Communication | Dave Holvig

May 24, 2024May 24, 2024

Why Speaking Up Is The One Skill That Will Separate You As A Leader

PART 2: Reasons TO Speak Up

Welcome back to part 2 of my first-ever quad blog. Why four? Because in my experience, speaking up is the most underused and overlooked skill every leader must learn. Let’s change that.

But first…

I was saddened to hear how many of you feel unsafe being honest in the aftermath of PART 1. That is beyond tragic. So many organizations are leaving so much on the table thanks to a few insecure leaders who would rather feel in charge than face reality. And yet, I still believe it’s a win to say what needs to be said. Let me explain…

Speaking up will either lead to influence OR information.

How it’s received speaks volumes. For example, “Thanks for sharing, we are better for it” or “Please don’t share cuz’ we don’t care” are both helpful. One encourages you to keep going; the other confirms you should get going—update your resume, get coffee with a connection, finally join LinkedIn. (If you do, I’m @dkholvig. Let’s connect!)

Second, I want to acknowledge that speaking up is a layered skill that requires more than just a willingness. However, this blog series is more about noticing the current vacuum around speaking up and the direct connection to leaders who feel stuck.

This blog will outline 3 reasons TO speak up and what can happen when you DO.

We’ve already discussed the reasons we don’t speak up, the complexity of not speaking up, and the paradoxical reality of raising your voice. If you missed that, click here.

Now, I present the 3 biggest reasons TO speak up…

May 10, 2024May 10, 2024

The One Skill That Will Separate You As A Leader

The Cost Of Silence

Nine times out of ten, a lack of leadership plays out in silence, not mistakes. It might be a quiet submission, but the impact is loud.

For some of you, staying quiet IS the reason you feel stuck—wondering why you still don’t have a seat at the table—after years of faithfully showing up.

Truth is, you’ve been a conduit of other people’s instincts, a messenger of decisions, and a “loyal” employee. But you haven’t been leading because you haven’t been sharing YOUR UNIQUE INSIGHT.

Part 1 of this "quad-blog" will begin to make the case that NOT speaking up IS keeping you from maximum impact.

February 27, 2023March 1, 2023

How To Lead Friends And Fools (Without Losing Your Cool)

The transition.

I can’t think of a more awkward transition than friend to boss. I’d rather have adult braces. Which I do! If you haven’t experienced this unique discomfort yet, you will. Just wait. (not the braces)

And…

Leading a fool will make you feel CRAZY; it’s a fast-track to questioning your own sanity.

Answer: “No, you’re dealing with foolery.”

Lead people long enough and you will lead friends AND fools. This blog will give you the tools to navigate both (without losing friendships or your mind).

Each requires something different:

Fools need “rules,” and friends need “real.”

Let’s dive in, friend first. (It’s easier.)

March 25, 2022March 25, 2022

The Best Question Ever And How To Help Others Grow

Lead or be liked is bogus.

No doubt, one of the most challenging parts of leadership is facing into the conversations no one else will, but someone must. It’s also the most rewarding.

That’s where it’s at.

Growth happens in the last one percent, in the ‘thing behind the thing’ that most are unwilling to point out. And that’s why—leaders say what peers wish someone would say to their co-workers.

Unfortunately, that means not everyone will like you; but they will have to respect you—if you do it well.

I’m human.

I like to be liked, but I’ve learned to love watching others soar more.

So how do we help others grow?

We care enough to share what’s holding them back and walk with them through whatever’s next.

When we do that, they begin to grow. And when your people start growing, they have no interest in going anywhere.

Simple right?

But there’s a catch.

If you don’t genuinely care, you need to focus there first. And possibly buy a nice tent. After that, it might be time for some camping.

That will make sense later. I promise.

February 11, 2022February 11, 2022

How To Build A Fear LESS Feedback Culture Part 2

PART 2 “What You See Is What You Say.”

Feedback is the ongoing conversation of an organization and one of the most OBVIOUS indicators of cultural health. It’s the dialogue of development.

Tragically, we can go for years without paying any attention to how that convo is being handled.

It can become a routine part of the job; even if it’s toxic, it’s just what we do. Or worse, it’s who we think we are.

It’s not.

You might just need a new view, which is what this blog is all about.

If you missed PART 1, you can read it here.

To Review…

Fear less feedback is helpful, not hurtful; it’s timely and ‘for the love,’ fixable. It’s motivated by the desire to help others grow and develop. And most importantly, it’s rooted in relationship.

Give that kind of feedback consistently over time, and people will begin to fear less and hear more.

Simple right?

But what if your culture is past the point of tweaks and needs a full-on pile driver?

This post will help leaders change the type of feedback they are getting by changing the questions they are asking, which becomes the lens for everything.

January 21, 2022January 21, 2022

How To Build A Fear LESS Feedback Culture Part 1

PART 1 “Fear LESS, Hear More.”

If you had something in your teeth, would you want to know about it?

Maybe something (hard to hear) is holding you back from getting to the next level in your career—a specific reason you are not being promoted—would you want to know why?

For most of us, the answer would be—OF COURSE!!!

This is my year to go all in btw. Anyone else rockin’ Invisalign?

But what if the last ten times you had lettuce lodged in your adult braces, it was brought to you in a hurtful, unnecessarily public, or shame-inducing way?

I’m guessing the answer would be more like:

“It depends… Who’s giving me the feedback? Do I know them? Do they care about me? Are they telling me in private or making a scene? Are they judging me for having braces as an adult?

There is no in-between.

In my experience, organizations either give hurtful, overly direct feedback or dance around the issues for days. They give way too much feedback, nitpicking their people to death or none at all.

No feedback is ONLY better than bad feedback, but here’s the problem:

We all need feedback!

A thriving feedback culture is often what separates good from great organizations and is one of the most overt indicators of health.

So how do we create a culture that wants to hear it, doesn’t fear it, and does it in a way that honors the people involved?

It starts with getting 3 things in place.

August 6, 2021August 6, 2021

Mandatory Influence (Please Read Now!)

The Art Of Requiring Participation.

Every time I receive an email in outlook with a high-priority flag and a required response, I giggle. So, what you’re saying is, “I care about this thing a lot, but I don’t have time to write an email that will convince you of its importance. Instead, I’m forcing you to respond whether you care or not.”

Got it!

The bummer is that they will never know who would have responded uncoerced and what they could have done better next time.

Two big misses!

Make it mandatory and you’ll never know if you could have led through it.

Make it mandatory and you’ll never know if you could have led through it. Share on X Continue reading