Here’s how to handle failure like a great leader:. 1. Acknowledge it. Don’t sweep it under the rug. 2. Celebrate the risk. Show appreciation for boldness and effort. 3. Extract the learning. Ask: “What can we do better next time?”.4. Move forward. No shame. Just iteration. The

So…Super Mario Brothers?.

🔹 Volcano.They lead with emotion, not logic. Stay steady:.• Stick to data and deadlines. • Avoid personalization. • Document everything. You don’t manage up to suck up. You manage up to survive…and maybe even thrive. Which type of bad boss have you faced—and how did you.

🔹 Ghost.They’re not malicious. They’re MIA. Take the lead:.• Set your own goals and communicate them. • Pitch projects before they’re asked for. • Show how your work makes them look good.

How to deal with a bad boss (without losing your sanity):. 🔹 Micromanager.They crave control because they fear chaos. So give them clarity:.• Send unsolicited progress updates. • Break big projects into small milestones. • Make status visible (but brief).

3 steps to rebuild trust with someone on your team:. 1. Reflect.Ask yourself: What do I need to feel safe, supported, and respected?. 2. State it clearly.“This is what I need from you moving forward…”. 3. Stay open.Trust isn’t rebuilt by making demands—it’s rebuilt by making

5. Make your work visible. Out of sight = out of support. 6. Document everything. Especially with unpredictable personalities. 7. Build trust across. Peers can be your lifeline when leaders aren’t. Bad bosses don’t have to break you. Sometimes they reveal the leader you’re.

7 ways to survive (and succeed) with a bad boss:. 1. Send updates before they ask. Take away their reason to micromanage. 2. Pitch your own goals. Ghost bosses won’t set them for you. 3. Stick to data. With volatile bosses, facts are your friend. 4. Ask clarifying questions.

For more, check out my latest YouTube video at

Only one of those is a growth mindset. The most innovative teams don’t treat AI like a tool. They treat it like a teammate. They collaborate with it, have it critique their work, as it to find the nonobvious. And that’s when things get interesting. 👉 Where is your team.

It’s a mindset problem. Right now, there are three ways people via AI:.1. As a threat: It’s coming for my job. 2. As a tool: It can do some of my work. 3. As a teammate: It can make me think better.

Most leaders are asking the wrong question about AI. They want to know:.• “How do we roll this out across the enterprise?”.• “What does this mean for our tech stack?”.• “Which tasks can we automate?”. But those are tech questions. And this isn’t a tech problem.

Here’s how to build trust on your team—without a single trust fall:.1.Admit when you’re unsure. 2.Ask for input early—not just buy-in later. 3.Share something your team doesn’t usually get access to. 4.Back someone’s idea publicly, even if it fails. 5.Say “I trust you” and mean

If you’ve had the conversation….Tried the strategy….Given it a real shot…. Then maybe the most courageous move is to move on. Because while quitting can feel like failure….Staying stuck is the real risk. Your career is a marathon. Don’t let a bad boss be an anchor on your.

You don’t owe loyalty to someone who isn’t loyal to your growth. Sometimes we stay with bad bosses out of guilt. Or fear. Or comfort with the known chaos. But here’s the truth:.You deserve a workplace that fuels your development—not drains it.

But when you share insights—especially ones your team typically doesn’t have access to��you send a very different message:. I trust you to understand the bigger picture. Transparency isn’t about oversharing. It’s about cluing people in—so they feel included, not isolated.

Want to instantly raise trust on your team? Share more. Not everything needs to be “need to know.”. When managers withhold information, even unintentionally, it signals a lack of trust.

RT @StefanW: "Leading Through Uncertainty: 4 Tactics For Guiding Your Team Through Change" @davidburkus https://t.c….

Try saying:.➡️ “What am I missing from your perspective?”.➡️ “How should I be prioritizing to align with our team goals?”.➡️ “How can we support you and make this a win-win?”. These aren’t gotcha questions. They’re gateway questions. They open doors—even if they don’t get walked.

If you don’t trust your boss, you’re not alone. In fact, many talented professionals stay silent because they believe speaking up won’t change anything. But here’s the irony:.Silence doesn’t protect you—it just prolongs the dysfunction. If you want to rebuild trust, you don’t