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60 results (expanded search) for "leadership-team-coaching"
Leadership
Group Coaching Facilitation Basics
In group coaching, your role isn't answering but fairly distributing attention and turning one person's problem into collective learning.
Professional
SBI Feedback Model
Deliver effective feedback in 3 parts (Situation—Behavior—Impact) so the other person hears you without defensiveness.
Professional
2-Way vs 1-Way Door
Classify decision: reversible (2-way door) or not (1-way)? Required speed differs.
Professional
Disagree and Commit
If you disagree and weren't convinced, state disagreement, then commit to execution as if it were yours.
Professional
GROW Coaching Question
Instead of solutions, ask GROW: Goal-Reality-Options-Will — let person craft his solution.
Professional
5W1H Lead
Open any writing with Who-What-Where-When-Why-How in one paragraph.
Social
"What Am I Forgetting to Ask You?"
After a deep talk, ask: "What do I need to ask that I haven't?" — a trust revealer.
Social
Share Your Failure Story First
To open trust in a new team, share your failure first — others will open up.
Social
Team Psychological-Safety Check
Anonymously ask Edmondson's three questions to score your team's psychological safety.
Social
Prep 1-on-1 With Manager
Prep your 1-on-1 with SBI + GROW: situation, behavior, impact, then open GROW questions.
Social
Prep First Mentor Meeting
Prep your first mentor meeting with GROW + one single specific question.
Social
Powerful GROW Questions
Practice asking open GROW questions instead of giving advice in every mentoring meeting.
Social
Mentor Give-Back Ritual
Design a quarterly give-back ritual for your mentor (written thanks, referral, intro).
Social
Personal Board of Mentors
Design a 5-mentor board: technical, strategic, life, spiritual, peer.
Social
Short Group Mentoring
As mentor: organize a 60-min GROW group session for 4 people.
Social
Mentor-Need Matching
Use a matrix to match the right mentor with your real need before asking.
Social
Peer Mentorship
Form a peer duo/trio committing to monthly GROW.
Social
Reverse Mentorship
Mentor a younger person in new tech/culture, and learn from them in return.
Social
End Mentorship Gracefully
When mentorship phase ends, close it with a gratitude meeting + redefine the relationship.
Social
Mentor vs Sponsor: The Distinction
Identify who is your mentor (teaches) vs sponsor (opens doors) — both crucial.
Social
Break Isolation With Tea Invite
Invite one person weekly for a simple 30-min tea — builds community fabric from zero.
Administrative
Free sample · no sign-in
Silent Reading Meeting Start
Open the meeting with five minutes of silent reading of a written memo instead of slides.
Administrative
Five-Level Delegation Ladder
Delegate each task at one of five explicit levels instead of just "do it" or "don't".
Administrative
Non-Delegatable Task List
Explicitly write a list of 3-5 tasks you never delegate, and delegate everything else without hesitation.
Administrative
Project Pre-Mortem
Before starting, imagine the project failed in six months and write down why.
Administrative
7-Question Delegation Brief
Before any delegation, answer 7 questions in writing — send them with the handover.
Administrative
Post-Delegation SBI Feedback
After any delegated task completes, deliver feedback in Situation-Behavior-Impact format.
Administrative
Team Handbook
One document answering every "how do we work here?" question for new hires.
Leadership
Free sample · no sign-in
Pre-Mortem: Imagining the Decision Failed
Before committing to a big decision, imagine it failed a year from now and list three primary causes.
Leadership
Crafting a 25-Word Vision Statement
Compress the organization's aspiration into one sentence under 25 words that any employee can recite.
Leadership
BHAG: Big Hairy Audacious Goal
Choose a 10-25 year goal with a 50% probability that inspires both excitement and fear.
Leadership
Hedgehog Concept: Passion-Excellence-Engine Intersection
Find the intersection of what your team loves, what it can be best-in-world at, and what drives the highest return.
Leadership
Blue Ocean: The ERRC Strategy Canvas
Identify what to eliminate, reduce, raise, and create relative to your industry to build a competition-free market.
Leadership
Porter's Five Forces: Dissecting Industry Profitability
Analyze five competitive forces to understand why your industry is profitable (or not) and who captures the value.
Leadership
Three Horizons: Balancing Today and Tomorrow
Allocate investment and leadership time across running today's business, scaling emerging ventures, and seeding tomorrow's.
Leadership
Business Model Canvas: 9 Building Blocks on One Page
Map your business model in 9 boxes (customer, value, channels, relationships, revenue, resources, activities, partners, costs) on one page.
Leadership
Theory of Change: From Activity to Impact
Draw a logical chain: inputs → activities → outputs → outcomes → long-term impact.
Leadership
Moonshot Framing: 10x Not 10%
Instead of "How to improve 10%?", ask "How to achieve 10x?" to force the team to think from first principles.
Leadership
3-Scenario Planning
Craft three plausible futures (optimistic, base, hard) and test your decisions against each.
Leadership
70% Information Decision Rule (Bezos)
Don't wait for 90% information; major decisions are made at 70% — beyond that is costly delay.
Leadership
Devil's Advocate
Designate one person — or take the role yourself — as official critic before approving any major decision.
Leadership
Red-Team Exercise
Task a separate team with attacking your plan as if they were a smart adversary — before reality discovers it.
Leadership
Crafting a Big Hairy Audacious Goal (BHAG)
Define one 10-25 year goal so audacious it scares you, uniting leadership around a single ambition.
Leadership
Annual Theme in Two Words
Pick two words that summarize the year's priority, replacing many goals with one shared focus.
Leadership
Defining the North Star Metric
Pick one metric that measures the value delivered to your customer, anchoring every decision to its success.
Leadership
Strategy on One Page
Summarize company strategy in 5 boxes on a single A4, capturing everything that matters.
Leadership
Wildly Important Goals (WIGs)
Pick 1-3 goals max that create real difference, ignore the rest for 6 months.
Leadership
Stop-Doing List
Instead of a "start-doing" list, build a "stop-doing" list: what activities to cease to free energy for the most important?
Leadership
GROW Model for Coaching Conversations
A 30-min conversation with a report: Goal, Reality, Options, Will — to grow their thinking instead of giving answers.
Leadership
Bank of 10 Powerful Questions
Memorize 10 coaching questions that open any conversation, replacing answers 80% of the time.
Leadership
Finding a Mentor Practically
Instead of "will you be my mentor?", request a specific 30-min meeting around one question.
Leadership
Feedforward Coaching
Instead of feedback on the past, ask reports for future suggestions — less defensiveness, higher application.
Leadership
Multiplier vs. Diminisher Diagnosis
Determine if you multiply your team's intelligence or drain it via 5 specific leader behaviors.
Leadership
Designing the Weekly 1-1
30 weekly minutes with each direct report, following 3 questions only: what, how, where stuck.
Leadership
Build SBI Feedback for Reports
Frame feedback in 3 sentences: Situation, Behavior, Impact — strips bias, refocuses on behavior.
Leadership
Radical Candor Matrix
A 2×2: "Care Personally × Challenge Directly". Know which quadrant you're in with each report.
Leadership
Stay Interview
30 min with a top performer, 5 questions on "why you stay and why you might leave" before they actually consider leaving.
Leadership
Mini 360 Feedback
Ask 8 people around you 3 questions: what do I do well? what should I stop? what would you stop me from doing if you saw?
Leadership
Diagnosing Your Reaction to Feedback
3 triggers reject valid feedback: Truth, Relationship, Identity. Know which fires in you.
Leadership
Trust Equation
Trust = (Credibility + Reliability + Intimacy) ÷ Self-Orientation. Rate each component with 5 people.