So I loved talking with Heather Dominick today. It was such an interesting conversation.
And what I noticed is that all of the things that Heather's suggested, sort of acceptance, and all of this is a part of improving feedback loops. We don't want people to be overwhelmed because we want them to take the information. We want them to be able to share information.
So if we look at the experimental leader, sort of that's the principle. It's improving these feedback loops if people aren't reactive and they can respond in those ways.
I love the idea that radical acceptance of so many things can change the way that we do in our work as leaders. I have a challenge for you. And that is for the next couple of weeks. I want you to look at where you can use radical acceptance of uncertainty in the way you lead.
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