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Pushing Beyond Limits Henry Cloud
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Pushing Beyond Limits
Henry Cloud
SESSIONS TIME
1. Introduction 1 MIN
2. Relationships 6 MINS
3. Interview 18 MINS
4. The Right Push 3 MINS
5. Outro 1 MIN

Speaker:   Henry Cloud
Publisher:   Cloud Productions - 2018
 
Keywords:
alaska, boundaries, iditarod, relationships, team
Imagine racing a team of sled dogs across 10,000 miles of rugged Alaskan terrain and breaking the record for the Iditarod. That’s exactly what professional sled dog racer Mitch Seavey did. He managed to push the boundaries with his team beyond what seemed possible. In 1974 the winner of the Iditarod finished the race in 20 days. Mitch has gotten that number down to a breathtaking 8 days.

How does he do this? What are his secrets to getting the best out of his dogs? Dr. Henry Cloud zips up his parka and joins Mitch in the glacial cold of Alaska to learn this pro’s tips.

LeadU is a best-in-class leadership training platform used by individuals, teams and companies to achieve higher levels of success, both individually and for their corporations. Based on the 12 most important leadership skills any of us can develop, LeadU brings together entertaining content, actionable takeaways and the latest instructional design to give you the tools you need to address the challenges you face as a leader.

It is crucial that you download the free resources that we have provided to work through this material. The written materials will prompt you to watch each video as it fits within the overall structure of this course. If you would like more information about Leadership University, please visit www.leadu.tv

 
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Speaker:   Henry Cloud
Publisher:   Cloud Productions - 2018
 
Keywords:
alaska, boundaries, iditarod, relationships, team
OTHER SERIES WITH Henry Cloud
Henry Cloud
Involving Your Team During Times of Grief

Grief is a continuum, on one end of which is substantial loss. It's important to recognize that many life events fall somewhere on that continuum. When you're on a team, it's essential to normalize the sharing of grief and letting team members know what you need. In this video, Dr. Cloud addresses how to involve your team during times of grief.

What to Do When You're Grieving

Grief is an experience that shocks and overwhelms the system, and often the first response is denial. The process of grieving begins with overcoming that initial shock and recognizing that grief is what you're experiencing. Once you put words to it, you can move to the other essential stages such as sadness and letting go. Watch to learn more from Dr. Cloud about the stages of grief and what we will need along the way. 

Supporting Teammates in Seasons of Grief

It is so important to acknowledge our teammates' seasons of grief and ask them what specificially we can do to help, both personally and professionally. It's an opportunity for the team to form cohesion as they come around the person grieving. Acknowledge, validate, and step into it. In this Studio Session, Dr. Cloud covers the important topic of supporting teammates in seasons of grief.

Steps in the Grief Process

Grief is a process of acknowledging the reality of what's happened, acknowledging how you feel about that reality, and ultimately fitting it into a new understanding of life with that loss. The flow is not as linear as we've sometimes heard - it's more of a cycle. The main thing is being open and available to the process, and not just that, but being proactively invested in making the process happen. Don't miss this essential content from Dr. Cloud about the steps in the grief process.

The Conclusion of the Grief Process

Coming to a good place in the grief process doesn't mean that it's over. A good place simply means that you're in a place that's appropriate for what's happening. Once you're through the worst of it, you will start to see the symptoms of grief dissipate as your "want to's" start to come back. Listen as Dr. Cloud explores what the conclusion of the grief process looks like.

How to Use Your Time When Grieving

The best way to think about how to spend your time is investment, and that's true when it comes to grieving as well. An investment gives a return, so you should think about what investment of your time will have the biggest return. Potential areas of time investment when grieving include resting, seeing a counselor or participating in a grief group, or restructuring your life. Watch to learn how to best invest your time when grieving.

Grief Support Organization-Wide

The most important factor in supporting grief organization-wide is creating a culture that supports life circumstances to begin with. There should also be development of leaders so that they know what to do when this situation arises, and what systems and resources are available to them to provide support. Systemic and personal touches both matter. In this clip, Dr. Cloud teaches what organization's can do to support their people in times of grief. 

Healthy Coping Mechanisms

There is nothing that helps us cope more than relational support from people who care. And it's important in those supporting relationships that we identify and communicate what we need. That doesn't mean there's not a time and place for solitude, but there's a difference between healthy solitude, during which you're still connected to people, and unhealthy isolation. Hit play for wisdom from Dr. Cloud about healthy coping mechanisms in seasons of grief.
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SESSIONS TIME
1. Involving Your Team During ... 2 MINS
2. What to Do When You're Grieving 6 MINS
3. Supporting Teammates in Seasons ... 2 MINS
4. Steps in the Grief Process 4 MINS
5. The Conclusion of the Grief ... 3 MINS
6. How to Use Your Time When ... 3 MINS
7. Grief Support Organization-Wide 2 MINS
8. Healthy Coping Mechanisms 5 MINS
Henry Cloud
Mistakes in Compensation Decisions

The mistakes leaders tend to make in compensation decisions have to do on one end with feeling overly-dependent on an employee who is over-valuing their worth. On the other end, leaders can tend to underestimate the worth of a position. In any scenario, it's important to understand that no one is someone you can't live without. Listen for more from Dr. Cloud on common mistakes leaders make when it comes to compensation decisions.

Reviewing Team Member Compensation

There are a few things to consider when it comes to reviewing team member compensation. In leadership, you need time to see if someone is able to make the desired contribution, so reviewing every three years or so tends to be wise. The other part is you don't want to evaluate too often because you don't want employees who are coin-operated. In this video, Dr. Cloud talks about the importance of staying grounded in reality and appropriate timing when it comes to reviewing team member compensation.

Handling Complaints about Compensation

It's important to be willing to listen to an employee who has complaints about compensation. There could be something unfair at play from either side. After the conversation, you should collect data to inform your decision. Watch to learn how to appropriately handle complaints about compensation.

