A common mistake new leaders make is believing their job in the first 90 days is to drive change. In reality, their first responsibility is to build the understanding, relationships, and credibility that make good change possible.

One thing I've observed is that the best organizational problem solvers are excellent at considering 2nd- and 3rd-order consequences (a fancy term for looking beyond the immediate outcome of a decision or action).

A couple decades ago, the primary issue was simply that many organizations weren’t providing management training at all. People got promoted into leadership with a “Welcome to management, good luck” approach.

The practice of non-attachment in leadership is the practice of recognizing, again and again, that this simply is not true. We don’t need to prove, defend, or force.