You are an ally, not an enemy.

We do business with those we know, like and trust.

Why context is king, part two.

Inclusion is simply the invitation to join.

Accountability comes through trust and systems. Three ways to hold your teams accountable.

Facilitative leadership requires long game thinking and delegation. Make it easier with these tips.

Psychological safety - it’s the secret sauce du jour for making great teams but without a robust skill set and paradigm, leaders attempting to create psychological safety might just create a mess.

A big part of leadership development is building the courage to authentically and constructively speak our minds in order to build and maintain alignment with others. Effective leaders highly value the need to maintain alignment. That means asking early for clarification and greater understanding, before the little unclear things are allowed to fester.

If the buck stops with you, how do you reconcile with the fact that you want your people to own their role and feel empowered to use their creative thinking within that role? I've got good news: you do not have to give up your power in order to grant power to others.

Are your group or team conversations truly reflecting the full range of thinking happening inside the heads of those in the room? It needs to if you are to truly harness the collective intelligence potential that is greater than the smartest people in the room would be alone. (And this is not a given, by the way.)

There is one question you can ask that will help you actually hear the truth right then and there from the people who have information or perspectives that you can't yet see.