NAPCO membership is open to presiding, chief and leadership judges, court executives and others …
Read more →Save the Date! NAPCO Conference • Wilmington, Delaware • August 16-19, 2026
Read more →Chronic lateness. Constant interruptions. Continuous “multitasking.” If you exhibit some seemingly small behaviors often enough, the repeated disrespect can destroy relationships and hurt culture. Here’s how leaders can model better choices.
Recent return-to-office (RTO) mandates like those at the Federal Government, Amazon, UPS, Tesla and Boeing have a simple message: Come back to the office five days a week. CEOs cite productivity as a core reason for these proclamations, even in the face of employee resistance. Many executives simply don’t trust that employees are as effective as possible when managers can’t see them at their desks.
Nearly two-thirds of US-based employees we surveyed said the pandemic caused them to reflect on their purpose in life. And nearly half said that they are reconsidering the kind of work they do because of the pandemic. Millennials (ages 29-44 today) were three times more likely than others to say that they were reevaluating work.
At some level, advice on how to inspire staff is silly. It’s usually either blindingly obvious—be good at your job, be passionate about the organization, make people and leadership teams feel valued—or jarringly inauthentic. But much more practical insights can be found in a forthcoming book called “Inspire”.
The ability to wield influence is essential to getting things done in today’s complex, often matrixed organizations. Leaders achieve better outcomes when they prioritize collaborative decision-making over the powers of persuasion.
In cultures where people are terminally nice, no one questions leaders — which slows organizational improvement at best or causes serious backsliding or organizational irrelevance at worst.
The 2025 NAPCO Trial Court Leadership Academy and Conference will be held in Bellevue, Washington, August 17-20, 2025. More details coming soon.
