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Loved this podcast episode!

Trash take

OMG. This is so powerful. I worked for the state of Washington for 7 years and there was no psychological safety. I knew I feared them and I was frightened for my job every single day and psychological safety nailed what I was feeling. None of my basic needs were met. When I spoke up for my employee rights I was harassed, intimidated shamed and blamed into constructive discharge

Great discussion. You can't change or improve by using the same thinking that created the current situation

Right ✅️

The Tongue has no bones... but it is Strong Enough to Break a Heart.

Innovation requires deviation. LOVE this!

"Toxic workplaces activate the same neural pathways as physical pain." So good! Thanks Tim and Junior for another great episode!

I've wanted to grab a few people by the lapels myself, more than once. I can't begin to say how much value I continue to get from your work. In particular I appreciate the way you both share your own examples, etc. . The gem that stuck out to me today... Toxic workplaces trigger the same autonomic nervous system responses as someone who hits you in the face.

Thank you for this! I just requested the resource and I'm hoping the reference to the Harvard Review piece you mentioned is in there. 🤞 Several light bulb moments in this one but particularly like the concept that innovation requires deviation. This gets right up into the face of the culturally stagnate phrases, "it's just the way we do things" or "if it's not broke don't fix it." If its not broke, it obviously doesn't need fixing, but it always need innovating! Thank you!

Interesting to think about how fear doesn’t just suppress creativity but also messes with the feedback loop, which leads to bad decisions at the top. Love this!

It’s fascinating that toxic cultures aren’t built intentionally. They’re the default. “If you’re not innovating, you’re doing this.” -Dr. Clark

Thank you for such a wonderful leagacy you are creating in our professional life 👏👏👏👏

Completely besides the point. I really like the buzzcut with longer beard look.

Great episode! Love how it was all broken down and explained. Sadly, most of my Legacy experience has been on the side where we had to "wait them out" in order to foster change. Thank you. Great information and I downloaded the guide so that I may share with my current leadership, who currently is phenomenal.

Absolutely true

Good in words, quite difficult to put into practice

"Observation and Imitation" Love it! Great episode.

Thank you so much for the insightful and thorough training on Emotional Intelligence! As someone new to the field, I was finding it challenging to connect the concepts in Daniel Goleman’s book, but your video has truly been an eye-opener. The breakdown of the six domains and 30 skills has clarified everything and made it all come together perfectly. Now, I feel confident continuing my research with a much clearer understanding. Thank you for the fantastic work you've put into this!

I really appreciated Tim's comment about change fatigue. In doing my graduate work, I experienced this significantly as numerous new initiatives rolled out during the implementation of my QI project. There was no effort or sacrifice left for the team to give. Although there were other barriers, the change fatigue barrier was the biggest lesson learned and takeaway of my paper. Thanks for discussing this most important topic.

I found the value equation even very useful for StartUps as you need to be able to share the big vision, but also need to be pragmatic about the baby-steps. As we bootstrap a lot in the beginning, it is important to do quarterly assessments to keep the team motivated as well as to provide a realty-check on the overall progress. Thanks you for this great episode. Very helpful.

Wow! Incredibly powerful content.

Thank you for this video! I forwarded it to my supervisors.

Thank you

I think it's solved.

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.

😮

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

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!