Core Concepts
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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.
To increase trust on teams, leaders must 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
A "change map" provides much needed perspective in the middle of a change process
Listening is how employees evaluate their leaders— "Do you value my concerns? Are you open to changing how we work?"
At the start of any project, this exercise can help you predict what might go wrong as well as creating a culture where addressing new challenges is safe.
To solve complex problems, start with the simplest solution and make it "safe to try"
This comprehensive view of key milestones for employees at your organization can help identify opportunities to increase retention.
Organizational metaphors can influence how leaders think of, and implement, cultural change
The most important factor in any high-performing team is psychological safety: that is, the feeling that it's safe to take risks in front of the group. But how do you foster it?
Google conducted 200+ interviews with their employees and examined more than 250 attributes of 180+ active Google teams to answer a simple question: what makes a great team at Google?