You see two games: chess or checkers.  So, you ask, “Which one?”

Today’s organizations – for profit, NGO, and government – confront challenges that, like the board, invite two different games: traditional management and adaptive practice.

To know which, you must ask: Is this a “we know how to do this” challenge? Or, a “we don’t know how to do this” one?

Say, you work at a commercial real estate firm.  The city wants to develop a vacant lot.  You got this.  It’s a “we know how” challenge.

Except, what if it’s a coastal city battered by hurricanes and flooding; and, seeks proposals for climate-resilient development?  If you’re honest, you don’t know how to do that.

Or, you’re a manufacturer needing a new piece of equipment.  Sounds like a “we know how” challenge.  Maybe.  But what if the machine requires operators to use (and trust!) AI-generated data instead of feel (“it’s running hot”)? Truth is, no one – not the CEO, not the head of manufacturing, not the operators, not their supervisors – know how to do that.

The Fundamentals of Adaptive Practice draw on the authors’ decades of experience across more than 70 industries and fields to describe how to address “we don’t know how” challenges.

In particular, the book lays out how to:

Use questions instead of assertions (“We just need to work harder!”) to know when traditional management will work versus when to switch to adaptive practice.

Switch to the team discipline (instead of boss as decider); embrace appreciative collaboration (tapping into everyone’s strengths and experiences); and, focus on performance results instead of change to learn what works, what doesn’t and why.

Navigate readiness, reluctance and resistance – what the authors call the constructive politics of change —to grow the “we” using design/do experimentation instead of decide-and-delegate to figure out the how

Convert assumptions (this might work, but we’re not sure) into knowledge (this does work) until success and new capabilities have emerged – at which point, making the switch back to traditional management.

Both/and.  Not either/or.  Without traditional management, the world would literally fall apart.  And.

And, our world is chaotic and filled with an ever-increasing number of “we don’t know how to do this” challenges ranging across AI, climate, supply chain fragility, health care, education, the consequences of forever wars, wealth and income inequality, mass migrations and more.

You cannot manage “we don’t’ know how” challenges. But you can adapt.

It’s your choice.  What’s your challenge?  Which game must you play?

But according to recent research featured in Harvard Business Review, traditional metrics miss nearly half the equation.  Findings reveal a powerful hidden dynamic: training frontline staff doesn’t just elevate their own output—it dramatically boosts the productivity of their managers.

The research study revealed a very impactful “upward ripple effect.”  It tracked frontline employees who completed a variety of different training programs and the results were striking:

• Frontline Growth & Retention: Trainees increased their goal achievement by 10%. They were also more likely to stay with the organization over three years and twice as likely to earn promotions.
• Managerial Time Unlocked: Supervisors working closely with trained employees saw an 8% boost in their own productivity, completing more strategic goals.
• Fewer Constant Escalations: Analysis of email data revealed that frontline workers sent fewer help-seeking messages to supervisors. Employees gained the knowledge and confidence to handle tasks independently.

Traditionally, organizations treat manager intervention as a necessary routine. When workers lack training, supervisors spend valuable hours solving basic problems and answering routine questions.

As someone who has spent – literally his entire career – in the education and training space, this is no surprise to me.  Whether it has been college students or Executive MBAs, the impact of quality education and training is a big double-win for organizations.

The study revealed that these managerial “spillover effects” accounted for nearly 45% of the training program’s total benefits. Without factoring in managerial time saved, an organization would need to train nearly twice as many frontline workers to achieve the exact same overall output.

As AI tools make upskilling more scalable, training should no longer be viewed as a mere expense. Equipping your team with practical skills liberates leadership from tactical firefighting, allowing managers to focus on high-impact strategic priorities. When you invest in your workforce, you aren’t just training employees—you are buying back valuable leadership bandwidth.

*Ideas for this blog taken from: Rand, B.  “Why Training Employees Pays Off Twice,”  Harvard Business Review online, January 16, 2026.

In these moments, it is important to let our values guide us.

Therefore, clarity on our values is essential for leaders.

In his new book, Columbia Business School professor Paul Ingram suggests that answering this question – “What Do You Really Stand For?” – is one of the most fundamental leadership questions that any of us can answer for ourselves.

Ingram suggests that our core values serve a vital dual purpose: they act as a compass guiding us toward the right decisions and an engine providing the internal drive to pursue them.

Based on his work with over 10,000 leaders globally, Ingram emphasizes that articulating our values through a structured process transforms abstract ideals into practical tools for everyday leadership.

