Perfect Partners

Last weekend, I had the pleasure of attending the wedding of Alexa, the daughter of my dear friend Jane. The occasion was filled with the usual festiveness and joy that comes with such celebrations—delighted parents, cheerful guests, long-time friends basking in the passage of time, and recent acquaintances eager to join in the revelry. However, this wedding held something truly special and different. It was abundantly clear that the bride, Alexa, and the groom, Ross, were perfect partners in every sense. Beyond their evident love for each other, they demonstrated a deep understanding, a complementary nature, and a profound respect for one another. They had mastered the art of putting each other first while maintaining their individuality and personal integrity. As I witnessed the joy and fullness of the occasion and the exuberance of the dancing, I found myself reflecting on three key insights about the importance of seeking out perfect partnerships in leadership: leaders who support their team's growth while maintaining their own integrity, leaders who bring diverse perspectives to the table to achieve a common goal, and leaders who cultivate an unwavering sense of trust and respect for their team.

Great leaders, acting as perfect partners, support their team's growth while maintaining their own integrity. They understand that effective leadership is not about sacrificing one's values or identity but rather about finding ways to uplift and encourage each team member's unique strengths and aspirations. Just as Alexa and Ross celebrated each other's individual accomplishments and passions, leaders who foster an environment of mutual support and respect create a foundation for both individual and collective success within their organizations. They lead by example, demonstrating that personal growth and organizational growth are not mutually exclusive but rather interconnected and essential for long-term success.

Exceptional leaders, collaborating like perfect partners, bring diverse perspectives to the table, working together to achieve a common goal. They recognize that differences in thought, experience, and approach are valuable assets that can lead to more creative and effective solutions. Just as Alexa and Ross came from different backgrounds and had distinct personalities, great leaders embrace and leverage the unique strengths and viewpoints of their team members. By valuing diversity and fostering an inclusive environment, these leaders build more well-rounded and adaptable teams that are better equipped to face the challenges and seize the opportunities that arise in today's ever-changing business landscape.

Outstanding leaders, showing up as perfect partners, cultivate an unwavering sense of trust and respect for their team. They understand that trust is the foundation of any successful leadership relationship, and they work tirelessly to build and maintain it through open communication, transparency, and reliability. Just as Alexa and Ross displayed trust and respect in every interaction, great leaders demonstrate their commitment to their team by valuing their opinions, insights, and contributions. They create a culture of psychological safety, where team members feel empowered to take risks, learn from failures, and grow together, knowing that they have the unwavering support of their leader.

In life and leadership, we know that success is not solely determined by individual actions but by the ability to enable and empower others. By actively seeking out opportunities to be perfect partners in leadership, we can exponentially extend our impact and create a ripple effect of positive change. For those we lead and love, embodying the qualities of a perfect partner—supporting growth, embracing diverse perspectives, and cultivating trust and respect—can transform our relationships and unlock new levels of collaboration, innovation, and shared success. As we navigate the joys and challenges of leadership, let us draw inspiration from Alexa and Ross's shining example and strive to be the perfect partners that bring out the best in ourselves and those we lead.

With love, gratitude and wonder.

Scott

How Psychological Safety Transforms Good Teams Into Great Ones by Keith Ferrazzi

Keith Ferrazzi explores the critical concept of psychological safety in workplace teams, a term coined by Harvard's Amy Edmondson that describes an environment where team members feel safe to share ideas without fear of criticism. Despite widespread recognition of its importance, research reveals that genuine psychological safety remains rare, with 72% of team members avoiding conflict and most teams scoring poorly on measures of open communication. The article highlights how exceptional leaders like Bill Connors at Comcast and Bob Pittman at iHeartMedia have successfully fostered psychological safety, leading to remarkable business outcomes and innovation.

What makes this article particularly compelling is its practical insights into creating psychological safety, especially through the "Power of Three" approach – breaking larger teams into groups of three to dramatically increase candor and participation. The piece challenges traditional top-down leadership models, advocating instead for peer-to-peer psychological safety building, which the author terms "teamship." This fresh perspective, combined with real-world examples and concrete strategies, offers a blueprint for transforming team dynamics in an era where psychological safety isn't just beneficial – it's essential for competitive advantage and innovation.

Cracking the Code: How NYT's "Connections" Game Mirrors the YouScience Inductive Reasoning Assessment by Betsy Wills

In this engaging exploration of cognitive aptitudes and career development, the article draws an intriguing parallel between the popular New York Times word puzzle game Connections and the YouScience aptitude assessment. Both activities tap into inductive reasoning—the ability to recognize patterns and make connections among seemingly unrelated elements. The article suggests that our enjoyment of such puzzles might indicate deeper cognitive strengths that could be valuable in various career paths, from data analysis to marketing strategy.

The piece introduces "Your Hidden Genius," a new book co-authored by Betsy Wills that aims to democratize access to professional aptitude testing through YouScience. Unlike traditional career assessments that rely on subjective self-reporting, YouScience offers game-like exercises that objectively measure natural abilities and cognitive strengths. The book represents a shift toward what the authors call "Career Guidance 3.0," moving away from guesswork in career planning to a more scientific approach that aligns people's innate talents with their professional paths. This innovative method makes sophisticated career guidance tools accessible to a broader audience while making the process engaging and enjoyable. Book on sale Jan 21!

Can EMPATHY be Taught? by Sam Horn

In this insightful piece, Sam Horn tackles the universal challenge of managing difficult workplace relationships and overcoming our tendency to label colleagues based on past interactions. The article explores how supervisors and employees often fall into the trap of categorizing people as "The Complainer" or "The Drama Queen," leading to preemptive judgments that create barriers to effective communication. Horn presents a practical framework centered around the mantra "Give them a chance" and introduces a six-step LISTEN approach that helps transform potentially contentious interactions into productive dialogue.

What makes this article particularly compelling is its balanced approach to empathy and boundaries in professional relationships. Rather than advocating for unlimited patience, Horn acknowledges human limitations while providing concrete strategies for maintaining an open mind. The piece stands out for its practical solutions, including setting specific time limits for listening and using pattern interrupts to redirect unproductive venting toward solution-focused discussions. By emphasizing the distinction between labeling and learning, Horn offers a realistic pathway to improve workplace dynamics without demanding superhuman levels of tolerance.