Identifying 5 management guardrails and actions that embody those traits helps managers learn to define and embrace their managerial style.

Understanding the primary component of Emotional Intelligence allows a manager to assess their strengths and identify opportunities to improve.

A framework to use when managing in distanced or disconnected workplaces that helps managers focus on what’s most impactful

Steps to help a manager be more comfortable setting expectations, ways to do so, and ideas to better hold a team accountable.

Learning more about managing an employee who is a lot older, more experienced, a former peer, a good friend, or another dynamic that is innately a bit awkward or uncomfortable.

Taking the time to discover and record important information about an employee allows managers to solidify connections amongst their team and to thank and appreciate them more meaningfully.

Links critical 3 components of managing: setting expectations, having consistent and productive 1:1s, and being better equipped to hold others accountable.

Exploring the 2nd component of Emotional Intelligence that helps a manager develop empathy and understanding of the people on their team. Plus, why social awareness is critical to career development.

Encouraging the tracking of the successes of employee wins and communicating them in purposeful ways to improve visibility to a manager’s team.

Practicing strategy and intention in relationship building with a “giving before asking” mentality to help build strength in relationship and career growth.

Reviewing the benefits of checking in with team members individually and consistently, to be better equipped in going beyond a tactical check-in to building a more meaningful relationship.

Learning a tool for skills development that shows a manager 3 buckets to tap into. This tool can help with improving the giving and receiving of feedback, as well as with any other skill a manager would like to strengthen.

Understanding more about the dynamics of giving and receiving feedback helps managers improve their communication e!ectiveness.

Reviewing keys steps in preparing before a tough conversation enables a manager to handle those situations more successfully.

Understanding the role of body language and state of mind play in giving feedback, as well as how to circle back with an employee after a tough conversation.

Exploring how to deal with di"cult people and situations from a professional perspective encourages managers to deal with others directly with confidence.

Utilizing a performance review tool that covers performance, potential, and value for each team member guides managers to evaluate their team with greater depth.

Understanding how the 3rd component of Emotional Intelligence, self-control, plays an important role in the success of a leader. Includes tips for improving how a manager might react in elevated or stressful situations.

Ideas to consider when faced with managing a team in a post-pandemic workplace. These suggestions apply to any work dynamic, whether remote, hybrid, or fully on-site.

Identifying personal motivation drivers to help a manager keep their own motivation level up, even during challenging times.

Learning new ways to improve team motivation especially since companies may be more distanced or disconnected.

Finding the right friendship balance between a manager and employee to build the relationship, without compromising role and responsibilities.

Understanding the di!erence between developing a reputation and building a legacy, and how a manager’s legacy can be improved with intention and action.