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Nine months into my first official leadership role, I got devastating feedback from my lead: evidently my team members and peer leads said I was defensive and intimidating and the one I’ll never forget— “responded to their input with thinly veiled contempt.” I was flabbergasted, angry and confused. Most
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Many leaders avoid accountability conversations because they don’t want to hurt their team’s feelings—or because they’re painfully aware of their own imperfections. But avoiding accountability doesn’t build psychological safety; it quietly erodes trust, fuels resentment, and leads to burnout. This a
One of the benefits of working on a team is more eyes means more opportunities to find problems (and solutions) fast. But what if your team members don’t default to sharing information? That’s frustrating–but luckily also preventable. These three shifts can help. Pay attention to your reaction
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We’ve all been there. You’re giving feedback to a colleague who keeps steering the conversation to how your behavior is the real problem. Your spouse is annoyed (again) about the dishes, seemingly blind to all the ways you keep the household running. Your kid is melting down because
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If your team is passionate, conflict is inevitable. But with the right tools, you can manage hot emotions at work without burning bridges—or yourself.
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Blame is a bit like junk food. It feels satisfying for a second, especially when we’re hurt, disappointed, or scrambling to make sense of what just went wrong. But it rarely leaves us better off—and often makes things harder in the long run. We think we’re holding
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If you know anything about the Fae, you know the first rule: never tell them your true name. With that information, they have power over you. And when the Fae have power over you, things tend to go sideways fast. Now, you may or may not be in regular conversation