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Thank you

It's important to acknowledge that platforms have guidelines. These guidelines often provide a framework for decision-making. While those decisions might not always be transparent, they aim to maintain a certain standard. Understanding this framework can be helpful for users. Ultimately, it's about finding a balance between user expectations and platform requirements.

It sounds like you have put a lot of thought into your perspective. I appreciate you taking the time to express your viewpoint so clearly. It's important to have open communication and share different thoughts. Thank you for being willing to engage in this conversation. I value your input.

Grassroots movements are powered by the collective energy of individuals.

It's fascinating how diverse the world is. Embracing different ways of life can broaden our understanding. Every culture holds unique traditions and values worth appreciating. By learning from each other, we foster a more inclusive and harmonious global community.

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Fear breaks the feedback loop. When staff stay quiet, it's a sign the leader isn't leading.

I would like to have access to the full discussion.

You've hit the nail on the head with that statement. It's refreshing to encounter such a clear and accurate perspective. I couldn't agree more with your assessment of the situation. It's evident that you've given this matter careful consideration. Thank you for sharing such a well-founded observation.

Specifics on how to create a high-performing team, bravo! As a longtime fan of psychological safety, these are fantastic insights, thank you.

My boss doesn't trust anyone. It's awful. She hovers, complains, criticizes, talks to us like we are children in that "voice," I'm sure you know what I mean. That grown woman trying to sound 16...words like "yey" and "super good" and "let's get this party started" then clapping and making weird gestures. I hate that voice. I hate her presence in my life. The job would be tolerable if she left.

This sharing offers a deep dive into Emotional Intelligence and its critical role in coaching. As Tim Clark shares, nine times out of ten, it's not about strategy or technical competence, but about interpersonal effectiveness, with EQ as the foundation. Very insightful!

Very strongly agree with all of these, especially number 7. I have observed this in several organizations I have worked in and with.

i like #7 explanation the most. this was great.

You guys just made my day, absolutely love it. I love how you make the connection between culture and PS, which are two really big concepts and are able to very quickly bring this down to the most important level, the team interactions. You're the first people I found who seem to do the same thing I do. Then there is they way you can drill down in the app, the color sensitivity is an amazing feature! Love it. Kudos to whoever created the UX for this app with this data. Also can't believe this video has 0 comments, it should go viral in the coaching community or with anyone looking to build a high performance team at the very least!

I really like how you discuss that the benevolence or non-profit organizations are not exempt from bullying. I was very surprised to see this.

First

Complicity is all about protecting one's own psychological safety. It takes discipline to step back, consciously consider the long term implications of in/action - either in one's own poor behaviour (WILL) or bystanding when others do so. And that's one of the reasons I love being a leadership coach!!! It's a gift to help people find the courage to to act in line with what they really want to do. And to know that even brilliant jerks should not and need not be tolerated by anyone, anytime, anywhere.

Love the segmentation of SKILL, WILL, and INTENT. Excellent video!!

Excellent insights!

I have a bully in the workplace. She is an outright bully. She talks down to people, she's passive aggressive, and embarrasses people, especially those under her, in meetings. However, she is great at her job, organized and knows her stuff. Plus, she is a department of one - her! EVERYONE knows she's a bully, and everyone also knows she wont be let go. How would you handle this?

Found a gem At 7:55 ‘when there’s an act of vulnerability, it’s either gonna be rewarded or punished.` Wonderful!

Threat detection...

Your work is phenomenal. How you're positioning yourselves globally, strategic. It's also quite a bit to channel thinking in this way. You've got it. For sure. And, the investment to take what you're teaching and apply it is like building muscle. A good proverbial diet, rotating the concepts, resting from them, that process. I wonder if this has been shared with you. To be clear, it's 100% worth it.

Hi team, on the podcast series 'bridging conversations' were recommended as ways to increase inclusion safety - yet are absent here. Have you changed your priorities based on evidence you've seen recently? Appreciate the clarity!

Such powerful intuitive & profound insights. Thank you!

Good stuff. Consider that there is actually a behavior that is subtle but obvious and higher than the #1 behavior on the list. It's the one behavior that we wish to completely escape but that we can't live without. It's the drive to decide. Decisionmaking is the one behavior that is the cause...

Amazingly summed up❤

Thank you so much for sharing this! Comes right at a time when I needed it ❤It was so valuable

LOVE the format, the visuals, & the length. You share so much value - thank you for the consideration, time & effort that so clearly goes into production. My biggest takeaway was how you move from Theory to Practice - love the implementation. I have zero suggestions re how to make it better (but I was skeptical you could have improved on the podcasts, & here we are!). Great gratitude, David

Would you be willing to discuss psychological safety on my TH-cam channel

One of the best from the series! Thank you.

Such a great episode, thank you so much!🙌

These conversations are delightful. You've shown yourselves as global leaders in creating a new lexicon in the leadership community. Thank you

Absolutely!!! Completely agree! Unfortunately, all throughout our lives, we’ve been taught that it’s all about what your expertise on a topic, or performance at work or school is all that matters. Employers are still looking for top talent meaning the “smartest” or top academic scoring person. But unfortunately that doesn’t lead to the best leadership styles, or managers … in fact not even the best person to work with or for…. It’s so sad I don’t ever recall taking a class on “soft skills” or what it means to be part of a team or to be a leader in school…

14:49 I once had a boss who insisted he had an "open door policy." I started referring to it as "an open door to explain why you're wrong." You can say you want authenticity and honesty from your team all you want, but they won't give it unless your actions match your rhetoric.

I love the term "psychological safety." Just the wording communicates so much about the concept.

It was enlightening to reflect on past experiences of rewarded and punished vulnerability regarding learner safety and considering how that has influenced my behavior since. It's amazing to think that mere moments of interaction with someone can set you on a unique trajectory. It was also great to consider how I can help cultivate learner safety amongst my coworkers. Great episode!

Answerable for performance. This doesn't separate ACCOUNTABLE from RESPONSIBLE. No one seems to be able to make this distinction clear.

I love it, thank you for covering this topic, i enjoyed the visual aids.

Great insights! The question funnel and question types was new. Thank you for offering these sessions.

What an amazing series!! I found so much value in these tools.

The way to listen to this is part 1, part 2, part 3, then go back and listen to part 1 again because it means more in light of 2 &3.

super discussion - How to you handle willingness as a coach if we have committed ourself in agreement (commercial) but later client is lacking willingness for whatever reasons - do we spend more time o them ? do we set mutual expectation again ? do we refund money (consideration). As coach assessment diagnostic model who will i as a coach as these question ? Please comment from the point of view a coach who has recently started coaching.

Seriously the BEST video I have seen explain basic coaching principles I.e. Ask vs Tell, cleverly linked in some psychological safety at the end, absolutely brilliant work guys I cannot wait for the next videos. ⭐️⭐️

Love this! Have already shared with my Scrum Master peers and am looking forward to the next part!!

Love the new format! My takeaway is the ask/tell sheet. I have 2 meetings today with direct reports and for each, I'll have a sheet in front of me with Tell/Advocacy and Ask/Inquiry.

The distinction between knowing vs learning. Learning is continual. Yes! I'm loving this!

I continue to share Dr. Clark's book with so many. Excited for 2.0. I have also been an advocate for Psychological Safety and Leader Factor for a number of years. Love that you share these conversations so openly. Always really enjoy the content on LinkedIn.

Reading the book already and love this new format. Congrats!!!