Ed’s great explanation of a simple trust model (there are more complicated ones). The issue of trust comes up a lot in coaching as organizations grow, as founders and early managers can no longer hold on to every detail. If you’re wrestling with it, this will help.
Nice story about how looking at improving everything by small increments can make a massive difference over time. (Yeah, obvious, but it raised the question, at least for me, of “huh, OK, well what can I improve a little bit that I routinely overlook?”).
Naming is a powerful tool for any creative activity, and leadership is a creative activity. My notes on why it’s powerful, good names and bad names, the timing of names, and why getting too attached to names is a bad idea.
We love to form tribes - it’s one of the ways we misuse names. This a simple, but useful reminder, about how easy it is to label “the other people”, how it damages organizations, and what to do about it.
A good look at what really “hiring for fit” might mean. Strong article.
“When we hire for fit without thinking about what a fit means to us, we use an unfortunate proxy: similarity to hiring managers. The result: homogeneous teams, with poor results for employee experience and the bottom line”