Categories

Even though many managers – and employees – would like to ignore emotions, pretending that such ‘messy’ things do not belong in the workplace, such studied ignorance is a dangerous gamble.

…as long as the work is meaningful, managers do not have to spend time coming up with ways to motivate people to do that work.

Having meaningful work that is supported by management can enhance life immeasurably.

…managers who say – or secretly believe – that employees work better under pressure, uncertainty, unhappiness, or fear are just plain wrong.

…as a manager, you must keep the progress loop in motion by continually facilitating progress and removing obstacles.

Far too many managers are unaware of the importance of progress and therefore neither worry about it nor act to support it.

This is how a manager creates psychological safety – by focusing on the work and what can be learned from it, rather than berating subordinates for errors.

You can’t wait for someone else to hand you an opportunity, you have to manage your own career.

Great management is this delegate, entrust, and debrief cycle on repeat.

Leaders have followers. Managers have employees. Managers make widgets. Leaders make change.