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Hot Seat Breakthrough Strategies

H o t S e a t B r e a k t h r o u g h S t r a t e g i e s

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Contents Welcome .................................................................................................................................................................. 3 Purpose .................................................................................................................................................................... 4 Structure Overview ........................................................................................................................................... 4 Detailed Process Steps ..................................................................................................................................... 6 Grounding/Purpose ..................................................................................................................................... 6 Hot Seat Process ............................................................................................................................................. 7 Creating a Safe Structure ........................................................................................................................... 9

Conclusion ........................................................................................................................................................... 13 Hot Seat Preparation Form ........................................................................................................................ 14



Welcome Welcome to Hot Seat Breakthrough Strategies. This manual will help you create greater depth, accountability, and empowering results for your clients. I am excited that you are investing in expanding your business or practice through the application of the principles in this book. We developed this process as a significant component of our mastermind process called Creation Circles. This facilitated process allows your group to support one person in gaining greater clarity and commitment to something that is important to them. My intention behind this program, as in all of my courses, products, and services, is to empower you to make a difference in your own life and the lives of others. Whether you are using this manual as a guide to building your own Mastermind Groups, or selling other services and products; the simple but powerful approach outlined here can help you do that faster and more effectively. So once again, congratulations on being a leader who is committed to taking a stand for others! I look forward to hearing about how you have implemented these principles to generate your six-‐figure success! Warm regards,

Jay Fiset



Purpose What is a Hot seat? It is a mastermind group process where each member will receive the FOCUSED benefit of the entire groups experience, resources and support. It is one of the most valuable and empowering experiences any group can provide. As your mother likely used to say… sometimes many heads (and hearts) are better than one. In addition to the collective wisdom and perspective the group can provide, each person brings a wealth of connections and practical help that can take a dream off the shelf and turn it into present reality! The purpose of a hot seat is to provide one person with the focused goodwill, attention and support of the group so that they can have a breakthrough on a significant goal. It is not intended to be group therapy, or to be about projects they are already making progress on. The ideal hot seat topic is about making progress on a “BHAG” (Big Hairy Audacious Goal – from the work of Jim Collins). Something that matters and that they have either not been able to launch, or are at a point where what they know is insufficient to achieve the objective. What a hot seat does for the group is provide an opportunity to tangibly support one another. By sharing expertise, contacts, resources, encouragement and in some cases elbow grease it provides an opportunity to give, and receive. It also creates an ongoing accountability structure and ensures the members are focused on creating positive results. All of those benefits make your group stronger. As a Coach or Facilitator it is a way for you to give the members of your group a practical way to step up and contribute to one another.

Structure Overview

This structure takes about one hour and must be kept on track to be effective and efficient for everyone involved.

● Each month or meeting there will be a "presenter' and a "presenters coach"



● For the first Hot seat choose 2 of your strongest participants. Describe the process so that they can be GREAT role models of what happens

● Presenters Guidelines

○ Choose 1 specific topic

○ Define the Issue/goal

○ Describe the blocks barriers

○ Explain the desired outcome

○ Clarify what kind of support you want

● Prior to the Group Mastermind meeting the presenter and the presenter’s coach will have two meetings (in person or online) to prepare for the hot seat:

○ Meeting one

■ Choose topic

■ Explore goal/issues

■ Define what types of support they want

■ Clarify the outcome desired

○ Meeting 2

■ Confirm the presenter is clear and grounded

■ Are there specific requests for specific people?

■ Ensure that you both agree that the presenter is ready and will BRING VALUE to the group with this topic

● NB: While it is their hot seat, and is about them… it is also important that they respect the collective time and commitment of the group. Do not waste people’s willingness and time by being ill prepared, non-specific, or unwilling to participate 100%



○ They will submit the results of the two meetings (in the form of the hot seat preparation form provided at the end of this booklet) a minimum of 48 hours prior to the meeting. That gives you time to ensure that they are clear, specific and prepared. Optionally you may elect to circulate the prep form to the group if you think that advanced notice will help the group be prepared.

● At the meeting:

○ The presenter shares briefly and the coach clarifies anything missed

○ The group clarifies, provides input and supports the presenter

○ The coach takes notes for the presenter

○ During the wrap specific action steps are committed to and recorded

○ The group provides feedback on what they learned for themselves

○ The presenter provides feedback on what they learned and the value received

○ The leader can provide a final wrap up conclusion

Detailed Process Steps Ideally Hot Seats are VERY group lead, however there may be times where the Leader needs to be active in guiding and directing the process and the people. The tone will be set by the leader initially so it is important that the first two are kept on track, positive, and deep. If you allow anyone to slide with surface stories or fluffy participation, you will not create the value possible and it will be challenging to change deepen that conversation in the future. Setting the bar high at the beginning will serve everyone! Grounding/Purpose The following needs to be read, or conveyed, to the group when you launch your hot seat process, and reinforced prior to every hot seat that is conducted.

