The High Performer You’re Hesitating to Promote
Something is telling you to wait. It’s worth listening to. If you are hesitating to promote a leader who consistently delivers, the hesitation usually points to one thing: they think at the department level, and the role you are considering requires...
Building Company Culture That Actually Works: A Conversation with Josh Levine
Key Highlights Stop treating people as resources – Empower employees to do their best work, not control them like cogs in a machine. Money isn’t enough – Employees want meaning, purpose, and growth opportunities beyond their paycheck. Culture = decisions –...
Disruptive Employees Can Be Turned Around Only If You Act Early
Key Highlights Disruptive behavior erodes psychological safety and team performance, even when results look strong. The most damaging disruption is often quiet and persistent rather than loud and obvious. Do not default to termination. Early coaching can redirect...
You Don’t Have to Fire a Disruptive Employee, You Have to Lead Them
Key Highlights: Disruptive employees can quietly erode team trust, psychological safety, and company culture—even if they are top performers. Psychological safety is critical: its absence results in disengagement, silence, and turnover. Addressing disruptive behavior...
