Too many leaders give their team permission to give feedback, to disagree, or to challenge one another’s ideas. Permission won’t drive action. If you want more healthy conflict on your team, stop giving people permission and start helping them appreciate their obligation.
The term “fail fast” is in fashion now thanks to design thinking. Unfortunately, most leaders aren’t clear on what types of failures they’re looking for and what types should be avoided at all costs. This article outlines the difference.
Virtual teams are hard on relationships and they’re particularly challenging for productive conflict. But avoiding conflict on a remote team is just as harmful to both your business and your relationship as it is on a normal team. These tips will help you work through conflict with a remote colleague so you can get back to business.
Don’t get in the middle of feedback between your team. If someone comes to you, encourage them to share the feedback directly. Doing otherwise encourages passive-aggressiveness and reduces the value of feedback. Here are the steps to build that muscle in your team members.
Everyone is selling something these days, often themselves. The gig economy has us relying on friends to like, share, and refer and it can become too much sometimes. Tips and techniques to limit the damage self-promotion does to your life and your relationships.
Work is hard. Sometimes your teammates just need a safe place to vent. As long as it’s just venting, it’s not a problem. Learn the difference between venting, gossiping, commiserating, and wallowing and how to redirect a colleague if their venting turns into something more insidious.
Leading through change is incredibly difficult and requires significant energy, patience, self-control, and stamina. Use these techniques to build your resilience over the short-, medium-, and long-term.