Last week, I was thrilled to launch our new Business Leadership Essentials program and simulation, and it received rave reviews. This unique learning journey is "episodic," meaning we designed it as a series of one-hour episodes that build on each other, much like your favorite Netflix show.

The first episode opens with a simple headline:

"Congratulations! You've been promoted to manager!"

You got the new title, the salary increase, the congratulatory emails, and maybe even a nice dinner with your family to celebrate.

On Monday morning, you arrive at work and discover something interesting. Nobody ever taught you how to be a manager.

Yesterday, you were responsible for your own performance. Today, you're responsible for the performance, development, motivation, and occasional dysfunction of eight other human beings. Some work in your office, others work remotely, and you haven't even figured out how to introduce yourself to everyone.

Which, by the way, is the first decision participants make in our simulation.

Oh, and one of your new employees thinks they should have gotten your job. Welcome to leadership!

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Helping employees build the business understanding and confidence to make better decisions.

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I had to crack up when I said that line during a conversation with a leader about her business's culture.

We are living in very challenging times, and leaders who understand how critical culture is to success are constantly looking for ways to address what gets in the way of a healthy culture.

What makes a good culture in this environment? I can share a list of things that I hear every day in the work we do around designing, developing, and delivering our award-winning business simulations:

• Honest and Unbiased Management: Leaders must act with integrity, tell the truth even during difficult business cycles, and hold everyone, especially management, accountable to the same ethical standards.
• Civil Behavior: Workplaces must actively prevent toxic behavior, disrespect, microaggressions, and a lack of recognition to ensure a safe, supportive environment for all employees.
• Meaningful Work and Opportunities: Employees need to feel that their daily tasks create a tangible impact and that the company provides a clear path for personal career growth.
• Open Communication: Organizations must cultivate transparent feedback channels where team members feel safe expressing their authentic selves and raising concerns without fear of punishment.
• Urgency: Cultivating a proactive, agile mindset where employees prioritize speed to action and decisive execution over hesitation or perfectionism.

During our conversation, we talked a lot about this element of urgency, and in today's fast-paced global business environment, this is how it defines a positive workplace culture:

• Urgency and Agility: Teams treat time as a critical resource, moving quickly to seize market opportunities, respond to competitor moves, and solve customer problems before they escalate.
• Overcoming Perfection Paralysis: It encourages a "bias for action," meaning employees are empowered to make fast, calculated decisions and learn from mistakes rather than letting bureaucratic red tape or fear of failure stall progress.
• Focus on Impact: True urgency is not about artificial panic, burnout, or endless multitasking. Instead, it is the focused, purposeful energy directed toward the organization’s most critical, high-value strategic goals.

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The Business of Baseball

At Advantexe, we often explore business and leadership topics through things that happen in our everyday lives. Sports provide plenty of opportunities. There are decisions about strategy, talent, investments, customers, revenue, managing expenses, and growth. But this week, one decision has me scratching my head: scheduling the Phillies and Braves Wild Card games at 2:00 PM.

The series is now tied at 1–1, and I missed most of the first game and the entire second game. Not because I wasn’t interested. I was working. And I’m sure plenty of fans in Philadelphia and Atlanta have been in the same situation.

As a Phillies fan, that is frustrating. As someone who spends a lot of time thinking about business acumen, it raises questions about the trade-offs behind the scheduling decision. I don’t have MLB’s financial models or audience research. Maybe the decision-makers have data that supports this approach. But does that analysis consider the full business impact, including the local engagement and spending lost when fans cannot watch?

Start with a simple question: Who can actually watch a game at 2:00 on a weekday? People are working, attending meetings, serving customers, and managing deadlines. Some will have it on in the background or check the score between calls. That was about all I could manage. Following a score is a very different experience from sitting down to watch your team compete in the playoffs.

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You have probably seen the Microsoft advertising about poor Hank’s pizzeria. The commercial features a struggling fictional pizzeria owner named Hank, whose business has slowed down, so he uses Microsoft Copilot in Excel to analyze his numbers, optimize his costs, and figure out how to bring back a legendary $1 pizza slice.

The ad depicts a fairy-tale scenario where AI instantly transforms a business model and solves all of Hank's operational math in one go, without him needing to deal with messy spreadsheets.

I’ve seen the ad too many times now, and I feel really bad for Hank and his lack of business acumen.

First of all, while Copilot and other AI agents are incredible, if you look closely, Hank’s data appears to be neatly structured in a clean table. Anyone who has worked on real-world projects with non-data people knows how rare that is.

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