You’ve got a team of high performers who know what they’re doing and have the results to match. These are the people you count on—the ones who hit deadlines, solve problems, and drive success. But lately, something’s off. They’re still doing a good job, but… The attention to detail you could count on isn’t there. Results have dropped. You had to remind them to get that basic task done—again.

What’s going on? Should you intervene? Are they distracted, disengaged, or worse—burned out? How do you address the situation without coming across like a nag or micromanaging babysitter?

It’s normal for even your best people to experience periods of decreased performance. The good news is that with a collaborative approach, you can address the issue, help them get back on track, and strengthen your relationship.

Let’s look at why your high performer’s results might dip, and the practical steps you can take to help them course-correct without undermining their autonomy.

Why High Performers Hit a Slump

First, it’s critical to understand that a decline in performance isn’t always a sign of laziness, disengagement, or incompetence. High performers aren’t immune to challenges, and their slumps often have specific root causes:

Burnout from Overwork

High performers often take on more than their share of the load (be careful to avoid punishing strong performers by over-relying on their ability). Over time, this relentless pace can lead to burnout, diminishing their energy, creativity, and focus.

Unclear Priorities

Times of rapid change can muddy your top performers’ usual clarity. When everything feels urgent and important, even your best team members can lose focus on what matters most.

External Stressors

Personal issues—like family challenges, health concerns, or financial stress—can spill over into their work life.

Boredom or Lack of Challenge

High performers thrive on growth and new challenges. If their work has become repetitive or lacks a sense of progress, their motivation can wane—especially when they feel that the “basics” are little more than busy work.

Lack of Recognition

Even the most internally motivated people need to feel valued. If they feel taken for granted, they may disengage.

Hidden Barriers

Sometimes, a decline in performance isn’t about motivation or effort—it’s about obstacles they don’t have the tools or authority to remove.

Practical Steps to Address the Slump

Now that we’ve looked at reasons for the downturn, here’s how to address the situation in a way that supports your top performers and helps them find reclaim their mojo.

1. Start with Curiosity

Whatever is happening, you don’t have all the information. It’s time to get curious and learn what’s really going on. Begin with a one-on-one conversation, but frame it as an opportunity to connect, not a reprimand.

Try saying something like: “I’ve noticed a shift in [specific result or behavior]. I know you’re capable of incredible work, so I wanted to check in. Is everything okay? How can I support you?”

This approach keeps the conversation collaborative and shows you care about them, not just their results.

2. Invest in Clarity: Revisit Priorities

Sometimes, a dip in performance happens because high performers are trying to do too much. Help them clarify what’s most important right now.

You can make this a collaborative conversation by asking:

• “What’s taking most of your time and energy?”
• “What feels like it’s pulling you away from your major priorities?”
• “How can we adjust your workload or expectations to ensure you focus your energy where it matters most?”

These questions help them reset their focus while empowering them to take ownership of their time and tasks.

3. Address Burnout Head-On

If you suspect burnout, acknowledge it directly. Your high performers may not realize they’re running on empty—or worse, they might feel guilty about admitting it.

For example: “You’ve been carrying a lot recently. I wonder if you’ve had a chance to rest and recharge. What do you need to bring your best self to work?”

You might need to adjust their workload, encourage time off, or provide extra resources to lighten their load.

4. Reignite Their Passion

When the issue is boredom, work with them to identify growth opportunities, challenges that excite them, or a chance to invest in others. Earlier in our careers, we both thrived with managers who challenged us with new projects or gave us a chance to invest in an exciting opportunity.

You can ask:

• “What’s a project or skill you’ve been wanting to tackle?”
• “How can we align your work with your long-term goals?”
• “You know why this matters more than anyone. Can I ask you to spend a few minutes teaching our newer team members?”

High performers thrive when they feel stretched and engaged, so show you’re invested in their growth.

5. Clear Barriers Together

If there’s a hidden obstacle, they may not feel comfortable bringing it up unless you ask directly.

Try:

• “What’s getting in the way of your success right now?”
• “Is there a tool, process, or resource you need that you don’t have?”
• “How can I advocate for you to remove any roadblocks?”

When you step in to remove barriers, you reinforce your role as a partner, not a micromanager.

6. Recognize Their Contributions

When results dip, it’s easy to hyper-focus on the problem and forget the bigger picture of their contributions. Take a moment to remind them of the value they bring to the team.

You might say:

“I want you to know how much I appreciate [specific contributions]. You make a huge difference here by… [describe the specific outcomes].”

