No More Leadership BS

There are right ways and wrong ways to argue, debate, and fight. It is very easy to be polite when the stakes are low. When life is good, strife is low. When there is a really rough decision to make based on deadlines, scarcity, or even windfall, culture is exposed. The question is; is the exposed culture something you're proud of, or something you'd rather not claim? During Q4, people are pressed to get end-of-year numbers in, projects done, engage in company celebrations, and maybe, just maybe, have a little more family time. The combination of high stress and less time will show some true colors. For example, the holidays can expose an organization's culture, highlighting both its strengths and weaknesses. It's an opportunity for leaders to observe their team's dynamics and the effectiveness of their culture. But culture is not a Q4 issue. Leaders should proactively work on their company culture throughout the year, not just during the holiday season. Building a strong and consistent culture requires continuous effort and preparation. For leaders who aren't ready to add Work Culture to their holiday card list, the time to change it starts now. And, it's not only now. How much you appreciate and value your work culture in Q4 is a direct result of how it is grown, developed, and fostered in Q's 1 through 3. The No More Leadership BS team has a wide array of experiences and observations that will help you reconsider our work culture, how it is exposed, and what you can do to tweak or celebrate as is appropriate.

The No More Leadership BS team brings truth, honesty, and practical observations. Typically, the flavor is palatable, but today, we're bringing the sour to our sweet. Leadership is an honor, exciting, and ever-changing. That makes it fun. Also, it can be a steamy, hot mess. If you're feeling like "why do I bother" when you think about your leadership expectations, you're not alone. Also, there are reasons why we all stay engaged. Some ways to avoid the sour from overriding the sweet include: 1️⃣ Don't take yourself too seriously: The work is serious and important, but each of us is just a person 2️⃣ Avoid comparison trap: Did you do the best you could within the circumstances available? If yes, that's a success 3️⃣ The power of impacting others: There are times when you get to see your influence. Other times it comes back around much later, even years. No matter when this impact shows up, it can really carry a leader through the sours to find this sweet. In this season of Thanksgiving, let's slow down and appreciate the components in our leadership. It's okay to understand what you don't like without ruminating on it. It's not self-serving to fully appreciate how you've served others. We give thanks to you for listening. We're also thankful that we can positively affect leaders and their teams. Leaders have tremendous responsibilities and influence. We're thankful there are leaders out there who want to continuously improve in the name of those they serve. #AppreciateTheGood

"The more you tighten your grip, Tarkin, the more star systems will slip through your fingers." ~ Princess Leia Organa As leaders, it can be very tempting to keep it all and do all the things. Sometimes we don't delegate, partner, or even collaborate because we lose some control over the situation. If we're being honest (and at the No More Leadership BS recording studio, we're always honest) there is no person who is good at or gets energy from everything. There are people who are embarrassingly talented as actors, singers, they're attractive, they're fit, and they STILL can't do everything well. When we are high-functioning humans, here are some things we can do to get a better grip on our reality: 1. Letting go of control: proper delegation can empower your team and reach and surpass goals more quickly 2. Saying "no" to unnecessary meetings: it can feel great to be so frickin' important to be invited to every meeting, but is that a good use of your time? You can politely decline or even suggest someone else on your team can attend as a portion of their professional development. 3. Embracing a people-oriented focus: there is no measure of team effectiveness that does not involve people. When people are not the focus, they will likely not participate as fully as possible. 4. Finding your purpose: when people are working toward a specific and known purpose, they tend to be more effective. Without that, they're usually doing a job and little more We humans are not octopi. We can only handle so much. This is why effective leaders are skilled at empowering others and helping them thrive. This is not instead of, but in addition to. If there is high turnover, it's a great indicator of poor engagement and low productivity. The No More Leadership BS team offers insight and action on how to be an effective leader who is able to get a grip while simultaneously letting go.

