Afleveringen
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How do you influence organizational change when you don't have budget authority or decision-making power? In this week's episode of The Leader Factor, hosts Tim and Junior outline the most effective way to introduce a cultural change initiative to an organization. The formula includes four steps: (1) Maximize the dream outcome for L&D leaders, (2) Maximize the perceived likelihood of achievement, (3) Minimize time delay, and (4) Minimize the effort and sacrifice involved in the initiative.
Episode Chapters:
(01:20) - Episode Start
(02:13) - The Enterprise Barriers to Change Management
(04:25) - 5 Common Roadblocks to Cultural Change
(07:25) - The Dream Outcome for L&D Leaders
(11:25) - What’s the Perceived Likelihood of Achievement?
(14:15) - How to Minimize Time Delay
(21:35) - Understanding the Effort and Sacrifice InvolvedDownload the episode resources: https://www.leaderfactor.com/resources/influencing-up-how-to-effectively-change-organizational-culture
Watch the episode on YouTube: https://youtu.be/Ix_f3hvcfbo
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In this episode, we break down what non-HR executives need to understand about the critical role of psychological safety in building high-performing, innovative teams. For HR and L&D leaders, this conversation is essential to influencing executive buy-in and driving culture by design.
Discover how psychological safety impacts 10 key business outcomes—like customer experience, employee engagement, and innovation—and why it’s more than just an HR initiative. Learn actionable strategies to create an environment where vulnerability is rewarded, not punished, and where your teams can consistently execute and innovate.
Episode Chapters:
01:24 - Episode Start
04:50 - 10 Business Outcomes of Psychological Safety
14:05 - The Moral Argument
18:21 - The Performance Argument
31:10 - The Consequences of Low Psychological Safety✅ Download the resources/slides from the episode: https://www.leaderfactor.com/resources/what-non-hr-execs-need-to-know-about-psychological-safety
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Zijn er afleveringen die ontbreken?
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70% of change management programs fail to meet their objectives, and cultural change programs have even higher mortality rates. Psychological safety initiatives aren’t immune to this phenomenon. Luckily, the failure patterns aren’t mysterious. In this episode, organizational anthropologist and executive leadership coach Timothy R. Clark shares the 6 failure pitfalls of large-scale cultural initiatives, how to spot them, and what to do about them.
Episode Chapters:
01:19 - Episode Start
06:11 - Failure Pattern 1: Lack of Executive Buy-In
11:46 - Failure Pattern 2: Grassroots Approach
19:23 - Failure Pattern 3: A-La-Carte or Opt-In Programs
22:51 - Failure Pattern 4: Build vs. Buy Miscalculation
27:26 - Failure Pattern 5: Poor Content Choice
31:11 - Failure Pattern 6: No Follow-ThroughDownload the resources from the episode: https://www.leaderfactor.com/resources/6-pitfalls-of-large-scale-psychological-safety-initiatives
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Fear is the biggest inhibitor of organizational success. Join us as we explore 3 practical strategies for dismantling fear-based barriers, fostering a culture of psychological safety, and driving transformative change.
Episode Chapters:
02:08 - Fear is part of our everyday lives
04:10 - The biggest organizational fear statistics and data
08:00 - Fear is a natural biological response, what happens when we trigger it?
13:24 - Types of organizational fear and how to spot them
22:36 - Fear breaks the feedback loop
30:57 - Practical Strategy #1: Monitor your emotional response to dissent and bad news.
35:51 - Practical Strategy #2: Give updates when there are no updates.
40:42 - Practical Strategy #3: Provide air cover in exchange for candor.
✅ Download the resources/slides from the episode: https://www.leaderfactor.com/resources/overcoming-organizational-fear-in-3-practical-stepsOr watch the episode on YouTube: https://youtu.be/amgKr7dvbk0?si=zv92Jh2O1t18gMo4
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When Google set out to discover what makes a high-performing team in 2012, researchers expected to uncover a set of individual demographics, characteristics, or personality traits that made each team great. What they realized, however, was that it was the interactions of a team that determined its effectiveness. But while Google's Project Aristotle made the critical link between psychological safety and high performance, their research did little to teach leaders how to foster psychological safety on their teams.
