Business Problems Solved Podcast Lee Houghton

This episode explores the importance of understanding and meeting the needs of others in conversations. Lee discusses the concept of the three H's - being heard, helped, or hugged - and how individuals typically seek one of these in interactions.

Drawing inspiration from Charles Dewick's book, "Super Communicators," Lee emphasises the significance of recognising what the speaker wants from a conversation to enhance connection. The episode concludes with a reminder to prioritise connection over mere technicalities in conversations.

KEY TAKEAWAYS



Three H's: The concept of "heard, helped, and hugged" can help tailor interactions to build more connection with others.



Understanding Identities: Showing different aspects of one's identity can influence the outcome of conversations and help in connecting with others.



Connection is Key: The most important aspect of conversations is how well one can connect with the other person, understanding their needs, and turning up in a way to provide that.



Vulnerability: Being more vulnerable and sharing more of oneself can lead to better connections and understanding in conversations.



Continuous Learning: Taking time to get to know people and understand their identities can enhance communication and connection in interactions.



BEST MOMENTS

"People, when they are in an interaction or a conversation with somebody, they typically want one of three things. They want to be heard, they want to be helped, or they want to be hooked." 

"So if you as a speaker, if the person that's speaking wants to be heard, then you need the listener to actively listen and not interject." 

"But dependent upon the conversation that I'm in, I show different parts of my identity." 

"So how can you really connect with somebody if you only see one identity? But more importantly, how can you connect with people if you only share one identity?" 

"The most important thing in your conversations is how well you can connect to the other person." 

HOST BIO

You can contact Lee Houghton on 07813342194 Lee@leehoughton.com https://www.linkedin.com/in/lhoughton/

For the last 15 years, I have been a multi-sector internal or external business improvement consultant, building the improved capability of individuals, teams and businesses.

In my spare time, I enjoy spending time with my two young children Jack & India. I also enjoy listening to and reading business & personal development material.

Lee Houghton is “THE Business Problem Solver”, a Management Consultant, CX Specialist and Keynote Speaker.

This episode delves into the practical application of the ICE model in coaching conversations to drive transformational change. Lee introduces a four-box model that focuses on the coachee's level of thinking and action, guiding leaders on how to navigate coaching sessions effectively. The episode offers a structured approach to coaching that aims to empower individuals to think differently and take meaningful action towards improvement.

KEY TAKEAWAYS



ICE Model: The ICE model consists of three steps - Intent, Conversation Starters, and Expected Outcome - which can be used to guide coaching conversations effectively.



Four Box Model: The Four Box Model helps in understanding the level of thinking and level of action of the coachee, guiding the coach on how to navigate through existing thoughts, new thoughts, transactional actions, and transformational actions.



Starting Point: It is recommended to start coaching conversations in the existing thoughts box (low thought, low action) to explore the current mindset of the coachee before progressing to new thoughts and actions.



Transitioning: Transitioning from existing thoughts to new thoughts and then to action is crucial in creating sustainable change and transformation in individuals.



Questioning Strategy: Using the right questions at each stage of the coaching process, from exploring existing thoughts to creating transformational actions, is key to guiding individuals towards personal growth and development.



BEST MOMENTS

"The reason why it's transformational action It's because it's based on new thoughts." 

"Remember people protect what they build." 

"And if you can create an internal change in people's minds, you're more likely to create a sustainable external change." 

"So start by clarifying your intent. Understand a couple of conversation starters that keep you in that safe space of exploring the existing thoughts of your coachee."

"And really, it starts with understanding your intent, your expected outcome." 

HOST BIO

You can contact Lee Houghton on 07813342194 Lee@leehoughton.com https://www.linkedin.com/in/lhoughton/

For the last 15 years, I have been a multi-sector internal or external business improvement consultant, building the improved capability of individuals, teams and businesses.

In my spare time, I enjoy spending time with my two young children Jack & India. I also enjoy listening to and reading business & personal development material.

Lee Houghton is “THE Business Problem Solver”, a Management Consultant, CX Specialist and Keynote Speaker.

