Activating the learning vector will destress performance anxiety. Here’s David with insight about how this worked during a big inspection on the Santa Fe. Before major inspections, I would get super nervous. I felt like there was a lot riding on it. And I had this view of this big performance vector. And that was...
Leadership Nudge® 380 – Question Master
March 30, 2022by Sandy Wilmer
Practice using open questions to be curious, not compelling. Watch David explain how to become a Question Master. Here’s an activity that will have you practice being curious before being compelling. Have someone write down every question you ask in a meeting = verbatim. What I’m looking for is it needs to be specific enough...
Leadership Nudge® 376 – Earn the right to ask questions of clarification
February 23, 2022by Sandy Wilmer
But first . . . redwork When you are asked to work on a project, start by doing some redwork. Then use that work to ask what changes should be made. Gaining clarification on a project is easier when there is a tangible place to start. Hey, you want to earn the right to ask...
ClarityDavid MarquetImproveLeadership NudgePower GradientPresenterPsychological SafetySay This Not That
Leadership Nudge® 375 – Stop saying “I’m just . . .”
February 16, 2022by Sandy Wilmer
When we use self-deprecating language, we negate the words that follow. Stop saying things like “I’m just . . . a receptionist . . .” or “I’ve been here just two years . . .” Instead, remove the word “just” and say what you think and what you see. Your voice matters! Hey, here’s a...
People don’t like to be controlled. In an Intent-Based Leadership environment, leaders don’t control what others do. Instead, they create safe environments where people have their own agency and control over their work. I’m here with my friend’s sons, Tony and Cal. Tony’s not quite two, but he already knows he doesn’t like to be...
Leaders encourage people to follow the organization’s values and principles rather than a particular person. This mitigates favoritism and helps create an organization aligned to its principles and values rather than personalities. How is it in your organization? Hey, I’m here at Heidelberg Castle, which is mostly a ruin, but this one building was reconstructed....
Leadership Nudge® 361 – Say I Don’t Know
August 25, 2021by Sandy Wilmer
Saying “I don’t know” is hard. It’s important for leaders to model this behavior, paving the way for others to say “I don’t know.” This creates a learning environment. It’s hard to say I don’t know. But as a leader, it’s very important to be able to model that behavior. So, it’s okay for your...
Onboarding is about facilitating that emotional transition from feeling like an outsider to feeling like an insider – moving from “they” to “we”. The sooner this happens the sooner the team is more effective. What can you do to help your new folks move from the feeling of “they” to “we”? Here’s an example of...
To influence up the chain of command, make things safe for your boss. Use the Ladder of Leadership, step by step, to earn the right to be heard and the right to have influence over decisions. One of the most common questions I get is how do I move myself up with my boss, where...
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Leadership Nudge® 349 – Book Review: How to Talk So Kids Will Listen
May 12, 2021by Sandy Wilmer
Small changes in language can have huge impacts on how people feel and how they act. How to Talk So Kids Will Listen & Listen So Kids Will Talk is one of the best leadership books for dealing with people (of any age) I’ve ever read. One of the things that I learned was how...