Performance is NOT an Opinion

The most valuable practice you can develop as a leader, when dealing with difficult employees, is to focus on facts, not opinions. Notice what they DO or DON’T do, rather than the labels (lazy, rude, argumentative, know-it-all, etc.) you assign for their behavior. Practice today just noticing WHAT you observe rather than thinking you know…

Justification

We often think we have to justify our anger or frustration. We think we need other people to know WHY we feel the way we do. Which of course means we want them to know how they or someone else caused our pain. And how they need to change to make us feel better. But…