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Compassion is the key word when giving feedback to employees. If you think of feedback in terms of compassion, you will think differently about it. Many managers dislike giving negative performance feedback because they don’t want to make people feel

The cycle of chaos can be defined as a recurring issue that disrupts the workplace and comes to a boiling point followed by the illusion of change and then regression. The cycle of chaos is exhausting. Not only that, it

Is there anything worse than a micro-manager? Your work is never good enough; they always have a better way of doing your job. You feel like you are constantly under a microscope. They watch your every move; seemingly waiting for

Culture can be defined as the personality of an organization or department. Just like a person’s personality, the personality of an organization is a blend of nature and nurture. An unhealthy culture doesn’t happen overnight. It develops little by slowly.

You feel busy, you know you do a lot of work, you want to delegate, and you even have people who are looking for more work to do but when you try to think about what you can delegate you

Are you familiar with the “sandwich technique” for giving feedback? It goes like this: start with a positive; share a negative; end with a positive. It can be effective, if used correctly. Unfortunately, too many conflict-avoidant leaders use it to

We’ve all seen it. The leader who receives bad news in a meeting and with a loud outburst of disgust, slams their fist on the table. Or, the leader who becomes overcome by their emotions and breaks down in tears.

“Hey, got a minute?” How many times a day do you hear that? I call these “Got-a-Minute” meetings. If you accept every “Got-a-Minute” meeting you get invited to it’s hard to get anything else done. No wonder, researchers at the

When Mary started with the company, she was enthusiastic, energetic, and consistently the top sales person on the team. She got along well her co-workers and was known for her superior customer service skills. Over time something changed. Mary began

Listening is a powerful leadership practice. One way to stop any complaints from your team about your listening skills is to use a participative leadership style. This is a style of leadership that actively seeks out input and ask for