However, if the goal is to build alignment, ultimately, the team will want to get itself to a point where it can execute the skill of dialogue well.

The idea of constant growth is not only overwhelming and unsustainable, it disregards the natural cycles of ebb and flow, of order and chaos, of action and rest.

How can a leader know if they are creating a psychologically safe environment? That is an environment where members of your team can say what needs to be said to you or to the team as a whole.

By prioritizing one-on-one meetings, you’re not just managing, you’re leading.

Confidence levels can actually be tied to your ability to figure something out.

Communicating up is a key part of managing up. However, it can feel like an extraneous task to write an email or put a deck together for work that is already done.

In leadership development, navigating interpersonal dynamics plays a key role and so much of the angst I see in my leadership coaching clients is because they are taking the actions of their colleagues personally.

Use the COIN method to offer feedback to your teams in a way that’s separated from the emotion of the situation.

Breaking free from the codependency journey as a leader is a transformative process, trust in yourself.

Welcome misalignment so that you can work as a team to build the necessary shared understanding to allow for progress toward the change.