WEBVTT

1
00:00:01.772 --> 00:00:04.213
If people are disengaged, you don't have a people problem.

2
00:00:04.433 --> 00:00:05.734
You have a system problem.

3
00:00:06.074 --> 00:00:12.198
I'll show you what's broken in your current system and the three-part fix that gets the team aligned and engaged.

4
00:00:12.458 --> 00:00:15.840
My name is Oliver Hals, and I've helped over 300 CEOs master communications.

5
00:00:15.960 --> 00:00:20.162
And this is Speak Like a CEO, the show where I help you become a top 1% communicator.

6
00:00:23.530 --> 00:00:26.431
Last month the CEO asked me, why is my team so disengaged?

7
00:00:26.691 --> 00:00:28.992
And I asked him, how does communication work around here?

8
00:00:29.292 --> 00:00:35.835
And he said, well, once we decide something, we cascade it down the line so that everyone has the relevant information.

9
00:00:36.095 --> 00:00:37.616
I said to him, that is your problem.

10
00:00:37.836 --> 00:00:42.098
Cascading information down the chain of command creates the illusion of communication.

11
00:00:42.238 --> 00:00:46.063
But in reality, it creates delays, distortion, and silence.

12
00:00:46.263 --> 00:00:49.047
The important stuff gets lost in a game of telephone.

13
00:00:49.267 --> 00:00:51.970
That's why Cascading is a one-way street to disengagement.

14
00:00:52.511 --> 00:00:57.297
W. Edwards Denning said that every system is perfectly designed to produce the results it gets.

15
00:00:57.497 --> 00:01:00.299
Demi was one of the most influential thinkers in modern management.

16
00:01:00.420 --> 00:01:04.823
And he figured out that a bad system would beat a good person every time.

17
00:01:05.104 --> 00:01:15.773
I figured this out the hard way at EasyJet, where many years ago I was in charge of communicating to 10,000 employees, and they were scattered across dozens and dozens of countries.

18
00:01:16.033 --> 00:01:17.254
Now, a big task.

19
00:01:17.774 --> 00:01:22.358
And through a lot of pain and trial and error, we figured out the right approach.

20
00:01:22.739 --> 00:01:25.441
And this approach is push-pull exchange.

21
00:01:25.721 --> 00:01:30.583
Pushpall Exchange solves my CEO friend's problems, and it can solve your engagement problems too.

22
00:01:30.943 --> 00:01:35.244
It works in a team of five, and it works in a company with hundreds of thousands of employees.

23
00:01:35.764 --> 00:01:36.685
And here's how it works.

24
00:01:36.945 --> 00:01:43.667
Oh, by the way, I've created a simple one page on the Pushpall Exchange method that you can download for free in the description below.

25
00:01:43.947 --> 00:01:50.689
And you can get that plus 99 other one pages that I've created to help you become a top 1% communicator.

26
00:01:50.889 --> 00:01:51.629
And here's how it works.

27
00:01:51.669 --> 00:01:52.569
Number one, push.

28
00:01:52.970 --> 00:01:57.591
This is where leadership communicates directly with everyone, passing on the information.

29
00:01:57.771 --> 00:02:01.052
That can be a town hall and ask me anything, come and email a Slack message.

30
00:02:01.292 --> 00:02:06.093
However, make sure that there are no levels of management, no filters in between.

31
00:02:06.153 --> 00:02:10.674
If it's your team, your company, you want to communicate with everyone directly.

32
00:02:10.694 --> 00:02:15.676
And the most effective way you can do this is the one minute Friday video.

33
00:02:16.336 --> 00:02:16.756
What's that?

34
00:02:17.176 --> 00:02:20.381
Now this is a format that many CEOs I shared this with.

35
00:02:20.741 --> 00:02:23.646
Now tell me is the most important minute of the day.

36
00:02:24.006 --> 00:02:33.180
Essentially you create a very short video under one minute where you explain where are we going, why are we going there, and what we're doing right now to do with that mission.

37
00:02:33.340 --> 00:02:37.862
And that way you link the long-term, the strategic, the vision to the day-to-day.

38
00:02:38.203 --> 00:02:39.783
And this is extremely powerful.

39
00:02:39.823 --> 00:02:46.947
If you repeat this every week, it only takes a few weeks before the whole company is aligned on one single mission.

