Trish's Blog

You do not have to overhaul your culture to begin. That framing stops more good leaders than it should.

A sensible first move is small and specific. Pick one recurring decision that matters, and change one thing about how the room handles the dissenting view in it.

Invite the objection before the agreement.
Give the outlier idea sixty seconds of real airtime before anyone responds. Name out loud that you want the uncomfortable version.

You can run that experiment this week without me, and I would be glad if you did.

When leaders want to go further, that is where my work comes in. I have been moving my advising, training and speaking into a virtual format precisely so this is reachable wherever your people are, without the old cost and travel that made it a once-a-year event.

Weird Wisdom at Work, the 5 Principles, the sessions I run: all of it exists to make difference usable, not merely permitted.

If any of these posts named something you have been sensing about your own team, that recognition is the beginning. The next move is yours to choose, and it can be a small one.