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In this episode, I sit with Rob Carman, Senior Director of L&D for NASCAR. Rob shares his insights on leadership, team development, and the importance of emotional intelligence in fostering a positive and productive work environment. He emphasizes the crucial role of trust, honesty, and passion in leadership, likening emotional intelligence to "the force" in Star Wars, highlighting its power to guide and influence.
Rob shares personal anecdotes to illustrate his leadership journey, including mistakes made and lessons learned, underscoring the importance of understanding and adapting to individual team member's needs and strengths. Rob also discusses strategies for effective change management, the significance of leading by example, and the power of positive influence over authoritative power in motivating teams.
Key takeaways:Leadership is fundamentally about building trust and fostering honest, transparent relationships.Emotional intelligence is a critical skill for leaders, enabling them to connect with and understand their team members' motivations and needs.Effective leaders lead by example, demonstrating the behaviors and attitudes they wish to see in their team.Adapting leadership style to individual team member needs and strengths is crucial for maximizing team performance and development.Engaging in regular, constructive feedback and open communication helps prevent surprises and facilitates continuous growth and improvement.Change management should be approached proactively, involving team members early in the process to mitigate resistance and foster buy-in.Recognizing when to exercise authority and when to leverage influence is key to effective leadership and team motivation.
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In this episode, I have a dynamic conversation with Dr. Robert DeFinis, exploring various aspects of leadership, generational dynamics, and the unique qualities of Generation X (Gen X) leaders. Dr. DeFinis, who has worked with children, athletes, coaches, leaders, and organizations for over 20 years has a diversified background with extensive experience in education, leadership, law enforcement, and behavioral analysis. We get into his book, Gen Exceptional, How the Unique Traits of Generation X Can Transform Leadership. The discussion begins with Dr. DeFinis sharing insights into Gen X leadership; highlighting the adaptability of Gen Xers to change and addressing stereotypes about Millennials.
We also delve into the challenges and opportunities presented by Generation Z. Dr. DeFinis discusses the digital native status of Gen Z and suggests addressing gaps in their entry into the workforce. The conversation concludes with advice for leaders, urging Gen Xers to lean in, practice kindness, and cultivate talent across generations. Throughout the episode the key takeaways are highlighted, emphasizing the importance of adaptability, autonomy, and bridging generational gaps for effective leadership in the ever-evolving corporate landscape.
Key TakeawaysGen X
· the forgotten generation, holds a unique position bridging baby boomers and millennials in leadership.
· can play a crucial role in facilitating the transition of leadership from boomers to the emerging generations, bringing a balanced approach to work dynamics.
· autonomy and adaptability are defining traits of Gen X, shaped by their experience as the latchkey generation.
· can play a crucial role in facilitating the transition of leadership from boomers to the emerging generations, bringing a balanced approach to work dynamics.
· the importance of work-life balance is highlighted, with Gen X understanding and emphasizing personal responsibility in achieving this balance.
· Gen X bridges the gap between baby boomers and millennials, offering valuable adaptability and autonomy in leadership.
· Gen X leadership style emphasizes hiring and retaining talented individuals while allowing them the autonomy to excel.
· Gen X's potential Achilles heel lies in skepticism and reluctance to engage actively, hindering representation in leadership roles.
Millennials
· loyalty may manifest differently, with conscious decision-making based on environmental and social impact; leaders should recognize and appreciate these differences.
· may benefit from space and opportunities for independent decision-making, counteracting the effects of helicopter parenting.
Generation Z
· They are the digital natives, and leaders need to address gaps in their entry into the workforce.
Contact:
Book: https://www.amazon.com/Gen-eXceptional-Unique-Generation-Transform-Leadership/dp/B0CNJDDCZ9/ref=sr_1_fkmr1_1?crid=1Q0YTOXDDX1ME&keywords=Dr.+robert+definis&qid=1705968653&sprefix=dr.+robert+definis%2Caps%2C111&sr=8-1-fkmr1
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In episode 91 of the Leadership Jam Session, I sit with the King of Clarity, Steve Woodruff, to talk about his new book titled "The Point: How to Win with Clarity-Fueled Communications." The book is an expansion of Woodruff's previous work, "Clarity Wins," and it offers a practical and universal formula for clear communication applicable to any type of communication within an organization. The key focus is on overcoming common communication challenges, such as information overload and the need to engage the human brain effectively.
