Looking forward to the next BOF Leadership discussion, here is the Zoom link https://us02web.zoom.us/j/81497515160

A real pleasure meeting with you all today

http://linkedin.com/in/rfalla

thanks all, here are some brief notes from the Zoom chat Leadership suffer with the 'everyone needs to change but me' problem holding a mirror up to them over coffee leadership a challenge when shifting to valuestreams holding the mirror up to the leadership team... Depends on scale of company... 1-1 Chatting works best with individuals most opposed to the changes Organisation reflects the architecture and vice-versa. Changing one without the other is temporary Scoping issue - change attempted is often too big to start with CEO sponsorship helps.... Don't want for the mandate - communicate the change intention Command and Control style doesn't work. David Marquets - turn the ship around is a brave gift... Leaders promoted from project management know how to lead tasks not how to lead people Leadership teams at the top are least likely to have psychological safety Focus on the culture of the team, more than the culture of the organisation empathy is so important, people don't generally aspire to be a*holes Need to understand from them as a peer, not a leader why they are acting the way they are...what's behind their less than helpful behaviours Lots of people have Patrick Lencioni - 5 dysfunctions of a team Covid impact - has anyone been able to take advantage Everyone dialing in is a great leveller when teams are largely but not wholly in the same place. Should make a rule, (some are) if anyone has to be remote then everyone has to be remote. Changing meetings to present the problem and collorate rather than present a solution and invite discussion Amazon memo meetings - anyone making this meeting format work remotely? Leadership collaboration should conform to small batch sizes between collabs to ensure alignment and avoid group think Teams writing the strategy rather than leadership so automatically get alignment Should we have regular 'team relaunches'not just crisis driven Should we have acceptance criteria for a meeting to make sure its feasible Teams are not used to discusssing themselves - their own dynamics - often needs some facilitation You can learn more from making meetings optional rather than making them required see how many people click the anonymous box to judge psychological safety HBR made a nice diagram about this. https://hbr.org/2015/03/do-you-really-need-to-hold-that-meeting Have you felt heard? Y/N, Fist of 5 voting - 'was this a valuable use of your time' - even with tools difficult to get accurate answers without trust Agreement on meetings - 45mins in the hour or 20mins in the 30 mins so everyone has a break and everyone can reasonably be expected to be on time

Leadership suffer with the ‘everyone needs to change but me’ problem < such a common problem!

Leadership suffer with the ‘everyone needs to change but me’ problem < such a common problem!

Someone just sent me this talk on leadership which I thought would resonate with those interested in this topic Simon Sinek at his best https://youtu.be/IJyNoJCAuzA

My talk at 9:05am BST tomorrow is on this topic

My talk at 9:05am BST tomorrow is on this topic

Great job facilitating that @ben.grinnell

Great job facilitating that @ben.grinnell