DnD Stories - Overcoming Adversity Stories

Hey, what's up heroes? So, when you put out a new video every week, you never know where your next topic's coming from. This week's topic is actually from a Dungeons & Dragons session. So, I'm gonna give you three tips on how to overcome impossible odds inspired by a session where my group had to infiltrate a goblin kingdom, assassinate the king, and rescue a prisoner. So, if you'll stick around to the end, I'll tell you a little bit more about that story and give you a special bonus tip that's gonna put it all together for you. 

All right, so how do you overcome impossible odds? The first thing is you have to be prepared. You can't wait for the moment to arrive, you have to do everything in your power, everything you have control over, to get ready for that moment. The next thing is to be patient 'cause no matter how bad you want that moment to come, sometimes it is out of your control. So all you can do is be prepared, be patient, and wait for the moment to arrive. Keep your eyes out for that opportunity. And then the third thing to do is to attack. When that opportunity comes, you gotta jump on it. You can't be indecisive, you can't wait. You've gotta be ready to take action.

All right. So, back to that goblin story. My group had got some potions that would turn us in to goblins for three hours, so we were on the clock and it was looking like we were gonna fail. We had 30 minutes left. Even our Dungeon Master, he saw no way we're gonna get through this. And then that moment arrived. I'd been hidden for the better part of an hour, my character had been, and a door opened to the throne room. I rushed in, I was able to assassinate the king, I cast a spell to disguise myself as the king, and then walked out and ordered that we take the prisoners out of the kingdom, out into the woods to murder them, basically, 'cause they were causing problems. 

Of course, the prisoners were the ones who were trying to escape. The people taking them out were actually all the goblins in my group. And so, out of nowhere, we're totally desperate and then that moment came, we took the opportunity, and we were able to succeed, even though when we started, we saw no possible way it could work out. So, sometimes you just have to wait and you have to watch and you have to find that time when you can act and make everything you're trying to do work. All right, so that's my tip for the week and my little D&D story. If you liked this video, hit the like button below, share it with your friends, and don't forget to subscribe. Thanks for watching and I will see you in the next video. 

https://youtu.be/Biy5IzCog84

Starting a Movement - Leadership Videos Youtube

Hey, what's up, heroes? If you ever had something you want to change but you couldn't figure out how to convince people to do it, this week, I'm going to be talking about how to start a movement, so make sure you stick around and check that out. Hi, my name is Roman Ryder. On this channel, I help you unlock your powers and be the hero of your story. If you're new to my channel, make sure you click below and subscribe. I put out new videos every week and you don't want to miss out. 

Have you ever heard the saying winning the hearts and minds? What if you had to choose out of the two? You had two win either the hearts or the minds. How would you choose? Which would you choose? All right, the hearts is where you want to start a movement. The minds, some people, they want to see the data, they want to analyze the numbers. They’re going to take a while to make a decision and decide if this is something they want to be a part of but the people that are driven by their hearts, people like me who follow their intuition and make gut decisions and just somehow know that’s the right thing to do, those are the people you’re trying to find to start a movement. 

If you've ever watched my channel, you've probably heard me say do and say what you believe. Well, if there’s something you want to change and you do and say what you believe and you’re doing it passionately, you’re going to find people are going to be like, “Yeah, that’s right. We should change that. How can I help you?” Those are the people you want to find. Those are the early adopters, the people that are driven by their hearts, the people that can become a part of your movement and take it from something that you want to change into something that we want to change, and turn it into something great.

That’s my little two cents for this week about how to start a movement and win over the hearts of the people that will help you make your dream into a reality. If you like this video, please hit the like button below, share with your friends, and don’t forget to subscribe. Thanks for watching and I’ll see you in the next video.

https://youtu.be/ZViw5jsUiGA

Gemba Walks - Six Sigma Youtube

What's up, heroes? This week, we're going to be talking about Gemba Walks, so make sure you stick around and check that out. 

Hi, my name is Roman Ryder and on this channel I help you unlock your powers and be the hero of your story. If you're new to my channel, make sure you click below and subscribe. I put out new videos every week and you don't want to miss out.

All right. So what is Gemba? Gemba simply means "the real place." It's the place where the work is happening. So it's important that you get out and you talk to people because the people that are out there close to the problems understand them best, and they probably have some good solutions for you. 

