Journals To Boardrooms

Knowledge work that matters — deep thinking, complex problem-solving, strategic design — rarely looks busy. Routine visibility does. The busy trap redirects organizational attention from the former to the latter.

There is a version of your hiring process that evaluates technical competency perfectly and predicts organizational fit very poorly. Personality research published in Frontiers in Psychology points to what that version is missing.

The employees most damaged by formal recognition programs are your highest performers, the ones who were already driven by internal motivation before the trophy entered the room.