No matter your company role, the road to a happy and robust team culture can be built on unconditional regard for others.
Kim Scott is the author of Radical Candor: Be a Kick-Ass Boss Without Losing Your Humanity, and Radical Respect: How to Work Together Better, and co-host of the Radical Candor and Radical Respect podcasts. She was a CEO[…]
Taking the floor is all about connecting authentically with your audience. Here’s how.
Kevin Dickinson is a staff writer and columnist at Big Think. His writing focuses on the intersection between education, psychology, business, and science. He holds a master’s in English and[…]
DE&I has come under fire — but our leaders should still embed allyship deep within company culture. Here’s a plan.
Yetunde Hofmann is author of Beyond Engagement and founder of the Solaris Executive Leadership Development Academy.
Get rid of the notion that the best employees come from Harvard, Yale, and Princeton.
Talent wants to be free — but a safe company culture puts “the maze in the mouse” and shackles progress.
How do people actually get promoted? According to Harvard career coach Gorick Ng, it’s all about knowing the unspoken rules for success.
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When a whoopsie-daisy just won’t cut it.
The talent of management should be unleashed toward the management of talent. Many companies are doing the opposite.
Research suggests that employees with criminal records are far less likely to quit their jobs, perhaps due to a greater sense of loyalty.
“Human connection is as threatened by unhealthy peace as it is by unhealthy conflict.” —Priya Parker
Our brains are hardwired to find fault. The best managers don’t let this steer how they interact with their team.
This is your brain on work.
It is estimated that as many as 488 million people worldwide were exposed to dangerously long working hours in 2016.