{"id":26835,"date":"2024-09-25T06:27:12","date_gmt":"2024-09-25T06:27:12","guid":{"rendered":"https:\/\/getlighthouse.com\/blog\/?p=26835"},"modified":"2024-09-25T06:27:16","modified_gmt":"2024-09-25T06:27:16","slug":"llw-87-jobs-motivation-create-greatness","status":"publish","type":"post","link":"https:\/\/getlighthouse.com\/blog\/llw-87-jobs-motivation-create-greatness\/","title":{"rendered":"Lighthouse Leadership Weekly #87: Steve Jobs on his Motivation, How You Can Create Greatness, and more..."},"content":{"rendered":"\n<p>A wise person once told me,&nbsp;<em>\"Don't envy someone else unless you want their *entire* life.\"<\/em><\/p>\n\n\n\n<p>That advice has stuck with me over the years and has cured me of most envy I would have for others.<\/p>\n\n\n\n<p>I have a number of friends who are wealthier than me, and I certainly see strangers who look like they have some things I don't, but it often doesn't take long to see the holes in any desire for their life:<\/p>\n\n\n\n<ul class=\"wp-block-list\">\n<li>They may be divorced or have an awful marriage, and I can see it in their slumped shoulders or fear when the phone rings<\/li>\n\n\n\n<li>Their kids may hate them or avoid them as the grow up in response to them never being around<\/li>\n\n\n\n<li>They could have a serious, yet functional drug or alcohol problem that has them constantly spiraling up and down<\/li>\n\n\n\n<li>Cancer, illness, or disease may plague them or a loved one they need to care for<\/li>\n<\/ul>\n\n\n\n<p>The point isn't to be morbid here, but instead to remember that everyone is fighting different battles.<\/p>\n\n\n\n<p>If you wish you didn't have your battles, chances are, even if the wish was granted, you'd simply be trading battles, not eliminating having them. And I think we're all best suited to fight the battles we were given, not anyone else's.<\/p>\n\n\n\n<p>----<\/p>\n\n\n\n<p>In today\u2019s edition, we look at how you can make greatness emerge from everyone on your team, answer a great write-in question about getting your team to prepare for your 1 on 1s and bring topics, too, remind you to&nbsp;<a href=\"https:\/\/m.getlighthouse.com\/secret-habits-senior-leaders\" target=\"_blank\" rel=\"noreferrer noopener\">join<\/a>&nbsp;our&nbsp;<a href=\"https:\/\/m.getlighthouse.com\/secret-habits-senior-leaders\" target=\"_blank\" rel=\"noreferrer noopener\">latest Lighthouse Lessons program starting next week<\/a>, and share a story about Steve Jobs's greatest motivation&nbsp;<em>(which surprised me!)<\/em><\/p>\n\n\n\n<p>Let\u2019s dive in\u2026<\/p>\n\n\n\n<p><strong>Table of contents:<\/strong><\/p>\n\n\n\n<ul class=\"wp-block-list\">\n<li><a href=\"#food\"><strong>\ud83e\udd58 Food for Thought<\/strong>&nbsp;on&nbsp;<em>How Leaders can Make Greatness Emerge in Everyone<\/em><\/a><\/li>\n\n\n\n<li><a href=\"#ask\"><strong>\ud83d\udde3\ufe0f Ask Lighthouse&nbsp;<\/strong>on&nbsp;<em>Getting Your Team Members to Prep for Your 1 on 1s with Them<\/em><\/a><\/li>\n\n\n\n<li><a href=\"#secret\"><strong>\ud83d\udd1c Do you know&nbsp;<\/strong>the<em>&nbsp;Secret Habits of Senior Leaders?<\/em><\/a><\/li>\n\n\n\n<li><a href=\"#poll\"><strong>\u2753 Poll of the Week&nbsp;<\/strong>on<em>&nbsp;Why You're a Manager + Steve Jobs's Deepest Motivation<\/em><\/a><\/li>\n<\/ul>\n\n\n\n<p><strong>\u27a1\ufe0f Did a friend forward this to you?<\/strong><em>&nbsp;Get every issue&nbsp;<\/em><a href=\"https:\/\/getlighthouse.ck.page\/9aa103e62f\" target=\"_blank\" rel=\"noreferrer noopener nofollow\"><em>straight to your inbox by signing up here<\/em><\/a><em>.<\/em><\/p>\n\n\n\n<p><em>Note: <\/em>This is a preview of our weekly leadership newsletter, Lighthouse Leadership Weekly (LLW).<\/p>\n\n\n\n<p>To get this sent to your inbox every week, along with our latest long form essays on this blog,<a href=\"https:\/\/bit.ly\/GetLighthouseBlog\" target=\"_blank\" rel=\"noopener\"> you can sign up here.<\/a><\/p>\n\n\n\n<p><\/p>\n\n\n\n<figure class=\"wp-block-image size-large\"><img decoding=\"async\" width=\"1024\" height=\"683\" src=\"https:\/\/getlighthouse.com\/blog\/wp-content\/uploads\/2024\/09\/LLW87-1024x683.jpg\" alt=\"\" class=\"wp-image-26857\" title=\"\" srcset=\"https:\/\/getlighthouse.com\/blog\/wp-content\/uploads\/2024\/09\/LLW87-1024x683.jpg 1024w, https:\/\/getlighthouse.com\/blog\/wp-content\/uploads\/2024\/09\/LLW87-300x200.jpg 300w, https:\/\/getlighthouse.com\/blog\/wp-content\/uploads\/2024\/09\/LLW87-768x512.jpg 768w, https:\/\/getlighthouse.com\/blog\/wp-content\/uploads\/2024\/09\/LLW87.jpg 1080w\" sizes=\"(max-width: 1024px) 100vw, 1024px\" \/><\/figure>\n\n\n\n<div style=\"height:20px\" aria-hidden=\"true\" class=\"wp-block-spacer\"><\/div>\n\n\n\n<hr class=\"wp-block-separator has-alpha-channel-opacity\"\/>\n\n\n\n<div style=\"height:40px\" aria-hidden=\"true\" class=\"wp-block-spacer\"><\/div>\n\n\n\n<h2 class=\"wp-block-heading\" id=\"food\"><strong>\ud83e\udd58 Food for Thought<\/strong><\/h2>\n\n\n\n<blockquote class=\"wp-block-quote is-layout-flow wp-block-quote-is-layout-flow\">\n<p><em>\"Leadership is about recognizing that&nbsp;<\/em><strong><em>there's greatness in everyone<\/em><\/strong><em>, and your job is to create an environment where that greatness can emerge.\" -&nbsp;<\/em>Bill Campbell, former coach for the executives at places including Google, Amazon, and Apple.<\/p>\n<\/blockquote>\n\n\n\n<p>I've been reading&nbsp;<a href=\"https:\/\/amzn.to\/4gzuLap\" target=\"_blank\" rel=\"noreferrer noopener nofollow\">Empowered, by Marty Cagan<\/a>, which is the 2nd book in his trilogy of books on how the best tech companies in the world build products.