Some people are born leaders. These are often folks with charisma. Anyone with the drive and interest can learn to be a leader. It is really easy for an employer to recognize great work for a first-level employee and reward them with a promotion. However, doing so without evaluating that top-performer against the needs of the new position can cause some real friction. Even if that IS done, expecting the newly-minted leader to learn on the fly is not fair to them or their team. As you think about any hiring, any times you've been promoted, or are presently being considered for a promotion, what is the plan for onboarding into the new role? How will the new leader adjust to the new expectations? How will they learn their way into effectively managing this new position? While you're joining us on this journey, please consider the following concepts: 1) Promotions are great, but not without a baseline of expectations and quality training 2) Investment in training will have a quick ROI compared to an underperforming leader 3) Professional development is informed by both the employee and employer, action is not optional if effective leadership is the goal. The No More Leadership BS team truly believes in leadership development over leadership 'happening.' Team and leader development is intentional, specific, and repeatable. In short, engaging new leaders in ways that help them become more effective is a great investment of resources. If someone is to be elevated to a position of new responsibilities without training, they can only fail and that helps precisely no one.

I'm so stressed! There's so much! Too much! Stress can be bad, unhealthy. Too much of anything can be negative. Stress can also be very good. Stress on our muscles can cause damage AND growth. So stress is not going anywhere, what in the world can we do? 1️⃣ We can react or we can respond. Usually reacting is less measured than responding. 2️⃣ Stress is necessary and we can manage how we engage it. 3️⃣ It is more effective if stress represents a brief peak rather than a constant state. Leaders face all kinds of stress. The decisions they have to make for big picture issues impact many others. Negotiating how to address a difficult conversation with another person is not everyone's favorite task. We've pinpointed the issue... now what? The No More Leadership BS team addresses stress, stressors, and how we respond. SPOILER: our recommendation is NOT to avoid stress. We're not advocating for hermitism. As a leader, you have the ability to engage in meaningful behaviors to appropriately manage the stressors in your life. You also have the responsibility to do so in order to serve those who look to you for leadership.

We all see the world differently. Maybe not significantly, but different. At the intro to this episode, Geoff asks The Team about their most fun at work. With 4 inputs, there are 4 different types of fun. It doesn't mean one is better than another. It means that the value of play is pleasant everywhere AND the type of play is not a one-size-fits-all. Recall who you played with as a kid. Sometimes it was whomever was in close proximity. As kids grow up, they tend to gravitate toward people who like similar things. Even then, each person has their own strength, and preferences which makes the play fun. The connection to leadership at work is not a big jump to make. Effective leaders bring in many different people with different types of strengths and preferences in order to cooperate toward a common goal. People who are learners and enjoy professional development are playing constantly. When people approach problem-solving and even tasky stuff, they tend to inject play. Gamification, taking a challenge as a problem to resolve, or simply exploring the wild array of possibilities holds the same components of play. As you listen, think about... 1️⃣ Play is more than just games and team building activities; it's about the connection between people that fosters a sense of camaraderie and humanity. 2️⃣ Finding joy and play in your work environment leads to increased productivity and improved teamwork, as it allows individuals to attune to one another. 3️⃣ The brain's default mode network activates during moments of play, emphasizing the importance of social connections and interactions at work. What's one way you can incorporate play into your work (daily, over time, for a single event, etc)?

What is a "I-D Ten T" error? When spelled out on paper, it looks a little more like the snarky phrase it is, "ID10T." So simple. It is incredibly easy to disparage the person as not bright, not hard-working, not informed, or just not "with it." People who see themselves as a boss may find this easier than those who believe they are a leader. Effective leaders have grown skills in this area to not denigrate the person, but to look at the behavior in the context of the situation. Among the jewels and gems in this episode, here are 3 things to listen for: 1️⃣ Separate the Behavior from the Person 2️⃣ Avoid Making Personal Attacks 3️⃣ Building Trust Takes Time As you listen to this episode during your workout, chores, or commute, think about ways you can improve your tact with separating the problem from the person. And, when it's safe to do so, let us know in the app or on social media. We can't wait to see your creative approaches!

