Episodes

  • Episode 133: Rhinos and Cattle and Diversity

    Episode 133: Rhinos and Cattle and Diversity
    Jun 8 2021
    This is a great, light-hearted way to profile people.  And Stephen always tells it so well it feels like it should be in a book.Rhinos and Cattle - One is not good, and one is not bad. None of us are all one or the other – it’s a spectrum that can help us to understand ourselves and those around us – it can help to improve how we work with others.Short description below - and scroll down for the first 10 minutes of the transcript.Loads more from Stephen on www.coachpro.onlineFull transcript available on www.rhinoconsulting.nl/podcastAny thoughts or suggestions - let us know at podcast@coachpro.onlineThe story is a little playful – you hear it and you immediately start putting yourself into one of the 2 camps – and then you start looking around you and doing the same.  Your whole family and team are suddenly full of horns and black spots.The spectrum so colourfully described is also a useful way to characterise yourself and those around you – by labelling you and others you can start to manage the relationships around you better – you to them, and them to you. There are many other charts that allow you to profile people – but this one I found to be useful.  There are others too.The second part is the learning to appreciate that a balance is needed.  Without a team that can covers all skills and viewpoints you will be weaker. By acknowledging the different type of animals around you, there is now an understanding that you should manage the different personalities better. In the future you can use this knowledge to build an optimum team.This move from “seeing the differences and denying them” - to toleration – to appreciating them - to actively seeking out complementary skills - is a valuable skill to learn and consciously employ.Lastly, it’s an important learning that can be applied to other spectrum and differences.  Gender, age, cognitive models, backgrounds, roles… there is a huge and important movement to diversity and inclusion.  It’s important that everyone understands and appreciates thatThose that are different are not be tolerated. They are to be appreciated and valued.  They are strengthening your team and improving results if you embrace the perspective they can offer.Those that are different- you were brought in to be different. Fitting in is a common and normal habit – it makes sense.  Find a way to fit in by being you. Keep your unique perspective. Be authentic – that’s the real value.Transcript (AI generated so forgive the typos)Warren Hammond  02:13Today, as always, interesting topic, the Rhino and Cattle model. Now, I'm going to be working really hard not to say too much in this because this is a story I have abused and abused so many times, Stephen, that it's going to be good to get it from the horse's mouth so to speak. So let's get into it. The Rhino and Cattle model? What is it? Stephen Gribben  02:40In essence, what it is is a Profiling framework. It'll help you to see yourself and understand others more as a process so that you can authentically connect, engage, understand and appreciate both yourself and others intelligently, rather than just see yourself or others through an emotional prism. Warren Hammond  03:03So I just thought it was a nice wildlife story, but already you've come up with lots and lots of four syllable words. So it's a profiling framework. So how I think about it, and you tell me which bits are right and which bits are nearly right, let's put it that way, this is a way of looking at yourself, looking at other people, and helping you to see the differences between them without it being good or bad. Stephen Gribben  03:31Yes it's to understand those differences, and accept those differences. Appreciate those differences, be okay with those differences and value them and expect them as opposed to seeing them and judging them on the basis of whether you like them or not, or whether you agree with them or not. So that it gets beyond either asking people to be more like you, or feeling the pressure for you to have to be more like them. Warren Hammond  04:00And you use the word already 'intelligent'. We talk a lot about when you're thinking intelligently it is more complex and nuanced versus emotionally which tends to be binary, black and white, good or bad, hero or zero. This is part of that. Intelligently looking at somebody and seeing the many different shades of of skills in them. They're not good or bad. They are just different. Unique. Stephen Gribben  04:28Yeah, if you're going to have relationships and you're going to be of influence then you first have to connect. So you need to know where people are to be able to connect.  What this allows you to do, even with this profiling we're going to use the caricatures of a rhinoceros and cattle. This isn't, then, to label people as either being Rhino or Cattle. But to understand if they are more Rhino or more Cattle, so that we can define more intelligently ...
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    1 hr and 1 min
  • Episode 132: Satisfaction & Loyalty

