Management

Important decisions aren’t over once the moment passes. To think like a great coach after a high-stakes decision, focus on what happens next: learning from outcomes, rebuilding trust, and improving the system before the next big call arrives.  Accept mistakes quickly. High-pressure decisions rarely come with perfect information. Focus less on the outcome and more on whether the […]

Great coaches are judged by what they do during high-pressure moments, when information is incomplete and time is limited. To make a consequential decision like a great coach, you need to stay steady, read what’s happening around you, and trust the preparation you’ve already done.  Manage emotions before they manage you. Strong emotions can distort judgment. Instead of fighting them, narrow your focus. Ask […]

Winning decisions start long before the pressure arrives. To think like a great coach before a high-stakes moment, focus on building the conditions that make fast, clear decisions possible when the pressure is on.  Plan for likely scenarios. Identify the decisions you’re most likely to face and think through them ahead of time. Ask: What information will matter? Who contributes? […]

Your future leaders may be at the greatest risk of burning out. Mid-career employees often face peak responsibilities at work while managing growing demands outside of it, leaving little time to think about what comes next. If you want to retain and develop experienced talent, you need to help people build careers they can sustain for the […]

AI is making it possible for your team to execute faster than ever before. More ideas are turning into projects, and more decisions are requiring your input. To keep pace, you need to rethink how you guide work and spend your attention.  Set direction, not tasks. Focus less on assigning work and more on clarifying outcomes. Make […]

Pressure reveals how you naturally respond when decisions matter most. During high-stakes moments, your default reactions shape what you notice, how quickly you move, and where your blind spots emerge. Performing well under pressure starts with understanding those patterns and building the flexibility to respond differently when circumstances demand it.  Expand your range. Learn your default response patterns, […]

Yesterday we went over five questions to help you lead a project-driven organization. Here are five more questions you need to answer.  If job titles matter less, how do organizations identify expertise? Match people to work based on capabilities and experience rather than formal roles or reporting structures.  What is the difference between a working group and a […]

As change becomes constant, organizations increasingly rely on projects to drive growth and execute strategy. But more projects don’t automatically create better results. Use these questions to assess whether your organization is built to adapt and execute effectively.   What does a project-driven organization look like in practice? Consider what work people would naturally organize around if your org […]

Burnout and turnover are common in high-pressure jobs. But new research suggests that people are more likely to leave when their work feels isolating, unsupported, or disconnected from meaningful responsibility. The way you design work day to day can actually strengthen commitment to a demanding job.   Think carefully about how responsibility is assigned. Don’t make staffing decisions based only on coverage needs […]

When you get a new manager, it’s easy to slip into wait-and-see mode. But the first few weeks shape how you’ll be perceived long term. Instead of reacting passively, treat the transition as a strategic opportunity.   Reset your mindset. Don’t let fear, frustration, or office gossip define your view of the new relationship. Notice your emotional reactions, but focus on the […]

AI tools can help you produce performance reviews faster and make feedback sound more polished and consistent. But smoother language can also mask weak evidence, subjective judgments, and incomplete observations.   The bigger opportunity is to use AI to help you identify what your employee actually did—the decisions they made, the problems they solved, and the influence they had […]

If you’re on the shortlist for CEO, one of the most important moments in the process is the board presentation. This is your opportunity to present your vision for the company and shape how directors assess your leadership, judgment, and readiness for the role. Here’s how to nail it.  Develop your vision. Your presentation should answer two questions: Why does […]

When your team is busy, overwhelmed, and focused on immediate demands, career development can feel easy to put off. But helping people grow is part of your job as a leader—and it matters more than ever right now. Here’s how to help.  Focus on learning, not ladders. Encourage your team to build adaptable skills instead of chasing rigid […]

Many leadership problems don’t come from bad intentions or weak skills. They come from misreading what people need. You may focus on empowerment when the team wants direction, or emphasize empathy when employees are looking for fairness and consistency. Here’s what to do instead.  Read the context. Treat everyday problems as signals. If people seem anxious, they may need protection. […]

AI is becoming a regular part of team meetings, with many leaders expecting it to improve collaboration and decision-making. But adding AI to a discussion without clear norms can backfire, limiting participation or shifting ownership away from the team. To make AI a productive contributor, you need to build intentional habits around how your team […]

When change efforts stall, the problem often isn’t a lack of strategy—it’s a lack of true alignment. Teams move forward assuming everyone shares the same priorities, only to discover conflicting expectations later. To avoid that trap, focus on creating clarity before execution begins.  Set clear parameters. Define the exact decisions that need to be made, who will make them, and how […]

Performance reviews are meant to improve accountability and performance. But when employees feel criticized, unfairly evaluated, or financially penalized, frustration can spill into disengagement, resentment, or subtle retaliation that hurts the broader team. Here’s how to balance honest feedback with trust and morale.  Let small mistakes slide. Not every issue deserves formal criticism. If someone falls slightly below […]

When teams struggle to perform, the instinct is often to add more tools, more dashboards, or more oversight. But performance problems are frequently coordination problems. Your biggest gains may come from redesigning how people work together—not the technology they use. Focus on the following.  Prioritize team familiarity. Teams that have worked together before communicate faster, anticipate problems earlier, and stay calmer under pressure. For […]

Research finds that as people climb the career ladder, they tend to treat their perspective as the entire story, ignoring their biases and blind spots. But when you adopt this “main-character energy,” everyone suffers: Your team experiences lower trust and performance, and you’re more likely to experience depression and loneliness. The strongest leaders stay close […]

When an executive questions you in a meeting, your instinct may be to get into the details. But often leaders aren’t looking for more information. These questions are usually driven by three common underlying needs. The more quickly you identify the need behind their question, the more influential and credible you’ll appear. Reassurance. Sometimes an […]