If leaders want people on their teams to work smart together, they need to stop dominating a focus on weaknesses and deficiencies. They need to stop making people feel chronically and existentially inadequate by setting goals for them that provoke self-doubt. They need to stop thinking if they demand more, people will naturally become smarter together.
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Founded in 2002, the blog here continues to be a space of daily conversation about the science of mind and its implications and applications