Meighan Hackett Poritz: Coaching and Fostering Trust in Leadership Development (Encore) | Ep #115

Wendy (00:01):

Welcome to Building Better Managers. I am your host, Wendy Hanson, and I am delighted to have you with me today to learn from some wonderful guests who are going to share their information and their brilliance and their experiences around management and leadership and building great teams in organizations. I am also the co-founder of New Level Work, so check us out https://www.newlevelwork.com/. Thanks for tuning in.

Announcer (00:30):

Welcome to Building Better Managers. We're thrilled to bring you an encore presentation of one of our most impactful episodes. This conversation remains especially relevant today and we're excited to share it with you. Again, whether it's your first time tuning in or you're revisiting this standout episode, we're sure it will spark new insights to help you grow as a leader. Let's get started.

Wendy (00:51):

We're beginning a new year and hopefully it's going to be happy and healthy for everyone. Now, over the past years, we've had to adjust our business, our personal, our family life. Because of the pandemic, I believe we've needed to share ideas and best practices with others. More than ever, business doesn't run without good people and great ideas. Today we'll talk about one example of the collaboration between different organizations and how you might emulate it in your own company. So I am very lucky to be able to have Meighan Hackett Poritz from the Learning Forum, which is an executive council network with me today. So let me introduce her before I bring her on. So Meighan is the managing director of the Learning Forum. It is a member-driven networking organization for senior executives of large multinational and government organizations. Member firms include over 120 organizations, which include five of the Fortune 10, 25 of the Fortune 100, along with 10 key government organizations. Her councils provide leaders access to confidential peer learning through a high trust network. They're a platform of ideas, inspiration, and benchmarking, which has lasting impact on the strategy and growth of programs of Fortune 500 companies. Something else you should know about Meighan; I wouldn't mess with her. Meighan's completed an Ironman triathlon and raised $10,000 for blood cancer research. She's passionate about the emerging trends that link sustainability, personal wellbeing, productive workplaces and communities. So welcome, Meighan. I am just delighted to have you on.

Meighan (02:37):

Oh, thank you so much for the kind intro. As you said, the world of work has seen major shifts in the past year, and we are really focused on helping leaders change the conversations that they're having.

Wendy (02:49):

Yeah, because we all know we can't do this alone. It takes a village to be able to make good things happen at work, and I was so happy to hear about your organization. So tell us what is the Executive Council network? Give us a little background on that.

Meighan (03:06):

All right. Well, to simply put it, we're about 15 councils and is a network made up of those who lead functions such as talent management, enterprise learning people, analytics, innovation, foresight, digital workplace, to name a few, as well as some newly formed groups just for CHROs and CLOs. And there's about 20 to 25 firms in each group. So we keep it small so that conversation can really foster and grow.

Wendy (03:36):

And I assume that you may have done these in the past in person, at least some of them, and now they're mainly virtual. Is that a correct assumption on my part or fix that for me?

Meighan (03:47):

Yeah, so I think our first meeting was back in 1996 and we would meet where the learning really matters. We've had the Army host us at West Point. We've had some Navy Seals, MIT media lab. So really it's super interesting places where we can get people's minds to expand and to be inspired. More often than not, our member firms would host us to showcase their work at Google, Facebook, id, GE Media Time Warn Media. So just we often have our members say, well, we want you to come and visit us and we'll show you what we're doing, and then that becomes the theme for that meeting.

Wendy (04:27):

Oh, that's great. That's great. And now your meetings are all virtual at this point. This until we come to the other side,

Meighan (04:34):

They're virtual. We had to become somewhat experts in Zoom, and now we're meeting more often to get people together to talk about what's urgent and what they need to address. And then we get to bring in wonderful guests like yourself to talk about what are some new things that are happening in, for example, coaching.

Wendy (04:52):

Yes. Well, I'm excited to be joining you in February, so we'll talk a little bit more about that at the end. But your focus, Meighan, is on bringing executives together for confidential peer learning. Why is this different than just going to a conference or other consulting firms? What makes that different?

