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Managing managers is a different job than managing individual contributors. The skills that made you effective at the prior level undermine you here.
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Public company innovation does not stall because people stop caring. It stalls because the incentive system punishes the bets that matter.
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High-performing teams are built, not hired. Individual talent is far less predictive of output than clarity of mission and operating rhythm.
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Most leadership development programs produce knowledge without behavior change. Companies invest six figures and get good surveys with no observable shift.
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When the dotcom bubble burst, most agencies did the same thing. At Embarc we took a different path. What I learned about not following the herd.
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