Resiliency Board | Reality-Based Toolkit
Summary
TLDRIn this talk, Alex from Reality-Based Leadership introduces the 'Resiliency Board' as a powerful tool to foster accountability and eliminate emotional waste in the workplace. The board encourages individuals to be vulnerable, seek crowdsourced solutions for obstacles, and build a network of positive relationships. It promotes personal development, continuous learning, and a culture of support, ultimately enhancing team happiness and success.
Takeaways
- đ ïž The resiliency board is a tool designed to foster personal accountability and eliminate emotional waste in the workplace.
- đ Personal accountability is identified as the biggest predictor of success and happiness in the workplace, making it a crucial competency to develop.
- đ The four factors of accountability include commitment, resilience, ownership, and continuous learning, all of which are interconnected.
- đ€ Commitment is a personal choice that leaders can facilitate with good questions but cannot force upon individuals.
- đ Resilience involves looking up and out, crowdsourcing ideas, and leveraging a network of positive relationships for support and advice.
- đ The resiliency board is a visual tool that makes obstacles visible and invites others to contribute their best tips for overcoming them.
- đ€ Asking for help early and often through the resiliency board can yield multiple solutions and make the process of overcoming obstacles more efficient.
- đ« It's important to avoid judging the responses on the resiliency board, except in cases of illegality, immorality, or unethical suggestions.
- đĄ The resiliency board encourages a culture of continuous learning and development by crowdsourcing solutions and fostering a sense of community.
- đ Using the resiliency board can lead to the discovery of common obstacles within a team or organization, streamlining solutions and onboarding processes.
- đ Persistent use of the resiliency board can shift an individual's initial reaction to being stuck from shutting down to reaching out and building positive networks.
Q & A
What is the main topic of the video script?
-The main topic of the video script is the 'resiliency board', a tool used to foster personal accountability and eliminate emotional waste in the workplace.
Who is Alex and what is his role in the script?
-Alex is the speaker and trainer at Reality-Based Leadership, and he is discussing the resiliency board and its benefits in enhancing team performance and personal accountability.
What are the four factors of accountability mentioned in the script?
-The four factors of accountability mentioned are commitment, resilience, ownership, and continuous learning.
What does Alex suggest as the first step in dealing with team members who are not on board with a strategy?
-Alex suggests asking the team members what their plan is to get on board with the strategy, and if they cannot commit, to discuss the risks and potential transition off the team.
How does the resiliency board help in overcoming obstacles?
-The resiliency board helps by making the obstacle visible and crowdsourcing ideas from a network of positive relationships for overcoming the obstacle.
What is the difference between persistence and resilience as described in the script?
-Persistence is described as looking down into one's work and trying to muscle through obstacles alone, while resilience is about looking up and out, seeking ideas and support from a network of positive relationships.
How should responses to the resiliency board be handled according to the script?
-Responses should not be judged unless they are illegal, immoral, unethical, or could harm someone. In such cases, they should be crossed off and the person should not be asked for further tips.
What is the role of the leader in implementing the resiliency board in a team?
-The leader's role is to model the process by sharing their own development goals and obstacles, which encourages team members to contribute ideas and feel involved in the problem-solving process.
How can the resiliency board contribute to an organization's onboarding process?
-The resiliency board can be used to share common obstacles and the solutions that have been tried, helping new hires to avoid the same pitfalls and learn from the experiences of others.
What is the ultimate goal of using the resiliency board in the workplace according to the script?
-The ultimate goal is to cultivate a mindset of accountability, which is the biggest predictor of success and happiness in the workplace, by fostering resilience, open communication, and continuous learning.
How can the resiliency board help in creating a culture of continuous learning?
-The resiliency board helps in creating a culture of continuous learning by encouraging team members to share ideas, learn from each other's experiences, and seek solutions to obstacles collectively.
