When you’re stuck between enforcing a return-to-work policy or not, there is another option.

Are you sure the employee took your feedback on board?

Motivators are in the eye of the beholder.

Like Ted Lasso said, “Be curious, not judgmental”

A good note can come from anywhere.

If we only knew then what we know now! We can’t change the past, but we can change the future.

Resist false dilemmas to find better solutions.

In a world of fast-paced change, the right answer today may be the wrong answer tomorrow. What does this mean for decision-making?

When you’re a manager with all the answers, it’s precisely the time to stop providing them.

How can you increase the chances that your team – and everyone you interact with at work – will talk about you at their dinner table the way you want to be spoken about at the board room table?

When you have the authority to make decisions, assign tasks, direct actions, and determine the outcomes for other people, they perceive your power over them more palpably than you do.

It’s not business OR people, it’s business AND people.

Managers may think they are recognizing good performance, but generic compliments only go so far. Here’s one powerful thing you can do to make sure your praise makes a lasting impact.

There is one thing you can do to reduce burnout on your team. Are you willing?

When it comes to feedback, silence is not golden – unless you’re coaching a long snapper.

There’s a better way to assess performance than connecting dots.

Don’t confuse nice with collaborative.

Do your employees push back when you assign additional work?

If you want employees to do exactly as they are told, you’re likely to be disappointed in the results.

Looking for your employees to take risks, speak up with candor, and try new things? It’s all about how you create a safe environment — with your words AND actions. Their stretch depends on you.