"What I Appreciate

About You"

Page 55- "Specific, public praise is one the most powerful, most underused leadership tools available to you."

Susan Scott says we're just as lousy at praise as we are at confrontation. Maybe worse. How do you think you do? How do we do as a district?

Page 9-12

"I've come to think of 'practice' as my way of life, not only what I do, behavior visible to those obsering me, but also the beliefs that drive

my behavior."

What are you practicing?

Page 3- "And while there are threats we can do little about...we don't because we can't see the tells, signaling that something we're doing is not working, perhaps never did work, is in no danger of working and that, indeed, something is very, very wrong."

How do we spot the "tells" in our district?

"What fresh hell is this?"

&

Squid Eye

What does Susan Scott mean by fresh hell?

What are our district's sinkholes?

p. 28-31

"Anonymity is addictive and contagious. We grow accustomed to withholding our real thoughts and feelings."

What kinds of anonymous feedback to we get?

p. 19-23

"...I propose that human connectivity, as opposed to strategy and tactics, is the next frontier for exponential growth and the only sustainable competitive edge, more visibly useful than before."

Do you/we follow more closely with the "Ye Olde Leadership Model" or the Fierce Leadership Model? Discuss examples.

"Tackle your toughest challenge today."

Describe the last fierce conversation you have had (without using names). Did you use the outline provided on page 48? What were the results?

"If what someone does or how they do it impacts you, your coworkers, or your organization positively or negatively, talk with them directly."

"Stay current."

Which of the "365" rules are easiest for you? Which of the rules is hardest for you? Why?