We are coming from a grounding of love. That means that the group is to hold the best interests of the person in mind. It is not about criticizing or judging the person or their goals. It is about being focused on their highest and best interests, and on solutions.



That said, it is OK to challenge anything that you might consider to be a limitation in perspective, or to check the persons premises. Is this goal actually theirs or does it sound like a ‘should’ or ‘have to’ that they have inherited? Do you have the sense that they are truly committed to this objective? Is it in alignment with who they have said they want to be and what they want to do and have? Do not be afraid to call B.S. That can be done with respect, compassion, and with the intention of getting at what really matters for this person. The greatest value we can create here is to be honest, willing to participate 100%, unwilling to accept ‘stories’ from the presenter or yourselves, and committed to helping one another be, do, and have more than we thought possible! Miracles can happen when a group of resourceful people are focused on creating positive results. This process will provide a structure that allows everyone to have focused support, energy and resources focused at what is most important to them. The depth of this process, and therefore the value of it, is dependent on each of you participating fully. Push yourself to bring excellence and commitment to this hot seat and you will receive as much, or more, than you give.”

Hot Seat Process The Creator Shares: MAX 10-15 min

• Goal or Issue – this is the purpose of their hot seat. Something they need help with achieving. It helps if they articulate why this is important to them.

• Describe the Blocks/Barriers – What has stopped them from achieving this in the past (be honest). What are the stories or limiting beliefs that have been operating? What practical considerations have been getting in the way? What are the unsupportive behaviors that they have when it comes to this area of their lives?

• Ideal Outcome – What will it look and feel like when they achieve the goal? What form does this dream take when it is realized?

• Requests for Support – Be specific. For example, rather than saying “I want feedback” say “I want feedback on where you see inconsistencies in



my plan, especially when it comes to the financial side of things, and please be straightforward and direct.”

• The Presenters Coach Shares – They fill in any details that they think

may be important that the presenter missed. Add any input based on the two meetings that will help the group provide support.

o From this point on they take notes, so that the presenter can simply listen and be present. Write legibly so that the presenter can read them. J Make sure to capture all commitments, who promised what, and by when.

Group Input: MAX 30-35 min Group asks questions, provides resources and assists in any way shape or form possible.

• Leaders reinforces the following points with the group:

o Come from a grounding of love

o Be aware of judgment. This is not about your beliefs or goals – it is all

about them

o Be laser and direct

o If you are going to offer resources KEEP YOUR AGREEMENTS

• Be sure that all group members have a space to contribute – draw out the

quiet ones and solicit opinions or input from everyone

• The leader may lead the first few questions to get the ball rolling but ideally

this is group lead and run. Likewise if the group is not going as deep as will

serve the presenter, the leader may direct some questions at the group,

give them food for thought or ask a couple of questions to direct a new line

of inquiry.

• Keep this to 30 minutes even if the group is on fire. Might be a good idea

to give them a 10 min. warning so that if they want to provide last

thoughts or offer resources they can do so before time runs out.



What Resonates Wrap: MAX 15 min While we want to focus our energy on an individual during The Hot seat, we also want it to bring value to everyone in the group. So each hot seat ends with each participant sharing what resonated for them. This is not additional thoughts or advice for the presenter – it is about how what was shared applies in their life and what value they received from the process.

• Presenter and all members take 3-5 min to write in their journal what was significant for them and what they will apply to their life

• Everyone shares briefly what resonated ending with the person in the hot

seat. The hot seat presenter shares what the value of the process was for them and thanks the group for their contribution

• The leader makes final comments and recaps that all agreements made

need to be kept on time in order for the integrity of the process to be maintained. He/she congratulates and thanks everyone for their contribution and participation, and acknowledges the presenter for their courage and the coach for their additional support.

Creating a Safe Structure To create maximum value for your participants you should have some ground rules to provide a safe structure for the hot seats to take place within. The following are brief explanations of the grounding behind each suggested rule and how to explain it. It is

very valuable to read and discuss each point at your initial meeting. 1. Attendance – Any member missing two or more meetings may be asked to leave

the group. Should the group elect to let the person stay due to extenuating



circumstances that individual may not miss any more meetings without pre-negotiating their absence with the group or they will be asked to leave.

2. Contribution – Any member deemed to not be contributing will be talked to by

the group up to a maximum of two times. After that, they will be asked to leave the group. Contribution includes any and all of the following:

a. Participation in the meeting – Speak up and jump in. You will get out of this process what you put into it

b. Coming prepared for the meeting

c. Keeping support agreements

d. Providing resources, tools, contacts, expertise, or other forms of input that supports the other members of the group and/or the group process

e. Being Present! No distractions such as texting, cell phones, or email during the meeting. You deserve to get as much value as possible from each meeting—and your fellow members deserve your undivided attention

(Please note, everyone’s contribution will look different, but if someone is not carrying their weight, they will adversely affect the morale and momentum of the entire group. There are times when, as Mr. Spock used to say, “The needs of the many outweigh the needs of the one.”)

