Soft Skills & Emotional Intelligence

"Chances are managers in your organization are feeling burned out. Middle managers have felt the squeeze of having to execute strategy from above while coaching and developing their teams below them — often without receiving the same type of development or empowerment from more senior managers." In this Harvard Business Review piece, Rebecca Zucker shares six strategies to help burned out managers recharge, from recognizing burnout to re-assessing, re-prioritizing and re-distributing work. I've got a seventh strategy to add to this list, which at Thrive Global, we call “Thrive Time.” It’s based on the recognition that, of course, getting results and meeting deadlines often requires putting in extra time and going the extra mile. Thrive Time is what allows us to have high performing teams without burning out. It means taking time off to recover and recharge after you’ve met the deadline. It could be a few hours, a morning, a day or more. And it doesn’t count as paid time off. That’s because we want to make it clear that recovery isn’t separate from work. It’s an essential part of work. More here: https://lnkd.in/dGYKWQZg Image credit: #HarvardBusinessReview #Burnout #Stress #Managers #Prioritize #Assess #Recover #Recharge #ThriveGlobal

Kindness is a leadership skill. We don’t talk enough about how much kindness shapes high-performing teams. Empathy isn’t just a “soft skill.” It’s a strategy for building resilient teams. And often, the real reason people stay or go. Here’s what empathy at work actually looks like: ☝🏼 You check in when someone’s off — not because it’s your job, but because you care. ↳ 💡Try this: “Hey, just wanted to check in — you’ve seemed a little quiet. Do you want to chat?” ✌🏼 You give feedback with heart — direct, but never with judgement. ↳ 💡Try this: Lead with, “Can I share an observation with you?” — it opens the door instead of putting someone on defense. 🤟🏼 You hold space in meetings for quieter voices to speak. ↳ 💡Try this: “Let’s pause for a sec — [name], I’d love to hear your take if you’re comfortable sharing.” 🖖🏼 You recognize that life happens — and lead with understanding, not judgment. ↳ 💡Try this: If someone misses a deadline, ask: “Is there something I can do to support you right now?” 🖐🏼 You say “thank you,” “I appreciate you,” and “how can I help?” like it’s normal (because it should be). ↳ 💡Try this: End one meeting this week by highlighting a teammate’s contribution Let’s normalize human-first workplaces. Where people feel safe, seen, and supported — not just evaluated. Because the best leaders aren’t the ones with the loudest voices. They’re the ones people feel better after being around. 📌 P.S. I’m launching a PM resume course 🎉 I’ve been building this course for MONTHS to people go from being stuck to interview-ready with ease and confidence. I’m dropping the exact system that helped 100+ professionals land PM interviews + offers at places like Meta, Microsoft, TikTok, & Airbnb. Join the waitlist for a limited-time special offer 😉 https://lnkd.in/eKijbsQU

Emotional intelligence isn't just what you say, but how and when you say it. These phrases do more than communicate—they create a culture of respect, empathy, and accountability. Over time, this language normalizes vulnerability and trust in relationships. Many of these phrases quietly defuse power dynamics. 1) Saying “I’d love your input” or “Tell me more” invites shared ownership. This helps reduce hierarchy and builds psychological safety in teams and relationships. 2) The real power is in tone and timing. Any of these phrases can feel hollow or patronizing if delivered without sincerity. They help shift conversations from reaction to reflection. 3) Phrases like “Let’s take a breather” or “Walk me through what happened” encourage pause and reflection rather than immediate defense or escalation. 4) They signal emotional labor done right. Using this language often requires self-regulation, empathy, and courage—core emotional intelligence skills in practice, not just theory. Read the list again with this in mind... “We’ll get through this together” Stand with others when the going gets rough “Here’s what I heard you say” Listen actively and confirm understanding “Let’s put our heads together” Work collaboratively with others “Tell me more about your concerns” Lead with mutual respect and seek common ground “Let’s talk about this” Lean into conflict, looking for a path forward “I was wrong” Role model ownership and growth “Thank you” Give appreciation liberally Center Column “I’m sorry” Recognize when you’ve caused hurt and own it “Let’s take a breather” Notice charged situations and take a step back “I’m proud of my effort” Prioritize self-love, not external validation “Great job!” Praise others frequently “I’d love your input” Ask for feedback regularly “How are you feeling?” Check in on others when you sense something’s up “Walk me through what happened” Seek to understand, not blame “We better change course” Be adaptable when circumstances change “Here’s why I made that decision” Work to bring others along – even when difficult “How was your kid’s birthday?” See and care about others as human beings “I feel…” Work to see and name your feelings “How can I help?” Offer support often ------ ♻️ Like, follow, and repost if this resonates. Follow Travis Bradberry and sign up for my weekly newsletter. Thanks to George Stern the king of infographics for this graphic. Do you want more like this? 👇 📖 My new book, "The New Emotional Intelligence" is now 10% off on Amazon and it's already a bestseller.

