Courage is a foundational quality for great leadership. Read how lack of courage in leadership can affect your results and hamper your success.
Shame and guilt are emotions inherent to the workplace and can be used for managing underperformance. Read about the benefits and hazards.
Trust is at the core of our capacity to truly connect with others personally and cooperate, negotiate, and resolve conflicts at the workplace.
Learn about the specific challenges and rewards of managing managers in a few simple lessons.
Honestly, I have never understood office politics. But all the reading and soul-searching I did, seem to show that it is inescapable and maybe needed.
Skip-level meetings are a great tool for keeping teams aligned and going in the same direction and at the same time provide a voice to each employee.
Women often hesitate to embrace their femininity in leadership, but it’s definitely worth a shot so they can be more authentic and effective.
While vulnerability is essential for building authentic and meaningful relationships with your team, we need to prepare for its set of risks. Being vulnerable is not something that comes naturally in our society and it takes a lot of effort to overcome our conditioning.
Last time we talked about the impact one “I’m sorry” can have on your individual relationships with your team members. Today we will discuss the effect an apology may have on the team culture you are trying to build.
There are many articles about the art of saying “no,” and you will probably see a post about it here soon too. But I wanted to focus on another phrase we often have trouble uttering – “I am sorry.” And since it turned out that I have had a heap of failures and reasons to apologize, I will dedicate three posts to the topic.