Core Concepts
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We need ambitious, empathetic leaders involved in office politics—because the alternative is worse
Slogans won't drive real change. Instead, define the key observable behaviors you want to see from your team.
Deciding what to change, first, can determine whether a large-scale transformation succeeds or fails
This often misunderstood concept is critical for navigating disruption and uncertainty
Leaders are understandably concerned about the impact of remote work and hybrid work on company culture: how will new employees learn established ways of working if they’re not sitting next to each other? How can you foster loose ties between employees if they’re no longer running into each other in the office? And how can […]
Five core elements will determine how your team is structured and how they approach the work.
Trust can be repaired, but it's not easy—and there's no one process for every scenario. We examine different methods for rebuilding relationships with your team based on Nonviolent Communication, Restorative Justice, and other established practices.
Building trust on teams requires leaders to understand what influences people's willingness to trust, as well as what makes leaders trustworthy
This "cheat sheet" aligns leaders on the changes they want to see in their teams and serve as a communication tool for the organization at large