March 17, 2026

Regenerating Collaboration in Organizations

Regenerating Collaboration in Organizations

Why do so many smart teams struggle to collaborate? And what can leaders do to change it? In this episode of REGENERATE, Captain David Gallimore welcomes Dr. Bonita Thompson to explore how organizations can move beyond silos, competition, and...

iHeartRadio podcast player iconApple Podcasts podcast player iconSpotify podcast player iconPandora podcast player iconYoutube Music podcast player iconDeezer podcast player iconSpreaker podcast player iconPodcast Addict podcast player iconCastbox podcast player iconPocketCasts podcast player iconCastamatic podcast player iconGoodpods podcast player iconOvercast podcast player iconPodurama podcast player iconPodverse podcast player iconYouTube podcast player icon
iHeartRadio podcast player iconApple Podcasts podcast player iconSpotify podcast player iconPandora podcast player iconYoutube Music podcast player iconDeezer podcast player iconSpreaker podcast player iconPodcast Addict podcast player iconCastbox podcast player iconPocketCasts podcast player iconCastamatic podcast player iconGoodpods podcast player iconOvercast podcast player iconPodurama podcast player iconPodverse podcast player iconYouTube podcast player icon
Season 1

Why do so many smart teams struggle to collaborate? And what can leaders do to change it?
In this episode of REGENERATE, Captain David Gallimore welcomes Dr. Bonita Thompson to explore how organizations can move beyond silos, competition, and miscommunication toward healthier, high-trust collaboration.
Drawing on her research at the University of Pennsylvania and decades of coaching senior leaders, Dr. Bonita shares two powerful tools—Collaborative Promotion and Constructive Concern.

REGENERATE is broadcast live Mondays at 10AM PT on K4HD Radio - Hollywood Talk Radio (www.k4hd.com) part of Talk 4 Radio (www.talk4radio.com) on the Talk 4 Media Network (www.talk4media.com). REGENERATE TV Show is viewed on Talk 4 TV (www.talk4tv.com).

REGENERATE Podcast is also available on Talk 4 Media (www.talk4media.com), Talk 4 Podcasting (www.talk4podcasting.com), iHeartRadio, Amazon Music, Pandora, Spotify, Audible, and over 100 other podcast outlets.

Become a supporter of this podcast: https://www.spreaker.com/podcast/regenerate--6862974/support.

WEBVTT

1
00:00:01.080 --> 00:00:04.599
This program is designed to provide general information with regards

2
00:00:04.679 --> 00:00:07.639
to the subject matters covered. This information is given with

3
00:00:07.719 --> 00:00:12.039
the understanding that neither the hosts, guests, sponsors, or station

4
00:00:12.279 --> 00:00:17.440
are engaged in rendering any specific and personal medical, financial,

5
00:00:17.839 --> 00:00:21.640
legal counseling, professional service, or any advice.

6
00:00:22.000 --> 00:00:24.079
You should seek the services.

7
00:00:23.559 --> 00:00:35.000
Of competent professionals before applying or trying any suggested ideas. Behoy.

8
00:00:35.399 --> 00:00:39.759
Captain David Gallimore welcomes you aboard the Regenerate Show live

9
00:00:40.079 --> 00:00:45.840
Monday's ten am Pacific on KFOHD Radio at KFOHD dot com.

10
00:00:45.960 --> 00:00:50.240
We dive into the real messy work of transforming our lives.

11
00:00:50.399 --> 00:00:55.560
Leadership and organizations. Bring your hot mess and confusion. Lead

12
00:00:55.640 --> 00:01:01.679
with clarity, courage and confidence. Together, let's strengthen our resilience,

13
00:01:02.000 --> 00:01:08.239
accelerating the health of ourselves, people, plan and profits. Now

14
00:01:08.319 --> 00:01:12.280
here's your host, Captain Dave, your personal regenerator.

15
00:01:12.680 --> 00:01:19.280
All aboard, Welcome to episode six of Regenerate. I am

16
00:01:19.319 --> 00:01:23.120
so excited that you're here. Our theme this week is

17
00:01:23.400 --> 00:01:29.599
regenerating collaborative organizations. So why do so many smart teams

18
00:01:29.640 --> 00:01:32.920
struggle to collaborate and what can leaders do to change it?

19
00:01:33.319 --> 00:01:37.599
In this episode, I'm going to invite my dear friend,

20
00:01:38.040 --> 00:01:42.640
doctor Banita Thompson, doctor b as she's fondly called, or

21
00:01:42.680 --> 00:01:47.239
doctor Banita, to explore how organizations can really move beyond

22
00:01:47.799 --> 00:01:50.879
the functional silos that I certainly grew up grew up

23
00:01:50.920 --> 00:01:55.319
with at IBM and Boeing and cap Gemini and really

24
00:01:55.359 --> 00:02:01.560
help them move beyond competition and miscommunication toward healthier trust collaboration.

25
00:02:02.120 --> 00:02:05.239
So she's done quite a bit of academic work. She

26
00:02:05.319 --> 00:02:09.800
has an MBA, she has a doctorate in collaboration. She's

27
00:02:09.800 --> 00:02:13.400
done a lot of work at University of Pennsylvania on

28
00:02:14.000 --> 00:02:19.560
the science of collaborative leadership and really how people need

29
00:02:19.599 --> 00:02:24.000
to recognize each other's contributions that's kind of table stakes,

30
00:02:24.439 --> 00:02:26.960
and then to be able to have new strategies that

31
00:02:27.000 --> 00:02:35.639
they can use to surface constructively conflicts, disagreements, strategy misalignment

32
00:02:36.159 --> 00:02:40.599
and be able to then deliver results faster. And I

33
00:02:40.599 --> 00:02:44.280
would say, enjoy the journey. Otherwise, what's the point. So,

34
00:02:44.639 --> 00:02:47.800
if you want your organization to collaborate better, lead more

35
00:02:47.840 --> 00:02:53.080
effectively and create impact together, this is the conversation for you.

36
00:02:53.560 --> 00:02:55.479
If you've been with us before, you know that our

37
00:02:55.599 --> 00:02:58.960
promise to you is to have some fun, because when

38
00:02:59.000 --> 00:03:02.439
we're laughing, we're learning, and both doctor Benita and I

39
00:03:02.439 --> 00:03:04.319
have had quite the morning, so we're going to have

40
00:03:04.360 --> 00:03:08.599
some fun laughing at the cosmic chuckle of too many

41
00:03:08.639 --> 00:03:12.159
things going on, kind of that perfect storm. We're going

42
00:03:12.199 --> 00:03:15.680
to leave you inspired and we are absolutely committed to

43
00:03:15.719 --> 00:03:19.159
outcomes each of us in our respective coaching. So we

44
00:03:19.199 --> 00:03:22.240
want to leave you empowered to not just survive, but

45
00:03:22.319 --> 00:03:26.120
to flourish. And I hope that you will consider grabbing

46
00:03:26.120 --> 00:03:30.000
some old school paper or a digital note taking and

47
00:03:30.120 --> 00:03:35.039
pen and begin to apply one thing that resonates with

48
00:03:35.120 --> 00:03:39.240
you today. Because as many have come before, you have

49
00:03:39.360 --> 00:03:43.560
said to me, transformations have started on the Regeneration Show.

50
00:03:43.879 --> 00:03:47.080
So it's now privileged to introduce you to doctor Medea.

51
00:03:47.759 --> 00:03:51.599
I met her first in twenty eighteen as one of

52
00:03:51.639 --> 00:03:56.479
a handful of folks that doctor Marshall Goldsmith had tapped

53
00:03:56.680 --> 00:04:00.960
to be able to share everything that he knew about

54
00:04:01.319 --> 00:04:07.560
stakeholder centered coaching, executive coaching, leadership development and being a

55
00:04:07.599 --> 00:04:13.240
better person incrementally daily. How do you become a better person? Banita,

56
00:04:13.479 --> 00:04:17.439
She's a people first leader. I just so appreciate this

57
00:04:17.519 --> 00:04:20.439
about her. She's a sought after executive coach. She has

58
00:04:20.560 --> 00:04:24.000
clients all over the globe. She is a keynote speaker

59
00:04:24.360 --> 00:04:28.360
on a number of subjects, but especially around collaboration. And

60
00:04:28.600 --> 00:04:32.439
she's a New York Times selling author of the book

61
00:04:32.560 --> 00:04:36.800
Admired twenty one Ways to Double Your Value. So what

62
00:04:36.839 --> 00:04:40.439
I'd like to do is now bring on my dear friend,

63
00:04:40.839 --> 00:04:42.279
doctor Adia Thompson.

