Manager vs. Leader How to give a final warning that actually lands

@claleadership101

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Say This, Not That Cards and If This, Then That Cards https://completeleadershipacademy.com/collections/most-popular-playbooks ↗

Why it worked

The video provides actionable advice on a common workplace challenge (giving warnings) by contrasting two distinct approaches, making the content relatable and valuable. The use of physical product cards as visual aids and the clear, concise explanation of leadership principles likely contributed to its engagement.

Summary

The video explains how to give a final warning effectively by differentiating between a manager's approach and a leader's approach. It outlines three key principles for leaders: removing drama, making the choice visible, and defining success clearly, contrasting these with a manager's potentially less effective methods. The creator then promotes their "Say This, Not That" and "If This, Then That" cards as tools to help leaders implement these principles.

Structure

1Introduce the topic: Manager vs. Leader in giving final warnings.
2Explain the manager's approach (drama, frustration, vague warnings).
3Explain the leader's approach (calmness, clarity, agency, choice).
4Introduce the three principles for leaders: remove drama, make choice visible, define success clearly.

Original caption

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On-screen text

Manager vs. Leader How to give a final warning that actually lands How to give a final warning that actually lands like a leader, not a manager. number one is we have to remove the drama here. See, a manager just says, hey, this is your last chance, okay? Frustrated has this going on, judgment. But a leader is calm, cool, collected. Right. I wanna be clear about where things stand. A final warning should create clarity, not fear. And then we ask, like, do you understand what's at stake here? We need to hear it from their perspective. We need to hear from them here. Number two is we wanna make the choice visible. This is one of my favourite principles. See, a manager says, well, you need to change or else. The leader says that the next step is ultimately your decision. Accountability increases when people recognise that they still have agency. So we can ask, like, what choice do you wanna make moving forward? Doctor Willing could say, discipline equals freedom. So if they wanna turn things around, they wanna fight for this, it's gonna take some discipline. That discipline will likely pay off. Oh, and real quick, if you're looking for leadership tools, tips, frameworks, questions, activities, these say this, not that cards or the new if this then that cards, you can sign up here, get a discount, or click the link in my profile and start using them today. And reach out if you need a speaker for your next leadership event. Or if I can help customise a half day or full day leadership workshop for your team. The No. 3 is we wanna define success clearly. A manager just vaguely says, you, you know what needs to happen now, you just need to do it. But a leader says, alright, let's make sure that we're aligned on exactly what success looks like from here, because ambiguity, well that's gonna create excuses and we don't have time for that. And then we can calibrate like how will we know that you've turned things around? And we wanna have clear, measurable milestones that shows, hey, I am turning this around, there is real progress here. Or maybe they choose that this is not the right opportunity for me and it turns into a different conversation. Now they have a choice and we have a clear way to measure their progress. And we're aligned. As a manager, I'm just issuing warnings. As a leader, I'm creating this clarity around a choice and consequences on both sides. And this becomes their torn around story if they choose to act on it. And look, leadership is not a title, right? It's a fire. And we have the opportunity to ignite it, not only in ourselves but in others. Now if you like these little tips and frameworks, check out my profile and follow me.

Transcript

How to give a final warning that actually lands like a leader, not a manager. Number one is we have to remove the drama here. See, a manager just says, hey, this is your last chance, okay? Frustrated has this going on, judgment. But a leader is calm, cool, collected. Right. I wanna be clear about where things stand. A final warning should create clarity, not fear. And then we ask, like, do you understand what's at stake here? We need to hear it from their perspective. We need to hear from them here. Number two is we wanna make the choice visible. This is one of my favourite principles. See, a manager says, well, you need to change or else. The leader says that the next step is ultimately your decision. Accountability increases when people recognise that they still have agency. So we can ask, like, what choice do you wanna make moving forward? Doctor Willing could say, discipline equals freedom. So if they wanna turn things around, they wanna fight for this, it's gonna take some discipline. That discipline will likely pay off. Oh, and real quick, if you're looking for leadership tools, tips, frameworks, questions, activities, these say this, not that cards or the new if this then that cards, you can sign up here, get a discount, or click the link in my profile and start using them today. And reach out if you need a speaker for your next leadership event. Or if I can help customise a half day or full day leadership workshop for your team. The No. 3 is we wanna define success clearly. A manager just vaguely says, you, you know what needs to happen now, you just need to do it. But a leader says, alright, let's make sure that we're aligned on exactly what success looks like from here, because ambiguity, well that's gonna create excuses and we don't have time for that. And then we can calibrate like how will we know that you've turned things around? And we wanna have clear, measurable milestones that shows, hey, I am turning this around, there is real progress here. Or maybe they choose that this is not the right opportunity for me and it turns into a different conversation. Now they have a choice and we have a clear way to measure their progress. And we're aligned. As a manager, I'm just issuing warnings. As a leader, I'm creating this clarity around a choice and consequences on both sides. And this becomes their torn around story if they choose to act on it. And look, leadership is not a title, right? It's a fire. And we have the opportunity to ignite it, not only in ourselves but in others. Now if you like these little tips and frameworks, check out my profile and follow me.