Managing with Empathy
Balancing capital management with team leadership can be daunting, but both Neal and Kim discovered the rewarding nature of building cohesive teams. They emphasize the importance of giving constructive feedback as a sign of care and investment in others' growth. For them, effective leadership is rooted in relationships and a shared mission, transforming challenges into opportunities for development.In this clip
From this podcast
Capital Allocators – Inside the Institutional Investment Industry
Neal Triplett and Kim Lew – Issues of Management at Duke and Carnegie (Capital Allocators, EP.116)
Related Questions
What does it mean when you realize you may have been making a mistake or taking criticism in a negative or defensive way on a project, as discussed in episode 225: Kim Scott | Care Personally, Challenge Directly with Radical Candor? How should I handle a situation where I have a difficult relationship with one manager at work who rarely gives me the space to explain and often asserts herself in the middle of presentations? I'm just an intern, but it's not obvious; everyone else loves me, and I love them. I'm proud that I recognize I need to adjust to her behavior. Will changing how I act help her loosen her resistance too?
What does it mean when you realize you may have been making a mistake or taken criticism in a negative or defensive way on a project, as discussed in the episode 225: Kim Scott | Care Personally, Challenge Directly with Radical Candor and the clip Embracing Feedback Discomfort? How should I handle a situation where I feel frustrated with a manager who rarely gives me the space to explain and often asserts herself during presentations? I'm proud that I recognize I need to adjust to her behavior, but will this change help her loosen her resistance too?
What does it mean when you realize you may have been making a mistake or taking criticism in a negative or defensive way on a project, as discussed in the episode 225: Kim Scott | Care Personally, Challenge Directly with Radical Candor? Also, how can I adjust my attitude toward a manager who rarely gives me the space to explain and often asserts herself in the middle of presentations? I'm just an intern, but it's not obvious; everyone else loves me, and I love them. It's just this one person, and I need to change my attitude. I'm proud that I recognize I need to adjust to her behavior. Will this change help her loosen her resistance too?