Helping develop your people is a win for everyone. But developing people is quite different from managing people: developing people requires you to be a coach. Here’s how.

We all assign ourselves a certain status. Of course, that means we assign status to others, too. The question is: do people experience your status as appropriate? Or do you need to dial it up? Or down!

“I’ll know it when I see it” is a natural thought when starting a new project.  Feeling “It’s just not right” is natural when a situation is nagging. But your followers need you to tell them specifically what success looks like. If you don’t tell them, how will they know?

Finding good mentors – and using them wisely – can change your career trajectory. So can being a mentor to others. Here are actions for succeeding in both roles.

Executives create honor in the workplace not by declarations and speeches. Rather, honor is built in the display of small, consistent behaviors every day. This month’s Tip examines two of those behaviors and one over-arching factor.

Poor performers often linger far too long. Leaders who avoid these performance issues damage their reputations and weaken their teams. Here are five actions to help you manage poor performers up or out.

Thinking errors are tough to spot in yourself because they seem true.  Usually we've believed them for a long time. Here are ways to free yourself from thinking errors

We'd all like to be given a promotion merely because it's our turn. But earning a promotion is actually a job in itself. Mastering the four factors described here will accelerate the process.

We all want bosses who are sensitive to our needs. But savvy players know we need to manage our bosses at least as much as they manage us.

Each one of us has a personal brand. Every day we reinforce our brands consciously or unconsciously. The tools in this episode will help you craft your brand with intention.