:27:38
the pandemic
00:27:39
um we've all had to learn to work
00:27:42
virtually
00:27:43
so motivating languages held up really
00:27:45
well there
00:27:49
okay good and and now we want uh to try
00:27:53
and get you all involved a little bit
00:27:55
more we appreciate all the feedback we
00:27:57
got
00:27:57
at the beginning on what you thought
00:28:00
good communication was now what we want
00:28:02
to do is we
00:28:04
want you to have a personal example
00:28:07
that you can use to think about the
00:28:09
concepts that we have
00:28:11
in
00:28:12
motivating language
00:28:14
and to do this we want you to take three
00:28:17
minutes
00:28:18
and write down the description of an
00:28:21
important event
00:28:22
that happened in your organization that
00:28:24
was communicating your organization
00:28:27
and it can be about anything you want
00:28:29
nobody will ever see this this is not
00:28:31
something you're entering into the site
00:28:33
but it should be something that had a
00:28:35
strong effect on the workplace and if
00:28:39
you don't feel like writing out a full
00:28:41
story that's fine just write down bullet
00:28:44
points so you can it will remind you of
00:28:47
it
00:28:48
uh and
00:28:49
so i said take about three minutes
00:28:52
uh i will give you reminders as time
00:28:54
goes on but the the more details you can
00:28:57
think about stories the more personal it
00:28:59
is the the better i think this exercise
00:29:02
going is going to work
00:29:03
and if i could have somebody give me a
00:29:05
heart i would appreciate it
00:29:07
okay i appreciate that like i said we
00:29:09
will come back to this
00:29:13
and uh thank you for sharing your
00:29:15
stories yes we appreciate that
00:29:18
now what we want to do we're going to
00:29:20
leave we're going to use this story to
00:29:22
lead into the three types of motivating
00:29:24
language but now what i want you to do
00:29:27
you should see on the minty
00:29:29
uh screen you should see again the place
00:29:32
where you can write down three words
00:29:34
like you did with
00:29:35
the uh what leader communication means
00:29:38
to you
00:29:39
and i want you to do is think about the
00:29:41
story that you just wrote down
00:29:44
and if you were using that story if you
00:29:46
were telling that story to somebody
00:29:48
at work
00:29:51
what could they learn about workplace
00:29:53
expectations
00:29:55
from the story so write down three words
00:29:58
and i said take about
00:30:00
take about a minute to do that and just
00:30:02
a reminder everybody's safe these are
00:30:04
all anonymous yes
00:30:10
think about it is if you were a leader
00:30:11
using that story to try and explain
00:30:14
something about work expectations what
00:30:16
three words or three short phrases could
00:30:19
you use
00:30:20
uh that somebody could learn about work
00:30:21
expectations or if you were a follower
00:30:23
right
00:30:24
listen to leader good okay good we're
00:30:26
getting some ideas coming in
00:30:30
okay good thank you and you can keep
00:30:34
putting them in there if you want but we
00:30:36
have a good number if you're looking on
00:30:37
the screencast
00:30:40
uh you see things such as integrity
00:30:43
uh inform early so if you're using your
00:30:47
own stories
00:30:49
what the idea is that from this from the
00:30:52
story
00:30:53
that people could learn that they need
00:30:55
to inform people early about events
00:30:58
also be timely another way to say that
00:31:01
uh also that it's important to be honest
00:31:04
in your
00:31:06
work practices include folks
00:31:09
and have integrity
00:31:12
uh every situation is going to be
00:31:14
different every work situation is going
00:31:15
to be different but what's what helps
00:31:18
you with motivating language with the
00:31:20
hands part of motivating language is to
00:31:22
think about for a given story
00:31:25
what
00:31:26
does the person need to know
00:31:29
uh
00:31:30
what about what they need to do
00:31:32
and i'm going to switch it back over to
00:31:34
jackie and jackie will give more details
00:31:37
about the hands thank you milton
00:31:41
when we talk about the hands and
00:31:44
looking at all our data