64
00:04:42.639 --> 00:04:44.600
Oh hi, David, it's nice to see you.

65
00:04:45.279 --> 00:04:52.800
Hooy, so happy Monday. You've had contractors scaling into your walls.

66
00:04:53.360 --> 00:04:58.079
I've had contractors making all sorts of noise as well,

67
00:04:58.160 --> 00:05:00.360
So we're kind of in contractor.

68
00:05:01.439 --> 00:05:03.759
Yes, well at least for building and creating things.

69
00:05:03.600 --> 00:05:09.759
Right exactly exactly. And you know, I do enjoy the process,

70
00:05:09.920 --> 00:05:14.720
although it is dusty, yes, to help us get the

71
00:05:14.759 --> 00:05:19.199
fun started. What's that one thing that you just absolutely

72
00:05:19.199 --> 00:05:21.879
love to do or be that gives you the most

73
00:05:21.959 --> 00:05:23.800
joy in your life.

74
00:05:24.079 --> 00:05:28.600
Well, I would say it's tough to pick one, but

75
00:05:28.800 --> 00:05:30.639
I would say it would be being with the people

76
00:05:30.680 --> 00:05:35.480
that I love the most and creating great experiences for them.

77
00:05:35.879 --> 00:05:40.759
So finding ways to figure out what they really lights

78
00:05:40.800 --> 00:05:44.079
them up and what they want to accomplish in their life,

79
00:05:44.079 --> 00:05:48.199
and then creating experiences that can help them create that. So,

80
00:05:48.279 --> 00:05:53.040
for example, you know, my daughter loved fashion design and

81
00:05:53.319 --> 00:05:56.800
so we decided that we would have her meet a

82
00:05:56.839 --> 00:06:00.000
fashion designer in New York City talk to her directly

83
00:06:00.160 --> 00:06:04.920
about how that was going to happen. We set up

84
00:06:05.160 --> 00:06:09.199
a meeting with a chemist to learn how synthetic fabrics

85
00:06:09.279 --> 00:06:13.759
were made. We did the history of fashion and made

86
00:06:13.839 --> 00:06:18.199
different outfits from different time periods. So we took all

87
00:06:18.199 --> 00:06:21.519
the topics of school but fit them into whatever she

88
00:06:21.639 --> 00:06:24.079
was passionate about. And that that was a highlight in

89
00:06:24.120 --> 00:06:25.720
my life. Yeah, that that.

90
00:06:25.800 --> 00:06:30.160
Story just absolutely inspires me my own daughter, Katherine, and

91
00:06:30.639 --> 00:06:35.040
I understand a little bit your daughter, Vanessa. Traditional schools,

92
00:06:35.519 --> 00:06:41.279
traditional learning was not their favorite environment. And so what

93
00:06:41.720 --> 00:06:44.199
you did brilliantly, And I wish I had known you

94
00:06:44.600 --> 00:06:49.879
back then because I went the more traditional route of

95
00:06:50.600 --> 00:06:55.319
having Catherine go into kind of additional educational support and

96
00:06:55.360 --> 00:07:00.519
tutoring and things, and that stigmatized her in some ways.

97
00:07:00.720 --> 00:07:03.720
But in hearing your story and knowing you as I do,

98
00:07:04.319 --> 00:07:05.279
that did not happen.

99
00:07:06.879 --> 00:07:11.879
No, she really blossomed under the let's fire up what

100
00:07:11.920 --> 00:07:16.399
you're passionate about plan, and that also fired up the

101
00:07:16.439 --> 00:07:20.560
rest of us in the family. So that was really

102
00:07:21.120 --> 00:07:25.800
a spectacular time in our lives. And it also called

103
00:07:25.839 --> 00:07:29.279
on the topic that I am most interested in, which

104
00:07:29.319 --> 00:07:32.800
is how do you build collaborative environments because there's no

105
00:07:32.920 --> 00:07:37.560
way that one person can educate any one person, so

106
00:07:38.199 --> 00:07:41.639
it really requires a village and a team. And so

107
00:07:41.839 --> 00:07:45.120
calling on people and saying, I know you're interested in

108
00:07:45.199 --> 00:07:48.120
raising bees, could you show Vanessa how you raise bees?

109
00:07:48.279 --> 00:07:50.839
I know you're great at fixing locks? Would you show

110
00:07:50.879 --> 00:07:53.800
her how to fix a lock? And calling on the

111
00:07:53.879 --> 00:07:58.680
community that we had was also another great aspect.

112
00:07:58.680 --> 00:08:02.519
That's it does take a village. Hillary Clinton, I think

113
00:08:02.680 --> 00:08:06.040
was one that that was the title of her book.

114
00:08:06.240 --> 00:08:11.319
I believe yes, so oh that that is so heartwarming.

115
00:08:11.480 --> 00:08:12.920
And I know we're going to be talking a little

116
00:08:12.959 --> 00:08:18.000
bit about, you know, organizations and collaboration, but our families

117
00:08:18.040 --> 00:08:23.319
are probably the best opportunity to test drive some of

118
00:08:23.360 --> 00:08:28.439
these simple but not easy, as Marshall would say, ideas

119
00:08:28.759 --> 00:08:31.839
and and modalities that that we're going to be sharing

120
00:08:32.000 --> 00:08:36.879
in the coming minutes. And also probably the riskiest in

121
00:08:36.919 --> 00:08:40.159
many ways, because you know your family, you don't you

122
00:08:40.200 --> 00:08:44.679
can't fire your family. You've got to make it. And

123
00:08:44.759 --> 00:08:46.799
so there's a lot at stake, there's a lot of emotion.

124
00:08:49.240 --> 00:08:51.000
I think it's a great proving ground if you if

125
00:08:51.039 --> 00:08:54.840
you can try these things, you're probably going to work

126
00:08:54.919 --> 00:08:55.840
just great in the corp of.

127
00:08:55.759 --> 00:09:01.639
The world exactly. And also, you know John Gotman, who

128
00:09:01.799 --> 00:09:06.240
was a family marriage counseling expert, did a lot of

129
00:09:06.279 --> 00:09:08.879
research in that field, and he came up with a

130
00:09:09.159 --> 00:09:14.000
premise that really reverberates through most social sciences, which is

131
00:09:14.519 --> 00:09:17.679
he noticed that the couples that stayed together the longest,

132
00:09:17.759 --> 00:09:20.200
the ones that had the most successful marriages and were

133
00:09:20.399 --> 00:09:24.879
happiest in their marriage, would compliment one another five times

134
00:09:24.919 --> 00:09:28.440
for every one time that they criticized someone. And so

135
00:09:29.200 --> 00:09:32.320
using these tools of collaboration, we want to bring in

136
00:09:32.360 --> 00:09:36.200
as many positive reinforcements. But you know that goes counter

137
00:09:36.360 --> 00:09:39.519
to the way our brain works. Our brain works that

138
00:09:39.960 --> 00:09:42.120
you know, we have to immediately find the things that

139
00:09:42.159 --> 00:09:44.399
are wrong, we have to point them out. We have

140
00:09:44.559 --> 00:09:48.639
to make sure everybody knows what's going on that's not right.

141
00:09:49.360 --> 00:09:53.840
But our social systems require that we point out things

142
00:09:53.879 --> 00:09:57.320
that are going right. And so it almost takes an

143
00:09:57.519 --> 00:10:00.799
concerted effort to find the thing sort are doing right

144
00:10:00.879 --> 00:10:04.159
and to reward people for those things. So you're right,

145
00:10:04.399 --> 00:10:06.399
And one thing we can do in our families is

146
00:10:06.879 --> 00:10:09.159
make sure they know all the things that are going right.

