Giving constructive feedback that focuses on employees’ goals and helps them do better work—and be better people—is imperative, especially during this pandemic, and allows each employee to thrive.
Psychologists agree: Humans detest uncertainty. We’ll go to great lengths to avoid it—even choosing a known bad outcome over an unknown but possibly good one.
Unless a founder is independently wealthy, she can operate for only a limited time with her own savings. Securing pre-seed capital is extremely difficult for founders without access to networks of affluent people conditioned to write checks for risky ventures.
If you are a senior leader at a company or a business owner, look around at the people you work with. Who is engaged versus disengaged? The answer might surprise you.
One of our many discoveries has been how a person’s at-home set up affects his or her overall satisfaction. The most satisfied people were those who had a dedicated office space within their home.
Nuances of body language and communication can be lost in the world of virtual backgrounds.
Your quantifiable goals, such as revenue, might not be achievable if the customer no longer believes in your product.
The business environment is still rife with uncertainty because of the pandemic, and employers need to be cautious as they contemplate bringing employees back into the workplace. There are a number of areas of concern.
When we mapped how people felt about returning to the office, I foolishly thought the youngest folks would be the most ready.
Culture, we all know, eats strategy for breakfast. And yet, leaders often focus on the tangible, more measurable elements of their strategy they can comfortably see better—ignoring the softer, less visible aspects that make organizations truly healthy.
It can be tough to break through our shell and show vulnerability, but the initial investment pays dividends.
You have massive opportunity right now to start and grow a business if you assess market trends and respond accordingly.
Given the uncertainty, good decisions today need to incorporate farsighted thinking versus narrowband thinking. These complex decisions require a thoughtful and intentional process to increase the odds of having a favorable outcome.
Here are some tips for building trust with your manager so you can eventually stake a claim that you deserve to work remotely.
Perhaps the biggest key to making effective plans in all this is flexibility.
Companies, just like individuals, are learning hard lessons right now, too, clinging to old ways of doing things while grasping for creative solutions.
Engagement has clearly shown a correlation to greater productivity and workplace happiness, but how accurate is our method for measuring workplace engagement? There are better ways.
What I miss most is actually my people. My sweet, sweet colleagues. The lack of this serendipitous community has left the biggest impact on my body—a hole in my heart.
Resilience is found when people see obstacles as speed bumps rather than insurmountable peaks, and the coach’s role is simply to help his or her people maintain that perspective.
Investing locally is rewarding as part of a balanced portfolio. It is also exciting and gratifying to be part of allowing a local startup to launch or grow.