Tough On Results, Gentle On People

“Human kindness has never weakened the stamina or softened the fiber of a free people. A nation does not have to be cruel to be tough.”

When all that matters are numbers, eventually, people don’t matter. Great leaders consistently focus on people and performance. Be tough on results, gentle on people.

Set high standards, and serve your people. Results will follow. Don’t give up. I’ve seen too many leaders give in, and lower their standards to “be nice,” or taking a “no more mister nice guy” approach when results don’t move quickly. Create the balance and stay the course.

Tough on Results

Tough goals lead to breakthrough change. Tight standards lead to exceptional performance. Scary projects cause growth. Straight talk paves the road to improvement.

Winners want to improve and win. Allowing people to under achieve is mean. Serve through challenge. Energize through stretch.

  • Set aggressive targets
  • Maintain high standards of behavior
  • Demand quality and excellence
  • Hold people accountable
  • Require engagement
  • Talk straight about opportunities
  • Require great leadership
  • ?

Gentle on People

Scaffold growth. Inspire confidence. Take time to teach. Protect and defend. Shield the team from chaos.

  • Speak kindly
  • Offer support
  • Listen to concerns
  • Develop necessary skills
  • Celebrate behaviors
  • Allow mistakes
  • Reward teamwork
  • ?

The balance leads to tricky situations. Poor performers who don’t improve, will need to go. Remain compassionate and help them find a better fit. High-performers who are mean to others, can’t stay either. Real leaders balance tough with gentle, and teach others through their actions.

Real leadershipThis is a continuation of the LGL REAL (Results, Energy, Authenticity, and Learning) Leadership Series. Starting with “Results.” To have the discussion delivered directly to you, please enter your email to subscribe.

Great Leadership Produces Great Results. But…

Great leadership produces great results. But, sometimes leadership qualities that should work, don’t.

 “Good” leaders with weak results,

  • spend so much time on people, they forget about the plan
  • are over-using positive strengths
  • worry too much about being liked
  • give up too soon, and revert to command and control
  • (what would you add?)

I want you to lead with compassion, empathy, transparency and love. I want every human being you touch to be better because you led them. But, that’s not enough.

4 Signs of Great Results

Results make your brand and impact your team’s reputation. Great results are more than graphs trending in the right direction. Build results that meet these criteria.

  1. Make a DifferenceCreate an inspired vision. Find the sweet spot between passion and purpose. Pick projects that matter to you and the company. If you’ve got 10 priorities, nail the ones with the biggest impact. Create change. Turnaround problems. Leave positive footprints wherever you lead. When you start a new job, identify what you want the team to be known for, and lead toward that legacy.
  2. Can Be Replicated – Results that can’t be replicated are luck. Understand your success. Isolate the variables. Share your secrets and teach your approach to others. A helpful post, Unintended Consequences: Fix This, Break That.
  3. They Last – The true sign of leadership is what happens when you walk away. Teach while you lead. Build confidence and competence. Establish a vision that outlasts your leadership. Build passion and engagement. Get specific about needed behaviors, and develop them. Adjust as needed. Create interdependent success. Leave a remarkable successor.
  4. You Can Explain Them – Identify the most important metrics and understand the trends. Isolate and correlate the variables. Get good at powerpoint, and positioning your story. Teach your team to talk to executives. Some posts that will help: Teaching Your Team Executive Presence  and Teaching Your Team to Talk Strategy

Side Effects of Great Results

Lead well, with great results and you’ll be unstoppable.


  • greater responsibility and broader influence
  • freedom to lead creatively
  • top talent looking to work with you
  • satisfaction
  • fun

Real leadershipTune-in tomorrow to hear more about being tough on results, gentle on people. In fact, why not subscribe, so you never miss a post. 

Real Leadership: Defining Your Personal Leadership Paradigm

“Real isn’t how you are made,’ said the Skin Horse. ‘It’s a thing that happens to you…It doesn’t happen all at once,’ You become. It takes a long time. That’s why it doesn’t happen often to people who break easily, or have sharp edges, or who have to be carefully kept.”

It didn’t happen all at once. Somewhere along the line, I began the journey toward REAL. Lately, it’s occurred to me that no matter what, my calling is growing leaders. Extraordinary, fearless leaders, working toward great ends. Not just in my day job, but in the world too. There are so many humans “up to something” great. I want to help. Next came how. Then what. That’s the journey.

