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If we want to understand the nagging sense, the underlying frustration, the thing that’s screaming in blinky red lights. We’re gonna have to say it out loud.

Sometimes humans really do need a reality check, that’s fair. But if you’re going to reality check someone, we suggest starting with the manager in the mirror.

One of the best, most leveraged, most impactful things you can do as a leader is to grow new, excellent leaders.

When we talk with bosses about their work today, we don’t hear about commutes. We don’t hear about summer hours, or four-day-work-weeks, either.

How do you know? How is it that you can listen to someone talk about work and consistently know what’s going to happen next?

The past few years we’ve swung wildly between utopian and dystopian visions.

Your team might need better process as you scale. But do they really need you to write a bunch of documentation that you hate, and that they won’t read?

So much of the hard work of management is unsexy. Unglamorous. It is a grind, and often thankless. And nowhere is this more true than in performance reviews.