Reflective Leadership Dialogues

It's surprising how many people have never had meaningful career conversations with their managers (or their direct reports). I don't mean conversations that are solely backward-looking about recent performance or forward-looking about the next promotion. I mean holistically taking stock of the journey: where you've come from, where you are now, where you're headed, where you'd like to go, the tools you need in your toolbox to get there, and the people you need in your support crew. Several years ago, I created a framework to guide career conversations with my direct reports. It's a somewhat cheesy framework, but it leads to rich conversations and strategic, as well as tactical, action plans. It's not meant to be prescriptive, but rather a guide for meaningful reflection and action. I offer it in case it's helpful to anyone here. (I'd also love to know how others approach leading or engaging in career conversations. Do you have your own framework that you'd be comfortable sharing?) Here’s mine: GROWTH G is for Goals. Personal and professional aspirations: How do you think about these today, and how have they evolved over the past 2, 5 years? What matters to you when you reflect on your career adventure thus far? What do you want to build on and carry forward, or leave behind? R is for Reflection. Self-awareness and feedback: What significant milestones or achievements have you accomplished in your career so far? When have you felt strongest and most fulfilled? Least? Where are you currently stretching and reaching the most? Where do you feel most uncomfortable – both positively and negatively? O is for Opportunities. Skill development and growth path: Together, we’ll identify the skills needed to develop further on the current path, or to strike out on a new path. W is for Wellbeing. Personal and professional balance: How are you balancing your work and personal life? What strategies do you use to maintain your wellbeing? Are there any areas where you feel you need more support or resources to ensure a healthy balance? T is for Team: Collaboration and mentorship: Who are the key people in your professional network? How are you leveraging relationships for growth? How are you contributing to others' growth? Who can and should we expand your network to include? H is for Holistic Action Plan. Actionable steps and accountability: What specific actions will you take to move toward your goals? How will we track your progress? What milestones will we set to ensure accountability and continuous growth?

💜 How Small Conversations Lead to Big Impact Transformation is never just about processes and models—it’s about people. As we embark on the journey to introduce the Harmonized Product Operating Model. Leading a unit of 800+ talented colleagues, I am reminded daily that the heartbeat of change is dialogue. To truly understand the pulse of our organization, we’ve launched a series of intimate breakfast sessions ☕ 🥐 — small groups, open conversations, and honest reflections. These moments are not just about sharing croissants and coffee; they are about listening, learning, and growing together. Today’s session surfaced important concerns: the need for clearer documentation of our standards, protecting agility, ensuring team cohesion amidst structural changes, and managing the balance between new responsibilities and existing workloads. These concerns are real, and it is our responsibility as leaders to address them with intention and integrity. Here are just some ideas how to move forward: ✅ Build Transparency & Clarity: We will co-create unified guidelines for our discovery phase, ensuring everyone has access to the knowledge they need. ✅ Safeguard Agility: By reviewing our processes, we’ll look to streamline discovery without compromising our agile spirit—focusing on outcomes, not just activities. ✅ Foster Team Unity: We’ll design scrum routines that bridge heterogeneous teams, while respecting the unique strengths of each group, minimizing unnecessary meetings. ✅ Empower with Purpose: Clear role definitions and smart delegation will help developers stay focused on innovation, while management responsibilities are distributed thoughtfully. ✅ Prioritize Well-being: We will monitor workloads and provide support, ensuring that parallel initiatives don’t overwhelm our teams or managers. ✅ Encourage Open Dialogue: Breakfast sessions will continue, empowering every voice and surfacing challenges early—because the best solutions come from within our community. Change is not easy, but when we walk this path together—with empathy, transparency, and courage — I am confident we will emerge stronger and more united. Thank you to everyone who has shared their perspective so far. Let’s keep the conversation going and shape our future, one breakfast at a time. #Leadership #Transformation #HarmonizedOperatingModel #Teamwork #ContinuousImprovement #ListenToLead

