When introducing change to your team, it’s completely normal that you’ll face some unpredictable reactions. Heck, it’s completely normal that you’ll HAVE some unpredictable reactions. Volatility in the face of change makes a whole lot of sense when you think about how our brains are built. We’re wired to be suspicious of situations and behaviors […]
“I’m very protective of my people.” That’s a line I heard last week from an executive addressing the question of whether it’s ok for members of the executive team to give feedback to one another’s direct reports. What do you think? Is it necessary to “protect” your people? What would be the necessary ground rules for you to be willing to let your peers give feedback directly to your team? Hmmm… fun questions!
I love language. I have always adored selecting the perfect word to convey exactly what I mean. At least until I realized that those gorgeous, expressive, sumptuous adjectives that I love are little rascals. How could your management benefit from ditching the adjectives?
If you’re working from home, you have the huge benefit of not having to commute. But research shows that the ideal commute isn’t no commute. A commute allows a natural transition between your personal roles and your work roles. Here’s how to recreate an effective transition when you’re working from home.
A sincere and direct apology can do a world of good. Unfortunately, a misplaced apology can send mixed messages and impact your leadership. Do you agree with me that apologies are out of place in these three situations?