I used to dicker over competency models, what was more important, “results orientation” or “results focus.” Who cares. Now, I’m just pragmatic. For God’s sake (and others) pick one. NOW. Pick a framework and start growing leaders towards it.

What’s REAL Leadership?

In my upcoming posts, I’ll share with you my 4-pronged REAL model: Results, Energy, Authenticity, Learning.

More importantly, I want you to reflect on your leadership paradigm.
  • What’s growing on your tree?
  • Where did the seeds begin?
  • What are you growing toward?
  • What’s your leadership paradigm?

I’ll share my model as instigation. Fight with me, challenge me. Expand my thinking. Help me to be more REAL in my leadership and inspiration. Share yours. What’s REAL for you. Let’s grow together.

 Not yet, part of the LGL community? Enter your email to subscribe.

P.S. Tomorrow, I start a three part series on the “Results” branch of the model. Feel free to add links to any related posts in your comments as well.

*Image copyright 2013 Let’s Grow Leaders

Change Your Mind, Engage Their Hearts

“If you never change your mind, why have one?”
~ Edward de Bono

Weak leaders stay the course to save face. Afraid of looking silly, dumb gets dumber. Strong leaders eat crow for dinner (tastes like chicken).

When You Must Change Direction

You’ve taken a strong stand, rallied people around your vision, and worked hard to engage their hearts and minds. You’ve got momentum.
But life’s messy. Circumstances change. New information. Changing dynamics. Competing pressures. You can change your mind without looking foolish. In fact, changing course elegantly builds credibility.

How to Change Your Mind

  1. Be Honest – Start with yourself. Understand what you’re changing and why. Be clear about what’s changed the information, the circumstances or just your viewpoint. Be sure you can explain it to yourself first. If you were wrong, that’s okay. Be ready to admit that.
  2. Communicate – Be honest with others. Be straightforward. If you were wrong, say so. If circumstances changed, explain the dynamics. Use this as an opportunity to model and teach leadership.
  3. Say Thank You – Thank them for their commitment and support. Acknowledge effort, and explain why it’s not wasted.
  4. Engage – If venting is necessary, take a minute. Address concerns. Explain more.
  5. Communicate Consistency – Remind them of what hasn’t changed. Vision. Core values. Teamwork. Works great as a conversation.
  6. Solicit support – Describe the new vision. Ask for support. Describe specific behaviors.
  7. Establish next steps – Set time to check in.

Christmas In July: How To Make Everyday Magic

It was a sweltering July day, the heat wave had been going on for weeks. We only had a window air conditioner in one room in the house. It was starting to feel crowded. My mom had used up her usual tricks to stay cool the library, the movies, peppermint stick ice cream with chocolate sprinkles. And then on the 25th of July, we woke up to Christmas carols blaring throughout the house, and the smell of French Toast and bacon. “No swimming lessons today girls, it’s Christmas in July.”

We ran downstairs and sure enough our kitchen table was covered in paper snowflakes and a small pile of fun little gifts. We forgot about the heat. What a morning what a mom.

Finding Christmas in July

Leaders create extraordinary. Magic moments require effort, not money. All told, I bet that “Christmas” cost less than $30, and yet it stands out more than the real deal.

Create leadership magic through:

  • Creativity
  • Absurdity
  • Surprise
  • Effort
  • Silly
  • Caring
  • Just-in-time support

Everyone Hates The Boss (And Other Opportunities)

Knowing “everyone’s in the same boat” paralyzes instincts to adjust the sails. Commiserating creates false teams. Misery with company is miserable. Solve problems instead.

The more painful the situation, the easier it is to believe that everyone is right. “This can’t be fixed.” “The guy’s a jerk.” “The system is flawed.” Everyone knows it.

Become a clever complainer and they’ll elect you to captain the co-misery ship. Sailing the bandwagon in the same miserable direction isn’t leadership.

5 Opportunities to Rise Above Everyone

Leaders who fall into “everyone” traps diminish their power. Rise above. Seize opportunities to be someone in a sea of everyones.

  1. Everyone hates the boss – Okay, hopefully that’s not where your team is stuck. But it happens. Groupthink makes even nice guys look mean.

