I’ve worked with countless leaders and executives who refused to take time off in the summer, and if they do, they make it a “working vacation,” which defeats the purpose of taking some well-deserved time away from the office.

Some employees hesitate to return to the physical office because of their long commute or introversion. Others are bored of working from their remote workstation of solitude and can’t wait to start collaborating with their colleagues face-to-face. I think the majority of folks are somewhere in the middle.

The game slows down a bit for you, but you are still playing at a good pace. If you pay attention and learn about yourself, understand yourself, learn about others, understand others, and let your ego fade into the background, things unfold around you, and you can navigate them with a little more grace and ease.

Healthy conflict enables organizations to operate at peak performance because it fuels new ideas, creative problem solving and friendly competition.
But it is essential to make sure everyone on the team gets to express their different point of view, regardless of their comfort level with sharing or defending ideas in a group setting.

Workplace conflict can range from low to high intensity and everything in between.
Some organizations or teams will have false harmony and refrain from conflict. It usually starts with the leader who pretends everything’s fine. Then, on the other end of the spectrum, you get ugly, mean-spirited attacks and anger that go unchecked. And somewhere in the middle, there’s this healthy conflict. This is what you want

I wanted to share some new year’s wishes for you in the hopes that some of these tips may be able to help you find your desired work-life balance, stay strong mentally and physically and embrace all the growth opportunities that come your way in 2023!

The Holiday Season is a magical time of the year. But for many, it can quickly turn into Stress-mas.

Your personal and professional calendar is bulging like Santa’s gift sack. There’s the school Christmas concert, community events, the big family dinner – oh, and you’re hosting this year, the office party, lunches with your boss, clients and friends, etc. So many invitations! Of course, all this is in addition to decorating, putting up your lights, tree-shopping and last-minute gift-buying and wrapping.

Did you know superstar Tampa Bay quarterback Tom Brady can skip Wednesday practices? 

After winning multiple Super Bowls and MVPs, there’s no doubt the GOAT has earned this enviable job perk. 

Too many team managers fall into the trap of believing that each team member needs to be treated equally. But fair and equal are not the same thing. Here’s why: we don’t all perform equally, and we don’t all invest in the team or organization equally. 

So, if you’ve got a high-achieving member who has, for instance, intimated they want a better work-life balance, why wouldn’t you explore that with them? Ultimately, it’s going to make them more satisfied and more productive -- so it’s a win-win. 

When an employee is struggling in a role, he or she knows it. This can provide an opportunity to consider a career change or find a work culture that better fits them.

And by making a move, you’re creating an opportunity for your team to reach its full potential because you can find the right person for the role.

For many business leaders, September marks a return to the office after stress-free, sun-drenched days at the beach or a cottage with family and friends.

It’s a return to routines, time to refocus and finish the year by hitting targets set in January.

Lately, though, I’ve thought that September – rather than the start of the new year – is a better time to map out your goals and plan of attack for a successful year for your business and career.

It wasn’t that long ago that the hallmarks of a strong leader were never to let them see you sweat, always have the answers and never show vulnerability.
Fortunately, times have changed. A business coach colleague of mine, Jason, recently reached out to talk about vulnerability and leadership. That got me thinking more about leaders openly sharing the challenges they are facing with their teams. 

What are your summer vacation plans? Not planning time off? You probably should.

Time-off benefits include better health, reduced stress, increased creativity and productivity and enhanced job satisfaction.

Yet, I still work with many leaders who are reluctant to take vacations, or when they do, they can’t stop checking their smartphones for work-related emails.

Unfortunately, mental health struggles aren’t always apparent because people are so used to hiding it, and it’s sometimes a more complex topic to broach.

As leaders, we have a responsibility to connect with and support the mental health of our employees. 

It doesn’t mean you need to become their armchair therapist. Just asking someone how they are doing and letting them know they’re not alone can make a difference. Once the door is open, you may encourage them to get help and tell them what types of support are available through your company or outside work. 

Bad-behaving employees can affect your entire team and culture.

I’ve worked with leaders and teams in various industries and workplace environments, and I can tell you that when an employee starts acting negatively, it rarely stops on its own.

It tends to get worse, and can lead to hostility, uncooperativeness, project sabotaging and office gossip. 

It may be an awkward or uncomfortable conversation, but leaders cannot ignore this team-wrecking behaviour.

What’s your morning routine? I ask because an optimized wakeup ritual can change your entire day. If you recalibrate just a few things, you can boost your mood, creativity, and productivity – all as little as 10 minutes. I’ve been doing this for years and want to share some secrets to getting a good morning start.

Effective positive and constructive feedback improves team productivity and job satisfaction, yet many leaders I speak with seem reluctant to provide it.

I get it. Providing employee feedback may seem uncomfortable, especially if you don’t do it regularly.

Achieving goals will give your team a sense of accomplishment and, as importantly, some positive momentum. 

This doesn’t mean forsaking long-term planning. But we have to learn from the past two years of unpredictability that have scuttled many business and team goals and be ready to quickly pivot.

Leaders who respond with kindness, compassion and empathy can connect more deeply with their teams and leave them feeling supported and inspired.
Here are a few gifts to give your team this holiday season.

Why does trust matter?

More trust equals fewer office politics, more open communication and risk-taking, less drama and better collaboration and results

Many leaders I’ve coached avoid getting involved because they are afraid. I might make things worse; I’m not a counsellor, I’m not an HR professional. Some have the old-school (and outdated) mentality that this is work, and you leave your personal stuff at home. 

Others feel that if they take it on an employee’s problem, they have to solve it. 

These are some common barriers. But you don’t have to have all the answers to help.

As a manager, you can ask a simple question. How are you doing? No, really, how are you doing? Remember that you may be the only person asking them this question. 

Let them know you are there for them.