There is still a way to harness the fresh energy that a new year brings without setting yourself up for failure

Transitions often move from known to unknown. Often they bring us from old and stale to new and exciting. Some transitions, though, aren’t so welcome.

You can’t control your team, but you can create an environment that supports them. 

Here is one of the biggest obstacles for leaders trying to build shared ownership on their teams for greater engagement and collective intelligence.

I remember a handful of times this spring when I connected with colleagues about feeling overwhelmed by the workload. I joked that I was "stifled by my own ambition" as a way to articulate that I brought this on myself. The ironic image evokes laughter because the words seem incongruous. Why would anyone stifle themselves?

Vulnerability we demonstrate when we allow others to know us more deeply brings both exposure and understanding.

The goal is to always be able to answer the question, “what am I doing right now?”

We weren't just attending "another meeting" out of obligation, but instead, we made a conscious choice to be invested with a clear, mutual, and relevant purpose.

The idea of constant growth is not only overwhelming and unsustainable, it disregards the natural cycles of ebb and flow, of order and chaos, of action and rest.

How can a leader know if they are creating a psychologically safe environment? That is an environment where members of your team can say what needs to be said to you or to the team as a whole.