00:31:46
we find
00:31:48
that most leaders
00:31:50
use some degree of the hands and as
00:31:53
milton said
00:31:55
uh letting people
00:31:57
know
00:31:58
what they need to do
00:32:00
at all about work that affects them
00:32:04
in a timely way and and that is really
00:32:07
transparency
00:32:09
and that's a big part of the hands
00:32:12
an overview of the hands
00:32:14
or direction giving language is that it
00:32:17
clarifies work expectations because we
00:32:20
know when people don't have clear
00:32:22
expectations
00:32:24
they lose a lot of time and energy and
00:32:26
uncertainty and it's very stressful
00:32:31
so
00:32:33
other parts of the hands and i i saw
00:32:36
this in in
00:32:38
some of your feedback
00:32:41
constructive performance feedback
00:32:44
not destructive constructive
00:32:47
um helping people do a general a a
00:32:50
better job and
00:32:53
and focusing on the job
00:32:55
itself and at the right time and in the
00:32:57
right place
00:32:58
all that all that good stuff and the rel
00:33:00
relevant information
00:33:03
um goal setting
00:33:06
i'm setting clear and attain achievable
00:33:11
challenging goals hopefully
00:33:14
most of you are probably familiar with
00:33:16
smart goals
00:33:18
that goes into the hands
00:33:20
and
00:33:21
just as important rewards
00:33:25
they don't necessarily have to be
00:33:28
tangible rewards like more money
00:33:30
although most of us would appreciate
00:33:32
that
00:33:33
but they don't have to be they can be
00:33:36
intrinsic rewards like
00:33:39
doing part of a job that we really get
00:33:41
to show your talents
00:33:44
but
00:33:44
when a leader uses motivating language
00:33:48
to
00:33:49
express the hands
00:33:52
i the leader articulates
00:33:55
what the follower needs to do to get
00:33:58
those rewards
00:34:00
and what those rewards will be
00:34:05
right so again the the main idea behind
00:34:08
the hands is
00:34:09
this is when you let the followers know
00:34:12
this is what you expect them to do and
00:34:15
it's the nuts and bolts
00:34:17
of
00:34:18
organizational
00:34:20
communication of leader communication
00:34:23
but
00:34:24
there's a lot more beneath this that is
00:34:27
not called upon right
00:34:32
so let's move on to the next part of
00:34:34
motivating language the heart and again
00:34:37
what i'm going to ask you all to do
00:34:39
is think back to the story that you
00:34:41
wrote down
00:34:42
and think about the emotional impact
00:34:46
that event may have had on the people
00:34:49
involved because it's by thinking about
00:34:52
the emotional impact of workplace
00:34:55
situations that you can decide how to
00:34:58
frame your language how to use
00:35:00
the heart so take a minute write down
00:35:03
three words that describe the emotional
00:35:05
impact the story may have had on the
00:35:07
people or the event in the story may
00:35:09
have had on the people involved
00:35:15
oh dear
00:35:18
i'm sorry for whoever went through that
00:35:20
event who just put those up there i'm
00:35:22
sorry for you
00:35:23
i'm sorry i hope you learned from it
00:35:25
some good things hope things got better
00:35:27
yes oh
00:35:29
okay
00:35:31
okay good we're getting more yeah the
00:35:34
emphasize
00:35:36
right for those you think we'll i'll go
00:35:39
we'll go through them in a minute but
00:35:40
for a lot of
00:35:42
one thing to remember especially about
00:35:44
using heart is that people remember
00:35:47
bad events far
00:35:49
stronger and far longer than good events
00:35:53
and so that's a real
00:35:55
reason to want to improve your your
00:35:58
empathetic language
00:36:00
right don't be the person who did that
00:36:02
yes or help you help people through
00:36:06
the event so they can deal with it
00:36:08
better both
00:36:10
take about another 10 seconds i i'm
00:36:12
adding in a little extra time because i
00:36:14
was running at the mouth while people
00:36:15
were trying to type i apologize i have a
00:36:18
bad habit of that
00:36:28
okay for those of you who are not
00:36:30
looking at the the
00:36:32
screencast uh
00:36:36
what we're seeing is a lot of really
00:36:39
negative
00:36:41
uh
00:36:42
emotions coming out of the events people
