Michael Piperno

New Insights in the Core Strengths Platform

By

If you’ve experienced the SDI 2.0 assessment with us, you know how powerful the relationship intelligence and communication tools are. And they’re getting better!

There is a new and improved feature in Compare called Insights. You can use them to:

  • Get personalized suggestions to prevent conflict and adapt your style to others.
  • Endorse tips to encourage others how to work best with you; and see what others have endorsed so you can honor their work style.
  • Add up to 30 teammates for an expanded view of how to build stronger relationships at work.

Log in to the Platform to use these new features today!

Want to help your people reach their highest potential and be at their collaborative best?
Let’s talk about our interpersonal and workplace relationships programs.

New Insights in the Core Strengths Platform Read More »

Beyond Grit

By

Lately, my LinkedIn feed has been full of posts about “grit.”  The concept has become a rallying cry—almost a badge of honor worn by those who refuse to give up. 

But what exactly is grit, and how does it intersect with effective leadership? Let’s explore the nuances. 

Grit, at its core, embodies a combination of perseverance and passion—the unwavering commitment to long-term goals. Yet, here lies the paradox: Some mistake grit for blind perseverance, assuming that relentless effort alone will propel them to success. 

In reality, true grit is more than that. It involves a balance between persistence and flexibility.

Listen, I can persevere like the best of them. It’s one of my top overdone strengths. And I have to remember that relentless effort and persistence are not always the right tools for the job. In fact, some of the best business decisions I’ve ever made have involved giving up something that wasn’t working.

Those decisions were sometimes hard, especially when I cared deeply about something or believed in something so much. But ultimately it came down to my emotional (and sometimes physical) well-being. That’s right—overemphasizing grit without considering well-being can lead to burnout. 

Listen, grit has its place. It certainly is a valuable part of a larger leadership puzzle. The most effective leaders combine it with adaptability, skill development, emotional intelligence, and a holistic view of well-being.

Want to read more about grit and its superpowers and pitfalls? This article from Psychology Today hits on some important points to keep in mind. 

Looking to sharpen your emotional intelligence and leadership communication skills? We can help. Let’s talk.

Beyond Grit Read More »

Authentic Leadership: Beyond Buzzwords

By

Authenticity. We hear that word a lot these days — and I’m glad people are talking about it. The problem is, many leaders struggle to be authentic. Why? 

For one, it takes work. Plus, outdated notions of good leadership where vulnerability, empathy, and emotions were supposed to be kept out of the workplace still have tentacles in our modern day society. 

Authentic leadership is about being genuine, transparent, and true to one’s values and beliefs. It’s about leading with both the mind and the heart, and it’s a powerful tool for inspiring trust, fostering collaboration, and driving change.

So, what does authentic leadership look like? Here are 4 key aspects:

  1. Trust and Credibility: Authentic leaders earn the trust of their teams through their actions. They walk the talk, aligning their actions with their words. This consistency builds credibility, making it easier for team members to believe in their leader’s vision and follow their guidance.
  2. Open Communication: Authentic leaders foster an environment of open communication. They are not afraid to show vulnerability, admitting when they don’t have all the answers. This openness encourages team members to share their ideas and concerns without fear of judgment.
  3. Empathy and Understanding: Authentic leaders show empathy, taking the time to understand the challenges and perspectives of their team members. This allows them to make better decisions that take into account the needs and aspirations of their team.
  4. Inspiring Others: By being true to themselves, authentic leaders inspire others to do the same. They encourage individuality and self-expression, fostering a culture where everyone feels valued for who they are.

In a world that’s craving transparency and honesty, authenticity in leadership is no longer a nice-to-have; it’s a must-have. It’s the key to building strong, resilient teams that can navigate the complexities of today’s business landscape. 

Want to help your leaders find their authentic voice and cultivate an inspiring and authentic leadership identity? Let’s talk.

Authentic Leadership: Beyond Buzzwords Read More »

Admire and Learn. Don’t Compare.

By

When I have to drum up business, I often start letting comparison get in my way.

I log on to LinkedIn, see other people with less experience and credentials than me posting about the great things they’re doing in my space (leadership communication)…

…And in the past I have let it stop me from promoting my own capabilities.

