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.

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.

Being authentic as a leader is what will help you stand out, leverage your natural strengths to be your best, and connect with your teams more easily. It's helpful to have role models and mentors to look up to, especially in leadership, however, we're all so unique that what works for one person isn't going to work for everyone. So, we can get the best results for ourselves and our teams when we look inward at our own strengths and qualities and develop a vision and plan for how to be our most authentic self as a leader.

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

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.