    If you think your boss is a jerk, and everyone else does too, I challenge you to go deeper. Get to know her. Tell her the truth. If everybody’s frustrated, she knows it. Chances are, under all that crap, she is starving for help. Don’t bring the band or the wagon. Someone will speak the truth without emotion. Why not you?

  2. Everyone is struggling to achieve results – Self-delusion loves support. When everybody’s stuck, “clearly nothing more can be done.” Don’t succumb to excuses. Try new approaches. Leverage the bandwagon’s energy to brainstorm solutions. Someone will breakthrough. Why not you?
  3. Everyone does it this way – It may even be called a best practice. It’s working, but you know it could be better. It’s risky to try. No one expects new solutions. You have ideas, but why rock the boat? Leaders disrupt good for better. Someone will. Why not you?
  4. Everyone is exhausted – Tough one. Leading well from exhausted takes energy and there’s the rub. Find some. In the thick of the stress, stepping back seems insane. Do it anyway. Someone needs to. Someone will. Why not you?
  5. Everyone is looking for a new job – It depends why they’re looking. Either way, those looking elsewhere are distracted. If you chose to re-commit and excel you will stand out in the midst of distraction. Someone’s career will grow. Why not you?

The Problem With Short-Cuts

I was her old boss, but it was more than that. She emailed, “I was offered a new job, I can’t decide.” I knew we needed to talk. I tried calling a few times that day. We’re both busy. Finally, I left an enthusiastic short-cut message with answers.

I shared my best “heartfelt, short-cut” response: 5 reasons she SHOULD take this job. Stretch. Professional Growth. Exposure and some stuff more personal. I ended with mutterings about taking this risk and to call me.

Big mistake.

No Short-Cuts without Questions

She called me. Thankfully before she followed any of that short-cut advice. Given the context, it was wrong.

Life is always more complicated than it appears.

People. Personalities. Dynamics. Stuff (for those so inclined, please feel free to substitute a stronger S word).

I listened. More. A few questions and then more listening.

The job clearly looked good on paper, but the personal stakes were high. At some point stakes matter more. As does timing.

“I hear your heart. You don’t want this job. Delete my voicemail,” I shared, trying to be as enthusiastic in my retraction as I was in the initial advice.

We both breathed a sigh of relief.

Begin With An Open Mind

It’s hard to argue with Stephen Covey’s 2nd habit “begin with the end in mind.” Wise wisdom. But. Heads down, full steam ahead comes with risks.

Chartered courses without open minds lead to missed opportunity.

Sir Captain Don’s Story

Last week I met Sir Captain Don Stewart on our vacation to Bonaire, in the Dutch Caribbean.

Captain Don.

  • Was named one of the world’s greatest explorers by Life Magazine
  • Was recognized with National Geographic Society’s highest award
  • Was knighted
  • Led conservation movements and policy creation, including the elimination of spear fishing in Bonaire
  • Led the transformation of the Bonaire economy by creating a viable tourism industry
  • Made 25 expeditions to the Antarctic, and was recognized when a National geographic feature “the Walsh spur” was named after his contributions
  • Was appointed by Presidents Carter and Reagan to the U.S. National Advisory Committee on Oceans and Atmosphere
  • Was aboard the bathyscaphe Trieste when it made a record maximum descent into the Mariana Trench on January 23, 1960, the deepest point of the world’s oceans

BUT before all that Don.

  • Didn’t make it as a hollywood actor
  • Had his screenplay rejected
  • Survived cancer
  • Was broke
  • Patented a method that made it possible to fit screens into sliding glass doors
  • Developed a highly successful screening company
  • Floated the Mississippi on a raft
  • Taught himself to sail
  • Was a spear fisher
  • Collected exotic fish and sold them for aquariums
  • Sunk his sailboat

Captain Don began with an open mind. One thing led to another. His passion emerged. He shared that he was encouraged by a hollywood friend to, “live his script.”

Begin with an Open Mind

open mindDon’t get stopped by…

  • Good but not great
  • False starts
  • Success
  • Failures
  • Setbacks

Frontline Festival: July- Teams And Teamwork Edition

Welcome to the July, Teams and Teamwork Edition of the Frontline Festival. I am pleased to bring you another International line-up of thought leaders sharing their best posts on teams and teamwork.

David Dye of Trailblaze, shares his post Give Me 3 Minutes and I’ll Make You a Smarter Leader.  I love his application of crowdsourcing, and the leader’s responsibility for making the most of group thinking.
“In the era of crowdsourcing and the reality that your front-line people have unique and vital knowledge, you help your team make the best decisions.”

