Cracking the Code of “Push & Love” Leadership
Book Giveaway!!
20 copies available!!
Leave a comment on this guest post by Nick Tasler to become eligible for one of 20 complimentary copies of his new book, Your Year of Wonders: Embrace Change. Grow Faster. Win Bigger.
Deadline for eligibility is 01/12/2025. International winners will receive electronic version.
3 Approaches:
When leading through change, competent leaders take one of three approaches:
1: Hug & Love
To protect their team’s mental health, some caring leaders temporarily relax performance standards.
2: Push & Shove
To meet the new challenges, some driven leaders push people even harder to meet higher performance standards with fewer resources.
3: Push & Love
The most effective leaders focus on both high standards and high support.
But what exactly does Push & Love leadership look like in practice?
Accept Past Failures, BUT Expect Future Success
Just 24 hours after releasing their first AI chatbot named Tay in 2014, Microsoft had to kill it. After trolls discovered how to hack Tay’s learning algorithm, the bot spat out more than a hundred thousand increasingly sexist and racist tweets.
How did CEO Satya Nadella respond?
After publicly accepting blame for the humiliating snafu, he wrote a personal letter to the responsible engineers saying, “Keep pushing and know that I am with you.”
Later that year, those same engineers released a bot named Zo that paved the way for Microsoft’s industry leadership in AI.
Clarify the Reality, BUT Spotlight the Potential
Do you know what FDR said before his famous line, “The only thing we have to fear is fear itself?” He said, “This is preeminently the time to speak the truth.”
Push & Love leaders follow this speech pattern:
a) Clarify the Reality
BUT
b) Spotlight the Potential.
Be Transparent About Your Approach
Studies on teachers, coaches, and managers all show that when people receive critical feedback, their knee-jerk assumption is that the feedback-giver (i.e., you) thinks poorly of them.
The solution is transparency.
Tell them in plain terms, “I’m giving you critical feedback because I know just how good you are capable of becoming. I want to help you get there.”
What kind of leadership do you see most frequently when going through change?
What does push & love leadership look like from your perspective?
BIO:
Nick Tasler is an internationally acclaimed thought leader, organizational psychologist, and #1 bestselling author. He has helped hundreds of thousands of leaders around the world transform seasons of change into periods of unprecedented growth. To learn more about agile leadership, look for his latest book, Your Year of Wonders: Embrace Change, Grow Faster, Win Bigger.
Would love a copy of the book!
Finding the balance is a challenge for me. I feel like I go too far in either direction sometimes.
I love the
I love Microsoft’s CEO response to failure, acknowledge the failure, but expects his team to keep pushing forward, but most importantly, tells them he supports their continued efforts and believes in them. Great leader!
Very interesting perspective. Definately did more of hug&love in the last year as it was difficult overall in the company. Now I need to find a better balance with some Push&Love. 🙂
I would enjoy reading more. Thanks.
A little like leading vs. managing, and how they’re different … except the best do both at the same time.
This definitely made me contemplate some practices I have and let me determine that while I’m good with the hugs I need to focus on some shoves as well.
Sounds like the kind of leader I try to be. Probably need to shove a little more.
Learning to delicately balance these two is a pursuit that will take work but can be done!
Intriguing, ok interested to read more.
I would love a copy of this book to learn more.
In this competitive environment with less financial resources invested in the development of people and more expectations of profit, I witness push and shove approaches. This trend creates psychologically unsafe environments and deters agility.
Push and love are two necessary modes in today’s Volatile,Uncertain, Complex , and Uncertain (VUCA) environment. This approach will excite and stimulate (read “engage”) the top 20% and run off the slackers.
Yes, please. Another timely message!
Push & Love – Such an important one at the beginning of the year. Believing in future success is the way to build people up. Thanks Dan
Radical candor by Kim Scott talks about a similar style of leadership. Highly recommend. Would love a copy of the book as well!
