Team agreements are a set of clearly defined behaviors and expectations you and your team commit to. Without them, teams can drift into confusion, frustration, and misalignment. Let's discuss the 5 steps required to create them.

For most managers, the thought of a "performance review" conjures up feelings of dreaded conversations and piles of paperwork. But what if your annual review could be your most powerful tool for unlocking potential, fostering trust, and driving real growth for your team and for you as a leader? 

Most leaders don’t set out to micromanage. But what starts as “being helpful” can turn into sending a message that your team can’t be trusted. The real result? It builds a broken work culture that damages your team and your progress. Here’s the good news: micromanagement isn’t a fixed leadership style. It’s a behavioral pattern that you can improve today.

It takes 23 minutes to return to deep focus after an interruption. Without boundaries, leaders unintentionally model a culture where interruptions are the norm, you become the bottleneck and YOU get burned out.

Impostor syndrome is the internal belief that you’re not qualified for the success you’ve earned. Here are steps you can take to overcome it.

Layoffs Hurt. Mishandled Layoffs Hurt Even More. They don’t just affect the people who leave, they ripple through your team. They create uncertainty, erode trust, and damage the team culture you’ve worked hard to build.