1: Getting better at getting better is what RiseWithDrew is all about.
Monday through Thursday, we explore ideas from authors, thought leaders, and exemplary organizations. On Friday, I share something about myself or what we are working on at PCI.
Let’s say we’re going to buy something.
It’s a significant purchase. We’re going to lay out some of our hard-earned cash.
Imagine we have two options.
Option one? We … continue reading
1: Getting better at getting better is what RiseWithDrew is all about.
Monday through Thursday, we explore ideas from authors, thought leaders, and exemplary organizations. On Friday, I share something about myself or what we are working on at PCI.
Question: What’s the big deal about being a great place to work?
Four words.
The. War. For. Talent.
The current unemployment rate is 3.4%. The unemployment rate for college … continue reading
1: Our goal as leaders?
To build a high-performing team or teams.
The problem?
Our assumptions around group culture are mostly wrong, Daniel Coyle writes in The Culture Code: The Secrets of Highly Successful Groups.
“Group culture is one of the most powerful forces on the planet,” he writes. “We sense its presence inside successful businesses, championship teams, and thriving families, and we sense when it’s absent or toxic.”… continue reading
Why psychological safety plays such an important role in team performance
1: 43 out of 44.
That’s the number of groups that behaved the same way in the “Bad Apple Experiment.”
An actor Nick was placed into these four-person groups instructed to create a marketing plan for a start-up.
Will Felps, a professor of organizational behavior at the University of New South Wales in Australia, designed the study. He trained … continue reading
1: Meet Nick.
He’s “a handsome, dark-haired man in his twenties,” Daniel Coyle writes in The Culture Code: The Secrets of Highly Successful Groups.
Nick is sitting in a conference room in Seattle with three other people. “To outward appearances, he is an ordinary participant in an ordinary meeting,” Daniel notes. “This appearance, however, is deceiving. The other people in the room do not know it, but his mission … continue reading
1: “Why do certain groups add up to be greater than the sum of their parts, while others add up to be less?”
Designer and engineer Peter Skillman held a competition to find out, Daniel Coyle writes in The Culture Code: The Secrets of Highly Successful Groups.
Peter put together four-person teams at Stanford, the University of California, the University of Tokyo, and a few other places.
Here was … continue reading
1: We want things to run smoothly in business and life. But is this our ultimate goal?
This week we are looking at some lessons from Dr. Daniel Friedland, author of the terrific book Leading Well from Within.
2: Danny suggests we can see an organization as either a machine or a living, breathing organism.
A machine has a function. The goal is to eliminate errors and maximize … continue reading
Getting better at getting better is what RiseWithDrew is all about.
Monday through Thursday, we explore ideas from authors, thought leaders, and exemplary organizations. On Friday, I share something about myself or what we are working on at PCI.
It’s the start of a new year. For many of us, it’s time to lay out our goals for the year ahead. In recent weeks, I’ve written about the keys to a … continue reading
Getting better at getting better is what RiseWithDrew is all about.
Monday through Thursday, we explore ideas from authors, thought leaders, and exemplary organizations. On Friday, I share something about myself or what we are working on at PCI.
1: This week, we’ve been exploring ideas from Mark Moses and his co-authors in Making Big Happen. Many of us have been involved in strategic planning for our organizations … continue reading
1: “Planning is 1 percent of the effort; execution is the other 99 percent,” write Mark Moses and his co-authors in Making Big Happen.
Once we’ve created our annual plan and communicated it across the company, our next task is critical: We must create a culture of accountability across the organization.
Which is what the Make Big Happen framework is all about. “Before we adopted the Make Big Happen … continue reading
