In my post from last month, Culture Rarely Drifts All at Once, I wrote about regular one-on-one conversations as a way to notice changes in a team before they become bigger problems. At Group Dynamic, each staff member schedules a weekly one-on-one with me. That consistency gives us an opportunity to discuss the work, check … Read more
For a while, “Nobody wants to work anymore” became an easy explanation for turnover, poor performance, and staffing problems. But I kept noticing something that made that explanation difficult to accept: organizations in the same region, facing the same economy and labor market, were having very different experiences. Some could not keep people. Others had … Read more
Culture problems rarely arrive as a single dramatic event. More often, they develop through a series of ordinary moments that seem relatively minor at the time. A decision is announced without enough context. A respected employee leaves, and no one explains what will happen next. A manager who once asked for input gradually stops. People … Read more
“Hire for attitude, train for skills” can be useful advice, but only up to a point. A person still needs the baseline knowledge and ability required for the role. You would not place someone in a specialized position simply because they are likable and enthusiastic. At the same time, a candidate who checks every technical … Read more
I’ve seen plenty of teams work together reasonably well when the workload is manageable and nothing especially difficult is at stake. The real test comes when a major account arrives, the workload spikes, a leadership transition begins, or a conflict that has simmered for months becomes impossible to ignore. That is often when I hear … Read more
Most people want to feel connected at work. Not just productive. Not just busy. Connected. When people feel connected to the people they work with, work tends to go better. Communication improves. Trust builds faster. Teams collaborate more easily. People are more engaged and more likely to enjoy what they do. But connection rarely happens … Read more
Let’s dive deeper into trust by adapting to workplace changes. In 2024, over half of leaders reported a lack of full trust in their superiors. This reflects the seismic shifts we’ve experienced—from remote to hybrid work and the ongoing debates about returning to the office. The essence of this discussion? The “great renegotiation” of our … Read more
There is a concerning trend in the world of leadership. A recent global forecast shows some alarming numbers: fewer than half of managers actually trust their own bosses, and the trust towards senior leaders is even lower, with less than a third of leaders feeling confident in their top-tier executives. Think about this. Trust is … Read more
In fall of 2016, I learned about a simple technique to explore business weaknesses with your team. Ask them this: “If you were a competitor, how would could you put us out of business?” I was very excited about this at the time — I shared it with clients, used it with Group Dynamic, and … Read more
About seven years ago I wrote a post about “disruption,” which was a common buzzword at the time. The basic point was this: It’s important to pay attention to people who are different than you, rather than to surround yourself with like-minded folks. Unfortunately, I titled it “Leaders Know When to Tolerate High Maintenance People.“ … Read more