3. Confidentiality – All member goals and sharing is to be kept confidential without

express permission from the member to share with someone outside of the group. You are free to share your goals, insights, and value created from being involved in the process—but do not share other people’s experiences or information.

4. Changing Members – The membership of the group may change over time through people leaving, or being asked to leave, and those spaces being filled with a new member. The addition or removal of any member is solely at the leader’s discretion. The following steps will be taken to ensure that every person is provided with sufficient opportunities to make a clear choice about their participation.

Asking Existing Members to Leave: The group leader may ask a member to leave under the following conditions:

a. The group has talked directly to the member about the concern or problem.

b. The member has been given specific feedback on what behaviors or actions need to change to make the situation more workable for everyone involved. That feedback should include a reasonable timeframe for the changes to occur and a clear understanding of how everyone will know if the requirements have been met.

c. The member will be given an opportunity to present their perspective, and to negotiate a win/win solution or approach with the group.



d. The group will discuss what they could do to support the relationship further. (Every dynamic has more than one partner involved)

e. If there has been an agreed upon ‘remedy’ (something the member can do to change the situation) then the member must receive feedback on progress along the way, so that they have every opportunity to course correct and become a contributing and valuable member of the group before the deadline.

In the event that those interventions or measures do not succeed in creating the changes the group requires, the group leader will meet with the member individually to discuss options for moving forward. Inviting New Members to Join: When you have an opening an opening in the group members are encouraged to suggest replacement members to the leader. Ultimately it is the leaders’ responsibility to fill the opening.

5. Bring a Positive & Productive Attitude – Life happens! Distractions, challenges,

and struggles will impact us—how they impact us is our choice. While you are absolutely encouraged to be authentic, you can do so and still be respectful, compassionate (with yourself and others) and involved. Focus on solutions not problems. These meetings are about accepting one another in all of your humanity… but they are not ‘bitch-fests’. For maximum value, leave the whining at home and focus on the ‘winning’ at your meetings.

6. Structure and Format – A format and structure has been provided. The group agrees to follow the format for a minimum of six meetings prior to making any changes to the structure.

7. Keep Agreements – Start and end on time (unless otherwise negotiated in

advance). If you agree to do something for someone—do it. The trust, wellbeing, and cohesiveness of the group depend on the impeccability of people’s commitment to the process, to themselves, and to one another.

8. Application & Integration – The content, the meetings, the content you cover

and the concepts are meaningless if they are not LIVED! Without application of the ideas you discuss or the content you cover, this simply becomes yet another “shelf-help” project that widens the gap between what you “know” and what you are actually being, doing, and having!

Please note: if you choose to change, or add to the Code of Conduct, make sure to have unanimous group agreement to them and record the changes in your manual prior to proceeding.



If you choose to accept the Code of Conduct as it is – then have each member sign their copy of the document.

Our Ground Rule changes or additions:

______________________________________________________________________

______________________________________________________________________

______________________________________________________________________

______________________________________________________________________

______________________________________________________________________

______________________________________________________________________

______________________________________________________________________

______________________________________________________________________

Have each member of the group sign their agreement to the ground rules to support buy-in and group cohesion. These are now their ground rules.

Name: ____________________________ Signature: __________________________

Name: ____________________________ Signature: __________________________

Name: ____________________________ Signature: __________________________

Name: ____________________________ Signature: __________________________

Name: ____________________________ Signature: __________________________

Name: ____________________________ Signature: __________________________

Name: ____________________________ Signature: __________________________

Name: ____________________________ Signature: __________________________

Name: ____________________________ Signature: __________________________

Name: ____________________________ Signature: __________________________

Name: ____________________________ Signature: __________________________

Name: ____________________________ Signature: __________________________



Conclusion When you bring people together with the intention of supporting one another, provide a structure that creates maximum opportunities for value creation, and focus everyone on giving—magic can, and will, happen. By following the outlined structure provided you’ll find that you and your group members will have a productive and meaningful opportunity to connect and to practically support one another in achieving new heights. Remember to send me your success stories so that we can celebrate your victories!



Hot Seat Preparation Form

Please be specific and focus on one outcome or take-away that can be accomplished within an hour. What is the one thing you would like at the end of your hot seat?

+ +

What is the Issue or goal?

Be clear and specific.

What are the blocks &/ or barriers?

What has kept you from achieving this goal to date?

What is the outcome you desire?

How will you know you have achieved the goal? Measures / How will if feel?

What kind of support do you want / need?

What can your group do for you? What other resources will you need or create to help you achieve the goal?

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