Becoming a supervisor or manager is about developing your team.

Giving constructive criticism that motivates real changes in behaviour can be a challenge, especially when dealing with sensitive employees.

Simply saying “Great job!” isn’t enough if you want to give meaningful, productive feedback that will really stick with your employees and reinforce their positive behavior.

These are the components that are essential for a coaching session to be successful.

The feedback review model is a simple 2×2 matrix mapping feedback against positivity and expectancy.

The Four Stages of Competence is a great tool to use with recruits and existing employees who are learning new skills, to take them from “good” to “great.”

The Dunning-Kruger effect is someone’s cognitive bias to overestimate their own skills and inability to assume the gaps.

McGregor's theory x and theory y are a salutary and simple reminder of the natural rules for managing people.

The Peter Principle was first identified by Dr Laurence J. Peter in his 1968 book of the same name.

There are myths surrounding mentorship that should be addressed, here are some of them