00:36:44
have written down the only one that i
00:36:46
see that's positive is open up which is
00:36:49
is a good it can can be a good piece of
00:36:52
advice but we're seeing anger
00:36:55
upsetting rejection stress demotivation
00:36:58
uncertainty hopelessness
00:37:01
uh
00:37:02
the
00:37:03
and like i said the the thing to
00:37:05
remember is that
00:37:08
negative events
00:37:10
have an outsize a very large effect on
00:37:14
people something that they remember and
00:37:16
take with them
00:37:18
if you can use
00:37:21
empathetic language to help people
00:37:24
deal with those events
00:37:26
and and we have a story later on sort of
00:37:29
pulling together all the motivating
00:37:31
language but you see that sometimes
00:37:34
it's from outside events and i'm going
00:37:36
to turn it over to janky and she's going
00:37:37
to let you
00:37:38
know more details about heart about
00:37:41
empathetic language and how to use it
00:37:44
so
00:37:46
most leaders don't use the heart very
00:37:48
much that's what our data tell us
00:37:51
and
00:37:53
yet in
00:37:55
the people that we've tested that's what
00:37:57
they want and for example
00:38:00
rita men
00:38:02
who's a researcher at university of
00:38:04
florida and her colleagues
00:38:07
found out
00:38:08
that uh
00:38:10
when
00:38:11
leaders used a lot of empathetic
00:38:13
language during the pandemic or a time
00:38:15
of a lot of change
00:38:17
the trust in the leader
00:38:20
grew
00:38:21
uh
00:38:22
very very significantly and also did
00:38:25
performance and and job satisfaction
00:38:28
and retention
00:38:30
so i don't want to talk around the heart
00:38:34
empathetic language creates emotional
00:38:37
bonds and support i'm going to give you
00:38:39
some examples
00:38:40
most of you are familiar with emotional
00:38:43
intelligence and
00:38:44
they dimension of that uh
00:38:48
empathy
00:38:51
and some some of you wrote praise
00:38:54
when you wrote what what good leader
00:38:56
communication includes
00:38:58
the heart would be giving praise
00:39:02
countless people
00:39:04
express that they don't get genuine
00:39:07
praise for real work
00:39:10
achievements not fake paths on the back
00:39:12
when they really achieve something
00:39:14
recognition
00:39:15
and praise that's motivating language
00:39:18
good job josephine for finishing that
00:39:21
project successfully but it's not just
00:39:23
praise it's also support when the going
00:39:26
gets rough
00:39:27
because in complex projects
00:39:30
roadblocks happen and certainly during
00:39:32
the pandemic
00:39:34
we've had to encounter
00:39:37
setbacks and roadblocks
00:39:40
and um
00:39:43
during those situations a leader instead
00:39:46
of blaming
00:39:48
the follower
00:39:49
shows a genuine support and and helps
00:39:53
them find using direction giving
00:39:55
language to
00:39:56
the resources that they might use to
00:40:00
resolve
00:40:02
that
00:40:03
that issue
00:40:04
the heart also doesn't apply to what
00:40:07
goes on in the workplace
00:40:09
very often we're asked to
00:40:11
compartmentalize ourselves when we come
00:40:13
to work
00:40:15
and that is in my opinion
00:40:17
wrong
00:40:18
it's to get much more productive vibrant
00:40:22
people
00:40:24
when the whole person can come to work
00:40:27
and the heart
00:40:30
allows for that
00:40:31
for example
00:40:33
we might come into work
00:40:35
with a really positive experience we ran
00:40:37
a marathon
00:40:39
our oldest child just got a degree from
00:40:42
school
00:40:43
we may come in to work
00:40:45
with a really negative experience our
00:40:48
dog died
00:40:50
the heart would show compassion
00:40:53
for for that event this does not mean
00:40:56
that leaders have to go through the
00:40:58
emotional labor
00:40:59
of being clinical psychologists
00:41:02
that's not our
00:41:04
that was that's not beyond our
00:41:06
boundaries and on the subject of
00:41:08
boundaries it's okay as a leader to draw
00:41:11
boundaries too you can't have someone in
00:41:13
their office
00:41:15
um
00:41:17
breaking down about their personal
00:41:19
problems all day but what you can do
00:41:23
that's constructive and again
00:41:25