Skip Prichard, of Skip Pritchard,  shares a fantastic list, 10 Lessons in Teamwork, Top 3: Make the team the rock star; Remove all excuses for failure; Find and focus on the winning scenario.

Susan Mazza shares her post, 3 Ways Anyone Can Boost Team Performance, on her blog Random Acts of Leadership. “Some mistakenly believe that culture can only be affected (for better or for worse) by the CEO. However, regardless of your level in an organization you have the power to impact culture and boost your team’s performance.” Right on!

Alli Polin of Break the Frame shares her post, Want Something? Pull Together. I loved her inspiring story of simple collaborative effort. I just wish she had included a pic of her 80’s big hair.

Lolly Daskal of Lead From Within shares her post, The Honest Truth About Teams. Great insights. The most important point, “There will never be a perfect team, because teams are, after all, made up of imperfect people,” She shares important characteristics to get strive for within that imperfection.

Dan Rockwell, Leadership Freak, shares his vital post, How to Destroy Teams and Become Losers. He addresses the important issue of internal competition. My favorite line,Your best brings out my best. Never let their best bring out your worst.”

Tanveer Naseer of Tanveer Naseer discusses the Role Leaders Play in Developing Great Teams. Among his great thoughts:
“Making the effort to talk less and listen more is a powerful way to not only demonstrate how much you respect your employees’ insights, but of how much you trust their abilities to understand and evaluate the best options for your organization to achieve its shared goals.”

Frank Sonnenberg,Frank Sonnenberg Online, shares Leadership: Promoting Beliefs and Values. He offers important questions to guide team behavior. Worth reading.

Jon Mertz offers The Greatest Satisfaction for a Leader from his blog Thin Difference. Encouraging leaders and team members delivers the greatest leadership satisfaction. This post encourages us all to test our encouraging leadership style. As always, a fantastic contribution.

Jesse Lynn Stoner, Seapoint Center, What Team Members Can (and should) Do to Help Their Team Become High Performing  I loved this post because she talks about what team MEMBERS can do. She begins with 2 common mistakes:
Mistake #1: Thinking it’s the team leader’s responsibility to pull the team together and waiting passively for that to happen.
Mistake #2: Accepting mediocrity because they assume there is nothing they can do.

Robyn McLeod, The Thoughtful Leaders Blog presents One Important Question For Getting Your Team on the Same Page. She offers tips for understanding team dynamics within your organization and promoting greater alignment among teams to discover what is really going on. Excellent.

Jennifer Miller, of the People Equation shares insights on developing your team in 7 signs you’re hoarding your team’s talent. I’ve met such talent hoarders, she’s got a strong list.

You might be a talent hoarder if you: (top 3)

  • Don’t publish organizational charts because you don’t want the competition to “steal” your employees
  • Can’t remember the last time an employee initiated a conversation about career growth with you
  • Don’t have a succession plan for each of your team members

Jonathan Green of Monster Leaders, shares, Teamwork It’s What For Dinner. Even if you aren’t a San Francisco Giant’s fan you’ll enjoy this post about winning teams.

New to the Festival, Michele Cushatt of Michelle Cushatt shares 4 vital characteristics of collaborative teams in her compelling post, The Four Requirements of Collaboration. She offers what to do if “the group you thought was “just what I was looking for!” ends up a soul-sucking, eyeball-scratching, mud-wrestling match for attention. Instead of collaboration, it turns into a struggle for leverage, connection, or an opportunity that might be “The Opportunity.”

Julie Winkle Giulioni of Julie Winkle Giulioni shares Group, Team or Train Wreck . I love her comparison matrix on characteristics of effective teams.
“Because of this deep appreciation for the contributions of each member to the joint mission, teams operate from a natural sense of respect. While they might have ground rules that include respectful behaviors to demonstrate, most team members volunteer respect organically and authentically.”

Matt McWilliams of Matt McWilliams addresses the important topic of team communication in his post How to Teach Communication to Your Team. He reinforces the need to “teach communication and the drill it in.” He shares 5 steps to do so. Another great read.

Wally Bock of Three Star Leadership bring us, Creating Teams that Create Great Results. The best teams are usually not all-star teams. Here are some things to consider when you put a project team together. As always, salient and practical advice.