Meighan (05:12):

Well, let's see. There's a big difference. What distinguishes us most is that we give leaders, as you said, this platform for confidential peer learning, and it's through a high trust network where they can really learn directly from each other. Members will direct the purpose, the membership, the meeting agendas, all to ensure that their discussions are relevant and focused. So we're not the consultants, we're not the experts. We just bring a sense of curiosity to the table and facilitate these candid conversations.

Wendy (05:42):

Yeah, that's great because you need to establish that trust. And as you say, confidentiality, senior leaders need to know that they're in a place of trust to be able to say, I don't know what I don't know. And sometimes that's been difficult. So I love that you've been able to make that happen. So what is the magic behind what you do?

Meighan (06:06):

Well, that's right. The step building that trust. So without meaningful relationships and that trust, there's not an open willingness to share and give and have that information exchange. So the real magic happens when we invest time and get to know our members, they get to know each other and build long-term relationships with each other so that it really creates this unique level of trust so that the real sharing can happen. Members will tap into each other's experiences and practices to help get their work done, and then we're also able to reach out to leaders, experts in the space, bring them in to address emerging needs. The other beautiful thing, and the other magical thing that happens is that since they are a trusted group, they'll tap each other for professional development and instant peer coaching throughout their career. So we have a lot of fun.

Wendy (07:05):

That's great to be able to take what they want and their ideas. It's like they kind of own the concepts that you're working on, but you make it happen. You wouldn't be able to do that if you're at the other end. So what a great service. So I think this is more important now than ever. Why do you think this is something that's really more important now than it ever was before?

Meighan (07:30):

I think we've all seen the pace of change accelerate. So this access to instant benchmarking, quick input from those that you trust is super important. I think having such a strong network where we're able to bring together these leading experts with practitioners to quickly respond to some of these pressing challenges of today, really answer some of their business needs and keeps us relevant. I also think inspiration and innovation is more important than ever. So through our interactions which are across industry, you might learn something that you hadn't known before. It helps you make the connection in your mind with a problem that you're working on. So that really fosters that sense of innovation and new ideas, and they look to each other for that, and they ask each other questions outside their scope, and this just really helps open minds.

Wendy (08:26):

Tell me a little bit about the benchmarking, because that's something everybody's always trying to figure out. Collecting data, benchmarking, how does that show up in your organization?

Meighan (08:36):

Really, it's the beauty of the network. So the minute someone has an issue or question or problem that they need some input on, we poll our community. We ask the question and we tap their expertise. And we're often amazed at the level of candor that they'll share pretty immediately in response. And that really only happens when you have this high level of trust.

Wendy (08:58):

And comradery because we don't know what happens in other organizations, especially, there are still some companies where people are there 20 years and then it's like, all I know is what I've done in my company. Now, certainly in California, Silicon Valley, we always laugh that it's about a two year shelf life for many people, and then they move on and better management. That's been to our advantage because a lot of people that use us in their company, then they move on to a new company and then they look back and bring us back into the company. But to get what other people are doing is so important.

Meighan (09:36):

Same thing if you're even inside your own firm. It's always good to get ideas from another team or share your work and get some feedback. Anywhere you can facilitate that conversation just to get that outside experience.

Wendy (09:51):

So the pandemic has amplified the urgency of many workforce related topics. What are the topics that you and your member communities are actively exploring these days? What's coming up for them?

Meighan (10:05):

Okay, yes, it's interesting. We do a lot of research on the top trends and we present some suggested discussion topics. But what ends up happening, and as in most meetings, folks ask the questions that are most important to them to address their needs. So what we're currently talking about, which relevant is the advances in all the innovative technologies that we're seeing, reinvestment in leadership development programs. The people are using people analytics beyond traditional HR issues to build a future ready workforce, which is exciting. They're also focused on developing and retaining talent through peer coaching and manager development and investing in VR for training. So a lot of new and innovative ways to approach talent as well as the future of work and all the areas that we can manifest culture in this virtual hybrid work environment where the question really becomes how do we want to be together and how do we want to collaborate.

