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.

Difficult management conversations are easier and more effective when we strategically plan and structure our talking points.

Learn 3 core areas to focus your energy to ensure you’re communicating clearly, taking care of your team member, and you’re driving forward to a productive outcome.

What makes difficult conversations difficult is that our mind tells us they’re difficult. But if you found a way for these to be less difficult, your stress would go down and your results would go up.

Your inner game drives your outer game. And that’s why I’m sharing 3 steps to get you on your way to having these conversations feel less diffcult.

During change, people are hungry for vision. Rather than waiting on your leadership team to communicate an updated vision, you have an opportunity to step in and more powerfully lead your own team with vision.

Learn 2 tactics to lead with stronger vision during change.

When people are struggling to adapt to change, managers and leaders tend to beat a dead horse with “The Why.”

There’s a better way. Resistance to change comes from fear, a sense of loss, and a change to the way we perceive ourselves.

Learn 3 steps to effectively address emotions to improve your overall change management.

A key with organizational influence is you can not do it alone. And it’s not enough to have supporters, you need Advocates.

Learn 3 tactics and 2 pro tips to accelerate the way you’re leveraging Advocates to influence without your organization.

Increasing your organizational influence, and influencing without authority comes down to 3 core components: Expertise, Audience, and Advocates.

In this 3 part series focused on increasing your influence, this is part 2, highlighting 3 tactics to strengthen your connections and effectiveness with your Audience.

Welcome to a 3 part series dedicating to helping you strengthen your organizational influence. Influencing without authority is possible. And in this series, I break down 3 foundational elements that enable you to drive meaningful change.

Under performance happens, AND it doesn’t have to take 12 months to manage someone out. Dive into the 3 levels of feedback conversations that enable you to more successfully address performance issues. As a bonus, I’m not only sharing sample language, I’m also providing a resource for stronger documentation.

Management is an endurance sport. It’s not a sprint and it requires deliberate training, development, and focus.

There are 5 qualities to help you step into being an Endurance Boss. Check out what they are and use the questions for deliberate reflection to make moves in your own management and leadership game.