Delivers an expert perspective on strategic leadership and decision-making across all organizational levels. Discover practical management insights grounded in Oriol’s proven track record as a C-level executive, bridging the gap between high-level theory and effective corporate execution.
Middle management has a dual value: it develops talent and keeps the link between strategy and execution alive. Without a well-prepared middle layer, the mission fades, teams lose context, and senior leaders end up stuck in endless supervision mode.
When mediocrity outnumbers talent, the game is lost. If talent comes in alone, it will be expelled. The key is to inject enough talent to set new standards and reverse dynamics that drag down results. The winner of that struggle will define the organization’s direction, for better or worse.
Hiring poorly isn’t just an isolated mistake: it’s an act of irresponsibility that, when repeated, reveals clear incompetence. In key positions, the impact of a bad choice is magnified.
This post explores the importance of making the right selection, the real cost of getting it wrong, and why not everyone is fit to hire, no matter their budget or formal validation. Sometimes, the one who should be held accountable isn’t the person coming in, but the one doing the hiring.
Excellence is not something you achieve, it’s something you pursue. It’s not comfortable, it’s not always visible, and it’s rarely applauded, but it makes the difference between those who meet expectations (and nothing more) and those who drive and transform. It involves demanding more from yourself, constant revision, and embracing discomfort. While some settle for being correct, others keep striving for that extra 3% that turns work into a benchmark. Is it really worth it?
AI (the holy grail of efficiency) promises productivity, but also brings real risks if mismanaged: data leaks, exposed trade secrets, and regulatory penalties. Do all organizations truly understand the “what” (a clear protocol) and the “who” (compliance, yes, but also a cross-functional approach)? Total freedom and outright bans are both dead ends. What’s needed is a realistic, evolving strategy that balances security, efficiency, and training.
Managing your career is a job in itself, and one that’s serious and demands your full attention. Once you’ve identified that the boss is the issue, it’s time to act.
This new post lays out five concrete steps to protect yourself, gain visibility, and make strategic decisions. It’s not just about holding on, but about moving forward with intention.
A colleague told me about a hiring process with six steps, including lunch with the team and a chat about ethics. Innovative? Cool? Not really. If you’re not a desirable brand, all you’re doing is scaring talent away.
And what if the problem wasn’t the candidate, but the organization itself?
In this post, I explore why hiring processes have spiraled out of control and how to bring them back to basics, with a bit of common sense.
Hybrid work has brought back old forms of control, now supported by new technologies. While some organizations place full trust in their teams and eliminate time tracking, others opt for extreme surveillance. Where is the balance? This post analyzes the risks of excessive control and the real challenges of leading remote teams.