<\/p>\n\n\n\n<p>It's been a fascinating read not just because he's a legend in the product world, but because so much of the book is about a topic we talk a lot about at Lighthouse:&nbsp;<strong><em>Coaching.<\/em><\/strong><\/p>\n\n\n\n<p>\u200bAnd there are few more legendary coaches than Bill Campbell, who I was pleasantly surprised to see quoted early in Cagan's book.<\/p>\n\n\n\n<p><em>(For those of you that don't know, Bill's impact, and the caliber of companies he worked with, was so great that the book about him was called,&nbsp;<\/em><a href=\"https:\/\/amzn.to\/47AHtSk\" target=\"_blank\" rel=\"noreferrer noopener nofollow\"><em>Trillion Dollar Coach<\/em><\/a><em>. Yet, while Bill is a legend, I don't recommend the book because it couldn't decide what it wanted to be between sharing his tactics and Eric Schmidt telling nice, but unhelpful stories).<\/em><\/p>\n\n\n\n<p>Today, I want to dive into what it really means to be a leader that lives up to creating an environment that brings out *everyone's* greatness.<\/p>\n\n\n\n<figure class=\"wp-block-image size-large\"><img decoding=\"async\" width=\"1024\" height=\"474\" src=\"https:\/\/getlighthouse.com\/blog\/wp-content\/uploads\/2024\/09\/mark-crowley-1024x474.webp\" alt=\"\" class=\"wp-image-26836\" title=\"\" srcset=\"https:\/\/getlighthouse.com\/blog\/wp-content\/uploads\/2024\/09\/mark-crowley-1024x474.webp 1024w, https:\/\/getlighthouse.com\/blog\/wp-content\/uploads\/2024\/09\/mark-crowley-300x139.webp 300w, https:\/\/getlighthouse.com\/blog\/wp-content\/uploads\/2024\/09\/mark-crowley-768x356.webp 768w, https:\/\/getlighthouse.com\/blog\/wp-content\/uploads\/2024\/09\/mark-crowley.webp 1498w\" sizes=\"(max-width: 1024px) 100vw, 1024px\" \/><\/figure>\n\n\n\n<h3 class=\"wp-block-heading\">How to bring out *everyone's* greatness<\/h3>\n\n\n\n<p>Just about any leader can make sure 1 or 2 people on their team performs at their best.<\/p>\n\n\n\n<p>As the saying goes,&nbsp;<em>\"Even a broken clock is right twice a day.\"<\/em><\/p>\n\n\n\n<p>Whether it's your personalities matching perfectly, their mindset leading to growth despite your efforts, or simply the perfect role for them at the perfect time, there are many reasons for team member success that have little to do with you, their manager.<\/p>\n\n\n\n<p>But you're reading this newsletter, it's because you want to be the best, so let's talk about what it really takes to go from \"1 or 2\" people on your team are great, to everyone (or at least most) being great.<\/p>\n\n\n\n<h3 class=\"wp-block-heading\"><strong>1) Master Task Relevant Maturity<\/strong><\/h3>\n\n\n\n<p>One of the most powerful concepts we teach often in our Lighthouse Lessons courses is that of&nbsp;<a href=\"https:\/\/getlighthouse.com\/blog\/management-concept\/\" target=\"_blank\" rel=\"noreferrer noopener\">Task Relevant Maturity.<\/a>&nbsp;<em>(That includes a lesson on applying it in our&nbsp;<\/em><a href=\"https:\/\/m.getlighthouse.com\/secret-habits-senior-leaders#4\" target=\"_blank\" rel=\"noreferrer noopener\"><em>Secret Habits of Senior Leaders program starting next week<\/em><\/a><em>)<\/em><\/p>\n\n\n\n<p>Put simply, it's the idea that you should judge your team members based on their skills for individual tasks, not as a blanket approach either per person, or even worse, the same for everyone across your team. This then dictates when and how much you coach them:<\/p>\n\n\n\n<figure class=\"wp-block-image size-full\"><img decoding=\"async\" width=\"483\" height=\"319\" src=\"https:\/\/getlighthouse.com\/blog\/wp-content\/uploads\/2024\/09\/high-output-mgt.jpg\" alt=\"\" class=\"wp-image-26837\" title=\"\" srcset=\"https:\/\/getlighthouse.com\/blog\/wp-content\/uploads\/2024\/09\/high-output-mgt.jpg 483w, https:\/\/getlighthouse.com\/blog\/wp-content\/uploads\/2024\/09\/high-output-mgt-300x198.jpg 300w\" sizes=\"(max-width: 483px) 100vw, 483px\" \/><\/figure>\n\n\n\n<p>If you want your people to be great, you have to know when to be hands on and support them, and when to get out of the way. Too much of either at the wrong time will hurt you and frustrate them:<\/p>\n\n\n\n<ul class=\"wp-block-list\">\n<li><strong>Be too hands off<\/strong>&nbsp;when they really need help and they'll lose confidence and a key project can fail.<\/li>\n\n\n\n<li><strong>Be too hands on<\/strong>&nbsp;when they already know how to do a task well and you'll frustrate them and often cause them to check out.<\/li>\n<\/ul>\n\n\n\n<p>I find the table above (from Andy Grove's legendary&nbsp;<a href=\"https:\/\/amzn.to\/3Xx1qFa\" target=\"_blank\" rel=\"noreferrer noopener nofollow\">High Output Management<\/a>) to be one of the best, yet simple ways to keep this in mind. Simply applying it to how you support your team and divide your time and attention can make a big difference in how well everyone performs.<\/p>\n\n\n\n<h3 class=\"wp-block-heading\"><strong>2) Focus on their strengths (and hire for it)<\/strong><\/h3>\n\n\n\n<p>One of the counterintuitive, but real facts of leadership is that strengths are really where you get the best results.<\/p>\n\n\n\n<p>When people are able to do what they are best at, they're happier and you often see outsized impacts.