Vinita Bansal

#1 principle of progress - Learn to ask yourself right questions. Instead of asking "Who am I," ask "Who do I want to be." Instead of asking "Can I do this," ask "What do I need to learn." Instead of asking "What if I fail," ask "What if I don't try."

Complete article here: techtello.com/management-hab…

✅ Modeling burnout Working long hours and on weekends conveys the message that personal goals don’t matter. It makes people feel burnt out and exhausted. Stop promoting hustle culture. Seek balance, not burnout.

✅ Reacting with unchecked emotions Becoming highly emotional under pressure conveys the message to others to stay out of your way. It makes them worry about how you’ll react to anything they say or do. Stop being emotionally reactive. Handle pressure with calm and poise.

✅ Masking true focus with false urgency Expecting everything to be done at a priority conveys the message that everything is urgent. It makes people waste time on inconsequential tasks while ignoring important work. Stop creating a false notion of urgency. Plan and prioritize.

Here are the habits every manager must actively avoid to build a strong team:

✅ Playing it safe  Leaning towards comfortable opportunities conveys the message that risk taking behavior is not supported. It makes people stick to the familiar without navigating the uncharted territory. Stop playing safe. Start embracing unknowns within boundaries.

✅ Promoting groupthink mentality Seeking consensus conveys the message that independent views are disregarded. It makes people nod in agreement even when they disagree. Stop seeking harmony. Promote healthy disagreements.

✅ Giving vague feedback Giving unclear feedback conveys the message that feedback has no value. It makes people ignore feedback as they can’t really act on it. Stop giving vague and indirect feedback. Be specific, make it actionable.

✅ Engaging in blame games Blaming conveys the message that accountability has no value. It makes people operate with problem focus instead of adopting a solutioning goal. Stop acting as a victim. Promote a sense of responsibility and ownership.

✅ Refusing to delegate hard problems  Refusing to delegate hard problems conveys the message that you don’t trust your team with complexity. It prevents them from building skills that will lead to growth. Stop assigning work within comfort zone. Challenge to embrace difficulty.

✅ Tolerating bad behavior Ignoring bad behavior conveys the message that toxicity has no consequence. It impacts team’s morale as people feel mistreated, undermined and undervalued. Stop ignoring toxicity. Set clear guidelines on what is acceptable and what won’t be tolerated.

@Gehan_Mendis Thanks for sharing

Want to Eliminate Workplace Friction? by @techtello code.likeagirl.io/want-to-elimin…

@hackernoon Thanks for sharing my article.

@techtello Read the full story👇 hackernoon.com/how-to-lead-me…

Meetings are important. Without them, it will be impossible to make good decisions, align on common goals and make progress on projects and tasks. By @techtello #effectiveleadership #howtorunbettermeetings...Show more

Thanks for sharing!

@hackernoon Thanks for sharing!

Complete article here: techtello.com/why-smart-peop…

✅ Speaking up more than listening Smart people do all the talking without pausing to listen to others and understand them. There’s no trust without making others feel seen and heard.

5 most common mistakes I have seen smart people make that prevents them from building trust: