Remove intent-vs-impact
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Intent vs. Impact

CaseInterview.com

When we actually do cause other people harm, our actions have the impact of causing others harm. The lack of intent (to do harm) doesn’t erase the negative impact some of our choices have on others. The lack of intent (to do harm) doesn’t erase the negative impact some of our choices have on others.

Energy 105
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How To Give Feedback As A New Manager

Girard Training Solutions

Describe facts in neutral terms and explain why a behavior is ineffective, its corresponding impact, and how it can be improved. Situation-Behavior-Impact (SBI) Model There are tons of models out there to help you give feedback. ” (Impact). ” (Impact). ” (Impact). Be objective.

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From Transactional Consultant to Industry Leader with Jason Fearnow

Consulting Matters

Until Jason realized he was ready to make a bigger impact on his industry, clients, and the world. How to intentional about your business and get the clients you want (vs. So when he got laid off unexpectedly, he was immediately presented with consulting opportunities. settling for the ones that come to you).

Industry 156
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Boss vs Leader: Two Distinct Management Approaches

Tom Spencer

Staff may also actively obstruct management intentions via strikes, sabotage, or open criticism and defiance. He enjoys drawing insights from ambiguity to create real and positive impact. Image: DALL-E 3 The post Boss vs Leader: Two Distinct Management Approaches first appeared on Tom Spencer.

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How to Find the Exact Words that Attract Your Clients (and Gets them Excited to Work with You)

Consulting Matters

The missing link between great intentions and great results is often a little talked-about leadership trait - emotional agility and courage. Emotional intelligence [has become] simply new jargon for discussing our emotions. intellectually and codifying them in competency models. Meanwhile, our feelings remain imprisoned in our heads.

How To 401
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LSA Global Delivers Facilitative Leadership Workshop for Biotech Company

LSA Global

The leaders in the Facilitative Leadership Workshop faced the following challenges: High expectations to take, promote, and encourage a cross-functional and program focus vs. the predominant product and function focus that most of their internal customers follow and are rewarded for.

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Undoing Unhealthy Conflict

Makarios Consulting

One of the commonest root causes of unhealthy conflict is expectations vs. reality. Not being advised of problems (whether or not they could be resolved without negative impact) was an unwelcome reality. In this calmer space you have created, ASSUME GOOD INTENT. You can get caught in it all unawares. Now, it’s time to get out.