Authenticity. Vulnerability. Resilience. I believe these are the pillars of leadership at work, that they’re deeply important to our lives today, and that they’re inextricably interconnected. If we want to lead, or if we want lead fully realized lives, we have to embrace these concepts

The thing is, being authentic is hard. It feels like a risk. Whether you’re deciding to value human-centric language over SEO data, or being more real with your teams than perhaps you were raised to do, it feels like a risk. And a risk means potential for failure. And failure is scary, right? Or maybe not…. Hope you’ll read my next blogs about SXSW lessons on vulnerability and resilience. It's all tied together

In contrast to what you may have heard, holacracy is not anarchy and it’s not really “bossless.” It’s an organizational structure based on the work, not the people. It’s grown as a response to the theory that that if productivity in companies tends to go down as the employee count goes up, empowering every employee with some form of decision-making reverses this trend – largely because the top-down bottleneck of approvals is avoided