As you move through your career, there will be team members who are not like you in some way. It might be racially or ethnically or they might be a different gender. They might have different personal values, political opinions or religious beliefs. They might move faster than you or slower. They might crave small talk  »  Read More

You document behavior or performance issues and your actions so that you can remember what you did and why. You document behavior or performance issues and your actions so that you can explain your actions and decisions to others. You do this because you may have to explain what you did and why years after the incident  »  Read More

When it’s time to talk to a team member about performance or behavior, you’ll get better results if you do it without the adjectives. Your job is to describe the performance or behavior and their results so you and the team member can have a conversation about how things will change. When you use adjectives  »  Read More

Frederick the Great asked an important question: “What good is experience if you do not reflect?” Reflection starts with evaluation. Evaluate team performance to identify ways the team can do better. Evaluate individual performance so you can help team members improve. Evaluate your own performance, too  »  Read More