Urging an organization to be inclusive is not an attack. It's progress.
The first step out of the gate has to be knowing where you want to end up. What do you really want from your company?
Hard-core results come from igniting the massive power of emotional commitment. Are your people committed?
Growing a culture requires a good storyteller. Changing a culture requires a persuasive editor.
Success means: I want to know the work I do means something to somebody and helps make the world, if not a Better place, not a worse one.
Do you think your people struggle with being true to themselves? Do their values match up with their work?
Managers know what they want most: to be allowed to achieve success by leveraging who they are, not by compromising it.
Companies should be the best possible place to practice fulfillment, to live out values and to realize deep connectivity and purpose.
Success for Managers means: I want to be in healthy relationships. I want a real connection with people I spend so much time with.
What managers want most from companies they stop themselves from getting.What companies want most from managers they stop them from giving.
Leaders make a lot of mistakes but they admit those mistakes to themselves and change because of them.
Providing the ultimate solution to work/life balance: not escaping from work but living the way you want to at work.
Any expert will tell you that if you want emotionally committed relationships then people must be allowed to be true to who they are.
Your dreams and the dreams of your company may be different, but they are in no way incompatible.
The purpose of leadership is to change the world around you in the name of your values, so you can live those values more fully.
True leaders live their values everywhere, not just in the workplace.
Try not to take this the wrong way, but your brain is smarter than you are.
Profitability. Growth. Quality. Exceeding customer expectations. These are not examples of values. These are examples of corporate strategies being sold to you as values.
The myth of management is that your personal values are irrelevant or inappropriate at work.
Values are the individual biases that allow you to decide which actions are true for you alone.