Helping employees change their mindsets is one of the most rewarding aspects of management. Read how you can shift your employees’ mindsets for better results.
The conversation about mental health issues is still taboo in many workplaces. And it seems even harder for managers to talk about anxiety or other issues they face.
Employee engagement is an area in which most companies put much effort and resources. And often don’t realize how straightforward the matter is.
Courage is a foundational quality for great leadership. Read how lack of courage in leadership can affect your results and hamper your success.
Trust is at the core of our capacity to truly connect with others personally and cooperate, negotiate, and resolve conflicts at the workplace.
Work relationships are one of the most important aspects of our experience at work. By managing our expectations towards them and showing cooperation, we can ensure that we reap all their positives and avoid feeling let down and disappointed.
Manager – employee relationship is crucial to our well-being at the workplace. So it is not surprising that one of the most stressful things that can happen to us at work is for our manager to change.
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.