Marlene Chism is a consultant, international speaker and the author of "Stop Workplace Drama" (Wiley 2011) and "No-Drama Leadership" (Bibliomotion 2015). Visit her at MarleneChism.com and StopWorkplaceDrama.com, and connect via LinkedIn, Facebook and Twitter.
These are 3 types of conversations you don't want to encourage.
Growth requires you to elevate your self-awareness so that you can identify your shortcomings and change your unproductive habits.
There are dozens of ways “I already know” manifests. For example, “I already know what he will say, and “I’ve already tried that a dozen times.”
You can't give yourself a promotion, but you can set the stage for what's next.
Performance conversations can go wrong. Here's how you may be inadvertently creating problems as a manager.
Good agreements create good boss-employee relationships. Set the expectations about moving the trainee-trainer relationship forward.
How to keep coaching focused on what matters.
Back-and-forth argument isn't leadership. Even if you are right, you have to give up the need to be right.
When leaders fix problems, they unintentionally teach employees to adopt a victim mentality.
Curiosity is a tool that can work for you or against you. The key is to understand how to use curiosity to your advantage.