tl;dr:Since these meetings require both convergent and divergent thinking from participants, they tend to underdeliver. Dave advises us to split them into separate meetings: (1) A weekly update meeting to review KPIs & performance (2) A bi-weekly retro to share what's going well & what's not. (3) A biweekly forum to discuss open leadership topics.
tl;dr:"Emotional generosity" is the ability to see past behaviors we don’t understand and proactively look for compassionate ways to explain them. Dave guides us through 10 patterns, such as: (1) Overreaction is often driven by something else entirely. (2) Blame is often driven by anger. (3) Anxiety is often driven by a lack of visibility, and more.
tl;dr:Dave has created the following 6 steps to create an impactful offsite: Setup the ground rules, foster connection using certain exercises he highlights, focus on divergent thinking to problem solve, convergent thinking to analyze, commit to any agreements made, and celebrate.
tl;dr:Holding people accountable feels uncomfortable so we can let it slip. Accountability and feedback are essential to high-functioning teams, and Dave provides a primer on both feedback and accountability, highlighting questions we can ask our team to ensure both are present.
tl;dr:If you self-identify as assertive, you may not be aware of how others perceive you. Dave outlines 3 questions you can ask to help you find out. If you are overly assertive, it may "cost you the truth."
tl;dr:The "accountability dial" is a spectrum of increasingly "severe" conversations managers can have with employees who aren't punching their weight 🥊. The article outlines how to initiate and structure these conversations.
Click the link in this tweet if paywalled.
tl;dr:Deliver feedback using a concise statement structured by the non-violent communication (NVC) technique 🚫🔫, using an observation, emotion, the universal need & request.