But I don't do Gemba Walks like most people do. I don't use a card or a form. I'm not specifically asking people about equipment issues. I just get out and I talk to people. So, one, I'm finding out what's going on in their lives, what's going on in their work, and just keeping up with them and showing them I care. But, two, they often grab me and pull me aside. "Hey, can you come take a look at this issue?" Because they know I will listen to them and I will do something about it. And that's important that you actually do something, and go back and tell them what you did about it, even if it's just investigating it for them and telling them what you find out.

So, like I said, the people closest to problems understand them best. They're going to give you ideas. If you don't know about it, you can't fix it, so you've got to get out there and find out what's happening. It's just an awesome way to really connect with your team and to show them you care.

I've had people over the years question, "Well, you're really good at the people thing, but you don't seem to care about the equipment." Well, talking about equipment doesn't excite anybody. You're not going to inspire anybody by talking about how efficient your turbine is. It's okay to be into your equipment and to understand it and to try and get the best performance out of it, but it's not what you talk to people about when you go out in the field. So, there's a difference there.

What I say is you can question my methods, but you can't question my results, because over the years I've had world class results, and the numbers speak for themselves. So, my advice to you is just go out there, do you, connect with people. That makes all the difference in your business and your company, and the results will come.

With that said, if you like this video, hit the like button below, share with your friends, and don't forget to subscribe. Thanks for watching and I'll see you in the next video.

https://youtu.be/SPoCJCalUJ0

 

 

Culture and Organizational Change

Hey, what's up, heroes? It's 2018, and I am back. And this week, I'm gonna be talking about how to change your culture. And, stick around 'til the end, I'll give you a little update on what I been up to in the last couple weeks.

Hi my name's Roman Ryder, and on this channel, I'll help you unlock your powers and be the hero of your story. If you're new to my channel, make sure you click on subscribe. I put out new videos every week, and you don't want to miss out. All right, so how do you change your culture? The first thing is to do and say what you believe. So, you got to get out there, and you got to tell people what you're all about. You want to make this message super simple, so they can easily repeat it. And that way, you start to get consistent results, so even if you're not around to make a decision, they're gonna do and say what you believe because you've consistently and persistently got out there and told them what you believe.

All right, the other thing is that actions speaks louder than words. So, they're gonna be watching you very closely. So, you need to make sure you're ... once again, you're consistently doing what you believe. So, you can't just talk about it, you got to back it up with your actions. Sometimes that's gonna be painful, but you got to do it. You got to show them that you're all about this change that you want.

All right, so what's next? Well, you have to back them up. So, no matter what happens, if they're out there doing what you believe, then you need to have their backs, you need to show them that you're gonna support them, that you're gonna take responsibility when things don't go right, because they were trying to do the right thing. And along the same lines, you want to recognize behaviors you want and you want to coach the behaviors you don't want. So, when they trust you and they know that you've got their backs, they're gonna be more comfortable, they're gonna perform better, and they're gonna go out there and do their best for you.

All right, so the other thing is that this isn't gonna happen overnight. So, once again, consistent and persistent. You got to keep at it, you got to get out there and talk to people. You got to keep putting that simple message out there, that simple message they can remember when you're not around so they can do what you expect of them no matter what. You're empowering them to go out and do that, and things are gonna go great.

All right, so if you like this video, hit the like button below to share it with your friends, and don't forget to subscribe. Thanks for watching, and I'll see you in the next video. But, for all of you geeks, stick around for a couple more minutes, I'll tell you what I've been up to the last couple weeks.

So, first of all, I've been playing tons of Dungeons and Dragons. That's something I haven't done really consistently since the '80s. I've got a character I'm absolutely loving. I've got a level seven arcane trickster rogue, I cast all illusion spells, he's using range attacks with the bow, lots of sneak attack damage, very stealthy, very fun. The other thing is, I've actually started designing my first adventure. Kind of started out, I was painting miniatures for the first time ever. Painted a couple of miniatures, did one of my rogue. Really liked it, they came out pretty good, so I kind of went on a miniature buying spree, got some more paints, started writing up some stories to go with his, and drawing out some dungeons. And so, I've been totally geeking out with Dungeons and Dragons.

The other thing is, it's been playing little bit of WOW. I'm up to level 55 on a night elf hunter. Having good fun with that, doing the beast master thing. And that's pretty much it, I just kind of been geeking out in my little fantasy world, so if that's your thing, very cool. I also have been watching a lot of Critical Role. So, if you haven't checked out Critical Role and you love Dungeons and Dragons, make sure you check out the Geek and Sundry channel and watch Critical Role. Matthew Mercer is an amazing dungeon master.

