David Zeitler

Better Teams with Group Development

[David Zeitler @DavidZeitler1]

CEO’s real job is repetition. Say the same thing in different ways, and repeat. Leaders with different stores/divisions/entire companies (acquisitions or mergers) have a harder time creating a single culture. There are many fail points. Repeating Core Values differently can help.

[David Zeitler @DavidZeitler1]

The hardest way for teammates to “walk their talk” re: the culture they want is when a colleague wants to confide in them instead of confronting the 3rd colleague directly. How do you say “Shouldn’t you tell them?” without seeming like a jerk?

[David Zeitler @DavidZeitler1]

Teams are a “we” space where the culture is seen in behaviors. Are your teams walking their talk? Are they even “talking a talk?”
It’s one thing for individuals or the org to have goals. But what are the aspirations of a given team? Collective self-interest is usually not enough.

[David Zeitler @DavidZeitler1]

Do you know the cultures of your teams?
Rand Stagen says he knows the CEO of every product/service he uses based on the quality of product/service.

Using this lens, you already know the culture of your team. “Teaming” means building a better culture to build a better company.

[David Zeitler @DavidZeitler1]

Drucker said “Culture eats strategy for breakfast,” but IDENTITY eats culture for breakfast. People will protect their core identity against your better ideas, accurate data, reality itself. It’s why David Rock’s SCARF model works. Teaming w/out identity growth aspects is flawed.

[David Zeitler @DavidZeitler1]

Not all behaviors indicate a deep structure (Identity), but when you can see them, they have predictive power. A team’s culture is where the deep structures of individuals overlap. True alignment is at this level, not the surface behaviors.

[David Zeitler @DavidZeitler1]

Leaders need to know what the culture of each team is. Most leaders look at the org or the individual. But the culture of teams in aggregate is a better way to see the overall health of the organizational culture.

[David Zeitler @DavidZeitler1]

In alts, PMs need analysts who push back on their view of a security. Most PMs don’t realize that creating a POV and having courage to express it are tightly related to an analyst’s development. Your inv team likely gravitates to lowest common denominator: groupthink = silence.

[David Zeitler @DavidZeitler1]

Terrific team in action at my dental visit today. They got me in early, causing a problem for their flow. I watched 5 people adapt on the fly, rearranging things (I’m signing docs, already in the chair getting prepped). All maintained a high energy, “Let’s get it done” mentality.

[David Zeitler @DavidZeitler1]

Identify the relevant leadership challenge quickly, normalize the “safety first!” function we’ve all inherited, execute experiments with your teammates. Focus on practice over ideas, head, heart, and gut.

[David Zeitler @DavidZeitler1]

“The 6 Leadership Challenges” by David Zeitler https://t.co/mpV6vDVIyG

[David Zeitler @DavidZeitler1]

These are the same leadership challenges I’ve seen across every level in the orgs I’ve coached for over 16 years.
By reverse engineering from my 1:1 client sessions, I’ve built a group coaching program that more efficiently helps analysts grow and mature.

[David Zeitler @DavidZeitler1]

Group coaching programs solve 2 related leadership problems: the hyper-autonomy problem that will only get worse as we all work “with” our own AI agents; and the lack of mentorship problem that has been growing for a century.
Leaders must lead teams out of these problems.

[David Zeitler @DavidZeitler1]

@prageru Oh Holy Night

[David Zeitler @DavidZeitler1]

@jordanbpeterson 2

[David Zeitler @DavidZeitler1]

Deeply-seated assumptions were deeply-seeded in our past; the deeper the seed, the firmer the seat.

[David Zeitler @DavidZeitler1]

#FriedmanTreePlan It is obvious that Putin is actually sad beneath all of this, so he must be in a Weeping Willow tree, and therefore he can find a small branch to gently lower himself to 4’ from the ground.

[David Zeitler @DavidZeitler1]

For anyone with 20/30-somethings still at home, here's an inside-out view on maturity: Adulting Better with Adult Development Practices: See It, Feel It, Do It https://t.co/Zn0uE8kIkO

[David Zeitler @DavidZeitler1]

@noampomsky Chris Argyris’ “Espoused Values vs. Values-In-Use.”

And the main cause of a lack of upward negative feedback in organizations, which he cited as the biggest hindrance to their ongoing development.