June 15, 2022
If you start from the assumption that you need to make your team happy – that happiness is an input to work that you need to maximize – you reach for one set of tools. Tools that reduce stress, remove discomfort, avoid conflict. And maybe at a birthday party, or a summer camp, those would be appropriate.
May 4, 2022
Faced with an extended stay in the squishy place, a lot of execs are opting out. They are making decisions with the information they’ve got. Trading liminal for solid ground anywhere they can find it. And, for a lot of workplaces, shit is about to get real.
March 23, 2022
The massive competition for talent has every HR and Talent leader running after the same ball. And the visual effect, from up here on the hill, looks a lot like Bunch Ball.
March 9, 2022
It’s easy to dip into “I would never talk to my team like that. If I were in charge, I would be a way better boss than that.” That smug satisfaction about what you would do if you were in charge? Well, we understand the appeal.
August 25, 2021
We told leaders to be empathetic. We told them to be understanding. And they are doing that. They are phenomenal about understanding the conditions for underperformance in their teams. But it’s not working…They are patient to a fault.
October 21, 2020
We’re asking our brains to do a lot of work right now. We’re doing our day jobs, caretaking, feeding ourselves, figuring out voting, trying to keep track of the latest public health guidelines, R (and also k), and waiting for updates from the vaccine trials.
May 2, 2017
It’s damaging your company to believe they even exist, never mind trying to hire them all
April 27, 2017
Substance, style, and spotting bullshit in an interview
February 8, 2017
Managing junior vs senior staff, and why you might be an ass
January 23, 2017
The one about bullets and quicksand
January 6, 2017
Would you believe me if I told you that it’s almost always the same, fixable thing?
December 1, 2016
As you’re prepping your review, shift the focus of your feedback from the character attribute to the intended outcome.
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