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

You can’t prevent the changes, but you can give the team the foundational cohesion to process and integrate the changes.

Talking about complex issues is essential to navigating slowly toward a resolution.

Cultivating the discernment to know what to pay attention to when is a leadership achievement.

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

Team issues can feel like wrestling a big hairy monster with a blindfold on. It can feel emotionally messy, tactically murky, and multi-faceted beyond that. There can be a lot of noise.

Righting this ship, to mix metaphors, will take time.

A huge part of leadership is communicating well -- getting your message across effectively.

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.

In leadership development, navigating interpersonal dynamics plays a key role and so much of the angst I see in my leadership coaching clients is because they are taking the actions of their colleagues personally.

Use the COIN method to offer feedback to your teams in a way that’s separated from the emotion of the situation.