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Leaders identify what environmental changes need to be made so people can thrive. Here's @ldavidmarquet with an example of an environment that needs some changes. Peter Russian

Leaders give information, not instructions, so people with control can make better decisions based on that information. Here's @ldavidmarquet with an example. Peter Russian #intentbasedleadership #leadershipnudge

Changing behavior and keeping resolutions can be hard. Watch @ldavidmarquet explain how using different words can help. Peter Russian #intentbasedleadership #leadershipnudge #culturechange

This book, Punished by Rewards (by Alfie Kohn), is a classic for leaders, HR leaders and anyone helping build organizations where humans can be at their best. It makes the case that all rewards are basically manipulation. @ldavidmarquet Peter Russian #culturechange

De-escalate your emotions in stressful situations by imagining you are observing the situation from another vantage point. Watch as @ldavidmarquet explains the value of getting out from behind your own eyeballs. Peter Russian

Offering positive rewards to encourage certain behavior takes patience, but it works. Here’s @ldavidmarquet with more.

Give greater clarity around the purpose of a meeting to invite engagement and thinking. Here’s Peter Russian with more. @ldavidmarquet

People are afraid to speak truth to power and we see it all the time. Steep power gradients inhibit information flow. When we flatten the Power Gradient, we create a culture where it is safe for everyone to share ideas, ask questions, and voice concerns. Here's @ldavidmarquet

Intent-Based organizations don't need monitoring systems, but measuring systems are important. Here's @ldavidmarquet with more about the distinction between monitoring and measuring.

Leaders create opportunities for people to ask questions, but also pose questions to start conversations. This helps Leaders provide the information needed for clarity. Here's Peter Russian with more. @ldavidmarquet #intentbasedleadership #culturechange #leadershipnudge

Leaders help the team manage the rhythm of Redwork (doing) and Bluework (thinking). Make time to pause, evaluate production relative to your goal, make course correction as needed, and then continue working. Here’s @ldavidmarquet with more. Peter Russian #intentbasedleadership

Fundamentally, humans will respond consistently to positive, immediate and certain recognition for behavior and ultimately continue that behavior. The circumstances leading up to the behavior are not as important as the behavior itself. Here’s @ldavidmarquet with more.

We got a tough question recently. “What do you do about people who are not aligned to the interests of the organization?” Here, @ldavidmarquet provides an answer and is looking for your thoughts. What would you do?

If you really want to understand how your colleague’s feeling about something and get their perspective, use a scale. Here’s Peter Russian with more. @ldavidmarquet #leadershipnudge #intentbasedleadership #culturechange

Introduce yourself. This helps everyone feel more psychologically safe. Here’s @ldavidmarquet with more. #leadershipnudge #intentbasedleadership

If you want to build a special culture, then build a special language. Intent-Based Leadership is a language. Here's @ldavidmarquet with more.

When looking for ideas and solutions, Intent-Based leaders make it easier for people to share their opinions and perspectives. Here’s Peter Russian with an idea that could help. #culturechange #intentbasedleadership #leadershipnudge @ldavidmarquet

Providing information at decision points keeps work flowing more smoothly. Here, @ldavidmarquet is in Lauterbrunnen, Switzerland with a great example.

Practice using open questions to be curious, not compelling. Watch @ldavidmarquet explain how to become a Question Master.

Top-down organizations make it difficult for information to flow from the bottom up. Here's Peter Russian, in Iceland, with more. @ldavidmarquet #intentbasedleadership #leadershipnudge