Love the concept of Push and Love!
An interesting topic for review and analysis to decide on the successful leadership approach! ‘Push and Love’ Strategy helps with good transperancy in giving quality inputs to move forward with optimism. The reality situation needs to be kept in mind with future challenges to beat competition.
One decisive factor can be a leader’s commitment and the ability to prepare a winning team with achievable goals. Celebrating small wins can be a good medium of expressing love.
What a great article! I especially love the transparency part. When people see the WIIFM (what’s in it for me), they tend to respond more positively. Why not communicate that upfront and save everyone a lot of stress!
“I’m giving you critical feedback because I know just how good you are capable of becoming. I want to help you get there.” I love this. I usually say the reason I’m providing critical feedback to help them succeed, but this feels much more personal. Consider it stolen! Thanks.
Good place to start thinking about next steps! Thinking where I am and where to go. Would love a digital copy (in Canada)
I really like this approach. I feel that I use it most often. If you do not provide feedback, your team will not grow.
I’m very interested in this approach. It’s providing support and guidance but also includes the performance expectations. When you ‘temporarily’ relax those standards, once you need to put them back in place, it can create a stress as the employee may have gotten used to things being relaxed and may expect it to be the new normal. I could learn a lot from this book.
Push and Love is a great forward looking antidote for Push & Shove. Shove reduces people to exhaustion. Push only makes people resent leadership, a wrong choice, but nonetheless, makes people annoyed. Push is an acronym for “people under somebody’s hurry.”
Love is an acronym in this context for “leverage others value extraordinarily.” Meaning, always allow others to contribute, but make a big deal about their contribution authentically.
I am excited to read this book, now! We focus on the gift of feedback, but the concept of push and love reinforces that you see them. Push and Love = Failing Forward, acknowledgement and accountability, and instilling trust back to both parties. Love this!
I would also love to get this book!
As a school leader sometimes it can be difficult to find the balance of caring about people and pushing them to do more for students. This seems like a good read to give more startegies!
Love this!!!!
There is often a fine line to walk, and if you’re not at the top in an organization, you also need to take into account the broader culture because your people feel that as well. The critical element is the communication provided during the shove moments of leadership.
I’ve started a new position where clearly, the culture was a “hug & love” one, and very few people were moving forward. Shifting to a “push & love” approach, which is more my style, is a challenge as people are uncomfortable with the push and believe that any feedback must actually be negative. It’s a very slow process of change.
Love this push & love approach
We like to call it, “Having the hard conversation.” Anyone can share praise, it’s the leaders who lean in when there is critical feedback who make the difference.
This is a great post! Sharing it widely!
What a timely post! I was just speaking with my HR BP on change management yesterday! I need to check this book out! Would love a copy, but will probably get it regardless! I was even going to send you a note today to recommend some change management material!
As always – you have your finger on the pulse of leadership!
My company is fairly new (3 years) so my approach has been push and love. We are in construction so we have experience but not a lot of it so we always go back to lessons learned and how to improve moving forward. Our goal is to learn from every project and we do and our team’s response is always positive. I truly believe it works for us because we provide guidance and great support and we always ask for feedback on how we can help our field teams better.
Great leaders are able to use these styles interchangeably, using a mix as needed based on each individual’s situation. I’ve seen this work brilliantly, and I’ve seen it fail miserably. The key is sincerity.
I try to push and love, but sometimes get caught up in the love and hug. Thank you for the post!
I think many companies that are going thru a major change fall back on not pushing enough. I know I’ve done that in the past and sometimes, it’s ok. As leaders, we really need to keep the bar high, yet lead with compassion and honesty. And kindness, which includes honesty!
Love the last comment about the transparency and “why” behind feedback. That is often lost in the messaging and diminishes the intended impact.
These are great ways to think about different approaches to leadership – and love the Push / Love framing. I see this all the time with strong leaders in the workplace, but it’s also something I do with my children!
