Leadership Predictability

As a leader, being predictable, in a healthy way, means people can count on you to set and hold clear boundaries and hold yourself and others accountable.

A big part of healthy predictability is self-awareness. When a person becomes intentional about learning tools and strategies to increase their emotional steadiness and predictability, it’s a gift to themself and to those around them. To assess your own healthy predictability, complete this worksheet.

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Leader Trustworthiness Self-Assessment

Building sustainable long-term trust is essential for anyone who manages, leads or hopes to lead people.

In times of uncertainty and rapid change, it is even more important that leaders are aware of the ways in which they demonstrate their trustworthiness and ways in which they demonstrate the opposite — being untrustworthy. Use this self-assessment to better understand your leadership present and get insight into areas to strengthen.

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Improve Your Delegation Skills

If you manage people, it is your responsibility to grow and develop them, and their growth comes through delegation.

Not only is delegation essential to avoid burnout, delegation is essential to the development and empowerment of both high potential and high performing staff. Use this guide to build skillfulness in your staff while fostering clear communication and a culture of coaching and feedback.

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Identifying Your Personality Under Pressure

Left unexamined, emotional energy can interfere with building trusting relationships or modeling the behaviors you’d like to be known for.

In some cases, it can create a cycle of shame and guilt. This self-assessment will help you to identify how you’re most likely to react when you are experiencing emotional hotspots. When you’ve completed the assessment, you can tally your responses and examine the results.

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Identifying Flawed Facts

Sometimes information you think is a fact is not truly a fact. Sometimes thinking errors mislead us from knowing what the relevant facts are.

Flawed facts often fool our thought process, causing us to spend time preparing feedback or tough conversations that aren’t productive. Use my guide and learn to identify the flawed facts that are tripping you up. 

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Identifying and Developing High Potential Staff

Managers easily mistake high-performing employees as high-potential. This mistake can have a high cost to the organization.

The first step in assessing if employees fall into High Performance or High Potential is to define which behaviors and attitudes are required for excellence in management and leadership in your department and organization. You must be very intentional in communicating these behaviors and attitudes consistently and as often as possible.

Because employees show up with varying skills, you can use this guide to distinguish between Low and High Performance and Low and High Potential.

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Curiosity Climate Diagnostic

Curiosity is a critical leadership competency that creates more engaged, adaptable teams.

Use my FREE Diagnostic to understand where your organization currently stands in fostering a culture of inquiry and learning, and get actionable insights to strengthen your organization's foundation for sustainable growth.

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Creating Healthy Conflict Norms

Organizations where conflict is embraced as a tool to solve problems quickly are more agile and flexible, and have employees who are more engaged and honest.

When your team has established boundaries for how to navigate, engage in, and resolve conflict, you are empowering people to disagree, debate ideas, and speak their truth, without damaging trust or destroying work relationships. Follow this guide to for use with your own team.

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Creating Behavior Norms

Behavior norms address the more nuanced topic of how we, as a team or workgroup, agree to show up to do our work, and what we can expect from each other, outside of the formal rules.

The process of discussing behavior norms, sharing perspectives, and talking about why each one is valuable, is more important than the actual words used to describe the norm itself. Use this guide I use with clients to establish your own norms.

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Accountability Norms

Spend less time micromanaging, and more time empowering and developing staff.

Managers who establish Accountability Norms as a requirement for being a valued and successful team member will find they spend less and less time micromanaging. Just follow my framework. 

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Circle of Control Worksheet

Uncover behaviors, thoughts, or choices that unintentionally impact solving problems.

The Circle of Control worksheet helps you uncover patterns of behavior, unspoken thoughts, or choices that unintentionally impact your confidence when it comes to solving problems. Use this guide to identify the small steps that have a positive impact on big challenges.

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Calming the Anger Hotspot

Sometimes that sudden flare of anger is justified and sometimes it's related to a deeper emotion or past event.

The temptation is to ask “Why do I experience emotional hotspots?” That doesn’t really matter. The important question is, “How do I soothe and calm the emotional hotspot before my reaction is driven by the hotspot?” Here's my framework to calm emotional hotspots.

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The Art of the Curious Question

Curiosity empowers people, drives innovation, and enhances problem-solving.

A cornerstone for being a successful manager and leader is being genuinely curious about what the other person has to offer in the way of their ideas, problem solving, goals, native talents, and interests. To understand how to apply curiosity, follow my guide.

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Answering Unanswerable Questions

None of us can possibly have answers to every question put forward.

And yet we want to be able to answer every question. Even though some questions are frankly, unanswerable. The NCD Framework for Answering Unanswerable Questions is a tool to help you be prepared.

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