Hi Reader,

Welcome back to our leadership newsletter!

A reminder before we dive in: I'm hosting a complimentary Q&A next week on Tuesday, January 28 at 8:30AM for The Council, our new leadership forum. Reserve your seat here.

The Misaligned CEO

A few years ago, I was coaching a young CEO who was having a hard time getting alignment in his team.

Despite his best efforts, his team kept saying they would do stuff, and then not doing it.

So one day, I went into his company and observed how he was interacting with his team. I sat in all his meetings, and watched what he said and did.

Very quickly, I noticed a clear pattern emerge. His meetings followed a predictable script: He would present an idea, explain its merits, and ask for alignment.

Everyone would nod in agreement. But, fast forward a few days later, and nothing had gotten done.

The disconnect left him puzzled.

The "No" Doctrine

When I saw this pattern, I realized something counterintuitive: The path to true alignment wasn't through "Yes" – it was through "No."

Think about great salespeople. They don't chase agreement; they hunt for objections. Why? Because objections reveal the real barriers to moving forward.

It's the same thing inside of a company.

So, we helped create the “No doctrine” for this CEO.

The approach was simple: Whenever he presented an idea, instead of asking for agreement, he'd ask, "What speaks against this?"

But here's the crucial part – he didn't defend. He listened, and he welcomed every objection as a gift.

Every "no" carries wisdom: Sometimes it's subtle, like someone suggesting a minor shift in wording. Other times it's transformative – revealing a fundamental misalignment with customer needs.

Every objection, large or small, contains the seed of improvement.

And, when people see their own fingerprints on a solution, they don't need to be convinced – they're already invested. Real alignment isn't about agreement; it's about involvement.

The change for this CEO's company was remarkable. Meetings transformed from polite agreement to energizing spaces for honest feedback and collaboration.

Ideas became stronger, execution became smoother, and most importantly, the team moved as one – not because they had to, but because they felt like a team, not employees.

Big Love,

Joe

P.S. In The Council, we'll dive into the deeper emotional work of transforming how you relate to resistance. Discover what becomes possible when you look forward to every "no.” Reply directly to this email to inquire, or click here.