it is integrating direction giving
00:41:28
language is you can direct them to
00:41:31
resources for example employee
00:41:33
assistance plans where they can get the
00:41:36
help they need to
00:41:38
to bring them whole their whole cells
00:41:40
back to work
00:41:46
in moving on to the third part of
00:41:48
motivating language by this time i i
00:41:50
think you know what we're going to do i
00:41:52
want you to take three words take one
00:41:54
minute and write down three words that
00:41:56
describe what someone could learn about
00:41:58
your organization's culture
00:42:00
from the story
00:42:02
so go ahead and take a minute and write
00:42:05
it down right and if you're still typing
00:42:07
go ahead but i just want to read off
00:42:09
some of these we're seeing
00:42:11
the importance of that information is
00:42:13
important in the culture as a culture of
00:42:16
openness
00:42:17
improvement
00:42:19
uh trust
00:42:21
which is good i'm glad that y'all are in
00:42:24
a good organization like that we also
00:42:26
see
00:42:27
some cultural aspects that people could
00:42:30
learn about a lack unfortunately lack of
00:42:32
involvement group think uh and top-down
00:42:37
uh control
00:42:39
so
00:42:40
uh
00:42:43
while not all of these are are positive
00:42:46
as you'll see you'll hear from jackie's
00:42:49
uh description of of the spirit
00:42:52
it is important for you as a leader to
00:42:54
let your followers know
00:42:56
the good stuff about the culture as well
00:42:58
as the negative stuff
00:43:00
uh if you're in an organization that has
00:43:01
more negative than positive
00:43:04
well the job market's supposed to be
00:43:05
good right now and you may want to think
00:43:07
about finding somewhere better but it is
00:43:09
important for you as a leader to let
00:43:11
your followers know
00:43:13
about the good and the bad in the
00:43:14
culture
00:43:16
and i'm so glad you mentioned that
00:43:17
because we we
00:43:19
just finished the study on motivating
00:43:21
language and gratitude
00:43:23
and it has a very strong relation
00:43:26
positive relationship with employee
00:43:28
gratitude that translates into
00:43:31
empowerment
00:43:33
and um
00:43:35
and get engagement
00:43:37
so uh
00:43:39
what's very important there are that is
00:43:42
that leaders take the time to explain
00:43:44
hey look
00:43:45
here's some of the benefits you're
00:43:47
getting from this job
00:43:50
okay when we talk about the spirit
00:43:53
we're talking about the
00:43:54
part of language
00:43:57
that's used the least by leaders that's
00:43:59
what our data tell us
00:44:02
only about half of leaders use it in any
00:44:05
way in any way shape or form form
00:44:08
and and always keep in mind
00:44:11
that motivating language is a journey
00:44:14
not a destination you never are done
00:44:18
um it's like life where we're always
00:44:21
working to hopefully become better
00:44:23
people uh
00:44:26
motivating language is like that
00:44:28
but uh
00:44:30
meaning making is use the least
00:44:34
and with the spirit is talking about
00:44:38
and this is really important for agility
00:44:41
is to
00:44:42
have everybody feel included on the same
00:44:46
page
00:44:47
and when i say everybody i mean the
00:44:49
organization
00:44:50
and its stakeholders
00:44:52
with shared vision
00:44:55
and
00:44:56
and and speaking the same
00:44:59
language the same priorities the the
00:45:03
same aspirations
00:45:06
it also explains the culture itself
00:45:09
and it links it with
00:45:12
individual follower values
00:45:15
and i might add i noticed
00:45:20
that
00:45:20
some of you
00:45:22
wrote um from the top
00:45:25
motivating language is
00:45:28
contagious
00:45:30
in a good way not like the pandemic
00:45:34
and
00:45:35
if the top leader uses it
00:45:39
you can go throughout an organization
00:45:41
and we ran a simulation on this after
00:45:44
about two or three years about 70 to 80
00:45:47
percent of all the leaders in that
00:45:48
organization are using high motivating
00:45:51
language
00:45:52
so um
00:45:54
that's something to keep in mind
00:45:56
what are some tangible
00:46:00
identifiers for the spirit
00:46:03
okay
00:46:04
um for one um the spirit is is really
