Styles Behavioral Services

Today’s Tip When You Work with a Rule-Breaker Working with someone who sidesteps the rules can be frustrating, especially when they’re good at what they do. How can you address it constructively? Put their rule-breaking in perspective. Before your frustration builds, consider why they’re cutting corners. External pressures or old work habits might be at play, rather than a disregard for the rules. Have a curious conversation before a confrontation. Start with open questions, like “I noticed you’re taking a different approach—what’s your thought process there?” You might uncover overlooked reasons behind their actions. Explain the purpose of rules. Share how the processes make things easier for everyone. For instance, mention how reviews prevent last-minute problems, framing the process as a tool rather than a hurdle. Offer flexibility where possible. When you can, meet halfway by suggesting adaptations, like shorter check-ins or batching updates. These adjustments can make processes feel less restrictive without sacrificing accountability. Stay firm if they ask you to break the rules. If they push back, reinforce your boundary respectfully. A line like, “I get that time is tight, but this process ensures fairness,” reinforces the rule with understanding. This tip is adapted from “5 Ways to Deal with a Colleague Who Doesn’t Respect Rules,” by Melody Wilding.

Today’s Tip Give More Valuable and Engaging Feedback Do you dread giving feedback? You’re not alone—many managers feel anxious about these conversations. However, your feedback is crucial to helping your team grow—even your highest performers. Here are five actionable tips to ensure your feedback is valuable and engaging. Don’t hold back on constructive feedback. Instead of vague praise like, “You did great,” offer specific insights like, “Your detailed analysis helped us make a decision. However, try to engage with team questions to enhance collaboration next time.” Avoid all-or-nothing language. Skip exaggerated statements. Replace sweeping declarations like, “You always contribute XYZ” with specific observations like, “Your questions in the last meeting opened up a vital discussion.” Don’t get too personal. Focus on skills rather than traits. Instead of saying, “You’re a joy to work with,” try, “Your clear communication improved our pitch.” Be extra mindful of negative framing. Position your feedback constructively—especially to avoid reinforcing racial or gender stereotypes. Instead of “You’re difficult to work with,” say, “I noticed you shut down ideas quickly. Let’s work on fostering open dialogue.” Map out clear paths for growth. Offer specific next steps by saying something like, “You excel in client communications. Let’s set a plan for you to lead the upcoming project.” This tip is adapted from “High Performers Need Feedback, Too,” by Rocki Howard.

Today’s Tip Don’t Let Resentment Damage Your Work Relationships Resentment is a complex emotion that can become preoccupying and damaging. It can be tempting to hold onto resentment, but doing so has lasting consequences: strained relationships, declining productivity, and negative impacts on your mental and physical health. Here’s how to diffuse any resentment you might feel for your colleagues. Pinpoint the source. Start by identifying what’s truly causing your resentment. Ask yourself if unmet expectations, unclear boundaries, or perceived injustices are at the root. Knowing the source will help you address it effectively. Step outside yourself. Try viewing the situation from different perspectives. Are you making assumptions that might cloud your view? Reflecting can reveal constructive actions you can take. Focus on solutions. Use resentment as a signal for needed change. Whether setting boundaries or adjusting expectations, taking proactive steps can ease frustration. Communicate constructively. Have open, honest conversations to resolve any misunderstandings at play. Using nonjudgmental language and focusing on specific actions can make these talks productive and solution-oriented. Let go. If nothing changes, practice forgiveness—for your own well-being. Letting go doesn’t mean ignoring your needs. But it may free you from negativity and help you foster healthier relationships at work. This tip is adapted from “5 Strategies to Help You Manage Resentment for a Colleague,” by Dina Denham Smith.

Today’s Tip Deciding When to Use a PIP Got an employee who’s not meeting expectations? Use this checklist to determine whether a performance improvement plan (PIP) is the right path forward—and remember, a PIP should be a collaborative effort, not a punishment. Is there a clear path to improvement? A PIP should only be used if you believe improvement is possible, and you're ready to support the employee’s growth. Have you engaged in routine performance management and regular check-ins? Ensure you’ve consistently provided feedback, clear goals, and coaching. PIPs are a last resort, not the first step. Have you provided adequate resources and guidance? Identify any external factors impacting performance, like unclear expectations or lack of resources, and resolve these first. Are you considering extenuating circumstances that could be affecting them? Take your employee’s personal or health issues into account. If these contribute to underperformance, consider offering support rather than a PIP. Have you enlisted third-party input? Consult HR for objectivity and to confirm if a PIP is appropriate. This tip is adapted from “When a Performance Improvement Plan Could Help Your Employee,” by Liane Davey.

Today’s Tip Show You’re a Strategic Thinker When you’re told you need to be more strategic, it’s tempting to feel defensive. But it’s more productive to take the feedback in stride and demonstrate your skill proactively. Here’s how to make this integral part of your leadership more visible to others. Make strategy feel real. Use storytelling and visuals to transform abstract ideas into relatable, memorable concepts. A compelling narrative or visual model connects individual actions to broader goals, helping stakeholders understand your strategy’s context and purpose. Leverage a recognizable framework. Different stakeholders interpret strategy in their own ways. Use a shared framework—like OKRs or KPIs—to create alignment, making it clear how each team’s efforts contribute to the organization’s larger strategic picture. Create “sensemaking” opportunities. Help stakeholders connect your strategy to their own goals. Facilitate discussions linking their work to the bigger picture, encouraging questions like, “How does this initiative support our long-term objectives?” Build reflection into your routine. High-pressure demands can push strategy aside. To keep it front and center, regularly reflect on how today’s work helps you adapt to future challenges. Consistent, small check-ins ensure strategy remains part of your daily leadership. This tip is adapted from “When You’re Told You’re Not Strategic Enough,” by Luis Velasquez.

