Most leaders miss a huge opportunity when they talk about diversity. In the wake of multiple high-profile news stories about diversity and inclusion, and any number of hastily-assembled “damage control” initiatives from companies at the center of those stories, I wonder if it’s time to reframe our national workplace conversation on diversity. Here’s a start: If you’re a leader, you are already accountable to each member of your team to fulfil your organization’s commitment to

I received a question recently from someone online, a question that gave me pause. He wanted my insights on how he could find the right employer in his chosen field, an organization driven by strong values. This is a very important issue, one that is all the more essential to consider closely because, as this man pointed out, most of the companies in his industry seemed to lack a coherent guiding set of values. Indeed,

Have you ever tried to “hold someone accountable”– and found that the person’s performance got worse instead of better? The Principle of Accountability makes holding someone accountable impossible. Lots of leaders have had this experience. Before we start talking about “holding people accountable,” a tactic that usually backfires, maybe we need to ask ourselves a more fundamental question: What does that word “accountability” really mean? Accountability, very simply, means keeping your commitments to people. Period.

What is your Purpose in life? What is your Mission? They are not the same. It is quite common for people (and teams and even entire organizations) to get a little confused about what a Purpose is and how it differs from a Mission. This confusion does not exist for accountable leaders and the team members who report to them. Truly accountable leaders know that their Purpose is the reason they are here, phrased in