Justin Bateh, PhD

Bad managers speak up at the wrong times.

And stay silent when it matters most.

You miss a step? They make noise.

You exceed expectations? Nothing but crickets.

Here’s what great leadership looks like instead 👇🏼

1) Recognize in real-time
↳ Don’t wait for performance reviews
↳ Praise effort, not just outcomes

2) Correct without shaming
↳ Address mistakes privately, directly, and with support
↳ Focus on the fix, not the fault

3) Normalize positive feedback
↳ “You handled that really well” should be common
↳ Recognition fuels consistency

4) Celebrate quiet wins
↳ Not all impact is loud
↳ Reward the steady, not just the flashy

5) Lead with emotional balance
↳ If you're loud in critique, be louder in support
↳ Your tone teaches your team how to feel at work

Bad management kills morale slowly
Not by what’s said—but by what’s left unsaid

What kind of feedback do you model for your team?

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Recognize the Silent Warning Signs:

The biggest concern for any leader should be when their most passionate people become quiet.

𝗛𝗲𝗿𝗲’𝘀 𝘄𝗵𝗮𝘁 𝗡𝗢𝗧 𝘁𝗼 𝗱𝗼:

↳ Ignoring Silence:
Silence can signal disengagement.
Pay attention to changes in participation.

↳ Overlooking Burnout:
Passionate people can burn out.
Recognize and address signs of exhaustion.

↳ Dismissing Concerns:
Unaddressed concerns lead to withdrawal.
Actively listen and respond to team issues.

↳ Taking Enthusiasm for Granted:
Passion needs nurturing.
Continuously support and motivate your team.

↳ Failing to Foster Growth:
Stagnation can silence enthusiasm.
Provide opportunities for learning and advancement.

Be the leader who keeps the passion alive.

𝗪𝗵𝗲𝗻 𝘆𝗼𝘂 𝗲𝗻𝗴𝗮𝗴𝗲 𝘆𝗼𝘂𝗿 𝗽𝗮𝘀𝘀𝗶𝗼𝗻𝗮𝘁𝗲 𝘁𝗲𝗮𝗺:

• Motivation and creativity thrive
• Team members feel valued and heard
• Continuous feedback leads to improvement
• Enthusiasm drives innovation and progress
• A dynamic and engaged workplace culture develops

Create a culture where passion is recognized and nurtured.

You are more than a manager.
You are a leader who inspires and energizes.

𝗔𝘀𝗸 𝘆𝗼𝘂𝗿𝘀𝗲𝗹𝗳:

1. Do you notice when your passionate members go quiet?
2. How do you address signs of disengagement?
3. Are you actively listening to your team’s concerns?
4. Do you provide opportunities for development?
5. How do you keep enthusiasm alive in your team?

Strive to be the leader who keeps the passion and engagement flourishing.

Follow Justin Bateh, PhD for more.

🎁Join 100,000 leaders using my project management and leadership frameworks every day to be more productive and boost their careers. Sign up for free here: https://lnkd.in/e9xftTyU

The costliest mistake in business? Staying comfortable.

Here are 7 ways outdated habits hold you back:

1/ Assumed efficiency.
→ What worked before might waste time now.

2/ Missed opportunities.
→ New methods unlock hidden potential.

3/ Stagnant thinking.
→ Old habits block fresh ideas.

4/ Invisible costs.
→ Inefficiencies quietly drain resources.

5/ Lost talent.
→ Top performers value growth.

6/ Outdated tools.
→ Tech moves fast, don’t fall behind.

7/ Irrelevance.
→ Markets evolve, adapt or fade out.

Change isn’t optional. It’s survival.

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Your standards aren't what you preach.

They're what you permit.

Every day you tolerate mediocrity....

You're losing your best talent.

Here's the brutal truth about standards:

1/ Excellence dies in silence
→ Top performers notice everything
→ They're watching your responses
→ Your inaction speaks louder than words

2/ Mediocrity is contagious
→ Low standards spread faster than high ones
→ One “pass“ becomes the new normal
→ Culture erodes one exception at a time

3/ A-players don't quit loudly
→ They disengage first
→ Then they update their LinkedIn
→ Finally, they leave without drama

4/ “Fair“ treatment isn't equal treatment
→ Treating everyone the same kills motivation
→ High performers need high standards
→ Average work deserves average results

5/ Your tolerance is your true north
→ What you accept becomes your culture
→ What you allow will continue
→ Your standard is your brand

Remember: You'll never reach excellence by tolerating average.

What standard are you refusing to compromise on this week?

PS. Download the free PM Toolkit: frameworks, KPIs, AI tools, and day-one templates here: https://lnkd.in/eDF-Wfwd

Quote by: Perry Belcher

You don’t need a bigger title.

You need a stronger spine.

Thanks Jitender Girdhar for this visual and inspiration!

If you don’t defend your team...

You don’t deserve to lead.

Real leaders protect—bosses disappear.

1/ Leadership is protection, not power
→ Your team shouldn’t fight battles you can block
→ Guard their energy, not just their deadlines
→ You’re the shield, not the storm

2/ Weak leaders pass pressure down
→ They deflect, blame, and disappear
→ They protect their image—not their people
→ That’s not leadership—it’s avoidance

3/ Strong leaders absorb the chaos
→ They shield from politics
→ They block toxic demands
→ They create space for real work

4/ You earn loyalty by how you show up when it’s hard
→ Speak up when others stay silent
→ Push back on bad culture
→ Make your team feel safe, not small

5/ Empowerment starts with protection
→ Teams thrive when they feel backed
→ Morale dies when leaders stay quiet
→ Your silence speaks louder than your title

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It costs less to keep staff than to replace them.