<\/p>\n\n\n\n<p>As Gallup&nbsp;<a href=\"https:\/\/getlighthouse.com\/blog\/gallup-marcus-buckingham-first-break-rules\/\" target=\"_blank\" rel=\"noreferrer noopener\">revealed<\/a>&nbsp;in their great book,&nbsp;<a href=\"https:\/\/amzn.to\/2db7AHT\" target=\"_blank\" rel=\"noreferrer noopener nofollow\">First Break All the Rules<\/a>, strengths are a power-up for you and them:<\/p>\n\n\n\n<blockquote class=\"wp-block-quote is-layout-flow wp-block-quote-is-layout-flow\">\n<p><em>\"People who focus on their strengths every day are&nbsp;<strong>6 times more likely to be engaged<\/strong>&nbsp;in their jobs, more productive and more likely to say they have an excellent quality of life.\"<\/em><\/p>\n<\/blockquote>\n\n\n\n<p>But even more important were the stories they shared in the book about greatness.<\/p>\n\n\n\n<p>For example, a leader saw one of their team members was doing incredible work, getting multiple times more work done than some of her peers. The leader sat down with them and helped discover ways they could get even better.<\/p>\n\n\n\n<p>Not only did they unlock even greater performance, but many of the things they did could be taught to their peers, which then made everyone on the team better.<\/p>\n\n\n\n<figure class=\"wp-block-image size-large is-resized\"><img decoding=\"async\" width=\"1024\" height=\"546\" src=\"https:\/\/getlighthouse.com\/blog\/wp-content\/uploads\/2024\/09\/albert-einstein-1024x546.jpg\" alt=\"\" class=\"wp-image-26838\" style=\"width:543px;height:auto\" title=\"\" srcset=\"https:\/\/getlighthouse.com\/blog\/wp-content\/uploads\/2024\/09\/albert-einstein-1024x546.jpg 1024w, https:\/\/getlighthouse.com\/blog\/wp-content\/uploads\/2024\/09\/albert-einstein-300x160.jpg 300w, https:\/\/getlighthouse.com\/blog\/wp-content\/uploads\/2024\/09\/albert-einstein-768x410.jpg 768w, https:\/\/getlighthouse.com\/blog\/wp-content\/uploads\/2024\/09\/albert-einstein.jpg 1200w\" sizes=\"(max-width: 1024px) 100vw, 1024px\" \/><\/figure>\n\n\n\n<p>And equally important is this reminder above. Hiring your team with a focus on their strengths is the best path to helping them and your team to be great.<\/p>\n\n\n\n<p>Everyone has weaknesses, but what you really need are people with the strength you need most in that role. As VC and former CEO Ben Horowitz reminds us:<\/p>\n\n\n\n<blockquote class=\"wp-block-quote is-layout-flow wp-block-quote-is-layout-flow\">\n<p><em>\"The more experience you have, the more you realize that there is something seriously wrong with every employee in your company (including you). Literally, nobody is perfect.<br>\u200b<br>As a result,&nbsp;<strong>it is imperative that you hire for strength rather than lack of weakness<\/strong>...Hiring for lack of weakness just means that you'll optimize for pleasantness. Rather, you must<strong>&nbsp;figure out the strengths you require and find someone who is world class in those areas despite their weaknesses<\/strong>&nbsp;in other, less important domains.\"<\/em><\/p>\n<\/blockquote>\n\n\n\n<p>Set you and your team up for greatness, but identifying what strength you really need, and focusing on hiring someone with that strength. Then, unleash them to use that strength every day.<\/p>\n\n\n\n<h3 class=\"wp-block-heading\"><strong>3) Make time for coaching<\/strong><\/h3>\n\n\n\n<p>As Horowitz just reminded us, no employee is perfect. Everyone has rough edges, weaknesses, and areas they can grow.<\/p>\n\n\n\n<p>And the truth is, even if you hired someone into the perfect role to leverage their strengths, it's very likely at some point they will need to take on some other tasks.<\/p>\n\n\n\n<p>That's where you, their manager come in.<\/p>\n\n\n\n<p>No one will reach their full potential, or reach their highest potential greatness without you helping coach to get them there.<\/p>\n\n\n\n<p>Remember: no one is born knowing much of anything. They have to learn and be taught.<\/p>\n\n\n\n<p>And as a manager, it is your responsibility to make time to coach and improve your people. As Andy Grove wisely reminds us:<\/p>\n\n\n\n<figure class=\"wp-block-image size-full\"><img decoding=\"async\" width=\"663\" height=\"427\" src=\"https:\/\/getlighthouse.com\/blog\/wp-content\/uploads\/2024\/09\/andy-grove.webp\" alt=\"\" class=\"wp-image-26839\" title=\"\" srcset=\"https:\/\/getlighthouse.com\/blog\/wp-content\/uploads\/2024\/09\/andy-grove.webp 663w, https:\/\/getlighthouse.com\/blog\/wp-content\/uploads\/2024\/09\/andy-grove-300x193.webp 300w\" sizes=\"(max-width: 663px) 100vw, 663px\" \/><\/figure>\n\n\n\n<p>Your guidance and support can keep them on track, fill in gaps, and most importantly keep them motivated.<\/p>\n\n\n\n<p>Your attention and support is also something most employees crave, especially when they're working on something where their Task Relevant Maturity is low&nbsp;<em>(remember the chart in point 1?).&nbsp;<\/em>They want to know you're there, you care, and get a hand when they're struggling.<\/p>\n\n\n\n<p>And when it comes to greatness, it also means holding the quality bar high.<\/p>\n\n\n\n<p>While much of your coaching will focus on new areas of growth and learning, or their weaknesses, you also sometimes have to coach them on their best work; that's when you let them know they're slipping, or their best wasn't good enough yet.<\/p>\n\n\n\n<p>Often, that little nudge or call out can raise the bar for a team member who got a bit too comfortable.<\/p>\n\n\n\n<p>So remember that your watchful eye matters, and being willing to teach, coach, and invest in your people is a key part of bringing out greatness.