An employee came into my office one day, closed the door, and sat down with a  look that suggested a serious talk was about to start. 

She says, “I’ve got a problem and I need you to step in… it’s Amber.”

I nodded gravely to show I was ready.

And then she says, “She keeps asking to be my Facebook friend.” … Yeah this might get awkward.

Can vulnerable leadership actually improve team performance?
In my case, it helped me double my team’s output in less than a year.

I’m standing in a field when I hear footsteps pounding behind me. Someone’s charging straight at me, low and aming belt high just like a football tackle.

When I became a manager with my own department… I couldn’t wait to hire people just like me.

And that’s when my own boss pulled me aside… and suggested—that this was a bad idea.

The most effective people leaders are the ones who are trusted.  And if you’re employees trust you, it can make your job a lot easier. But how can you build that trust quickly? Sometimes it takes… exceptional circumstances.

Recently I talked to a sales person from a firm that offered AI personality tests to prospective job candidates so that organizations could filter the right people to hire. What do I think of that?

Are you a leader who wants consitently great work from your employees?
You may want to ask yourself a simple question first: What does great work actually look like?

What do you do when you mess up in front of your team or a candidate?