I will soon be the last executive standing (both my CFO and co-Deputy CFO are leaving within 2 weeks of each other) in an office which has been sorely mistreated by our overarching executive leadership – and I am in need of some guidance on how I can Love and Push my 300 staff to help them feel like I care, that I have their backs, that they matter, and the work they do is important – while simultaneously encouraging them to dig deep and keep making magic happen. I could certainly use some help in making this “My Year of Wonders”…because, frankly, it’s starting out as anything but.
This really resonates with me on how good leaders can move teams forward. I will absolutely embrace the ideas in the article. Thank you for always providing excellent content!
Push can mean love as long as its done with a supporting mindset, not a punishing one. Thanks Dan.
Do you know what FDR said before his famous line, “The only thing we have to fear is fear itself?” He said, “This is preeminently the time to speak the truth.”
I majored in history and I did not know this!! I have read most of that speech to Congress and I must have just read right over it. That’s why I love studying with other people – they will zero in on details that my brain breezed over. Great Word.
Funny story about that – I actually stumbled onto this in Doris Kearns Goodwin book, but subtly misquoted it in the first draft of the book. Then my copy editor found the full transcript of the speech online and she set me straight. If you’re a history buff like me, it’s worth the read. 😉
Jack Welch said, “Good leaders know when to hug and when to kick.”
The more you know your people, the more prepared you are to do what will be most helpful.
I try to be very supportive of the staff at our school. While push and love is where I try to be most of the time, there are circumstances with different personalities that lend themselves to using one of the other approaches.
You’re absolutely right – the approach is universal, but the “who” and “how much” depends a lot on knowing the individual you’re applying it to.
Love this as I have been guilty of both the Hug & Love and the Push &.Shove approaches to change. Neither works well when leading a team and the results show that the team does not embrace change as needed for lasting effect. Push & Love is a both/and approach which brings employees to the expectation of the change while providing the support they need to achieve. It is the right mix for leaders to use in making meaningful and impactful change: Thank you for sharing!
I’m definitely guilty of it too, John! My instinctive nature is to be all hug & love until finally I hit some breaking point (or even just wake up in a bad mood) and then I want to ride that pendulum as it swings waaayyyy over to the push & shove side. Striking that balance has definitely been my greatest development opportunity as a leader.
Hope you like the book!
Transparency is fundamental. Thanks for always bringing it back to that. A critical attribute of an authentic leader.
As a nurse leader, the hug and lover leadership style is in my ‘go-to’ zone, but clearly not effective in building a growing edge. Most nurses (?humans) withdraw or push back from the carrot and stick (push and shove) style of leadership. The balance and wisdom of push and love leadership resonates with me. The reminder that a better choice is to value individuals while supporting improved performance will have me thinking of this post as I move into the new year. Thank you!
Thanks Robin. My wife is a nurse and I thought a lot about her and that particular context while writing the book. Good nurses are drawn to the profession because of what I regard as your highly admirable and almost superhuman empathy. So a hug & love default setting is perfectly natural. I think it’s just a matter of cranking up the volume a little on that second voice that is passionately devoted to helping your team members unlock their potential and deliver the most competent care they can. To use my wife as an example again, about the only trait that rivals her empathy is her conscientiousness. I think that’s also inherent in most nurses, so just waking up that side of your people is where I think the “push” comes in. Happy 2025!
I like the idea framing of Push & Love and I appreciate the example of what being transparent can sound like when a push & love leader has to provide constructive feedback
I can use the Clarify the Reality BUT Spotlight the Potential in all aspects of my life.
I subscribed due to my leadership reading me some post some mornings. Now it is something that we catch up on together and use as almost a toolkit for workplace scenarios. Thank you and congrats on the book!
hope you enjoy the book Sierra!
I like the Push and Love idea. Clarifying thereality is an important aspect of making sure the team understands what is coming and spotlighting the potential adds strategy to accomplishing the teams goal. Great post! Thanks as always for introducing us to other great ideas!