<\/p>\n\n\n\n<figure class=\"wp-block-image size-full\"><img decoding=\"async\" width=\"328\" height=\"154\" src=\"https:\/\/getlighthouse.com\/blog\/wp-content\/uploads\/2024\/09\/stretchy-man.webp\" alt=\"\" class=\"wp-image-26840\" title=\"\" srcset=\"https:\/\/getlighthouse.com\/blog\/wp-content\/uploads\/2024\/09\/stretchy-man.webp 328w, https:\/\/getlighthouse.com\/blog\/wp-content\/uploads\/2024\/09\/stretchy-man-300x141.webp 300w\" sizes=\"(max-width: 328px) 100vw, 328px\" \/><\/figure>\n\n\n\n<h3 class=\"wp-block-heading\"><strong>4) Find ways for your people to stretch<\/strong><\/h3>\n\n\n\n<p>We talk a lot about some of the unheralded and lesser known aspects of Steve Jobs's leadership, but I think one of his prominent skills applies here:&nbsp;<em>Stretching people.<\/em><\/p>\n\n\n\n<p>If you want to achieve greatness, you have to take chances and you have to push people beyond their comfort zone.<\/p>\n\n\n\n<p>And in addition to Task Relevant Maturity, there are 3 great ways to help your team stretch:<\/p>\n\n\n\n<p><strong>1. Remember the Water Line<\/strong><\/p>\n\n\n\n<p>When the stakes are lower is the best time to give your team more chances to take risks and have more independence. Doing this with intention will build confidence for both of you, so they can then take on bigger challenges later.<\/p>\n\n\n\n<figure class=\"wp-block-image size-full\"><img decoding=\"async\" width=\"655\" height=\"252\" src=\"https:\/\/getlighthouse.com\/blog\/wp-content\/uploads\/2024\/09\/above-and-below-the-line.webp\" alt=\"\" class=\"wp-image-26841\" title=\"\" srcset=\"https:\/\/getlighthouse.com\/blog\/wp-content\/uploads\/2024\/09\/above-and-below-the-line.webp 655w, https:\/\/getlighthouse.com\/blog\/wp-content\/uploads\/2024\/09\/above-and-below-the-line-300x115.webp 300w\" sizes=\"(max-width: 655px) 100vw, 655px\" \/><\/figure>\n\n\n\n<p>It also challenges you as a leader to truly understand the work of your team. Is that project really above the water line? Or what would you need to do to make it so? These are the kinds of questions great leaders bringing out greatness in their team ask themselves as they prepare projects.<\/p>\n\n\n\n<p><strong>2. Praise your team<\/strong><em><strong>&nbsp;frequently<\/strong><\/em><\/p>\n\n\n\n<p>Sometimes I feel like a broken record with some of these tactics I write about in the Lighthouse Leadership Weekly. Yet, I hope while you grow tired of hearing about giving praise, you're also actually taking time out of your week to do it.<\/p>\n\n\n\n<p>There's a reason Mary Kay Ash made this bold statement, and I could share a dozen other major, successful leaders saying the same thing:<\/p>\n\n\n\n<figure class=\"wp-block-image size-full\"><img decoding=\"async\" width=\"537\" height=\"396\" src=\"https:\/\/getlighthouse.com\/blog\/wp-content\/uploads\/2024\/09\/mary-kay-ash.jpg\" alt=\"\" class=\"wp-image-26842\" title=\"\" srcset=\"https:\/\/getlighthouse.com\/blog\/wp-content\/uploads\/2024\/09\/mary-kay-ash.jpg 537w, https:\/\/getlighthouse.com\/blog\/wp-content\/uploads\/2024\/09\/mary-kay-ash-300x221.jpg 300w\" sizes=\"(max-width: 537px) 100vw, 537px\" \/><\/figure>\n\n\n\n<p>And most importantly, when it comes to praise, is that it is directly tied to greatness. Teams that praise more outperformed everyone else:<\/p>\n\n\n\n<figure class=\"wp-block-image size-large is-resized\"><img decoding=\"async\" width=\"582\" height=\"1024\" src=\"https:\/\/getlighthouse.com\/blog\/wp-content\/uploads\/2024\/09\/little-criticisms-582x1024.webp\" alt=\"\" class=\"wp-image-26843\" style=\"width:316px;height:auto\" title=\"\" srcset=\"https:\/\/getlighthouse.com\/blog\/wp-content\/uploads\/2024\/09\/little-criticisms-582x1024.webp 582w, https:\/\/getlighthouse.com\/blog\/wp-content\/uploads\/2024\/09\/little-criticisms-170x300.webp 170w, https:\/\/getlighthouse.com\/blog\/wp-content\/uploads\/2024\/09\/little-criticisms-768x1352.webp 768w, https:\/\/getlighthouse.com\/blog\/wp-content\/uploads\/2024\/09\/little-criticisms.webp 826w\" sizes=\"(max-width: 582px) 100vw, 582px\" \/><\/figure>\n\n\n\n<p>So if you're on a quest for greatness for you and your team, ask yourself if you're praising your team enough and setting an example of general positivity.<\/p>\n\n\n\n<p>There is a BIG difference between 5 positive comments for 1 criticism, and 1 positive comment for every 3 criticism.<\/p>\n\n\n\n<p>Which end of the spectrum are you on?<\/p>\n\n\n\n<p><strong>3) Check in often.<\/strong><\/p>\n\n\n\n<p>There's a reason Andy Grove and so many other leaders swear by 1 on 1s. You can get soooo much value from them.<\/p>\n\n\n\n<figure class=\"wp-block-image size-full\"><img decoding=\"async\" width=\"683\" height=\"367\" src=\"https:\/\/getlighthouse.com\/blog\/wp-content\/uploads\/2024\/09\/90-minutes-of-your-time.webp\" alt=\"\" class=\"wp-image-26844\" title=\"\" srcset=\"https:\/\/getlighthouse.com\/blog\/wp-content\/uploads\/2024\/09\/90-minutes-of-your-time.webp 683w, https:\/\/getlighthouse.com\/blog\/wp-content\/uploads\/2024\/09\/90-minutes-of-your-time-300x161.webp 300w\" sizes=\"(max-width: 683px) 100vw, 683px\" \/><\/figure>\n\n\n\n<p>And one of the best ways to get value from your 1 on 1s is to spend them on things that will help you bring out greatness in everyone. That includes things that we've already discussed like:<\/p>\n\n\n\n<ul class=\"wp-block-list\">\n<li>Giving detailed, specific&nbsp;<strong>praise<\/strong>&nbsp;for work they've done<\/li>\n\n\n\n<li><strong>Coaching<\/strong>&nbsp;them to help improve their skills in a key area<\/li>\n\n\n\n<li><strong>Discussing the Water Line<\/strong>&nbsp;for an upcoming project so you're both aligned<\/li>\n\n\n\n<li>Judging their&nbsp;<strong>Task Relevant Maturity<\/strong>&nbsp;and establish proper checks and involvement based on it<\/li>\n\n\n\n<li>Talking about their&nbsp;<strong>strengths<\/strong>&nbsp;and getting their ideas for how you can better leverage them<\/li>\n<\/ul>\n\n\n\n<p>And just as important as those 5 tactics are for your 1 on 1s, it's also helpful to talk about them stretching and growing.