Managers must be aware of cognitive habits that may get in the way of being an open, respectful and inclusive leader.. If you want to lead others in a way that’s less biased and more inclusive, be aware of three words that are critical for you to understand.

A powerful lesson from Manager Boot Camp on self-awareness. Really, all success as a manager and leader stems from you knowing how to lead and manage YOURSELF first.

Doing your best to keep curiosity alive and kicking among your team is critical. People who are curious contribute more, collaborate more and feel that their ideas are truly valued (which means they stick around longer!).

If your team isn't pushing the curious envelope - maybe they're too busy or believe they already are as curious as they can be - you can do a few small things to promote an environment of learning within your department. Here are 3 ways to keep your employees curious:

We’re all human and we all make mistakes, even executives and experienced managers. That doesn’t mean these slips have to be a workplace prison sentence. Transform mistakes into opportunities for improvement rather than blame by building a culture of forgiveness at your workplace, and you might just notice a few of these powerful benefits.

It's true, jerky people exist at work, unfortunately more often than we want. You are going to cross paths with a difficult co-worker at some point and beware...they will test you and your patience more than anything.

Sharing personal or professional goals with others can help keep you more accountable.  And talking about your goals helps on so many levels: you get immediate champions, you have people to hold you accountable, you get a built-in support network, and you have cheerleaders applauding your progress.

Over 20 years and a fair share of resignations given to me, I've learned the immediate reaction I have to that unfortunate (sometimes not entirely unfortunate) news becomes part of my legacy I've left with that employee. Am I giving this person the memory of working for a jerk boss who made them feel horrible in moving on or the memory of a boss that was supportive right up to the last minute?

Outstanding leaders know the outcome of the whole depends on the engagement of the individuals. Get out there and show you care. Leave your office and make the rounds.

Kicking off the New Year with some thoughts on becoming a better leader.

Culture is the collective sum of attitudes, skills sets, passions, motivations all combined inside one company. As a leader, your role in driving that culture is critical.

For some strange reason, as people rise up the ladder they seem to exclude themselves from having to participate in company events. It's a contagious disease that slowly rots the core a culture at work.

Make sure you are staying in touch with your team as human beings. Simple questions like are you doing ok? How's soccer going for your daughter? How was your trip to Joshua Tree?

Let's get this clear: Givers of performance reviews hate giving them. Receivers of performance reviews hate getting them. Good bad time all around.

talking money in a Performance Review is albeit important, just not using your imminent need as the REASON you should get a raise.

There cannot be a time in your career when one day you have (and somewhat need) a boss then the very next you don't. Is it that you are somehow led as much as you are going to be led then from there on out it is up to you?

take a moment right now to look around your desk area, open your file cabinets, peek in your overheads and see if there is anything that you don't want the general public to have their eyes on. Take that home.