Soul on my Sleeve

Dear Yogesh, I first read The Seven Habits of Highly Effective People as a teenager, and I loved it. I even bought the FranklinCovey planner and spent years defining my roles and working on important-but-not-urgent tasks related to them. I appreciated clarifying my values and tried to keep them at the center of my life, even though I didn’t always succeed. Recently, I discovered the GTD system, and I’ve found

Dear Camila, Your question on the subject strikes at the heart of a dilemma many people face: Do dialogue skills hold up in environments defined by power imbalances, where authority, popularity, or politicking seem to dominate? It’s a fair concern, and one we’ve heard in various forms over the years: Will these skills work with my boss? With my parent? What about situations influenced by gender, ethnicity, popularity, or education?

Dear Qutub, The topic of “quiet quitting” has sparked discussions across industries, and education is no exception. As you’ve noted, the dynamic in teaching is unique because the profession has long relied on unpaid labor and extraordinary dedication. When teachers set boundaries, it can feel like a departure from the norm, but reframing the situation and addressing its roots can lead to better understanding and solutions. Here’s how you might

Dear Yogesh, How can I change my behavior when it feels like an addiction? I want to avoid distractions, but I can’t help myself from checking my phone or other digital devices. Can the GTD (Getting Things Done) skills help me with this? Signed,Dinesh Dear Dinesh, Thank you for your thoughtful question. You’ve asked how to change behavior and whether GTD skills can help, and my answer is a definitive

Dear Concerned, Thank you for your thoughtful question. I can understand why you’d be frustrated, but I don’t think labeling your employees based on their generational group is going to help resolve the issue. The challenge you’re facing—employees who react emotionally to feedback—isn’t unique to Millennials or Zoomers. People of all generations can struggle to receive constructive criticism, especially when it’s unexpected. Here are a few ideas to help you

Dear Yogesh, I serve as senior leaderl for a complex global organization. One of my direct reports has been with me since my previous company, and she has consistently been outstanding. She began her journey as an admin, progressed to a paralegal role, and—with my encouragement—successfully completed law school and passed the bar. She is now a staff attorney. She remains highly reliable, responsive, and skilled at building relationships across

Uncertainty has become a constant in today’s workplace. Rapid changes, ambiguity, and unpredictability are putting increasing pressure on leaders—and on the people who depend on them for direction. So, what does strong leadership look like in such conditions? In a recent conversation with trust expert Randy Conley, we explored how leaders can support their teams through uncertainty. Uncertainty: More Than Just a Buzzword Uncertainty is one of the most commonly

This response provides a thoughtful and practical approach to helping an employee improve their productivity and organizational skills. Here’s a summary and actionable steps: Key Takeaways Understand the Emotional Impact: Feedback, even when constructive, can be hard to hear, and often results in defensive reactions. It’s important to manage the emotional aspect of the conversation. Create Safety: Ensure the employee feels safe to receive feedback. They may misinterpret your intentions,

How to Avoid Lower Productivity…. It’s 4:55 p.m., and you’re wrapping up your workday. As you mentally review the day, you realize you didn’t accomplish a single key task you had planned. Yet, you feel drained. Frustrated, you think, “What did I even do today? Why does this keep happening?” Sound familiar? This end-of-day productivity let-down is all too common. You work non-stop yet feel like you’ve made no real

A growing body of research—and real-world results—points to a powerful truth: investing in leadership development delivers a double benefit. It not only boosts performance but also significantly improves employee engagement and retention. This isn’t a soft outcome. It’s measurable, visible, and sustainable across teams and organizations. Leadership Defines the Employee Experience At its core, engagement reflects how connected and committed people feel toward their work. Engaged employees go beyond completing