The Managing With Mind & Heart Podcast

You can listen to individual episodes directly from our website by clicking on the episode players below, or subscribe and listen through Apple Podcasts, Spotify, Google Play, YouTube and Stitcher.

 
 

Ep.09 – Peer Pressure: How to Go from Peer to Boss

 

“It’s important that you acknowledge that this relationship you have with your peers is going to change. It’s just part of the deal. And we need to be prepared for that.”  

The Nashes take a break from the feedback series to discuss an issue they’ve been getting a lot of questions about. I am friends with my peers in the workplace, but I’ve been promoted to now manage these peers. How do I go from peer to manager without making it awkward as hell for everyone? This isn’t an easy question, and the experts don’t always agree on the right answer, but Mike and Ethan still try to tackle it. In this episode, they discuss the pitfalls of failing to make adjustments to your relationships when you become a manager, the first steps to take as a new manager, how to build respect from the get-go, what to do if your former peers challenge your new authority, now to manage your relationship with a best friend that you now manager and other steps to take if you find yourself in this situation.

Have topics you’d like for the Nash team to tackle? Drop us an email with your questions and they’ll take a stab at it! contact@nashconsulting.com


Ep.08 – The Graduate School of Feedback (Giving Feedback 2/3)

 

“There is only one thing, and one thing only, that you are allowed to give feedback about.”

In the last episode, Mike and Ethan Nash broke down the basics of delivering feedback in a way that actually communicates your truth while still keeping you connected relationally to the other person. Now it’s time to crank it up a notch. Welcome to the graduate-level course of giving feedback. In part 2, the Nash team explains why you can only give feedback about one thing: behavior. Not attitudes, not intentions, only behavior. They break down the three elements of good feedback: behavior, the impact of that behavior and replacement behavior. Additionally, they touch on the pitfalls of giving feedback via email or notes…a big no-no.


Ep.07 – The S*** Sandwich (Giving Feedback 1/3)

 
 

“The main principle here is that your tone and body language have to give the message that you’re in their corner.”

Ethan gives his dad some tough feedback as they discuss an important topic on which leaders often get bad advice. This episode is on how to give feedback in a way that tells your truth while also keeping you connected relationally to the other person. We’ve often heard leaders proudly claim that they have a “feedback rich culture” in their organization. Although this may be true, these feedback cultures are not always healthy ones. In this episode Mike and Ethan discuss the pitfalls of delivering feedback poorly, why the feedback sandwich (AKA the s*** sandwich) can be problematic, and the fundamentals of successfully delivering difficult feedback.


Ep.06 – The Truth Can Hurt

 

“As a manager, as a spouse, as a partner, as a parent, as a friend – the message of openness and non-defensiveness is what makes you approachable, it’s what builds trust and respect, it’s what allows you to hear the truth, it’s what allows you to grow.”

Join father and son duo, Mike and Ethan Nash, as they attempt to hack the evolutionary tendency to get defensive. Defensiveness is a fear response, and all our fearless ancestors were eaten by saber-tooth tigers. This episode is all about how to receive feedback non-defensively, even if the feedback is untrue. They discuss why defensiveness is built into us, why it’s not as useful today, how to stay connected with your colleagues so you can hear the truth, and why you simply cannot be an effective manager unless your employees know it’s “safe” to give you feedback.


Ep.05 – Are You Even Listening to Me? (Adaptive Skills 2/2)

 

“This skill comes pretty naturally to about 30% of the population, and 90% of people think they’re within that 30%.”

In part 2 of our Adaptive Skills series, father and son duo Mike and Ethan Nash get down to the basics of how to grow and develop the most important skills for managerial and personal success. Adaptive skills are the skills that we brought with us from childhood, and they make or break our success as adults. You might be thinking, “If I didn’t bring these skills with me from childhood, I guess I’m screwed.” Wrong! The Nash’s explain the formula for growing and developing these skills, and then dive into a specific adaptive skill that Mike is still working on (hint: it requires him to shut up every so often).

Ep.04 – The Periodic Table of Skills (Adaptive Skills 1/2)

 

“These are the skills that we brought with us from childhood, and they make or break our success as adults.”

Join Mike and Ethan Nash as they sip on cheap wine and get vulnerable about their growth opportunities. In this episode, they explore one of Nash Consulting’s core principles: the importance of continually developing your adaptive skills. The elder and younger Nash dissect the three different types of skills, discuss the most vital type of skills for managerial and personal success, the relationship between adaptive skills and emotional IQ, and why we must always have one eye on growing and developing ourselves in order to be effective managers.


Ep.03 – With a Great Power Differential Comes Great Responsibility

 
 

“Many people spend nearly half their waking hours in relationship with this other person who has power over them, and that’s weird. It’s kind of unnatural, because most people, whether conscious or not, don’t feel comfortable with other people having power over them.”

Mike steps onto one of his favorite soapboxes and Ethan attempts to reconcile with the fact that his father is also his boss. This episode is about the Power Differential: the power managers have over their direct reports, and how to use it for good and not evil. Having another adult in your life who has so much control over your time, tasks and more is a bit…weird. So how do we, as managers, wrestle with the fact that most people don’t like it when others have power over them, while still being responsible for running a productive workplace? Mike and Ethan discuss how to avoid exaggerating the Power Differential without completely eliminating it, and why it’s vital for an organization’s health that managers understand this concept.

 

Ep.02 – The Peter Principle is Alive & Well (Morale 2/2)

 

“Employees tend to get promoted until they reach their level of incompetence. This happens all over the place – the Peter Principle is alive and well in the vast majority of organizations.”

If you didn’t listen to episode 1, we recommended starting there before diving in here. In this episode, Mike and Ethan beat their favorite dead horse: a wild mustang named Morale. The two of them dissect the concept of the Peter Principle and why nearly every company falls victim to this dynamic. They also explore the research-based Top 15 Management Skills and discuss why the skills of a manager are directly related to the morale of a workplace.

 

Ep.01 – Morale: You Can’t Pay For This Stuff (Morale 1/2)

 

“You can pay employees for their back and their hands, but they volunteer their hearts and their brains.”
– Dr. Stephen R. Covey

Join father and son duo, Mike and Ethan Nash, as they discuss a topic that may cause you to say, “Enough already. The topic of morale has been beaten into the ground.” The Nash’s response to that? No, it hasn’t, because they work with leaders all the time who really don’t understand what morale actually is, why it truly matters, and why we must never stop talking about it. In this episode Mike and Ethan discuss the four sources of morale, why morale is your job as a manager, what you get when you have a low-morale workplace, all the really cool things you get with high-morale, tactics for assessing your workplace’s morale and more. Their bottom line? High morale in the workplace is the only way you’ll get all the cool things you can’t pay – or punish – for.