    Episode 132: Satisfaction & Loyalty
    May 25 2021
    Satisfaction and loyalty – the holy grails for relationships – personal, professional, internal and external.The two are mentioned in the same sentence all the time – like a double act in comedy, foods that complement each other or a famous sporting duo – but they’re not necessarily found together all the time .Satisfaction is an attitude – Loyalty is the behaviour.  People may be satisfied but not loyal – and loyal people may not be always satisfiedOne way I considered it was pizza delivery– I’m usually satisfied with any of them and will happily order for any of the 4 nearby – I’m not particularly loyal to any one brand. Someone shopping for a car may start at their favourite brand – Audi – and end up buying BMW.  But in their heads, they remain a loyal Audi customer and will go back to Audi first next time.Stephen walks us through this model that looks at different components that make up Satisfaction and Loyalty.  Once you understand them you can manage them.  And then you can decide which relationships you want to build up into ones that are full of satisfaction and loyalty.Any comments or thoughts: email us at podcast@coachpro.onlineMore great models at www.coachpro.onlineFull transcript and blog:https://rhinoconsulting.nl/episode-132-satisfaction-amp-loyalty Thanks for your support so far - please subscribe and share The first 15 minutes of the podcast is transcripted below -  Warren Hammond  00:56Welcome back podcats, to another episode of our podcast. This one's a good one. I always say that, this one is a Loyalty and Satisfaction or Satisfaction and Loyalty. I'm always tempted to put in 'Customer' before that, it just seems to be one of those phrases that we always hear; Customer satisfaction and Customer loyalty, we spend ages talking about it. It's one of the key metrics for business success. That is covered and it's talked about, but also how we can take this into other areas of our lives. internal and external. So it's looking at the whole relationship. So it's good, there's a model, there's a six point guide at the end. So there's lots to take away. Any thoughts questions, give us a shout, podcast@coachpro.online or find us on LinkedIn. There is a full transcript available for these so please look that up. And on www.coachpro.online itself there's loads more models and frameworks that you can use. So let's get straight into it. I’ll be back at the end with some brief comments. Here comes the cheesy music.Warren Hammond  02:11So here we are. Normal call signs, Edinburgh, can you hear me?Stephen Gribben  02:16Loud and clearWarren Hammond  02:17Loud and clear? It's not a surprise anymore. But when we started this a year ago, all the zoom and the video conferencing, it felt that this was almost magic, it was almost wizardry, the fact that we could hear each other, even though we were countries apart now is the most normal thing in the world. Anyway, today, we're discussing satisfaction, and loyalty. Now I know I've got in my head while I think of loyalty and satisfaction. And I'm immediately thinking of customers and NPS etc. And I also know that I always think about these things too small. So let's go to Stephen and get a formal definition that we can kick ourselves off with. So how should we think about satisfaction and loyalty? What's the definition we should be using Stephen? Stephen Gribben  03:08Well, satisfaction is about attitude. And loyalty is about behaviour. Stephen Gribben  03:16Typically in relationships, whether that is as a customer relationship, or a personal relationship, or professional relationship, satisfaction is the attitude, how you feel and how you judge; loyalty's about behaviour, which is about what you then do. Warren Hammond  03:34That's a good definition. Because I do you think that sometimes we use satisfaction in a broader way. But that makes sense. And so this is an attitude, this is how you're feeling about something. And loyalty is then how you're demonstrating that feeling that behaviour. Stephen Gribben  03:51Yeah, typically, this is used in the concept of customer and there's value in that. But you'll get customer satisfaction, which is based largely on your attitude of what's happened. But that doesn't necessarily always lead them to customer loyalty. So you'll get people who will say satisfaction versus loyalty, rather than satisfaction AND loyalty. And ideally, what you're looking for in a relationship is satisfaction and loyalty. Warren Hammond  04:19You're I mean, maybe it's because he's in the middle of the day. You know, we're not sitting in a pub with a beer or a glass of wine. Because if you were to talk about loyalty and satisfaction in a social setting, you do automatically think about relationships, but it seems very different when you think about customer relationships. But how you just said this is attitude and behaviour. Yeah, it's different relationships where both of these things are ...
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    56 mins
  • Episode 131: 3 Box Model - Deny, Fight or Use it

