A researcher and product builder dedicated to improving organizational outcomes. His work began during his time at MIT, where his research in people analytics revealed insights about how to improve employee wellbeing, happiness, and performance.
think-piece
Companies write down a version of their culture, then act surprised when the real one diverges. The handbook is a wish. The culture is what happened the last time someone tested a stated value and nobody pushed back.
behavior-hack
Generic recognition doesn't scale. Specific recognition doesn't happen often enough. One five-minute Friday practice solves both at once.
research-drop
Mandatory seatbelts cut driver deaths. They raised pedestrian deaths. Drivers drove faster when they felt safer. The same pattern runs through workplace safety programs.
think-piece
Most wellness platforms ask "how are you today?" That data averages to noise at the org level, because mood is yesterday's sleep. Climate (growth, agency, meaning) changes on month-scale.
behavior-hack
Teams accumulate meetings, rituals, and processes that stopped making sense six months ago. Nobody removes them because nobody is asked to. One 45-minute meeting a month, with a single question, fixes that.
research-drop
We think people noticed our slip. Mostly they didn't. Gilovich's research shows we overestimate how much others watch us by about twice the actual rate.
think-piece
Most culture programs fail because they treat culture like a destination. It isn't. It's a gradient that shifts every day in small, mostly invisible ways. The question is which way it's drifting.
behavior-hack
We remember the decisions that worked and revise the ones that didn't. Neither pattern makes us better judges. One four-line entry per decision, read back monthly, does.
research-drop
When teachers were told random students were "academic bloomers," those students posted 10-25 point IQ gains in a year. The same effect runs through your team, whether you know it or not.
think-piece
The decision to leave is made months before the resignation. Your turnover dashboard is a history book. If you want to change retention, stop measuring it.
behavior-hack
Standard check-ins reward performance. "All good!" tells you nothing. A one-word format strips out the theater and gives you a trendable signal in 30 seconds.
research-drop
Your team is holding back. Not because they're afraid. Because they've decided it won't matter. Futility, not fear, is the top reason employees stay silent.