147
00:10:09.639 --> 00:10:12.840
And even if they did something that didn't come out

148
00:10:12.879 --> 00:10:16.240
the way they wanted, at least acknowledging the positive intent

149
00:10:16.320 --> 00:10:19.000
that that other person had is a big part of

150
00:10:19.080 --> 00:10:21.320
building collaboration within our families.

151
00:10:21.639 --> 00:10:26.679
Well, that is just a great testimony to the power

152
00:10:26.919 --> 00:10:33.279
of communication and intention. We'll talk some more about validation

153
00:10:34.080 --> 00:10:38.159
of people's emotions as a bridge to meet them where

154
00:10:38.200 --> 00:10:44.919
they are and to perhaps provide more constructive feedforward. Another martialism,

155
00:10:45.559 --> 00:10:48.320
you've changed the past that you can change your behavior

156
00:10:48.759 --> 00:10:52.240
from this moment forward. So one other quick question, just

157
00:10:52.279 --> 00:10:56.279
to help our listeners to know you a little bit deeper.

158
00:10:56.679 --> 00:10:58.960
But what I love about what you've already done is

159
00:11:01.240 --> 00:11:04.080
being as vulnerable, authentic as you can be given all

160
00:11:04.120 --> 00:11:12.039
the contracting. So before being a mom, you know, before

161
00:11:12.080 --> 00:11:17.559
being an educator, best selling author, a world class executive coach,

162
00:11:17.600 --> 00:11:22.879
a philanthropist. You and Mark have, I believe, helped fund

163
00:11:23.039 --> 00:11:27.559
some pretty successful Broadway shows which my wife and I

164
00:11:27.600 --> 00:11:29.480
can't wait to sell our house so that we can

165
00:11:29.519 --> 00:11:33.559
go traveling and going to shows again. And a global

166
00:11:33.600 --> 00:11:38.559
thought leader on collaboration. So before all of that, doctor Benita,

167
00:11:39.039 --> 00:11:43.200
what life experience or two forged who you have become.

168
00:11:43.720 --> 00:11:47.519
So that's a great question. That's a great question. Thank

169
00:11:47.559 --> 00:11:50.039
you for that. I would say that in my childhood

170
00:11:50.480 --> 00:11:53.759
I grew up in Silicon Valley during the sixties. My

171
00:11:53.840 --> 00:11:56.720
father was a fuel specialist for the Moon launch, and

172
00:11:57.279 --> 00:12:01.000
so we were surrounded by people in Silicon Valley who

173
00:12:01.159 --> 00:12:04.480
were there just to launch up and put a man

174
00:12:04.559 --> 00:12:08.480
on the Moon. And that was an incredibly collaborative environment.

175
00:12:09.159 --> 00:12:12.120
There were people from over eighty countries working on that project.

176
00:12:12.159 --> 00:12:15.399
There were so many different languages being spoken. The person

177
00:12:15.440 --> 00:12:18.399
across the street was a specialist in origami and was

178
00:12:18.440 --> 00:12:22.919
responsible for folding up the lunar module onto the capsule.

179
00:12:23.080 --> 00:12:27.279
The person next door was a specialist in birds, and

180
00:12:27.360 --> 00:12:30.039
his expertise was to keep the birds out of the

181
00:12:30.039 --> 00:12:34.720
engine on launch, because that can derail a lot of launches.

182
00:12:35.120 --> 00:12:39.360
And so I realized that there isn't one direct route

183
00:12:39.679 --> 00:12:43.720
to achieving anything. You need people who have this varied

184
00:12:44.080 --> 00:12:48.399
experiences and different languages and different perspectives, and you need

185
00:12:48.440 --> 00:12:50.399
to pull them all together and get them running in

186
00:12:50.440 --> 00:12:53.440
the same direction. And that is perhaps one of the

187
00:12:53.480 --> 00:12:56.039
hardest things that a leader has to do. So growing

188
00:12:56.120 --> 00:12:59.240
up in Silicon Valley and in that environment was incredibly

189
00:13:00.720 --> 00:13:05.519
powerful for me because I got to experience firsthand, for example,

190
00:13:06.279 --> 00:13:09.200
my father. I don't remember much about what was on

191
00:13:09.240 --> 00:13:12.399
television at that time because we had a tube television

192
00:13:12.879 --> 00:13:15.120
and so the tubes kept burning out, so I don't

193
00:13:15.159 --> 00:13:19.120
remember shows, but I do remember my father and his friends,

194
00:13:19.120 --> 00:13:22.960
who were all rocket scientists, literally with their heads in

195
00:13:23.000 --> 00:13:26.360
the back of the machine trying to get the thing

196
00:13:26.399 --> 00:13:29.440
to work. And I got the role of reading the

197
00:13:29.440 --> 00:13:32.759
schematic because I had the smallest finger and I could

198
00:13:32.840 --> 00:13:36.799
trace it along the schematic. And it was very interesting

199
00:13:36.879 --> 00:13:41.039
because here were these three rocket scientists and me, an

200
00:13:41.080 --> 00:13:44.039
eight year old girl who had a tiny finger. And

201
00:13:44.320 --> 00:13:47.840
if I said, I think it's tube number two seventy five,

202
00:13:48.360 --> 00:13:50.720
they would look at one another and they'd say test

203
00:13:51.000 --> 00:13:54.919
tube to seventy five. And it wasn't you know that

204
00:13:55.200 --> 00:13:58.720
there was no hierarchy in that repair of the television

205
00:13:58.840 --> 00:14:01.159
was just to get the television fixed. And I learned

206
00:14:01.200 --> 00:14:06.080
a lot about collaboration and the importance of listening to

207
00:14:06.120 --> 00:14:09.440
one another, and the importance of trusting one another to.

208
00:14:09.279 --> 00:14:15.480
Say, rocket scientists men in the sixties, especially trusting an

209
00:14:15.519 --> 00:14:18.320
eight year old girl. I mean you obviously you were

210
00:14:18.360 --> 00:14:22.759
smart and you took it seriously and people trusted you.

211
00:14:22.919 --> 00:14:23.639
That was awesome.

212
00:14:24.200 --> 00:14:26.960
Well, they trusted that my finger could trace the little

213
00:14:26.960 --> 00:14:28.519
wires all the way around.

214
00:14:30.240 --> 00:14:32.120
Who knew that that was going to be a key

215
00:14:32.159 --> 00:14:35.080
skill in the sixties at tracing a surgeon.

216
00:14:36.320 --> 00:14:40.679
Right, So, just being in that environment, learning how collaboration works,

217
00:14:41.039 --> 00:14:46.279
learning how we sabotage collaboration was very formative in what

218
00:14:46.320 --> 00:14:49.320
I became interested in and wanted to work on.

219
00:14:49.879 --> 00:14:54.440
Thank you for that backstory. I didn't know of what

220
00:14:54.519 --> 00:14:56.799
you just shared that I've known you for quite a

221
00:14:56.840 --> 00:15:00.279
long time. So what a treat for me personally and

222
00:15:00.879 --> 00:15:03.679
for our listeners as well. So we're going to now

223
00:15:04.159 --> 00:15:07.039
shift gears a little bit. We have a break coming

224
00:15:07.159 --> 00:15:11.039
up in about four minutes or so. Time is never

225
00:15:11.080 --> 00:15:14.279
our friend. But I wanted to just give you the

226
00:15:14.320 --> 00:15:18.840
opportunity to see up one of the tools. It's on

227
00:15:18.879 --> 00:15:23.039
your website, the Rebel, if you'd be so kind to

228
00:15:23.080 --> 00:15:24.600
show the website.

