When I read Susan Scott’s first book, Fierce Conversations, it blew me away. Scott is not as well known as the other thinkers we have covered so far, but her insights will be extraordinarily valuable to anyone who seeks to manage or lead in an organisation today.
‘Paying fierce attention to another, really asking, really listening, even during a brief conversation – can evoke a wholehearted response.’
‘In fierce conversations there is neither a struggle for approval nor an attempt to persuade.’
What is not to love in a book that is filled with practical and insightful guidance as to how we can truly draw success out of people, one conversation at a time?
Susan Scott grew up in Tennessee, and worked in training and executive search, before running executive think-tanks for fourteen years. In 2001, she founded Fierce Inc, to provide the kind of conversations and leadership training that are truly transformative.
In her second book, Fierce Leadership, Scott challenges business best practices in a bold, pragmatic and fierce way. It is a thought-provoking read in which you will find six established ‘best practices’ challenged by alternative ‘fierce practices’.
‘Best’ Practice: 360-Degree Anonymous Feedback
‘Fierce’ Practice: 360-Degree Face-to-Face Feedback
Let’s have the courage to have fierce conversations with our colleagues..
‘Best’ Practice: Hiring for Smarts
‘Fierce’ Practice: Hiring for Smart + Heart
Why settle for smart IQ, when you could get IQ and EQ (Emotional Intelligence) together. Cognitive intelligence and emotional intelligence are not mutually-exclusive.
‘Best’ Practice: Holding People Accountable
‘Fierce’ Practice: Modelling Accountability and Hold People Able
Place expectations on people rather than set out to punish failings.
‘Best’ Practice: Employee Engagement Programs
‘Fierce’ Practice: Actually Engaging Employees
This is one of my hot topics (see The Influence Agenda) – we need to get out there and actually engage with all stakeholders.
‘Best’ Practice: Customer Centricity
‘Fierce’ Practice: Customer Connectivity
This is one of my hot topics (see The Influence Agenda) – we need to get out there and actually engage with all stakeholders. Oops – I think I already said that!
‘Best’ Practice: Legislated Optimism
‘Fierce’ Practice: Radical Transparency
This is a fierce exposure of the truth that allows people to recognise the need for solutions and quips them with the information they need to fully understand the problem.
Here is a short (4 min) video of Scott. She needs to get an invite to TED!