Key Takeaways:A Universal Communication Formula: "The Point" provides a practical and universal formula for clear communication that can be applied across various contexts within an organization.
Four Rules for Effective Communication:
1. Have a Point: Clearly define the purpose and focus of your communication.
2. Get to the Point: Quickly convey the relevance of your message to the audience.
3. Get the Point Across: Ensure shared meaning and memory by engaging the audience.
4. Get on the Same Page: Aim for alignment, agreement, and shared action.
Eight Communication Tools for Leaders:
1. Simple Statements
2. Snippets
3. Specifics
4. Stories
5. Stakes (Emphasizing the risk and benefit)
6. Symbolic Language (Using symbols, illustrations, analogies)
7. Side by Sides (Comparisons)
8. Summaries (Condensing information into brief points)
Leadership Communication: Leaders should focus on providing a clear and tangible focus, emphasizing the purpose and mission, and being specific about expectations to avoid ambiguity.
Repetition for Clarity: Leaders should repeat their vision and mission at least five times more than they initially think necessary to ensure understanding and retention among team members.
Communication Design: Woodruff introduces the concept of communication design, emphasizing the importance of structuring information effectively through stratification, starting with the most critical points.
Competing with Noise: Acknowledge the constant competition for attention, especially in a world where people spend significant time in front of screens. Communication needs to be compelling to cut through the noise.
Application Across Teams: Encourage teams to standardize around good communication practices, starting with clear communication during development days or team retreats.
Impact on Project Management: Highlight the impact of clear communication on project management, emphasizing its role in preventing costly misunderstandings between stakeholders and vendors.
Clarity as a Leadership Virtue: Woodruff emphasizes that clarity is a virtue, and lack of clarity can be considered unkindness. Leaders should prioritize making their communication clear to avoid misunderstandings and wasted time.
Contact:
Book: https://www.stevewoodruff.com/books
LinkedIn: linkedin.com/in/swoodruff
https://www.stevewoodruff.com/
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In episode 90 of the Leadership Jam Session Podcast, I sit with Jonathan Cinelli, a seasoned leader with over 20 years of experience in the construction industry. Jonathan is the host of the People First Then Construction podcast and is also the author of Kick Your Ego Aside and Put People First. He shares his leadership journey and transformation after adopting a people-centric approach as well as the importance of coaching, self-improvement, and setting clear boundaries and expectations.
The interview touches on topics such as avoiding burnout, effective communication, and the power of curiosity in leadership. Jonathan highlights the role of coaching in changing his perspective and improving team dynamics, advocating for a more intentional and empathetic leadership style.
Key TakeawaysPeople-Centric Approach:
Lead with a people-centric approach to bring about positive transformation in team dynamics and overall successUnderstand that employees genuinely care and empowering them with information leads to successCoaching for Leadership Growth:
Embrace coaching as a tool for personal and professional developmentAsk thought-provoking questions that lead to insights and encourage a culture of continuous learningSetting Boundaries and Expectations:
Establish clear boundaries for focused communication and avoid distractions that disrupt workflowCommunicate expectations openly, allowing team members to contribute autonomously and take responsibilityAvoiding Burnout:
Recognize that avoiding burnout requires personalized approaches, considering individual uniquenessPrioritize boundaries and expectations, fostering a healthy work-life balanceLeadership Evolution:
Acknowledge the transformative power of intentional leadership, emphasizing personal growth and being the best version of oneselfApproach leadership with curiosity, consistently seeking to understand and improve interpersonal dynamicsContact:
Book: Kick Your Ego Aside and Put People First
Podcast: People First Then Construction
LinkedIn: linkedin.com/in/jonathan-cinelli-pmp-acc-103b841ba
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In this episode, I sit with Kim Catania, a successful strategic and leadership development consultant, to discuss the challenges and nuances of coaching and leading the younger generations in the workforce, specifically Millennials and Generation Z. Kim is member of LTEN, the Healthcare Businesswomen’s Association, and is a guest lecturer at Sacred Heart University.
We dive into the distinct characteristics of each generation, emphasizing the impact of technology on Gen Z's learning style and preferences. The conversation highlights the importance of adapting coaching approaches to align with the preferences of these generations, emphasizing open-ended questions, quick and efficient communication, and the incorporation of technology in learning and development. The discussion also touches on the evolving concept of work-life balance and the need for leaders to understand and accommodate the expectations of the younger workforce.
