“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!
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?
There is a good way to apologize and there are many, many bad ways. This week, I provide the formula for a good apology, one that increases trust and confidence. And for fun, I share a laundry list of bad apologies, some of which you might have heard from your own colleagues over the years.
If you could flip your life so you could spend 80% of your time and energy on the parts you’re only spending 20% on today, what things would you flip? How would it make your productivity, your team, and your health better?
There is some new research that helps us understand the conflict behaviors that are associated with improved performance. I went through it and translated the findings into practical techniques you can use to contribute to high performance on your team (and added a bonus list of things not to do).
Are you smart, logical, armed with compelling evidence to support your case? Yeah, I thought so. Sadly, that’s not likely to do any good if you find yourself in a real argument with your colleagues. While facts are great for problem-solving, they’re of little use in conflict resolution. Read on to learn why facts don’t solve fights.
I had an epiphany last week about the source of so much frustration and resentment on teams. I’ve labeled the problem, “unseen work.” In this post, I describe what unseen work is and provide a quick exercise you can do to identify and address any problems with unseen work before they trigger resentment on your team.
You’re smart. You have good ideas. You share them liberally. You create defensiveness. You get frustrated. Neil Gaiman offers terrific advice on why, when reviewing someone else’s work, you should identify problems but not propose solutions.
Sharing the new technique I’m using to help people give each other feedback without triggering defensiveness or self-doubt.
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