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Founder Communication
InnerSpaceJoe Greenstein & Semira Rahemtulla
July 23, 2015
Who are we?
Most recently…
• Co-founder/CEO of Flixster (Acq by WB, 2011)
Previously…
• VP Product @ Edusoft (Acq by Houghton-Mifflin)
• Co-founder @ CoreMetrics (Acq by IBM)
• Co-founder @ QApro (Failed completely)
Joe GreensteinCofounder of InnerSpace
Most recently…
• Co-founder/CEO of PlayTell (Raised seed round then failed)
Previously…
• Director, Product Mgmt @ Guidewire (IPO 2010, $2.5B+ market cap)
• UX Designer @ Vividence (Acq by Keynote)
• Harvard Ed.M; Stanford Computer Science
Semira RahemtullaCofounder of InnerSpace
Who are you?
First Exercise
Topics for Today
• What makes an effective leader?• What makes an effective team?
Format: Learn together, not talk at you
Why am I doing this? (Part 1)
Why am I doing this? (Part 2)
With special thanks to…
We will…– Give you our best– Take breaks– End on time
What else would be helpful for you?
Working AgreementsWorking Agreements
We ask you to…
Respectconfidentiality
Photo by Vox Efx [link]
Working Agreements
We ask you to…
Challenge yourself
Photo by Daniel Oines [link]
Working Agreements
We ask you to…
Minimizedistractions
Photo by Robert S. Donovan [link]
Working Agreements
Photo by Luz Adriana Villa [link]
We ask you to…
Wait for breaks &Return on time
Working Agreements
We ask you to…– Challenge yourself– Respect confidentiality– Minimize distractions– Wait for breaks & return on time
Can we all commit to this?
Working AgreementsWorking Agreements
Photo by Theresa Thompson [link]
Disclosure & Vulnerability 40 mins
Team & Culture 30 mins
Break 10 mins
Feedback & Influence, part 1 50 mins
Break 10 mins
Feedback & Influence, part 2 50 mins
Closing 15 mins
TOTAL 4 hrs
Agenda
One Big Idea
INTENTNeeds
MotivesStories
Reality #1
BEHAVIORVerbal
Non-Verbal
Reality #2Common
IMPACTAssumptions
FeelingsResponses
Reality #3
The Net
3 Realities (The “Net” Model)
Feelings & Emotions – Why??
Everyone feels them; we just pretend we
don’t.
Convey crucial information; absence of emotion leaves out
half the story.
Emotions indicate importance. Most
powerful motivator?
They are an early warning
system
Feelings & Emotions – Why??
Exercise #2: Introduce Yourselves
• Find a partner you DON’T KNOW• 2 min to introduce yourself. Then switch.
How was that?
• What did you notice?• How did it feel hearing the first intro?• How did it feel describing yourself differently?
Self-Disclosure
Will I be less liked,
respected, influential
(leader-like)?
Is it relevant? Will it further the discussion – the
relationship?
Will others use this
information against me?
How will others
see/assess/ judge me?
“What in my ‘bubble’
should I share?”
We are constantly making the choice of letting our self be more fully known
Self-Disclosure
Vulnerability
“I define vulnerability as
the expression of
uncertainty, risk, and
emotional exposure.”
Vulnerability
Authentic Leaders
“The single factor distinguishing top quartile
managers from bottom quartile managers was
strength of affection – both given & received – with
their team.”
--“Encouraging the Heart: A Leader’s Guide to Recognizing and Rewarding Others”, Kouzes & Barry
Authentic Leaders
Authentic Leaders
You prefer to look strong rather than “weak.”
Problem: Everyone knows that.
Result: Willingness to show (some)“weakness” is perceived as sign of strength.
Paradox of Trust?
Benefits of Self-Disclosure / Vulnerability
• Build connection, trust• Repair distortions• Avoid “progressive impoverishment”
Benefits of Self-Disclosure / Vulnerability
Benefits of Self-Disclosure / Vulnerability
1. Disclosure & vulnerability are critical to connection.
2. Effective leaders form strong connections.
Conclusion: Consider being more open.
The Bottom Line
Photo by Woodleywonderworks [link]
Effective Teams
1. Participation
2. Collaboration
3. Cooperation (Commitment)
Research: All of these are correlated to Group EQ
“Building Emotional Intelligence”, Wolfe & Druskat, Harvard Business Review, 2004
Photo by Woodleywonderworks [link]
Inward (my emotions)
Outward(others’ emotions)
Emotional Awareness
Emotional Management
(“Regulation”)
EQ (Individual)
Photo by Woodleywonderworks [link]
Inward (Our Team)
Outward(Other Teams)
Emotional Awareness
EQ (Group)
Emotional Management
(“Regulation”)
High EQ individuals ≠ High EQ group
Group norms determine group EQ
Photo by Woodleywonderworks [link]
Group EQ
Exercise #3
What norms do we have?
