I am working with a DEI department that wants to develop their psychological safety within the culture. As they tell me about their culture, one of their main principles is Radical Empathy. Working to understand one another as much as possible. And the more they spoke about Radical Empathy, the more I got curious. So I asked - "How do you balance empathy with getting things done?" They paused for a second and said.... "That's the issue." They want to create a supportive culture but a lot of work is dumped on the managers. When their employees struggle (from work or personal life), the managers take on a lot of the work to help give the employees space. Many of the managers feel overworked and unsure of what to do. How have you seen teams manage a proper balance between being empathetic empathy and productivity?

I'm a huge podcast fan - I love to listen while walking my dog, driving, cleaning, etc. Does anyone have good podcast suggestions around collaborative leadership and problem-solving? Also open to audiobook suggestions :)

Hey fam, good to meet you all! The main issue that my team and I have is one of limited action due to a lack of time/funding. For context, we are an early stage tech startup without funding and all members have day jobs and families. We have strong vision, mission, and values and decent communication. What are some ideas for inspiring additional action so that we can get to the next stage?

My team has no problem brainstorming lots of ideas. However, we often struggle with turning ideas into tangible next steps because we don't have a process for transforming idea "havers" into idea "owners".

How do you balance finding the right number of people to include in the collaborative problem-solving process? For teams or projects with a large number of people, it can seem inefficient to include everyone, but at the same time, I don't want anyone to feel left out or like their input isn't valued.