Even the most qualified hires require structured training to clarify expectations, enhance engagement, and boost productivity; without a training plan, new employees struggle to integrate and perform effectively, ultimately impacting team performance.

James Baldwin’s insight emphasizes the necessity of confronting issues like prejudice and bullying, which require ongoing leadership action; in a video lesson, Kim Scott offers practical strategies to foster respectful team culture and effectively address harmful behaviors.

Firing someone is challenging, but restaurateur Will Guidara emphasizes the importance of understanding an employee’s struggles before making a decision, urging leaders to assess whether the issue is a lack of effort or a mismatch in role, and to provide necessary support.

Restaurateur Will Guidara emphasizes the importance of balancing praise and constructive criticism to cultivate a culture of growth and excellence, sharing five essential rules for providing and receiving feedback effectively.

Real accountability, as emphasized by CEO Brent Gleeson, involves individuals taking full responsibility for project outcomes, fostering a culture of trust and resilience, and requires leaders to model this behavior by owning mistakes and prioritizing ethical values in peer reviews.

Leaders can uniquely implement vision and strategy within their organizations, and art historian Amy Herman’s ADOPT ME model—Assessment, Delegation, Observation, Perception, Tolerance, Mentoring, Evaluating—helps sharpen their leadership skills and enhance team perception.

Managers can maintain friendships with their team but must establish clear boundaries to avoid favoritism, ensure fair treatment, and prioritize professional responsibilities, particularly when providing feedback or navigating sensitive situations.

As companies increasingly rely on data-driven performance evaluations, they risk entrenching cognitive biases that distort assessments, highlighting the need for ongoing bias training to ensure fair evaluations and avoid homogenizing their workforce.

Effective feedback requires a delicate balance; establish psychological safety through praise, provide specific recommendations, and use the COIN Model to guide the conversation, ensuring the recipient feels supported and motivated to improve over time.

Hearing your recorded voice can feel strange, much like receiving feedback on your leadership; to foster personal growth, it’s essential to gather honest insights from others, ideally with the guidance of a coach, to align your intentions with your impact.

Guy Snodgrass emphasizes the importance of actively seeking targeted feedback on strengths and weaknesses to foster growth and improve performance, encouraging professionals to embrace constructive criticism as a means to meet standards and enhance organizational culture.

In this video lesson, organizational psychologist Adam Grant emphasizes the importance of timely feedback, framing it as actionable advice rather than criticism, and differentiating between types of failures to foster growth and development in direct reports.

In a video lesson, organizational psychologist Adam Grant argues that separating praise from criticism and framing feedback as attainable growth goals enhances effectiveness, as the traditional “feedback sandwich” often dilutes the impact of constructive criticism.

Organizational psychologist Adam Grant emphasizes that effective leaders balance encouragement and constructive criticism by acting as coaches, helping individuals recognize their strengths and weaknesses while fostering personal growth through self-awareness and feedback.

In this video lesson, inclusion specialist Ruchika Malhotra emphasizes the importance of delivering clear, actionable feedback to women of color by using the Situation-Behavior-Impact (SBI) framework to focus on substance rather than vague comments about style.

Leadership consultant Simon Sinek emphasizes that true leadership involves caring for your team, while psychologist Daniel Goleman highlights that emotionally intelligent leaders foster positivity and support, significantly enhancing team performance and well-being.

Professor Suzy Welch emphasizes the importance of recognizing and supporting star employees to prevent resignations, while also addressing the challenges posed by different employee types—The Departed, The Headache, and The Heartache—to foster team success and maintain respect.

Retired four-star general Stanley McChrystal discusses fostering shared consciousness and team-based performance incentives to align individuals with organizational goals, emphasizing transparency to prevent rogue behavior and encouraging collective success over individual achievements.