Eileen Dooley

Working for a gatekeeper-style leader is often frustrating, especially for higher performers

Having regionally based leadership can help executive teams understand needs and culture in its various offices and locations

Being lazy may actually be easier at the office where they can blend in and ‘hide in plain sight’

Pay increases should be about covering the rising costs of basic necessities, but for many people rising costs are about lifestyle choices and ‘nice to haves’ not basic essentials

Being in person allows those entering the work force to learn vital soft skills, participate in team-building and find mentors

Employers need to articulate what they expect in return for the great pay, benefits, and career advancement

Gracefully bowing out and starting your own game with new players could be the only thing you can do when you have a leader you do not want to follow