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Nonviolent Communication

By Marshall Rosenberg

3 recommend/use · 6 sourced episodes

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Anger as a Secondary Emotion

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Balcony Rhythm for Co-Founder Relationships

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Bold-Move Leap (Not Moving Is the Risk)

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Calibrated Acceptance of No

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Coach vs. Advise Decision

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Competitor-as-Gift Ambition Reset

Turn a competitor's leap into permission to set a goal so ambitious your old way of working can't reach it

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Deep Work vs. Ping-Pong Day Design

Split every day into deep work and reactive time, and refuse to open Slack before noon.

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Dictate-and-Template AI Story Scaling

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Self-Mastery5 steps

Energy Audit for Your Zone of Genius

Track what energizes and depletes you for two weeks, then redesign your role toward 80% in your gifts

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GROW Model for Powerful Questions

Four question categories that let people solve their own problem and walk away with a concrete next step

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Impact-Over-Output Operating Model

Measure teams by validated impact on customers, not by features shipped — and prove the needle moved

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Leadership4 steps

Inquiry Before Advice (Be a Thought Partner)

Resist giving advice — explore first, keep the monkey on their back, and develop the person instead of the answer

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Communication4 steps

Non-Violent Communication (OFNR) for Difficult Conversations

Observation, feeling, need, request — get mutual understanding instead of trying to win the argument

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Strategy4 steps

One-Page Plan and Operating Rhythm

Put vision through quarterly goals on one page, then meet in a rhythm to reflect on it

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Leadership4 steps

Patience vs Process Diagnostic

When something's stalling, know whether it needs more patience or a process intervention

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Communication3 steps

Pinch Before Crunch

Raise small irritations early, while they're still a pinch, before they compound into a relationship-damaging crunch

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Productivity4 steps

Product Scrapbooking

Continuously file every real-world clue about every opportunity so it's ready when the roadmap arrives.

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Leadership4 steps

Radical Transparency Operating System

Share every metric with every employee to put everyone's brains on the challenge, not just their hands

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Communication4 steps

Repair: What Did You Hear Me Say?

When a response feels wildly off, ask 'what did you hear me say?' — then re-try from what they actually heard

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Productivity4 steps

Scope-by-Time Traps

Box work by a fixed deadline, cut scope to fit, and ship early enough that the feedback is 'this is premature'

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Leadership4 steps

Seek To Not Be Needed, But Be Valuable

Build a self-reliant team that's resilient to chaos by systematically removing yourself as a dependency.

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Self-Mastery4 steps

Shed Your Superpowers at Each Scale

The strengths that got you here can become damage at the next phase — constantly re-evaluate what your role actually needs

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Communication4 steps

Street-Smart Decision-Making

Give the customer's perception as much weight as your logic — model the narrative, not just the numbers.

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Communication4 steps

The 15% Rule

Step just 15% beyond your comfort zone to deepen relationships without triggering the danger zone

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Communication4 steps

The Articulate-Ask-Accept Loop

Treat wanting as an iterative dev cycle: articulate, ask intentionally, accept the response, try again.

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Communication3 steps

The Art of Inquiry

Ask genuine what/when/where/how questions from real curiosity — never 'why', never to confirm a hypothesis

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Communication6 steps

The Constructive Feedback Script

Deliver hard feedback with observable facts, shared-knowledge framing, and one clear leave-with action

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Self-Mastery5 steps

The Dream Behind the Complaint

You're bad at dreaming and great at complaining. Mine the complaint for the dream it implies.

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The Enthusiastic Rehire Test

One binary question that cuts through months of avoided talent decisions

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Entrepreneurship5 steps

The Founder Prenup

Talk through values, vision, conflict, decisions, and culture before you co-found

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Leadership4 steps

The Hell Yes Standard

Anything short of a hell yes is a no. Don't settle for it — negotiate toward it.

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Influence5 steps

The Humble Ask (Influence Without Authority)

State the want clearly, disclaim the authority explicitly, then ask them to reconsider.

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Influence3 steps

The IC Compensation Anchor

Believe your IC worth, then neutralize the 'grow into management' pay dodge by naming your non-management intent up front.

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Communication5 steps

The Personal Operating Manual

A working-style 'read me' so teammates know how to work with you before friction starts

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Leadership5 steps

The Pre-Firing 'Crystal Clear' Conversation

Before you fire anyone, have the deal-breaker conversation that makes firing never a surprise

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The Promotion-Denial Conversation

Deliver the no upfront, give the reasons, then paint hope for the future

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Leadership6 steps

The Relationship Design Conversation

Design how you'll work together before you need to — and assume your founder is terrified.

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Communication6 steps

The Six Characteristics of Exceptional Relationships

A diagnostic checklist of six qualities that mark how far a relationship sits along the contact-to-exceptional continuum

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Productivity4 steps

The Three Questions to End Every Meeting

Close every meeting with: what did we decide, who does what by when, and who else needs to know

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Communication4 steps

The Three Realities and the Net

Stay on your side of the net — speak only to behavior and your own reaction, never the other person's motives

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Strategy4 steps

The Two Departments That Matter Test

Find the 1-2 departments whose 10x effort produces a 10x company outcome, then work there.

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Communication4 steps

Three Levels of Listening

Drop from your own inner monologue into hearing what people communicate beneath their words

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Innovation4 steps

Turn the Recurring Break into a Strategic Moat

When the same problem breaks a third time, stop patching — pull your best people off features and solve it for 100x as a competitive edge

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Peak Performance5 steps

Vision Over Fear (There's No Tiger in the Room)

Fear and discipline are short-term coping strategies. Sustainable drive comes from vision.

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Mindset5 steps

Working the Resistance by Parts

The part of you that's scared to ask won't go away by being ignored — interview it instead.

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