Protect your time — without compromising your relationships.

And how to say yes

Listen before you try to persuade.

Taking the leap is, in fact, a very rational thing to do. Here's why.

Five ways to close the gap — without crushing their spirit.

Hit the ground running with a thoughtful personal pitch.

Nine ways to have a healthier relationship with your phone.

Networking gets a bad rap, but it doesn’t have to be overly scary, shallow, or corporate.

‎Show Women at Work, Ep The Essentials: Retaining Talent - Apr 4, 2022

A leader learns how to move from managing individual contributors to managing other managers.

Yes, you can enjoy socializing again. But it might take a little effort.

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

Here are 5 not-so-often-shared ways to manage up – whether you're an individual contibutor or executive – and have a better relationship with your boss.

How can you manage an underperforming team as a new leader? Here are a few ideas to help design your approach to transforming your team into superstars.

We're hiring quite a lot of new people at GDS, and that's brilliant because there are so many new brains and new skills and new faces to get to know. It's also difficult. It's difficult for those newcomers to know …

[Image description: Three fluffy adorable little kittens in a basket. Two are white with blue eyes, and the one in the center has orange stripes. They are all looking up, probably at the photograph…

Despite an abundance of examples of strong women leaders, concerns about likability continue to plague women. So what? It's time to focus on something more important than likability: connection, relationship, intetrity and vision.

Journalist Alicia Menendez has noticed a problem: in the workplace, and in many aspects of their lives, women are forced into becoming inauthentic versions of themselves in order to be likeable. Her new book, 'The Likeability Trap: How To Break Free And Succeed As You Are,' examines how to avoid these traps. Menendez and guest host Elise Hu talked about creating more fulfilling personal relationships and a better workplace and how likeability plays into politics.

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.