Here’s how to invest in your existing team:

Most companies are great at hiring.

But they're terrible at employee retention.

Try these strategies to keep your top talent:

1/ Let them work remotely
↳ Flexibility boosts loyalty.
↳ Remote work improves focus.
↳ Trust builds productivity.

2/ Pay them what they’re worth (and more)
↳ Compensation reflects respect.
↳ Rewards drive performance.
↳ Higher pay = higher retention.

3/ Encourage breaks
↳ Rest enhances creativity.
↳ Breaks prevent burnout.
↳ Healthy minds work better.

4/ Keep your ego in check
↳ Support beats control.
↳ Lead with humility, not authority.
↳ Empowerment inspires innovation.

5/ Defend them from difficult clients
↳ Respect isn’t negotiable.
↳ Strong leaders protect their team.
↳ Happy employees create happy clients.

6/ Respect their weekends
↳ Time off means time off.
↳ Weekends are for recharging.
↳ Boundaries build trust.

7/ Take their feedback seriously
↳ Listen, learn, and adapt.
↳ Feedback fuels growth.
↳ Valued voices stay loyal.

8/ Offer generous time off
↳ Time away boosts performance.
↳ Recharged teams deliver better results.
↳ Balance is key to retention.

9/ Focus on results, not hours
↳ Outcome matters more than time.
↳ Results drive success, not hours worked.
↳ Efficiency beats clock-watching.

Start with this.

And retaining your best talent won’t be an issue.

What would you add?

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📌Every week I share strategies like this in my newsletter, Projects Right. Subscribe for free and stay in the loop: https://lnkd.in/e9xftTyU

♻️ Repost to help someone.
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The most dangerous lies are the ones you tell yourself.

13 career lies holding you back:

1/ Burnout ≠ success.
→ Exhaustion isn’t proof you care.
→ It’s proof your system’s broken.

2/ Loyalty doesn’t guarantee reward.
→ Jobs change fast.
→ So should your plan.

3/ A resume isn’t a brand.
→ Visibility > paper.
→ Tell your story, don’t just list it.

4/ Changing your mind isn’t failure.
→ It’s evolution.
→ And smart leaders do it often.

5/ Recognition requires visibility.
→ Quiet work gets overlooked.
→ Speak up with impact.

6/ Branding isn’t bragging.
→ It’s strategic clarity.
→ People can’t value what they don’t see.

7/ “Safe paths” often lead nowhere.
→ Risk creates momentum.
→ Stuck isn’t safe—it’s costly.

8/ Degrees don’t equal credibility.
→ Value comes from results, not diplomas.

9/ Saying “no” builds trust.
→ Boundaries show leadership.
→ Clarity beats overcommitment.

10/ One industry isn’t your only home.
→ Skills transfer.
→ So can you.

11/ Avoiding risk avoids growth.
→ Reinvention isn’t weakness.
→ It’s wisdom.

12/ Working smarter > working harder.
→ Energy is a tool.
→ Use it well.

13/ Being the smartest in the room?
→ Try being the most coachable.

Success isn’t a checklist.
It’s a strategy.

♻️ Repost and follow Justin Bateh, PhD for more.

Low-trust management kills high performance.

5 reasons your best people leave first:

1/ Micromanagement Breaks Flow
→ Top performers need space to innovate
→ Every interruption costs 23 minutes of focus
→ Trust is the ultimate productivity hack

2/ Second-Guessing Kills Confidence
→ High performers thrive on ownership
→ Constant oversight signals doubt
→ Trust enables bold decisions

3/ Over-Reporting Drains Energy
→ A-players know their impact
→ Excessive updates waste time
→ Trust reduces administrative drag

4/ Permission Culture Slows Progress
→ Star players spot opportunities fast
→ Approval chains kill momentum
→ Trust accelerates execution

5/ Hidden Cost of Control
→ Top talent craves autonomy
→ Control signals lack of faith
→ Trust attracts (and keeps) the best

The truth?
High performers don't just want trust.
They require it to deliver their best work.

What's one way you're building trust with your top performers this week?

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Think remote teams don’t work?

Here’s the real problem:

Either you hired the wrong people.

Or you are not the leader they need.

Here’s what high-performing remote teams look like:

1. The best people don’t need to be watched
   
→ They care more about output
→ Than about optics.
→ Micromanaging kills motivation.
→ Clear ownership builds real accountability.

2. No commute = more growth time
   
→ That extra hour?
→ They use it to learn, not scroll.
→ Balance boosts performance.
→ Less burnout, more results.

3. No office = less politics
   
→ Ideas win, not volume.
→ Meetings get shorter.
→ Teams feel safer to speak up.

4. Written clarity beats spoken charisma
   
→ Great writing becomes shared thinking.
→ Fewer misunderstandings, faster decisions
→ Async works when docs replace meetings

5. Let AI handle the busywork
   
→ Automate updates
→ And follow-ups, and task assignments.
→ Free up brainpower for strategy
→ Not status checks.

Tools like Tango make it easy

Here’s how to lead a remote team that actually delivers:

→ Track outcomes, not hours.
→ Define KPIs that matter.
→ Document everything (we use Tango).
→ Give autonomy, then get out of the way.
→ Reward results, not presence.

Remote teams fail when trust is missing.

But when you get it right?

It’s the most efficient team you’ll ever lead.

💡 Try using Tango’s new AI Agent to ensure your remote team is fully aligned and making decisions based on the most accurate customer data.

Less explaining. More doing..