Micro-coaching Pt. 2: The 3 Levels of Accountability

We can either cultivate or crush, nurture or neglect, stimulate or stifle learner safety, the second stage of The 4 Stages of Psychological Safety. When we have learner safety we feel safe as we ask questions, give and receive feedback, experiment, and admit when we don’t know.As the highest form of enterprise risk management, learner safety opens the door to innovation. Leaders committed to safeguarding learner safety know that learning is the source of competitive advantage.An emotionally bruised learner is a cognitively impaired learner. An emotionally empowered learner is a cognitively enabled learner. The choice is yours: What kind of risk will you entertain in your culture? The risk of learning, or the risk of not learning? Listen in as hosts Tim and Junior discuss how to build Stage 2: Learner Safety individually, on a team, and in an organization.For the full learning experience, watch the episode on YouTube: https://www.youtube.com/watch?v=bND6XuFrEVQDownload the episode resources: https://www.leaderfactor.com/resources/how-to-build-the-4-stages-of-psychological-safety

This episode is the first in a four-part series on How to Build The 4 Stages of Psychological Safety. Listen in as hosts Junior and Timothy R. Clark, author of The 4 Stages of Psychological Safety book, share in-depth insights into the thinking behind the 4 Stages framework. The episode covers the history behind psychological safety as a concept, what psychological safety is not, where vulnerability fits into the equation, and how to activate the power of diversity through inclusion. As always, they also share 3 practical ways to create inclusion safety on your teams. To see the slides and host annotations for the episode, watch it on YouTube: https://youtu.be/zDDBkfA0BFk Or download the resources from the episode here: https://www.leaderfactor.com/resources/how-to-build-the-4-stages-of-psychological-safety

In this final episode of the Micro-coaching and Accountability series, Tim and Junior take the previous two frameworks, The Coaching Continuum and The Three Levels of Accountability, and put them together into the ultimate diagnostic tool for leaders. Think of this matrix as a model to operationalize coaching on a dynamic team.Your objective? To move the individuals you work with up and to the right. To transfer critical thinking and ownership and increase their capacity through coaching. Leaders who coach their people all the way to box nine end up with a team of full thinking partners who are highly skilled, think critically, and take ownership of their roles. They’re encouraging outcome-oriented, future-focused employees who thrive in autonomy and accountability.For the full learning experience, watch the episode on YouTube: https://youtu.be/Uwf4uMvsavs Download the resources from the episode: www.leaderfactor.com/resources/micro-coaching-and-accountability

Accountability means being answerable for performance. The scope and levels to which we are held accountable vary based on role, willingness, skill, and need. But we can all agree that organizations function based on shared accountability. This means that as teams increase their capacity for accountability, organizational function will also increase. So how do we become accountable to the unenforceable, ourselves? Here’s another diagnostic tool that you can use to determine where your people work currently, and where they want to be. The 3 Levels of Accountability illustrate the relationship between autonomy and accountability and help us set our sights on the ultimate goal: Outcome-level accountability.For the full learning experience, watch the episode on YouTube: https://youtu.be/jMBu1jgo8vE Download the resources from the episode: https://www.leaderfactor.com/resources/micro-coaching-and-accountability

In this first episode of a 3-part series on Micro-coaching and Accountability, Tim and Junior introduce us to The Coaching Continuum, a framework that can be used to identify coaching patterns in leaders. It runs from “Tell” on one side to “Ask” on the other.  A leader has one primary objective: To expand the capabilities of the people they lead by increasing their ownership and critical thinking skills. There are two levers that a leader can pull to do this. They can model, or they can coach. Those who rely on directive, one-sided interactions to manage their people will breed dependency and learned helplessness. Those who use inquiry-based conversation in their management will create facilitated self-discovery. Effective leaders use both ends of the spectrum. Where on the continuum do you fall?For the full learning experience, watch the episode on YouTube: https://www.youtube.com/watch?v=S4jOPXTMT8MDownload the resources from the episode: www.leaderfactor.com/resources/micro-coaching-and-accountability

