If you’re a leader considering a restructure because your organization has stalled in some way, hit pause.Your well-intentioned efforts will likely make things worse.That’s the

Recently I was working with an organization where the senior executives and managers wanted to take steps to create a much tighter and productive working relationship between the two levels of management.

Twenty years ago who would have predicted an ever-deepening relationship between the meditation and business worlds? Not me, and I suspect I’m in good company.

It seems a day hasn’t gone by lately without another prominent male getting added to the list of high-profile sexual harassers, many of whom have engaged in this abusive behavior against women for decades in the workplace with little or no accountability.

How often have you found yourself stuck in a work problem and just spinning your wheels over and over? It could be a co-worker conflict that seems to defy resolution, a group disagreement over a hiring decision, or a stalemate on budget cuts that have to be made.

Recently, I was in a lunch discussion with a former work colleague about the qualities of an exceptional manager. I was curious about his thoughts because in my mind, he’s always been an exceptional leader, particularly in managing people. As we shared our thoughts on the topic, he had a simple reflection. He said that the problem with many managers is that they “don’t know the basics.”

The next time you head into a meeting where an important issue is about to be discussed, pay attention to the number and kinds of questions asked in the meeting. This is one good way to assess the quality, depth and effectiveness of the discussions you are having in your organization.

In my leadership work, I have been fielding more and more questions from executives and managers about trust, or the lack there of, within their teams. As one executive asked me recently, “What’s it take for a group to get past its trust issues?”