2 Paths to Leadership Success: Addition or Subtraction

Explore the rapid results roadmap built from nearly 30 years of leadership across global and grassroots work, revealing a simple but demanding planning mechanism that requires thoughtful consideration.

Define a desired outcome as concrete results you create, distinct from problem solving, and show how to master the four core boss elements of leadership customized to your projects.

Master four keystones of the rapid results roadmap by being supportive to build high-performing teams, establishing systems for sustainable results, applying seven problem-solving methods, and consulting stakeholders to expand influence.

Explore how breaking bad leadership behaviors, especially in complex outcomes, leads to failure within the NASA space program and how taking responsibility reshapes outcomes.

Develop leadership skills by adopting context-setting thinking to solve problems beyond the level that created them. Collaborate with Charles Pelerine on workshops that frame leadership as a context-setting practice.

Explore breaking bad personal behaviors that hinder organizational performance, drawing on Goldsmith’s work and thinking fast and slow, and use self-assessment to address optimistic bias, loss aversion, and ecosystems leadership.

Build a timeline that captures in-the-moment insights from diverse colleagues, revealing what they knew, when they knew it, and how they knew it, and serves as the dialogue's structural backbone.

Create a timeline by guiding teams to describe events with timestamps and note conditions without judgment. As a leader, facilitate data collection and learning by examining how outcome affects perception.

Examine how passing the buck, the emperor who has no clothes, reveals reluctance to accountability and fear of failure, and learn to own mistakes by assessing your own role.

Transform feedback into a future-focused practice that builds value, reduces defensiveness, avoids the toxic effects of criticism, and boosts accountability, engagement, and motivation through a constructive method.

Apply Marshall Goldsmith's six questions to reflect daily on goals, progress, meaning, happiness, relationships, and engagement. Pair with an accountability partner for brief daily check-ins and measurable behavioral change.

Inspire and empower teams by modeling the desired behavior and aligning with a shared vision. Explore four leader types—director, coach, supporter, delegator—and servant leadership to foster humility, learning, and ownership.

Leverage trust as a powerful lever for high-performing teams by measuring it with a simple 10-point scale among managers and employees to interrupt low-trust cycles.