Many employees take significantly fewer small risks in their job than in their life. And yet taking risks is so critical to the success of your business – so you can grow faster and with less pain. How can you help them take more risks?
Most leadership teams have too many priorities. The fewer priorities, the faster you will get to your strategic goals. A compelling long-term goal helps you weed out the tempting, yet less impactful priorities. How?
Cynicism is the silent killer of high-performing teams. It is also a strong predictor of negative outcome and slower business growth. Unfortunately it spreads like wildfire. How can you escape the cynicism trap?
Hurtful feedback can unlock the door to becoming an even better leader – if you have the right tools to unpack it. How can you do that?
Are you sometimes frustrated that your employees don’t change their behavior, even though you repeatedly ask them to? Make your feedback more effective. How?
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?