Seagull managers fly in, make lots of noise, dump on everyone, and fly away.* You might say a seagull manager is full of crap. The seduction of problems makes you a seagull. Stay… Continue reading →
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I first heard the expression, “A typical job interview is a conversation between two liars,” on a call to Buenos Aires in 2014. It’s not just job interviews. People pretend they’re someone they… Continue reading →
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You’re doomed if you can’t change direction. A turbulent world requires you to be light on your feet. But you can’t get anywhere when you constantly change direction. Constant reacting eventually makes you… Continue reading →
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A young manager with a new team is like an ant pushing an elephant. It’s smart to be concerned. My friend Stan Endicott tells managers who ask for advice, “Don’t do anything stupid.”… Continue reading →
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Taking time off isn’t the answer when you don’t know how to live. A four-day workweek is pointless for miserable people. Do you live to work or work to live? The answer is… Continue reading →
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Living without meaning makes beasts of us all. Just bury your head in the mud to escape drudgery. Don’t let environments bully you into exhaustion. Walk through the door dedicated to manage meaningfully.… Continue reading →
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Pressuring people creates compliance – only while they’re being watched. Tasks can be imposed. Ownership is taken freely, or it’s not taken at all. Ownership involves two people, a leader who gives it and a person who takes it. Meddling leaders haven’t given ownership. Unwilling followers haven’t taken ownership. 5 Ways to Take Ownership at … … Continue reading →
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You’re worn out because the escalator is going down and you’re going up. You stumble because you won’t turn around. Some things don’t work no matter how hard you try. People often ask… Continue reading →
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Dear Dan, I am struggling at the moment with one team member. It feels like I do so much for her and it’s never enough. I provided so much positive feedback and when… Continue reading →
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Some teams soar. Other teams splash around just above the surface. Giving CPR to low performing teams feels more important than encouraging high performing teams. Spend more time fueling high performers and less… Continue reading →
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