It's not easy for leaders to acknowledge they've made a mistake. It's even harder for them to admit they are wrong. That's why many leaders adopt a "never apologize" mindset—they stick to their guns rather than admit they were wrong and cut their losses.

Being grateful, even for little things, can keep us going.

Everyone hates meetings.

Public organizations from villages, communities, counties, states and the federal level are all coming to a reckoning—a new frightening, unnerving and never-before-seen new normal...Employees from all sectors are demanding transparency, development, trusting environments, compassion and care.

Being authentic can enhance performance in high-stakes interactions, such as entrepreneurial pitches and job interviews.

Remote interviewing is here to stay, as the pandemic and its evolving offshoot, the Great Resignation, continue to reshape the modern workplace. Here are some tips for employers seeking to master the medium in order to identify top talent from a distance.

I believe belongingness is key for companies to help employees feel comfortable returning to work. Belongingness doesn't just refer to the feeling of 'fitting in', in fact, it's a very different concept. It ensures all unique voices across a business are contributing to overall growth by empowering them to speak up and feel supported by colleagues when they do so.

Triangulation occurs when two people who are involved in a conflict attempt to involve a third party.

Want your colleagues to see your Vegas vacation photos? Research by Lakshmi Ramarajan and colleagues offers reasons to think twice about connecting with people you manage on social media.

The time to prepare for change is not when it hits. It’s before it hits, and during times of relative calm. Reacting to change in the moment keeps you forever on the defensive, and the consequences can be severe.

Think all-remote meetings are difficult? Running an effective and productive meeting is going to be even harder in a hybrid office

In a similar sense, employee engagement is less at the lower tiers and increases as we move towards the top. So, if we identify and address employee needs, we can improve engagement and retention.

But when it comes to yes/no decisions, we found that group deliberation actually reduced the likelihood of making the correct choice. In other words, even when deliberation produces more accurate estimates, if the group then votes on the simple yes-or-no decisions related to those questions — i.e., Will this product launch on time?, Will we overrun our budget?, or Will this candidate meet our standards? — they are actually less likely to make the correct decision.

How to be a caring and thoughtful leader while holding your team to high standards.

Nonprofit organizations are more vulnerable than ever to fraud or errors in the organization’s financial statements. With employees, management, and board members focused on helping people in the communities the nonprofit serves, time and attention to key financial internal controls has more than likely been refocused to the organization’s mission and purpose.

“I’m the most tenured person on my team,” my friend Joyce, a senior marketing manager, told me. “But I feel like a new hire.”

How do those rejected employees respond? They respond poorly, at least in the short term. After all, no one wants to be turned down for a job, and the sting is often greater when you are told “no” by your current employer. Studies have shown that internal rejection leads to reduced job satisfaction and reduced commitment to the organization. Rejection can also engender feelings of envy toward the workers who “beat them out” for the job or lead employees to engage in counterproductive work behaviors, such as stealing from their companies. If employees stick around a few months after rejection, however, these negative attitudinal effects tend to fade away.

The 25/5 rule is an emotionally intelligent way to avoid distraction, achieve more focus, and get more done.

The science of hope and wonder can help us reinvent our post-pandemic future.

Have you ever attended a meeting that wasn’t the meeting? Everyone was pleasant and agreeable in the room, but then filed off to engage in back-channel conversations and hold kangaroo courts. This kind of charade is one of the many symptoms of a “nice” culture. But what’s touted as niceness is often nothing more than the veneer of civility, a cute nod to psychological safety, a hologram that falsely signals inclusion, collaboration, and high performance.

So, as a leader, how do you keep your team motivated and engaged during your company’s transition? Of course, some of that will be determined by factors outside of your control, like the degree of flexibility your organization is offering. But the more say employees have over their work structure, the less resistance they’ll feel to the transition. Setting aside the things that are out of your hands, here are a few things you can do to ease everyone’s transition to whatever your company’s version of “next” looks like.