Episodes
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When Google set out to discover what makes a high-performing team in 2012, researchers expected to uncover a set of individual demographics, characteristics, or personality traits that made each team great. What they realized, however, was that it was the interactions of a team that determined its effectiveness. But while Google's Project Aristotle made the critical link between psychological safety and high performance, their research did little to teach leaders how to foster psychological safety on their teams.
In this podcast episode, our hosts give you the practical tools you need to put Project Aristotle's findings into actual practice.
Episode Chapters:
01:28 - The Research Premise
06:56 - The Findings
12:40 - Psychological Safety as a Unifying Term
15:55 - Project Aristotle's Shortcomings
17:12 - Psychological Safety's Behavioral Mechanism
23:56 - The L.I.V.E. Model for Teams
28:43 - The 4 Stages of Psychological SafetyFor the full learning experience, watch the episode on YouTube: https://youtu.be/xLsOjAsUbZo
Or download the episode resources: https://www.leaderfactor.com/resources/what-you-need-to-know-about-project-aristotle -
If you want to implement a psychological safety initiative in your organization, you'll need to explain what psychological safety isn't. Why? Because your culture won't change unless it's built on a shared understanding.
Psychological safety isnât artificial niceness or a lack of accountability. Unless you clarify, stakeholders might think itâs a gimmick or dismiss it because of the baggage of the implied definition of the term. They'll need to know what psychological safety isnât, along with what it is.
On this week's episode of The Leader Factor, hosts Tim and Junior share the top 7 misconceptions of psychological safety and what to do about them.
Episode Chapters
(00:45) Start
(03:53) Psychological safety isn't a shield from accountability.
(05:06) Psychological safety isn't niceness.
(06:30) Psychological safety isn't coddling.
(07:55) Psychological safety isn't consensus decision-making.
(09:45) Psychological safety isn't unearned autonomy.
(13:28) Psychological safety isn't political correctness.
(14:30) Psychological safety isn't rhetorical reassurance.
(16:26) Identifying The 4 Stages of Psychological SafetyFor the full learning experience, watch the episode on YouTube: https://youtu.be/2cr1E4neXGI
Or download the episode resources: https://www.leaderfactor.com/resources/7-things-psychological-safety-is-not -
Episodes manquant?
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What are the HR best practices when it comes to toxic leadership? Should you coach the leaders? Or should you fire them? When it comes to toxicity, organizations often wait too long to get involved. Learn how to identify the symptoms of poor leadership and intervention strategies to preserve and protect your teams' cultural health.
Episode Chapters:
00:00 - Start
00:40 - How common is toxicity in the workplace?
04:07 - Toxicity is a spectrum of influence.
11:48 - The definition of a toxic leader.
13:55 - Identifying two types of toxic leaders.
17:57 - Two organizational failure patterns.
23:26 - Intervention strategies for both types of toxic leaders.â Download the resources/slides from the episode:
https://www.leaderfactor.com/resources/what-to-do-with-a-toxic-leaderOr watch the video on YouTube: https://youtu.be/18zfabFNKBo
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Psychological safety is a cultural initiative that was made to be measured. Itâs the best indicator of cultural health in your organization. Letâs talk about how to measure it effectively.
Every effective psychological safety assessment has these 5 things:
(1) A valid, quantitative instrument.
(2) Space for qualitative feedback.
(3) Org-wide reports, team-level data.
(4) Demographic data capability.
(5) Built-in forward momentum.Learn more about PSindexâą: https://www.leaderfactor.com/psychological-safety-survey
Watch the episode on YouTube: https://youtu.be/1ZM5ymESJ9g
Or download the episode resources: https://www.leaderfactor.com/resources/measuring-ps-what-most-l-d-leaders-dont-realize -
Your career, business, and closest relationships are only as good as your emotional intelligence. And your ability to improve your EQ is only as good as your ability to measure it.
Every effective EQ assessment has 5 things: (1) a valid, qualitative instrument, (2) multi-rater feedback, (3) real accountability mechanisms, (4) consideration of internal/external motivation, and (5) built-in forward momentum.
