We have all had injustice happen to us. It often shapes our failure narrative. For example, maybe you were fired and not you don't trust colleagues as easily in the future. You may not overcome injustice but you need to be aware of how it affects you today. You can't avoid injustice but that doesn't mean you need to be a prisoner of it.

Change efforts happen when a firm is out of alignment with achieving its vision. If the organization has broad buy-in on a clear vision, the need for change becomes much clearer. It also helps to over-communicate what you're doing and why you're doing it. Lastly, the leadership needs to spend as much time on "how" changes are being made and "what" changes are being made. Human beings are involved and there are winners and losers.

Screening out peer pressure and conventional wisdom. It is so powerful, that most of us aren't even aware of how much it is influencing our decisions.

If you're the smartest person in the room, it can sometimes be hard to learn to delegate - the person to whom you're delegating will do the task worse than you would - and it will annoy you!

Great companies create an environment in which employees act like owners. They do this through clear communication, articulation of clear vision and priorities, coaching and openness to debate/discussion. I would argue that this type of environment helps people to be at their best - and helps the company to be at its best.

Process improvement programs are like teaching people how to fish. Strategy maps and scorecards teach people where to fish.

Managing risk is very different from managing strategy. Risk management focuses on the negative-threats and failures rather than opportunities and successes.