Heidi Helfand

Heidi Helfand (00:00:00): Reteaming is hard. Reorgs are hard. You can't lump them all into one thing with oh, it's all great all the time. No, it's not. If we could just build the software, deliver to the customer, get the product market fit, hey, have we delighted them or not? If only it could be that easy. No, we have the people layer, so let's focus there too. Lenny (00:00:25): Heidi Helfand (00:03:45): Thanks, Lenny. Great to be here. Lenny (00:03:47): It's great to have you here....

The opener starts with biography before advice. That order makes the guest legible as a person before the listener extracts tactics.

all into one thing with oh, it's all great all the time. No, it's not. If we could just build the software, deliver to the customer, get the product market fit, hey, have we delighted them or not?

Uses we/us, uncertainty, or learner framing instead of performing authority.

(01:09:47): Amazing. And we'll link to all this stuff in the show notes. Heidi, thank you again so much for being here. Heidi Helfand (01:09:53): Thanks so much, Lenny. Lenny (01:09:54): Bye...

Accepts praise without shrinking from it or turning it into a performance.

Lenny (00:05:56): You have this code in your book where you say something like, sure, we deliver software on time, we make products people love and want to buy, but...

Names a concrete strength, artifact, or contribution instead of offering generic praise.

to be all of a sudden, "Hey, we have this new role that we want for you." I don't know. A lot of the leaders that move up quickly are the ones that seem to take advantage of change and think ahead and get...

Uses we/us, uncertainty, or learner framing instead of performing authority.

're probably going through right now. Two final questions. Where can folks find your book, find you online if they want to reach out, and how can listeners be useful to you? Heidi Helfand (01:09:10): You...

Names a concrete strength, artifact, or contribution instead of offering generic praise.