In this episode of The Leader Factor, hosts Tim and Junior dive into an EQindexâą self-assessment sample report to discuss what to look for when evaluating emotional intelligence instruments and how to use an EQ assessment in a coaching scenario.
Watch the episode on YouTube: https://youtu.be/ns1l3aQ37FI
Learn more about EQindexâą: https://www.leaderfactor.com/eqindex
Download the episode resources: https://www.leaderfactor.com/resources/measuring-eq-what-most-l-d-leaders-dont-realize -
Psychological safety is the collective emotional intelligence of a team. This relationship between emotional intelligence and psychological safety is the anatomy of culture in an organization, and both should be at the foundation of all development efforts.
In this episode, hosts Tim and Junior share what theyâve learned after years of programming and sequencing both psychological safety and emotional intelligence training in major organizations worldwide, and how you can improve both at the individual, manager, and organization levels.
For the full learning experience, watch this episode on YouTube: https://youtu.be/pS-G4iF4BGE
Or download the episode resources: https://www.leaderfactor.com/resources/psychological-safety-the-collective-eq-of-a-team
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As leaders, we need to develop the type of intent necessary to have healthy influence. We need to ask ourselves the question: Do I actually care about my team? And if so, is that evident in my behavior, values, and interactions?
If we don't account for the fundamental beliefs a person has about themselves and others, we can easily promote, support, and encourage leaders with manipulative tendencies. Emotional intelligence frameworks that canât account for the motivation and intent side of influence are broken from the get-go.
In this episode of The Leader Factor, Tim and Junior share The Spectrum of Influence framework, discuss influence's two failure patterns, and share 5 tactical behaviors to improve your social regard as a leader.
For the full learning experience, watch the episode on YouTube: https://youtu.be/uu6FLZtc4gE
Or download the episode resources: https://www.leaderfactor.com/resources/do-you-actually-care-about-your-team -
Humans in the workplace engage in millions of daily interactions. Some are effective, and some, well, arenât. Your emotional intelligence (EQ) determines your ability to interact effectively with other humans. Itâs your delivery system through which you share your knowledge, experience, and skills with others. If your delivery system is broken or inefficient, your influence wonât translate or make the right impact.
This means that to achieve high performance, you donât just need great technical skills (IQ), you need a great delivery system (EQ). Some organizations promote leaders and managers based on their technical skills alone. These leaders lack the interpersonal skills (EQ) they need to contribute effectively while contributing indirectly.
In this episode, hosts Tim and Junior discuss why leaders and managers are obligated to improve their interpersonal skills and emotional intelligence, and how to get started. If you're a manager and you're moving from direct to indirect contribution, if your primary job, purpose, and stewardship is to contribute indirectly through other people, then you have to improve your delivery system. Thereâs no other option.
For the full learning experience, watch the episode on YouTube: https://youtu.be/l77Og1MR_v8
Or download the episode resources: https://www.leaderfactor.com/resources/eq-your-delivery-system -
Are you paying attention to the rate at which your skills as a leader are being commoditized?
In this episode of The Leader Factor, hosts Tim and Junior put a new spin on Joseph Pine's 1998 article, The Experience Economy. They draw parallels between an economy's differentiation and commoditization cycle and how a leader's skills can become commoditized over time.
As commoditization eats away at old forms of differentiation, organizations are being forced to find new ways to provide differentiated value in the marketplace. This shift has reshaped consumer expectations and holds profound implications for leadership in today's experience-driven world.
The problem? Many 21st-century leaders still use agrarian, industrial, and service leadership methods in this experience economy. As a result, organizations are bleeding talent, stifling innovation, and galloping toward commoditization and extinction.
For the full learning experience, watch the episode on YouTube: https://www.youtube.com/watch?v=Fe9YbYl3C-4Or download the episode resources: https://www.leaderfactor.com/resources/the-experience-leader
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Can you be candid about change at work? Challenger safety satisfies the basic human need to make things better. It allows us to feel safe to challenge the status quo without retaliation or the risk of damaging our personal standing or reputation. As the highest level of psychological safety, it matches the increased vulnerability and personal risk associated with challenging the status quo.