Lee delves into the art of coaching, specifically focusing on the role of an improvement coach. Host Lee Horton emphasises the importance of having a clear intent, using conversation starters, and defining expected outcomes before engaging in coaching sessions. He introduces the ICE model (Intent, Conversation Starter, Expected Outcome) as a mental framework for effective coaching. Lee shares personal experiences of learning from mistakes, highlighting the significance of actively listening to the coachee and adapting questions based on their responses.

KEY TAKEAWAYS



Clarity of Intent: Before coaching conversations, it is essential to have a clear intent in mind to guide the direction of the discussion.



Conversation Starters: Using a few well-thought-out questions as conversation starters can help initiate meaningful dialogue and exploration.



Expected Outcome: Reflecting on the expected outcome after the conversation can provide insights into the effectiveness of the questions asked and the overall intent.



Coaching Continuum: Understanding the coaching continuum, from pure thought to imposing ideas, can help in adapting the coaching style based on the desired outcome.



Creating Ownership: Encouraging the coachee to navigate towards their chosen destination through their own thoughts and actions fosters real ownership and action.



BEST MOMENTS

"We manage things, we lead people and we coach the gaps." 

"The reason why we are asking questions is for either for deep thought and exploration in the other person." 

"Pure coaching is about letting the coachee navigate to the destination that they want to get to through their own pure thoughts." 

"Pure coaching is not about you. Pure coaching is for the benefit of the other person." 

"Remember what questions, how questions really open the mind." 

HOST BIO

You can contact Lee Houghton on 07813342194 Lee@leehoughton.com https://www.linkedin.com/in/lhoughton/

For the last 15 years, I have been a multi-sector internal or external business improvement consultant, building the improved capability of individuals, teams and businesses.

In my spare time, I enjoy spending time with my two young children Jack & India. I also enjoy listening to and reading business & personal development material.

Lee Houghton is “THE Business Problem Solver”, a Management Consultant, CX Specialist and Keynote Speaker.

Lee Horton delves into the concept that the best teams do not necessarily consist of the best thinkers, but rather create the best thinking environment. He emphasises the importance of leaders asking questions to empower and engage their teams, rather than providing all the answers. Lee discusses the significance of morning meetings or daily huddles in setting the tone for the day and encourages leaders to ask thought-provoking questions that stimulate critical thinking. 

KEY TAKEAWAYS



Focus on Asking Questions: Instead of providing all the answers, leaders should focus on asking questions that stimulate thinking and empower their teams.



Encourage Reflection: Encouraging team members to reflect on past experiences and challenges by asking looking back questions can help identify areas for improvement.



Set Clear Expectations: Daily meetings should focus on setting priorities and activities for the day ahead, ensuring everyone is aligned on goals and expectations.



Create a Safe Environment: Leaders should create an open and safe environment where team members feel comfortable sharing their thoughts and ideas.



Drive Action: By asking forward-looking questions and setting clear actions, leaders can drive progress and ensure continuous improvement within the team.



BEST MOMENTS

"The best teams don't have to be full of the cleverest people. The best teams are the ones that create the best thinking."

"If you're always sought out for the answer, then you're not enabling, empowering your people and your teams." 

"You could ask, what are the escalations from your area? Did anything get in the way of you or your team doing what you needed to yesterday or on the last shift?" 

"So our aim as leaders is to really create thoughts in our people... the best teams create the best thinking."

"How do you create the best thinking in your people? I would absolutely love to know." 

HOST BIO

You can contact Lee Houghton on 07813342194 Lee@leehoughton.com https://www.linkedin.com/in/lhoughton/

For the last 15 years, I have been a multi-sector internal or external business improvement consultant, building the improved capability of individuals, teams and businesses.

In my spare time, I enjoy spending time with my two young children Jack & India. I also enjoy listening to and reading business & personal development material.

Lee Houghton is “THE Business Problem Solver”, a Management Consultant, CX Specialist and Keynote Speaker.

Join Lee as he talks about the art of coaching and the importance of asking great questions. Lee Horton emphasises the significance of thought-provoking questions that are succinct, open, relevant, timely, and free from bias and emotion. By exploring what makes a great question, Lee highlights the role of coaching in supporting performance and development opportunities for individuals.

