My clients have:

• Double and tripled their income
• Decreased their stress by "85%"
• Built their dream and, literally, "bought the farm"
• Won back to back performance awards for the first time in their company's 71 year history
• Grown their business from $4K a month to $300K a month in two years
• Passed their Boards
• Passed their Series 65 exam
• Hired the "best fit" for their CFO position

What do you want to do?  What's your dream?

As an industry the facts about Coaching are compelling?

• 72% say coaching increased their performance
• 80% increased morale
• 86% of companies say they "at least" got their investment back
• 99% were satisfied with the overall experience

by Mark Miller | VP of Marketing, Emergenetics International

How important is trust to your workplace? Can you easily answer that? Probably not…but you can easily understand the ramifications of low trust. Employees leave the company, productivity is down, engagement is way down, the list goes on. And unfortunately, it’s easier to tear down trust than to build trust back up.

This is on leadership to set the tone, recognize the importance of trust and find ways to understand what matters to their employees and teams. This quote from Charles Green in a Forbes article on trust sums it up perfectly: Leaders can no longer trust in power; instead, they rely on the power of trust.

How do you harness the power of trust as a leader? Simply…you understand your people on a deep level.  Here I share 10 ways to build trust based on what will matter to any employee. Any employee? I can say any employee because every person exhibits these ways of thinking and behaving and when you tap into what drives people on an innate cognitive level, you can tap into their trust builders.​

10 Ways to Build Trust:

1. Bring Proof: Trust comes with the confidence brought by research, data and logic, which is critical for Analytical Thinkers. These team members build trust by seeing proof and knowing that you will deliver factual, clear results
   
2. Be Accurate: People who love structure and process (Structural Thinkers) build trust by seeing a promise executed and delivered. On time. With precision.
   
3. Get Involved: People who approach work via relationships (Social Thinkers) build trust by building and cultivating a collaborative and open way to work. Involve them on a real, results-oriented level to build trust.
   
4. Communicate the Vision: People who gravitate to big-picture and visionary work (Conceptual Thinkers) build trust by knowing that what you’re asking them to do means something on a broader sense. You need to show how their ideas can be executed.
   
5. Listen: Keep in mind that a more quiet team member on the Expressiveness Spectrum will gain trust by seeing someone who pauses, listens and creates a space for their contribution.
   
6. Provide a Forum: More gregarious employees tend to process information out loud, and a manager who allows them space to bring their thoughts whenever and wherever will build trust.
   
7. Create a Non-confrontational Atmosphere: For the peacekeepers on your team, (those who tend toward a more genial mode of Assertiveness), a hard-charging, competitive manager can be a bad fit and erode trust. Make a deliberate attempt to work towards consensus with these team members.
   
8. Challenge People: A genial atmosphere doesn’t mean to preclude driving things forward or being challenging. Build trust with your more competitive employees by challenging their thinking and encourage them to challenge yours.
   
9. Maintain Focus and Direction: Clarity and focus from a leader is critical and team members who tend to be more firm on the Flexibility Spectrum could lose trust with a manager who welcomes change since you may appear wishy-washy and confusing. Be sure to communicate the rationale behind a change (Quick Tip: Incorporating their Thinking Preferences into the reasoning will likely increase your success).
   
10. Prepare for Change: Business is constantly shifting, which means change is inevitable. You can build trust as a leader by tapping into your team members who do love the churn. Trust is built when positive change happens and when they’re given an opportunity to convey their ideas and the opportunity to see the change through.

No matter what kind of thinking is present on the team, thinking about these ten factors will help you to build trust within a team and create a platform for a trusting company culture.

First, let's understand the Emergenetics metaphor. There are 4 Thinking and 3 Behavioral attributes.  We will go one by one to put some meaningful but light definition around each concept. 

The Four Thinking Preferences Are:

• Analytical
  
• Structural
• Social
• Conceptual

At WindRiver Strategies we recognize that investment made to create collaborative, higher morale teams must result in higher productivity.  Did you know that research shows that multi-tasking makes us less effective and increases mistakes?  At some level you have likely suspected this and observed it. Our brains aren’t necessarily wired to be productive in the way that work happens today.

So what is a person to do? Here’s our top tips for maximizing your time based on your own thinking and
behaving preferences.  Enjoy the series!

Today we will define the Analytical Thinking Attribute. and also provide some productivity tips. Analytical Thinking (represented by the color blue) is:

• Logical, 
• Rational, 
• Objective, 
• Factual, and 
• Skeptical.

This part of the brain is excellent at rational, clearheaded problem-solving.  When the analytical mind is intrigued, it
perseveres until all its questions are answered.

