I want to share some teachings and insights I've gotten from my VERY good Transformational Leadership Cohort, since they feel SUPER RELEVANT to recent conversations in the game's space. (1/13)

Core to this is the idea is that everyone is and can be a leader when empowered to do so, and you should see that leadership within them and treat them as such. Being a leader means being an opportunity for others - empowering & helping them grow, (2/13)

asking questions instead of assuming, giving & asking for feedback (does your intent match the result?), & being genuinely invested in them. It's being responsible for & owning what you've contributed to both successes and mistakes, helping hold others responsible, & (3/13)

shifting plans based on feedback to get to the intended results. Getting & giving feedback (not blame or shame) is key - Deflecting feedback means you're not listening or engaging with it or your teammates, who have the best interests of everyone at heart. (4/13)

Feedback is a means to help make intention match result - if someone opens a very vulnerable and honest dialog with you, especially if it deals with difficult topics, your response should be to genuinely listen, ask further questions, and say "Thank you". (5/13)

They're trying to help you, the team, your company, and giving that feedback may have been VERY difficult for them to do - appreciate the vulnerability!
When we keep someone in a leadership position when they are not being a positive opportunity for others, (6/13)

we are NOT treating them as a leader. A leader is accountable to their responsibilities - if they don't own that accountability and use it to genuinely self-reflect , act on feedback, and empower their teams, they are not showing up as a leader. (7/13)

Sometimes, investing in someone's leadership and treating someone as a leader, means removing them from their leadership position. If they are continually doing harm instead of good, even if their intention is genuinely good, (8/13)

you're holding them accountable as a leader and empowering others by removing them. If a leaders intention IS genuinely good, they should be able to acknowledge that, understand, and agree to remove themselves as a blocker for others. (9/13)

It's perfectly FINE to not have the answer to everything as a leader - this has always been a huge source of stress for me, so being given permission to NOT know is huge, but more importantly (10/13)

My lack of knowing the answer shows up as an opportunity to empower others to step up and lead in their areas of expertise, interest, and experience. I hadn't heard this concept ever stated so plainly! (11/13)

Your "lack of knowledge" or "weakness" in an area allows someone else to be empowered & let their skills shine - and that's so COOL! They get to rock what they know, and you don't need to feel obligated to be responsible for it. Everyone can focus on what we know & love. (12/13)

You are freed from the stressful capitalist-hell expectation to do-and-be-all - you cannot, don't wanna, and should not!
So opposite from what's been ingrained into us, I feel. But having it reframed in this way is empowering for everyone, and that's fucking rad. (13/13)

This leadership course and training has been an insightful delight, & I hope some of this is helpful for you and is good brain-food to chew on.