All right, so I hope you enjoyed this video. Make sure you connect with me on Facebook. I've got the hero mastermind, I'll put a link below. Love to talk to you there about leadership stuff, Dungeons and Dragons, whatever it is. Star Wars. Anything along those lines, I'm there for you, so I will see you over on Facebook. Thanks for watching, I'll see you next time. 

https://youtu.be/oV3YSAlWp8M

First Time Manager Tips - How to Manage Your Former Peers

What's up heroes? This week, we're going to be talking about how to manage your former peers and also just how to deal with those changing relationships in your workplace when you get promoted. Make sure you stick around in the end for a bonus.

Hi, I'm Roman Ryder, and on this channel, I'll help you unlock your powers and be the hero of your story. If you're new to my channel, make sure you click below and subscribe. I put out new videos every week, and you don't want to miss out. First thing to consider is managing your peers. This is pretty tricky. One, these people may be your friends, you know, you previously were working with. You have to start to kind of create some boundaries there between you and them. 

It should be a little bit uncomfortable. You don't want to be too buddy-buddy with them, because one, you want to be their boss. Two, they need you to be their boss. You can't be their friend. You need to be their boss. Okay. Two, you may have interviewed against some of these people. They're watching you to see what you're going to do in this position, to see if you actually deserve it. Hopefully, everybody that was your peer thinks you deserve it. They've worked with you, and hopefully they have high thoughts of you, and kind of understand why you were hired to fill that position.

You're going to have to go out there and show them you're capable of doing this. How do you do that? One thing you can do is start to fix some problems. You know what the problems are. You have a huge advantage, because you just came from there. You understand the issues they're dealing with, so you can look for some quick fixes, some quick wins to help them out and make their jobs a little better. They're going to appreciate that you're in that position, and you're helping them out and making things better. The other thing you can do is to ask them what the problems are, because they may have things that you don't know about that are specifically affecting them in their role.

If you take a long in the link above and the description below, I'll link back to my video from a few weeks ago on how to deal with your first 90 days in a new supervisor or management role. There's some great stuff in there that'll help you out and help them get adjusted to you being their new boss.

The next thing to consider is your new peers. You were working for them, right? One, you've got to learn from them, and two, you've got to become one of them. You can't let them talk down to you or try to give you silence. They should be going to the people that now work for you. You need to kind of stand up for yourself and kind of still walk that line, where you're learning but you're establishing yourself as one of their peers now. 

Something you can do to help with that is, they ask you to do something, just delegate that down to somebody. Show them that you're a boss capable of delegating, and you're not going to do those medial tasks anymore. Another thing you can do is just to show them that you're there to make a difference, so you can find out what pains they have. You're filling this position now. Hopefully there's some opportunities for you there to grow and to help them and make their job a little better. Figure out what you can do to make a difference at your new level, and help out your new peers.

Alright, now the other thing you got to consider is your new boss. The person you're now working for was two levels above you, so you've got to also change their view of you and show them you're capable of doing this job. Make sure you're standing up for yourself, you're acting at the level you're at. Don't let them kind of assign stuff to you that should be going below. Do as I said before, delegate that and tell them you're delegating it. Just kind of make your new role work for you, so that you're getting established in this new position at this new level, and people are seeing you that way.

Alright, so this week's bonus is to just go in there and make a difference. You can't really stand out just by maintaining the status quo, so you were promoted to this position for a reason. Show them why you were promoted. Look for the big wins you can have, the big changes you can make. The things that bothered you when you were in your previous role. Go out there and make a big difference. Show them why they promoted you, and show them that you're the best person to fill this job. 

Alright, so if you take a look in the description below, I'm going to include the link to my new Facebook group, the Hero Mastermind. I'd love to connect with you on there and help you with whatever you're working on in your career. Hit me up on there.

If you liked this video, his the like button below. Share it with your friends, and don't forget to subscribe. Thanks for watching. I'll see you in the next video. 

https://youtu.be/4JPXX8wHB24

Leadership and Development - How to Get Promoted to Manager

I've always said you have to be before you become. So this week I'm gonna give you some tips and help you figure out how to be a leader and to land that role that you really want. And make sure you stick around the end for a special bonus.