Listen in as hosts Tim and Junior discuss how to build Stage 4: Challenger Safety individually, within a team, and throughout an organization.
For the full learning experience, watch the episode on YouTube: https://www.youtube.com/watch?v=7WIx3wcvG-s
Download the episode resources: https://www.leaderfactor.com/resources/how-to-build-the-4-stages-of-psychological-safety
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Can you create value for your team? Contributor safety satisfies the basic human need to make a difference and offer meaningful contributions. When we create contributor safety for others, we empower them with autonomy, guidance, and encouragement in exchange for effort and results.
Listen in as hosts Tim and Junior discuss how to build Stage 3: Contributor Safety individually, within a team, and throughout an organization.
For the full learning experience, watch the episode on YouTube: https://www.youtube.com/watch?v=bCijFFN7t5w
Download the episode resources: https://www.leaderfactor.com/resources/how-to-build-the-4-stages-of-psychological-safety
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We can either cultivate or crush, nurture or neglect, stimulate or stifle learner safety, the second stage of The 4 Stages of Psychological Safety. When we have learner safety we feel safe as we ask questions, give and receive feedback, experiment, and admit when we donât know.
As the highest form of enterprise risk management, learner safety opens the door to innovation. Leaders committed to safeguarding learner safety know that learning is the source of competitive advantage.
An emotionally bruised learner is a cognitively impaired learner. An emotionally empowered learner is a cognitively enabled learner. The choice is yours: What kind of risk will you entertain in your culture? The risk of learning, or the risk of not learning?
Listen in as hosts Tim and Junior discuss how to build Stage 2: Learner Safety individually, on a team, and in an organization.
For the full learning experience, watch the episode on YouTube: https://www.youtube.com/watch?v=bND6XuFrEVQ
Download the episode resources: https://www.leaderfactor.com/resources/how-to-build-the-4-stages-of-psychological-safety
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This episode is the first in a four-part series on How to Build The 4 Stages of Psychological Safety. Listen in as hosts Junior and Timothy R. Clark, author of The 4 Stages of Psychological Safety book, share in-depth insights into the thinking behind the 4 Stages framework. The episode covers the history behind psychological safety as a concept, what psychological safety is not, where vulnerability fits into the equation, and how to activate the power of diversity through inclusion. As always, they also share 3 practical ways to create inclusion safety on your teams.
To see the slides and host annotations for the episode, watch it on YouTube: https://youtu.be/zDDBkfA0BFk
Or download the resources from the episode here: https://www.leaderfactor.com/resources/how-to-build-the-4-stages-of-psychological-safety -
In this final episode of the Micro-coaching and Accountability series, Tim and Junior take the previous two frameworks, The Coaching Continuum and The Three Levels of Accountability, and put them together into the ultimate diagnostic tool for leaders. Think of this matrix as a model to operationalize coaching on a dynamic team.
Your objective? To move the individuals you work with up and to the right. To transfer critical thinking and ownership and increase their capacity through coaching. Leaders who coach their people all the way to box nine end up with a team of full thinking partners who are highly skilled, think critically, and take ownership of their roles. Theyâre encouraging outcome-oriented, future-focused employees who thrive in autonomy and accountability.
For the full learning experience, watch the episode on YouTube: https://youtu.be/Uwf4uMvsavs
Download the resources from the episode: www.leaderfactor.com/resources/micro-coaching-and-accountability
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Accountability means being answerable for performance. The scope and levels to which we are held accountable vary based on role, willingness, skill, and need. But we can all agree that organizations function based on shared accountability. This means that as teams increase their capacity for accountability, organizational function will also increase.
So how do we become accountable to the unenforceable, ourselves? Hereâs another diagnostic tool that you can use to determine where your people work currently, and where they want to be. The 3 Levels of Accountability illustrate the relationship between autonomy and accountability and help us set our sights on the ultimate goal: Outcome-level accountability.