Broaching the Topic of Compensation

There are many reasons why you shouldn't go into a compensation conversation without earning the right to have that conversation. The first thing you must do is ensure that there's a reason to address the topic. Second, you must be standing on reality and have a clear fabric of support ready to present. That should include realities of the market. In this Studio Session, Dr. Cloud shares how to broach the topic of compensation.

Compensation as a Motivation Strategy

People should be bought into the mission and vision and when the company does well, individuals should do well, even if they're not in the highest levels of leadership. It's essential to remember, however, that it's easy to over-value compensation; do not make the mistake of building a coin-operated culture. Once people's needs are met, research shows that compensation is not the most important thing to employees as compared to things like purpose and growth. Listen as Dr. Cloud explores the relationship between compensation and motivation.

Identifying Candidates for Promotion

Looking for people within your organization to promote is advantageous because you have first-hand experience to inform your decision-making. To accurately identify candidates for promotion, you must evaluate your leaders based on how well they're identifying and evaluating the people beneath them. That allows you to develop a culture focused on talent-building. Watch to hear from Dr. Cloud about the characteristics of good candidates for promotion. 

Developing High-Potential Employees

High-potential employees must have the opportunity to experience those in the organization who are out in front of them. Give them the chance to move through the organization and shadow different key players; you want to them to have as much real-world experience as possible before they have responsibility for it. Don't simply promote based on potential, spend the resources to invest in those with potential before you choose to elevate them in the organization. In this Studio Session, Dr. Cloud gives practical tips for developing high-potential employees.

Developing Employees Not Ready for Promotion

You can avoid making things personal by talking about the position, the chair, rather than the person. For an employee desiring promotion who is not ready, talk about what is required of the chair in order to paint a picture of expectations and evaluate what it would take for the employee to get there. Create a path they can choose to follow to prepare for additional responsibility. Hit play to learn how to address and develop your team members who are not yet ready for promotion.

The Connection Between Promotions and Culture

The values and traits that you would like to see multiplied in your culture should be those that are recognized in individuals who are promoted, and in fact, people love to see that. Yet in many cultures, that's not the case as politics and favoritism comes into play. When that is taking place, it breaks down trust. Listen as Dr. Cloud explores the connection between who is promoted and organizational culture. 

Mistakes in Promotion Strategies

Often, promotion decisions are not future-oriented enough. If you're looking at tomorrow, you're considering what a person will be capable of at that time, not just today. Promotion is a vehicle to get somewhere so it should be used to recognize people's contributions and move them forward in a way that prepares them for future leadership. Watch as Dr. Cloud explains mistakes commonly made in promotion strategies and what leaders should learn from them. 





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SESSIONS TIME
1. Mistakes in Compensation ... 3 MINS
2. Reviewing Team Member ... 2 MINS
3. Handling Complaints about ... 2 MINS
4. Broaching the Topic of ... 3 MINS
5. Compensation as a Motivation ... 2 MINS
6. Identifying Candidates for ... 3 MINS
7. Developing High-Potential ... 2 MINS
8. Developing Employees Not Ready ... 2 MINS
9. The Connection Between ... 2 MINS
10. Mistakes in Promotion ... 3 MINS
Henry Cloud
Character Qualities in Prospective Employees

The mistake we make when it comes to hiring for character is, we assume we know what character is. There are certain moral and ethical characteristics that are permission to play, but character itself goes beyond those. In this video, Dr. Cloud explores hiring for character from the perspective of the experiences that have shaped them.

Mistakes in Hiring

One of the top mistakes made in hiring is that it's done simply out of need. The more need someone is in, the more they tend to be impulsive and risk making a poor decision. A second common mistake is that a leader looks at the candidate's compentencies but not their character and how they fit into the bigger picture of the culture. The third one is we tend to not look broad enough and deep enough. Listen for more practical wisdom from Dr. Cloud on the topic of hiring.

Attracting Quality Candidates

In order to attract quality candidates, you must first understand who you are trying to attract. Once that has been identified, you can begin to learn what is attractive to that kind of individual - rather than assuming you know what that is. Watch this clip to hear Dr. Cloud's thoughts on how to understand more about those you are trying to attract, and the best way to recruit them.

Choosing the Right Candidate

We inevitably become subjective when we get pulled into particular candidates rather than staying objective and looking at the bigger picture. Do the most important things to the candidate and to the organization line up? In this Studio Session, Dr. Cloud helps us learn how to identify alignment between the big picture, the organization's DNA, and the right candidate.

Deciding to Let Someone Go

Deciding to let someone go begins with asking the question: "Is it me, or is it them?" Beyond that, you must ensure that there have been mutually agreed upon expectations so that true accountability can take place. In this video, Dr. Cloud explores key questions such as these that should be part of the process, and the coachings steps that should follow before the ultimate decision is made. 

The Right Way to Fire

Learning about the wrong way to fire reveals the right way to fire. Firing someone should never be about a person but about a position. Watch for wisdom from Dr. Cloud about firing well in a way that honors both the person, and the position.

 

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SESSIONS TIME
1. Character Qualities in ... 4 MINS
2. Mistakes in Hiring 3 MINS
3. Attracting Quality Candidates 3 MINS
4. Choosing the Right Candidate 4 MINS
5. Deciding to Let Someone Go 3 MINS
6. The Right Way to Fire 3 MINS
Henry Cloud
Join New York Times bestselling author, leadership coach and psychologist Dr. Henry Cloud as he discusses the scientific, psychological, and spiritual truths we can rely upon as we face uncertain times during the COVID-19 pandemic.

Dr. Cloud references a few resources during this webinar that we want to ensure we make available. Those links are below.

