Leadership
Matthew Harrington
Election Reflection: When Does a Vision Become ...

Reflecting on the recent election, the Harris campaign's lack of a clear and compelling vision became evident in contrast to Trump’s well-communicated stance, making it challenging for voters to see her future for America. Drawing from the change formula, a successful campaign requires acknowledging dissatisfaction, defining a visionary goal, and setting clear steps toward achieving it—elements that were more apparent in Obama’s 2008 campaign, where “hope and change” aligned with voters' aspirations and activated widespread engagement. Ultimately, the Harris campaign's struggles highlight the need for leaders to craft a vision that resonates powerfully and unites people around a shared purpose, as fear alone can often overshadow hope if it lacks sufficient clarity and preparation.

Election Reflection: When Does a Vision Become Lost—or Was It Never Realized in the First Place?
Leadership
Matthew Harrington
Lincoln’s Leadership: A Blueprint for Resilient ...

As Election Day 2024 nears, reflecting on Abraham Lincoln’s legacy offers valuable insights into adaptive leadership, resilience, and unity. Known for his humility, conviction, and strategic flexibility, Lincoln showed how true leaders use disruptions to inspire lasting change. This election, we can look to Lincoln’s example of courage and empathy, guiding us to face challenges boldly and strive for a united future.

Lincoln’s Leadership: A Blueprint for Resilient Leadership Beyond Election Day
People, Leadership
Matthew Harrington
Navigating Conflict in the Workplace: The ...

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.

Navigating Conflict in the Workplace: The Downstairs, Middle Room and Upstairs of Resolution
Culture, People
Matthew Harrington
Belief-Behavior Conversations In Action: How ...

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.

Belief-Behavior Conversations In Action: How Pixar Transformed Team Dynamics and Communication
People, Leadership, Culture
Matthew Harrington
Leadership Growth Lattice in Action: How ...

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.

Leadership Growth Lattice in Action: How LinkedIn Embraced Holistic Employee Development to Drive Retention and Innovation

anxiety

Say It Isn’t So! The Day I Decided To Delete the Facebook App from My Phone

Say It Isn’t So! The Day I Decided To Delete the Facebook App from My Phone

So the other day I deleted the Facebook app from my smart phone (as the title might suggest).  I had finally gotten to the point where my eyes were exhausted and bloodshot from staring too long at the blue-boxed platform that keeps me up-to-date with “everything in the entire world.” My ‘finger swipe refresh’ was doing just the opposite – with little updates coming through, every other second of the swipe, I was not refreshed.  I felt depressed, guiltier and guiltier as I realized I was addicted to status updates and my Facebook app.