Today’s Tip Support Your Distracted Team As a manager, staying adaptable and thoughtful is key during emotionally charged times—and election day in the U.S. is one of them. Here’s a quick guide to leading with empathy when your team is (understandably) distracted by the news. Pause before reacting. Resist “anxious fixing.” When stress rises, it’s tempting to micromanage to gain a sense of control over the situation, but this only adds pressure. Instead, give your team some breathing room. Offer transparent updates. Even if there’s no new information, keep communication open. To get ahead of unnecessary anxiety spirals, be as transparent as possible, even if that means just letting your team know that you don’t have anything new to share. Define clear priorities. A well-defined path forward for what to focus on prevents team members from drifting into low-priority work and confusion. Stay informed. Check the news each morning so you’re aware of what might be impacting your team’s focus and mental state. Acknowledge distractions and offer people one-on-one support when they need it. Adjust expectations. Recognize—and plan for—the likelihood that this week will bring dips in productivity. This tip is adapted from “How to Manage a Distracted Team,” by Liz Fosslien and Mollie West Duffy.

Today’s Tip 3 Questions to Guide Your Leadership in Uncertain Times In a world full of instability and political turbulence, feeling unsettled or anxious has become the norm. As a result, many of us are having “liminal experiences,” which involve a prolonged separation from normal ways of being and doing. As a leader, you can use these three questions to anchor yourself and your team in uncertain, liminal times. What do you value? Use this moment to revisit your core values. The events around us highlight what truly matters. Reflect on what triggers strong emotions in you—it’s often a signal of your deeper beliefs. Knowing your values will ground you in times of flux. Where do we stand? Reassess your organization’s purpose and principles. This isn’t mere introspection; it’s crucial for clarifying your direction. Your team looks to you for stability, and understanding where you and your organization stand will help you unite your team. How can we move ahead? Liminal periods can lead to feelings of cynicism or helplessness, but they’re also opportunities for growth. Avoid the urge to retreat. Instead, view this as a time to innovate and discard outdated assumptions. This tip is adapted from “How to Lead When the Future Feels Unpredictable,” by Laura Empson and Jennifer Howard-Grenville.

Today’s Tip Resolve Conflicts at Work Like a Pro When conflict arises at work—for example, a rude email or a tense exchange in a meeting—it's tempting to react quickly. But immediate responses can escalate the situation. Instead, take a moment to reflect before engaging. Start by trying to understand the situation from the other person’s perspective. What are they experiencing, and why might they be acting this way? Generous interpretations can shift your mindset from conflict to collaboration. Next, identify the real issue. Is the conflict about the task, the process, authority, or a personal relationship? Pinpointing the root cause will help you identify the best next steps. Then, determine your goal. Are you aiming for a quick resolution, a successful project outcome, or simply maintaining a working relationship? Knowing your primary objective will keep you focused during discussions. Finally, decide how to proceed. Sometimes letting go altogether is the best option. But addressing the issue directly with thoughtful communication is often the most effective route. To foster understanding and resolve the conflict productively, be intentional with your approach and language as you start the conversation. This tip is adapted from “How to Master Conflict Resolution,” by Amy Gallo.

Today’s Tip How to Get Through a Moment of Workplace Anxiety Picture it: You’re at your desk and focused when an urgent email throws you off. Maybe it’s a seemingly dire mistake, a last-minute request, or a passive-aggressive message from your boss. Panic sets in: Your heart races, your mind scrambles. When workplace anxiety strikes, these simple strategies can help you manage it on the spot. To calm down, start by adjusting your posture. When you sit still for too long, your brain can interpret it as stress. Every 20 minutes, rotate your neck, move your eyes between nearby and distant objects, and shake off that tension to reset your nervous system. Next, create a “panic pack”—a small kit with items to engage your senses. Try a fidget toy for touch, essential oils for scent, and a salty snack for taste. These sensory triggers can help calm your body’s stress response and ground you. Lastly, focus on your breathing or hum quietly. Both activities activate your vagus nerve, a key player in relaxation. A few slow, deep breaths or a quick hum can help reduce your heart rate and ease anxiety, even in the middle of a busy day. This tip is adapted from “3 Ways to Manage Moments of Work-Induced Anxiety,” by Nicole Cain.

Today’s Tip Master These 6 Leadership Skills The way we work has changed, and so has leadership. As a manager, you need to evolve, too. In today’s fast-paced work environment, mastering these six essential skills will help you lead your team more effectively. Emotional aperture. This is the ability to read your team’s emotional tone. Pay attention to unspoken cues—such as tensions, moods, and dynamics—and use that insight to guide your actions. Adaptive communication. Adjust your communication style based on the situation and audience. Listen more, speak less, and build genuine connections by understanding how your employees prefer to be treated. Flexible thinking. Great leaders excel at juggling competing priorities and holding opposing ideas at once. To become a more nimble, flexible leader, practice being open to new perspectives, understanding the broader context, and embracing ambiguity. Perspective seeking. Consider the different viewpoints on your team. Actively listening to others, especially those with diverse experiences and perspectives, leads to more creative and thoughtful solutions. Strategic disruption. Challenge the status quo. Encourage innovation by constantly questioning outdated practices and being open to continuous learning. Resilient self-awareness. Know your limits, set healthy boundaries, and seek support when you need it. By practicing self-awareness and self-care, you’ll set a strong example for your team. This tip is adapted from “6 Essential Leadership Skills—and How to Develop Them,” by Rebecca Knight.