40
00:02:47.147 --> 00:02:48.648
You can record this on your phone.

41
00:02:49.028 --> 00:02:50.669
It doesn't need to be highly produced.

42
00:02:50.809 --> 00:02:56.092
In fact, it's more effective if you just record it on your phone and share it on Slack or by email.

43
00:02:56.212 --> 00:02:57.373
You don't want something scripted.

44
00:02:57.413 --> 00:02:58.994
You don't want something overproduced.

45
00:02:59.254 --> 00:03:04.158
Simply answer the three questions, where, why, what, in a short video every Friday.

46
00:03:04.358 --> 00:03:05.439
Number two, pull.

47
00:03:05.779 --> 00:03:08.161
Get regular feedback from the organization.

48
00:03:08.181 --> 00:03:10.823
I'm not talking annual long surveys.

49
00:03:10.943 --> 00:03:16.166
I'm talking taking the pulse of the organization regularly, maybe once a week, maybe once a month.

50
00:03:16.186 --> 00:03:19.869
There are fantastic tools out there that you can use, so it's very easy to do.

51
00:03:20.029 --> 00:03:20.890
It's frictionless.

52
00:03:21.390 --> 00:03:22.931
And I would recommend to keep it really short.

53
00:03:23.111 --> 00:03:25.954
Ask the same, say, five questions every month.

54
00:03:26.534 --> 00:03:33.159
And it should be about what's going well, what could be done better in the organization, and how people feel about coming to work.

55
00:03:33.579 --> 00:03:38.703
That will give you a strong indicator month by month rather than just once a year.

56
00:03:38.923 --> 00:03:40.384
Number three, exchange.

57
00:03:40.604 --> 00:03:44.047
That's real conversations, not just announcements, which means exchange.

58
00:03:44.167 --> 00:03:51.614
You as the team leader, you as the CEO, you go out and talk to people in an informal setting where hierarchy doesn't matter.

59
00:03:51.935 --> 00:03:57.240
It can be coffee, it can be lunch, it can be dinner, it can be a walk, a hike, it doesn't really matter.

60
00:03:57.560 --> 00:04:01.444
It's informal, there's no hierarchy and you're just having a conversation.

61
00:04:01.844 --> 00:04:11.747
you find out so much during those conversations that leaders who've introduced these formats, they think it's one of the highest value time they spent all week.

62
00:04:12.108 --> 00:04:21.351
Keep in mind that the best way to do this is to do it in a random way, which means that every week, every month, certain people should be invited, but it shouldn't necessarily be one team.

63
00:04:21.451 --> 00:04:24.772
It shouldn't necessarily be just the people who want to be part of this.

64
00:04:25.152 --> 00:04:28.575
but it should be everyone in an ideally randomized way.

65
00:04:29.035 --> 00:04:37.222
That way you can get the most interesting information from the people who may be a little quieter, but they probably have something worth listening to.

66
00:04:37.262 --> 00:04:42.687
So essentially encourage them to share so you can listen to everyone in the organization.

67
00:04:42.947 --> 00:04:47.311
If your strategy is landing, if your team is disengaged or not aligned, is that your fault?

68
00:04:47.551 --> 00:04:48.411
Is that your team's fault?

69
00:04:48.632 --> 00:04:50.393
It's probably the system's fault.

70
00:04:50.693 --> 00:04:56.838
A system that has been designed in the industrial age to deliver a compliant, disengaged workforce.

71
00:04:56.878 --> 00:05:03.283
Now, that's not what's successful today, which means we need a different system for the 21st century.

72
00:05:03.303 --> 00:05:05.025
And that's called push-pull exchange.

73
00:05:05.205 --> 00:05:08.167
It will ensure that your team is both engaged and aligned.

74
00:05:08.228 --> 00:05:09.389
And here's a nice side effect.

75
00:05:09.729 --> 00:05:18.076
You will spend less time in alignment meetings, conversations, and calls because everyone is already clear of what you are trying to achieve.

76
00:05:18.256 --> 00:05:18.956
That's it for this week.

77
00:05:19.157 --> 00:05:22.359
Make sure you download the one-page visual on Pushbull Exchange.

78
00:05:22.780 --> 00:05:26.242
It will change your life if you're a leader and you haven't executed this yet.

79
00:05:26.743 --> 00:05:27.283
See you next week.