Hi, I'm Roman Ryder, and on this channel, I help you unlock your powers and be the hero of your story. If you're new to my channel, make sure you click below and subscribe. I put out new videos every week and you don't want to miss out. 

Alright, so tip number one is to Dress For Success. So, basically, you always want to try to dress one level above the current role you're in if that's feasible. Sometimes you're gonna be in a role that maybe it's not feasible to wear a tie to work every day, but I know for me, I was a supervisor, but I was still out in the field and getting dirty, and I would go to, whether it be sales or places like Sam's or Costco. I would basically just try to get my clothes as cheap as possible, so I got stuff that looked fairly nice, but I could go out in the field and tear it up, and it wasn't the end of the world. So basically, dress for the job you want, and that doesn't mean dress as Batman. Because somebody recommended that to me when I mentioned that. So anyway, dress for success.

Alright, tip number two is Seize Opportunities. So basically you want to look for any opportunities to do special projects, especially if it's projects that are gonna get you visible outside your workplace, maybe to be on a team, especially if you can lead that team, because then you're showing you're able to lead a group already, so you're 'being before you become' the actual leader. Also if you don't have many opportunities like that, sometimes it's just a matter of finding something that you're really passionate about, that maybe nobody else is working on, and you start working on that thing and start drawing attention and getting backing for it. So you basically build your own project to improve something that you're passionate about at work. 

Alright, tip number three is to Step Up. So look for any opportunities you can to fill that role that you want. I know for me, personally, I looked for opportunities to step up and fill the supervisor role, whether the supervisor was leaving for the day, or going on vacation, or whatever the case may be. Same thing if you're looking to move into a management role. I can remember one time I was filling in for my superintendent and also for my plant manager at the time. One was out of the country and one was out of the state. So those are good opportunity to go and get in that role and make some calls, get the feel for what it's like, and you can also include that when you're looking for that role, say, "Hey, I've done this job before."

That brings me to this week's bonus, and that is to make your Resume Fit The Job. That means actually doing the things that that job requires. So look for every opportunity you can to get involved in things that are gonna be part of that role. So when they're reading your résumé, when they're interviewing you, they're thinking, 'wow, this person is already doing this job.' So for me, that was doing things like getting involved in budget meetings and doing different projects and things that would be required of me when I've moved up into that new role that I wanted, so I did everything I possibly could to already know that role before I moved into it.

Alright, if you take a look at the description below, I've included a link to my Facebook group, the Hero Mastermind. I would love to connect with you on there and help you with whatever it is you need to help you move into that leadership role you want.

If you liked this video, hit the like button below. Share it with your friends and don't forget to subscribe. Thanks for watching and I'll see you in the next video!

https://youtu.be/Q2RyJWY5le4

Kaizen Six Sigma - Company Improvement Suggestions (2 of 2)

This week, I'm gonna be sharing some tools that'll help you prioritize and track your continuous improvement projects to completion. Now if you missed out on last week's video on how to set up a very simple continuous improvement program, I'm gonna put a link above and in the description below. So make sure you go back and check that out. As you can see, it's Monday night football, so Go Hawks!

Hi, I'm Roman Ryder. On this channel, I help you unlock your powers and be the hero of your story. If you're new to my channel, make sure you click below and subscribe. I put out new videos every week and you don't want to miss out.

All right, so the first thing I want you to do is to think about what are the two most important factors for your business? For some in the industries I've worked in, it's been safety and reliability or safety and productivity. For you, it could be something like sales and maybe customer service. So figure out what those two most important priorities are for your business. Now the next thing I want you to do is to take a sheet of paper or a wipe board or whatever it is and draw four quadrants. Put two axis on it with those two most important things with the arrows going up and arrows going across. Now you're gonna take all your stickies out of your think tank and you're gonna start putting them in those four quadrants. Now you want an even better way to do this? Get your employees to take all the stickies out of the think tank and put them in the four quadrants so that way, they're telling you what they think is the most important, what effects both safety and reliability or sales and customer service, whatever it is, how high it ranks on those charts. 

So that's a great way to get everybody once again involved and help them to decide what you're gonna work on for continuous improvement projects. Now a good way to do this is to do it in some sort of set monthly meeting. I used to use my monthly safety meeting because as I mentioned, safety was one of my highest priorities. So that way, it just kind of worked right in with the safety theme we were already doing. All right, so then now you have all those in four quadrants, I'm gonna give you a little bonus. If you go back and look at my Pareto Priciple video, I'll include a link above and below, I actually give you another way to do four quadrants with impact and ease. So you can take those things out of your quadrants we just set up, move them over to that impact and ease. It's gonna help you drill down even further and decide what's really important. What's gonna have the biggest impact? How easy is it? Could you knock it out right now today? Can you knock it out this week? Is it gonna take some more time? 

