Dr. David Burkus
@davidburkus.bsky.social
Helping Teams Do Their Best Work Ever | Bestselling Author | Keynote Speaker | Organizational Psychologist
Talent gets headlines.
But trust wins championships.
The Mercedes F1 pit crew isn’t just fast—they’re in sync.
No egos, no hesitation, no wasted motion.
Because they rehearse everything: roles, handoffs, eye contact.
It’s not horsepower. It’s human power.
Share this with your team.
#Leadership
But trust wins championships.
The Mercedes F1 pit crew isn’t just fast—they’re in sync.
No egos, no hesitation, no wasted motion.
Because they rehearse everything: roles, handoffs, eye contact.
It’s not horsepower. It’s human power.
Share this with your team.
#Leadership
February 4, 2026 at 2:02 PM
Talent gets headlines.
But trust wins championships.
The Mercedes F1 pit crew isn’t just fast—they’re in sync.
No egos, no hesitation, no wasted motion.
Because they rehearse everything: roles, handoffs, eye contact.
It’s not horsepower. It’s human power.
Share this with your team.
#Leadership
But trust wins championships.
The Mercedes F1 pit crew isn’t just fast—they’re in sync.
No egos, no hesitation, no wasted motion.
Because they rehearse everything: roles, handoffs, eye contact.
It’s not horsepower. It’s human power.
Share this with your team.
#Leadership
Talent is overrated.
Culture is what wins.
The All Blacks don’t just train athletes—they build better people.
Egos down, standards up.
Even the stars sweep the locker room.
Because shared responsibility builds something talent alone can’t.
Share this with your team.
#Leadership #TeamCulture
Culture is what wins.
The All Blacks don’t just train athletes—they build better people.
Egos down, standards up.
Even the stars sweep the locker room.
Because shared responsibility builds something talent alone can’t.
Share this with your team.
#Leadership #TeamCulture
February 3, 2026 at 2:03 PM
Talent is overrated.
Culture is what wins.
The All Blacks don’t just train athletes—they build better people.
Egos down, standards up.
Even the stars sweep the locker room.
Because shared responsibility builds something talent alone can’t.
Share this with your team.
#Leadership #TeamCulture
Culture is what wins.
The All Blacks don’t just train athletes—they build better people.
Egos down, standards up.
Even the stars sweep the locker room.
Because shared responsibility builds something talent alone can’t.
Share this with your team.
#Leadership #TeamCulture
You can’t script world-class service.
But you can trust people enough to create it.
Ritz Carlton gives every employee up to $2,000 to solve a guest problem—no approvals needed.
But you can trust people enough to create it.
Ritz Carlton gives every employee up to $2,000 to solve a guest problem—no approvals needed.
February 2, 2026 at 2:02 PM
You can’t script world-class service.
But you can trust people enough to create it.
Ritz Carlton gives every employee up to $2,000 to solve a guest problem—no approvals needed.
But you can trust people enough to create it.
Ritz Carlton gives every employee up to $2,000 to solve a guest problem—no approvals needed.
Last-minute check-ins feel like micromanagement.
Delegation needs structure upfront:
What you’ll review, when you’ll review it,
and what ownership really looks like.
That clarity builds trust—and better work.
#leadership #delegation #communication
Delegation needs structure upfront:
What you’ll review, when you’ll review it,
and what ownership really looks like.
That clarity builds trust—and better work.
#leadership #delegation #communication
February 1, 2026 at 2:02 PM
Last-minute check-ins feel like micromanagement.
Delegation needs structure upfront:
What you’ll review, when you’ll review it,
and what ownership really looks like.
That clarity builds trust—and better work.
#leadership #delegation #communication
Delegation needs structure upfront:
What you’ll review, when you’ll review it,
and what ownership really looks like.
That clarity builds trust—and better work.
#leadership #delegation #communication
Not all delegation is empowering.
If you offload only the work you dislike—
or the decisions you don’t want to own—
your team will notice.
