The verdict is in. We are living in an age of disruption; an information revolution, which most economists agree is as profound and disruptive as the agricultural and industrial revolutions. In his new book Thank you for Being Late Thomas Friedman refers to this as an “age of accelerations” in which markets, Mother Nature, and technology areRead… Read more »
Leadership demands a holistic, conceptual understanding of an agency, not just one small piece of the overall puzzle. When we place people in boxes with blinders on in the name of efficiency, we remove the capability for holistic understanding.
We need new criteria in government job circles. We must look for and reward innovative thinkers and realize that performance is not a zero-sum game. We must look for ways to engage in continual learning on the job, recognizing that this is a key component of innovation and creativity.
Yesterday I got to play fort with my son for the first time in his young life. I loved seeing the joy in his eyes as he peered out at me from beneath the cushions on the sofa. As I watched him play, for a brief instant, I thought about how wonderful it would be… Read more »
One method of avoiding conflicts and decreasing resistance which has achieved significant critical acclaim in recent years is Verbal Judo.
Employee Resources Groups (ERGs): Are they the golden ring towards which agencies should reach? Or are they over-hyped and underutilized?
Are there people in your organization that regularly break promises, violate expectations, or behave badly? Does a lack of accountability and a culture of indifference encourage this behavior and make others afraid to speak up?
It’s time we accept that our commonly held misconceptions about leadership can stunt our own effectiveness as leaders.
What if engagement isn’t the problem? Rather than being an end in itself, what if engagement is merely a symptom of the actual underlying issue?