00:46:08
important in explaining cultural values
00:46:12
a lot of times these aren't discussed in
00:46:14
the workplace
00:46:15
every culture has its unique personality
00:46:20
and as you
00:46:21
are aware of there are command
00:46:23
performance meetings right
00:46:26
where you have to show up or have a
00:46:27
really good excuse not to
00:46:30
um
00:46:32
and you don't want to use up too many
00:46:33
chips
00:46:35
uh a good
00:46:36
motivating language leader is going to
00:46:38
explain that to followers
00:46:42
and
00:46:44
it's also important
00:46:46
uh to
00:46:47
i did to recognize the individual
00:46:51
contributions
00:46:53
of followers to the overall vision it
00:46:55
articulates the overall vision
00:46:58
that falls in the realm of the spirit
00:47:02
i'll give you an example of that
00:47:04
there was a major hospital
00:47:06
and and
00:47:08
we're not talking about knowledge
00:47:09
workers here
00:47:11
we're talking about the maintenance
00:47:13
workers and it's a really cruddy job
00:47:16
and the ceo went
00:47:18
to those people
00:47:21
and said
00:47:23
you're not just cleaning up crud
00:47:25
you are making patients feel safe
00:47:29
you're keeping them healthy you're
00:47:30
helping them
00:47:32
regain help
00:47:34
and
00:47:35
combine that
00:47:37
with
00:47:38
having building in interaction with
00:47:41
hospital patients
00:47:43
in the uh employees the maintenance
00:47:46
employees work
00:47:48
another example of using the spirit is
00:47:51
when leaders do job crafting
00:47:54
or they they listen
00:47:57
to their followers
00:47:58
find out and get to know what their
00:48:01
talents are and adjust their jobs so
00:48:04
that that person
00:48:06
can
00:48:08
express what their talent is in the job
00:48:11
that they do and tie it to added value
00:48:14
to the organization
00:48:16
the spirit is also
00:48:18
very important during times of change
00:48:23
because the vision
00:48:25
is going to be modified during times of
00:48:27
change most likely it's certainly the
00:48:29
goals
00:48:31
and
00:48:34
also during times of organizational
00:48:37
entry when people are getting used to
00:48:39
the culture
00:48:40
and adjustment again during change so
00:48:44
meaning making language explains what
00:48:46
those changes are with the how the
00:48:49
vision
00:48:50
has been modified
00:48:51
and how
00:48:53
followers
00:48:54
are included and important and valued
00:48:58
within that vision
00:49:03
and one thing i forgot to add
00:49:06
which you're doing right now
00:49:08
about
00:49:10
the spirit is
00:49:12
that
00:49:14
the spirit also relies on informal
00:49:18
storytelling
00:49:20
informal storytelling
00:49:23
gives structure to cultures
00:49:25
especially informal stories that talk
00:49:28
about organizational heroines and heroes
00:49:31
people who go above and beyond
00:49:34
to attain
00:49:39
organizational values
00:49:42
and um to fulfill the organizational
00:49:45
vision
00:49:50
so
00:49:50
we're going to tie
00:49:52
this all together
00:49:54
right in
00:49:58
i want to first start out by telling a
00:50:00
story about how motivating language was
00:50:02
used extremely well by an
00:50:11
on the organizat
00:50:12
the company's name cytokinetics the u.s
00:50:14
company located in california
00:50:18
the company was is
00:50:20
founded to develop drugs for als
00:50:23
and heart conditions
00:50:26
it has a little bit of an unusual
00:50:30
way of going about this though
00:50:32
it was founded by
00:50:34
md and a phd medical researcher
00:50:37
and they realized that a lot of
00:50:39
potentially promising drugs were being
00:50:42
overlooked because
00:50:44
the the uh
00:50:46
initial outlay was too high for the
00:50:49
large pharmaceutical companies for the
00:50:52
expected
00:50:53
but they realized that as long as the
00:50:55
company was small as long as it had
00:50:58
relatively low overhead
00:51:00
those upfront expenses would not have
00:51:03
the same kind of
00:51:06
low return on interest so their plan is
00:51:09
to
00:51:10
uh investigate some of these
00:51:13
riskier drugs riskier in terms of profit
00:51:16
payoff not in terms of health issues but
00:51:19
