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Lucrative Leadership Conversations

Susan Hasty, CEO Coach & Gene Morton, Organization

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Lucrative Leadership Conversations

Lucrative Leadership Conversations

Susan Hasty, CEO Coach & Gene Morton, Organization

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About Us

Ignite your leadership genius through the science, technology and art of Lucrative Leadership Conversations. Each week, Susan Hasty, Gene Morton, and their guests share practical wisdom and actionable advice you can use as a leader to build a profitable and sustainable organization.

Latest Episodes

013 | BOLD Leader Flow Triggers

Have you ever been “in the zone,” where projects felt almost effortless? If you’ve ever experienced this, you were in a state of Flow. This term was coined by Mihaly Csikszentmihalyi in his seminal work Flow: The Psychology of Optimal Experience. Flow triggers can be a powerful ally for anyone in leadership. “You know that what you need to do is possible to do, even though difficult, and sense of time disappears. You forget yourself. You feel part of something larger.” —Mihaly Csikszentmihalyi McKinsey Consulting conducted a 10-year research study where they found that top executives reported being five times more productive when in a state of Flow. If we could increase the time we spend in Flow by 15-20% (by increasing Flow triggers), overall productivity in the workplace would almost double, researchers found. But what is Flow? “Flow is an optimal state of consciousness, a peak state where we feel our best and perform our best.” -Steven Kotler One of the leading voices tod...

32 min2016 DEC 20
Comments
013 | BOLD Leader Flow Triggers

012 | Tracking Leadership Performance

Welcome back to the Lucrative Leadership Conversation podcast. In season 1 of the podcast, we have covered the “6 Bold Steps” Gene Morton has developed that allow organizations to become both profitable and sustainable. The 6 Bold Steps provide a strategic pathway for leadership teams to achieve clarity, focus, accountability, and commitment within their organizations. Here’s a recap of each step along with links to the related episodes: In step 1, leaders agree to their own personal responsibilities to ensure decisions protect the organization’s best interest. In step 2, they craft a common language, which we call “outcomes, that expresses the core competencies synergistic with the strategic vision. In step 3, they negotiate who, on the leadership team, will have the primary accountability for designing and executing each outcome. In step 4, Working together, the leaders begin an intuitive process to collaborate and design a structure they are able to support and explain to ot...

36 min2016 NOV 17
Comments
012 | Tracking Leadership Performance

011 | Reporting Structure Roll Out

In the last episode of the Lucrative Leadership Conversations podcast (you can listen here), Gene and I discussed how leaders undergo a creative process to design a new reporting structure design. This is Step 5 in Gene’s Leaders First Process, an innovative organizational design that creates the foundation for a learning organization, adding clarity and focus based on negotiated accountability. Here’s a recap of each step: In step 1, leaders agree to their own personal responsibilities to ensure decisions protect the organization's best interest. In step 2, they craft a common language, which we call “outcomes, that expresses the core competencies synergistic with the strategic vision. In step 3, they negotiate who, on the leadership team, will have the primary accountability for designing and executing each outcome. In step 4, Working together, the leaders begin an intuitive process to collaborate and design a structure they are able to support and explain to others. Leaders de...

45 min2016 NOV 6
Comments
011 | Reporting Structure Roll Out

010 | Designing the Leadership Reporting Structure

We have been moving through Gene Morton’s “6 Bold Steps” leaders can incorporate to improve collaboration, alignment and trust within their organizations. This week, Gene and I discuss Step 5: Designing the Leadership team reporting structure around the defined outcomes explained in previous episodes. (You can listen here and here and here.) Traditional Reporting structures typically show the individual titles held by the leadership team members. This default model, in effect, inhibits collaboration and reinforces “silo” based decisions, behaviors and results. WHY AN OUTCOME BASED STRUCTURE IS FOUNDATIONAL The increased Information overload faced today is proving to be toxic to personal and interpersonal communications and performance. Designing the leadership reporting structure around agreed upon and co-created outcomes empowers leaders to “lead together”, adding clarity to how they interact effectively on a daily basis. Leaders with a common language around the critical pr...

33 min2016 OCT 30
Comments
010 | Designing the Leadership Reporting Structure

009 | Practicing the Art of Leadership Role Integration

Every leader has a role in the leadership structure and is supported by the way the role is integrated with other leaders. The negotiation process helps leaders to delegate parts of their role to others, in advance, before there is a crisis and while they have time to talk through and think through the consequences. This captures so well the dilemma we all have about being too busy on one hand but still reluctant to delegate parts of our role to someone else. How leaders integrate their roles reflects a strategy for succession. It is a process that develops younger leaders can to assume more accountability and freedom to act in the future. Well defined outcomes orients the organization with their strategic vision. Mission - Why do we exist?Vision - What are we trying to become?Outcomes: What do we need to deliver to fulfill our mission and strategic vision? How we know if they are clear?The Primary role is strategic, tactical & operational People understand their roles, focus.. Peop...