“I know what you’re doing isn’t easy. Here’s why it matters…”

Recognition helps restore their confidence and reinforces your trust in their abilities.

What Not to Do

While you focus on helping your high performer rebound, avoid these common pitfalls:

Micromanage: Don’t hover or constantly check in—it signals a lack of trust and can further demotivate them.

Assume Intent: Avoid jumping to conclusions about laziness or disengagement. Start with curiosity about what you observe, not judgment.

Ignore the Issue: Hoping the slump will resolve itself can make the situation worse. Your silence tells them that either you don’t care about them or that their performance never mattered to you. A timely conversation shows you care and helps them course-correct.

Your Turn

When you approach a high performer’s slump with curiosity, support, and respect, you  don’t just help them get back on track—you reinforce your partnership. High performers want to know you see them, value them as well as their results, and that you’re invested in their success.

When you address the downturn collaboratively, you also build a culture where it’s safe to talk about challenges, recalibrate priorities, and grow. This doesn’t just benefit your high performers; it strengthens the entire team.

Remember, the key to leading high performers isn’t perfection—it’s partnership. You’re not there to babysit or nag; you’re there to guide, support, and inspire them to be their best.

We’d love to hear from you: what’s one way you help your high performers pull out of their slumps?

You might also like:

• Retaining High-Performing Employees: Practical Ways To Support Your Best Talent [VIDEO]
• How to Manage a Strong, Arrogant, Maybe Even Toxic High-Performer
• What to Do When a High-Performer Quits (With Video)

The post When Your High Performers Hit a Slump: How to Support Without Micromanaging appeared first on Let's Grow Leaders.

AI can be amazing… but let’s be real, it’s also a little nerve-wracking. What if it gets it wrong? Sometimes it feels like it’s is just making stuff up (spoiler: it kind-of is).

Today, I’m thrilled to bring you a conversation with AI expert, Dan Chuparkoff, where we tackle those nerves and get real about how to use it productively.

Here’s the deal with AI:

“AI isn’t a new search engine; it’s a probability machine,” Dan explains. It’s predicting things that might be true—but might not. And the weirder your question, the less likely you’ll get a great answer.

So how do you use it without falling into the trap of trusting it too much? Dan’s advice: Treat it as your recommendation assistant. Ask it what it thinks, but remember—you have knowledge and context AI doesn’t.

Think of it this way:
AI might invent a million recipes, but it doesn’t know what you want for dinner tonight.

A Few Practical Tips to Get Started

• Edit and clarify: Do you have an email that feels too wordy, too blunt, or just off? Ask your favorite AI tool to make it more concise, neutral, or human-centered.
• Polish your communication: Use it for grammar, sentence structure, or summarizing your ideas.
• Keep AI in its place: You have all the ideas. You make the decisions. AI just helps you communicate them more effectively.

Remember this: AI is here to assist, not replace. You’re still in charge.

I’d love to hear from you—how are you using artificial intelligence tools in your work? Drop a comment below and let me know what’s working (or what’s not).

Related Content:

Workplace Culture: How to Leverage Innovation No AI Can Replace 

Check out my new keynote: Innovative Minds in a Digital World: Fostering a Fearless, Tech-Driven Culture

The post AI for Leaders: Can I Trust AI as a Resource? (Asking for a Friend) appeared first on Let's Grow Leaders.

In today’s fast-paced world, leaders struggle to juggle endless demands while inspiring their teams. This episode dives into the three dimensions of power—power over, power with, and personal power—helping you become a more mindful and purpose-driven leader. Whether you’re seeking to build stronger teamwork, co-create with your team, or tap into your intuition, this episode equips you with actionable strategies to stay ahead.

Here’s what you’ll gain from listening:

• A clear framework for understanding and applying the three dimensions of power in your leadership.
• Techniques to frame problems creatively and unlock your team’s collective genius.
• Strategies to master your mind and emotions, enabling you to lead authentically and foster trust.

Don’t miss this episode—press play now to uncover the secrets to leading with clarity, connection, and creativity and become the leader your team deserves.

Unlocking Self-Mastery and Personal Power to Foster More Teamwork

[00:32] – Meet Lisa Danel

In this episode, we’re joined by Lisa Danels, founder and executive director of Human Edge and author of The Human Edge Advantage: Mastering the Art of Being All In. Lisa shares her expertise in unlocking leadership potential, fostering more teamwork, and creating authentic connections in the workplace.

[02:12] – Early Leadership Lessons

Lisa reflects on her childhood and how self-awareness and emotional clarity helped her develop her leadership skills. She emphasizes how mastering yourself can lead to stronger teamwork and better decision-making.

