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Organization Development

September 14, 2026

The Five Minutes After the Meeting

Years ago, an executive who thought he was about to lose his job asked me what to do. We talked about it on a walk across a corporate campus rather than in a conference room, and I've been thinking about why that mattered. This piece is about the conversations that happen after the meeting ends, when someone lingers and says, "Do you have a minute?" We spend a great deal of effort making meetings better. Maybe the meeting was never the problem.
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Organization Development

The Loss Begins Before the Resignation

Early in my career, I learned how discouraging it can be to feel invisible at work. I wanted to contribute more, took my responsibilities seriously, and believed I had something useful to offer. Yet there were times when managers seemed largely unaware of what I was doing. They might tell me I was doing a good job, but the praise felt generic because it was not connected to any real understanding of my work.
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Before You Solve the Problem, Make Sure You Understand It

Organizations often move into action before establishing what is actually producing the problem. A request for stronger accountability or better communication can quickly become a training program or consulting assignment, even when the proposed response may not fit the situation. Sound diagnosis requires patience and enough openness to discover that the first explanation may be incomplete. When leaders act on the wrong reading, the problem remains, and confidence in the people asked to solve it begins to erode. This article considers how leaders can build a more credible understanding of the situation before choosing an intervention.
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Most Recent Articles:

Organization Development

The Five Minutes After the Meeting

Years ago, an executive who thought he was about to lose his job asked me what to do. We talked about it on a walk across a corporate campus rather than in a conference room, and I've been thinking about why that mattered. This piece is about the conversations that happen after the meeting ends, when someone lingers and says, "Do you have a minute?" We spend a great deal of effort making meetings better. Maybe the meeting was never the problem.
Read more

What Happens When Candor Has Nowhere to Go

Leaders often ask for honest feedback, but the real test comes after the conversation ends. When a comment disappears without explanation, people learn that the invitation was symbolic, and they start editing what they say next time. This piece looks at what it takes to give candor a real place to land, and why the quality of feedback in any organization depends on what happens after someone speaks up.
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Good Leaders, Bad Execution

Capable leaders and sound strategy don't guarantee reliable results. Decisions get reopened after they're made, and authority quietly shifts to whoever argues the loudest in the room. A few people absorb the difference, rescuing work that a broken system was never built to hold. This piece looks at why execution breaks down even when the leadership in the room is genuinely strong, and what it takes to build a structure that holds regardless of who's in it.
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The Loss Begins Before the Resignation

Early in my career, I learned how discouraging it can be to feel invisible at work. I wanted to contribute more, took my responsibilities seriously, and believed I had something useful to offer. Yet there were times when managers seemed largely unaware of what I was doing. They might tell me I was doing a good job, but the praise felt generic because it was not connected to any real understanding of my work.
Read more

Before You Solve the Problem, Make Sure You Understand It

Organizations often move into action before establishing what is actually producing the problem. A request for stronger accountability or better communication can quickly become a training program or consulting assignment, even when the proposed response may not fit the situation. Sound diagnosis requires patience and enough openness to discover that the first explanation may be incomplete. When leaders act on the wrong reading, the problem remains, and confidence in the people asked to solve it begins to erode. This article considers how leaders can build a more credible understanding of the situation before choosing an intervention.
Read more

The People Dividend Podcast

Hosted by Mike Horne, The People Dividend Podcast features founders who share their insights on authentic leadership. Tune in to learn from successful journeys and apply their wisdom to your own path.

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Integrity by Design: Working and Living Authentically

Integrity by Design: Working and Living Authentically" by Mike Horne provides a blueprint for authentic leadership and organizational change, emphasizing that prosperity begins with a life designed with integrity.

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