In this podcast episode, our hosts give you the practical tools you need to put Project Aristotle's findings into actual practice.
Episode Chapters:
01:28 - The Research Premise
06:56 - The Findings
12:40 - Psychological Safety as a Unifying Term
15:55 - Project Aristotle's Shortcomings
17:12 - Psychological Safety's Behavioral Mechanism
23:56 - The L.I.V.E. Model for Teams
28:43 - The 4 Stages of Psychological SafetyFor the full learning experience, watch the episode on YouTube: https://youtu.be/xLsOjAsUbZo
Or download the episode resources: https://www.leaderfactor.com/resources/what-you-need-to-know-about-project-aristotle -
If you want to implement a psychological safety initiative in your organization, you'll need to explain what psychological safety isn't. Why? Because your culture won't change unless it's built on a shared understanding.
Psychological safety isn’t artificial niceness or a lack of accountability. Unless you clarify, stakeholders might think it’s a gimmick or dismiss it because of the baggage of the implied definition of the term. They'll need to know what psychological safety isn’t, along with what it is.
On this week's episode of The Leader Factor, hosts Tim and Junior share the top 7 misconceptions of psychological safety and what to do about them.
Episode Chapters
(00:45) Start
(03:53) Psychological safety isn't a shield from accountability.
(05:06) Psychological safety isn't niceness.
(06:30) Psychological safety isn't coddling.
(07:55) Psychological safety isn't consensus decision-making.
(09:45) Psychological safety isn't unearned autonomy.
(13:28) Psychological safety isn't political correctness.
(14:30) Psychological safety isn't rhetorical reassurance.
(16:26) Identifying The 4 Stages of Psychological SafetyFor the full learning experience, watch the episode on YouTube: https://youtu.be/2cr1E4neXGI
Or download the episode resources: https://www.leaderfactor.com/resources/7-things-psychological-safety-is-not -
What are the HR best practices when it comes to toxic leadership? Should you coach the leaders? Or should you fire them? When it comes to toxicity, organizations often wait too long to get involved. Learn how to identify the symptoms of poor leadership and intervention strategies to preserve and protect your teams' cultural health.
Episode Chapters:
00:00 - Start
00:40 - How common is toxicity in the workplace?
04:07 - Toxicity is a spectrum of influence.
11:48 - The definition of a toxic leader.
13:55 - Identifying two types of toxic leaders.
17:57 - Two organizational failure patterns.
23:26 - Intervention strategies for both types of toxic leaders.✅ Download the resources/slides from the episode:
https://www.leaderfactor.com/resources/what-to-do-with-a-toxic-leaderOr watch the video on YouTube: https://youtu.be/18zfabFNKBo
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Psychological safety is a cultural initiative that was made to be measured. It’s the best indicator of cultural health in your organization. Let’s talk about how to measure it effectively.
Every effective psychological safety assessment has these 5 things:
(1) A valid, quantitative instrument.
(2) Space for qualitative feedback.
(3) Org-wide reports, team-level data.
(4) Demographic data capability.
(5) Built-in forward momentum.Learn more about PSindex™: https://www.leaderfactor.com/psychological-safety-survey
Watch the episode on YouTube: https://youtu.be/1ZM5ymESJ9g
Or download the episode resources: https://www.leaderfactor.com/resources/measuring-ps-what-most-l-d-leaders-dont-realize -
Your career, business, and closest relationships are only as good as your emotional intelligence. And your ability to improve your EQ is only as good as your ability to measure it.
Every effective EQ assessment has 5 things: (1) a valid, qualitative instrument, (2) multi-rater feedback, (3) real accountability mechanisms, (4) consideration of internal/external motivation, and (5) built-in forward momentum.
In this episode of The Leader Factor, hosts Tim and Junior dive into an EQindex™ self-assessment sample report to discuss what to look for when evaluating emotional intelligence instruments and how to use an EQ assessment in a coaching scenario.
Watch the episode on YouTube: https://youtu.be/ns1l3aQ37FI
Learn more about EQindex™: https://www.leaderfactor.com/eqindex
Download the episode resources: https://www.leaderfactor.com/resources/measuring-eq-what-most-l-d-leaders-dont-realize -
Psychological safety is the collective emotional intelligence of a team. This relationship between emotional intelligence and psychological safety is the anatomy of culture in an organization, and both should be at the foundation of all development efforts.