It’s not skill-building. It’s burden-shifting.
And it kills future collaboration.
What’s your experience with this?
#leadership #delegation #teamdynamics
If you offload only the work you dislike—
or the decisions you don’t want to own—
your team will notice.
It’s not skill-building. It’s burden-shifting.
And it kills future collaboration.
What’s your experience with this?
#leadership #delegation #teamdynamics
January 31, 2026 at 2:03 PM
Not all delegation is empowering.
If you offload only the work you dislike—
or the decisions you don’t want to own—
your team will notice.
It’s not skill-building. It’s burden-shifting.
And it kills future collaboration.
What’s your experience with this?
#leadership #delegation #teamdynamics
If you offload only the work you dislike—
or the decisions you don’t want to own—
your team will notice.
It’s not skill-building. It’s burden-shifting.
And it kills future collaboration.
What’s your experience with this?
#leadership #delegation #teamdynamics
Merely assigning tasks just creates dependency.
If you want better outcomes, stop delegating steps—
Start delegating decisions.
If you want better outcomes, stop delegating steps—
Start delegating decisions.
January 30, 2026 at 2:03 PM
Merely assigning tasks just creates dependency.
If you want better outcomes, stop delegating steps—
Start delegating decisions.
If you want better outcomes, stop delegating steps—
Start delegating decisions.
Micromanaging doesn’t just slow people down—it signals you don’t trust them.
And that signal? It spreads.
Gallup’s data shows that leaders who can’t let go
don’t just break trust—they break growth.
The best delegators grew 112% faster.
Letting go isn’t risky—it’s necessary.
And that signal? It spreads.
Gallup’s data shows that leaders who can’t let go
don’t just break trust—they break growth.
The best delegators grew 112% faster.
Letting go isn’t risky—it’s necessary.
January 29, 2026 at 2:03 PM
Micromanaging doesn’t just slow people down—it signals you don’t trust them.
And that signal? It spreads.
Gallup’s data shows that leaders who can’t let go
don’t just break trust—they break growth.
The best delegators grew 112% faster.
Letting go isn’t risky—it’s necessary.
And that signal? It spreads.
Gallup’s data shows that leaders who can’t let go
don’t just break trust—they break growth.
The best delegators grew 112% faster.
Letting go isn’t risky—it’s necessary.
Delegation is a development tool.
Too much freedom too soon? Overwhelming.
Too much oversight? Frustrating.
The answer is calibrated ownership.
Not just “What can they do?” but “What are they ready to own?”
Ask. Adjust. And build a stronger team each time you delegate.
Save this for later.
Too much freedom too soon? Overwhelming.
Too much oversight? Frustrating.
The answer is calibrated ownership.
Not just “What can they do?” but “What are they ready to own?”
Ask. Adjust. And build a stronger team each time you delegate.
Save this for later.
January 28, 2026 at 2:03 PM
Delegation is a development tool.
Too much freedom too soon? Overwhelming.
Too much oversight? Frustrating.
The answer is calibrated ownership.
Not just “What can they do?” but “What are they ready to own?”
Ask. Adjust. And build a stronger team each time you delegate.
Save this for later.
Too much freedom too soon? Overwhelming.
Too much oversight? Frustrating.
The answer is calibrated ownership.
Not just “What can they do?” but “What are they ready to own?”
Ask. Adjust. And build a stronger team each time you delegate.
Save this for later.
Most managers don’t realize they’re just assigning tasks—not delegating.
Real delegation means transferring ownership, not just items on a checklist.
That shift changes how your team shows up and performs.
It’s not “Do this.” It’s “Own this outcome.”
Share this with your team.
Real delegation means transferring ownership, not just items on a checklist.
That shift changes how your team shows up and performs.
It’s not “Do this.” It’s “Own this outcome.”
Share this with your team.
January 27, 2026 at 2:02 PM
Most managers don’t realize they’re just assigning tasks—not delegating.
