Are you experiencing Imposter Syndrome as a leader? You are not alone.

With the research stating that around 70% of leaders will suffer from imposter syndrome (typically on more than one occasion), it’s no wonder that self-doubt, nerves, that feeling of waiting to be caught out as a phoney, and your own inner critic can all be doing overtime while you try to keep all those other plates spinning around you.

What do your team members expect when it comes to promotions?

Asking for additional training, coaching, or professional development is not a sign of weakness. In fact, it can actually reinforce your commitment to wanting to grow and excel within the business … and FYI a growth mindset is a very positive attribute.

Perfecting the art of transparent communication and collaboration

You will never be accused of over communicating. Rest assured, nobody will resign from your organisation because they felt you told them too much! The danger in only telling half the story though, is that employees will fill in the gaps and create their own scenario in their head. That’s a downward spiral in the making and will often result in the wrong people exiting the business. Check out our hellomonday post on perfecting the art of transparent communication and collaboration.

Why sometimes an inheritance can be more trouble than it’s worth

When you inherit a team, you are basically being asked to lead a team that someone else has built and where up until the moment you accepted the challenge, you had absolutely no say in any of the decisions that had been made previously. And yet now you’ve been put in charge. Check out our post to appreciate the differences between inheriting a team of people as opposed to building a team from scratch.

The differences between ‘managing performance’ and ‘performance management’

For any leader, part of managing employee performance involves truly understanding what makes them tick and showing them that you are genuinely interested in their career, their professional development, and their well-being. More frequent discussions around goal setting, feedback, and career aspirations can actually transform performance. Check out our hellomonday piece on the subtle (or not so subtle) differences between ‘managing performance’ and ‘performance management’.