Key Takeaways:Adapt Coaching Styles: Tailor coaching approaches to suit the preferences of Millennials and Gen Z, incorporating open-ended questions and interactive methods rather than a directive style.Embrace Technology: Leverage technology in coaching and learning programs, recognizing the preference of younger generations for quick, bite-sized information and interactive platforms.Prioritize Work-Life Integration: Recognize the shift from traditional work hours to a more flexible and 24-hour approach, understanding the importance of work-life integration for the younger workforce.Encourage Continuous Learning: Foster a culture of continuous learning and development, acknowledging the rapid pace of change and the desire of Millennials and Gen Z to acquire new skills and knowledge.Build Emotional Intelligence: Emphasize emotional intelligence in leadership, as younger generations exhibit heightened self-awareness and a desire for meaningful, well-rounded success.Acknowledge Diversity and Inclusion: Address the importance of diversity, equity, and inclusion in the workplace, recognizing that these aspects hold significant value for Millennials and Gen Z.Provide Immediate Feedback: Align with the preference for quick feedback, incorporating timely and constructive feedback into coaching sessions to keep younger employees engaged and motivated.Encourage Patience and Perseverance: Recognize the importance of instilling patience and perseverance in Millennials and Gen Z. These generations, accustomed to quick information and feedback, may benefit from understanding the value of experience and learning through challenges over time. Encourage them to embrace the journey, make mistakes, and grow from experiences, emphasizing that success often involves patience and the ability to navigate setbacks.Contact:
www.cataniacommunications.com
https://www.linkedin.com/in/kim-m-catania-1312196?lipi=urn%3Ali%3Apage%3Ad_flagship3_profile_view_base_contact_details%3B75JTOYyAQiOxG3OwhUShUA%3D%3D
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In this episode, I sit with Dr. Yvonne Bleam, Senior Director of Training and Development at Geron Corporation and author of "A to Z of being the best leader you can be, leading through the alphabet," discusses the importance of teaching leadership concepts to children. Yvonne emphasizes that adults have a responsibility to raise tomorrow's leaders and that her book is a valuable tool for this purpose.
The book introduces leadership concepts in an easy-to-understand A to Z format, with colorful illustrations and relatable characters. Yvonne highlights the significance of teaching children about bravery, courage, and empathy. She also shares how these concepts can benefit adults by reinforcing positive behaviors and encouraging emotional intelligence.
Link to book: A to Z of being the best leader you can be, leading through the alphabet
Key Takeaways:Teaching leadership concepts to children from a young age can shape them into better leaders in the future.Embrace the concept of bravery and have the courage to stand up and make the right choices in both personal and professional life.Leadership is about influence, and teaching children how their behavior and decisions can influence others is crucial.Use Yvonne's book as a tool to encourage children and adults to develop emotional intelligence and social skills.Encourage risk-taking and learning from failure, as it's essential for personal and professional growth.Model positive leadership behaviors for children to learn from, as actions speak louder than words.Recognize that leadership skills, such as bravery and vulnerability, apply to both parenting and corporate leadership.Never stop learning and improving as a leader, as even experienced leaders can benefit from revisiting essential concepts.Explore the book "Leadership and Self-Deception" by the Arbinger Group as a valuable resource for personal and professional growth.Encourage team members to take risks, be courageous, and leverage each other's strengths to collectively succeed.
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In this episode, I sit with Tim McElderry, a Director of Commercial Leadership Training in the biopharmaceutical industry. Tim shares his leadership journey, including the creation of his personal leadership model, and how he intends to apply his expertise in leadership in a bid for public office.
KEY TAKEAWAYS:Tim's leadership journey started with a transition from a successful commercial sales leader career to commercial leadership developmentHe created a personal leadership model based on qualities (work ethic, humility, attitude, team first) and behaviors (caring, clear expectations, higher purpose, lead by example, connecting)Tim emphasizes the importance of connecting with individuals to understand their intrinsic motivators, a skill he has honed in leadership.He sees running for public office as a growth opportunity and a way to apply his leadership skills to benefit his communityTim's leadership model serves as the foundation for his campaign platform, focusing on connecting with constituents and addressing local issues with a leadership-oriented approach
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In today's fast paced and ever evolving world, the success of any organization hinges on the skills and expertise of its employees. But how can organizations ensure that their workforce is equipped with the right knowledge and abilities to thrive in a highly competitive landscape?
