Posts

If you spend any time with an expert in a field you know little about, you will soon discover that they recognize distinctions in their area of expertise that you simply don’t have. One of the best ways to learn something new is to ask experts to say out loud what’s going on their heads.

We are often our own worst enemies when it comes to learning because many of us are harboring unhelpful attitudes and assessments.

There are four common decision making models, and smart leaders are clear with their teams and community about which one they will be using in a given situation.

Trust is damaged whenever a promise is broken or a commitment goes unfulfilled. Yet the damage can often be mitigated somewhat if the offending party offers a sincere apology.

There are only three reasons why someone doesn’t do what you want them to do, and it doesn’t matter if that person is your employee, colleague, or a family member.

It’s rare that I talk to someone who doesn’t think his or her company or organization couldn’t improve their meeting culture. Meetings should be about coordinating action and making real progress.

Adhering to a daily routine is still a work in progress for me, but the results I am getting have convinced me that taking the time to develop some solid routines and committing to them are worth it.

“Don’t you trust me?” If someone has ever posed that question to you, besides making you a bit uncomfortable, it might have been difficult to answer. Trust is complicated.

A great way to make your team meetings more effective is to switch your thinking and planning from agenda items to meeting outcomes. Agenda items are a list of tasks, while meeting outcomes describe what you want to accomplish during your meeting. That distinction is crucial.

Whether it’s your social media feed or the constant drip of your email inbox, the modern world conspires against focus and attention.