Small, cross-functional “capability meetings” are a better way for executives to use their time.

Rank-and-file employees are jockeying to become leading adopters of artificial intelligence

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The practice of ‘labor hoarding’—holding on to employees for fear of not being able to get them back later—has reached its end

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A 10-year study of a large multinational firm found that the best bosses steer their employees into just the right roles

Workers, who were quitting at high rates a few years ago, are now “job hugging” — or, as one consulting firm put it, “holding on to their jobs for dear life.”

Psychological safety isn't built through unfiltered self-expression.

Parents aren’t sure how to steer their teens in the face of AI; ‘There’s a panic’

30 years of productivity advice distilled to its essence.--To find out more about Daniel Pink, his books, and view his resources, visit https://danpink.com

You walk into a room full of accomplished professionals. Your palms are slightly sweaty.

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The Growth Vault is LIVE: Chenell's brand-new offer for newsletter creators is here! The Growth Vault is filled with newsletter templates, growth strategies, and real examples you can implement at your own pace.--------------------------------------“One of the worst things you can do is send new...

If you’re going to build a conference, a newsletter, a podcast, an AI service or even a tennis tournament, please pause before you decide to be ad supported. (Ads are not the same as sponsors…

Microsoft, Paramount and other companies are stepping up calls to get back to the workplace. Many of their employees are still phoning it in.

Implementing a formal program could boost retention by up to 50%.

30 years of productivity advice distilled to its essence.--To find out more about Daniel Pink, his books, and view his resources, visit https://danpink.com

How to combat the 'friendship recession'

AI and LLMs pose a particularly visceral threat to the typing class. Writers, editors, poets, freelancers, marketing copywriters and others are voicing reasonable (and unreasonable) objections to t…

In this episode, we’re joined by the brilliant Tom Henschel, Executive Coach and host of ‘The Look & Sound of...

Discover how micro-freedoms - small daily choices like Thursday coffee runs or working from park benches - prove you're truly free and reshape your identity.

Since I was born, humans have created 6 billion jobs. All while technology relentlessly disrupts existing industries. The pin making machine replaced the hand-crafted pin. The ox-pulled plow replac…

I went to a concert on Friday night and all I’ve been thinking about since is crisis leadership and communication. It was an up-and-coming folk band I've been listening to on repeat. During the show, two of the four band members started playing and it was wonderful… But I kept waiting for the other two to come out. They never did, and the musicians on stage never acknowledged their absence. Unfortunately, I see this impulse in leadership, too, both in myself and my coaching clients. Just like these musicians who played edited versions of their songs without their missing bandmates as if nothing was up, leaders will do the same when facing team departures, budget shortfalls, distressing news headlines, or other challenges. We don't want to acknowledge that anything's wrong perhaps because we don't have all the answers yet, or we can't share them, or we're afraid of how people will respond. But the impulse to carry on as if “there’s nothing to see here, folks,” can undermine your credibility and performance more than the challenge itself, whatever it may be. Your people are smart - they know when something is up -- In this case, even people who had never heard of this band before were wondering how this unpolished acoustic duo managed to open for a big name touring musician -- Your team will probably know you’re facing budget pressure, even if you don’t tell them In many situations, people are rooting for you to succeed - or they would if you let them -- If this group had said “we’re normally a 4-person band and we’re down 2 people due to an unforeseen emergency, we appreciate you pumping us up while we do our best to give you a taste of what we do” - the whole audience would have been with them -- Instead, the audience was confused and unimpressed It’s better to acknowledge the challenge head on, even with incomplete information, rather than letting people fill in the blanks on their own ➡️ In what part of your work are you holding back acknowledging a challenge because it’s uncomfortable? ➡️ What would it look like to acknowledge the challenge for your team? ➡️ How might you respond if they’re not happy with what you’re sharing? #leadershipcommunication #leadership

New office-building data shows that work patterns have evolved in the postpandemic era

Improve your conversations, relationships, and life through question-asking.