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.
“Why” is a way to get answers, but it’s also an accusatory, aggressive question to ask. Empathetic leaders don’t ask why. Here’s why.
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.
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.