Working from home 2 days a week is good for people and organizations. Experiment: 1600 people, 6 months. Being randomly assigned to 3 days onsite (vs. 5): -Quitting down 35%, sick days down 12% -Increased satisfaction -No cost to performance or promotions The future is hybrid.

The person who makes you smarter isn't always the smartest one in the room. Often it's the most curious one in the room. "Why do we do that?" leads you to question old assumptions. "What if?" opens your eyes to new possibilities. Inquisitive people are catalysts for learning.

Leadership is not boasting about what you know. It's having the confidence to admit what you don't know. You don't need to assure people that you have all the answers. They just want to know that you're committed to finding a solution—and capable of guiding a group toward it.

From afar, we admire talent. Up close, what counts most is character. You can impress people with your skills, but you earn their trust by standing for something greater than yourself. There is no higher achievement than treating others kindly and living with integrity.

One of the reasons so many problems go unsolved is that people don't like the solution. Solution aversion is the tendency to ignore something broken when you're not a fan of the proposed fix. The first step in solving a problem is building consensus that it exists—and matters.

In consensus cultures, arguments are attacks on sacred beliefs. People take offense at dissent and dismiss those who dare to disagree. In learning cultures, arguments are tools to sharpen ideas. People invite dissent to enrich their thinking and agree to keep disagreeing.

Great minds don’t think alike. They challenge each other to think differently. The people who teach you the most are the ones who share your principles but not your thought processes. Converging values draw you to similar questions. Diverging views introduce you to new answers.