That's where training and coaching come into play. Joining me today are two exceptional guests who bring a wealth of knowledge and experience in the field of learning and development and sales leadership. Mark Jarvis and Brian Reardon both hold Director of Commercial Training and Development roles in their respective organizations, and have guided numerous individuals towards reaching their professional goals while fostering a culture of continuous growth and improvement, accountability, and trust.
Together, they shed light on the value of training employees and the art of distinguishing when coaching or training is the ideal solution.
KEY TAKEAWAYSAs a leader, it’s your job to coach, teach, guide, and pull through what the training team has developedThe training team is not responsible for the execution, i.e., what happens in front of customers. That’s the responsibility of the front-line leader – it’s a coaching issue Through coaching, the identification of behaviors, gaps in skills or capabilities are surfaced. Then the training team can be called in for help with skills and capabilities training to enact change in behaviorsAlignment between and across relevant stakeholders is paramount and be sure to identify and align on behaviors that are needing changeTraining solutions should not be “one and done”. They should be a journey that takes place over time with pre, event, and post-event activities for learning sustainmentIf you want better training solutions, involve the leaders early on and include a coaching element. Front-line leader pull through is the key to any successful training journey
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This is part two of a two-part recording where I sit with several coaches that participated in a recent Emerging Leaders program that I create and facilitate. These are seasoned leaders, hand selected by the organization to help coach assigned participants throughout the entire duration of the program. You'll hear perspectives around the importance of people development, different approaches, timing, etc.
If you haven't listened to the previous episode, episode 84, I would encourage you to listen to that one first as this episode dovetails on that conversation where I sit with participants, a.k.a., emerging leaders who went through the program and shared their leadership development journey. Below are key takeaways from the coach’s perspective.
KEY TAKEAWAYSThere’s a misconception that leadership is about having direct reports; it’s really about your ability to influence and coachLeadership skills are developed and cultivated. No one is born a natural leaderCoaches and mentors are also on a continuous learning journeyThere’s tremendous value in have a cross-section of employees in a leadership development program. The varied perspectives from people in different roles is pricelessIf you’re going to build a leadership development program, make it an imperative to have seasoned leaders be part of the program to help shape and mold the next set of future leaders
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For many of my clients, I create and facilitate what's called an Emerging Leaders program. It's designed to prepare emerging leaders for their first management positions. Participants learn and apply foundational leadership skills throughout a multi-phased experiential journey.
At the core of the program is the use of internal managers to serve as coaches and mentors. These are seasoned leaders, hand selected by the organization to help coach their assigned participant throughout the entire duration of the program.
As a two-part recording, joining me today are Scott Dumler, Josh Key, Brian Fagan, and Elizabeth Martin, who went through my program as participants and are now leading people. You'll get to hear leadership development from a learner's perspective, and what a participant is going through during their leadership development journey, their ‘aha’ moments, etc.
In the next episode, you'll hear from the coaches who helped shepherd the participants to gain their perspective on mentoring these emerging leaders during the program.
KEY TAKEAWAYSAdapt to different styles when communicating. The same conversation with two different people has a dramatic impact if you’re not meeting their style and what they’re looking to get from the conversationUtilize your peer set and other leaders to gather insight and advice. No one person as all the answersIt’s ok to say, “I don’t know”. You can always figure out how to get the best answers for your peopleConsider developing people by giving them exposure to other teams, functions; people who are not in the same role. This makes the practice of leadership the common denominatorSelf-awareness is key
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In this episode, I sit with Rob DiTota, vice president of US commercial for a large medical device organization and has over 25 years of healthcare experience with 15 years of leadership experience. Rob has a unique background where you will hear him talk about his leadership experience as an officer in the fire services, as well as his leadership experience in the corporate world. I think you'll find tremendous value in hearing him talk about his thoughts on team culture and his approach to how he turned around challenged cultures into great ones.
KEY TAKEAWAYSCulture is your values and behaviors. It drives the vision and mission of the organizationTo diagnose cultural issues, first ensure that everyone is on the same page with your definition of cultureTransparency and trust is critically important in building teams, building a culture, and driving performanceWhen working through tasks of turning around culture, decentralize the command. This means give your team the autonomy to make decisions on their own; to leadKeep things simple. The more complexity you add to your strategy and leadership style the higher the likelihood things don't get doneDon't be afraid to own your mistakes. You don't become a strong leader without challenges, obstacles, and failuresAct as one team!
