Can random acts of unsolicited kindness bring us together at work? Let’s find out in this post.

If writing is the number one remote working superpower, then we must all get better at it. Here’s how to level up your writing game.

Well intentioned, busy people want to be collaborative. But they often end up as bottlenecks. I argue that busy people must change their model of collaboration.

We often reach for training as a solution for behaviour change or skill development. But most training programs don’t achieve their objectives. How do you facilitate learning then?

We continue exploring the seven deadly sins of knowledge management in this week’s post. I explained three of them to you last week. Here are four more.

In a massively distributed world of work, effective knowledge management is a superpower for your people. On this site, we’re already discussed many things you must do, to foster knowledge sharing. This post is the first, in a two part series about things you shouldn’t do.

I recently went out for a mid-week retreat with colleagues on my new team and as a fortuitous coincidence, I was one of the event hosts. The experience brought back into view a few of my principles and practices when organising such an event. In today’s post, I want to share these thoughts with you.

The recent slew of layoffs should give us all pause for thought. How should we view our relationship with employment? I’d like to share my perspective.

Poorly formed teams are woefully ineffective, but I see it so often that I’d be remiss not to state the problem. In this article, I’ll call out two common problems I see leaders repeat when forming new teams. I’ll also describe a few simple ways to avoid these problems.

The remote-work divide between employers and employees feels more stark each passing week. Lest it descend into an adversarial relationship, I believe we must view this exchange as a two-way street.

A common argument against remote work is that coaching and mentoring are harder when you’re all remote. But I believe that if companies are intentional about building modern coaching and mentoring skills, they’ll do much better being remote-first.

The world of work has a toxic masculinity bias. In this post I share some thoughts about such biases.

To invite diverse views in an open discussion, psychological safety is essential. In this article I want to tell you how anonymity can help create that safety.

Organisations can benefit from volunteerism in the workplace by harnessing their people's spare capacity. But how do you get it right? Allow me to explain.

I think sending meeting recordings instead of meeting minutes is inefficient and insensitive. You can do much better.

If you’re calling your culture a “secret sauce”, or your “x-factor”, you’re doing little to clarify it. To demonstrate care for culture, means that we must define it clearly, at the level of behaviours. We must move beyond platitudes and poetic expressions.

If you want to grow as a professional or a leader, you must stop doing some work, to take up new work. In this post I explain the concept of “metawork”, why it should be explicit and how it can help you scale yourself.

It’s tempting to extract the last bit of productivity from our work schedules. However, busyness isn’t the same thing as productiivity. Let me explain why cutting yourself some slack, is a better idea.

With their return-to-office (RTO) strategies, I see many IT firms take a passive-aggressive stance with their people. This, I fear, can be disruptive, in an industry where people matter most.

Wait, what? Write in slides? Well, yes. And I’m sure you’ve seen this yourself. Heck, I’ve done it myself as well. Guilty as charged!

If you’ve normalised this approach to writing and sharing information, then I’m here to tell you that you should write differently. That’s what this post is about.