The Leader Factor LeaderFactor

Accountability means being answerable for performance. The scope and levels to which we are held accountable vary based on role, willingness, skill, and need. But we can all agree that organizations function based on shared accountability. This means that as teams increase their capacity for accountability, organizational function will also increase.
So how do we become accountable to the unenforceable, ourselves? Here’s another diagnostic tool that you can use to determine where your people work currently, and where they want to be. The 3 Levels of Accountability illustrate the relationship between autonomy and accountability and help us set our sights on the ultimate goal: Outcome-level accountability.
For the full learning experience, watch the episode on YouTube: https://youtu.be/jMBu1jgo8vE
Download the resources from the episode: https://www.leaderfactor.com/resources/micro-coaching-and-accountability

In this first episode of a 3-part series on Micro-coaching and Accountability, Tim and Junior introduce us to The Coaching Continuum, a framework that can be used to identify coaching patterns in leaders. It runs from “Tell” on one side to “Ask” on the other. 
A leader has one primary objective: To expand the capabilities of the people they lead by increasing their ownership and critical thinking skills. There are two levers that a leader can pull to do this. They can model, or they can coach. Those who rely on directive, one-sided interactions to manage their people will breed dependency and learned helplessness. Those who use inquiry-based conversation in their management will create facilitated self-discovery. Effective leaders use both ends of the spectrum. Where on the continuum do you fall?
For the full learning experience, watch the episode on YouTube: https://www.youtube.com/watch?v=S4jOPXTMT8M
Download the resources from the episode: www.leaderfactor.com/resources/micro-coaching-and-accountability

This week, we're talking about intelligence. Most people have a view of intelligence that's not just wrong, but damaging. Our conception of intelligence affects our goal choice and the intensity of our efforts. It affects how we perceive ourselves and our potential. In the episode, Tim and Junior discuss how intelligence is more like athleticism. They emphasize the importance of adopting a growth mindset and choose Carol Dweck's definition of intelligence, the intersection of motivation, ability, and effort, as the most helpful definition a leader can adopt on their leadership journey.
Takeaways
Intelligence is not fixed and can be improved through effort and learning.Our conception of intelligence affects our goal choice and the intensity of our efforts.Adopting a growth mindset and seeing intelligence as malleable can lead to greater achievement.Rejecting limiting beliefs and embracing a more expansive view of intelligence is crucial for personal and professional growth.Intelligence is the intersection of motivation, ability, and effort.Chapters
(00:00) Introduction and Objectives
(03:01) Redefining Intelligence
(14:47) Intelligence as a Multi-Dimensional Concept
(36:14) Increasing Intelligence Through Effort
(46:55) Rejecting Limiting Beliefs and Embracing a Useful Definition of Intelligence
(49:28) Conclusion and Call to Action

This week, Tim and Junior outline the resilience cycle, which, similar to patterns we see in ecology, consists of disturbance, adaptation, and recovery. They share 5 practical ways to become more resilient as a leader, including spreading out, leaning on positive emotions, developing effective coping mechanisms, adopting a growth mindset, and seeking strong social support.
Takeaways
Resilience is a learnable process that involves responding to and adapting to challenges.Spreading out and diversifying one's identity can help build resilience.Harnessing the power of positive emotions, such as hope and optimism, can aid in resilience.Developing effective and varied coping mechanisms, including sleep, food, and exercise, is crucial for resilience.Adopting a growth mindset and seeking strong social support are important strategies for building resilience.Chapters
(00:00) Introduction
(01:02) Understanding Resilience
(06:32) Resilience in Ecosystems
(10:16) Types of Disturbance
(13:01) Disturbance and Adaptation
(18:51) Path 2: Positive Response to Disturbance
(19:20) Resilience as a Learnable Process
(20:17) Strategy 1: Spread Out
(25:27) Strategy 2: Harness the Power of Positive Emotions
(35:39) Strategy 3: Develop Effective and Varied Coping Mechanisms
(42:34) Strategy 4: Adopt a Growth Mindset
(44:59) Strategy 5: Seek Strong Social Support
(48:11) Conclusion