some of these riskier
00:51:22
medicines
00:51:23
develop those up through i believe it's
00:51:26
stage three testing and at that point
00:51:30
they could
00:51:31
partner a in interest and partner the
00:51:34
larger pharmaceuticals the larger
00:51:36
pharmaceuticals within
00:51:38
uh
00:51:39
underwrite
00:51:41
the more expensive
00:51:43
later stage trials
00:51:45
as well as partner with them
00:51:47
for manufacturing and producing the
00:51:50
drugs that prove successful and these
00:51:53
are often drugs that
00:51:54
big pharma doesn't usually
00:51:56
usually cover
00:51:58
uh
00:51:59
and in building their company obviously
00:52:02
the the co-founders were very committed
00:52:05
to these drugs they all had personal
00:52:07
experiences with family members or
00:52:10
friends that had heart problems had als
00:52:13
and part of the recruiting strategy
00:52:16
was to hire folks with a similar kind of
00:52:20
commitment
00:52:21
uh it wasn't all about making money but
00:52:25
rather because people had
00:52:27
a personal situation a personal
00:52:30
investment because they had seen
00:52:32
the the
00:52:34
terrible things that came along
00:52:36
with these types of diseases
00:52:39
they were able to develop a very
00:52:41
committed
00:52:43
uh highly skilled set of people in this
00:52:45
company well okay that that's the
00:52:47
background i know there's a little bit
00:52:48
of a lengthy background but it's
00:52:50
important that you know
00:52:52
what the company was about
00:52:53
what happened was they very quickly
00:52:57
they started working on an als drug that
00:53:00
held a lot of problems
00:53:03
uh i believe they worked with some
00:53:05
university researchers that had first
00:53:07
uncovered the the
00:53:09
drug treatment
00:53:11
uh the initial stages
00:53:13
incredibly promising
00:53:16
they moved up to animal trials uh in in
00:53:19
animal trials
00:53:20
they were doing better than basically
00:53:22
any other drug that had been seen out
00:53:24
there to date everybody at the company
00:53:27
was
00:53:28
was incredibly excited
00:53:30
uh
00:53:31
because
00:53:32
it on a personal level it showed them
00:53:35
that als
00:53:37
might be the
00:53:38
effects of als might be greatly reduced
00:53:41
on a financial level because
00:53:44
that would give them a powerful and
00:53:46
incredibly sought-after drug in the
00:53:48
marketplace uh everybody had stock
00:53:50
options in the company so they started
00:53:53
moving up into early human trials and it
00:53:57
just didn't work as as many of you
00:54:00
probably know that are in the the health
00:54:02
industry a lot of promising drugs at the
00:54:05
animal stages once they're tried on
00:54:07
humans
00:54:08
there's there's no effect and that's
00:54:10
what happened
00:54:11
with this drug uh they had gotten uh
00:54:14
early
00:54:15
uh overtures from some of the big pharma
00:54:17
companies so it looked like the company
00:54:20
was going to be set for the foreseeable
00:54:22
future
00:54:23
once the the
00:54:25
trials turned negative it turned out to
00:54:27
be negative the pharmaceuticals of
00:54:29
course withdrew
00:54:31
uh they didn't put the company in
00:54:33
immediate danger of bankruptcy but the
00:54:35
long-term future was uncertain and it
00:54:38
was up to the ceo to break that news
00:54:42
the ceo came out and that could have
00:54:44
been a devastating story it could have
00:54:47
been one that ended the company right
00:54:50
there
00:54:51
but instead he thought about it he used
00:54:54
motivating language he used all three
00:54:56
part very well
00:54:58
he talked to the people in the company
00:55:00
and he reminded them of why they were in
00:55:05
that business why they had that company
00:55:07
that they were there
00:55:08
to
00:55:09
take the long shots
00:55:11
to try and be the groundbreakers that
00:55:14
would go for the riskier drugs that had
00:55:18
the potential for the far greater
00:55:20
benefits that the big pharma was not
00:55:23
going after
00:55:25
and that
00:55:26
uh that was still their mission and even
00:55:29
though it was a setback
00:55:31
that they were actually being successful
00:55:33
because they were moving hard moving
