Dave's Library

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.

Employees’ reluctance to use new tools may actually reflect rational self-preservation.

We asked Esther Perel where to begin if you want to transform your workplace relationships—and she suggested starting with these questions.

These 11 magical American island escapes aren’t on every “best islands” list, and they’re better for it.

Bosses aren’t just unapologetic about staff cuts. Many are touting shrinking head counts as accomplishments in the AI era.

The transition can be disorienting. These three shifts can help you acclimate.

Nailing a job interview takes more than preparation and practice. HBR contributing editor Amy Gallo shares strategic tips on how to prepare, what to do, and ...

Nailing a job interview takes more than preparation and practice. HBR contributing editor Amy Gallo shares strategic tips on how to prepare, what to do, and ...

Ready to maximize your presence in the market by understanding your prospects' Jobs To Be Done? Watch the full lesson: https://clickhubspot.com/rpyWhat is th...

The Beatles changed music. Starbucks changed coffee. Perhaps your project is aiming to reach a large audience. Consultants call it market share. What percentage of the available market have you rea…

It isn’t just Amazon. There’s a growing belief that having too many employees will slow a company down—and that anyone still on the payroll could be working harder.

Eye contact, body language, and inner stillness can be the key to making overwhelmed employees feel supported.

The top 100 applications for LLMs, according to users.

The reason that most memos, speeches and edicts fall flat is simple: we get stuck on the idea that we’re talking to a crowd. When we’re speaking or writing, the crowd is just an illusio…

Concrete steps to become better at seeing your team—and helping them do their best work.

In this episode of Beyond Potential, Tom and Tom are joined by Dave Stachowiak, host of the hugely successful Coaching for Leaders podcast (with over 40 million downloads). For regular listeners, you’ll know just how much we admire Dave’s work; we’ve referenced him countless times on Beyond Potential, so having him as a guest on the show is quite the ‘pinch me’ moment.   From a shy introvert who dreaded public speaking to one of the most trusted voices in leadership development, Dave shares his personal story of becoming a more intentional, empathetic leader. With insights from his early struggles in management, to the pivotal role Dale Carnegie played in his development, and how leaders can bridge the gap between knowing and doing.   We explore how to move from knowledge to action, why “trying less” might help you grow more, and how small, consistent steps can lead to lasting behaviour change. We also unpack the importance of reflection and how intentional behaviour change can drive performance, all with the humility and clarity that have made Dave’s podcast essential listening for leaders around the world.   Connect with Dave on LinkedIn. Find out more about the Coaching for Leaders podcast

Self-doubt isn’t necessarily a bad thing—if you know how to engage with it.

Step it up, stop complaining—and make way for AI. CEOs are no longer lauding employees as the talent.

Here's our guide to hiking in Zion for those seeking a fresh, off-the-beaten-path experience.

If you memorize the steps, you have a direct, simple and fast path to obtain the result. Until the world changes. Even the tiniest shift in the system will render your memorization useless. On the …

A 2×2 matrix to help you identify how much guidance your employee needs.

Go too low and you may end up making less than a prospective employer was willing to pay, but go too high and you could price yourself out of the job. Luckil...

Google, Meta and Amazon are piling on demands and taking away perks. A job in Silicon Valley just isn’t what it used to be.