This week, we're talking about intelligence. Most people have a view of intelligence that's not just wrong, but damaging. Our conception of intelligence affects our goal choice and the intensity of our efforts. It affects how we perceive ourselves and our potential. In the episode, Tim and Junior discuss how intelligence is more like athleticism. They emphasize the importance of adopting a growth mindset and choose Carol Dweck's definition of intelligence, the intersection of motivation, ability, and effort, as the most helpful definition a leader can adopt on their leadership journey.TakeawaysIntelligence is not fixed and can be improved through effort and learning.Our conception of intelligence affects our goal choice and the intensity of our efforts.Adopting a growth mindset and seeing intelligence as malleable can lead to greater achievement.Rejecting limiting beliefs and embracing a more expansive view of intelligence is crucial for personal and professional growth.Intelligence is the intersection of motivation, ability, and effort.Chapters(00:00) Introduction and Objectives(03:01) Redefining Intelligence(14:47) Intelligence as a Multi-Dimensional Concept(36:14) Increasing Intelligence Through Effort(46:55) Rejecting Limiting Beliefs and Embracing a Useful Definition of Intelligence(49:28) Conclusion and Call to Action

This week, Tim and Junior outline the resilience cycle, which, similar to patterns we see in ecology, consists of disturbance, adaptation, and recovery. They share 5 practical ways to become more resilient as a leader, including spreading out, leaning on positive emotions, developing effective coping mechanisms, adopting a growth mindset, and seeking strong social support.TakeawaysResilience is a learnable process that involves responding to and adapting to challenges.Spreading out and diversifying one's identity can help build resilience.Harnessing the power of positive emotions, such as hope and optimism, can aid in resilience.Developing effective and varied coping mechanisms, including sleep, food, and exercise, is crucial for resilience.Adopting a growth mindset and seeking strong social support are important strategies for building resilience.Chapters(00:00) Introduction(01:02) Understanding Resilience(06:32) Resilience in Ecosystems(10:16) Types of Disturbance(13:01) Disturbance and Adaptation(18:51) Path 2: Positive Response to Disturbance(19:20) Resilience as a Learnable Process(20:17) Strategy 1: Spread Out(25:27) Strategy 2: Harness the Power of Positive Emotions(35:39) Strategy 3: Develop Effective and Varied Coping Mechanisms(42:34) Strategy 4: Adopt a Growth Mindset(44:59) Strategy 5: Seek Strong Social Support(48:11) Conclusion

This week, our hosts navigate through an extensive amount of research literature to come to some conclusions on self-esteem and how to approach it. When we rely on external factors to determine our self-esteem, we open ourselves up to dangerous perspectives. This kind of contingent self-esteem can lead to chronic insecurity in leaders, which gets in the way of their ability to lead effectively and can have detrimental effects on individuals and organizations. In the episode, Tim and Junior suggest three ways to develop a healthier sense of self-worth and tell us which definition of self-esteem they think works best.TakeawaysSelf-esteem is a complex concept that encompasses self-competence and self-liking.Contingent self-esteem is dependent on external factors and can be detrimental to well-being.The measurement of self-esteem can be assessed using scales such as the Rosenberg self-esteem scale.Contingent self-esteem can impact decision-making, relationships, and emotional health.The influence of social media has led to the emergence of image-based contingent self-esteem.Contingent self-esteem is linked to vulnerability to negative emotions such as depression and anxiety. Beware the dangers of contingent self-esteem and the negative impact it can have on personal well-being and leadership effectiveness.Personal experiences can shape one's self-esteem, and it is important to recognize and challenge negative influences.Contingent self-esteem can lead to chronic insecurity in leaders, hindering their ability to lead effectively.Pathological self-esteem, characterized by narcissism and hubris, can have detrimental effects on individuals and organizations.Develop a healthier sense of self-worth by finding your intrinsic motivation, celebrating effort rather than outcomes, and promoting self-compassion.Chapters(00:00) Introduction and Overview(00:50) The Complexity of Self-Esteem(06:04) Measurement of Self-Esteem(09:19) The Impact of Self-Esteem on Decision-Making and Well-Being(12:07) Introduction to Contingent Self-Esteem(16:37) The Destructive Nature of Contingent Self-Esteem(21:23) The Influence of Social Media on Contingent Self-Esteem(22:26) Assessment of Contingent Self-Esteem(25:13) The Link Between Contingent Self-Esteem and Negative Emotions(25:58) Beware the dangers of contingent self-esteem(33:38) Contingent self-esteem and its negative effects on leadership(43:39)Tactics for developing a healthier sense of self-worth(47:35) Find your why(49:00) Celebrate effort, not outcomes(50:53) Promote a healthy dose of self-compassion