[05:30] – The End of Command-and-Control Leadership

Lisa explains why traditional “command and control” leadership doesn’t work in today’s fast-paced, collaborative workplaces. Discover how shifting to “power with” can inspire teamwork and innovation.

[13:08] – The Power of Asking Better Questions

Learn how clarifying, empowering, and igniting questions can help leaders unlock their team’s creativity and encourage more teamwork. Lisa also shares the pitfalls of close-ended questions that limit progress.

[18:39] – The Three Types of Power

Lisa dives into “power over,” “power with,” and “personal power,” highlighting how personal mastery enhances your ability to lead collaboratively and build more teamwork across your team.

Co-Creation and Framing for Innovation

[33:11] – Framing Problems for Collective Genius

Lisa outlines how leaders can frame problems in a way that unlocks collective creativity. She shares strategies for fostering more teamwork by encouraging every team member to contribute their unique ideas.

[35:54] – Bringing a Brick, Not a Cathedral

Lisa introduces the concept of co-creation through “bringing a brick, not a cathedral,” where leaders provide the framework and allow their teams to build solutions together, leading to stronger teamwork and more innovative results.

[37:29] – Walking Around the Problem

Lisa discusses how stepping back and viewing problems from multiple angles leads to systemic solutions. This approach promotes deeper collaboration and, ultimately, more teamwork within the team.

[39:22] – Improv and Leadership

Discover how the principles of improv—like being fully present and co-creating moment by moment—can strengthen teamwork and spark creative breakthroughs within your team.

[41:01] – Practical Steps for Self-Mastery and Team Connection

Lisa wraps up by emphasizing the importance of self-awareness and curiosity for leaders. These traits not only enhance your personal leadership but also inspire more teamwork and authentic connections in your organization.

The post Leadership Skills for More Teamwork and Better Problem Solving appeared first on Let's Grow Leaders.

Being set up as the scapegoat never feels easy. It’s uncomfortable, unfair, and downright isolating. But here’s the good news: you don’t have to stay the goat in this blame game. Instead, you can fight goats with GOATs—our Greatest of All Time Powerful Phrases for Dealing With Workplace Conflict—and other powerful phrases and rise above the chaos.

Not only will you protect your reputation, but you’ll also foster a healthier, more collaborative team dynamic—and that’s a win for everyone.

Why Scapegoating Happens

When things go wrong, some people toss blame around like a frisbee in a windstorm—random, chaotic, and bound to hit someone who didn’t see it coming. Others launch a deliberate campaign to ensure some unsuspecting nice guy gets the blame.

Scapegoating often has little to do with you and everything to do with their fear of repercussions, a desperate bid to save their reputation or a team culture that sidesteps accountability.

Sometimes, it’s just stress talking—a knee-jerk reaction that shifts focus to someone else.

Recognizing that this behavior is about them (not you) helps you respond with calm and clarity. You don’t want to get caught in the blame spiral. Instead, protect your integrity, steer the conversation toward thoughtful solutions, and focus on what matters most.

The Power of Response

The words you choose in these moments matter deeply.

But when someone’s blaming you for something you didn’t do, it’s human nature to fire up and either fight back or get flustered and unable to respond.

And of course, neither of these helps you. So the first conversation you need to have is with yourself. To get back in a constructive state of mind.

Then you can choose a response that de-escalates tension, preserves relationships, and reinforces your credibility.

To settle yourself and prepare for a productive conversation, start by acknowledging reality:

“This sucks.”

You don’t need to run from the pain or pretend it isn’t something else. It feels massively unfair and that stinks. So call it what it is, take a deep breath, and then ask yourself:

“What can I learn from this?”

Maybe you have some responsibility for the outcome that you overlooked. Maybe this is a chance for you to lead through a messy situation and help everyone find a better outcome. This situation might be a chance to learn the reality of a negative workplace and equip you to work on an exist plan. There is always something to learn – and getting curious about your learning will help move you into a productive mindset.

“What’s at stake if I stay silent?”

Ask yourself this question to clarify your values and what really matters in your specific situation. This clarity will help you find your voice, if you need to use it. (There might be times where the scapegoater lacks credibility and you don’t need to respond.)

From there, you can move into conversation with the scapegoater with a few G.O.A.T.s (Greatest of All Time Powerful Phrases):

“What I’m hearing you say is __________. Do I have that right?”

By reflecting their words back to them, you show that you’re listening while also clarifying any misunderstandings about your role or the situation. Sometimes, assertively repeating what you’ve heard out loud is all it takes to clear the air.

