Frances Fry

When we talk about the storytelling for bold change, and I think that's what this is, we summarize it with honor the past.

create a clear and compelling change mandate, that's here, and provide a rigorous and optimistic way forward.

So if I was going to think about what's the summary advice from storytelling, honor the past.

and rigor and optimism about the future.

And I would make that as tight as possible.

And that's not a nice to have.

High-performing teams, as we know, and as influenced by the great Chris Argyris, high-performing teams, a very key characteristic they have compared to everyone else is that they have the courage to discuss the undiscussable.

And layoffs can be a third rail.

One person will say to another, oh, don't talk about it.

Our senior team doesn't like to hear about it.

That is not what the senior team should be looking for in an organization.

In fact, the opposite.

Bring it up, reward people for bringing up, make sure that it is metabolized through everyone so that we can overperform.

So this is not a grin and bear it moment.

You don't even have to be good at it.

You just need, this is courage over competence.

Yeah.

I love that because it's acknowledging we are in a risky environment.

then we would expect compensation to be different than if we're in a safe environment.

We would expect that my need to give you experiences and education to augment