Even with the “get back to work” attitude in many companies these days, most organizations would still love to put people first if it means they can also have a high performing culture. But how do we actually make that a reality? How does one become a people-centric leader who cultivates cultures where individuals know they are valued and feel inspired to show up at their best everyday?

The answer might surprise you.

Though the pandemic may have accelerated the remote work trend, it seems the future of work is more flexible than ever before. Our idea of what comprises an “office” is evolving.

Yet, within this paradigm of hybrid and full-time remote work, leaders grapple with new challenges. So, the crucial question remains: how do we develop a strong company culture when our teams are spread across time zones?

A suffering team culture rarely announces itself with a neon sign. It's a gradual erosion, a quiet unraveling that can silently sap morale, productivity, and ultimately, your company's success. Ignoring it is like overlooking a slow crack in the foundation – the damage only worsens over time. But don’t despair! Like a skilled detective, you can hone your observational skills to see beyond the surface. Here are 7 subtle signs that hint at a suffering team culture, waiting to be addressed:

So here we are at the beginning of 2024, and with it comes the annual ritual of crafting resolutions. You know, the usual drill of promising to streamline, read more books, innovate, maintain work-life balance, and maybe magically turn into a morning person. 

Ever found yourself grappling with the aftermath of workplace miscommunication? The kind that derails a project, messes with team synergy, and leaves you pondering where it all went wrong…

Companies need employees who are engaged beyond simply getting their jobs done. They need connected employees who help to push innovation, agility, and efficiency across the entire organization.

In the world of organizational development, we often focus on individual milestones, KPIs, and bottom lines. But here's the question that often gets lost amid the hustle and bustle: How is your team doing, really?…

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Do you find yourself triggered by little, niggly, annoying things that take your attention away from what's really important? Do you wish you could understand why you are nervous in situations that don't make sense? Are you wanting to be more powerful in the face of challenges? Check out my newsletter about not letting fear stop you and overcoming amygdala hijack.

I knew it was time to leave my corporate job when a cascade of events had me questioning everything — herniated disc in my lower spine, severe pain that kept me from sleeping more than 4-5 hours per night…

Depending on your company's recent performance and financial position in this economic climate, it might not be the BEST time to ask for that promotion or raise. But that doesn't mean you should take your foot of the gas in your career…

Trust is everything. In our personal lives, it dictates the health and level of satisfaction we have within our relationships…

So many of my clients are experiencing elevated stress and tension at work right now. It's no wonder with all of the layoffs…

What’s a lack of trust really costing your team? Your company? You?

…one big question in the mind of almost every American employee right now: How the heck do I keep my job!?

Bringing your team together for an offsite can be an extraordinarily powerful and beneficial use of time… Or it can be a complete waste of time that further reinforces ineffective interpersonal dynamics. Yikes…

Several decades ago, it was en vogue for a high-powered CEO or senior leader to cultivate a “lone-wolf leader” personality. The idea was that one hero would single-handedly advance their department or company with high expectations and little to no input from stakeholders.

Several decades ago, it was en vogue for a high-powered CEO or senior leader to cultivate a “lone-wolf leader” personality. The idea was that one hero would single-handedly advance their department or company with high expectations and little to no input from stakeholders.

The Founder of Patagonia Gave Away His Company to Live His Values…

7 Tips To Attract And Keep The Best Talent