Most teams aren’t unsafe they’re just afraid of what honesty might cost them. A confident team isn’t automatically a safe one. Real safety feels like trust without fear of consequences. Psychological safety isn’t about being nice. It’s about creating an environment where truth can exist without punishment. Where people speak up because they trust they’ll be heard, Not just because they’re the loudest. Here’s how to build a space where honesty isn’t risky: 1/ Own your mistakes openly ↳ Normalize imperfection so it’s safe for everyone to do the same. 2/ Seek feedback on your leadership ↳ Leaders set the tone—go first. 3/ Celebrate curiosity, not just answers ↳ Questions reflect trust and openness. 4/ Make space for quieter voices ↳ “We haven’t heard from X yet, what’s your perspective?” 5/ Replace blame with curiosity ↳ Move from finger-pointing to finding solutions. 6/ Speak last ↳ Let your team share first, you’ll hear more honest input. 7/ Guarantee confidentiality ↳ Ensure ideas can be shared without fear they’ll be spread beyond the room. 8/ Welcome respectful disagreement ↳ Differing views often unlock better outcomes. 9/ Admit when you don’t know ↳ Vulnerability builds collective strength. 10/ Thank people for their honesty ↳ Appreciate candor—even when it’s uncomfortable. 11/ Set clear standards for respectful dialogue ↳ Consistency in expectations builds comfort. 12/ Include personal check-ins, not just status updates ↳ Connection on a human level deepens trust. 13/ Rotate who leads meetings ↳ Empowerment signals trust and builds confidence. 14/ Support thoughtful risk-takers ↳ Reward effort and bravery, even if the results aren’t perfect. 15/ Recognize progress, not just wins ↳ Growth deserves celebration, not just outcomes. Psychological safety doesn’t come from good intentions it comes from consistent proof that honesty matters more than perfection. ❓ Which of these will you try with your team this week? Drop a comment below. ♻️ Share this post to help others build more trusting teams. 👋 I post leadership and culture tips every day at 9:30am EST. Follow me (Dr. Chris Mullen) so you don’t miss the next one.

Feeling overwhelmed at work? 🏢 You're not alone. During my journey, I've learned that battling stress isn't about brute force, but about strategy and support. 🤝 Early in my career, after recovering from 8 years of Major Depression, I struggled with debt, which put me under tremendous stress. My stress eventually became my shadow, following me everywhere. I believed that if I just worked harder, longer, and faster, I could outrun it. But I was wrong. 🏃💨 I tried to solve my problems alone, but my mental health started to take a toll. I hurt a few relationships, and my productivity plummeted. I learned the hard way that when you're in quicksand, it is nearly impossible to get out alone. You need to slow down, get support, and steadily find your way out. Here's what helped me: ✅ Acknowledge the stress - Admitting that you're struggling is the first step to finding a solution. ✅ Seek support - Talk to a mentor, a colleague, or a mental health professional. You don’t have to face it alone. ✅ Set boundaries - Learning to say 'no' is vital. Protect your time and energy. ✅ Practice self-care - Prioritize activities that rejuvenate you, whether it's a hobby, exercise, or simply getting enough sleep. 🌙 🔑 When life starts to spiral, slow down and reach out for help. Both are signs of strength and bravery. Hit the 🔔—> Alex Wisch for more insights on #StressManagement, #MentalHealth, and achieving #PeakPerformance. 👇 Share your stress management strategies in the comments below or tag someone who could benefit from this post.

