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As organizations grow, they raise the hiring bar and start rejecting the very people who built them. The costliest mistake isn't a bad hire - it's the one you never made.
Human performance follows a power law, not a bell curve. Companies that ignore this lose their best people and wonder why they're full of average talent.
A simple framework for thinking about strengths: do your tasks, skills, and responsibility for outcomes actually align?
Forget the Gallup stat about 70% disengagement. Here are 10 questions to assess what's actually energizing or draining you at work.
Like product-market fit for startups, your skills need the right organizational environment to thrive. A framework for mapping whether your job is wasting your talent.
Just because something is the way it's done doesn't mean it should be. The is-ought fallacy keeps organizations stuck, and the internet has removed every excuse.
The more expertise we gain, the harder it is to see clearly. Beginner's mind is the antidote to stale thinking at work.
People limit their careers to the obvious next step because recruiters and hiring norms reinforce it. The default path fallacy is holding back enormous human potential.
Hiring the right people is nearly impossible. The real secret is firing the wrong people fast and compassionately.