Insights

Modern workplaces are facing shifting demands, rising expectations, and a pace of change that rarely slows. Many leaders are trying to move their organizations forward while managing competing priorities, evolving team dynamics , and pressure to deliver results. Organization development consulting offers a structured way to navigate this complexity. It brings together data, behavior, and strategy to help organizations grow in ways that are intentional and sustainable. When or

When I was a kid, my father liked to fix things instead of replacing them. A broken radio, a flickering lamp, a door that wouldn’t shut - he would pull out his toolkit, sit cross-legged on the floor, and quietly figure it out.   “Everything can work again,” he used to say, “if you understand how it’s built.”   That mindset stuck with me. In many ways, every organization is like that. It is built to work, until the environment around it changes . Then, suddenly, what once ran

When Satya Nadella became CEO of Microsoft in 2014, he inherited a company known for its brilliant products but criticized for a rigid, “know-it-all” workplace culture. Early in his tenure, Nadella shared a personal story about a project where two teams with similar skills and objectives produced wildly different results. The difference wasn’t in talent or resources—it was culture. One team thrived because it embraced collaboration, curiosity, and learning from failure. The o

Healthy Leadership By: Neal Eisenstein, MCC This morning, I had a catch-up call with an old client we'll call Glenn. After a considerable...

Feedback on Your Feedback Giving and receiving feedback is a universal part of our daily lives and one that constantly shapes our growth and development . Whether in professional settings, personal relationships, or casual interactions, feedback plays a crucial role in communication and improvement. What is the last piece of feedback you received or offered, and how did that go? The experiences can range from frustration and confusion to gratitude and growth. Learning to give

By Lana Bader-Kodsi As John Donne noted in a 17th-century sermon: “No man is an island entire of itself; every man is a piece of the continent, a part of the main.” Loosely translated into modern-day corporate-speak, the organization transcends the individual; we are all connected. Either we rise or fall together – the individual is an integral part of the whole. Applying this broadly to the ever-increasing volatile, uncertain, complex, and ambiguous (VUCA) environment confr

In the fast-evolving business landscape, the potential of a company's workforce remains its most vital asset. When employees flourish, so does the organization. "The greatest asset of a company is its people."  – Jorge Paulo Lemann However, unleashing the full potential of your team members isn't merely about assigning more tasks or increasing workload; it’s about strategically empowering them to excel in their roles and beyond. Here’s how organizations can create environment

The way we make meaning of people, information, and the world around us shapes, guides, and even determines the decisions we are able to make and the decisions we do make. If you want to make different or better decisions, you have to work on how you're making meaning of the world around you.    The Complexity and Uncertainty Challenge  This is a good news, bad news situation. The world is only getting more complex, and the demand for leaders who are critical thinkers and ca

Workplace culture is changing. We're moving away from strict rules and bosses overseeing everything. Now we're looking at ensuring that everyone feels safe and included at work. This idea is called psychological safety, and it is important for helping organizations come up with new ideas and grow.     What is Psychological Safety?  Psychological safety is when people at work feel that they can share their thoughts and ideas without getting in trouble. It means that if you hav