When we bring our ‘voice of disagreement’ we intend to defend our position. When we bring our ‘voice of difference’ we intend to offer alternative perspectives.

Last week I facilitated two Masterclasses on, How to Lead in Uncertainty and during each I was asked the same question, “how can I teach others what you’ve taught me?”

How often have you or others suggested you ‘fake it until you make it’, only to be disappointed when not making it?

How often do you find yourself compelled to justify your actions or defend your intentions?

When you succeed, has it more to do with your patterns or plans? Conversely, when you fail, is it because of your patterns or plans?

As a leader, do you believe it’s more important to be different or to be better?

During a recent coaching conversation, a coachee and I explored the distinctions between recognition and appreciation. Similar, but different. I thought I’d share them given how important both are in fostering effective working relationships.

Lockdowns in 2020 were bad, but in 2021 they’re worse.

That all said, if we come to think about it, the only certainty is uncertainty.

How much of your time and energy is wasted in ineffective meetings?

Do you sometimes say yes when you mean no, or agree to do something you don’t want to do or have time for?

Flourishing teams distinguish themselves by the commitment each make to their own and others learning.

When courage and compassion combine, teams flourish and achieve great things. When fear and pride predominate, teams flounder and more often, fail.