Michael Abrams, EdD (candidate), MBA, M.Ed, CPCC

Most leaders want to receive honest, useful #feedback. But organizations often default to teaching people how to deliver feedback instead of equipping them to make it safe and inviting for others to give it. Jeff Wetzler shares practical ways leaders can build an 'Ask-First' feedback culture where people routinely seek input early and often, accelerating learning, trust, and performance. https://lnkd.in/egweRypA #Leadership

2,687

171 Comments

#PsychologicalSafety doesn't mean people are always comfortable and conversations are always easy. It's about the ability to have those tough conversations that lead to growth without fear of repercussions. Fantastic piece by Jessica Stillman about the perils of equating "nice" with having high emotional intelligence (and high psychological safety), featuring research from myself, Michaela Kerrissey, and Adam Grant. Read in Inc. Magazine: https://lnkd.in/eMNnxM89

3,157

158 Comments

When a group is higher in #PsychologicalSafety, it’s likely to be more innovative, do higher-quality work, and enjoy better performance. One of the most important reasons for these different outcomes? People in psychologically safe teams can admit their mistakes. These are teams where candor is expected. It’s not always fun, and certainly it’s not always comfortable, but the best learning happens when we talk about our failures and find a path forward together. 📕 https://bit.ly/RKWBook #Teamwork #Failure #Learning

2,530

102 Comments

Are you (or someone you know) facing an ICF PCC credential performance evaluation? My team and I have been assessing ICF performance evaluations since 2012, guiding leaders and coaches toward ACC, PCC, and MCC certification. So we've seen all the biggest mistakes, and worked to find simple ways to help. One of the biggest hurdles is the big leap from ACC to PCC. After more than a decade of listening to recorded coaching sessions, I’ve seen 4 simple shifts that make a real difference in passing PCC and set you up for MCC. If you or someone you know is preparing for PCC evaluations, these quick tips can help deepen your coaching sessions, which is exactly what ICF markers look for. When I worked toward my MCC, I remember how tough it was. Many coaches today feel the same overwhelm. It’s not you, the path really is challenging but also a worthy pursuit. That’s why I’m here: to make the process clearer and more supportive, so you can grow into the kind of coach you want to be. 👏

39

7 Comments

Sometimes the loudest voices and seemingly most obvious drivers of organizational transformation end up being the ones who inhibit its progress. In an article I wrote for SmartBrief, I discuss the often hidden power of the quiet connectors as carriers of culture and agents of organizational change. It's a little too easy--especially for an extrovert myself--to assume that the most extroverted in an organization are the best connected and that they are the people that others look to for guidance. Yet as David Homan and I found in the interviews we conducted for our book "Orchestrating Connection," many superconnectors are introverts whose curiosity, empathy, and depth of connection mean they are the right combination of attuned and connected to help companies evolve. I also offer a couple of ideas for finding and engaging these "quiet connectors." #networks #connected #organizationaltransformation #introverts #changeagents PS - now that the internet has decided that anything written with em dashes must be written by AI, and there are a handful of them in the linked article, I feel the need to point out that I've been writing with them for years. I went back to a 2017 academic article I wrote and it has 41 em dashes...so there. https://lnkd.in/gmtD_fnX

118

7 Comments

New research from Guild just dropped, and if you’re a CHRO or L&D leader, this one’s worth your time. 500 of our peers across industries were surveyed—and the results struck a chord. It shows a sharp divide between teams that talk about the impact of learning and those that actually deliver it. ❌ The problem: most companies still treat learning as a cost center — not a growth engine. ✅ The opportunity: leaders that link L&D directly to business goals are 122% more likely to hit their top targets. 🚀 The takeaway: When L&D is integrated into the heartbeat of a company’s business strategy, it’s a true accelerator. As someone who’s passionate about unlocking the potential in people and creating meaningful career pathways and driving business growth, I find these insights both validating and motivating. Let’s move beyond check-the-box training and start building learning cultures that fuel business and people growth. Read the full report here: https://lnkd.in/ekMPCU9H #growingcompaniesbygrowingpeople #pathwaystogrowthandopportunity

137

2 Comments

I've been digging deeper into the idea of human-centered enablers of organizational change. In preparation for upcoming speaking and training engagements, I distilled the complexities of facilitating employees' change journeys into a list of "green flags" categorized by the five key conditions that empower individual and collective transformation (coherence, purpose, belonging, support, and confidence) that I'll share with my audiences. "Green flag" statements are structured as prompts that can be used as survey items, team meeting agenda topics, or conversation starters during one-on-ones. Employees' responses to these prompts inform where strategic investments and targeted interventions are needed to strengthen change readiness, adoption, and sustainability. Here is a sample prompt for each condition: ✅ I understand how the change initiative reinforces the organization’s mission, vision, and values. (Coherence) ✅ I want to contribute to the success of this change initiative because the process and/or outcomes affect people or things I care about. (Purpose) ✅ I am involved in initiative-related conversations, activities, or other opportunities for collaboration that allow me to share my point of view with and learn from others. (Belonging) ✅ The organization assumes responsibility for my wellbeing throughout the lifecycle of this change initiative by encouraging paid time off, cross-training, creating capacity in my workload, or similarly focused efforts. (Support) ✅ I know what is expected of me during/after this organizational change process and can meet those expectations. (Confidence) Would employees impacted by your organizational change initiatives agree with these statements? #changeleadership #changemanagment #organizationalchange #leadership

27

One theme that continues to come up in our research conversations at 3Sixty Insights is that manager enablement is shifting from a training conversation to a system design conversation. Nicole Roberts, SHRM-CP, PHR, CMHR’ recent Analyst Insight captures this transition clearly. Organizations are not struggling because they lack leadership content. They are struggling because managers often lack the operational support, workflow integration, and feedback mechanisms required to consistently practice effective management. The discussion with Jeff Smith, PhD at 15Five reinforces an important point for HR and People leaders. Manager effectiveness improves when expectations, coaching, and performance feedback are embedded into the rhythm of work. AI is accelerating this shift by making guidance and reinforcement more accessible in real time. Manager enablement is becoming a structural priority for HR system design, not just a leadership development initiative.

13

3 Comments

I'm pleased to share my latest article, "How Leaders Help Teams Manage Stress," published in MIT Sloan Management Review and co-authored with my friend and master coach, David Forster. The article explores both the root causes and practical remedies for debilitating stress in organizations. It also ties into a broader stream of research I'm currently pursuing on how leaders can more effectively navigate organizational politics. https://lnkd.in/giJtbUTy

59

4 Comments

Organizational effectiveness is often discussed—but less often operationalized. A recent Voltage Control article outlines ten strategies leaders can use to build healthier, more adaptive organizations. Several of these resonate strongly with my own experience leading enterprise transformation and talent strategy across industries. In particular, the emphasis on aligning leadership development with strategic goals, fostering inclusive cultures, and using data to inform organizational design reflects what I’ve seen work in practice. These aren’t just HR initiatives—they’re levers for business performance. #OrganizationalEffectiveness #LeadershipStrategy #EnterpriseTransformation #CultureMatters #TalentDevelopment #StrategicHR #BusinessPerformance #WorkforceStrategy For those interested in how organizational effectiveness can be a source of competitive advantage, the article offers a thoughtful starting point: https://lnkd.in/eyxdwrET

7