Let’s face it - current headlines spell a recipe for employee stress. Raging inflation, recession worries, international strife, social justice issues, and overall uncertainty pile onto already full work plates. As business leaders, keeping teams motivated despite swirling fears matters more than ever. Here are 5 strategies I lean into to curb burnout and boost morale during turbulent times: 1. Overcommunicate Context and Vision: Proactively address concerns through radical transparency and big picture framing. Our SOP is to hold quarterly all hands and monthly meetings grouped by level cohort and ramp up fireside chats and written memos when there are big changes happening. 2. Enable Flexibility and Choice: Where Possible Empower work-life balance and self-care priorities based on individuals’ needs. This includes our remote work policy and implementing employee engagement tools like Lattice to track feedback loops. 3. Spotlight Impact Through Community Stories: Connect employees to end customers and purpose beyond daily tasks. We leveled up on this over the past 2 years. We provide paid volunteer days to our employees and our People Operations team actively connects our employees with opportunities in their region or remotely to get involved monthly. Recently we added highlighting the social impact by our employees into our internal communications plan. 4. Incentivize Cross-Collaboration: Reduce silos by rewarding team-wide contributions outside core roles. We’ve increased cross team retreats and trainings to spark fresh connections as our employee base grows. 5. Celebrate the Humanity: Profile your employee’s talents beyond work through content spotlight segments. We can’t control the market we operate in, but as leaders we can make an impact on how we foster better collaboration to tackle the headwinds. Keeping spirits and productivity intact requires acknowledging modern anxieties directly while sustaining focus on goals ahead. Reminding your teams why the work matters and that they are valued beyond output unlocks loyalty despite swirling worries. What tactics succeeded at boosting team morale and preventing burnout spikes within your company amidst current volatility?

Micromanagers are a major headache. Here's how to deal with one: Ever feel like you're under a microscope at work? Your boss tracks every tiny detail. And tells you not just what to do, but how to do it. That's micromanagement. It's draining, isn't it? Usually, it's not about you. It's a sign of the manager's own insecurity. ➟ Their fear of mistakes. ➟ Fear of losing control. ➟ Or not trusting others. It can make you question your own worth. And it hinders your growth. If you're in this spot now, there's a strategy to handle it. Here's what you can do: 1. Proactive Check-ins Schedule regular meetings to discuss your work. This can reduce their urge to constantly oversee. 2. Seek Clarification If instructions are unclear, ask for details. It shows you're engaged and proactive. 3. Empathy Approach Understanding why they micromanage can help. Is it their style or is it from past experiences? 4. Document Performance Keep a record of your wins and positive feedback. It's useful for discussions about your performance. 5. Professional Development Work on skills that make you more independent, like time management, decision-making, or technical skills. 6. Seek Allies If there’s someone who gets along well with your boss, learn from them. They might have strategies that work. 💡But remember, your career growth is key. If you’ve tried everything and still feel stifled, it might be time to consider a change. Look for opportunities where you're valued. Your well-being and growth are always a priority. Dealing with a micromanager is about balance. It's finding ways to work effectively ↳ while keeping your goals and sanity intact. You're more than capable. And you deserve respect. What's your best tip for dealing with a micromanager? __________ If you found this helpful, repost ♻️ to share with your network. Thanks! And follow Nihar Chhaya, MBA, MCC for more leadership tips.

