Most, if not all, of the problems and conflicts in organizations, stem from cultural issues, baked in before you started working there. “This is how we do things here.” (Status quo) “Isn’t everything going great here?” (False expectations/Poor feedback loop) “Don’t say anything and it’ll just get ‘better’ on its Read more…
Caring costs. It costs to be empathetic to your employees’ emotional needs. It costs to be mindful of the non-verbal messages you’re role modeling. It costs to be engaged all the time in the active act of actively listening. It costs to develop connections that gain you nothing in the Read more…
What are you paid to do? What do you believe you are paid to do? What does your employer tell you that you are paid to do? What does your spouse believe that you are paid to do? What does your family believe that you are paid to do? What Read more…
Studies show that people don’t leave workplaces, they leave bosses. And at a deeper level, people don’t leave workplaces, or bosses, they leave the conflict cultures that are developed, tolerated and supported in the organization. We can argue all we want for better workplaces (that certainly happens in this space) Read more…
Social tools allow us to connect with other people now more than ever before through three important ways: Education. Entertainment. Edification. Finding the people who believe in your message, who desire to be educated, or who want to be entertained, is easier now more than ever. Of course, it’s easier Read more…
There are now computer programs and algorithms that can render daily, rote, assembly line decisions faster at scale than human beings can. There are experiments beginning with artificial intelligence programming, that promises to make decisions faster, cheaper, and more rationally and accurately than human beings, without getting clogged up with Read more…
Relationships at work are third level relationships. First level relationships are familial ones, all the way from the family in your house that you grew up with to your cousin Wanda in Oklahoma. Second level relationships are close friends and associates, schoolmates, neighbors, etc. But the people that we work Read more…
Conflict resolution is not scalable, because trust is not scalable. Make no mistake though, the products of trust are scalable. And the results of trusting an organization, a brand or even another person are scalable. But trust is not scalable. And the reason that it’s not is nuerologically and psychologically Read more…
Peace (and peacemaking) isn’t dramatic. It doesn’t move the meter of the nightly news or go viral in social media. Long form presentations about the nature of human beings, the integration of peace into lives, or the hard work of making the hard decisions, to change destructive behavior to proactive behavior, Read more…
Nations, organizations, and individuals lionize war because it represents the baser human emotions, and cuts through the fog of the everyday and the mundane, making choices black and white in a world of grey. Nations and organizations mount up and prepare for war through moving troops around, creating new agreements Read more…