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New Work visualized

Shaping the future of work, one Monday at a time.

Each email contains

  1. a visual of a New Work insight,
  2. a short psychology-backed explanation, and
  3. a simple experiment to try this week in <2 hrs.

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That's it.

One bite-sized New Work concept every Monday morning. They won't start a revolution, but they will help you evolve. With consistency comes compound interest. 1.01³⁶⁵ = 37.8

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    Thank you for being an ally in creating more fulfilling workplaces.
    I appreciate you.

    Here is issue #47 as an example of what it looks like:

    The words and phrases we use shape our perception. Here is one that quietly shapes how organizations frame leadership.

    In many companies, we draw a hard line between “leaders” and “individual contributors.” Titles become destinies. Leaders lead. Others… just contribute?

    Here’s a more powerful (and practical) lens: leadership is not a position. It’s an act.

    Acts of Leadership

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    Think of leadership not as a rank you posses but as something you do. Like guiding a colleague in their development, prioritizing work, or defining work standards.

    There are still two types of people in this model:

    1. People in leadership roles: They say, “I will perform acts of leadership whenever necessary. I am accountable.”
    2. Others: They say, “I might perform acts of leadership whenever I feel capable.”

    Both can lead. The difference is accountability, not permission.

    Example

    Maria is a senior engineer, not a team lead. During a chaotic product launch, she steps in to clarify priorities and rally her peers. She isn’t “the leader,” but her action is leadership.

    Meanwhile, Alex is the official team lead. He hesitates to intervene, unsure how to calm the chaos. He holds the title, but in that moment, he doesn’t lead.

    Leadership happened. But it didn’t follow the org chart.

    Why this matters

    When we frame leadership as something you do—not something you are—we unlock untapped energy across the organization. People begin to see themselves as part of the solution, not passengers.

    Suddenly, someone raising a hand in a meeting becomes a courageous leader. Someone organizing lunch-and-learns becomes a culture-shaper. Someone guiding a peer through a conflict becomes a coach.

    🧪 Experiment: At your next team meeting, ask:

    • When have you done something that felt like leadership—even if it wasn’t your job?
    • What would make it easier for you to show that kind of initiative in the future?

    Then, shift your language. Try replacing “leaders” with “people in leadership roles.” Notice what changes in how you think about yourself and your peers.

    🤓 Fun Fact: NASA discovered that leadership dynamics in space missions often don’t align with formal titles. In moments of crisis, the most mission-critical leadership acts often come from astronauts who aren’t the designated commander. Space doesn’t care about rank—only about who leads when it matters.

    🤔 What if...?: ... every employee had a “leadership bank account”? Every act of leadership, big or small, adds to your balance. Your influence in the company grows based on your “leadership balance”, not your title. Promotions? Merely an acknowledgement of your balance sheet.

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    If you want to have a browse, here is the archive of previous issues.