Disengaged teams kill productivity and profits. Your leadership questions can change everything. 8 years ago, I pursued a professional coaching certification to be a better leader. It has changed the way I lead. I still see very competent leaders telling their staff what to do. It is very easy to just tell and correct. Trust me, over time it kills drive and creative thinking. That's how you develop corporate zombies. Today I work with leaders and teams to help them enhance team engagement. A highly engaged team drives high performance. So there's 10 types of coaching questions I have put together to help leaders improve team engagement. 10 types of coaching questions leaders use, to improve team engagement 1️⃣ Open-Ended Questions → Encourage expansive thinking and prevent "yes" or "no" answers. → Example: "What are some approaches you think we could take to achieve this goal?" 2️⃣ Clarifying Questions → Ensure understanding and encourage deeper exploration. → Example: "When you say the timeline is tight, what specific challenges are you anticipating?" 3️⃣ Reflective Questions → Help the team member assess their own thoughts or actions. → Example: "How do you think your approach impacted the team's outcome?" 4️⃣ Empowering Questions → Build confidence and ownership of decisions. → Example: "What resources or support would help you feel confident moving forward?" 5️⃣ Goal-Oriented Questions → Focus on objectives and desired outcomes. → Example: "What would success look like for you in this role?" 6️⃣ Challenge Questions → Push boundaries and encourage innovative thinking. → Example: "What if we approached this problem from an entirely different angle?" 7️⃣ Feedback-Oriented Questions → Invite constructive input and foster two-way communication. →Example: "What’s one thing I could do differently to better support you and the team?" 8️⃣ Future-Focused Questions → Encourage forward-thinking and vision-setting. →Example: "Where do you see this project or our team a year from now?" 9️⃣ Performance-Based Questions → Evaluate current work and identify areas for improvement or celebration. → Example: "What do you think went well in your last project, and what could have been improved?" 🔟 Solutions-Focused Questions → Guide team members toward actionable steps and creative solutions. → Example: "What options do you see for addressing this challenge?" Leadership isn't about having all the answers. It's about asking the right questions. Start your team's transformation today. ♻️ Share this to help leaders ask the right questions. Follow Adeline Tiah 謝善嫻 for content on leadership culture and future of work.

You've just received feedback from your team, but something doesn't sit right. Their words clash with your self-image, leaving you feeling defensive and confused. Self-reflection isn't just introspection. It's the key to unlocking your leadership potential and fostering genuine connections. Let's explore why reflection matters and how to master this critical skill: Many leaders struggle with meaningful self-reflection because: • They're too busy "doing" to pause and process experiences. • They fear confronting personal weaknesses or mistakes. • They lack structured methods for effective reflection. This reflection deficit leads to: → Repeated mistakes and missed growth opportunities. → Disconnection from team members and their needs. → Stagnation in leadership development and effectiveness. Most people confuse a 5-minute journaling session with true reflection. I’m not saying short, sporadic attempts at journaling lack their merit, but they do lack the depth and consistency needed for real insight and change. So here are 3 Solutions to enhance reflective practice: 1. Implement a structured reflection routine: ↳ Set aside dedicated time daily or weekly for guided self-reflection exercises focused on recent experiences and interactions. 2. Utilize the "Consultant" perspective: ↳ Practice mentally stepping outside situations to observe yourself objectively, as if you were an external consultant. 3. Engage in reflective conversations: ↳ Regularly discuss your thoughts, actions, and their impacts with a trusted mentor or coach who can provide additional perspective. Mastering reflection is an ongoing process that transforms reactive leaders into thoughtful, adaptable visionaries. By committing to these practices, you'll develop deeper self-awareness, make more intentional decisions, and cultivate stronger connections with your team. Remember: The most profound leadership insights come from within. What’s stoping you from looking deeper? — P.S. Unlock 20 years' worth of leadership lessons sent straight to your inbox. Every Wednesday, I share exclusive insights and actionable tips on my newsletter. (Link in my bio to sign up). Remember, leaders succeed together.

In one of my leadership experiences, I encountered a situation with an employee who, at first glance, seemed difficult and uncooperative. It would’ve been easy to label her as a “toxic” employee and move toward termination. Instead, I chose to take a different approach—one rooted in curiosity and conscious leadership. Here’s what I learned: Behavior is a signal, not a conclusion. What looks like negativity or resistance is often a sign of unmet needs or misalignment. Instead of assuming the worst, I opened a dialogue with the director. This allowed me to understand the dynamics she was struggling with, including frustrations she hadn’t felt safe to express. Address the issue directly, with respect. When a high performer exhibits challenging behavior, the default reaction is often avoidance—either tolerating the behavior or quietly planning their exit. Instead, I leaned into the conversation with transparency and goodwill. Sharing my perspective candidly, while also being curious about hers, helped us uncover the root of the tension. Create alignment. Through open communication, we discovered that her skills were being underutilized, and her passions weren’t aligned with her role. By realigning her responsibilities to better match her strengths, we created a win-win scenario that elevated both her performance and team morale. Lead with curiosity and responsibility. Instead of reacting defensively, I took responsibility for my own stories and assumptions about the situation. This shift—from judgment to curiosity—created space for productive dialogue and lasting change. What was the result? That director became one of our most impactful team members, stepping into a role where she thrived and supported others in doing the same. The takeaway? Toxicity isn’t always what it seems. By addressing behavior with compassion, curiosity, and integrity, you can transform conflict into connection and underperformance into opportunity. If you’re dealing with a difficult team dynamic, ask yourself: What story am I telling about this person? What if their behavior is an invitation to lead more consciously? Remember this: every challenge you face in leadership is an invitation to grow. When you approach difficult dynamics with curiosity and a willingness to learn, you’ll uncover solutions that benefit everyone involved. You have the power to turn resistance into collaboration and frustration into transformation. Keep leading with purpose and heart—you’re exactly where you’re meant to be. #ConsciousLeadership #LeadershipDevelopment #LeadWithPurpose #TransformationalLeadership #LeadershipMatters #WorkplaceCulture #TeamDynamics #ConflictResolution #EmployeeEngagement #CareerGrowth #PurposeDrivenLeadership #ScalingImpact #HumanCenteredLeadership #FutureOfWork #LeadershipWithHeart #LeadershipJourney #InspirationForLeaders #MindfulLeadership #LeadershipTips #GrowthMindset

