Image AI generated I was recently in a meeting with a division leader at a major biotech company, surrounded by her executive team. We were deep in conversation about a significant change they were about to embark on. Naturally, I posed the question: "Are you ready to manage through this change?" And what followed was a beautiful, synchronized symphony of head nods and enthusiastic "yeses." It was almost poetic, really. A chorus of confidence. But here's the thing about that

Today, it was announced that Julie Masino will be leaving Cracker Barrel, a year after making the rebranding mistake. As an infrequent customer, the rebranding did not phase me one way or another. I mean, the new logo was pretty bland, but I don’t go to cracker barrel for the logo. However, it rubbed a lot of people the wrong way, so much so people were rejoicing at her resignation. This aligns with what I’ve been saying: Change isn’t just operational. It’s emotional. And whe

I just read one of the most comical business articles I've ever seen. I don't think the authors meant for it to be comical though. The researchers discovered, CEOs who didn't win CEO awards, suddenly started buying more companies. The researchers' conclusion? The acquisitions seemed to be less about "What's best for the company?" and more about "How do I get back in the spotlight?" Which raises a question for me... We spend a lot of time talking about employees making emotio

Do you know what Shadow IT is? That's when employees bypass the official tools of the organization and use unsanctioned apps and software on their own (think, employees using WhatsApp or Slack groups for work communications when the official tool is Teams). Then there's Shadow AI. According to the TELUS Digital Experience survey: 68% of employees use personal accounts to access free AI tools at work. 57% of employees admit to inputting confidential or sensitive company data i

One of the biggest misconceptions I see is that leadership teams believe consensus means everyone must agree on every detail before moving forward. It doesn’t. In effective leadership teams, consensus means something much simpler: We’re committed to the same direction. We’ll support the decision publicly. We won’t undermine it after we leave the room. People don’t have to think the decision is perfect. They simply need to believe it’s the right decision for the organization a

One of my performance reviews once said, “Robin has an innate ability to break down difficult information and relay it to the layman.”...

📫 Question from the DMs - How can leaders create a culture where change is embraced as a natural part of the organization's evolution?...

Unbalanced emotional intelligence in a leader, during a project, shows up in skipped meetings, fast exits from the meetings attended and...

You’ve heard the saying, “People don’t leave companies, they leave managers.” But let’s be honest, people do leave companies. People...

When are turnarounds necessary? When your company has: - Persistent financial decline - Mounting losses - Operational inefficiencies -...