Outlines
đ ïž Resiliency Board: A Tool for Enhancing Team Accountability
In this paragraph, Alex introduces the 'resiliency board' as a powerful tool for eliminating emotional waste in the workplace, thereby promoting clearer thinking and value addition. The speaker emphasizes the importance of personal accountability as a key to success and happiness at work. The resiliency board is presented as a method to facilitate this by encouraging individuals to seek out crowdsourced ideas and support from a network of positive relationships when facing obstacles. The paragraph also touches on the four factors of accountability: commitment, resilience, ownership, and continuous learning. Alex explains the process of using the resiliency board, which involves making an obstacle visible and asking for the best tip from others to overcome it, rather than doing the work for oneself.
đ Cultivating Resilience through Collective Input and Support
This paragraph delves into the benefits of using a resiliency board to foster resilience in the face of challenges. Alex explains that instead of being persistent and trying to overcome obstacles alone, one can leverage their network for diverse solutions. The speaker highlights the importance of not judging the responses received but rather working through them to find what works. The paragraph also discusses the impact of the resiliency board on team dynamics, showing how it can model continuous development, encourage input, and create a culture of brainstorming to overcome obstacles. Alex also suggests keeping track of the most common obstacles and their attempted solutions as a resource for onboarding new team members and streamlining future attempts to tackle similar challenges.
đ Maximizing Organizational Success with the Resiliency Board
In the final paragraph, Alex wraps up the discussion on the resiliency board by emphasizing its role in cultivating a mindset of accountability, which is crucial for organizational success. The speaker encourages making the resiliency board visible to the team to track progress on overcoming obstacles. Alex assures that there is no perfect way to use these tools, but simply making them visible can prompt team members to engage. The paragraph concludes with an invitation for further discussion and support, offering contact through social media and a reminder to continue eliminating drama from the workplace.
Mindmap
Keywords
đĄResiliency Board
đĄEmotional Waste
đĄAccountability
đĄPersistence
đĄCrowdsourcing
đĄOwnership
đĄContinuous Learning
đĄPositive Relationships
đĄObstacles
đĄCultivating Resilience
Highlights
Introduction of the Resiliency Board as a tool for eliminating emotional waste in the workplace.
The importance of personal accountability as the biggest predictor of success and happiness in the workplace.
Explanation of the four factors of accountability: commitment, resilience, ownership, and continuous learning.
The concept of buy-in or commitment as a personal choice that leaders can facilitate with good questions.
Strategies for dealing with team members not on board with organizational strategies, including identifying and mitigating risks.
The role of resilience in personal accountability and how the Resiliency Board can be used to foster it.
The misconception of resilience as persistence and the recommended approach of looking up and out for support.
How to use the Resiliency Board to crowdsource ideas and build a network of positive relationships.
The process of creating a Resiliency Board by making an obstacle visible and asking for one best tip to overcome it.
The importance of not judging responses on the Resiliency Board, except for illegal, immoral, or unethical suggestions.
The impact of the Resiliency Board on fostering ownership and continuous learning within a team.
The benefits of the Resiliency Board for modeling development and opening up to team input for overcoming obstacles.
How the Resiliency Board can create a culture of continuous brainstorming and problem-solving within an organization.
The use of past Resiliency Boards to streamline onboarding processes and accelerate new hire development.
The shift in mindset from feeling alone when stuck to reaching out and building positive networks for support.
The Resiliency Board as a tool for cultivating resilience, which leads to easier conversations around ownership.
Continuous learning as the byproduct of using the Resiliency Board and its role in accountability.
Encouragement to use the Resiliency Board visibly to track progress and engage the team in problem-solving.
Contact information provided for further questions and discussion about the Resiliency Board tool.