Mark Miller of Great Leaders Serve shares his provocative post Are You Leading a Team or a Family? The post presents a comparison of two ways to think about an organization and explains the importance of treating your team like a team.
“My recommendation is to treat your family like family and your team like a team. You’ll win a lot more games if your second baseman can catch ground balls.”

Chery Gegelman of Simply Understanding shares her useful post A Virally Infectious Team, and Why You Want One  “We have all watched teams win the Super Bowl one year, and fail miserably the next year. Teams that seek to be the best don’t rest after one practice, after one win, or after one season.”

Mike Henry Sr. of Lead Change Group, shares his excellent post Sacrifice and Teams.
We must address our economy and our quality of life as a team. If one groups’ quality of life continues to grow while many others deteriorate, our culture will eventually fragment and die. Our teamwork needs to be focused on the goal of improving the quality of EVERY life in our communities. There is little teamwork in hoarding or consumption. There is great teamwork, reward and accomplishment in sacrifice and contribution. Our championships need to happen at the community level if we’re going to make a positive difference.

Kate Nasser of Kate Nasser shares a great post that helps new leaders avoid a huge mistake that takes much time to undo, Breed Accountability, Not Blame, for Employee Engagement. “Accountability is the profitable practice of initiative, ownership, and follow-through. It is not blame.”

Joan Kofodimos of Teleosconsulting shares Have You Created an In-Group on Your Team? Such an important post, and a dynamic I see all to frequently.
 “If you can shift your perspective on who’s in and who’s out, your new attitude is likely to manifest itself as a more equitable treatment of your reports, and a better opportunity for your less-preferred reports to flower.”

Terri Klass of Terri Klass Consulting writes, “Every leader needs to encourage people to voice their ideas and opinions. Without input from team members, the best outcome might never get achieved.” Let is be so. Loved her post, Do You Encourage People to Find Their Voice?

New to the Festival, Irene Becker, Just Coach It, shares The Thriving Organization: Ten Power Steps Out of Jurassic Park  She addresses the important topic of team communcation in this fresh post.
“Develop vertical and horizontal communication. Success is not achieved alone. Your people, your relationships (social, person to person) are your most important asset. Develop a ME to WE culture where shared objectives, values, communication, learning/relearning and collaboration are entrenched in every communication and initiative. Systems theory tells us that one small, consistent change will in turn change the whole system. The positive, purposeful small and consistent changes you make will reset the individual and organization GPS to fast forward”

Beyond Blogs

teams and teamworkJoy and Tom Guthrie of Vixwerx offer their creative teamwork pic, Team Under Construction. I’m always inpsired by their strategic art.

New to the Frontline Festival, Ali Anani, shares creative and useful presentations on teams. The first, Metaphors for Wrong Management explores the importance of team collaboration and learning. The second Building Engaged Teams, shares insights on team motivation.

Upcoming Frontline Festivals

You are welcome to submit your links for the upcoming Frontline Festivals.

August: Energy and Engagement, due August 9th

Sept: Leadership Development (and self-development), due September 13th

October: Vision and Values, due October 11th

November: Gratitude, due November 8th

December: Gifts (take any spin you would like), due December 13th

7 Ways to Inspire Courage

7 Ways To Inspire Courage

You know they can do it. They’re scared. Their lack of courage is a downward spiral. Fear stops trying. Lack of trying creates doubt. Doubt affirms negative self-perceptions. It breaks my heart to watch highly qualified, talented people let scared stop them.

And yet, it’s hard for those born with a few extra confidence genes to build courage in others. Skills that come naturally are hardest to teach.

Courage Drowns at 60 Feet

Apparently, I needed a dose of scared.

During the last day of Scuba certification, 60 feet under the crystal blue oceans of Bonaire, I stopped breathing. Oh, air was flowing. But the pristine water suddenly turned dark, and crushed my lungs. Panicked, I signaled to Sven, our Scuba instructor. “UP!” He looked confused. Now I signaled more aggressively, “I NEED TO GO UP, NOW.”

He checked my equipment, looked at me curiously and gently signed “No.” Now more frantic, I started to kick powerfully and swim up. He grabbed my BCD, deflated his, and held me down. Surfacing too soon would create medical problems. He calmly signaled that we would go up, together, and slowly. My family watched curiously. Why was mom, a former lifeguard, competitive swimmer and triathlete freaking out?

