Tag Archives | straight talk

Do not fear to be eccentric

“Do not fear to be eccentric in opinion, for every opinion now accepted was once eccentric.” – Bertrand Russell While blind faith in our intuition is risky, it’s a far greater risk to listen to the opinions of the great majority of advisers, who have been trained to look for the downside. They collect stories […]

Courage is to trust as trust is to _______?

“A team is not a group of people who work together. A team is a group of people who trust each other.” – Simon Sinek

Judging behavior… or judging motives?

The word ‘judge’ carries much unfair baggage. We revere good ‘judgment’ which is an essential leadership quality – while we recoil at the word judge. Those who are deficient in the ability to judge are likely to make decisions based on emotions and assumptions, ignore facts and do inadequate due diligence. They may believe their […]

Leadership Skill Shortage: Straight-Talk

There’s a definite shortage of the kind of leadership straight-talk that builds trust, engagement and confidence – all essential to high-performing organizations. The best leaders know how to engage in meaningful and actionable dialogue about both successes and improvement opportunities – while preserving and enhancing relationships. Despite the common belief that people are either ‘natural’ […]

What if Your Arrogant, Angry Boss or Colleague Really Isn’t? . . . and Why Should You Care?

Stories about executives whose rage routinely ‘sets people’s hair on fire’ are common in most organizations. Based on years of leadership coaching, most executives who were referred because of disruptive behaviors had in common a combination of personality traits and ‘hot buttons’ that result in behaviors that range from aggressive fury to dismissive disinterest. The […]

Performance Feedback – or a Root Canal?

What’s the difference between performance feedback and a root canal? Answer: Anesthesia! Why would so many leaders rather have a root canal than provide performance feedback? Why do feedback recipients often experience the feedback process as a meaningless exercise, and report that that they rarely if ever get any helpful feedback that contributes to their […]