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

community change

Creating a Clear and Compelling Vision for Change: Part 1

Creating a Clear and Compelling Vision for Change: Part 1

The Vision needs to be so clear that everyone gets it. No management mumbo-jumbo, no statistics that are meaningless to most people; no negative visioning. The vision needs to capture our imagination so clearly in our mind's eye that we know exactly what it will look like when we get there. A compelling vision transcends mere strategic objectives; it paints a holistic picture of the organization's identity, values, and aspirations. It resonates with employees on a deeply personal level, evoking a shared sense of belonging and commitment to a common cause.

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Dissatisfaction with Status Quo and the Case for Change: Part 2

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Dissatisfaction with Status Quo and the Case for Change: Part 2

As we continue to journey through the Change Formula, we need to be able to craft a compelling Case for Change within the Change Formula, focusing on dissatisfaction (D). Through communication, leadership support, and a culture of improvement, we address why change is necessary and its implications. Articulating the Case effectively across platforms to build support and counter resistance is crucial.

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How Do We Drive Change in our Communities

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How Do We Drive Change in our Communities

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.