Interpersonal conflicts are common in the workplace, and it’s easy to get caught up in them. But that can lead to reduced creativity, slower and worse decision-making, and even fatal mistakes. So how can we return to our best selves? Having studied conflict management and resolution over the past several years, the author outlines seven principles to help you work more effectively with difficult colleagues: (1) Understand that your perspective is not the only one possible. (2) Be aware of and question any unconscious biases you may be harboring. (3) View the conflict not as me-versus-them but as a problem to be jointly solved. (4) Understand what outcome you’re aiming for. (5) Be very judicious in discussing the issue with others. (6) Experiment with behavior change to find out what will improve the situation. (7) Make sure to stay curious about the other person and how you can more effectively work together.

Given any advice lately? If so, I want you to think about this - when was the last time you asked a powerful question? In today’s episode, I’m diving into one of the most important tools to becoming a better listener and how you can use the…

Michael Bungay Stanier has a rich history of powerful podcasts, including the Great Work Podcast, We Will Get Through This, and 2 Pages with MBS. Find the best episodes in one place here on the Best of MBS.

Millions of workers have switched jobs or gone remote—a big reason many employees say work friendships are harder to forge and less of a priority.

Across industries and incomes, more employees are being tracked, recorded and ranked. What is gained, companies say, is efficiency and accountability. What is lost?

Managers hoping to coax workers back to offices are trying to lead by example, trading their ocean views at vacation homes for seas of empty desks.

Pichai is encouraging leaders and parents to tap into the deep well of intrinsic motivation

Common fears that hold people back include the fear of failure, the fear of letting others down, the fear of looking bad or losing others’ respect, but also include more primal fears, such as that of being marginalized, rejected, or unable to support oneself. Often, these fears are not rational, but are visceral at their core. While they often operate below the surface, they are an active force in driving unproductive behavior. In this article, the authors offer strategies for how to unpack and challenging these fears and limiting beliefs so that you can dismantle your self-imposed barriers and achieve greater success.

Decisions formed from a diversity of opinions usually lead to better long-term outcomes. So, when you believe that your team or organization is missing something important, moving in the wrong direction, or taking too much risk, you need to speak up. Done effectively, dissent challenges groupthink, reminds those in the majority that there are alternatives paths, and prompts everyone to get creative about solutions. Six decades of scientific research point to strategies those without formal power can use to make sure their dissenting ideas are heard. First, pass the in-group test by showing how you fit in. Then pass the group threat test by showing how you have your team’s best interest at heart. Make sure your message is consistent but creative tailored for different people, lean on objective information, address obstacles and risks, and encourage collaboration. Finally, make sure to get support. Dissent isn’t easy but it can be extremely worthwhile.

Some Gen Z professionals are saying no to hustle culture. “I’m not going to go extra.”

The American Opportunity Survey illuminates how many people are offered remote work, if it's effective, and how people feel about it.

When trying to launch a female-driven dating app, Whitney Wolfe Herd faced continuous rejection. Now, the Bumble CEO says being underestimated is her superpower.

Hyper-specific and unconventional roles are opening up to match a professional landscape no one has seen before.

It’s better to overcommunicate and sound redundant than to undercommunicate and seem unclear and uncaring.

Even when your brain feels like mush.

To get happier, be brave, not reckless.

Stuffing your résumé and LinkedIn profile with generic buzzwords can be off-putting to potential employers, but it’s far worse when you recite them during an interview.

Company culture may soon resemble what bosses want, rather than what workers want—and that could mean a lot more people in the office.

It’s okay to not be okay.

As more companies announce layoffs and hiring freezes, jittery workers strategize how to stand out and stay employed.

Validation means that you recognize another person’s thoughts, feelings, or behaviors as understandable. Communicating that recognition is one of the most important parts of active listening. It shows another person that we hear them and provides an invitation for them to elaborate if they choose. S

Jack and Dr. Sherry Walling dive deep into our minds to discuss burnout, depression, the benefits of neurological diversification, the mental health fallout from Covid, psychedelic assisted therapy, and more for people who work for themselves. They also get into the mindset, values and traits of becoming and sustaining going out on your own as an entrepreneur. Dr. Walling is a clinical psychologist, speaker, podcaster, best-selling author, yoga teacher, and mental health advocate. Her company, ZenFounder, provides mental wellness resources to leaders and entrepreneurs as they navigate transition, loss, conflict, or any manner of complex human experience.

It’s time to shift the paradigm about sensitivity in boys and recognize how it improves their relationships and supports their well-being.

Office politics might seem unpleasant, but the ability to build relationships, access opportunities, and influence others is critical for anyone’s professional development. Unfortunately, research has shown that employees from underrepresented groups are often excluded from the informal mechanisms of office politics, hindering their ability to advance. In this piece, the authors describe how toxic organizational cultures can lead these employees to disengage from the political arena, ultimately harming their career prospects, while inclusive cultures can foster participation in healthy office politics. Based on both an analysis of in-depth interviews with ethnic minority employees in the UK and a broad array of prior research on politics, leadership, and inclusion, the authors offer five strategies to help organizations build healthy cultures, in which all employees are able to engage in and reap the benefits of office politics.

Google VP of Global Partnerships Bonita Stewart says if you want to impress her at the job interview, bring up these six important details.

Research has shown time and time again that employees who have mentors tend to succeed with job promotions, salary growth, and decreased burnout. But in a time of social distancing, it’s become harder to meet new people and form mentor-mentee relationships. Despite the challenges to socializing in person, there are still ways to connect with potential mentors.

Worried about engaging interns and new employees in a hybrid world? Research by Iavor I. Bojinov and Prithwiraj Choudhury shows how "virtual watercooler" sessions can make all the difference.

Command and control-style leadership will not help organisations attract and retain talent anymore. Now, the focus must be on empathetic leadership.