    Episode 131: 3 Box Model - Deny, Fight or Use it
    May 11 2021
    What is the 3 Box Model?Philosophies and religions both talk about the concept that we can decide how we feel about events – it’s our choice on how we react.  This model takes that concept and helps you to do precisely that.  It is a framework that allows you to consider everything that has happened, is happening and may happen and supports you in deciding how you are going to react and to use it.The three box model is a framework where you can consciously frame what has, what is or will happen in your personal or professional life. Why this is importantWe can spend so much time and energy trying to bury things, pretend things are different, that we are different and when we do this, all that time and energy doesn’t move us forward.  It doesn’t make us happier.  By taking control of what is in each box we get to choose what to spend our time on.  Important in that is the ‘we”. We take control.  Nobody else. We get to determine what we want. We choose what will take our energy, time and focus.Will a particular situation work against you, be a constant battle to control or actually work for you?You get to choose.This self determination is a key part of Self Development.This model is a new tool in your mental tool box.  This can help you to prepare yourself for a better outcome – allow you to take more control over what is happening and what is going to happen next.  This means a more confident version of ‘You’. More authentic. A ‘You’ who is spending their energy better, leading to a more successful, happier version of you.  You get to channel issues and experiences so you get better returns and a higher self confidenceStephen walks us through the model and the 3 boxes - Deny It - Fight it and Use it.When Stephen first introduced me to this model there was an immediate impact - understanding the framework allowed me to make sense of some things that I was unable to nail down before.Once we understand that there are 3 boxes with issues sitting within each it helps to make sense about some of the things that are working really well for us – and why we sometimes seem to struggle.  This understanding on its own is a confidence builderThen there is the knowledge that the boxes remain where they are – but that issues can be moved from box to box.  And you can make that happen.  You can choose which issue is something you’re going to move up the chain and improve your own self confidenceAs you get more comfortable with the model you get to think more strategically - Which situations work against you? Be a constant battle to control? Or actually work for you? Which situations is it time to move? Which do I need to acknowledge are there?Some notes:1 Naming – naming issues and situations is the start of objectifying them.  Once it is a a named object, it feels more controllable.  Visible. Manageable.2 Acknowledge it – understand that it is in a box already.  Something you are already denying, fighting against or using.3 Choose what you want to move.  There will always be something in each of the 3 boxes.  Some will remain where they are for a long time.  That’s ok – you’re choosing the order. Consciously.4 One step at a time.  Don’t try to jump from Deny straight to Use it – ‘Fight It’ is a good staging post to get there.5 Good things count too. Acknowledging and appreciating that good things live in the boxes too.  Don’t deny your own part in your successes.  Don’t fight against recognising your skills.  This will lead to a drop in your confidence and the Imposter syndrome.  Accept and Use what you did and let it fuel your next success.Any thoughts or comments let us know at podcast@coachpro.onlineFull Transcript athttps://rhinoconsulting.nl/episode-131-three-boxes-deny-fight-or-use-it First 10 minutes transcript below Warren Hammond  01:07Welcome back Podcats to another conversation with me Warren, and CEO of CoachPro Stephen Gribben. Now, this is a good one. This one is about The Three Boxes. That's the best way for me to describe it, you hear me struggling to try and come up with a decent description later. But in my head is just the three box model. Very powerful. For one it's a simple model, which we all know is always useful. This can change how you look at anything that's ever happened to you and everything that's going to happen to you. So it's an important part of the optimal appraisal process, and the whole self-development. We have the choices. The choice of whether we're going to spend energy fighting these things, or denying these things, or using these things. Not going to say too much, you'll quickly see how simple this model is but how profound its influence can be. You'll enjoy this one. There's lots of good stuff in it. Warren Hammond  02:07As always, there'll be some notes, we're doing a full transcript now. So you can read along, if that helps. Blogs, there's the models on the different websites. So get involved, ...
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    50 mins
  • Episode 130: Value Creation Model - Make Your Value Land with Impact