The latest Boundaries Podcast on Being Psychologically Healthy During Times of Crisis (https://www.boundaries.me/blog/the-boundaries-me-podcast-dr-henry-cloud-being-psychologically-healthy-during-times-of-crisis)

Dr. Cloud’s upcoming resource, Churches that Heal, where you can download a video on Mental Health: Role of the Church (https://churchesthatheal.com/webinar1/)
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SESSIONS TIME
1. The Psychology of Crisis 1 HR 35 MINS
Henry Cloud
Christians are suffering from a whole range of emotional problems: anxiety, loneliness, grief over broken relationships, resentment, and feelings of inadequacy.

Often they have been struggling with those problems for years. In this updated video study of Dr. Cloud's classic book Changes That Heal, Dr. Cloud teaches that there are biblical solutions for your struggles with depression, anxiety, panic, addictions, and guilt, and that these solutions lie in your understanding certain basic developmental tasks. These tasks involve growing up into the 'likeness' of the one who created you.

Dr. Cloud goes on to say that because we live in a fallen world, we all have deficits in all four areas. Transforming the effects of the fall and growing in the image of God is not an easy task. But God has promised that the 'good work' he began in us, He will carry 'on to completion until the day of Christ Jesus' (Phil. 1:6).
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SESSIONS TIME
1. Formula For Change: Grace + ... 54 MINS
2. Relational Connection 37 MINS
3. Boundaries 41 MINS
4. Processing Pain 35 MINS
5. Maturing Process: Becoming an ... 26 MINS
Henry Cloud
Balancing Care and Candor

We all have two main drives: relationship and performance. So, it makes sense that these two drives would be represented when we're giving feedback! The more that the two can be integrated, the stronger we will become. Watch to learn about how to balance care and candor in order to grow as a feedback-giver.

Preparing to Give Feedback

Before giving feedback to someone, Dr. Cloud encourages us to interview ourselves with questions such as, "Why am I doing this?" and "What is my desired outcome?" The answers to those questions will help us prepare to give effective feedback. Watch for more wisdom about how to make the most of our opportunities to give feedback, such as bleeding off emotion in advance, and creating actionable feedback points.

How to Seek Feedback 

In this video, Dr. Cloud uses the analogy of the wake of a boat to demonstrate a leader's impact. One side of that wake is the result of the work, mission, or task, while the other side is the relational quality of their leadership. Watch this clip to hear how to use the two sides of the wake to seek feedback from specific, key stakeholders - find out what it's like to be in your wake.

Disagreements About Specific Feedback

You will likely not always agree with the feedback you are given. First, you must examine the way you receive and assimilate feedback. Second, if you have received a specific piece of feedback you are questioning, seek to understand before you seek to be understood. In this video, Dr. Cloud details how to have that difficult conversation and leave with mutually agreed upon expectations.

The Role of Non-Verbal Feedback

In an organization, non-verbal feedback is all around in the environment. What can leaders do to express care for their team members outside of verbal affirmation? And what are some prevalent forms of non-verbal feedback on teams? Watch this Studio Session for answers to these and other important questions.

Combating Internal Defensiveness

Combating defensiveness begins with understanding the enemy. Doing things like identifying the specific triggers that lead to that reaction internally is the beginning of solving the issue. Watch for more wisdom from Dr. Cloud on how to change our perspective on feedback and regulate our responses to it in order to let is be as useful in our lives as it's designed to be.

Mistakes in Giving Feedback 

Feedback often gets a bad rap but a life without feedback simply doesn't work. The way we give feedback is where issues arise. There's an emotional component about how it feels to be on the end of receiving feedback. When the motivate for giving feedback is helpful and the receiver feel hugged by it, they move toward the feedback; so that's the best place to start. Listen to hear Dr. Cloud expound on mistakes that are commonly made when giving feedback.
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SESSIONS TIME
1. Balancing Care and Candor 5 MINS
2. Preparing to Give Feedback 3 MINS
3. How to Seek Feedback 3 MINS
4. Disagreements About Specific ... 4 MINS
5. The Role of Non-Verbal Feedback 2 MINS
6. Combating Internal ... 4 MINS
7. Mistakes in Giving Feedback 4 MINS
Henry Cloud
Questions to Ask When Decision-Making

In this video, Dr. Cloud narrows down the questions we should ask when making decisions. From understanding the context to determining the criteria that you will use to measure the solution, watch to learn ways we can grow in our decision-making, simply by asking the right questions.

Team Involvement

One of the biggest issues that high-performing organizations deal with is speed; either they're too fast or, more often than not, they're way too slow. And often, that slowness speaks to the number of people who must be included on every decision. In this video, Dr. Cloud teaches a simple tool to help organizations determine who owns which decisions, and what input is needed prior to decision-making.

Decision-Making Ability Growth

The simple truth is this: you get better at making decisions from making lots of decisions, whether they end up being the right ones or not. But that presumes that you intentionally study the results of your decisions and take advantage of every opportunity to learn from them. Watch this video to learn how to maximize the decisions we make to continue to develop the ability.

The Role of Time 

In this Studio Session, Dr. Cloud explores an often-overlooked aspect of decision making from the perspective of time. Any decision has implications for both having and releasing resources that must support the decision that is made. One of the main things leaders miss in decision-making is having those resources in place, and at the right time, in order to see the decision through. Watch to learn how the timeframe of a decision is not just impacted by the timing of the decision itself, but by the timing of the resources that will be needed from the leader as a result.

Communicating Controversial Decisions

If a decision is going to be controversial, the biggest threat is their tendency to divide. A leader must identify in advance what the devisive implications of the decision are, and what glue is in place to keep the whole fabric of the team from tearing. Listen for wisdom about how to get ahead of the issue and how to communicate about decisions in a way that drives unity.

Combatting Fear

Fear serves a purpose: it activates the system. Letting it serve it's purpose begins with acknowledgement, which in turn increases the internal capacity to deal with the fear. In this clip, Dr. Cloud expounds on the connection between fear and our neurological processes, and how to regulate our emotions in order to reach our maximum capacity in decision-making.

