The document outlines a workshop focused on co-founder communication, emphasizing the importance of self-disclosure and emotional intelligence in fostering effective team dynamics. It discusses the three realities model ('the net'), encourages vulnerability as a means to enhance relationships, and provides strategies for giving and receiving feedback. Key points include the need for creating a nurturing feedback culture and the role of emotions in communication.

1. Cofounder Communication Workshop
Innerspace
Joe Greenstein
Feb 2, 2018

2. Why are we doing this? (Part 1)

3. Why are we doing this? (Part 2)

4. One Big Idea

5. INTENT
Needs
Motivation
Beliefs
My Reality
IMPACT
Assumptions
Feelings
Reactions
Your Reality
3 Realities (The “Net” Model)
“The Net"
BEHAVIOR
Verbal
Non-Verbal
Shared
Reality

6. Feelings & Emotions – Why??Feelings & Emotions – Why??

7. Self-Disclosure
Will I be less
liked,
respected,
influential
(leader-like)?
Is it relevant?
Will it further the
discussion – the
relationship?
Will others
use this
information
against me?
How will
others
see/assess/
judge me?
“What in
my ‘bubble’
should I
share?”
Self-Disclosure

8. “ VULNERABILITY IS
THE BIRTHPLACE
OF CONNECTION. ”
BRENÉ
BROWN

9. Authentic Leaders
“The single factor distinguishing top quartile
managers from bottom quartile managers
was strength of affection.”
--“Encouraging the Heart: A Leader’s Guide to Recognizing and Rewarding Others”,
Kouzes & Posner
Authentic Leaders

10. If You Really Knew
Me…

11. Photo by Woodleywonderworks [link]
Team & Culture

12. Photo by Woodleywonderworks [link]
Effective Teams
1. Participation
2. Collaboration
3. Cooperation (Commitment)
Research: All of these are correlated to
Group EQ
“Building Emotional Intelligence”, Wolfe & Druskat, Harvard Business Review, 2004

13. Photo by Woodleywonderworks [link]
“I’m starting to
feel defensive”
Inward
(my emotions)
Outward
(others’ emotions)
Emotional
Awareness
Emotional
Management
(“Regulation”)
“He seems to be
getting agitated”
• Take a deep breath
• “Could you give
me a sec?”
• Take a walk
“Are you ok?”
EQ (Individual)

14. High EQ individuals ≠ High EQ group
Group norms
determine group EQ
Photo by Woodleywonderworks [link]
Group EQ

15. Photo by jm3 [link]
Our Norms

16. Feedback & Influence

17. INTENT
Needs
Motives
Stories
My Reality
IMPACT
Assumptions
Feelings
Reactions
Your Reality
3 Realities (The “Net” Model)
The Net
BEHAVIOR
Verbal
Non-Verbal
Shared
Reality

18. Benefits of Self-Disclosure / VulnerabilityHow to stay on your side of the net
1. Focus on *specific, observable behavior*
“When you do [x]…”
2. Share the impact of that behavior on you (disclosure)
"I feel [y]…”
3. Ask about the other person’s intentions and perspective
“Can you tell me what’s going on for you?”

19. Photo by Ana Karenina [link]
1:1 Feedback

20. #1 Factor for Happiness
on the Job:
Feeling appreciated
-- 2014 BCG/The Network survey of 200K employees

21. Benefits of Self-Disclosure / VulnerabilityFostering a culture of appreciation
1. Create a space for it
2. Lead by example

22. Benefits of Self-Disclosure / VulnerabilityReceiving Feedback
• Manage your own defensiveness
– Notice it
– Name it: “Affect Labeling”
• Goal is understanding, not winning
– “Can you tell me more about that?"
– Restate what you’ve heard to confirm understanding
• Gift mentality: Say “Thank you!”

23. Benefits of Self-Disclosure / VulnerabilityLast Reminder
Stay on your side of the net:
When you do [x]…
I feel [y]…
And my story is [z].
Can you tell me what’s going on for you?
Use the Vocabulary of Emotions.

24. Benefits of Self-Disclosure / VulnerabilitySuggested Topics For Feedback
Work Product
– Timeliness, quality, quantity,
focus area
Communication & Management
– Too much/little
– Choice of format
– Email etiquette
– Language choices,
communication style with others
– Transparency of project status,
hiring/firing/promotions
Role Modeling & Presence
– What energy do you feel from this
person?
– How do they impact others?
– What do they model well?
– Anything you worry about?
– Arrival/departure times
– How they speak/listen/act/dress

25. Fostering a feedback-rich culture
• Train your team on giving/receiving feedback
• Schedule feedback-focused 1:1s (or begin
1:1s with two-way feedback)
– And set expectations of others to do the same

26. Thanks, good-bye, and stay on
your side of the net 