BOOK GROUP Leader’s Guide · build a specific plan to implement core Winning Well principles,...

WINNINGWELLBOOK.COM © Karin Hurt and David Dye • Please do not distribute without permission. Want more tools like this? Email us at [email protected]

BOOK GROUP Leader’s Guide

Results— Without Losing Your [email protected] | 800.972.5802 | 443.750.1249

© Karin Hurt and David DyePlease do not distribute without permission. Want more tools like this?

Email us at [email protected]

KARIN HURTCo-author

DAVID DYECo-author


WINNING WELL Workbook Includes...WELCOME . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . 3

SECTION 1: The World of Winning WellDiscussion Questions . . . . . . . . . . . . . . . . . . . . . . . . 8The Four Manager Prototypes . . . . . . . . . . . . . . . . . 9End of Year Letter . . . . . . . . . . . . . . . . . . . . . . . . . . . 10Four Ugly Conversations to Have With Your Team . . . . . . . . . . . . . . . . . . . . . . . . . . . . . 11

SECTION 2: Winning Achieve Results, Get Things Done, and Move to the TopDiscussion Quetions . . . . . . . . . . . . . . . . . . . . . . . . 13M .I .N .D . the MIT . . . . . . . . . . . . . . . . . . . . . . . . . . . . 14

SECTION 3: Winning Well Motivate, Inspire, and Energize Your TeamDiscussion Questions . . . . . . . . . . . . . . . . . . . . . . . 16Ditch the Diaper Drama . . . . . . . . . . . . . . . . . . . . . 17A Field Trip: Hold a Great Skip Level Meeting . . . 18Five Tips for great Skip Level Meetings . . . . . . . . 19

SECTION 4: It’s Time to Win WellDiscussion Questions . . . . . . . . . . . . . . . . . . . . . . . 21Closing Out the Group Sessions . . . . . . . . . . . . . . 22Winning Well Development Plan . . . . . . . . . . . . . . 23

BOOK GROUP Leader’s Guide


Welcome From Karin and David

Welcome to a new way to manage:

The world of WINNING WELL.We are so excited to know that you and your group of leaders will be taking time to go through Winning Well together . There is great synergy in learning together, and sharing real-life stories about your unique situation while you contemplate Winning Well’s key messages and apply the tools, tactics, and techniques .

We’re providing you discussion questions, prompters, and activities to make this a meaningful experience . We’ve also added some bonus-track content that expands on the content in the book. You can find additional resources and complete our online assessment at WinningWellBook.com.

We’d love to see and hear how your group is applying the principles of Winning Well to help you get results without losing your collective souls! Send updates and pictures of your team in action to [email protected].

If you would like to go deeper with an on-location Winning Well bootcamp, get in touch . We’d love to talk about the possibilities .

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http://winningwellbook.com

[email protected].

FULL PROGRAM DESCRIPTIONS: CONSULTING PROGRAMCreate a competitive human capital strategy with solid plans and tools to implement and sustain your strategy . We’ll work together on a highly customized approach to improve trust, engagement, and performance at every level, including a systematic approach to diagnose and overcome the biggest roadblocks to leadership success . Get the best people in the right jobs with the confidence, competence, and creativity to give you a competitive edge .

WINNING WELL INTENSIVEEquip frontline and middle level leaders with the practice and skills to achieve lasting results, increase employee engagement, and retain talent through a series of workshops that take place over 3-12 months, and an action-learning program featuring individual development plans . Ideally 8-15 participants complete the course together, building shared vision, best practices, and peer support that lasts long after the course is completed .

EXECUTIVE COACHINGWith a combination of strategic thinking, skill building, accountability, and encouragement, executive coaching helps your leaders cement their Winning Well practices, overcome obstacles, and create breakthrough results .

Give your leaders the knowledge, support, and accountability to achieve lasting results.

Most Requested PackagesOur most popular transformation packages all begin with an organization needs assessment in order to customize content to address your

specific circumstances and opportunities.

PACKAGE #2:LEADERSHIP

HOTSEAT1-2 hours

Bring your challenging leadership and

management questions to the experts and get

practical answers in real time .

