Management controls performance in people because it impacts skills; it’s a matter of monitoring, analyzing and directing.

Do you think your people struggle with being true to themselves? Do their values match up with their work?

Careful now: even a financially rewarding, intellectually stimulating work environment isn’t the same as living your own values.

Any expert will tell you that if you want emotionally committed relationships then people must be allowed to be true to who they are.

Imagine a world where what you say synchs up, not sinks down.

Profitability. Growth. Quality. Exceeding customer expectations. These are not examples of values. These are examples of corporate strategies being sold to you as values.

The worst thing in your own development as a leader is not to do it wrong. It’s to do it for the wrong reasons.

The first step to solving any problem is to accept one’s own accountability for creating it.

Urging an organization to be inclusive is not an attack. It’s progress.