<\/p>\n\n\n\n<p>Whether it's taking on new, challenging projects, a promotion you want to get them ready for, a new role they could move into, or simply a different kind of task they could take on, having a real, candid, and private discussion about it in their 1 on 1s is the perfect way to have the conversation, and many of the follow ups that will come from it.<\/p>\n\n\n\n<p>Always remember the fundamentals. Praise and high impact 1 on 1s can make a huge difference in making you and your team great.<\/p>\n\n\n\n<h3 class=\"wp-block-heading\"><strong>5) Move, improve, or remove underperformers and jerks<\/strong><\/h3>\n\n\n\n<p>I hate to end on a downer, but this one is important to remember. Sometimes addition by subtraction can make a big difference for you and your team.<\/p>\n\n\n\n<p>Few things frustrate great employees as much as a weak performer holding the whole team up. There are many ways they can become a deadly tax on your team:<\/p>\n\n\n\n<ul class=\"wp-block-list\">\n<li>Others can't count on your low performer, so they start&nbsp;<strong>trying to cover for them<\/strong>, slowing their own work.<\/li>\n\n\n\n<li><strong>Bottlenecks<\/strong>&nbsp;from the low performer cause other team members to literally have to just sit and wait on them when they could be moving the ball forward.<\/li>\n\n\n\n<li><strong>Frustration<\/strong>&nbsp;from low performers can&nbsp;<strong>damage morale<\/strong>&nbsp;and hurt the motivation of your great people.<\/li>\n\n\n\n<li><strong>Mistakes<\/strong>&nbsp;by your low performer often have to be&nbsp;<strong>fixed by your top performers<\/strong>, costing you all time, budget, and attention.<\/li>\n<\/ul>\n\n\n\n<p>Now, it's important to keep in mind the Einstein quote from earlier. Sometimes low performers are simply miscast; if you can find a better role for them, you often can set them up for success and relieve all the tension and problems.<\/p>\n\n\n\n<p>You can also fix this by improving them. It's why we regularly share our battle-tested approach to&nbsp;<a href=\"https:\/\/getlighthouse.com\/blog\/turn-around-disengaged-underperforming-employee\/\" target=\"_blank\" rel=\"noreferrer noopener\">improving underperformers<\/a>.<\/p>\n\n\n\n<figure class=\"wp-block-image size-full\"><img decoding=\"async\" width=\"598\" height=\"329\" src=\"https:\/\/getlighthouse.com\/blog\/wp-content\/uploads\/2024\/09\/robert-sutton.jpg\" alt=\"\" class=\"wp-image-26845\" title=\"\" srcset=\"https:\/\/getlighthouse.com\/blog\/wp-content\/uploads\/2024\/09\/robert-sutton.jpg 598w, https:\/\/getlighthouse.com\/blog\/wp-content\/uploads\/2024\/09\/robert-sutton-300x165.jpg 300w\" sizes=\"(max-width: 598px) 100vw, 598px\" \/><\/figure>\n\n\n\n<p>Yet, they're not the only troublemakers. It's also true that jerks can be just as big a problem for your team's morale and abilities to be great.<\/p>\n\n\n\n<p>And getting rid of jerks can be just as big a relief for your team as removing or fixing a low performer. As a&nbsp;<a href=\"https:\/\/getlighthouse.com\/blog\/low-employee-morale\/#asshole\" target=\"_blank\" rel=\"noreferrer noopener\">workplace study<\/a>&nbsp;reported by Harvard showed:<\/p>\n\n\n\n<blockquote class=\"wp-block-quote is-layout-flow wp-block-quote-is-layout-flow\">\n<p><em>\"In comparing the two costs, even if a firm could replace an average worker with one who performs in the top 1%;&nbsp;<strong>it would still be better off<\/strong>&nbsp;by replacing a toxic worker with an average worker&nbsp;<strong>by more than two-to-one.<\/strong>\"<\/em><\/p>\n<\/blockquote>\n\n\n\n<p>So while we encourage you to focus your quest for greatness on maximizing everyone's potential on your team, keep in mind, sometimes you will need to remove people from your team, even if they're individually doing some good (or even great) things.<\/p>\n\n\n\n<p>\u200b---<\/p>\n\n\n\n<p>Greatness is not achieved in a single day. It's part of a daily effort, and a true form of craftsmanship to create it.<\/p>\n\n\n\n<p><em><strong>What actions will you take this week to help your team members get closer to greatness?<\/strong><\/em><\/p>\n\n\n\n<div style=\"height:20px\" aria-hidden=\"true\" class=\"wp-block-spacer\"><\/div>\n\n\n\n<hr class=\"wp-block-separator has-alpha-channel-opacity\"\/>\n\n\n\n<div style=\"height:40px\" aria-hidden=\"true\" class=\"wp-block-spacer\"><\/div>\n\n\n\n<h2 class=\"wp-block-heading\" id=\"ask\"><strong>\ud83d\udde3\ufe0f Ask Lighthouse&nbsp;<\/strong>on&nbsp;<em>Getting Your Team Members to Prep for Your 1 on 1s with Them<\/em><\/h2>\n\n\n\n<p>A manager wrote in, having used our&nbsp;<a href=\"https:\/\/getlighthouse.com\/blog\/one-on-one-meetings-template-great-leaders\/\" target=\"_blank\" rel=\"noreferrer noopener\">1 on 1 meeting template<\/a>&nbsp;for a few weeks, and wanted to know:<\/p>\n\n\n\n<blockquote class=\"wp-block-quote is-layout-flow wp-block-quote-is-layout-flow\">\n<p><em>\"How can I get more of my team to use the template and bring topics to discuss in our 1 on 1s?