{"id":6550,"date":"2019-08-30T07:00:07","date_gmt":"2019-08-30T12:00:07","guid":{"rendered":"http:\/\/www.scottcochrane.com\/?p=6550"},"modified":"2019-08-30T07:00:07","modified_gmt":"2019-08-30T12:00:07","slug":"how-to-strengthen-your-team-with-tuning-fork-leadership","status":"publish","type":"post","link":"https:\/\/scottcochrane.com\/index.php\/2019\/08\/30\/how-to-strengthen-your-team-with-tuning-fork-leadership\/","title":{"rendered":"How to Strengthen Your Team with Tuning Fork Leadership"},"content":{"rendered":"

Subtle signs of misalignment can appear at any time on any team. The leader’s job is to restore alignment by relentlessly reinforcing clarity.<\/h2>\n

This is called\u00a0“Tuning Fork Leadership”.<\/h2>\n

An actual tuning fork is a simple tool used as a standard of pitch to tune musical instruments. And like a piano tuner,\u00a0a leader’s job is to chime the tuning fork to make sure the team is operating with complete clarity.<\/strong><\/p>\n

Years ago I found myself\u00a0in conversation with a teammate who didn\u2019t seem to understand the direction our organization was heading. Sensing his confusion I sat him down one day and helped him get back on track.<\/p>\n

When I finished he said, \u201cScott, that was a tuning-fork moment.\u201d<\/p>\n

I loved that term.<\/p>\n

You might not carry the actual instrument with you, but I\u2019ve learned that watching for \u201ctuning fork moments\u201d can be a crucial leadership tool.<\/div>\n
<\/div>\n
There are 4 key components of tuning-fork leadership:<\/div>\n

1.\u00a0\u00a0\u00a0<\/strong>A \u201c6th<\/sup>\u00a0sense\u201d ability to perceive misalignment<\/strong><\/h2>\n

As a leader you must be constantly listening and watching for indications of very subtle mission drift among your team.<\/p>\n

2.\u00a0\u00a0\u00a0<\/strong>A patient, listening posture<\/strong><\/h2>\n

Leaders\u00a0must follow up a hunch about mission drift with a casual, inquisitive conversation. The job is to confirm, or dispel, the notion that a teammate has drifted off course. Such a conversation must be safe and unthreatening.<\/p>\n

3.\u00a0\u00a0\u00a0<\/strong>An environment of affirmation<\/strong><\/h2>\n

If a teammate has drifted, chances are they are only off-base by 10%. Affirm the 90% they are getting right.<\/p>\n

4.\u00a0\u00a0\u00a0<\/strong>A clear ringing of the tuning fork<\/strong><\/h2>\n

Now, you\u2019re ready to ring the fork. This involves unflinchingly pointing out where the drift has taken place, and ensuring your teammate\u2019s understanding is back on pitch.<\/p>\n

Tuning-fork leadership is an ongoing, never-ending process. Mission drift is inevitable in every organization. And just when you think you\u2019ve brought everyone back into alignment it will be time to re-clarify things for someone else on the team.<\/p>\n

So\u00a0ask yourself these questions…<\/p>\n

    \n
  • Is everyone in the organization clear on our overall direction?<\/strong><\/li>\n
  • Is everyone clear on our highest present priorities?<\/strong><\/li>\n
  • Does everyone see how their contribution fits into the big picture?<\/strong><\/li>\n<\/ul>\n

    If the answers reveal any fuzziness it could be time for clarifying conversations.<\/p>\n

    Keep your tuning fork handy\u2026<\/p>\n","protected":false},"excerpt":{"rendered":"

    Subtle signs of misalignment can appear at any time on any team. The leader’s job is to restore alignment by relentlessly reinforcing clarity. This is called\u00a0“Tuning Fork Leadership”. An actual tuning fork is a simple tool used as a standard of pitch to tune musical instruments. And like a piano tuner,\u00a0a leader’s job is to…<\/p>\n","protected":false},"author":4,"featured_media":5756,"comment_status":"open","ping_status":"open","sticky":false,"template":"","format":"standard","meta":{"_bbp_topic_count":0,"_bbp_reply_count":0,"_bbp_total_topic_count":0,"_bbp_total_reply_count":0,"_bbp_voice_count":0,"_bbp_anonymous_reply_count":0,"_bbp_topic_count_hidden":0,"_bbp_reply_count_hidden":0,"_bbp_forum_subforum_count":0,"_monsterinsights_skip_tracking":false,"_monsterinsights_sitenote_active":false,"_monsterinsights_sitenote_note":"","_monsterinsights_sitenote_category":0,"footnotes":""},"categories":[1017,769,738,478,7,583,744],"tags":[],"class_list":["post-6550","post","type-post","status-publish","format-standard","has-post-thumbnail","hentry","category-communication","category-culture-2","category-effectiveness-2","category-featured","category-leadership","category-staffing","category-team-2"],"_links":{"self":[{"href":"https:\/\/scottcochrane.com\/index.php\/wp-json\/wp\/v2\/posts\/6550","targetHints":{"allow":["GET"]}}],"collection":[{"href":"https:\/\/scottcochrane.com\/index.php\/wp-json\/wp\/v2\/posts"}],"about":[{"href":"https:\/\/scottcochrane.com\/index.php\/wp-json\/wp\/v2\/types\/post"}],"author":[{"embeddable":true,"href":"https:\/\/scottcochrane.com\/index.php\/wp-json\/wp\/v2\/users\/4"}],"replies":[{"embeddable":true,"href":"https:\/\/scottcochrane.com\/index.php\/wp-json\/wp\/v2\/comments?post=6550"}],"version-history":[{"count":4,"href":"https:\/\/scottcochrane.com\/index.php\/wp-json\/wp\/v2\/posts\/6550\/revisions"}],"predecessor-version":[{"id":6554,"href":"https:\/\/scottcochrane.com\/index.php\/wp-json\/wp\/v2\/posts\/6550\/revisions\/6554"}],"wp:featuredmedia":[{"embeddable":true,"href":"https:\/\/scottcochrane.com\/index.php\/wp-json\/wp\/v2\/media\/5756"}],"wp:attachment":[{"href":"https:\/\/scottcochrane.com\/index.php\/wp-json\/wp\/v2\/media?parent=6550"}],"wp:term":[{"taxonomy":"category","embeddable":true,"href":"https:\/\/scottcochrane.com\/index.php\/wp-json\/wp\/v2\/categories?post=6550"},{"taxonomy":"post_tag","embeddable":true,"href":"https:\/\/scottcochrane.com\/index.php\/wp-json\/wp\/v2\/tags?post=6550"}],"curies":[{"name":"wp","href":"https:\/\/api.w.org\/{rel}","templated":true}]}}