Most people think career success comes from making the perfect decision. It doesn’t. It comes from making timely, values-aligned ones. Especially when the next step feels unclear. One of my clients, a brilliant VP, spent 3 months stuck on a single choice: “Do I speak up about being overlooked, or wait for my work to speak for itself?” She called it strategic patience. But it was really fear disguised as overthinking. We ran it through this framework. She made the call. Six weeks later, her promotion was fast-tracked. She was finally seen, heard, and most importantly, included. Because here’s what I tell every high-achiever I coach: You don’t need more time to decide. You need a better way to decide. Try the 2-Minute Decision Framework™ (Career Edition): 1. QUICK DECISIONS → Handle it NOW For low-stakes tasks that clog your mental bandwidth: → Can you respond to that email in < 2 minutes? → Is the request low risk and easily reversible? → Are you spiraling on something that just needs action? ✅ Do it. Momentum builds trust and confidence. (Your career doesn’t stall in the big moves, it drips away through tiny indecisions.) 2. TEAM DECISIONS → Resolve it TODAY For collaborative work or project bottlenecks: → Who’s recommending this approach? → Who’s doing the work? → Who’s accountable for the final call? ✍️ Assign roles. Align expectations. Move forward. (Most team confusion comes from no one knowing who’s driving.) Use this anytime you’re: – Leading a cross-functional project – Navigating performance reviews – Building team trust through shared clarity 3. CAREER DECISIONS → Make it THIS WEEK For decisions that affect your growth, visibility, and voice: Use the 3–2–1 Method: → 3 options: Brainstorm career paths, scripts, or solutions → 2 perspectives: Ask two mentors, not the whole internet → 1 call: Choose the path aligned with your long game 🎯 Clarity > complexity. Every time. This works for: – Deciding whether to advocate for a raise or promotion – Considering a lateral move for growth – Navigating visibility or speaking up on tough issues The truth is: courageous careers aren’t built on perfect plans. They’re built on small, aligned decisions made with intention. That’s C.H.O.I.C.E.® in action. So here’s your coaching moment: 🔥 Pick one decision you’ve been avoiding. Run it through the framework. Make the call within the next hour. Then ask yourself: What changed when I finally decided? ❓ What’s one career decision you’ve been sitting on too long? Share it below, or DM me, and we’ll run it through together. 🔖 Save this for your next “Should I…?” moment 👥 Tag someone who needs this framework in their toolkit Because alignment isn’t found in overthinking. It’s built through C.H.O.I.C.E.®. ➕ Follow Loren Rosario - Maldonado, PCC for tools that actually work in real life. #CareerCoaching #LeadershipDevelopment

Burnout doesn’t always break people. Sometimes, it just slowly erases them. Not in dramatic collapses: But in missed spark, forgotten joy, and quiet withdrawal. And it’s everywhere. One Deloitte study puts the number at 77 percent: Employees who’ve experienced burnout in their current role. Here’s the truth: Most teams won’t tell you when they’re struggling. But they will show you. Here are 5 silent signs of burnout your team might be hiding: 1. The Quality Slide → The work still gets done but the care behind it is gone. 2. The Emotional Flatline → They show up but their energy and ideas don’t. 3. The Hidden Withdrawal → They slowly disappear from meetings, conversations, and connection. 4. The Subtle Cynicism → Hope is replaced by eye rolls, sarcasm, and quiet disengagement. 5. The Disappeared Boundaries → Work starts creeping into nights, weekends, and everything in between. Here are 6 ways to deal with this: ✅ Re-establish boundaries by modelling healthy habits yourself. ✅ Cut non-essential work and prioritise what truly matters. ✅ Regularly check in with individuals, not just on work. ✅ Make it safe to speak up by being honest yourself. ✅ Encourage time off and make sure it’s respected. ✅ Celebrate small wins to rebuild energy. Remember: Burnout isn’t always loud. Sometimes it’s quiet, polite, and slowly eating away at your team. 🔁 Repost this with others Follow James Kamanski for more

We don't need more sympathy at work, we need more EMPATHY. A few years ago I gave a talk to two large financial organizations. Before going on stage, I saw an employee approach an executive to talk about some of the challenges he was facing. He talked about not fitting in, having a tough relationship with his leader, and having imposter syndrome. The busy executive took a break from checking his email and said "I'm sorry you're having a hard time, I'm sure you will be fine" and went back to checking his email. A few weeks later I'm speaking at another large financial institution and the same things happens. The employee approach the executive and shares some of her challenges. The busy executive puts away his laptop and invites the employee sit down. He then says, "I know how you feel, I felt the same way when I started working here." He then proceeded to share some of the things he did and offered to meet with the employee any time. 🌂 Sympathy is saying "I'm sorry you are in pain." It's like acknowledging the rain from the safety of your umbrella. 🌧️ Empathy dives deeper. It's feeling WITH the person, standing beside them in the rain, sharing their experience. Sympathy might get you a polite response, empathy will get you a human connection. #leadershipdevelopment #leadwithvulnerability #sympathy #empathy #emotionalintelligence #vulnerableleader #realconnections #futureofwork