What are the 5 Principles that you hope drives who you are and your leadership style? Jason Barger chats with Paul Hanson, President of Epcon Franchising about the principles that have emerged in his search to be an authentic leader who positively impacts the culture of his teams.
1:47 – Jason introduces Season 4 episode 25 of the podcast, 5 Leadership Principles: Conversation with Paul Hanson, President of Epcon Franchising. Welcome back to the podcast on corporate culture and leadership and thank you for listening. We engage thought leaders like CEOs, CFOs, managers, VPs, directors, and more for this podcast. We wish to create content that engages your mind and heart and allows you to step back and think and add some positivity to your life. We deep dive into today’s topic.
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3:05 – We can’t control everything but what we can control is our response. Still a lot of work to do but wanted to remind the audience what is within our control is the temperature we create in the organizations and teams we work with. If you have a suggestion, please send to firstname.lastname@example.org
5:30 – Jason introduces Paul Hanson, President of Epcon Francising, a home builder based in Dublin, Ohio. The first leadership principle: (As leaders) we have to care more about getting it right, more than being right. A discussion of being authentic and accepting faults is important.
No. 1: We have to care more about getting it right, more than being right.
9:31 – The second principle is to make good decisions quickly instead of perfect ones that take too long. Paul talks about what that means based on the feedback he gets.
15:02 – The third principle is to work toward the culture you want instead of accepting the culture that you have. Paul credits the Thermostat cultures concept about having the currency for change and what gets everybody up. He also mentions the 6 A’s from Jason’s book and his podcast that talks about them here.
22:17 – The fourth principle is to be optimistic NOT just positive. It is about knowing the difference between the two. Paul is often said he is too positive so he says to have action and reason behind it and not having an unrealistic rosy outlook on things. Being optimistic is to have data and a plan to know that because of these actions that I am going to do I will have a good day.
27:20 – The fifth and final principle is value people skills as much as performance skills. Many times the focus was only on results and that could result in some toxic work environments. When performance reviews are only numbers, sometimes the numbers miss how strong of a person you are.
Remember, the best leaders, teams, & cultures stimulate progress by recalibrating their thermostat together.
ABOUT THE THERMOSTAT
Conversations and micro-thoughts to engage your mind and heart.
A thermostat is proactive. It sets the temperature in a room. Controls the temperature. Regulates the temperature. But in today’s distracted, fast-paced and digital world, it’s easy for individuals and organizations to act more like thermometers, slipping into reactionary thinking, becoming scattered and inconsistent. The most compelling leaders, teams, organizations, families, or collection of humans of any kind operate in thermostat mode. They calibrate their mind and heart to set the temperature for the vision and culture they want to create. Jason Barger, globally celebrated author, keynote speaker, and founder of Step Back Leadership Consulting, is the host of The Thermostat, a podcast journey to discover authentic leadership, create compelling cultures and find clarity of mission, vision, and values.