    Episode 130: Value Creation Model - Make Your Value Land with Impact
    Apr 27 2021

    What is Value?  We sometimes define value by what it isn’t – cost, the price tag – but what is it? The definition Stephen introduces here is:  Value is how you define importance or worth.

    Importantly – Value is in the eye of the beholder. It’s what the other person thinks that determines the value. Not you or your effort, time and money.

    So think about everything you are doing.  Should it be valued? Is it considered by others as valuable?  And importantly - And everything happening to you.  Do you appreciate and recognise its value?

    In this conversation we discuss the value of being aware of what is valuable that you do for others and for yourself; and what others do for you.  And once that is appreciated, we discuss the Value Creation Model - Stephen walks us through some steps that we sometimes use but should always use to ensure our Value lands with maximum impact.

    If there is a disconnect between the assessment of value one of the parties will end up feeling undervalued, commoditised, taken for granted.  Disappointed.  And they will leave – taking their importance and value with them – which is why it is so important that you acknowledge the value from those around you.  If you are blind to the value that others are bringing all around you – they’ll soon pack up and go. And the value goes with them. 

    What this model does is makes sure your Value lands with maximum impact.  This model works to ensure that the other party is clear in the importance and worth of your product, service, relationship, time, advice… everything.  So you feel valued, important, worthy.  An important note to add here – the other party can be ‘you’.  This can be an internal exercise.  

    What the VCM does is allow your value to land with impact.  It’ll help you to light up the eye of the beholder.  It helps you to demonstrate your value in such a way that the other party is no doubt that your service, product, relationship, activity is of importance and of worth to them.  Which is great for sales, for commitment, for partnerships.

    Once this model is understood it can be used to help build more value for everything you do.  If you cannot identify the value in the things you do – then stop.  If you can – use the model to ensure that the value is felt.  By you, by your friends, your family, colleagues and partners.

    Full transcript available on rhinoconsulting.nl.  More models and frameworks can be found on CoachPro.online. Any thoughts, questions, suggestions - let us know on LinkedIn or email us at podcast@coachpro.online.

    Thanks for sharing and your support - it is helping.


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    1 hr and 10 mins
  • Episode 129: Questions. Better Questions create Better Thinking creating Better Results

