Research tells us that, when we intentionally pause to reflect and learn from past experience, we feel more confident and competent moving forward. I want you and your team to feel more confident and competent going into 2025, so I’m sharing a tool to help.

It’s only March, but now is the time to be thinking about your year-end performance review (that is, if you want to knock it out of the park). In this quick video, I will tell you exactly what you need to do RIGHT NOW to set yourself up for a stellar review at the end of the year.

If we constantly focus on maximizing near-term success, we'll find ourselves stuck in an endless scramble of responding to the most pressing needs in front of us. If, instead, we aspire to create a more sustainable and higher-performing future, we need to play the long game. Sometimes, short-term pain is necessary to achieve long-term gain.

Research tells us that, when we intentionally pause to reflect and learn from past experience, we feel more confident and competent moving forward. I want you and your team to feel more confident and competent going into 2024, so I’m sharing a tool to help.

We were desperate to create connection during the pandemic. So desperate that we started scheduling more meetings and inviting more people to them. Now we’re stuck with meeting norms that are wasting time and money. It’s time for a reset. Leverage these five strategies for an effective meeting makeover that will optimize your team’s time.

In a world where calendars are overflowing with back-to-back meetings and no time to pause, many of us feel out of control. Watch this week's Two-Minute to learn my #1 strategy for removing chaos from my calendar. Take it and make it yours.

If you struggle with analysis paralysis, this Two-Minute Tip is for you. Sometimes we get so focused on collecting more data and weighing perspectives that we can’t quite push beyond the analysis to make a final decision. But this can feel extremely frustrating for a team. Yes, your team wants to be heard. And yes, they want to influence decisions. However, they also want to work for a leader who is confident enough to make the hard decisions needed to move the team forward.

Part IV in our series on managing up will help you strategize how track and demonstrate more value than your leaders expect.

For fear of micromanaging, we often skip a critical step when setting direction with employees. But I believe this step is actually the key to avoiding micromanagement. Please don’t miss it.

Change is hard. Here’s a step-by-step guide that will help you understand and thoughtfully address the three biggest roadblocks your employees face when it comes to organizational change.

The world of work will never be the same after the extreme creativity and flexibility exercised during the pandemic shut down. Here are six strategies to consider as you aim to design the ideal hybrid structure for your team.

It can be hard to solicit meaningful feedback on a presented idea in a group setting. Use these three questions to narrow the focus of the feedback, making the process easier and more robust.