Wendy (11:05):

And work? It is such a time of opportunity to look at work differently because we learn so much. You speak so much of trust. But what I have seen also is people always thought, well, if people are working at home, how do I know that they're really getting anything done? And I think what we have found is that people are working harder, longer, it's become a problem. It goes the other way. It's not that people are sitting around eating bon bonds. They're working and you can never get away from it. So the future of work, we have an opportunity just like everything else right now to redefine it and figure out how people are going to work best. Some people are so wanting to get back to the office because this was great in the beginning, but now don't quite like it, and some it works out good for them. So it's a really hard thing and I think it's a great place for companies to share information on how are you doing it. I hear it from all different ends, from the managers that we coach and how this shows up for them. So

(12:10):

It's great to be able to ask that.

Meighan (12:12):

And they are. And we hear that from our analytics groups as we're doing a lot of the voice of the employee and they're getting some of that input. Where do you want to be working? What is the ideal work-life balance and how do you want to work? When do you want to work? So they are getting a lot of the employee input, which is great, and that'll help inform strategy and it's something that we should all be talking about and designing. We should all have an input.

Wendy (12:35):

Into it. So what are some of the cool things your members are showcasing and doing? Because you have some pretty important companies and high level members, what are they concerned about or talking about?

Meighan (12:48):

I think all of our members do pretty incredible things. Three examples that come to mind that I'm excited about that we've been recently sharing. Accenture has stepped up this deployment of VR with purchase of 6,000 Oculus Quest two headsets, and that's to train their own new hires. So that's the largest number of any companies ever deployed. So that's a really exciting space that we're entering and that could signal what other companies might do in the future as well.

Wendy (13:18):

Can you talk a little bit more about VR for anybody that might not be familiar with it? Sure.

Meighan (13:23):

Virtual reality. We're seeing use cases in diversity training. What does it look like? What does it feel like to be in someone else's shoes? We're seeing use cases in how do we role model and play typical conversations, conflict. Really, it's just the tip of the iceberg of what we're going to start to see. But it's exciting. It really puts you into the space. So for this new hire training, you're actually walking around Accenture's campus and you could meet some of their other new hires and greeting and what are you working on and working, have that feel of actually being face-to-face.

Wendy (14:07):

That's great. And certainly we'll see more of that in the future because that's breaking down barriers and you don't know somebody until you walk in their shoes. You get a real opportunity to do that. What else?

Meighan (14:21):

See, we have, Wolverine is a very innovative firm, great member, and they recently shared with us how the pandemic has really sped up their whole innovation and product development, which is they could have gone one way, but they went a hundred percent the other way. Then we got to experience their virtual showroom with our phones in our living rooms. It really shows you how fast we're entering this new world. IBM will share their journey to upskill their consultants using adaptive simulations. And that will, same thing. This technology will reduce learner fatigue and it will improve the time it takes to learn something and to apply it. And so this is very important. You are taking hours away from people's jobs to have them go to trainings. So you want this to be more effective and efficient. So there's a lot to learn from what companies are doing.

Wendy (15:19):

And you don't know. You don't have access to this information unless you're involved in this kind of forum so that companies can showcase that and then get good questions that will also open up their mind for what else they could do. And

Meighan (15:32):

Yeah, what's exciting is you can read about it in an article, but it's not, you need the conversation. You need to really see and hear where the rubber meets the road and what are the hurdles and where the pink points. So it's better. It's really nice to hear the progress and process for all these programs.

Wendy (15:50):

That's great. And how has the pandemic shifted your business model? We talked a little bit about this. You used to be able to be much more in person. Is there anything else that has really impacted you?

Meighan (16:03):

I think it's hard to replicate the building of relationships when you're not face to face. So that's a big challenge for us. We used to have our dinners and people can form relationships one-on-one in small groups. So now it's really how do we connect people through different platforms, whether it's peer coaching, whether it's through getting people to ask each other questions offline. So it's really how do we replicate our face-to-face relationship building and virtually that. And then also, as we mentioned, we used to get to go to cool places and see what they're doing, and now we bring in speakers like yourself and get to expand our thinking that way.