#1 Tip for Analytical Thinkers
Don’t stop analyzing. That is what you enjoy and what will help you come to the right decisions, but prioritize your analysis to ensure things are moving forward. Don’t get stuck in analysis paralysis.

Additional Tips

• Determine the most difficult or complex task and get that out of the way first.
• Try not to jump to conclusions immediately. It is important to weigh all options for efficiency.
• Seek trusted resources and subject matter experts.
• Use technology to organize and keep on task.

The Maximize Productivity Painlessly Series
Productivity:  An Emergenetics Guide to Maximize Productivity (1)
Maximize Productivity Painlessly:  Productivity Tips for the Structural Thinker (2)
Maximize Productivity Painlessly:  Productivity Tips for the Social Thinker (3)
Maximize Productivity Painlessly:  Productivity Tips for the Conceptual Thinker (4)

More on WindRiver Strategies & Emergenetics
"The Meeting Of The Minds" Seminar
Blue Cross Blue Shield Case Study
Team Building
MillerCoors Case Study
Enhancing Communication Channels
Creating More Productive Teams
Emergenetics Science
Collaborative Leadership

by Geil Browning, Founder and CEO of Emergenetics International

The year is coming to an end, so let's talk about reflection. There's a quote I like by Ralph Waldo Emerson- "In times when we thought ourselves indolent, we have afterwards discovered that much was accomplished, and much was begun in us. All our days are so unprofitable while they pass, that 'tis wonderful where or when we ever got anything of this which we call wisdom, poetry, virtue. We never got it on any dated calendar day."

What he's saying is that while our lives may seem uninteresting at the moment, there's much to be gained from the experiences we have every day. And it is when we take time to reflect--to look back on a day, week, or year and harvest all that valuable "stuff"- that our lives are truly enriched.

Reflection is a deeper form of learning that allows us to retain every aspect of any experience, be it personal or professional--why something took place, what the impact was, whether it should happen again--as opposed to just remembering that it happened. It's about tapping into every aspect of the experience, clarifying our thinking, and honing in on what really matters to us.

From a brain science perspective, it adds neural circuitry to your brain and expands the cerebral cortex by anchoring and deepening your experiences into learning. In layman's terms, you squeeze more benefit out of each day. Even the seemingly mundane can become great sources of ideas, provide a plethora of data to fuel personal growth, and facilitate the development of new skills.

Squeezing more benefit out of each day sounds great, but who has the time to stop and reflect? You have 91 emails waiting for a response tonight and a meeting at 7:00 a.m. Time is precious, and downtime is nonexistent. But if you can just find a way to build in time for reflection, you won't be sorry.

The easiest form of reflection, in my opinion, is to keep a journal. Just the act of writing can summon ideas that may not otherwise have surfaced just noodling around in your head. It allows you to dump everything out on paper (or a screen) and then sort it out and make sense of it.

It's a good idea to do this once a day or once a week for five to ten minutes, or whatever time you have to spare--I'm sure you'll find the experience beneficial. The idea is to get into a habit so that, for example, every Friday at 2pm you'll stop and make some notes. The important thing is that you state the situation and what you learned from it. And it's "the what I learned from it" that's the important part.

As an entrepreneur especially, you need to stop every now and then to think about where your business is heading. Whether it's for the upcoming year, the next quarter, or even just in the next week, thinking about where you've come from and where you want to be is a business best practice that can yield big returns.

To get you started, here are a few questions to ponder regarding your thinking and behavioral preferences. Your answers will tell you a lot.

• What are my unique gifts? How did I use them this week? How did I not?
• How do I manage my time? Are there efficiencies to be gained?
• How do I relate to others? Am I comfortable working with people with different preferences or styles than mine?
• How do I assign work? What do I expect from the work of others? How do I complete work myself?
• How do my behavioral preferences (my expressiveness, assertiveness, and flexibility) impact my personal energy levels? Do I gain or lose energy around other people?

There is no better time to reflect than Thanksgiving. So over this next week, let's consider what we're thankful for, and also take time to reflect on things that matter to us the most. Your brain- and your heart- will thank you for it.

Geil Browning, one of the founders of Emergenetics, announced on August 20 that Emergenetics had "officially made the Inc. 500/5000 list of Fastest Growing Companies…for the 4th straight year!" 

Speaking to her worldwide team she remarked, "This is an amazing accomplishment and one that has been made possible only by a true global WEteam effort and by the brilliance that each of you possess. I am amazed by the collective intellect, drive and brilliance of our Associate community. Emergenetics International is propelled by our core values of family, integrity, quality, and sustainability and these values are what keeps us strong and allows us to grow.