 

 
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SESSIONS TIME
1. Questions to Ask When ... 4 MINS
2. Team Involvement 3 MINS
3. Decision-Making Ability Growth 4 MINS
4. The Role of Time 3 MINS
5. Communicating Controversial ... 5 MINS
6. Combatting Fear 4 MINS
Henry Cloud
Top Reasons for Unmotivated Employees

Much of motivation is intrinsic and tied to the individual's character; that is one conversation. The other is related to the organization and the leader. In that case, there are a number of areas that should be considered: isolation, powerlessness, lack of purpose, criticism, and operating in strengths. Watch to learn what could be causing employees in your organization to be unmotivated.

Keys to Employee Motivation

There are limits to our ability to motivate people. What's more important is to identify what motivates a particular individual. Start with mutual expectations about the responsibility of the position the individual is in and identify whether that is motivating to them. Have a conversation around what may be standing in the way of that and try to meet the need. Listen for more guidance regarding motivating your team members.

The Role of Clear Expectations 

There is a high degree of corrolation between clear expectations and employee engagement. Engagement is akin to awakeness, or investment, and expectations lead to engagement. We can learn from parenting studies which reveal that good parenting comes down to high warmth and high expectations. In this video, Dr. Cloud teaches about the connection between clear expectations and employee engagement, and how leaders can use that to their advantage.

Increasing Employee Engagement Organization-Wide

When seeking to increase employee engagement organization-wide, start with clearly defining the organization's purpose, or its "Why," and then communicate that to employees. Secondly, it must be clear to every individual how they specifically contribute to that purpose and what their path to growth is. Listen to hear Dr. Cloud speak about how aspects of the organization's culture can contribute to broad employee engagement.

The Impact of Employee Engagement 

For those who are skeptical of employee engagement, start by ensuring that they're clear about what employee engagement actually is. Engagement is all about having employees who are fully committed - no one wants half-committed team members. In this clip, Dr. Cloud introduces employee engagement and explains why it so vital for health organizations.

 
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SESSIONS TIME
1. Top Reasons for Unmotivated ... 6 MINS
2. Keys to Employee Motivation 4 MINS
3. The Role of Clear Expectations 5 MINS
4. Increasing Employee Engagement ... 4 MINS
5. The Impact of Employee ... 2 MINS
Henry Cloud
The Necessity of Trust

Trust is the key ingredient to anything in life working: nothing works without trust. The world we live in is interdependent, therefore, we must get what we need outside ourselves which requires trust. When trust breaks down in a team, no one can get what they need. Listen as Dr. Cloud makes the case for the necessity of trust.

How to Build Trust

Building trust as leaders starts with defining it. We often have an elementary understanding of trust, that it's simply about being able to believe what someone says; but it's more than that. There are other key factors to trust such as feeling understood, shared motivations, and follow through. Watch as Dr. Cloud explains these and other factors that are crucial to building trust. 

Benefits of Trust

High trust has many benefits, the first of which is decreased drama as it allows you to assume the best. The margin that high trust provides in relationship will simply make life easier. Not to mention the unity and increased performance that high trust leads to on a team! In this clip, Dr. Cloud teaches about the many benefits of trust.

Breaking Trust   

We can all be guilty of judging ourselves by our intentions but others by their behaviors. When a leader breaks trust, it is often because they didn't consider how a behavior would impact trust in a relationship. Trust takes work and shouldn't be assumed. Listen as Dr. Cloud discusses common reasons behind breaking trust, and shares how trust can be continually constructed.

Trust Between Peers 

In order to examine trust in a relationship, you must have a conversation to determine how the individuals are meeting each other's need for trust. Trust is ultimately about knowing someone, and when we know them and what we know is good, we trust them. In building team trust, we must isolate the factors that cause cohesiveness and trust to build. Watch to learn about the important factors in building trust across a team. 
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SESSIONS TIME
1. The Necessity of Trust 3 MINS
2. How to Build Trust 4 MINS
3. Benefits of Trust 3 MINS
4. Breaking Trust 2 MINS
5. Trust Between Peers 3 MINS
Henry Cloud
Measuring Success as a Leader

Your criteria for success must be determined before you start because that allows you to define the strategy to get from here to there. There should then be markers along the way that indicate if you are on the right path - objective measures that you have pre-set. Success should be measured both on the metrics side and the relational and culture side. Don't miss this invaluable video from Dr. Cloud about why measuring success as a leader is so essential, and how to do it.

Tools for Developing Self-Awareness

Self-awareness begins with honing other awareness. That means that we learn from other people about what they see in us because we all have so many areas that we just can't see. Until we see ourselves from the outside, we don't know how to do better. In this clip, Dr. Cloud teaches practical tools for developing self-awareness.

Symptoms of Poor Self-Leadership

There are three main areas to look at when considering how an individual is doing at self-leadership: 1) clinical, or how they're feeling and behaving, 2) relational, or how they are connecting, or not connecting, with others, and 3) performance. If any one or all of these areas are starting to fray, it can indicate that the self-leadership system is getting over-taxed. Listen for more from Dr. Cloud on the symptoms of poor self-leadership.

Developing Discipline

We often confuse discipline, organization, and structure. Someone may not appear outwardly organized because they're not structured, but organization is primarily an internal executive function which is essential for a leader. Discipline means that you're someone who leans into what must be done; if it's lacking, there are a number of potential reasons that must be explored. Click play to hear from Dr. Cloud about the common reasons people lack discipline, and what to do if it's a skill you need to develop. 

Importance of Emotional Intelligence

Executive-level leaders often have much in common by the time they reach that level, yet their performance-level differs. The reason for that are soft skills such as emotional intelligence. The ability to self-regulate, work well with others, and the use of good judgement, are all examples of factors that set great leaders apart from good ones. In this clip, Dr. Cloud makes the case for the importance of emotional intelligence.

