Kim Scott: prediction

Transcript context

…I love that this also gives an example of the impact of getting better at this point of you'll lose not just the people that are not necessarily great, but also other high performers on the team because they're seeing people slip through the cracks that aren't amazing. And if you're not practicing this early, your team basically becomes not high performing. Yeah, exactly. You're going to lose your top performers. And I think very often people are afraid to tell someone on their team when their work isn't good enough because they're afraid of losing them. But that's not a good reason. You should be helping this person to improve. This person deserves to have a job where they can excel and you either help them excel on this team or you help them find a different job where they can excel, because everyone can do great work somewhere. And Bob could have done great work. Maybe I would've helped him keep it to the weekends because he's very creative and very smart, but the floppy mistakes just got in the way of his ability to do his best work. So following that thread, I imagine the reason you didn't tell him early, and most people don't do this well, is many people are, you can maybe call them people pleasers. I'm a recovering people pleaser, I'll say. It's just hard to give people hard feedback. You want people to like you. It's not a natural state for a lot of people. What do you find helps people get over this kind of need to be liked as a leader and helps them be more candid?…

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