As leaders ascend the professional ladder, it’s easy to believe that the same traits and skills that brought them success will continue to propel them forward. Yes, talent, ability, and hard work are essential. In the early career stages, technical skill and expertise are the main drivers of success. But

As the lines between our professional and personal lives are increasingly blurred, true leadership transcends workplace walls. We are often seen outside of the confines of work and our behavior matters (perhaps even more) when we are in public spaces. Kindness outside of work can be seen as an affirmation

Paraphrasing Maya Angelou, people may not remember what you said, but they’ll remember how you made them feel. This sentiment encapsulates the essence of a leader’s legacy. In the early days of my career, I had the privilege of working under a leader who made a significant impact on me.

As leaders, our words hold significant power. The right language can inspire, motivate, and guide our teams through various challenges and build on successes. I’m often asked to help leaders find the “right words” for specific scenarios so that they can connect with team members effectively. While each leader’s style

It’s a common enough story. A dedicated employee gets promoted for doing great work. Perhaps the move takes them from an individual contributor role to one of team manager. Then, from there, they get promoted to managing a business unit. But they don’t have the tools or training to understand

“I don’t have time.” Busy executives and leaders often say some variation of that when I ask whether they are making time to eat lunch/exercise/pursue a hobby they enjoy. And they often respond in the same way when I ask what support systems or peer relationships they are cultivating beyond

In every sector of every industry, businesses are encountering changes and challenges. That’s why it’s more critical than ever for leaders to positively impact their teams and their organizations. Leaders support, encourage, guide, and connect employees to business strategy and company vision. When they get it right, all stakeholders benefit.

In Season Three of “The Office,” Michael Scott visits the Dunder-Mifflin headquarters to interview for a corporate role. In response to a question about his greatest strengths as a manager, he famously responds, “Why don’t I tell you what my greatest weaknesses are? I work too hard. I care too

At home with my two young sons, we often talk about big feelings. When children experience certain feelings for the first time, these emotions can seem overwhelming. How can I do anything when I feel so angry/sad/frightened? Recently I received communication from the teacher of my youngest son Miles, who

Who is responsible for the customer experience in your organization? If you think it’s only team members in client or customer service roles, that would be wrong. It’s everyone’s responsibility. And beyond that, those we serve aren’t just outside our organizations. We can be of service to everyone we work

We often hear the phrase “You can’t do it alone.” On some days, if you’re full of caffeine and enthusiasm, you may believe you can singlehandedly accomplish whatever “it” is on your list. But even if you could, operating solo isn’t sustainable. And it certainly isn’t advisable. Many organizations count

Many managers are surprised to learn that curiosity is an essential trait for being an effective people leader. Think about it. If you think you already know all the answers, you won’t be looking for anyone else’s take on an issue or opportunity. If you don’t ask questions about your

“Why didn’t you tell me?” A team member stood in his manager’s office asking this question. He had just learned that a more senior internal role for which he had interviewed was given to a colleague instead of him. His manager had put off telling him, dreading the conversation with

We’ve heard a lot about organizational agility in recent years, as the ability of a business to adapt, survive, and thrive in uncertain or complex and changing environments. But what does it mean to be an agile leader? If your responsibilities include leading and managing others, and your organization focuses

Everyone watches out for “red flags,” the indicators of organizations or individuals that make for an unpleasant work experience. But as I interact with leaders at various levels across different industries in my executive coaching work, I see many “green flags” that are equally important to note. When leaders are

It’s easy to lead when conditions are great. Business is booming, salaries are competitive, and bonuses are generous. Executives praise their teams, and a winning attitude permeates the culture. But those who understand the cyclical nature of business know that peaks are often followed by valleys. Inevitably, soaring profits come

Lessons from a Forty-Year Friendship   It doesn’t have to be lonely at the top. And it shouldn’t be. For leaders to successfully model and coach good interpersonal behavior, they have to engage in it.   That’s not always easy. Numerous studies and real-world examples show that managers and executive leaders

Everyone knows a manager who excelled at all the technical aspects of their job and was promoted based on that success. But soon comes the realization, either by colleagues or to themselves: what got them here won’t keep them here. Leadership is more than doing a job well and then

Employees require more feedback. Constituent demands are greater. Organizations are adapting to new versions of normal. Employees are tackling additional responsibilities. Also, water is wet. Although the circumstances of what is keeping us busy and how we work may change, the juggling of too many priorities amongst not enough people

Six months into a year, leaders should recalibrate and identify areas of focus for the second half of the year. Ask yourself these questions so that you can best support your direct reports and organizational priorities, whether you’re managing remote or in-person teams. Are Your Goals Clear and Equitable? Goals

Many leaders find delivering feedback challenging and they fail to provide insights that can improve employee performance. But feedback designed to praise accomplishments and prompt positive change is essential to good leadership and to fostering an organizational culture that engages employees and cultivates success. Here are five guidelines that can

Like many Americans, I watched the socially distanced Inauguration 2021 festivities with interest. But unlike many Americans, I observed this day unfold through my professional lens, watching for lessons in leadership. Regardless of whether your candidate is now in office, executives in any kind of organization can benefit from these