The Leader's Toolkit

What inspires and motivates people? As leaders sometimes we think we know - things like pay and benefits. And yes, people want those things, but in actuality it takes really understanding and studying the people you lead to see what motivates each one specifically.
Lindel Fields uses a story about his daughter, a vacation, and the Axoloti fish she wanted to see at an aquarium to remind us that it may be even more simple than we think when it comes to inspire and motivating people.
He boils down leadership to becoming a leader who touches the heart.
Lindel gives three key things an employee needs from their leader and how you touch the heart:
1. Leaders have to provide proximity to those they lead - being available.
2. People want to know how they contribute to the organization - they want valuable work.
3. Appreciation - they need to hear that you are proud of them.
To reach out to Lindel Fields about working with your team or entire organization, send him a message on LinkedIn.
Would you like to learn more about becoming a GiANT Coach, which we call "Guides"? Here is more information. Once you watch the informational video, if you have additional questions, feel free to reach out to Tracy at [email protected]
We certify people within their organizations in the GiANT content so they can share it with the rest of their people. We call these people "Catalysts". If you're interested in becoming a GiANT Catalyst, check out this website: https://podcast.giantos.com/store/catalyst
We'd love to hear from you: your questions, your comments and your stories about leading.
Reach out to [email protected]

Keith Glover of AHSG is back for another episode and he has the details of how their organization has implemented the GiANT tools and integrated the content into their organization. After three years of using GiANT, they now have trained everyone with a leadership role within their organization using Altitude Training or Toolkit sessions. They've done this with a mix of live-training and virtual training.
Keith mentions that because AHSG knows their people learn in different ways, they have introduced the GiANT leadership training through as many avenues as they can to make sure they meet the needs of the various styles of learning. They've purchased GiANT books like 100X Leader Book,The Peace Index and The Communication Code for their employees. They also facilitate workshops, Core Groups, and one-on-one coaching. They access the GiANT operating system for assessment and on-going learning through the courses, and have even brought in GiANT Founder, Jeremie Kubicek to kick of initiatives each year with keynote presentations.
They don't just give the information to their people in hopes that they will adopt it into their culture. They actually live out the tools from the top and integrate it into their every day language, making it a lifestyle there at AHSG.
If you'd like to introduce your people to the concepts of GiANT through our various books, you can get copies at Amazon. (If you're looking to buy in bulk of 25+ copies, reach out to Tracy at the email below and she is happy to help you get a bulk discount).
If your organization is looking for a powerful, transformational keynote speaker, then please reach out to [email protected]. She can check Steve Cockram or Jeremie Kubicek's calendar to find a date where one of them can come deliver a powerful message to your people. Check out Jeremie's website here. Check out Steve's website here.
We certify people within their organizations in the GiANT content so they can share it with the rest of their people. We call these people "Catalysts". If you're interested in becoming a GiANT Catalyst, check out this website: https://podcast.giantos.com/store/catalyst

Does GiANT work? This is something we hear from potential clients often. It's one thing to learn leadership tools in theory; it's another to put them into practice within a team or organization in an every day work environment. Thousands of companies around the world are doing it every day, so we wanted you to hear from one.
Our guest is Keith Glover and he is a true people developer who seeks to serve his people day in and day out and make the culture at AHSG an environment of learning, where everyone is encouraged and equipped to grow. Headquartered in Edmond, Oklahoma and with five offices around the country, AHSG is a nationwide, diversified healthcare staffing platform that serves over 2,500 endpoints across health systems, hospitals, and outpatient clinics in all 50 states.

You can can hear Keith's love and passion for developing his own leadership skills and the leadership of people in his care. Listen as he shares why it's important and the plan forward to help every employee become the healthiest leader that can be. And it has started at the top and is lived out even in the difficult time of the company's journey.
If you would like to ask Keith questions about how he and AHS have integrated the GiANT tools into their culture, feel free to reach out to him on LinkedIn.
You'll hear the practical ways AHS is using GiANT in the next episode, but for now, look what the emplyees are saying about what the content has done for them.

