Practically Apply Tools For Permanent Change

I was recently interviewed by Moe Vara, who has a blog talk radio show and is an Anthony Robbins trainer. We both share a passion for providing presentations and seminars that help people produce permanent, rather than temporary empowerment. Most of the time, permanent change takes a long time and is a delayering process, both individually as well as organizationally. He and I talked quite a bit about presentations that entertain but don’t really provide any ‘meat.’ I admire his commitment to providing his clients with what they need for long-term change.

I appreciate and really try to provide dense, practical material that can be applied over a long period of time. That is hard work, and working towards change this way can take years. However, every once in a while, something will come along that is just plain easy. When that happens, I like to pass it along.

When I think of the CEO’s, VP’s, non-profit Presidents, clergy, superintendents, principals and other higher leadership in the organizations I have worked with, one of the easiest ways I tell them to embed the tools I present into their culture is to come up with common language that they are all going to use, over and over again in meetings, on phone calls, when they are coaching employees, when they are making billboards, setting goals, etc. This shows visually and verbally, in front of their employees, that they are putting the tools into practice. An example of common language could be – if the tool was encouraging them to have regular coaching sessions with their employees, they would say in conversations, in meetings, etc., the introductory phrase: “I learned this while I was in a coaching session with one of my customer service employees” or “This came up during the coaching session with one of my managers.”

The more you engage top level leadership in creating and using phrases like this, the better the chances the employees will take the tools seriously and regularly use them.

Rebekah

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