Gain insight into employees with 7 questions

Conditional approval before "no." The vast majority of respondents shared that they place conditions on getting resources. Doing so lets your team member know what they can do (if anything) to secure the resources they need. And if they have no control over the situation, it lets them know what conditions have to occur before resources will be released.

For example, that might sound like "if we reach our sales goal this quarter, we'll fund your technology investment request next quarter." Conditional approval can use the phrase "yes, if …" This means telling someone "Yes, you can have funding for the technology investment if you can come in under budget on the other project you're currently working on."

This gives them control over the situation or it has them be the one to say "no" to themselves if they're not able to fulfill the conditions for moving forward.

-- Mike Figliuolo is managing director of thoughtLEADERS, which includes TITAN -- the firm's e-learning platform. Previously, he worked at McKinsey & Co., Capital One and Scotts Miracle-Gro. He is a West Point graduate and author of three leadership books: "One Piece of Paper," "Lead Inside the Box" and "The Elegant Pitch."

Leaders can co-create a vibrant, engaging and innovative culture with their teams using common principles of curiosity, service and compassion, as well as setting egos aside and allowing the best ideas to carry the company forward, write Chris Deaver and Ian Clawson, the co-founders of BraveCore. "We become connected through shared hope, seeing what is possible together, and turning shared dreams into shared direction," they write.

Since 2021, Michiru Aoyama has spent each day in his Kyoto, Japan, home composing and recording a new album of deep ambient music, each consisting of eight songs, running precisely 20 minutes and 27 seconds, and then releasing it on Spotify. His albums have been so successful that Aoyama quit his job at SoftBank to focus on producing music, which he compares to brushing his teeth, "So I would not feel comfortable stopping."

The theme for today's issue centers on curiosity, asking the right questions and creating an engaging and exciting culture that brings out the best in your employees.

Even if a team member isn't ready for a promotion, Luis Velasquez's advice to help them produce a detailed road map to their next role can ease the pain of disappointment, show them they are valued and provide motivation.

Lolly Daskal provides seven questions that center around the aspirations of your team members and show them you want to help them move forward in their careers.

None of this happens without first creating a culture of dialogue where your direct reports know they can come to you with their concerns and dreams. This way, you create a co-creation and collaboration culture where everyone feels heard, valued and engaged.

If this newsletter helps you, please tell your colleagues, friends or anyone who can benefit. Forward them this email, or send this link.

What topics do you see in your daily work that I should know about? Do you have praise? Criticism? Drop me a note. And don't forget to send me photos of your pets, your office and where you spend your time off.