Most difficult conversations don't need to be difficult. The discomfort almost always comes from how you frame it before you even open your mouth.

-Why every conversation carries a frame whether you set it on purpose or not, and why whoever starts the conversation gets to decide what that frame is

-How to turn a conversation about someone's performance problems into one they actually want to have, using the exact same feedback

-Why 90% of your conversations should be framed around something the other person cares about, and what changes when you do that instead of leading with the problem

-The specific 10% of situations, like ethics violations or someone overstepping their role, where a positive frame is the wrong move and you need to draw a hard line instead

-Why going slow and confirming someone actually understood you saves you from cleanup later, and the one phrase that exposes when someone is just nodding along

This week, before you go into a conversation you have been dreading, figure out what the other person actually cares about and frame the conversation around that instead of the problem, and notice how differently they show up.

Ask me in the Leadership Mindset 2.0 community on:

LinkedIn: https://www.linkedin.com/groups/8944058/

Facebook: https://www.facebook.com/groups/leadershipmindsetgroup

Courage is not about not having fear. Courage is having fear and doing something anyway.

At a recent leadership intensive, we split a room full of leaders into teams and asked who wanted to lead. Almost nobody raised their hand.

These are leaders, at a leadership event, and still most of them sat on their hands.

- Why so many capable leaders avoid raising their hand for the role, and what is actually happening underneath the excuses like I'm too busy or somebody else would do it better

- The real difference between courage and confidence, and why waiting until you feel ready is the one thing guaranteed to keep you waiting forever

- Why people want to be led by someone who actually wants to lead, and what a reluctant leader costs their team even when they are technically doing the job

- The specific moments in leadership that demand courage, from having the hard conversation you keep avoiding to simply saying I don't know, and why each one builds the muscle for the next

- A story about a cold call I avoided for four straight days, and the one I almost avoided the same way, and what changed when I didn't

This week, find the one place where you are playing it safe, whether that is a conversation you are avoiding, a hand you have not raised, or a risk you keep putting off, and do the thing anyway.

Ask me in the Leadership Mindset 2.0 community on:

LinkedIn: https://www.linkedin.com/groups/8944058/

Facebook: https://www.facebook.com/groups/leadershipmindsetgroup

The manager everyone thinks is incompetent probably isn't. She just never got trained.

82% of UK managers are what's called accidental managers, promoted without ever getting the skills or training to actually do the job…so what do you do about it?

You’ll learn everything you need to know about leadership training & development for your team including;

- Why what looks like incompetence in a struggling manager is almost always a training gap instead, and how that one reframe changes the entire conversation you need to have with them

- The six main ways to invest in leadership development, what problem each one actually solves, and how to know which one your team needs right now

- Why the old week-away training model barely works, and what the research actually says you need instead to get people to change their behavior and keep it

- How to build the business case that gets your leadership training budget approved, by tying it directly to a business objective the person signing off on it already cares about

- The one leadership myth from your MBA that's wrong, and why what looks like the Peter Principle is actually just leaders never getting the training they needed to succeed at the next level

This week, figure out what leadership development you, your team, or your organization actually needs, check whether it is already in next year's plan, and if it is not, start building the case for how it gets there.

Ask me in the Leadership Mindset 2.0 community on:

LinkedIn: https://www.linkedin.com/groups/8944058/

Facebook: https://www.facebook.com/groups/leadershipmindsetgroup