How to Manage Your Inner Critic

What are three different types of stress and what can you do to reduce stress as an executive, manager or team member.

Watch our panel of experts (Kiran Panjwani, Jonathan Raymond, Jo Dennis, Jaeden Schafer, and Salwa Muhammad) discuss how companies are starting to implement AI into their models and the questions forward-thinking orgs are wrestling with as they balance the incredible power of this new technology with concerns about security, privacy, and what it all means for us humans.

Creativity is likely not the first word that comes to mind when you think about the qualities of a great manager. Most of our associations with the word run in the opposite direction.

Are you the type of person who attacks the messenger? Or are you the type of person who listens, who internalizes that new information and acts on it?

The typical review lacks the most important step: moving the conversation to a place where the individual has taken personal ownership and accountability around the messages.

I suggest thinking of accountability as a dial with five steps. You start at the low end, and then turn up the dial if necessary.

Are you ready to transition from an individual contributor to a company leader? That journey demands mastering delegation, recognizing growth avenues for you and your team, nurturing solid relationships, and offering consistent feedback. To do it all, you’ll need a straightforward, repeatable strategy.

A Refound guide for new jobs and new grads

How to be the coach and facilitator of your team. Set expectations for one to one meeting. Focus on team member, development and growth, not just tasks.

Framing a review conversation as an opportunity for growth is part of a larger mindset shift required to grow as a people leader.

When you start tracking the people management moments in your day with the same passion and engagement as you do your core technical work, you’re on the right track.

Good leaders pay attention to the details and show up with a growth mindset.