7 Ways to Build Courage

Sven knew how he reacted to my panic mattered. He also knew that he couldn’t certify someone who could potentially lose it diving in a remote area of the Island. How he reacted below and above the surface made all the difference.

 Sven’s Approach to Courage


  1. Stay calm
    Confidence inspires courage. Sven didn’t react to my reaction. He never looked worried.
  2. Establish partnership
    “I’ve got you.” “We’re going to do this together.” “I’m not going to let you drown.”
  3. Ask questions
    When we got safely to shore he asked lots of questions to understand the scene. “When had I started to feel uncomfortable?” What did it feel like? Were there signs of Nitrogen Narcosis?. Surely such an absurd reaction had an explanation.
  4. Reinforce competence
    Sven reassured in his Dutch accent that I was fully competent. “Karin, you’ve mastered all the skills and demonstrated them well.” “ You know all the standby skills.” You know what to do in any emergency.”
  5. Naming the fear
    “The biggest risk now is that you become afraid of your reaction to your fear. You weren’t afraid of going deep before, so there’s no reason you should again, unless you tell yourself you’re going to be afraid.
  6. Straight talk
    “I know you can do this, and want to certify you. If you panic again, I can’t.” There are consequences to low self-confidence. We can’t risk putting people in certain positions, for their safety and others.
  7. Encouragement
    “You’ve got this. Let’s try again.”

We did. The next dive led to certification. Certification led to a wonderful week of diving all over the Island, including remote areas. No fear, just fun.

What Keeps Leaders Up At Night: A Podcast Interview W/ Nicole Lipkin

What keeps you up at night? What separates your “good boss” days from your “bad boss days?”

I interviewed, Dr. Nicole Lipkin, author of What Keeps Leaders Up at Night as part of the Let’s Grow Leaders podcast series.

Nicole explores 3 challenges common leadership challenges that causes “good bosses” to become “bad bosses.”

Leaders derail when they’re:

  1. Too busy to win
  2. Too proud to see
  3. Too afraid to lose

If that sounds familar, listen to learn what to do about it.
What Keeps Leaders Up at Night Final

Watch the What Keeps Leaders Up at Night Trailor Here

What Needy Needs: 8 Ways To Empower Past Dependency

Needy drains energy. Needy distracts. Needy wastes time. Needy surfaces guilt “gosh, maybe they really do need more.” You want to help. Helping too much hurts them, you, and the rest of the team.

Dig deeper to get to the root cause of dependency. Maybe it’s them. Be sure it’s not you.

Causes of Needy

Needy comes from:

  • Upbringing
  • Self-doubt
  • Fear
  • Incompetence
  • Misunderstanding
  • Lack of vision
  • Unclear goals
  • Micro-management
  • Disfunctional teams
  • Bad leadership

From Needy to Needed

Turn your high-maintenance employee into a highly valued contributor. Give enough to help, without encouraging dependent behavior.

  1. Create safety. Build trust. Many needs stem from insecurity. Invest in the relationship and show you really care. Create professional intimacy as appropriate. As questions. Spend time getting to know them personally. Show up real. Share how you work on your leadership. Expose a personal mistake or two. Make failure a friendly topic.
  2. Listen – Get underneath root cause. This may bet messy, and may call for reinforcements, e.g. Employee Assistance Programs, a coach. If there’s work to be done, help them get help.
  3. Reinforce Vision and Goals – Check for understanding. Have them articulate their role in the big picture. Brainstorm together how they can best contribute, and what support they think they need. Also reinforce where you don’t need to be involved. Create clear parameters for decision making.
  4. Assess competence and skills – Make it okay to tell you they don’t know how. This is often the easist one to fix.
  5. Stay consistent – Stay calm through mistakes. Leaders who freak can bring back childhood memories, and childlike behaviors.
  6. Promote teamwork – Create space to talk about diverse team strengths. Encourage the team to rely on one another.
  7. Reasonable Reassurance. Recognize incremental wins. Celebrate success.
  8. Back off – Explain what your doing. Have a conversation. And then stop helping. Extreme, but potentially necessary. I talked to one leader who shared that his team had become so dependent, he just stopped answering their calls and emails. After the shock, I asked “soooo… how did that work?” The team started relying on one another and figured things out. Results skyrocketed.