Recently, the conservative essayist, Jeff Jacoby, wrote a brief piece entitled “Nobody knows anything.” (Jacobi, 2022). He was commenting on the often-failed prophecies made at the start of 2021 about the upcoming year. Many mistakes were made by the prophets, pundits and experts of 2021 – perhaps more than is usually the case when seeking to predict and plan for …

In my previous essay on “the crisis of expertise”, I not only commented on leadership hubris and over-confidence, but also that many people (especially lay-people in the context of a specific complex topic) are often blatantly ignorant and largely unaware of their ignorance. A phenomenon in our modern digital world, is that information – and misinformation – is rapidly accessible …

It is evident that the roles of leaders, particularly in a fast-changing world, and the roles of leaders, advisors, experts and that of lay-people is unclear leading to distrust, rejection and animosity. There is also the broader challenge that is now found in many societies. This is the widespread disbelief in expertise regarding COVID-19 over the past two years.

The title “Google-fueled, Wikipedia based, Blog-sodden” is taken from Tom Nichols book entitled “The Death of Expertise”. While this description may be a little over the top, we are living through a period in our history where people are dying (as a result of the Covid pandemic), many of whom could be saved if they followed the advice of medical …

The following interview conducted by Dr. Kevin Weitz and Dr. William Bergquist with Curt Mandell (a noted organizational coach and consultant) concerns the challenges to be found in the 21st Century workplace regarding the role to be played by experts and the manner in which their expertise is received.   Here are several of the major themes introduced in this …

Organizational cultures must be adaptable – the house of culture must be designed to quickly and effectively respond to competitive pressures and opportunities. Shifting organizational culture is possibly the most challenging kind of change any organization can undertake.

Personality disorders are long standing disturbances in personality.The authors describe how these behaviorally affected individuals manifest in the workplace with repetitive patterns of dysfunctional behaviors that are disturbing and often destructive.

My experience with positive work environments suggests that these were always was due to a specific manager or leader, who despite the milieu, created energy, positivity and happiness in his or her scope of influence.