Remote and hybrid work models have reshaped the workplace, with high-performing leaders often excelling due to their autonomy, discipline, and results-oriented approach, while lower-performing employees may struggle without direct supervision. Research, such as the Stanford University study, highlights the benefits of hybrid work, particularly in enhancing productivity and retention, though challenges arise when remote work is poorly managed. The future of work requires organizations to balance flexibility and accountability, fostering environments that empower diverse employees and adapt to changing expectations.

Conflict at work is inevitable, but with the right tools, it can become an opportunity for growth. In this post we explore how leaders can guide teams through conflict by understanding how the brain processes emotions through the downstairs, middle room, and upstairs functions of the brain.

Belief-behavior conversations, as we discussed in our e-book: Revitalize and Retain Staff, aim to address the root causes behind actions, rather than merely correcting surface-level behavior. Pixar’s leadership used this approach to facilitate open, meaningful dialogues, helping the team uncover the underlying beliefs fueling their actions. Once these beliefs were identified, leaders guided team members toward reframing them, creating lasting behavioral change.

Discover how LinkedIn transformed employee growth and retention with the Leadership Growth Lattice, a modern alternative to traditional career ladders. By encouraging skill development, cross-functional teamwork, mentorship, volunteerism, and alignment with personal life goals, LinkedIn fostered a culture of continuous learning and flexibility. This holistic approach empowered employees, reduced turnover, and fueled innovation, positioning LinkedIn as a top employer in the competitive tech industry.

As Google grew, it faced the challenge of keeping its talented workforce consistently motivated. Financial incentives alone weren’t enough to maintain the high levels of innovation and employee satisfaction required to stay ahead in the competitive tech industry. Google’s leadership recognized the need to focus on intrinsic motivators—those elements that drive long-term engagement and fulfillment beyond salary and perks.

At the recent Vermont Chamber’s Solution Summit, I had the pleasure of discussing a topic that should resonate deeply with leaders today: trust in the workplace. In a world where technology continues to shape the future of work, the importance of human connection and trust can often feel overshadowed. However, as research consistently shows, building trust is the key to a successful and engaged workforce. In this blog, I’ll share some of the insights and strategies I presented.

In the mid-2010s, Microsoft reached a pivotal moment. While the company was a global tech leader, its internal culture was becoming a hindrance. Employee engagement was low, innovation had stagnated, and internal competition was stifling collaboration. Recognizing the need for cultural transformation, CEO Satya Nadella placed employee engagement and resilience at the heart of the company’s strategy, sparking a leadership overhaul that would play a key role in Microsoft's resurgence.

We are thrilled to announce the release of our new e-book, "Revitalize and Retain Staff", now available for free download on our website! This comprehensive guide is packed with actionable strategies designed to boost employee engagement, retention, and resilience. Whether you're leading a small team or managing a large organization, this resource is your roadmap to creating a thriving workplace where people want to stay, grow, and succeed.

This post draws parallels between ocean currents and human behavior, suggesting that just as deep currents shape the surface waves, underlying beliefs drive visible behaviors. These beliefs, though often unseen, influence actions and decisions in the workplace, making it essential for leaders to uncover and address them rather than merely focusing on surface behaviors. By engaging in meaningful belief discussions, leaders can guide behavior changes, much like oceanographers study currents to predict and influence ocean movements.

The final stage of development, Maturity, represents team members who have high aptitude and attitude, capable of bearing fruit and mentoring others. Leaders should empower these individuals by delegating responsibilities and encouraging them to guide those in earlier stages, like the Adolescent follower. By assessing and strategically supporting each team member's growth, leaders can cultivate a thriving and productive environment where everyone can flourish.

The "Disgruntled" stage in a follower’s development mirrors the secondary growth phase of plants, where individuals become experienced but may harbor negative attitudes and exhibit inconsistent behavior. These team members often have high aptitude but are susceptible to negativity, which can impact both their performance and the morale of others. Leaders must address these behaviors through open communication, setting clear expectations, and providing opportunities for growth to help them re-engage positively with the organization.

The "Adolescent" stage of follower development, akin to the teenage years, is a critical period where initial enthusiasm fades, and individuals start testing boundaries while seeking greater responsibility. Leaders must adopt a coaching approach that balances support and accountability, addressing behaviors that don’t align with organizational values, reinforcing early wins, and consistently adhering to established boundaries and goals. By proactively coaching and maintaining a positive environment, leaders can help their team members navigate this transitional phase and continue their growth into confident, competent contributors.

The post compares leadership to gardening, focusing on how leaders must nurture "seedlings"—new employees or followers—by providing guidance, support, and the right environment for growth. It emphasizes the importance of adapting leadership styles to meet the developmental needs of these individuals, particularly during their early stages. By understanding the balance between aptitude and attitude, leaders can effectively cultivate and develop their team's potential.

