The Management Tip of the Day

  When your employee asks you for help, how can you walk the tightrope between micromanaging (doing the work for them) and under-leading (failing to give enough guidance)? If you want your direct report to truly own their plan, they need to come up with their next steps themselves—with your support. Striking this balance is all about asking great questions. Here are a few to keep in your back pocket.  Get specific:  “What are you planning to do next?” Get positive:  “What’s already working for you in this process?” Get resourceful:  “What else do you need to move forward?” Get collaborative:  “Who else do you need to talk with/work with/align with?” Get tracking:  “How will you measure progress?” These questions may not be quick or easy for your employee to answer. If you get the sense that they need more of a directive approach, you can help by working through the questions with them.

  If you’re a high achiever who feels bogged down by anxiety—worrying about worst-case scenarios, stewing over mistakes, comparing yourself with others—you can take action to overcome this common emotion.  Make the anxiety an ally.  Ask yourself probing questions like “What exactly is worrying me?” “Is it a person, a situation, or a potential outcome?” “Why am I anxious about that?” When you identify the source, you can address it with more intention and focus. Practice self-compassion.  Approach yourself more positively by replacing self-judgment with self-kindness. You’ll feel better, think more clearly, and escape the thought traps. See the humor.  Will your typo actually cause you to get fired? Is it solely your fault that your company didn’t meet its sales goals? Of course not! If you can acknowledge that absurdity and let it amuse you, you’ll loosen up. Try guided meditation.  Magic happens when you take some time to pause and reset. Try meditating to...

  You don’t need to be the boss to be a leader. Here are three actions you can take to hone your leadership skills right now and become a highly respected and influential team member. Embrace your existing strengths.  Start by asking yourself: Which tasks at work feel most energizing and natural to you? Which projects do you excel at and enjoy? What unique perspective do you bring to the table? Your strengths, identity, and interests are what set you apart. The more you understand yourself, the more you’ll be able to carry yourself with the confidence of a leader. Devote time to daily development.  Improving your skills will help you expand your impact and influence. For example, maybe your organization values leaders who can back up their ideas with hard data and insights, or those who project empathy, curiosity, and compassion. Whatever it is, take note and prioritize developing those skills and projecting growth on a daily basis. Connect with people.  Whether you’...

  Fostering a culture of empathy is key to building trust with your team. Here are some exercises that can help your team collectively practice compassion and emotional recognition. Appreciation round.  One person completes the following sentence about a colleague and then tags the next person, or the next person volunteers: “What I appreciate about you, John, is…” The more specific and detailed you can be about the behavior or attribute, the better. Complete-the-sentence.  Ask people to complete one of these statements, either verbally or in writing: “Compassion is hardest when...” or “I made a difference yesterday when I...” or “I show up every day because...” Step-in circles.  Get everyone together in a circle and ask them to move forward (or raise their hand) when they agree with a statement. After each statement, ask people to move back to the original circle or lower their hand. Start with a more superficial statement (“Step in if you prefer the beach to the mo...

  How can you help your team learn in the flow of work? Here are three strategies to try. To start, normalize making mistakes so employees fear them less and learn from them more. Encourage them to quickly share with someone else when they mess up, focusing on the question: What did you learn from that mistake? To model this behavior, you might start your monthly team meeting by sharing an insight you learned from a mistake you made. Next, build constructive feedback into your team’s regular workflows. Allot time in meeting agendas and project calendars to consider both what worked well and what would make the process and outcomes even better. Proactively showing your team what they’re doing well will increase confidence and prompt people to continue stretching their potential. Finally, encourage experimentation. Show your team that you’re open to their pitches—and that you’re willing to prototype and pilot good ideas. You might ask: What is one idea for improvement that would supp...

  The term “psychological safety” is thrown around a lot these days. But what does it actually mean? Simply put, it’s a shared belief that it’s OK to take risks, express ideas and concerns, speak up with questions, and admit mistakes—all without fear of negative consequences. To foster psychological safety on your team, start by making it clear why you need to hear from your team members, why their viewpoint and input matters, and how what they share will affect the outcomes of the work. Actively invite input, asking open-ended questions like: What are you seeing? What are your thoughts on this? Where do you stand on this idea? Be prepared to respond with appreciation and positivity—even if someone’s idea is flawed. Finally, don’t be afraid to admit your own fallibility. If you, as a leader, can own up to your mistakes and confidently demonstrate how you’ve learned from them, you’ll pave the way for others to do the same. It’s important to model the behavior you want to see in your...

  There are many interview questions that job applicants dread. But one in particular is especially complicated: “What are your salary expectations?” If you go too low, you might end up making less than the company is willing to pay. And if you go too high, you could price yourself out of the job. To avoid giving a specific number, try these strategies: Flip the question around and ask about the company’s budget.  For example, you might say something like, “I’m not sure I can accurately price myself at this point, but I’d love to know the budgeted salary range.” Move past the question and reemphasize your qualifications.  For example, “I’m still trying to fully understand the role. For now, I’d love to continue talking about my qualifications and why I think I’m a fit for this position.” Offer a salary range.  Try saying something like, “I’m looking for a competitive salary that reflects my qualifications and experience. Based on my research and the requirements of t...