    Episode 129: Questions. Better Questions create Better Thinking creating Better Results
    Apr 13 2021
    This podcast episode features a key tool in the Self Development toolbox - Questions. Questions allow you to take control and give guidance on where you are going to end up. Better Questions, bigger questions generate better thinking.  That thinking leads to better results and bigger outcomes.  Choose to be the one asking the questions and choose which questions are asked.Welcome to this episode on Questions. This is a little bit bigger, as usual, than I thought it was going to be. I'll give you a clue. When I asked Stephen for the definition of a Question, he said, It is to elicit a challenge or to inspire a response.  Immediately that helped me to move into a higher gear. We get taught at a young age, we see it in the classroom and we see it in our careers that the person who's asking the Question is controlling the conversation, is controlling the room. So don't you want to be the one asking the Questions? To the room and to yourself. So there is that element of control.Also this idea that Questions determine the thinking, which determines the results. So if you're not getting the results you want, dont question the thinking. Go back to your original Question. And this also takes us on to the idea that the bigger Question, gets you bigger results, bigger outcomes, more powerful. The basic idea to first of all, be aware of this, and how can you do this better? How can you manage this? And how can you use this to your benefit? How can you help this knowledge of how questions can work and their impact, they can have, how can you use this and turn it to your advantage? We spend a lot of time on this. Stephen goes through lots of different examples of questions, type of questions you can ask. And the sort of impact they can have.Questions are at the heart of so many of the different conversations we've had and so you'll see so many things that we touched on before coming back. I've genuinely had this one resonating my head ever since we did it. I hope you enjoy this one too. Any thoughts or questions, please get in contact podcast@coachpro.online. Check out the CoachPro.online website. Loads of information on there. Please take a look at that.Full transcript on https://rhinoconsulting.nl/podcast-entries/betterquestionsAny thoughts? Any questions, any feedback? Do let us know.Thanks for sharing, subscribing and liking - it all helps. Below an excerpt from the transcript:So today, as always, is a great topic: Questions. Now Questions is something we talked about pretty regularly, it came up a lot in the solution focused one, we spoke a lot about it there. And even in our tagline is we talk about the importance of questions. So this one's probably way overdue. So as always, let's get started. You always make the subject a lot more interesting than it sounds when we start. If we say to people, we're going to talk about questions, people aren't going to understand how deep and wide and important this is going to be. So let's start with the first question. What is a question? Lets start there. What is a question? What's the definition of a question, Stephen?Stephen Gribben  04:34Technically a question is a method to elicit challenge or inspire a response.Warren Hammond  04:42elicit a challenge or inspire a response. Okay. So you've already made it bigger. Just not just to get an answer. It's to elicit a challenge or inspire a response. Okay.Stephen Gribben  04:56It could be to get an answer, but it's a powerful method to elicit challenge or to inspire a response. So it's a method of communication. It's a strategy of influence. It's a demonstration of your value. And it can be a catalyst for greater impact and outcomes. So a question is to get an answer. But it can be used to communicate, to influence to demonstrate, and also to make things happen.Warren Hammond  05:27But even just using words like challenge and inspire in the definition, this is a weapon. This is a useful tool. And I don't think of questions as necessarily always being a part of my armory. But I should be.Stephen Gribben  05:44Questions are one of the most important things to have, to connect and to have impact, is having the questions.  You will have more influence from the questions you ask, than the answers that you give. One of the most important things about questions is that long after the answer has become redundant or irrelevant. The question is still standing. The answer may change. But really good questions stand the test of time, even though the answer to that same question in a year's time may be different.Warren Hammond  06:20That makes sense. So we talked about in these difficult times, for example, as a leader, what your team want to hear is that you're asking the right questions, even if the answers aren't available yet, or as you said, things will change. How people get confidence is knowing that you're asking the right questions. So as always, now I start to understand that I should be taking my questions more ...
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    1 hr and 10 mins
  • Episode 128: Focus on Creating the Solution not Fixing the Problem

    Episode 128: Focus on Creating the Solution not Fixing the Problem
    Mar 30 2021

    So what's interesting about this episode, from the start, is the difference between Solution and Problem. So it's easy to think they're 2 sides of the same coin - if you're solution minded, you're a problem fixer. But right from the start, Stephen explains that fixing a problem is taking something, let's say from a minus three back to zero.  Whereas Solution Focus is taking a situation which is a minus three, but building something better. A sort of a 'don't waste a good crisis' approach. When there's a problem going on, when there's something that needs to be fixed, you can just repair it, patch it up, take it all back to base level, or you can use this as an opportunity to make something better.

    As with all these things, it's so simple when it's been pointed out to you.  With all of these Self Development podcasts that we're doing, the first thing is just being aware about the difference between them. And there will be times that you've done this and that I've done it, and there'll be times that maybe you should have done it. But it's good to understand the difference between it. And as always, there's a simple four point checklist on how to set yourself up so that you can go into as many situations as possible, focus on the solution.

    This is about choosing to do it consciously, making the decision that this is the time and the place for the solution focus tool to come out of the toolbox. And using the checklist, just makes it easier for you to do better and better every time. Solution focus is a key leadership trait. This is something they're going to impress and motivate your team. I enjoyed this and I hope you enjoy this one too.