Wendy (16:45):

Yeah. Yes, I'm very excited about coming and talking about what coaching looks like now, because there are some organizations that use coaching all the time. And it always is interesting how some companies haven't gotten there yet. And we find that we get such great feedback, like 360 and six coaching sessions, and people find that it's like, wow, this has changed the whole dynamic with my team. So I'm very excited to share some of our stories about that and feedback that people have given us, because I think we can be that other partner on the learning curve. You're working with the bigger picture and the CHROs, and we can take all the managers. We often call it the forgotten middle, all those middle managers out there and executives need, they've always been able to have access to coaching, but now I think they need it more than ever, very lonely at the top. And that's one of the problems that your organization solves for people being able to go in and say, boy, what are you doing about this? And we find that being able to be thought partners in coaching is really helpful there too.

Meighan (17:58):

Yeah, I think it also is an opportunity to create a culture of coaching so that you are instilling those fundamentals into all levels where people have the skill sets and confidence to ask questions and give, receive feedback, and manage conflict. It's all the things that, as a coach, but really distill it down to the all levels of the company.

Wendy (18:26):

Very excited. Yeah. Well, a lot of the things that you're talking about about trust and confidentiality are really the foundation of our coaching relationships. So that when you learn to trust your coach, and we hire coaches, you need to have at least five years, but many have 10, 20 years business experience. So not only are they certified coaches, but they've played roles. Some of them have been CEOs of companies, some of them have worked in all different departments, engineers and marketing. And the great thing about coaching is you don't need to be a subject matter expert. In fact, we often try to tell companies it's better if you're not, because then you're trying to consult on how this is going to help people work with teams. How do you work with your team? When you talk about meeting in person and having more kind of intimate conversations that are harder to have on Zoom? Those are the things that get you drawn to somebody and create long-term connections.

Meighan (19:29):

Same thing with any kind of relationship, our council relationships and what we bring to the table. You're not experts, but you ask the right questions or any question and you get to learn from others, and that's the value.

Wendy (19:43):

Oh, that's great. So what's some of the final messages you would like to leave for our listeners? What do you want them to take away from this?

Meighan (19:53):

Well, this is exciting. The new year, and I think the last couple years have really taught us a lot about our relationships with each other and our relationships with the world around us. And we've been asked to change our ways of living in service of our individual as well as our collective health. And I think this has caused quite the awakening. So now we have this great opportunity for people to reflect on the kind of life they want to be living, who they want to work with, what kind of work they want to do when, and most important to us is how do they want to develop and how they want to grow professional relationships throughout their career. So I think it's a great time to just kind of think about all those pinpoints. And I think what they can learn most from our model that we practice is to promote a culture of development, learning and sharing in your own companies so that you can ask the right questions, practice empathy, listen to foster understanding and trust. Most important, I think you could ask anybody in our groups, is that you got to always share your knowledge and information with humility and humor.

Wendy (21:05):

Humor. Oh, I love that. Yes.

Meighan (21:07):

You're not going to get far if you don't have a sense of humor when you're building relationships.

Wendy (21:12):

That's right. That's right. Totally. And what you described there sounds very much like a coaching culture. You need to be curious. You need to be empathetic; you need to be able to ask the right questions. You need to be able to give feedback. And all those things are so important. And if you have that coaching culture in your company, just people will get further. It sounds so much like what you try to create within the forum is almost like a coaching culture for people to exchange information. So if someone, they're not able to access the learning forum, or they're a mid-level manager and say, boy, I want to do this. What advice would you give people internally to be able to set up something that somewhat simulates what you do at the learning forum? Any thoughts on that?

Meighan (22:04):

Oh, I love it. So if there's something, a topic that you're passionate about or working on and you'd like to either share or get input on, start with your team and see if anyone on your team can offer input and who else would be able to add to it. And then go to other teams in your company, knock on their door or virtual door and say, I'd love to share something with you. I'd love your input. Start your own internal councils on whatever topic it is that you want to start to grow in your space, and you never know where it will lead.

