No matter the situation, I would ask myself the question: "What would Gerry do?" Just imagining the answer got me through many complex challenges. I even made a list of the top six attributes that made his leadership style so effective.

Usually one knows only 5 percent of what is needed at the stage where 70 percent of the product's cost is determined. Fortunately, there is some predictability, since return on investment and risk go hand in hand.

Google appears to understand a lot about human nature, and they apply these findings to how they run their company. Some of their more quirky ideas, while being sometimes laughed about in the media, are actually based in science.

I often ask some of the executives I work with to address a seemingly simple construct. They are asked, "If you had a clone performing your current jo...

This week, as part of the annual Telework Week event, more than 64,900 people have pledged to work from somewhere other than their office. I could tal...

We doubt there's such a thing as too much innovation when it comes to solving social problems -- but even if there is, we're pushing the limits until we find it.

It is almost a truism that the model minority paradigm is harmful to Asian-Pacific Americans.

You need a vision but don't confuse with this a goal. Goals are left-brain, a vision is right-brain. The more compelling your vision is to you, the greater the chance it will pull you through a lot of the b.s. and obstacles headed your way.

When you think back to earlier points in your career, were you really all that different from the millennials you're leading now? Sure, they're different in any number of superficial ways.

Often founders start a company out of love for its mission and what it could be, and then get seduced by all the toys that money can buy, and then need to sustain it akin to the "Goldman's Handcuffs."

If you want to be able to influence others to get things done, you need to be at the top of your game when it comes to credibility and trust. And if you're not aware of the impact your behavior has on others, you're probably shooting yourself in the foot.

There's an old saying: "The real discussion begins once the meeting's over, the decisions have been made and everyone has left the room."

What might be praise comes off sounding like a dig, just because of the leaders' tone and timing. Unfortunately, the outcome is an employee lacking the confidence needed to overcome the many challenges facing their agencies and our country.

First consider how you would feel if you were unknowingly walking around offending the olfactory senses of those around you. Wouldn't you want to know? Wouldn't you want an opportunity to correct it? Well, the only way that can happen is if someone makes you aware of it.

There is a tried and tested method for giving someone feedback that doesn't make you the bad guy. In fact, the odds are in your favor that the employee will see you in a positive light.

Recently, at the request of a board of directors, I met with a senior executive who was widely considered to be a leadership disaster, but his busines...

"If I had asked people what they wanted, they would have said faster horses." You've heard that one before. Apparently, Henry Ford never said it. ...