I’ve heard a few versions of “Ask yourself if it needs to be said” before speaking out loud. When I heard Kristi Knous speak recently at the 90 Ideas event, I appreciated her 3 questions for leaders before speaking. I … Read More
Because conflict can be tense and uncomfortable, we might want it to end quickly. DiSC-wise, S types, and even some i types, find productive conflict awkward at times. Caving in works. It ends discussion.
If we’re not careful, we might let debate become about winning and losing. And when that happens, we are distracted from finding the truth and end up in a political battle.
People who offer more praise look for opportunities to compliment others and recognize their contributions. Some leaders think that praise is a waste of time, or that good work is enough of a given that praising good work will make … Read More
A way-too-common leadership behavior is the opposite – maintain harmony. “I don’t want to sweat the small stuff.” “I hate confrontation.” “They’ll figure it out eventually.” “Maybe a gentle all-staff email will help.” Great leaders develop fantastic relationships and address … Read More
People who analyze in-depth tend to perform a thorough examination of facts and details. The alternative is to act on the gut – relying on initial feelings and views to move forward, and simply follow first impressions. This is very … Read More
People who plan tend to develop an organized course of action, setting clear expectations and deadlines. The alternative is to improvise – figure things out as you go, without much planning and preparation. I used to teach jazz. I assure … Read More
People who are initiating often anticipate opportunities and problems and call attention to them. If you’ve ever been a part of a Group Dynamic session, you’ve seen this shopping cart picture. We can spend an hour or more on what … Read More
People who are receptive invite and appreciate different points of view. Leaders who are questioning, skeptical, and challenging can be very helpful when in an early phase such as “exploring implications”. When working toward alignment, however, it can stand in the … Read More
People who exchange perspectives tend to encourage dialogue around new ideas and information. In a dysfunctional situation, a leader may do the opposite; present information without room for discussion. I was part of a team once that had to select … Read More