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Search for the skill or situation you want to work on, such as focus, negotiation, or setting boundaries. Open a practice to read its steps before choosing what suits you.
60 results (expanded search) for "self-leadership"
Leadership
Leadership Identity Statement
Complete "I'm a leader who…" 7 times without mentioning your job title. Identity is deeper than role.
Leadership
Sorting Your 5 Leadership Values
From 30 values, pick only 5 — very hard but reveals what truly matters.
Leadership
Four-Dimensional Energy Portfolio
Your energy = 4 dimensions: physical, mental, emotional, spiritual. Rate 1-10 and plan for weakest.
Leadership
The 90-Day Plan (Watkins)
In transition to a new role: 30 days listen, 30 plan, 30 execute. Avoid "prove myself immediately" trap.
Leadership
Crafting a Personal Mission Statement
3-5 sentences answering: why are you here? For whom? By what values? Guides next years' decisions.
Leadership
Discovering Your Ikigai
Intersection of 4 Japanese circles: what you love, are good at, world needs, can be paid for. Ikigai = your purpose.
Psychological
Parts Identification (IFS)
Within you are parts — critic, scared, child. Meet them one by one.
Psychological
Self-Energy Meeting
Beneath noisy parts is a calm curious compassionate "Self" — meet it.
Psychological
Outsider Witness Map
Ask 3 who know you to tell you "who you are in their eyes" — discover forgotten self.
Psychological
Symbolic Self-Portrait
Draw self as symbol/animal/scene — discover self unconsciously.
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
5W1H Lead
Open any writing with Who-What-Where-When-Why-How in one paragraph.
Professional
Start-Stop-Continue Self
Each month, write 3 behaviors to start, 3 to stop, 3 to continue.
Social
Ask "What Do I Need?"
When triggered, ask self: "what unmet human need?".
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.
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.
Leadership
Ideal Team Player Diagnosis
3 virtues (Humble, Hungry, Smart) for ideal team player. Diagnose your team against them.
Leadership
Designing 3 Team Rituals
Simple recurring rituals build culture more than statements. Design 3: daily, weekly, monthly.
Leadership
High-Performance Team Diagnosis (Katzenbach)
6 criteria: small number, complementary skills, common purpose, performance goals, work approach, mutual accountability.
Leadership
Culture Map for Global Teams (Meyer)
8 cultural scales (communicating, evaluating, persuading, leading, deciding, trusting, disagreeing, scheduling) to understand why your global team clashes.
Leadership
Stop-Start-Continue Team Review
45 min per quarter: what to stop, start, continue. Simplest team evolution tool.
Leadership
Seven Levels of Delegation
Instead of "delegate or not", define precise level: 1 (Tell) to 7 (Delegate fully).
Leadership
Monkey Management
Each time a report brings a problem, the monkey jumps on your back. Your job: keep it on theirs.
Leadership
Context, Not Control (Netflix)
Instead of directing reports, give them full context to decide confidently themselves. You do this as leader.
Leadership
Granting Full Ownership
Instead of delegating "a task", delegate "an outcome". Report decides the how themselves.