Facing uncertainty can be challenging – being a business owner facing uncertainty is tougher.
Red Direction helps you [fast track and] grow your business – authentically, pragmatically, and resiliently.
Starting the conversation…
How do we know what our team, organization, culture, business… needs to look like in the future?
Host: Jessica Dewell
Guest: Mario Pena
What You Will Hear:
The skill of anticipating what our team needs to develop to achieve your growth strategy.
The soft skills needed to shift perspective.
A Present Retreat engages the process, plan concept, and outcomes for growth.
The future of the business…your current team.
Be hands-on with your people that show initiative and responsibility.
Compliment your strengths with the strengths in your team.
Work through friction and conflict by communicating and continuing to work with each other.
Speak up – share your perception.
Be an observer.
Problem-solving as a team can be playful.
Strengths of the team allow you to hone in on how the team will perform in different situations.
The vast amount of meanings of the words we use have.
Observe the common words use, the context they were used, and determine how many meanings exist for those words in your workplace.
Reduce distraction by choosing what to focus on – from a different perspective.
Know what must change, and flip the perspective to look at it differently.
Business growth has constraints – one is the capacity of the current team.
The ability for your team to make decisions confidently at every level.
It is BOLD to stay aware of the changing capacity of your team.
Notable and Quotable:
Mario Pena 5:09
I look for leader. See who wants to be the leader of the group, because that’s the future of your company.
Mario Pena 5:14
If you have someone that’s not really willing to push for you, you don’t want them.
Mario Pena 5:18
I always looked at my leaders first. And your leaders are the ones that bring you ideas, and also want to help you grow and push your company. And that’s the whole goal. They’ll give you ideas. You take that in, and you make it go forward with them. Because if you don’t have leaders in your team, or potential leaders, you’re not going to move forward anyway with any business.
Mario Pena 5:55
You know, when you see a leader, people will follow that leader. And that’s the people that you’re looking for.
Mario Pena 6:15
You need more than one leader in any company. You need a few that have different ideas, but actually know their roles in which direction they’re going.
Jess Dewell 6:39
With the future of the company being the leaders that show up, and then being able to shape and guide them into a space where they keep their own ideas, they’re bringing new ideas. They’re challenging other people for the benefit of the entire team, the benefit of the entire company, yet they may not have any experience leading in the way that you need them to lead to get to the shared vision. So, shaping them into what the shared vision, the shared goal is, I think is key.
Mario Pena 7:25
When I find leaders, I like to go hands-on with them for a while to see where their strengths are and the weaknesses are. And I always encourage, like their weaknesses to get better at them. But if they do have weaknesses, I find someone to compliment them, to show out their strengths as well.
Mario Pena 7:46
Most of the time, it’s about communication. Most people have a culture that sometimes neither of you understand each other’s cultures, or your language. So we have to break down some of them words because they might be on the same page, but they’re just battling over words.
Mario Pena 8:46
Conflict is good sometimes because it raises people up to a new challenge, and puts things forward out in the movement. But too much conflict is no good for anybody’s situation because we still want to move positive. With any conflict, we wanted it to be a positive conflict.
Jess Dewell 9:15
When I talk about shared meaning, it’s regardless of how we say it. We know what we mean, and we show up in our intention, and our actions move toward the same goal.
Mario Pena 10:01
I like sharing my food and seeing what kind of people I have with that. What are they going to bring to the table?
Mario Pena 10:18
If they’re not a very sharing type of person, I know that we’re not going to have a good leadership at that, because a leader will share. That’s how everybody becomes prosperous.
Mario Pena 10:30
Eating dinner with my team, or a lunch, means a lot. So I can find out different things from them, because then we become like a family, just like any family, is sitting at a table. That will be conflict, but we can see how we can benefit everybody else.
Mario Pena 12:49
Look at the culture. Observe their culture, then go into it. Because if you go into it without knowing anything, that’s when problems become. So I tell people to observe, observe before you throw yourself in that. Because you might be not in the right position as a leader to do that at the moment.
Mario Pena 13:28
It’s about me, me, me. And I think we forget that we have a team anymore. And sometimes we put everything on ourself that I can do it. I can do it. I don’t need help. I don’t need it. But we do need that help.
Mario Pena 13:45
When leaders ask for help, they’re much more successful. That means you are showing your weak side, and people can feel in that weak side, and they know that you’re willing to grow and learn.
Mario Pena 15:43
You have to be calm, relaxed with people, and be a little more flexible. When you’re rigid, things cannot be playful.
Mario Pena 17:00
But the goal is, you want to make people laugh. Make it easy, because what we’re dealing with is a stressful thing. So the more laughter you have in your playfulness goes a long way in any business. Because people always going to remember what makes them smile, and how you make them feel when they’re around you.
Mario Pena 17:31
The goal is always going forward. It might be in small, little inches. It might be footsteps. But the goal is always going together.
Mario Pena 17:57
When you have too many people and you lose focus. People start going off in their own little way.
communication, conflict, leadership, trust, observe, shared meaning, logistics, vulnerability, present retreat, problem-solving, executive soft skills