PACKAGE #4:TOTAL

TRANSFORMATION3-12 months

Online AssessmentWinning Well eCourseWinning Well Intensive

Executive CoachingConsulting Program

PACKAGE #1:FOUNDATIONS

1/2 day-1 dayOnline Assessment

Winning Well eCourseWorkshop

PACKAGE #3:LASTING RESULTS

2-3 daysOnline Assessment

Winning Well eCourseBootcamp

INFO ABOUT COURSES AND DISCOUNTS FOR BOOK GROUPS

Contact us today to see how we can help you inspire your leaders and get results—without losing your soul.

20% offOnline Course Coupon,

use code BOOKGROUP

Watch this video to learn more about our Winning Well Online Course.

See page 5 for more information about our Winning Well programs .


“Winning Well challenges the common win-at-all-costs

mentality, offering specific tools and techniques for managers to achieve lasting results while remaining a decent person.”

–Adam Grant, Wharton Professor and

New York Times best selling author of Give and Take and Originals

WINNING WELL BOOT CAMPTransform your leadership team with a Winning Well Boot Camp . Through a 2-3 day immersive experience, leaders build a specific plan to implement core Winning Well principles, transform their leadership, and achieve lasting results .Boot Camps are available as:

• Off-site leadership team retreats in space you provide

• Destination events—send a few leaders or create an entire event just for your leadership team

WINNING WELL WORKSHOP Workshops provide a hands-on introduction to the core principles of Winning Well. Your leaders leave with practical tools they can apply immediately when they return to their teams . Workshops are available in:

• 1-2 hour breakouts for conferences in combination with a keynote program

• Half-day to full-day workshops for business leadership training and development

ONLINE ASSESSMENTIndividuals complete the online assessment and receive individual reports as well as an organizational assessment that provides an overall view of your leadership culture, including strengths to build on and areas where you can be more effective .

WINNING WELL ECOURSEOur self-paced eLearning program is the perfect company-wide solution for creating a dynamic business, where accountability, productivity, and creativity are authentically embraced .

videos, valuable content, an in-depth assessment, and user interaction, all delivered with the latest online learning science in mind .

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WATCH THIS VIDEO to learn more about our Winning Well Online Course .

CLICK HERE FOR INFOabout our Winning Well programs .

INFO

https://www.youtube.com/watch?v=7c-hpS2sLN8

https://www.youtube.com/watch?v=7c-hpS2sLN8

http://winningwellbook.com/leadership-speakers/

http://winningwellbook.com/leadership-speakers/

WINNINGWELLBOOK.COM © Karin Hurt and David Dye • Please do not distribute without permission. Want more tools like this? Email us at [email protected] 6

THE WINNING WELL LEADER MODEL

Start Winning Well Today!Bring Karin & David to Your Company or Event

Contact us today to see how we can help you inspire your leaders and get results—without losing your soul.

[email protected] | 800.972.5802 | 443.750.1249

THE WORLD OF WINNING WELLSECTION

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SECTION 1:Discussion Questions ...................... 8The Four Manager Prototypes ........ 9End of Year Letter ..........................10Four Ugly Conversations To

Have With Your Team .................11


Have your group take the FREE Winning Well online assessment here . (they will receive their results and suggestions via email) .

DISCUSSION QUESTIONSHow do you rock your role? What are the 3 biggest strengths you bring to the team?

What are the 3 most important metrics for your team or business?

What are the top 3 core behaviors your team must perform in order to achieve meaningful results for your customers or clients?

Describe 3 ways you keep these behaviors (not only the metrics) in front of your team .

BONUS VIDEOSWe’ve included some short videos to help broaden your discussion and reinforce key concepts . If you’re using this guide electronically, just click on the links below. You can also find the links on our website WinningWellBook .com/facilitators/ .

Focus on the Game, Not the Score (Keynote story)

How Do I Build Confidence? (From Winning Well online course)

The Gamer Rap (Just for fun)


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http://winningwellbook.com/assessments/

http://winningwellbook.com/facilitators/

https://www.youtube.com/watch?v=_frxFP0XYzY

https://www.youtube.com/watch?v=53XZySQxXUo&feature=youtu.behttps://www.youtube.com/watch?v=53XZySQxXUo&feature=youtu.be

https://www.youtube.com/watch?v=xb5K-Rjm3AA



1THE FOUR MANAGER PROTOTYPES

Which Winning Well characteristics come most naturally for you?

