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Avoid the passive-aggressive leadership approachi
Reinforce these timeless truths about good coaching
Use the best-case scenario for feedback
HOPE in action
Random wisdom

March 2023
Avoid the passive-aggressive leadership approach
Acting like a tyrant won't draw out your workforce's best efforts, but an approach that's too hands-off can do just as much damage to motivation and morale. Don't be a passive-aggressive leader-watch out for these warning signs that you need to take a more active role:
  • Inconsistent feedback. You may think you're doing employees a favor by not watching their every move. But if you're not giving them feedback that helps them correct mistakes, improve performance, or keep doing a good job, they won't know where they stand, and may feel ignored. Give feedback consistently so employees always know that you consider their efforts important.
  • Vague rules. Employees need firm guidance and clear rules for what's required and acceptable in the workplace. Otherwise they may not feel safe taking chances-or they may behave recklessly. Although you don't want to tie them down with pages and pages of trivial guidelines, lay down a clear set of procedures and standards so employees really know what's expected.
  • Overemphasis on small details. Focus on the big picture, not the minutiae. You may be tempted to insist on a particular process that's always worked, or to enforce rules that have little to do with success just to show that you're still in control. Stick to standards, but give employees permission to do their best work as long as they're getting results fairly.
  • Not sharing your expertise. Your employees are skilled and experienced; in some cases they may know more than you do about their jobs. Don't let that stop you from sharing helpful tips and advice. Your goal is to help them improve, and most employees will welcome your interest in their work. Leaving them alone to do their jobs can make them feel neglected and stuck in their jobs.
~Adapted from the Brazen Life blog
Reinforce these timeless truths about good coaching
Coaching can help you motivate and develop employees, but it's not a cure for every workplace problem. Keep these points in mind, and share them with your employees before you embark on a coaching strategy:
  • Not therapy. Coaching isn't about solving psychological problems, but helping employees become more productive. Stick to business issues.
  • Time limits. You can't afford an open-ended commitment, especially if the employee doesn't respond.
  • Honesty. Tact is important, but both sides have to commit to telling the truth as they see it. White lies that spare feelings won't lead either of you closer to top performance.
~Adapted from The Enlightened Manager blog
Use the best-case scenario for feedback
This simple question can help you get feedback from the people around you: "What would I be doing if you were to rate me as an excellent_________?" Fill in the blank with "boss," employee," "customer," "co-worker," or whatever relationship you're talking about with the other person. The answer will give you some action-oriented tips to consider, and improve your performance in ways you might not have thought of.
~Adapted from the InnoVision Communication website
HOPE in action
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Check out HOPE's recent interview on the She's Valiant podcast where she and Rebecca Simmons talk about the importance of women being allies for other women in the workplace. Listen to learn excellent tips on how to be an A.L.L.Y.


Random wisdom


Do what you can, with what you have, where you are.
 ~Theodore Roosevelt
HOPE For Leaders

Helping Other People Excel, LLC (HOPE) is a leadership development and coaching firm. We specialize in professional development for leaders at every level of the organization.