KEY TAKEAWAYS



Coaching is essential in managing and leading people, as it involves asking thought-provoking questions to support performance and development opportunities.



A great question in coaching should be succinct, open, relevant, timely, unbiased, and devoid of excessive emotion.



Thought-provoking questions challenge the thoughts and minds of the recipient, typically framed as "what" and "how" questions rather than "why" questions.



The focus of a great question should be on benefiting the recipient by promoting their learning and growth, rather than serving the questioner's personal gain.



Effective coaching involves creating an environment with sufficient space and time for individuals to think and develop, ensuring the right level of honesty and transparency for meaningful conversations.



BEST MOMENTS

"We often say that coaching is how we all need to be... So we support performance and development opportunities by asking questions that create thoughts in the right environment with sufficient space and time for that person to think and develop."

"A question that is succinct and thought-provoking... You want to create the most thought-provoking question. And often, the more succinct it is, the more thought-provoking and wide it can be."

"What makes a great question? Well, it's got to be open, not closed... It's got to be relevant to the situation that you're in, especially in a work environment."

"The most thought-provoking question that I ask is, 'what else?'... So we can't coach in every single situation... we've got to manage things, lead people, but we coach the gaps."

"Great questions are thought provoking... We really want to develop people. We want to coach the gaps to develop and grow our people."

HOST BIO

You can contact Lee Houghton on 07813342194 Lee@leehoughton.com https://www.linkedin.com/in/lhoughton/

For the last 15 years, I have been a multi-sector internal or external business improvement consultant, building the improved capability of individuals, teams and businesses.

In my spare time, I enjoy spending time with my two young children Jack & India. I also enjoy listening to and reading business & personal development material.

Lee Houghton is “THE Business Problem Solver”, a Management Consultant, CX Specialist and Keynote Speaker.

This episode delves into the crucial aspect of leadership buy-in in successful change initiatives. Lee talks about the importance of senior leaders actively engaging and supporting change efforts beyond just financial investment. Using the analogy of a glass ceiling and floor, Lee highlights the disconnect between leaders and employees, stressing the need for transparent communication and genuine connection at all levels of the organisation. By discussing the role of leaders in setting vision, expectations, and asking the right questions, Lee underscores the collective responsibility of all individuals in driving successful change. 

KEY TAKEAWAYS



Leadership Buy-In: The importance of emotional, physical, and vocal buy-in from senior leaders in change initiatives is crucial for success.



Glass Ceiling and Glass Floor: The concept of a glass ceiling for employees looking up at leaders and a glass floor for leaders looking down, highlights the need for better connection and understanding between all levels of the organisation.



Role Modelling: Leaders need to set vision, and expectations, and check in on progress to ensure alignment and success in change initiatives.



Communication: Effective communication flowing both ways, from leaders to employees and vice versa, is essential for transparency and problem-solving.



Empowerment and Support: Leaders should empower employees to solve problems at their level while also providing support and guidance where needed to overcome obstacles.



BEST MOMENTS

"Change is for everybody, not everyone else."

"Leaders need to understand where they can support. What's the main blocker getting in the way of where it is that you're trying to get to?"

"Leaders need to check in against those expectations. Check-in each of the layers of the organisation to see that the right things are being spoken about at the right level." 

"Leaders need to empower and enable our people to solve the problems at the right level. And we can only do that if we're clear and transparent and we've got clarity of priority."

"Leadership buy-in is often cited as a challenge, but we've all got a role in helping leaders buy into the change initiative." 

HOST BIO

You can contact Lee Houghton on 07813342194 Lee@leehoughton.com https://www.linkedin.com/in/lhoughton/

For the last 15 years, I have been a multi-sector internal or external business improvement consultant, building the improved capability of individuals, teams and businesses.

In my spare time, I enjoy spending time with my two young children Jack & India. I also enjoy listening to and reading business & personal development material.

Lee Houghton is “THE Business Problem Solver”, a Management Consultant, CX Specialist and Keynote Speaker.