229
00:15:25.519 --> 00:15:28.480
So this is on doctor Benita Thompson dot com and

230
00:15:28.519 --> 00:15:32.279
it's under collaborative tools. And this is kind of what

231
00:15:32.320 --> 00:15:37.399
we were talking about David regarding the positive reinforcement that

232
00:15:37.440 --> 00:15:39.919
we need to bring into our families and we need

233
00:15:39.960 --> 00:15:42.519
to point out when things are going right. What I

234
00:15:42.759 --> 00:15:45.960
found was that we also need to do that in

235
00:15:46.039 --> 00:15:50.080
our workplaces, and that there is a way in which

236
00:15:50.120 --> 00:15:54.799
we can reward one another and still appear to be

237
00:15:54.879 --> 00:15:58.799
the leader and the person in charge. And it is

238
00:15:58.919 --> 00:16:02.320
an incredible way and bringing collaboration to the team. And

239
00:16:02.360 --> 00:16:07.039
that's called collaborative promotion as opposed to self promotion. And

240
00:16:07.080 --> 00:16:10.799
we can talk about what we can go into the

241
00:16:10.840 --> 00:16:14.720
details of collaborative promotion, but basically, collaborative promotion helps you

242
00:16:15.960 --> 00:16:19.559
get good information out to the team and to other

243
00:16:19.759 --> 00:16:24.279
departments about what your team is doing, but without the

244
00:16:24.360 --> 00:16:28.679
sting of self promotion. Because people don't tend to like

245
00:16:28.799 --> 00:16:33.600
people who self promote, but they really like people who

246
00:16:33.799 --> 00:16:37.840
complement one another. So this is a tool that helps

247
00:16:37.879 --> 00:16:40.679
you do that in a very constructive way.

248
00:16:41.120 --> 00:16:43.399
So before we take the break, can you tell the

249
00:16:43.480 --> 00:16:46.720
story about the women at Google.

250
00:16:47.159 --> 00:16:53.159
Absolutely, so, collaborative promotion is used when we have a

251
00:16:53.159 --> 00:16:57.360
difficulty in getting the positive things that we're doing out

252
00:16:57.399 --> 00:17:01.679
to the world, because self promotion has a sting to it.

253
00:17:02.159 --> 00:17:07.039
And so there are four elements to collaborative promotion and

254
00:17:07.359 --> 00:17:11.960
the ladies. So in twenty eighteen, the employees of Google

255
00:17:12.039 --> 00:17:15.359
walked off the job because there weren't enough strong women

256
00:17:15.799 --> 00:17:20.240
in senior leadership positions at Google. And so Google set

257
00:17:20.279 --> 00:17:25.160
up a program that trained, or they selected eighteen women

258
00:17:25.480 --> 00:17:28.599
who they felt could be promoted soon into a senior

259
00:17:28.680 --> 00:17:33.279
leadership position, and they brought in all types of consultants

260
00:17:33.559 --> 00:17:36.960
to help work with them on how they could better

261
00:17:37.440 --> 00:17:41.319
represent themselves so that they could be promoted into senior leadership.

262
00:17:41.680 --> 00:17:45.200
And I was fortunate enough to be on that team,

263
00:17:45.359 --> 00:17:49.240
and the skill that I chose was to teach them

264
00:17:49.279 --> 00:17:52.799
collaborative promotion. And it was so beautiful to see these

265
00:17:52.839 --> 00:17:58.160
incredibly brilliant women, I mean, they were exceptionally brilliant who

266
00:17:58.319 --> 00:18:02.400
had not really been in a very supportive environment for ever.

267
00:18:03.599 --> 00:18:06.920
And so to see them supporting one another and not

268
00:18:07.279 --> 00:18:09.200
looking at this as you know, I'm going to get

269
00:18:09.200 --> 00:18:11.759
promoted and you're not, but to look at it as

270
00:18:11.839 --> 00:18:14.559
we're going to rise together, and we're going to work

271
00:18:14.599 --> 00:18:19.200
as a team to get promoted together. That was very

272
00:18:19.319 --> 00:18:23.559
enriching for me and really change the whole attitude that

273
00:18:24.000 --> 00:18:27.279
all the women came to this project with Wow.

274
00:18:27.680 --> 00:18:32.559
Well, let's let's test to drive this together after the break. So,

275
00:18:33.480 --> 00:18:37.880
if you've been receiving useful insights from our conversation with

276
00:18:38.000 --> 00:18:41.599
doctor Benita Thompson, I invite you to join my Regenerate

277
00:18:41.720 --> 00:18:44.559
community on substack, where I'm able to go even deeper

278
00:18:44.559 --> 00:18:47.559
with my guests on the themes you've heard on this show.

279
00:18:47.920 --> 00:18:50.480
We'll be right back for this valuable opera.

280
00:18:52.640 --> 00:18:57.000
You're listening to Regenerate with Kaptain Dave, your personal Regenerator

281
00:18:57.119 --> 00:19:04.400
on K FORHD Radio. We'll be right back. Are you

282
00:19:04.519 --> 00:19:08.480
feeling overwhelmed? Are you ready to regenerate and live the

283
00:19:08.599 --> 00:19:13.880
life of your dreams? Start the transformation now called Captain

284
00:19:13.960 --> 00:19:17.720
Dave at two five three two three seven two five

285
00:19:17.960 --> 00:19:23.799
five eight Stop overthinking again call two five three two

286
00:19:23.839 --> 00:19:29.759
three seven two five five eight, or go to regenerativeworldgroup

287
00:19:30.000 --> 00:19:37.039
dot com to book a free no obligation clarity call.

288
00:19:37.119 --> 00:19:40.240
Let's get back to regenerate right here on K four

289
00:19:40.400 --> 00:19:45.400
HD Radio for more life changing transformations. Here as your host,

290
00:19:45.799 --> 00:19:49.160
Captain Dave, your personal Regenerator.

291
00:19:49.319 --> 00:19:55.000
Welcome back. I'm so glad you're here, and I just

292
00:19:55.319 --> 00:20:00.480
picked the wrong button. So book that back. You wanted

293
00:20:00.519 --> 00:20:08.559
to resume this discussion around colaborative collaboration and specifically around

294
00:20:09.000 --> 00:20:14.359
how can people much much more authentic flaborative promotion rather

295
00:20:14.440 --> 00:20:18.839
than self promotion. And Doctor Benita talked about a story

296
00:20:19.240 --> 00:20:23.640
with a number of women executives at Google show she

297
00:20:23.720 --> 00:20:27.920
had the privilege of bringing this idea into Google and

298
00:20:28.000 --> 00:20:32.240
it was really transformational for I wouldn't just say the

299
00:20:32.279 --> 00:20:34.559
leader of the women themselves, I would say it probably

300
00:20:34.640 --> 00:20:36.279
cascilated out.

301
00:20:38.400 --> 00:20:39.319
Is that absolutely?

302
00:20:40.160 --> 00:20:40.400
I think?

303
00:20:40.960 --> 00:20:43.599
I think that's very true, you know, David, It's it's

304
00:20:43.640 --> 00:20:45.640
really interesting. A lot of leaders come to me and

305
00:20:45.680 --> 00:20:48.160
they said, well, I don't want to reward you know,

306
00:20:48.440 --> 00:20:51.680
this specific person because all the other people on my

307
00:20:51.720 --> 00:20:54.519
team are going to feel like I didn't do something

308
00:20:54.559 --> 00:20:56.599
for them, and so I don't want to get into

309
00:20:56.720 --> 00:21:01.000
where I have to do something for everybody, and they

310
00:21:01.079 --> 00:21:04.559
feel as though it can be a punishment for other

311
00:21:04.599 --> 00:21:07.839
people rather than you know, just a reward for one person.

312
00:21:08.440 --> 00:21:12.640
And so we want to be able to reward people

313
00:21:12.839 --> 00:21:15.799
in a way that they see that they can change

314
00:21:15.839 --> 00:21:21.000
their behavior to a comment to adopt these new behaviors

315
00:21:21.039 --> 00:21:24.200
that the person being rewarded has adopted. So I see

316
00:21:24.240 --> 00:21:26.160
you have clicked to my site.

