Shared Links (bi-weekly) Sept.6, 2026
?? For more like this, subscribe to the newsletter and get these links and more in your email. Last year on the blog:
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How Many Managers Can’t Give Feedback?
Far too many managers are promoted, but still doing their old job. They’re really just team leads but expected to act as managers without the resources to do so. When you’re in a situation where you’re drowning like that, talent development is the last thing on your mind, and in the case of more than half of the workers surveyed, it shows.
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Worth Reading – It’s Not Just the Tech: The Hidden Cognitive Load of the Physical Workplace
That’s an extreme example, but this article makes the more obvious one: working in an office comes with its own cognitive load, especially if it’s an open floor plan, because you are forced to navigate noise and other people all day long. I’ve been trying to tell people for years that when I do visit one of our offices as a remote worker, those days are exhausting for me, because it’s the extra cognitive load of getting there, navigating the space and the other people, the noise, etc.
It adds up, and it can contribute to burnout.
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Why Do Team Members Stay?
This relationship might be the biggest indicator of whether your best people stay, yet you give the person in charge of it almost no training on how to manage it effectively.
Please, make it make sense.
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Worth Reading – The trap of being promoted from within
When you get the title, people will bring you things and hand off responsibility to things that you didn’t know existed. Even though you were sitting right there, in the team that you now lead, you don’t know how many things the previous person in that chair never bothered to tell you about, or the relationships across other teams that made their life easier that you need to build. Many of those things didn’t just happen; effort went into knowing what to do and who to talk to.
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Worth Reading – Why Your People Managers Are the Weakest Link in Learning and Development
There are many organizations that claim to have a learning culture, but the reality is very different. The real culture is that people are rewarded and promoted based on hourly billable or other targets, leaving no time for learning.
That’s your culture.
