This is a guest post by Martin Lanik, author of THE LEADER HABIT.  When you propose a change or new strategy to your team, do people openly resist your ideas?  Do you have trouble articulating the improvements the change will bring? Are you unable to come to an agreement with particular team members? As a

Do you think you don’t have a minute to spare? You should think again. In one short minute, you can accomplish so much: Identify something you are grateful for Encourage someone Smile Do some stretching Listen to someone Observe what is going on around you Reflect on what you have learned today Say “thank you”

Self-esteem is relatively scarce in the world and in your workplace. If you don’t believe that, it’s probably because: You have a healthy self-esteem and so you assume others do, or it never crosses your mind. You don’t have it, and are in denial, (or think you are the only one with weak or low self-esteem).

I expect that you want your employees to like you—not just because you have a natural desire to be liked (which, let’s face it, most of us do), but also because being a likable boss has plenty of workplace benefits. Employees who like their bosses are more loyal to their organizations; they’re more devoted to

I often say that facts dictate the need for change, and emotions create the barrier to it. Changing from one way of doing things (behavior) to a different one always involves loss, and loss triggers powerful negative emotions. You must understand and address those negative emotions to successfully influence change. I’ve often talked about about the

On your team, you want everyone working together, striving to hit the same goals. It seems like it ought to be easy. After all, everyone is on the same team. However, the more people involved on your team and in your organization, the harder all that becomes. People create their own goals and purposes for