Well said Philip. Hope you enjoy the book!
Inspiring reminder that when you support and believe in people, a safe environment is created to support exploration, fail sometimes and build for success. thanks!
I’d love a copy.
Another great read!
Glad you liked it!
– Nick Tasler
I’d love a copy of the book!
Hope you get it Leanne!
-Nick Tasler
As I read today’s blog, I found myself placing names of past bosses to each category and realizing how each affected my performance. I can’t express enough how important it was to have experienced a Push & Love supervisor. It made all the difference in my determination to persist and overcome the many obstacles presented during each major project. I felt supported and encouraged, never discouraged as I did with a Push & Shove leader. Thanks for the reminder that not all feedback needs to be critical because when you are valued, appreciated, and capable, you tend to perform your best.
So glad it inspired some personal reflection Eddie. I think that’s step one in every successful growth process.
-Nick Tasler
Great introduction! This sounds like a perspective and approach that will help me support my team members. Would love to read more!
Great to hear! Hope you enjoy the book!
-Nick Tasler
Very interesting concept of leadership and how promoting accountability and performance can be accomplished by blending empathy and care in parallel.
Well said Kelvin! Hope it inspires a great year for you in 2025.
-Nick Tasler
Love these concepts! I have had managers who have enlisted all three and it really creates a great work environment.
Thanks Erin! Hopefully most of those managers are leaning more towards the Push & Love category. 🙂
-Nick Tasler
Great article today.
I would love to receive a copy of the book.
Hope you get a copy Tim!
-Nick Tasler
I try hard to do the Push & Love, but I’m not sure I always suceed. But I keep trying!
Sara, if it’s an consolation… I have literally written the book on it and I’m CERTAIN I don’t always succeed. But I think succeed more this year than I did last year and the year before and…well, as long as you and I keep trying, we’re gonna be in good shape. 😉
I love the framing of Push and Love. It shows that people care enough to notice an issue but won’t let someone stay there.
Yes, yes, amen to that Joseph. “care enough to push” might be new tagline. 🙂
-Nick Tasler
Thank you for the examples for implementing this. I can definitely see where this would be much more effective than an all or nothing approach!
Love to hear that it’s scratching an itch for you Carol!
-Nick Tasler
Such great advice for being an effective leader of change. Even if I don’t win the book drawing, I’m going to have to get a copy of Nick’s book to learn more.
I’m honored and grateful Lisa!
-Nick Tasler
I loved a) Clarify the Reality
BUT
b) Spotlight the Potential.
Me too Levent! 🙂
–Nick Tasler
Good stuff; but definitely a skill to be learned
Very true. I like to remind myself that Push & Love is an aspirational guide, rather than a finish line I can never quite cross. Takes the pressure off.
-Nick Tasler
Thanks for sharing!
I really enjoyed reading on the Push & Love strategy. It is an approach that everyone can do. Thank you for sharing!
Would love a copy of this book! The simplicity of this strategy is something that can be practiced by leaders in everyday situations@!
As a school district leader, I am always looking to grow as a leader. This approach seems to be a great fit for my administrative team leaders. Teachers can be very protective and defensive when challenged to alter instructional strategies to meet the needs of students.
I get that 100% Jeff. Hope the book helps your staff see the other, more interesting and exciting side of change. That’s why I wrote it! 🙂
-Nick Tasler
Hope you enjoy the book!
I have never thought about these 3 approaches. I usually push to maintain stability within my team’s and stop the gossip! Thank you for enlightening me on a new approach. The book would be the icing on the cake!
Hope you enjoy the book Kent!
-Nick Tasler
Navigating through change and transitions is happening all around us. I think it is easy for leadership to focus on communicating what is changing. However, for too many, it ends there. There is not thought about how the impact and emotions related to change. The three approaches can help leaders better understand what they are doing based on what they are observing. I like that the “push and love” option is not an either/or but a “yes and” approach to helping others through transitions.