317
00:21:26.720 --> 00:21:30.440
Yes, now I think I'm sharing them the wrong one again,

318
00:21:30.559 --> 00:21:33.519
So I'm going to fix that. He can be taught slowly,

319
00:21:35.039 --> 00:21:39.480
all right. So, doctor Bennia Thompson, it's the collaborative tools one.

320
00:21:39.680 --> 00:21:42.680
Why is that one not showing as a clickable link?

321
00:21:42.759 --> 00:21:45.319
Let's see here? So do you mind talking about the four?

322
00:21:46.079 --> 00:21:50.160
Sure? So there are four steps in a collaborative promotion.

323
00:21:50.279 --> 00:21:53.680
The first one is what did the person do? Because

324
00:21:53.759 --> 00:21:57.720
if I'm rewarding you, David and saying you're a wonderful person,

325
00:21:57.799 --> 00:22:01.000
You're just so great, we love having you on the team,

326
00:22:01.559 --> 00:22:04.319
other people on the team can't be David. And so

327
00:22:04.440 --> 00:22:07.240
what we want to do is reward a specific behavior

328
00:22:07.279 --> 00:22:12.319
that you did. So David's established this regenerate podcast and

329
00:22:12.960 --> 00:22:16.599
that he has I tend to blend them all together.

330
00:22:16.640 --> 00:22:19.839
So basically step one is what specifically did they do?

331
00:22:20.160 --> 00:22:26.559
Step two is what quality or freight did they bring

332
00:22:26.680 --> 00:22:30.440
to this that really made it stand out? So the

333
00:22:30.480 --> 00:22:33.480
first one we've established what it is they did. The

334
00:22:33.519 --> 00:22:36.200
second one, why is the way that they went about

335
00:22:36.240 --> 00:22:40.960
approaching it so significant that it deserves a reward? The

336
00:22:41.039 --> 00:22:46.240
third step is looking at how what they did impacts

337
00:22:46.359 --> 00:22:49.279
an overarching goal for everyone. In other words, how does

338
00:22:49.319 --> 00:22:52.799
it benefit everybody? And that is really important for establishing

339
00:22:52.839 --> 00:22:56.480
you as the leader, because as a leader, you want

340
00:22:56.519 --> 00:23:02.000
to establish a goal in everything you do, and when

341
00:23:02.039 --> 00:23:07.000
you criticize somebody, when you promote somebody, you're always bringing

342
00:23:07.000 --> 00:23:10.000
it back to the goal level. And then the fourth

343
00:23:10.000 --> 00:23:12.160
thing that you need to do in the collaborative promotion

344
00:23:12.920 --> 00:23:18.319
is to state to invite everybody to reward this person

345
00:23:18.400 --> 00:23:21.440
with you. So that might be everybody stands in an applause,

346
00:23:21.880 --> 00:23:25.839
it might be everybody gives a whoo hoo. Whatever your

347
00:23:25.920 --> 00:23:30.480
team does to acknowledge each other, and that's really great

348
00:23:30.519 --> 00:23:34.759
because it gets everybody involved and everybody can acknowledge the

349
00:23:34.799 --> 00:23:38.480
person along with the leader. So it's those four steps,

350
00:23:38.759 --> 00:23:40.880
and so the tool will walk you through those four

351
00:23:40.920 --> 00:23:44.279
steps and it will give you a proposed wording. Now,

352
00:23:44.319 --> 00:23:48.200
obviously the tool is using AI, and whenever we use AI,

353
00:23:48.279 --> 00:23:51.319
we want human to come in and make sure that

354
00:23:51.319 --> 00:23:54.680
that makes sense, because the tool can't know everything about

355
00:23:54.720 --> 00:23:58.000
your circumstances. But it will give you a proposed wording,

356
00:23:58.119 --> 00:24:01.240
something to start with, something to edit, and it will

357
00:24:01.240 --> 00:24:02.880
walk through those four steps.

358
00:24:03.119 --> 00:24:04.880
So Can we just have some fun for a moment,

359
00:24:05.319 --> 00:24:05.920
Let's do it.

360
00:24:06.200 --> 00:24:13.039
So I observed doctor Bernita last Friday, was very pathetic

361
00:24:13.519 --> 00:24:18.519
about colleague yet.

362
00:24:17.240 --> 00:24:20.519
To see how great myak is under pressure. Okay, So

363
00:24:20.720 --> 00:24:24.079
I observed you, yeah, you last Friday because we get

364
00:24:24.400 --> 00:24:27.000
together as part of a Mastermind group. We've been doing

365
00:24:27.000 --> 00:24:30.480
this now for four years with a number of terrific

366
00:24:30.519 --> 00:24:34.960
Marshall Goldsmith hundred coaches. Uh kind of a life plan

367
00:24:36.160 --> 00:24:39.119
and very empathetic about a colleague who was having a

368
00:24:39.160 --> 00:24:44.160
difficult time in their in their family. Was there more

369
00:24:44.160 --> 00:24:46.519
that I would want to define here?

370
00:24:47.400 --> 00:24:51.400
What did I specifically do that showed that I was empathetic?

371
00:24:51.759 --> 00:24:56.000
Listened then question.

372
00:24:58.279 --> 00:25:01.799
And the benefit of being specific on that is that

373
00:25:02.039 --> 00:25:04.920
other people will listen and they'll say, okay, So I

374
00:25:05.039 --> 00:25:07.319
want to make sure that I listen when other people

375
00:25:07.359 --> 00:25:11.000
are expressing a difficult challenge, and I want to make

376
00:25:11.039 --> 00:25:14.640
sure that I put forth I asked for permission to

377
00:25:14.640 --> 00:25:17.880
put forth a thought because you've just now said that's

378
00:25:17.880 --> 00:25:19.480
something that you really value.

379
00:25:20.160 --> 00:25:22.720
So then I'm just saying here, and because you met

380
00:25:23.039 --> 00:25:27.960
this person where they were, her story made positive connection

381
00:25:28.599 --> 00:25:33.960
and impact on the other person, something like that.

382
00:25:34.240 --> 00:25:38.319
Okay, and then it's for an individual and you can.

383
00:25:38.200 --> 00:25:41.759
Put the name this is my name because and they

384
00:25:41.920 --> 00:25:44.720
then stands out. Okay, So there's a few questions to

385
00:25:44.759 --> 00:25:45.440
answer here.

386
00:25:48.359 --> 00:25:50.279
The strength would be probably empathy.

387
00:25:50.720 --> 00:25:52.559
Okay, So I can just do it one worder.

388
00:25:52.720 --> 00:25:56.440
You can do it one worder the relationship to you.

389
00:25:56.720 --> 00:26:00.240
So this is really we realize that when you do

390
00:26:00.240 --> 00:26:03.319
it inside the organization it needs different pronouns than when

391
00:26:03.319 --> 00:26:06.200
you do it outside the organization. So this is just

392
00:26:07.039 --> 00:26:12.799
you can say inside the organization because it's within our community.

393
00:26:13.319 --> 00:26:17.279
And then the shared goal what comes from this type

394
00:26:17.279 --> 00:26:17.920
of behavior?

395
00:26:18.839 --> 00:26:20.720
So is it in the past tense or in the present,

396
00:26:20.799 --> 00:26:23.119
So improved trust or improved trust?

397
00:26:23.960 --> 00:26:26.559
Either one it will it will sort it out with

398
00:26:26.640 --> 00:26:27.359
the AI tool.

399
00:26:27.720 --> 00:26:35.160
Okay, So improved trust, improved trust, engagement, and psychological safety.

400
00:26:35.319 --> 00:26:38.400
About that perfect? And then how did this move a

401
00:26:38.480 --> 00:26:43.119
shared goal forward? So I just maybe reprised what I

402
00:26:43.160 --> 00:26:46.799
said here by meeting you, meeting the colleague where they

403
00:26:46.799 --> 00:26:53.799
were made a positive connection, impact the other person first

404
00:26:53.920 --> 00:26:57.839
of the year through challenge something like that. So if

405
00:26:57.839 --> 00:27:00.160
I this from here, I.

406
00:27:00.160 --> 00:27:04.640
Need and put it down below. Yep, that that works.

