Відео

Banks are like " oh you need a house? Are you sure? Wanna rethink that maybe? Heres 2 metric tons of bs to sort thru while you think about whether you need a home or not"

Hi! Randomly found you on my fyp! I’m reading a lot of thrillers recently and currently I’m really enjoying “ one left alive” it’s free on Apple Books!

Good job dad, you did really well. Nice podcast as well

Hi

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Could you provide a link of where to go to consider an individual subscription? When I searched "JFlinch learning lab" I got your page about workshops.

thanks for overview

😌 "Promosm"

Great info Jamie. Totally agree with the "Defining the problem" as human input to AI. Essentially, AI is not the 'end all, be all' (at least not at the moment) but rather a tool in solving problems. It still rely to human input to actually identify what needs to be solved. Some problems are not linear, and while AI may suggest some paths to take, essentially we are the ones that will make the decision as to the best route in solving the problem at hand.

Working on one right now.

😄 'Promo sm'

Straightforward! Thanks for the comparative explanation between PDCA and PDSA, as I still subscribe to PDSA.

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Managers are never any more engaged than the general employee population. Engagement is always an enterprise issue, and despite decades of EE/EX tool growth, experts, HR tech, people analytics, and billions invested, the needle hasn't moved. The problem is easily solved at the risk of sounding like a nut case narcissist. First, sell the initiative to the CEO; HR can't do much. Simply ask the employees what drives them nuts. Then use a third-party reporting to the CEO to challenge the blockers right up to the officers, with the CEO being the final arbiter. This works so well that you can base your fees on the impact you have on the income statement, and morale goes through the roof with every sacred cow group, policy, bully, or procedure that gets canceled. HR is not positioned to do any of this; HR is usually the most impacted by the employee's suggestions.

Amen!

Loved this podcast! I’m glad I found your podcast, the topics were top notch. Keep up the great work, I can’t wait to tune into the next one. I just uploaded a new podcast on my channel too!

Totally agree Jamie!

If this is the most important I don´t pay a penny for the book

REALLY INTERESTING VIDEO!!!

REALLY NICE VIDEO!!!

Great tips! I think I need to set the "to do" list every EOD, so that the next day it is ready for me to check. I currently check my inbox to decide the day's "to do" list which makes my day unfocused.

Looking forward to this series :)

To the point. Subscribed!

I may be getting a little semantic here, but isn’t ploy a synonym of tactic? Also it seems that position is inherently tactic.

Hi Jeff. I'm reading your book "Leadership without Excuses". I'd appreciate it if you could share its supporting materials (ppt, videos, etc.)

How will burn rate and consumption in regards to capital and other resources shift after business go through difficult times like we see today with COVID-19? Are there safeguards that companies can implement as "a canary in the coal mine" that will alert them when it's time to shift from focusing on growth to focusing on maintaining what they have built so far?

Jamie, this came at a perfect time. As I am chairing a Board, I intuitively have sensed a lack of trust, but your 4 C's have helped me identify the gaps. I see communication gaps that have led to misunderstandings and a mix of skills/competence that is missing from our collective board. And, personally, I am guilty of taking on too many activities--that's the downside of being in a world of 'anything is possible'. I need to partner with someone that can hold me accountable to a system in delivering results. Thank you.

Thanks, Jamie! Great concepts, easily explained.

Production note: you might wonder why I'm not looking at the camera. This video was actually shot from two camera angels. Only in post-production was it discovered that the view directly looking at the camera was not focused correctly. The choices were to put the content out there, or go back and do it over again. I selected, reluctantly, to put the content out there, and apply improvements to the next video. My desire for perfection can be a barrier, and I could shoot over and over again until I get it how I want it, but in the end, it's the message that really matters.

Jamie, I appreciate how you broke down trust into the 4 C's. It made it easier to understand and not so abstract as well as actionable to build trust. You said you studied trust to come up with the 4 C's. Was this from your past experiences with companies as a consultant?

Whic one is best? Why?

Great video - short and do the point. Would be even better if the sound level matched the level of the music at the start and end.

For those interested in using the PDSA cycle I have compiled some useful resources to help get the most out of your efforts. management.curiouscatblog.net/2013/10/28/resources-for-using-the-pdsa-cycle-to-improve-results/