We too often promote the wrong person into a senior leadership position. The reason is: the promotion criteria we use are poor predictors of people’s leadership potential. How can you do better?
Profit is an outcome, not a purpose in itself. A clear purpose increases employee engagement – which in turns increases growth and profit. How can you identify your growth purpose?
Increasing diversity on your leadership team leads to better decisions and better results. However we naturally surround ourselves with people similar to us. How do you know whether your leadership team is diverse enough?
Many CEOs and team members overestimate their team’s alignment around their growth strategy. Actual alignment is, on average, two or three times lower than perceived alignment. What can you do about it?
Our natural tendency is to diffuse conflicts. Yet well-managed conflicts can greatly improve the quality of your decisions. How can you proactively surface more conflicts – so you can grow faster?
Receiving candid feedback is critical to become a more effective leader. Yet people are afraid to give feedback – especially to you, the big boss. What can you do about it?
Cash is the oxygen of your growth engine. The good news is: your business has hidden pockets of cash. How can you find them, so that you can grow faster and with less pain?
You probably know the low performers in your organization. Intuitively you also know that you should let them go today – and yet you don’t. What can you do about it?
Employee turnover can be like a weed: you think that you have solved the problem once and for all, but it comes back the following year. How can you find out the root causes of high employment turnover – so that you can structurally reduce it?
The greater the performance demand in your job, the greater the need for recovery. When you skip recovery, your and your team’s performance gradually slips – and your business growth quietly slows down. What constitutes a good recharging break?