Relying on vague notions of what matters is rarely sufficient during high-stakes moments. Ingram recommends a structured approach to distill our principles down to a potent list of three to eight essential values:

• Practice Backward Reflection: Examine past professional experiences. Recall a negative situation that caused anger or hurt, and identify the positive value that was missing (e.g., honesty). Next, analyze a deeply satisfying accomplishment to pinpoint which positive values were actively present.
• Use the Laddering Method: Compare a triad of meaningful elements—such as past jobs, relationships, or projects. Ask how two differ from the third, why you prefer one, and repeatedly ask “why” until you uncover the foundational value driving your choice.
• Sharpen Your Wording: Exact terminology makes a difference. Refine your list by testing synonyms (for example, comparing “accomplishment” versus “excellence”) in direct head-to-head choices until you land on the most powerful expression.

Some people like writing down their core values on a card in their wallet or saving it on their phone.  Do whatever works for you so that you can quickly remember your core values when you need an immediate boost of confidence or ethical grounding.

In our current environment that rarely slows down or simplifies itself, knowing exactly what you stand for provides the ultimate executive superpower: the clarity to make swift, principled decisions when it matters most.

*Ideas for this blog taken from: Ingram, P.  “What Do You Really Stand For?” Harvard Business Review online, April 22, 2026.

In reality, burnout looks different depending on where a person is in their career.  A recent Harvard Business Review article demonstrates how we can address issues of burnout at different career stages.

When organizations view burnout as a universal experience, they default to generic solutions like wellness apps or broad mandates. In reality, burnout manifests uniquely depending on your role, your proximity to decision-making, and your level of authority. Preventing burnout requires leaders to recognize these distinct pressure points across the org chart and redesign how work gets structured.

To effectively stop burnout before it starts, leaders must address its root causes at every organizational level:

• Early-Career Professionals (Invisible Overload): At this stage, burnout is driven less by sheer hours and more by a lack of clarity and low control. Junior employees burn out trying to decode unspoken expectations. The Fix: Limit weekly priorities to three or fewer, make decision-making workflows explicit, and grant permission to ask questions without penalty.
• Mid-Career Managers (Structural Compression): Managers face high responsibility with limited authority, trapped between executive demands and team needs. Flexibility often degrades into constant availability. The Fix: Reduce meeting bloat, clarify decision rights, and establish strict norms around off-hours communication.
• Executives (Moral Injury): For senior leaders, burnout stems from decision fatigue, isolation, and value conflicts when business demands clash with personal ethics. The Fix: Build trusted peer forums for confidential reflection and establish clear decision cadences to prevent constant firefighting.
• Founders & Mission-Driven Leaders (Identity Collapse): When a leader’s personal identity merges completely with their organization, rest feels like betrayal. The Fix: Structure governance so the mission does not rely on individual overextension, and maintain explicit “stop doing” lists.

Burnout is not solved by asking employees to tough it out or rely on productivity hacks. Real prevention requires evaluating systemic friction: Where has constant availability replaced actual performance? Which delayed decisions are creating unnecessary urgency? When we fix the underlying system design, we protect both human well being and organizational performance.

*Ideas for this blog taken from: Auger-Dominguez, D.  “Burnout Looks Different Across the Org Chart.  Watch for These Signs.”  Harvard Business Review online, April 3, 2026.

Trying to force action through hierarchy often backfires, anyway.  So, it is smart to learn how to use influence that does not rely on authority.

A recent article in Harvard Business Review discusses this “indirect influence problem.”  It turns out that effective leaders build influence through subtle, highly strategic behaviors.  To move projects forward without relying on formal power, you can leverage five actionable pathways:

• Become an Influence Spotter: Look beyond formal organizational titles. Observe who team members glance toward during meetings or whose opinions silently shape decisions behind the scenes.
• Use Back Channels Wisely: When formal negotiations freeze or public egos are at stake, establish private, low-pressure conversations. These off-ramps allow colleagues to explore options without needing public acts of contrition.
• Act as a Precision Mover: Good ideas fail when delivered at the wrong time. Master strategic timing by waiting for high-stress crises or group anxiety to cool before making high-stakes pitches.
• Build Genuine Connections: Avoid collecting contacts like business cards. True connectors build trust over time, bridging cross-functional silos by linking the right people to solve problems collaboratively.
• Read the Pulse: Pay attention to emotional currents, nonverbal shifts, and heavy silences. Connect emotionally before appealing to logic, framing challenges in ways that reduce defensiveness.

Direct authority still has its place, but true leadership lies in knowing when a subtler approach is required. By diagnosing the room and choosing the right combination of these strategic paths, you can build trust, align stakeholders, and drive meaningful impact across your organization—title or no title.

*Ideas for this blog taken from: Meyer, P.  “5 Ways to Wield Influence When You Lack Authority,” Harvard Business Review, September – October, 2026.

