Leaders and team members feel much more connected when they have an understanding of and agreement about the nature of the work itself. When leaders are experts in the work, they can teach, coach, and... Continue reading
This post originally appeared on hbr.org. Research shows that employees who work for compassionate managers are 25% more engaged in their jobs, 20% more committed to the organization, and 11% less likely to burn out. But... Continue reading
Finally, after handling the process of coaching and counseling, and with support from HR, you were able to fire the person whose behavior has been creating problems, both inside your team and with other teams.... Continue reading
Over the past two weeks, multiple leaders have asked me how to know if they’re overreacting to someone’s behavior or, conversely, if they’re letting something problematic go on too long. If they act too soon,... Continue reading
I really enjoyed doing the podcast interview “How Can We Fix All the Conflicts at Work?” recently with RJ Singh of Ultrahabits. We had a meaty discussion about how to share new ideas and manage... Continue reading
Many people — particularly those less experienced in the ways of organizational life — assume that once they’ve mentioned or complained about a problem, the appropriate person will do something about it. Not only that,... Continue reading
In our Zoom session last week, one of my executive coaching clients asked how he could give more effective correction and direction to a tenured team member. He knew what the content of the feedback... Continue reading
Even the most collaborative, synergistic teams and relationships can be motivated by fear. This fear could be that someone might say or do something to disrupt or offend someone else; that someone may act in... Continue reading
If interdepartmental disagreements are not part of your daily life, you can skip reading this piece. But I hear about these situations frequently, and two cases of this kind of dispute came my way just... Continue reading
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