• 93% of the program participants stated that their expectations were exceeded or mostly met.
• 94% were Very Satisfied or Satisfied with the overall program
• Some comments were:
• One positive outcome is being able to understand myself and habits more throughout this experience. I have had some pretty big ah-ha moments throughout the process that have helped me became a more aware leader. Knowing my teams 5 voices has helped tremendously with effective communication.
• It's helped me present myself in a way that is more approachable to my team. To be open to suggestions and be in collaboration to improve outcomes.
• I am more attuned to becoming a liberating leader and the role that challenging my staff must play in that process. Supporting my team comes naturally to me. I'm now actively working to ensure that team members are adequately challenged and can develop and grow more within and beyond their current roles.
• I have connected with other leaders in the organization, outside of my department, where I wouldn't have done that previously. I have recognized the areas I need to improve as a leader and am taking action to work on those. I've had more positive interactions with my employees, and have received positive feedback from them about my leadership!
• I have become more self-aware and self-reflective. I was really impacted by the Developing Others content and realized that I need to be more patient in walking others through new skill-building. Additionally, the support challenge matrix helped me realize that I may be sheltering new peers from challenges and that really robs them of opportunity to grow.
• Helps me better recognize why people communicate the way they do, and how I need to look for the ways other people are motivated/encouraged/discouraged, rather than assuming they think like me.
• The 70/30 principle has profoundly transformed my approach to work. Although I was introduced to it a few years back, a recent podcast on the topic truly reshaped my viewpoint. Now, rather than approaching tasks, I'm less inclined towards (my 30%) with dread, I give myself grace and embrace them with patience and eagerness for the learning opportunity they present. This shift in perspective energizes me rather than sapping my strength. It has also enabled me to guide my team in reevaluating their approaches to daunting tasks. I've become more attuned to assessing my team's workload balance, ensuring it aligns with the 70/30 principle. If/when imbalances arise, we strategize together to restore equilibrium, fostering success and ongoing learning.

If you've never been called out, you've probably witnessed it. It's embarrassing, deflating and degrading. There's a better way. Our guest, Julliette Odhiambo, introduces us to the concept of calling someone up, instead of calling them out. A supportive and honoring approach to challenge someone we lead means that when a mistake is made, or if motivation is required, we do it in a caring way where our mindset is to develop them into great employees and future (or present) leaders. We do this in a way that fights for their highest good.
Julliette Odhiambo focuses on leading young people and she sees the results of calling up. People rise to the level of your belief in them. It doesn't mean we shy away from challenge or from difficult conversations, but it does mean we do it in a way that allows them to grow and learn all with the respect and value they deserve. Not only does Juliette say that we don't shy away from challenging conversations, but she says great leadership leans into these conversations in order to help the person mature and grow. It would be unkind to let them get by with behavior that is not to the standard you know they should be.
Juliette shares the Dr. Cecil Murray quote that says "Speak without offending; listen without being defensive; and always leave the other person with their dignity." The goal is to continue to value the person. She also brings up a tool from previous episodes, The 5 Circles of influence to highlight the importance of living out this tool with every group of people we encounter, including ourselves.
Juliette is a leadership development coach. If you'd like to contact her about working with you as an individual leader or with your team or organization, feel free to reach out directly to her on LinkedIn.
To find helpful resources in regards to this episode: Episode 21 Resources
If you're ready to start getting access to world-class leadership development content for yourself or your team, then check out the Pro Subscription and start learning from the GiANT assessments and courses for the low price of $10 per month or $100 per year per user.
We certify people within their organizations in the GiANT content so they can share it with the rest of their people. We call these people "Catalysts". If you're interested in becoming a GiANT Catalyst, check out this website: https://podcast.giantos.com/store/catalyst
We'd love to hear from you: your questions, your comments and your stories about leading.
Reach out to [email protected]

On this episode, we are in a part 2 discussion with Skot Waldron about Influence and the concept of how to establish trust. Check out these tools as Tracy and Skot unpack these concepts.
This idea of being aware to observe your surroundings and watching and listening to the person on the other side of you is important when establishing trust. When you do, you can pick up on clues as to what a person needs from you. This will allow you to see what is most important to them. Is it Character, Chemistry, Competency or Credibility?
This is not manipulation. This is understanding others so you can bend and adjust to meet them where they are so that you can have a healthy relationship with them. Skot says, Influence is "I'm for you. Manipulation is "I'm for myself". Don't be a manipulator.
Three questions to ask to ask yourself in terms of walls of self-preservation:
1. What am I afraid of losing

2. What am I trying to hide?

3. What am I trying to prove?
What walls do you need to be sure to come down yourself in order to establish trust with those around you.
Would you like to learn more about becoming a GiANT Coach, which we call "Guides"? Here is more information.
If you're ready to start getting access to world-class leadership development content for yourself or your team, then check out the Pro Subscription and start learning from the GiANT assessments and courses for the low price of $10 per month or $100 per year per user.
If you'd like to discuss your organization's specific needs so we can match you with one of our certified coaches, reach out here: [email protected]
We'd love to hear from you: your questions, your comments and your stories about leading.
Reach out to [email protected]