Real delegation means transferring ownership, not just items on a checklist.
That shift changes how your team shows up and performs.
It’s not “Do this.” It’s “Own this outcome.”
Share this with your team.
Real delegation means transferring ownership, not just items on a checklist.
That shift changes how your team shows up and performs.
It’s not “Do this.” It’s “Own this outcome.”
Share this with your team.
The best teams aren’t made of the best individuals.
They’re made of the best teammates.
Navy SEAL instructors have seen it all—
And the teams that succeed aren’t the strongest.
They’re the ones that trust fast, adapt quickly, and cover each other’s weaknesses.
Performance is a team sport.
They’re made of the best teammates.
Navy SEAL instructors have seen it all—
And the teams that succeed aren’t the strongest.
They’re the ones that trust fast, adapt quickly, and cover each other’s weaknesses.
Performance is a team sport.
January 26, 2026 at 2:04 PM
The best teams aren’t made of the best individuals.
They’re made of the best teammates.
Navy SEAL instructors have seen it all—
And the teams that succeed aren’t the strongest.
They’re the ones that trust fast, adapt quickly, and cover each other’s weaknesses.
Performance is a team sport.
They’re made of the best teammates.
Navy SEAL instructors have seen it all—
And the teams that succeed aren’t the strongest.
They’re the ones that trust fast, adapt quickly, and cover each other’s weaknesses.
Performance is a team sport.
Working more hours isn’t the flex we think it is.
Real productivity doesn’t come from time—it comes from energy.
You can’t manage time, but you can manage your energy.
And when you do, your performance skyrockets.
Save this if you’re done glorifying burnout.
#Productivity #Mindset
Real productivity doesn’t come from time—it comes from energy.
You can’t manage time, but you can manage your energy.
And when you do, your performance skyrockets.
Save this if you’re done glorifying burnout.
#Productivity #Mindset
January 25, 2026 at 2:02 PM
Working more hours isn’t the flex we think it is.
Real productivity doesn’t come from time—it comes from energy.
You can’t manage time, but you can manage your energy.
And when you do, your performance skyrockets.
Save this if you’re done glorifying burnout.
#Productivity #Mindset
Real productivity doesn’t come from time—it comes from energy.
You can’t manage time, but you can manage your energy.
And when you do, your performance skyrockets.
Save this if you’re done glorifying burnout.
#Productivity #Mindset
Working more hours doesn’t mean you’re getting more done.
In fact, it might be what’s holding you back.
Instead of starting your day with emails or a packed to-do list…
Start by identifying the one thing that will make your day feel productive—no matter what else happens.
#Productivity #Focus
In fact, it might be what’s holding you back.
Instead of starting your day with emails or a packed to-do list…
Start by identifying the one thing that will make your day feel productive—no matter what else happens.
#Productivity #Focus
January 24, 2026 at 2:02 PM
Working more hours doesn’t mean you’re getting more done.
In fact, it might be what’s holding you back.
Instead of starting your day with emails or a packed to-do list…
Start by identifying the one thing that will make your day feel productive—no matter what else happens.
#Productivity #Focus
In fact, it might be what’s holding you back.
Instead of starting your day with emails or a packed to-do list…
Start by identifying the one thing that will make your day feel productive—no matter what else happens.
#Productivity #Focus
Most productivity advice ignores your biology.
Chronotypes explain why your 9 a.m. might feel like someone else’s midnight.
You have natural energy peaks and troughs throughout the day—your job is to notice them.
Start by tracking: When does your work feel effortless? When does it feel like a slog?
Chronotypes explain why your 9 a.m. might feel like someone else’s midnight.
You have natural energy peaks and troughs throughout the day—your job is to notice them.
Start by tracking: When does your work feel effortless? When does it feel like a slog?
January 23, 2026 at 2:03 PM
Most productivity advice ignores your biology.
Chronotypes explain why your 9 a.m. might feel like someone else’s midnight.
You have natural energy peaks and troughs throughout the day—your job is to notice them.
