Unification and consensus have their roots in empathy
The terms “unity” and “consensus” are often used to sugar-coat exclusion. Empathy is at the root of true unification and consensus building.
The terms “unity” and “consensus” are often used to sugar-coat exclusion. Empathy is at the root of true unification and consensus building.
Success in business builds ego, but that self-assuredness can be the downfall of an otherwise good leader.
A resilient team embraces change and doesn’t fear turnover. Here are five characteristics of highly resilient teams.
Don’t throw away the light bulb because it showed you an uncomfortable truth. Transparency doesn’t build trust. Transparency creates awareness; actions build trust.
Leaders need to understand the four basic types of motivation and how they can exploit them all to get their teams moving forward.
I’m celebrating milestones today. It’s important for a person, and it’s especially important for leaders. We don’t pause to celebrate milestones often enough.
Getting people to consensus, not conflict, relies on sticking to the basics of leadership. Meetings that devolve into opinion free-for-alls serve no one.
Middle managers are squeezed, having to look out for the mental health at work of their teams, while also driving performance for the company.
Being the stabilizing influence in a crisis is great until it’s not. Calm is a good trait in a leader, but leaders need a diversity of opinions around them.
If you can see the structural bias in the buffet, you can fix your organization’s dysfunctional workplace culture. Also, water faucets.