So true, Dennis. I think you’re hinting at a distinction that often helps leaders see things a bit differently:
Change Management is about getting people to do what the company needs them to do.
Agile Leadership is about helping your people want to do what they need to do grow faster and win bigger.
With the latter approach, you are recognizing the WIFM component, while also not letting the conversation devolve into a griping session about everything they think is wrong or too-hard about the change. In other words, it’s not being callous robots, but it’s also about being more than just a shoulder to cry on. In it’s best form it turns resistance to “their” change into excitement for “my” growth.
Happy 2025!
-Nick Tasler
So true! “a) Clarify the Reality BUT b) Spotlight the Potential.” I would only replace the BUT with AND.
That’s funny! Literally, every time I write “but” I wrestle with “should it be And instead.” I do know the power of “And” in terms of stoking conversation and inspiring greater collaboration. In this case, I opted to go with “but” because that’s actually the word FDR chose, and also because of the linguistic purpose of “But” which is to call attention to a change in the direction of the logic. Since it’s not really shutting down an idea, but more likely saying “this is absolutely real and true” BUT let’s not keep sliding down that slippery, slimy path of negativity and instead jump tracks and catch the equally true train of thinking that highlights all the possibility and potential.
Now, once the brainstorming conversation begins where we want to hear ideas for moving down that path, then we want to put “And” front and center so we don’t stifle ideas, suggestions, and solutions.
…or so that’s my logic. 🙂
-Nick Tasler
Dan,
Another great posting.
As I read the article, and especially the two points of “Push & Love” leadership, namely (1) Clarify the Reality BUT (2) Spotlight the Potential, I was reminded of very similar leadership tenants attributed to Admiral John Stockdale, the highest ranking Naval Officer who was held captive and tortured multiple times over many years at the Hanoi Hilton for the majority of the Vietnam War. As relayed in the Book “Good to Great” by Jim Collins, The Stockdale Paradox reads: “You must maintain unwavering faith that you can and will prevail in the end, regardless of the difficulties, AND, at the same time, have the discipline to confront the most brutal facts of your current reality, whatever they might be.”
I see a great analogy between what was expressed by Admiral Stockdale then and what has been expressed by Nick Tasler now. While certainly different in historical context, it strikes me that the principles of great leadership, namely, how to inspire people to overcome difficulties and obtain achievements, remain the same.
Keep up the great work.
All the best,
Bill
Wow, great connection Bill! It’s been many years since I read Good to Great, and I hadn’t quite thought about the connection — but you’re totally right. Conceptually, they are perfectly in alignment.
Thanks for your thoughtful comment. Hope you enjoy the book!
-Nick Tasler
Providing support with accountability is a balancing act. It is a daily challenge. I would love to learn more!
Yes it is a challenged, Michelle! I like to remind myself that Push & Love is an aspirational guide, rather than a finish line I have to cross. Takes the pressure off. 😉
-Nick Tasler
I’ve copied your quote: I’m giving you critical feedback because I know just how good you are capabe of becoming and I want to help you get there.
I’m engaging staff in mid-year performance reviews this week, and prefacing a challenging conversation by saying this will, I think, promote growth and maintain relationship.
I would love to read your book.
Thank you!
Love to hear that immediate, practical application!! Good luck with your performance reviews, and here’s to making 2025 your Year of Wonders!
-Nick Tasler
Great insight!
Thanks Doc!
-Nick Tasler
Our leadership determined 2024 as the “The Year of Change” and 2025 as “The Year of Transformation”. With that being said, it would be wonderful to know how to support what they are driving to accomplish. I would love to read your book; I believe it would help me be better at following our leadership direction.
