Kim Scott

And I felt like it was important for me to say something because for my career, because if he thought I shouldn't even be working, he definitely was going to think I shouldn't travel and he was going to try to prevent me from going on trips. And I didn't need that at that moment in my career. So that's an example of.

using an it statement to really block someone's and to just show someone like we can disagree. There's a whole host of topics about which we can disagree and still work together. And so that I think is really important, especially in this moment in time where half of the nation disagrees so vehemently with the other half of the nation as it's important for us to learn how to work together better.

using an it statement to really block someone's and to just show someone like we can disagree. There's a whole host of topics about which we can disagree and still work together. And so that I think is really important, especially in this moment in time where half of the nation disagrees so vehemently with the other half of the nation as it's important for us to learn how to work together better.

using an it statement to really block someone's and to just show someone like we can disagree. There's a whole host of topics about which we can disagree and still work together. And so that I think is really important, especially in this moment in time where half of the nation disagrees so vehemently with the other half of the nation as it's important for us to learn how to work together better.

Yeah. And I try to do that with radical respect as well.

Yeah. And I try to do that with radical respect as well.

Yeah. And I try to do that with radical respect as well.

I think that it's really important for leaders to remember that one of the most important things they can do is solicit feedback. They can lay their power down and get on a level playing field with others. In fact, Amy Edmondson and I wrote an article together about how important soliciting feedback, not giving it, but soliciting feedback is to creating that culture of psychological safety.

I think that it's really important for leaders to remember that one of the most important things they can do is solicit feedback. They can lay their power down and get on a level playing field with others. In fact, Amy Edmondson and I wrote an article together about how important soliciting feedback, not giving it, but soliciting feedback is to creating that culture of psychological safety.

I think that it's really important for leaders to remember that one of the most important things they can do is solicit feedback. They can lay their power down and get on a level playing field with others. In fact, Amy Edmondson and I wrote an article together about how important soliciting feedback, not giving it, but soliciting feedback is to creating that culture of psychological safety.

And the part of the reason why I think it's so important for leaders to really prevent bias, prejudice and bullying from getting in their team's way of collaborating is that The whole point of hiring people is to encourage them to make a contribution.

And the part of the reason why I think it's so important for leaders to really prevent bias, prejudice and bullying from getting in their team's way of collaborating is that The whole point of hiring people is to encourage them to make a contribution.

And the part of the reason why I think it's so important for leaders to really prevent bias, prejudice and bullying from getting in their team's way of collaborating is that The whole point of hiring people is to encourage them to make a contribution.

I mean, there's no point at all in hiring great people and then telling them to sit down and shut up, which is really what bias, prejudice and bullying in different ways do to people.

I mean, there's no point at all in hiring great people and then telling them to sit down and shut up, which is really what bias, prejudice and bullying in different ways do to people.

I mean, there's no point at all in hiring great people and then telling them to sit down and shut up, which is really what bias, prejudice and bullying in different ways do to people.

And so I think it's important for leaders to learn how to teach their teams to disrupt bias in the moment, because if we ignore bias, if we ignore that joke, if that joke was biased or I don't know whether the joke was biased or prejudiced, but if we ignore these comments, then we reflect and reinforce them.

And so I think it's important for leaders to learn how to teach their teams to disrupt bias in the moment, because if we ignore bias, if we ignore that joke, if that joke was biased or I don't know whether the joke was biased or prejudiced, but if we ignore these comments, then we reflect and reinforce them.

And so I think it's important for leaders to learn how to teach their teams to disrupt bias in the moment, because if we ignore bias, if we ignore that joke, if that joke was biased or I don't know whether the joke was biased or prejudiced, but if we ignore these comments, then we reflect and reinforce them.

It's also really important for leaders to create a space for conversation, to talk about where that line is on their team between one person's freedom to believe whatever they want, but not to impose it on others, because there's not an absolute I can't tell you where that line is on your team. Like you've got to define it for yourself.