In this inspirational episode, Dr. Jane Lovas, Owner of Lovas Consulting, shares how she creates a powerful coaching experience that enrolls her clients in the leader’s success, increasing their productivity and innovation while reducing turnover.
You will discover:
– Why you should invite your clients and colleagues into your coaching journey
– 3 things you can do to build a more effective organization
– The counterintuitive approach to boosting your profits
Episode Transcript
Scott Ritzheimer
Hello, hello and welcome. Welcome once again to the secrets of the high demand coach podcast and I’m here with yet another high demand consultant. And that is Dr. Jane Lovas. She has over 30 years of experience as a software developer, technology leader, and consultant. She’s the principal and owner of love us consulting, a coaching and consulting provider for women leaders in technology. Now, Jane has her PhD in organizational behavior and Master’s in Information Systems quite the One Two combination, if I might add, she has consulted with companies such as Booz Allen Hamilton, Washington Mutual, Fannie Mae Nextel, communications, and XO Communications, where she has a proven track record of successfully turning around failing projects, while also improving morale communication, and team cohesiveness. Well, Jane, I’m so excited to have you on the show, I have so many questions that we can dive into here. But before we get to all of that, I’d love to just start with you. What were you doing before coaching, consulting? And how did that ultimately lead you to make the leap?
Jane Lovas
Well, it started as being a software developer. And I was actually a software developer when we were called programmers. And when I was post hard, hard punch, but we would when I was in school, I was I was in school out in Las Vegas. And we would send our code to United Airlines in LA, and get it back the next day, and you hoped you didn’t have a mistake. And what I really love doing is solving problems. So that’s how I ended up as being a developer, and how I moved into consulting and then coaching.
Scott Ritzheimer
Wow and in particular, a woman in the this programming development space and technology, very much, you know, pioneering your own way through that in a lot of respects, I would imagine. Tell me, what is it that you found distinctly challenging about that? And also, what has been the most rewarding parts of that for you?
Jane Lovas
Well, for me, what was one of the most challenging things was my husband was active duty in the Air Force. So we moved a lot. What being in technology gave me was it gave me quick access to jobs. Get out there. There’s, there were always jobs available. Where it hindered was, I didn’t do any, I didn’t even know to do any planning. And look at this as a career. I just did it. Because it was fun. And I liked it. It was easy. And I know people are gonna laugh when that when they say it was easy. Yeah. It was it was it was easy for me. And, but I didn’t, I didn’t take it seriously. It was it was good. And I loved it. And it wasn’t until my husband retired. And we were in actually in one place that I started taking it seriously. And I still did that. It wasn’t it was never intentional. And that is actually one of the things that I work with leaders about being is intentional. How do you what is it that you want? I never, nobody ever asked me what I wanted. You know, I just kind of fell into things and and did well and had fun.
Scott Ritzheimer
Remarkable. So you’ve got this, this, you know, long and successful. Even those may be casual to an extent but a long successful career in the tech industry. And now you’ve kind of moved into this coaching consulting role. What would you say some of the most important work you’re doing for your clients today?
Jane Lovas
Well, I have a big vision that I created about a year and a half ago, and that is causing and elevating 1 million women leaders in technology. And it’s not even doing it by myself. Um, you know, yeah, it’s it’s my coaching a million women leaders is pretty, pretty slim. I intend to have to live a full on life, but even that’s pretty challenging. And so it really is encompassing having lots of conversations, sharing what I’m out to create. And the reason that I am out to create this is when you look at women coming into technology, they come in at entry level at about 50% and they’re 50% of the population. By the time you get to mid level and senior levels, they start dropping off. By the time you’re the seat at the senior level and the CEO level. They’re at about 24% 22 to 24% and And there’s a lot of reasons for this, there’s, you know, we’ve still got societal structure, structural reasons we’ve got, you know, the that people like to hire people like themselves. We’ve got things that women can do, we’ve got things that men can do. And so what what I’m really committed to being is that voice that just keeps continuously asked that question, how do we create organizations that that are really effective. And they, they really solve the problems, they’re innovative, people like working there is what I found in all the years of, of my consulting and working as a project manager, developer, I have worked with people that love doing what they love that they do. And they got frustrated with the company. And I want to change that.
Scott Ritzheimer
So we’ve had a number of guests. And, you know, this is something that we cannot repeat enough. But a lot of it has been focused on particularly women themselves, and how they can succeed in business and in in their careers. One of the things I noticed on your site was, you help you go into companies and help CEOs and leadership teams to create an environment where women can succeed inside of their businesses. And I’d love to just kind of dive into that a little bit. Because I think it’s a, it’s a central piece of how we create more effective organizations by bringing everyone into it. So tell me a little bit, you’ve got the CEO who’s listening, and they’re alarmed by the statistics like you and I are, and they’re looking in their own company. And it’s like, that’s kind of true, right? So what can that leader that team do to start to move the needle?
