Workplace productivity is a huge challenge for nearly every company, business and organization. Leaders struggle to get their own work done (and do the RIGHT work,) while also guiding, empowering and motivating their people to achieve maximal 
In past posts I have made the argument for why leaders need to delegate, discussed how to use situational leadership to delegate more effectively, and shared tips on both what and when to delegate and how to monitor the 
On one recent New Year’s Eve I had a late morning meeting in midtown Manhattan. I left my New Jersey home with time to spare and caught a bus into the city. My walk from Port Authority to the meeting at Rockefeller Center 
Let’s assume that you want to delegate a task that’s been sitting on your desk since… forever. You know what needs to get done and have (finally) found (and/or trained) the right person to do it. Let’s call this person Sally. You sit down 
Tommy has been working really hard recently. He’s come in early most days and has been more productive than ever. He is leading his team towards the end of an important project and you want to recognize him for getting it done and for setting a powerful example. 
As a boss, you want to reward your people for the work that they do every day or for a special effort that they made. You know that gifts can bring joy and also boost workplace morale and engagement. But what is the best way to show your appreciation? Consider the following 
In our last post, we shifted the conversation from how to GIVE feedback like a Boss to how to RECEIVE it like a, well, Boss. We discussed the importance of developing a Growth Mindset and making yourself more approachable so
We have discussed at length how leaders can deliver effective feedback that focuses on actions and their consequences and builds coaching and support into the feedback process. As important as it is to share feedback effectively, it can be equally vital 
In a previous post, we discussed how leaders can use the “EARN approach” to give effective feedback to team members. Following are some other tips to help you deliver more effective feedback to your coworkers. Be positive – If your intention is genuine, and you can convey this to the employee, there’s a good chance... Read more »
“Make feedback normal. Not a performance review.” – Ed Batista During leadership training, I will often ask participants to describe what good (and poor) feedback looks and feels like. At one recent talk to mid-level managers, I received the following descriptors about strong 