Transcripts
hey everybody its Alex store speaker and
trainer at reality-based leadership
today I want to talk about probably one
of my favorite tools called the
resiliency board now just a quick review
about the power of this tool and again
our tools are well we are calling good
mental processes to help eliminate
emotional waste from the workplace and
again you guys know now as we eliminate
emotional waste it helps us get cleaner
in our thinking and know right what's
the next thing that we could do to add
value and this tool is no different it
does the same for your team's in fact
this has like three or four powerful
properties to it that adds a ton of
value in the workplace and we'll talk
about that but just a quick recap you
guys have been through the sessions you
now know the four factors of
accountability you now know that
accountability personal accountability
is the biggest predictor of our success
in results and happiness in the
workplace and so it's a huge huge
important competency for us to get
fluent in in saying that you now know
the four factors as I mentioned
commitment resilience and then that
leads to ownership and then lastly the
byproduct is continuous learning and so
just to recap because I know many of you
love this with buy-in or commitment it's
a personal choice it is not something we
can force someone to do as leaders we
can just facilitate that choice with
good questions and we talked about the
third option in our session which is you
roll out a strategy and so much just not
on board they're not quite feeling it
and you ask well what's your plan to get
on board I've checked it's not illegal
it's not immoral it's not unethical like
what's your plan to sign up this is
where the organization is going and they
say I don't like the strategy I'm not
gonna sign up and you say well what
risks do you see that we can mitigate
let's identify and mitigate those risks
and we'll move forward and they're like
I don't even want to talk about the risk
I think it's a dumb idea and then you
ask well then what's your plan to
transition off my team and you guys know
that will shock someone usually you're
like I'm not going anywhere I've been
here for 15 years
I love it we could really use your
experience and your expertise what's
your plan to get on board know like I'm
not gonna well then what's your plan
transition to an organization where you
do love the strategy I'm not gonna and
then it usually dawns on both of us that
this person believes that there's a
third option to stay in hate to stay in
sabotage and again we can remind them
that there's there's really no third
option you either stay in joy or you
leave in peace but both should be
peaceful and both of those will help the
happiness of that person and so we
really facilitate that choice to buy in
and then once we have someone all in to
do whatever it takes
then as leaders we can cultivate
resilience and that's where the
resiliency board kicks in and that's
where we can really fuel personal
accountability and this mental process
and so how this works is again we talked
about this that most people think of
resilience as actually persistence which
is I'm gonna look down into my work and
I'm gonna muscle through it if it's to
happen it's up to me and I gotta save
the day and I gotta make the diving
catch here I'm gonna do this all myself
and that's really hard in the world that
is just taxing but what we recommend is
the new way to succeed in today's
reality is by getting resilient and
that's to look up and out and to do two
things it's to crowdsource for ideas for
your one best tip to overcome the
obstacle and it's to do that to number
two a big network of positive
relationships usually positive
relationships that you have helped in
the past and so they're willing to jump
in and help and give you their one best
tip and so that's what the most
resilient people are doing nowadays and
so the way to really do this with a tool
in the workplace is to do a resiliency
board how this works is you just take
the obstacle so you're all in but then
you're running into an obstacle and what
you do is you get that visible whether
it's in a place that has a lot of foot
traffic to the break room or to lunch or
if it's digitally whether it's on a
Facebook group or your company intranet
and you just get that obstacle out there
for my example here if you can't read it
it's to learn Spanish faster I've been
all in to do whatever it takes I really
want to learn Spanish
but I need to do it faster so I'm
looking for ideas and so you just get
that visible and then what you ask is if
anybody's curious or walks by your
resiliency board you just say what would
be your one best tip to overcome this
obstacle and you have them just write it
now
this is different than asking someone to
do the work for you no one will ever do
that but if you ask for quickly what's
your one best tip that you recommend
they can put an app up here they can put
a link to someone to follow they can put
an idea Netflix they can put anything up
there and you just start letting that
list develop and it can be 30 items long
it can be multiple pages and you just
let that cultivate what happens is when
you're persistent if I'm talking about
me I'll maybe look at YouTube I'll look
at Google I'll ask a friend I'll ask a
family member I'll try for things to
stay the course in the face of obstacles
