Leveraging Strategy and Followership Accountability is often viewed as a top-down process—a tool for leaders to ensure employees meet expectations. But what if we reframed accountability as a shared culture rooted in trust? A culture where both leaders and followers take responsibility for success, collaborate openly, and engage meaningfully in achieving organizational goals. To create […]
Trust Through Accountability Read More »
What happens when you mix Humble Fools and Competent Jerks in one team? Well, it may be a recipe for disaster, OR it may also give the Competent Jerk the opportunity to learn some humility and the Humble fool a chance to develop new skills. It depends a lot on how leadership engages to enhance
the Humility-Competence Model in Workplace Dynamics Read More »
Sometimes we get stuck in negative dynamics with coworkers – there’s ongoing conflict, you can’t see eye-to-eye, or the relationship never moves past bland pleasantries. The good news is even strained work relationships can often be repaired and turned into stronger, more resilient connections. The bad news is that it takes serious effort. But a
How to Fix a Broken Work Relationship Read More »
“But I NEED to be there.” Oh boy, this CEOs FOMO was kicking in hard. But it was more than that. This is how he has ALWAYS done things. He has always been at the conventions. He has always been at the meet and greets. He has always been at the events. But his company
From FOMO to Strategy Read More »
You may need to help your leaders transition between abstract and concrete thinking. Their ability to move between these is important for your team. And you can help them. First – Are you picking up on problems that others are missing? By providing solutions rather than just focusing on the problem, you are encouraging the
Make the Abstract Concrete Read More »
Ever seen a team crumble from the inside? Katlyn turned to me because she was certain that her team was falling apart. The pebble that started this avalanche was when a talented junior team member (Jane) requested a transfer. Jane loved the company and the work. but she felt unsupported by other members of the