How do you respond when someone says “You’re wrong”? Do you whip out your boxing gloves or start wagging your tail?

Ending well is more significant than most of us realize due to a psychological effect known as the peak-end theory.

We want employees to be hungry for team success. This week’s video offers a few thoughts on sparking that kind of ownership and motivation in your employees.

We can foster extreme employee ownership as long as we bolster it with two other key supporting elements.

Instead of focusing on paperwork and process, let’s focus on building connection during the onboarding journey.

Being more flexible will drive engagement and performance in existing employees, and attract new talent to come into the organization.

I offer 3 simple questions to help you reflect on your work and act on your insights.

It’s not just about having space to make mistakes - it’s having space to correct those mistakes.

My grandma was a powerful force, and she focused her energy on what she could control—on what was possible.

Your team can only access their brightest ideas and deliver their best work when operating in a healthy climate.

In this third video in the series, I explore the importance of status: the first component of the SCARF model.

I believe the most important job of a leader is creating a healthy work environment that brings out the best in your team.