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The Gervais Principle: The Complete Series, with a Bonus Essay on Office Space (Ribbonfarm Roughs Book 2)
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Morgan Housel on the Ringelmann Effect (very applicable to large organizations):
Members of a group become lazier as the size of their group increases. Based on the assumption that “someone else is probably taking care of that.”
If you are not in a position of authority, then you can help protect troublemakers by making sure they are invited to meetings. And when they do say something that creates disequilibrium, you can choose to be curious: ask them to say more about their idea rather than allow everyone else in the room to ignore them.
Ronald A. Heifetz • The Practice of Adaptive Leadership: Tools and Tactics for Changing Your Organization and the World
quick-hitting employee surveys to anonymous social networks and even rating apps for meetings and meeting organizers.
John Doerr • Measure What Matters: How Google, Bono, and the Gates Foundation Rock the World with OKRs
Colleagues are exposed repeatedly every week to a space made safe by ground rules that invites them to truly be themselves. They learn to see each other in the light of their deep humanity, in the beauty of their strengths and vulnerability. The trust, empathy, and compassion that build up in the meeting expand well beyond the confines of the meeti
... See moreFrederic Laloux • Reinventing Organizations: A Guide to Creating Organizations Inspired by the Next Stage of Human Consciousness
Sociopaths, in their own best interests, knowingly promote over-performing losers into middle-management, groom under-performing losers into sociopaths, and leave the average bare-minimum-effort losers to fend for themselves.
The Gervais principle differs from the Peter Principle, which it superficially resembles. The P... See more