Are you gonna have to do a project or whatever it is? All right, so now you have all these things prioritized, basically what you want to do now is put them into some sort of spreadsheet. That way, you can start tracking them and you can see where they fall in the priorities. The other thing you can do is I've used a big white board in a central location. You can track them on there. What you want to do is figure out what is your normal work process for getting these things resolved. So it's typically something like you put in a work request. You order parts and maybe you do a project, like a capital project or submit it to engineering. Whatever it is, you're gonna have some steps that you go through for your business to move these things from an idea to completion. So list all those ideas on that white board. Put the different steps. Same thing with your spreadsheet and then assign a name that's responsible for getting it done, one of your supervisors or somebody else in your organization. Give a name next to that. Give a date that it's due.

Now it's in a central location. Everybody can go look at it every day of the week. They can see all of the different projects you're working on, where they're at and the steps to get them done, who's responsible for it, and what's the due date. All right, so this is a really great way to get everybody involved from the beginning when they're first dropping their ideas in their think tank, all the way to the end when the project's completed. They're involved in every step of the way. 

If you take a look in the description below, I've included a link to my Facebook group, the Hero Mastermind. I'd love to connect with you on there and help you with your think tank or your tracking program or whatever it is you need help with. So make sure you check that out.

If you liked this video, hit the like button below. Share it with your friends and don't forget to subscribe. Thanks for watching and I'll see you in the next video.

https://youtu.be/eUyQ8JSZnso

Kaizen Six Sigma - Company Improvement Suggestions (1 of 2)

Hey heroes. This week we're gonna be talking about the Japanese word "kaizen." Now this word simply means "change for the better." It wasn't about making changes at the company. Initially, it was about making changes for the people, so to try and make their jobs better. But what they found was as they made all these small changes, it made things better for their people. The company became more reliable and more profits, safer, and just all around better, so basically if you get the people closest to their problems involved, they're gonna understand them best and they're gonna bring you the best solutions. So this week, I'm gonna help you figure out how to get those people involved and get solutions. Make sure you stick around to the end because I'm gonna give a sweet bonus.

Hi. I'm Roman Ryder and on this channel, I help you unlock your powers and be the hero of your story. If you're new to my channel, make sure you click below and subscribe. I put out new videos every week and you don't want to miss out.

All right, so my second day as a supervisor, I ran out to Walmart and I picked up a goldfish kit. I came back to my plant and I put this together and I wrote it on the side of the goldfish bowl, "Drop your ideas in the think tank." People thought I'd completely lost my mind, but within a matter of a short time, we had dozens of ideas in improving the safety and reliability of the plant. My simple little fish bowl was being presented in front of all the plant managers and all the vice-presidents at a big corporate meeting. So this week, I'm gonna help you figure out how to set up your own think tank. Make sure you stick around to the end.

All right, so first thing you need to do is get yourself some sort of clear container and why do I say a clear container? Well, because if you have a dark container that you can't access, I've seen places that use a black lock box, you're gonna find out all the negative stuff people will not want to tell you. They're just gonna drop all that mess in there and you're not gonna get any good ideas. Now as I always say, if you don't know about the problems, you can't fix them. But this isn't the place where you're gonna find out about the problems. This is where you're trying to find out ideas and solutions to problems. So get you some sort of clear container. As I mentioned, I used a glass fish tank the first time. After I did that, I wasn't that wild about it. So I actually used a plastic container next time and if you stick around until the end, my bonus is gonna give you a great suggestion on where to get a container that will work well for that. 

All right, so the next thing you need to do is put that container in a very high traffic, visible location. So you want it someplace where people are always at, where maybe meetings are going on, that type of thing. You want to get this thing visible because you want people to see the ideas that are in there. You want people to see it there when they have an idea and be able to easily write it down. I even recommended people from outside my plant that were visiting if they had a good idea, I had them write it down and drop it in my think tank as well. So it's a great place to just capture ideas when people are having good discussions and ideas come up. All right, so the next thing you need to do is you're probably gonna have to push to get this thing started. So as I mentioned before, put it someplace where you're meeting a lot, where you're talking a lot. People come up with good ideas, say, "Hey, why don't you write that down and drop it in the think tank?" 

