Burnout and Compassion Fatigue
Unification and consensus have their roots in empathy
The terms “unity” and “consensus” are often used to sugar-coat exclusion. Empathy is at the root of true unification and consensus building.
Executive and Nonprofit Leadership
Self-assuredness is the enemy of leadership
Success in business builds ego, but that self-assuredness can be the downfall of an otherwise good leader.
Executive and Nonprofit Leadership
Five characteristics of resilient teams
A resilient team embraces change and doesn’t fear turnover. Here are five characteristics of highly resilient teams.
Caregiver Support
Three ways to maintain your poise when you’ve run out of patience
Crisis brings out the worst in people. If you’re trying to solve someone’s problem, here are three ways to maintain your poise even when it seems like they’re working against you.
Courage
Don’t throw out the lightbulb just because it showed you an uncomfortable truth
Don’t throw away the light bulb because it showed you an uncomfortable truth. Transparency doesn’t build trust. Transparency creates awareness; actions build trust.
Communication
The simplest tool for empathetic leadership: Don’t ask why.
“Why” is a way to get answers, but it’s also an accusatory, aggressive question to ask. Empathetic leaders don’t ask why. Here’s why.
Executive and Nonprofit Leadership
The best leaders understand motivation. Push, pull, self-propel, or drift. Yes to all of it.
Leaders need to understand the four basic types of motivation and how they can exploit them all to get their teams moving forward.
Executive and Nonprofit Leadership
Celebrating milestones: an important leadership practice
I’m celebrating milestones today. It’s important for a person, and it’s especially important for leaders. We don’t pause to celebrate milestones often enough.
Executive and Nonprofit Leadership
Lead your team to a consensus, not conflict
Getting people to consensus, not conflict, relies on sticking to the basics of leadership. Meetings that devolve into opinion free-for-alls serve no one.
Executive and Nonprofit Leadership
Middle managers struggle with mental health at work, too
Middle managers are squeezed, having to look out for the mental health at work of their teams, while also driving performance for the company.