In my recent experience at the US Chamber's Institute for Organization Management, I explored the importance of trust in leadership and the concept of "Level 5 Leadership," which emphasizes humility, resolve, and crediting others. The course also covered essential skills like Fanatic Discipline, Productive Paranoia, and Empirical Creativity, highlighting the importance of creating a compelling vision for organizational success. By fostering environments where trust and motivation thrive, leaders can drive their teams toward long-term success and growth.

I am excited to share that this week, as a faculty member of the US Chamber's Institute for Organization Management, I will be teaching over 30 enthusiastic nonprofit leaders on a subject close to my heart: "Managers Who Motivate."

Dealing with loss and grief can be tough for leaders. We are often built, designed, and hardwired to look at the optimistic horizon. Grief and loss are a suspension of that optimism. That is a hard place to be in, but worthy of exploration nonetheless.

Effective listening is essential for successful facilitation. This involves techniques like paraphrasing, asking open-ended questions, and synthesizing ideas. Skilled facilitators also track opinions, engagement levels, and group feedback. Here is your go-to script to handle many items you might run into as a facilitator.

A top-level community leader excels by facilitating team interactions rather than dominating discussions. Their focus should be on managing the process and relationships within the team, allowing team members to share content and ideas. Like a conductor guiding an orchestra, a leader's role is to support collaboration, ensure balanced participation, and create an environment where everyone feels heard and valued.

In leadership, trust is the cornerstone that transforms a crowd into a cohesive community. Trust isn't given—it's earned through consistent acts of character and competency.

In an era of escalating conflicts, understanding how to manage disagreements is crucial for personal and community well-being. This blog post explores the essential steps of regulating emotions, relating to others, and reasoning effectively to foster safe, connected, and productive environments. Learn practical strategies to transform conflict into constructive communication and collaboration.

During the Visioning process, it’s also good to ask the following questions about the current reality as well as the desired future reality. Look for gaps in thinking and identify the action steps that will need to be taken to close the gap.

We explore the dynamics of change within communities, framing stakeholders into three distinct roles: Change Champions, the Toxic Few (Resistors), and Bystanders. We use the Change Bell Curve to emphasize the importance of focusing energy on engaging Change Champions and winning over Bystanders, while not wasting efforts on the entrenched resistance of the Toxic Few. By understanding these dynamics and leveraging effective communication strategies, communities and organizations can navigate change more successfully and foster a culture of growth and adaptation.

The Change Formula, a tool introduced recently, emphasizes the necessity of Dissatisfaction (D) with the status quo for meaningful change to occur. Dissatisfaction stems from various sources within communities or organizations, such as performance gaps, external pressures, cultural misalignment, and leadership issues. Addressing dissatisfaction is crucial as it can lead to resistance, decreased morale, missed opportunities, and hindrance to organizational growth. Real-life examples illustrate the importance of recognizing dissatisfaction and driving change, whether it's transitioning to a team-based organization, expanding regionally for impact, or adapting to evolving EMS models.

Have you ever found yourself wanting to implement some kind of change either in your community or at your place of business and realized you didn’t have the support to make it happen? Over the course of the next 3-4 weeks, we will explore each element of the Change Formula creating a pragmatic, directly applicable model you and your team can now start to follow when implementing change.

Uncover the importance of embracing your own 'Friday You.' Delve into the significance of carving out moments of relaxation and spontaneity amidst the hustle of daily life. Join us on a journey of introspection and celebration, as we unravel the magic of Fridays and the timeless lessons they impart.

Understanding the emotional journey of change can help individuals and communities navigate transitions more effectively. By recognizing and addressing the various stages of grief, from shock and denial to acceptance and integration, we can foster resilience, promote collaboration, and ultimately thrive in times of change.

Navigating the dynamics of change with insights into different change styles—Conserver, Pragmatist, and Originator. Discover how understanding these styles can empower leaders to navigate change effectively and foster a culture of innovation and growth in their communities.

We must be change agents.  If change will already happen constantly, we must work as community leaders to guide that change for the better. We will spend some time over the next few weeks diving deep into change so that we can better understand, with fanatic discipline and empirical creativity, how we can master change.

When we are called to provide hope, humanity, humility and helpfulness through LEADing. We must first Look around and pay attention finding moments and opportunities to empathize. Empathize by perspective taking, being non judgemental, recognizing emotion, communicating and practicing mindfulness. Acknowledge the truth of the current situation. Decide what actions need to be taken (if any).

As communities (both at work and in life) grapple with shifting values and ethics, steering away from a shared sense of humanity, the perilous path of individualism and vested interests looms. This phenomenon of individualism finds its roots in a focus on personal feelings and self-actualization, championed by great minds like Emerson and Thoreau. However, I would argue that in order to find ourselves, we have lost each other. The antidote to strict individualism lies in the love of humanity, a force that transcends self-interest and places communal well-being at its core.