Jonathan Raymond: Good Authority Jonathan spent 20 years building careers in business development and personal growth before realizing he could have the best of both worlds by starting his own company. Now, he uses those skills to advise CEOs and organizational leaders on how to create a people-first culture that drives results. As the founder of Refound, his goal is to provide clients with a partner they can trust and programs that gives managers an experience of how they can make work a better place, one conversation at a time. He’s the author of the book Good Authority: How to Become the Leader Your Team Is Waiting For*. He's also the creator of the Accountability Dial, used daily by many of our members and listeners to open up more healthy dialogue inside of their teams and organizations. It may seem like you’ve had the same conversation about 17 times, but again you have an employee asking you, “Wait? Is this thing we’re talking about supposed to be part of my job?” You again clarify their role, but you’re also thinking in the back of your mind, “Really? We’re having this conversation again?” In this episode, Jonathan and I discuss four questions to ask of yourself — and your employee — to align them with the role. Key Points Mangers often complain that employees do not have clarity on their roles. Separate the role from the person. Depersonalizing the role actually helps you to have a better alignment conversation. What do you want employees to be owning, thinking about, and worrying about? Those are windows into the Soul of the Role. There are three steps to role alignment: defining the role, aligning the role with the employee, and sustaining the dialogue about the role. Four questions that will help you define a role: What is the purpose of this role? What makes someone successful in this role? What are three priorities for this role in the next 90 days? Where are their decision-making rights? Resources Mentioned Refound Academy: Good Authority, Good Alignment, and Good Accountability courses Good Authority: How to Become the Leader Your Team Is Waiting For* by Jonathan Raymond Interview Notes Download my interview notes in PDF format (free membership required). Related Episodes Effective Delegation of Authority, with Hassan Osman (episode 413) How to Balance Care and Accountability When Leading Remotely, with Jonathan Raymond (episode 464) How to Lead and Retain High Performers, with Ruth Gotian (episode 567) Discover More Activate your free membership for full access to the entire library of interviews since 2011, searchable by topic. To accelerate your learning, uncover more inside Coaching for Leaders Plus.

In this discussion, Jonathan Raymond, founder of Refound and Ren AI, emphasizes the shift from transactional to relational leadership. He explores the importance of emotional intelligence in an age dominated by AI. Jonathan argues that the key to effective leadership lies in building deeper connections and fostering accountability without fear. He also highlights the dangers of micromanagement fueled by excessive detail and encourages leaders to embrace vulnerability for personal development. Overall, it’s a compelling conversation about enhancing workplace relationships.

Jonathan Raymond, founder of Refound, shares the 5 steps of the 'Accountability Dial' - from 'The Mention' to 'The Limit'. He emphasizes the importance of personal caring for effective accountability. Micromanagement focuses on tasks, but accountability focuses on relationships and growth through productive discomfort. He teaches a common language around accountability that works for almost everyone.

How do you have an effective performance conversation during a pandemic? Jonathan Raymond (@jonathanrefound) will introduce us to a super-easy to use and effective framework to provide critical feedback. You’ll learn how to apply the framework using real community challenges and tease out the actual language you can directly use to initiate those conversations.“That's what feedback is about. It's not to correct the mistake, it's to start a conversation.” JONATHAN RAYMOND - Author of “Good Authority”, Founder & CEO @ RefoundJonathan spent 20 years building careers in business development and personal growth before figuring out a way to bring them together. He advises CEOs and organizational leaders on how to create a people-first culture that drives results. Refound works with organizations going through dynamic change, from Fortune 100 companies like Panasonic and McKesson to tech startups. Jonathan loves being a dad to two girls, surfing, and yoga. He also has a surprisingly good jump shot. SHOWNOTESWhat to do when someone on your team is obviously less productive (1:17)Why people are afraid to give critical feedback and what makes it hard (6:01)What is “The Accountability Dial?” (9:06)How you can open a feedback conversation using “The Mention” (11:04)Understanding the reality of where people are at and how you can move forward using “The Mention” during this pandemic. (17:21)The right time to deliver critical feedback effectively. (23:06)What happens if the first feedback conversation doesn’t work? Reopen it by applying “The Invitation” (30:41)Signs you know your feedback is working. (33:04)How to have a performance conversation during the pandemic by applying “The Mention” & “The Invitation” (36:39)Introducing the other stages of “The Accountability Dial” (42:50)How to increase team morale and give positive feedback using “The Accountability Dial” (53:34)How to create an environment where feedback goes both ways between manager and employee. (55:04) Join our community of software engineering leaders @ sfelc.com  

Jonathan Raymond, founder of Refound, discusses the importance of starting with role purpose in one-on-ones. Emphasizes elevation, curiosity, and flexibility in meetings. Few managers excel at this but small improvements yield big results in retention.