Making Business Matter (MBM)

By: Darren A. Smith
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  • Summary

  • World’s Stickiest Learning: We are the soft skills training provider, partnering with clients that are frustrated by their people returning from training courses and then doing nothing differently. Our clients choose us because we achieve behavioural change through our unique training method, sticky learning ®.
    © Copyright Making Business Matter (MBM) Limited 2002-2023. All Rights Reserved.
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Episodes
  • Derrick Chevalier – Negotiating the Rope-A-Dope | Expert Interview

    Derrick Chevalier – Negotiating the Rope-A-Dope | Expert Interview
    Sep 10 2024
    How Embracing Nervousness and Understanding Human Factors Can Transform Your Deals In this podcast with negotiation expert Derek Chevalier, we dive into the secrets of mastering negotiations and transforming your approach from amateur to pro. Discover how to leverage your own nervousness to your advantage with the surprising strategy of "rope-a-dope," and learn why understanding the human element in negotiations is crucial for success. With insights that go beyond mere tactics, Chevalier's advice reveals how to effectively manage complex negotiations, understand the hidden roles of all participants, and craft strategies that make you the master of your negotiation game. Ready to up your negotiation skills and walk away with better deals? Read on to uncover the key strategies that will give you the upper hand and turn every negotiation into a win. View this episode on YouTube by clicking the image below. Click the image to watch the podcast on YouTube You Can Read the Full Kantar Market Share Transcript Below: Darren A. Smith: Alright, alright. Welcome to the world stickies. Learning my name is Darren Smith and my guest is Derek Chevalier. Now Derek and I were just having a great conversation because I was saying how do you pronounce your surname? And you were telling me it's French and it means nice. Is this right? Wow. Derrick Chevalier: OK. Yes, yes, that's it's actually a title, right, a Chevalier or knight. Darren A. Smith: You said so much better than me. Derrick Chevalier: Ha ha ha. Darren A. Smith: And also we were discussing Smith and I was saying how boring it is and I love your surname. I love it, I love it. But let's get down to why we're here. Derek, you're an expert on negotiation. I'm going to ask you a question which will be a little bit tough, but I know you'll take it in the right way. Why should our listeners listen to you when I ask you questions about negotiation? Right. Have you been doing it a while? Derrick Chevalier: Ha. I've been doing it awhile and I think the benefits that can come from the experience that I have is that people can transform their interactions with other human beings. Darren A. Smith: Nice. Derrick Chevalier: It's a process that can be adapted to virtually any element or aspect of both personal and professional life, child rearing to business, yeah. Darren A. Smith: Yeah, yeah. I mean I always say in negotiation, I can negotiate with anyone. But my kids, you know, they just win. But you know, we both know that. Derrick Chevalier: Exactly. Darren A. Smith: Now I've got. Derrick Chevalier: The younger they are, the more true that is. Darren A. Smith: Oh, I want a lolly. I want a lolly. I want a. Oh, come on. You've worn me down. Have 4 lollies, alright? So you and I were talking about this a couple of weeks ago and I said well, let's ask the questions that people are asking on Google, which I've got here. And you said, yeah, you can answer those questions. So that's what we're going to do. We're going to ask you the questions that the folks are mostly asking on Google, like 10,000 hits a month, alright. Derrick Chevalier: OK. Sure. Darren A. Smith: So let's start with the first one. Nice easy one to get us going. What do you mean by negotiation, that's what the folks are asking. Derrick Chevalier: Sure. So it's a formal or informal process of either conflict resolution or problem resolution. Essentially. That's as simple as it is, you know, a process for resolving. Darren A. Smith: I like it. Derrick Chevalier: Either issues or questions or conflicts. Darren A. Smith: Alright, nice. Nice. Alright, nice and simple. For folks watching or listening to this show and they're thinking I can't negotiate. I don't like negotiating and I avoid it. Just a couple of thoughts for them before I move on to our second question. Derrick Chevalier: Right, sure. Quick disclaimer, everything that I'll talk about is based upon the proprietary ne...
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    Less than 1 minute
  • Johan Olwagen – Deep Dive into Whole Brain Thinking | Expert Interview

