Creating an environment of trust and psychological safety is not just a nice to have in teams, but a crucial factor for their success. When team members feel safe to express their ideas, take risks, and be vulnerable without fear of judgment, it fosters collaboration, innovation, and overall high performance.

Attracting and retaining talent in any operating model requires a combination of flexibility, strong company culture, professional growth opportunities, competitive compensation packages, and prioritizing employee wellbeing. By implementing these strategies, companies can position themselves as desirable employers and attract and retain top talent.

Why me? The answer really is around what we should be asking ourselves instead. So often we're looking to use that introspection tool, and what comes up is there's these why questions, like why is this happening to me? The problem with those why questions is that they tend to lead to judgment. Instead ask what questions.

Leadership has to be intentional and well thought out but in a remote setting this is even more relevant. Today we tackle three areas where leaders of remote teams need to focus their energy.

Today we delve into the topic of toxic work culture and how it is often dismissed as managing up which only serves to put the pressure on the employees to solve the problem.

Kyle is back with us this week to answer the second part of the question about creating a better work culture. This second idea is difficult for many of us and a place where we can do more work. Acceptance. Acceptance is how we enable ourselves to let go. To understand that we have no control over the outcomes for anything.

How do I create a better work culture? This is a two part answer and today Kyle explores how compassion plays a major role in work culture. If we really want people to experience joy and to flourish in the workplace, which is gonna create a more productive, healthy environment for everyone, we have to be able to see people compassionately, treat people compassionately, and that starts with self-compassion.

How is your message being received? How do you know what the results are when you send out messages or have a conversation? Feedback is key and in this episode we share a technique you can use to test the waters with your messaging. Hint - it is about practice.

Question: We constantly have directives that are confusing or misleading. How can we change this? And once again we use a recent real-life example of an organization that gave unclear directives that have considerable impact. How can you ensure that your message is clear and has it intended consequences? Feedback of course.

Today we have a real life example (as if there aren't unfortunately a lot) of what not to do when you are a leader. True leaders take the punches when they come and share the accolades. What happens when your organization enters into a crisis? How do you handle it? As leaders we need to lead from the front and set the tone for the organization.