Start by tracking: When does your work feel effortless? When does it feel like a slog?
Chronotypes explain why your 9 a.m. might feel like someone else’s midnight.
You have natural energy peaks and troughs throughout the day—your job is to notice them.
Start by tracking: When does your work feel effortless? When does it feel like a slog?
Consistency in leadership doesn’t mean identical treatment.
It means equitable support.
It means equitable support.
January 22, 2026 at 2:03 PM
Consistency in leadership doesn’t mean identical treatment.
It means equitable support.
It means equitable support.
Purpose is personal.
We measure meaning by the people our effort reaches.
That’s why motivation disappears when the impact feels distant.
And why it comes back the moment you remember who benefits from your work.
When drive fades, don’t look inward.
Look at who is served by what you’re building.
We measure meaning by the people our effort reaches.
That’s why motivation disappears when the impact feels distant.
And why it comes back the moment you remember who benefits from your work.
When drive fades, don’t look inward.
Look at who is served by what you’re building.
January 21, 2026 at 2:01 PM
Purpose is personal.
We measure meaning by the people our effort reaches.
That’s why motivation disappears when the impact feels distant.
And why it comes back the moment you remember who benefits from your work.
When drive fades, don’t look inward.
Look at who is served by what you’re building.
We measure meaning by the people our effort reaches.
That’s why motivation disappears when the impact feels distant.
And why it comes back the moment you remember who benefits from your work.
When drive fades, don’t look inward.
Look at who is served by what you’re building.
The real AI risk on your team isn’t job loss. It’s thinking loss. If you let AI spit out answers you never challenge, you’re training smart people to stop thinking.
January 20, 2026 at 2:03 PM
The real AI risk on your team isn’t job loss. It’s thinking loss. If you let AI spit out answers you never challenge, you’re training smart people to stop thinking.
Most leaders overcomplicate meaning at work.
You don’t need a mission statement or a pep talk.
You just need to answer one question:
Who is served by the work we do?
Make it specific. Make it real.
That’s what people remember.
Share this with your team.
#Leadership #WorkCulture #MeaningfulWork
You don’t need a mission statement or a pep talk.
You just need to answer one question:
Who is served by the work we do?
Make it specific. Make it real.
That’s what people remember.
Share this with your team.
#Leadership #WorkCulture #MeaningfulWork
January 19, 2026 at 2:03 PM
Most leaders overcomplicate meaning at work.
You don’t need a mission statement or a pep talk.
You just need to answer one question:
Who is served by the work we do?
Make it specific. Make it real.
That’s what people remember.
Share this with your team.
#Leadership #WorkCulture #MeaningfulWork
You don’t need a mission statement or a pep talk.
You just need to answer one question:
Who is served by the work we do?
Make it specific. Make it real.
That’s what people remember.
Share this with your team.
#Leadership #WorkCulture #MeaningfulWork
AI can quietly make your team more productive, but less creative. Studies show generative AI can boost idea quality on narrow tasks—but the ideas are less surprising and more average
January 18, 2026 at 2:03 PM
AI can quietly make your team more productive, but less creative. Studies show generative AI can boost idea quality on narrow tasks—but the ideas are less surprising and more average
People don’t share when risk gets punished.
Watch your reaction when someone finally takes a risk.
Reward the attempt, not just the win.
Watch your reaction when someone finally takes a risk.
Reward the attempt, not just the win.
January 17, 2026 at 2:02 PM
People don’t share when risk gets punished.
Watch your reaction when someone finally takes a risk.
Reward the attempt, not just the win.
Watch your reaction when someone finally takes a risk.
Reward the attempt, not just the win.
Big, hairy, audacious goals can backfire.
If your team sees them as impossible, they’ll stop trying.
Stretch goals should push limits—not break belief.
If your team sees them as impossible, they’ll stop trying.
Stretch goals should push limits—not break belief.
January 16, 2026 at 2:03 PM
Big, hairy, audacious goals can backfire.