Which do you find most difficult?

When under stress, which of the other behavioral tendencies tend to creep up and get in the way of your effectiveness (User, Pleaser, or Gamer)?

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WINNING WELL END OF YEAR LETTERHave each member of your book group write a visionary letter to their manager, as if it were one year later .

It’s a year from now.After a fantastic year, you’re writing a letter to your supervisor...

Dear ________ (your supervisor),

I am so proud of what we did, and how we did it this past year! The most important thing we accomplished was:

We did it by:

We also learned:

And these team members grew by:


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FOUR UGLY CONVERSATIONS TO HAVE WITH YOUR TEAMAn important aspect of humility is being willing to know your vulnerabilities, admit mistakes, and use those important insights to get better . The U .G .L .Y . questions below would work well in your book group, or to have each person go back and lead this conversation with their team, and then to discuss the process .

U: What Are We Underestimating?Competitive pressures? New technology? The destruction that new manager is doing to our culture? The opportunity that we “don’t have time for”?

G: What’s Gotta Go?What are we doing now that doesn’t make sense anymore? What processes are more about a habit than creating value? What meetings are wasting our time? What’s gotta go for us to be remarkable?

L: Where Are We Losing?Where are we still under-performing, despite our best efforts? Why? Who’s doing it better? How?

Y: Where Are We Missing the Yes?What must we say “Yes” to in 2017? What new opportunities are yearning for our attention? Where must we invest more deeply?


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SECTION

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SECTION 2:Discussion Questions ....................13M.I.N.D. the MIT .............................14

WINNING Achieve Results, Get Things Done, and Move to the Top



DISCUSSION QUESTIONSReview chapter 5 on effective meetings . How would you rate the effectiveness of your meetings? What could you do to make your meetings more effective?

Review the I .N .S .P .I .R .E . model on pages 65-68 . Have a few people share a tough conversation they have either had that did not go well, or that they need to have . Practice role playing the situation using the I .N .S .P .I .R .E . accountability method .

Think about the next project or task you need to delegate . Take a moment and write it down .

• What does success look like?

• What is your ideal finish line for this project?

• When will you schedule a meeting with employees to receive the project? How will you ensure that meeting is effective?


How Do I Address Performance Issues? (Keynote excerpt)

What If My Team Won’t Listen? (From our Winning Well Course)

How Do I Run More Effective Meetings? (From our Winning Well course)

Winning Well: When You’re Overwhelmed (On the lighter side)

Confessions of a Pleaser Manager (On the lighter side)

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https://www.youtube.com/watch?v=BwETuy3BVCo

https://www.youtube.com/watch?v=l4_Tbn9hjUM&feature=youtu.be

https://www.youtube.com/watch?v=RQOo01xMyW8&feature=youtu.be

https://www.youtube.com/watch?v=OXLnX_M2J1Y

https://www.youtube.com/watch?v=8_6Etk9TMBk&t=9s



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2M.I.N.D. THE MITThis is one of the most powerful concepts we use to ground our strategic planning and alignment work with companies . You can get started with Four Questions to Ask Yourself and Your Team to Stay Focused on the Most Important Thing

M: What Matters Most? • What results must we achieve if we’re to succeed?

• What values have we committed to?

• When we walk away from our work, what will we be proud that we accomplished?

• Win or lose, how will we know we’ve done our very best?

I: Which Actions Have the Most Impact? • What are the critical behaviors that drive your results?

• If we could only do one thing, which behavior would have the greatest impact?

• What invisible behaviors might we forget? (eg: sleep, time with others, fun)

N: Where Do I / We Need to Say No? • What are we choosing to do instead of our MIT?

• How can we make a different choice?

• What are silly, creative, or impossible ways to do things differently?

• Where do we need to have tough conversations?

D: How Will I / We Stay Disciplined • What are my/our biggest distractions?

• How can we ensure they don’t derail us?

• How will we keep the MIT in front of us all the time?

• How will we hold ourselves accountable for maintaining focus on the MIT?

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SECTION

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SECTION 3:Discussion Questions ....................16Ditch the Diaper Drama ................17A Field Trip: Hold a Great

Skip Level Meeting .....................18Five Tips for Great Skip Level

Meeting .......................................19

WINNING WELL Motivate, Inspire, and Energize Your Team

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SECTION

3DISCUSSION QUESTIONSWhat was the most meaningful recognition you ever received? What made it special?