Jane Lovas
Well, and and there’s a couple different ways. And it’s really great, I’m glad you asked that, because I’m in the process of writing a book right now called leading with love. And that’s really the whole point behind behind it, is creating organizations that real that really work. And so there’s three main pillars that I talk about, that I’m writing about in this book. And they’re the things that I’ve worked on formally and informally in my career. And the first one is leader Know thyself. So know really, who you are a lot of leaders I’ve been with leaders and, and stuff that say, Well, this is just the way that I am. You know, I’m a very direct, I ask very pointed questions, that’s just the way that I am. And actually, that’s probably not just the way they are, they learned to be that way. And it was fairly effective, was effective enough for them to get where they are. But it’s not taking them where they want to go. And every CEO, that that I know, that I’ve talked to, that I read about, they all want to even be more successful. And so there’s, there’s a lid that we all have on our own self. And so the first thing is being willing to really know yourself and look at what’s working, and what’s not working. And that’s a that’s a really deep conversation.
Scott Ritzheimer
Yeah, sure is. And the thing that I like about this is you right out of the gate, it’s like, Hey, these are things that have served you well, in the various degrees, right, some of them happen, but these are things that have worked for you, right? There’s lots of successful tech companies out there with 20%. Man, you know, so these are things that have worked historically. So how do you help someone to kind of reset that commerce conversation, say, how is it working for you now?
Jane Lovas
Well, one of the things and we’re all familiar with 360 surveys. And that’s, that’s always a great place to start. But then I take it to the next level, which I do what I do stakeholder centered coaching, and what’s unique about it is that it involves your stakeholders. So, so much coaching, and I’ve been a part of this before, is what I call coaching behind closed doors. You know, people don’t even know that the leader is being coached. Hey, and they don’t share, and they don’t share what they’re working on, and they don’t really talk about it. Well, in stakeholder center coaching, once you get that 360, you take a look at it. And we look at with, you know, maybe that’s somebody on the board or appear that you really, you know, you’ve got a lot of regard for we pick what it is that you’re going to work on. And then the leader goes out and shares that with, and this is why it’s called stakeholder centered coaching, shares it with their stakeholders, which are typically three to five, maybe eight people that they identify, but they’re to peers, and three to five people that report directly to them well, so when when a leader starts sharing that and starts getting feedback, what happens is to mid to, it’s all it almost seems like miracles, their behavior starts changing. And it in many ways, it’s often easier to start with the outer behavior, because you can see that rather than the inner behavior, but the outer behavior is always a reflection of what you’re thinking. So as you start really focusing on that, you actually have to start getting clear on what’s going on in your head to the other thing is, by enrolling your stakeholders to be a part of this, they’re now totally invested in your success, right? They want you to succeed. So even if they see something, you’re doing something that they’ve seen you do before that you said you want to change. And, you know, think back when you said, when somebody said to you or you said to somebody, I’m going to change this, and you go back to your old behavior, you didn’t enroll them. And either the first thought of you for that other person, or you know that the other person is thinking, well, here they go again, they didn’t change at all. Yeah. Because they’re not invested in that, when you’re invested in it. You keep you keep working with that person, because they know your commitment.
Scott Ritzheimer
Yeah. One of the one of the most devastating thing I have seen in leaders who are going through these kinds of change processes is that the the timing on their change, and the timing, that that change shows up in the world consistently enough for everyone to believe it, there’s a gap, right, and what I love about what you’re talking about here is it kind of acknowledges that gap and invites everybody in, right? And yeah, it’s just that’s really, really cool. So I want to keep us going though, because I think you’re onto something the first step was leader Know thyself, right. And in creating organizations where we can lead with love, what would be the second step?
Jane Lovas
Leader, know, thy stakeholders. So and, and in this case, from the coaching this stakeholders is really expanded because it also includes your customers, because they have a stake in your organization, the community that you that your businesses in that you work and play in your, your suppliers, they’re all your stakeholders, even the environment, because if we, you know, if we keep going the way we’re going with the environment, we’re not going to have a place to have business. So those are all your stakeholders, so knowing them, and knowing who they are knowing what makes them tick, you can help ensure that people get in the right positions that they’re doing the jobs that they are suited for. And what this does not mean because I’ve had leaders ask me about this, this does not mean that you cannot let anyone go because it actually may support that person and be left does this mean your organization may not be the right culture, the right fit, the right whatever for that person? And there are ways to let people go not sending texts or on Twitter is not the way to do it.