Leaders may be tempted to assure people that nothing much will change.  But – that may or may not be true.  During moments of rapid technological upheaval, you cannot promise that roles, tasks, or organizational structures will remain unchanged.  But you can offer transparency and support.

A recent article in Harvard Business Review provides some suggestions for leaders whose teams may be feeling anxious about AI.  The most important thing we can do is to empower our team members to shift from being “AI passengers” – just watching from the sidelines – to becoming “AI pilots” who are engaged with and using these tools.

Following are four key strategies you can use to make this change:

• Acknowledge Fear and Uncertainty: Research shows that leaders who candidly admit what they do and do not know build deep trust and shared resilience. Normalizing AI anxiety signals to your team that it is perfectly okay to feel uncertain while choosing to move forward together.
• Create a Safe Space for Honest Dialogue: Establish dedicated, judgment-free environments to address the vulnerable questions behind AI adoption, such as individual purpose, value, and job security. Frame these conversations around constructive exploration rather than rushing to create immediate to-do lists.
• Take Committed Action and Set Guardrails: Counter workplace anxiety by empowering employees through hands-on learning and proactive reskilling opportunities. Crucially, establish explicit team norms ensuring that humans remain accountable and make all final decisions.
• Take Your Time: AI integration cannot be solved in a single meeting. Leaders must intentionally slow down and make continuous space for reflection, strategic thinking, and ongoing dialogue as technology evolves.

Ultimately, integrating AI into your daily work is far more than an IT upgrade—it is a human journey. By fostering an environment where employees feel heard, equipped, and supported, you can transform anxiety into shared purpose, helping your team navigate ongoing technological disruption with confidence.

*Ideas for this blog taken from: Aarons-Mele, M.  “Your Team is Anxious About AI.  Here is How to Talk to Them About It,” Harvard Business Review online, January 20, 2026.

Whether it is financial modeling, software engineering, or complex project management, hard skills are what get you noticed and promoted. But as you climb the ladder, a surprising shift occurs: technical competence becomes table stakes, and your ultimate success hinges on something else entirely.

Research in a recent Harvard Business Review article highlights a growing leadership gap. Too many managers rely on hard skills that no longer match executive demands, viewing interpersonal abilities as optional “soft skills.”  In reality, abilities like active listening, empathy, and building trust are core people power skills—the fundamental drivers that move a leader from merely managing performance to inspiring and mobilizing people.

When leaders lack people power skills, organizational friction quickly follows. Hybrid teams misread tone, feedback turns defensive, and employees hesitate to voice new ideas. In meetings, a leader’s casual “Any thoughts?” is often met with complete silence—mistaken for agreement when it actually signals an erosion of psychological safety. Innovation stalls because the best ideas never make it into the room.

Fortunately, people power skills are learnable and trainable habits. Here are three practical strategies to develop yours:

• Conduct Leadership Listening Tours: Meet employees where their daily work actually happens: through small group conversations or informal one-on-ones. Listen with a deliberate focus on understanding friction points, rather than rushing in to solve them immediately.
• Practice Empathy Shadowing: Go beyond surveys by experiencing workplace processes firsthand. Shadowing front-line team members or observing customer touchpoints reveals systemic hurdles, tech glitches, and human workarounds that reports completely miss.
• Engage in Reverse Mentoring: Intentionally flip the dynamic by asking junior team members or colleagues with different lived experiences to mentor you. Pioneered by executives looking to understand emerging technology or diverse workplace perspectives, reverse mentoring uncovers blind spots outside your natural view.

Ultimately, technical expertise may earn you a promotion into leadership, but people power skills determine how effectively you sustain that impact. Don’t outsource humanity—lead with it.

*Ideas for this blog taken from: Gotian, R.  “Why Leaders Need “Power” Skills,” Harvard Business Review online, April 15, 2026.

Most managers believe that being direct with negative feedback is essential for helping employees improve. But when constructive input crosses the line into destructive criticism, it does far more harm than good.

In a recent Harvard Business Review article, researchers revealed that 81% of surveyed employees have experienced destructive feedback, with over 78% carrying those vivid, humiliating memories for years.

Destructive criticism rarely stems from malice. Instead, it is typically driven by high workplace stress, a lack of proper management training, emotional leakage, or the mistaken belief that “hard truths” build resilience. Regardless of intent, the damage to organizational culture is severe.

Whether it takes the form of feedback without actionable guidance, unfair assumptions, condescending tones, character attacks, or public shaming, destructive critique shuts people down. It erodes trust, stifles innovation, and often pushes high-performing talent straight out the door.