Inc. Magazine has compiled the 500/5000 List for 33 years, and making it on four years in a row is a very rare accomplishment. Emergenetics International holds the honored distinction of representing less than 2% of companies who’ve made the Inc. 500/5000 list as a multiyear winner!"

WindRiver Strategies, located in the Atlanta, Georgia area delivers Emergenetics across the country with full solution to companies looking to apply effective coaching strategies and Emergenetics insight to their day-to-day operations. Added available disciplines and tools include leadership training, teamwork and communication seminars, performance appraisal and development processes, strategic planning, sales, trust building exercises, feedback tools, employee orientation presentations, and one-on-one coaching. And because no one knows a company’s needs like the company itself, all of these are completely customizable to meet each organization’s unique challenges and opportunities.

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Different Kinds Of Meetings (Find "Situation Analysis" Meeting in post 9 of this series)

Below is list of different kinds of meetings. In some cases different kinds of meetings can be combined. Conversely, leaders sometimes discover, after reading through this list, that they are trying to do too much in a single meeting with a given group of participants.


Progress Evaluation
Purpose: To evaluate progress against goals and identify obstacles.
Participants: Any leader or individual who has a direct impact on the goals being evaluated.
Frequency: As needed.

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Different Kinds Of Meetings

Below is list of different kinds of meetings. In some cases different kinds of meetings can be combined. Conversely, leaders sometimes discover, after reading through this list, that they are trying to do too much in a single meeting with a given group of participants.

Situation Analysis Meetings

Purpose: to gather information and separate larger topics into actionable sub-issues and set/recommend priorities. This kind of meeting is commonly held as part of the preparation required to determine the topics on the agenda for a larger meeting.

Participants: A smaller group with the implicit authority to set overall priorities and assign topics and sub-issues to others.

Frequency: As needed.

Topic Sequence:
1. Gather input on topics prior and during the meeting.  
2. List, group and separate topics.
3. Prioritize.
4. Assign and inform owners.

(Thanks again to Richard Hawkes, Change Leader & CEO of Growth River and his article “How Do You Know You Had A Great Meeting?” This post is taken directly from his paper.)

Janet Broz, Second Vice-President  and Education Chair of AAHAM Western Reserve Chapter announced the selection of Kevin McDaniel, Chief Strategist with WindRiver Strategies, as the Keynote Speaker FOR THE Fall Two-Day Event to be held at the The Bertram Inn & Conference Center in Aurora, Ohio on September 11 & 12.

NEED A SPEAKER?

About the AAHAM Western Reserve Chapter

We are proud to represent Ohio as part of the National AAHAM Organization-the premier organization for Healthcare Financial Managers.  AAHAM Western Reserve lights the way for Ohio healthcare providers with quality member services and leadership in the areas of education, communication, representation, professional standards and certification.

We take pride in supporting the professional development of our members.  With the assistance of our Corporate Partners, we are able to offer conferences, newsletters, professional certification assistance and networking opportunities, enabling our members to excel in today’s competitive Health Care Revenue Cycle environment.

The AAHAM Professional and Technical Certification titles are the most recognized and respected in the Healthcare Revenue Cycle field. We’d love for you to join us and allow us to help you advance your career through our certification and training programs.

WindRiver Strategies (WRS) is an executive coaching firm delivering proven strategies and Emergenetics to inspire personal, professional and business growth.  WRS is led by Chief Strategist, Kevin McDaniel, who has been coaching for 28 years with a "steel and velvet" technique that is science based, fun, direct and compassionate.  Our intent is to create a partnership with our clients in a thought provoking and innovative process that creates sustainable business growth and inspires personal and professional development.  (Please check out the blog.)

Business Coaching
WRS delivers a full solution to companies looking to apply effective coaching strategies and Emergenetics insight to their day-to-day operations. Added available disciplines and tools include leadership training, teamwork and communication seminars, performance appraisal and development processes, strategic planning, sales, trust building exercises, feedback tools, employee orientation presentations, and one-on-one coaching. And because no one knows a company’s needs like the company itself, all of these are completely customizable to meet each organization’s unique challenges and opportunities.

Step 3: Document VitalTalks
(Thanks again to Richard Hawkes, Change Leader & CEO of Growth River and his article “How Do You Know You Had A Great Meeting?”)


I’ll just keep it short today and say that frequently there are effective meetigns in terms of content and discussion but progress is lost by not tracking topics that were discussed, decisions that were made, commitments that were declared, requests that were accepted, etc.

After the meeting, the meeting’s leader should send out summary notes to all of the participants that include:

• A restatement of the meeting’s purpose
• A list of critical issues that were covered with clear assignment of the issue’s  owner, description of advancement and any commitments that were made (by whom, to whom, by when)
• When are we meeting next?