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I have become obsessed with AI. Not the half-joking, half-worried-about-robots kind of obsessed people bring up at dinner parties. I mean the kind of obsessed I get with anything that actually works, the way I once got about time blocking or setting a desired outcome for a meeting. I find a tool, I use it a few times, and then I cannot imagine going back. So here are four AI tools I use every single day.

Learn how to manage up and across, build trust with peers, communicate with your boss, and expand your influence beyond your direct reports from leadership expert Kristen Harcourt.

Generic praise is easy to say but doesn’t buy you much goodwill. Here's the exact way I use AI to find specific, real appreciation, without ever handing my team a robotic thank-you note.

Your 1:1 starts in five minutes. You open the doc where you’ve to jotted down notes over the course of the month so you’ll have something to trigger your memory before the actual conversation. It’s unfortunately sparse.

Right before you have to say something hard, something shifts. Your stomach tightens. Your mind starts bargaining. "I'll handle it next week. It's probably not that big a deal." That's not procrastination. That's your brain working exactly as designed.

Most managers use consensus and agreement like they're the same word. They're not, and the gap between them is why so many team decisions look final in the room and fall apart a week later. Here's the difference, and the question that fixes it.

Most conversations about integrity focus on big, visible choices. But there's a quieter kind of integrity gap — one built entirely from small, well-intentioned commitments you made and didn't follow through on. Here's how to recognize it and close it.

Leadership wisdom doesn't only come from business books and management frameworks. Here are three lessons drawn from Dr. Joel A. Davis Brown's research into LGBTQ+ community values — and what they reveal about what people want most from their leaders.

Most teams measure project success based on one question: Did we achieve the goal or not? The outcome matters, but it only tells you what happened — not whether the project was truly successful. Here's a better framework.

Even after years of studying difficult conversations, I still don’t like having them.

The email comes in around 4:15. Subject line: re: offer. My stomach flips before I even open it. Two months of the role sitting open, screening calls, dozens of interviews, candidates who took other offers or weren't right, and then, "I'm thrilled to accept." I text my husband. I do the li

I was in a meeting where we were discussing something big and broad. Exploring possibilities, or at least that was the intention. Then one person said, "If we do this, here's what I think we should do." And that was it. The next 45 minutes were a debate about their idea. Not about whether we fu