Wendy (22:36):

Oh, I love that. I think that's such a great idea because if we had these all over the place, then how could people reach out to you? What's the best way, Meighan, if somebody's even thinking about, because you're the expert in this, how to bring people together. So even if somebody wanted to do something internally or find out, are there maybe groups that they're not even aware of, or they might come to you and you say, Hmm, that's a great idea for a learning forum group, what's the best way for them to ask questions or reach out to you?

Meighan (23:08):

Oh, they're welcome to come follow us on LinkedIn at the Learning Forum. And I could also be reached by email anytime at m Hackett, H-A-C-K-E, tt@thelearningforum.org. And yeah, we'd love ideas. We'd love input, and we'd love to hear what's working out there and what's not. Love to hear from anybody who's interested in learning more about our members and the work that they're doing. And again, if they have a topic they'd like to convene with their peers on and they want some ideas on how to get that done internally,

Wendy (23:40):

That's great. Yeah, so probably the best place for an exchange is to go on LinkedIn and look up the Learning Forum and get on there and see what people are talking about. But then all of this will be in the show notes. We'll put all of your social media contacts so that people can look at that.

Meighan (23:59):

Great. Yep. Connect with me directly on LinkedIn. Anything,

Wendy (24:02):

When you talk about how this model works, I love that you light up. It really is something that is your passion, and that's why you do it so well. Because if we can use our strengths and our passions, it's not work. It's part of what makes our life fruitful and productive. It is. It. Well, I feel better that the world has you and the Learning Forum out there to bring this together. And I love that we're starting somewhat of a partnership here. I know there's going to be many exchanges in the future. Well, thank you, Meighan. This has been wonderful. I learned a lot, and this is, I believe everything is about networking in the world and connecting. And when you can put two people together and they get to solve a problem, it's like, wow, whenever I have somebody that says, can I talk to you? I always think there's something that must be magical behind that. And I don't say no. I don't think I've ever said no. Sometimes I've said no for 24 hours and then reached back. I couldn't even sleep. Said, no, let's talk.

Meighan (25:03):

Yeah. And it's the best thing about, it's not just talking, it's listening. So if you even have an idea and want to share it, and it's just a nodding and a smiling of a recipient, but just saying your idea out loud gives you input. It's like, that's a great idea. Or, oh, wait, maybe that needs some tweaking. So even just having that as a sounding board,

Wendy (25:25):

That's beautiful. Yeah. Got you. Have all the components of a great coach. Yes. To be a good thought partner and to be a good listener is really a big part of coaching. Because when we get to say it out loud, we often can solve our own issues like, oh, and then sometimes we think something is really not that important. And when you have somebody else light up, when you tell them that, here's something I'm thinking about that really does, as you say, light the fire under them that, wow, this is pretty good, then you can run with it. But be humble and be humorous. Right? Those two, those two

Meighan (26:01):

Are the first to live by.

Wendy (26:03):

All right. Well, let's everybody concentrate today on being humble and humorous and reach out to somebody today. I'd love you to have a takeaway from this that think about somebody that you want to connect with and start it at the one-on-one level, and you can reach somebody on LinkedIn or just go out and say, thinking about you, this is a perfect New Year's goal, is to say, how many people can I connect with and really make this happen? And if we all did, it would be a beautiful web. So thank you for your inspiration, Meighan. Oh,

Meighan (26:36):

Thank you.

Wendy (26:37):

All right. Well, everybody take good care. This is going to be an amazing year. It's going to be, we make it, and even though we still have some challenges in the country and around the world, we can face those and say, how are we going to do things differently and find out what other people are doing that's successful and enjoy every day. Humor is really important. Yes, we know that. So thank you, Meighan. Thank you for joining us today. For more information, show notes and any downloads from today's podcast, please visit https://www.newlevelwork.com/. We would also be so appreciative if you'd write a review, go on to https://www.newlevelwork.com/review and you can write a review on your favorite podcast app. It makes a big difference because we want to really grow managers and leaders around the world, and we need your help. Thank you so much. Have a wonderful day.

‍