As a manager, it’s on you to build a pattern of positive reinforcement toward transparency, criticism, compassion, and vulnerability

When your employees jump to the “needs improvement” section of their reviews and skip over the “strengths” section, redirect their focus. Highlight the specific value they bring. It’s more powerful to strategize around strengths versus weaknesses.

Make sure everyone knows who is responsible for what. When responsibilities aren’t clear, things fall through the cracks.

Being nice is a good thing, but delivering critical feedback between two fluffy compliments isn’t as nice as you think it is.

As a manager, you have to exist in multiple temporal realities. Your job is to keep things moving in the short term, while still planning for the long run.