The same strengths that made you successful can also make your team too dependent on you when you rely on them too much. Which one has been the hardest for you to put down?

A promotion makes you a people manager. It does not make you a leader. Leadership is six behaviors you repeat until your team can count on them.👇

Toxic behavior at work grows every time a leader stays silent. Four words can stop it: "No, that's not okay." Here are 10 behaviors leaders should stop tolerating.

Most people think a promotion takes three steps: work hard, wait, get the title. It takes 12. The nine nobody told you about are here.

Your last salary should not set your next one. The job you are being hired to do should. What does the role require? What does the market pay for that work? What skills and experience does it demand? What value is the person expected to create? A candidate’s salary history can provide context about their career. It should not become the sole basis for deciding what they are offered in a new role. That matters because people can arrive at the same job with very different salary histories. Someone may have worked for a smaller company. They may have taken a lower-paying role to gain experience. They may have been underpaid in a previous position. They may be coming from a different industry with a different compensation structure. None of those factors changes the work the new employer needs them to do. For employers, here’s how to approach compensation: → Define the role. Know what the job requires before discussing what the candidate earned previously. → Understand the market. Use relevant market data to establish a reasonable range. → Evaluate the person. Consider skills, experience, performance, and the contribution the candidate can make. → Explain the decision. People should understand how compensation is determined and what factors influence where they fall within the range. Responsible employers have to balance compensation expectations with sound business decisions. The goal is not to ignore a candidate’s history. It is to make sure the compensation decision reflects the job they are being hired to do. What do you think should matter most when determining compensation for a new hire?

Hispanic Heritage Month: September 15 to October 15. The Hispanic and Latino community built industries, culture, and language into what America actually is, often without credit. A month of recognition means more when it matches the other eleven.

Pay transparency was never really about the number. Employees wanted to know how decisions about them get made. That question is moving next to performance, then to accountability. Transparency does not create the problem. It shows you the one already there.

Emotional intelligence is a power skill, and it's something you build. How you handle pressure, feedback, disagreement, and relationships shapes how people experience your leadership. So here are 10 everyday behaviors you can adopt to nurture your emotional intelligence 👆

Want senior leaders to say yes? Stop presenting information and start helping people make decisions. I shared 7 skills that make presentations more effective with senior leaders 👆

Fit in or stand out? Most people think they have to choose. You need enough trust to be heard and enough confidence to bring a perspective others haven't considered. Trust comes first. Influence follows. Ask why a process exists before you try to change it. Ask what success looks like. Then, once people trust you, say the thing everyone is thinking.

Think about the best boss you ever had. What did they actually do? Not their title. Not their personality. Ten behaviors, repeated. ☝️ Every one of them can be learned. Which one did a good boss do for you?

Every win at @SHRM this year had a person behind it. To my team, I am grateful for every one of you. And to everyone who worked hard this year, thank you. Happy Labor Day.

Directors can handle a bad quarter. What they struggle with is being told about it late. Only 22% of CEOs say their boards support them well right now. Part of the gap is self-inflicted. Bring the board the risk, the undecided call, and the number about to miss before you have answers.

HR does not need saving. It needs rebuilding. The need to rethink how work gets done, and HR should help lead that conversation.

Most hiring managers trust AI more than they trust a new graduate. The tasks where graduates used to learn the job now go to a tool. So build the skills somewhere else. Five ways to prove you are worth hiring. 👇

1 in 8 men will be diagnosed with prostate cancer in their lifetime, according to the American Cancer Society. What happens next depends on how early it is found. This weekend, Billy and I joined Mike Milken and supporters of the prostate cancer foundation (PCF) at its annual benefit in the Hamptons. The money raised funds research to end deaths from this disease. Reducing prostate cancer deaths starts with finding it early. In those cases, PCF reports a five-year survival rate above 99%. Finding it early starts with a screening many men keep postponing. I've talked a lot about courage this year, and booking the appointment you've been avoiding is courage, too. This is where leaders can help. When you talk openly about screening, it becomes easier for a man on your team to book his own appointment. September is Prostate Cancer Awareness Month. It's the right time to have this conversation with your team. A very special thank you to Mike Milken, Founder of PCF and Gina Carithers, PCF’s President and CEO, for all of their hard work, dedication, and commitment.

"What is your current salary?" Do not round it up. Compensation can be verified, and the damage to trust arrives before you do. Your last salary reflects a past role. It does not define your value in the next one. Anchor to the role and the market, not your history.

One eye roll = 33 minutes of lost focus. Across U.S. workplaces, $2.66B a day. We call it banter, bluntness, a strong personality. The accurate word is uncivil. Before you speak: would the point have survived without it?

Have you ever typed the honest version of a message, then deleted it and sent the safer one? That is how courage disappears at work. Courage is a skill. Practice it early, pair it with solutions, and use it when it matters.

AI was supposed to give people their time back. Instead, employees lose nearly a full workday every week fixing its mistakes. Speed without accountability isn't productivity. It's debt.