• leadership is not about telling people what to do and how to do it
• all investments in human beings are long term
• the approach spread from the bottom up, now the book is on the official reading list of two Navy’s (including New Zealand)
• “I intend to” does not mean they get to do it – gives psychological ownership and to spark the conversation
• thinking out loud is about saying what is going on in our head, this even works when teaching your children how to drive!
• feed the beast – don’t respond by hiding, feed them with as much information as you can as data puts you in control
• you can’t empower people, you can only unempower them
• you give control while ensuring competence and clarity
• whilst not telling people what to do can be good for their learning, sometimes you just need to tell people what to do (in the absence of competence and clarity)
• good to have you team hold you accountable when you fall back to old habits
• deal with the “frozen middle” by giving them decision making authority they previously didn’t have
• when learning about a new team ask “what do you hope I will change” and “what do you hope I won’t change”, this is easy when you have not created the culture
• “I imagine a world where we all find satisfaction in our work” – you need embrace your fears, on a submarine that can be fear of death
• need to seek permission to proceed and embrace feedback rather than pursuing signoff
• instead of saying “are you sure?”, ask “how sure are you?”
• David is working on a couple of new books – a book of success stories and a colouring book
• when talking to yourself, use the third person for motivation
• signup for a weekly leaderhip nudge on David’s website

TheAgileRevolution-106 (40 minutes)