    Anything you want to add, let us know, podcast@coachpro.online. I'm working on some transcripts as well at the moment which will be online. And we're writing blogs around this to do check out the different websites, Coachpro.online. There's lots of good videos and all the models are explained there. And I've got Rhinoconsulting.nl. So check us out, see the transcripts, see different blogs around the subjects that we discuss. Look at the different models on coachpro.online.


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    53 mins
  • Episode 127: Motivation to Move

    Episode 127: Motivation to Move
    Mar 16 2021
    This episode, we're talking about Motivation. We all know what motivation is. We all know when we feel it as well. Some days you just can't wait to get going, can't wait to make things happen. You’re full of buzz and energy and it’s catching and contagious.  It feels great. Whatever it is you're doing, when you have that sense of motivation, it can be the most boring task ever. But when you're motivated to do it, it just flies by. So the trick to this, then, is how can you create an environment where you make yourself motivated, where you can create that level of motivation you need.In this conversation, we discuss understanding what and where motivation comes from and then how to take ownership of it. As usual, there's a simple model that Stephen talks us through: We have got Dangers, Opportunities, we've got the Comfort Zone, and how we move ourselves out of the comfort zone.One of the things I think is important about this model is The Motivation to Move. Basically, this is creating the tension that makes you move, that allows you to move, but you're choosing the direction, you're owning it, you decide it. instead of letting motivation be something that happens to us. Sometimes we wake up, we don't really get why it is that this is the thing that we're really excited about, or looking forward to.What's simple about this model is we get a choice. We can decide where is it we really want to move to. That's great. That's a superpower we talked about during the self development talk. So there's understanding it. First of all, how the motivation works, how the comfort zone works, how the danger and the opportunities work, and we get to manipulate it and make it work for us. It's so simple, when it's spelled out to us. It always makes me feel that that's where the power is. You know, that joyous surprise when you realize, aha, I get this. In fact, sometimes I already do this. Sometimes I have made this work for me in the past. This is just a way of getting there more often, more quickly, more powerfully.A theme of self development is owning and determining for yourself what is going to happen.  Self development.  Self Ownership. Self Determination.  I think is a really important thing. If you've got anything to add or any comments email us at podcast@coachpro.online. or find us on LinkedIn.We're going to publish more transcripts and detailed notes to go along with the episodes - we know some people like to read as well as listen.  Below are some notes - full transcripts will be available online as well. Transcript NotesSo today, Stephen, we are talking about motivation. Now, you framed it particularly as motivation to move. And I'm really curious about this topic, or interested. It's not just these times, but sometimes it can feel pretty flat, boring and dull, stuck in lockdown and under curfew. So I think this is going to be a good topic. So, motivation to move? Should we start with that? Why motivation to move?Yeah, well, this is a big topic, whether it's in the situation we’re in just now or forever. the motivation to move is understanding basically, why you do and why you don’t . So it's understanding the motivation that you have to do something and also the the level of motivation to not do something. So it's about understanding where that motivation comes from, how that process works. So that you can take more ownership on the things that you really want to do. And the things that you then make more conscious decisions not to do. So is owning that motivation to move.So that's basically isn't it, we understand that motivation. It's a word that we use, and we hear lots of times it's the underlying reasons we get out of bed to do something, or we spend time or energy on it. And I guessing what we're going to cover today then is a little better understanding of what it is, but then also how we can control it or how we can build it or how we can maintain it or how we can turn it on and turn it off. Is that the win we'll get from today?Yeah, it's understanding that this is a process by which you make all your decisions and choices. And it's an ongoing process by which you then decide to see things through or not, so that we get beyond the ‘Why am I still saying that I want to do that and haven't gotten around to it. Or why is it I start things off, but I never really see them through. it’s to give us that more control and empowerment on it to make those decisions consciously. Rather than saying I’ll leave it to how motivated I am to make that decision for me it’s actually making the decision and then driving that motivation to see it through. So rather than your emotions making that decision, which is your your energy of motivation, you're consciously making that I'm self determining that this is going to happen, this is what I'm going to do, and knowing how to then create a level of motivation, and continue to recreate that level of motivation, not just to start, but to see it ...
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    59 mins
  • Episode 126: Vision - Make it with Impact

