Many executive teams don’t actually struggle with disagreement. They struggle with decision framing. Meetings feel productive. Conversation is rich. Perspectives are shared. But at the end, nothing is clear. No defined decision. No ownership. No forward motion. The result? Recycled conversations, passive frustration, and stalled growth. This isn’t a personality problem. It’s a process problem.

Many of us have been told that great leaders should be nice — approachable, warm, and likable. But a recent Harvard Business Review article argues that this widely accepted leadership ideal can be a trap. In today’s competitive and rapidly changing world, being nice isn’t the same as being effective — and leaders who confuse the two risk holding their organizations back.

Most organizations don’t stall because of bad strategy. They stall because of actively passive leadership. Actively passive leaders are not disengaged. They attend meetings, approve plans, and offer thoughtful commentary. They care deeply about the organization. On the surface, they appear responsible and steady. But underneath, something critical is missing: ownership of forward movement.

The future of workforce development won’t be shaped by employer demand alone—it will be driven by how well we invest in people. Our newest article explores why the next era must be worker-centered, with systems built around navigation, barrier removal, stackable credentials, and long-term career mobility. From Workforce Opportunity Hubs to integrated supports like childcare, transportation, and digital access, the workforce ecosystem of tomorrow is all about human capability, not just job placement. When we design with workers in mind, employers get the talent they need, communities grow stronger, and people gain pathways to family-sustaining careers. Read the full article to see what’s coming—and how organizations can prepare.

Unlocking performance starts with solving the right problem—not just the visible symptoms. Our latest Insight Strategic Concepts article breaks down the steps for effective root cause analysis and shows how organizations can eliminate waste, reduce inefficiencies, and implement solutions that actually stick. If recurring issues are draining time, budget, or team morale… this one’s for you. Read the full article and start transforming your processes today.

Most organizations don’t have a sales problem—they have a focus problem. When you try to reach everyone, you convert almost no one. Our latest Insight Strategic Concepts article breaks down why precise target market segmentation is the single fastest way to accelerate revenue. If you want to tighten your strategy, improve your aim, and generate revenue faster, this is a must-read.

Is your nonprofit preparing for a major expansion or capital project? A successful capital campaign requires far more than fundraising—it demands clarity, alignment, market insight, and a compelling case for support. We just published a new blog article outlining Insight Strategic Concepts’ proven 3-phase Capital Campaign System, designed to help nonprofits move from vision to execution with confidence. From feasibility studies and donor strategy to campaign planning and long-term sustainability, this framework has supported organizations across the region in raising millions and transforming their communities.

More than two-thirds of small business owners plan to retire in the next 2 years. Yet 69% of private organizations under $50M still have no documented succession plan. The result? Lost legacy, failed business sales (70% never find a buyer!), risky leadership gaps, and community and economic disruption. Succession planning isn’t just a contingency plan. It’s a growth strategy—and one that SMEs can no longer afford to postpone.

In a fast-changing economy, organizations of all sizes face increasing pressure to be lean, agile, and forward-looking. What once was “nice to have” technology is quickly becoming a must-have strategic advantage. As highlighted in recent commentary, companies that lean into AI early are “pulling away” — an edge that only widens over time. Today, AI is not just about automating tasks: it is fast transforming how organizations think, plan, and act. From small local businesses to community-driven nonprofits, AI tools offer access to insight and scale that were previously reserved for large corporations.

Most organizations focus on skills and experience when building teams. But the real differentiator? The level of human effort each person brings. Using the Dynamynd®/Kolbe Hierarchy of Human Effort, we can evaluate people across the three parts of the mind—cognitive, affective, and conative—to understand how they actually operate at work. Teams thrive when most members are functioning at Level 3. Leaders? They must be consistently at Level 4.

Across decades of organizational design and strategic growth work—whether in business, nonprofit, or government sectors—one truth continually emerges: leadership defines the potential of every team. And more specifically, self-aware leadership determines how effectively a team can sustain performance, navigate change, and achieve meaningful results.

This guide is a collection of growth strategies that we have planned and implemented with our clients over the past 25 years. Your strategy selection should be based on the set measurable objectives to be achieved. The strategies can be relevant for any organization at any stage of growth.