If your team sees them as impossible, they’ll stop trying.
Stretch goals should push limits—not break belief.
If your team sees them as impossible, they’ll stop trying.
Stretch goals should push limits—not break belief.
Want to get better at AI?
Ask it how to help you.
Just ask AI how you should be using AI.
You don’t need the perfect prompt.
You just need curiosity and consistency.
Even a “bad” answer is good—because it teaches you how to coach it.
Ask it how to help you.
Just ask AI how you should be using AI.
You don’t need the perfect prompt.
You just need curiosity and consistency.
Even a “bad” answer is good—because it teaches you how to coach it.
January 15, 2026 at 2:01 PM
Want to get better at AI?
Ask it how to help you.
Just ask AI how you should be using AI.
You don’t need the perfect prompt.
You just need curiosity and consistency.
Even a “bad” answer is good—because it teaches you how to coach it.
Ask it how to help you.
Just ask AI how you should be using AI.
You don’t need the perfect prompt.
You just need curiosity and consistency.
Even a “bad” answer is good—because it teaches you how to coach it.
Most leaders avoid tough performance talks.
Netflix runs toward them.
The “keeper test” is simple:
Would you fight to keep this person if they got another offer?
If not, it’s time for a direct conversation—no waiting for a review cycle.
It’s not harsh.
It’s honest.
And that honesty builds trust.
Netflix runs toward them.
The “keeper test” is simple:
Would you fight to keep this person if they got another offer?
If not, it’s time for a direct conversation—no waiting for a review cycle.
It’s not harsh.
It’s honest.
And that honesty builds trust.
January 14, 2026 at 2:02 PM
Most leaders avoid tough performance talks.
Netflix runs toward them.
The “keeper test” is simple:
Would you fight to keep this person if they got another offer?
If not, it’s time for a direct conversation—no waiting for a review cycle.
It’s not harsh.
It’s honest.
And that honesty builds trust.
Netflix runs toward them.
The “keeper test” is simple:
Would you fight to keep this person if they got another offer?
If not, it’s time for a direct conversation—no waiting for a review cycle.
It’s not harsh.
It’s honest.
And that honesty builds trust.
It’s not an AI bubble—it’s the valley of despair.
Most people don’t realize:
AI is following the classic Gartner Hype Cycle.
We’re leaving the peak and entering the downturn.
Most people don’t realize:
AI is following the classic Gartner Hype Cycle.
We’re leaving the peak and entering the downturn.
January 13, 2026 at 2:00 PM
It’s not an AI bubble—it’s the valley of despair.
Most people don’t realize:
AI is following the classic Gartner Hype Cycle.
We’re leaving the peak and entering the downturn.
Most people don’t realize:
AI is following the classic Gartner Hype Cycle.
We’re leaving the peak and entering the downturn.
Most teams don’t fail from a lack of goals.
They fail from vague, forgotten, or constantly shifting ones.
They fail from vague, forgotten, or constantly shifting ones.
January 12, 2026 at 2:03 PM
Most teams don’t fail from a lack of goals.
They fail from vague, forgotten, or constantly shifting ones.
They fail from vague, forgotten, or constantly shifting ones.
When everything is a top priority, nothing truly is.
That’s goal fatigue.
Don’t just push harder—pause.
Reassess.
Refocus.
Sustaining ambition means knowing when to hit reset, not just accelerate.
That’s goal fatigue.
Don’t just push harder—pause.
Reassess.
Refocus.
Sustaining ambition means knowing when to hit reset, not just accelerate.
January 11, 2026 at 2:02 PM
When everything is a top priority, nothing truly is.
That’s goal fatigue.
Don’t just push harder—pause.
Reassess.
Refocus.
Sustaining ambition means knowing when to hit reset, not just accelerate.
That’s goal fatigue.
Don’t just push harder—pause.
Reassess.
Refocus.
Sustaining ambition means knowing when to hit reset, not just accelerate.