Become more aware of their own unconscious biases as a leader.

Notice where they spend their time as a leader and where it needs to be for long term results.

Differentiate between recognition and appreciation, and give genuine performance-based recognition to direct reports.

Reflect on, and analyse performance gaps.

Get underlying problems on the table before they get worse.

Hold important conversations with team members regarding performance expectations.

Learn how to be soft on the person and hard on the problem with performance expectations.

Implement a 5-step question-based coaching model.