There are plenty of suggestions for people in power. How do we frame and shift their behaviors? And what I've done for the 35 years I've been in this field was advocates, ways in which leaders can shift their behavior. If you feel that it would benefit you to extend some generosity to someone at a more senior level, there's a difference in a power equation there. May not turn out that way. But you have more to gain because of the power differential.
Sally Helgesen: Rising Together
Sally Helgesen has been cited by Forbes as the world’s premier expert on women’s leadership. She is a best-selling author, speaker and leadership coach. She has been named by Thinkers50 as one of the world’s top 20 coaches and ranked number 6 among the world’s thought leaders by Global Gurus. She is the author of several books, including The Female Advantage: Women’s Ways of Leadership and The Female Vision: Women’s Real Power at Work.
Her book The Web of Inclusion: A New Architecture for Building Great Organizations, was cited in The Wall Street Journal as one of the best books on leadership of all time and is credited with bringing the language of inclusion into business. She co-authored How Women Rise, with executive coach Marshall Goldsmith, examining the behaviors most likely to get in the way of successful women. Her newest book is Rising Together: How We Can Bridge Divides and Create a More Inclusive Workplace*.
When we get triggered, our default response tends to be either venting about it to others or suffering in silence. In this conversation, Sally and I explore how to respond in a more useful way. She invites us to consider being less invested in our initial response, creating an alternative script, and finding a path forward to influence different behavior.
Key Points
When we get triggered, our tendency is to either vent about it or suffer in silence.
Being overly invested in our first response limits our ability to respond better. This is the authenticity trap.
Create an alternative, positive script that helps your own mental well-being and precipitates a more helpful action.
Whether the alternative script is true or not isn’t the point. The aim is to find the line between not humiliating the other party and also not letting a poor behavior be unaddressed.
Wisdom from Sun Tzu: indirection or redirection to disarm an opponent is preferable to the direct engagement of combat.
Resources Mentioned
Rising Together: How We Can Bridge Divides and Create a More Inclusive Workplace by Sally Helgesen
Interview Notes
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