How well do you know each of the members of your teams on a human level (e .g . what do they do for fun, the names of significant people in their lives)? What could you do to get to know them better?

Read about holding a confidence burst day (186-187). How would this work in your organization? Pick someone from your team who wants to try it, and help them plan it (including how to track the improvement in results) . Of course, then everyone will want to try it;-) We’ve never seen it fail .

What could you do each month to ensure each member of your team knows how much you appreciate them? Discuss creative strategies and share ideas . In fact, we would love to hear them . Drop us a note at [email protected].


How to Communicate During Times of Stress and Change (From Results that Last e-course)

How Do I Get My Team to Trust Me? (Keynote story)

Why You Should Have that Tough Conversation With Your Boss

Ditch the Diaper Drama (Example from workshop)

Why Should I Say Thank You? It’s Their Job! (From Winning Well e-course)

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https://www.youtube.com/watch?v=hhSkfELmnME

https://www.youtube.com/watch?v=veimupnW8qs

https://www.youtube.com/watch?v=Bhg-Now_z7c&t=12s

https://www.youtube.com/watch?v=mneGRJ0jPc0

https://www.youtube.com/watch?v=nH34faNrIn4



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3DITCH THE DIAPER DRAMAAre you having real conversations with your team, or are you hiding the stink? This exercise is a great way to talk about the Diaper Genie effect we share on pages _______ .

Diaper drama stems from... • Spinning the truth • Watering down feedback • Omitting information that may trigger alarm or manipulating data

Are any of these diaper drama symptoms showing up in your team?

1. Meetings are readouts, not discussions If meetings are more of a one-way information dump, it’s likely you’re not having the tough

conversations that would up your game . Ask questions . “What else do I need to know?” “What are you most worried about? What’s making you nervous?” “What could possibly go wrong . . . . and how can I help?”

2. You spend more time crafting the communication than having the conversation If you’re more worried about font size than fixing problems, you’re likely in a diaper genie culture. Even

if you’re working in such a culture, stop that crap on your own team . Encourage your team to focus on substance over form, at least in their readouts to you .

3. Bad news is a powder keg If you’ve got bosses running around that react poorly to bad news, check closely for diaper genies .

They’re probably filled to the brim. It doesn’t take long to train your people to lay low and avoid the tough conversations . If you want a diaper-genie free culture, encourage sharing bad news and responding with supportive solutions, not anxiety-laced freakouts .

4. It’s “Groundhog Day” all over again Like in the movie, “Groundhog Day,” if you’re constantly “fixing” issues only to have them pop up again,

you may be in a diaper genie culture . Be sure you’re asking the strategic questions to get to the heart of the problem. Are there performance/job fit issues that need to be addressed? Are there processes that need to be changed? Rip through the plastic and smell what stinks so you can address it .

5. Don’t ask, don’t tell, is the norm We can’t tell you how many times we’ve heard about employees being coached (and in some cases

even “bribed” with extra treats) to paint a rosy picture with an employee survey or in a focus group . Nothing crushes morale faster than feeling like you don’t have a voice .

DISCUSSION QUESTIONS:What causes the diaper genie syndrome where you work?

What can you do to eliminate diaper genies from your projects?

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3A FIELD TRIP: HOLD A GREAT SKIP LEVEL MEETINGIf your book group is composed of people in different roles and functions, you may already be having a skip level meeting of sorts . Skip level meetings are conversations with people who don’t report directly to you . They may report to one of your team or be in another part of the organization altogether .

Whether your book group dialogue counts as skip level or not, we invite you to encourage members of your book group to take a “field trip” to meet with folks they don’t normally talk to directly (either because there is a level of management in between, or because they are in a different department or function) .

The idea here is to ask strategic questions and really listen to what they are saying, that is, to begin a healthy dialogue . On the next page we share 5 ways to prepare for a great skip level meeting .

If you choose to tackle this challenge as a group, consider this be the main topic for two consecutive meetings .

At your group’s first meeting, talk about your plans:

Who is the best group to go talk to, and why?

What do you anticipate will be the key topics of discussion? What strategic questions should you ask?

