Pause for better 1) performance 2) well-being 3) connection Editor’s note: This is part of a series about our integral learning model, BuildU. BuildU’s purpose is to accelerate human potential. Read the first few BuildU posts #1, #2, #3, #4, #5 & #6. We tend to call something “weird” if…

Top 5 ways to prepare for the tsunami of GenAI — Editor’s note: This is part of the series about our integral learning model, BuildU. BuildU’s purpose is to accelerate human potential. This post was inspired by the teamwork w/NORCAL et al., Peter Leyden, Joe Boggio @“The Great Progression.” In 2023, two-thirds of all boards will be briefed on one topic…

So, what’s your default relationship standard? — Editor’s note: This is the third article in our series about our integral learning model, Build U. Read the first here and the second here. Anyone notice the trending number of requests for every learning & development (L&D) program to be cohort-based? It usually isn’t coming from a strong belief…

How BuildU is clarifying the optimal conditions for growth. — Editor’s note: This is the second in our series about our integral learning model, Build U. Read the first here. If someone asked you to think about one of the best managers or relationships you’ve ever had at work, who comes to mind? How would you describe that relationship? “It…

We’re changing the norm. — Editor’s note: In a pivot from our typical practioner-led content, we’ll be highlighting some articles around our integral learning model, BuildU. Between Gladwell 2008 and the Great Resignation 2022, both tell the story of globally-low capitalization rates and “squandered potential”. …

What momentum are you bringing into next year? — Next year is the first year of our next ten years together. What are your big design plans, hopes, expectations? Do you have an annual reflection and planning process that helps kick off your next decade? …

If u don’t know the answer, who does? — When I say “everyone” I mean everyone in your family, everyone that matters to you, all of your BFFs, each and every person in your business are always asking you this one question.

#iwantu2want2 —

5 solid chocolate bunny predictions — I would NOT expect most business leaders to support the organizational change efforts that “HR” typically implements… neither should you. Most culture change strategies are like “hollow chocolate bunnies” not solid ones. CHROs/CPOs don’t like hearing that. At the end of this article I will suggest that there is a…