“I’m curious how this looks from your perspective.”

This phrase invites them to share their viewpoint, often uncovering the stress or confusion behind their actions. It also shows you’re more interested in resolution than retaliation.

More Powerful Phrases to Respond to Scapegoating at Work

Here are some additional powerful phrases and strategies to help you navigate being unfairly blamed, one conversation at a time.

1. Begin with empathy (Connection)

“I know you’re frustrated. I am too, and I want to help resolve it.”

Acknowledging emotions—yours and theirs—can defuse hostility. When people feel heard, they’re often more willing to engage constructively.

2. Focus on Shared Goals and the Facts (Clarity)

Remind the team what you’re all working toward. Phrases like, “We all want this project to succeed,” or “Our shared goal is XYZ,” can refocus the conversation on collective success.

And stick to the facts: “Can we take a moment to walk through what happened step by step?”

This phrase keeps the discussion grounded in reality. Walking through the facts together shows you’re not here to play the blame lottery; you’re here to find solutions and move forward.

3. Call Out Ambiguity Respectfully (Commitment)

“It sounds like there’s been some misunderstanding about my role. Let’s clarify responsibilities so we can move forward.”

If someone is misrepresenting your contributions (or lack thereof), this phrase addresses it without sounding defensive. You’re not accusing anyone; you’re inviting clarity.

4. Pivot to Problem-Solving (Curiosity)

“What can we do as a team to fix this issue and ensure it doesn’t happen again?”

Blame is like trying to drive forward while staring in the rearview mirror—sooner or later, you’re going to crash. Instead, focus on solutions and steer the conversation toward what really matters: fixing the problem and learning from it. This phrase subtly says, “Let’s stop the finger-pointing and start brainstorming, because no one’s getting a trophy for winning the blame game.”

5. Stand Your Ground with Confidence (Clarity)

“I want to ensure the full picture is considered here. Here’s what I contributed and the steps I took.”

If the situation requires you to defend yourself, do it confidently and factually. Provide context without casting blame elsewhere.

What Not to Do When You’re the Scapegoat

Even when the urge to fight back feels overwhelming, resist these common pitfalls:

1. Reacting Emotionally

When you feel blindsided, it’s natural to want to lash out or shut down. But emotional reactions can undermine your credibility. Take a breath, pause, and respond thoughtfully.

2. Blaming Back

Pointing fingers in return only perpetuates the blame game. Instead, focus on facts and solutions. This approach positions you as a leader who prioritizes resolution over rivalry.

3. Staying Silent

Silence can be misinterpreted as guilt. Even if you’re caught off guard, take the opportunity to calmly address the accusations and offer a constructive path forward.

When to Involve a Third Party

Sometimes, a direct conversation isn’t enough to resolve the issue. If the scapegoating escalates or becomes a pattern, it may be time to involve a manager or HR. Frame the discussion around team dynamics rather than personal grievances.

For example:

“I’ve noticed some patterns of miscommunication that are affecting how we work together. I’d like your help in addressing them.”

Bringing in a neutral third party can help reset the narrative and ensure the focus stays on solutions.

Preventing Scapegoating in the Future

To protect yourself from being scapegoated in the future, work to build trust and visibility in your workplace. Here’s how:

1. Document Your Work

Keep clear records of your contributions, decisions, and communications. Documentation can serve as a helpful reference if there’s ever a dispute about what happened.

2. Build Strong Relationships

The stronger your relationships, the less likely others are to unfairly blame you. Take time to connect with colleagues, understand their priorities, and build mutual respect.

3. Advocate for Team Accountability

Encourage your team to define roles and responsibilities clearly at the start of any project. This proactive approach can prevent misunderstandings and finger-pointing down the line.

Final Thoughts

Being set up as the scapegoat never feels easy. It challenges your comfort, tests your fairness, and can isolate you deeply. Yet, it offers a chance to rise above, demonstrate professionalism, and model a constructive approach to conflict.

Use these powerful phrases, stay calm, and focus on solutions to protect your reputation while fostering a healthier team dynamic—everyone wins.

The post When You’re the Scapegoat: Powerful Phrases to Address Unfair Blame appeared first on Let's Grow Leaders.

You know exactly WHAT your team needs to have a remarkable new year, now it’s time to focus on HOW. How do you identify the habits that will make the biggest difference? In today’s Asking for a Friend, I share an EASY, and CREATIVE development exercise we’ve been using with teams worldwide– to build the habits most critical to their success.

This exercise works great in one-on-one coaching, mentoring, or career development conversations. 

