leadership

The differences between redwork and bluework can be summarized in the table below.

REDWORK BLUEWORK

Avoid variability Embrace variability

Prove Improve

Do Decide

Repetitious Dissimilar

Blue collar White collar

Physical Cognitive

Individual Team

Homogeneity Heterogeneity

Production Reflection

Performance Planning

Process Prediction

Compliant Creative

Conformity D

Always frame an executive discussion so that you structure and present information in a way that effectively engages and aligns with the needs and interests of your executive audience. And we talked about eight elements of framing to accomplish this.

Number one, clearly define the objective.

Number two, start with the big picture.

Number three, identi

Character, then, isn’t what we think it is or, rather, what we want it to be. It isn’t a stable, easily identifiable set of closely related traits, and it only seems that way because of a glitch in the way our brains are organized. Character is more like a bundle of habits and tendencies and interests, loosely bound together and dependent, at certa

We need people to all be very authentic to who they are,but we all have range.And as soon as we find somebody's range and say,we think your range from going powerful to attractiveis about here, stay within your range,and it's all very authentic.

The CONNECT play is the antidote to fear. Connect makes it safe to say what we see and think, even if no one else sees or thinks the way we do, even if we are not 99 percent sure that we're correct. Connect creates cultural conditions that encourage diversity of thought and variability of opinion. Connect is what allows us to move from paralysis to

Isaiah: Do The Hard Things

Throughout the Bible, God’s prophets provide a great example of Christian leadership qualities. For example, Isaiah willingly submitted to God’s call on his life (Isaiah 6:1-8). He volunteered before he even saw the job description, which is inspiring. However, the job description was discouraging (Isaiah 6:9-13).

God said

Existential Flexibility is bigger than the normal day-today flexibility required to run an organization. And we must not confuse shiny-object syndrome with Existential Flexibility, either. There is a whole category of frustrated employees around the world who work for well-meaning, sometimes visionary leaders who, like a cat reacting to a shiny obj

Here's the question at the heart of this chapter: How is it that a person could be more afraid of pushing a button without permission than dying in a fiery explosion?

A company's reputation is the sum total of the actions of its people and the quality of its products. You have to demand integrity from your people and your products at all times.