407
00:27:04.880 --> 00:27:08.400
Okay, all right, so are we pretty good to go.

408
00:27:08.960 --> 00:27:14.599
We're good to go. Press the severe it will correct

409
00:27:14.640 --> 00:27:15.240
any spelling.

410
00:27:15.440 --> 00:27:18.519
I do love that about Jenita of Ai. Thank goodness

411
00:27:18.519 --> 00:27:22.160
for my bot. So this is such a clever use

412
00:27:22.200 --> 00:27:26.440
of jennital of Ai. I really so this is.

413
00:27:26.400 --> 00:27:29.400
The paragraph that came up with. I can't quite see

414
00:27:29.440 --> 00:27:32.920
it because this print is too small for me. Can

415
00:27:32.960 --> 00:27:33.400
you read it?

416
00:27:33.720 --> 00:27:38.480
Yeah? Yeah, absolutely, So your recognition draft was was created

417
00:27:38.519 --> 00:27:43.200
by doctor Benita Thompson's intelligence agent. I want so this

418
00:27:43.240 --> 00:27:45.920
would be something that that.

419
00:27:45.839 --> 00:27:49.279
I would now recognize Benita for. Rather than put the

420
00:27:49.680 --> 00:27:51.920
when you said individual, it should have been Beanita's name,

421
00:27:52.000 --> 00:27:53.480
So just substitute Beanita.

422
00:27:54.000 --> 00:27:57.440
Yes, okay. I want to recognize Benita for their thoughtful

423
00:27:57.440 --> 00:28:00.720
and empathetic support demonstrated last Friday when they deeply listen

424
00:28:00.759 --> 00:28:04.039
to a colleague facing personal challenges. Love that by meeting

425
00:28:04.079 --> 00:28:07.000
their colleague where they were and thoughtfully sharing a relevant

426
00:28:07.039 --> 00:28:10.640
story with permission, Benita created a meaningful connection that offered

427
00:28:10.680 --> 00:28:14.839
hope and encouragement during a difficult time, where genuine empathy

428
00:28:14.880 --> 00:28:19.400
and attentiveness not only uplifted the individual. So that's a

429
00:28:19.480 --> 00:28:23.640
nice insight that I didn't write that came strictly strictly

430
00:28:23.680 --> 00:28:31.000
from your training of the LM, but also trust engagement

431
00:28:31.039 --> 00:28:34.640
in psychological safety across teams. And then finally, this moment

432
00:28:34.680 --> 00:28:39.400
of compassionate leadership of that exemplifies the values that helped

433
00:28:39.440 --> 00:28:44.599
cultivate a supportive and resilient workplace culture. Please join me

434
00:28:44.799 --> 00:28:51.160
in commending Benita for their impactful and inspiring approach. Yah Benitaya.

435
00:28:51.960 --> 00:28:56.160
So that is a way in which you can have

436
00:28:56.640 --> 00:29:00.599
the tool right promotions for other people. If you can

437
00:29:00.640 --> 00:29:03.079
get everybody on a team doing this for one another,

438
00:29:03.519 --> 00:29:07.920
you will be amazed at the collaboration that comes from this,

439
00:29:08.279 --> 00:29:11.240
the good will that gets built from this, and people

440
00:29:11.319 --> 00:29:17.480
start really focusing on doing things better and regenerating and

441
00:29:17.519 --> 00:29:22.359
self improving when teams do this for one another. I've

442
00:29:22.400 --> 00:29:25.200
even seen that they do. They have a time during

443
00:29:25.240 --> 00:29:28.720
their weekly staff meeting where people can call out other

444
00:29:28.759 --> 00:29:31.359
people for good work. And if you give them a

445
00:29:31.400 --> 00:29:33.839
tool like this, the way that they call them out

446
00:29:34.079 --> 00:29:37.839
is very instructive to everyone about the types of behaviors

447
00:29:37.880 --> 00:29:40.200
that we expect and want from others.

448
00:29:40.599 --> 00:29:42.400
And I have a story that I'd like to share,

449
00:29:42.440 --> 00:29:45.759
but before I do, it looks like there's some very

450
00:29:45.799 --> 00:29:51.480
simple buttons that you could press and use the tone

451
00:29:51.599 --> 00:29:56.400
change features of how you've trained your LLM, so more

452
00:29:57.119 --> 00:29:58.880
more personal and more energetic, etc.

453
00:30:00.119 --> 00:30:02.559
Doing it for Wall Street, it would be a little

454
00:30:02.559 --> 00:30:05.400
more formal, and if you would if you're doing it

455
00:30:05.440 --> 00:30:07.359
for a group of friends, it probably would be a

456
00:30:07.400 --> 00:30:10.480
little more casual. And so you can tailor it. And

457
00:30:10.519 --> 00:30:13.000
then I think it is also edit it and email it.

458
00:30:13.839 --> 00:30:16.359
Yeah, yeah, I see that as well. And you know,

459
00:30:16.640 --> 00:30:20.000
sometimes the user interface for these tools is not intuitive.

460
00:30:20.039 --> 00:30:23.279
But you've made the super idiot proof for people like me.

461
00:30:23.759 --> 00:30:26.240
So you can email it to yourself. You could download

462
00:30:26.279 --> 00:30:29.039
it as a PDF as a text or copy it

463
00:30:29.079 --> 00:30:33.279
into say a PowerPoint for a team's presentation or something else.

464
00:30:33.680 --> 00:30:37.039
Very cool. All right, Now, the story that I'd like

465
00:30:37.119 --> 00:30:41.559
to share about this timely and authentic, well, you can

466
00:30:41.680 --> 00:30:44.480
take that down now if you don't mind it. When

467
00:30:44.519 --> 00:30:48.640
I was turning around the nine and thirty million dollars

468
00:30:48.640 --> 00:30:53.720
Smartleter program, an incredible team of engineers and software developers.

469
00:30:54.839 --> 00:30:59.559
I was hired because the systems integrator was a little late.

470
00:31:00.119 --> 00:31:03.200
It was a really complicated twenty three different vendors, and

471
00:31:04.119 --> 00:31:07.039
I remember the first day that I'm mind you could

472
00:31:07.119 --> 00:31:11.759
see the shoulders just kind of sunk in and people

473
00:31:11.799 --> 00:31:14.319
didn't have a lilt in their step. They were feeling

474
00:31:14.440 --> 00:31:18.480
pretty beaten and they were had just art of the project.

475
00:31:19.079 --> 00:31:24.039
And I remember Phi Hewing my Box Buddies the BC

476
00:31:24.240 --> 00:31:30.720
Hydro director and I was the GEMI director. We agreed

477
00:31:30.799 --> 00:31:34.240
that we needed to change the way that the team

478
00:31:34.359 --> 00:31:39.880
culture was. It wasn't about the budget and the scope

479
00:31:40.000 --> 00:31:42.680
and the schedule. It was about how do you create

480
00:31:42.720 --> 00:31:45.559
an environment where people can come and do their best,

481
00:31:46.079 --> 00:31:49.039
most creative work, which I believe is the role of

482
00:31:49.160 --> 00:31:52.720
all good leaders, and then help people remove their own

483
00:31:52.759 --> 00:31:57.559
impediments or obstacles. And if they can't, if it theems,

484
00:31:58.039 --> 00:32:01.599
then you know, then the top leaders compely need to

485
00:32:01.640 --> 00:32:06.680
get involved. And so what we introduced was it was

486
00:32:06.720 --> 00:32:09.759
a weekly meeting at the beginning, and then it went

487
00:32:09.759 --> 00:32:15.119
to monthly and it was exactly this timely, unauthentic and

488
00:32:15.400 --> 00:32:24.119
authentic feed forward that your tools, your collaborative emotion tool

489
00:32:24.359 --> 00:32:29.000
just created with yours and my help, and people they

490
00:32:29.039 --> 00:32:31.559
will crawl over broken glass, won't they if they believed

491
00:32:31.799 --> 00:32:36.480
the recognition is timely and authentic. Now we offered a

492
00:32:36.519 --> 00:32:41.279
little coffee part and these little foam stick figures three

