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OUR THINKING
Ideas for leaders navigating the human side of performance.
Our Thinking explores the conditions that influence what people notice, question, say, withhold and ultimately do — and what those choices mean for leadership, culture and organizational performance.
OUR SIGNATURE IDEAS
Two ideas. A more complete picture.
Inclusion-Driven Performance® and The Economy of Voice™ offer two ways of understanding the often unseen conditions between human capability and organizational performance.
Inclusion-Driven Performance®
A framework for unlocking human potential and achieving organizational excellence.
Inclusion is not a separate initiative. It is one of the conditions that determines how effectively an organization can use the talent, knowledge and perspective it already has. Inclusion-Driven Performance® examines the organizational conditions that shape contribution, judgment, innovation and performance — moving the conversation from who is included to what inclusion makes possible.
The Economy of Voice™
An examination of what happens when speaking honestly carries a cost.
The Economy of Voice™ looks at the hidden calculations people make before they challenge an assumption, raise a concern, disagree with authority or offer an idea.
It asks a different question: not simply whether people have a voice, but what it costs them to use it — and what their silence ultimately costs the organization.
Inclusion-Driven Performance is a breakthrough approach that proves that inclusion is the catalyst for peak organizational excellence
Ryan Jenkins — Wall Street Journal Bestselling Author of Connectable
WHY IT MATTERS
The conditions between people and performance.
When organizations understand the human conditions that shape contribution, they make better decisions, build stronger cultures and achieve more sustainable results.
FEATURED THINKING
ECONOMY OF VOICE™
When speaking carries a perceived cost, organizations lose access to information long before they realize there is a problem. The question is not simply whether people have a voice. It is whether using it feels economically rational.
When Honesty Becomes Expensive
LATEST THINKING
ALL | LEADERSHIP | CULTURE | PERFORMANCE | VOICE | INCLUSION
INCLUSION
Inclusion-Driven Performance™: Aligning Excellence with Equitable Opportunity
PERFORMANCE
Merit-Based Inclusion: A New Paradigm for High-Performance Organizations
CULTURE
The Power of Human Connection: Why Relationships Are Your Greatest Business Asset
A DIFFERENT WAY OF LOOKING AT PERFORMANCE
Organizations measure outcomes constantly.Revenue. Growth. Engagement. Retention. Productivity. Innovation.
But many of the conditions that produce those outcomes remain largely invisible. Who gets heard. What people hesitate to say. Whether disagreement is welcomed or punished. Whether expertise can challenge hierarchy. Whether raising a problem will actually change anything. Whether the organization can access what its people know.
Our work begins there.
FROM MARIANA
Thinking shaped by experience across law, policy, culture and organizations.
For more than two decades, Mariana Fagnilli has worked inside and alongside complex global organizations — examining how leadership decisions, organizational systems and everyday human behavior ultimately shape performance. Her writing explores what becomes visible when we stop treating culture and inclusion as separate from how organizations actually work — and begin examining them as conditions of performance.
THE BOOK
Inclusion-Driven Performance®
How inclusion becomes an organizational capability.
Inclusion-Driven Performance® reframes inclusion not as a separate initiative, but as part of how organizations perform.
Mariana examines the conditions that determine whether people can contribute what they know, bring different perspectives into decisions, challenge assumptions, and turn their capabilities into results.
The framework connects inclusion directly to the organizational outcomes leaders care about:
Better Decisions - Bring more relevant perspectives and information into the room.
Stronger Contributions - Create the conditions for people to contribute more of what they know and can do.
Greater Innovation - Use difference to challenge assumptions and expand what is possible.
Organizational Performance - Connect inclusion to how work gets done and results are achieved.
Rather than asking simply whether people feel included, Inclusion-Driven Performance® asks a more consequential question:
What becomes possible when more people can fully contribute?
