Principle #21 – Don’t get stuck addressing symptoms. Quick fixes feel good, don’t they? A problem pops up, you swoop in, and—boom—issue resolved. Cue the hero music. But then it pops up again. And again. That’s not hero work; that’s hamster wheel work. When we only treat symptoms, we accidentally feed the problem. We create
Principle #20 – Coauthor. More minds, more better. We love the romantic image of the lone genius: one brilliant person, one whiteboard, one lightning-bolt idea. But let’s be honest—most “solo brilliance” dies on the whiteboard. Breakthrough solutions don’t come from one perspective; they come from multiple minds colliding and refining ideas together. It’s messier, sure,
Principle #16 – Trust comes after cooperation. In that order. We love to talk about “building trust” in teams, as if it’s a mystical aura you conjure with enough vulnerability exercises and inspirational posters. But here’s the kicker: trust doesn’t show up first. Cooperation does. Think about it—most of us say, “I’ll trust them when
Principle #14: Apply the Trust Algorithm. Accountability = Authority = Capability Ever notice how trust tanks when someone is “responsible” but has no power to decide… or someone has authority but no clue what they’re doing? Cue the eye rolls and Slack rants. Trust isn’t built on good vibes. It’s built on alignment: Accountability =
Principle #13 – Personality Conflicts Aren’t About Personality. The Provocation You know the scene: two talented people avoiding eye contact in meetings, Slack messages that feel like subtweets, and a tension you could cut with a butter knife. You’ve tried pep talks, mediation, maybe even a team lunch. Nothing sticks. Here’s the plot twist: it’s
People Energy Principle #9 – People do things for reasons, not always the reasons they give you. You’ve been there:A key project is running late. You finally corner the responsible person and ask why. They look you in the eye and give you a perfectly reasonable explanation—unexpected delays, busy schedule, competing priorities. Sounds legit. You
People Energy Principle #8 – Each human is uniquely wired for something. Notice this. Every person on your team comes wired with a unique mix of talents, quirks, and passions. Some have laser focus; others are idea factories. Some thrive in chaos; others need structure like oxygen. Yet too many leaders treat people like one-size-fits-all
People Energy Principle #6 – Notice what people say and believe what people do. People say a lot of things: And yet… deadlines slip, priorities shift, and actions don’t match the script. Is their motivation misaligned? Are they unaware of their true motives? Yes. Why the Disconnect Happens Humans are wired to present themselves well.
People Energy Principle #5 – Human nature isn’t what we wish it were. We often fall into a trap: That’s nuts. That’s not how human nature works. Reality Check on Human Nature Humans have free will. We have our own goals, values, and life purposes. We each bring unique superpowers to the table—and also quirks,
Summary: Aligning compensation with performance goals isn’t just beneficial—it’s essential for creating a dynamic and motivated workforce. By defining clear expectations, customizing incentives, and fostering transparency, you can build a performance-driven culture that propels your organization toward its long-term objectives. This strategic alignment makes your organization more agile, focused, and ultimately more successful. As a