It begins by inviting your team to reflect on one habit or behavior that would make a significant difference in their work.  Or, in accomplishing a specific MIT (Most Important Thing) priority. This should be a vital habit, that feels challenging to do well.

Our SynergyStack™ System makes it easy to identify key habits, with forty-eight proven habits to choose from (and a few bonus cards to add your own).

This employee development activity works great for one-on-one or team development conversations in your next team meeting.

How to Coach Your Team on the Team on the Habits that Matter Most

Learn More About the SynergyStack™ Team Development System

The SynergyStack™ System is a revolutionary team development system that fosters collaboration and ignites team performance.

If you’re tired of light team-building activities that don’t create lasting change, the SynergyStack™ gives you the framework for more meaningful conversations. Team-building that sticks.

Unleash Productivity

The SynergyStack™ System catalyzes sustained team productivity and personal excellence. Build robust habits that lead to breakthrough results and happier teams.

Less Stress, Better Teamwork

Create a space where teamwork beats tension. SynergyStack team development and team-building activities turn stress into progress by agreeing to a well-defined framework for everyone to work together smoothly and peacefully.

Collaborate with Confidence

 Communication is the bedrock of successful teamwork. The SynergyStack™ System equips everyone with the language and insight to contribute meaningfully, ensuring that ideas flow and collaboration is seamless.

A Multiverse of Applications

 Whether you’re an executive steering a start-up, an HR leader committed to building a great culture, or a trainer looking for proven, easy-to-use team development activities, the Synergy Stack is your versatile partner. Its diverse applications adapt to your needs, delivering impactful outcomes fast with precision.

Quickly See Real Change

This isn’t just a fun team-building tool. The SynergyStack™ System creates a new way of working together—real change. Bring the SynergyStack™ System into your team’s routine and watch how fast things improve—how your team gets things done, communicates, and reaches new heights.

We also offer SnergySprint Team Retreats and SynergyStack™ Facilitator Certification.  We’d love to discuss the best ways to use the dozens of employee development activities and extensive resource center. Contact us here to learn more. 

The post Employee Development Activity: Focus Your Team in the New Year appeared first on Let's Grow Leaders.

If you’re a leader, you’ve likely faced the challenge of balancing results with investing in your people. In today’s fast-paced and hybrid work environments, having meaningful career development conversations isn’t just a nice to have. It’s critical to retaining talent and driving success. In this episode, Julie Winkle Giulioni, author of Help Them Grow or Watch Them Go: Career Conversations Organizations Need and Employees Want,  unpacks how you can make career development a natural part of your leadership style, even with a packed schedule.

• Powerful Conversation Starters: Learn practical, curiosity-driven questions to unlock your team members’ growth potential.
• Effortless Integration: Discover how to weave career development into your everyday interactions, even when time is tight.
• Remote Growth Strategies: Get actionable tips to ensure your remote and hybrid employees have equal opportunities to grow and thrive.

Hit play now to master career development conversations that empower your team to grow, keep them engaged, and help you become the leader they need!

The Importance of Career Development Conversations

[00:00] – The Leadership Game-Changer
David and Julie discuss how a supportive boss creates space for growth, setting the stage for the critical role of career development in leadership.

[05:35] – Develop Me or I’m History
Julie breaks down why career development conversations are essential to retaining and engaging talent, sharing insights into why growth opportunities are the number one reason people join or stay with organizations.

[08:27] – Connecting Growth to Results
Leaders often wonder, “Why should I focus on growth when I have results to deliver?” Julie explains how employee development drives innovation, customer satisfaction, and quality improvements.

[11:08] – Redefining Growth for Everyone
Growth doesn’t always mean promotions. Julie encourages leaders to reframe career development conversations to align with individual goals, whether learning new skills, building confidence, or expanding networks.

[17:23] – Small Moments, Big Impact
Learn how to turn everyday interactions into micro career development conversations that compound over time. Help leaders manage their time while still investing in their people.

Strategies for Modern Leadership

[19:11] – The Power of Great Questions
Julie highlights the value of curiosity and shares practical questions. “What did you learn from that?” helps guide meaningful career development conversations.

[24:29] – From Titles to Action
Shift the focus from “What do you want to be?” to “What do you want to do?” Julie shows how this mindset change can open new opportunities and create actionable growth experiences.

[29:49] – Career Development at a Distance
As hybrid and remote work becomes the norm, Julie offers practical strategies to address proximity bias and create equitable career development opportunities for every team member.

[32:15] – Interrupting Bias with Awareness
Discover a simple yet powerful strategy for tracking interactions and ensuring equal growth opportunities for all team members, regardless of their location.

