our perspective
Quiet quitting is an opportunity for all of us to reflect on boundaries and expectations at work.
Braveheart speeches only go so far… here’s how to build intrinsic motivation on teams you manage.
Good people management is far from optional, regardless of how big your company is or how fast you’d like to move.
This Thanksgiving, I can safely say that I’m grateful for my challenges. I’m grateful for the hard things, and I’m grateful for what came of them.
There are simple habits you can build to spend more time in your fearless, creative zone.
At a high level, we have two different brain states or mindsets when it comes to work: our curious brain, and our anxious brain.
Taking a moment to slow down and reflect can be the first step toward speeding up.
If you’re waiting for a light bulb to appear as you work through your to-do list and the fifth meeting of the day, you might be waiting for a long time.
Our brain plays tricks on us all the time. It tells us stories that are solely one-sided, creates narratives that have no basis in fact, and convinces us of a conclusion before the scenario has fully played out.
When you play to win, you’re fearless. You take risks, you think big, and you act as if the world is your oyster.
Openness and honesty are the best way to build a resilient organizational culture.
Sometimes burnout feels like adrenaline, and it’s so motivating that you want to keep sprinting. All of the sudden, though, you’re hit with a ton of bricks, and that feeling isn’t one that goes away with a beach vacation or regular baths.
What we all need the most help with is recognizing the themes that underlie all of our day-to-day experiences: our biggest, deepest challenges and opportunities.
Great collaborators and managers empower their peers to figure out the best solutions through inquiry, not prescription.
Do you spend too many hours of your day in pointless meetings? If so, here are a few tips to save you and your team valuable time.
I liken busyness to an addiction in today’s professional world, one that is worn like a badge of honor.
I’ve learned a great deal about myself in 2020, and I can’t wait to apply those lessons next year.
Many managers think that trust is built through consistent, effective performance at work, but trust is actually much more emotional: it’s simply the combination of knowing and liking.
Continuous feedback is respectful and helpful when it follows the Effective Feedback Formula. Effective feedback is Specific, Behavioral, Concrete, and Motivational. Here’s how to make sure a piece of feedback meets each of those criteria.
Our answers are shaped by the questions we ask. When we ask small questions, we get small answers. The catch is, the busier we get, the smaller, but more frequent, our questions become. Things like “ok, what do I need to get done right now” or "how can I prove my point" become our defaults. These micro-questions are important but without the macro-question, there’s no space to get to zoom out to really gain control over the trajectory of our lives.