When teams miss targets or struggle to scale, the assumption is usually the same: “We’re underperforming.” So leaders push harder. They add goals. They increase

Most leaders can point to problems they’ve already addressed. A performance issue that was coached. A role that was redefined. A team that was restructured.

Most organizations say they have a talent strategy. They talk about: hiring better developing leaders improving engagement reducing turnover building culture But despite the conversations,

Most leadership mistakes don’t come from obviously bad decisions. They come from decisions that are almost right. The hire who checks most of the boxes.

If you ask most leaders what’s holding them back, they’ll say the same thing: “There aren’t enough hours in the day.” They’re in too many

When burnout shows up, most organizations assume the same thing: “People are overworked.” So leaders respond with the usual fixes: reduce hours add perks encourage