New ways of organizing work are emerging, as Frederic Laloux explains in Reinventing Organizations: A Guide to Creating Organizations Inspired by the Next Stage of
I’ve been reviewing the history of organizations for a good reason. For a long time now, as a consultant to businesses, I’ve wondered if we
The way we work isn’t working anymore. In my consulting and coaching work, I hear complaints not only from employees, but also from managers. Some
What happens when you manage people by asking questions? If you’re a boss, then asking questions of the people you’re in charge of has definite
When it comes to managing performance, managers have their work cut out for them. Few employees feel their manager excels at even the most basic
I’ve been reading and blogging about how to develop your strengths at work, and as a manager, how we need to focus on developing the
One of the most important decisions companies make is whom they name manager. Unfortunately, a new survey by the Gallup organization reveals that only one
I’ve been writing about how managers can avoid under managing by more effective management conversations: highly structured, high substance conversations. How can we describe how
If the majority of busy managers aren’t sufficiently engaged in effective conversations about basic management tenets, what are they doing? None of the managers I
As a manager, how do you prevent under managing, and still empower your people? I’ve been posting about what’s called the “Under Management Epidemic,” here
Business is an active, demanding endeavor. Only those who consistently apply themselves succeed. Organizations that thrive require leaders who actively dream, plan, engage, solve, pursue,
Surveys and studies indicate global job dissatisfaction is at a two-decade high. Disengaged employees account for nearly 70 percent of the workforce, which significantly affects
Most employees favor consensus-run organizations where leaders manage democratically through inclusion and feedback. Consensus-style leadership is a refreshing alternative to tyrannical leadership, but democracy, taken
Sudden information is generally incomplete, incorporating whatever is available at the moment. By contrast, leaders sift through information, take time to gather data, and draw