In this episode, hosts Tim and Junior share what they’ve learned after years of programming and sequencing both psychological safety and emotional intelligence training in major organizations worldwide, and how you can improve both at the individual, manager, and organization levels.
For the full learning experience, watch this episode on YouTube: https://youtu.be/pS-G4iF4BGE
Or download the episode resources: https://www.leaderfactor.com/resources/psychological-safety-the-collective-eq-of-a-team
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As leaders, we need to develop the type of intent necessary to have healthy influence. We need to ask ourselves the question: Do I actually care about my team? And if so, is that evident in my behavior, values, and interactions?
If we don't account for the fundamental beliefs a person has about themselves and others, we can easily promote, support, and encourage leaders with manipulative tendencies. Emotional intelligence frameworks that can’t account for the motivation and intent side of influence are broken from the get-go.
In this episode of The Leader Factor, Tim and Junior share The Spectrum of Influence framework, discuss influence's two failure patterns, and share 5 tactical behaviors to improve your social regard as a leader.
For the full learning experience, watch the episode on YouTube: https://youtu.be/uu6FLZtc4gE
Or download the episode resources: https://www.leaderfactor.com/resources/do-you-actually-care-about-your-team -
Humans in the workplace engage in millions of daily interactions. Some are effective, and some, well, aren’t. Your emotional intelligence (EQ) determines your ability to interact effectively with other humans. It’s your delivery system through which you share your knowledge, experience, and skills with others. If your delivery system is broken or inefficient, your influence won’t translate or make the right impact.
This means that to achieve high performance, you don’t just need great technical skills (IQ), you need a great delivery system (EQ). Some organizations promote leaders and managers based on their technical skills alone. These leaders lack the interpersonal skills (EQ) they need to contribute effectively while contributing indirectly.
In this episode, hosts Tim and Junior discuss why leaders and managers are obligated to improve their interpersonal skills and emotional intelligence, and how to get started. If you're a manager and you're moving from direct to indirect contribution, if your primary job, purpose, and stewardship is to contribute indirectly through other people, then you have to improve your delivery system. There’s no other option.
For the full learning experience, watch the episode on YouTube: https://youtu.be/l77Og1MR_v8
Or download the episode resources: https://www.leaderfactor.com/resources/eq-your-delivery-system -
Are you paying attention to the rate at which your skills as a leader are being commoditized?
In this episode of The Leader Factor, hosts Tim and Junior put a new spin on Joseph Pine's 1998 article, The Experience Economy. They draw parallels between an economy's differentiation and commoditization cycle and how a leader's skills can become commoditized over time.
As commoditization eats away at old forms of differentiation, organizations are being forced to find new ways to provide differentiated value in the marketplace. This shift has reshaped consumer expectations and holds profound implications for leadership in today's experience-driven world.
The problem? Many 21st-century leaders still use agrarian, industrial, and service leadership methods in this experience economy. As a result, organizations are bleeding talent, stifling innovation, and galloping toward commoditization and extinction.
For the full learning experience, watch the episode on YouTube: https://www.youtube.com/watch?v=Fe9YbYl3C-4Or download the episode resources: https://www.leaderfactor.com/resources/the-experience-leader
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Can you be candid about change at work? Challenger safety satisfies the basic human need to make things better. It allows us to feel safe to challenge the status quo without retaliation or the risk of damaging our personal standing or reputation. As the highest level of psychological safety, it matches the increased vulnerability and personal risk associated with challenging the status quo.
Listen in as hosts Tim and Junior discuss how to build Stage 4: Challenger Safety individually, within a team, and throughout an organization.
For the full learning experience, watch the episode on YouTube: https://www.youtube.com/watch?v=7WIx3wcvG-s
Download the episode resources: https://www.leaderfactor.com/resources/how-to-build-the-4-stages-of-psychological-safety
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Can you create value for your team? Contributor safety satisfies the basic human need to make a difference and offer meaningful contributions. When we create contributor safety for others, we empower them with autonomy, guidance, and encouragement in exchange for effort and results.
Listen in as hosts Tim and Junior discuss how to build Stage 3: Contributor Safety individually, within a team, and throughout an organization.
