Are you a negative enabler? You may not be but you may know someone who is. Always covering for someone’s dysfunctional behavior is not healthy and it leads to more problems. Negative enabling exists at work too so how do you deal with it?

Some will say that Meritocracy is a myth used by some to cover for poor performers. If you do not agree, then, how do you explain when the best qualified candidate does not get the promotion or a prestigious project in a meritocracy culture? 

Lots of career advice is provided to college grads but let’s be honest – probably most of it is probably ignored. So, how about telling them what employers want from them such as concern about soft skills or the lack of them. They are not worried about technical skills but those skills that transcend jobs and set up successful careers for example project management and communicating with those who are different from them. So, ask them what are their top five soft skills and start there.

What can we learn from moms that can be useful to all of us at work? For starters, multitasking is an art as they act as HR on disciplinary issues, getting good grades in school is the constant Organizational Development and wisdom as a supportive mentor among other things. But, role clarity is also key as they never stop being a mom even if you are 40 years old. So, what else can we learn from them? Happy Mother’s Day!

Anxiety is a fact of life so no one is immuned to it. Unless a person suffers from Anxiety Disorder in which case professional care is required, occasional anxiety must be dealt with so that it does not ruin a person’s project for example and of course does not derail his/her career. So, how do you help someone with occasional anxiety?

How is it possible for a better team to lose to an inferior one? If you are a sports fan you probably have seen this more than once and it is frustrating to watch to say the least. So, what business lessons can be useful in our daily work challenges from the under dog taking the day?

“It’s not fair” is a claim that perhaps some are being treated with different standards and expectations and that the rules don’t apply equally. The cost of having an unfair manager regardless of the size of the company is not only a distraction to work but also a hit on productivity. So, how do you respond to “it’s not fair” at work?

The leadership gap between men and women at the Fortune 500 has been flat at about 2% for women at the CEO level. Is this really suggesting that men are natural leaders? Lots of programs and initiatives to address this gap but obviously the data tells the whole story of what is not working. So, what would you differently to address this leadership gap issue regardless of your gender?