"Embrace the Suck." Coined by the US Navy SEALs, this phrase refers to consciously accepting and appreciating something extremely unpleasant for the sake of forward progression. Why start the commentary of this episode with the previous statement? A) We don't steal the work of others, B) we cite sources as appropriate, and C) we absolutely have no desire for any number of Navy SEALS to come after us. No. Desire. At. All. There is no living human who hasn't had to embrace the suck for something in their life. The nature of suck may be VERY different, but to that individual, the bad thing they're experiencing SUCKS! It's not a competition. Our brains respond to stress in our own context. What some people consider stressful, others consider a welcome break from their daily life. When we're on our journey, sometimes we see warning signs, "Crappy Moment Ahead: Prepare for it to Suck." Sometimes The Suck just shows up without warning. What can we do? We can complain and argue and fight against it... or we can embrace it and do whatever we can possibly do to resolve the situation as quickly as possible. But how? In this episode, the No More Leadership BS team shares insights, wisdom, and fully embraces the suck of embracing a sucky circumstance.

Leadership is so rewarding! and complex! and difficult! and empowering! The leader's responsibility will include various operational Key Performance Indicators and revenue goals. And to get those outcomes, a leader needs a very effective team. The team may have existed before the leader was ever in the picture, so what is a leader to do when they're the new person? One of the elements of the foundation of a great team is trust. Trust can also have relationships with consistency and good decision making in leaders. When that trust is broken or damaged, there is an uphill climb to re-establishing trust; but the question remains whether the trust is ever as strong as it was at its highest point. There are so many highs and lows in leadership that relate to trust. The No More Leadership BS team has a broad collection of experiences and observations. Pair our insights with your own as you chart your leadership course. Trust is a big dang deal, what are you doing to build, sustain, or establish trust among your team?

Anticipation of pain is a significant issue. It has been told that some people training to be Navy SEALS call it quits AFTER a grueling day but BEFORE the next day. They've made it through one more day that tested their limits. But the anticipation of another day, is too much to bear. When we talk about "ripping off the band aid" we tend to mean we're going to a difficult and painful thing, but if we're decisive and quick, that will be better. Perhaps. However, just because something is difficult, doesn't mean it has to be abrupt. There are ways to be decisive, use tact, care, and concern appropriately to reduce the pain of a difficult situation. As Dr. Sam mentions at the top of the episode, an actual bandage was removed using some kind of magic elixir that helped the adhesive dissolve. That didn't change whether the bandage comes off, just the manner in which is needs to exit. As a leader, you will have metaphoric adhesive bandages to remove, it will happen. How you proceed to minimize pain in the process and maximize effectiveness will be imperative. Judgment, experience, and seeking the wisdom of others will help you make an even better decision moving forward. The No More Leadership BS team brings their experiences for their tough decisions that they've managed well and not so well so you can move to your next band aid moment with intentionality.

Might makes right. Many of us grew up hearing this phrase or one like it. It's no wonder we think that leaders need to be right, know everything, and be powerfully in charge. In reality, there are so few people who like to work under that kind of leader and even fewer who can lead effectively in that way. Great, so now what? Leaders who believe they have to be right might find themselves in arguments or making directives. A person who is focused on being right, is focused on the argument, not the outcome and overall health of the relationship or organization. Leaders who are able to grow into a space of exploration are typically more effective and usually carry less stress. If you like to be right, or feel like you need to be, you might be carrying a lot of undue burden. Throughout this episode, the No More Leadership BS team offers insights from their own vast experiences to help you start to make the transition from the leaders others have told you to be, to the leader you know you want to be. Everyone's got opinions when it comes to leadership, but where can we find real leadership advice that's not BS? Well, look no further because I’ve got an exclusive transcript that reveals some eye-opening insights from top leadership experts. Get ready to be inspired!

