Celery Test: The Simple Tool for Making Better Decisions

An image of celery representing the "celery test" from Start With Why.

What is the Celery Test? How can it help you make better decisions, in life and in business? The Celery Test is a tool to help you make better decisions by understanding the purpose behind the decision. The Celery Test was made popular by Simon Sinek in his book Start with Why. We’ll cover the Celery Test analogy and how to use it to make good decisions. Then we’ll look at an example of how the Celery Test is used in making business decisions.

Emotions in Negotiation: How to Balance Relationships & Results

People feeling tense while sitting at the negotiating table illustrates emotions in negotiation

The most successful agreements are rarely won on facts and figures alone. Mastering emotions in negotiation is the “secret weapon” of high-stakes communicators, as it allows you to separate the human ego from the technical problem at hand. By understanding the psychological drivers behind every demand, you can turn potential conflict into a collaborative win-win scenario. This guide explores the core principles from the book Getting to Yes, offering actionable strategies to handle high-pressure situations with emotional intelligence. Whether you’re navigating a complex corporate deal or a personal dispute, learning to manage your emotions during negotiations will ensure you protect

The Pitfalls of Positional Bargaining & What to Do Instead

A woman speaking to a group at an art gallery illustrates positional bargaining

When we approach a conflict, most of us instinctively default to positional bargaining, a “dig in your heels” tactic where each side fights for a rigid demand. While common in everything from used car sales to international diplomacy, this tug-of-war approach often leads to stalled agreements and damaged relationships. According to negotiation theorists Roger Fisher and William Ury, the key to a successful outcome isn’t playing “hard” or “soft,” but shifting toward a strategy that prioritizes mutual gain and objective fairness. This article explores why positional bargaining fails to meet the three criteria of a wise negotiation: efficiency, efficacy, and

It Doesn’t Have to Hurt by Sanjay Gupta—Book Overview

A woman holding the back of her neck because she's suffering from chronic pain

Chronic pain doesn’t have to control your life. In It Doesn’t Have to Hurt, Sanjay Gupta explains how chronic pain develops when multiple body systems malfunction together, and why standard medical treatments often fall short. He argues that effective pain management requires a holistic, personalized approach combining physical and mind-body treatments. Gupta draws on his experience treating complex pain conditions to offer practical strategies you can implement immediately. This guide explores his key recommendations—from pharmaceuticals and movement to optimism and social connection.

What Is a BATNA? Your Best Alternative to a Negotiated Agreement

Two men shaking hands (only their arms are visible) illustrate a best alternative to negotiated agreement (BATNA)

When entering a high-stakes negotiation, many people default to positional bargaining, where each side stakes out a rigid stance and haggles toward a middle ground. This approach often leads to inefficient compromises or stalled talks, leaving you vulnerable if the other party has more resources or influence. To break this cycle and secure a truly advantageous deal, you must look beyond your starting price and identify your Best Alternative to a Negotiated Agreement (BATNA). Strategic preparation involves more than just setting a “bottom line” that could limit your creativity. By establishing a clear fallback option, you gain the leverage necessary

Interest-Based Bargaining: Focus on the “Why” Behind the Proposal

A balance scale with a block labeled WIN on each side illustrates interest-based bargaining

Traditional “dig in your heels” negotiations often lead to deadlocks and damaged relationships. Adopting interest-based bargaining allows you to move beyond rigid demands by focusing on the underlying “why” behind every proposal. By prioritizing mutual problem-solving over conflict, you can unlock creative solutions that satisfy all parties while maintaining long-term professional value. This modern approach, promoted by negotiation theorists Roger Fisher and William Ury, provides a strategic framework for achieving win-win outcomes. Whether you’re navigating a corporate contract or a simple workplace dispute, understanding the core principles of interest-based bargaining ensures you reach more efficient, fair, and sustainable agreements.

Cass Sunstein’s Sludge: What Stops Us From Getting Things Done

A drawing of impatient man waiting in line and looking at his watch while several people behind him are also waiting

Cass Sunstein’s Sludge: What Stops Us From Getting Things Done and What to Do About It identifies the bureaucratic friction, endless paperwork, and grueling wait times that prevent us from accessing what we need. Sunstein argues that this “sludge” is a pervasive tax on our time and dignity that undermines what he deems to be fundamental rights and disproportionately impacts those already stretched thin. Continue reading to understand the psychological and economic toll of administrative burdens and to learn Sunstein’s roadmap for streamlining systems to improve lives without sacrificing essential protections.

Adaptive Leadership Style: Always on Guard

A man in a business suit pointing and showing an adaptive leadership style

An adaptive leadership style is a leadership approach oriented towards tackling adaptive problems—challenges that are brought about by unexpected circumstances, that have no known solutions, and that require a fundamental change to solve. Leaders who adopt an adaptive leadership style constantly assess the landscape within which they operate and the adaptive capacity of their organization to make sure they have what it takes to adapt effectively. In this article, we’ll take a look at the three main qualities of adaptive problems, the traits of adaptive leaders, and some tips for practicing an adaptive leadership style.

The 3 Steps for Assessing Adaptive Challenges

Leadership: What are the Major Traits of a Good Leader

Adaptive challenges are problems with unknown solutions which, by definition, require a fundamental change in order to be solved. There are two steps to solving such challenges: 1) diagnosis, and 2) treatment. In The Practice of Adaptive Leadership, Ronald Heifetz, Alexander Grashow, and Marty Linsky recommend that you start by examining your organization to determine what resources you have available and what obstacles you might anticipate. Then, examine the challenge itself. In the article below, we’ll outline their recommendations for both.

6 Adaptive Interventions in Leadership: Adapt or Fail

Scrabble pieces that read "adapt or fail"

When your organization is facing changing conditions or never-before-seen challenges, the only way to survive is to adapt. Adaptive interventions are measures put in place to address “adaptive challenges”—unexpected problems with no known solutions. You can launch an adaptive intervention at any moment of tackling the adaptive challenge, whether that’s during diagnosis or while another intervention is ongoing. In The Practice of Adaptive Leadership, Ronald Heifetz, Alexander Grashow, and Marty Linsky offer practical strategies to help leaders navigate these kinds of complex challenges.