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To create big change and challenge others to grow, we must learn how to extend the improvement orientation outward from within and apply it to the larger organization.

This learning opportunity helps the local moving franchise’s employees gain more of an understanding of the business as a whole by becoming certified in specific skills.

Leaders need to advocate and design work so that it integrates (without penalizing) different learning styles, requiring an organizational mindset shift.

From a Process Work standpoint, sustainable personal change doesn’t happen without changing the world, and sustainable world change doesn’t happen without the individual’s inner work to change his or her feelings.

Training initiatives should place more emphasis on problem-solving, innovation, and inquiry than on learning through “sit down and get it” programs. We need to teach people to think about what they aren’t thinking about.

Many computer programmers and IT professionals are largely self-taught, but the sort of knowledge that one can get from Q&A on the Worldwide Web is no substitute for formal, comprehensive, in-depth training.

As long as colleges keep issuing diplomas, the research suggests they aren’t going anywhere—regardless of how much they teach us.

Management best practices in four key areas can help build a culture of safety: communications, collaboration, trust, and responsiveness.

Our studies showed that an experience provokes action when two networks activate in the brain. First, one must pay attention to the experience. Second, the content has to generate emotional resonance in the person experiencing it.

Everyone who comes into our life is here to teach us something about ourselves.