What norms do we need?
What can you do as leaders?
Photo by jm3 [link]
Our Norms
Feedback & Influence
Working AgreementsJohari Window
OPEN/PUBLIC
PRIVATE UNKNOWN
I know I don’t know
You know
You don’t know
Reactions/Feedback
Disclosure
BLIND
Benefits of Self-Disclosure / VulnerabilityWhy is Feedback Important?
1. Personal Development
2. Team Effectiveness
3. Stronger Relationships
Bottom Line: Feedback is how we grow
Photo: Robbie Grubbs
Can I give you some feedback?
Photo by State Farm [link]Social situations ≈ Physical threats
Threat Response
Photo by Andrew Vargas [link]
David RockWhat social situations triggera threat response?
StatusCertaintyAutonomyRelatednessFairness
SCARF Model
So… how do we communicate feedback while minimizing defensiveness?
INTENTNeeds
MotivesStories
Reality #1
BEHAVIORVerbal
Non-Verbal
Reality #2Common
IMPACTFeelings
ReactionsResponses
Reality #3
The Net
The Net (again)
Feedback
Benefits of Self-Disclosure / VulnerabilityHow to Give Effective Feedback
1. Focus on specific, observable behavior
2. Describe the impact of that behavior on you
3. Do not address the other person’s motives or intentions
(Do ask about them & listen actively if they choose to share.)
Stay on your side of the net!
Benefits of Self-Disclosure / VulnerabilityThe Simplest Feedback Model
When you do [x], I feel [y].
(and optionally)
The story in my head is… (z)
Can you tell me what’s going on for you?
Benefits of Self-Disclosure / VulnerabilityLet’s try some examples…
1. Semira, you clearly don’t care about this presentation.
2. Semira, I noticed that you are looking at your phone. You are clearly bored with this presentation.
3. Semira, I noticed that you are looking at your phone. I am feeling anxious about what message that might send to others in the room.
Exercise #4: A Difficult Other
Think of someone in your life whom you want to influence/give constructive feedback
• Have issue; some concern about how to raise• Not most impossible; but challenging• Want something from/more functional relationship; have more influence
e.g. peer, colleague, boss, friend, SO, family member
Reflect:• Behaviors/Actions you find problematic• Effect/impact of those behaviors on you• Cost?• Your needs? Their needs?
Exercise #4: A Difficult Other
Find a NEW partner • Decide who is Person A and Person B• Person A describes their difficult other to B• A will then act as Difficult Other• B will act as A, giving feedback to difficult other• Switch & Repeat
How was that?
• What worked to influence you? What didn’t?• Did you learn anything by playing the role of
Difficult Other?• Are you going to give it a try for real?
Benefits of Self-Disclosure / VulnerabilityTips for Receiving Feedback
• Look for “Grains of Truth”– Learning is better than being right– Goal is understanding, not winning
• Listen and ask clarifying questions• Acknowledge your feelings• Gift mentality
– Say “Thank you!”
Benefits of Self-Disclosure / VulnerabilityTips for Complimentary Feedback
• Give more!!!• Do not praise to buffer criticism
– Avoid “The Sandwich”
• Do not praise to overcome resistance• Avoid platitudes. Be specific:
– Weak: “Joe, you’re killing it.”– Strong: “Joe, I’ve noticed you’ve been on time to almost
every meeting this week. I feel grateful for the extra effort.”
Benefits of Self-Disclosure / VulnerabilityTips for Constructive Feedback
• Assume good intent; be curious• Use a soft start
– Emphasize mutual goals & positive intent:
My intention is… / This matters to me because…
When you do [x], I feel [y].
• Be aware of your own stress• Goal is joint problem solving
Benefits of Self-Disclosure / VulnerabilityLast Reminder
Stay on your side of the net
When you do [x], I feel [y].
Use the Vocabulary of Emotions.
Benefits of Self-Disclosure / VulnerabilitySuggested Topics For Feedback
Work Product
– Timeliness, quality, quantity, focus area
Communication & Management– Too much/little
– Choice of format
– Email etiquette
– Language choices, communication style with others
– Transparency of project status, hiring/firing/promotions
Role Modeling & Presence
– What energy do you feel from this person?
– How do they impact others?
– What do they model well?
– Anything you worry about?
– Arrival/departure times
– How they speak/listen/act/dress
Thanks, good-bye, and stay on your side of the net
