A few weeks ago, I wrote the first draft of this article. Then, I got distracted. That's correct. I got distracted while writing an article on distractions....
Nothing ever advances in a loop. And you can't beat a loop. Its irrationality is unbeatable. So don't play....
People are already excellent at what they do. They do not need me telling them how to do their jobs. Still, work is hard. These five tools can help....
When leading transformation, we can do a lot of ‘change work’ but change almost nothing. So, follow the money....
I once worked for a very difficult woman, who on a bad day was pathological. But that taught me that you can't negotiate with a bully....
An organizational psychologist I once worked with told me pointedly, “Every organization is dysfunctional. You have to decide if you can work within that particular dysfunction.” What she didn’t say, but which I later understood, is this meant working within the games and the rules that shape the dysfunction. And if we’re not at least...
There is no shortage of data and social media articles on our need for psychologically safety to innovate and deliver great work. People and teams who feel safe at work contribute without fear of punishment, share ideas, and collaborate. Fantastic. Also, no kidding. But let's face it: organizations just aren’t very psychologically safe....
This is the third version of this article I’ve attempted to write. But there’s an idea here that won’t let me write anything else. So what is it I really want to say? It's this: Please don’t stay in your lane....
I recently worked with a great guy named Josh, who’s a very thoughtful leader. In our work together, we tried to focus on his business strategies and ambitious goals. But we kept getting sidetracked because Josh was so irritated with his boss....
A change management consultant recently explained to me how she only wanted to work with leading-edge companies with healthy cultures that didn't focus on the bottom line. After holding back a dramatic eye roll, I kind of felt sorry for her. ...