Are you asking your team members for feedback on you, your leadership style, and your relationship? Even if you have a seemingly great relationship with your employees, don’t you want to know if there are things you could be doing better to make their jobs easier or to build more trust with your team?

Most managers only prioritize feedback once or twice a year during the formal performance review season that their company requires.  Discover how to give ongoing, meaningful feedback that boosts employee engagement, retention, and performance all year long. Includes the right positive-to-constructive ratio, timing tips, and channel-by-channel guidance.

Imposter syndrome is persistent self-doubt combined with professional fraudulence. I've found it's one of those terms that a lot of people, especially women, can easily label themselves with, but then don't know how to move past it. What's really at the core of imposter syndrome is you don't trust yourself. Continue reading for several exercises to build your confidence and move past imposter syndrome.

Instead of being about the power you have, I like to see authority as having an impact on the people around you or the situations you're in. Whether you're managing the people, leading the project, or not, you can still show up with confidence and act with authority. Continue reading for specific techniques including your body language, how you lead meetings, and adding your unique value.

Emotional intelligence is the ability to be aware of, control, and express one's emotions, while handling interpersonal relationships. This can be one of the most difficult yet most needed skill of a leader. This is what allows leaders to handle difficult situations most effectively by being a guiding light to others during times of uncertainty. In order to build your own emotional intelligence, you need to focus on the four key skills within emotional intelligence.

Providing feedback doesn’t have to feel uncomfortable or awkward. Learn practical ways to recognize your employees’ strengths, deliver constructive feedback that motivates change, and create meaningful development plans that keep your top talent engaged all year long. Watch the webinar replay or read the highlights.

As a people leader, you have a lot of layers of responsibilities for each of your employees. Unfortunately, we don't always take the time to fully understand the differences between each role and we don't think proactively about them. So today, I want to challenge you to think about how you approach each of these areas, which you're best at, and which needs more attention and intention.

Leaders need to be able to navigate conflict in a productive way. Unfortunately, a lot of us are never taught these soft skills of how to handle difficult conversations when emotions may be high. This requires emotional intelligence in order to be able to regulate your own emotions and understand the emotions of the other people involved.

Most people don't like conflict. A lot of us avoid it at all costs, delay it as long as possible, or say anything just to get through it. Sound familiar? But as a leader, conflict is something we need to get more comfortable with navigating, both for ourselves and for our team. When building your growth mindset around conflict, the best place to start is shifting your relationship to conflict.

Delegation isn't one-size-fits-all. Learn the 4 types of delegation, when to use each, and how to stop micromanaging your team.

Delegating can be hard for a lot of leaders when it's one of those skills we're rarely taught how to do but need to be able to do consistently and effectively for it to be effective. A privilege of being in a leadership role is that you get to (and need to) do less of the day-to-day execution of the team's tasks so you can be focused on the long-term projects and strategic planning for the team. Continue reading for simple tips on how to navigate this effectively.

Most people managers or supervisors have been promoted to a leadership position without any leadership training (or guidance even) about how to manage people. Just because they were good at producing the output at an individual level, does not mean they have the tools to lead others to achieve similar outcomes. Continue reading for ten common signs that leadership training would help improve your own performance and that of your team.

Just like a company's mission statement, having your own personal leader mission statement is a helpful tool to think more strategically about your 'why' with a specific statement you can refer back to. A leader mission statement is a declaration of your purpose, or the 'why' behind your leadership. You can use it as guidance for your decisions, inspiration for your work, and a bridge to connect with your team.

A practical guide to navigating performance review feedback - how to deliver it clearly and receive it without getting defensive, from a leadership coach.

Do you ever think about how your language could be holding you back as a leader? What about how it holds back your team members? All of this could be causing disconnects and miscommunications, and honestly making work harder for you and them. One way to enhance your communication style as a leader is to make it more empowering, for yourself and others.

These tips have helped me immensely while navigating difficult times personally and professionally from unexpected company restructurings to navigating the pandemic to handling the losses of loved ones. We will continue to need to navigate challenging situations full of uncertainty in the future. And the more intentional you are, the better off you will be to confidently navigate it when the time inevitably comes around again.

Communicating like a leader can be one of the hardest leadership skills for both new and seasoned leaders to develop. What makes communication skills so difficult to learn and adjust is that a lot of our current communication skills are our personal habits that we've had most of our lives. When you can hone in on these skills, you'll find your effectiveness increase substantially.

Most of the time new managers are promoted into a management role with little to no training on how to manage people. So let's get you set up with three leadership development skills you can start growing today with this mini training. These skills has been chosen purposefully because they have such an impact on the leader, the team, and the organization.

One of the most surprising new responsibilities for professionals transitioning from an individual contributor role into leadership is the new need for strategic thinking. It's less about your own day-to-day tasks or work, and more about bringing other people together to achieve a common vision. Or put simply, you need to be more proactive instead of reactive.

Starting your first leadership role can be exciting yet intimidating. Setting yourself up in your first 90 days as a new manager can help you build the habits, discipline, and support that you (and your team) need to be successful over the long-term. Part 1 we will cover setting expectations for yourself.