00:55:35
forward and they had forged ties with
00:55:38
the big companies and they showed that
00:55:40
the big companies that they could be
00:55:41
taken seriously
00:55:43
also he talked about what they could
00:55:45
learn from the setback
00:55:47
he used that was using the spirit he
00:55:50
used the heart
00:55:51
he just admitted he said this is a
00:55:53
terrible thing i understand
00:55:56
if you're upset i'm upset
00:55:58
uh and you know we're we're going we're
00:56:00
not going to get over this in a day
00:56:02
we're not even going to get over this a
00:56:03
week but we will move forward and we
00:56:06
will be better and so he helped them to
00:56:08
process
00:56:10
these negative emotions
00:56:12
and then he used the hands he said
00:56:14
here's how we're going to redeploy our
00:56:16
resources he talked about strategically
00:56:18
how they were going to move forward and
00:56:20
secure more funding he talked about how
00:56:23
the teams that had been working on that
00:56:25
specific drugs were going to be
00:56:27
redeployed and what they would need to
00:56:28
do and talk about rearrangement of the
00:56:31
people in the other parts of the company
00:56:33
what they would need to do so by using
00:56:35
the hands he let them
00:56:38
know what they needed to do instead of
00:56:40
drifting
00:56:41
and it worked it not only worked in
00:56:43
terms of finances because the company
00:56:45
now it's i think five years later the
00:56:48
company is uh uh better off financially
00:56:51
than it ever was their stock
00:56:54
value increased 120 last year and the
00:56:56
retention is very high right they they
00:56:59
did not lose anybody for two or three
00:57:02
years after that setback and i think the
00:57:05
first person they lost
00:57:06
left because they retired from the
00:57:09
company
00:57:10
morale while it did take a dip uh came
00:57:14
back and has remained high
00:57:16
to this day
00:57:17
uh information sharing and work between
00:57:19
teams all
00:57:21
core uh goals for the team has continued
00:57:25
the ceo was able to take a potentially
00:57:29
devastating situation and by using good
00:57:31
motivating language
00:57:33
turned it around to make it something
00:57:36
positive and that people
00:57:38
still look back on five years later
00:57:40
saying yes this really drew us
00:57:42
together
00:57:45
uh
00:57:46
okay and also i want to quickly tell you
00:57:48
just about how some people have used
00:57:50
motivating language training we did
00:57:53
motivating language we
00:57:54
set up a motivating language training
00:57:56
program at florida hospital
00:57:59
and we've always used something called
00:58:00
the buddy system which is we because one
00:58:03
of the more difficult things about
00:58:05
training
00:58:06
is that you get a lot of good ideas you
00:58:09
get really fired up but you go back to
00:58:11
the workplace and you're not quite sure
00:58:13
what to do or you lose that fire as
00:58:16
day-to-day events take place and you're
00:58:18
and you have trouble
00:58:20
putting into place
00:58:22
what you're doing so we've we usually
00:58:23
set up a buddy system where we have
00:58:26
everybody in the training program switch
00:58:28
business cards with somebody else at
00:58:30
random and you become each other's
00:58:32
buddies to help each other out
00:58:34
florida hospital took this a step
00:58:37
further
00:58:38
and what they did is everybody and we
00:58:40
stole this idea once they told us about
00:58:43
what they did to take it further after
00:58:44
we left we we stole their idea we always
00:58:47
give them credit we stainlessly sold and
00:58:50
what they did is
00:58:51
uh once a month they would have a
00:58:54
motivating language council
00:58:56
which is kind of a fancy name for
00:58:59
essentially getting everybody together
00:59:00
in the training session
00:59:02
to act as as one a support group because
00:59:05
it can be difficult when you have a
00:59:07
setbacks to keep the momentum going so
00:59:10
by having these groups get together they
00:59:13
helped keep the
00:59:15
momentum going
00:59:16
they also could exchange ideas i tried
00:59:19
this and it worked well
00:59:21
