Across every sector of American life—workplaces, schools, families, and civic institutions—I am seeing the same underlying problem repeat itself with damaging consistency: flawed and biased cognition . This is not a political issue. It is not a cultural trend. It is a human performance issue—and it has become the number one threat to sound decision-making in America. Flawed cognition shows up as unchecked assumptions, emotional reasoning replacing critical thinking, confirma

Most people don’t actually want change. They want relief. Relief from discomfort. Relief from uncertainty. Relief from tension, doubt, and emotional friction. Relief says: “Make this feeling stop.” Change says: “Stay here long enough to learn something.” And that difference matters. Real change requires staying present inside instability—when answers aren’t clear yet, when old strategies stop working, and when the nervous system wants to escape. That’s the moment most people

By Coach Michael Sgro There is a level of perception and empathy that exists beyond surface awareness, beyond social conditioning, and beyond the need to belong. It is the place where clarity meets compassion, where insight does not require validation, and where understanding others never comes at the cost of betraying oneself. This is where Differentiated Perception  and Sigma Level Empathy  intersect. Together, they form a powerful psychological and emotional framework for

Coach  Michael Sgro  often argues that some popular workplace phrases actually  hold people back  rather than help them. Here’s the reasoning he gives for  why we should reframe and stop saying  these three terms—and what to use instead. 1. “Imposter Syndrome” Why we should stop using it: The phrase frames  self-doubt as a personal flaw , when doubt is a normal response to growth or feeling uncomfortable. It subtly tells capable people:  “You don’t really belong here” , even