Thanks Shelly. At the risk of sounding self-serving, Your Year of Wonders sounds like it is custom-made for you right now. Your situation with these last couple year’s themes of Change and Transformation mirrors the experience and aspiration of A LOT of my client organizations, if not all of them. I’m pretty confident you’ll find some perspective-shifting insights in the book that will get you excited about this year. Happy 2025!
-Nick Tasler
I would like to read the book.
I truly appreciated this post, especially at the beginning of the year when new starts and new processes seem to be plenty. In the past year, I believe myself to fluctuate between Hug & Love and Push & Love, due to my own concerns on how I perceived team members would embrace change. I am trying to embrace Push & Love consistently and have faith in my team and their abilities to manage change because of the work and the trust we have built
I totally get it, Melissa. I think one of the tricks is to flip the conversation from “who do we endure all these changes” to how do we get curious and interested in seeing how me and you are going to grow faster and win bigger this year…not in spite of all these new things, but because of what we’re going to learn while wrestling with all these new things. Actually, that’s the real reason I wrote the book. Push & Love is one strategy for leaders, but the main purpose of the book is to change the entire team’s mindset about Change and what it means for them and their success…yesterday, today and tomorrow. Happy 2025!
-Nick Tasler
Thank you for the post. It reminds me to remember that challenges and failures are part of our daily lives. I like the Push & Love and strive daily as a leader to stay in that mindset. Change is good, just remember that change is not accepted as good all the time. You have to push through the touch time, but don’t try it alone always keep your team in with you. Huddle up and do it together.
Definitely Barbara! “challenges and failures are part of our daily lives” and not only that, but every great achievement your or I have ever had almost certainly started with one of those challenges and failures. It was exactly that challenge or failure exactly what drove us to change…and grow…and ultimately, achieve. The overarching point of the book is that we achieve great things not in spite of unwanted changes and challenges, but precisely because of them. Here’s to your Year of Wonders in 2025! 🙂
-Nick Tasler
I would like to learn more by reading, thank you.
The most common leadership style that I see when change is happening in an organization is the “Push and Shove” style of leadership. I think most managers, and leaders, feel that if they don’t hammer down on expectations and micromanage then the change that they desire won’t happen. This may lead to the change being implemented, but also may lead to a high level of resentment among the people that are responsible for carrying out the change. Especially if they weren’t in on the ground level discussions and if they don’t know the reasons behind the change initiative.
From my perspective “Push and Love” leadership looks like this, and I use these phrases quite often when it is time for difficult and uncomfortable conversations.
– I’m telling you this because I think you need to know….
– I need you to know this because I think it can help you be successful….
– I want you to do better so I need you to know this….
Always build from the point of helping someone do better. When you do that difficult conversations become fruitful. Not easy. There’s a difference.
Love those super practical statement-starters, Josh!
Also, I know exactly what you’re saying about the change being implement…but leaving a ton of resentment in it’s wake. In the book, I make this distinction which is sometimes helpful for a lot of leaders:
-Change Management is about getting people to do what the company needs them to do.
-Agile Leadership is about helping people want to do what they need to do to grow faster and win bigger.
Your 3 sentence-starters are pointing the aspiration and the conversation down that path of Agile Leadership. Keep up the good work!
-Nick Tasler
Nick Tasler-
This is what I’ve seen with the resentment related to change… IF the leadership doesn’t get folks in on the ground floor of the change initiative and that leads to resentment… then change won’t occur. And, on top of that, the resentment could lead to negativity in the workplace that ends up being counterproductive.
Sort of “I knew this wouldn’t work but since they didn’t ask me I’m resentful” attitude.
Have a great day! Josh Meyer
I really like this idea of being a “push and love” leader. I imagine it can be difficult to balance as so many things are but I like the compare and contrast approach to presenting this information. Looking forwards to reading more!
Absolutely, Rachel. Finding that balance takes some intention. I like to remind myself that Push & Love is an aspirational guide, rather than a finishing line I can never quite cross. Takes the pressure off. 😉
-Nick Tasler
Building rapport and trust, providing constructive feedback, and following with support and resouces to aid forward momentum are so important to a healthy working relationship and team.