\"<\/em><\/p>\n<\/blockquote>\n\n\n\n<p>This is a great question and a common struggle for managers, so I'm glad we can address it in an Ask Lighthouse.<\/p>\n\n\n\n<p><strong>My answer:<\/strong><\/p>\n\n\n\n<h3 class=\"wp-block-heading\">Having a little structure can go a long way.<\/h3>\n\n\n\n<p>To be honest, your problem is a common one and why we give away the template, but don't have software for this anymore; the truth is getting any of your team to fill out information before your 1 on 1 is impressive. It's much more common for managers to have to really carry the load on 1 on 1s and planning them.<\/p>\n\n\n\n<p>The main things I've seen to help your team with coming prepared to 1 on 1s are the following:<\/p>\n\n\n\n<ol class=\"wp-block-list\">\n<li><strong>Make sure you *always* comment<\/strong>&nbsp;on at least one thing they wrote so they know you read it. This is way more important than most managers realize, especially because you may not get to everything. They still need to know you saw it, so give it a \ud83d\udc4d, leave a comment, or otherwise make it obvious.<\/li>\n\n\n\n<li><strong>Send them some topics or questions ahead of time<\/strong>. It's often easier to think about what your manager wants if you're asking them,&nbsp;<em>\"How can we improve how our team works together?<\/em>\" or&nbsp;<em>\"Which meetings do you think are a waste?\"<\/em>&nbsp;than to simply ask them&nbsp;<em>\"bring anything you want to talk about!\"&nbsp;<\/em>The latter sounds friendly and flexible, but it puts a heavy weight on your team to know what's okay to talk about, or what you want to hear.<\/li>\n\n\n\n<li><strong>Mix it up.&nbsp;<\/strong>The same thing every week can go stale and feel repetitive, so mixing up your ask can resonate with people in different ways. One question may fall flat with someone, but then your next one they'll have lots to say.&nbsp;<a href=\"https:\/\/getlighthouse.com\/blog\/one-on-one-meeting-questions-great-managers-ask\/\" target=\"_blank\" rel=\"noreferrer noopener\">This list of questions can help.<\/a>&nbsp;Try a mix of them and you'll likely start to get more of your team to engage.<\/li>\n\n\n\n<li><strong>Ask your team for feedback<\/strong>&nbsp;on the structure of your 1 on 1s themselves. Maybe some people don't feel like they have ideas that fit your structure, or have a hard time remembering to get in there (but write stuff down somewhere else). The key is, making even small tweaks makes them feel like they're a part of what you're creating, which&nbsp;<a href=\"https:\/\/getlighthouse.com\/blog\/get-team-buy-in-important-change\/\" target=\"_blank\" rel=\"noreferrer noopener\">makes buy in much easier<\/a>.<\/li>\n\n\n\n<li><strong>Give it time.<\/strong>&nbsp;Not everyone comes on board immediately when you make changes. However, when they see peers getting more out of your 1 on 1s, and see you consistently showing up anyways, it can slowly move them towards more active participation and buy in.<\/li>\n<\/ol>\n\n\n\n<p>All of these tactics will help get more of your team to open up and actively participate in your 1 on 1s. They may even bring agenda items sometimes. Yet, always remember that while it's their meeting, your efforts to prepare, listen, and act are what make them consistently great.<\/p>\n\n\n\n<p>A blank agenda from them doesn't mean they're checked out, or that your effort isn't appreciated. It just means they didn't fill in a box.<\/p>\n\n\n\n<p>What matters much more is what happens in the actual meeting, and that largely comes from how you treat the meetings and your team. Get that right and I think you'll notice a few more agendas filled in, but most importantly a much stronger relationship with each person on your team.<\/p>\n\n\n\n<div style=\"height:20px\" aria-hidden=\"true\" class=\"wp-block-spacer\"><\/div>\n\n\n\n<hr class=\"wp-block-separator has-alpha-channel-opacity\"\/>\n\n\n\n<div style=\"height:40px\" aria-hidden=\"true\" class=\"wp-block-spacer\"><\/div>\n\n\n\n<h2 class=\"wp-block-heading\" id=\"secret\"><strong>\ud83d\udd1c Your Last Chance to&nbsp;<\/strong><em><strong>Learn the Secret Habits of Senior Leaders<\/strong><\/em><\/h2>\n\n\n\n<p><em>I'll keep this short:<\/em><\/p>\n\n\n\n<p><strong>You can join us for one of our all time most popular programs starting next week&nbsp;<\/strong><a href=\"https:\/\/m.getlighthouse.com\/secret-habits-senior-leaders\" target=\"_blank\" rel=\"noreferrer noopener\"><strong>by signing up here<\/strong><\/a><strong>.<\/strong><\/p>\n\n\n\n<figure class=\"wp-block-image size-large\"><a href=\"https:\/\/m.getlighthouse.com\/secret-habits-senior-leaders\"><img decoding=\"async\" width=\"1024\" height=\"487\" src=\"https:\/\/getlighthouse.com\/blog\/wp-content\/uploads\/2024\/09\/lighthouse-1024x487.webp\" alt=\"\" class=\"wp-image-26846\" title=\"\" srcset=\"https:\/\/getlighthouse.com\/blog\/wp-content\/uploads\/2024\/09\/lighthouse-1024x487.webp 1024w, https:\/\/getlighthouse.com\/blog\/wp-content\/uploads\/2024\/09\/lighthouse-300x143.webp 300w, https:\/\/getlighthouse.com\/blog\/wp-content\/uploads\/2024\/09\/lighthouse-768x366.webp 768w, https:\/\/getlighthouse.com\/blog\/wp-content\/uploads\/2024\/09\/lighthouse-1536x731.webp 1536w, https:\/\/getlighthouse.com\/blog\/wp-content\/uploads\/2024\/09\/lighthouse.webp 2042w\" sizes=\"(max-width: 1024px) 100vw, 1024px\" \/><\/a><\/figure>\n\n\n\n<p>And to quickly answer the most common questions we got last week:<\/p>\n\n\n\n<ul class=\"wp-block-list\">\n<li><strong>Take this&nbsp;<\/strong><em><strong>anywhere<\/strong><\/em>: There are NO Zooms or scheduled calls to worry about time zones nor timing. You read and act on the bite-size email-based lessons at the day and time&nbsp;<em>you choose<\/em>&nbsp;each week. We even give you a bonus lesson to help ensure you schedule time to complete them.