Think about a person with whom you have a great relationship. What are the characteristics of that person? It is likely that one has to do with trustworthiness. If you can believe them, confide in them, even follow them, chances are high that you trust them. But how did you get there? What was your journey from introduction to a place of trust and even collegial admiration to the point where they would become an important person in your life? The No More Leadership BS team explores episodes of trust, relationships, and even broken or damaged trust from their experiences. We've all been there. Earning trust, offering trust, and even repairing trust. As you listen, consider a work relationship where trust is not as strong as you want or need it to be. Why is trust not strong or present? What is one step you could take to move toward building or repairing trust? Please contact us to share your approach and receive objective and caring feedback on how you can build trust in your work relationships.

Leadership is super serious, every day, all the time. Unless you've got a sense of humor, at all. The No More Leadership BS team takes leadership seriously and recognize that the decisions leaders make can be significant and life-changing. At the same time, people like to be engaged and entertained along with their information (see Sesame Street for an example). Effective leaders balance the needs of the drama of the moment and the opportunity to appreciate humor. As leaders, we have seen (or instigated) silliness as professionals. The purpose is connection. People find relationships and build trust through humor. Why go against the grain when humor is so fun?!? The team brings to you some stories and thoughts that are meant to maybe give you a smile and also spark your thoughts on how you can bring humor into the workplace. You don't need to write a stand-up routine, but appreciating the joy, lightheartedness, and humor is just as powerful as bringing the funny. If you think about sparking joy at work or if you have questions about how to make your super-serious workplace a little less dramatic, please contact us.

Complete clarity is usually an illusion. Think back to a time someone gave instructions and then asked, "Is that clear," to close the conversation. Was it clear to you? Once you engaged in following the instructions, was your understanding demonstrated by action as comprehensive as the clarity you may have claimed? Even when we think we're clear, odds are that there are still misunderstandings. It is imperative for leaders to know that everyone understands the same things in the same ways. This can happen in multiple ways, but all of them are based upon quality communication. If you find yourself thinking, "they should have known," or "they knew that's not what I meant," you are highlighting a wonderful opportunity to strive for clarity where confusion currently exists. The No More Leadership BS team describes fundamentally cloudy situations where clarity would have been helpful or was developed in some cases, to actually prevent a struggle. As you listen think about one area where you need more clarity; your goals, your communication, your expectations, or another area. Once you have defined that area, consider one action you can take to start to develop clarity. Let us know in our Facebook group, we'd be thrilled to hear your aspirations!

Turns out all work and no play DOES make you, your employees, and the whole company culture a dull and uninspiring place to work. As humans, we are social creatures that need a little fun to cope with the daily stressors that we face. At the end of the day, it’s all about ONE Thing– the company culture that you want to create, and more importantly, that people want to work in. The Professor of Play, Geoff McLocklan helps you put the fun back in the office, no matter the size or personality of your team.

No one ever said leadership was all unicorns and rainbows...on today's episode we're discussing the "touchy” topic of compensation and its effectiveness in organizations. We’ve learned that while monetary rewards may initially motivate employees, their effectiveness tends to wane over time. Why does this happen? The truth is, it's complicated! As leaders, we know that every person and situation is unique, and there is no one-size-fits-all solution for many leadership issues but especially ones tied to the paycheck.. If we want to improve our leadership skills in this area, we need to establish deeper relationships with our employees that focuses on their well-being and growth.

How do you know if your people are hearing you...and more importantly, do they understand what they hear. Jeff Conroy leads the discussion this week as we discuss methods that work, and ones that don't. You may be surprised to find out which is which!

