“If you want to succeed, but especially if you
want the team you lead to succeed…
everyone must reflect the future in skillset,
mindset, and the way of working together.”
I don’t know where I found this quote; had I known I would have given the author full credit. I would assume that few leaders have the time or give the thought to the suggestions this quote demands. But the time is now, and the work is essential. [Read more…]
Arthur C. Brooks is a behavioral social scientist at the Harvard Kennedy School and the Harvard Business School, a best-selling author, speaker, and a contributor to The Atlantic and host of The Atlantic’s 
“I’m crazy busy!” “Things are bonkers here!” “I’m in complete and utter overwhelm!” I hear these, and many similar cries, all the time from my executive coaching clients. Some people want to show off their prowess, others their dedication, but for many it’s a cry for help. I’ve caught myself doing it for all the above reasons. 
People are quick to say, “Things are getting back to normal,” now that the pandemic is showing signs of fading. I am quick to reply, particularly when speaking about the workplace, “We will never go back to what was, and who would want it to?” 
My boss is crazy – what can I do?
Succession planning is often described as the process of identifying critical or hard to hire positions in an organization. It operates as an action plan about the individuals who will assume those positions. In simple speak it’s a plan to determine who is (or will be) ready and capable of filling a role that has been vacated by retirement, resignation, termination, illness, or a request to move into another role or discipline, or as a response to trending ideas and future staff needs currently not met. 
A longtime executive coaching client sent me a Washington Post article, “
Many of us thought working from home would shield us from the slings and arrows of a toxic work environment. However, research tells us we were wrong. 