<br>\u200b<\/li>\n\n\n\n<li><strong>No holidays<\/strong>: These 12 lessons are perfectly timed to give you a break for Thanksgiving and then finish the week *before* Christmas and Hanukkah.<br>\u200b<\/li>\n\n\n\n<li><strong>Topics covered:<\/strong>&nbsp;We cover essential topics that will help you be ready to be promoted from a manager of ICs to manager of managers. It's also a great program if you're already in the manager of managers roles and need to fill in gaps, or train the managers under you.&nbsp;<a href=\"https:\/\/m.getlighthouse.com\/secret-habits-senior-leaders#4\" target=\"_blank\" rel=\"noreferrer noopener\">You can see everything you'll learn across our 12 lessons here<\/a>.<\/li>\n<\/ul>\n\n\n\n<p>\u200b<\/p>\n\n\n\n<p>And you can still get our early bird price if you reserve your spot this weekend. Prices go up Monday and continue to rise until the program retires again on Wednesday.<\/p>\n\n\n\n<p><strong>\u200b<\/strong><a href=\"https:\/\/m.getlighthouse.com\/secret-habits-senior-leaders\" target=\"_blank\" rel=\"noreferrer noopener\"><strong>So join us now here.<\/strong><\/a><\/p>\n\n\n\n<div style=\"height:20px\" aria-hidden=\"true\" class=\"wp-block-spacer\"><\/div>\n\n\n\n<hr class=\"wp-block-separator has-alpha-channel-opacity\"\/>\n\n\n\n<div style=\"height:40px\" aria-hidden=\"true\" class=\"wp-block-spacer\"><\/div>\n\n\n\n<h2 class=\"wp-block-heading\" id=\"poll\"><strong>\u2753 Poll of the week<\/strong><\/h2>\n\n\n\n<p>Last week we talked about coaching and what the hardest part is for managers:<\/p>\n\n\n\n<figure class=\"wp-block-image size-full is-resized\"><img decoding=\"async\" width=\"938\" height=\"572\" src=\"https:\/\/getlighthouse.com\/blog\/wp-content\/uploads\/2024\/09\/hardest-part-of-coaching.webp\" alt=\"\" class=\"wp-image-26847\" style=\"width:500px;height:auto\" title=\"\" srcset=\"https:\/\/getlighthouse.com\/blog\/wp-content\/uploads\/2024\/09\/hardest-part-of-coaching.webp 938w, https:\/\/getlighthouse.com\/blog\/wp-content\/uploads\/2024\/09\/hardest-part-of-coaching-300x183.webp 300w, https:\/\/getlighthouse.com\/blog\/wp-content\/uploads\/2024\/09\/hardest-part-of-coaching-768x468.webp 768w\" sizes=\"(max-width: 938px) 100vw, 938px\" \/><\/figure>\n\n\n\n<p>Roughly half of you struggled with finding enough time. With all the busy-ness of being a manager, that's understandable. It's why some leaders literally schedule some time each week to review work, or make it part of their planned prep time for 1 on 1s.<\/p>\n\n\n\n<p>Either way, if you want to make coaching a habit, you have to prioritize it.<\/p>\n\n\n\n<p>Now, this week we look at motivations for leaders.<\/p>\n\n\n\n<h3 class=\"wp-block-heading\"><strong><em>What drives you? What is the biggest reason you're a leader?<\/em><\/strong><\/h3>\n\n\n\n<p>Those are big, heavy questions, worth taking a moment to reflect.<\/p>\n\n\n\n<p>And while there is no right or wrong answer, the mindset you have about it can significantly change how your career and the things you work on go.<\/p>\n\n\n\n<p>So before you read the rest of this section,&nbsp;<a href=\"https:\/\/www.linkedin.com\/posts\/jasonevanish_what-drives-you-activity-7241793060269891586-5Ba4?utm_medium=member_desktop&amp;utm_source=share\" target=\"_blank\" rel=\"noreferrer noopener\">go take the poll here<\/a>:<\/p>\n\n\n\n<figure class=\"wp-block-image size-large is-resized\"><img decoding=\"async\" width=\"1024\" height=\"450\" src=\"https:\/\/getlighthouse.com\/blog\/wp-content\/uploads\/2024\/09\/motivation-to-advance-as-a-manager-1024x450.webp\" alt=\"\" class=\"wp-image-26848\" style=\"width:494px;height:auto\" title=\"\" srcset=\"https:\/\/getlighthouse.com\/blog\/wp-content\/uploads\/2024\/09\/motivation-to-advance-as-a-manager-1024x450.webp 1024w, https:\/\/getlighthouse.com\/blog\/wp-content\/uploads\/2024\/09\/motivation-to-advance-as-a-manager-300x132.webp 300w, https:\/\/getlighthouse.com\/blog\/wp-content\/uploads\/2024\/09\/motivation-to-advance-as-a-manager-768x337.webp 768w, https:\/\/getlighthouse.com\/blog\/wp-content\/uploads\/2024\/09\/motivation-to-advance-as-a-manager.webp 1034w\" sizes=\"(max-width: 1024px) 100vw, 1024px\" \/><\/figure>\n\n\n\n<p>Okay. You took the poll, right?&nbsp;<em>(If not&nbsp;<\/em><a href=\"https:\/\/www.linkedin.com\/posts\/jasonevanish_what-drives-you-activity-7241793060269891586-5Ba4?utm_medium=member_desktop&amp;utm_source=share\" target=\"_blank\" rel=\"noreferrer noopener\"><em>click here and quickly enter your choice<\/em><\/a><em>)<\/em><\/p>\n\n\n\n<h3 class=\"wp-block-heading\">What motivates us can be surprising.<\/h3>\n\n\n\n<p>What you think motivates someone isn't always what you'd expect.<\/p>\n\n\n\n<p>Look no further than Steve Jobs.<\/p>\n\n\n\n<p>In his first run at Apple, he was brash, arrogant, and a little bit weird. He was difficult to work with and extremely passionate about quality.<\/p>\n\n\n\n<p>And those characteristics led him to be run out of Apple. It forced him to take a hard look in the mirror and go on his major transformation to grow into the leader that would later save Apple.