Open Management: The idea of our time depends on the most eternal values. "Open" just might be one of the most crucial ideas for the future of business. This is very evident with the focus (not to mention, hype) on open innovation in which companies in a systematic way combine internal and external...
When we build leaders, our efforts are often ineffective. People listen but don't execute. They forget 80% of what they learn and can't usually execute 50% of what they do remember.
The need to empower natural leaders isn’t an HR pipedream, it’s a competitive imperative. But before you can empower them, you have to find them. In most companies, the formal hierarchy is a matter of public record—it’s easy to discover who’s in charge of what. By contrast, natural leaders don’t...
Good questions generate thought, focus, and action from the listener. They also convey respect. Is it any wonder that 95% of leaders prefer to be asked questions rather than told what to do?
When you ask children what they want to be when they are older, how many of them say they want to be a manager? I've certainly never met one who had such aspirations. In part this is because management is a pretty amorphous concept to a ten-year-old. But it's also because we adults aren't exactly...
Culture change is hard. Whatever the approach, its a long term proposition riddled with ambiguity. If your tasked with leading a culture change initiative and are struggling with
The idea of this hack is simple but a bit revolutionary—institute systematic rotations for managers in a particular role, which would in effect position-specific set term limits for upper and middle m