Is silence really golden? Good leaders give their employees the tools they need to find their own answers, and silence is one of the tools you can use to help employees find their own tools. But silence is awkward for most people. They instinctively want to fill in the blank space. Even if it's not in their best interest to speak. This week, Dr. Sam with 350 Clarity Coaching and the most scholarly of our bunch, helps us all understand when you use silence strategically, your words are likely to have more impact and you'll be viewed as a more effective and measured leader.

One great comedic tool is surprise. Neither the protagonist nor the audience ever saw it coming which makes the action and the surprise hilarious. One great dramatic tool is also surprise. This is used in soap operas on a regular basis. But in real life, surprise can really put us in a weird place. When you think you're in a constructive conversation and maybe even a healthy debate then, out of nowhere, the person you're speaking to loses all facial expression, pick up their shield, and draws their sword. "Whoa! Where's this coming from?!?" We've now moved from topic-oriented conversation to person-oriented debate. Once defensiveness is the tone of the conversation, our thought process moves from debate to block, parry, strike. The involved parties are interested in being right and heard rather than getting to the right answer by any path. It doesn't have to be this way. A pause. A reflection. A moment away. Effective professionals know when to engage, disengage, and pause as needed to get to the right outcome. But it can require some quick thinking and movement to do so effectively. We don't always know what will spark someone's defense mechanisms (or even our own) or what will send anyone to the offensive. But we DO know that it happens. We also know there are ways to avoid it. The No More Leadership BS team takes on the topic of difficult conversations that often result from what we think is an innocuous chat.

"No matter where you go, there you are." It might be considered a silly phrase. Consider the implications; wherever you are, you're there. There's no way around that. The remaining choice is how you think about you being in that space. Maybe your physical space is shared with an untethered, uncaged, hungry bear. Fight or flight takes over and there's not a lot of need for introspection and mindset. In most of our daily life, we're not met with this kind of danger, but our brain and body registers danger anyway. What then? When we have big emotions, in most situations, we have a moment to pause, reflect and truly consider what to do and how we think about the situation. The pause can be very quick - hand, cup, liquid, floor, towel, GO - and you clean up the mess. The pause can be slower where you are in a conversation and you assess the content, mood, make predictions as to what might come next and THEN engage. The No More Leadership BS team does not advocate for an It's Always Sunny In My Mind disposition; we want you to be in charge of your mindset. Appreciate emotions and then move to being in control of your thoughts and actions and make progress intentionally. Because no one wants to be the ringmaster in the 3-Ring Fecal Festival.

Do you know why appreciating wins is vital? In a world where too many companies overlook the importance of celebrating their successes, we jump in where others fear to tread and dive right into the transformative power of recognition and appreciation. From simple gestures of gratitude to creative recognition initiatives, the No BS Gang helps you discover how acknowledging achievements can inspire and motivate teams, boost morale, and drive lasting change. If you have been struggling with an effective way to show your team just how much you appreciate their hard work and dedication, you'll definitely appreciate the tips, tricks and experiences offered up. Trust me...this episode will leave you inspired and ready to create a winning culture in your own workspace..

You're busy, you're stressed, you're taking action every day. Why? If your answers have to do with your responsibilities or the importance of your job, again, why? Are your daily activities demonstrating your priorities? Are you doing stuff that is important, or stuff that keeps you busy? How do you know? Effective leaders are able to pause their activity to carefully examine what they believe to be their priorities, why those are priorities, and how to reconfigure their time and resources to focus on those priorities. But this does not occur without flexing your leadership superpower of introspection. Looking in on what you believe, what you know, and your behavior is s a great way to get clarity on your actions and intentions. Looking inward isn't always easy, but it is, dare we suggest, always beneficial. Join the No More Leadership BS team on this journey of introspection, the value of looking inward, and what can happen when leaders disregard the need to slow down to go faster.

