Here are four things leaders must do to keep clear amid the chaos.
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FEATURED INSIGHT
Here are four things leaders must do to keep clear amid the chaos.
Read More →
Reframing a common question around transformation may help leaders reduce the sense of threat often provoked by major change.
When the right people come together, teams can think and act more efficiently. At NLI, we call this balance “optimal inclusion.”
In many organizations, performance management conversations happen maybe four times a year. NLI knows how to make them a regular part of work life.
A key aspect of organizational transformation involves leaders getting buy-in from their teams. But leadership doesn’t come without followership.
The AGES Model helps organizations take a new approach to learning efforts, turning mandatory events into meaningful experiences.
Humans may instinctively resist change, since it threatens our current stability, but research suggests there are ways to reframe change as a positive.
Here’s how leaders create an environment in which both extroverts and introverts feel comfortable sharing their ideas in meetings.
Transformation is on just about every leader’s mind, but not every organization is equipped to handle major change. Science can help.
Every meeting contains some mixture of extroverts and introverts — people who speak up and those who keep quiet. Here’s how to raise quiet voices.
Scientific research suggests there are three key habits around quality conversations that leaders can build to improve employee engagement and retention.
We talk often about the logistics of returning employees to offices, which is no doubt important. But what do managers need to do in order to manage the EMOTIONS of the moment?
As talent becomes increasingly global 18 months into the pandemic, more and more teams are having to achieve goals without ever having the pleasure of meeting in-person. How does that all work?
If you allow your employees the space to be autonomous and drive some of their own decisions and approaches to work, it doesn’t so much matter where they’re physically sitting to do that work.
There’s a growing argument, and bodies of research from some places, that “work from home” destroys innovation. In reality, it often does exactly the opposite.
One prevailing debate around remote and hybrid work is that virtual work is necessarily WORSE than any in-person work. But this doesn’t have to be true. Much can be achieved virtually. Here’s a road map.
Over the last 25 years, we’ve cracked the code for culture change at scale. Discover what science-backed habit activation can do for your organization.
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