  Microstressors—moments of stress that are so brief you might not even recognize them as stressors—seem manageable on their own, but their long-term effects can be debilitating. How can you intervene and stop these seemingly minor moments from accruing over time, sapping your long-term energy and damaging your overall well-being? Push back on microstress in concrete, practical ways. There are small but effective ways to put out the little fires that have an outsize impact in your daily life. These range from learning how to say no to small asks, to managing how technology notifies and interrupts you, to readjusting relationships that have a tendency to cause you momentary panic. Become more attuned to the microstress you put on others.  This won’t just help your colleagues—it will help you, too. When we create microstress for others, it inevitably boomerangs in one form or another. (A simple example is when microstress causes you to snap at a colleague, which inevitably leads...

  If you could work from anywhere, where would you go? The digital nomad life is more accessible and common than ever before. But of course, becoming a digital nomad isn’t without its challenges and risks. Here’s how to take the leap. Choose the right destination.  This is somewhere you’ll be safe, legally allowed to work, and of course, somewhere you actually want to be. Do your research to evaluate the potential safety risks of a prospective location, as well as the passport limitations, visas, health insurance, taxes, and any other legal requirements you may face. Get your boss on board.  Make the case for why remote work is feasible for your role. Carefully prepare your argument and a detailed plan, then ask for a face-to-face meeting to share it with your boss and any other relevant colleagues. Cite industry norms, including whether competitor organizations offer remote work options, and have examples on hand. Come prepared with a plan for your theoretical work sched...

  When you believe you’re falling short as a leader—and others are sharing feedback in line with that self-perception—it can feel overwhelming and demoralizing. But don’t fret; doubt and failure are an unavoidable part of becoming a leader. Here’s what to do if you’re in need of a leadership comeback. Start by taking a brief step away from work to clear your head, and use this time to prioritize honest self-reflection. Take notes—or even record voice memos—about how you wish to improve as a leader, considering feedback you’ve gotten along the way. Keep in mind that ruminating on mistakes, missed opportunities, or external criticism will only hold you back. Next, honestly evaluate your fit within your organization’s culture. Are your shortcomings as a leader the result of a mismatch? If so, recognize that you might need to adapt to the company’s stated culture, goals, and values. Then make a plan to boost your influence. Whose support can you enlist to grow? What do you need to set ...

  Being an ally to colleagues from marginalized groups requires consistent effort, but you can introduce some simple behavior changes to become a more inclusive colleague. Start by taking these small actions until they become habitual and automatic. Highlight others’ contributions.  Identify a highly competent colleague who may lack visibility and highlight their achievements by publicly acknowledging their contributions and encouraging them to speak and present in meetings. State your pronouns and use gender-inclusive language. Including your pronouns when you introduce yourself is a small action that signals allyship to people who identify as LGBTQ—and normalizes the practice for your other colleagues. So does using gender-inclusive language to address groups (“folks” instead of “guys,” for example). Assess your vocabulary.  Many common slang words have hidden connotations or origins and should be avoided. Make an effort to identify and avoid this outdated language that...

  HR departments are increasingly turning to automated video interviews, and some are even using AI to make decisions about who moves on to the next round. As a job seeker, how can you prepare to be interviewed by an AI? The trick is to stay as natural as possible—despite how unnatural the process may feel. First, get used to speaking to a screen. Set up a video call with a friend, keep both cameras on, and record yourself answering a set of common interview questions. Then play back the video and analyze what you did well. Remember, positive psychology tells us that focusing on strengths, rather than on development points, can result in faster improvement. Next, repeat the exercise, but ask your friend to turn their camera off. This will feel less natural, but will more closely mimic the experience of an AI interview. Finally, go solo. Speak to your computer screen and record yourself. What did you do differently than when you were facing a human? By proceeding through all three s...

  What should you do when you’re stuck in the wrong job—but you can’t quit anytime soon? If the issue is that your workplace is toxic or the job is undermining your health, by all means look for a new opportunity. But if it’s that you’re dissatisfied, there are simple steps you can take to improve your current situation. Start by reframing your sense of purpose in your role. Your job doesn't have to be a vocation, or something you're deeply passionate about. It can simply be an opportunity to develop new skills and learn more about what you do—and don’t—want from work. Next, examine your dissatisfaction. What isn't working for you right now? Getting specific about your problems will allow you to find both short- and long-term solutions. In the short term, work with your manager (if you can) to take on some new responsibilities that allow you to develop your skills. This way, you’ll be investing in your future, even if the present is falling short. Finally, keep your eyes op...

