The traditional role of a middle manager has always been to link the employees on the ground floor with the senior leaders of the organization. Middle managers were the eyes, ears, and the hands of the higher ups. Meaning, they were responsible for keeping the engine running, reporting any issues, and making sure that the strategic direct of the higher-ups was being implemented.
Leadership today has become a whole new ballgame. The rules have changed, and the stakes are higher than ever. With global crises shaking things up and a new generation of employees demanding more purpose and meaning at work, leaders are under pressure to adapt or get left behind.
Do you have to love your job? We often get stuck in the idea that we have to love every aspect of our job. So when we hit frustrating projects or challenging tasks, we feel beaten down. But that’s natural.
Strengthen your organization by fostering resilience, accountability, and growth instead of simply meeting Gen Z’s demands
Torani, a $500 million flavor company, has thrived for over a century without a single layoff. Their secret? A people-first culture that empowers employees and aligns values with daily practices.
We’ve been attracting and retaining talent the wrong way for decades. Traditionally, we entice prospective employees with stories about what it’s like to work for our company. We share perks and promises to get them to accept the job. No one starts out hating their job. New employees are excited to jump in and work for the company.
What stage are you in? Sounds like a weird question to ask right? And before you’re wondering if I hit my head, I want you to consider that every single one of you reading this right now who are working for a company, are in a “stage.”
In today’s fast-paced business environment, clinging to outdated management styles can be detrimental to your organization’s success. The traditional top-down approach, characterized by rigid hierarchical structures, often fails to engage employees and drive innovation. It’s time to rethink how we manage our teams and foster a culture of empowerment and agility.
A few days ago I was having lunch with my mom (something I’m trying to do more frequently now that I live 15 mins away from her). She’s one of the top therapists in the LA area and during lunch she was telling me about a class she is taking focused on Imago therapy which is a form couples therapy.
The concept of servant leadership was first coined by Robert K. Greenleaf in his 1970 essay, “The Servant as Leader.” Greenleaf was a former AT&T executive and he proposed a radical shift in leadership philosophy, suggesting that leaders should be servants first, putting the needs of their team and organization before their own.