For the full learning experience, watch the episode on YouTube: https://youtu.be/jMBu1jgo8vE
Download the resources from the episode: https://www.leaderfactor.com/resources/micro-coaching-and-accountability
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In this first episode of a 3-part series on Micro-coaching and Accountability, Tim and Junior introduce us to The Coaching Continuum, a framework that can be used to identify coaching patterns in leaders. It runs from âTellâ on one side to âAskâ on the other.
A leader has one primary objective: To expand the capabilities of the people they lead by increasing their ownership and critical thinking skills. There are two levers that a leader can pull to do this. They can model, or they can coach. Those who rely on directive, one-sided interactions to manage their people will breed dependency and learned helplessness. Those who use inquiry-based conversation in their management will create facilitated self-discovery. Effective leaders use both ends of the spectrum. Where on the continuum do you fall?
For the full learning experience, watch the episode on YouTube: https://www.youtube.com/watch?v=S4jOPXTMT8M
Download the resources from the episode: www.leaderfactor.com/resources/micro-coaching-and-accountability
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This week, we're talking about intelligence. Most people have a view of intelligence that's not just wrong, but damaging. Our conception of intelligence affects our goal choice and the intensity of our efforts. It affects how we perceive ourselves and our potential. In the episode, Tim and Junior discuss how intelligence is more like athleticism. They emphasize the importance of adopting a growth mindset and choose Carol Dweck's definition of intelligence, the intersection of motivation, ability, and effort, as the most helpful definition a leader can adopt on their leadership journey.
Intelligence is not fixed and can be improved through effort and learning.Our conception of intelligence affects our goal choice and the intensity of our efforts.Adopting a growth mindset and seeing intelligence as malleable can lead to greater achievement.Rejecting limiting beliefs and embracing a more expansive view of intelligence is crucial for personal and professional growth.Intelligence is the intersection of motivation, ability, and effort.
TakeawaysChapters
(00:00) Introduction and Objectives
(03:01) Redefining Intelligence
(14:47) Intelligence as a Multi-Dimensional Concept
(36:14) Increasing Intelligence Through Effort
(46:55) Rejecting Limiting Beliefs and Embracing a Useful Definition of Intelligence
(49:28) Conclusion and Call to Action
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This week, Tim and Junior outline the resilience cycle, which, similar to patterns we see in ecology, consists of disturbance, adaptation, and recovery. They share 5 practical ways to become more resilient as a leader, including spreading out, leaning on positive emotions, developing effective coping mechanisms, adopting a growth mindset, and seeking strong social support.
Takeaways
Resilience is a learnable process that involves responding to and adapting to challenges.Spreading out and diversifying one's identity can help build resilience.Harnessing the power of positive emotions, such as hope and optimism, can aid in resilience.Developing effective and varied coping mechanisms, including sleep, food, and exercise, is crucial for resilience.Adopting a growth mindset and seeking strong social support are important strategies for building resilience.Chapters
(00:00) Introduction
(01:02) Understanding Resilience
(06:32) Resilience in Ecosystems
(10:16) Types of Disturbance
(13:01) Disturbance and Adaptation
(18:51) Path 2: Positive Response to Disturbance
(19:20) Resilience as a Learnable Process
(20:17) Strategy 1: Spread Out
(25:27) Strategy 2: Harness the Power of Positive Emotions
(35:39) Strategy 3: Develop Effective and Varied Coping Mechanisms
(42:34) Strategy 4: Adopt a Growth Mindset
(44:59) Strategy 5: Seek Strong Social Support
(48:11) Conclusion
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This week, our hosts navigate through an extensive amount of research literature to come to some conclusions on self-esteem and how to approach it. When we rely on external factors to determine our self-esteem, we open ourselves up to dangerous perspectives. This kind of contingent self-esteem can lead to chronic insecurity in leaders, which gets in the way of their ability to lead effectively and can have detrimental effects on individuals and organizations. In the episode, Tim and Junior suggest three ways to develop a healthier sense of self-worth and tell us which definition of self-esteem they think works best.