For the full learning experience, watch the episode on YouTube: https://www.youtube.com/watch?v=bCijFFN7t5w
Download the episode resources: https://www.leaderfactor.com/resources/how-to-build-the-4-stages-of-psychological-safety
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We can either cultivate or crush, nurture or neglect, stimulate or stifle learner safety, the second stage of The 4 Stages of Psychological Safety. When we have learner safety we feel safe as we ask questions, give and receive feedback, experiment, and admit when we don’t know.
As the highest form of enterprise risk management, learner safety opens the door to innovation. Leaders committed to safeguarding learner safety know that learning is the source of competitive advantage.
An emotionally bruised learner is a cognitively impaired learner. An emotionally empowered learner is a cognitively enabled learner. The choice is yours: What kind of risk will you entertain in your culture? The risk of learning, or the risk of not learning?
Listen in as hosts Tim and Junior discuss how to build Stage 2: Learner Safety individually, on a team, and in an organization.
For the full learning experience, watch the episode on YouTube: https://www.youtube.com/watch?v=bND6XuFrEVQ
Download the episode resources: https://www.leaderfactor.com/resources/how-to-build-the-4-stages-of-psychological-safety
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This episode is the first in a four-part series on How to Build The 4 Stages of Psychological Safety. Listen in as hosts Junior and Timothy R. Clark, author of The 4 Stages of Psychological Safety book, share in-depth insights into the thinking behind the 4 Stages framework. The episode covers the history behind psychological safety as a concept, what psychological safety is not, where vulnerability fits into the equation, and how to activate the power of diversity through inclusion. As always, they also share 3 practical ways to create inclusion safety on your teams.
To see the slides and host annotations for the episode, watch it on YouTube: https://youtu.be/zDDBkfA0BFk
Or download the resources from the episode here: https://www.leaderfactor.com/resources/how-to-build-the-4-stages-of-psychological-safety -
In this final episode of the Micro-coaching and Accountability series, Tim and Junior take the previous two frameworks, The Coaching Continuum and The Three Levels of Accountability, and put them together into the ultimate diagnostic tool for leaders. Think of this matrix as a model to operationalize coaching on a dynamic team.
Your objective? To move the individuals you work with up and to the right. To transfer critical thinking and ownership and increase their capacity through coaching. Leaders who coach their people all the way to box nine end up with a team of full thinking partners who are highly skilled, think critically, and take ownership of their roles. They’re encouraging outcome-oriented, future-focused employees who thrive in autonomy and accountability.
For the full learning experience, watch the episode on YouTube: https://youtu.be/Uwf4uMvsavs
Download the resources from the episode: www.leaderfactor.com/resources/micro-coaching-and-accountability
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Accountability means being answerable for performance. The scope and levels to which we are held accountable vary based on role, willingness, skill, and need. But we can all agree that organizations function based on shared accountability. This means that as teams increase their capacity for accountability, organizational function will also increase.
So how do we become accountable to the unenforceable, ourselves? Here’s another diagnostic tool that you can use to determine where your people work currently, and where they want to be. The 3 Levels of Accountability illustrate the relationship between autonomy and accountability and help us set our sights on the ultimate goal: Outcome-level accountability.
For the full learning experience, watch the episode on YouTube: https://youtu.be/jMBu1jgo8vE
Download the resources from the episode: https://www.leaderfactor.com/resources/micro-coaching-and-accountability
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In this first episode of a 3-part series on Micro-coaching and Accountability, Tim and Junior introduce us to The Coaching Continuum, a framework that can be used to identify coaching patterns in leaders. It runs from “Tell” on one side to “Ask” on the other.
A leader has one primary objective: To expand the capabilities of the people they lead by increasing their ownership and critical thinking skills. There are two levers that a leader can pull to do this. They can model, or they can coach. Those who rely on directive, one-sided interactions to manage their people will breed dependency and learned helplessness. Those who use inquiry-based conversation in their management will create facilitated self-discovery. Effective leaders use both ends of the spectrum. Where on the continuum do you fall?
For the full learning experience, watch the episode on YouTube: https://www.youtube.com/watch?v=S4jOPXTMT8M
Download the resources from the episode: www.leaderfactor.com/resources/micro-coaching-and-accountability
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