Scott Ritzheimer
I’ve used this a couple of times with folks and and I would say we express our humanity not in whether we keep someone employed at our company or not, but in how we go about separating Alright, so you don’t do you don’t send things in text you help them find the next thing right? Just because they’re not employed with you doesn’t mean they’re not employed anymore, and it doesn’t mean that you can’t help them find some think better. So I love that approach. And and that idea of inviting your customers even into your coaching process, I think is powerful. That’s really cool. What would you say then is the third kind of key pillar of this model?
Jane Lovas
The third one is create success for all. Because if you’re, if your customers are successful, they’re gonna keep buying your products, right? If your employees are supporting you successfully in creating your products, and I’ve been reading studies lately that really actually even support this is organizations that say, we’re going to take care of the people first. And then we’re going to work on focus on profit, versus companies that say, Oh, our profits, this is what we’re taking on is we’re going to be more profitable this year. And yeah, we’ll we’ll take on our our employees and our customers, the companies that take on their customers and their employees, and make that the first priority, end up with a higher profitability than the companies that start focused on the profit. Because mon profits is an outcome, a measure of how your organization is doing.
Scott Ritzheimer
Yeah, yeah, it’s so true. So there’s a question I like to ask all of my guests. And I think there’s an opportunity to kind of round all this out and pull it all together. But what would you say is the biggest secret that you wish wasn’t a secret at all? What’s that one thing that you wish everybody listening or watching today knew?
Jane Lovas
Really that secret that you can treat people? More than just right, but we’ll just use that word for right. Treat everyone, right. And your company’s going to be a success?
Scott Ritzheimer
And what gets in the way of that? Because I think we all are kind of like, Yes, I agree with that. But it’s rare in practice. So what is it that gets in the way of that?
Jane Lovas
Our own fear our own thought that there isn’t enough that if I don’t get it first, I’m not going to get it? I’m not going to get my fair share, or even more than my share that. And we we’ve seen this happen throughout the ages, you know, and there’s always something definitely something that comes along to open things up. And by your being there in that space. Who knows what will open up for your organization? That’s going to take you to the next level?
Scott Ritzheimer
Yeah. Oh, so good. All right. So one more question here. And then I’d love to share how folks can get in touch with you. But before we get there, what would you say if you were to kind of take off your coach consultant hat for a moment, put on your CEO hat and jump into the ring with the rest of us, if you will? And what would you say the next stage of growth looks like for you and your organization, and what challenge we have to overcome to get there?
Jane Lovas
Well, I’m starting to speak, I’m going back to speaking and my commitment is to be an international speaker, because I really want to take this message out and expand it. And so, so really, you know, I get to deal with myself. Yeah, I, who am I to be able to do that? How can I say that? What do I have? That’s so important to say? And I’m actually next week, I don’t know when this is going to be be released. But it’ll be over the near the Fourth of July. I am going to Israel to speak at a leadership summit on leading with love. And we did we need love kindness and I’m talking about love as a as a real power to make a difference. And we need that in the world.
Scott Ritzheimer
That’s awesome. That’s It’s so exciting to see that launching out and again that that goal of a million leaders, women leaders rising up and the ability to do that. You know, I’m excited to see where this goes for you. I think it’ll be fantastic. So if folks are out there and maybe they’re saying hey, we’d love to bring in Jamie come and speak with our organization or we just need help help us you know, or they like this idea of stakeholder centered coaching. How can folks find more out about your work and get in contact with you?
Jane Lovas
Well, my website is lovasconsulting.com so they can reach out to me there and I’m on LinkedIn. Jane Lovas. I am the only one so easy to find. reach out Connect. Yes, I would love to have a conversation. My book Leading With Love is going to be published in October. And I’ve got a fun quick, inspirational read that if anybody reaches out that I’ll be happy to share with them called put your big girl panties on and kick your fears in the ass.
Scott Ritzheimer
That’s fantastic. Well, head on over to lovasconsulting.com I believe I remember seeing the book on there. And yeah, go ahead and request your copy. Jane it’s just an honor and privilege having you here. I’m so excited about this message that you have and, and your ability to get it out to the world. Thank you for being here. And for those of you tuning in, you know your time and attention means the absolute world to us. I hope you got as much out of this conversation as I know I did, and I can’t wait to see you next time. Take care.
Contact Jane Lovas
Dr. Jane Lovas has over 30 years of experience as a software developer, Technology Leader and Consultant. She is the Principal and Owner of Lovas Consulting, a coaching and consulting provider for Women Leaders in Technology. Jane has her Ph. D. in Organizational Behavior and Master’s in Information Systems. She has consulted to companies such as Booz Allen Hamilton Inc., Washington Mutual Inc., Fannie Mae, Nextel Communications and XO Communications where she has a proven track record of successfully turning around failing projects while improving morale, communication, and team cohesiveness.
Want to learn more about Dr. Jane Lovas’ work at Lovas Consulting? Check out her website at https://lovasconsulting.com
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