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Managing your feelings is as important as managing your reports; when you consider a throwaway comment or a momentary bad mood can ruin someone’s day.

Reactive, hot-tempered managers are hurtful, demoralizing, and the top reason people quit their jobs.

Often managers don’t know how their reactions come across, and because their days are so packed, they don’t have time to reflect on or apologize for their negative reactions.

The mere presence of a manager asking questions about what the team is doing can have severe consequences beyond any obvious reactions.

…if a manager learns to ask questions and lead with empathy, they create a very important opportunity for the team member to open up, share, and even solve problems on their own and grow.

…it’s just as important to develop people as it is to generate short term value for the company.

When teams learn to work out their differences, it’s called healthy conflict. We don’t always need to agree, but we do need to recognize our differences and agree to an approach on how to proceed.

Any form of process improvement involves a short-term sacrifice for a long-term gain.

Teams that avoid [retrospectives] are not focused on improving anything and are often suffering from psychological safety challenges.

…by being data-driven we remove the emotions and overconfidence about making decisions that can sometimes cloud our judgment.