Performance

Leaders be cautious promoting an individual before they have proven they are ready for the new position. Learn what your team wants, what you (really want) and what you want to do to avoid demoralizing your team and attacking team performance.

Do you and your team dwell on what you see as limitations or co-create from the place of what's possible? Too often we look at challenges as stopping points. What if we look at them as tomorrow's success?

I discovered in taking the (or being forced to take) the long hiatus from big business and team development is that - - - my story is not unlike many others I have heard of along the way.

Did you know you and your employee's have expiration dates? For the workplace that is. It is important as a manager to know your own and the warning signs that show when others are approaching the end of the line.