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What can improv theater teach us about mindful leadership?
Dr. Daphne Scott
Dr. Daphne Scott, founder of DS Leadership Life, specializes in creating mindful leaders and mindful organizations through leadership coaching programs that focus on mindfulness, positivity, creativity, and fun.
Daphne has developed her coaching programs throughout two decades of real world coaching and corporate development experience. She draws on her unique background in improv theater and physical therapy to bring engaging embodiment and team-building elements to her coaching and facilitation.
As a Certified Professional Co-Active Coach, certified Hendricks Coach, a founding member of the Conscious Leadership Group, and a member of the International Coaching Federation, Daphne has studied with top-level executive coaches, consciousness experts, and organizational psychologists. She holds a Masters Degree in Applied Positive Psychology from the University of Pennsylvania and a Doctorate of Science in Physical Therapy from Andrews University.
In today’s conversation, Daphne points to the main reason why leaders fail and reveals the five relationships a leader needs to develop in order to be successful. We also explore how improv can be a powerful tool for building leadership skills and how leadership can be found at any level in an organization. We further discuss the importance of feedback, fun, and value of building a “Yes/And” culture in your organization.
Key Takeaways
- We make the assumption that a leader should magically be able to lead a group of people. However, most leaders are not equipped with the skills to lead.
- Five relationships a leader needs to have: Time, Money, Self-Identity, Friendships, Unknown
- When we are operating from fear we don’t have access to our best decision making.
- When people are engaged in an experience of play they learn much faster.
- A lot of leaders don’t need to learn how to have more productivity, they already have that; they just want to have that productivity with less stress.
- When we pin employee engagement solely on the leadership, we disempower 80% of the organization and set up a blame dynamic where people can blame their disengagement on their boss or the leadership team.
- The moment anyone in the organization makes the choice not to gossip about another person on the team, they are making an incredible decision about the culture they want to have.
Resources
Free Download on the Value of Feedback, visit: www.daphne-scott.com/lot
Connect With Dr. Daphne Scott
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