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.

Long ago, experts in the field of psychology (Plato, Aristotle, etc.) determined that there are three parts of the mind that we each have. These three parts make up our whole person. These three parts represent how we feel, do, and think during our individual creative processes. Learn more to optimize your performance!

To collaborate with other nonprofits, our strategic alignment collaboration model outlines the key elements for leadership to integrate internal purpose with external partners.  Discover how nonprofit collaboration can leverage collective resources to achieve a greater community impact.

Kolbe RightFit™ is the program that makes finding the "right" person for the right job easier and less expensive. Statistically proven, it assists companies in screening and selecting the best job applicants by identifying who possesses the necessary skills and instincts. RightFit eliminates the guesswork of determining an applicant's performance potential by providing insight into how the candidate will perform in response to job requirements.

Members of high-performing teams have established trust, a heightened awareness of other members’ strengths and weaknesses, and a commitment to watch each other’s backs. So how do you create this trust and vibe, or synergy, for teams to connect more deeply?

Collaboration is challenging, and it is more challenging, if not impossible, when leaders allow dysfunctional behaviors within the team. Here are the collaboration killers we find to be the root of collaboration failure among teams.

In our strategic growth planning and organizational design work with leaders, we have completed projects ranging from community planning to revenue-building project management to redesigning teams to achieve clearer organizational and operational objectives in a wide variety of for-profit, nonprofits and government organizations. One thing remains true – consistent change and momentous growth endeavors are only achieved to the extent to which optimistic, influential and trustworthy leadership is present.

Intentional Unconsciousness is the choice to deny ourselves the awareness necessary to experience ourselves in joy. It is the act of denying ourselves the God-given right to be fulfilled, loved and open to the possibilities bestowed upon us.

Insight has designed a complete interview process that assesses all three parts of the mind for final job candidate selections. For key roles, we profile preferences, natural instincts, thinking abilities and overall job fit to meet your organization’s growth objectives.

Communities and their organizations are living, breathing and changing at all times. People and technology are the most unpredictable forces; both driving the sense of urgency to evolve and to think and do work differently and at faster rates of speed.