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

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

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

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.

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The Takeaway at the Solutions Summit: Build More Trust in the Workplace

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The Takeaway at the Solutions Summit: Build More Trust in the Workplace

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.

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Unlock the Secrets to Revitalize and Retain Your Staff: E-Book Launch Today!

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Unlock the Secrets to Revitalize and Retain Your Staff: E-Book Launch Today!

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.

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Millennials with Matt Episode 3: Growing Millennials' Careers With a Leadership Lattice

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Millennials with Matt Episode 3: Growing Millennials' Careers With a Leadership Lattice

A leadership lattice, unlike a leadership ladder, looks to expand a young professional's leadership capability by using a cross-section of many leadership opportunities both in and outside of work. Millennial expert Matt Harrington talks about how a good coach or manager is constantly building a leadership lattice with their Millennial workers to provide maximum retention and growth potential.

Isn’t This Just Business? Millennials’ Transactional Loyalty to Organizations and Why Organizations Hate It.

Isn’t This Just Business? Millennials’ Transactional Loyalty to Organizations and Why Organizations Hate It.

Organizations have been in an uproar about the hop-scotching that Millennials do in their career with very little regard for the company.  Why?  I’ve seen organizations let go of people left and right, level a whole department for a better stockholder return, move people into positions of little power to make them leave.  Unemployed workers talk about being angry, sad and confused about the lack of loyalty from the company for all the years the worker had put in. So, why are organizations and managers ‘hurt’ or blindsided when Millennial workers say, “we’re not sticking around for that, good bye.”  Isn’t it just the transactional relationship the employer/employee relationship has been built upon?

Creating a Company Structure That Supports the New Era of Millennial Retention

Creating a Company Structure That Supports the New Era of Millennial Retention

Are we suppose to change the retention-adverse Millennial worker and figure out ways to keep them in our organizations?  Or, should we acknowledge this paradigm shift in the ways new workers move around from company to company and figure out new ways to equip our organizations to handle the swinging door?