Responding to Mistakes

Healthy leaders respond to mistakes by embracing them and owning them. When we can move toward awareness of what we haven't done well, we have a true opportunity to fix and learn from that mistake. High performers use every outcome, good or bad, to learn. Watch as Dr. Cloud lays out how the way we respond to our mistakes can facilitate a growth mindset.

Habits of Healthy Leaders

There are lots of ways to do leadership, but you'll find consistencies between the healthiest leaders. For one, they have a lot of clarity about where they want to go, which takes time and work. Another common discipline is planning - they don't go into things unprepared. Listen for more habits Dr. Cloud observes in healthy leaders.

The Effect of Self-Perception 

Self-perception is akin to a GPS; you must know where you are, how fast you're driving, and in what direction, to be able to get from Point A to Point B. We want to get our self-perception tuned in so that it's as close to on par with how others see us as possible. Poor performers have a tendency to view themselves higher than others view them - the goal is to right size that. In this video, Dr. Cloud explores the effects of self-perception.

Finding Your Leadership Style

Ironically, the best way to find your leadership style is as unique as your leadership style itself. Some find their personal leadership style by observing others and identifying what they gravitate toward and don't. Others do it through a more traditional study of leadership. The bottom line is you don't have to be like everyone else and that you have something uniquely valuable to bring to the table. Watch for more wisdom from Dr. Cloud about finding the leadership style for which you are uniquely designed. 

When to Delegate and Empower

The best leaders know that their job description is to figure out how to fully delegate what is on their plate so that they can focus on building for the future. There are certain things that only the leader's chair can do, but what are you doing that someone else can do? It's one of the most important questions a leader can ask. Learn from Dr. Cloud in this video about how leaders should approach delegating to and empowering their team members. 

The Consequences of Pride and Insecurity

Pride and insecurity can both erode leadership, but for different reasons. Real pride that's not insecurity-driven is the arrogant belief that you know better, which sets you up for a fall. Humility is simply honesty. Insecurity is when someone feels as though they are not good enough and is also best addressed through honesty and asking for help. Listen as Dr. Cloud shares about how to develop humility and confidence in place of pride and insecurity. 


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SESSIONS TIME
1. Measuring Success as a Leader 3 MINS
2. Tools for Developing ... 3 MINS
3. Symptoms of Poor ... 2 MINS
4. Developing Discipline 5 MINS
5. Importance of Emotional ... 2 MINS
6. Responding to Mistakes 3 MINS
7. Habits of Healthy Leaders 4 MINS
8. The Effect of Self-Perception 2 MINS
9. Finding Your Leadership Style 2 MINS
10. When to Delegate and Empower 2 MINS
11. The Consequences of Pride and ... 5 MINS
Henry Cloud
What is Organizational Culture

While there's lots of ways to define culture, one way to think about it is what happens to a person when that culture acts upon them. Because when you talk about a culture, you're talking about the forces that come to play on those who join the organization. If you study the effect of a culture on members of the organization, you start to get a picture of key markers of that culture. Watch to learn from Dr. Cloud about organizational culture. 

The Role of Leadership

There's a reason that we hear that culture flows from the top; while leadership isn't the same as culture, leaders have more levers to pull that affect culture. Leaders should proactively think about and define the culture they want to develop, then create a strategic plan to make that vision a reality. In this video, Dr. Cloud gives practical tools to help leaders build a strategic plan to achieve the culture in their organization that they desire.

How to Evaluate Your Culture

A structure and process is vital in order to determine what effect your culture has on your people and whether your culture is enhancing or taking away from your purpose. The best way to evaluate your culture is to actually bring in people with an outside perspective. You need a thermometer that's outside what you are trying to measure. Listen as Dr. Cloud shares how to evaluate your culture in order to get an accurate picture from which to grow.

Root of Organizational Culture Issues

In a culture, you should have values and a purpose that transcend those of the individual. When a powerful individual's own values and purpose do not bend their will to those of the organization, organizational culture issues take root. You must be proactive in defining those shared norms and seeking out outliers. Watch for wisdom on how to determine the root of organizational culture issues.

Defining Your Culture

The most vital component of defining your culture is determining your mission, because your culture must support your mission and the accompanying strategies. Your culture must also be aligned with the kind of talent you have to accomplish that strategy. Perhaps the most important question a leader can ask themselves is, "would I want to work here?" In this video, Dr. Cloud walks leaders through how to define the culture they desire for their organization.

Employees Perspective of Culture

It is the role of a leader to keep a pulse on how their people and organization is doing. That should include asking team members questions to get both a general and specific sense of how they view the organization's culture and their role. Listen for specific questions that a leader should ask in order to understand their employees' perspective on culture.

Characteristics of Successful Cultures  

When you look at organizations that do culture well, you sense a strong identity. From one healthy organization to the next, there is likely not the same culture but there is a culture. Much like an individual, when an organization is still trying to find themselves, their identity just seems a little lost. Watch as Dr. Cloud shares about characteristics of successful cultures and encourages leaders to claim a unique, strong identity for their organization.

The Most Important Factor of Healthy Cultures

The question of what's most important is always difficult to answer. But one essential culture factor that would be near the top of the list has to do with a narrow definition of the word integrity. It's about treating people well, being honest, doing what you say you will do, and not cutting corners. In this clip, Dr. Cloud shares his perspective on the most important thing you can do to create a healthy culture.

