What is active listening, why is it important and how can you improve this critical skill? These useful active listening examples will help address these questions and more.

How you can build the one skill that will make you put your priorities in order

Are you an activist or organizer working against systems of oppression in your community? Have you ever received feedback — gentle or not…

Most efforts to improve individual and organizational learning focus on teaching people how to give feedback. After years of consulting with organizations ar...

More than ever, people need the psychological safety to share what’s on their minds and to feel heard. Here's how to take your active listening skills to the next level.

If the grind of work has you feeling like a robotic drone, you probably need more human connection in your life. Here are three easy ways to get it.

Eliza VanCort speaks to the new feminist revolution sweeping the nation, and how every person can contribute to this revolution. In her talk, she shares communication behaviors that empower women and offer ways for men to contribute to this revolution.

“Have you ever had this experience?” asks physicist Dominic Walliman in a TEDxEastVan Talk. “You’re having a chat with someone, and they’re telling you something about a subject they’re very intere…

One-on-one meetings with direct reports are high leverage opportunites to impact your team's performance. Make sure you're getting the most out of them.

Managing other people's reactions to your trauma is exhausting; enlisting someone else to update folks your behalf is a small act of self-care, and an easy way to take people up on their “let me know if you need anything” offers.

We’ve all been there— you spend an exorbitant number of hours on a proposal or presentation for work— revising, reworking, crossing every T and dotting every I. You walk into the meeting, maybe you’ve listened to your favorite song to pump you up (Lizzo? Queen?), completed your requisite power pose

All too often, leaders fail to explain what they mean when they talk about organizational structure, financial results, their own jobs, time management, and corporate culture. Left unclear, these concepts can throw a firm into turmoil—but when given proper focus, they confer extraordinary leverage.

What is the impact of mispronouncing a name? In this powerful talk, Gerardo Ochoa shares the four styles of name mispronunciation, and the unseen but profound results of each. This talk was given at a TEDx event using the TED conference format but independently organized by a local community. Learn more at https://www.ted.com/tedx

Few organizations provide strong guidance or training for managers on meeting individually with their employees, but the author’s research shows that managers who don’t hold these meetings frequently enough or who manage them poorly risk leaving their team members disconnected, both functionally and emotionally. When the meetings are done well, they can make a team’s day-to-day activities more efficient and better, build trust and psychological safety, and improve employees’ experience, motivation, and engagement at work. The author has found that although there’s no one-size-fits-all approach to one-on-ones, they are most successful when the meeting is dominated by topics of importance to the direct report rather than issues that are top of mind for the manager. Managers should focus on making sure the meetings take place, creating space for genuine conversation, asking good questions, offering support, and helping team members get what they need to thrive in both their short-term performance and their long-term growth.

A good life will always have to involve complaining about how some people behave around us. But the act of complaining can go better or worse, depending on our our approach. Knowing how to complain properly is one of life’s key skills. If you like our films, take a look at our shop (we ship worldwide): https://goo.gl/UHqq6f Join our mailing list: http://bit.ly/2e0TQNJ Or visit us in person at our London HQ https://goo.gl/NIeiRd FURTHER READING “Almost every day, with slightly dispiriting inevitability, someone in our vicinity will hurt us in some way: it could be a friend, a colleague, a ch...

In recent years leading executives—from firms like Google, Bridgewater, and Netflix—have touted the advantages of a work environment marked by candid feedback. Employees seem to have bought into the benefits too. In a 2019 survey, 94% said that corrective feedback improved their performance when it was presented well. Unfortunately, the increased diversity of our workplaces has made it much more likely that feedback won’t go over well and will be misinterpreted as an act of hostility. That’s because people from different cultures, genders, and generations have varying expectations for how feedback is delivered and by whom. What’s standard in America, for instance, can come off as harsh or baffling in other countries. Boomers and Millennials hold radically different ideas about what’s appropriate too. And gender differences add to the complexity. Women who are frank are often seen as aggressive, and men have a bad tendency to offer unwelcome advice. This article explains how to navigate the divides: Understand the norms of feedback recipients and adjust for them. Follow the three A’s—make sure any advice is intended to assist, actionable, and asked for. Last, get everyone on your team on the same page by establishing a common approach and building regular feedback loops into your collaborations.