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13 posts
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.
If your personal values don't align with your organization's mission, frustration is inevitable. Goal commitment requires value alignment.
Science shows that the richer you get, the less empathy you tend to have. A reminder to develop principles before wealth changes you.
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.
Most conversations stay surface-level because no one asks the real questions. Here are the ones that actually help people open up about their careers and lives.
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.
You should always be casually looking at job listings, even when you're happy. It keeps you informed and prepared for the unexpected.
The more expertise we gain, the harder it is to see clearly. Beginner's mind is the antidote to stale thinking at work.
Brady and Belichick had 33+ hours of playoff experience when they trailed by 25. Getting reps in high-performance environments matters.
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.