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In a workshop for a global company, a group of senior executives have just watched a short video clip of the Oscars where Warren Beatty opens the envelope for the award he is to announce with Faye Dunaway – pauses, does a double check for another card, pauses again, and eventually shows the card to...

Get better at making observations. Avoid statements that can be seen as blaming or shaming. Instead of “You never sent me the email” try “I missed the email.” Instead of “You’re not making sense” try “I’m having trouble understanding.” Learn more by reading this blog post: The Power of Observation Get better at making observations. For example,...

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When delegating the complete decision to someone else (level 6 on the ladder of leadership) the temptation is to just say “You go make the decision” because we want to get the issue off our plate as soon as possible. It seems like this shows confidence in the other person’s ability to make the decision....

At Level 6 on the Ladder of Leadership decisions are made by the people doing the work without your involvement. Leaders put into place the structure that pushes authority for decisions to those with the information. Let the people doing the work make the decisions about the work. Learn more by reading this blog post: Use...

Use the Ladder of Leadership to become a “Know, Don’t Tell” leader. watch this Nudge for more information Leadership Nudge® 327 – Be a “Know, Don’t Tell” Leader One of our frameworks is focused on this idea of knowing and telling. And the idea is, you want as much as possible to be a “Don’t Tell”...

Use the Ladder of Leadership to move from a permission-based team to an action-based team that takes ownership and gets things done. It’s a magic tool. I don’t want to over complicate this idea of Intent-Based Leadership. It’s really very, very simple. Every time someone comes to you and says, tell me what to do,...

Leaders provide development opportunities by moving team members into roles that are above that person’s current competency, but in line with their potential. Developing employees this way eliminates a need for separate Leadership Development programs because it’s built into the way you manage assignments. Today I want to talk about matching the person to the...

Leaders must create a safe environment in order for employees to feel comfortable engaging in risk-embracing behavior, like launching a new product or even sharing a dissenting opinion. This is when you call the “Connect” play. Connect is about caring what people think, caring how people feel, and caring about their personal goals. Hey, ladies...

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