  Being a leader demands emotional labor—exuding positive, supportive energy to the people who depend on you each day. But what happens when there’s a conflict between how you really feel and the emo­tions you’re expected to project to your team? How can you walk this authenticity tightrope? Here are a few techniques to try. Do an emotional audit.  Ask yourself: What exactly am I feeling? Where do I feel it in my body? What’s causing me to feel this way? How is this feeling different from what's expected of me? Mindfully reflecting on your feelings will help you build emotional intelligence and self-awareness—two key traits of good leaders. Reappraise the situation.  To authentically tap into the positive feelings you’re expected to display, focus on finding legitimate reasons to feel those emotions. If you’re able to locate those reasons, you won’t need to fake the feelings. Focus on the big picture.  Take a step back and reflect on why your work matters. What impac...

  You never know whether or when an opportunity will arise to return to a previous employer. Here’s how to set yourself up for a triumphant return. First, do your best to leave on a positive note. Don’t burn any bridges on your way out, and avoid bad-mouthing your past experience. Leaving the door open is the best strategic move. Next, keep in touch with some key contacts—past managers, direct reports, and work buddies—after you’ve moved on. You might even try to meet up for a coffee every once in a while, just to stay abreast of their careers and new opportunities that might arise. Similarly, keep an eye on news about your former company. Showing that you understand its current products or strategy can give you an even bigger edge as a candidate. Most importantly, be sure to develop new skills and capabilities in your time away. This will put you in a better position to level up if you do choose to make a comeback.

  Leaving a job because you’re dissatisfied with the work you’re doing is fairly common. But if you haven’t given thought to what would actually make you happy, you might end up in the same dissatisfying situation. Here are three questions to help you reflect: Where do I find the most satisfaction?  There’s the day-to-day work that you do (the process), and then there’s what you achieve as the result of your efforts (the outcome). Identify which brings you more joy—and look for work that feeds your motivation. Where does my work align with my values?  Look for the times when your job allows you to achieve what you care about most. If you value social good, for example, think about how your work positively impacts others. What do you want your legacy to be?  Your daily work is building toward a greater sum. What are you proud of so far—and what do you need to do more of to leave behind the legacy you imagine for yourself?

  Working with a workaholic colleague can be...challenging. If they’re putting in overtime, you might feel compelled to do the same, and their ultra-responsiveness can create more work and stress for you. To mitigate the damaging effects of their behavior on your own well-being, you can: Depersonalize their actions.  Your colleague is probably not trying to intimidate or one-up you. Think about what else might be going on in their life. Maybe they’re going through something personal and throwing themselves into work as an escape. Or maybe they’re overcompensating for an insecurity you’re unaware of. Avoid glorifying their behavior.  If you know your colleague stayed up all night creating a presentation, for instance, complimenting their sacrifice will only reinforce their unhealthy mentality. Resist peer pressure.  You may start comparing your capacity and output to theirs and wonder, “Am I really working hard enough?” Don’t overextend yourself in an effort to “catch...

  Becoming a better ally means being well-informed. And to be well-informed, you need to actively commit to both learning on your own and asking others thoughtful questions. Start by proactively educating yourself about other identities and lived experiences. Seek out well-sourced content, perhaps even researching mainstream organizations that educate the public on specific topics. The more you learn, the more you’ll be able to act with confidence as an ally to people who are in marginalized groups due to their race, gender, religion, or other dimension of identity. Next, in order to be a great question-asker, it’s important never to assume that someone is an expert on every element of their identity—or that they’re willing to share their thoughts and feelings with you. Only ask questions if it’s clear the person wants to bridge the gap between their experience and yours, or if they’re a close friend with whom you share a lot of trust. Finally, think hard about what information you...

  Panic disorder is a form of anxiety characterized by recurrent, often unexpected panic attacks, as well as fear of having additional attacks. If you deal with panic disorder, you can be prepared in the event of an attack at work. Start by recognizing the early signs. Some common ones include palpitations or increased heart rate, sweating, trembling, shortness of breath, feelings of choking, chest pain, nausea or abdominal distress, and feelings of dizziness. If you’re feeling any of these symptoms, first, take a deep breath. Know that they may be unpleasant, but they will pass. Next, try self-soothing techniques, which activate the parasympathetic nervous system (the network of nerves in your body that help you relax, especially after stressful episodes). You can do this by practicing “square breathing”—breathing in for four seconds, holding your breath for four, exhaling for four, and holding again for four—until you feel calmer. Another way to do this is to mindfully reflect on...

  Don’t let an indifferent manager derail your ambition. If you’re feeling underutilized and underestimated, remember that your career is yours—and yours alone—to define and navigate. Here’s how to advance, even without your boss’s support. First, focus on what you can control: your mindset and your actions. Embrace a positive outlook. You’re not stuck; you’re simply at a crossroads. Continue to do your best work for your boss, aim to exceed expectations, communicate well, and be a positive, engaged team member. At the same time, remain laser focused on your career objectives and next steps. Ask yourself: What do I want to do more of? What do I want to be known for? What skills do I want to acquire? Answering these questions is the first step to being a great manager to yourself. Next, identify who else can help you achieve these goals, such as peers, other leaders in your organization, or mentors outside it. Finally, reach out to those people, ask for advice, and proactively forge...