From time to time, I will have a meeting with a potential client about working with them or their team.

Want to know a big red flag?

Sometimes pushing back can be particularly challenging when a stakeholder is angry and/or powerful. It requires a delicate balance between maintaining the relationship and respecting your own limits. Here are 5 strategies that you can use to push back effectively in these difficult situations.

Dispositional attribution vs situational attribution.

If someone else does something wrong in their role as a leader, we tend to attribute it to their disposition. But if we do, we attribute it to the situation. I explore the difference in this week’s blog…

Imagine two circles. One represents you, one represents your role at work. How much overlap is healthy?

Here’s an exercise to help you answer that question.

Learning and growth require stretch and discomfort AND rest and consolidation

In the zeitgeisty rush to get out of our comfort zones, don’t forget to head back there sometimes for a little R&R.

Learning and growth requires stretch and discomfort AND rest and consolidation. In the zeitgeisty rush to get out of our comfort zones, don’t forget to head back there sometimes for a little R&R.

As leaders, we often hear about the importance of stepping out of our comfort zones, but it can be easier said than done. It’s natural to stick with what feels safe and familiar. So, how can you get comfortable with being uncomfortable?