Mistakes in Culture-Building

The top mistake that is made in culture-building is passivity. Without actively shaping a culture, patterns will emerge that harden over time. Listen as Dr. Cloud details what happens when leaders don't get in front of culture-building, and what they should do in the face of cultures that have been formed by default. 
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SESSIONS TIME
1. What is Organizational Culture 3 MINS
2. The Role of Leadership 3 MINS
3. How to Evaluate Your Culture 2 MINS
4. Root of Organizational Culture ... 2 MINS
5. Defining Your Culture 4 MINS
6. Employees Perspective of ... 4 MINS
7. Characteristics of Successful ... 3 MINS
8. The Most Important Factor of ... 3 MINS
9. Mistakes in Culture-Building 2 MINS
Henry Cloud
Millennials and Gen Z in the Workforce

Everyone is now working with Millennials and/or Gen Z'ers in the workforce, so it's important to understand them and not make assumptions. For example, research shows there are actually two groups within the Millennials, one that tends to fit the stereotype of overly-entitled, while the other group are duty-bound high achievers. When you know that these generations are outcome-oriented and motivated by a higher purpose, you can maximize their contributions in your organization. Watch for practical information about these young generations in the workforce.

Mistakes in Developing the Next Generation 

The biggest mistake leaders often make in this area is simply neglecting to think about developing the next generation. Succession is a vital component of any healthy organization, which doesn't happen unless the leader is developing their bench strength. That development should involve identifying future leaders, engaging them, and creating paths for them to move forward on. Listen to learn from common mistakes made when it comes to developing the next generation.

Benefits of an Intergenerational Workforce

An intergenerational workforce mimics the family model, which human beings are designed for. The advantages to this model are substantial as one generation collaborates with the next and passes on what they have learned. There is something each generation can learn from the others. In this clip, Dr. Cloud makes the case for building intergenerational workforces.

How to Develop the Next Generation

One thing leaders must do to develop the next generation is elevate that value on a messaging level. Ownership of the task of creating the strategies around how future leaders are developed should be clearly delegated. The leader is then responsible for resourcing that strategy. Watch this clip for more wisdom from Dr. Cloud about developing the next generation.

Learning from the Younger Generation  

Any time we get around people younger then us, we are infused with their youthful energy, which is a benefit in-and-of itself. In addition to that, older generations have the opportunity to learn key aspects from the younger generation: business innovations through technology, optimism, adaptivity, and strong collaboration skills. Listen as Dr. Cloud shares more about what older generations can learn from young people in their sphere.

Wisdom for the Younger Generation

Leadership development is the most important thing that the younger generation can start now, rather than waiting for later. Job training isn't simply about specific skills but about those leadership skills that are essential to growth. Don't miss this video from Dr. Cloud in which he shares his personal wisdom with the younger generation.

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2. Mistakes in Developing the Next ... 2 MINS
3. Benefits of an ... 3 MINS
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5. Learning from the Younger ... 3 MINS
6. Wisdom for the Younger ... 2 MINS
Henry Cloud
Improving Listening Skills

Listening is one of the most important skills a leader can have. Among other reasons, it is key in building trust and reaching solutions. And like any other behavior, a leader shouldn't assume that they already know how to do it. In this video, Dr. Cloud teaches leaders how to improve their listening skills.

Traits of an Effective Communicator

Effective communicators know that it's less about the content and more about the connection. Once you've connected, you must then stay authentic. Storytelling, and the sharing of experiences, serve as an authentic point of connection and provide clarity in messaging. Learn from Dr. Cloud about what we can take away from effective communicators in order to grow in our own communication. 

Topics for Regular Team Communications

The executive function of the brain allows it to prioritize in order to take action. You are able to attend to what is relevant, inhibit what is not relevant, and access memories. Leadership communication should act in the same by keeping what's most important in front of the team such as the mission, values, and strategy. Watch for more tips from Dr. Cloud about what to regularly communicate to your teams.

Measuring Effectiveness of Communication

In evaluating our communication, the first component is subjective; did you communicate what you hoped to communicate? On the other side, you must ask, are those that I'm communicating to receiving the message? And externally, are you getting the intended results from the communication? In this clip, Dr. Cloud walks us through how to evaluate our communication so that we may course correct as needed.

How to Deliver Bad News

Bad news falls into a soil, so you must start by asking where it's going to land. Ideally, in the soil there is a lot of trust and belief in your leadership which is something to keep in mind as you're building your culture. When people hear bad news, they need to leave with a clear understanding of the truth, but also a hope that is greater than the bad news itself. Listen as Dr. Cloud walks leaders through how to deliver bad news in a way that leads to cohesiveness and forward progress.

Impact of Increased Electronic Communication

Electronic communication comes with pros and cons. One of the most clear downsides of electronic communication is the inherent lack of boundaries due to the nonstop access it allows. But perhaps the biggest resulting problem is distraction and lack of focus; it's essential that leaders put boundaries in place in order to stay present and handle the onslaught of communications. In this video, Dr. Cloud teaches us how to manage the impact of increased electronic communication.

Communication Through Middle Management

Effective communication requires the appropriate dosage of the message so that the listeners are able to metabolize it. As a leader, your organization needs to hear from you, but that message must also be communicated by your generals on the front lines. That requires that your voice be delegated to middle management through systems that ensure clarity so that the message is not lost in translation. Watch for more wisdom about how to communicate effectively in a layered organization.

The Role of Affirmation

Affirmation is essential because when people feel something positive, it facilitates connection. Neurologically, the brain needs to hear five to seven positive comments in order to metabolize one piece of negative feedback. And in addition to general affirmation, your people must hear specific praise from you in order to feel understood. Click play to learn more about the role of affirmation.

Mistakes in Communication

One of the worst mistakes you can make in communication is predictability that indicates a lack of connection between the leader and the team. There is no substitute for genuineness in communication because people can spot smoke a mile away. People must also understand how the message is relevant to them in order to fully engage. In this video, Dr. Cloud explores these and other common mistakes made in communication.

Communicating During Times of Change

When you are in a season or organization of constant change, your messaging must communicate that as a norm. If you can reach that point, change will no longer feel disruptive but simply the force that's taking you from point A to point B. The leader's role is to help the team find their bearings along the way. Listen to grow in how to communicate during times of change.