[42:39] – Supporting Aspirations Despite Performance Gaps
Julie provides a framework for navigating challenging conversations when employees aspire to grow but struggle with current responsibilities. She emphasizes how to use aspirations as a motivator.

The post The Busy Leader’s Guide to Career Development Conversations appeared first on Let's Grow Leaders.

For over a decade, we’ve been writing about the power of gratitude and appreciation in the workplace. It was fun for us to search “Let’s Grow Leaders” and then the words “thanksgiving,” “gratitude at work” and “appreciation” and read our own advice. We’ve had a good bit to say over the years, and we’re happy to say we’re consistent 😉

Gratitude at work matters.

These insights come from working with you and human-centered leaders like you. AND… hearing your frustrations. We’ve seen firsthand how a simple “thank you” can boost morale, strengthen a team, and create a culture where people feel seen and valued. When people feel seen, they feel safe. Safety leads to better engagement and contribution.

We also see the damage when leaders screw this up.

So, as Thanksgiving approaches in the United States, let’s get a bit meta here, and share some of our “gratitude at work” highlights.

Why Gratitude at Work Matters: More Than Just Saying Thanks

Gratitude isn’t just about being polite or sprinkling around a few “thank yous” like confetti. It’s about building an atmosphere where people feel connected and appreciated for their contributions. When people feel seen, they’re more motivated, engaged, and willing to help.

See True Gratitude: More than Pleasantries or Recognition

In this popular Asking for a Friend, Kerry Wekelo and I explore practical approaches for cultivating a culture of gratitude at work.

Encouraging Peer Recognition: Make It Everyone’s Job

One of the best ways to build a culture of gratitude is to help the team celebrate.

Let’s start with why peer recognition is so important.

1. You can catch more good as it’s happening.

You get more of what you encourage and celebrate and less of what you ignore. There’s likely a lot of good going on that you don’t see firsthand. The celebration will be more meaningful because it can be more specific and timely.

2. It creates a cycle of collaboration and celebration.

When people feel appreciated and valued, they’re more likely to go the extra mile to help their teammates.  When you make it easy for team members to recognize that extra mile, you’ve created a virtuous cycle of collaboration and celebration.

3. Peer recognition builds good habits and grows leaders

And third, you’re growing leaders. When you set the expectation that appreciation is a team sport, you’re equipping your team with valuable habits they can transfer to future leadership roles.

For specific ideas for better team recognition check out “Creative Peer Recognition: How to Get Better at Team Appreciation”.

Make Gratitude a Daily Habit: Building a System for Appreciation

When leaders tell us they struggle with gratitude, “After all, why should I have to say thank you for someone doing their job,” (see “How to Be Great at Recognition, Even If It’s Not in Your DNA”)  we encourage them to turn recognition and appreciation into a task.

Make a plan. Schedule it. Track it.

To get more ideas on how to keep appreciation flowing, read “How to Make Better Employee Recognition a Daily Habit”.

Avoiding the “Empty Thank You”: Get Specific

If you’ve ever been on the receiving end of a vague “great job,” you know it doesn’t do much. Your can team can tell when your gratitude at work is real =, or when you’re just going through the motions. The key is to make your thanks specific, relevent and meaningful.

Instead of saying, “Good work,” try, “I appreciate how you took the time to walk the new team member through the process. That helped them get up to speed quickly. And as a result, we saved a week on this project.”

This Thanksgiving, aim to be intentional with your words. What did they do? How did it make a difference? Why does it matter?

Check out “Before You Forget: Stop and Do This Now” for more on why specific, meaningful appreciation is so important.

Taking Time for Yourself: Be Grateful for Your Journey

Finally, don’t forget to turn some of that gratitude inward. As you’re appreciating others, take a moment to reflect on your work and growth. What are you proud of? What have you learned this year? Maybe even jot down a few things you’re grateful for in your career. Being kind to yourself is just as important as recognizing others.

See Also: What Do You Like Most About Your Job?

And if, this year has been tough, take a moment to appreciate yourself for making it through. You’ve shown up. Done the work. And, made it to this moment. That’s something to be thankful for.

A Simple Thanksgiving Challenge: Share the Gratitude

To celebrate Thanksgiving this year, try a quick challenge: ask your team to share one thing they’re grateful for about someone they work with. It could be about their approach, a specific action, or how they bring a little joy to the team. The goal is to create a ripple of appreciation that extends beyond the holiday.

