organizational effectiveness
I was about seven years into my career before I had a manager who did regular 1:1s with me, not the quarterly check-ins or annual reviews I was used to, but actual recurring conversations about work, about thinking, about how things were going. About four months in, we
organizations
This is for teams who know their coordination is a mess but don't have the energy for another change initiative. If you've been putting off "fixing how we track work" because it sounds exhausting, this is the smallest-possible-steps version. You can feel
change management
If you've worked in consulting or government transformation, you've probably encountered kaizen - Toyota's continuous improvement philosophy that revolutionized manufacturing. You might know the Lean methodology it spawned. But there's a less famous Japanese management practice that may matter more for organizational change:
Technology
I spent three hours last Tuesday fighting with PowerPoint over text box alignment. Three hours. This is absurd, and we all know it. But most of the "AI solutions" aren't actually solving the problem. They're trying to help you think, communicate, and format all
change management
The SCARF framework identifies five key domains that trigger either threat or reward responses in the brain during periods of change and transition.