Manager vs. Leader How to respond to someone who says "I'm not doing that"

Manager vs. Leader How to respond to someone who says "I'm not doing that" How to respond when someone says, I'm not doing that. Like a leader, not a manager. Number one is, don't react to the defiance. See, a manager says, excuse me. The leader says, okay, well help me understand what's behind that. See, if you react to the tone, the conversation becomes about authority. So we wanna get underneath that resistance. First, what is it about this that you're unwilling to do? And then number two is you wanna clarify what's actually optional here. See, a manager just says, well, you don't get to decide that. But a leader says, alright, well there, there might be some parts of this that are flexible, but the expectation still needs to be met. See, not everything is negotiable, but how someone gets there often is. So we wanna make that boundary clear without turning it into a threat. What part of this can we change? And then what part of this do you understand still needs to happen? Peter Senge would say, you can't force commitment. What you can do is create the conditions where commitment is possible. See, this rain. Those are some conditions. if you're looking for leadership tools, the 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. customise a half day or full day leadership workshop for your team. And then number three is you wanna make them own the next move. See, manager just says, well then I'll find somebody else who can. Who will. But a leader invites that problem solving, right? If you don't think that this is possible, or you don't think that this approach works, then bring me another one that still meets the expectation. I'm building thinking, I'm inviting problem solving. Don't rescue the resistance by taking the work away. No, give them room to solve the problem without taking away the ownership. What's another way that you can get this done and still meet the standard? And I'm open curious here. See, as a manager, I fight the refusal, but as a leader, I get underneath it and I clarify the non negotiables. And then I put the ownership of that problem solving it, figuring it out back on the person. Look, and 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.