that'll be my resilience but when I
choose to do a resiliency board and I
get a little vulnerable and I asked for
help early and often to my network on
social media positive relationships I'll
quickly get back 15 to 30 things that I
could do to overcome that obstacle now
the key here with this resiliency board
is you guys know about stop judging
start helping you can't judge any of
these responses however if something is
illegal immoral unethical can it hurt
somebody you can judge that one in fact
I cross it off and I wouldn't ask them
for any more tips moving forward if you
know what I mean
and so but other than that you gotta
start working these things and that's
where persistence comes in a little bit
because you have to work these but it
should be more effortless and you just
start knocking about now you guys
remember those four factors if I was
all-in and then I did a resiliency board
instead of being persistent I had 30
things that I could do to overcome and I
tried them all
how does ownership feel it's a much
different situation it is like oh my
goodness of someone asked me why didn't
I get better at Spanish
I'm like please give me more information
I want to know what else I could do I'm
asking for feedback I want to learn
which is the fourth factor which is
continuous learning and so this is the
true power of resiliency board because
it actually helps you crowdsource ways
to keep your development going and you
get a bunch of great ideas that you
couldn't think about on your own and so
what happens so much so when we do this
with teams is that the leader if you
start and say what you're looking to
develop and what are your obstacles the
first thing that happens is your team
starts to see that you're modeling that
you're always developing that you still
have things you're struggling with and
that opens them up to want to develop
another thing that happens is they want
to have input they want to have each day
where they're having impact how they can
help things nothing's better than being
able to see that when you are putting
your ideas up there to overcome
obstacles at work and if you had four or
five of these up in an area with a lot
of foot traffic there's a constant
brainstorm of how we could overcome
obstacles it starts to become the way of
it in the organization and again it's a
good mental process to cultivate
accountability which is the number one
predictor of success and Happiness in
the workplace and so this is a
superpower
keeping these going that's what I
recommend another thing you realize with
this tool is that as you start doing
resiliency boards and get more open
about what obstacles you're trying to
overcome you'll start to see that most
people have some of the same obstacles
especially in an organization but they
just keep all those obstacles here and
they're trying to solve them themselves
or hide from them to make them feel like
they're not exposed as not technical
enough or whatnot and so as we start
opening up about this it really becomes
a crowdsourced
learning environment and as you see
people with the same obstacles the
solutions come quicker and so what I
want you to also think about is as you
do these resiliency boards you might
have like the top set
that are the heavy hitters that most
people run into his obstacles in the
jobs once she does not throw any of
these away let's say you have one and
there's like 20 things the group's tried
but you still haven't solved it keep all
those resiliency boards and pull these
things back out and say hey new hires
hey new people in our department here
the top seven to ten things we've
struggled with four obstacles here's
what people have tried don't do those or
at least don't do those in the same way
they have and you'll be able to
streamline a lot of our attempts to
overcome the obstacles and so these
become our onboarding these become ways
in which we bring new hires up to speed
and they become sustainable as a good
mental process to bring people on and as
you do these more and more people's
initial reaction to when they're stuck
will no longer be to shut down and feel
like they're alone to muscle through
it'll start to be that I'm gonna reach
up and out and I'm gonna build positive
networks I'm going to be helpful so
people will be helpful for me and that's
where it becomes a quick cultivation of
resilience which leads to easier
conversations around ownership where
people are very conversational about it
and not confrontational and defensive
and lastly you guys already feel it
continuous learning is the byproduct and
so the resiliency board is one of the
best tools to cultivate that mindset of
accountability because again you guys
already know what accountability leads
to and it really can skyrocket what
we're trying to do in the organization
and so best of luck using the resiliency
board get it out there visible for your
team so they can see that they're making
progress on obstacles remember there's
no way to do these tools perfectly just
get them up and visible and teams will
want to jump in we see it time and time
again please reach out to me with any
questions it's at Alec's M door on
social media I'm happy to discuss more
about these tools about the content the
best of luck getting started you got
this and as always you guys know the
deal
let's keep ditching the drama
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