Interesting cocktail of tried-and-true low/no-tech solutions and new digital/AI products. What mix works for you?
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Think about your favorite (or current) boss (or leadership team). How many of these qualities apply to them?
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Spacious leadership sounds like a way to creating cultures and environments of psychological safety. What's your takeaway?
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Appreciating Sandra Beckwith's article on best practices in leveraging podcast interviews - and for quoting me in it, amongst other experts' advice!
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"Authentic leadership requires probing beneath the surface to confront past influences, cultivate self-awareness and align actions with core values ...
inspir[ing] trust, transparency and respect."
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Sound the alarm, if it isn’t already blaring: Gallup's 2025 report shows a new decline in employee engagement, driven by disengaged leaders and managers.
#performandfunction #explicitexpectations #thehowandwhy #engagement #motivation #takingcareofbusinesswiththeenneagram
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New buzzword alert! "Quiet Cracking" now takes the stage as a precursor to employee disengagement and new variant of Quiet Quitting. While I can't keep track of all these silent assassins, Castrillon provides some solid antidotes to and vaccinations for it.
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HBR's master class on misconceptions about psychological safety and how it is confused with toxic positivity ... and how Explicit Expectations actually help create and sustain psychogically-safe cultures.
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Thank you, Andrea Simon, for hosting our recent conversation about "Explicit Expectations: The Essential Guide & Toolkit of Management Fundamentals" on your "On the Brink with Andi Simon" podcast! Always a pleasure to chat with you!
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McKinsey's take on "starting with self" in leadership; focus on humility, vulnerability, inspiring boldness, and empowering others.
#performandfunction #leadershipdevelopment #thehowandwhy #explicitexpectations #takingcareofbusinesswiththeenneagram
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"Manage up," "Be more strategic," and "Show more executive presence" are oblique concepts that no one really defines or explains. Here's a clear way to operationalize "managing up."
#foldinthecheese
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Four introspective questions for assessing your readiness to take on managing people.
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Really solid insights into how leaders can optimize their effectiveness! Note how EQ underlies several of them and how you can't succeed alone ...
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You say "Curation," I say "Inclusion" ... two sides of the same coin, or a very much overlapping Venn diagram? Still, a necessary skill and behavior for effective leadership.
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Intentionality and explicit expectations go hand in hand in contributing to effective, successful leadership, no?
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The power of the pause ... and what to do next, in service of self-awareness, empathy-building, and, ultimately, EQ development.
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Leadership Team Success Factors! Some solid advice to start and sustain LT effectiveness.
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Time management remains a top challenge for everyone in today's multi-priority and distraction-filled world. Also, check out the still-relevant Urgent/Important Matrix is still relevant in helping you identify what's truly worthy of your immediate attention.
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NEW BUZZWORD ALERT: "Quiet Cracking" seems to be the precursor to quiet quitting. The antidote is solid leadership (as is the usual remedy), focusing on role clarity, expectation alignment, and development.
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The nuanced right words and language lay the foundation for a psychologically-safe and inclusive culture. Consider these, more appropriate and engaging ways of reframing everyday business lingo.
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This baker's dozen isn't really a secret - and it's still tidy to see them all in one place. What's implied and necessary in several of these, yet not explicitly stated, is to get to know your people, too.
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Sage advice from the Harvard Business Review. And don't forget to leverage the Eisenhower/Covey Urgent/Important Matrix in determining which low value activities can be deferred or eliminated altogether!
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Cool take on operationalizing accountability, especially in times of chaos, disengagement, and limited resources due to downsizings.
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Loving how Gloria St. Martin-Lowry emphasizes many of the 7Cs from Explicit Expectations (clarity, consistency, confidence, communication, collaboration, compassion, and coaching)!
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Thank you Luciana Paulise for keeping this reminder front-and-center. I'd like to add that the Enneagram provides additional insights into how/for what each of your team members would like to be recognized.
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In addition to Cheryl Robinson, Ed.D.'s insightful advice, I love the practice of asking your delegate to email you what their understanding of the delegated task is, ensuring expectations are fully transferred and clear, and a reference for follow-up.
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Most of us don't enjoy conflict, yet it can be a productive and healthy means to better understanding of each others' perspectives and better decisions/solutions.
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Here's an intriguing pre-COVID Harvard Business Review article with a different take on feedback. How would you likely respond to "advice" rather than "feedback?"
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There are some real nuggets in Jennifer Moss's work and research, all coming down to the importance of purpose at work. As Simon Sinek says, "Start with why."
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www.forbes.com/sites/rodger...
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Thank you, Maxine Attong Founder of Gestalt Experience for Leaders, for our lovely and lively conversation! It's always a pleasure to chat with you! ICYMI, here's a recording of the LIVE event:
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