May 2016

• The Benign Dictatorship of the Feed Back Form
• The pilgrimage to the top of the Leadership Mountain to ask for permission, blessings and a bit of gratification.
• To decrease uncertainty is not always difficult. These examples show the big difference.
• Competing on mistakes.
• It’s cool to think. It’s not cool to do crap things.
• Within us, between us and around us. The only 3 chapters of Psychology and the only 3 modules of leadership development.
• Thanks for your email. A proper robot would have done better.
• Why people ‘with leadership traits’ don’t become leaders. Waiting for the other half of the article.
• Most good clues about the culture of the organization can be found in the invisible, the unsaid. This is where serious culture work needs to start.
• Always attacking ‘the roots of problems’ is not necessarily the best route.
• Bring the aliens. The others are too familiar with the solution
• Small steps, small wins against an accelerated reality. Sensible strategy or a suicidal note?
• If we wear earplugs, the annoying noise of the organization would disappear and, life would be much better.
• The secret weapon of digital transformation revealed: human judgement. In doubt, ask Facebook
• ‘Every word that she says is a lie, including ‘and’ and ‘the’. The Post-Truth Era is upon us.
• Why I will go back to the hotel after a bad experience and a long email, but not to another which gave a discount on the bill
• What the brain teaches us about consumer behaviour. Fascinating.
• Inefficiencies, frustrations and unhappiness? Is the right path to growth, congratulations.
• Management upside down: global is local, leadership goes grassroots, top is at the bottom, and traditional management needs a retirement party.
• Can we agree on these rules? Since life is short, I thought I would suggest some etiquette for our collaboration.
• You can only change ‘the culture’ if you have ‘one’. Otherwise, the problem and the answer are both plural.
• What do you do with that guy who does not want change and/or is very negative?
• Digital Transformation: the new clothes for the enterprise, and something fundamental is missing
• Most ‘I’m just doing my job’ people, are not doing their jobs
• Culture is in the A list, the one where ‘work’ sits. Not in the B list (‘when I have time, after A’)
• The logic of speed yoga, and organizational clocks
• The focus on the annual Employee Engagement/Satisfaction Survey as the climax of organizational understanding is both absurd and lazy.
• I want builders, not problem solvers, not flow-chart artists.