The Death of Workplace Hierarchy

“[Hierarchies] are not very good at mobilizing effort, at inspiring people to go above and beyond.” Gary Hamel The ubiquitous organizational hierarchy is a relic. It’s heaving from over use and exhaustion. It slows communication. It slows decision-making. It slows input. It discriminates against new talent and advocates for the familiar. Productivity slides backwards. Fresh […] Read moreRead More»

Is Your Company Resisting Employee Engagement?

We hear the talk about “actively disengaged” employees. What about the organizations that actively resist providing an environment for engagement? When we’re not talking about the work itself, there are basically two directions from which employers should be addressing employee engagement: The conditions they can actively provide their employees for the purpose of engaging them. […] Read moreRead More»

Outsiders’ Perspectives Should Be Encouraged Inside the Corporation

I didn’t start out in corporate life. By the time I got my first gig as a corporate trainer for a large train-the-trainer firm, I had worked as a theatre director/performer/acting coach/mediation trainer/ university professor/diversity specialist/community storyteller/AIDS activist/Middle East peace dialoguer. And I had spent a year on a remote Caribbean island, becoming a windsurfer […] Read moreRead More»

An 8-step Process to Higher-performance Executive Decisions

Leaders must make a number of important decisions every day. You would expect that through repetition and practice they would continue to take their decision-making capability to higher levels of proficiency. However, after working with more than 50 senior executive teams of Global 2000 companies, I’ve found it is one of the top three areas […] Read moreRead More»

  • There’s a more human way to do business.

    In the Social Age, it’s how we engage with customers, collaborators and strategic partners that matters; it’s how we create workplace optimism that sets us apart; it’s how we recruit, retain (and repel) employees that becomes our differentiator. This isn’t a “people first, profits second” movement, but a “profits as a direct result of putting people first” movement.

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