We all know what it’s like to borrow something. Whether it’s a book, a tool, or even a few ingredients for a recipe, borrowing often helps us out when we need something we don’t have. It’s a simple concept—borrow what you need, use it, and then return it. But what if the most valuable thing
As we become more accustomed to remote and hybrid work, it can feel less novel and more of the norm. That doesn’t mean it comes naturally to people. How do organizations and people in Learning & Development help grow leadership skills that translate to the new way we work? As we said in the first edition
As leaders, professionals, and human beings, we’re constantly learning. But learning doesn’t truly take root unless we apply it—unless we take that knowledge and do something with it. One of the simplest yet most powerful tools for turning learning into action is asking the right question. Today, I’m sharing the single most important learning question
When we think about workplace learning, we often think about the workshops and formal learning experiences the company might offer. Some even consider the learning culture and those offerings when picking a company to work for. I agree with those folks who view learning and development as an important part of a desirable job, and
Struggle is an unavoidable part of life, and as leaders, it’s something we all face at some point. It’s natural to want to avoid it or feel frustrated when we encounter it, but the reality is, struggle can be one of the most valuable experiences we have. While it may be uncomfortable or seem unfair,
Over the last few years, remote work has shifted from an occasional convenience to an essential part of our professional lives. As someone who has spent a significant amount of time researching and practicing leadership in remote environments, I can tell you this: leading remotely isn’t the same as leading in person. While many of
In some ways, there are just two types of organizations. Those that invest in leadership development (at a wide variety of levels) and those that don’t. My simple and practical advice today applies to both types of organizations. This advice is centered on two powerful principles. That when people talk about their challenges and goals, they
I recently ate at a breakfast buffet where there was a rapidly replenished large selection of delicious food choices. As I ate, and observed others, I determined there are three basic strategies that we employ at a buffet, and I think they relate to the learning strategies we all have available to us as well.
Trust is critical to successful remote and hybrid work. If you don’t believe that your team is working away when you can’t see them, it can lead to micromanagement, constant meetings, unproductive check-ins and redundancy. Even with the best of intentions, doubt and suspicion can creep in. But why? When we work in the office with
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