Sometimes the work we need to do gets put off by the work we think we should be doing. We think we should be doing the things on our ‘To Do’ lists and on our plates by default, not to mention the things thrust upon us by the urgency of others. Over time, that mindset […]
Pursuing Your Best: A Framework for Personal Effectiveness Read More »
Middle managers have a unique vantage point within every organization where strategy and functional knowledge meet. It’s not hyperbole to say they do it all. In short, investing in middle managers’ change capacity likely reflects the greatest return on investment if you’re seeking to maximize the success of your next organizational change process.
Middle Managers Are Key to Making Change Happen in Your Organization Read More »
What would be your own self-assessment? How might you and others on your team benefit from development across the five domains? In our coaching practice, we’ve found that all managers—even experienced managers—have weaknesses and vulnerabilities across these domains that can benefit from on-the-job practice and training.
Five Skills All Managers Need Read More »
I sat with my wife in a tiny exam room with white walls, a short table and two chairs. It had been three days since I’d lost the ability to swallow or feel my left side. My vision felt hazy and my mind was foggy. Hours and tests and doctors and nurses yielded little conclusive evidence as to why.
The Courage to Say “I Don’t Know” Read More »
We get caught in this logical fallacy at work when we think we should discover and maximize our “natural” strengths and then turn our “weaknesses” into strengths. It’s true that some weaknesses are weaknesses; you may struggle to tell a succinct or clear story to your colleagues–and that has real, sometimes dire consequences. But there is almost always some counterbalancing reason for that weakness.
Too Much of a Good Thing Read More »
If you’re feeling overtaxed and underserved by the way your days at work are going, consider asking yourself: could I make this better if I were more honest with myself and the people I work with?
Don’t Waste Your Days Read More »
The purpose of cultivating understanding of others peoples’ needs and aligning organizational capacity accordingly is to establish the foundation for doing hard things together. That applies at every level.
Part III: Relationships Read More »
One reason that conversations focused on delivering critical feedback are hard is that we tend to overlook a key element: they’re conversations that include both the person we’re communicating a message to—and also ourselves.
Make Hard Conversations Less Hard Read More »
The best leaders are able to see and diagnose what kind of leadership is needed in a particular context, and then either adapt to fill the need, or position others to play that role effectively.
