Articles & Videos

The Real Work Process

This short training explains how CEOs, Business Leaders, and HR Executives use the Real Work Process to solve their toughest business problems and rapidly upgrade leadership capabilities on their top teams and across their organizations.

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Step 1: Select Real World Problems (Overview)

The Real Work Process starts with selecting important business problems that can only be solved by changing how top teams and leaders behave. This enables organizations to use steps 2-4 to make massive progress on their toughest business challenges and rapidly upgrade leadership capabilities.

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Step 2: Recognize the Need to Change (Overview)

Top teams and leaders won’t change unless we can first help them recognize that their default behavior is preventing them from getting better results. This short video gives an overview of how we accomplish this in Step 2: Recognize.

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Step 3: Reprogram & Pressure-Test (Overview)

Self-awareness is a necessary BUT insufficient condition for behavior change. This short overview of "Step 3: Replace & Reprogram" explains how we use leaders’ real-world business challenges to bring about significant and sticky changes in their behavior.

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Step 4: Real-World Results (Overview)

This short overview of “Step 4: Results” will give you a sense of the impact you can expect when you integrate the Real Work Process into your decision-making, problem-solving, and leadership development processes.

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How Nice Leaders Create Fear in the Workplace

Getting one's people to step up and speak up about the real issues is a persistent challenge for many top teams. And, the stakes are high. Innovation, business growth, and executive productivity all suffer when people below a top team fear to offer their ideas and challenge the status quo.  But, is the fear real, just avoidance of responsibility OR both?  "Nice" leaders can get sucked into over-blaming themselves...and their default response can actually create the very fear they're trying to remove.

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How Empowering Leaders Disempower Their People

In this "ToddTalk," I explore how the typical response to empowerment -- creating a more comfortable, safe environment -- can leave people feeling MORE disempowered. I also offer a solution that will work particularly well in classically "nice" cultures.

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The Honesty Dilemma

The Honesty Dilemma

In a business world that is changing at hallucinating speed, one basic managerial dilemma is flat-lining careers, suppressing performance, demotivating people and making it harder to hold onto our best talent – a crippling fear of honesty.

Consultants, trainers and coaches have instilled this fear in our companies’ best leaders and managers, and it manifests itself in losing sight of the crucial difference between being directive and being direct...

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7 REASONS WHY PEOPLE & ORGANIZATIONS RESIST HONEST FEEDBACK

7 REASONS WHY PEOPLE & ORGANIZATIONS RESIST HONEST FEEDBACK

Whether you’re leading within or beyond your authority, the ability to talk about the real issues is the essence of leadership. Giving honest feedback on performance is one of the greatest gifts a manager can give their people. But, managers often shy away from giving – and their people resist receiving – honest feedback. Here are 7 reasons why this remains a struggle for most organizations, managers, and people.

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An Honest Conversation with Todd Holzman

An Honest Conversation with Todd Holzman

Deborah Valentine from the UK’s Performance Measurement Review interviews Todd Holzman about the importance of Honest Conversations to leadership and performance management...

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