Leadership
Middle managers struggle with mental health at work, too
Middle managers are squeezed, having to look out for the mental health at work of their teams, while also driving performance for the company.
Middle managers are squeezed, having to look out for the mental health at work of their teams, while also driving performance for the company.
Miscommunication isn’t always one person’s fault. It can come from different understandings of what individual words mean. But it’s often the root of conflict.
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.
We like paperweight wisdom because it reinforces our own values and worldview. It absolves us of having to think deeply. Don’t be one of the shallow thinkers.
A 7 year old’s moral relativism, a clash of cultures, and a self-destructive project manager show how a shift in perspective can help us be better leaders.
When a manager rationalizes hiring the lesser candidate, that’s minus-one hiring. It leads to institutionalized reliable mediocrity.
Some leaders manufacture outcomes by manipulating data and controlling the questions that get asked. That can lead to spectacular failure, and often does.
Expecting your team to think outside the box when they don’t even know there is a box will frustrate and baffle you. But there are things you can do to help.
This post is about roles and responsibilities, both in a team and in society. It includes a sports metaphor and a picture of me wearing an orange safety vest.