Imposter syndrome? I don’t think so. I’m confident in my work and I’m passionate for who I help.

It’s comparison that’s the killer for me.

And when I get out of my own way and let myself just do my thing, that’s when the magic happens. That’s when I feel authentic. That’s when I connect with the people who want my help. That’s when do my best work.

The tip of the neighbor’s iceberg often looks very nice.

—Roy A. Ngansop

The bottom line…

As a leader, don’t compare yourself to others. You’re only seeing the bright side that they are choosing to show. Sure, some share their failures and missteps. But not many. The majority of what we see out there is only the good stuff.

Admire others. Learn from them. But don’t compare.

Ultimately, your leadership style and approach needs to be your own.

Own it.

I’m here to help.

Admire and Learn. Don’t Compare. Read More »

The Data Doesn’t Speak for Itself

By

I coach a lot of life science and biotech clients who create scientific and technical presentations. From pitches to high stakes regulatory meetings, time and again speakers overload their presentations (slides and talking points) with data — with the expectation that the data will do the job that the speaker actually needs to do themselves…

 …tell the story the audience needs to hear.

And do you know what? It’s not just the technical and scientific leaders we coach who do this. So, let’s take a moment to discuss how to transform your presentations from data dumps to captivating narratives.

Stop Bombarding Your Audience with Information

Here’s the challenge I often see in data-driven or scientific presentations: you present the data beautifully, but the story behind the data gets lost. You haven’t shown your audience the human impact, the problem you’re solving, or the exciting future your research, therapy, or solution promises.

So many numbers, charts, jargon — it’s enough to make anyone’s eyes glaze over. And don’t forget that your audience is seeing your presentation for the first time! You’ve likely lived with it for weeks, months, if not years. How do you help them absorb it? Remember it?

You have a secret weapon waiting to be used: storytelling.

Stories are Key To Unlocking Audience Engagement and Understanding

We humans are wired for narratives. Stories tap into our emotions, make complex ideas relatable, and leave a lasting impression.

So, how do we weave a compelling story into your data-driven presentation? Here are a few tips:

  1. Identify the Core Message: Before diving into data sets and charts, distill the essence of your presentation into a clear, concise message. What story do you want your audience to walk away with? Define this narrative core, and let it guide your entire presentation.
  2. Know Your Audience: Understanding your audience is fundamental to effective storytelling. Tailor your narrative to resonate with their interests, concerns, and level of expertise. Whether presenting to investors, researchers, or the wider public, adapt your story to connect specifically with them.
  3. Create a Narrative Arc: Just like any compelling story, your presentation should follow a logical and engaging structure. Introduce the characters (the researchers, the subjects, or the molecules), build tension with the challenges faced, and culminate in a resolution—the impact of your research or the promise of a brighter future.
  4. Visualize Your Data: Support your narrative with visuals that enhance rather than overwhelm. Use graphs, charts, and images strategically to emphasize key points in your story. Remember, visuals should complement your narrative, not serve as a substitute for it.

The Story is the Glue

Remember, your data is the evidence, but your story is the emotional glue that binds it all together. By weaving a narrative into your presentation, you’ll not only inform your audience, you’ll move them and inspire them. Craft your story with care, and watch as your audience transforms from spectators to active participants in your journey.

The Data Doesn’t Speak for Itself Read More »

Leadership Quick Tip: Talking About Conflict

By

Remember that people experience conflict differently — yet we often assume everyone sees it the same way.

For example, I have a tendency to slow things down and take stock of what happened. In fact, when I led teams, they use to think I was angry at them when something went wrong because I would get quiet, and go into analysis mode. I wasn’t angry in most cases! I simply like to take the time to properly figure out how to get myself (and others) out of conflict.

You, however, might have a tendency to move fast and resolve things quickly. Or maybe you want to give in on something that doesn’t matter much in order to end the conflict.

Guess what? We’re probably going to tweak each other and it’s going to get worse.

Talk to your people about how they feel when they experience conflict. Ask them what they want. Time, harmony, quick action? You might be surprised.

Conversations about conflict before you’re in it will give you insights into how to support each other to get out of it.

