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Theology, ecclesiology, strategic leadership, organizational health and clarity, management, and all things Working Genius.
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@smithlorenzo
205. 360 Degrees of Separation
Flaws of 360 Feedback: It’s anonymous.
AI Key Takeaways
- It is far better to say feedback to a person's face rather than anonymously.
- Anonymous feedback can lead to destructive political speculation.
- Promoting anonymous feedback sends the message that feedback isn't safe.
- Packaging feedback in a way that undermines its goodness strips out everything that's good.
- 360 feedback can create an environment of mistrust and turn people against one another.
- Walking around the office with the anticipation of receiving feedback can create an inauthentic and negative experience.
@smithlorenzo
60. Sometimes Democracy Sucks
Democracy: Messy for a Country, Bad for a Company
AI Key Takeaways
- Opinions of all employees may not be equally valuable in running a company.
- Company values should not be democratized.
- The job of a CEO is to represent their departments and listen to the best ideas.
- Promotion to decision-making roles is based on meritocracy.
- Inclusion does not mean asking every employee for input.
- Employees trust their bosses to make the right decisions.
@smithlorenzo
18. How Dysfunctional Is Your Team?
Identifying dysfunctions: inattention to results
AI Key Takeaways
- The last dysfunction is inattention to results, which refers to the team's collective results and not just individual areas of focus.
- Teams often overlook the bottom three dysfunctions and solely focus on holding someone accountable for the lack of results.
- It is important to address all five dysfunctions, starting from trust and honest conversation, in order to achieve desired outcomes.
@smithlorenzo
18. How Dysfunctional Is Your Team?
Identifying dysfunctions: lack of accountability
AI Key Takeaways
- The reason for commitment is to avoid the dysfunction of unwillingness to hold each other accountable
- Peer pressure is the most important form of accountability
- Hold peers accountable and confront each other
- Accountability is consistently the lowest scoring area
- It can be challenging to confront someone about not meeting standards
- Accountability is not just about firing people
- Holding people accountable is important before resorting to firing
@smithlorenzo
18. How Dysfunctional Is Your Team?
Identifying dysfunctions: inability to commit
AI Key Takeaways
- Conflict enables commitment in teams
- Teams need conflict for buy-in and execution
- Holding back during meetings leads to lack of commitment
- Lack of commitment impacts decision quality
- Commitment doesn't mean consensus
- Engaging in authentic conflict builds commitment
- Disagree and commit for effective decision-making
- Great teams prioritize commitment over consensus
@smithlorenzo
18. How Dysfunctional Is Your Team?
Identifying Dysfunctions: Fear of Conflict
AI Key Takeaways
- Teams need trust to overcome the fear of conflict and make great decisions.
- Conflict around issues and ideas is necessary and good for teams.
- Unresolved ideological conflict can turn into personal conflict.
- Having open conversations around ideas can prevent personal conflicts.
- Being nice to each other can sometimes lead to unkindness.
- Conflict should not be understated or avoided, but embraced for better outcomes.
- When conflict becomes emotional and messy, it can lead to unhealthy conflict.
- Conflict requires getting into each other's sandboxes and hashing things out.
- Healthy conflict is beneficial, while unhealthy conflict is detrimental.
- Unhealthy conflict arises when there is a lack of trust in the team.
- Conflict layered upon trust leads to the pursuit of truth or the best possible answer.
@smithlorenzo
18. How Dysfunctional Is Your Team?
Quick summary of the 5 dysfunctions
AI Key Takeaways
- You trust each other. Number one.
- You'll engage in honest, good, healthy conflict. Number two.
- You will commit to a common decision.
- Holding people accountable ensures better results.
- Focusing on the same thing is crucial.
@smithlorenzo
18. How Dysfunctional Is Your Team?
Identifying Dysfunctions: Lack of vulnerability-based Trust
AI Key Takeaways
- The lack of trust is one of the five dysfunctions that can make teams go wrong.
- Trust is built on vulnerability and the ability to be open and honest with each other.
- Being able to admit weaknesses and ask for help is a crucial aspect of trust.
- Trust is the foundation of effective teamwork.
- Building trust should be the first step towards overcoming the other dysfunctions.
@smithlorenzo
97. Hold Yourself Accountable
Hold yourself accountable to hold others accountable
AI Key Takeaways
- Hold yourself accountable to hold others accountable.
- Addressing uncomfortable conversations can lead to positive outcomes.
- Honesty and courage are important in productive discussions.
- Building trust before addressing concerns is crucial.
- Open communication can lead to positive changes within a company.
- Encouraging honesty and openness in the workplace can foster growth and improvement.
@smithlorenzo
97. Hold Yourself Accountable
The most effective source of accountability
AI Key Takeaways
- The most important source of accountability is peer to peer.
- The leader must demonstrate accountability in order for others to follow suit.
@smithlorenzo
97. Hold Yourself Accountable
Accountability is kindness
AI Key Takeaways
- Accountability can be seen as a source of help and love.
- Holding someone accountable can be an act of kindness.
- The biblical definition of kindness includes the notion of being useful.
@smithlorenzo
59. Working Genius Scramble
The difference between micro and macro wonder
AI Key Takeaways
- Macro wonder involves calling into question everything, while micro wonder applies the genius of wonder to the given task. Wonder should be used in the right context. Wonder can spark ideas and lead to micro inventions.
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