Today's request is about meetings. This is a pet peeve of mine as many of you know. And for more feedback than I will cover here, check out the Agility for All YouTube channel and past blogs. 

I need to get feedback from my team but I want to do it anonymously. What are some tips to make that happen?

It is critical for leaders to understand that there are differences in their employees and those differences come from a variety of places. However, labeling people and their behaviors based on their age and generation is a slippery slope of misunderstanding and inaccurate stereotypes that can drastically impact how people interact.

What defines employee loyalty? Do antiquated methods of defining how many hours someone spends on the job equal loyalty? Loyalty is earned. Employees have to trust the leaders that are guiding them through the vision and mission of the organization. New ways of working do not allow for old ways of rewards.

We all need to set boundaries but they aren't always easy to maintain. How do we work with our teams in our organization to ensure they have boundaries and that they are respected?

Everything we say as a leader matters. How we say it matters. How available we are when we are talking to employees matters. In today's episode we examine some examples of what to do and what not to do.

Improving communication skills, especially for technical professionals, is crucial for effective collaboration, conveying ideas, and building relationships. In this week's blog post we discuss some strategies for improving your communication.

Don’t take our word for it that culture matters. Look at the statistics and what they are telling us in 2022. In today’s audio blog, we discuss what these statistics tell us and how culture is shaping the future of work and ways of working.

If you have to tell me that you have accomplished something over and over, you probably need to rethink your approach. The same is true with overusing the word agile to describe where your organization is on its journey. We can create great agile organizations without ever using the word.

Quiet quitting only tips the iceberg when we see articles like the investigation from The New York Times telling us that employee monitoring is on the rise. The culture of a workplace is built on trust. Without it you are left with those who have to work for you not those who want to work with you.