Marina L.

First, assess the broader organisational context & root causes fuelling tensions. Are conflicting parties still willing to collaborate, or has too much damage already been done? Has failed communication eroded trust irreparably? In some cases, mediation may clarify positions enough to find common ground. However, true reconciliation requires vulnerability, which feels impossible if toxicity has spread. Sometimes the healthiest course is to respectfully agree to disagree & establish boundaries to minimise negative impacts to customers/colleagues. Re-examine your own role with humility. With self-awareness & care for all involved, you can resolve problems internally through compassionate leadership alone.

When giving feedback, consider the person's personality, work style & motivations. i.e., an introvert may prefer writing over meeting face-to-face. Publicly recognising efforts can energise those seeking validation. I usually start by asking for self-assessment to foster self-reflection & accountability. The discussion will take a different turn if the person doesn't understand the problem or know how they could have handled it differently. Show you value their perspective & help by suggesting alternative viewpoints & possible solutions. Note both small wins & larger goals to keep progress feeling attainable. Also, learn from your interactions to strengthen your coaching ability to develop others into their best selves.

It's very important not to take sides. I'd suggest talking to conflicting parties one-on-one to let them get things off their chests. Once they are in a more balanced state, suggest to mediate their conversation. Act as a guide, reminding your team about common goals. Often, people need to feel that they are heard and that their pain is acknowledged. This is 70% of success in any conflict resolution. Then help them to reverse roles and ask how another would feel and act in this situation. Exchange views on solutions, and ask if both parties are satisfied. Then follow up, and keep an eye on how things are going, if both are good on their words.

To be most efficient you need to understand yourself first. Notice: - when (during the day) your attention is most sharp and for how long it stays like that 👉 use it for scheduling "focused" work that requires attention to detail, high concentration - when you go into thinking, daydreaming 👉 use it for tasks that require some creativity, when the answer is not obvious and requires out of the box solutions - when you become a bit sleepy or tired 👉 use it for breaks: lunch, tea/coffee, stretching your legs, walking break, catching up with colleagues or socialising Then, take it to the next level, start adjusting what influences your "high" energy, what makes you low or procrastinate Notice❗ When you notice, you can do smth about it 😉

Too often, when introducing automation, companies fail to address how job roles and skills must also evolve, which undermines productivity gains. Role transformation should be evaluated and communicated, and reskilling is a must, followed by a change of incentive structure. Include learning skills as part of the new motivation scheme. Continuous learning culture and people exposure to different areas will foster collaboration in reinvented workflows. By optimising organisational alignment, you will unlock the strategic potential within automated processes.

There's constant pressure to outperform. Yet true progress springs from nurturing minds, not draining them Rather than viewing self-care as an indulgence 👉 accept it as essential maintenance. It means good sleep, a nutritious diet, exercise & regular breaks during the day! 💡 Usually people skip the latter & get burned out without noticing signs. When problem-solving feels laborious & motivation wavers, you've exhausted yourself already Strategists' value lies not in invincibility but in navigating ambiguity -acknowledge stresses impacting work quality & well-being -normalise vulnerability By prioritising replenishment through secure routines, you can safeguard your capacity for perceiving patterns & crafting visions that uplift lives