    Johan Olwagen – Deep Dive into Whole Brain Thinking | Expert Interview
    Mar 5 2024
    Dive Into Whole Brain Thinking In this episode of "The World's Stickiest Learning," hosts Darren A. Smith and George Araham engage in a deep dive into Whole Brain Thinking with expert psychologist Johan Olwagen. The discussion revolves around the HBDI (Herrmann Brain Dominance Instrument) model, exploring its applications and insights. With Johan's extensive experience since the late '90s and the hosts' own encounters with the model, the conversation delves into the value and impact of Whole Brain Thinking. Get a comprehensive understanding of HBDI and its relevance in leadership development and personal growth with this podcast! View this episode on YouTube by clicking the image below. Watch the video if you're more of a visual person You Can Read the Full Kantar Market Share Transcript Below: Darren A. Smith: Welcome to the world. Stickiest learning. I am absolutely pleased that this title will be a deep dive into whole brain thinking with our psychologist, Johan. Johan, how are you? Johan Olwagen: I'm very well and thank you for the opportunity guys. Darren A. Smith: And we're here with George as well. Hi, George. You good? George Araham: Hello. Hi, good and you? Darren A. Smith: All right, so we'll ask these guys to introduce themselves in a moment. What we're looking to do here for the next 30 to 40 minutes is a real deep dive into HBDI whole brain thinking to understand this thinking preference tool. And we've got our expert here. And George and I are going to grill Johan to within an inch of his life about HBDI because he's been using it for about 500 years. Johan Olwagen: Excellent. Looking forward to the challenge. Darren A. Smith: All right. Well, let's start with George. George, would you just tell us 30 seconds about you? So our listeners know who you are before we get stuck in. George Araham: Sure. So I'm actually NSO blog writer and I've been collaborating with Darren on HBDI. Which is a fascinating assessment tool. I also have my masters in marketing, but that's boring stuff so I don't really like to talk much about it. I did write an international best selling book on relationships, so yeah, that would be me in a in a nutshell. Johan Olwagen: Trans. Darren A. Smith: Well done. Well done. Thank you, George. Very welcome. Johan, would you just give us 30 seconds about you? And also I'm going to ask you that tough question, but in the nicest possible way, why should we listen to you when you talk about HBDI, please? Johan Olwagen: Well, first let me introduce myself. I'm a clinical psychologist in South Africa. I have been working in the field of leadership development since 1995, went through a number of iterations in my career. Why should you listen to me? Passion, excitement and impact? I really am passionate about getting people to change and working with people so that they can thrive and grow in whatever they intend in life and purpose in life. Darren A. Smith: Fabulous. Fabulous. Thank you. Thank you. George Araham: Hmm. Darren A. Smith: And how many years have you been, Johan working with HBDI whole brain thinking. Johan Olwagen: Well, in the late 90s, we had discovered it. A colleague of myself and we wanted to get a hold of the HBDI and it was provided to somebody else to run the business in Africa. And so I haunted this person down in 2001, made-up with her. She was the CEO of Herman International Africa and just said, I need to talk to you. We need to get together. We need to. Utilise this tool because I found absolute value in it so since 2001. In a couple of decades now. Darren A. Smith: And I didn't know that before we started this, but I had my first profile done when I worked for Sainsbury's, a supermarket here in 2001. Johan Olwagen: There we go. Fantastic. Johan Olwagen: Again. George Araham: Interesting, that's a similarity. Johan Olwagen: Absolutely. Yeah. Darren A. Smith: So we've got about 50 years between this of Herman th...
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    Less than 1 minute
  • Where Do C-Suites Go for Support? | Expert Kim Randall

    Where Do C-Suites Go for Support? | Expert Kim Randall
    Nov 27 2023
    It Can Be Loney at the Top - But C-Suite Coaching Cards Can Help Join C-Suite Coach, Kim Randall and our very own Darren Smith, as they talk about support for C-Suite (executive-level managers). Face it, sometimes it gets lonely at the top, especially when everyone is rushing to you for support. Explore Kim's passion for delving into the human side of leaders, helping them to connect with who they are as a person as well as a leader. If you're a leader or want to offer support, make sure to check out this podcast. You Can Read the Full C-Suite Transcript Below: Darren A. Smith: Hello. You're at a podcast. Welcome to the world's stickiest learning. We're with Kim Randall and also Pudding who you're stroking there. Kim-Adele Randall: I am to try and get him to not join in. I think he might be the more vocal of the two of us this morning. Darren A. Smith: It's probably true. That's probably true. The title of our podcast is where Do C-Suites go to for support now? I'm joined by Kim, who is a C-Suite coach. Is that right? Kim-Adele Randall: It is. Darren A. Smith: OK, now in the nicest possible way. Kim, I'm going to ask you, why should we listen to you about this? Kim-Adele Randall: Great question, Darren. So I guess for me, I started off as in C-Suite and was there for a number of years. And then when I became a mum, I decided that I could have a bigger impact by coaching of the C-Suite leaders. Having been there and realised that it might be lonely at the top, but it's certainly not quiet. Everyone is looking to you for the answer. Everyone expects you to always be on your game. People forget that our cease suite leaders are people 1st and leaders second and we are all perfectly imperfect. We have things that go wrong in our lives. We don't always know the answer. Darren A. Smith: True. Kim-Adele Randall: We're not always feeling like we're firing on all cylinders and so if we can, when we understand the human side of that C-Suite, that was one of my passions as part of my purpose, which is how do we help those C-Suite leaders connect with who they are as a person as well as who they are as a leader and give them that support? Because no human being in the world can survive without support for long. And it's this way you think the phrase comes from lonely at the top. I think so, yeah. Because when you get to the top, you both from. From my own experience and also from, you know, coaching at hundreds of other C-Suite leaders, one of the things that is so common throughout is we all fear becoming irrelevant. Kim-Adele Randall: And when you get to the very top, you know that everybody wants your job. You're doing one of you, so there's nowhere to go. So actually all you are is hanging on for dear life until somebody comes to step into those shoes and that is that plays in, in their head. It's that, you know, am I still adding value? Am I still relevant? Am I still doing stuff? Cause where do you go for your help? You can't. If you have those moments of doubt, we all have them. You know, in Process syndrome hits us all at some point in our life, you kind of go well, where, where, where do I go? Darren A. Smith: True. True again. Kim-Adele Randall: So I'm having this moment of doubt and I can't go to my direct reports because they're one looking to me for support and equally looking for any element of weakness so that they might be able to take and I can't go to the board because they might doubt my confidence or credibility and therefore you know that might have ramifications. So where do I go in those moments? Where I need to get out of my own head and we all know that we all have blind spots for the reason we're blind to them. Kim-Adele Randall: So no amount of looking at ourselves in the mirror is going to highlight those blind spots. What we need is a sometimes a sounding board, sometimes a trusted advisor, sometimes just a safe space where I don't know if you've ever had these moments, Darren,
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    31 mins

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