Jun 11, 2025
Begin each day with a “promotion-focus” ethics cue: praise a teammate’s honest act, share a quick story of moral courage, or ask how the group can make the right call in today’s work. Save rule-policing reminders for the rare moments they are truly needed. Research...
Jun 11, 2025
Create an environment that lowers perceived risks by fostering inclusivity, openly recognizing leadership efforts, and providing development opportunities. Encourage open communication and address team conflicts proactively to reduce interpersonal, image, and...
Jun 11, 2025
Enhancing communication skills has positive effects on how people perceive leadership capabilities. Practice listening, seeking feedback on your communication style to influence how others perceive your leadership capabilities positively.
Jun 11, 2025
Start each remote week with a 15-minute video huddle where every teammate shares a personal win or challenge, then co-create simple digital norms (camera-on, real-time chat praise, virtual coffee breaks) and revisit them monthly. The COVID-era field interviews show...
Jun 11, 2025
Each time you publicly support an issue that touches your own identity group, deliberately pair it with a timely statement backing a group you do not belong to. Consistent, cross-group advocacy prevents your later silence from being read as bias and sustains...
Jun 11, 2025
Respond to tough questions with a brief, good-natured laugh and pause so the questioner can join you; when the laughter is reciprocated, onlookers judge you as far warmer and become more willing to support your decisions and voice concerns, whereas laughing alone...
Jun 11, 2025
Limit yourself to one or two well-timed jokes per meeting and follow them by telling the team that genuine reactions are always acceptable. Studies show that when leaders keep the jokes coming, followers feel obliged to fake amusement, which raises surface acting,...
Jun 11, 2025
When you set sky-high standards, keep your cool: replace public flashes of anger with calm, solution-focused questions (“What’s the next tweak we could try?”). Showing that honest mistakes won’t trigger punishment preserves psychological safety, which lets team-mates...
Jun 11, 2025
At least once each quarter, share a concise story of where the organization will be five years from now and explicitly connect that future to today’s core mission and culture. Research shows that when leaders communicate a vivid long-range vision and emphasize...
Jun 11, 2025
Before starting work, spend one minute vividly recalling a significant other, such as a parent, mentor, or close friend, and write a few lines about how they supported you. A field experiment with 97 leaders and 194 followers showed that this quick “significant-other...
Jun 11, 2025
Schedule a brief “legacy huddle” at the start of major projects: invite employees to share a story, symbol, or practice linked to an admired former leader and then connect that legacy to today’s objectives. Field evidence from a merger study shows that deliberately...
Jun 11, 2025
When a coworker asks for task help, first check the time pressure. If the deadline is comfortable, coach them through the process so they can solve similar problems on their own next time. This autonomy-oriented help signals genuine care for their long-term mastery,...