Balancing Transparency Against Oversharing

Confusion about this concept often leads to vacuums of communication in which people fill in their own blanks because a leader was not appropriately transparent. Leaders must ask themselves what someone really needs to know in order for them to take the next step. Discernment is required to share appropriately; people ultimately want to know if they are being deceived. Watch as Dr. Cloud shares about how to utilize transparency to build connection and trust.

Symptoms of Poor Communication

A common symptom of poor communication is triangulation in which someone who has an issue with another does not go to them directly. When poor delivery is at play, people are torn down instead of built up. Divisiveness is another clear indicator that something has gone awry in communication. Listen to learn more about how leaders can spot poor communication and adjust.
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1. Improving Listening Skills 4 MINS
2. Traits of an Effective ... 5 MINS
3. Topics for Regular Team ... 3 MINS
4. Measuring Effectiveness of ... 4 MINS
5. How to Deliver Bad News 4 MINS
6. Impact of Increased Electronic ... 4 MINS
7. Communication Through Middle ... 3 MINS
8. The Role of Affirmation 3 MINS
9. Mistakes in Communication 3 MINS
10. Communicating During Times of ... 3 MINS
11. Balancing Transparency Against ... 3 MINS
12. Symptoms of Poor Communication 3 MINS
Henry Cloud
Successful Mentoring Relationships Part 1

The key to a successful mentoring relationship comes back to what the mentor brings to the table that can help the mentee become better. A mentor is somebody who is where you want to be, has been where you want to go, has done what you want to do, or in some other way, is able to be your guide to get there. So, it's less about fuzzy qualities and more about their qualifications. Watch to learn how Dr. Cloud encourages people to determine the type of mentor they are looking for.

Successful Mentoring Relationships Part 2

There are certain mentoring styles that aren't for everyone. There's a chemical part to whether a relationship works, both on the side of the mentor and the mentee. A successful mentoring relationship that works for both people has the potential to truly impact both parties for a lifetime. In this Studio Session, Dr. Cloud details another key to a successful mentoring relationship.

Finding a Mentor

Once you've determined what you're looking for in a mentoring relationship, it's time to find a mentor. And it's true that people become like those they surround themselves with. When you've identified someone you'd like to become more like, start with a small ask and place yourself in their environments. Listen for practical help from Dr. Cloud about finding a mentor.

Questions to Ask Your Mentor

One of the most important things you can ask your mentor is to share their story. What you're doing through that is isolating the components of what they had to do in order to get where you want to be. It also serves to normalize the challenges you will inevitably run into along the way as you learn how they dealt with struggles in their own life. Watch to learn how to make the most out of your mentoring relationships.

Questions to Ask Your Mentee

When you're in the seat of the mentor, there are key questions you can ask your mentee in order to maximize the relationship. Start with why: why do they want to follow in your footsteps? In this clip, Dr. Cloud helps current and potential mentors to both identify those they should work with and know how to kickstart their coaching relationship. 

Company-Wide Mentoring

A company-wide mentoring program can directly impact the performance of the organization, as well as the engagement of their employees. Cohesion comes from the perceived need of each person, and by providing growth opportunities to employees, an organization increases the sense of need in the employee. That growth mindset becomes a cultural identity with tremendous advantages. Listen to hear why Dr. Cloud believes strongly in the power of company-wide mentoring. 

The Role of a Mentor

A mentor must define what their role is in order to be effective. And because that can vary from person-to-person, it should be clarified in a conversation with the mentee, alongside clarifying what the mentee's role is. In this video, Dr. Cloud shares a number of different aspects that could be part of the role of a mentor.
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1. Successful Mentoring ... 3 MINS
2. Successful Mentoring ... 3 MINS
3. Finding a Mentor 4 MINS
4. Questions to Ask Your Mentor 3 MINS
5. Questions to Ask Your Mentee 3 MINS
6. Company-Wide Mentoring 2 MINS
7. The Role of a Mentor 2 MINS
Kyle Idleman
Before Peter preached to Jerusalem, before Paul put pen to papyrus, before John proclaimed the Second Coming, their lives changed with a few words: follow me. It’s no different today. Before there were sermons to plan, budgets to balance, or potlucks to organize, Jesus called us to follow.

The Christian life is first and foremost an act of following. Discipleship begins with shouldering the cross of Christ and settling into his footsteps. After all, it’s his church, it’s his mission, and it’s his Way we walk. Let’s shoulder only the burden he’s placed on us and find—in him—rest.

The RightNow Conference is for pastors and ministry leaders looking for refreshment and a chance to grow in their faith. Experience our main lineup of speakers who will challenge you to grow in your relationship with God, to lead your team well, and to reach the world. For more information on the speakers or sessions, download the full conference program below.

If you'd like more information or want to experience our conference in person, visit the website.
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SESSIONS TIME
1. Gospel Metaphors As A Ministry ... 40 MINS
2. The Precious Pearl of Patience 39 MINS
3. Soul Care for Pastors 47 MINS
4. With-ness 44 MINS
5. Survival Skills 40 MINS
6. When the Wilderness is His Will 41 MINS
7. Follow in His Footsteps 31 MINS
8. Greatest Threat to Your ... 31 MINS
9. Bottles and Bags 37 MINS
10. The War in Our Minds 37 MINS
11. Leadership and Repentance 31 MINS
12. Get Up and Live In God's Great ... 31 MINS
13. Ministering to Millennials ... 1 HR 1 MIN
14. How to Die (Breakout) 52 MINS
Henry Cloud
Delegating Responsibility

The most crucial truth for a leader is that you won't get anywhere unless you delegate. Leadership is about the executive function, similar to the executive functions of the brain. And when the brain makes a decision, it engages the talent required to execute the plan. Listen as Dr. Cloud shares about why delegation is so essential to leadership, and how leaders can engage the right talent to accomplish the vision.