they could go they had a a person that
00:59:24
was a coordinator who would go back over
00:59:26
reminding people about the basic
00:59:28
principles
00:59:30
and they also would ask people for help
00:59:33
i'm having trouble doing this as anybody
00:59:36
else does anybody have any ideas and
00:59:38
they could exchange ideas they could
00:59:40
they could say i was running into the
00:59:41
same thing and i started using this and
00:59:44
what the reason we bring this up is to
00:59:47
urge you
00:59:48
uh to try and if you have more than one
00:59:50
person in your organization attending
00:59:52
this meeting become each other's buddies
00:59:55
uh and you may also reach out to the
00:59:57
chat room or
00:59:59
through other means and try and link up
01:00:02
across organizations
01:00:05
as well
01:00:06
uh but with that i'm going to turn it
01:00:08
back to jackie
01:00:10
to give you action steps so
01:00:13
thank you milton
01:00:14
um those are great stories and here are
01:00:17
some action steps that you can take to
01:00:20
successfully implement and grow your
01:00:23
motivating language
01:00:26
and the first one is
01:00:28
evaluate
01:00:30
evaluate in with your team
01:00:33
in your organization you can use some of
01:00:35
the ml metrics
01:00:37
that are posted on the comparative
01:00:39
agility site
01:00:40
if those aren't sufficient
01:00:43
again we'll give you an email address at
01:00:46
the end we freely share our materials
01:00:49
but the the
01:00:50
uh uh it's useful to use the website
01:00:53
because they're also building instant
01:00:56
feedback and
01:00:57
links with many other type of metrics
01:01:00
that you can use like psychological
01:01:02
safety for example right we're always
01:01:04
happy to give our skill out to whoever
01:01:07
wants it but thin this up to you to use
01:01:10
either pen and paper and collect all the
01:01:12
data uh and you might do it easier
01:01:15
through the the website yes
01:01:18
make your life easier
01:01:20
and
01:01:22
once once you can get a
01:01:25
good grasp of what's going on in this
01:01:28
situation
01:01:30
develop and and train people to
01:01:34
to grow
01:01:36
motivating language and the ways that
01:01:38
best add value to your organization and
01:01:42
its stakeholders
01:01:44
right and we're always happy to work
01:01:46
with training uh but also if uh we're
01:01:50
not able to or you'd like somebody
01:01:52
closer to you there's somebody in france
01:01:55
who does france and germany and areas
01:01:57
around that and we have and there are
01:01:58
other trainers uh with other specialties
01:02:01
motivating language we can put you in
01:02:03
contact with if if you decide you're
01:02:06
looking for outside help
01:02:10
and
01:02:11
be sure to reward and reinforce and
01:02:15
rewards can
01:02:16
be
01:02:18
selecting someone for an important task
01:02:22
because they used motivating language
01:02:24
well
01:02:26
um it can be
01:02:28
tangible a tangible reward a bonus and
01:02:32
we talked already about
01:02:34
a re some potential ways of reinforcing
01:02:37
and also about the fact
01:02:40
the more
01:02:41
people in an organization use motivating
01:02:44
language
01:02:47
the more contagious it becomes in a
01:02:49
really wonderful way
01:02:54
and lastly
01:02:56
we'll put in a
01:02:58
suggestion for reading
01:03:00
which is our book motivating language
01:03:03
theory it's
01:03:05
it's not very expensive it's available
01:03:06
on amazon throughout the world
01:03:13
and i'm going to leave this slide up
01:03:15
here for just a minute so everybody can
01:03:18
get the
01:03:19
uh jackie's
01:03:21
email address
01:03:23
but then i'll switch back over to the
01:03:24
main screen so we can have a little bit
01:03:26
of the eye contact we were talking about
01:03:28
earlier but if you want to send us
01:03:31
we're happy to answer questions during
01:03:33
the live stream from anybody that's
01:03:35
watching this video later on
01:03:38
hello the future nice to see you
01:03:40
uh you can send questions to
01:03:44
jackie.mayfield
01:03:46
gmail.com
01:03:47
that's j
01:03:49
a
01:03:50
c k
01:03:52
i e
01:03:53
dot
01:03:55
m a y
01:03:56
f i e l d
01:03:59
at gmail.com
01:04:18
you