For example, I need time to think. Give that to me, and I’ll feel better faster. But you won’t know to do that unless you know that about me.

Leadership Quick Tip: Talking About Conflict Read More »

On Nervousness & Anxiety When Speaking

By

This is a much younger me on a stage singing and dancing in a musical. Honestly, this was so long ago I can’t recall which one. Maybe How to Succeed in Business Without Really Trying or The Music Man?

That 17 year old was almost paralyzed by stage fright. Not when we would rehearse — that was always fine, and quite fun.

But when there would be actual people in the seats? Oh my. Hands shaking, voice trembling. Heart rate stratospheric.

Not a good feeling.

I see a lot of advice for reducing nervousness and anxiety on LinkedIn and other social sites. Some of it is good. Some… not so much.

The truth is that there is no list of tips or tricks that works for everyone. You need to figure out what the root of your anxiousness is, and do the work to minimize it.

Breathing exercises work for some. Others need to work on their confidence overall — not just when speaking.

Some people force themselves to speak in a certain style because they think they should, and it throws them off because that’s not their style. Sounds silly, but I see it all the time.

Some people have past negative experiences with presenting that haunt them.

Figure out what’s really got you nervous. Name it, and make a plan to work through it.

And… practice always helps. With a coach? Even better. But you know, I’m partial. 😉

On Nervousness & Anxiety When Speaking Read More »

Your Team Needs to Hear That You Value Them

By

Your team is your greatest asset. You know that. But life, work, and the world is moving so fast….

Yes. That’s exactly why you need to make it a priority to make your team members feel seen and valued. Here are some ways to do it.

Recognize Individuality

Acknowledge the unique qualities each team member brings. Embrace diversity—be it in skills, backgrounds, or perspectives. When individual uniqueness feels acknowledged, inclusivity flourishes.

Unleash Superpowers

Identify and leverage the strengths of each team member. Everyone has superpowers that contribute to the team’s success. Use these strengths to fuel motivation and purpose.

Acknowledge Hard (and Good) Work

Don’t underestimate the power of appreciation. Regularly express gratitude for your team’s efforts. A simple “thank you” goes a long way, but adding the “why” goes even further in fostering a culture of value. Some phrases that work: “If it weren’t for you…” or “What you proposed made all the difference….” You get the idea.

Cultivate a Culture of Value

Build a culture where communication is open, feedback is kind and constructive, and everyone’s well-being is a priority. This not only boosts job satisfaction but also creates a resilient and high-performing team.

Success is intertwined with the value each team member feels. See your team, appreciate differences, unleash superpowers, and recognize good work.

Strengthen these bonds, and you’ll cultivate a culture of respect, collaboration, and success.

Communication matters, as does every member of your team.

Your Team Needs to Hear That You Value Them Read More »

More Than Words

By

Email, Slack, Teams, text messages… we communicate with words a lot.

Words matter. They do. And so does body language, tone, and context.

Leadership isn’t only about the words we choose. It’s about listening actively, and understanding your team’s perspectives, concerns, and ideas. Making people feel that they, and the work they do, matters requires more than words that tell them so.

Use your entire toolkit when you can. Let people see your facial expression and body language. Give people the benefit of your tone of voice.

And get good at questioning (and coaching) based on what you hear. This simple act can help make what might seem like an uneventful interaction a catalyst for creativity or change.

People share more when they feel heard. People take more risks when they feel safe.

Listening and curiosity are leadership superpowers that can drive team performance every day.

And when you show up fully with more than words… you show people that you care, and that they matter.

More Than Words Read More »

Michael Piperno Presenting with Screen Sharing On

Remote Presenting Quick Tip: Screen Sharing

By

Too many presenters leave slides or visual aids on the screen when they’re no longer being used. That’s a missed opportunity to connect with your audience.

When you’re facilitating discussions (or answering questions after a presentation) it’s best to stop screen sharing so you can see your audience better — and so they can see you.

Of course, if a response to a question requires a slide or visual by all means use one, but if not your audience will appreciate seeing you, your body language, and your facial expressions while they interact with you.

Remote Presenting Quick Tip: Screen Sharing Read More »

Scroll to Top