The truth is that I have really struggled to engage with the eMyth books, by Michael Gerber, despite his opus arguably being a bestselling set of advertisements for my services.
I have realized that Horowitz’s process is actually a more detailed breakdown of the last step of my own approach. So today I thought I would put one of my favorite communication tools (Yes AND) into practice…
The more specialized the roles or the more mature the business, the smaller the team will be when it is ready to think intentionally about roles, accountability, and structured collaboration. Specialization and maturity seem like good things. “Structure” is often seen as restrictive and annoying. So why would these attributes create an earlier need for structure than a more generalized free for all?
The more specialized the roles or the more mature the business, the smaller the team will be when it is ready to think intentionally about roles, accountability, and structured collaboration. Specialization and maturity seem like good things. “Structure” is often seen as restrictive and annoying. So why would these attributes create an earlier need for structure than a more generalized free for all?
Although there are often many factors contributing to toxic, or even unpleasant, organizational cultures, misalignments between expectations and reality are a consistent driver. This article explores where those misalignments start so that leaders can identify and address them before toxicity comes creeping in.
Integrity can be a tricky concept and always makes my short list of Tricksy Words. A common oversimplification is to say that having integrity means always telling the truth. But what happens when the truth is misleading? For me, integrity is what you do when no one is watching and also what you do when people are truly paying attention.