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25 results (expanded search) for "heifetz"
Leadership
Distinguishing Technical vs. Adaptive Challenges
Before solving any problem, ask: do we need an expert with a ready answer (technical), or do the people themselves need to change (adaptive)?
Leadership
Distinguishing Technical from Adaptive Challenges
Classify your problem: technical (known solution) or adaptive (requires shifting minds and values)? Confusing them is leadership failure #1.
Leadership
Regulating Distress: Not Too Low, Not Too High
Change needs enough pressure for people to move, but not so high they crack. Be your team's thermostat.
Leadership
Getting on the Balcony: Seeing Dynamics
Mentally exit the meeting and look at it from above. What's really happening, beyond what's being said?
Leadership
Getting on the Dance Floor: Smart Intervention
After the balcony, you must descend. What's the smallest intervention opening the biggest change?
Leadership
Identifying Loyalties: To Whom Does Each Person Owe Allegiance?
People resist change not from laziness, but because their loyalties are at risk. Discover the loyalty before expecting movement.
Leadership
"Getting on the Balcony": The Observation Technique
Mid-meeting or mid-conflict, mentally step back and imagine watching from above — who's speaking? who's avoiding? what's the real pattern?
Leadership
Managing the Pain of Change Deliberately
Real change needs some tension, not zero — your role isn't removing all discomfort, but keeping it within a range that produces learning, not collapse.
Leadership
Identifying Informal Authority Holders
Who is actually consulted before any important decision, even without the formal title? Find them before launching a major change.
Leadership
Holding Steady Under Stakeholder Pressure
When stakeholders pressure you to abandon a necessary change because it's "uncomfortable", distinguish pressure that warrants stopping from pressure that's just expected resistance to change.
Leadership
Experimentation Mindset for Adaptive Problems
There's no ready solution for adaptive problems — treat your next solution as a small learnable experiment, not a final plan that must succeed on the first try.
Leadership
Adaptive Leadership Retrospective
After leading a major adaptive change, ask 4 questions revealing your real impact as a leader, not just the project's surface success.
Social
Naming the Other's Feeling Precisely
Do not say "I know how you feel". Name the feeling with a precise word and verify it.
Social
Daily Emotion Wheel
Pick 3 emotions on a Plutchik wheel (level 2) you feel now — precise labeling = calm.
Social
Self-Compassion Break
In suffering, apply Neff's 3 steps: acknowledge, common humanity, self-kindness.
Social
Restructure a Troubling Belief
Trigger event → thought → distortion → counter-evidence → reframe.
Social
Label Other's Emotion Precisely
Replace "you seem upset" with wheel-precise: "you seem frustrated because...".
Social
Mood Journal 3x Daily
Log mood (1-10) AM, noon, PM with a one-word cause — discover your patterns.
Social
ABC Trace for an Anger Flare
In anger, dissect: Antecedent → Belief → Consequence.
Social
Catch Emotional Contagion Before It Spreads
When entering a room or call, note your mood before and after to see what you "caught".
Social
Co-Regulating With a Distressed Person
When someone near you is distressed, lower your own voice and pace first — your calm body lends calm.
Social
Spot Your Own Alexithymia Pattern
When you reflexively say "I'm fine", pause and ask your body 3 questions before accepting the default answer.
Social
Notice Your Emotional Labor Today
Count how many times you "performed" a smile or enthusiasm you didn't actually feel at work today.
Social
Micro Mood-Repair Technique
When your mood dips mid-social-day, apply a 90-second intervention before it spoils your interactions.
Social
Test Your Empathic Accuracy
After guessing what a close person feels, verify explicitly instead of trusting your hunch alone.