Conflict in the workplace is stressful for everyone. And there's 1 tactic that has helped me. It's the difference of playing Offense vs Defense.

Creating a high performing team is not as mysterious as we're led to believe. Leveraging Squadify's dataset, they were able to identify 3 conditions that consistently correlated with having a high performing team.

Great managers ask great questions. Leverage the 4 powerful questions shared here and watch for how it changes the dynamics between you and your people.

Back to school is a time for fresh haircuts, new notebooks, and kids seeing their friends again. It’s also a super stressful time for working parents and caregivers.

Managers and leaders are well positioned to help reduce the stress of their people and ensure everyone is thriving, not just surviving.

Nothing beats a team that comes together to do hard things. Whether racing as a triathlon team or building a company, who you bring onto your team will impact your trajectory of success. And for work teams, that means strengthening your hiring process to ensure you’re bringing in great people to do hard things with.

Leaders enable conditions for success for their teams. Using the 3Cs model by Squadify, we look at the last C: Competence.

Competence is not only the skill and the knowledge, it’s the behaviors and attitudes. Simplified, it’s ensuring you’re creating the conditions for your people to have the skills and the will to perform together as a unit.

Climate is a Condition for Success for high performining teams. And Climate is more than just culture, it’s asking the question, “Do I/we have all we need to succeed?”

Read more to understand the impact of Climate and 10 actionable ways you can contribute to a healthy and productive team Climate.

6 out of 10 teams are underperforming. Ensure your team is not part of that statistic by consciously adopting the 3Cs and becoming a master at enabling Clarity within the team. Learn more about what Clarity is and 8 ideas for action to ensure you’re maximizing Clarity.

Want a high performing team? Want strong team dynamics? Fostering strong teams is not as elusive as most of us think.

In fact, there are 3 conditions for success for high performing teams: Clarity, Climate, Competence.

This is the first edition in a series focused on helping leaders create stronger teams.

Trust and transparency - two qualities we want to feel and receive from our leaders. But how do we manage up to get more?

Today I'm sharing 4 tactics to help you receive more trust and transparency from your own leader.

And as a bonus, if you're on the job hunt, I've included 3 sample interview questions to help you dig into their culture of trust and transparency.

Increasing trust and transparency starts with the leader. And there are two tangible ways leaders and increase the trust they are building with their people and the level of transparency team members feel from the leader.

What if you stopped trying so hard to motivate your people? And instead, you focused on improving their engagement. There’s an argument to be made that seeking to supply an endless stream of motivation is the wrong goal. Read more on how you can increase engagement with your people.

Terminating team members is never easy, and there is a way to do it right. Read more to learn how to know when it’s time, best practices, and how to share the news.

There are valuable lessons to be learned about your team and company culture by objectively looking at 3 areas. Who you are Hiring, Firing, & Promoting.

The patterns, trends, and observed behaviors of the folks in these 3 categories will speak louder than any values poster you hang on the wall.

Most managers don’t get the upward feedback they want. And there are two things you can do to more successfully get feedback from your people so you can be the best people manager possible.

Every manager and leader falls into this trap at some point:

They become a bottleneck for their team.

Dive into 3 ways you can scale yourself and ensure you’re not being the bottleneck that will slow down your team’s progress.

What it takes to be a high impact manager and leader is not a mystery. And when you combine the nuances of working with humans with the need to deliver business results, we can lose track of what it takes to be an impactful people leader.

These 10 Keys To Impactful Management & Leadership are meant to serve as a cheat sheet and a way to recenter yourself on what we know works.