Dave's Library

Being a perfectionist does not mean that you are doomed as a manager. Organizational research on perfectionism is starting to provide new insights and practical evidence-based steps for managers and their network to breaking free from their perfectionistic compulsions. Fortunately, perfectionists are likely to be goal-focused and action-oriented and these strategies are aimed at helping them recalibrate their expectations.

Saying no is a skill — and practising it improved our science.

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.

Your primary task as a leader is to build capability below you — but for new managers, this can be especially challenging. You want to be liked. That’s natural. But remember: Placing performance pressure on your team isn’t cruel. A leader who stretches their people risks the possibility of not being liked in order to give others the opportunity to grow. This means the next time you are tempted to solve a problem for your team member, stop yourself. Turn it into a learning opportunity instead. Don’t play the game — keep the score. As a new manager you may feel like a team captain striving to be the best player on the field. But remember: You’re not the captain, you’re the coach. Your job is to set clear expectations, communicate who is accountable for them, and give them the tools they need to succeed. Ask the right questions. When someone comes to you with a problem, ask searching questions. What do you think is at the core of this issue? Have you thought about alternative approaches? What can we sacrifice without detracting from the overall value of the project? Think about your future. Your goal shouldn’t be to make yourself indispensable to your team, it should be to make yourself redundant. Build a team that can function without you, and then go to the next level and build another one. This is what will ultimately set you apart as a leader, not just a doer.

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…

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

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.

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

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.

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

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

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.

There are a million ways to conduct one-on-one meetings with direct reports. How you run yours will reflect your personal style. This month’s coaching conversation focuses on specific best practices that will enhance your one-on-ones no matter what your style.

Why not doing so is terrible advice Last week, in my weekly newsletter , I wrote about why checking your email first thing in the morning is essential if you are to have a productive day. I know this is contrary to almost all productivity advice. That advice is offered by professors, content crea

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.

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.

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.

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

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.

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

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.

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