"I was so poor, I couldn't even pay attention." It's an old joke, but, like any good humor, there's some truth in there. When you've got a scarcity of resources (e.g. poor), it's difficult to have focus on anything. If you're not able to invest a non-retail service, there is no way other things are going well. Leaders are required to pay attention to various issues. KPI's, goals, shareholder expectations, etc. Effective leaders demonstrate their superpower of paying attention to metrics and budgets while also attending to the needs of the human for whom they hold responsibility. It can be easy to pay attention to reports; data, charts, graphs, and executive summaries because the information is presented to you. Paying attention to important things that don't show up on a quarterly report like an employee's disposition, when a conversation falls silent, when a project keeps gaining steam and is ahead of schedule, these are also data, but not information that can be gathered passively. Leaders pay attention actively, consistently, and purposefully. The No More Leadership BS team addresses various angles of paying attention, why it's important, and how you, as a leader, can develop paying attention as a superpower.

There are bosses who have titles and like to be in charge, bark orders, pass the blame, and take all the credit. Effective leaders have particular superpowers that help them engage people and move toward the goals of the organization as a unit, not an individual. This superpower is intention. What's the difference between saying you'll do something and actually doing it? Saying it is good because it can create the tension to move you to action; but it's not enough. Once the tension is set, without accountability, the tension will wind up within the leader until it comes out in a negative way such as frustration, demoralization, and damaged relationships. Effective leaders set the tension and then take action to ensure that the tension is utilized in a constructive way. Set a goal, make a plan, and take action. Ah, if it was just that easy! The No More Leadership BS team addresses the concept of setting intentions, transitioning them into action, and how the outcome can be realized. From long-term goals to episodic explosive production, the team approaches a wide array of engagement, leadership, and productivity all with specific intention.

*beware gratuitous sports reference ahead* Imagine being a guard on an American football team. You're good, but the team can bring on 2 other people in different positions if you're traded. So your new team takes you in, puts you in position and says, "go." You're a professional guard, you know the position, you know the objectives. You don't know the specific plays for this new team. If no one shows you, no matter how good you are, your success will be limited. When we bring new people into our organizations, we expect them to have some skills and abilities. So we spend a lot of time HRing the crap out of them, but less time getting them up to speed on their day job. How successful can any person be without appropriate instruction, guidance, or even training? There's more to onboarding than checklists and compliance. Giving new employees every opportunity to succeed by introducing them to and becoming a member of the community is where they have the chance to thrive, not just survive. The No More Leadership BS group shares their experiences, observations, and recommendations on how to keep the high-flyers you hire, flying high on the job.

Lazy leadership sees a lack of outcomes as a lack of effort. "DO MORE! "WORK HARDER!" What if people ARE working harder AND are putting in excess hours? A single horse can pull a wagon with square wheels only so fast. More horses, better wagon. The idea of working smarter not harder has its place. But in order to work smarter, we need to first stop working entirely to fully assess where we are and what needs to change. Just tweaking things that are easy and convenient might not move the needle on your productivity. People are more satisfied in their jobs when they can use creativity, have autonomy, and feel a sense of purpose. There is no better way than to allow an employee to examine their own tasks and responsibilities and come up with new and more efficient ways to get them done to the same or better outcomes. When we give people the chance to invest in their own day-to-day, they are happier, more engaged, and more efficient. Some insights on just working harder, foolish change for the sake of change, and of course, whether we have a half-hearted or whole-hearted effort and why come from the No More Leadership BS team. You don't have to be bad to get better; this episode can help everyone improve their leadership.

The implications that can come from artificial intelligence (AI) are immense, unpredictable, and maybe a pile of hooey. Every new technology is met with a level of panic. Some a little more justified and some less. For example, a Deep Fake video might convince a viewer that a particular person gave a speech that they never actually gave. There is danger here. The problem is faking humanity to convince others that someone is of a status (positive or negative) than they actually are. The current application of AI is reviewing resumes, providing narrative text, giving solutions to specific technical problems, but is not quite standing in for humans. As time progresses and technology advances, the likelihood of AI being able to present as a particular human increases. What seems much less likely is for AI to either replicate or replace the emotionally connected human interaction. As leaders how we address the current AI issue gives us insight to how we will need to demonstrate leadership to those for whom we hold responsibility. AI is not going away so we can adjust or fight, but the odds are decent that fighting just sets us back. Preparing our teams for being better at humaning seems to be a great place to start. The No More Leadership BS team thumb wrestles this topic to ponder the changes we've seen, what's on the horizon, and how we can navigate this new journey.

