Many of the leaders and teams we coach tell us they are struggling to adapt their leadership style during the pandemic. They are trying to keep the business running effectively and to engage and support their colleagues– all while working virtually. It’s a tall order. We’ve curated and want to share a few resources that our clients are finding really helpful right now…
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Effective leaders recognize the importance of acknowledging others’ emotions and navigating the emotional culture of the people they are responsible for.
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Many of us find ourselves unwilling to tackle the important conversations we perceive as challenging. We may worry that the conversation is high stakes, will go […]
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As we head toward year end, many of our clients are talking about feedback – and particularly how they can give colleagues really effective feedback to […]
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You don’t need to make yourself available to everyone every minute of the workday. But you do need to make yourself the kind of professional who is seen as inviting and inclusive of other people and their ideas.
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One-on-one meetings can be an opportunity to show how invested you are in the growth, learning, and engagement of your employees. Maximize your impact by not minimizing these conversations.
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As soon as you realize you’re wrong, make sure that the next words you utter aim to rebuild your identity, your reputation, and your relationships.
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Here are three perspectives about working with difficult people that just might help you get unstuck.
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Teams are complex systems of individuals with different preferences, skills, experiences, perspectives, and habits. The odds of improving that complex system are higher if every team member learns to master these three foundational capabilities.
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When delivered thoughtfully, feedback can provide leaders with the actionable data they need to become more effective. Here are a few steps you can take to get the feedback that is necessary to improve your leadership.
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