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In this episode, I sit with Michael Lyons, who serves as president and general manager of oncology at Myriad Genetics, where he brings over 20 years of experience in the biotech, MedTech, and pharmaceutical space. Michael was recognized by PharmaVoice Magazine as one of the top 100 most inspiring global leaders, and Pharmaceutical Executive Magazine also named him as one of the top emerging leaders in the world.
KEY TAKEAWAYSTo have leadership, you need to have followership. And that doesn't mean that people report to you in an organization. It means that they'll follow you from organization to organizationWhether there's a reporting structure, dotted line, straight line, up, down, left, right, leadership is about taking the time to listen to your colleagues, making certain that they're okay, being empathetic, understanding their challenges, etc. Our job as leaders is to clear hurdles and have everyone operating at their very bestHave strong work ethic, treat people fair, remain humble, and focus on what's most important Vision and culture can never be just words on a page. It can never be the aspect where you forget about it, or you just say it at your quarterly business reviews. You need to hire against it. You need to onboard against it. You need to do merit evaluations against it. Because if that piece becomes compromised, then everything will fail
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In this episode, I sit with Sandy Black who’s Vice President of North America Commercial Operations at LivaNova, a global medical technology company. Sandy's responsible for several departments within the commercial side of the organization including commercial data and analytics, sales incentives, commercial excellence and training, customer service contracts and pricing, as well as case management and clinical nurse education. Sandy shares her journey how solving problems in R&D led her to leading commercial teams.
KEY TAKEAWAYSSeek to understand, ask questions, and don’t make assumptionsYou can't make assumptions about teams just sitting in your office. You must get out there and connect with peopleUsing questions during heated conversations can help deescalate situationsIt's OK to allow teams to fail especially when the decisions aren't business critical. It can be a great learning experience for allWhen leading large projects, it's critical to have advocates and buy-in at all levels to not only support your mission, but to help with pull-through at the ground level
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In this episode, I sit with Edgar Butler Jr. Edgar is a seasoned leader with a background in the insurance industry. Edgar is also a leadership and employee development coach and author of Clarify, Construct, and Control Your Career. We discuss Edgar’s early days that shaped and molded his leadership style with great tips and a framework for leading your people.
KEY TAKEAWAYSManage process. Lead peopleHelp your teams by putting them in the best position to create success for themselves while achieving company goalsYour team, individually, wants to know you care about themThe words you use with your team, and about your team, really do matter so choose wiselyWe’re pouring (ourselves) into individuals because we want to understand who they are as peopleWe’re pulling the ‘greater’ out of people especially when they may not be hitting the markWe’re pushing because we see the potential in them to go on and become successful
LEADERSHIP RESOURCESBook: Clarify, Construct, and Control Your Career: Practical Principles To Help You Develop And Advance Your Careerhttps://www.linkedin.com/in/edgar-butlerhttp://edgarbutlerjr.com/
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In this episode, I sit with Dr. Calvin Lawrence. Dr. Calvin is a motivational speaker and a leadership consultant. He has over 40 years of experience teaching and leading in the educational system at the high school and collegiate level. He also has a doctorate in educational leadership and administration. We discuss the successes and mistakes learned and earned in mentor and mentee relationships.
KEY TAKEAWAYS “Going across the room” – as a mentor, you shouldn’t wait for people to come to you seeking mentorship. Proactively meet others and you’ll see who could use mentoring or should be mentored based on potential Be intentional with your leadership and mentoring role. Same goes for being a mentee Having an ‘open door policy’ is not enough. The door can stay open, but what good is it if no one walks in? As a mentee, do not assume that leaders are too busy to mentor. If you’re in a mentorship, leadership has accepted the role of mentoring and they are ready to support you Mentorship is a two-way street. As a mentor, you may feel you are the only one ‘giving’ in the relationship, but remember, you are also learning from your mentee
LEADERSHIP RESOURCES https://www.linkedin.com/in/calvinlawrence-edd calvinlawrencespeaks.net
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In this episode, I sit with co-authors Sean Georges and Dr. John Buford to talk about their recently published book titled, On mission: Your Journey to Authentic Leadership. The book serves as a resource for personal leadership development, crafted by Sean and John, two former marine officers with a combined 80 years of leadership experience in military, business, nonprofit, and education.
