Credit to gustavofrazaoWhen leaders talk about AI right now, the tone is usually optimistic. Excited, even.They’re the ones leading it, after all.But underneath that optimism? Something else. A concern that their people aren’t getting on board as quickly – or as enthusiastically – as they’d hoped.You can hear it in the language:“I 𝘵𝘩𝘪𝘯𝘬 our people
Image credit: alphaspirit“Where did you train?”The woman at the National Speakers Association meeting looked at me expectantly.“I taught myself,” I said.Her face scrunched up. “No, I mean where did you learn improv?”“That’s what I’m saying. I read books and figured it out.”She looked at me like I’d just admitted to performing surgery after watching YouTube
Image credit: Xalanx“Can you make the improv exercises industry-specific?”I get this request from learning and development (L&D) professionals. My answer is always no.And they look at me like I’m wasting their time, like I suggested replacing their quarterly reviews with interpretive dance. Though now that I think about it…But I’m not being stubborn. I’m protecting
Image credit: Freigeist67“How can we do that?”Five words. Two completely different meanings. One choice that determines whether your organization thrives or dies.After 20+ years as the World’s Only Motivational Improviser (Yes, I made that up. No, no one has ever contested it…yet.) teaching thousands of leaders how improv principles can transform organizations, I’ve discovered this
Credit to VitalikRadkoCongratulations! Your CEO just discovered AI. Your CIO just discovered agile. Your CHRO just discovered mindfulness. And your team just discovered Indeed.com…(Right now you’re either laughing because it’s funny or crying because you know it’s true.)Sound familiar? Every Monday brings another “exciting transformation” that will “revolutionize how we work.” Another initiative to add to
Image credit: AndreyPopovEvery Monday at 3 PM, I died a little inside.Not because I hated Mondays. But because that’s when 30 of us would file into a conference room at Chase Manhattan for our weekly, two-hour “status meeting.”Two-hour status meeting.Every.Single.Monday.The format was simple: Go around the table. Each team gives a 5-minute update. Everyone stays
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