Are you reactive or reflective? I find that people who don’t reflect on their emotions and tendencies tend to react emotionally when they find themselves in conflict, uncertainty or chaos. Those who take time to be proactive about knowing themselves and their emotional responses build capacity by avoiding emotional landmines that undermine their leadership. Trust is gained in drops and lost in buckets. When an individual or leader has lost trust, they waste a lot of time and capacity getting alignment and buy-in. Another aspect of reflective leadership is being able to bring perspective and objectivity to interactions. Saving yourself emotional turmoil by evaluating differences in communication preferences and modes of operation is one of the greatest capacity hacks I coach individuals and teams through. Think about the last time you intentionally and formally processed your emotional response to a situation: 1). What is your default tendency? 2). What or who tends to bring out a extreme or reactive response from you? 3). Why? 4). What could you do to ground yourself and be proactive with your emotions? This can be a game changer if you’re willing to look at yourself honestly. Or embrace the feedback of those who work closely with you. #capacity

As Speaker at the Senior Executive program of Global Mindset, I shared essential strategies on Elevating Team leadership: Coaching, Conflict Resolution, and Positive Mindset in Multicultural and Diverse environments. Interactive exercises were used in breakout rooms to discuss challenges and ways to build trust through communication, growth, and transformation. These are some key takeaways: - Mindfulness & Positive Conditioning: Taking short breaks during the day to reconnect with your body and mind can boost your energy and positivity. Techniques like mindful breathing, visualization, and simple physical exercises can help you reset and approach challenges with a fresh perspective. - Shifting from Reaction to Reflection: Leaders often face the dilemma of balancing accountability with empathy. Instead of reacting emotionally to setbacks, adopt a learner mindset. Shift your thoughts from “Why is this happening to me?” to “What can I learn from this?” This mindset encourages a constructive approach to problem-solving. - Creating an Inclusive Team Culture: One of the challenges highlighted was the difficulty in motivating team members who may not immediately see the value in tasks. It’s crucial to establish a shared purpose and foster an environment where everyone feels responsible for the team's success. Regular open dialogues and understanding each team member’s strengths can build trust and alignment. - Coaching & Mentoring for Growth: As a leader, you are a guide. Encourage your team to be problem-solvers by actively involving them in decision-making. Use questions that provoke thought and self-reflection, helping them to find their own path to success. Remember, it’s not just about giving directions but facilitating growth. - Conflict as an Opportunity: Conflicts are inevitable, but they are also opportunities for deeper understanding and innovation. Reframe conflicts as a chance to align goals and perspectives. Ask probing questions to navigate disagreements and focus on the bigger picture rather than immediate frustrations. - Empowering Through Positive Psychology: Tools like Positive Intelligence can help identify our inner saboteurs—those negative thoughts that hold us back—and replace them with positive strategies. Building self-awareness and intentionally choosing a positive response can elevate both individual and team performance. - Leadership is not just about managing tasks; it's about nurturing a mindset that turns every challenge into an opportunity. Let’s continue to build teams that are resilient, connected, and driven by a common purpose! Mentoring is about guiding individuals through their personal and professional growth journey. It's about providing feedback, identifying strengths, and supporting development areas Coaching, on the other hand, empowers team members to find their own solutions. Both approaches encourage continuous learning and adaptability, vital skills in a globalized world. #globalmindset

When was the last time you had a transformative conversation? The most transformative conversations don’t tell you what to think—they challenge how you feel. The most meaningful connections don’t come from discussing what’s on the surface—they come from exploring what lies beneath. That’s why I love using the Iceberg Theory (by Edward Hall, author of Beyond Culture) when facilitating dialogue. It’s a powerful tool that helps teams dive deeper, creating space to share not just what they think, but how they feel. When leaders and teams understand the "hidden layers" driving behaviour—like values, emotions, and unspoken experiences—it transforms how they communicate and collaborate. These moments spark empathy, trust, and authentic connection—the foundations of great leadership and high-performing teams. If you want to unlock potential in your team, start by asking the deeper questions:  > What’s driving this behaviour? > What’s the untold story here? > What hasn't been said? When we dare to go below the surface, that’s where the breakthroughs happen. What’s one way you’ve created space for deeper conversations in your workplace? Let’s share ideas and keep growing together. #Leadership #TeamCulture #AuthenticConnection #TransformativeConversations #IcebergTheory