    Episode 126: Vision - Make it with Impact
    Mar 2 2021
    Welcome to this conversation on Vision. Vision sometimes gets a bad rap. It's either one of those things which is just painted onto a wall somewhere and ignored. But at other times we think of Vision as being the be all and end all. We all admire those able to articulate Big Visions and position themselves as Visionaries.What I like about the session that we do on Vision, is that every time I've done this, I've done it a few times now, it always excites me again, I suddenly realize how big Vision can be and I realize that it isn't something that only certain people have. And it definitely isn't something that should be relegated to a handbook somewhere. This is something that we should all be conscious of, develop, have front and centre in our lives. The key thing is that it isn't about imagining what you are or want to be, it's about thinking about the impact that you want to have, that you want your company to have.It seems strange when we were talking about this before because in some ways, Vision is almost the starting point for a lot of the conversations we’ve had in the past.  You should enjoy this - a simple model, definitions for Vision, Mission, Goals and objectives and how to create your own vision without spending millions on consultancy.Any comments let us know at podcast@coachpro.online.  Thanks for subscribing, sharing and your support.Some notes from the transcript below:Stephen, Vision is a word bandied around a lot in companies and business plans. And but what is the definition we're going to use for Vision today?A Vision, whether it's a company Vision, or a personal Vision, is your ability to imagine something that hasn't yet happened. In a way that has the impact. It has passion. it's energizing. And it makes the kind of difference you really want something to make, it's being able to see in your mind something that hasn't yet happened and being able to articulate, and start to shape that, based upon the impact you want it to have. So a Vision for something is not necessarily about what you do, it's about the impact that you want it to have.Vision is about the impact - not about I want to be this is.  It’s I want to make this happen. Is that the difference?If your company has the ambition to be number one, in the world or in a market or in an industry. A Vision for that would be what would we want that impact then to be? What difference would we want to make then as the number one? In a personal Vision it's not about what you want to have, be or do. It's the impact that you then want to have by having, being or doing.So an ambition is, 'we want to be number one'.  Vision is we want to change the world in a certain way, or make people's lives better and if we could achieve this impact, it's not about whether we're number one, two or three.  That's massively different from what you'd see on most companies walls. Their Vision would be what you would call an ambition.Often BHAGs are dressed up as a Vision, just because they're beyond what they can see at that moment and that's a good place to start. If you then move on to a Vision, and that’s what impact do I  want to have with that, you can be number one in the world and hold an industry back. Or you can be number one in the world and redefine what the industry does,Vision is about the impact and this is such a big difference, As you're talking. I‘m thinking of all the different Vision statements that people have are they are just big, hairy, audacious goals. These are goal statements then that I'm guilty of myself so many times.Having big ambitious goals is fantastic. And there's an awful lot of people and businesses who do extremely well, because their goals are bigger than other people's goals. But there is a level above that, and that's Vision. And that is what can become really, really compelling. Because people might not necessarily agree with what you're aiming for. But they can really engage with the impact that, you want to have, the difference that you want to make, the cause, the purpose, something to be proud of,There’s an immediate connection to purpose which we know really motivates people and gets everyone going. And we talked about it before about finding your purpose, finding your own purpose. If you've got a Vision, then which is about impact. It's kind of easier to hitch your own personal purpose wagon to this, the bigger story cool.It really demonstrates and illustrates what your belief system is, because it's the real big reason why you're trying to achieve things. It's not just to beat everybody else,There are some people & businesses who struggle to get beyond Goals to Vision, and there are other people who have really good at Vision, but don't necessarily connect it with goals. So it's about understanding what Vision is, and where it sits in the rest of that process to make sure that if our Vision is a light bulb, that you've got all the cable that goes all the way to the socket in the wall.  So ...
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