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Would You Have Done Things Differently? Have you ever found yourself wishing for a crystal ball? A magical device that could reveal the future and guide you to make the perfect decisions? It's a tempting thought, isn't it? But is it just a lame excuse for our missteps and miscalculations? While I can't offer you a crystal ball, I can provide the next best thing: a guide to better decision-making. Let's delve into the tale of Sophia and Simon, two neighbors whose lives offer v

Some decisions are complicated. But they don't have to be. In my book, Decision-Making Done, I present an innovative approach that simplifies decision-making, making it accessible and enjoyable, regardless of whether the decisions are personal or professional. I introduce readers to M.O.V.E. (Mute, Organize, Validate, and Execute), a Framework I have designed to revolutionize our decision-making process. But what sets this approach apart? And why is personal decision-making s

The Old Testament story of Adam and Eve has been passed down through generations, shaping our understanding of the consequences of our decisions. But have you ever paused to consider an alternative scenario? What if Eve (and Adam) had a change of heart? What if they outsmarted the serpent? This thought experiment isn't just an intriguing twist. It's a powerful metaphor that invites us to delve deeper into the fascinating world of decision-making. Since the dawn of humankind,

Summary Disagreements on a team aren’t necessarily a bad thing. But you want to watch out for unhealthy conflicts that hijack precious time, trust, and energy. Often this type of animosity develops when there’s a “conflict entrepreneur” on your team — someone who inflames conflict for their own ends. The author suggests several actions you can take to identify these people and mitigate their negative impact, including resisting the urge to demonize them, spending more time wi

Whether or not you carry the title of leader or manager in your job, you have the opportunity to be a great leader. Leadership is not something that is bestowed upon a person — although a person’s title and credentials can influence how much power a person has in a specific situation. True leadership is grown from within. A person can be the leader of their business team but not possess the qualities or habits that make a great leader. Likewise, someone with no title at all c

Employee inclusion at all levels is a critical factor for organizational success. Because of the increased speed and urgency with which organizations are forced to adapt to a continually changing business environment, respond to new customer demands and effectively compete with the competition, employee inclusion is more important now than it’s ever been. Old ways of thinking about business must be replaced with greater innovation, creativity, perspectives and solutions. This

The first thing organizations may think of when they want to develop their leaders is management training. While this is an excellent strategy for gaining the basics of leadership, the difference between adequate managers and truly inspiring leaders has more to do with their development as human beings. Leadership Effectiveness The CEO of a very well-known and successful organization that I consulted for had a clear vision for his company and culture. His values were clear an

Guiding a company’s operations and its team comes with many challenges, keeping senior leaders engaged every hour of the day. Like everyone else, though, there will be times when a leader has to be away from the job, whether because they’re on vacation, traveling for business, recovering from illness or another reason. That’s why it’s essential to have the structure and plans in place to ensure the company can run smoothly—even in your absence. With the right planning and hel

The 25-5 rule is an emotionally intelligent way to avoid distraction, achieve more focus, and get more done. Tell me if the following sounds familiar: You're working on a major project. In the beginning, you're excited--you know this "thing" is going to be great. But as the months go by, the project never gets finished. In fact, it's not progressing nearly at the rate you want it to, even though you've established it as your number one (work) priority. So, why aren't you furt

When your team just isn’t stepping up to produce the results you desperately need, months can be wasted in assessment to determine the cause and how to change it. Often even more time is then invested in strategic planning sessions, project plans, KPIs, balanced scorecards, and training — all in an effort to get a major shift. And sure, things get a little better, but you still feel stuck, like you aren’t making real progress. Is Your Team Stuck? If you’ve had this experience

Suppose you need to quickly get team ownership and support for a critical change or even a new way of executing together on your goals and priorities. In that case, you’ll want to check out this three-step process to get instant team engagement. When introducing the need for change, many of us have made the mistake of trying to get our team to “buy in” as a first step. It’s not surprising because going for buy-in and explaining “What’s In It for Me” to them (WIIFM) has been p

“Leader” isn’t just a title you’re given at your job. It’s a way of being in which you take accountability not only for your actions but your outcomes. Accountable Leader A leader isn’t afraid to commit to their vision because they know that failure is a mindset, not a reality. Anyone can be an accountable leader if they follow these four steps: 1. Take a personal inventory. Every leader must take personal inventory of their strengths, weaknesses and the ego traps they’re lik