What should employees be loyal to? Ask an average leader: to the company, of course. Loyalty may be disguised. It […]

In my organizational consulting work, and in behavioural terms, I am very used to be told, and challenged, that there […]

I said yesterday that for large scale mobilization of people (AKA social movements, AKA company culture), it needs a platform. […]

I wish I could remember where I did read these stats.  Russia under the Tsar 1914-1917…had 180 million peasants and […]

In the era of digital semi anonymity, personal contact wins. In the era of corporate email broadcasting, personal contact wins. […]

Whether in society or inside the organization, we have plenty of ‘theories of change’ surprisingly unchallenged. Can we please look […]

Over the years, I have had lots of conversations about ‘corporate culture’ and in particular  ‘what to measure’. I must […]

Grandiose plans get sabotaged by small things. Many years ago, I was involved in what was going to be a […]

The new, emerging organizations, many people would agree, are more collaborative, more leadership-distributed, less top-down, with more levels of empowerment […]

These two statements represent a form of magical thinking of the kind seen in ancient humans (clouds) and todays humans […]

Many clients have expressed this thought over the years: ‘Leandro, we are so good at crisis!’ And indeed they were!  […]

I owe this to Nassim Taleb (‘Fooled by Randomness’ (2007), ‘The Black Swan’ (2008), ‘Antifragile’ (2013). As a traveller of many years […]

In my experience, people can understand budget cuts, but there are several types of acceptance, leading to several levels of […]

I can’t remember where I saw this. This is part of the point. It could have been anywhere. But I […]

A recent senior hire in a client company commented to me that the thing that most impressed her in the […]

The ‘expectations muddle’ of empowerment has different shapes and flavours: I expect you to do something but you don’t think […]

Here is a ‘very novel’ concept. Employee Engagement is needed because… it’s good in and of itself. Because work enhances […]

Robin Dunbar, an anthropologist and psychologist, Oxford professor, has formulated that 150 was the “cognitive limit to the number of […]

There is evidence, intelligently articulated by Phil Rosenzweig in 2007 (The Halo Effect), that a series of measures of employee […]

There must be a better way than having 200 consultants landing in my company and doing the stuff for me, […]