To ensure performance input actually helps employees grow rather than leaving lasting emotional scars, leaders must adopt five essential practices:

• Establish Explicit Guardrails: Set firm boundaries for workplace communication. Make it clear across your team that feedback must never humiliate, shame, or attack an individual’s personality or character.
• Use a 3-Part Structure: Ground every critique in three components: state the specific observable behavior, explain its operational impact, and outline concrete, actionable next steps. Without clear guidance, criticism feels like pure judgment.
• Pause Before Speaking: Destructive comments frequently happen during moments of pressure or frustration. Taking a quick pause helps leaders respond constructively to work behaviors rather than reacting to personal emotions.
• Repair Sideways Interactions: If a feedback conversation lands poorly or causes unintended harm, follow up quickly to acknowledge the impact, clarify your helpful intent, and actively restore psychological safety.
• Guard Against Hidden Bias: Studies show destructive criticism disproportionately targets women, younger staff, and underrepresented groups. Anchor all performance conversations in objective, job-relevant standards rather than subjective impressions.

Ultimately, effective feedback should serve as a launchpad for continuous learning rather than a source of workplace anxiety. When leaders learn to critique the work instead of attacking the worker, employees don’t just perform better—they stay, grow, and build thriving, high-trust organizations.

*Ideas for this blog taken from: Zhao, B., et.al.  “When Feedback Crosses the Line,” Harvard Business Review online, March 2, 2026.

• Gourmet Coffee Stations
• Ping Pong Tables
• Meditation Rooms
• Free Food
• Cubicles
• No Cubicles
• Remote Work
• No Remote Work
• Food Truck Thursday

And I am sure that every reader can name a half-dozen more!

Do any of these work?  Well – maybe some, for a while, in some places.

But now we have new research from Harvard Business Review that tells us of one Office Design Feature that actually makes a difference.  Based on a study of more than 6,000 knowledge workers, the data revealed that the single factor consistently distinguishing elite “superteams” from average ones is a quiet place to do focused work. These teams have access to an environment where they could concentrate without interruption.

Interestingly, the study found that high-performing teams are just as likely to be fully remote as they are hybrid or completely in-person. The physical arrangement itself doesn’t guarantee success because every environment introduces its own unique friction. In-person teams battle spontaneous drop-ins and background noise, while remote teams frequently drown in a flood of constant messaging and video calls.

To replicate the success of these superteams, leaders should shift their focus toward protecting mental bandwidth through three core practices:

• Integrate Independent Thinking: Real collaboration rarely stems from constant interaction. Try “brainwriting”—encouraging team members to generate ideas independently before bringing them to the group for refinement.
• Start Small with Focus Blocks: Dozens of tiny daily interruptions shatter attention span. Experiment by introducing a single 60-minute focus block once or twice a week where employees are explicitly exempt from checking messages or joining other meetings.
• Match Environment to Task: Different responsibilities demand different cognitive conditions. Give professionals the autonomy to select their workspace based on the task—reserving quiet zones or specific hours for deep analytical work.

Ultimately, exceptional teamwork isn’t about maximizing togetherness. It is about designing an environment that empowers every professional to contribute their very best thinking.

*Ideas for this blog taken from: Friedman, R.  “The Office Amenity That Actually Improves Teamwork,” Harvard Business Review online, January 9, 2026.

Traditional expertise is becoming decentralized – and accelerated by AI, meaning leaders can no longer rely on sheer authority to add value.  Successful leaders today are facilitators of a collective process in which they can tap into expertise across the organization.  They follow as much as they lead.

Recent research reported in Harvard Business Review tells us more about this.  Strikingly, meta-analyses reveal that the exact traits that make someone a competent follower—such as emotional stability, curiosity, kindness, and learning ability—are identical to those that predict leadership success to today’s environment.

Following are the five key capabilities of exemplary Follower-Leaders:

• Active Listening: Listen to truly understand reality and reduce blind spots, rather than filtering information to protect your ego or validate existing beliefs.
• Prioritizing Purpose Over Credit: Focus on what works best for the collective mission, eliminating performative theatrics and the hunger for individual applause.
• Reliable Execution: Ground your high-level strategy in reality by maintaining a firsthand understanding of how work actually gets done and the constraints your frontline faces.
• Critical Dissent: Welcome constructive pushback and flag risks early, protecting the organization from the dangerous echo chambers of unchallenged authority.
• Coachability: Actively seek feedback to continuously adapt, avoiding the complacency and obsolescence that often accompany a senior title.

Ultimately, outstanding leadership isn’t about commanding from an isolated peak. It is about listening relentlessly, learning constantly, and knowing when to step back to rely on someone else’s specialized knowledge. By learning to follow well, you naturally build the trust and credibility required to lead.

*Ideas for this blog taken from: Chamorro-Premuzic, T. & Edmondson, A.  “The Best Leaders Are Great Followers” Harvard Business Review online, January 14, 2026.