Effective Team Communication

The primary reason we talk about team communication is collaboration - when a team is working together to accomplish something. Communication on a team serves to build purpose and alignment. One of the best ways to work on effective team communication is to study the impact of one team member's decision-making on another's. Play this video to learn more about this strategy from Dr. Cloud and build better team communication.

The Role of Fun in Team Performance

What fun and playfulness does is change the brain chemistry which directly contributes to team performance. And ironically, the more we win, the more fun we're having! If you can introduce fun on a team, you will enter a winning cycle. In this video, Dr. Cloud makes the case for having fun on a team in order to improve performance. 

How to Foster Teamwork
 
Fostering teamwork starts with a leader who values the team over themselves. The team must be viewed as something more than a tool to accomplish the leader's vision. There is a difference between a team and a group; a team has a shared goal that creates interdependency. Watch to learn how to use that principle to foster strong teamwork.

Boundaries that Maximize Performance

There are a number of boundaries that contribute to performance. First, determine the boundaries that define the purpose of the team. Second, draw boundaries around operating behaviors. Next, create boundaries around areas of responsibility. You must also have boundaries relating to accountability. In this clip, Dr. Cloud expounds on these boundaries and how they contribute to team performance.

Defining Purpose on a Team

The purpose lets the team know what their job is. And it must get to the why that engages and motivates people to go through hard things. The purpose also draw inherent boundaries around what a team should and shouldn't be doing - it's about the "no" even more than the "yes." Listen for wisdom from Dr. Cloud about defining purpose on a team.

Motivating Team Performance

One of the most important factors in motivating team performance isn't simply about awards but about the day-to-day recognition of the tasks that are done well. When specific behaviors are regularly recognized, praised, and rewarded, the individual and the team learn about what behaviors should be modeled. Learn about this powerful tool for team motivation in this video from Dr. Cloud. 
 
Ideal Environments for Optimized Performance

When an environment is cohesive around purpose, then you inherently create a space where performance can be optimized. From there, an environment that facilitates connection is vital. Is the climate one that pushes the individual appropriately? Is it one in which people are empowered to have control and equipped to perform their role? In this clip, Dr. Cloud details a number of factors that contribute to ideal environments for optimized performance.


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1. Delegating Responsibility 4 MINS
2. Effective Team Communication 4 MINS
3. The Role of Fun in Team ... 2 MINS
4. How to Foster Teamwork 4 MINS
5. Boundaries that Maximize ... 2 MINS
6. Defining Purpose on a Team 3 MINS
7. Motivating Team Performance 3 MINS
8. Ideal Environments for ... 3 MINS
Henry Cloud
Our world is full of hurting people who struggle with a range of emotional issues, such as anxiety, loneliness, and depression. We also contend with relational struggles, professional disappointments, and identity issues. Often people have been struggling with those problems for years. 

In A Healing Body, psychologist Dr. Henry Cloud teaches that there are biblical solutions to help work through these issues and find healing on the other side. Scriptural principles of grace, forgiveness, and sound wisdom promote wholeness, giving struggling individuals hope for healing.
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SESSIONS TIME
1. Grace and Truth 11 MINS
2. Bonding to Others 11 MINS
3. Separating from Others 11 MINS
4. Sorting Out Good and Bad 10 MINS
5. Becoming an Adult 9 MINS
Henry Cloud
With churches full of hurting people, pastors spend a lot of time helping others get better. They counsel and comfort those struggling with a range of emotional problems, such as anxiety, loneliness, and depression. But often our pastoral leaders do not spend time on helping themselves heal, and wounded leaders are hindered from effective ministry.

In this five-session study, psychologist Dr. Henry Cloud shows how spiritual growth and formation can lead to healing clinical issues, relational struggles, and professional discouragement. Why should pastors dedicate time and energy to their own healing? Because leaders who are healed can better lead churches that heal.
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SESSIONS TIME
1. Intro 3 MINS
2. Grace and Truth 12 MINS
3. Bonding to Others 12 MINS
4. Separating from Others 11 MINS
5. Sorting Out Good and Bad 11 MINS
6. Becoming an Adult 11 MINS
Henry Cloud
Nuestro mundo está lleno de personas heridas que luchan con diferentes problemas emocionales, como la ansiedad, la soledad y la depresión. También lidiamos con problemas para relacionarse, decepciones profesionales y cuestiones de identidad. A menudo las personas han luchado con esos problemas durante años. 

En Un cuerpo que sana, el psicólogo Henry Cloud enseña que hay soluciones bíblicas que nos ayudan a resolver estos problemas y a encontrar la sanación del otro lado. Los principios bíblicos de la gracia, el perdón y la sabiduría sensata promueven la integridad y le dan esperanza de sanación a las personas que enfrentan dificultades.
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1. Gracia y verdad 11 MINS
2. Vincularse con otros 11 MINS
3. Separarse de otros 11 MINS
4. Separar lo bueno y lo malo 10 MINS
5. Convertirse en un adulto 9 MINS
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Henry Cloud
The building of the Panama Canal had many failures and successes, but a simple formula led it to its completion. What does this mean for your leadership? Join Dr. Henry Cloud as he travels to Panama City, Panama and focuses on this critical aspect of leadership.

LeadU is a best-in-class leadership training platform used by individuals, teams and companies to achieve higher levels of success, both individually and for their corporations. Based on the 12 most important leadership skills any of us can develop, LeadU brings together entertaining content, actionable takeaways and the latest instructional design to give you the tools you need to address the challenges you face as a leader.

It is crucial that you download the free resources that we have provided to work through this material. The written materials will prompt you to watch each video as it fits within the overall structure of this course. If you would like more information about Leadership University, please visit www.leadu.tv

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SESSIONS TIME
1. Introduction 1 MIN
2. Interview 5 MINS
3. Vision 4 MINS
4. Talent 3 MINS
5. Executing A Plan 4 MINS
6. Measurement and Accountability 3 MINS
7. Fix and Adapt 4 MINS
8. Outro 1 MIN
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