Now you may actually have to do it yourself the first couple of time, but once people start seeing the ideas get in there, you'll walk in and you'll catch people digging through and seeing what's in there and maybe adding their own idea that goes with something or maybe writing a little something extra on a sticky that's already in there. So you just gotta kinda get it going. Once you get it going, you're gonna start that flow and you're gonna start to get lots of great ideas coming in. Then next week, I'm gonna show you how to prioritize those ideas and how to track those ideas to keep everybody involved and see them through. So make sure you tune in next week to see that.

All right, so now it's time for that sweet bonus and that is you can go to someplace like Sam's and Costco and you can get a huge container of candy. That, one, gives you your huge plastic container to use to capture all these great ideas and, two, you've got candy now. So what do you do with this candy? Well, first of all, you can put some on your desk in a container where people can come in. They can grab some candy. This is a chance for you to talk to them and find out what's going on in their lives, what's going on at work, and just kind of reinforce that open door policy. It invites people into your office. Two, if you get a hard candy, you can stuff your pockets full of candy and you can go take a walk and you can just use that as an ice breaker to walk up to people. "Hey, have a piece of candy. What are you working on?" How's your day going?" Whatever it may be. It's a great way to just kind of say, "Hey, good job. Thanks. I appreciate what you're working on and here's a piece of candy." So it's just a great way to get out and meet people.

If you look at the description below, I've included a link to my Facebook group, The Hero Mastermind. I would love to connect with you on there and help you with your think tank or anything else you're working on. So make sure you click on that description and come check it out.

All right, so if you liked this video, hit the like button below. Share it with your friends and don't forget to subscribe. Thanks for watching and I'll see you in the next video.

https://youtu.be/31QZKXfid7g

Leading and Communicating - Unpopular Decisions at Work

What's up, heroes? This week we're going to be talking about how to deal with unpopular decisions, whether it be a decision you make or a decision somebody else makes that you have to enforce so make sure you stick around and check that out. 

Hi, I'm Roman Ryder. On this channel, I'll have you unlock your powers and be the hero of your story. If you're new to my channel make sure you click below to subscribe. I put out new videos every week and you don't want to miss out.

All right, so in interviews the question often comes up, how do you deal with an unpopular decision? All right, so first of all the key to this is just communicate. Sometimes you're going to have to make a decision that people aren't going to like so the best thing you can do is just tell people who you made that decision. I've ran across this a lot. Sometimes people just don't understand all the ins and outs of decision making at a managerial level so they may not understand budget concerns or the need to look at how you're spending the money whether it be an operations budget, maintenance budget, capital spending where you might have to do a capital project.

There's a lot that goes into these decisions that the average person at your job probably doesn't understand. Give them the benefit of the doubt that they are actually interested and they want to figure this out and tell them exactly how you made the decision, all the factors you weighed and why you did what you did. When they understand that they're probably going to buy in or the worst case they'll at least feel like you're keeping them involved in part of the process so they're going to feel a little better about your decision.

The other thing is when you communicate how you make your decisions you're also developing your future leaders. Now, these people that are coming up behind you are going to understand how your thought process works, how you come to the decisions you make, and you're grooming them to take your spot in the future. As I mentioned, it's not always going to be your decisions. Sometimes there's going to be a decision made above you that you're going to have to communicate down to your organization that's not going to be popular. What do you do in those cases?

Well, first of all you have the right to express your opinion up the chain of command. Let your boss know what you think about the decision, let him know what your concerns are, give him your thoughts on it, and then you own those decisions. You don't pass the buck and say, "Hey, my boss told me we have to do this." No, you absolutely own that, "This is what we're doing, this is the direction we're going." You get everybody on board for that decision. Just like before, you communicate it, you let them know the why the decision was made and you move forward.

All right, so you take a look at the description below, I've included a link to my Hero Mastermind Group on Facebook, I'd love to connect with you on there. Plus, it's a great place for you to go connect with other people that are on the journey to become the hero of their story. If you like this video hit the like button below and share it with your friends and don't forget to subscribe. Thanks for watching and I'll see you in the next video.

https://youtu.be/tClT4_WT4cQ

Employee Discipline Policy - Coaching Employees to Improve Performance

If you've ever interviewed for a supervisory position you probably heard the question, "Tell me about a time when you had to deal with an employee with performance issues.". Well, this week I'm gonna give you my methods for coaching and disciplining employees.

