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Coaching for Change

Change is hard, but for most people at some point necessary. People will need support with this process. They’ll need a coach.If you're a manager, your most important job is to help those around you reach their greatest potential. And you can learn how to...

The Neuroscience of Trust

Compared with people at low-trust companies, people at high-trust companies report: 74% less stress, 106% more energy at work, 50% higher productivity, 13% fewer sick days, 76% more engagement, 29% more satisfaction with their lives, 40% less burnout. In this article you can discover eight management behaviors that foster trust. These behaviors...

The Role of a Manager Has to Change

The manager's role and purpose has not kept pace with what is required. Managers must once again become genuinely human: to love learning and teaching, to liberate and innovate, to involve others in the process of imaginative thinking and to challenge everyone around them to...

Stop delegating, start training

The central part of the manager's job is people development. This includes people who want to become leaders like you one day. When you take on the mindset of a trainer instead of a manager delegating work, you will have created a team of trusted...

Learning as Part of The Job

Companies invest considerable money and time in the development of talent, but without the up-to-date work to ensure that leaders build a learning culture. Frontline managers have the greatest and most immediate impact. If you're a manager who wants to grow your team, show that you...

Reaching Your Potential

Ambitious professionals often spend a lot of time thinking about strategies to help them achieve even more success. Step back and reassess your career — starting with the recognition that managing it is your responsibility. Too many people feel like victims in their career even...

5 Employee Burnout Causes

Burnout has become “just part of the job” for many workers. This can trigger a downward spiral in individual and organizational performance. If you don’t address the causes of employee burnout in your organization, you won’t have a workplace environment that empowers employees to feel and perform their best.