As we look at how the boundaries a leader sets bring clarity, you will learn techniques and practices that will fill in some gaps, giving you clear leadership action steps to take. You will learn how to turn the tide that already exists. You will learn how to deal with the root causes of dysfunction and how to create immunity against these

What was the real issue? THE NEED FOR BOUNDARIES The issue was that Chris and his team had failed to establish the boundaries that would positively drive organizational health and the boundaries that would immunize them against sickness.

They sat her down, she explained in the interview, and reminded her that it was OK if she made a mistake, if she didn’t win, or if she blew it. Don’t

To be the best you can be, you must develop a hunger for feedback and see it as one of the best gifts that you can get.

On the flip side, good leadership boundaries diminish bad behavior and forge an immune system that automatically identifies, isolates, and stamps out toxins, infections, or other viral patterns that would make the organization sick or lead it away from its values, mission, purpose, and results. Strong leaders set up the kind of culture and

Fourth, the power is felt in the growth of the people. In an organization that is attending, inhibiting, and remembering, people are forced to grow. There is a focus and there are clear standards of performance, with clear expectations that come from reality. But in organizations where no one is driving attention, inhibition, and remembering,

Ask if you are performing to your defined values, behaviors, and activities, and forget about keeping track of the daily score. Instead

What is your appetite for feedback and receptivity to it? Do you get defensive, or reactive? To the extent that you see it as adversarial, your brain will fight it or move away from it. But if you can make receiving feedback part of your value system, if you can frame it as one of the best gifts that you can ever have, then you will become an open

Strong leaders embrace feedback, seek to understand it, and put it to use. Even when they may disagree, they don’t become defensive; instead they engage in dialogue and honest inquiry to figure out where the gaps between their intentions and others’ perceptions come from. The feedback may be wrong, but they embrace it to understand it nevertheless.