Leading and following are a duality—you cannot have one without the other. But people get fixated on leading as somehow superior to following. That’s nonsense. If you want to be a better leader, you also have to be a better follower.

Anger is normal. Suppressing it is harmful.

When you’re leading through uncertainty, it helps to adopt a growth mindset—treating every event as a learning experience so you can find the path that is otherwise hidden.

It is still possible to practice these teaming skills, even over Zoom. And whether you’re a public sector team in crisis mode or a business managing all the uncertainty of this moment, you’ll benefit from them.

If ever there were a time for business leaders to take a moral stand, it’s now. So why is it a struggle for some?

Even as the uncertainty of this moment persists.

This lack of clarity is testing our ability to lead teams in a moment when we need teamwork more than ever. 

The trick with the middle game is this: you don’t try to win. You aim to improve your position and options, until a way forward emerges.

When you’re learning something, you wobble — it’s your nervous system responding to the unfamiliarity of a new move and course-correcting. That wobbling IS how you learn. And if we intervene to stop that wobbling, we inadvertently inhibit learning. Let people wobble!

Here’s a couple of reasons why it’s hard to end things, from a social science perspective, and why it’s so important, from a leadership perspective.

Good storytelling is arguably the most vital leadership skill for motivating people through change.