47 min2016 OCT 23
Comments
009 | Practicing the Art of Leadership Role Integration

008 | Role Clarity Throughout the Organization

Oops, a audio technical meltdown ruined Gene and my recording. We made a promise to provide our listeners with a weekly show so I was sweating earlier this week. Coincidentally, I was a guest on LODGING LEADERS Podcast, hosted by Jonathan Albano, recently. Jon saved the day for me, suggesting I share it. Great idea. I get to share his podcast and solutions with you also. In addition to building a successful podcast show, Jonathan is a SAAS entrepreneur and systemic thinker. He helped me design the infrastructure for the production and distribution platform for LUCRATIVE LEADERSHIP CONVERSATIONS podcast. Producing great content is worthless if it’s not shared, right. It’s a production that requires a lot of integration to effectively distribute to you, our subscriber. You are a subscriber, right? Much like in an organization, when one piece of the puzzle doesn’t connect, there’s no home run. Conversations about role clarity and decision rights don’t only apply to the leadership ...

34 min2016 OCT 16
Comments
008 | Role Clarity Throughout the Organization

007 | Leadership Team Alignment

In business today, siloed decisions can create a major gap between strategy and execution. This gap causes a lack of clarity and focus across the organization, and can greatly affect the bottom line and sustainability. Success depends on the entire senior leadership team to address both their individual functional or divisional responsibilities and their collective responsibility for the company as a whole. Effectively designing a sustainable organization depends on the senior managers gaining the ability to Identify and act on the points of maximum leverage by recognizing emerging patterns and making connections that link process improvements to strategy. This is very different from the old regime of divisional optimization which pits department heads against each other in a war for resources and recognition. Conflicts of interest lead to decisions that hinder process improvement and often derail real progress. In An article in Harvard Business Review “Getting It Done: New Roles f...

29 min2016 OCT 9
Comments
007 | Leadership Team Alignment

006 | Creating Leadership Team Accountability

Do a quick search for “business failure” and in less than half a second, Google will return more than 10 million results. You read that right. Ten million. Failure in business is a major concern. Profitability and sustainability are two critical areas every company must achieve to survive. Why do so many organizations fail? According to Gene Morton and his Leaders First process, it is because leaders: 1) Do not set critical outcomes for the organization, and 2) Do not communicate who is accountable and give the power to ensure the outcome is delivered. In our last episode of the Lucrative Leadership Conversations podcast, we discussed critical outcomes and how they benefit the organization. Outcomes provide focus and clarity for an organization. They allow leaders to zero in on what needs to happen each and every day. Once outcomes are determined, the question is: How are we going to deliver these outcomes each day, and how do leaders lead together? How can they communicate and or...

34 min2016 OCT 2
Comments
006 | Creating Leadership Team Accountability

005 | Foundational Outcomes for Leadership

Welcome back to the Lucrative Leadership Conversations podcast! Over the past two episodes, we have discussed how leaders can master change by leveraging their conversations to impact others within the organization. My co-host, Gene Morton, has developed the Leaders First Process, which includes “6 Bold Steps” leaders can take to sustain performance and create a collaborative structure that aligns with your vision. In episode 4, we introduced the 6 Bold Steps with Step #1: Leaders agree to commit to personal responsibility. Today, we introduce and unpack Step #2: Defining critical outcomes. Gene and I discuss what these critical outcomes are, what they are not, and how they act like a compass pointing toward profitability. Developing critical outcomes will allow leaders to greatly improve Clarity and Focus within their organization. Developing clear, precise outcomes within your leadership team and organization is a critical step in building and maintaining company growth and pros...

32 min2016 SEP 26
Comments
005 | Foundational Outcomes for Leadership

004 | Keys to Leadership Response-ability and Collaboration

In the world of business, the goal today is increased collaboration. This concept has gained traction and evolved significantly over the last couple of decades. But what is it, and how do we achieve effective collaboration in today’s shifting leadership environment? Collaboration is when leaders pause to have conversations with the people that they're leading from the standpoint of testing ideas and looking at potential decisions from several different angles. Collaborating in a business context also involves gathering input and simply being sociable, in some cases. It is generally the back and forth conversation that naturally occur during the work day. The leader needs to go to the people, sit down, talk over the situation, and get their input into what direction the leader thinks is the best for the organization when it comes to making a decision or setting up a policy. Research has found these different levels of collaboration in the decision making process leads to more produc...

