Design the Process to Win Summary Insight: Stop looking for a single “owner” of the customer. World-class execution comes from a well-designed structure where every role owns their slice of the journey. Key Takeaways: Map the entire customer journey—then assign
Lead with Stop Summary Insight: If your team isn’t changing, it’s not a motivation problem—it’s a communication flaw. Use STOP-START-IDEAL to cut through inertia and drive real behavior change. Key Takeaways: Change starts by calling out what must stop—first. Define
If It’s Not Working, Fix It Summary Insight: Your strategy won’t scale if your structure is stuck. Use these 10 signs to know when it’s time to redesign—or risk collapse under your own complexity. Key Takeaways: Structure enables—or blocks—strategy, execution,
Don’t Treat All Decisions the Same Summary Insight: If you want speed, accountability, and execution at scale, stop drowning in policies. Start operating from principles that cut noise, clarify decisions, and unleash momentum. Key Takeaways: Not all decisions are created
Play Smarter to Win the Talent Game Summary Insight: Most hiring mistakes come from skipping the basics. Use this four-part checklist to hire smarter, promote better, and avoid costly misfires. Key Takeaways: Hire for values first—everything else is downstream. Style
I saw this image circulating around social media last week and I had to roll my eyes. It shows “new management thinking” on one column compared to “old management thinking” in the other. It’s not because I don’t believe in
Can You Design the Game for Others to Play? Summary Insight: Self-managed organizations don’t emerge from chaos—they’re architected. What looks like bottom-up magic is really top-down design done right. Key Takeaways: Structure’s real purpose isn’t control—it’s delegation. Design-centric leadership shapes
In a recent New York Times interview, Tobi Lutke, CEO of Shopify, used the term “trust battery” to refer to something that we’re all familiar with but we may not always articulate well: monitoring the current level of trust between
Summary Insight: Wearing multiple hats can help scale your business—but performance incentives will kill the balance. If you want leverage, not burnout, pay flat and trust intrinsic drive. Key Takeaways: Hat-wearing is a short-term fix, not a long-term strategy. Incentives
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