Diana Chapman
Co-founder, Conscious Leadership Group. On 1 show, 3 appearances. The Shows tab opens the full record on each.
founderauthoracademicother@DianaChapman ↗LinkedIn ↗dianachapman.com ↗
Diana Chapman advises top tech CEOs, founders, and executive teams on eliminating workplace drama, building candid cultures, and practicing conscious leadership. She is best known as the co-author of the bestselling book The 15 Commitments of Conscious Leadership and as an instructor for Stanford University and the Kauffman Fellows.
1shows
3appearances
19statements
1resolved
0supported
1contradicted
0%fully supported
4said about them ↓ Everything Diana Chapman said on any show that made the record, most notable first. Each card names its show and opens the statement there.
Diana Chapman: Playing the hero requires keeping others disempowered as victims
“In order to hero, you need victims. And then that means you are requiring people to be disempowered so you can hero. And that's not such a, you know, that's how we're just going to create more battles amongst us.”
Chapman: Feedback always reveals more about the giver than the receiver
“Feedback, first of all, I tell everybody, feedback, first of all, is always telling us about the giver more than the receiver of the feedback.”
Chapman: Criticism only hurts if you internally agree with it
“If I said something, something that you believed into, you might hurt yourself with it because there's a little Velcro. And so some part of you is believing or agreeing with what I'm saying, and then you use that to upset yourself. So the idea here is, I get u…”
Chapman: Playing the hero requires keeping other people disempowered as victims
“It takes a lot of awareness because in order to hero, you need victims. And then that means you are requiring people to be disempowered so you can hero.”
Chapman: Ask 'how is it true?' instead of 'is it true?'
“My experience is there's almost always a gem in every story that somebody has about me, and from presence, I always ask the question, not is it true what you're saying about me, but how is it true?”
Diana Chapman: Failing to source self-approval leads to controlling behavior and suffering
“If I can't source all the approval I've ever wanted, I'm gonna then be out in the world trying to control my approval, and that's gonna cause a decent amount of suffering for me, and maybe for others too.”
Chapman: Welcoming somatic sensations lets discomfort pass and prevents emotional contraction
“And then just the welcoming of it helps it move all the way through. So it can go wherever it needs to go. And then I can be available for the moment and not, not have to leave or check out or contract myself in some way.”
Chapman: Avoiding conversational discomfort deprives teams of feedback for growth
“And so what they do is they rob themselves and everybody else around them from feedback that could actually help us all learn and grow, which is what I started to point out to them.”
Chapman: Striving for polite, conflict-free workplaces actively reduces employee growth
“What I see is, is the neater we try to get, the less growth we actually get to experience most of the time.”
Chapman: Playing the hero is the hardest trap because culture applauds it
“Heroine is the most challenging, I think, in the drama triangle because the culture can really applaud heroes. And so our identities go, well, hey, look, you know, people think I'm good for doing these things.”
Chapman: Mammals Learn Best Through Play and Seriousness Impedes Learning
“And my experience is the more serious we are, the less we learn. And if you look at all mammals, mammals learn best through play.”
Chapman: Resolving Reactive Drama Requires First Acknowledging You Feel Threatened
“So the first thing I know is if you can't accept the fact that you're in a state of threat, you'll never shift anything.”
Chapman: Drama triangle roles are equally weighted evasions of full responsibility
“They're all the same. They all are taking either more or less than 100% responsibility in their own ways. So they're all not really taking full ownership.”
Chapman: Unprocessed workplace grief leads to gossip and wasted organizational energy
“And if we don't give space for that, it ends up happening through gossip and na na na and people talking and like, then we waste a bunch of energy doing all kinds of things to try to get that grief through that we didn't, you know, that we don't know how to ge…”
Chapman: Couples fight more on Friday nights than any other night
“More couples will fight on Friday night than any night of the week. And I think that's an upper limits pattern because it's like, oh, honey, We have the whole weekend now to, you know, have more connection. And so that'll be a threat somehow to well, you know,…”
Chapman: Confronting the cost of current patterns catalyzes personal change
“That's the catalyst for most human beings to change, is to finally face and feel the cost of the patterns that they're in.”
Chapman: Conscious Leadership retreats force executives to play alter-egos in public
“We actually take everybody in the retreat out to dinner publicly, and we have you all dressed up as characters... The restaurants know we're here playing with all these, we call them these X out parts of ourselves.”
Chapman: Disowned personality traits inevitably play out unconsciously and cause harm
“If you don't be present to them, they'll, they'll play out unconsciously and you'll make a mess. And then you'll think, oh no, and that makes me even more clear. I can't bring it out.”
Chapman: Driving Change From Self-Righteousness Perpetuates the Problem
“If you have an opinion that you think you're right about, and you're going to go in and try to From that righteous opinion, make any change. Good luck. It's a setup. It's a setup. You're just part of the issue. Now you're going to keep it going.”
The other half of the tape: Diana Chapman's own voice is left out of every number here. Other people bring the name up 4 times in 2 episodes across the shows. every mention, with the transcript →
Who brings them up most Jim Dethmer 3Shane Parrish 1
Every mention by year
tap a year for its mentions
the Knowledge Project 4
2023 3 mentions in 1 episode
2022 1 mention in 1 episode
One line per show, most statements first. The link opens Diana's full record on that show: the calibration, argument clarity, speaking style and every statement made there.
| Show | Role there | Eps | Statements | Record | |
|---|---|---|---|---|---|
| KNOWLEDGE PROJECTLEDGER | Co-founder, Conscious Leadership Group | 3 | 19 | 0% 0/1 | full record on the Knowledge Project → |