Dr Jekyll
meet your
Mr Hyde

None of us are a monolithic anything (e.g. grace under pressure, unflinchingly optimistic, etc.), especially during change. Acknowledging the many mutations of ourselves, especially in times of stress, means we can manage the less savoury variants, and be better leaders (and people) as a result.
– Mel

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Rewards
are not
made equal

Rewards play an important role in change. They help align people to new ways of working by encouraging new or discouraging old behaviours.

So, what are the best rewards? This article makes a convincing case for more immediate and smaller ones, like getting a snack after I write this summary. Yum.
– Phil

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A collaborate team
over several
super stars

I’ll always take a collaborative team with emotional intelligence over a bunch of individual performers. So often winning teams have a good manager who allows creativity and effective problem solving to flow.
– Tim

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Preparing people
for the future
of work

Most organizations are predicting a skills gap as technology and artificial intelligence play greater roles in managing work.

Prudential Financial is a leader in facing this opportunity/dilemma by speaking honestly with employees about how they need to grow.
– Phil

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Perfection is
the best way to
never truly grow

Striving for perfection is the best way to fall short, not to grow, not take on new challenges, not take calculated risks. We learn through our failures and sometimes being just okay or good at something allows us to be great or even masterful in the future. And what’s perfect anyway?
– Tim

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That’s
a no
brainer

Could the secret to agility and adaptability – critical in managing change – be as simple as co-opting your mother’s sudoku or, less simple, learning to play the sousaphone? A good diet, exercise, and some decent sleep might help too…
– Mel

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