493
00:32:41.359 --> 00:32:44.039
D foam that you could connect up and we knew

494
00:32:44.039 --> 00:32:46.480
that we were making a difference when not only did

495
00:32:46.519 --> 00:32:52.640
the shoulders to relax and people were standing more upright,

496
00:32:52.799 --> 00:32:55.200
they had the lilt in their step, there was humor

497
00:32:55.240 --> 00:33:00.640
in the hallways and was getting done. We enjoying the

498
00:33:00.759 --> 00:33:06.480
journey and people uh. And we always had one story

499
00:33:07.119 --> 00:33:11.039
of three or four that we told together with somebody

500
00:33:11.039 --> 00:33:15.039
who's doing something that people would never have known. Kind

501
00:33:15.039 --> 00:33:20.440
of that quiet, silent, often introverted person who just because

502
00:33:20.480 --> 00:33:24.319
of their presence, because they're paying attention because they've got

503
00:33:24.319 --> 00:33:28.799
somebody else, not very visible, but oh my gosh, it's

504
00:33:28.960 --> 00:33:32.680
kind of like Greece helping the gear, you know, turn

505
00:33:32.799 --> 00:33:36.640
and not grind. So as a leader of you experienced

506
00:33:37.119 --> 00:33:42.480
something profound about timely and authentic recommission.

507
00:33:43.200 --> 00:33:46.839
Oh. I have found that it is transformative in any

508
00:33:46.920 --> 00:33:51.960
organization to have this positive feedback coming back to people.

509
00:33:52.240 --> 00:33:55.559
You know, collaboration isn't about being nice. A lot of

510
00:33:55.599 --> 00:33:58.559
people confuse this. In fact, niceness can get in the

511
00:33:58.599 --> 00:34:02.519
way of being collaborative. Collaboration is about achieving a goal

512
00:34:02.599 --> 00:34:05.480
together and so it's a team goal. We know a

513
00:34:05.480 --> 00:34:09.519
lot about goals for individuals but the research for team

514
00:34:09.559 --> 00:34:13.039
goals is more scarce. But what we do know is

515
00:34:13.079 --> 00:34:15.920
that teams need to feel like each person on the

516
00:34:15.920 --> 00:34:18.719
team has each other's back, and the way we develop

517
00:34:18.840 --> 00:34:23.920
that is through this positive reinforcement. Again, not that it's

518
00:34:24.199 --> 00:34:27.800
just there to be nice, because when we call out

519
00:34:27.840 --> 00:34:30.800
what the person specifically did, the quality that they brought

520
00:34:30.960 --> 00:34:34.880
to the table, and then why that connects with the

521
00:34:34.960 --> 00:34:38.719
overarching goal. When we connect all of those three things together,

522
00:34:39.239 --> 00:34:42.519
then we become collaborative because we are supporting the goal

523
00:34:42.800 --> 00:34:46.679
every time we recognize someone. And I think that's a

524
00:34:46.719 --> 00:34:51.079
really really important I've seen huge transformations in just a

525
00:34:51.199 --> 00:34:55.119
very short period of time by having people really focus

526
00:34:55.159 --> 00:35:00.360
in on getting five positive feedback sessions for everyone system,

527
00:35:00.840 --> 00:35:02.199
it can be transformative.

528
00:35:02.840 --> 00:35:07.199
Absolutely. So maybe just to finish my little story, we

529
00:35:07.280 --> 00:35:10.280
had four years of work basically that we had to

530
00:35:10.280 --> 00:35:12.599
get done in two years because of the funding ups

531
00:35:12.639 --> 00:35:16.679
and downs of the provincial government and just technology delays,

532
00:35:16.679 --> 00:35:21.519
et cetera. And we met all of those objectives. Thirty

533
00:35:21.559 --> 00:35:25.360
five systems, one hundred and thirty nine interfaces for the

534
00:35:25.400 --> 00:35:29.960
engineering and software development what was it, one point eight

535
00:35:30.000 --> 00:35:35.239
million smart meters swapped out all of the networking gear

536
00:35:35.360 --> 00:35:39.519
had to be done. It was a remarkable program and

537
00:35:39.639 --> 00:35:42.519
the thing that I'm most out of is that we

538
00:35:42.559 --> 00:35:45.920
did enjoy the journey. It did not feel after that

539
00:35:45.960 --> 00:35:51.159
first few weeks after my arrival. It didn't feel like

540
00:35:51.199 --> 00:35:51.800
a death march.

541
00:35:52.920 --> 00:35:56.960
I'm curious, David, when problems arose, and I'm sure they did.

542
00:35:58.400 --> 00:36:00.440
Did people feel like they could bring them up in

543
00:36:00.480 --> 00:36:00.920
the meeting?

544
00:36:01.320 --> 00:36:04.960
Yeah? Yeah, that was. In fact, one of the early

545
00:36:05.000 --> 00:36:07.440
early stories that Kay Hugh and I and I talked

546
00:36:07.639 --> 00:36:11.239
or shared was somebody that brought bad news and we said,

547
00:36:11.719 --> 00:36:14.000
you know, we can't manage a secret. I was leveraging

548
00:36:14.039 --> 00:36:17.280
a lot of the Alam Malalley working together principles and

549
00:36:17.320 --> 00:36:21.840
practices to turn that program around. And yeah, we created

550
00:36:21.840 --> 00:36:26.320
that psychological safety. So the early early stories were about

551
00:36:26.360 --> 00:36:28.719
the behaviors that we really wanted to see more of.

552
00:36:29.199 --> 00:36:31.559
You know, we get confused sometimes when we use the

553
00:36:31.639 --> 00:36:35.519
term psychological safety. Amy Edmondson, who came up with that term,

554
00:36:36.800 --> 00:36:42.000
was looking at teams who were incredibly productive, trying to

555
00:36:42.039 --> 00:36:44.800
find out, you know, what were the patterns that they

556
00:36:45.519 --> 00:36:48.280
worked in. And the number one thing that she found

557
00:36:48.840 --> 00:36:52.840
most impactful of any of the factors was this term

558
00:36:52.920 --> 00:36:55.880
that she called psychological safety, and she found that the

559
00:36:55.920 --> 00:36:59.199
teams who argued the most had a greater sense of

560
00:36:59.199 --> 00:37:02.599
psychological safety than the ones who were nice to one another.

561
00:37:03.039 --> 00:37:06.480
And so sometimes we get fooled and we think, oh, well,

562
00:37:06.519 --> 00:37:08.760
in order to have psychological safety, everybody has to be

563
00:37:08.840 --> 00:37:11.400
nice to one another, and we can't bring up anything

564
00:37:11.440 --> 00:37:14.280
that's difficult. But the exact opposite is true. We want

565
00:37:14.280 --> 00:37:17.159
to create an environment where everybody can bring up something

566
00:37:17.199 --> 00:37:20.679
that isn't going right. And so that's why I wanted

567
00:37:20.679 --> 00:37:23.360
to bring up the second tool, which is.

568
00:37:25.119 --> 00:37:27.480
We won't have time to actually test drive it, but

569
00:37:27.599 --> 00:37:29.239
maybe we'll have you come back and we can test

570
00:37:29.320 --> 00:37:32.000
drive it together. But yeah, please describe the tool.

571
00:37:32.400 --> 00:37:36.480
So the tool is called constructive concerns, and it is

572
00:37:36.719 --> 00:37:39.519
a way in which you can enter in something that's

573
00:37:39.599 --> 00:37:42.719
really nagging at you, you know, something that isn't going right.