51 min2016 SEP 22
Comments
004 | Keys to Leadership Response-ability and Collaboration

Latest Episodes

013 | BOLD Leader Flow Triggers

Have you ever been “in the zone,” where projects felt almost effortless? If you’ve ever experienced this, you were in a state of Flow. This term was coined by Mihaly Csikszentmihalyi in his seminal work Flow: The Psychology of Optimal Experience. Flow triggers can be a powerful ally for anyone in leadership. “You know that what you need to do is possible to do, even though difficult, and sense of time disappears. You forget yourself. You feel part of something larger.” —Mihaly Csikszentmihalyi McKinsey Consulting conducted a 10-year research study where they found that top executives reported being five times more productive when in a state of Flow. If we could increase the time we spend in Flow by 15-20% (by increasing Flow triggers), overall productivity in the workplace would almost double, researchers found. But what is Flow? “Flow is an optimal state of consciousness, a peak state where we feel our best and perform our best.” -Steven Kotler One of the leading voices tod...

32 min2016 DEC 20
Comments
013 | BOLD Leader Flow Triggers

012 | Tracking Leadership Performance

Welcome back to the Lucrative Leadership Conversation podcast. In season 1 of the podcast, we have covered the “6 Bold Steps” Gene Morton has developed that allow organizations to become both profitable and sustainable. The 6 Bold Steps provide a strategic pathway for leadership teams to achieve clarity, focus, accountability, and commitment within their organizations. Here’s a recap of each step along with links to the related episodes: In step 1, leaders agree to their own personal responsibilities to ensure decisions protect the organization’s best interest. In step 2, they craft a common language, which we call “outcomes, that expresses the core competencies synergistic with the strategic vision. In step 3, they negotiate who, on the leadership team, will have the primary accountability for designing and executing each outcome. In step 4, Working together, the leaders begin an intuitive process to collaborate and design a structure they are able to support and explain to ot...

36 min2016 NOV 17
Comments
012 | Tracking Leadership Performance

011 | Reporting Structure Roll Out

In the last episode of the Lucrative Leadership Conversations podcast (you can listen here), Gene and I discussed how leaders undergo a creative process to design a new reporting structure design. This is Step 5 in Gene’s Leaders First Process, an innovative organizational design that creates the foundation for a learning organization, adding clarity and focus based on negotiated accountability. Here’s a recap of each step: In step 1, leaders agree to their own personal responsibilities to ensure decisions protect the organization's best interest. In step 2, they craft a common language, which we call “outcomes, that expresses the core competencies synergistic with the strategic vision. In step 3, they negotiate who, on the leadership team, will have the primary accountability for designing and executing each outcome. In step 4, Working together, the leaders begin an intuitive process to collaborate and design a structure they are able to support and explain to others. Leaders de...

45 min2016 NOV 6
Comments
011 | Reporting Structure Roll Out

010 | Designing the Leadership Reporting Structure

We have been moving through Gene Morton’s “6 Bold Steps” leaders can incorporate to improve collaboration, alignment and trust within their organizations. This week, Gene and I discuss Step 5: Designing the Leadership team reporting structure around the defined outcomes explained in previous episodes. (You can listen here and here and here.) Traditional Reporting structures typically show the individual titles held by the leadership team members. This default model, in effect, inhibits collaboration and reinforces “silo” based decisions, behaviors and results. WHY AN OUTCOME BASED STRUCTURE IS FOUNDATIONAL The increased Information overload faced today is proving to be toxic to personal and interpersonal communications and performance. Designing the leadership reporting structure around agreed upon and co-created outcomes empowers leaders to “lead together”, adding clarity to how they interact effectively on a daily basis. Leaders with a common language around the critical pr...

33 min2016 OCT 30
Comments
010 | Designing the Leadership Reporting Structure

009 | Practicing the Art of Leadership Role Integration

Every leader has a role in the leadership structure and is supported by the way the role is integrated with other leaders. The negotiation process helps leaders to delegate parts of their role to others, in advance, before there is a crisis and while they have time to talk through and think through the consequences. This captures so well the dilemma we all have about being too busy on one hand but still reluctant to delegate parts of our role to someone else. How leaders integrate their roles reflects a strategy for succession. It is a process that develops younger leaders can to assume more accountability and freedom to act in the future. Well defined outcomes orients the organization with their strategic vision. Mission - Why do we exist?Vision - What are we trying to become?Outcomes: What do we need to deliver to fulfill our mission and strategic vision? How we know if they are clear?The Primary role is strategic, tactical & operational People understand their roles, focus.. Peop...

