Today, we're diving into the feels – both yours and your employee's – and how to handle them like the emotionally intelligent leader you are (or aspire to be).

It’s important to keep in mind that when we give someone corrective or critical feedback, it will likely trigger a "fear response" in that person. Here’s how to mitigate that defensiveness.

Four immediately actionable ways (as in, you can do these today or tomorrow) you as a manager can create psychological safety with your team members…and why you should.

Feeling defensive is human. It’s a manifestation of a fear response that takes place in our amygdala fear and triggers our “fight, flight, or freeze” instincts.

Most organizations fail to prepare non-managers for the challenges associated with moving from being a peer to being a manager. Here are some hints to guide you through your first weeks following your promotion.

For employees to become fully engaged, they need to know that the person they report to directly cares about them as a human being, and not just as a cog in their system. 

Listening so people feel respected, showing up non-defensively, controlling our emotional impulses and owning our mistakes – these skills are vital to the health of our relationships.