At the second meeting, share your experiences:

What worked (or didn’t work) about your preparation? What did you learn?

What surprised you?

What would you do the same or differently next time?

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3FIVE TIPS FOR GREAT SKIP LEVEL MEETINGS 1. Prepare—It’s arrogant to go into a skip level

meeting without doing your homework . Understand what the team is doing really well, and know what concerns to anticipate . Know something about the people attending; have a few specifics to recognize. Bringing along a note taker enables you to fully engage in a dynamic conversation, but don’t overwhelm the room with extra spectators .

2. Make it Personal—We always start skip level meetings the same way . We invite participants to share their name, and “what makes them a ROCK STAR in their current job .” People like to share what they’re good at, and it’s beautiful to see what matters the most to them .

3. Relate Through Stories—Skip level meetings are not only a great way to find out what’s on people’s minds, but they are also a great way to reinforce key messages through strategic storytelling . Share your stories; and invite them to share their stories then summarize the themes . For example, “Tell me a story of when you turned around a really frustrated customer .” Or, “Do you have a story of a time when your team leader was most helpful to you?”

4. Ask Positively Framed, Open-Ended Questions—Framing your questions in a positive light makes it more comfortable for employees to share ideas for improvement .

• What’s the best part of working here? • How do you know how you’re doing? In which areas would you like more feedback? • If you were in my shoes and could change one thing to make your work easier, what would that be? • What could we do to improve the customer experience? • Which of your tools/resources do you find most helpful? Why? • If you could invent a tool or resource to help you do your job, what would it be, and how would

you use it? • What does your team leader do that’s most helpful to you? • If you were the team leader, what would you focus on (or do more of), and why? • What additional support or resources do you need? • What questions haven’t I asked, that you wish I would?

Follow-up—Share a summary of your notes and key take-aways with the group . When giving readouts to others, including the “skipped” leaders, be curious, not accusatory . Remember, there’s always many interpretations of every story .

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http://letsgrowleaders.com/2012/09/20/strategic-storytelling/


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SECTION 4:Discussion Questions ........................ 21Closing Out the Group Sessions ...... 22Winning Well Development Plan ..... 23

IT’S TIME TO WIN WELL

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IT’S TIME TO WIN WELLSECTION

4DISCUSSION QUESTIONSWhat do you want to be most know for as a manager? Write it down and share it with the group .

Are you winning well? How do you know?

Who will you invite on the Winning Well journey? If you were to share this book with them, would they see you as a role model of Winning Well behaviors?


Building Your Winning Well Culture Code (Keynote story)

How Do I leave a Management Legacy? (From Winning Well e-course)

Winning Well Manager (From e-course)

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https://www.youtube.com/watch?v=qE6vMyPedJ0

https://www.youtube.com/watch?v=wgkTf0SvBmo&feature=youtu.be

https://www.youtube.com/watch?v=EfidLXL2ysU


CLOSING OUT THE GROUP SESSIONSA great way to end your Winning Well book group session is to have each person reflect on what they’ve learned and applied, and to create a personal Winning Well action plan to continue the progress . A great way to do this is to have each person complete their plan (and share it in discussion with their manager), and then bring one element of the plan that they want to work on, back to the book group for discussion .

You may find this form helpful in your planning.

If you have a formal LMS, you may just want to use this as a guide and then integrate your action plan into your formal planning system .

Thank you for all of the work you have invested in building your Winning Well approach . You are joining a growing number of managers around the world who are working to get results that last—without losing their soul .

One of the ways we spread the word is through referrals and Amazon reviews . If Winning Well has helped you to become a better manager, please help us by sharing with a friend, and consider leaving an Amazon review (even just a few lines helps) .


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CONFIDENCE (build on your strengths, stand up for what matters, speak the truth)Goal Action Steps Completion Date Resources / Support Needed

HUMILITY (know your vulnerabilities)Goal Action Steps Completion Date Resources / Support Needed

RESULTSGoal Action Steps Completion Date Resources / Support Needed

RELATIONSHIPSGoal Action Steps Completion Date Resources / Support Needed


4WINNING WELL DEVELOPMENT PLAN

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BOOK GROUP Leader’s Guide · build a specific plan to implement core Winning Well principles,...

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