Lukas Quanstrom

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For executives who want to build stronger cultures, look at the link between your values and your people.

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It’s important to make sure this shift toward empathy is more than a temporary concession to extreme circumstances.

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If you want to keep morale high and avoid a slump after the holidays, here's how to encourage positivity and cheer among your team. During the holiday season, employees are often excited about seeing their families, taking time off and relaxing before the start of a new year. It's difficult, however, to carry this spirit into the new year when employees have to go back to a normal work schedule in January. Leaders can take the initiative to change this mindset by doing small things to support employees, such as supporting their personal goals through company-sponsored gym memberships or having more frequent happy hours. To help, Fast Company Executive Board members shared some effective ideas for encouraging cheer and positivity post-holidays and into the new year.

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An ability to stand in the shoes of the client who will actually be using the product or service is critical. 

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There are lots of good ideas out there. But we don't have the time and resources to pursue them all.

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For security professionals, the political environment requires high levels of coordination across a number of departments.

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A conversation with an underperforming employee is a delicate situation that must be handled with care. As a leader, it's important to be able to have tough but necessary conversations with employees. When an employee isn't performing to their full potential, leaders must guide them the best they can and work with them to find the root of the problem. It's certainly a challenge to have these conversations, which can be uncomfortable and awkward for both parties. And if they're not executed properly, your conversation could hurt your relationship with the employee, causing further damage to their morale and performance. To help you have constructive conversations with employees who need some coaching, 16 members of Fast Company Executive Board have shared one thing a leader should never say or do when meeting with an underperforming employee.