 Hi, I'm Roman Ryder and on this channel, I teach you how to unlock your powers and be the hero of your story. If you're new to my channel make sure you click below to subscribe, I put out new videos every week and you don't want to miss out.

All right so the first thing you need to do is figure out what your company's policies and procedures are. The way you coach and discipline is gonna vary whether you're dealing with the hourly or salary employee or if that hourly employee is union or non-union. You need to make sure you're familiar with all the applicable policies, figure out exactly what the expectation was for your employee, where the gaps lie so you know what to talk to them about, and how to get them to where you need them to be

All right so the next thing to consider is whether you're gonna do coaching or actually discipline. For me in most cases you can start with the coaching and that could be informal coaching just having a conversation with them and telling them, "Hey, I've noticed this and this is what I need to get out of you," or it could be a more formal coaching session where you document everything you talk about and you come up with a formal plan to kind of remediate whatever the problem is to get them to the point where you need them to be. 

Now for me personally I think the best way to do that is to tell them what the problem is, tell them what you need them to do, and then ask them to come up with a plan of how to get them there so that way you've got their buy-in right off the back because it's their ideas, it's their suggestions for the remediation plan. Then you gotta make sure you absolutely meet with them on a regular basis to track their progress and make sure they're getting what they need and they're progressing along the path to be the employee you need them to be.

Now as far as more formal forms of discipline to me it really comes down to one, either I've already tried maybe some informal and formal coaching and it's just not working or two, they have gone out of their way to do the wrong thing. They knew the rules, they knew the procedures, whatever the case may be they made a conscious decision to break the rules and to me, that's where formal discipline comes in, and even more so if they lied about it. To me integrity is absolutely a must, I have to be able to trust my employees so if they lie to me about what happened and I can't trust them well that's a huge issue and that's where I'm gonna start looking into a more formal form of discipline.

With all that said the best way to deal with employee performance problems is not to have them in the first place. You want to be proactive, you want to tell people what your expectations are, and then give them a good place to work so they're excited to come to work and they're gonna do their best for you every day.

All right, so check out the description below, there's a link to my Facebook group The Hero Mastermind. If you've enjoyed this video please come over there and connect with me, I'd like to talk more about how I can help you and you can also connect with other like-minded people that are on their journeys to become the hero of their story.

So if you liked this video, hit the Like button below. Share it with your friends and don't forget to subscribe. Thanks for watching and I'll see you in the next video.

https://youtu.be/2_HkUOrJCAo

30 60 90 Day Plan for New Managers

All right, this week, I'm going to be talking about my strategies I use in my first 90 days as a leader in a new role, whether it be promoting within the same company or be changing companies, you're gonna learn a lot today that you can use for that. Also, if you're not in a leadership role, the things I'm going to be teaching you, you can use it in your business, you can use it in your life so make sure you stick around and watch.

I'm Roman Ryder. On this channel, I teach you how to unlock your powers and be the hero of your story. If you're new to my channel, please click below to subscribe. I put out new videos every week and you don't want to miss out. 

All right, so your first 30 days. If you're new in the role, first 30 days is all about communication. First of all, you got to get out and talk to all your people but most importantly, in that first 30 days, you need to sit down with your direct reports, whether it be supervisors, engineers, whatever it is that you do. You need to talk to your direct reports and you're gonna use something here. This is one for you people that aren't leaders that you're gonna love. It's called either the FORD Technique or the FORM Technique, so F is for family, O is for occupation, R is for recreation, and D is is for dreams or M is for money, depending on which way you learned it. So anyway, so you want to ask them questions along those lines and get to know them. Take lots of notes, if they give you birthdays, that type of thing, wives names, all that kind of stuff. For me, I like to put it in my cell phone. It's in my calendar. 

I never miss anybody's birthday, even people that worked for me in the past because those relationships you build are important. They're gonna be a part of your life, part of your work family. So you want to keep in touch with them and keep track of those things. Now the next thing I like to do is kind of a mini version of a SWOT. I'll get to what a SWOT is later, but we're gonna concentrate right now on the S and the W, strengths and weaknesses. So you want to find out what they consider their strengths are and what they consider their weaknesses are. Here's the thing. You don't want to try and fix their weaknesses. What you're looking for is what they enjoy and what they feel they're strong at. Down the road, you're gonna be trying to find ways to use those strengths to your advantage, to put them in roles that they enjoy, that they excel at and will help your organization the most. All right, so once you get those things done, you're starting to get a feel for what's going on. You've been talking to everybody. 

