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“Sometimes the most obvious things are the hardest or at least the easiest to let slip. We believe this is the case with communication, especially on small teams.” Carter and Courtney Reum offer tips on improving your team’s communication.

“Once the initiative is completed and the bonus cashed, a question always arises: will behaviors and business practices stick around, or will people drift back to their old ways of working?” In a recent study from Harvard Business Review, Susanna Gallani shows how peer pressure goes further than money.

As Peter Drucker said: “Follow effective action with quiet reflection. From the quiet reflection, will come even more effective action.” Author and coach Jennifer L. Porter asks, “So, if reflection is so helpful, why don’t many leaders do it?”

“How many times have you walked out of a meeting and grumbled to a colleague about a senior leader’s decision? The inevitable grumbling will enact a toll on the decision’s results. It may delay implementation or eliminate the possibility of a great insight that would have improved or changed the decision and kept the organization from harm’s way.” To create a culture of candor, says Joseph Folkman, you must model the behavior you want to see in others.

“Why is it so difficult to get our teams learning at scale? In my experience, the central challenge is that leaders tend to think of learning too narrowly — equating it with training, mentoring, or “constructive feedback” during performance reviews.” According to Elizabeth Doty, “If you want to accelerate learning on your team, first engage them in a meaningful challenge, then design a feedback system that enables them to learn naturally, every day.”