574
00:37:42.760 --> 00:37:46.519
Maybe it's the behavior of a fellow collaborator, or maybe

575
00:37:46.559 --> 00:37:49.000
it's you know, we don't have enough resources to make

576
00:37:49.039 --> 00:37:52.920
the deadline. Whatever the issue is, just let the computer

577
00:37:53.039 --> 00:37:56.239
have it. And then the computer is going to ask you,

578
00:37:56.239 --> 00:37:58.079
you know, what things do you think we need to

579
00:37:58.119 --> 00:38:01.039
be doing in order to solve this problem. It's going

580
00:38:01.079 --> 00:38:05.039
to ask you a series of about four questions and

581
00:38:05.079 --> 00:38:08.239
then it will give you a proposed way of wording

582
00:38:08.280 --> 00:38:11.599
it so that people on the team can hopefully hear

583
00:38:11.800 --> 00:38:13.760
what it is you have to say. And it was

584
00:38:13.840 --> 00:38:17.599
very fun because I was presenting this to a leader

585
00:38:17.639 --> 00:38:21.480
at the mobile and he looked at me and he said,

586
00:38:21.519 --> 00:38:24.800
you're going to change the economy of Indonesia with this tool,

587
00:38:24.880 --> 00:38:28.320
because there are certain cultures that they just don't bring

588
00:38:28.400 --> 00:38:32.639
up things that are of concern and as a result,

589
00:38:32.880 --> 00:38:35.800
they aren't able to address them. Just like Allen Malauley said,

590
00:38:35.840 --> 00:38:38.760
you can't manage something you can't see. So this tool

591
00:38:39.159 --> 00:38:42.199
helps the person who's bringing up the issue and hopefully

592
00:38:42.239 --> 00:38:44.920
helps the team receive the issue in a way that

593
00:38:44.960 --> 00:38:47.280
they can actually address the problem.

594
00:38:47.639 --> 00:38:49.880
And this one, you would type the complaint or concern

595
00:38:50.199 --> 00:38:54.639
you choose from three rewrites, receive clear action steps and

596
00:38:54.679 --> 00:38:57.400
follow up suggestions, and then you can kind of copy

597
00:38:57.440 --> 00:38:59.599
and save it as you as we did before with

598
00:38:59.639 --> 00:39:01.000
the Color Laborator promotional.

599
00:39:01.639 --> 00:39:05.280
Right, and again, always use your human sense to make

600
00:39:05.320 --> 00:39:06.320
sure that it makes sense.

601
00:39:06.679 --> 00:39:11.960
Yeah, I'm so gladly added that. My belief is if

602
00:39:12.320 --> 00:39:17.199
I don't edit the final arbiter of quality of whatever.

603
00:39:17.400 --> 00:39:22.880
The generative AI Intelligent Agent NAVI short for the navigator.

604
00:39:24.039 --> 00:39:29.440
She's my trained GPG bought. If I don't take responsibility,

605
00:39:29.840 --> 00:39:31.960
then I should be replaced the bot.

606
00:39:33.639 --> 00:39:34.119
Exactly.

607
00:39:34.880 --> 00:39:38.559
So, is there anything that you haven't yet said that

608
00:39:38.639 --> 00:39:40.760
you would just love to take about a minute or

609
00:39:40.760 --> 00:39:43.760
so to tell our audience, Anything that's in your heart,

610
00:39:44.000 --> 00:39:47.360
anything around collaboration that you haven't yet been able to say.

611
00:39:47.800 --> 00:39:50.199
Well. One of the reasons why I did this research

612
00:39:50.320 --> 00:39:53.760
was because I noticed in the literature that we promote

613
00:39:53.760 --> 00:39:57.719
people into leadership positions because they stand out from the crowd,

614
00:39:57.800 --> 00:40:02.719
and they do that by being decid and confident and assertive,

615
00:40:03.199 --> 00:40:08.320
and they dominate conversations and they our innate sense says, ah,

616
00:40:08.400 --> 00:40:11.079
this is the leader. And once they get in the position,

617
00:40:11.400 --> 00:40:15.880
we determine that they are effective at their role based

618
00:40:15.920 --> 00:40:18.159
on their ability to bring out the best in others,

619
00:40:18.519 --> 00:40:23.000
to share resources with peers, to align with the strategic

620
00:40:23.719 --> 00:40:28.800
assignments from top senior leaders. These are very different skill sets,

621
00:40:29.039 --> 00:40:31.400
the ones that stand out and the ones that fit in.

622
00:40:31.760 --> 00:40:35.679
So I was particularly interested in how leaders learn these

623
00:40:35.760 --> 00:40:39.960
skills that make them effective in their role after being

624
00:40:40.039 --> 00:40:45.880
rewarded for standing out and being dominant. And so that's

625
00:40:46.280 --> 00:40:51.559
where the focus of my research looked at and where

626
00:40:51.599 --> 00:40:55.079
I learned what is the collaborative skill set? And I

627
00:40:55.079 --> 00:40:58.159
think the difference between my research and what has come

628
00:40:58.199 --> 00:41:01.280
before is we tend to have thought that collaboration was

629
00:41:01.320 --> 00:41:03.760
a trait. You either had it or you didn't. It

630
00:41:03.840 --> 00:41:06.199
was important for organizations to get rid of anybody who

631
00:41:06.199 --> 00:41:10.639
didn't have it. So we don't train for these skills.

632
00:41:10.679 --> 00:41:13.800
We don't train these skills at all, We don't select

633
00:41:13.840 --> 00:41:15.760
for them. But if you don't have the skills, will

634
00:41:15.800 --> 00:41:18.639
fire you. It was basically the bottom line of the research.

635
00:41:19.000 --> 00:41:22.679
And so it's a huge problem that people who want

636
00:41:22.719 --> 00:41:25.880
to get into leadership roles experience. And there's a lot

637
00:41:25.920 --> 00:41:30.000
of different techniques. I'll be developing more tools and developing

638
00:41:30.039 --> 00:41:33.760
more videos and what those techniques are. So, yeah, that's

639
00:41:34.079 --> 00:41:36.960
you can find them at doctor Benita Thompson dot com.

640
00:41:37.119 --> 00:41:37.280
Uh.

641
00:41:37.519 --> 00:41:39.559
Perfect, Well, we're going to have to have you back.

642
00:41:39.599 --> 00:41:42.119
If you had fun, I hope you will be interested

643
00:41:42.320 --> 00:41:42.920
in doing that.

644
00:41:43.400 --> 00:41:46.159
And I loved all the stories that you shared about

645
00:41:46.559 --> 00:41:48.559
how you worked on a team that was just so

646
00:41:48.679 --> 00:41:52.320
great to work with. I love hearing those stories because

647
00:41:52.360 --> 00:41:55.320
that is really what we're all striving for. It makes

648
00:41:55.360 --> 00:42:00.280
the journey and the end goal really really that.

649
00:42:00.320 --> 00:42:05.440
Is fine, well said, So team, this is the end

650
00:42:05.480 --> 00:42:09.440
of episode six with doctor Benita Thompson. Next week we're

651
00:42:09.480 --> 00:42:13.119
going to be navigating through the messy middle of transformations

652
00:42:13.239 --> 00:42:17.599
with Laura Thompson. She's a global Fortune five hundred advisory

653
00:42:17.599 --> 00:42:21.280
coach and best selling author, and she empowers professionals to

654
00:42:21.360 --> 00:42:25.760
lead with values and create purpose and meaning. And the

655
00:42:25.760 --> 00:42:28.880
theme for Next Shoe. Next week's show is humans and

656
00:42:29.599 --> 00:42:33.280
Machines Were Good. So we're going to talk about some

657
00:42:33.320 --> 00:42:36.000
really important questions, what's the purpose of humanity in the

658
00:42:36.119 --> 00:42:40.039
age of AI and getting humans and machines coexist while

659
00:42:40.079 --> 00:42:45.599
preserving human values. So I promise I'll personally read your

660
00:42:45.599 --> 00:42:49.320
constructive comments. If you have, we'd love to add to

661
00:42:49.400 --> 00:42:51.840
you next week. We're better together.

662
00:42:52.239 --> 00:42:54.800
Thanks you for me, Thank you for listening to Regenerate

663
00:42:54.880 --> 00:42:58.320
with Captain Dave. I'm k for HD Radio. We invite

664
00:42:58.360 --> 00:43:01.440
you to give yourself grace and race the messy middle.

665
00:43:01.800 --> 00:43:04.480
See you every Monday at n am Pacific time.

666
00:43:04.920 --> 00:43:06.719
Until then, you got this