Psychological safety isn’t just a leadership trend; it’s a crucial foundation for a thriving workplace. While physical safety rightly garners attention—through measures like secured doors, surveillance, and visitor protocols—these efforts overlook a deeper need: the psychological safety of employees.

In the area of leadership, the landscape has transformed significantly, reflecting major shifts in philosophy since the 1980s and 1990s.

Have you just been promoted into a leadership position and don’t know where to start? Or perhaps you’ve been at it awhile, but want to improve your skills. There are many things effective leaders have adopted as part of their practice:

Do you remember a time when you smiled at someone, and they smiled back? When someone gave you a compliment? When someone paid for your coffee in a drive through lane?

Go Hard or Go Home!
It’s All or Nothing!
No Pain, No Gain!

I’m not sure when I first heard these phrases, but I somehow never thought to question them.

What makes a great leader? That’s the million dollar question without a clear-cut, simple, do this and you’ll rock answer. Ask a group of people and you are likely to get a ton of different answers, but I do think there are a few core skills that great leaders have in common.

Are you a rockstar or a super star? Or do you know? What about for those on your team?

Years ago, a student walked into my classroom. He was visibly upset and started rambling at me. I knew he was trying to tell me something, but I had no idea what exactly he was trying to get across.

I often read books for a specific purpose when I want to learn more about a topic so I can teach, but as I started reading more regularly (resulting in greater quantity), I started wondering, “Am I implementing any of the ideas from these books or am I just reading them and then putting them on my shelf?”

I’m reading Howard Behar’s Book It’s Not About the Coffee (Howard was a senior executive at Starbucks who worked closely with Howard Schultz, founder, and whose focus was always the people and culture). I actually saw him speak at a conference a few years ago and his talk was titled, “It’s About the People” which fits my belief about a people-centric focus too.

I have always thought I was a fairly positive person, but about 13 years ago, someone challenged me on that belief. I asked around and a couple people reinforced that despite how I saw myself, they saw me as leaning towards the negative. It shocked me and made me really think and reflect.

Last week I was excited to take Brené Brown’s Dare to Lead course. It was a long, but amazing, three days and I learned so much. Kim Knull facilitated a fabulous, but intensive workshop.

I have read many leadership books, but I think one of my favorites is still The Five Dysfunctions of a Team by Patrick Lencioni. I have read many of his books and they’re all great, but this one distills down characteristics of great teams.