47 min2016 OCT 23
Comments
009 | Practicing the Art of Leadership Role Integration

008 | Role Clarity Throughout the Organization

Oops, a audio technical meltdown ruined Gene and my recording. We made a promise to provide our listeners with a weekly show so I was sweating earlier this week. Coincidentally, I was a guest on LODGING LEADERS Podcast, hosted by Jonathan Albano, recently. Jon saved the day for me, suggesting I share it. Great idea. I get to share his podcast and solutions with you also. In addition to building a successful podcast show, Jonathan is a SAAS entrepreneur and systemic thinker. He helped me design the infrastructure for the production and distribution platform for LUCRATIVE LEADERSHIP CONVERSATIONS podcast. Producing great content is worthless if it’s not shared, right. It’s a production that requires a lot of integration to effectively distribute to you, our subscriber. You are a subscriber, right? Much like in an organization, when one piece of the puzzle doesn’t connect, there’s no home run. Conversations about role clarity and decision rights don’t only apply to the leadership ...

34 min2016 OCT 16
Comments
008 | Role Clarity Throughout the Organization

007 | Leadership Team Alignment

In business today, siloed decisions can create a major gap between strategy and execution. This gap causes a lack of clarity and focus across the organization, and can greatly affect the bottom line and sustainability. Success depends on the entire senior leadership team to address both their individual functional or divisional responsibilities and their collective responsibility for the company as a whole. Effectively designing a sustainable organization depends on the senior managers gaining the ability to Identify and act on the points of maximum leverage by recognizing emerging patterns and making connections that link process improvements to strategy. This is very different from the old regime of divisional optimization which pits department heads against each other in a war for resources and recognition. Conflicts of interest lead to decisions that hinder process improvement and often derail real progress. In An article in Harvard Business Review “Getting It Done: New Roles f...

29 min2016 OCT 9
Comments
007 | Leadership Team Alignment

006 | Creating Leadership Team Accountability

Do a quick search for “business failure” and in less than half a second, Google will return more than 10 million results. You read that right. Ten million. Failure in business is a major concern. Profitability and sustainability are two critical areas every company must achieve to survive. Why do so many organizations fail? According to Gene Morton and his Leaders First process, it is because leaders: 1) Do not set critical outcomes for the organization, and 2) Do not communicate who is accountable and give the power to ensure the outcome is delivered. In our last episode of the Lucrative Leadership Conversations podcast, we discussed critical outcomes and how they benefit the organization. Outcomes provide focus and clarity for an organization. They allow leaders to zero in on what needs to happen each and every day. Once outcomes are determined, the question is: How are we going to deliver these outcomes each day, and how do leaders lead together? How can they communicate and or...

34 min2016 OCT 2
Comments
006 | Creating Leadership Team Accountability

005 | Foundational Outcomes for Leadership

Welcome back to the Lucrative Leadership Conversations podcast! Over the past two episodes, we have discussed how leaders can master change by leveraging their conversations to impact others within the organization. My co-host, Gene Morton, has developed the Leaders First Process, which includes “6 Bold Steps” leaders can take to sustain performance and create a collaborative structure that aligns with your vision. In episode 4, we introduced the 6 Bold Steps with Step #1: Leaders agree to commit to personal responsibility. Today, we introduce and unpack Step #2: Defining critical outcomes. Gene and I discuss what these critical outcomes are, what they are not, and how they act like a compass pointing toward profitability. Developing critical outcomes will allow leaders to greatly improve Clarity and Focus within their organization. Developing clear, precise outcomes within your leadership team and organization is a critical step in building and maintaining company growth and pros...

32 min2016 SEP 26
Comments
005 | Foundational Outcomes for Leadership

004 | Keys to Leadership Response-ability and Collaboration

In the world of business, the goal today is increased collaboration. This concept has gained traction and evolved significantly over the last couple of decades. But what is it, and how do we achieve effective collaboration in today’s shifting leadership environment? Collaboration is when leaders pause to have conversations with the people that they're leading from the standpoint of testing ideas and looking at potential decisions from several different angles. Collaborating in a business context also involves gathering input and simply being sociable, in some cases. It is generally the back and forth conversation that naturally occur during the work day. The leader needs to go to the people, sit down, talk over the situation, and get their input into what direction the leader thinks is the best for the organization when it comes to making a decision or setting up a policy. Research has found these different levels of collaboration in the decision making process leads to more produc...

51 min2016 SEP 22
Comments
004 | Keys to Leadership Response-ability and Collaboration

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