Are you doing these three things to ensure, your success on the current project, and the problem doesn’t happen again:

Rather than using your mind to have the last say in all your decisions, can you allow yourself to check in with your heart, your body, and your soul?

There is one fundamental question all leaders need to ask themselves:  Is the purpose of leadership to serve—or is it the expectation to be served?  A leader’s answer is important because it leads to two fundamentally different approaches to leadership.

Do you confuse collaboration with simply getting along or being polite? Do you shy away from conflict or debate? Are you afraid to speak your truth?

Leigh Branham identified four basic needs that weren’t being met that started people on the path to disengagement and ultimately quitting a job.

Performance management can turn a once-negative process into a positive “How can I help you succeed?” approach.

Executive coaches identified three common themes and the biggest mistakes good leaders make.

Conflict can be healthy for a team when it is channeled properly.  The challenge for leaders is knowing how and when to intervene.

Do you have a plan for helping the team move forward when conflict arises?

Employees want communication, a trusting relationship, and clear measurement standards from their immediate supervisor. Leaders can help create the type of environment people are looking for at work.

Stating clear expectations is just the start. What else should you be doing?

Unspoken expectations are a curse upon relationships. It’s a surefire way to guarantee you will have conflict and discord that leads to poor teamwork and collaboration in the workplace.