Much has changed over the last 60 years. Here's what has, and hasn't, changed in the qualities of effective leadership.

Plus, learn 4 steps you can take to reduce overwhelm while leading in this complex world.

Quiet quitters are the disengaged employees of our time. It’s not a new phenomenon, but we’ve got a new way of handling it.

Learn 6 tips for how to reengage employees who’ve lost their spark and 4 reasons why coaching might be a good leadership approach to use with them.

Coaching is such a different approach to leadership…it’s no wonder leaders are confused about it!

Here are four common mistakes that leaders make when trying to coach their team members. We’ve even included a litmus test to help you discern whether or not your approach would be called “coaching.”

Can't grow your headcount? You CAN grow your capacity.

Whether your gap is a lack of manpower or a lack of perspective, here are steps you can take today to grow your impact.

Tired of constantly answering your team’s questions?

Sometimes you just need to CLOSE that DOOR! Here’s how to know when to forego answering a question.

Will coaching your team unlock their (and your) potential for achieving more? Absolutely. And you’ll tap into that deep well of potential by doing these things differently.

Most leaders think they need to have the answer. Leaders who coach their people know they need to find the best question—the one that clarifies and expands a person’s perspective.

We often call these “powerful questions.” And a smart leader also knows how and when to ask the “dumb” question!

With our relentless and urgent need for information and decisions, we favor leaders who display a bias for action. Those same leaders also face complex decisions and nuanced information which require the opposite: quiet reflection.

The value of reflection is only as high as the quality of the questions you ask.

Aviators have obvious skills around aircraft handling, navigation, and communication, but did you know that they are also professional debriefers?

Here are a few tips for using an aviation-style debrief with your team.

How do you know whether you’re hearing someone or listening to them?

Whether a leader is merely hearing or truly listening—and the degree to which they are listening—determines the degree of impact they will have on their team members. The deeper the listening, the more profound the impact.

Leading people comes with complex challenges, and cracking the code on employee motivation is near the top. Would coaching your team help?

Short answer: Yes. But read on for the full explanation.

In this article, we break motivation down into three key components and explain how you can positively impact each of them.

When presented with a question from a team member, leaders face a dilemma…do I advise or coach?

Three paradoxes make the choice particularly difficult. Lead through the dilemma with confidence and ease by taking these four steps.

No, this is not how you ride a bike. Yes, I survived this crash just fine with just a couple of bruises and sore muscles. But when it comes to new managers, their teams are not always so fortunate.

Let’s explore the three biggest mistakes new managers make with their teams and how to correct course.

When leaders receive employee survey results, why is their next step always to “go for the low hanging fruit?”

Going after “low hanging fruit” is usually not the smart choice. Try this instead, and reap a better harvest.

“Improve” is not a goal. It’s an intent.

If it’s true that “what you measure, improves,” you must include some form of measurement. But some subjects are tricky. Here’s a better approach.

Ever have a lousy experience with a coach? I recently did, and I was reminded of why people think coaching sucks.

Read this short article to learn how not to become “that guy!” I’ve captured the lessons that stood out to me, and they’re the three things that most people HATE about “coaching.”

While leaders often do their best to create positive work environments and motivate their teams, some actions that seem kind and well-intentioned can actually cause problems in the long run. We share three examples, plus new approaches that work better.