Well said, Heidi. Emphasis on that “forward momentum.” That’s where Hug & love transforms into Push & Love. Happy 2025!
-Nick Tasler
I would love to experience this book. My team and I have found complacancy and it is costing us. I would like this year to be our challenge year to achieve more. That is the word I chose for this year’s focus word: challenge.
Great insight Ashley. In my clients – especially over the past couple of years — I’ve noticed that what looks like complacency on the outside is often just the mask people wear to hide their fear of what’s to come. This is where the Push & Love approach becomes extra important. It’s not just about “making the case” for change, but also building your team’s belief and confidence that they are fully capable of making the necessary changes to grow faster and win bigger this year.
-Nick Tasler
I love the notion of pointing out the potential. It can go naturally with transparency and from a place of care and support.
The book sounds very interesting and certainly worthy of a read!
Yes! Pointing out the potential is such a simple thing to do, which sometimes makes it easy to overlook or forget about. But as you wisely point out “transparency” isn’t always being transparent about the problems, but also being transparent about the potential. Hope you enjoy the book!
-Nick Tasler
I would love a copy of the book.
In the Higher Education Arena, we see a lot of Push Shove. Our university is growing but our infrastructure and staffing is not, so there is a tendency to push people past their limits, and admonish their mistakes because they don’t have time to lead and tech them through the situation. I try my best to lead people by Push and Love model. I try to prepare them for the peak times mentally and reenforce how well they are performing and how we can increase our production to relieve overtime and ultimately stress and burnout.
Sounds like you, personally, are on the right path Andrew. Time is definitely a real limitation. But I think in a lot of cases, most leaders have it in them to Push & Love even within the time constraints. They have just been clinging to a faulty mindset. A slight shift in perspective can work wonders sometimes. Keep up the good work, Andrew!
-Nick Tasler
I need a new book to read in 2025.
Hope you win!
-Nick Tasler
Very insightful! I always enjoy getting your emails 🙂
There’s even more insights where those came from… 😉
-Nick Tasler
Although I love my hugs, I respond best to Push and Love as it provides a grounded foundation to find the opportunity in the challenge and the confidence and autonomy to risk, learn, grow.
Well said, Linda!
-Nick Tasler
Wow! I needed this right now I’ve had so much change recently in our non profit and some real mistakes have come to light from December. But we are learning and leaning into the process. We are in the midst of Push and Love. But mostly I have seen Push and Shove acted out in leadership.
So glad this hit home for you, Elizabeth! It’s a process for everyone — I’m certain that even the paragons I mentioned in this article and in the book, do not nail the Push&Love thing every time. Remember: It’s an ideal to model, more than a finish line to cross. I promise if keep on “learning and leaning” 2025 will be a Year of Wonders for you and your team in ways you can’t quite imagine yet.
-Nick Tasler
Thank you for this post. I love it! Servant leadership and transparency are so very critical when it comes to leading teams to successful outcomes. My team appreciates knowing the “why” behind a change and I always ask if they need support for implementing the new process (“the how”). When your team members know you believe in them and that you are confident in their leadership, it goes such a long way!
Learning everyday from your posts! Thanks!
great article! I would love a copy of the book, thank you!
I love the idea of push love leadership with high demands and high support. It is necessary to get the job done, and the team needs to know you have their back when they need you.
This was just so relevant and impactful today as I myself a leader had my Leader have this conversation with me yesterday. Push and Love is how She framed it and how it was received. It wasn’t easy but It was very much appreciated. Thanks for sharing and I would love a digital copy of this book.
This is a great concept and sounds like an interesting read!
I love these and save and forward the to my team. Great information!
Focusing on high standards and a high level of support shows a leader’s willingness to be empathetic while not being a pushover! I loved today’s post. Thank you!
Awesome information, thank you!