<\/p>\n\n\n\n<p>And nowhere is that transformation more telling that Steve's answer to this question of what drove him as a leader:<\/p>\n\n\n\n<figure class=\"wp-block-image size-large is-resized\"><img decoding=\"async\" width=\"1024\" height=\"516\" src=\"https:\/\/getlighthouse.com\/blog\/wp-content\/uploads\/2024\/09\/BigThink-interview-1024x516.webp\" alt=\"\" class=\"wp-image-26849\" style=\"width:595px;height:auto\" title=\"\" srcset=\"https:\/\/getlighthouse.com\/blog\/wp-content\/uploads\/2024\/09\/BigThink-interview-1024x516.webp 1024w, https:\/\/getlighthouse.com\/blog\/wp-content\/uploads\/2024\/09\/BigThink-interview-300x151.webp 300w, https:\/\/getlighthouse.com\/blog\/wp-content\/uploads\/2024\/09\/BigThink-interview-768x387.webp 768w, https:\/\/getlighthouse.com\/blog\/wp-content\/uploads\/2024\/09\/BigThink-interview.webp 1412w\" sizes=\"(max-width: 1024px) 100vw, 1024px\" \/><\/figure>\n\n\n\n<p>I'll be honest. That answer initially surprised me. Like Isaacson, I figured he'd pick one of his many transformative products. Yet, even someone as passionate and gifted at making products as Jobs embraced the challenge of leadership and people most.<\/p>\n\n\n\n<p>And in my experience, that really is the most powerful motivation you can tap into as a leader.<\/p>\n\n\n\n<p>Products come and go. Projects succeed and some fail.<\/p>\n\n\n\n<p>Yet it's the&nbsp;<em>people&nbsp;<\/em>you work with, and the&nbsp;<em>impact&nbsp;<\/em>you have on them that really matters.<\/p>\n\n\n\n<p>It's why I love sharing stories I learned from my father, and latch onto other great stories we see across the news, social media and the world.<\/p>\n\n\n\n<p>In the end, we all spend half or more of our day to day life working.<\/p>\n\n\n\n<p>Isn't it worth it to try to make it great? Isn't it worth it to make your people great?<\/p>\n\n\n\n<p>One of the things I loved about working with Mark C Crowley and getting him involved in various Lighthouse projects is how much he embraces this mindset, too. That's why I'll end this question of what motivates you with a reminder from him:<\/p>\n\n\n\n<figure class=\"wp-block-image size-large\"><img decoding=\"async\" width=\"1024\" height=\"541\" src=\"https:\/\/getlighthouse.com\/blog\/wp-content\/uploads\/2024\/09\/lead-from-the-heart-1024x541.webp\" alt=\"\" class=\"wp-image-26850\" title=\"\" srcset=\"https:\/\/getlighthouse.com\/blog\/wp-content\/uploads\/2024\/09\/lead-from-the-heart-1024x541.webp 1024w, https:\/\/getlighthouse.com\/blog\/wp-content\/uploads\/2024\/09\/lead-from-the-heart-300x158.webp 300w, https:\/\/getlighthouse.com\/blog\/wp-content\/uploads\/2024\/09\/lead-from-the-heart-768x405.webp 768w, https:\/\/getlighthouse.com\/blog\/wp-content\/uploads\/2024\/09\/lead-from-the-heart-1536x811.webp 1536w, https:\/\/getlighthouse.com\/blog\/wp-content\/uploads\/2024\/09\/lead-from-the-heart.webp 1542w\" sizes=\"(max-width: 1024px) 100vw, 1024px\" \/><\/figure>\n\n\n\n<p><em><strong>What drives you? How can you find more fuel, fire and motivation by serving and supporting your team?<\/strong><\/em><\/p>\n\n\n\n<div style=\"height:20px\" aria-hidden=\"true\" class=\"wp-block-spacer\"><\/div>\n\n\n\n<hr class=\"wp-block-separator has-alpha-channel-opacity\"\/>\n\n\n\n<div style=\"height:40px\" aria-hidden=\"true\" class=\"wp-block-spacer\"><\/div>\n\n\n\n<h3 class=\"wp-block-heading\"><strong>Sign up to get this newsletter &amp; our latest blog posts straight to your inbox:<\/strong><\/h3>\n","protected":false},"excerpt":{"rendered":"<p>A wise person once told me,&nbsp;\"Don't envy someone else unless you want their *entire* life.\" That advice has stuck with me over the years and has cured me of most envy I would have for others. I have a number of friends who are wealthier than me, and I certainly see strangers who look like [&hellip;]<\/p>\n","protected":false},"author":6,"featured_media":26857,"comment_status":"closed","ping_status":"closed","sticky":false,"template":"","format":"standard","meta":{"footnotes":""},"categories":[50],"tags":[],"class_list":["post-26835","post","type-post","status-publish","format-standard","has-post-thumbnail","hentry","category-llw-lighthouse-leadership-weekly-newsletter"],"_links":{"self":[{"href":"https:\/\/getlighthouse.com\/blog\/wp-json\/wp\/v2\/posts\/26835","targetHints":{"allow":["GET"]}}],"collection":[{"href":"https:\/\/getlighthouse.com\/blog\/wp-json\/wp\/v2\/posts"}],"about":[{"href":"https:\/\/getlighthouse.com\/blog\/wp-json\/wp\/v2\/types\/post"}],"author":[{"embeddable":true,"href":"https:\/\/getlighthouse.com\/blog\/wp-json\/wp\/v2\/users\/6"}],"replies":[{"embeddable":true,"href":"https:\/\/getlighthouse.com\/blog\/wp-json\/wp\/v2\/comments?post=26835"}],"version-history":[{"count":4,"href":"https:\/\/getlighthouse.com\/blog\/wp-json\/wp\/v2\/posts\/26835\/revisions"}],"predecessor-version":[{"id":26860,"href":"https:\/\/getlighthouse.com\/blog\/wp-json\/wp\/v2\/posts\/26835\/revisions\/26860"}],"wp:featuredmedia":[{"embeddable":true,"href":"https:\/\/getlighthouse.com\/blog\/wp-json\/wp\/v2\/media\/26857"}],"wp:attachment":[{"href":"https:\/\/getlighthouse.com\/blog\/wp-json\/wp\/v2\/media?parent=26835"}],"wp:term":[{"taxonomy":"category","embeddable":true,"href":"https:\/\/getlighthouse.com\/blog\/wp-json\/wp\/v2\/categories?post=26835"},{"taxonomy":"post_tag","embeddable":true,"href":"https:\/\/getlighthouse.com\/blog\/wp-json\/wp\/v2\/tags?post=26835"}],"curies":[{"name":"wp","href":"https:\/\/api.w.org\/{rel}","templated":true}]}}