KEY TAKEAWAYS Authentic leadership is both authenticity in the human being who is influencing another person in the direction of a shared mission and authenticity in who they are and how they engage Leadership does not work the way an org chart looks. It is relationship driven, mission focused, and can work in any direction within a hierarchy If you want to gain commitment, influence others, and change ways of thinking, your people must know you care for them. We call that leading with love
LEADERSHIP RESOURCES On Mission: Your Journey to Authentic Leadership
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In this episode, I sit with several leaders during a Leaders Jam Session monthly call. Our discussion focused on employees who tender their resignation because they’ve received an offer for another job that pays more. How would you handle this situation?
KEY TAKEAWAYS Very rarely does someone leave a job strictly based on money. Ask good questions to understand motivationsKeep in mind, while this is about them, it may also be about you, so take time to reflect when appropriateConsider how this event will impact the rest of your teamApproximately 50% of employees who accept a counteroffer leave their job within 12 months
LEADERSHIP RESOURCES https://hbr.org/2016/09/why-people-quit-their-jobs
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In this episode, I sit with Dr. Matt Sowcik, Assistant Professor of Leadership Education at the University of Florida, and author of a new book titled, “The H Factor: The intersection between humility and great leadership”. Dr. Matt and I talk about humility as key factor in leadership, some of its underpinnings, and how to overcome the widely felt notion that having humility in leadership is a sign of weakness.
KEY TAKEAWAYSThree things can fly in the face of humility – our apprehension to be imperfect, to be incomplete, and that we are permanentThere is a sweet spot where we can be seen as not overconfident as leaders, but we’re not underconfident eitherHumility is that characteristic that brings us to the middle. It’s our counterbalancing traitThings that help us develop humility is our experiences and our ability to reflect, make changes, and growHumility helps you realize the importance of others
LEADERSHIP RESOURCESBook - The H Factor: The intersection between humility and great leadership”, Matthew Sowcik, Ph.D. https://www.amazon.com/H-Factor-intersection-between-humility-leadership-ebook/dp/B0B5FSSVCY/ref=sr_1_1?crid=2QBN401U36BGZ&keywords=the+H+factor&qid=1657370968&sprefix=the+h+factor%2Caps%2C82&sr=8-1 https://www.linkedin.com/in/matthew-sowcik-192b236/
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In this episode, I sit with the Chief of Police for the Yardley Borough (Pennsylvania) police department, Joe Kelly. Prior to joining the Yardley police department, he spent 23 years with the New Jersey transit police retiring at the rank of a deputy.
Chief Kelly and I talk about his leadership journey, his approach, and what leadership looks like within the police organization. I think you might be surprised to hear some of the similar approaches and challenges that we come up against in the private sector. His leadership journey also includes how he survived a shooting incident last year.
KEY TAKEAWAYS Center all discussions, both positive and negative, around your organizations’ core values, as they will be your guiding light The job of a leader is to make people better. If your employee is operating at 65%, get them to 75%. Don’t push unrealistic expectations Care for your team as individuals, not just as co-workers Understand that the difference between supervision and leadership takes time and experience to develop
LEADERSHIP RESOURCES linkedin.com/in/joseph-kelly-iii-39677249
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In this episode, I sit with leadership expert and organizational psychologist, Dr. Ciela Hartanov, who was part of the founding team of the Google School for Leaders as well as Head of Next Practice, Innovation and Strategy at Google, where she developed projects designed to shape the future of leadership and work.
Dr. Ciela currently runs humcollective, a boutique strategy and innovation firm that helps companies, executives, and teams make sense of the forces, shaping the future and helps them prepare strategically. Her book, Reclaiming Sensitivity, will be out in 2023.
KEY TAKEAWAYS Leadership is an act, and not a personality. It’s the act of wayfinding Sensitive Leadership – the ability to sense and respond to emergent terrain in a more humane way; one that isn’t always driven by data Sensitive leaders are those who lead from behind, step forward when required, but are not the center of attention Become great at asking effective questions. If you’re not questioning then you’re just stating, and then you only know what you know Become a sense giver – share something that the rest of your team isn’t always privy to and help them make sense of the information with the right context. This helps others also become sense givers
LEADERSHIP RESOURCES https://www.linkedin.com/in/cielahartanov/ humcollective.co
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