once said, 'If I'd ask customers what they wanted, they would've told me a faster horse.' People don't know what they want until you show it to them."
If you don't believe that, consider the opposite. How much less motivated and secure would people feel if their leader projected feelings of distrust, doubt, vulnerability, disappointment, embarrassment, dislike and discouragement?The second step in design thinking is define, as in define the problem.
1. They're clear, concise, accountable and unflappable. They articulate problems, strategies and roles, and they take ultimate responsibility when bad things happen. They remain calm and centered in any challenging situation. 4. They stand up for the company's values and code of conduct, and they stand up against anyone who violates them.6. They have a sense of humor, don't take themselves too seriously and genuinely enjoy their people beyond what they do for work.The prototype involves creating an assessment of the leader based on those seven positive feelings, followed by the observable behaviors. You can do this on a scale of 1 to 10, where 1 is rarely, 5 is sometimes and 10 is almost always.