Have you ever thought about leadership as an invitation? If your goal is to improve and make a positive impact, then leadership will be an inevitable part of your journey. The job to be done, then, is to recognize and accept the invitations that come your way. These could be invitations to grow, help others, or even sometimes, to fail. Tim and Junior make one thing clear, choosing leadership over comfort and contentment is the ultimate call to adventure.TakeawaysLeadership is about healthy influence and is not dependent on positional power.Leadership is an invitation that is inevitable if one's aim is to become better and make a positive impact.Declining leadership invitations can lead to missed opportunities for growth and influence.Subject matter expertise and leadership are not mutually exclusive; both can be developed and leveraged together.Imposter syndrome should not prevent one from accepting leadership invitations.Accepting leadership invitations helps avoid stagnation and apathy. Rejecting leadership invitations can lead to long-term consequences and a cycle of apathy and helplessness.Literature teaches us about the human condition and the importance of striving for something greater than food, drink, and contentment.The law of least effort and human biases can influence our decision-making and lead to inertia and mediocrity.Accepting leadership invitations requires a balance between self-interest and altruism.Successful failures, where we learn and grow from failed outcomes, are an important part of accepting leadership invitations.Choosing leadership over comfort and contentment is the ultimate call to adventure.Chapters(00:00) Introduction(00:44) Defining Leadership(04:11 )Leadership as an Invitation(05:11) Leadership as the Inevitable End(06:26) Personal Examples of Leadership Invitations(11:42) Consequences of Declining Leadership Invitations(14:22) The Temptation to Decline Leadership Invitations(20:15) Imposter Syndrome and Leadership(22:42) Avoiding Stagnation and Apathy(24:18) The Consequences of Rejecting Leadership Invitations(28:03) The Law of Least Effort and Human Biases(30:46) The Negative Implications of Contentment(36:06) Accepting Leadership Invitations: Recognize, Say Yes, and Try(41:01) Successful Failures: Learning and Growing from Failed Outcomes(47:31) Choosing Leadership Over Comfort and Contentment

This week, Tim and Junior are talking about the importance of doing the little things for a long time. Why? Because leaders sweat the small stuff. They know that over time, focusing on the little things plays a key part in sustaining goals, maintaining a sense of control, building momentum, and recognizing improvement. TakeawaysThe compound effect of doing little things for a long time can have a significant impact on personal and professional success.Small actions and habits are controllable and sustainable, leading to gradual improvement and building momentum.Focusing on the little things allows for progress over perfection and generates more evidence of success.Taking responsibility for one's current position and evaluating performance daily are key ways  to achieving meaningful results. Focus on daily performance and the power of a 24-hour cycle.Evaluate pursuit and achievement over different timeframes, such as 24 hours and 24 months.Embrace suspense and milestones as part of the journey towards achieving goals.Prioritize renewal and recharging to maintain motivation and energy.Don't seek external recognition; find satisfaction in the quality of your inputs.Embrace anonymity and silence as opportunities for growth and development.Find magic in the mundane by appreciating the small, daily actions that contribute to long-term success.Chapters(00:00) Introduction and Surprise(01:37) The Importance of Little Things(05:01) Control and the Little Things(06:09) The Compound Effect in Personal and Professional Life(09:56) Examples of Doing Little Things for a Long Time(13:46) The Benefits of Small Actions(16:13) Progress Over Perfection(24:15) Perception of Behavior and Motivation(29:26) Taking Responsibility for Your Position(32:29) Evaluating Performance on a Daily Basis(34:48) The Power of a 24-Hour Cycle(37:08) Evaluating Pursuit and Achievement(39:37) Dealing with Suspense and Milestones(43:22) Renewal and Recharging(45:12) Don't Look for Recognition(49:25) Finding Satisfaction in the Quality of Inputs(50:02) The Value of Anonymity and Silence(53:42) Looking for Magic in the Mundane