This week, our hosts navigate through an extensive amount of research literature to come to some conclusions on self-esteem and how to approach it. When we rely on external factors to determine our self-esteem, we open ourselves up to dangerous perspectives. This kind of contingent self-esteem can lead to chronic insecurity in leaders, which gets in the way of their ability to lead effectively and can have detrimental effects on individuals and organizations. In the episode, Tim and Junior suggest three ways to develop a healthier sense of self-worth and tell us which definition of self-esteem they think works best.
Takeaways
Self-esteem is a complex concept that encompasses self-competence and self-liking.Contingent self-esteem is dependent on external factors and can be detrimental to well-being.The measurement of self-esteem can be assessed using scales such as the Rosenberg self-esteem scale.Contingent self-esteem can impact decision-making, relationships, and emotional health.The influence of social media has led to the emergence of image-based contingent self-esteem.Contingent self-esteem is linked to vulnerability to negative emotions such as depression and anxiety. Beware the dangers of contingent self-esteem and the negative impact it can have on personal well-being and leadership effectiveness.Personal experiences can shape one's self-esteem, and it is important to recognize and challenge negative influences.Contingent self-esteem can lead to chronic insecurity in leaders, hindering their ability to lead effectively.Pathological self-esteem, characterized by narcissism and hubris, can have detrimental effects on individuals and organizations.Develop a healthier sense of self-worth by finding your intrinsic motivation, celebrating effort rather than outcomes, and promoting self-compassion.Chapters
(00:00) Introduction and Overview
(00:50) The Complexity of Self-Esteem
(06:04) Measurement of Self-Esteem
(09:19) The Impact of Self-Esteem on Decision-Making and Well-Being
(12:07) Introduction to Contingent Self-Esteem
(16:37) The Destructive Nature of Contingent Self-Esteem
(21:23) The Influence of Social Media on Contingent Self-Esteem
(22:26) Assessment of Contingent Self-Esteem
(25:13) The Link Between Contingent Self-Esteem and Negative Emotions
(25:58) Beware the dangers of contingent self-esteem
(33:38) Contingent self-esteem and its negative effects on leadership
(43:39)Tactics for developing a healthier sense of self-worth
(47:35) Find your why
(49:00) Celebrate effort, not outcomes
(50:53) Promote a healthy dose of self-compassion

Have you ever thought about leadership as an invitation? If your goal is to improve and make a positive impact, then leadership will be an inevitable part of your journey. The job to be done, then, is to recognize and accept the invitations that come your way. These could be invitations to grow, help others, or even sometimes, to fail. Tim and Junior make one thing clear, choosing leadership over comfort and contentment is the ultimate call to adventure.
Takeaways
Leadership is about healthy influence and is not dependent on positional power.Leadership is an invitation that is inevitable if one's aim is to become better and make a positive impact.Declining leadership invitations can lead to missed opportunities for growth and influence.Subject matter expertise and leadership are not mutually exclusive; both can be developed and leveraged together.Imposter syndrome should not prevent one from accepting leadership invitations.Accepting leadership invitations helps avoid stagnation and apathy. Rejecting leadership invitations can lead to long-term consequences and a cycle of apathy and helplessness.Literature teaches us about the human condition and the importance of striving for something greater than food, drink, and contentment.The law of least effort and human biases can influence our decision-making and lead to inertia and mediocrity.Accepting leadership invitations requires a balance between self-interest and altruism.Successful failures, where we learn and grow from failed outcomes, are an important part of accepting leadership invitations.Choosing leadership over comfort and contentment is the ultimate call to adventure.
Chapters
(00:00) Introduction
(00:44) Defining Leadership
(04:11 )Leadership as an Invitation
(05:11) Leadership as the Inevitable End
(06:26) Personal Examples of Leadership Invitations
(11:42) Consequences of Declining Leadership Invitations
(14:22) The Temptation to Decline Leadership Invitations
(20:15) Imposter Syndrome and Leadership
(22:42) Avoiding Stagnation and Apathy
(24:18) The Consequences of Rejecting Leadership Invitations
(28:03) The Law of Least Effort and Human Biases
(30:46) The Negative Implications of Contentment
(36:06) Accepting Leadership Invitations: Recognize, Say Yes, and Try
(41:01) Successful Failures: Learning and Growing from Failed Outcomes
(47:31) Choosing Leadership Over Comfort and Contentment