My mission is to coach & develop leaders one lightbulb 💡 moment at a time #First4Coaching Steve Leach 🤝 Non Exec Director of https://xitter.cf/t.co/lyu4QewBpx
United Kingdom
Joined May 2022
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💡𝙇𝙚𝙖𝙙𝙚𝙧𝙨𝙝𝙞𝙥 𝘿𝙚𝙫𝙚𝙡𝙤𝙥𝙢𝙚𝙣𝙩 💡 retweeted
Imagine if we got everything we wished for at the snap of our fingers. How boring would that be?
💡𝙇𝙚𝙖𝙙𝙚𝙧𝙨𝙝𝙞𝙥 𝘿𝙚𝙫𝙚𝙡𝙤𝙥𝙢𝙚𝙣𝙩 💡 retweeted
What is the most powerful yet misunderstood quality a leader can possess? It is the courage to choose empathy in a world that often mistakes harshness for authority. Kindness is the most underrated leadership skill.
💡𝙇𝙚𝙖𝙙𝙚𝙧𝙨𝙝𝙞𝙥 𝘿𝙚𝙫𝙚𝙡𝙤𝙥𝙢𝙚𝙣𝙩 💡 retweeted
You're more than your job. Come out of that "corner office" sometimes.
💡𝙇𝙚𝙖𝙙𝙚𝙧𝙨𝙝𝙞𝙥 𝘿𝙚𝙫𝙚𝙡𝙤𝙥𝙢𝙚𝙣𝙩 💡 retweeted
Instead of watching an hour of Netflix, watch this 2 hour hour Stanford lecture will teach you more about how LLMs like ChatGPT and Claude are built than most people working at top AI companies learn in their entire careers.
💡𝙇𝙚𝙖𝙙𝙚𝙧𝙨𝙝𝙞𝙥 𝘿𝙚𝙫𝙚𝙡𝙤𝙥𝙢𝙚𝙣𝙩 💡 retweeted
75% of cross-functional teams are broken.
Want to fix that?
It starts with clarity:
Clear roles and processes are essential for smooth collaboration.
Two powerful frameworks can help simplify decision-making and project management:
DACI and RACI.
DACI is designed to clarify decision-making by assigning specific roles:
1. Driver
Leads the decision-making process.
2. Approver
Holds final accountability for the decision.
3. Contributors
Experts who provide input.
4. Informed
People who need to stay updated on decisions.
RACI defines who’s responsible for what during project execution:
1. Responsible
Those who do the work.
2. Accountable
The person ultimately answerable for completion.
3. Consulted
Those who give advice and feedback.
4. Informed
Stakeholders kept in the loop on progress.
What’s the difference?
DACI clarifies decision authority.
RACI defines project roles and communication flows.
Both boost transparency and eliminate confusion.
Pick the one that fits your team’s structure and project needs best.
P.S. Which framework has improved your team’s collaboration?
♻️ Share this with your network to master cross-functional teamwork!
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1) Follow me.
2) Subscribe to my free newsletter at WildCapital.co
You’ll receive them (including this one) directly in your welcome email.
💡𝙇𝙚𝙖𝙙𝙚𝙧𝙨𝙝𝙞𝙥 𝘿𝙚𝙫𝙚𝙡𝙤𝙥𝙢𝙚𝙣𝙩 💡 retweeted
Success begins with the right mindset.
Tools and techniques can help, but mindset:
Is where the real transformation happens.
Huge thanks to Jeroen Kraaijenbrink for these next-level insights (give him a follow!).
Here are 10 principles to shape your strategy:
1. Take Action
Stop overthinking and start doing.
Let your moves line up with your goals.
2. Good Is Enough
Perfection slows progress.
Push forward even if things aren’t flawless.
3. Make Hard Choices
You can’t do everything at once.
Decide what truly deserves your focus.
4. Stay Flexible
No strategy fits all situations.
Adjust, experiment, and pivot when needed.
5. Embrace Failure
Treat mistakes as lessons, not setbacks.
Fail fast, learn faster, and keep moving.
6. Know When to Let Go
Quitting isn’t defeat.
It’s a smarter decision to redirect energy.
7. Slow Down to Speed Up
Don’t rush into action after planning.
Thoughtful preparation makes execution smoother.
8. Keep It Simple
Strategy doesn’t need to be complicated.
Focus, act, finish—and then move on.
9. Collaborate, Don’t Dictate
Bring everyone into the process.
Shared ownership accelerates results.
10. Stay Humble
Leaders don’t hold all the answers.
Pay attention - others might see what you can’t.
These principles lay the foundation for strong strategy execution.
With the right mindset, action flows naturally.
P.S. Which of these principles resonates with you most?
♻️ Share this to help others get in the right mindset!
📌 Get my top 100 infographics for free:
1) Follow me.
2) Subscribe to my free newsletter at WildCapital.co.
You’ll receive them directly in your welcome email.
💡𝙇𝙚𝙖𝙙𝙚𝙧𝙨𝙝𝙞𝙥 𝘿𝙚𝙫𝙚𝙡𝙤𝙥𝙢𝙚𝙣𝙩 💡 retweeted
Feedback done wrong creates silence—
Feedback done right creates safety:
📍Try this 3-day feedback reset:
1️⃣Ask one person for feedback.
2️⃣Give one person feedback, kind and specific.
3️⃣Share one change you made.
Follow each step
and build a feedback culture that works.
The best teams don’t avoid tension.
They use feedback to turn it into progress.
📌 Want a PDF of my top infographics?
⏩ Go Here: fullpotentialzone.beehiiv.co…
Please repost to help others out there! ♻️
💡𝙇𝙚𝙖𝙙𝙚𝙧𝙨𝙝𝙞𝙥 𝘿𝙚𝙫𝙚𝙡𝙤𝙥𝙢𝙚𝙣𝙩 💡 retweeted
“Leverage points” is an important principle in implementing change. By identifying the leverage points within a system where small changes can have a large impact, change leaders can target those points & make changes that can have a cascading effect throughout the entire system.
The classic approach to leverage points is the work of Donella Meadows (1997) who identifies 12 potential leverage points (“places to intervene”) in a system. Very often, we intervene by redesigning the structures or changing the practices, when the greatest leverage for change comes from thinking differently - our assumptions & mindsets.
What frequently happens is that change leaders love the idea of leverage points but find Meadows’s descriptors hard to work with in practice. This article by @ryanjamurphy is helpful because it suggests ways to put Meadows’s powerful concept into a more usable framework. So I have created a new graphic for leverage points, based on one of the models the author suggests.
See the Murphy article: systemic-design.org/contexts…
The “leverage” principles in this graphic taken from @johnvkania et al: fsg.org/wp-content/uploads/2…
Donella Meadows on leverage points: donellameadows.org/archives/…