Takeaways
Self-esteem is a complex concept that encompasses self-competence and self-liking.Contingent self-esteem is dependent on external factors and can be detrimental to well-being.The measurement of self-esteem can be assessed using scales such as the Rosenberg self-esteem scale.Contingent self-esteem can impact decision-making, relationships, and emotional health.The influence of social media has led to the emergence of image-based contingent self-esteem.Contingent self-esteem is linked to vulnerability to negative emotions such as depression and anxiety. Beware the dangers of contingent self-esteem and the negative impact it can have on personal well-being and leadership effectiveness.Personal experiences can shape one's self-esteem, and it is important to recognize and challenge negative influences.Contingent self-esteem can lead to chronic insecurity in leaders, hindering their ability to lead effectively.Pathological self-esteem, characterized by narcissism and hubris, can have detrimental effects on individuals and organizations.Develop a healthier sense of self-worth by finding your intrinsic motivation, celebrating effort rather than outcomes, and promoting self-compassion.Chapters
(00:00) Introduction and Overview
(00:50) The Complexity of Self-Esteem
(06:04) Measurement of Self-Esteem
(09:19) The Impact of Self-Esteem on Decision-Making and Well-Being
(12:07) Introduction to Contingent Self-Esteem
(16:37) The Destructive Nature of Contingent Self-Esteem
(21:23) The Influence of Social Media on Contingent Self-Esteem
(22:26) Assessment of Contingent Self-Esteem
(25:13) The Link Between Contingent Self-Esteem and Negative Emotions
(25:58) Beware the dangers of contingent self-esteem
(33:38) Contingent self-esteem and its negative effects on leadership
(43:39)Tactics for developing a healthier sense of self-worth
(47:35) Find your why
(49:00) Celebrate effort, not outcomes
(50:53) Promote a healthy dose of self-compassion
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Have you ever thought about leadership as an invitation? If your goal is to improve and make a positive impact, then leadership will be an inevitable part of your journey. The job to be done, then, is to recognize and accept the invitations that come your way. These could be invitations to grow, help others, or even sometimes, to fail. Tim and Junior make one thing clear, choosing leadership over comfort and contentment is the ultimate call to adventure.
Takeaways
Leadership is about healthy influence and is not dependent on positional power.Leadership is an invitation that is inevitable if one's aim is to become better and make a positive impact.Declining leadership invitations can lead to missed opportunities for growth and influence.Subject matter expertise and leadership are not mutually exclusive; both can be developed and leveraged together.Imposter syndrome should not prevent one from accepting leadership invitations.Accepting leadership invitations helps avoid stagnation and apathy. Rejecting leadership invitations can lead to long-term consequences and a cycle of apathy and helplessness.Literature teaches us about the human condition and the importance of striving for something greater than food, drink, and contentment.The law of least effort and human biases can influence our decision-making and lead to inertia and mediocrity.Accepting leadership invitations requires a balance between self-interest and altruism.Successful failures, where we learn and grow from failed outcomes, are an important part of accepting leadership invitations.Choosing leadership over comfort and contentment is the ultimate call to adventure.Chapters
(00:00) Introduction
(00:44) Defining Leadership
(04:11 )Leadership as an Invitation
(05:11) Leadership as the Inevitable End
(06:26) Personal Examples of Leadership Invitations
(11:42) Consequences of Declining Leadership Invitations
(14:22) The Temptation to Decline Leadership Invitations
(20:15) Imposter Syndrome and Leadership
(22:42) Avoiding Stagnation and Apathy
(24:18) The Consequences of Rejecting Leadership Invitations
(28:03) The Law of Least Effort and Human Biases
(30:46) The Negative Implications of Contentment
(36:06) Accepting Leadership Invitations: Recognize, Say Yes, and Try
(41:01) Successful Failures: Learning and Growing from Failed Outcomes
(47:31) Choosing Leadership Over Comfort and Contentment
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