"I've just got to be heads down on this project to get it done." Is different than... "I've just got to keep my head down and do my work." The difference is not subtle. In the first instance, there's a start and a finish. The implication is when the project is done, they will come up for air and get back to a regular cadence. The second instance has durability. It's a statement about the culture, not a project. Do you have pain when you go to work? If pain isn't the right word for you, how about; stress, frustration, anxiety, stomach ache, headache, despair, isolation, or no feeling at all, whatsoever. If you have any of these types of discomfort, you get to choose. You get to choose whether the discomfort continues, gets worse, or gets better. There is no singular answer for how to alleviate the pain, but one way is talking about it with someone. "Someone" is not the person who writes your evaluation, shares your bed, or relies on you in some way. "Someone" is an interested and engaged third-party who provides accountability, reflects what you say so you can hear it, and asks questions to force you into thinking more critically about your circumstances. Our non-recommendation recommendation is to NOT wait until the breaking point. That's too late, you've already broken. Think about the indicators that you know things aren't going well. Raising your hand and asking for help demonstrates wisdom and self-care FAR beyond trying to force your way through a bad situation that you know will likely only get worse. The No More Leadership BS team has been there, helped others who have been there, and know there's a bright light at the end of this tunnel that is neither a train nor The Bright Light. Among our experiences and client stories, you will likely find a nugget that you can apply today to help you deal with your situation that may not be as fulfilling as you deserve.

Why don't you suck it up, buttercup, and do your job, baby like I told ya to. Current sociologic data estimates there are 235 kajillion things going on in a person's life right now. With a constant barrage of stimulus, it is difficult to simply shut that our or deal with it all. When people talk about being stressed or even having anxiety, it's very unlikely a question of work ethic; it's likely an issue with all of the inputs. For example, the computer work station is on all the time and alerts the user to every email, Slack, text, phone call, etc. That's just at work and doesn't even touch social media. Our brains can only do so much, yet we expect people to just do their stinkin' jobs. It turns out, when we treat people like people, including slowing down and reducing stressors, they do better, work longer, and have less downtime. It's in the research and the No More Leadership BS team brings info, insight, introspection, and illumination to a topic that requires investigation and iterative improvement.

Your brain can only handle so much! No matter who you are or how you operate, no one has infinite capacity for their brain to do stuff. This is one example in conventional wisdom why Steve Jobs wore the same outfit every day; no mental energy spent on deciding what to wear to save that energy for more important decisions. Another example is, "Hey, how are you?" "Good, thanks, how about you?" "Doing great!" No depth, no meaning, no energy spent. This might be good. We can't spend all the energy on all the things all the time. Every "hey, how are ya" cannot be a deep dive on how a person REALLY is doing. But when we're ready for true understanding, we need to be prepared with time, energy, and resilience for the conversation, we can make true and meaningful connections. This doesn't have to be a deep dive, it can be as simple as asking one question, "Good job on that presentation!" "Thanks! Did anything stand out to you?" What will be learned is if something stuck with the listener or if it was a general "good job" without depth. This is very handy when we crank up our EQ to listen for what's said, what's not, and how the face and body communicates the rest of the message. You even have the ability to have EQ on retainer ready to launch once you notice something that seems irregular and then launch into understanding. Being able to fully communicate is an essential leadership skill. Being an effective communicator and effective leader are inextricably conjoined. Please join the No More Leadership BS team on the journey from superficial through deep conversation.