Hi Reader,
Let’s get to your Monthly Management Memo - as always with something bold, something new, something borrowed, and something to pursue.
🔥Something Bold - Making Policies More Equitable
Years ago, I pulled together this public collection of employee policy language and practices that can help organizations be more equitable and family-friendly. I'd love to freshen it up and add new ideas for 2026. Got any great policies you've seen that you can suggest? Send my way!
🆕 Something New - Dealing with Difficult Folks
One of you (hi G, leaving you anonymous in case your colleagues are subscribed!) asked me: "I wanted to write to you about how to deal with difficult people who think they are always right. How do you disarm them so that a productive conversation can be had. How do you keep your cool in volatile situations?" Here's what I shared:
I definitely know the kind of folks you're talking about - they seem to have an opinion about everything and zero interest in hearing yours. I've learned that the secret isn't trying to prove them wrong—it's about strategic curiosity.
Here's what's worked for me: Instead of presenting counter-arguments (which just triggers their defensive mode), I ask questions that help them examine their own thinking. Things like:
- "That's interesting—can you help me understand how you arrived at that conclusion?"
- "What information would need to change for you to see this differently?"
- "I'm curious about your experience with this approach—what results have you seen?"
The magic happens when you genuinely listen to their responses.
Most "always right" people actually just want to feel heard and respected for their expertise. Once they feel that validation, they often become more open to dialogue.
The second part of your question hits close to home because I used to be the person who'd get flustered and either shut down or say something I'd regret later.
My go-to strategy now is just to pause, to be honest. Try to figure out what need is not being met (for me and the other person) and see if I can find a way to get those needs met.
I've also learned that lowering my voice when someone raises theirs creates this almost magnetic effect—they usually match your energy level without realizing it.
Also, naming what's happening: "I can see this topic is really important to you, and I want to make sure I understand your perspective." Essentially —you redirect the energy instead of fighting against it.
🤝🏼 Something Borrowed - 3 Ways to Help Your Team Avoid Burnout
Managing energy to avoid burnout was the topic of the week for the current cohort of Joyfully Managed Worklife, so it's top of mind. My friend and former coach Rayne Martin shared these tips recently with her network and they're straightforward and practical:
- Give Time Back: End every meeting 10 minutes early, and encourage people to take a quick walk, do some breathing exercises, share a laugh or get a few quiet moments of prep for their next meeting.
- Name What Can Wait: Ask your team, “What’s one thing you are not going to do this week?” It helps sharpen focus and reduce overwhelm.
- Say When It’s Enough: Be the one to say when something is “good enough,” so your team can stop striving for unattainable perfection and maintain a sustainable pace.
🏃🏾♀️Something to Pursue -
Create a folder for things that brighten your day. I am of the opinion that most of us only need a few email folders, and that too many folders actually prevents folks from being organized. But here's an exception. I put emails like this one into a folder called "Love and Light" and it's a go-to on days when I need a little pick-me-up. You could even set a reminder to look in there once a month or so. It could even help you remember wins when it comes time to do some annual self-reflection. Double win!
Last Month's Most-Clicked Management Memo Link: My blog about lesser-known Gmail tips.
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