Teams come together for various operational reasons. Knowing why you bring your team together will help clarify its purpose and motivate members to bring their best.

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

Leaders, if you want to encourage your team to develop in a certain way, gain a certain skill, or create some other change, you can't just talk about it once.

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

However, if the goal is to build alignment, ultimately, the team will want to get itself to a point where it can execute the skill of dialogue well.

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.

Communicating up is a key part of managing up. However, it can feel like an extraneous task to write an email or put a deck together for work that is already done.

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.

Welcome misalignment so that you can work as a team to build the necessary shared understanding to allow for progress toward the change.