As a leader it’s your job to help your team engage in healthy conflict around ideas.

In order to ask a coaching question instead of giving an answer, you will need to change your leadership habits

Accountability comes through trust and systems. Three ways to hold your teams accountable.

Psychological safety - it’s the secret sauce du jour for making great teams but without a robust skill set and paradigm, leaders attempting to create psychological safety might just create a mess.

A big part of leadership development is building the courage to authentically and constructively speak our minds in order to build and maintain alignment with others. Effective leaders highly value the need to maintain alignment. That means asking early for clarification and greater understanding, before the little unclear things are allowed to fester.

We all have experienced someone on our team who plays the role of Debbie Downer or Pessimistic Pete. They may complain about what's not working, voice fears and hurdles they see in the future, or simply exude resistant energy through their body language. It can feel like these teammates hold the group back.

It’s no secret that burnout is rampant these days and it’s one of the primary challenges facing leaders and organizations. Here are some ways you, as someone in a leadership position, can use the weekly or bi-weekly 1-on-1s you already have in place to catch burnout early and nip it in the bud.

Relaxed attentiveness is what you’ll see in a team that is doing its best thinking together. Team members exhibit a state of relaxation, not anxiety, and a calm attentiveness — they’re not multitasking.