“Remember that group think begins with leader think,” I said. “At its core, an organization strongly reflects how its leader thinks, feels, and acts. Think of the leader as the heart: if you beat erratically, your people will follow erratically, and if you beat steadily, your people will follow steadily. Whatever you think, do, and believe gets tra

If that’s the Level 5 leader, what are employees at Level 5 like? They crave the opportunity to express themselves by using their gifts and talents at work. The result is that they become self-rewarding. • Level 5 employees want to make a difference in the world. They see their contribution to the organization as being equally important to any othe

Core Energy Technique CHALLENGE INTERPRETATIONS Interpretations can be directly challenged with a single question: “What’s another way to look at that?” It’s also helpful to ask what another person might say happened. This is particularly useful for resolving conflict when someone is upset about something that someone else has done. Asking the pers

ahead and fire Nate, but have Tonya or Don do it for him because there’s no need to involve himself. End the “problem” and move on. Level 4: Figure out a way to help Nate as Richard lets him go. Richard could assist Nate in getting the professional and personal coaching he needs to come out ahead.

Just what was going on with Richard and his staff? It was the opposite of a catabolic crunch: the rise of anabolic energy. Richard’s own energy—elevated, focused, no longer distracted by destructive forces—was enabling the whole organization to rise with him. In essence, the company was playing a quantum physical game of “follow the leader.”

Instead of focusing on “what’s wrong,” people at this level are more interested in making a difference. They want to make a contribution in what they do, and they take pride in their achievements.

put myself in their shoes and figure out why they do what they do, to normalize their behaviors, so I can let go of the resentment.”

Acknowledging these differences, it’s important not to accept the limiting belief that gentleness is weak and rigidity strong. Leaders are most effective when they don’t abuse their authority and when they consider people’s feelings before they act.

“Yes, thank you, Christina. To put a fine point on it, how we see ourselves determines everything.”