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 
In a previous article about understaffing, we spoke of the importance of leaders becoming more influential to maximize their impact and get the most from their teams. In this final part of the series, we focus on the “C” of “E.P.I.C.”, how to communicate more clearly and openly. All leaders need to communicate clearly and... Read more » 
In a previous article about understaffed leaders, we spoke of the importance of pulling understaffed teams together to ensure that they are cohesive and that work gaps do not remain unfilled. This essay will offer added strategies for understaffed leaders to help their teams overdeliver. At the heart of great leadership is influence, as in... Read more » 
In our first E.P.I.C. segment, we spoke of the importance of setting clear expectations (“E”) that empower leaders and their teams to be strategic, take initiative, innovate, and deliver desired results. In this post, we will focus on the second “E.P.I.C.” component, pulling your team together and connect them deeply to the mission (“P”). You’ve... Read more » 