If you have a deck of our SynergyStack™ Team Development Cards, you can use the collaboration habits as prompts for thanksgiving and celebration. Invite each team member to share one habit they really appreciate about each team member.

A Decade of Building Better Teams Through Gratitude

Genuine appreciation makes a difference. It’s not just about making people feel good—it’s about creating a culture where people feel seen, respected, and motivated to give their best. This Thanksgiving, take a moment to express gratitude for the people who make your work life richer. It’s a small act that can have a big impact.

Thank you for being on his journey with us, and for making gratitude a core part of your work. Here’s to more years of building strong, appreciative, human-centered teams together.

The post Thanksgiving At Work: Creating a Culture of Gratitude on Your Team appeared first on Let's Grow Leaders.

Leadership demands more empathy, adaptability, and connection than ever before. This episode explores how to lead with confidence while staying human. Learn how to shift from a traditional, bottleneck leadership style to one that inspires trust, builds resilience, and drives high performance.

Here’s what you’ll gain from tuning in:

• Practical strategies for shifting from a “heroic” to a “humble” leadership model.
• Insights into building psychological safety and trust within your team.
• Techniques for leading with clarity and empowering others without micromanaging.

Don’t miss this episode—unlock your full leadership potential and learn to lead with radical humility. Hit play now to start transforming your leadership style!

Redefining Your Leadership Path

[00:00] The Humility of Leadership
Discover why leading today is inherently humbling. Learn how acknowledging what you don’t know is a key step on your leadership path.

[01:42] Early Lessons in Leadership
Hear how a childhood experience as a scout leader shaped a foundational understanding of accountability and leading by example.

[04:24] Heroic vs. Humble Leadership Path
Understand the transition from the outdated “heroic” model to a modern, human-centered leadership style that fosters trust and collaboration.

[05:25] The Three Cornerstones of Humility
Learn how self-awareness, relational leadership, and a growth mindset create a solid foundation for navigating your leadership path.

[08:02] The Five Key Shifts in Leadership
Unpack the practical steps for becoming a humble, results-driven leader, including leading relationally, cultivating trust, and empowering your team.

Empowering Growth on Your Leadership Journey

[12:28] Breaking the Cycle of Micromanagement
Explore actionable ways to empower your team while staying clear on outcomes and avoiding bottlenecks on your leadership path.

[16:20] Checking for Understanding
Master the skill of ensuring alignment with your team through simple but powerful communication techniques.

[18:32] Personal Transparency in Leadership
Learn how vulnerability—when approached appropriately—can build trust and strengthen relationships on your leadership path.

[23:27] Organizational Transparency for Better Decisions
Understand why overcommunicating goals and sharing critical information is vital for engaging your team and supporting their growth.

[27:25] Leadership Lessons from Ultra-Endurance
Draw inspiration from endurance sports. This includes focus, resilience, and embracing failure as you navigate challenges on your leadership path.

The post Why Humility is the Leadership Path to Productivity and Problem Solving appeared first on Let's Grow Leaders.

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You’re right. You deserve high-quality, carefully considered feedback in your performance review. Your manager should take this seriously and do it right.

But often they don’t. It’s statistically likely that you (or a friend) will be blindsided by the performance feedback you receive. Let’s get ahead of it this year with some Powerful Phrases to ask for, and engage In a more meaningful conversation.

Powerful Phrases to Deal with Lazy, Vague, Frustrating Feedback

A few years ago, I wrote “Avoid These Infuriating Phrases in End-of-Year Feedback” to encourage managers to stop making stupid comments when giving a performance review.

This heartfelt post came from years of listening to high-performing employees vent their frustrations about frustrating phrases their managers said. If you’re a manager who struggles with performance reviews, please start there.

How to Respond to the Most Infuriating Kind of Performance Review

For the rest of you (or your friends), let’s prepare for that frustrating feedback this year and prepare you with some Powerful Phrases for when the conversation goes sideways.

1. “I don’t have much end-of-year feedback for you. You know you’re doing great.”

I hate this one as much as you do. If you’re hearing this, you probably are doing great, but it doesn’t give you much to build on or improve.

Some options to start your empowered response:

• “Wow, thanks so much! I appreciate your support. This year, I feel particularly proud about __________ (insert that accomplishment you expected them to bring up). I’m curious about your perspective on that _______(project, strategy, accomplishment). Why did that work from your perspective? What made that work so well, and how might I bring more of that into my work?”
• “Thank you! You know, one area I’m really working to improve on is _________. What is one suggestion you have for how I can be more effective in that arena?”
• “Thank you! I’m curious about what specifically you appreciate about what I’m doing here. I’m very focused on ensuring next year is even better, and I’d love your help in knowing what I should continue doing and ideas to help me really differentiate my performance next year.”