Now, remember one thing is that perception is reality, so for all these people you're talking to, whatever their perception is, that's reality. But it's not necessarily your organization's reality. So keep that in mind. You want to take into consideration what they're telling you. Down the road, you might want to consider addressing it in some way, but it may not be totally a truth. It may just be kind of their truth, so you may shift some things around to kind of get rid of that perception. But it may just not be the true case. It may just kind of be what your organization considers as true. So that's kind of vague, but I don't want to go any into any details and some of the situations I've come across in the past because I don't want to hurt anybody's feelings or anything like that. So anyway, so keep that in mind, so you're 30 days in. What do you do? You need to make a small change. Some people like change. Some people don't. Most people don't, but it's important about 30 days in to make some sort of change. Let everybody know you're there. 

People are expecting you to make some changes, so if you don't make changes and they're not happy with the current organization, they're gonna be like, "Hey, what's going on? We're waiting for this new guy to do something, this new lady to do something." So go ahead and make some sort of change, especially if you can address something that you've heard multiple people complaining about in that first 30 days because that can be a quick win. It's gonna make you look good. It's gonna make everybody feel better about you being there and taking over their team, their organization. So now let's get onto the next 60 days, so obviously continue to communicate. I go out on a daily basis and I talk to people because if you don't know what's wrong, you can't fix it. But in that first 60 days, you need to start really digging in to all the things you're hearing. So if you're hearing people complain about this, that, and the other, if you're seeing some issues possibly, this is your time to start gathering facts, start asking the harder questions about those things. 

Take lots of notes, once again because you're gonna need them later and start to really dig in and find out what the current situation is, what's fiction, what's fact, what's the reality of this organization, and you're gonna start to kind of figure out where you want to head. Maybe at that 60 day part point, if there's anything else that comes up that you really feel like you need to address and change, go ahead and make another small change or two. You don't want to do anything just drastic yet because you don't necessarily have your team's buy-in yet. So you want to get them on board. All right, so now onward to the 90-day point. Okay, so now it's time to really sit down with your team and go into that SWOT that I talked about before. So you're looking at strengths, weaknesses, opportunities, and threats. I give everybody a pad of stickies. If you can get one of those big sticky sheets or wipe board or whatever you have to do, split it up into four quadrants, S, W, O, T. 

Tell everybody to write down everything they can think of on the stickies and put it where it goes, whether it be a strength, a weakness, an opportunity, or threat. Then you want to try and figure out how you can turn those weaknesses into strengths, how you can turn those threats into opportunities and start to identify where your organization is going. You can also take those if you watch my Pareto Principle a couple weeks ago. Go back and look at that video. I talk about how to do impact versus ease. You can take some of those things and throw them on the Impact, Ease and start to figure out kind of maybe your top 10 things you wanna to knock out this year kind of deal. The remainder of the year or whatever point you're at.

All right, also another great thing to talk about with your team is what your mission's gonna be for your organization. If you need help with that, if you go to my website, romanryder.com, there's a free course there for finding your Why. I actually teach you how to kind of use that to find your organization's why and to make a vision or a mission statement.

All right, so now, you should have a pretty good idea of who's in your organization, what their strengths and weaknesses are, get an idea of what people's concerns are in your organization, where the opportunities are. You identified those strengths, weaknesses, opportunities and threats. Maybe you've made some top 10 goals for the year and hopefully you've got a mission or vision statement. You've got your team's buy in. That's what's most important, right? Because you have to get people behind you because you can't do it by yourself. This is a team effort. It take everybody to win, so now you're ready to get rolling and you're through your first 90 days.

So if this sounds good to you, one thing you can do is look in the description below. I'm including a link to my new Facebook group called The Hero Mastermind. This is gonna be an awesome place for us to connect online and also for you to connect with other people that have the same kind of interests as you as far as, hopefully, some people are into the same kind of pop culture stuff as we are and also people that are looking to be the bard or the hero of their workplace. I just want to connect with y'all and find out what y'all need, how I can help you and help you grow and go along your journey to become a hero. So if you liked this video, hit the Like button below. Share it with your friends and don't forget to subscribe. Thanks for watching and I'll see you in the next video.

https://youtu.be/Zym73JaO6RE