Communication

How do you define a person’s motivational needs, match them to your organization’s needs, and then place the new employee in a position that serves you both?

Which do you prefer, resolving conflict directly or letting it fester and become more intense because you thought you could avoid it?

Technology has run amok. It’s affecting everyone, even when trying to conduct the simplest of tasks, like crossing the street:

Right now, many of us are asking ourselves what we can do to improve the world. The problem: people do not feel safe to act.

When people push back against change, we often ignore them or tell them why they’re wrong. Why do we avoid or discredit such individuals with a negative response?

Do you know the signs that your car is out of alignment? While you can’t drive your organization to a mechanic for an alignment, you can take stock of your enterprise’s purpose,

The Problem You’re a resister when you fail to do what we’ve all agreed upon previously. Often, the first reaction is that everyone loses because of you. Your action or inaction could cause project failure. The Solution What would happen if we paused each time we encountered a resister and treated them as a victim

The Problem Working virtually, especially from home  is a perilously difficult balancing game. There’s no limit to the 24X7 constant barrage of employer and client expectations, while the rest of your life takes a back seat. Everyone thinks you’re available because you’re online. Likewise, everything everyone expects from you is a gotta have it, gotta

The Problem Making mistakes is common. Apologizing for them is not. I despise the euphemism for making a non-apology, like walking it back. It’s pathetic. Apologizing for mistakes is too frightening for many because it reveals vulnerability. In their minds that means they’re weak. It’s the opposite though. Humans make mistakes. Apologizing reveals you are