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If executives aren’t aligned on what “organizational performance” means, teams will optimize for different, and often conflicting, priorities.
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Slogans won't drive real change. Instead, define the key observable behaviors you want to see from your team.
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Leaders naturally want to move fast—but watch out for these common speedbumps
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Preparing for 2025 means your change initiatives will be stay on track despite disruption
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Why up to 75% of organizations fail to implement their strategic plans—and what you must change to help yours succeed
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Slogans won't drive real change. Instead, define the key observable behaviors you want to see from your team.
Read Article -
Leaders naturally want to move fast—but watch out for these common speedbumps
Read Article -
Preparing for 2025 means your change initiatives will be stay on track despite disruption
Read Article -
Why up to 75% of organizations fail to implement their strategic plans—and what you must change to help yours succeed
Read Article -
Slogans won't drive real change. Instead, define the key observable behaviors you want to see from your team.
Read Article -
Leaders naturally want to move fast—but watch out for these common speedbumps
Read Article
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The next era of companies won’t be the biggest or the most efficient—they’ll be the closest and the most resilient.
You have to build the brakes before you need them—and make them strong enough to hold.
Single-threaded teams promise faster decisions, clearer ownership, and fewer distractions — which is why so many companies are adopting them. But too often, the structure gets copied without understanding the deeper goal or requirements.
Is your leadership model designed by choice—or just tradition? Without realizing it, leadership teams fall into default patterns: centralizing decisions, pushing for coordination, or encouraging autonomy. These habits may have once served the organization, but over time, they can become mismatched to the moment.
If executives aren’t aligned on what “organizational performance” means, teams will optimize for different, and often conflicting, priorities.
Most organizations structure teams based on hierarchy or function—but that often leads to bottlenecks, unnecessary dependencies, and slow decision-making. Team Topologies offers a potentially smarter approach by optimizing team structures, defining clear collaboration patterns, and reducing cognitive load so teams can work efficiently.
Preparing for 2025 means your change initiatives will be stay on track despite disruption
Talks of extreme events or conditions let us feel bold and visionary for an hour without challenging us to confront our blind spots or step into the unflattering realities of leadership. But isn’t it time we expected more from ourselves—and from the spaces designed to make us better leaders?
A growth mindset isn’t just about personal development—it shapes how teams, leaders, and entire organizations navigate change, innovation, and long-term success. Organizations that fail to embrace a growth mindset don’t just resist change—they get left behind.
Why so many organizations fail—repeatedly—to implement OKRs, and how targeted interventions can get better results
We need ambitious, empathetic leaders involved in office politics—because the alternative is worse
87.5% of organizations fall short of their digital transformation goals. Avoid these pitfalls and move from laggard to leader.
Change your organization's approach to strategic planning by learning from Amazon
Why up to 75% of organizations fail to implement their strategic plans—and what you must change to help yours succeed
Gap CEO Richard Dickson is transforming the company through focused brand identity, streamlined operations, and transparent communication
Slogans won't drive real change. Instead, define the key observable behaviors you want to see from your team.