2. “I rated you as meets expectations for your end-of-year feedback. Your performance really was an “exceeds” but I had to make the math work out.” Or, even worse, “I could only have one person in that category.”

Okay, you have a serious right to be ticked off here. I’ve been there, on both sides of this awkward conversation.

And it’s probably too late to change the math or the rating. I know this because as a Verizon executive I’ve fought this battle many times for the high-performers on my team, and the answer was “pick one.”

Your manager may be as (or even more) frustrated than you.

In my article on infuriating phrases, my advice to your manager is to stay focused on results and behaviors, rather than the rating. And, to be clear about the criteria that they used to calibrate performance and where you met and exceeded those criteria and opportunities to improve in the future. To stay away from comparisons to other employees, or blaming other people for the rating they received.

And now, some options to start your empowered response: 

• “Oh, wow. That must have put you in a difficult situation. And, I’ve got to tell you, that makes me feel really ___________(insert emotion here, but try not to scream or cry).”
• “I’ve worked incredibly hard this year and I really don’t want to be having a similar conversation this time next year. Can we outline what I need to do for next year to make ‘exceeds’ (or whatever your rating equivalent is) the obvious rating? I’d love to build a plan to ensure I have the success I’m looking for.”
• “I really appreciate your support. And I’ve got to tell you I’m pretty frustrated. This affects my compensation too (if that’s true). I’d really like to talk to HR to express my concerns about this.”

3. “I know we haven’t talked about this before, but _____”

This one’s tricky because your manager certainly shouldn’t blindside you this way in your performance review. There are a few angles you might choose to take. If they’ve put something in writing that’s coming out of the blue, you might request to have that removed, requesting a fair chance to address it before it turns up in the documentation.

And, here are some empowering phrases that might be useful.

• “I appreciate your feedback and your desire to help me improve. I’m wondering what we could do to set up a more regular cadence of feedback throughout the year, so there are no surprises next time.”
• “I’m a bit surprised by this feedback and would like to take some time to digest it. Let’s set up a follow-up in a week to talk a bit more.”
• “Since this is the first time I’ve heard this feedback, can you please give me some time to address this before you put it in the formal review? Here’s my approach to improving in this area.”

4.”I don’t really have any specific examples, but it’s become a real issue.”

If you hear this in your performance review, and you can’t think of any examples either, I’d recommend you push for some examples.

• “I’m deeply committed to improving my performance in this arena. And, it’s really hard to understand what needs to change without some concrete examples.”
• “I really would like to understand this more. I’m struggling to come up with examples too.”
• “Can you please tell me more? I’d really like to get a better understanding of your concern here.”

5. “I’ve gotten a lot of feedback from other people about your performance in this arena. Who? I’m not at liberty to say.

As with most of these awkward performance review phrases, I would start with a gut check. If your manager is raising an issue and it feels true to you, then your best bet is to own it and work on it.

However, if this third-party performance review feedback feels unfair, then I would press for more information.

• “Hmmm. That’s tricky. I don’t see it that way. It would be really helpful for me to talk directly with those concerned. Can you please ask them to come to me with their concerns so I have a chance to talk with them directly about it?”
• “Have you noticed this issue yourself? Does this seem like something that’s consistent with what you’ve observed?”
• “I’d like a chance to better understand this issue. Who do you suggest I talk with to learn more?”

6. “Just write up your accomplishments and I’ll sign it.”

It’s a great idea to submit your accomplishments. After all, you’re closer to the work you’ve done and the impact you’ve made.

Say yes, and then…

• “I’d be delighted to write up my accomplishments (see How to help your boss give you a better performance review for tips on how to do that well).”
• “I would also really appreciate your feedback and perspective on my performance this year. When would be a good time for us to talk through my performance review?”
• “Here you go (hand them your accomplishments). I’m also really interested in your feedback on how I can make next year my best year ever. I got this great development discussion planner from Let’s Grow Leaders. I’d love to schedule some time to go through that.”

While lazy, vague, and frustrating feedback can feel super irritating, it also gives you a chance to take responsibility for your career development. Ask for what you need and giveyour manager the opportunity to rise to the occasion. Sometimes their insights will surprise, and help you make that next step.

Related Articles

12 Powerful Phrases For Navigating Challenging Workplace Conflict

How to Help Your Team’s Performance Stand Out for Better Recognition

The post Performance Review: How to respond to frustrating or lazy performance feedback appeared first on Let's Grow Leaders.