linkedin.com/posts/barrycon…

So... Gladwell doesn’t spend 10,000 hours mastering his subject? He simply selects the things that support the title of his latest magic trick?

So many developmental psychology papers find support for the hypothesis that, as children grow older, they will become more and more like adults. I'm confident that most of this work will replicate.

Yes. No exceptions.

This is embarrassingly wrong on so many levels it’s hard to know where to begin.

Occasionally strategy+business produces some thoughtful content. This isn’t the best example. I can understand why no one put their name to this dreadful nonsense.

Just a thought, but if “millions” have benefited from FranklinCovey training, why aren’t we seeing the impact on company performance?

This is marginally better than doing it while still asleep.

Errr…no.

Apparently this is a “neuroscience view” that has absolutely nothing to do with neuroscience.

Hearing isn’t magic. The mechanism is well understood and is entirely naturalistic.

Yes, we all have blind spots: weaknesses we can’t or won’t see. But we also have bright spots: strengths that aren't visible to us. Teammates bring out the best in us when they hold up a mirror, so we can see our hidden strengths and put them into action. #FridayThoughts

What a depressing indictment of modern education. It doesn’t have to be this way.

Having watched my father die of cancer, the answer is an emphatic NO.

I teach “How to look busy by tying up entire organizations up in meaningless paper chases”, but people keep calling it HR.

An important part of leadership is admitting to mistakes and showing genuine compassion. We see this here from one of our Presidential candidates.

Strengths-based #leadership focuses on and harnesses employees' unique potential. #leadershipdevelopment #adaptiveleadership #SWOT #LandD HIGH5 TEST bit.ly/3eenD41

Just some commentary on the “pick a personality” business. linkedin.com/posts/barrycon…

This illustrates the problem of performance management perfectly. A significant number of these examples of “performance metrics” don’t have anything to do with performance at all. Some poor advice here from @AnalyticsinHR

There is too much fundamentally wrong with too many work places if people feel better after spending much less time there.