When you are cleaning up an issue, bring curiosity to the conversation. Ask yourself: What is the other person's perspective? How did I contribute to the issue?

For clarity, re-state what the other person has said and get his or her confirmation. Beware of assuming you know what they are saying.

When a teammate is struggling, don't downplay the challenge. See if there is a way to authentically encourage them to move forward.

When you give acknowledgments, add impact by being specific, identifying the challenges they overcame, explaining the impact on you, and sharing the future that is now possible.

When you take on a project or assignment, identify whose expectations need to be met and create a mutual understanding of success.

When you initiate an exploratory conversation, make sure teammates understand that the conversation is for gathering information, not decision making.

Speak up and share your ideas—even if you are uncomfortable. Invite people to brainstorm with you.

When you are feeling trapped by a request and the only answer seems to be yes or no, consider creating new options and offering choices that will satisfy everyone’s needs.

Clarify By When a task will be completed and create shared expectations to greatly reduce disappointment.

When you are completing a cleanup conversation, ensure that you agree to specific actions to deal with similar breakdowns in the future.

Don't gossip! If you find yourself badmouthing a teammate, it's your clue that it's time to clean up an outstanding issue.

If you hear someone else gossiping, intervene. Support the gossiper in getting grounded in facts and initiating a clean-up conversation.

If you are concerned that you can't keep a commitment and are hoping that it will work out, don't wait and see! Let the people to whom you made the commitment know about the risks. Explain what you are doing to navigate the obstacles, explore other options, and request the support you need.

Want to learn how to be heard in a conversation? If you are not being heard, stop trying to prove your point and start listening. When the other person feels heard, they'll be ready to hear what you want to say.

Rather than assigning blame, focus on how to avoid the problem in the future. Ask how you may have participated in the breakdown.

Look for and acknowledge the specifics of what team members are doing well. Just saying "Great Job" rarely leaves people feeling fully acknowledged.