I’ve spent a lot of time thinking about fragmentation and what causes it. Usually, it comes down to one thing: guardedness.

High-performing teams can still feel fragmented. Goals are met. People are capable. The organization is functioning. Stuff is getting done. Everyone is busy. But it doesn’t quite feel like we’re moving forward together.

Your team is smart, capable, and driven. So why does it still feel fragmented?

Lately, I’ve been hearing the same story from leadership teams about meetings. Here’s how to change the vibe and effectiveness of your meetings.

Even with smart people and clear plans, collaboration breaks down when the past is still running the room.

Teams often confuse “getting along” with “working well together.” Most teams don’t struggle because of big conflicts (though some do). They struggle because they don’t have a way to talk about small things, without making them bigger.

Performance can look strong on the surface and still come at a cost. In this article, Mark explores a question many senior leaders quietly wrestle with: Is the performance we’re proud of as strong as it looks—or does it require more from our people than we realize?

Previously, I wrote about the six strategic clarity questions that every organization needs to answer. In this post, I write about how you can leverage these questions in your next strategic planning session.

Previously, I wrote about the six strategic clarity questions that every organization needs to answer. In this post, I write about how you can leverage these six strategic clarity questions in your next strategic planning session.

The business world has shifted, forcing leaders to redefine their vision in an era of constant change. Uncertainty is the norm. Practical clarity is the answer.